Over the past 7 years, we have published 154 episodes featuring 132 interviews, and 22 solo episodes. That's 1,540 hours of work and 133,672 words in show note blogs, at a cost of $800-$1000 per month.

Most downloaded interview episodes: 

Ashif Mawji – Leading From Behind, Even If You Know The Answers!

Lewis Cardinal – It’s All About Relationships

Teresa Spinelli – One Big Human Family

Laurika Booysen – I Am Because You Are

Most downloaded Insights solo episodes:

Decoding Procrastination 

Anxiety is not an Emotion

Most downloaded Spirit of Work solo episodes:

How the Soul Relates to Work

Using the Virtues Sequence to Solve Workplace Problems

I have loved interviewing our podcast guests, many of whom told me their interview experience was “cathartic” and “helped them understand themselves and their work journeys more clearly” or was “a more personal and insightful experience than any other podcast interview they had experienced.”

In response I will say that I am proud to have brought so many beautiful and unique stories to the internet sound waves. These interviews are a legacy and will continue to be available on our website and on all podcast directories. 

It was also a joy to create the solo episodes although they involved lots more soul searching and research than I expected. It made me realize how much courage it takes for solo podcast hosts to put themselves out in public and increased my admiration for my colleague’s work!

These 154 episodes were created by me, Mike Kurlander who was our amazing audio engineer, the wonderful Malvika Kathpal and Bea Mugure on the show notes and our outstanding Berna Guadiz who created all the images, website uploads and social media images.

I would like to leave you with two recent testimonials: 

Kasper Christiansen wrote: The Culture and Leadership Connections Podcast is a great listen! Marie Gervais provides expert insights and actionable advice on leadership and cultural diversity, making it invaluable for fostering inclusive and effective workplaces.

Michal Spiegelman said: Marie's deep perspective on various topics, especially spirituality, truly enriches the content. The way she seamlessly connects broader subjects to workplace dynamics is both enlightening and practical. This podcast has given me a new appreciation for the cultural influences that shape leadership and communication within diverse professional environments.

In closing, Culture and Leadership Connections has been a labour of love, and I certainly hope the many stories and insights will bring intangible benefits to thousands of listeners for years to come. 

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Links:
LinkedIn: www.linkedin.com/in/marisol-solarte-erlacher
Website: https://www.marisolerlacher.com/ 

Episode Highlights:
In this episode, Marisol shares her journey from her multicultural upbringing to becoming a leader in creating psychologically safe workplaces. With powerful insights that stem from her personal resilience path, she highlights the importance of storytelling, cultural identity, and finding joy amidst adversity. 

Childhood Memories:
Growing up with young parents, Marisol matured alongside them, becoming highly responsible from an early age. Though her parents created moments of joy, she often felt more like a little adult. Observing intergenerational trauma, interpersonal violence, and alcoholism in her family shaped her understanding of relationships and coping mechanisms. At 11, Marisol survived sexual assault, a defining event in her adolescence. During this time, she read I Know Why the Caged Bird Sings by Maya Angelou, realizing that resilience was possible. This book gave her hope and reinforced her belief in the power of stories to heal and transform.

Cultural Influences:
Marisol’s cultural identity shapes her values, relationships, and approach to life. She learned that family extends beyond biological ties, fostering deep loyalty to those who support her.

Her strong work ethic comes from witnessing her parents’ dedication, a trait she links to the immigrant experience. Though she now prioritizes balance, her drive remains rooted in these lessons.

She also embraces the joy in her culture, recognizing how her family celebrated life even in hardship. This understanding deepened when she visited Colombia at 16, where she experienced resilience and joy first-hand.

Influential Groups:
Marisol grew up Catholic but transitioned to evangelicalism in her teens, seeking belonging and certainty after trauma. This shift led her to seminary in Denver, a transformative experience that ultimately guided her toward a different spiritual path focused on personal growth.

During seminary, she joined the Circle of Latina Leadership, which shaped her leadership skills and personal development. Though her spirituality has evolved, her search for belonging continues to influence her journey and work today.

Personality and Temperament:
As a child, Marisol was introspective and often engaged in solitary activities. Being an only child for seven years, she navigated a complex environment on her own, shaping her personality.

As the eldest daughter in a Latinx family, she naturally took on a parent-like role, becoming highly responsible. This led her to a profession where others seek her guidance. She values her reflective and soulful nature, traits she believes are innate.

What Brings Out the Best in Marisol?
For Marisol, being authentic in her work as a therapist is both important and challenging. She strives to be fully herself despite power dynamics and the complexities of client expectations.

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Links:
LinkedIn: https://www.linkedin.com/in/daniel-barker-mhrm-79719340/
Website: https://idaleadershiplab.com/

Quote: "True empathy comes from that ability to put yourself in someone's shoes, not for me to just be able to tell you I understand what it's like."

Episode Highlights:
Dan shares his unique journey from growing up in Northern Wisconsin and dealing with cultural transitions to becoming a leading figure in leadership development and community advocacy. He highlights the importance of preserving his Native American roots as a member of the Bad River Band of the Ojibwe and integrating those values into his leadership practices. His focus on empathy, progression, and blending diverse cultures and heritages offers invaluable insights for fostering inclusive environments.

Childhood Incidents:
Dan, a naturally aggressive child, joined football in seventh grade but quit due to the sport's physical demands. His dad encouraged him to view the challenge as a chance for growth. As an adult, Dan recalls the difficulty of moving from Idaho Falls to Boise during junior high, transitioning from a close-knit community to a larger, unfamiliar school, which left him feeling isolated during a critical period.

Influential Groups:
Having grown up in Idaho, the religious-based culture influenced Dan’s view of culture and drew him closer to his indigenous culture. It also opened him up to realizing there's an outsider factor.

Cultural Influence:
Dan reflects on his family’s heritage, emphasizing the importance of both the Kadat and Balange lines. His great-grandmother grew up near the Bad River Reservation on Lake Superior, maintaining a strong Indigenous connection. Dan’s mother humorously notes that her grandmother, fluent in Ojibwe, didn’t pass it down, possibly due to using it for private conversations among her siblings.

Dan married someone from a different culture, and blending their backgrounds was initially challenging. Over time, they successfully merged their cultures, creating unique family traditions and identities.

Temperament and Personality:
Dan believes that over the years, his empathy and compassion have evolved. He believes that when he was young, he lacked the social awareness to help him develop these two qualities.

Cultural Epiphanies:
Dan remembers joining Cub Scouts, which was organized by the LDS Church. Meetings were held at homes or churches, often including prayers. At one event, his father noticed Dan folding his arms during prayer, an LDS practice, and corrected him, explaining their family prayed differently. As a child, Dan saw this as a division between "us and them," but as an adult, he understands it reflected cultural differences—his family attended church, just not the LDS Church.

Soapbox Moment:
Dan’s principle is always to leave a place better than you found it. He believes if we do that, it sits well with our environmental factors and how we orient ourselves in the various work that we do and also with our families. He also encourages us to give back to our communities.

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• Website: https://andreabaileybrown.com/
• Instagram: https://www.instagram.com/baileybrownconsulting/
• LinkedIn: https://www.linkedin.com/in/andreabaileybrown/

Quotes:

• “Sometimes, the ideas that you have about how to live, the region that you live in will affect how you execute on certain beliefs that you have.”

Episode Highlights:
Andrea Bailey Brown shares her journey of resilience and success in a male-dominated industry, emphasizing the importance of treating oneself like a "luxury brand" through self-worth and high standards. Drawing from her experiences of moving from Jamaica to Canada, she highlights how cultural transitions shaped her values and aspirations.

Andrea’s story goes beyond entrepreneurship, inspiring others to step out of their comfort zones, embrace individuality, and pursue their dreams. Her insights offer valuable lessons on building wealth, resilience, and personal growth.

Childhood Memories:
Andrea reflected on her mother’s sacrifice of leaving Jamaica to work as a nanny in Canada, which enabled their family to move there. During this time, Andrea and her siblings lived with their strict but loving aunt, Sister Joyce, who instilled values like resilience, high standards, and proper English lessons that shaped Andrea’s philosophy of treating oneself like a luxury brand.

Grateful for her mother’s and aunt’s impact, Andrea plans to express her appreciation. Moving to Canada as a teenager and starting high school in Grade 11 was pivotal, as she discovered her intelligence and unique gifts, excelling in advanced French and German classes.

Influential Groups:
Andrea grew up in a Seventh-day Adventist family, where church attendance and dietary restrictions were emphasized. Moving to Edmonton highlighted how regional factors influence religious practices.

Her time at the University of Saint-Jean was transformative. A summer job led to her winning the Miss Black Alberta pageant, pushing her out of her comfort zone.

Personality and Temperament:
From a young age, Andrea was a risk-taker who knew what she wanted in life and wasn’t willing to settle for less. For instance, she confidently declared she wouldn’t follow societal expectations of women in her community. Over time, she developed greater courage and learned to trust in herself.

Cultural Epiphanies:
Andrea’s move to Canada brought cultural adjustments. She recalls witnessing behaviors like a young girl disrespecting her parents, something unthinkable in her culture. Adapting to a new environment revealed her shyness and required her to adjust to differences in fashion, language, and lifestyle.

Soapbox Moment:
The Bailey Brown Franchise Agency empowers aspiring entrepreneurs by guiding them toward wealth-building through franchise ownership.

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Bio:
Dr. Eric Recker is a dentist, husband, father, keynote speaker, Elite Success Coach, author, pilot, mountain climber, and former triathlete. He is committed to helping people become their best selves and learning to #WINtheNOW.

Links

• Website: https://ericrecker.com/
• LinkedIn: https://www.linkedin.com/in/eric-recker-583849278/
• Facebook: https://www.facebook.com/eric.recker.1
• Instagram: https://www.instagram.com/docrecker/

Episode Highlights:
Raised in Pella, Iowa, Dr. Eric shares how early rejection and adversity shaped his drive. His struggles with burnout led him to reassess his life, highlighting the importance of relationships, self-care, and finding joy in the journey. He emphasizes resilience, purpose, and gratitude.

Quotes:

• "I believe that our journeys don't happen by accident. Our journeys happen so that we can help other people on their journeys."
• "I think if you never have any rejection, then you are just building up to this horrific experience when you get your first rejection."

Childhood Incidents:
As a child, Dr. Eric was repeatedly rejected from kickball games, shaping his belief in inadequacy and fueling a relentless drive for success. This eventually led to burnout, nearly making him sell his dental practice. He reflects on how words spoken in childhood have lasting effects.

At an eighth grade party, dressed with confidence, he faced five consecutive rejections while asking girls out, ultimately learning the importance of resilience.

Influential Groups:
Faith has been a cornerstone of Dr. Eric’s life, reinforcing that he is never alone. Family traditions, such as Sunday afternoons at a lake, created cherished memories.

As a triathlete, he valued deep connections within his training group. His professional growth continued through the Academy of General Dentistry, where he built strong relationships.

His mission work in India, Guatemala, and The Bahamas, along with climbing Mount Kilimanjaro, reinforced his commitment to serving others and being part of something larger than himself.

Personality and Temperament:
A naturally curious child, Dr. Eric developed anxiety tied to school and rejection. He dreaded Mondays, a feeling he calls the "Sunday scaries."

Joining his father’s dental practice provided career stability but also immediate pressure, contributing to burnout. Initially believing hard work was the solution, he later learned the value of self-care, relationships, and gratitude. He now finds meaning in guiding others from chaos to hope.

Cultural Epiphanies:
One stressful Monday, his colleague had an accident, leaving Dr. Eric alone with a full schedule. Unexpected support arrived, his mentor as his first patient and his associate showing up unprompted. This experience reinforced the profound value of relationships and support systems.

Soapbox Moment:
Dr. Eric urges people to live with hope. His website offers resources like "Refueling Hacks" with 50 self-care strategies and a seven-day Knockback Burnout Challenge. For personalized coaching, he welcomes conversations with those seeking growth.

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• LinkedIn: https://www.linkedin.com/in/rickyvanovich/
• Website: https://www.rickyvanovich.com/

Quotes:
"We all have the potential to be architects of change."

"We’re not just participants in this ever-changing world; we’re architects shaping the course of our own lives, careers, and the world around us."

Episode Highlights:
Rick shares invaluable insights on how to thrive amidst digital distractions by balancing technological advancements with interpersonal skill development. His reflections on navigating cultural differences from the UK and Switzerland to Vietnam highlight the complexities and growth stemming from living abroad. Through his resilience and experiences as an expat, Rick offers a unique perspective on the importance of community and continuous learning, as well as overcoming cultural dissonances in diverse settings.

Childhood Incidents:
Rick faced challenges during his teens, failing to achieve university-required grades and working in a supermarket instead. This experience fuelled his drive to succeed. Earlier in school, he disliked being overlooked due to his last name, which placed him at the end of alphabetical lists.

Influential Groups:
Rick has actively participated in various networking and business groups, promoting his accounting designation in Vietnam and building strong ties within the accounting community. While in the oil industry, he connected with its specialized network. He also co-founded the British Business Group in Vietnam, where he has contributed for over 20 years, serving on its board and playing a key role in its growth and influence in the business community.

Personality and Temperament:
Rick values independence and enjoys entertaining himself, finding contentment in his own company. He describes himself as introverted, noting that he recharges through solitude rather than social interaction, which can be draining. Nowadays, Rick enjoys being with others as long as he isn’t in charge of the gathering.

Cultural Epiphanies:
In Vietnam's early days, Rick observed the country's underdevelopment and admired the resilience and optimism of its people, who thrived despite earning very little compared to wealthier nations. This contrasted with the UK, where complaints about minor issues were common. As an expat with a multinational company, Rick experienced a stark cultural divide, enjoying a luxurious lifestyle of housing, cars, and maids, which sharply contrasted with locals' modest living conditions.

Soapbox Moment:
Rick's book, "Business as Unusual: How to Thrive in the New Renaissance," offers tools to develop mindset, habits, and purpose, aligning internal goals with external success. It includes assessments and exercises to help readers choose effective strategies for personal growth.

Support the show

• YouTube: https://www.youtube.com/@nativecalgarian
• TikTok: https://www.tiktok.com/@native_calgarian?_t=8YpwkB838QI&_r=1
• Mastodon: https://ohai.social/@nativeCalgarian
• Threads: https://www.threads.net/@nativecalgarianpodcast

Quotes:
"The moment you think you understand something is the moment you meet a new person that explains it in a different way that makes you reconsider how you look at it."

Episode Highlights:
Michelle opens with a land acknowledgment and reflects on her dual heritage—her father’s Mayflower lineage and her mother’s Indigenous roots. She shares personal challenges with systemic racism and neurodiversity while advocating for truth and reconciliation. Through her podcast and community work, she encourages others to embrace diverse perspectives and honor lost Indigenous voices.

Childhood Experiences:
Michelle identifies as Sahtu Dene with Canadian status as Yellowknife’s Dene First Nation. Her heritage blends her mother’s Indigenous roots and her father’s settler lineage. Her maternal grandmother endured residential school, while her parents’ marriage brought together diverse cultural influences.

Raised by her father’s white family, Michelle faced anti-Indigenous bias but found support from an uncle who stood up for Indigenous people. She now fosters pride in her heritage and teaches her daughter about their culture through positive experiences, such as beading and learning from elders.

Influential Groups:
Michelle overcame a challenging upbringing in a racist environment and now focuses on anti-racism and reclaiming her Indigenous identity. She supports the TRC report, the MMIWG2S (Missing and Murdered Indigenous Women, Girls, Two Spirit and Gender Diverse) inquiry, and the National Indigenous Economic Strategy, advocating for systemic solutions. She emphasizes honoring Indigenous families, improving birthing experiences, and remembering lives lost to colonial policies.

Personality and Temperaments:
Recently diagnosed with ADHD, Michelle reflects on her outspoken nature and commitment to justice. She values humility and listening to diverse perspectives as part of her healing journey. She highlights treaty obligations and equity as foundations for building partnerships between Indigenous and settler communities.

Cultural Epiphanies:
Michelle recounts her traumatic birthing experience, shaped by systemic racism and harmful stereotypes tied to her Indian Act status card. This experience underscores the inequities Indigenous women face in healthcare, reflecting broader systemic issues.

What Brings Out the Best in Michelle?
Michelle finds purpose in honoring future generations and her ancestors, including her grandmother and her mother. She is grateful for the privilege of advocacy and aims to leave a positive legacy for her daughter and her community.

Soapbox Moment:
Michelle encourages engaging with diverse voices through books, podcasts, and documentaries to broaden perspectives. She highlights the richness of marginalized communities beyond trauma, pointing to their contributions to music, science, and fiction. 

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• LinkedIn: https://www.linkedin.com/in/marnibattista/
• YouTube: https://www.youtube.com/@LifeCheckYourself
• Website: https://marnibattista.com

Episode Highlights:
Marni Battista always aspired to be a teacher, and in her unique way, she became one—as a coach. She has dedicated her life to empowering women to redefine success and live fully.

Childhood Experiences:
Marni grew up in Cedar Rapids, Iowa, in a close-knit Jewish community of 40 families. Her father’s international business career brought global visitors to their town. At 10, she joined a French-American exchange program, which included skiing near the Swiss Alps. This experience boosted her confidence and adventurous spirit, shaping her future. In high school, when homecoming conflicted with the Jewish high holidays, Marni resisted her mother’s suggestion to address the issue with the school board, fearing it would highlight her minority status. This experience deepened her sense of belonging, a value she carries into adulthood.

Influential Communities:
When Marni decided to design her life, she initially planned to pursue an MFA in writing. After consulting mentors and writers, she opted to "create her own MFA." She built her skills through writing communities, courses, and a structured book club. This self-designed path solidified her identity as an author and her commitment to the literary world.

Temperament and Personality:
Marni inherited her love of storytelling from her father, who captivated audiences with his humor and wisdom. He also taught her the value of listening and genuine curiosity. This skill became Marni’s superpower in marketing, relationships, and coaching. Though not a traditional teacher, Marni uses her expertise to create impactful curricula and share her passion for storytelling through workshops, videos, and interviews.

Cultural Epiphanies:
As a young mom in her children’s private school PTA, Marni encountered a community that felt misaligned with her values. After recommending a quirky, intelligent friend for a leadership role, Marni faced backlash from others who deemed her friend unsuitable. Rather than compromise her principles, Marni stood by her friend and distanced herself from the group. Though isolating, this decision clarified her values and inspired her to seek new communities aligned with her integrity.

What Brings Out the Best in Marni?
Marni thrives in spaces filled with connection, integrity, responsibility, and active engagement. She loves being outdoors, playing for the joy of it, and exploring new experiences—like her first fantasy football league.

Soapbox Moment:
Marni challenges us to live life on our terms. She empowers individuals to define success without being confined by societal expectations. 

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• Anxious Type: You set unrealistic expectations and over-schedule, leaving no time for rest. This causes anxiety and a sense of being unproductive. The remedy is "unscheduling" by planning breaks or enjoyable activities before tackling tasks—like "paying yourself first" before addressing work. This approach helps you feel motivated instead of resentful.
• The Task Is Not Fun: This style avoids tasks because they’re boring or unpleasant, preferring fun activities instead. You might fear being trapped in tedious work or a situation with people you don’t want to be around. To combat this, give yourself enjoyable breaks to regain motivation, such as watching videos during work breaks to boost energy.
• Plenty of Time: People with this style procrastinate until the last minute, thinking they work best under pressure. However, this causes stress, not productivity. The solution is breaking tasks into manageable chunks and scheduling smaller, incremental work sessions to make the task less daunting.
• Perfect Partner: Perfectionists procrastinate due to fear of disappointing others and negative self-talk. To manage this, forgive yourself for procrastinating and focus on past successes that weren’t perfect but still worked out. This reduces constant self-criticism and fear of failure.

Roles That Emotions Take in Procrastination

• Protector Role: Seeks to shield you from discomfort, often manifesting as “police” or "first responder" part of you that wants to prevent pain or uncertainty.
• Manager Role: This role constantly tells you what to do, urges you to follow rules, and warns against risks. It’s often associated with guilt or “shoulds.”
• Past Moment Role: Represents a vulnerable part of yourself, often from the past, that was never healed or comforted. This can cause emotional blocks when facing tasks.

To overcome procrastination, acknowledge and name the emotions you feel when faced with a task, measure their intensity, and notice the sensations in your body. By doing this, you can start to release emotions and move past them. If the "manager" or "protector" roles surface, ask them to step aside to help you access the vulnerable part of yourself. This will lead to greater emotional integration and less procrastination.

This process helps align your body’s messages with your conscious mind, making it easier to work together as a whole person. Acknowledging emotions and sensations helps reduce sabotage and allows you to use procrastination as a partner in your work.

My Recent Experience with Procrastination:
Recently, I procrastinated on a project that required calling unresponsive stakeholders, which left me frustrated. I recognized feelings of annoyance and measured them at a 6 or 7 in intensity, noticing tension in my chest. I realized a "manager role" was telling me I was behind. I acknowledged this and took a short break. When I returned, I tried calling the stakeholders again, and surprisingly, they all answered.

This experience showed me that things often fall into place when you stop fighting yourself. Recognizing the "shoulds" and "have-tos" from the manager or protector roles can help you integrate them and move forward.

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For example:

• A doctor uses their mind to diagnose illnesses and prescribe remedies.
• A chef applies creativity to design meals.
• A recruiting manager uses critical thinking to identify and hire the best candidates.

The Importance of Bringing Your Mind to Work:

1. Collaboration:
Critical thinking is often lacking, but collaborative problem-solving produces better results by leveraging diverse perspectives.

For example, a plant manager who was confident in his rollout plan presented it to supervisors without seeking their input. Within minutes, they identified 13 flaws in his plan. This humbling experience demonstrated the value of expertise from those closest to the work. Initially reluctant, he eventually involved frontline employees, including those with limited English proficiency. With the help of translators, these employees provided insights that led to a robust plan, ensuring a smooth rollout with minimal issues. This experience highlighted the power of collective intelligence.

2. Safety, Well-Being, Learning, and Encouragement (The "SWEL" Model):
Managers often struggle with feeling unrecognized, prompting them to find ways to highlight their work without appearing boastful. Through this process, they often realize that their team members also need recognition.

A "bottom-up" approach, where managers help junior staff gain visibility, fosters collaboration and a positive workplace culture.

For instance, Zach, an oil and gas rig manager, exemplified humble leadership by valuing his team’s skills and fostering collaboration. Recognizing his own limitations, he sought input from his team to improve communication across sites. He introduced monthly online meetings to encourage open dialogue and feedback.

Zach’s humility created a safe environment for sharing ideas, leading to effective solutions and stronger teamwork. His approach aligned with the SWEL model by making participation inclusive, ensuring all voices were heard, and promoting collective growth.

Support the show

Links:

• Website: www.jetsettinglifestyle.com
• Amazon: www.amazon.com/Mindset-My-Degree-Transform-Thinking/dp/1950336956
• LinkedIn: www.linkedin.com/in/nicolasmornard
• Instagram: www.instagram.com/niconomy

Quotes:

• When you put your mind into something and you refuse to accept the situation that you are in, you will get anything or learn anything you put your mind into if you have the right mentality.
• A lot of people are afraid to make mistakes, and that's why they never try anything.
• If you want something in life, go for it. Don't look at everything that can go wrong. Look at everything that can go right.

Episode Highlights:
Nick’s journey showcases resilience and determination. From excelling in swimming and basketball to building a corporate and entrepreneurial career, he turned challenges into opportunities for growth. Despite early struggles in the US, he refused to give up, finding inspiration in his hardships.

Childhood Memory:
At age three, swimming lessons sparked a love for the sport. By age nine, Nick competed in Belgian and European championships, which instilled a lifelong drive for excellence. At 16, he signed a professional basketball contract and taught himself Dutch to adapt to a new region, demonstrating focus and self-discipline.

Influential Groups:
Moving to urban Brussels at 16 after his parents' divorce, his father made him work as a blue-collar labourer for a few months each year, performing tasks like pulling electric cables up ten floors and doing electrical work inside buildings. The intent was to teach him the value of education and specialization, showing that without such efforts, he might have to rely on blue-collar jobs. Although he disliked the experience at the time, looking back, he sees it as an eye-opening lesson that reinforced his determination to pursue a different path in life.

Sports in the US emphasized leadership and teamwork, shaping his approach to guiding others. He often selects candidates with leadership experience in athletics for their transferable skills.

Personality and Temperament:
Nick describes himself as initially impatient, with a need for immediate results. Through mentorship, he learned to embrace patience as a virtue.

Cultural Epiphanies:
When Nick first moved to Miami, he was shocked by the wealth around him. He didn’t know people could live the way they did in Miami. He quickly relocated to Southwest Florida because he felt uncomfortable.

Soapbox Moment:
Nick encourages us to dare to do what is uncomfortable to achieve the best version of ourselves.

Support the show

• Michal’s book “Becoming Soulful” is available on Amazon: https://amzn.to/3WPai9H 
• LinkedIn: https://www.linkedin.com/in/michalspiegelman/ 
• Website: https://www.beaconsofchange.com/ 
• Take the Journey into the Soul with Michal: https://www.beaconsofchange.com/journey-into-your-soul/

Quotes:

• “There is an opening that happens when you travel across the ocean.”
• “If we find a way to connect or reconnect with our soul, then we can rely on our internal guidance system and navigate life with this inner connection.”

Episode Highlights:
Michal discusses her journey from childhood "soul diminishing" experiences to creating her "Soulful Healer" method.

She reveals how growing up in Israel, facing cultural shocks, and surviving personal trauma like miscarriages informed her approach to trauma healing. 

Influenced by her family's Holocaust history, Michal has trained over 3,000 individuals in Reiki over the past 20 years. 

Expressing Emotions:
Michal recalls growing up in a household where emotions were not expressed. At nine, she cried at a wedding, prompting her mother’s anger and discreet pinch to “smile.”

Culture Shock:
At 15, Michal’s father was transferred from Israel to New York, where she was amazed by the tall buildings. The intense culture shock sparked her desire to travel.

Personal Loss:
After marriage, Michal experienced six miscarriages, which had a profound impact on her journey into trauma healing.

Influential Groups:
Growing up in Israel fostered resilience in Michal. Later, seeking connection, she joined various spiritual and meditation communities. She studied color healing in England, explored meditation in Germany, and joined personal growth communities in the U.S., all of which helped her reconnect with herself and embrace the inner work that became her mission.

Personality and Temperament:
Michal describes herself as a natural giver, a trait she inherited from her father. Since childhood, she has displayed compassion, kindness, and empathy, and over time, has learned the importance of setting boundaries for self-care.

Cultural Epiphanies:
When Michal and her husband moved to Germany, she was struck by how Europeans valued work-life balance, like leaving work at 5 PM to go socialize.

Before having children, Michal and her husband traveled to India, where she was deeply moved by the happiness and satisfaction she observed, even among those facing poverty.

What Brings out the Best in Michal?
Michal thrives when given opportunities to help people align with their values.

Soapbox Moment:
Michal invites us to a 90-minute Journey into the Soul session and encourages exploring her book, which delves into six keys for profound transformation.

Support the show

• Look for Marie’s morning routine on LinkedIn and watch it.
• Book a 30 minute strategy session with Marie to learn how to do the morning routine. 

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Bio:
Michael Timms is an internationally recognized speaker, consultant, and best-selling author who helps leaders inspire greatness in their teams. He wrote How Leaders Can Inspire Accountability, praised by leadership coach Marshall Goldsmith, and his first book, Succession Planning That Works, was highly regarded for its insights on developing talent in organizations. Timms leads Avail Leadership, helping organizations build high-performance cultures, and enjoys spending time with family and exploring the wilderness.

Links:

•  Michael’s TED Talk: TED Link
• YouTube: YouTube Channel
• LinkedIn: LinkedIn Profile
• Website: Michael Timms Website

Quotes:

•  “You can be an awesome leader in many different respects, but if you fear conflict, you're going to create chaos.”
• “The best leaders care for the people who report to them as much as they care about results.”

Episode Highlights:
Michael Timms shares leadership lessons from his childhood, early encounters with leadership, and his professional journey. He discusses the key role of accountability in leadership and provides insights into how personal experiences shaped his leadership philosophy.

Childhood Incidents:
Michael learned emotional control from a childhood skiing incident when his mother challenged him to stay calm after a bad crash. During a two-year mission with his church, Michael gained leadership experience, making mistakes but learning valuable lessons in the process.

Influential Groups:
Michael credits his parents for shaping his values. His entrepreneurial father was driven and accountable, while his mother, strong-willed and intelligent, instilled in him a love for writing. Both parents pushed him to excel, influencing his approach to leadership.

Groups that Michael Chose to Belong To:
Michael’s leadership skills were developed as a member of The Church of Jesus Christ of Latter-day Saints, where servant leadership, without power dynamics, is practiced. This experience has deeply influenced his leadership style, focusing on voluntary collaboration.

Temperament and Personality:
Michael describes himself as having a Type A personality but has developed empathy over time. He believes that leaders must balance their drive for results with genuine care for their people.

Cultural Epiphanies:
Michael was surprised to find some leaders who did not hold one-on-one meetings with their teams, a practice he values highly. He emphasizes the importance of hearing every voice and considering all opinions in leadership.

Soapbox Moment:
Michael encourages listeners to watch his TED Talk on leadership accountability, How to Claim Your Leadership Power, and to explore further through his book and his company, Avail Leadership.

What Brings Out the Best in Michael?
Michael thrives when working with organizations that are committed to advancing their leadership skills. He enjoys helping leaders stand out by improving their ability to inspire and lead effectively.

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• Communication dynamics that encourage and support
• Willingness to listen, ask questions, check understanding, and contribute without judgment
• Desire to serve, empathy, and patience
• Willingness to address challenges and support others in addressing them

Example 1: Help Each Other Out
I recently worked on a project with a study circle that included a business owner facing challenges after opening a store. She had to manage more staff, deal with absences, train employees, and balance family life, as her husband worked night shifts. Although the study circle provided important support, she worried about neglecting her children. We discussed her desired outcomes and obstacles, and together we found a potential solution: hiring a nearby teenager seeking work experience to watch her kids during the study circle. This could foster a positive relationship between the teen and the children, providing mutual support. However, the solution depends on various factors, like the teen and parents agreeing and ensuring good chemistry. With mutual care, the group can build a supportive, capacity-building environment.

Example 2: Work Without Play Makes Jack a Dull Boy
When working toward a goal, especially in project management, teams can feel drained by the details and setbacks, leading to exhaustion and a lack of motivation. If a team appears apathetic or fatigued, what they need is fun, food, and informal interaction. Seriousness and fatigue can be relieved through team-building exercises, but simply gathering for food and laughter can greatly improve morale. A team not functioning well is often one where no one is smiling or laughing. Humor is a key indicator of a healthy, capacity-building team. So, if humor and joy are missing, it’s essential to help bring them back to foster a supportive and effective environment.

Example 3: Create Opportunities to Open Up
Managers understand the importance of 1-on-1 conversations but often struggle with implementation because they approach them as problem-solving sessions rather than opportunities to connect. These meetings should focus on appreciating the individual and discussing their personal and professional experiences through simple questions about challenges and successes. The goal is to build trust and relationships, not to give feedback or solve issues. For larger teams, managers should meet with supervisors, while smaller teams benefit from more frequent 1-on-1s. Regularly scheduled meetings every few months foster a supportive environment, preventing problems and enhancing team dynamics.

Example 4: Be Interested, Not Interesting
Being genuinely interested helps the team move toward a desired goal. When you become absorbed in your interest in the team’s progress, you naturally rise in their eyes as someone with capacity, credibility, and respect. The more you try to insist on your greatness, the less impactful you appear. The more you help resource the team, the more your esteem in their eyes grows.

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• Website: www.elevateddiversity.com
• LinkedIn: https://www.linkedin.com/in/rhondamoret/

Quote:
“So much of who we are today and how we present ourselves to the world is based on all of these situations and occurrences that we have lived through.”

Episode Highlights:
In this episode, Rhonda discusses the impact of racial makeup and background on one's perspective, drawing from her personal experiences and insightful reflections on childhood experiences. She delves into the significance of diversity in personal and professional contexts, shedding light on formative incidents from her own childhood and the value of reinforcing respect in various settings.

Childhood Experiences:
Rhonda grew up in a tight community of Creole families. As an adolescent, Rhonda and her family moved to a different state, which brought it to her attention that she was different from other children. Not only was she different visually, but her perspective and point of view were different from the other children.

Influential Groups:
Rhonda’s family did not have a lot of money growing up, and Rhonda realized that if she wanted to move beyond that social class, she needed to develop a strong work ethic. She was never satisfied and was always looking for the next thing to work on. Religiously, Rhonda grew up Catholic, which gave her some sense of identity.

Cultural Influences:
Over the years, Rhonda has gravitated towards helping and supporting women find opportunities, especially where there are pay disparities. Helping women has opened Rhonda to new experiences, and she has learned things about herself that she didn’t know before.

Temperaments and Personality:
Curiosity has always been a part of Rhonda’s life. She remembers growing up and, together with her brother, spending hours reading encyclopaedias that their parents had bought for them. All the effort was in pursuit of curing their curiosity. Rhonda was born in the '60s, and she was brought up in a traditional way; they were not allowed to speak out of turn. Today, Rhonda has become outspoken, and sometimes she has to rein herself in when responding in certain situations and conversations.

Cultural Epiphanies:
Growing up, Rhonda attended Catholic schools where respect for those in authority was mandatory. For instance, if a nun walked into their class, they would all stand up and greet her. When she moved to a public school, she realized that kind of respect wasn’t there, which was disheartening for her.

Soapbox Moment:
Rhonda’s organization helps other organizations create a workplace where people feel they belong. If you are looking to create a workplace culture where respect is valued or want to solve issues around it, Rhonda invites you to check out their website.

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• A fixed mindset sees association with a different culture as disloyal and something impossible.
• A growth mindset views questioning cultural beliefs, traditions, and values as a natural part of life and a way to expand our repertoire and deepen our understanding. It encourages loyalty to one's group while also allowing for critical reflection on its values.

Direct vs. Indirect Communication Styles at Work:
Communication styles can be broadly categorized as direct or indirect. If two direct communicators interact, they can understand each other easily. However, challenges arise when a direct communicator interacts with an indirect communicator. The answers provided may not seem satisfactory to the direct communicator.

If a manager asks, “How many employees will be affected by the change of schedule?” A direct answer might be a specific number or percentage. An indirect response, however, might be something like, “Our employees change in all aspects of their work.”

A direct communicator might perceive the indirect communicator as avoidant or even incompetent. Indirect communicators, however, tend to focus on the relationship and emotional context at stake. Their approach aims to maintain the integrity of the relationship, harmonize expectations, and provide answers without causing anyone to make a mistake or lose face.

To improve communication with indirect responders, try rephrasing your questions. For example:

• “If I wanted to know how many employees will be affected by the schedule change, what would I need to do first?”
• “If I wanted to know how many employees will be affected by the change of schedule, who would you suggest I speak to?”

These types of questions allow the indirect responder to provide an answer without feeling the need to be right or wrong. For direct responders, you could say:

• “I want to know how many people will be affected by the schedule change and what approach would work best.”

This approach opens the conversation for more information and makes the responder feel their input and time are valued.

In summary, direct communication values getting the answer quickly, while indirect communication values maintaining the relationship and avoiding causing loss of face. Understanding these styles and cultural identities can significantly enhance intercultural communication in the workplace.

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• LinkedIn: Amber Ontiveros
• Website: Heal the Four Wounds

Quotes:
"When you don't have people around you who are educated, you don't know what your options are."

Episode Highlights:
In this episode, Amber shares her powerful journey, from growing up Latina on a farm in Arizona to a near-death experience that led her to meet the "infinite creator." This awakening inspired her to explore consciousness and the neuroscience of unconscious bias. Amber teaches us about self-serving and "mini-me" biases, and how the brain's reticular activation system filters information based on existing beliefs. Her techniques offer practical steps for mindful listening and healing internal wounds. Listen to learn more.

Childhood Experiences:
Amber’s passion for management started in childhood. She vividly recalls playing with paper in their chicken coop as if she were an administrator. As an adolescent, Amber took a moot court class because it aligned with her personality traits—public speaking, analyzing situations, constructing arguments, and posing solutions.

Influential Groups:
Amber is a Mexican-American who grew up in Arizona and was the first in her family to attend college and graduate school, despite having no educational role models. She attended Lewis & Clark College, though her GPA could have earned her admission to more prestigious schools. In college, Amber became passionate about civil rights and policy. Her career began in a political campaign where a senator recognized her potential and helped her become a lobbyist. After working in the legislature and for a lobbying firm, Amber became a policy adviser at the Department of Transportation, where she helped develop federal civil rights laws that provided economic opportunities for women and minorities, including securing contracts in construction and professional services for transit agencies and government departments.

Personality and Temperament:
Amber describes herself as direct, honest, and fiery. After her near-death experience, she realized she had been engaging in self-loathing and bullying herself. Today, she has learned to accept and love her feelings, using techniques to change the thought patterns that once undermined her. She now sees her previously criticized traits as her best attributes.

Cultural Epiphanies:
In Amber’s culture, during Christmas, her family makes tamales, menudo, and pozole. Amber is baffled that many Americans dislike pigs' feet or cow stomach, which are delicacies in some Asian cultures and among the best foods she’s ever had.

What Brings Out the Best in Amber?
Amber enjoys working with organizations that are clear and authentic. This clarity makes it easier for her to help them achieve their goals.

Soapbox Moment:
Are you a CEO feeling unhappy and seeking tools to manage your emotions? Are you stuck in negative thought loops or imposter syndrome? Amber invites you to explore her website, her book, and her executive coaching program.

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1. Diversity of perspectives must be included: If only one person has a voice, diverse viewpoints are missing. In situations where people are similar, actively seek other perspectives to gain different points of view. This ensures more just decisions, as relying on limited input can lead to incorrect conclusions.
2. Consult those most affected: Those most affected by a decision must be consulted. If the individual is vulnerable and cannot make decisions on their own, their guardian or caretaker should be involved in the consultation. The person closest to the job is often the expert, so either the affected individual or their closest support should provide input.
3. All stakeholders should be present when discussing the decision: In cases of a power imbalance, consider the rights and responsibilities of those most affected, and take into account the power dynamics. Ask those affected if the proposed resolutions would satisfy their concerns.

Real-Life Examples:

Example 1:
A manager aimed to build his team's capacity by training a lead hand to deliver safety presentations. However, the lead hand became flustered during training as the manager assumed what help was needed without consulting him. Realizing his mistake, the manager decided to trust the lead hand to deliver the next presentation independently. This trust empowered the lead hand, who excelled and received a standing ovation from the crew. The situation highlighted a shift in power dynamics, with the manager learning to prioritize the lead hand’s needs over his own methods.

Example 2:
A toxic manager in a different department repeatedly undermined the only female engineer responsible for safety, using misogynistic names and demeaning her input. Despite her warnings about compromised safety, no one spoke up due to fear of the bully. HR intervened after she filed a complaint, gathering evidence and perspectives. However, instead of disciplining the manager, HR held a meeting where he verbally attacked her. The power imbalance and lack of action led the female engineer and three top employees to quit, leaving the company weakened. In contrast, McDonald’s handles similar situations by immediately supporting employees and addressing aggressive customers, which resets power dynamics and protects workers. Justice requires protection for all parties involved; without it, employees are left vulnerable, and toxic behaviors worsen.

Example 3:
Two nurses were caring for an elderly patient when a non-medical relative insisted that a catheter be removed, aggressively demanding a nurse to do so. The nurse refused, citing the need for authorization, but eventually gave in due to intimidation. The commotion drew a second nurse, who was black, and the relative turned on her, using racist slurs and threatening a complaint. The black nurse explained the risks of removing the catheter without proper evaluation, but the relative continued his aggression before leaving. He filed a complaint, which deeply affected the black nurse. Her charge nurse and union assured her of support, and an investigation revealed that no harm had occurred, and both nurses were mistreated. The complaint was dismissed, and the relative was banned from the hospital. Justice was served, and the nurses felt protected.

If you carefully examine the examples above, you can clearly identify the injustices, how the justice quotient was used, and the consequences of not applying the justice quotients.

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Links:
Website: https://www.chintanproject.com/
Amit’s email: amir@chitanproject.com
Kumar’s email: kumar@chitanproject.com

Episode Highlights:
Amit exemplifies defying limitations, leaning into his inner strength and unique gift for helping leaders turn challenges into opportunities. Supported by his father, Dr. Kumar Ramlall, Amit communicates through a piece of cardboard with the alphabet on it. Together, they discuss embracing challenges, recognizing inner strength, and the importance of belief and support in shaping an individual’s journey.

Quotes:

• “If the road you're on isn't taking you where you'd rather be, change the path.” -Amit
• “If you don't like the movie, change the script.” - Kumar

Childhood Experiences:
Amit:
At four days old, Amit had surgery to remove a mass, facing intense pain due to insufficient anesthesia. He drew on his inner strength, believing that his purpose in the universe kept him going.

Kumar:
Kumar's father studied abroad when he was young, but his mother managed both parental roles well. They even used proceeds from the fruit harvests to pay for his father’s school fee overseas.

Influential Groups:
Amit:
Amit was born when his father was an academic physician. The model for them was how to solve Amit’s problems. After an assessment with a psychologist, his parents were told that he’d qualify for a teaching assistant in school, and in doing so, Amit’s father took the road less traveled.

Kumar:
Academics have always been a major pillar in Kumar’s life. As a child, his parents sent him to a private school even though his family's finances were extremely limited. The experience instilled a value of learning in Kumar. As a child, Kumar enjoyed teaching and helped his friends learn math.

Temperaments and Personality:
Amit believes he has developed humility over the years, seeking what is rather than what he wishes it to be. Both he and Kumar follow John Demartini's concept that every human has every trait, and they focus on recognizing and applying these traits in various forms.

Cultural Epiphanies:
Amit experienced a cultural clash when featured in a magazine focused on DEI (Diversity, Equity, and Inclusion), expressing discomfort with being chosen based on a checklist. Kumar, meanwhile, continues to practice medicine while navigating the limitations imposed by regulatory bodies.

Soapbox Moment:
Amit and Kumar encourage exploring the Chintan Project, which aims to help people grow their businesses, exit, or buy, focusing on reigniting passion and purpose.

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Links:

• LinkedIn Bio: https://www.linkedin.com/in/alan-akira-md/ 
• LinkedIn Page: https://www.linkedin.com/company/mugen-psychiatry/ 
• Twitter/X: https://twitter.com/Dr_Akira_MD 
• Email: alan.akira@mugenpsychiatry.com 

Quotes:
“The world doesn't get any easier. You just tend to get better if you choose to.”

“One might not know where they're going in the future, but most of the time, we know where we don't want to be.”

Episode Highlights:
Dr. Akira explores redefining happiness and success, emphasizing the importance of celebrating not just the results but the journey itself. He shares personal stories and reflections on his childhood and career that have shaped his current philosophy.

Childhood Incidents:
Dr. Akira grew up in a household where his parents had blue-collar jobs, but very little financial stability. As a young teenager, Dr. Akira experienced a lot of confusion, around money issues. These challenges snowballed into stress, anxiety, depression, irritability, and anger. At some point, Dr. Akira questioned whether this was what life had to be. Thankfully, he had mentors who offered him hope, showing him that there was more to life than his lived experience and anxiety.

Cultural and Leadership Influences:
Dr. Akira’s grandparents moved to the United States and opened a fish market in New York. One thing Dr. Akira noticed was that they always put their employees first, and the dividends of this approach paid off in their interactions with customers. For instance, they always found reasons to celebrate with their employees, and it was always authentic. At Mugen Psychiatry, Dr. Akira applies the same principle. He invests in both the clinicians’ present and future because he believes that happy clinicians do a better job.

Temperament and Personality:
Growing up, Dr. Akira was quiet, reserved, and quite introverted—always preferring to sit alone rather than interact with others. No one would have ever imagined him as a psychiatrist. Over the years, he has become an “extroverted-appearing” introvert. He has stepped out of his comfort zone and learned how to have conversations with other people.

Cultural Epiphanies:
Coming from Brooklyn, New York, Dr. Akira had a tough time understanding the Southern accent when he moved to Alabama. He recalls a day when he was attending a literature class, and the teacher was reading Huck Finn with a deep Southern accent that made Dr. Akira question if she was reading in English at all.

What Brings Out the Best in Dr. Alan Akira?
Dr. Akira thrives when there is a fine balance that allows him to lean into things that recharge him. He is working on a study to help him understand what drains him versus what recharges him. He is also learning to appreciate that what recharges him might not work for others.

Soapbox Moment:
Dr. Akira challenges us to learn to define things operatively on an individual level and to allow ourselves permission to double down on what works for us. He also invites us to check out his weekly newsletter on LinkedIn.

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• Agnes’ Children Books
• Agnes’ HIV Survivor Story

Quotes:
“Every day, I get a chance to just make a child smile, like all the smiles I missed when I was a child.”

“So many things happen to us when we are growing up, but it depends on you as an individual what you choose to do with it.”

Episode Highlights:
Agnes exemplifies the saying, "When in Rome, do as the Romans do" by navigating and embracing the diverse cultures of Ghana and Canada.

Childhood Incidents:
Agnes grew up in a household where her father had three wives in constant rivalry with each other. As a child, she loved being at school more than at home because at home there was no time to play. Children always had responsibilities ranging from working on the farm and in their father’s stores to counting money from the store. Agnes vividly recalls organizing award shows for children in her neighbourhood using chocolates from her father’s store. One day, while visiting her aunt in Accra, she continued her award shows, and her aunt told her she would make a great teacher, though Agnes wanted to be a journalist.

Unlike many African compound families, Agnes’ dad always encouraged her to go to school and do her best to excel. Agnes never got close to her mother, a second wife in competition with the other women of the household. One thing Agnes learned from her mother was cooking, and believes her mother could cook a whole cow in 50 different ways.

Influential Groups:
Agnes learned communal living from her father, who united all his children. This influenced her desire to live with others when she moved to Canada. She wanted to be around people.

Cultural and Leadership Influences:
As a nanny in Canada, Agnes was supported by her employers to publish her books. She was surprised by the family's progressive views on parenting and their support for her dreams.

Personality and Temperament:
Agnes has an inside and outside personality. At home, she is quiet, contrasting with her public persona. Her quiet husband and their youngest child help balance her dual nature. She tries to blend Canadian ideas and opportunities with her own in raising her children.

Cultural Epiphanies:
Agnes was shocked by the prevalence of smoking in Canada, which contrasted with Ghanaian views on social status.

What Brings Out the Best in Agnes?
Being with people and feeling respected motivate Agnes to show up to work even on tired days. She also loves working with children, giving them the smiles she missed as a child.

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• Knowledge-based training: Involves presentation of material with quizzes and discussions to assess understanding.
• Skills-based training: Focuses on observable behaviors towards a specific outcome, like presentation skills or carpentry skills.
• Behavior change-oriented training: Aims to make visible changes in knowledge, skill, and attitude.

Coaching:
Coaching is complex and relationship-based, focusing on sustained action and behavioral change. It involves a continuous learning process, like mastering a sport or instrument. Combining coaching with training yields exceptional results.

Types of coaching include:

• Life coaching: Covers life skills like budgeting, emotional regulation, and anger management.
• Business coaching: Focuses on strategy, finances, marketing, and business goals.
• Executive/leadership coaching: Involves strategic planning, team management, and change management.
• Performance coaching: Targets specific career goals and leadership milestones.
• Health coaching: Concerns improving habits of nutrition, exercise, weight loss, and addictions.
• Relationship coaching: Involves communication, conflict management, and interpersonal skills.

Success in training depends on clear goals and effective engagement towards desired course outcomes, while success in coaching relies on the client's willingness to engage and the coach's ability to help the client build capacity and strength in achieving personal goals or overcoming professional obstacles.

If you're interested in discussing training or coaching with me, please email marie@shiftworkplace.com to find a time to chat and determine what best suits your circumstances.

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• Power to Accommodate: This is the power of flexibility and acceptance.
• Power to Tolerate: By developing awareness of internal and external influences and not allowing them to control us.
• Power to Face and Confront: By facing obstacles, overcoming difficulties, and standing up for justice.

Powers of the Soul According to Christianity:
In the Bible, there is very little specifically about the soul and its powers, but we do have parables. St. Thomas Aquinas and other writers have written a bit on the nature of the soul. Here are some of the highlights:

• The soul has the capacity to learn from experiences that could significantly influence work.
• The soul has the capacity to interact with other souls. At work, when interacting with our colleagues, it is our souls that are interacting, which gives us a huge responsibility to speak to our colleagues as souls.
• Upon death, the soul is subjected to judgment based on how the individual lived their life, the actions they took, and the degree of their faith. At the end of life, the soul will be held accountable by the creator.

Powers of the Soul According to Islam:
In Islam, experience and understanding balance each other, and action and restraint balance each other. Two Islamic psychologists created an amazing framework, which is a personality type indicator based on the principles of these two balancing concepts and four personality types.

• Power: The ability to move resources towards a goal.
• Justice: An orientation towards equity and fairness.
• Inspiration: A spiritual orientation giving birth to innovation.
• Vigilance: Avoiding unnecessary risk and strong concern with safety.

With these four personality types, we can consider the qualities required for a just and equitable workplace.

Performance Reviews According to Divine Concepts:

• Hinduism: Instead of asking, “How did you do in terms of such and such a goal?” ask, “How were you able to show flexibility and detach from internal and external influences to make wise decisions? What obstacles did you overcome?”
• Christianity: Use what you have experienced and learned from your work to evaluate your capacity to interact respectfully with other souls at work. Give yourself a report card on your work behavior and alignment to values and company goals.
• Islam: How have you been able to see and build the talents of others to provide a more comprehensive view of the whole team? How have you been able to participate towards justice and equity as a team member?

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•  Start with a sticky note pile and a pen or pencil.
•  Set a timer for two minutes and write the first "to do" thing that comes to mind on a sticky note, then rip it off and set it aside. Continue until the timer goes off.
•  Categorize these tasks into piles and put the top priority for each pile on top.
•  Create a "success list" of no more than three items.
•  When feeling overwhelmed, do this activity to calm your mind and create a sense of order.

2. Breathing and Awareness

• Become consciously aware of your breathing and whatever feeling you are experiencing in the moment.
•  Make this a practice whenever you notice sensations of anxiety or obsessive thinking.
•  This will calm your nervous system and replace danger signals with signals of well-being.
•  In a real dangerous situation, this practice will help you stay clear-headed and calm.

3. Acceptance

•  Tell yourself, “I accept that I am feeling this right now.”
•  Acceptance is the thriving part of your nervous system that allows feelings of joy and brings inspiration.
•  Accepting one feeling in the moment opens the horizon to other good things, helping you wave goodbye to anxiety.

In conclusion, anxiety is not an emotion, but instead a physiological response that you can calm. Using the aforementioned anxiety-calming practices will bring relief and a sense of freedom.

Thanks to Marie-Helene Pelletier for her insights on this topic from her book, The Resilience Plan.

For professional support, you can email me at marie@shiftworkplace.com to schedule a time to connect and talk.

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1. Seek diverse perspectives
2. Consult those most affected
3. Involve all stakeholders 

How Virtues Affect People:
A story from Chapter 2 illustrates the power of recognizing virtues. In a high-security prison where my husband once worked as a psychologist, he was assigned to help a large, tattooed, explosive inmate with anger management. As an emotions management tool, my husband introduced the "sparkle technique," a reminder to defuse anger by looking right, smiling, and then looking left, and smiling again (physiologically creating conditions for virtue by calming the nervous system). The technique reduces anger by changing eye position and engaging the muscles used for smiling. Although skeptical, the inmate tried it, found it effective, and even taught it to others, reducing fights in the prison and improving interpersonal relationships. He returned to his program with my husband saying enthusiastically, “This sparkle sh** really works!” 

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• The ancient Egyptians talked about the soul as being buried in a stele, meaning the container in which the body had been buried, and that the soul was inside this container, meaning the body.
• In Christianity, Saint Augustine wrote about the nature of the soul as having 3 parts, the body, or somatics, the soul or the psyche, and the spirit or the pneuma.
• In Hinduism, there is the concept of Atman, which is the essence of life that exists in all living things and within human beings is an opportunity to achieve transcendence.
• Islam and Jainism state that the soul exists before its association with the body and must pass through the physical life to overcome bondage and become liberated from the constraints of self and desire. 
• In both Judaism and Christianity, the soul is alive if it follows the commandments of God and dead if it does not.

Many North American Indigenous spiritualities have references to life as emanating from the Great Spirit who imbues all living things with the spirit of life.

Qualities and Powers of the Soul:
On pages 23 to 32 in my book, The Spirit of Work: Timeless Wisdom, Current Realities, I highlight the qualities and powers of the soul. Interestingly, these qualities are the same across all sacred traditions. The qualities include purity, peace, love, joy, bliss, and knowledge. The powers of the soul include the power to accommodate, be flexible, consider the other person, and act based on both your needs and the other person's needs, power to back up, and the ability to bring things to closure and move on.

Understanding the soul and its characteristics can inform and improve workplace dynamics, including addressing issues like bullying and toxicity. When work is only a struggle for existence, it feels hopeless. If work is only a search for purpose and meaning, then we may not develop the necessary practical tools required to be able to deal with the struggle of existence. I propose work that is meaningful because it is related to the qualities and characteristics of the soul. It combines the struggle for existence with purpose.

If you are finding these episodes insightful, you can purchase the book The Spirit of Work: Timeless Wisdom, Current Realities online on Amazon and Barnes & Noble or directly from my website shiftworkplace.com. Feel free to send me your insights and stories at marie@shiftworkplace.com. 

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• Self-awareness and self-governance: This results in the ability to manage and release unpleasant emotions safely, interpret reality accurately, and maintain a sense of calm and peace. 
• Other awareness and empathy: With genuine self-awareness, you'll have heightened empathy and notice and understand others' feelings and experiences. Increased other awareness and empathy in the workplace is a sign of effective management.
• The ability to change and sustain one's habits for elevated thought and action: True self-regulation means not defining yourself by routines or limitations but continuously expanding your sense of self through learning and applying new insights to work habits. 

Differentiation:
Differentiation is the ability to see the separate within the whole and the whole within separate and to bring them together. It's the ability to do analysis and synthesis. 

• Separation of identity from in-group and out-group bias: The ability to separate your identity from the groups you belong to is crucial in management. A strong in-group and out-group identity is necessary for a sense of belonging and security. However, it's essential to maintain a balance and not let these identities define you entirely.
• Being able to hold multiple points of view without attaching yourself to them: This is a sign of effective management, allowing you to make decisions based on what's best for the collective rather than your personal biases.
• Capacity to inspire others and be inspired: If you are inspired by others, you're likely to be more inspiring yourself.
• Ability to balance encouragement and challenge: It means when people are not feeling strong, you can encourage them and build them up. When they're feeling strong but not showing their best selves, you can challenge them to step up to the plate. 
• Being able to read reality without becoming hopeless in the face of difficulty: There are a lot of challenging realities in the workplace, and people go through many difficulties. If you can read and understand these difficulties without losing hope, it's a sign of great leadership.

High-level Thought Integrated Throughout and Responsive to Operations:
It's not enough to have great ideas if no one can act on them. Frequent conflicts between departments occur when high-level thought is not integrated, usually due to lack of consultation.

• Have principle-based discussions that respect individual inputs: Listen with interest without getting defensive or allowing anyone to dominate.
• Collective decision-making that promotes honest and kind participation: Making decisions as a group where everyone is both honest and kind leads to agreed-upon solutions benefiting the whole without excluding individuals or groups.
• Ability to translate thought into action, reflect on the outcomes, and make adjustments: Changing your mind isn't a sign of weakness, but constantly changing it is. Making a decision and sticking to it despite negative outcomes is not a sign of strength.

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1. Purpose is inspiring but has both a light and dark side. You choose the side you want. 
2. To choose a purpose that nurtures your light side, opt to develop virtues rather than vices which are soul diminishing.
3. You can ask either in the moment or later in reflection, “Is that/was that…soul enhancing or soul diminishing?”
4. When you fall short of soul-enhancing thoughts, words, and actions, the answer is to forgive yourself and move forward through service, which is like prayer—it helps us autocorrect.

If you’re finding these episodes helpful, you can purchase the book, The Spirit of Work, Timeless Wisdom, Current Realities, online at Amazon, Barnes &  Noble, or directly from my website.

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Quotes:
“The reason people resist is because they don’t feel safe."

“Courtesy is the first sign of safety. Respect is the outcome of courteous behaviour.”

“When working with colleagues or bosses work to create a matrix of safety for the head, the body, the heart, the spirit and the culture.”

Episode Highlights:
Part A – Your nervous system and its relationship to feeling safe

Your amygdala is responsible for perception of threat, even if that threat is not real. When there is a perception of threat, the body reacts via the amygdala in an instant freeze, fight, flight response. The remedy to threat is to create a safe work environment.

Part B – How to create safety for yourself 

1. Start with an incident that is bothering you: 
2. “When I think about X situation…I feel (what emotion?) (angry, frustrated etc.)”
3. Measure the intensity of the emotion from 1-10.
4. Slow down your breathing and become conscious of where you feel this emotion in your body.
5. Move to release the energy.

Part C – Intentionally creating a climate of safety
Creating a workplace matrix is similar to the matrix in the womb that surrounds and nourishes a baby. You can help create this matrix of safety by:

Helping the head feel safe – give it an explanation and facilitate regular communication of listening, speaking and coming to a shared understanding

Helping the body feel safe – is it pleasant to work in this place, is it ergonomically viable? Would you want to work there? If you wouldn’t why would you allow others to work in that condition?

Helping the heart feel safe – listening, acknowledging, validating how other people feel. Acknowledge difference of opinion without vilification of the other person.

Treat others with courtesy and civility which creates respect as the outcome.

Helping the spirit feel safe – If people are trustworthy and show courage to address problems, doing what they say they will do, the spirit feels safe.

Helping people feel safe culturally – be sincerely interested in others, and ask people about their expectations about how things should be done at work.

Part D – Incidents and solutions
Look for the principles involved in an incident to get to a solution. What principle would help elevate thought and behaviour? 

Incident: An employee is resisting working with a boss. 

1. Maybe they don’t have experience or training. 
2. Maybe they feel incompetent to do the task and don’t feel safe saying so. 
3. Maybe they feel they don’t matter. No one wants to be invisible, it is a denial of our humanity. 
4. Maybe they don’t know how to interact with a person in authority. Or they had bad experiences with a boss when they spoke up in the past. 
5. Experience with too many changes with ‘flavour of the month’ decisions, so employees have become cynical. 
6. People are unhappy with their job. They act badly or their performance drops. 
7. There is a personality disorder or an addiction issue

Takeaways:

1. People resist because they don’t feel safe
2. We all have a nervous system which perceives threat via they amygdala 
3. You can calm this reaction by naming an emotion, measuring the intensity, slowing breathing, moving
4. Build a matrix of workplace safety that helps the mind, heart, body, spirit and culture to feel safe
5. If you still have resistance consider training, acknowledgement, how to interact with a boss, job unhappiness, personality/addiction issues. 

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1. Similar to Cora, how has facing difficulty in your life contributed to personal growth and purpose?
2. How did your purpose evolve when creating something new and testing it with others?
3. If in a leadership position, can you state your organization's founding principle in 5-7 memorable words?

Purpose, is pivotal chapter in my book, The Spirit of Work: Timeless Wisdom, Current Realities. If you liked this episode, the book is available online on Amazon, Barnes and Noble, or directly through my website. 

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Insights About Cultural Awareness From The interviews:

• Awareness of one's culture deepens when you move away from it and experience culture shock as you become aware of differences between what you have experienced and what others experience. 
• There are degrees of cultural flexibility and rigidity in all people. If people express cultural rigidity, it is best to accept that and move on to another topic where there is more willingness to explore.
• Third culture: In cultural studies, third culture refers to people who have moved a lot because of the military were displaced due to war or because of immigration. Now because of our interconnectedness, more and more people are showing characteristics of third culture in their view of the world. They feel more comfortable with people who have had broad experience rather than narrow experience. 
• Those who have reflected consciously about the role of culture in their lives tend to be more credible than cultural competency experts in the field who have not reflected on their personal cultural selves.

Characteristics of People Who Reflect on Their Culture:

• They suspend judgment and hone the ability to bring it back to themselves and say, “Is this me or is this them or is it a little bit of both?”
• As we become more nuanced in cultural understanding, we start to see the person in the culture, and the culture in the person.
• Those who feel the most uncomfortable in a new cultural experience tend to adjust faster than those who feel comfortable because they try harder to make sense of their world. However, when people leave a cultural experience without being able to join cultural understandings, it's because they feel that their values have been compromised.

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Bio:
Liz Jaluague is a Toronto-based cybersecurity engineer and Canadian Army reservist. She earned a BSc in Biochemistry and a postgraduate certificate in Computer Security and Digital Forensics, and has been a non-profit leader in seven different organizations since the age of 19, currently volunteering with a NFP cybersecurity organization.

She believes in the power of mentorship from her own experiences, Liz consistently commits her time to guiding others along their professional paths.

Links:
LinkedIn: https://www.linkedin.com/in/existentializm/

Quotes:
“When you're constantly learning different skills, you kind of remember that everybody is a different level, and it's a humbling experience.”

Episode Highlights:
On today’s episode, we delve into the captivating story of Liz Jaluague. From navigating cultural experiences to challenging conventional career paths, Liz shares her journey of resilience, determination, and growth. She shares insights into the ethical implications of cybersecurity, the power of mentorship, and the impact of cultural influences on leadership.

Childhood Memories:
Liz grew up in a Filipino family in Toronto. She had a great understanding of both English and Tagalog. In Tagalog, there are suffixes that one uses when addressing people older than them to show respect. At some point, Liz started questioning why she wasn’t accorded the same respect as a young person. She dropped the suffixes, and it caused her issues with her parents. A year or two down the line, her parents came to term with it. Later in her own life, she came to value the respect accorded to elders and now sees both sides of the issue.

Cultural Influences:
Growing up, Liz had a desire to learn new things and really valued the learning culture. She was able to grasp a lot of new things but learned later on that she couldn’t ace everything and became more selective with her learning and more humble in her approach to others.

Liz’s parents had her much later in life which gave her an opportunity to learn from her older cousins.

Influential Groups:
After university, Liz volunteered in several NFP organizations, currently with a cybersecurity non-profit. Looking back at her leadership journey with the NFPs, Liz realized that the people she most admired had a sense of purpose, and in every job, she connected with the mission and vision of the organization.

Liz vividly remembers a time when she was in Las Vegas for a conference and she recognized one of the sponsors. She walked up to him and thanked him for giving her the opportunity to make friends working in that organization. The simple act of gratitude gave Liz a mentor.

Personality and Temperaments:
Liz describes herself as a pessimistic optimist. By nature, she looked at things glass half empty since her family didn’t have a lot of material means. On the flip side, Liz learned to adapt and understand that things always work out in the end.

Cultural Epiphanies:
In Belgium and the Netherlands, Liz began to consider cultural differences through the experience of a glass of water in restaurants and different types of door locks in AirBNBs.

What brings out the best in Liz?:
Liz loves working with people who are authentically themselves. She is not a fan of hierarchy.

Soapbox Moment:
Do you have a question on cybersecurity? Liz invites you to send her a message on LinkedIn, and she will be more than willing to answer the question.

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Quotes:
“People's behavior starts to autocorrect with self-awareness. Without that self-awareness, it doesn't go anywhere.”

“We can't create a new future of work if we can't imagine something different or better.”

Links:
Website: http://www.shiftworkplace.com

Episode Highlights:
In Episode Two of the "Culture and Leadership Connections" podcast, the focus is on the need for spiritual awareness for a new future of work. The episode begins with a traditional Jewish story about a rabbi whose selfless actions inspire others. The story illustrates the power of leading by example and highlights the importance of spiritual awareness in leadership.

The podcast discusses the concept that humans are spiritual beings, and work is an expression of the soul. It emphasizes the necessity of recognizing the spiritual nature of work and compares it to the story of the blind men and the elephant, suggesting that without a holistic understanding, workplace issues may persist.

I share a personal story about addressing a health issue involving dissolving teeth. I saw a dentist, hygienist, an oral surgeon, and a naturopath. They all had ideas and suggestions on how to help me, but my solution came after seeing a naturopath. I kept wondering, what if the three experts had worked as a team, wouldn’t my teeth have been saved earlier?

The workplace example of holding onto toxic managers for their operational knowledge, despite the emotional and psychological impact on other employees, is presented. Another scenario involving a toxic manager who transforms after a passing comment sparks self-awareness is shared. Our workplaces require us to have a certain level of self-awareness.

Overall, the episode aims to inspire a shift towards spiritual awareness in the workplace for a more positive and respectful environment.

Key Takeaways from the Episode:

Spiritual Nature of Work: The foundational premise is that humans are essentially spiritual beings, and work is an expression of the soul.

Leadership by Example: The episode underscores the power of leadership by example, using a traditional Jewish story about a rabbi whose selfless actions inspire others.

Holistic Perspective: The blind men and the elephant metaphor is used to stress the importance of a holistic perspective in understanding workplace issues.

Transformation through Self-Awareness: A real-life scenario is shared where a toxic manager transforms after a passing comment prompts self-awareness.

Metaphor of Spider's Web: The metaphor illustrates our interconnectedness and shows how each person's actions impact the entire organization.

Reflection Question:
How could your workplace be better if interactions with others were animated by a deep sense of respect for the dignity of others? What would be different?

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1. Role of Hardship and Adversity: All interviewees, regardless of the type or severity of their challenges, spoke about the transformative role of hardship and adversity in shaping their character.
2. Transformation from Suffering: Those who thrived, understood the value of transforming suffering, leading to increased empathy and a profound ability to connect with others.
3. Embracing Community: Almost all interview guests expressed a sense of belonging to a community or society, recognizing the importance of collaboration and shared values. Only three out of the 120 felt like they did not need a community to thrive.
4. Fluid Identity and Solid Values: Interviewees exhibited a willingness to evolve and adapt their identities while holding onto solid values. 
5. Humility Through Unexpected Challenges: Even those with privilege and talent faced unexpected challenges, fostering humility and a realistic understanding of life's uncertainties.
6. Influence of Family: Family, whether positive or challenging, played a foundational role in the development of each person interviewed.

I conclude the episode by emphasizing the significance of reflection, transformation, and humility in leadership, whether at home or in the workplace. Considering how these themes have proven formative for you, could reveal some new insights!

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1. How does your belief about who you are and how you should be in the world affect your relationship to work?
2. How do your beliefs about how the world works, why people act the way they do, and what constitutes reality affect your approach to the workplace? 
3. How do you show up at work because of these beliefs?

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Links:
Website: https://www.juanabordas.com/
LinkedIn: https://www.linkedin.com/in/juanabordas/
Email: juanabordas@gmail.com

Quotes:
"Leadership always starts with you as a leader taking care of yourself so that you can give to others, and you can be available."

"Leadership is creating a society that takes care of its people."

Episode Highlights:
When you have a mother who is willing to do anything to set you up for success, then you have no option but to be successful. According to Juana, her mother had a grade-five education, but she was determined to give her all to ensure the narrative changed for her children, especially Juana. When they came to the US, Juana had the finest education and did her best to make her mother proud.

Childhood Incidents:
As a child, Juana suffered from a cultural inferiority complex. She vividly recalls when she was invited to a party, and her mother took her to the store to buy a dress for the party. They bought a dress that they thought was the best for the party. When Juana got to the party, other girls were dressed in taffeta. She was embarrassed and ended up hiding in the bathroom all night. Juana struggled with the psychology of oppression. Her breakthrough came when she joined the Peace Corps, and she realized how rich her culture was.

Leadership Style:
The dance metaphor is strong for the way Latinos look at life. Looking at Juana's life, her mother took her to the dance floor and left her there, trusting that her daughter would learn how to dance. The prep school Juana attended extended a dance invitation to her, which she readily accepted and danced.

What has Juana Adopted From Other Cultures?
When Juana went to Chile, she worked in low-income areas where she realized there was a culture that cut across different Latino subgroups. The area she worked in held 150,000 people and was on the outskirts of the airport. Despite the poor conditions, the Chileans Juana met were incredibly kind and generous to her.

Temperament and Personality:
Juana grew up as a highly energetic girl. Her parents were working class and they always kept active. Through their example, Juana learned to always be active and to take the initiative when she could.

Cultural Epiphanies:
Juana believes that Latinos are moving more into the intellectual class and have increasingly stronger economic clout. Latinos are going to be 78% of the new entries into the labour force, and in the next 10-20 years, they will be stepping into leadership positions at a much higher level than ever before because they integrate both their cultural assets with what they’ve learned at mainstream universities and other educational institutions.

What Brings Out the Best in Juana?
Juana has a deep love for humanity. Whenever she works with people, the first thing she does is develop a connection with them. Her desire is not to be a leader, but to form a partnership where they energize each other, learn, support, and see the best in each other.

Soapbox Moments:
Juana invites us to be part of the multicultural age, because diversity is the next stage in human evolution.

Tagline: How to lead from a multicultural perspective.

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Links:
Website: https://www.minettenorman.com
LinkedIn: https://www.linkedin.com/in/minettenorman/
Instagram: https://www.instagram.com/minettenorman/

Quotes:
"You do not get to tap into the genius of the people you've hired and the diverse perspectives unless you have a strong foundation of psychological safety."

Episode Highlights:
Minette Norman grew up in California. Her dream was to become an actress. At some point, she realized how difficult it was to become an actress because of the numerous auditions and rejections. She decided to fall back to French and ended up securing a job at the French Trade Commission, New York.

She later moved back to California when Silicon Valley was getting started and became a technical writer for Photoshop version 1.0. This marked the beginning of her career in the software industry.

Childhood Incidents:
While growing up, Minette's mom was hospitalized with a mental illness, which impacted Minette greatly. She knew she couldn't be a problem in the household since there were other problems to be handled. Minette also knew there were things she had to do for herself. This experience shaped Minette to become someone who was relentlessly challenging the status quo.

How Karolin and Minette Met:
Karolin and Minette met in an online class in 2021 and have been working together for two years. One day, Minette was on a podcast with one of their classmates, and Karolin was listening. She expressed her interest in psychological safety beyond research and academia. Karoline resonated with it and wrote Minette an email with the reference, "Crazy Idea."

During a Zoom call, they discussed working on something small that would benefit their clients. What they originally envisioned as something small turned into a book. Their book comprises plays and moves for workplace safety. Karolin and Minette will meet for the first time in-person at the Search Inside Yourself Summit in Lisbon, Portugal.

The Essence of Vulnerability as a Leader:
Minette's company worked with a global team at some point, where they would meet one-on-one as a team for their quarterly meeting. One time, Minette decided to engage a facilitator because she felt they were struggling to work together as a team. The facilitator suggested they embrace their vulnerability and share something from their early years that made them who they are today. Minette shared her story, and she cried in front of her employees. A sense of empathy filled the room where her employees started opening up and they all got to know one another better.

Influential Groups:
Throughout her career, Minette looked at leaders and picked up all the good leadership traits and skills they had, while simultaneously pointing out — and avoiding — the traits that she wouldn't want to possess as a leader.

Soapbox Moment:
Minette invites us to buy their book, The Psychological Safety Playbook and download the free resources available on their website.

Tagline: Become a better leader by being more human.

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One day Susan’s brother was shot. Their mom didn’t have money for the required surgery, so he had a colostomy bag for 18 months. Later, they found out there was a free program that could have covered the surgery. The experience made Susan’s mother a strong healthcare advocate.

Childhood Incidents:
Hindu culture believes service to humankind is service to God. Growing up, Tara realized that her dad always encouraged her to pursue a career that would help her serve people. According to him, the most successful people were not the rich but those who served others.

Susan’s mom believes in service to others, and from Susan’s story, it is evident that her children took a similar path.

How Tara and Susan Met:
Tara and Susan met at the London School of Economics. One day, during a conversation in the restroom, Susan suggested they start a business, Tara was agreed and they started brainstorming. One thing Susan knew for sure was it would be a “feminine Mafia.” Tara loved her feminine organic care pack, but it was becoming difficult to find the products. They decided to launch a business for organic feminine care products, called “Here We Flo.”

Workplace Culture at Here We Flo:
Susan describes their workplace culture as a feminist oasis in a sea of patriarchy. Their culture revolves around trust, compassion, and appreciation for their team members. Their aim is to make Here We Flo a great workplace like Google and Microsoft.

What Brings out the Best in Susan and Tara:
Susan and Tara love working with people who are honest about their ambitions. To bring out the best in them, one must be open and willing to learn, vulnerable and transparent.

Tagline: Shamelessly natural care for life’s messiest moments 

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Links:
Website: https://www.uwedockhorn.com

LinkedIn: http://www.linkedin.com/in/uwedockhorn

Facebook: https://www.facebook.com/dockhorn

Quotes:
“If you’re opening up for yourself, you open up yourself, and you tap into your fullest potential.”

“I will always embrace emotions, no matter what emotions they are.”

“Transformation, requires more than just letting go of the so-called status quo.”

Episode Highlights:
When Uwe lost his family members one by one, he felt like he had lost everything, and suicidal thoughts kicked in. He vividly recalls the day he was ready to end his life. One night during winter, he was standing on the edge ready to let go. Just before he jumped off, he felt something inside him that held him from jumping off the bridge, and it saved his life.

In this episode, we get to hear Uwe’s story of transformation from the young boy who wanted to jump off a bridge to the executive coach he is today.

Childhood Incidents:
Having experienced sexual abuse as a child, Uwe found it hard to trust, which became a stumbling block that led him to the edge.

Cultural Influences:
Uwe has experienced both the German and Italian cultures. The German culture makes him thorough, while the Italian culture gives him room to let loose. Growing up in Italy made Uwe love music, and he wanted to find out how it works. He was a deejay then and through music, he discovered his superpower.

Temperaments and Personality:
As a child, Uwe was quiet and reserved. When he became a teen, he became outgoing. He was always open to trying new things, but unfortunately, he didn’t celebrate the endings. There was a time he tried something new, and he ended up losing everything. His recovery journey began at 28 and his life took a different turn for the better.

Later in life, one of his partners suggested they do a workshop on systemic business design aimed at helping people shift the way they think about thinking and doing business. Uwe’s partner chose to do the workshop with him because he believed Uwe was a systemic thinker. When Uwe discovered this, it brought about a massive shift for him. It opened doors for him.

Cultural Epiphanies:
In high school, Uwe and his classmates travelled to Berlin. At that time, Berlin was still divided. They had to go through many processes to get to East Berlin. Uwe felt the oppression of autocracy and what it means by visiting Berlin for just one day.

Soapbox Moment:
If you’re feeling disconnected from your partner, you’re arguing with each other even though you don’t intend to, or you’re experiencing a lack of passion, and everything feels routine and mundane, Uwe can help you with that. He has a unique approach to dealing with life partners. To work with Uwe, reach out to him and book a chat or go to one of the live demonstrations that he runs monthly.

Tagline: Don’t be part of the problem. Let it go and be part of the solution by letting in.

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Marietta comes with 16 years of experience as a Human Resource Manager, recently working in Learning & Development for a Global Manufacturing Company. She aspires to help people seek their purpose. 

Episode Highlights:
Being a minority in corporate America requires you to develop a thick skin. People look at you like you don’t belong or deserve to be there. Since high school Marietta had to fight to be acknowledged. Her grandmother always reminded her that the struggles she was going through in high school were preparing her for the corporate world.

Marietta has a record of leaving workplaces better than she found them. Today, Marietta shares her career journey, and nuggets of wisdom on improving our workplaces.

We also get to be beneficiaries of some wisdom Marietta received from her grandmother growing up.

Links:
LinkedIn: https://www.linkedin.com/in/marietta-montgomery-mba-0b24951b/

Quotes:
“Before you ask for what you need from someone, check in on them as an individual.”

“The more the more you can make someone feel comfortable without judgment, the more you find out about them.”

“Family is not a literal term. It is people that make you feel that you could be your authentic self, and truly care about your well-being.”

Childhood Incidents:
Marietta’s grandmother believed every boss has a boss. When Marietta was in school, her grandmother would talk to the teacher. If she didn’t like the response, she would go to the principal, and if necessary she would go on to the Board of Education.

Marietta recalls moments when her grandmother would tell her, “You are too old to cry over a want.” To date, Marietta holds dear all the lessons she learned from her grandmother.

Influential Groups:
In high school, Marietta was the only African-American female. Whenever she complained, her grandmother said, “Welcome to corporate America, get ready.”

Throughout high school, Marietta mastered how to be comfortable in her skin dropping athletics and focusing fully on academics. She joined the newspaper staff, where she had a regular column. By her third year, she was popular and, at some point, became a cool kid.

This experience in high school influenced how Marietta approaches people. She learned how to be open-minded and sensitive to others. She believes before you ask for anything from anyone, check on them first.

Temperament and Personality:
Marietta believes she is welcoming and gregarious. Her goal is to be approachable to make it easy for people to open up to her. Over the years, she believes she has become more humble and patient.

Cultural Epiphanies:
Marietta recalls a time when she worked as an HR manager. The HR generalist was Vietnamese. One day he asked why she was hired, since she was black. Marietta had a very precise answer for him, “I will be back tomorrow, and my skin will be the same.”

Thriving Moments:
To bring out the best in Marietta, you need to be real. She loves it when people are transparent and vulnerable with her because it makes it easier for her to know how to help them.

Soapbox Moment:
Marietta compels us to think about our approach to people in general, both in and outside of the workplace. She believes we see things on the surface, but it’s what we don’t see that requires a calm approach without judgment.

Tagline: People deserve to feel safe and acknowledged at work.

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Episode Highlights:
As a child, Martha dreamed of becoming a singer and performer. At 21, she chose to go on Semester at Sea. They went to 13 different countries, many in the Far East. This semester brought about a paradigm shift from being self-focused, achieving, winning, and competing to expanding her consciousness of including other people’s realities.

Links:
Instagram: https://www.instagram.com/marthagleasonvoice
Facebook: https://www.facebook.com/marthagleasonvoice
LinkedIn: https://www.linkedin.com/in/marthagleasonvoice/

Quotes:
“Your voice is your calling card. How you show up with your voice determines whether people can hear your message or whether they’re going to tune you out.”

“When you find your voice, you are becoming an athlete. You need to be strong in your body and mind.”

Take Aways:

Childhood Incidents:
Martha vividly recalls when her parents had a divorce. Without the tools available today, Martha watched her mother sink into depression and form an addiction to opioids. Her mother was supportive and loving, but would sometimes disappear. 

Music became Martha’s escape plan. She had a teacher who mentored and trained her in her studio. Life took a more positive turn for Martha after enrolling in UCLA. Awards started coming in and she started to see her potential, which is when her healing began.

Influential Groups:
Martha feels privileged to have been born into a family that has 32 ministers (her father among them) and had an expansive approach to spirituality. She recalls attending her grandmother’s memorial on the East Coast. At the altar was a Buddhist priest, a Sikh, as well as a Christian minister, which could only be explained by the fact that her grandmother had lived in China, learned Mandarin and experienced different religions.

Currently, Martha belongs to a performing group called Portsmouth Pro Musica. She is also a part of the Ananda movement, a global movement focusing on Kriya Yoga and self-realization teachings.

Temperament and Personality:
Martha believes she was born a joyful person. Over the years, as an entrepreneur, she has added being practical and strategic for the sake of her business. 

Cultural Epiphanies:
Martha recalls being in the Valley of the Kings and the Valley of the Queens in Egypt, during her tenure with Semester at Sea. They slept in no-frills accommodations that lacked windows, bedding, or even any beds at all. With no other choices available, they slept on the floor. The following morning, Martha went to the village to get food. She met women who were covered in head-to-toe black clothing called burkas and Martha imagined that must’ve felt like living in a cage.

Thriving Moments:
Martha enjoys working with clients who bring their full selves to every session and are receptive to coaching. She believes finding your voice involves curiosity and openness.

Soapbox Moment:
If you’d like to have a session with Martha, she invites you to visit her website. Fill in the contact form and she will be in touch with you. 

Tagline: Your voice is your vibration. Find it!

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Episode Highlight:
All her life, Prerika focused on high achievement but realized it was rooted in a desire to please other people and feel seen. Despite landing corporate jobs with impressive titles, she wasn’t feeling fulfilled. Her transformation came when she became a coach and saw how she could truly fulfil her purpose by helping others fulfil theirs.

Links:
Website: https://inspirationcareers.com/

LinkedIn: https://www.linkedin.com/in/prerikaagarwal/

Book a Call: https://calendly.com/inspirationcareers/executivecoaching

Quotes:
“Being driven is a thought. It’s how you see yourself and who you see yourself as.”

“Rest, relaxation and giving yourself space to breathe is the most productive tool.”

Takeaways:

Childhood Incidents:
When Prerika was 11, her family moved from Queens to Long Island. This was a huge turning point for Prerika because she was the only brown girl in a white school and she felt out of place. To find a way to belong Prerika joined all the academic clubs making friends, gaining influence and feeling that she belonged. She was a member of 13 clubs, leaving her over extended and burnt out with no downtime.

Influential Groups:
The group that Prerika identifies with the most is the coaching and self-development community. What has been most helpful to her is the concept of “control what you can” while focusing on changes you can control rather than obsessing over what you can’t change.

Temperament and Personality:
Growing up, Prerika always thought of herself as an introvert. Over the years, that has deepened her sense of identity, and her confidence has grown to comfortably converse with people.

Cultural Epiphanies:
The area on Long Island she grew up in was a place for the wealthy. Her subconscious immediately registered that the affluent people she knew were not inclusive nor nice. From her Indian culture, Prerika carried feelings of guilt when spending money on herself.

Thriving Environment:
Prerika thrives with clients who are hungry for change and willing to take the risk of bigger rewards by embracing the discomfort of the journey to truly become the CEOs of their own lives.

Soapbox Moment:
Prerika invites us to step into being the CEOs of our lives. A CEO holds a lot of power and has unshakable confidence. A CEO is ready to take risks for the well-being of the organization. Prerika asks us to do the same with our lives regardless of our titles.

Tagline: You are the CEO of your life. Everyone benefits when you focus on what is within your control. 

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Episode Highlights:
Sophie grew up in London, England. Her father worked for the BBC while her mother was a teacher in a remote area in London where she taught low income children. Sophie’s family would travel and camp in different countries during the summer holidays which allowed them to meet people and experience different cultures.

The exposure to different cultures and people opened up Sophie’s mind to know more is out there. In her A-Level courses, Sophie opted to study Chinese over Math and Chemistry. Her increasing interest in culture led her to study China’s history and culture, learn Mandarin, and eventually live and work in Hong Kong and Taiwan. In this episode, she shares her journey to becoming the person she is today.

Links:
Website: https://www.sophiewade.com/
Podcast: https://www.sophiewade.com/podcasts/
Sophie’s Book: https://www.sophiewade.com/writing/

Quotes:
“Data has never really changed people’s hearts.”

“You live outside of your country, and you see your country from the outside. Living in somebody else’s culture and environment changes how you see the world and yourself.”

“If I’m living in another country, I have more freedom to be whoever I am. I resist defining anybody by how they look, their gender, what they know, their race, whatever it might be.”

Take Aways:

Childhood Experiences:
Sophie’s father worked for the BBC for 25 years as an editor of a children’s show. Her mother was a teacher in a remote area in London. Students came from diverse backgrounds, and English wasn’t their first language. As a result of her parents’ careers, the family would engage in deep conversations at home. Camping in different countries opened Sophie’s mind to different people and cultures.

Influential Groups:
Sophie’s encounters with people from different groups made her more empathetic and taught her to avoid making assumptions.

Temperament and Personality:
Exposure to different cultures and people has played a significant role in Sophie’s life. She is empathetic and refrains from judging others to the best of her ability.

Cultural Epiphanies:
Recalling her first day using chopsticks in China, Sophie was mortified at the mess she made until she looked around at how the locals ate and realized that eating rice requires bending over your bowl and scooping the rice into your mouth. This was in stark contrast to the generally rigid meal etiquette taught in the UK and most western countries. Experiencing this first-hand showed her just how different various cultures can be from one another. 

Thriving Moments:
Sophie is direct, and she appreciates when people are open and candid with her. She believes that a growth mindset is the most helpful way to move forward productively.

Soap Box Moment:
Sophie invites us to purchase her most recent book, Empathy Works: The Key to Competitive Advantage in the New Era of Work and listen to her podcast, Transforming Work.

Tag Line: Empathy is the future. It will shape things in ways we cannot imagine.

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Episode Highlights:
Breno was born and raised in Brazil until the age of 24. His parents were entrepreneurs. At the age of 12, Breno discovered his interest in coding after using dad’s computer that was stationed in their bedroom. 

In this episode, Breno shares his career journey and the diverse cultures that have moulded him into the person he is today.

Links:
Website: https://boto.io/
LinkedIn: https://www.linkedin.com/in/brenoca/

Quotes:
 “If you want to have a voice, get responsibilities in a smaller company. You’re more likely to get those rights.”

“Being able to be embarrassed about something and regretting something is a point that you’re going to move, change and improve.”

“When people have equity in a start up company they align their goals because in sense they own it.”

Take Aways:

Childhood Experiences:
Breno’s lineage is filled with entrepreneurs. He saw his grandmother, mother, and father run their own businesses. They all tried different things and Breno was fortunate enough to get involved.

Influential Groups:
In Brazil, people are highly social. Breno believes being Brazilian made him a social being. He thinks he would be reclusive if born and raised in Nordic countries.

At a young age, Breno was exposed to poverty. He grew up seeing children needing things that they couldn’t have. It made him vow to always be fair.

Temperament and Personality:
Efficiency is a big part of Breno’s life. Since childhood, Breno has always been focused and loves getting things done.

Cultural Epiphanies:
If you come from a country where people are friendly, going to Europe will give you culture shock because people are reclusive. When Breno moved to Switzerland, he couldn’t understand why he had to notify them in advance and instead of dropping in on his friends whenever he wanted to. 

Thriving Moments:
To bring out the best of Breno, be efficient and take ownership.

Soapbox Moment:
If you are into blockchain technology and web3, Breno invites you to check out boto.io and try creating different things. 

Tagline: Every young person wants to make a difference. All they need is a chance.

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Episode Highlights
In this episode, Chris walks us through his life and career journey. He shares how different experiences shaped him into who he is today and how post-trauma transformation can boost your life. 

He also shares lessons that we can borrow from the work culture and incorporate into our workforce and leadership.

Links
Website: https://chrisclews.com/ 

Instagram: https://www.instagram.com/chrisclews80s/   

Facebook: https://www.facebook.com/chrisclews80s 

LinkedIn: https://www.linkedin.com/in/chrisclews/ 

Twitter: https://twitter.com/80spopculture 

Quotes
“I try to look at the positives, I’m a pretty optimistic person. Sometimes the positives are learning from the negatives.”

 “What’s important to me as a speaker is that when I leave, that everyone looks around and says, we made a great investment, whether it was time, money, or the stress of putting an event in a conference together.”

Takeaways

Childhood Incidents
Teachers play a huge role in children’s lives. Chris remembers his gym teacher as one of the most influential people he had growing up. He grew up in a neighborhood with children from different walks of life. Their teacher, Mr. Dwayne, always had a closet full of shoes to help children who needed them and displayed the children’s performances on his bulletin board. 

Influential Groups
The lessons Chris learned from individual and team-based sports influenced him a great deal. In sports there is healthy competition and everyone strives to win.

Temperament and Personality
When Chris’s parents divorced, he became very impatient. Learning to be more patient has become a life-long goal and it’s something he continues to work on. 

Cultural Epiphanies
Chris is forever grateful for his opportunities to travel to different places and experience different cultures. He found it challenging at times when he was in Portugal and Spain because he neither spoke nor understood Portuguese or Spanish. He found it exciting to figure out ways to communicate with others despite the language barrier. 

Thriving moments
When you hire Chris, rest assured he will deliver 150%. His goal is always to leave a mark wherever he goes. He wants people to look back and say he was a worthy investment.

Soap Box Moment
Chris suggests we purchase and read the books he’s authored and also follow him on his social media accounts.

Tag line
Your trauma can bring out the best in you.

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Episode Highlights
Margaret is a force to be reckoned with. She is changing how care facilities run by giving more dignity to the residents. Through her architecture education and background, Margaret has built care facilities that accommodate a maximum of six residents and has staff available 24/7. 

Links
Aomega Lodges: http://www.aomegalodges.com/

LinkedIn: https://www.linkedin.com/in/margaret-adu-2a8b91132/ 

Quotes
“I've always advised embrace your ‘you.’ And it's only when you embrace your you when you achieve, that the sky's the limit. You're part of who you are so you can break barriers.”

“When a human being is neglected, the cost to society is huge.”

Takeaways

Childhood Incidence
Margaret was born in Ghana. She lost her mother at the age of four and was raised by her aunt. Being the oldest and only daughter, Margaret had many chores and responsibilities. 

In grade seven, she joined a Catholic boarding school which offered her freedoms to develop her abilities that weren’t available at home. Among other things, she served as a sports prefect. Looking back, she believes her childhood incidents shaped the woman she is today.

Influential Groups
Margaret mentioned two influential groups. The first is the architectural school she attended in Ghana. The other, the academic group she met in Canada upon joining her husband.

Temperament and Personality
When Margaret moved to Edmonton, she made the decision to take pride in her gender and ethnicity, showing herself as a proud African woman.

Cultural Epiphanies
In Africa, you do not have to call in advance when you want to visit someone, you can just show up and be welcomed. This is in stark contrast to Canada, where you’re expected to set up a meeting time in advance. 

Thriving moments
Margaret is a generous person who doesn’t easily take “no” for an answer. She brings out the best in people because she doesn’t allow them to quit on their potential. 

Soap Box Moment
Margaret urges financial institutions to look at the outcome of making facilities feel like home and to focus on meeting client needs, while proving cost effectiveness. She would be happy to offer her architectural and operational experience doing exactly that for 17 homes in Calgary, Alberta. 

Tagline
It is only when you embrace who you truly are that you begin to achieve.