Episodes
120
Latest episode
May 2026
Language
EN
In this podcast, learn more about leadership, followership, vulnerability, trust, adaptability and lots of other stuff that I hope is useful or you relate to.
Ever wonder why big teams struggle while small ones thrive? Join me as I unpack a gem from my cousin Andrew: "Small Happy Teams Produce Big Happy Results." We'll dive into Dunbar's number, why bonuses often backfire, the magic of daily check-ins, and how true followership—where everyone owns the team's vibe—creates unstoppable motivation. No fluff, just real talk on building teams where people actually want to show up.
This episode explores how organizations shape behavior through the gap between declared values and lived values. It argues that culture is not what leaders say, but what they reward, tolerate, and promote. The discussion connects ethical fading, toxic systems, psychological safety, and promotion practices that reinforce bad behavior. The central message is simple: organizations teach people how to succeed, and sometimes they teach the wrong lesson.ReferencesCappelli, P., Tavis, A., and Travers, M. “How You Promote People Can Make or Break Company Culture.” Harvard Business Review, January 1, 2018. https://hbr.org/2018/01/how-you-promote-people-can-make-or-break-company-cultureDeci, E. L., and Ryan, R. M. “Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being.” American Psychologist 55, no. 1 (2000): 68–78. https://selfdeterminationtheory.org/SDT/documents/2000_RyanDeci_SDT.pdfGehman, J., and Singh, J. “The (Bounded) Role of Stated-Lived Value Congruence and Authenticity in Employee Evaluations of Organizations.” Organization Science (published online April 25, 2022). https://pubsonline.informs.org/doi/10.1287/orsc.2022.1578Kish-Gephart, J. J., Harrison, D. A., and Treviño, L. K. “Bad Apples, Bad Cases, and Bad Barrels: Meta-Analytic Evidence About Sources of Unethical Decisions at Work.” Journal of Applied Psychology 95, no. 1 (2010): 1–31. Referenced through ethical fading source context.karengelhaar.agnesscottSull, D., Sull, C., and Zweig, B. “How to Fix a Toxic Culture.” MIT Sloan Management Review, September 27, 2022. https://sloanreview.mit.edu/article/how-to-fix-a-toxic-culture/The Center for Self-Determination Theory. “Theory.” Accessed April 18, 2026. https://selfdeterminationtheory.org/theory/University of Rochester Medical Center. “Self-Determination Theory of Motivation.” Accessed April 18, 2026. https://www.urmc.rochester.edu/community-health/patient-care/self-determination-theoryWhen It Comes to Culture, Does Your Company Walk the Talk? MIT Sloan Management Review, July 20, 2020. https://sloanreview.mit.edu/article/when-it-comes-to-culture-does-your-company-walk-the-talk/A concept analysis of psychological safety. National Library of Medicine / PMC, 2021. https://pmc.ncbi.nlm.nih.gov/articles/PMC8685887/Understanding Ethical Fading: An Invisible Corporate Culture Threat. SAI360, April 7, 2024. https://www.sai360.com/resources/grc/understanding-ethical-fading-an-invisible-corporate-culture-threat-blog
Hey everyone, welcome back! Today, we’re diving into something we all do: slapping labels on people — including ourselves. Some labels can trap us, judge us, or stick around way too long. Others can actually help us connect and understand each other better. In this episode, we’re asking: are labels the problem, or is it how we use them? Let’s peel back a few layers together.
This episode explores how most career opportunities come not from applying, but from trust, curiosity, and openness. John reflects on followership, preparedness, and inclusion as the real engines of progress and chance. Learning, collaboration, and courage—rather than credentials alone—create the connections that open doors and sustain meaningful work.
Exploring a counterintuitive idea that might just change the way you move through the world — what if getting better at disappointing people was actually the key to living a fuller, more honest life?The original full text from which this was pulled is here: https://ckarchive.com/b/5quvh7hnog3mwbp5xxd52a95qqv44in by Oliver Burkeman
In this episode, explore how AI has ignited my creative spark, turning non-artist me into a cartoon creator in minutes using tools like Google Gemini. From Clive Thompson's "Centaur" concept—humans and machines in symbiosis—to the vital role of precise prompting and vocabulary, discover why people truly power everything, even AI. A reflective journey on technology's timeless story of human ingenuity.
When everyone is accountable, nobody truly is. This episode explores the psychology behind diffused responsibility in emergencies, at home, and at work. From milk bag competitions (I live in Canada. Look it up!) to workplace silence, discover why clear accountability matters more than ever. As AI tools take on more tasks, we examine who's really responsible for the output and why keeping humans accountable is crucial for fostering genuine relationships and organizational success.
In this episode, I reflect on 25 years of leading teams and why trust is the glue that holds us together at work and in life. I break down three pillars—transparency, credibility, and reliability—and share simple, practical ways to strengthen them in any relationship or team. You’ll hear real‑world examples, research on trust and well‑being, and one quick “Trust Audit” you can run this week to see where you’re strong and where you can grow. Stay tuned for some bloopers at the end. Don't judge me for having fun. :) References: https://greatergood.berkeley.edu/article/item/the_power_of_trust_across_your_lifespanhttps://muse.jhu.edu/article/528035
I believe we need deliberate human learning over AI shortcuts. While AI excels at speed, outsourcing thinking leads to forgetting and generic output. Through personal rituals and frameworks, reclaim expertise: validate AI rigorously, synthesize with experience, and prioritize human relationships. A quasi-manifesto for leaders adopting AI without losing their creative edge.Research about money buying happiness: https://link.springer.com/article/10.1007/s11482-020-09875-6
Last year: stoic quotes and grand intentions. This year? Simplicity. Three words for 2026: Be. Create. Share.Be present, generous, adventurous. Create work that lights you up, environments where people thrive, ideas that spark change. Share it all—the joy, frustration, doubts, triumphs—with the people who turn solo schleps into shared feasts.Because when we do life shoulder-to-shoulder, magic happens. These are the same People who Power Everything. Let's make 2026 unapologetically ours.
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