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Rhys Paddick is a Noongar/Scots-Irish Australian who walks two worlds — and who has built a business teaching people how to get off scripts and speak from somewhere truer. We talk about the strange afterlife of Australia's "acknowledgment of country" ritual, what "country" means when you capitalize the C, and why every performative ritual eventually collapses unless authenticity is at the center of it. This one stretched me. I came in with my Westernized brain trying to wrestle indigenous wisdom into the shape of a concept I could hold, and Rhys, very gently, kept handing me back something I had to feel instead. By the end I was a little tired, a little eager, and weirdly grateful — which Rhys then named for me as a thing I'd remember. What We DiscussThe acknowledgment of country, and how a good thing got hollowed outIn Australia, "acknowledgment of country" started around 2005 as a way to honor the traditional custodians of a place. Twenty years later it's at the bottom of every email and the top of every 9am Thursday meeting. Rhys's take: the words are fine. The problem is that nobody is given any context for the concepts behind them, so people perform the script and quietly worry about getting it wrong. Country with a capital CIn the Western sense, country is geography plus political borders. In the Aboriginal sense, country is geography plus political borders plus a spirit — alive, conscious, holding law and story, doing the teaching and the healing. Often imaged as a mother. You don't have to be in the bush to be on country. You're on country right now. Why I keep asking the wrong questionsI confess to Rhys that whenever I encounter indigenous wisdom, I have the sense of asking questions built on broken assumptions — like asking someone to describe the taste of a pear when I've never eaten fruit. He offers me the concept of liyan — spirit, the thing that magnetizes you toward something, the thing that knows before the mind catches up. Knowledge = head + feetThe Noongar word for knowledge, understanding, and experience all translates roughly as Kaatidjiny — head, together-with, feet. Knowledge isn't a thing you store in your skull. It's something that has to travel from brain to fingers to feet to expression. A whole epistemology in three syllables. Ditch fearThis is the heart of Rhys's work, and I think it's the heart of this episode. Most acknowledgments of country happen out of fear — fear of offense, fear of saying the wrong thing, fear of the binary right/wrong frame people impose on themselves. Rhys's intention isn't to give people a better script. It's to name the fear, talk about it honestly, and help people locate their own courage to speak from the heart instead of the head. White guilt — does it serve you?I asked Rhys, awkwardly and honestly, what to do with the white progressive guilt of having benefited from historical atrocities. His answer surprised me with its directness: yes, you can choose to identify as white, liberal, ally, footy supporter, whatever serves you in the moment. But the real question is does this guilt serve you right now? If it does, keep it. If it doesn't — and for most people it doesn't — ask instead: who am I now, and how do I show up? Come as you areRhys says Aboriginal people tend to be interested in you first, before they're interested in the labels you bring. The "ally" identity, with its performance checklist, often gets in the way of just being a person showing up with intention. Success is a feelingRhys doesn't run his business on KPIs and conversion rates. His measure of a successful workshop is whether the room — and he — feel good at the end. He invokes the Maya Angelou line: people don't remember what you taught them, they remember how you made them feel. A useful corrective for any of us in the thought leader business. The journey from acting to acknowledgmentRhys grew up in suburban Perth — Sega Mega Drive, glasses, musical theater. He studied Aboriginal performing arts at WAPA (where Hugh Jackman went, which Australians like to flex), worked as an Aboriginal Islander Educational Officer at his old high school, did university mentoring, and eventually partnered with a change strategist to build "Acknowledge This" — which he later rebranded to Modern Custodian. Custodian as posture, not titleThe word "custodian" carries responsibility, presence, and agency. Rhys reframes it: it's not something you're appointed to, it's something you choose to embody right now. For your emotions. For your household. For your moment. We're all modern custodians, if we want to be. Go Slowly, Be Present — Yeyi! I asked how to stay in touch, and Rhys taught me a Noongar farewell — Dabakarn koorliny-yay — which translates loosely as "go slowly present." As in: take it easy. Which immediately put The Eagles in my head. ("Don't let the sound of your own wheels drive you crazy.") ResourcesFind RhysWebsite: moderncustodian.com.au — and bring a beverage; the newsletter is unlike anything else you'll find onlineLinkedIn: Rhys Paddick Concepts & Thinkers ReferencedMatt Church — Rhys's and my business mentorTyson Yunkaporta — author of Sand Talk and Right Story, Wrong Story; previous guest on this podcast (PYP 494, 439, 436) and the person who first short-circuited my Western brain in the same way Rhys didBill Plotkin — referenced obliquely through the soul/initiation framing (PYP 455)The Salamander Room — a children's book by Anne Mazer, about a kid whose bedroom turns into a forest. Came to mind when Rhys described his studio filling up with propagated Devil's IvyTupac Shakur — poet, Shakespeare student, and (in Rhys's office) source of the quote "Real eyes realize real lies."Emma Gibbens — Rhys's biz partner in creating "Acknowledge This," and excellent thought leader in her own rightCondom Man — an Australian 1990s safe-sex superhero I had never heard of. Motto: Don't be shame, be game. Strong contender for a tattoo or a workshop titleThe Eagles, "Take It Easy" — for reasons that will become clear

Leadership coach Keith J. Corbin and I talk about what's missing from mainstream leadership advice — and why the inspirational messages we see on LinkedIn and in bestselling business books often obscure the structural realities of work. And that’s putting it way too nicely. What We DiscussThe Simon Sinek problemKeith tells the story of working for a CEO who was a devoted Simon Sinek fan — who quoted Start With Why constantly — and then did a massive layoff right before IPO. How can you believe in "taking care of your people" and then respond to investor pressure in ways that contradict that belief? The answer: leaders aren't free agents. They operate within systems that constrain their choices. Why "Start With Why" landed when it didThe book arrived in late 2009, just as the economy was recovering from the 2008 crash and entering a long hiring boom. Caring about employees became structurally important because retention mattered. The message was real — but it was also enabled by market conditions. Missionaries vs. mercenariesLeaders love to say they want people who believe in the mission, not people who just want a paycheck. But we're all both. And when people over-identify with the cause, they can neglect their own material interests — which allows the system to extract more from them. The problem with universal adviceWhen someone on LinkedIn says "here's how to stand out" or "here's how to push back on your boss," Keith asks: who is the particular person being turned into the universal? It's usually someone with privilege, social capital, and easy job mobility — and the advice doesn't transfer to everyone else's lived experience. Fakey languageI remember reading Chip Conley's book Peak (I forgot the name during the conversation, but my Amazon orders list always remembers) about treating hotel customers as "guests" — and realizing that guests don't get a bill at the end. Keith shares Simon Sinek's story about a happy Four Seasons employee who also worked a second job at another hotel — and Sinek never asked why he needed two jobs. Individualism vs. solidarityThe dominant message in coaching and career advice is about individual optimization — how you can get ahead. Keith pushes back: if you're standing out to get ahead, you're getting ahead over someone else in your same position. How do we think about showing up in solidarity with coworkers rather than competing for scarce resources? The rise and fall of DEICorporate social justice movements — from BLM to Me Too to DEI — operated on the margins. DEI was often less about decreasing inequality and more about making sure inequality was evenly distributed. When it got tied to profitability ("diverse teams are more profitable"), it became easy to cut once it didn't deliver on that promise. Freedom vs. choice, solidarity vs. individualismKeith draws on the French Revolution's ideals — equality, liberty, fraternity — and argues that freedom has been replaced by consumer choice, solidarity by individualism, and equality by an even distribution of inequality. Democracy in the workplaceIf we believe in democracy, why don't we bring it to work? You don't choose your manager, you often don't choose what you work on, and you certainly don't vote on layoffs. Keith advocates for employee representation on boards, more democratic structures, and greater worker power — especially as AI reshapes the landscape. AI and the future of laborThe same de-skilling forces that have shaped blue-collar work since the Industrial Revolution are now coming for white-collar knowledge workers. This could create new precarity — or new opportunities for solidarity and collective action. The archeology of the futureKeith shares Fredric Jameson's idea that instead of forecasting from the past, we should look for "the archeology of the future" — finding undeveloped seeds in the present moment that could grow into something radically different. ResourcesBooksStart With Why by Simon SinekPeak by Chip ConleyIn Search of Excellence by Tom PetersThe Dawn of Everything by David Graeber and David WengrowThe Engineers and the Price System by Thorstein Veblen (better known for The Theory of the Leisure Class) Other Thinkers & Authors ReferencedJim Collins — Business author (referenced alongside Peters for cherry-picked research)Fredric Jameson — Marxist literary critic; "easier to imagine the end of the world than the end of capitalism"; "archeology of the future"Erik Olin Wright — Sociologist; conflicting class positionsPeter Bregman — Author and leadership coach (mutual friend of Howie and Keith)Michael Moore — Filmmaker (on capitalism funding its own critique)Bill Mollison — Co-founder of permaculture ("all the world's problems can be solved in a garden")Bessel van der Kolk, Peter Levine, Stephen Porges — Referenced in the discussion of Polyvagal Theory and whose voices dominate the conversation Connect with KeithLinkedIn: Keith J. CorbinWebsite: evolutioncoach.org

I thought this conversation was going to be about meetings. And it was. But it turned out to be about something much larger: a fundamental redesign of power in organizations. Sheella Mierson, PhD is a scientist-turned-organizational-consultant whose whole practice is built on a simple, subversive premise: meetings are a window into culture, and if you can fix the meeting, you can fix the culture. Henry Herschel brings a complementary lens — a business background helping packaged goods startups navigate the journey from entrepreneurial chaos to IPO — now applied to the fascinating challenge of governing a Jewish co-housing community in Berkeley called Berkeley Moshav. And I came to this with skin in the game. I spent nine years in co-housing myself, in a 22-household community in Durham, North Carolina. So I know firsthand how quickly idealistic visions of communal living can devolve into parking disputes, pet policy standoffs, and festering factions. What Sheella and Henry are describing — the governance framework called Sociocracy — is the most elegant answer I've encountered to the question of how groups of passionate, opinionated people (and let's be honest, co-housing and startups both attract people with very strong opinions) can make real decisions together without anyone losing their mind or their dignity. Sociocracy was developed by Gerard Endenburg, a Dutch electrical engineer who looked at a traditional organizational chart and said: I would never design a power system this way. There's no feedback loop. You can't steer it. What he built instead is a system of distributed decision-making, structured rounds, consent (not consensus), and built-in review cycles that treat every policy as an experiment rather than a decree. After this conversation, I've been thinking about what a Sociocratic world might look like. The question that keeps haunting me: what could Google or Meta or Microsoft contribute and stand for if all their talented, idealistic people had a real say in what they built? Topics We CoverMeetings as Cultural Diagnostics"Show me a meeting and I'll tell you what your culture is like" — why fixing meetings is a route into fixing everythingThe difference between meetings that drain and meetings that build What Sociocracy Actually IsGerard Endenburg's insight: a traditional org chart has no feedback loop, so it can't self-correctHow distributed decision-making gives everyone a say in the policies that affect their workWhy Endenburg built the system to run his own electrical contracting company — and what that has to do with power grids Consent vs. Consensus: A Crucial DistinctionWhy Sociocracy doesn't seek agreement — it seeks the absence of paramount objections"Is this good enough to try?" as a more useful question than "Does everyone love this?"How consent decision-making short-circuits faction formation The Structure of a Policy MeetingClarifying questions round → Reaction round → Consent roundWhy having a proposal that's well-thought-out before the meeting matters enormouslyWhat happens when someone raises an objection — and why that's the point, not a problem Policy Meetings vs. Operational MeetingsThe crucial two-track system: setting guidelines vs. coordinating workWhy mixing these up is a recipe for frustration and dysfunctionThe third type: picture-forming meetings, where you gather information before you can even shape a proposal Feedback Loops Built Into the SystemEvery policy has a lifespan, success metrics, and a built-in review dateWhy "we've always done it that way" becomes structurally impossibleHow the system surfaces problems without requiring someone to be brave enough to speak up Circles and Distributed AuthorityHow circles (teams with defined domains) make decisions within agreed-upon boundariesWhy this frees up the whole group from having to weigh in on everythingHow information flows between circles — and how a frontline idea can reach the board Real-World Application: Berkeley MoshavParking, kashrut, pets — the hot-button issues that tested the modelHenry on the learning curve: making errors, getting over the hump, building momentumWhy having about a third of the community fully competent in Sociocracy is enough to carry the whole What This Could Mean for Your OrganizationHow a manager and direct report can run a two-person policy meeting as equalsWhy people who feel heard stop building factionsA thought experiment: if the employees of major tech companies had real voice, would they be building the same things? ResourcesMierson Consulting — Sheella's practice The Sociocracy Consulting Group — Sheella's group practice, and where to find training courses including Foundations of Sociocracy and Facilitating Sociocracy We the People: Consenting to a Deeper Democracy, by John Buck and Sharon Villines (a great book about Sociocracy)

Ohio therapist, EMDR trainer, and consultant Tom Zimmerman is doing something I find genuinely thrilling: taking one of the most promising trauma treatment approaches in recent memory — the Flash technique — and grounding it in a rigorous neuroscience framework called predictive processing. The result is a model of healing that is both deeply humane and almost startlingly elegant. What if you could help someone process a traumatic memory by barely touching it? What if the brain's prediction machinery — the same system that keeps trauma locked in place — could be gently tricked into releasing it, a micro-slice at a time? Tom connects Flash to Bruce Ecker's work on memory reconsolidation (which long-time Plant Yourself listeners will recognize, and if that's not you, check out the link to my interview with Bruce below), to the neuroscience of rumination, and to the possibility that modern trauma therapies may be rediscovering what ancient communal healing rituals always knew. And he's building a Cleveland-based nonprofit to study all of this formally. This conversation left me buzzing. I hope it does the same for you. Topics We CoverWhat EMDR Actually Is (and Isn't)Why "eye movements" is a misleading shorthand — the real mechanism is present-based bilateral stimulationEMDR's "admission cost": why some clients can't tolerate slowing down long enough for it to work The Flash Technique: Healing Without RelivingHow Flash "micro-activates" tiny slices of a traumatic memory — just enough to tag it, not enough to overwhelmWhy immediately pivoting to something pleasant (yes, puppy videos) is the therapeutic mechanism, not a distractionThe crucial difference between Flash and ordinary scrolling: one is structured processing, the other is escapism The Predictive Processing FrameHow trauma functions as a very loud, very sticky prediction: danger is real, I am not safeWhy precision weighting makes it so hard to stay present long enough for disconfirming experiences to landHow Flash creates the "juxtaposition" Bruce Ecker identifies as the key to memory reconsolidation — in micro-doses Why Rumination Is the Opposite of HealingHow internally replayed experiences register as new confirming data — reinforcing trauma rather than processing itThe feedback loop that keeps people from getting the sensory mismatch needed for change Flash vs. Coherence Therapy: Fine Paintbrush vs. Wide BrushWhy a single powerful disconfirmation often can't unlock a schema built from tens of thousands of hours of adverse learningHow Flash targets small representative memories and relies on generalization to update related networksWhen you'd reach for one approach vs. the other The Risk of "10-Minute Cure" MarketingWhy the early results from Flash look dazzling — and why that makes it vulnerable to repackagingTom's clear-eyed insistence that complex trauma recovery is not a brief program Healing as a Revolutionary ActHow cultural stories about trauma (reliving scenes until a final cathartic insight) can actually impede healingWhether modern trauma therapies echo ancient communal rituals — drumming, bilateral rhythm, deep witnessingWhy healing your own nervous system is a contribution to a more loving world What You Can Do Right NowStop feeding the rumination loopFind present-based practices that give your nervous system genuine disconfirming experienceScope-of-practice questions for coaches, teachers, and parents interested in these approaches ResourcesTom's YouTube Channel: EMDR Tom Tom's professional trainings Phil Manfield's work on Flash PYP interview with Bruce Ecker The Experience Machine, by Andy Clark

Today’s conversation explores one of the most urgent questions of our time: What would our world look like if our economic system prioritized human and ecological wellbeing instead of endless growth? I’m joined by Omer Tayyab, researcher and collaborator with economist and author Jason Hickel (Less Is More). Omer works at the intersection of economic theory, political ecology, and democratic reform — with a special focus on degrowth, post-growth futures, and how societies can thrive within planetary boundaries. We met at the Autonomous University of Barcelona, where he’s currently based, and this episode turned into an expansive, energizing exploration of how we might redesign the systems that shape our daily lives — from work and wealth to democracy, technology, and community resilience. If you're curious about how to build a world that actually works for people and planet, this one’s for you. We cover: What Degrowth Actually MeansWhy “degrowth” is not austerity or “living with less”—but a pathway toward more wellbeing, more leisure, more connection, and more equity.How our current growth-driven system is structurally incompatible with ecological stability. Why “Less Is More” Changed Our Understanding of EconomicsThe key insights from Jason Hickel’s book and why it resonated so deeply.How capitalism’s central goal—maximizing profit rather than wellbeing—creates ecological overshoot and social harm. Rethinking Work and ProductivityWhy the modern economy forces us to produce things nobody needs, simply to keep money circulating.Alternatives that emphasize public services, care work, and meaningful contribution. COVID as a Case Study in System FragilityHow the pandemic revealed the brittleness of global supply chains.The risk of collective amnesia now that we’re “moving on” without actually solving the underlying vulnerabilities. Democracy, Polarization, and System IncentivesWhy many democracies behave like competitive reality shows—pitting groups against each other for votes.How democratic structures might be redesigned to emphasize deliberation, cooperation, and long-term thinking. Technology: Problem, Solution, or Both?Why efficiency alone cannot solve ecological collapse (“Jevons paradox”).Where technology does help—and where it simply accelerates throughput. Imagining a Future that WorksWhy a degrowth society is not about deprivation, but about liberation from unnecessary work, debt, and consumption.How communities across the world are piloting post-growth models right now. ResourcesLess Is More: How Degrowth Will Save the World, by Jason Hickel The Divide: Global Inequality from Conquest to Free Markets, by Jason Hickel Thinking in Systems: A Primer, by Donella Meadows Omer's LinkedIn Profile Omer on Twitter "Degrowth: a new logic for the global economy," by Omer Tayyab, Jason Hickel et al in the British Medical Journal "US and EU sanctions have killed 38 million people since 1970" - Omer Tayyab article on Al Jazeera Routledge Handbook of Degrowth (Chapter 10 is about Greece)Today’s conversation explores one of the most urgent questions of our time: What would our world look like if our economic system prioritized human and ecological wellbeing instead of endless growth? I’m joined by Omer Tayyab, researcher and collaborator with economist and author Jason Hickel (Less Is More). Omer works at the intersection of economic theory, political ecology, and democratic reform — with a special focus on degrowth, post-growth futures, and how societies can thrive within planetary boundaries. We met at the Autonomous University of Barcelona, where he’s currently based, and this episode turned into an expansive, energizing exploration of how we might redesign the systems that shape our daily lives — from work and wealth to democracy, technology, and community resilience. If you're curious about how to build a world that actually works for people and planet, this one’s for you. We cover: What Degrowth Actually MeansWhy “degrowth” is not austerity or “living with less”—but a pathway toward more wellbeing, more leisure, more connection, and more equity.How our current growth-driven system is structurally incompatible with ecological stability. Why “Less Is More” Changed Our Understanding of EconomicsThe key insights from Jason Hickel’s book and why it resonated so deeply.How capitalism’s central goal—maximizing profit rather than wellbeing—creates ecological overshoot and social harm. Rethinking Work and ProductivityWhy the modern economy forces us to produce things nobody needs, simply to keep money circulating.Alternatives that emphasize public services, care work, and meaningful contribution. COVID as a Case Study in System FragilityHow the pandemic revealed the brittleness of global supply chains.The risk of collective amnesia now that we’re “moving on” without actually solving the underlying vulnerabilities. Democracy, Polarization, and System IncentivesWhy many democracies behave like competitive reality shows—pitting groups against each other for votes.How democratic structures might be redesigned to emphasize deliberation, cooperation, and long-term thinking. Technology: Problem, Solution, or Both?Why efficiency alone cannot solve ecological collapse (“Jevons paradox”).Where technology does help—and where it simply accelerates throughput. Imagining a Future that WorksWhy a degrowth society is not about deprivation, but about liberation from unnecessary work, debt, and consumption.How communities across the world are piloting post-growth models right now. ResourcesLess Is More: How Degrowth Will Save the World, by Jason Hickel The Divide: Global Inequality from Conquest to Free Markets, by Jason Hickel Thinking in Systems: A Primer, by Donella Meadows Omer's LinkedIn Profile Omer on Twitter "US and EU sanctions have killed 38 million people since 1970" - Omer Tayyab article on Al Jazeera

In this episode, Matthew Nagler and I discuss a bunch of things, after intending to focus on cognitive flexibility. That's pretty meta... We meander through various behavioral science "greatest hits," including the endowment effect, loss aversion, and altruism. We explore how these phenomena affect human behavior and social dynamics, specifically by looking at a "prisoners' dilemma" type game show, and how one person's "Golden Ball" strategy shocked a nation. Then we roll up our metaphorical sleeves and get serious about cognitive flexibility. We explore the role it plays in personal identity, career changes, and societal issues like gender fluidity. We also tackle thorny ethical questions of how to balance personal and societal concerns, and how to enhance human welfare for all in a world where my ability to change can seem like a direct threat to you. 00:00 Introduction and Welcome 01:04 Exploring the Endowment Effect 04:15 Loss Aversion and Decision Making 18:49 Cognitive Flexibility and Personal Growth 38:58 Entering the Business World 39:36 Challenges in the Private Sector 41:18 Reflections on Meaningful Work 43:28 The Value of Teaching 49:14 Cognitive Flexibility and Social Impact 53:52 Balancing Personal and Social Responsibilities 01:00:17 Game Shows and Human Nature LinksZen and Economics — a Substack by Matthew Nagler  Golden Balls - split or steal on YouTube The Will of the Many, by James Islington Catalog of Terry Pratchett's DiscWorld series Affari Toui - Italian version of Deal or No Deal Moral Ambition, by Rutger Bregman

Are empathy and humanity compatible with great leadership, or do they just get in the way? That's the topic of today's conversation with executive coach Jennifer Nash about her book, "Be Human, Lead Human: How to Connect People and Performance." Jennifer's got great war stories (or more accurately, Peace Stories). Like how Alan Mulally turned things around at Ford by NOT being the smartest guy in the room. Looking for a mnifty mnemonic to guide you to become a better, more human-centric leader? The HUMANS framework has you covered. Don't miss this inspiring conversation—you'll definitely walk away with some fresh insights on creating happier, more effective workplaces. 01:00 Ballroom Dancing and Leadership 02:02 The Story Behind 'Be Human, Lead Human' 03:33 Alan Mulally's Transformative Leadership at Ford 09:36 The Importance of Human-Centric Leadership 21:56 Jennifer's Journey: From Ford to Deloitte 23:40 Implementing Human-Centric Strategies in Organizations 29:55 The Motivation Behind Transformation 30:15 The Power of Semantics in Change 30:44 Understanding Human Behavior and Motivation 31:22 Organizational Change Strategies 32:55 Ford's Inclusive Leadership Approach 35:03 Introducing the HUMAN Framework 35:51 Breaking Down the HUMAN Framework 38:19 The Importance of Relationships in Leadership 40:03 Self-Assessment and Feedback in Leadership 43:04 Addressing Neurodivergence in Leadership 48:18 Coaching Through Self-Awareness and Emotional Reactions 52:53 The Future of Leadership with AI

Remember Donna the Deer Lady, and her call to a radio talk show that electrified the nation? To refresh your memory, she was wondering why the highway department place the "Deer Crossing" signs at the busiest sections, where the deer were most likely to get hit by a moving vehicle. “Why are we encouraging deer to cross at the interstate? I don’t get it. That’s a high- traffic area,” she said. That’s exactly the kind of oddball story that grabbed me from minute one with Todd Cherches — a man equipped to wring out profound and useful truths from tales like that one. Todd is not your typical leadership guru—he earned his stripes in Hollywood, teaching actors how to deliver scenes, and later as a project manager sketching theme parks in China. These days, he coaches executives and trains leaders using what he calls visual leadership—a way to help people "see" what you’re talking about, not just hear it. In this episode, Todd unpacks how metaphors sneak into everyday chat (“Feed me, Seymour!” anyone?), why a CEO fetching potato chips for the staff says more about leadership than a big speech, and how to stay real and connected when half your team is working in slippers on Zoom. Show Highlights How a radio caller’s confusion about a deer crossing sign turned into a killer leadership metaphorWhy metaphors are baked into 50–70% of our language—and how to notice when you’re spooning them outTodd’s Hollywood adventures—including delivering lunches for Aaron Spelling and battling Mt. Hollywood traffic for extra chicken saladThe three lenses of leadership: microscope, telescope, and kaleidoscope – and why you’ll need ’em all in today’s hybrid, VUCA worldDigital leadership in 2025: making hybrid teams feel seen when you can’t just pop by their desksAI’s place in education and leadership—and how to stay mentally fit in spite of its pullThe four G’s of leadership everybody can start practicing today: Genuine, Generous, Gracious, and GratefulHow a single thank-you note from a student or client can become your secret stash of joyAbout Todd Cherches Todd is the CEO and co-founder of BigBlueGumball, a management and leadership consulting firm. He’s the author of Visual Leadership: Leveraging the Power of Visual Thinking in Leadership and in Life, and a globally recognized speaker and executive coach. A two-time TEDx speaker, Todd teaches at NYU and Columbia University and brings a unique blend of pop culture, practical tools, and visual metaphors to leadership and communication. Connect with Todd on LinkedIn Learn more at toddcherches.com and watch his TEDx talk on visual thinking Get VisuaLeadership at Bookshop.org

Five short years from now, 2030 will be here—and the world of work (and life) is shapeshifting at warp speed. We're all going to have to do some serious surfing to stay afloat, let alone to participate in creating the world we want. Executive coach Anna Glynn helps sales leaders, which isn't me and probably isn't you either. But what she teaches them can help us all stay effective, engaged, and sane in the rough seas ahead. In this conversation we unpack her STRONG framework—six evidence-based levers anyone can pull to build performance, wellbeing, and joy. What We Talk AboutS – Strengths: spotting and flexing what you’re already good at to create robustnessT – Trust (and psychological safety): the foundation for experimentation, feedback, and growthR – Resilience: bouncing forward (not just back) when the unexpected hitsO – Optimism: the power of realistic optimism to fuel action, not complacencyN – Networks: cultivating diverse, generous relationships that expand perspective and opportunityG – Goals & Purpose: aligning what you chase with why you’re here, to avoid burnout and boost meaningMicro-habitsHow to run a quick STRONG self-audit—and choose one lever to pull this week LinksAnna’s home base: AnnaGlynn.com.auBook: STRONG: How the Best Sales Letters Engage, Achieve, and ThriveConnect with Anna on LinkedIn

Beth Green has lived many lives: activist, Marxist, spiritual channeler, intuitive counselor, and founder of the Healing Arts Network. In this moving and provocative conversation, she shares stories from her remarkable life—beginning with her expulsion from Smith College for protesting nuclear weapons at age 16—and the wisdom she’s gained through decades of navigating political and spiritual contradictions. We explore how ego shows up in both activism and spirituality, and how Beth integrates the two by grounding them in a simple yet radical truth: our job is to care for people and the Earth. She challenges the commodification of human creativity, the spiritual bypassing of systemic injustice, and the failure of both capitalism and traditional leftist movements to recognize the deeper roots of human suffering. This episode also features a powerful (and private) counseling session where Beth guides me through deep personal insight—so powerful that most of it didn't make it into the final cut. What remains, though, is the transformation that session catalyzed, and a conversation that just might do the same for you. Links and Resources: Beth’s counseling and spiritual work: bethgreen.orgFree books, music, and teachings: healingartsnetwork.orgBeth’s nonprofit and activist platform: thestream.infoThe New Declaration of Independence: thestream.info/next-steps  Topics We Cover: The cost of courage in a conformist worldThe problem with both capitalism and spiritual escapismHow ego hijacks politics and spirituality alikeWhat it means to live “at the intersection of the human and divine”A radically compassionate vision for collective thriving

Zach Stone’s life arc runs from teenage “knucklehead” to crisis negotiator, trauma-informed facilitator, and head-of-product for thirty health-ed dev teams. In this rich, funny, and occasionally hair-raising conversation we drill down into the how of navigating chaos — on a subway platform, in a corporate boardroom, and inside your own nervous system. Trigger warning: there's a conversation about suicide at about 15 minutes into the episode. Skip to minute 17 if you want to avoid this section. Here's a tasting menu of our conversation: Gang manuals & purple binders – How a Quaker-adjacent conflict resolution course turned a 15-year-old troublemaker into a group dynamics geek. From union hall to board hall – Lessons learned refereeing SEPTA labor fights and why the same “rubber-and-glue” listening works on Zoom stand-ups. OARS in rough water – Using Motivational Interviewing (Open questions, Affirmations, Reflections, Summaries) to defuse rage, whether from a bus driver or the voice in your own head. Simulated danger, real breakthroughs – How well-designed role-plays can heal trauma if you hold the container (and what happens when a participant suddenly starts to undress). Signs you’re in a chaotic system – Chronic absenteeism, cortisol tummy, “my work doesn’t matter” syndrome, and 70% burnout in tech. Habit > culture – A shout-out to Paul Gibbons, Prochaska & DiClemente, and the myth of top-down culture change. Martial arts as somatic therapy – TaeKwonDo to Muay Thai to boxing; what Zach saw when veterans laid down their canes and kids in shelters stopped fighting. Virtual heartbreak – Coaching a Kharkiv dev team while missiles shook their bomb shelter. Chaos surfing 101 – Why you don’t control chaos, you ride it; plus simple team-level practices to build collective resilience. TakeawaysName the elephant first. Start every workshop by voicing the resistance in the room; it evaporates faster than you’d think. Watch for survival mode. Tight shoulders, skipped meals, rolling eyes? Slow down before you roll out another initiative. Move the meat-sack. Five minutes of mindful movement (shadow-boxing, Tai-Chi, hallway laps) resets the neuro-chemistry better than another latte. Change habits, not slogans. Draft tiny incentives that make the preferred behavior the easy behavior; culture follows. Links & ResourcesZach on LinkedIn – the easiest place to connect and geek out about behavioral science. Red Kite Project – trauma-informed organizational change (Charlotte DiBartolomeo). AFSC Help Increase the Peace curriculum BooksPeter Levine – Waking the Tiger Bessel van der Kolk – The Body Keeps the Score Paul Gibbons – The Science of Organizational Change

Garry Ridge is the former CEO of WD-40 and the co-author of Any Dumb-Ass Can Do It, a book about building high-performance cultures through servant leadership, emotional safety, and consistent values. In this conversation, Garry shares not just what he learned during his 25+ years at WD-40, but how he lived it—and how other leaders can too. We talked about what it means to lead with a heart of gold and a backbone of steel, how culture can't be microwaved (spoiler: it's a crockpot), and why being a "dumbass" is actually a leadership superpower. Garry tells stories about turning fear into learning, eliminating the word "manager," and why clarity around values—especially in a hierarchy—gives everyone the confidence to make the right decision, no matter their title. We also explore: Why psychological safety isn't fluff, it's foundationalHow “the soul-sucking CEO” lives in all of us, and what to do about thatWhat happened when Garry went back to school as a CEOHow WD-40 went global using three simple marketing questionsWhy organizations should replace “failure” with “learning moments”The real-world power of love and belonging at workThe “Maniac Pledge” and how it eliminates finger-pointingHow even during COVID, WD-40’s engagement scores stayed sky-high This episode is a warm bath of wisdom, humor, and hope for anyone who wants to lead—at work or in life—with integrity, humility, and heart. LinksGarry Ridge's website: thelearningmoment.netTake the Dumbass Proficiency Quiz hereConnect with Garry on LinkedInJoin the School of Dumb-Assery on LinkedInGarry’s book: Any Dumb-Ass Can Do It

DEI is under serious threat in a "post-Woke" world. Is it still relevant? Does it have to lead to shame? Can we promote diversity without creating zero-sum dynamics of winners and losers? Today's guest, Winitha Bonney, takes on DEI challenges with a clear and compassionate worldview grounded in empathy. Which, in her telling, is what DEI is all about. Ms Bonney helps me understand the importance of cultural context, the challenges of navigating discomfort and shame, and the ethical obligations of organizations to create a more just and inclusive world. AI Thinks These are the Key Takeaways, and Who am I to Argue? There's a lot of work to do in DEI.Cultural context is crucial in understanding DEI.DEI is often oversimplified in corporate settings.Navigating discomfort and shame is essential for progress.Corporate responsibility must align with ethical obligations.The future of DEI holds both challenges and hopes.Understanding different cultural perspectives enriches DEI efforts.Shame and guilt can hinder effective DEI work.Inclusion should focus on equitable resource distribution.The evolution of DEI is a response to societal changes. LinksWinitha.com (cool URL, no?)

Stephen Baxter lives in Tasmania, which has Tasmanian devils which sadly are nothing like the one that gave me nightmares as a little kid watching Looney Tunes cartoons on Saturday mornings. He’s a leadership mentor who promotes a style of leadership very different from the stereotypical command-and-control style of celebrated CEOs and generals: a humble, relational, and community-centered style of leadership rooted in influence, story, and service. Drawing from his diverse experience—as a former pastor, mentor to political leaders, and grassroots organizer—Stephen explains the power of "leading leaders" rather than followers, and how narrative, self-awareness, and collaboration shape a more human and sustainable model of leadership. He shows us how it’s possible to lead without ego and create culture without control. These qualities can foster change in  local communities and global systems. From church pews to parliament halls, from jazz bands to ultimate Frisbee teams, this conversation unpacks how leadership shows up in ordinary places—and why that's where it matters most. What We Talked AboutThe unique leadership ecosystem of TasmaniaHow leadership is different when people come voluntarily (vs. for a paycheck)The myth of the "alpha" leader and the power of facilitationLeadership as storytelling, not statusCultivating leadership in community, not in hierarchyHow fear and unmet needs distort leadershipThe hidden leadership potential in all of usTips for stepping into leadership in your family, workplace, or community

How can we create workplaces that not only support employees and leaders but also contribute positively to the world? Jess Stuart, a former high-achieving burned-out executive turned speaker and leadership coach, shares her journey from corporate burnout to studying with Buddhist monks and nuns around the world. Spoiler: she discovered, and brought back to her clients, a more sustainable and human-centered approach to work. Jess’s expertise bridges the gap between ancient wisdom and modern workplace challenges, offering actionable insights for leaders and employees alike. We discuss the signs of high-functioning burnout, the importance of quality over quantity in productivity, and how organizations can redefine success to prioritize well-being. We talk about the tension between helping individuals cope and manage within problematic systems and changing those systems from the top down. We explore Jess's work with women leaders, and the additional headwinds they face (double standards, damned-if-you-do-or-don't, assumptions about competence and experience, and more). We also get into the seismic shifts being ushered in through generative AI, and wonder if it will perpetuate the sexist thinking of the (mostly men) who program it, or whether it can actually attain a higher level of wisdom and algorithmically look for solutions that benefit all life. If you're feeling overwhelmed by the relentless pace of work (or if you know anyone who's not having a ball in their job, I highly recommend getting to know Jess and her insights. LinksJess's Website