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Your team is burnt toast. And honestly, you might be too. So how do you get people to care more without adding another morale initiative, meeting, spreadsheet, or 58-page PowerPoint nobody actually wants? In this Micro Motivator, Erin Hatzikostas shares three simple ways leaders can build more trust, energy, and engagement by being more authentic. No giant culture initiative required. Just a few tangible changes in how you show up, what you take off your team's plate, and how you communicate. In this episode, you'll hear: Why a little humility can build trust faster than polished leadership What happens when leaders start challenging the BS work clogging up everyone's day Why an off-the-cuff weekly update can connect more than another corporate memo How authentic leadership becomes real through what you do, not what you say you are Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "Tell a humility moment, a story of a time when you screwed up." "Take away a piece of BS work. Holy cow, what a huge trading chip." "It should just be off the cuff, from the heart, authentic updates." "The way that you do it isn't through being. It's through doing." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core ideas from the episode. In this Micro Motivator, Erin Hatzikostas shares three practical ways leaders can increase employee engagement through authentic leadership, including using humility, removing unnecessary work, and communicating more openly with their teams. 3 Simple Culture Hacks Any Leader Can Do Erin: Being a leader right now is really tough. If you're like most leaders, your team is burnt toast, and so are you. How do you keep them motivated and caring when everyone is already exhausted? I'm a former corporate CEO, and employee engagement went up 15% in the three years I led the company. One thing I can tell you is that you need to be authentic. But how do you actually wake up tomorrow and do that differently? Use Humility on Purpose Erin: First, purposely use humility with your team. Tell what I call a humility moment, a story about a time when you screwed up. It can be work-related or home-related. When you open up, people start trusting you more and often become more willing to open up with the rest of the team too. Take Away the BS Work Erin: Number two, take away a piece of BS work. Are people spending time making 58-page PowerPoints pretty for an internal meeting nobody will look at? Is there a spreadsheet, presentation, or request that nobody has bothered to challenge? Show your team that you're willing to understand what is clogging up their day and get some of that junk out of their way. Give Your Team the Unpolished Version Erin: Number three, try a weekly email or video to your team. I prefer video. Don't plan the whole thing out. Share what's on your mind, something you're proud of, or something you learned that week. It doesn't have to be fancy or comprehensive. It should be off the cuff and from the heart. People want to know what you're really feeling and what's actually going on behind the scenes. Erin: The way you become an authentic leader isn't through being. It's through doing. Take a step in that direction and watch your employees get fired up.

What does "killing it" actually look like behind the scenes? Because sometimes it's a huge stage and an incredible opportunity. And sometimes it's a soggy airport sandwich, a missed flight, or admitting that something just isn't working. In this episode, Erin sits down with speaker, author, and emotional intelligence expert Rich Bracken for a chat about the side of success we don't always talk about (or get to hear). They dig into why we're so quick to measure accomplishments but ignore how we actually feel, the power of being honest about failure, and why vulnerability matters more than maintaining the appearance that everything is fine. Rich also shares his "Theory of Why Not," the mindset that has led him to take some pretty wild chances throughout his career, and why meaningful progress usually comes from consistent effort rather than trying to knock it out of the park every single day. Here's what you'll hear: Why your feelings deserve as much attention as your metrics What the polished version of "killing it" leaves out How asking "Why not?" can lead to unexpected opportunities Why small, consistent effort is more powerful than perfection How vulnerability, curiosity, and genuine care make us better leaders Connect with Rich on LinkedIn Learn more at richbracken.com. Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "The feeling is data, too." "We all want to feel seen and heard and respected, so show that and you'll get it back." "If you put the other person first, everything else unfolds the way it should." "The best leaders I ever worked for or worked with were human beings. They were vulnerable, they were honest, and they cared." Editor's note: This transcript has been edited for clarity and length while preserving the substance and conversational tone of the original discussion. Erin Hatzikostas sits down with speaker, author, coach, and emotional intelligence expert Rich Bracken to talk about what success really looks like behind the scenes. They explore emotional intelligence, vulnerability, failure, leadership, consistent effort, Rich's "Theory of Why Not," and why some of the biggest opportunities in your career can start with simply being willing to take a chance. Success Is More Than a Metric Erin: I want to start by reading something from your book because this took my breath away. You wrote, "The most dangerous blind spot in change management isn't a missed metric. It's individual and group satisfaction. That's the left hook nobody sees coming. We get so obsessed with what we can measure that we stop paying attention to what we can't. The feeling is data, too." You talk about how we want everyone to believe everything is fine. We hit the number. It worked. We never heard no. Admitting that we came up short or something didn't work can feel like weakness, so we skip past it. We're much quicker to share our wins than our failures. And that instinct doesn't just apply to metrics. It applies to how we feel. We hide emotional shortcomings the same way we hide missed targets because vulnerability in either form feels like exposure. Rich: I think we need to chip away at this idea of perfection because, number one, it doesn't exist. Nobody is going to be perfect. Nothing is ever going to be perfect. The more people admit their failures, admit their shortcomings, or admit that something went wrong, the more honest we can be. I lost a contract the other day that was devastating to me. It was going to be huge for me. And the first thing I thought was, "I've got to talk to somebody about the failure." It's one thing to say everything is great and trucking along, but when those left hooks come, sometimes you need somebody to grab you and lift you off the ground. It's tough. Erin: I think this applies to people at every level of their careers. We get asked all these metric-driven questions. How many talks did you do? How much business did you bring in? What did you accomplish? My goal is two or three talks a month. That translates to around 30 talks a year, and I freaking love that. I don't necessarily want 100 talks a year. And when people ask how things are going, in general I'm like, "My life's f*****g awesome." Not just because I'm hitting a number. My life in totality is great. We spend so much time talking about how many. Maybe we need to talk more about how it actually feels. What "Killing It" Really Looks Like Erin: Let's talk about "killing it," because when we met, we immediately started laughing about what people think success looks like versus what it actually looks like. What's an example of "killing it" for you? Rich: There are so many. If killing it looks like sorting through which airport sandwich is the least soggy because everything else is closed and I've missed three flights, then yes, I'm killing it. Does killing it look like sitting in front of my computer cursing because I can't find the last version of a presentation I worked on? Is killing it putting your PowerPoint into Google only to have your client download it and suddenly the font looks like Wingdings? That's the part people don't see. I love what I do. I wouldn't trade it for the world. But I think the closest comparison to a professional speaker's life is a touring musician. It's exhausting. You're traveling constantly. You're dealing with airports, weather, schedules, flights, hotels, and all of these things happening around the glamorous part people see. Erin: The facade is cool, though. Rich: Absolutely. And sometimes it really is cool. I'm about to speak in front of nearly 10,000 people. I have custom lighting. I have a walk-up video. There are going to be glow sticks, music, singing, dancing. It's going to look like I'm a rock star. But somebody asked me, "What are you going to do for the rest of the day?" I said, "I'm going back to my room, curling up in a ball, and not talking to anyone." That's what killing it looks like too. I know I'll walk off that stage on cloud nine, but I'll also be completely empty. I'll need to refuel. Erin: I have plenty of those stories too. Killing it was somebody reaching out to ask me to endorse a book, and then realizing they had confused me with the author of a completely different book. Killing it was getting what I thought was fan mail asking for my autograph six months after starting the podcast, then realizing somebody was probably trying to get my signature for fraud. Killing it was putting together footage for my speaker reel and discovering you could see my underwear when I turned around onstage. That's the behind-the-scenes version. Small Steps Can Change Your Entire Life Erin: One of the foundational stories in your life is losing more than 100 pounds. Tell us about that. Rich: I was a rail-thin kid and played sports year-round. Then I was diagnosed with exercise-induced asthma. I'm my parents' only child, so my mom basically said, "Stay inside, eat whatever you want, and play video games." I went from being outside constantly to being inside constantly, and I started putting on weight. By middle school I was the heavier kid, and I got teased quite a bit. Football became a saving grace because being bigger suddenly gave me an identity. I was an offensive lineman. I was the protector. I opened opportunities for the running backs and helped keep my friends safe. I eventually played a year of college football. Then I quit, and that identity disappeared. The eating habits stayed, but the workout habits went away. I got up to about 260 pounds. I fell into this really low self-esteem mindset. I didn't like what I saw in the mirror. I was miserable. Erin: Was there a specific moment that made you decide to change? Rich: It sounds silly, but I got tired of pulling my shirt away from my body. I was constantly adjusting it because I was afraid of my body showing. I was exhausted. I didn't have energy. I was depressed. I didn't want to do anything. I wasn't social. I finally had my diet analyzed, and everything was off the charts. Cholesterol, calories, fat, everything. My health instructor gave me something incredibly simple. He told me to replace certain foods with better options, eliminate fast food and carbonated drinks, and walk one mile a day. That was it. I didn't need to change everything overnight. I didn't need three hours of cardio or two hours in the gym. I just needed to do something small and see progress. Eventually I went from a 40-inch waist to trying on a pair of 34-inch pants in an Old Navy dressing room and screaming because they actually fit. Those moments taught me that I could change something huge by consistently doing small things. It transformed my life because I started to believe I could take on other things too. The Theory of Why Not E

Nicole shares an update that she's becoming "boss lady" again, which means rediscovering every leadership trigger she thought she'd already dealt with. You'll also hear Erin and Nicole talk about interim leadership, over-functioning, trying to prove yourself, doing two jobs for approximately "stripper money," and the uncomfortable realization that growth doesn't mean your old habits disappear. It means you catch them faster. They also get into Ella, Erin's daughter, leaving for college, and why Erin refuses to adopt the whole "my baby is leaving me" Sucky Soundtrack just because everyone else does. Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "Sucky songs don't stop coming. It's just how quickly you hear them and rewrite them." "Communication is the response you get back." "Don't play to not lose. Play to win. Play to freaking win." "While you're testing me out, I'm testing it out."

Think you're bad at storytelling at work? You might just be doing it backwards. In this Micro Motivator, Erin shares the simple storytelling mistake that makes job interviews, presentations, and workplace communication way harder than they need to be. In this episode, you'll hear: How to find the right story without forcing it Why your best stories can do more heavy lifting than you think How to make storytelling at work feel natural, not painfully rehearsed Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "People don't care how long it takes as long as they're engaged." "Stories aren't selfish." "I would argue that all stories have branches like a tree, and they have many different points they can make." "Your life is just a collection of stories. Now, go tell them." The Easiest Way to Tell More Stories at Work This transcript has been edited for clarity and length. Storytelling at work doesn't have to feel forced or rehearsed. In this Micro Motivator, Erin shares why stories are so effective in workplace communication, the common mistake people make when trying to find the "right" story, and a simple way to build a story library you can use for job interviews, presentations, meetings, and more. Why We Avoid Telling Stories at Work Erin: Stories are remembered far more effectively than facts and figures. And yes, I realize the irony of starting that statement with a fact. There are a lot of reasons people avoid telling stories at work. Maybe you think you're not a good storyteller. Maybe you don't think you have any good stories. But one of the biggest reasons is that people assume stories take too much time. You think, "People don't have time to listen to a long story. It'll be faster if I just get to the point." But people generally don't care how long something takes if they're engaged. Stories Aren't Selfish Erin: Stories also aren't selfish. When you tell a story, the people listening start riding sidecar next to you. If you talk about your brother, they may start thinking about their sister. If you tell a story from high school, they start remembering their own experiences from high school. A story might technically be about you, but the listener naturally connects it to their own life. Storytelling becomes a shared experience. The Storytelling Mistake Most People Make Erin: Here's the mistake I see people make when they're preparing for something like a job interview or a big presentation: they start with the scenario and then try to think of a story that fits it. That is hard. Our brains aren't really wired to work that way. Instead, start by creating a story library. That's really just a fancy word for a list. It could live in a notebook, on your phone, or even in your head. Start by identifying about 10 stories you know well. Some might be funny stories from your personal life. Others might come from your career. Some might simply be everyday experiences that can become metaphors or analogies. One Story Can Make Many Different Points Erin: Here's where the magic happens: most stories don't have only one point. Think of a story like a tree with multiple branches. Maybe you went shopping and had an interesting customer experience. That one experience could become a story about customer service, packaging, positioning, communication, expectations, or dozens of other things. Even something as simple as pulling weeds in your garden could become a metaphor for persistence, solving recurring problems, getting to the root cause, or dealing with something you thought you had already fixed. When you begin with stories you already know, storytelling becomes much easier. You're not inventing something on the spot. You're taking an experience you're comfortable talking about and deciding which point you want it to illustrate. How to Use a Story Library in Job Interviews Erin: Job interviews are a perfect example. Instead of trying to predict every question an interviewer might ask, prepare your top stories from your career. Each story can probably demonstrate several different things depending on how you frame it: leadership, problem-solving, communication, resilience, teamwork, conflict, innovation, or growth. That also helps you sound more natural. You're telling a story you genuinely know instead of trying to force a rehearsed answer into a question you hoped they would ask. Your life is just a collection of stories. Now go tell them.

What if the reason people aren't buying, engaging, staying, or following your lead isn't because they need another motivational poster about "teamwork"? It might be because you have no idea what actually matters to them. In this episode, Erin sits down with David Allison, founder of the Valuegraphics Research Company and author of The Values Map, to talk about why demographics, generic corporate values, and a bunch of buzzwords slapped on an office wall don't tell us nearly as much as we think they do. David shares how understanding what matters most to people can make you a better leader, marketer, salesperson, and overall human trying to get other humans to do things. They also dig into how to uncover someone's real values without creepily asking, "So...what are your deepest values?" and why values alignment might explain why certain jobs, people, opportunities, and even parties just click while others make you want to fake a babysitter emergency and leave. In this episode, you'll hear: Why corporate values often become expensive wallpaper and what actually motivates employees Three questions that reveal what matters most to someone without turning the conversation into a therapy session How to use curiosity and the "Third Why" to get past surface-level small talk Why understanding someone's values can make selling, leading, and influencing a whole lot easier How David realized the traditional definition of success was basically a lie for him and why building your work around what matters most can make it suck significantly less Resources Mentioned in the Episode: Check out David's Website: www.davidallisoninc.com Learn more about Value Graphics: www.valuegraphics.com Pre-order David's book, "The Values Map: Discover What Drives You and How to Move Others" Follow David on LinkedIn at davidallisoninc/ Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "What matters most to us drives everything we do." "Your corporate values are not the human values of the people who are showing up at your corporation." "Authenticity is, I'm gonna say, not a value, it's the end result of values alignment." "It was, 10 years of living a lie that I didn't know was a lie, because I'd only been taught that this was the truth." Podcast Transcript Erin Hatzikostas sits down with David Allison, founder of the Valuegraphics Research Company, to explore what really motivates people at work. They unpack the difference between corporate values and human values, how leaders and salespeople can discover what matters most to someone, why values alignment influences engagement and decision-making, and how understanding your own values can help you build a career that actually fits. Why "Values" Might Be the Wrong Word Erin: What's the biggest misconception you get when people call you the values guy or talk about the research you do around values? David: One of the biggest confusions is just the word values. We're all used to sitting in boardrooms talking about mission, vision, values. The CEO sends out the annual note saying they've finally figured out the corporate values, and usually they're the same as everybody else's corporate values. They go up on the wall behind the receptionist, everybody's happy, and then they're forgotten about 24 hours later. We also run around talking about what we think our values are. Politicians tell us what our values are. So I actually don't love using the word anymore. What works better is asking: What matters most? What matters most to you? What matters most to your customers? What matters most to your employees? That gets much closer to the kind of values I'm researching. Erin: And it feels more distinctive too. Instead of asking somebody for five or ten values, you can start with one or two things that really matter. David: Exactly. Through our research, we've identified 56 values. And the interesting thing is that you can't simply ask people what their values are, because they'll either intentionally or unintentionally tell you what they want their values to be, or what they want you to think their values are. Instead, you ask about behavior. What do you do all day? How do you feel about this thing? What does this topic mean to you? When you listen to what people are actually doing and start mapping their behaviors, you can work backward and understand what matters most to them. What Hockey Can Tell You About Someone's Values David: I'm Canadian, so let's use hockey. If somebody says they're a hockey fan, don't just stop there. Ask how often they go to games. Do they watch at home? Who do they watch with? Friends? Family? Do they take clients to games? Do they own a jersey? If their team gets eliminated, will they cheer for another team or stop watching completely? You're asking them about something they're excited to talk about. But underneath their answers, you're hearing their values. If they refuse to cheer for another team, maybe loyalty matters a lot to them. If every hockey experience involves their friends but never their family, that tells you something about the relative importance of friendship and family in that context. You listen to what people do, and from there you start to see what matters most. Erin: That's the legit researcher part. You're discerning the thing without actually asking them the thing. The Pink Van: Why Assumptions About People Get Us in Trouble Erin: Let's make this practical. Our listeners might be in sales, leadership, or running businesses. How does this help somebody market better, sell more, or become a better leader? David: I'll give you an example from our research. I was preparing for a keynote for a group of employers in the blue-collar trades. They were dealing with a major talent shortage and wanted to understand how to get more people interested in joining the trades. Our research found that people considering careers in the trades dramatically over-indexed around a value called service to others. They wanted to know they were doing something that helped people and made a difference. The employers were already talking about things like earning more money, getting out of shift work, and avoiding the cost of college. Those are logical benefits. But they weren't saying, "This is your chance to be in a helping profession." After my keynote, a business owner came up to me. He had seven offices across the Southern United States with fleets of service vans. In each fleet, one van was painted pink, and all of the money earned by that van went toward breast cancer research because of a personal story involving his wife. I thought that was the story. He said, "No. The real story is that every day my guys fight over who gets to be in the pink van." Erin: Wow. David: Think about that. If you were marketing to people in the trades based on stereotypes, would you ever have gotten to pink vans? Probably not. You'd be talking about football, tailgates, country music, or whatever other assumptions you had about the audience. But the answer was pink vans. There's almost always a pink van in the research. Something that makes you say, "We never would have guessed that, but now it makes complete sense." When you understand what matters most to people, you can use it to market, motivate, inspire, build policies, engage employees, and make strategic decisions. Three Questions That Reveal What Matters Most Erin: What about people who can't hire your company to conduct a big research study? What questions could they ask employees or clients to get closer to this information themselves? David: We have three questions we call the three telltale questions. We've tested versions of them with people around the world. The important part is that you don't ask one person once and assume you've figured everything out. Ask a lot of people and listen for patterns. Those patterns are the signals in the noise. That's where the values start bubbling to the surface. David: The first question is: Why do you go to work? Someone might immediately say, "To pay my bills." Fine. Ask why else. Maybe their friends are there. Maybe work is their creative outlet. Maybe they feel like they're making a difference. Maybe it's where they feel useful. They're telling you why they choose to spend such a huge portion of their life doing this thing. The second question is: Why would you give away half of your lottery winnings? If someone says they wouldn't, tell them to imagine they won a lottery where giving away half was required. Then ask where they'd give it and why. That's a major behavioral decision. The "why" behind it is usually a value talking. The third question is: If you could send one message to yourself 10 years ago, what would it be? Listen to whether they talk about family, fri

Erin tried to become a "better" speaker. She got the coach. Did the reps. Rehearsed the lines. Followed the advice. And then realized she may have accidentally polished the magic right out of herself. In this solo episode, Erin shares what happened when a huge speaking opportunity pushed her into full preparation mode, why over-rehearsing made her feel less connected on stage, and the old coaching advice that came back swinging: Trust your creative process. This one is for anyone who has ever tried to improve themselves and accidentally started sanding down the exact thing that made them stand out. In this episode you'll hear: -Why "best practices" are only useful if they actually work for you -How over-preparing can make you technically better but less you -Why Erin had to 50% Rule her own speaking proces -The difference between memorizing words and connecting to the message -Why your weird little way of doing things might be the whole damn point Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "Trust your creative process." "I spent more time searching for the words than searching for the feeling and the passion." "What's worked for you in the past actually might work in the future." "Constantly look for ways to improve without throwing away what makes you you." Trust Your Creative Process Editor's note: This transcript has been edited for clarity, length, and readability. In this solo episode, Erin Hatzikostas shares what happened when she followed traditional public speaking advice so closely that she lost some of the authenticity that made her effective. She explores over-preparation, creative confidence, the 50% Rule, and how to improve your work without abandoning the process that makes you uniquely good at it. When "Leveling Up" Starts to Change You Erin: Over the last nine months, I've gone through a journey that feels full circle, ironic, and maybe even a little hypocritical. Erin: I preach authenticity. In my second book, I talk about the 50% Rule: whenever you're doing something, keep some of what works, introduce something new, and throw out the pieces that feel inauthentic or simply do not fit you. Erin: I'm also a professional speaker. That's my main occupation, and last summer my speaking career was really starting to pick up steam. Then I was selected to speak at the International Association of Speaking Bureaus conference. These are the people who often help organizations find speakers for major events, so getting the chance to speak in front of them felt like a very big deal. Erin: There were almost 100 applicants, and only six of us were selected. Speaking can be a roller coaster. You are constantly trying to earn the next opportunity, even after you've had success. But this felt like one of those moments where I thought, "Okay, Erin. This is your chance. Get your act together." The Pressure to Rehearse Perfectly Erin: Around that same time, I had started working with a true speech and vocal coach, Darcy Webb. She was wonderful because she did not try to turn me into somebody else. She understood what made me, me, and helped bring more of that out. Erin: She helped me embrace the facial expressions I naturally make. She also told me to stop whispering. I insisted I was not whispering, but then I watched the recordings and realized, "Oh. That is a little weird." Erin: One of the biggest things she taught me was that I needed to rehearse. I needed to put in the hours, record myself, repeat the material, and get the words into my body. Erin: I resisted that advice for a long time. Then this huge speaking opportunity came along, and I only had 20 minutes. In the speaking world, shorter is often harder. You have to be more concise, make stronger choices, and communicate the point in less time. Erin: So I decided it was time to become the polished, mega-professional speaker I thought I was supposed to be. I rehearsed and rehearsed. Why Perfect Preparation Did Not Create a Perfect Performance Erin: I already had some baggage around over-rehearsing. When I did my TEDx talk in 2020, I practiced it so much that the delivery stopped feeling like me. I still love the content, but the performance felt too controlled. My passion did not fully come through. Erin: Still, I prepared heavily for the speakers bureau conference. I used some of my best material, knew what I wanted to say, and felt ready. Erin: Then the event came. I did not flop, but I did not knock it out of the park either. Erin: I am always trying to knock it out of the park, not because I think I work harder than everyone else or because I need people to tell me I'm great. I want to connect. I want people to feel something. That connection is what authenticity can create. Erin: At first, I found other things to blame. Someone after me absolutely crushed it. My necklace was jangling against the microphone. There were all these little details I could point to. Erin: But the deeper truth was that I had over-prepared. I was not fully in the moment with the people in front of me. I was delivering something polished, but I was not drawing from that conviction and energy that usually comes from deep inside me and pours into the audience. When Rehearsal Became the New Habit Erin: The confusing part was that I had also learned how to rehearse. So for the next several months, I kept doing it. Erin: I practiced for events in January, February, and March. I crafted catchy lines. I added new language. I made sure I could nail the material. Erin: The talks went well. I did not bomb. I created customized moments and found creative ways to make each speech feel specific to the audience. Erin: But something was missing. Erin: Usually, I can feel the connection in the room. You can see it in people's faces. You know when the audience does not want the experience to end. These events were successful on paper, but they did not feel the same. Erin: Then I spoke at an event in Chicago. I said everything I meant to say. I did not forget the important parts. Technically, I nailed it. But that thing I care about most still was not there. Words Versus Intent Erin: That was when I realized what over-preparing had taken away from me. Erin: My talks have structure. They are mapped into sections, and I know the points I want to make. I may have specific phrases or stories I want to land, but I have never needed every word written out. Erin: Before I became so focused on rehearsal, I spent more time thinking about the intent of each section. I would ask, "What am I really trying to get across here? What do I need these people to understand or feel?" Erin: Then I allowed myself the freedom to communicate that idea in the moment. Erin: That freedom gave me space to bring in something I heard earlier in the day, respond to the audience, interact more naturally, or follow a thought that came to me while I was speaking. Erin: When I over-rehearsed, I spent more time searching for the exact words than searching for the feeling, the purpose, and the passion behind them. Erin: I cannot do both equally well. Some people can. Actors can deliver rehearsed lines with incredible emotional depth. Some speakers can memorize every beat and still make it feel spontaneous. God bless them. That is a real skill. Erin: But it is not my skill. It is not where I bring the most value. "Why Don't You Trust Your Creative Process?" Erin: This brought me back to something my first executive coach taught me years ago when I was still in corporate. Erin: I was preparing a speech for a leadership event. I had planned the whole talk, but I had not figured out the ending. In my notes, I had essentially written, "And then some bada boom, bada bing ending." Erin: I went into our coaching session and confessed that I thought I had a major flaw. I told her, "I'm a great starter, but I'm not a great finisher. I worked on this talk for hours, and I still could not complete it." Erin: I expected her to give me techniques, hacks, or some process that would fix what I believed was broken. Erin: Instead, she stopped and asked, "Erin, are you typically successful?" Erin: I told her that I was not successful at everything, but yes, especially when it came to public speaking, I was usually better than average. Erin: Then she said, "Why don't you trust your creative process?" Erin: That question has stayed with me for more than eight years. Advice Is Not an Absolute Erin: People love to give advice in absolutes. Never start a conversation this way. Always prepare for an interview that way. Follow this formula to find your career path. Use these exact steps to become successful. Erin: My rule is this: be very cautious about advice that begins with "always" or "never." Erin: There is more information

Modern work is getting weird. In this episode, Erin and Nicole talk about career envy, AI "bot sitting," Gen Z's job search chaos, parents overstepping in the hiring process, airport drama, bathroom hideouts, and the deeply human ways people are trying to stand out, stay sane, and survive work right now. They also unpack one of Erin's favorite new questions for killing comparison: "Would I actually want their life?" Because chasing someone else's version of success only works if you're willing to take the whole life that comes with it. In this episode you'll hear: Why career envy gets a lot less powerful when you zoom out How AI slop is changing resumes, hiring, and the way we try to stand out What "bot sitting" says about the strange new reality of work Why parents need to step away from the hiring manager The hilarious and slightly unhinged ways people cope at work This one is part workplace commentary, part group therapy, part "what the hell is happening out there?" And honestly? We need all three.   Anya Roodnitsky Video: https://www.instagram.com/p/DU6VPHhEgGn/ Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow Erin on LinkedIn or Instagram Take our simple, fun and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, You Do You-ish Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule. Work with Us Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected] DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "You cannot compare yourself to somebody else without first asking: would I actually want their life?" "We do make shit up all the time. It's just usually bad shit about us and good shit about other people. You have the right to flip that." "You're creating an entire life you don't have to escape from." "If you want to be heard, stand out, picked, chosen, or done business with, AI slop is going to kill you." Editor's note: This transcript has been lightly edited for clarity, readability, and flow while preserving the core conversation and strongest takeaways. In this episode, Erin Hatzikostas and Nicole Licata unpack the weird, wild, and deeply human ways people are surviving modern work. From career envy and AI "bot sitting" to Gen Z's job search chaos, parents overstepping in hiring, airport drama, bathroom hideouts, and the pressure to stand out in a world full of sameness, this conversation is part workplace commentary, part group therapy, and part "what the hell is happening out there?" Women, Work, and the Underground Network Erin: I have some updates. The first one is related to something you just said. I have to laugh at how freaking amazing working women are at multitasking. This morning, I drove 45 minutes to Southington for an 8:30 coffee meeting with a former client who is now a current client because they're bringing me back again. But before that, I had placed a BJ's Warehouse order at the Southington location because we have a graduation party coming up. So I had the coffee meeting, got gas under $4, picked up a ridiculous amount of party supplies, came home, sweated my ass off putting it all away, and thought, this is how women work. People underestimate not only how efficient we are, but also how connected we are. That reminded me of something else. A few weeks ago, our financial advisors decided to move to another bank for the second time in six years. The first time, we followed them. The second time, we paused. I happen to use the same financial advisor as my woman work crush, Jean LaTour, who is a former chief investment officer for CBS and Aetna. She is a big deal, authentic as hell, and I'm proud to call her a friend. When we both got the news, we immediately started texting. I told her the deal Morgan Stanley offered us to incentivize us to stay, which was different from hers. We were sent to different people. We've had lunch. We've compared notes on how the transition has gone. So story number one is this: do not underestimate women and our ability to get all the things done, whether it's picking up BJ's after a business meeting or quietly sharing information behind the scenes to make sure we get the best deal possible. Nicole: That reminds me of one of our early episodes about the things women don't talk about. One of the big ones was finances. It's a mistake I still make sometimes. When things are changing, it can feel overwhelming. You want to trust what's happening. You get comfortable. But these are businesses. These are deal makers. You're their client, and you're paying them. The more information you have, the better. I applaud you for asking, "Who else is in this with me? Let's have some conversations," instead of blindly going along with a deal that sounded good enough. Erin: Exactly. And I know we have a lot of male listeners, so I'm not saying women are better. But get women into leadership positions because we are doing this at work too. We're multitasking, sharing information, and doing business differently. Sometimes that women's network is working under the covers more than people think. And I mean that in the least weird way possible. The Question That Kills Career Envy Erin: My second thought is something that has been helping me a lot lately. I've been feeling really good about a mindset shift I've made around jealousy, comparison, and chasing things I don't actually want. The speaking business can be ego-driven. I'm not selling widgets. I'm selling myself. So it's easy to get caught up in the idea that more bookings equal more validation. But I don't want to be a speaker who does 40, 60, or 80 gigs a year. I used to think that was mostly because I didn't want to be on the road that much or because it was too much to balance with family. But it's also because I can't give fully to clients if I'm doing that much. I have eight gigs between June and September, and I'm at capacity in terms of my ability to customize, understand each client, and not come in with a cookie-cutter talk. So here's the question that has helped me when I see another speaker's amazing new reel or big event announcement: Would I want their life? And I don't mean, "That probably sucks because they're on the road so much." I mean literally: would I want their whole life? Sometimes I know these people and their backgrounds, and sometimes I don't. But I ask myself, would I want the entire life that comes with that thing I'm jealous of? The answer is almost always no. I want my life. I want time with my husband. I want time with my kids. I want breathing room on a Friday. I don't want to take one thing and give up everything else. You cannot compare yourself to somebody else without first asking, "Would I actually want their life?" Maybe once in a while the answer will be yes. But even with celebrities, ask yourself: would I want their life? You don't get to have the thing you're jealous of and keep everything you already have. You can't say, "I want that event with 3,000 people on a stage in Hawaii," without also taking the number of gigs, sacrifices, relationships, lifestyle, location, and everything else that comes with it. You cannot pick and choose. That has put me in this place of gratitude for the holistic picture of my life. When speaker friends ask, "How's it going?" there is often this undertone of, "How many bookings are you doing?" And I've started answering differently. I say, "I really f*****g love my life." Yes, this is the busiest summer I've had speaking. But when you ask how I'm doing, I'm thinking about my daughter having the time of her life in her senior year, my husband and I getting along great, the weather being beautiful, visiting family, and building a life I actually want. Nicole: What you're saying is interesting because you're not saying don't change or don't evolve. You're saying look at the landscape, the tools, the opportunities, and the framework you actually have. Don't look at someone else's life with no context about who they are, how they got there, or what sacrifices they made, and assume you can just import one piece of it. Erin: Yes. And I'm also giving people permission to make shit up. Let's say someone's title comes across your feed and you think, "I always thought I wanted that role." You don't know that person. So you have the right to create a different narrative. We make shit up all the time. It's just usually bad shit about us and good shit about other people. You have the right to flip that. If you're going to tell stories in your head, tell great stories about yourself too. Nicole: As long as the narrative gives you balance and helps you dig into where you are instead of making you feel terrible about yourself, it can create growth. Erin: Exactly. Because when you stop spending so much energy being depressed about where you are, you can actually grow. And this is where the 50% Rule helps too. Once you do things half-normal, half-you, it becomes almost impossible to compare because you're not trying to do it the same way anyway. I've told the universe something different. I've said I want around 25 gigs a year. I want balance. I

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. https://www.mindaharts.com/">Minda's Website: https://www.mindaharts.com/ https://www.linkedin.com/in/mindaharts/">Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   *]:pointer-events-auto [content-visibility:auto] supports-[content-visibility:auto]:[contain-intrinsic-size:auto_100lvh] R6Vx5W_threadScrollVars scroll-mb-[calc(var(--scroll-root-safe-area-inset-bottom,0px)+var(--thread-response-height))] scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" data-turn-id= "request-WEB:1413613f-d4e9-447b-a6c6-34b45367f7be-25" data-turn-id-container= "request-WEB:1413613f-d4e9-447b-a6c6-34b45367f7be-25" data-testid= "conversation-turn-2" data-scroll-anchor="false" data-turn= "assistant"> Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected]  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," an

After years of advising CEOs and senior leaders, she's learned that the higher you climb, the more the same human stuff shows up: insecurity, miscommunication, fear of failure, and avoiding the conversations nobody wants to have. In this episode, Erin sits down with the self-proclaimed "C-Suite Whisperer" , Paru Radia, to talk about tough conversations, turning adversity into an advantage, and why standing still might be the riskiest thing you can do. Along the way, Paru shares lessons from her own journey and her no-BS coaching style. Some of the things you'll hear are: -Why Paru actually loves tough conversations (and how to stop dreading them) -How being bullied, underestimated, and treated like an outsider became her superpower -Why "magic happens in momentum" If you've ever felt stuck, overlooked, or unsure of your next move, this episode will challenge how you think about growth, leadership, and success. Check out Paru's Website   https://www.linkedin.com/in/paruradia/">Connect with Paru on LinkedIn   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected]    DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't self-filter and be apologetic about something. It is what it is.  "If you are not confident about the things that you don't like about yourself, you are giving people ammunition to also dislike you. Just own it." "Magic happens in momentum." "The magic won't happen if something is standing still. You need other things to happen for the reaction to happen, which equates to magic." Editor's note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key teaching moments. In this episode, Erin talks with executive strategist Paru Radia about how to navigate tough conversations at work, communicate with more clarity, own the messy parts of your story, and use momentum to create real career growth. Their conversation covers executive coaching, leadership communication, performance reviews, workplace conflict, career transitions, and the real-life messes behind success. Transcript Why Paru Calls Herself the C-Suite Whisperer Erin: You call yourself the C-Suite Whisperer. If I saw that on a page without knowing you, I might side-eye it. But after meeting you, I thought, "Oh my gosh, she totally is." Where did that come from? Paru: I was talking to a client a few years ago, describing what I do without making it sound too prescriptive. I was explaining how I listen, question, translate, and help executives understand what is really happening. I thought of the show Ghost Whisperer, where someone translates what ghosts are saying to the people who cannot hear them. I realized, "I do what she does, but for executives." So I said, "I'm a C-Suite whisperer." She completely got it. A week later, she told someone she had hired a C-Suite whisperer, then wrote about me on LinkedIn using that phrase. So I thought, "I guess that's what I am." Erin: I love that idea of translating between what someone says and what people actually hear. What gets mistranslated the most when you are working with executives? Paru: Intention. And that applies to everyone. People are often so busy thinking about themselves, what they mean, and what they think other people are hearing that they miss how the message is actually landing. I do not mean that in an arrogant way. No matter how senior you get, it is the same stuff with more at stake. It is the same insecurity, the same miscommunication, the same desire for the business to be successful, the same desire to look good, be liked, be understood, be seen, and be heard. We are all human. The stakes just get higher. How Childhood Shaped Her Ability to Read People Erin: I saw in another interview that when you were asked what time in your life you would change, you mentioned primary school and high school. What were those years like, and how did they shape the bold person you are now? Paru: I want to be careful with that answer. I am really happy in my life now, and I know I would not be where I am today without everything I experienced. But if I could still be where I am today and remove some of the pain from those years, I would. I grew up in a very conservative, traditional Indian household in the seventies and early eighties in racist Britain. We had bricks thrown through our window. We had racial slurs shouted at us. As a child, I had people on the street threaten me because I was Indian. It was scary. Some of that racism translated to school. I was made fun of for being Indian. I was also a chubby kid, so I was made fun of for that too. What happened was that it became safer for me to observe than to participate. It was safer to figure out where the next landmine was or where the next grenade might be thrown. That has worked in my favor now. I observe closely. I have a very keen eye and a very keen ear. I think some of that came from life circumstances that forced me to develop those skills. Erin: That makes so much sense. For people listening who have gone through challenges, trauma, or difficult experiences, how do they start to turn those things into a strength? Paru: First, be kind to yourself. And I do not mean that in a fluffy way. I mean dig deep and own everything about yourself. I am a big advocate of owning all of it. When I work with clients, I am their biggest fan, but I am also very direct. I often say that when you work with me, you will be punched and hugged at the same time. I am not soft. I will tell you things other people are too scared to tell you. I will tell you things you may not want to hear. But I am also there to catch you. I am not doing it to be mean. I am doing it to be real, so we can actually address what is happening. The first step is not self-filtering or apologizing for what is true. If something happened, it happened. If you messed something up, own it. If you do not like something about yourself, name it. Many people start to malfunction when they are not being who they really are. When you try to cover something up or perform as someone else, it creates friction. It is what it is. Own it. If you are not confident about the things you dislike about yourself, you give other people ammunition to dislike those things too. Own them. There are things about me I do not think are fantastic, but I love them anyway. It has taken me a long time to get here. Why Tough Conversations Matter Erin: One thing I wanted to talk to you about is tough conversations at work. The employee who is not performing. The job elimination. The numbers that are not hitting forecast. A lot of smart, capable people want to crawl under their desk when it is time to have those conversations. What advice do you give them? Paru: I love tough conversations. Erin: Why? Paru: Because they are the beginning of something different. Once you have the tough conversation, something is going to change. It might be an action, a perception, or a mindset, but something shifts. I am all for change. I challenge the status quo all the time. I am always looking to be better, do better, and grow. I want that for my clients too. When it comes to tough conversations, language is incredibly important. If I were giving general advice, I would say: get out of your own head and be factual. Avoid making everything about "you," because that can sound aggressive. Keep it business-focused. Ask questions. Do not go straight into the conversation without understanding the other person. Be genuinely curious. I start many difficult conversations by asking for the person's understanding of the topic first. That way, we are on the same page. Then I can share my definition or perspective. That moves me from being opposite them to being next to them. It becomes, "This is how I am looking at it. How are you looking at it?" Then I stay factual. I might say, "The business needs this. The problem we have is this. What do you think we could do about that?" If their answer is not feasible, I might say, "Here is what I am thinking. What are your thoughts on that?" Behavioral issues are different and need more specific examples, but in general, curiosity, clarity, and facts matter. How to Approach a Performance Conversation Erin: Let's use an example. Joe is a project manager. He has moments of brilliance, but he is inconsistent. Sometimes he solves a big problem. Other times, he makes promises he cannot deliver, or his work is not good. How would you coach someone to have that conversation? Paru: There is a lot I would want to understand first. I would want to know what is going through Joe's mind when he performs well, and what is going through his mind when

This episode is part journalism, part therapy, part "girl WHAT?!" Today's guest, Melanie Marshall, is a former BBC foreign journalist turned filmmaker, speaker, and coach who has reported from some of the most intense places on earth. And somehow… despite seeing humanity at its messiest, she still believes people are mostly good.  Some of the things you'll hear: -The wildly unexpected way radicalized followers of Osama Bin Laden welcomed her into an interview shortly after his death -What actually creates human connection when people disagree on literally everything -Why she repeatedly ignored her boss's instructions, chased stories anyway, and somehow ended up with life-changing moments… and a goat -Stories that prove women across the world are a lot more alike than we think, even in radically different circumstances -The time she got smacked repeatedly with a feather duster by a man, plus the moment she relied on her single greatest survival skill to get herself out of danger Melanie tells stories the way your funniest friend would if your funniest friend also casually wandered through war zones, political unrest, and deeply human moments while carrying BBC equipment. It's equal parts hilarious, eye-opening, uncomfortable, hopeful, and "HOW IS THIS A REAL STORY?" energy. How you can use Human Connection to drive change | Melanie Marshall | TEDx LinkedIn: https://www.linkedin.com/in/melanie-marshall-237a641/   Substack: https://imrama.substack.com/ Website:http://melaniemarshall.com Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: [email protected]  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  "She impacted me, she impacted my friend, she impacted all of these people with her goodness and her fiery spirit. She lived." "If you think about the different stages that you get to in your career and  when you reach a new one, you realize, 'oh, they're all people'" "I am grateful that I have let myself be impacted so much by the people I have met because I feel a gift and a responsibility to let what I have learned from them go forward." "I am not the lady in a sheet. I am the boss." "The story wasn't over. It wasn't easy, but it wasn't over. And that's where I get hope."   Note: This transcript has been edited and condensed for clarity, readability, and length.  In this episode of Because Work Doesn't Have to Suck, Erin sits down with former BBC foreign journalist Melanie Marshall to talk about leadership, courage, connection, resilience, and why she still believes humanity is fundamentally good after reporting from some of the world's most dangerous places. From interviewing extremists in Pakistan to reporting in Afghanistan, Iraq, Libya, and the Philippines, Melanie shares unforgettable stories about human connection, optimism, fear, and what really helps people survive difficult moments.          Why Melanie Marshall Still Believes in Humanity     Erin: You've seen some of the worst parts of the world, yet your message is still rooted in hope and optimism. That feels almost impossible right now.     Melanie: I know optimism gets eye rolls these days. But what I've learned traveling the world is this: if you let it, the world will humble you. It'll break your heart. But it also teaches you that people are far more complicated, funny, resilient, and loving than headlines make them seem.     I've spent years in places like Afghanistan, Iraq, and Gaza. Even in places under terrible oppression, people still laugh. They still flirt. They still joke. They still find joy behind closed doors. Human beings don't stop being human just because circumstances become horrific.     That's where my optimism comes from. The story is hard, but it's not over.          Meeting Followers of Osama Bin Laden     Erin: Tell us about the experience you had just after Osama Bin Laden was killed.     Melanie: We went to Pakistan shortly after his death because I wanted audiences to understand something important: Bin Laden wasn't just a man. He represented a movement.     We arranged to meet with radicalized followers of his in Karachi. I was nervous. Deeply nervous. Externally, I looked calm. Internally, I was thinking, "Am I completely insane for doing this?"     As we drove up, I heard children playing. We were meeting at a school.     That immediately lowered my fear level because they had intentionally chosen a setting they knew would make us feel safer. Then we walked in and the welcoming committee was wearing USA baseball caps.     These were people whose ideology I completely rejected, but they were trying to communicate something human: "You're safe here."     That moment changed how I think about connection. Even in situations where people fundamentally disagree, humans still look for ways to create understanding.          "Be As Normal As Possible"     Melanie: One phrase I've used throughout my career is: "Be as normal as possible."     I used it walking into Taliban prisons. I used it in war zones. And honestly, it applies to corporate life too.     If you're about to walk into a terrifying meeting with a VP or ask for a raise, don't pressure yourself to be perfectly poised or fearless. It's not a normal situation.     Just be as normal as possible. A little awkwardness is fine.          The Currency Everyone Wants     Melanie: I met a young woman in Gaza who created art sculptures out of sand because that was the only material available to her.     What she wanted most wasn't pity. She wanted to be seen.     I told her her work reminded me of art I'd seen in California. That mattered to her because it acknowledged she belonged in the same conversation as artists everywhere else in the world.     Erin: I always say everyone has a currency. Usually it's much smaller and simpler than we think.     Melanie: Exactly. Most people just want acknowledgment, respect, or connection.          The Woman Who Changed Her Life     Melanie: One of the people who impacted me most was a woman named Ghada in Mosul, Iraq.     She was funny, independent, ambitious, and full of life. We instantly connected. We joked about men, talked about work, laughed constantly.     She was also exactly the kind of woman extremists hated: outspoken, educated, joyful, politically active.     At one point she escaped Mosul, but she went back because she didn't want to leave her father behind.     ISIS killed her.     What stays with me is that even while living under horrific conditions, she remained hopeful. Loving. Funny. Fully alive.     That changed me forever.          Why Connection Matters More Than Status     Melanie: I've interviewed celebrities, billionaires, world leaders, and people no one has ever heard of.     The people who changed me most were usually the latter.     Connection matters more than status. Once you really sit down with someone, the hierarchy starts disappearing. They're just people.     And I think we forget that constantly.          The Feather Duster Incident     Melanie: I once visited an extremely conservative shrine near the Iranian border where modesty rules were intensely enforced.     I was trying to manage my reporting team while also wearing a chador that kept slipping off my head. Every time even the tiniest strand of hair showed, a man would smack me with a feather duster.     Eventually I was furious. Absolutely furious.     And then a group of women saw what was happening.     They didn't confront the man directly. Instead, they surrounded me, fixed my chador, sat me down, and pulled out snacks.     That moment stuck with me forever.     Women see each other. They protect each other. Sometimes survival looks like forming a circle around someone and handing them food.          Bravery Isn't What People Think     Erin: People constantly describe you as brave.     Melanie: I honestly don't think I'm brave. I think I'm good at functioning during chaos.     There's a difference.     I've run from airstrikes in Ukraine. I've dropped to the ground while bullets flew overhead in Libya. I assure you: I was not standing there heroically.     Most people aren't fearless. They simply have a purpose bigger than their fear.     Families survive war zones because protecting their children matters more than panic. I kept reporting because I believed it mattered to connect people with the truth of what was happening.     Purpose propel

Life isn't all smooth conversations and easy people. Sometimes it's messy, uncomfortable, and straight-up frustrating. In this episode, Erin sits down with former trial lawyer turned entrepreneur and conflict expert Gabe Karp to talk about how to handle tough situations without spiraling, avoiding, or blowing things up. Because here's the truth: conflict isn't the problem. How you handle it is. Gabe shares practical strategies to help you stay grounded, take control, and walk away without regret… even when the other person is making it hard. Here's what you'll hear:   -  Why there are always "two tokens" in every situation and how to choose wisely -The 5 traps that quietly sabotage your ability to handle conflict -A simple shift that helps you stay calm when things start going sideways -Gabe's least proud leadership moment and the lesson that stuck -The subtle behavior that might be holding others back (and you don't even realize it)   Website: GabeKarp.com www.linkedin.com/in/gabe-karp-1b772a1b ">LinkedIn: www.linkedin.com/in/gabe-karp-1b772a1b   https://youtu.be/ggOQg6uUV2M?si=nKviXwvHJkGgvLGk ">Check out Gabe's TED Talk, How To Thrive With Difficult People:  https://youtu.be/ggOQg6uUV2M?si=nKviXwvHJkGgvLGk If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: [email protected]  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Everyone knows what "better" looks like. They just don't know where to start." "When you really screw something up for a client, that is an opportunity to make the relationship stronger and better." "Mistakes are inevitable and a real true test of character is how we react once we recognize we've made a mistake." "You cannot drive growth and innovation without conflict." "What do you get out of being mad?"     Episode Transcript This transcript has been lightly edited for clarity and readability. In this episode, Erin Hatzikostas talks with conflict expert Gabe Karp about how to handle difficult workplace conversations, give feedback without becoming the bully, manage conflict with bosses and clients, and use practical tools like the "two tokens" theory, the "shopping list voice," and the penguin philosophy. Why Conflict Is So Hard at Work Erin: I'm really excited to talk to you today. I think we can never have too many episodes about tough conversations. Conflict is the word you use, and our audience is working in a very Game of Thrones-type environment — corporate America. Erin: You are a conflict expert. Was there a moment when you realized this was the work you wanted to do? Gabe: There was. I spent ten years as a litigator, mostly in commercial litigation and legal malpractice. If you think a normal lawsuit is contentious, suing lawyers for screwing up is that on steroids. Gabe: I learned a lot about anger and how it flows through a room. For all the wrong reasons, I loved it. Gabe: Then I left private practice and joined a startup. We were growing fast, and whenever there were issues — a client problem, an internal mistake, anything — I wanted to jump in and fix it. But everyone around me was uncomfortable with conflict, and I didn't realize that at first. Gabe: I realized we couldn't fix what needed fixing if everyone was tiptoeing around issues. I had to consciously find ways to help people feel comfortable having difficult conversations. Can People Get Better at Conflict? Erin: Do you think people can transform? A lot of people listening may think, "I just naturally run from conflict." Gabe: Absolutely. I think it's nurture, not nature. We all have the same fight-or-flight instinct. But the ability to pause that instinctive response in the moment is something people can learn. Gabe: The thing I've found most effective is helping people find the right entry point into a difficult conversation. One line I use all the time is, "If I were in your position, I'd want someone to tell me this." Gabe: Once people have that one sentence to break the ice, all the things they need to say can come out in a productive, respectful way. Erin: So one of the most important things is the entry point into the conversation. Gabe: Exactly. Most people have a sense of what needs to happen. They just don't know how to begin. When Your Boss Keeps Changing Priorities Erin: Let's take a common scenario. Someone's boss keeps changing priorities. One week it's one thing, the next week it's another. The employee is overwhelmed and hasn't said anything. How should they approach that conversation? Gabe: You want to bring awareness to the boss. It's like holding up a mirror and letting them see what their behavior looks like. Gabe: In the moment, you might say, "It sounds like this is important, but two days ago you told me the thing I'm working on now had the same level of urgency. If I drop this, it remains unfinished. If I move to this new thing and then two days from now we switch again, that becomes difficult for me because I don't know what's actually important." Gabe: You're not attacking them. You're helping them see the pattern. Most people don't want to be perceived as the person who creates fire after fire after fire. Erin: I think one of the most important things you said is to address it in the moment. A lot of people wait for the next one-on-one, and by then they're nervous or the meeting gets delayed. The Two Tokens Theory Erin: Let's talk about customer conflict. How do you handle a situation where you have to tell a client that something you promised isn't going to be delivered? Gabe: There's a concept I love called the choice between two tokens. In every customer service complaint, there are two tokens on the table: the "it's not a big deal" token and the "this is the end of the world" token. Gabe: Whoever picks up the first token forces the other side to pick up the only token that's left. Gabe: If a customer has a serious complaint and you minimize it, they are forced into the "end of the world" position. But if you immediately take accountability and say, "This is unacceptable. We failed you. We're going to fix it," the customer often becomes the one to say, "Okay, it's not that bad." Gabe: In business, there is almost no downside to taking accountability first, even if you don't know all the facts yet. If you later learn the other side was also at fault, you'll have more credibility because your default response was accountability. Gabe: When you really screw something up for a client, that can actually become an opportunity to make the relationship stronger. Mistakes are inevitable. The real test is how you respond once you recognize the mistake. Erin: I love that metaphor. I've never heard it explained that way, but I've seen that strategy work. Why Conflict Drives Growth Erin: You say conflict can drive growth and innovation. Tell us more about that. Gabe: You cannot drive growth and innovation without conflict. It's impossible. Gabe: Companies where everyone is a yes person and no one raises their hand when there's a problem will kill innovation. The same is true for careers. People grow when they receive feedback, learn from mistakes, and get better. Gabe: If someone is repeatedly making a mistake and you know exactly what they're doing wrong, but you withhold that information because you don't want them to feel uncomfortable, you're depriving them of the opportunity to become the best version of themselves. Gabe: People often think avoiding feedback is kind. But sometimes it's actually cruel because you're withholding information they need in order to grow. Gabe: You can say something like, "If I were in your position, I'd want to be told this," or, "I think you're being perceived in a way you don't want to be perceived." Then get specific. Gabe: It's not enough to tell someone what they did wrong. You also need to give them something they can take away and use to improve. Feedback as a Leadership Gift Erin: That reminds me of a boss who once gave me feedback after I ran a town hall. I thought I had crushed it, and he told me I said "I" a lot — "I think," "I want," "my vision." It stuck with me because he was right. Erin: If he hadn't told me, he would have deprived me of becoming a better leader. Gabe: That's huge. Whether or not he was your favorite boss, that was a real service he did for you. Don't Get Mad at Penguins Erin: We have to talk about penguins. Your book is called Don't Get Mad at Penguins. Why? Gabe: Don't get mad at penguins because they can't fly. Gabe: It's a lesson in acceptance. We need to accept people, limitations and all, and stop expecting them to do things they are not capable of doing. Gabe: The hard part is that limitations are often hard to see. A penguin is a bird. It has wings and feathers. Everything about it suggests it should be able to fly. But it can't. Flight is literally beyond its ability. Gabe: People often say, "Of course this person is capable of behaving differently. They're smart. They can analyze other people's behavior."

What happens when you actually step away from work… like really step away? In this episode, Nicole shares what it looked like to take a true 19-day vacation with zero email, zero checking in, and zero control. What started as a milestone birthday trip turned into something much bigger: a reset on how she works, leads, and lives. From skinny dipping under a full moon in Mexico to rethinking perfection, boundaries, and identity at work, this conversation gets real about burnout, control, and what it actually takes to create a life that feels good. Not perfect. Just good.   If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: [email protected]  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "When you focus on perfection, you lose the moment. When you focus on the vibe, you create connection." "I don't want to do whatever time I have left the same way I've done it up to this point." "It wasn't about the birthday. It was about deciding how I wanted to feel and actually planning for that." "I can't make good decisions when my nervous system is out of whack."

In a world of overflowing inboxes, AI-generated emails, and corporate language that all sounds the same, most messages get ignored. Erin explains how changing just one word, adding an unexpected phrase, or using a little personality can break the pattern and actually get people to pay attention. If you want people to listen to you at work, communicate more authentically, and stand out in workplace conversations, sometimes the fix is surprisingly simple. To connect with Erin and/or Nicole, email: [email protected]      If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!    Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "The same people you're doing business with are the same humans who can't watch an Instagram video if they're not captured in three seconds." "With this overflow of information and AI-generated emails and blah blah blah, the best thing you can do is pattern interrupt." "Just using those fun little flippant sayings you'd use with your best friend over a quarter glass of wine is enough for people to stop, smile, and read what you have to say." "Change one word and you'll change the game."

A toxic workplace pushed this week's guest to his breaking point. That moment changed everything for him. In this episode, Erin sits down with Shola Richards, CEO of Go Together Global, bestselling author of Civil Unity, host of the Kindness Extremist Podcast, and a speaker who has taken his message from Google and Microsoft to the TODAY Show, CBS Mornings, and even Congress. But this conversation is not about fluffy kindness. After years of bullying, workplace toxicity, and untreated depression, Shola hit rock bottom and attempted to drive his car off an overpass in Los Angeles. The guardrail held. That moment launched his mission to change the world by changing how we treat each other at work. Here's what you will hear: -The difference between a bad day and workplace bullying and why pattern matters -A practical three-step framework for addressing toxic behavior -Why "kill them with kindness" does not always work -What leaders must start doing immediately to make work suck less If you have ever worked with a bully, tolerated bad behavior, or wondered whether kindness is weakness in leadership, this episode will challenge you in the best way. Connect with Shola: Linkedin: Shola Richards Podcast: The Kindness Extremist Podcast If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: [email protected]  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "I had reached my capacity for accepting unkindness. I was done." "You can't hold someone accountable to a standard that doesn't exist." "The difference is one word: pattern." "Honeybees don't waste a moment of their time trying to convince houseflies that honey tastes better than shit."

​​Do you work for a neurotic boss? You are capable. You know your numbers. You've done this before. But the moment there is a board meeting or executive presentation, your boss spirals and catapults into weeks of prep and endless rehearsals. In this episode, Erin shares an  executive coaching story about a seasoned P&L leader reporting to the COO whose boss demanded over-preparation and fully scripted talking points before presenting to the board. The problem? No executive wants to be read to. Erin breaks down three strategies to handle the panic without sacrificing credibility or authenticity. If you'd like quick, tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email [email protected] If you like jammin' with us on the podcast, be sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun, and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, "You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ass merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "If you start reading from a script, they are going to immediately want to poke their eyes out." "If I had 45 seconds and like seven bullets, what would I say?" "Comply and then don't comply when you get in the meeting." "Do not let them make you go down that inauthentic river and deliver something that doesn't connect."