Change is rarely just a rational process — it’s an emotional journey. In this episode of Sticky From The Inside, I’m joined by John Fisher, business psychologist, constructivist thinker, and creator of the Fisher Change Curve. His model goes beyond the Kubler-Ross grief curve to capture the messy, shifting emotions people actually experience during change, from anxiety and fear, to guilt, confusion, and eventual acceptance. We explore why organisations so often mishandle change, the crucial difference between self-initiated and imposed change, and the role of emotional triggers like SCARF. John also shares practical ways leaders can support their teams and themselves through uncertainty, plus his three Sticky Notes of advice for navigating change with confidence and compassion. ----more---- Key Takeaways Change is emotional, not just rational. People experience fear, guilt, and confusion — not just a neat process plan. Kubler-Ross isn’t enough. Grief stages don’t capture the nuance of organisational or self-initiated change. Small wins create momentum. Celebrating quick wins helps rebuild confidence and reduces resistance. Leaders must engage with honesty. Open conversations, empathy, and clarity move teams from compliance to commitment. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Why change is never just a process problem0:05:57 – Meet John Fisher: from radar systems to psychology0:08:22 – Why the emotional side of change matters0:11:35 – Constructivism and interpretation in change0:14:22 – Do we treat change differently at work than in life?0:17:05 – Self-initiated vs imposed change: why control matters0:21:09 – Why Kubler-Ross isn’t enough for organisational change0:24:03 – Introducing the Fisher Change Curve0:27:58 – Stages of the curve: from anxiety to acceptance0:34:53 – Quick wins, small steps, and sustainable change0:36:39 – SCARF triggers and why leaders misjudge readiness0:41:36 – Practical advice: honesty, engagement, and WIIFM0:45:28 – John’s three Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow John Fisher on LinkedIn here Find the C2D website here   ----more---- Full Episode Transcript Get the full transcript of the episode here

Imagine walking into a locker room just moments after a crushing defeat. Players are angry, deflated, maybe even in tears — and then a sideline reporter steps up and asks the question nobody wants to hear. That’s where Emmy Award-winning sports broadcaster and communications coach Jen Mueller thrives. With 25 years in Sports Journalism, covering high profile sports teams such as the Seattle Seahawks and Mariners, and as founder of Talk Sporty to Me, Jen has mastered the art of having tough conversations under pressure. In this episode of Sticky From The Inside, Jen reveals what leaders can learn from the sports world about facing into tough conversations with clarity, honesty, and respect. From avoiding false praise to creating psychological safety, she shares practical tools to help managers and teams tackle difficult moments without damaging trust. ----more---- Key Takeaways Avoidance erodes trust. Not having tough conversations leaves people guessing — and usually assuming the worst. Be honest with praise. Empty compliments damage credibility; accurate feedback builds respect. Clarity reduces fear. Preparation and specific goals make difficult conversations easier and more effective. Respect the person. Tough moments handled with care can strengthen relationships, not break them. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Why tough conversations matter more than ever in leadership0:02:43 – Meet Jen Mueller: Emmy-winning sports journalist and communications coach0:05:19 – From the side lines to the office: lessons from 25 years in sport0:09:27 – Why leaders avoid tough conversations (and the cost of silence)0:15:04 – The danger of false praise and how it kills credibility0:21:14 – “If you’re not willing to have that conversation, you lose trust”0:26:41 – Clarity, preparation, and why leaders shouldn’t “wing it”0:32:38 – Respect, emotions, and reading the room under pressure0:38:16 – Turning tough conversations into relationship-building moments0:43:55 – Jen’s three Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Jen Mueller on LinkedIn here Follow Jen Mueller on Instagram here Follow Jen Mueller on X here here Find the "Talk Sporty To Me" website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Empathy is often described as a “soft skill” — something nice to have, but not essential for business. But what if we’ve been thinking about it all wrong? In this episode of Sticky From The Inside, I’m joined by Dr. Melissa Robinson-Winemiller — TEDx speaker, executive coach, host of The Empathic Leader podcast, and author of The Empathic Leader: How EQ via Empathy Transforms Leadership for Better Profit, Productivity, and Innovation. Melissa introduces the idea of practical empathy — empathy as a skill you can develop, measure, and apply every day. We explore why empathy starts at home with self-empathy, the leadership keystone. She explains how reflection and awareness drive better leadership decisions, and why empathy and judgment cannot exist in the same space. Along the way, Melissa shares personal stories, research insights, and practical steps leaders can use to build cultures that are more innovative, more productive, and more human. ----more---- Key Takeaways Self-empathy is the keystone. Leaders can’t show empathy for others if they don’t first understand and connect with themselves. Reflection builds awareness. Daily self-reflection and awareness of impact create the foundation for better decisions and relationships. Empathy is a skill, not fluff. Practical empathy is skills-based, data-driven, and outcomes-oriented — not just “being nice.” Empathy and judgment can’t coexist. Removing judgement opens the door for leaders to grow, connect, and build trust. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Why empathy matters more than ever in leadership0:02:45 – Meet Dr. Melissa Robinson-Winemiller: researcher, coach, author0:05:26 – A career unravelled: when organisations show no empathy0:07:05 – What Melissa means by “practical empathy”0:09:43 – Can empathy be learned, or is it innate?0:12:30 – Defining self-empathy: the leadership keystone0:16:27 – The role of judgment and why it blocks empathy0:22:09 – The path to building self-empathy: reflection, awareness, empathy0:30:28 – How self-empathy leads to corrective action and growth0:36:38 – Performative empathy: why saying it isn’t enough0:41:56 – The business case: empathy’s impact on profit, productivity, and innovation0:45:51 – Melissa’s three Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr. Melissa Robinson-Winemiller on LinkedIn here Find the EQ via Empathy website here Listen to The Empathic Leader Podcast here Get "The Empathic Leader" book here ----more---- Full Episode Transcript Get the full transcript of the episode here

Strong business relationships don’t happen by accident — they’re built with intention, consistency, and genuine care. In this episode of Sticky From The Inside, I’m joined by Brad Englert, business advisor, former CIO at the University of Texas, and author of Spheres of Influence: How to Create and Nurture High-Quality Connections. Brad shares the three keys to build strong business relationships that last. Drawing on decades of leadership experience and client work, he explains how these principles work in practice and why so many leaders unintentionally undermine their relationships by skipping them. We explore real-world stories of trust, missteps, and turning points — from leading complex change to creating partnerships that stand the test of time. Whether you’re managing stakeholders, working with clients, or leading a team, Brad’s approach will help you build stronger, more mutually beneficial relationships that drive results. ----more---- Key Takeaways Relationships need intention. Strong partnerships aren’t built on chance — they’re created with purpose and consistency. Know their goals. Understanding someone’s aspirations is the first step to earning trust and creating value. Set clear expectations. Misunderstandings shrink when everyone knows what’s expected from the start. Care about their success. Genuine care turns transactions into long-term, mutually beneficial relationships. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Welcome and why relationships matter now0:03:25 – Meet Brad Englert: advisor, former CIO, author of Spheres of Influence0:04:08 – From CIO to advisor: lessons that shaped Brad’s approach0:09:40 – Partnerships and trust: the foundation of strong relationships0:15:38 – When ‘selling’ erodes trust (and what to do instead)0:19:38 – Building relationships with intention inside complex organisations0:26:04 – A simple system to stay connected and build strong business relationships0:33:25 – Where to start when you’re early in your career or lack influence0:35:32 – When relationships go wrong: how to reset and repair0:49:25 – Brad's 3 Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Brad Englert on LinkedIn here Find the 3 offers on Brad's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

In this episode of Sticky From The Inside, I speak with Dr. Jo Burrell, Chartered Psychologist, Co-Founder of Ultimate Resilience, and named on HR Magazine’s “HR Most Influential Thinker” list. Jo has just completed a survey of nearly 1,500 HR practitioners — and the findings are a wake-up call for organisations everywhere. The results? High levels of stress, exhaustion, and burnout across HR teams. These are the very people responsible for safeguarding the physical and mental health of the workforce — yet many are running on empty themselves. We explore why HR’s wellbeing is a business-critical issue, the case for HR Supervision, the stigma around showing emotion at work, and how leaders can build psychologically safe workplaces for all. ----more---- Key Takeaways HR is in crisis. Jo’s survey of nearly 1,500 HR practitioners reveals widespread stress, burnout, and exhaustion. When HR suffers, so does everyone else. The wellbeing of HR teams underpins the success of all workplace wellbeing strategies. Supervision is a lifeline. HR Supervision offers a safe space to protect and strengthen those responsible for supporting others. Emotion isn’t weakness. Tackling the stigma around showing emotion is key to building psychologically safe workplaces. ----more---- Key Moments The key moments in this episode are: 0:01:10 – HR Crisis Behind Workplace Wellbeing0:03:44 – Meet Dr. Jo Burrell and today’s focus on HR wellbeing0:04:15 – Jo’s background and the work of Ultimate Resilience0:08:25 – The Rachel Reeves moment: why visible emotion hit a nerve0:11:55 – Why emotion gets judged at work (and what that does to trust)0:20:16 – Survey spotlight: HR practitioners on stress and wellbeing0:21:17 – Burnout and anxiety rates vs the general population0:30:33 – What is HR Supervision? Scope, purpose, and value0:33:32 – How supervision strengthens HR decision‑making and wellbeing0:49:25 – Jo's 3 Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr. Jo Burrell on LinkedIn here Find the Ultimate Resilience website here ----more---- Full Episode Transcript Get the full transcript of the episode here

What if the reason someone has struggled at work for years isn’t down to effort, ability, or attitude……but because they’ve unknowingly been navigating the world with a neurodivergent brain? In this deeply honest and emotional conversation, I’m joined by Chris Hood from Neurobridge, who shares his personal experience of receiving an ADHD diagnosis in adulthood — and everything that came after. We talk openly about the emotional fallout: the initial relief of finally having an explanation, and the overwhelming grief, shame and identity confusion that followed. Chris shares what it feels like to realise you’ve been masking your true self for years and how difficult (and beautiful) the journey back to yourself can be. But this episode isn’t just about the individual experience. It’s also about what managers, leaders and organisations need to do differently to support neurodivergent colleagues, and why the typical “tick-box” approach to inclusion just doesn’t cut it. Whether you're neurodivergent, a manager of people, or someone who simply wants to build a more human workplace, this conversation is full of insight, heart, and practical takeaways. ----more---- Key Takeaways Diagnosis doesn’t bring instant clarity. It often opens the floodgates to grief, confusion, and decades of questions. Masking is survival. Many neurodivergent people spend years shaping themselves to fit in, often at the expense of their identity. Managers must lead with curiosity. Support isn’t just legal compliance; it’s about empathy, observation, and building trust. Workplaces thrive when inclusion is real. When people feel safe enough to be themselves, performance and wellbeing soar. ----more---- Key Moments The key moments in this episode are: 0:00:10 – What if ‘poor performance’ is actually undiagnosed neurodivergence?0:03:52 – Meet Chris Hood: From ADHD diagnosis to championing neuro-inclusion0:07:21 – What ADHD really feels like, and how diagnosis lifts the fog0:14:41 – The grief and shame of late diagnosis: “I didn’t know who I was”0:22:43 – Where shame begins: Abandoning yourself to fit in0:27:49 – Unmasking isn’t instant — it’s a journey back to yourself0:33:33 – What real support looks like (and why legal compliance isn’t enough)0:38:10 – “What support do you need?” is the wrong question — here’s what to ask instead0:42:21 – Chris’s 3 tips for supporting late-diagnosed team members ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Chris Hood on LinkedIn here Find the Neurobridge website here ----more---- Full Episode Transcript Get the full transcript of the episode here

In this powerful episode, Greg Morley—global DEI leader and author of Bond: Belonging and the Keys to Inclusion & Connection—joins Andy to explore what it really takes to foster belonging in the workplace. Together they unpack: The difference between belonging (how we feel) and bonding (what we do). Why inclusion requires intentional action, not just good vibes or policies. How Greg’s global experience across 80+ countries shaped his belief in curiosity as a leadership superpower. What happens when we honour intent, not just punish mistakes. And why real inclusion lives in the middle ground—not the extremes. If you’ve ever felt stuck in the performative DEI conversation or worried about “saying the wrong thing,” this is a must-listen. Practical, warm, and full of insight. ----more---- Key Takeaways Belonging is a feeling; bonding is a choice. One makes people feel included. The other drives commitment and performance. Inclusion is built through micro-behaviours. It’s not a programme—it’s what leaders say and do every day, especially when no one’s watching. Curiosity is an underrated superpower. It builds bridges, sparks self-worth, and disarms fear—especially in tough conversations. We must reclaim the middle ground. Honouring good intent while correcting mistakes makes inclusion sustainable—not performative or punitive. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Why Inclusion Feels Under Attack in 20250:04:14 – Greg Morley’s Global DEI Journey0:13:09 – The Critical Difference Between Belonging and Bonding0:16:19 – Why Inclusion Isn’t a Perk—It’s a Performance Strategy0:19:10 – Curiosity, Culture, and Conversations That Matter0:30:32 – Making Mistakes, Owning Them, and Moving On0:36:05 – Allyship, Advocacy, and Action in the Workplace0:38:01 – Why DEI’s Middle Ground Is Where Progress Lives0:42:32 – Greg’s 3 Sticky Notes on Inclusive Leadership ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Greg Morley on LinkedIn here Find Greg's website here Get the book: BOND here ----more---- Full Episode Transcript Get the full transcript of the episode here

Can storytelling really transform the way we lead, connect, and communicate at work? In this episode, I’m joined by TEDx speaker, trauma-informed coach, and author of Meerbott’s Fables, Kelly Meerbott. Inspired by none other than Dr. Seuss, Kelly’s tales aren’t just for bedtime—they’re changing how leaders talk about tough topics like psychological safety, DEI, burnout, and inclusion. We unpack why storytelling hits so differently today, how it can cut through corporate noise, and why the ability to connect emotionally might just be the most underrated leadership skill of all. Whether you’re a CEO or a storyteller-in-waiting remember, if they're not moved, they won't move. ----more---- Key Takeaways If they're not moved, they won’t move – Leadership communication needs emotion, not just information. Stories break down resistance – Fables connect with people across neurotypes, roles, and belief systems. Say less, mean more – Jargon kills clarity. Simplicity and humanity create impact. Use story to spark discussion, not silence it – Good stories open space for reflection, disagreement, and growth. ----more---- Key Moments The key moments in this episode are: 0:00:10 – The problems with communication today0:04:00 – Who is Kelly Meerbott? The Coach, the Catalyst & the Fables0:05:30 – Animal Wisdom, Pablo Escobar the Cat & Storytelling with Heart0:10:30 – From Seuss to Boardrooms: Why Simplicity & Rhythm Work0:14:00 – The Power of Emotional Access & Unexpected Praise0:17:30 – Humour, Humanity & Making Generational Gaps Melt0:21:00 – Neurodiversity, Sales, and the Once Upon A Time Effect0:23:30 – Meet the Unicorn: Fables as Real-Life Composite Stories0:26:00 – Why Storytelling Beats Slide Decks for Lasting Learning0:30:00 – Fear, Algorithms & Why Polarisation Silences Discourse0:34:00 – Volume Two Sneak Peek: Meerkats, Mockingbirds & Zebras0:42:00 – Sticky Notes: Kelly’s 3-Point Advice for Better Storytelling0:45:00 – Final Thoughts, Contact Details & Goodbye ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Kelly Meerbott on LinkedIn here Find Kelly's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

What if your team’s biggest performance blocker wasn’t capability—but silence? In this episode, I’m joined by psychological safety expert Gary Keogh to unpack why so many people still don’t feel safe to speak up at work—and how most leaders are blind to it. We explore what psychological safety really is (and isn’t), why two in five people still hold back, and why 70% of leaders think their teams feel safer than they actually do. Gary shares practical insights into the four domains of psychological safety, the impact of accurately measuring it, and the powerful shifts he sees during the breakthrough sessions he runs with teams. We also flip the usual doom-and-gloom narrative, highlighting positive examples like Netflix’s “farming for dissent” approach. If you want to build a high-trust, high-performance culture—this is where it starts. ----more---- Key Takeaways Silence is the hidden killer of performance: Two in five employees hold back ideas or concerns due to fear, costing organisations innovation, speed, and trust. Psychological safety isn’t about comfort, it’s about candour: It’s not about being “nice.” It’s about creating space for honest, respectful challenge without fear of reprisal. There are 4 domains of Psychological Safety: Willingness to help, inclusion & belonging, attitude to risk & failure, and open conversations. Stop guessing. Start measuring: A 3-minute survey can uncover the truth, spark the right conversations, and drive lasting behaviour change. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Why silence still rules too many workplaces0:04:00 – Gary’s purpose: Unlocking and igniting potential0:06:40 – What makes people hold back and what leaders miss0:09:10 – What psychological safety is (and isn’t)0:13:55 – The four domains of psychological safety0:17:45 – Real breakthroughs from team sessions0:22:40 – Why safety must be a group phenomenon0:26:20 – Netflix's “informed captain” & farming for dissent0:30:10 – How to handle challenge and feedback the right way0:34:30 – Data sparks conversation and change0:40:20 – What sustained impact really looks like0:42:55 – Gary’s 3 Sticky Notes for building psychological safety ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Gary Keogh on LinkedIn here Find Gary's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Ever wondered why workplace conflict often persists despite numerous policies and rules? Maria Arpa, an expert in compassionate communication, shares how embracing heart-centred, human-focused dialogue can transform workplace relationships, enhance trust, and boost productivity. Discover how intentional use of compassion can revolutionise your leadership impact and help you curate a better, more effective workplace culture.  This stuff ain't fluffy!  It's the real deal. ----more---- Key Takeaways Conflict Starts With "I Matter": Conflict arises when people feel undervalued. Compassionate communication focuses on recognising individual worth. Dialogue Beats Debate: Dialogue isn't about winning arguments but about understanding. Replacing debates with dialogues fosters genuine understanding. Hierarchies Can Be Harmful: Rigid power structures often exacerbate conflict. Compassionate leadership offers a more effective and humane alternative. Compassion Is Practical, Not Fluffy: Effective, compassionate communication involves robust boundaries and practical techniques that positively affect organisational performance. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Introduction: Tackling Workplace Conflict with Compassion0:05:16 – From London's Streets to Corporate Suites: Maria’s Journey0:09:29 – Why Do People Really Argue? Three Core Conflict Messages0:14:05 – Is Compassionate Communication Too Soft for Business?0:17:36 – Relationships and Trust: The Foundation of Productive Workplaces0:27:40 – Dialogue vs Debate: Unpacking Maria’s Dialogue Road Map0:34:07 – Why Companies Struggle with Compassionate Leadership0:40:02 – The Holistic Approach: Blending Energy and Practical Communication0:42:24 – Sticky Notes: Advice for Compassionate Communication0:44:11 – Closing Thoughts & Where to Find Maria ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Maria Arpa on LinkedIn here Listen to Maria's All Things Conflict Podcast here Find the Peaceful Solutions website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Is work becoming too much? Between the chaos of AI-generated content, the pressure of constant digital demands, and outdated workplace models, something’s got to give. In this episode of Sticky From The Inside, Andy Goram speaks with Brent Kedzierski, workplace futurist and former Head of Global Learning Strategy at Shell, to explore how we can build more human-centred organisations in the age of AI. Brent introduces powerful concepts like work density and work intensity, exposing why today’s work environments leave so many people overwhelmed—and how we can fix that. He challenges legacy industrial thinking, highlights the generational misalignments at play, and makes the case for designing work that supports cognitive clarity, emotional fulfilment, and real human value. If you're a leader grappling with AI overload, generational tensions, or rising burnout, this conversation offers both a wake-up call and a hopeful way forward. ----more---- Key Takeaways Too Much Work, Not Enough Meaning - AI and outdated systems are overwhelming employees and draining purpose from work. Rethinking Work: Density vs. Intensity - True engagement requires both clarity in the work and emotional connection to it. Gen Z Wants Purpose, Not Just Promotion -  Younger workers seek meaning and growth, not just a climb up the corporate ladder. Design With Humans, Not Just for Them - Organisations must shift from control to co-creation to build healthier, more fulfilling work. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Are We Making Work Too Intense?0:03:48 – Meet Brent Kedzierski: From Steel Mills to Shell to Shaping the Future of Work0:07:03 – A Crash Course in the Five Industrial Revolutions0:13:32 – The AI Explosion: Autocatalytic Data and Algorithmic Drift0:17:36 – Work Density and Intensity: Fixing the Chaos of Modern Work0:22:45 – Generational Disconnect: Gen Z vs. Old-School Work Thinking0:30:47 – The Four Human Truths of Meaningful Work0:35:16 – Designing Work That Feeds the Brain, Not Just the Bottom Line0:39:33 – Sticky Notes: Brent’s Top 3 Takeaways for Thriving in Industry 5.00:42:39 – Wrapping Up: What’s Next for Leaders and Organisations ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Brent Kedzierski on LinkedIn here Visit Brent's website here Read some of Brent's stuff at Hexagon here Follow Brent on Instagram here ----more---- Full Episode Transcript Get the full transcript of the episode here

Anxiety, fear, procrastination, perfectionism, and self-doubt—what Daniel Packard calls the "Funky 5"—hold back countless professionals every day. But what if these issues weren't just manageable, but solvable? Daniel, CEO of Full Liberation Technology and known as "The Internal Engineer," joins Andy Goram to share his revolutionary, body-based system that permanently resolves anxiety and fear by recalibrating the nervous system. Discover the innovative, data-backed approach that has already transformed lives and teams worldwide. ----more---- Key Takeaways Anxiety and fear aren't just mental—they originate in a malfunctioning nervous system. The traditional "mind-based" approaches often only manage symptoms instead of solving the core issue. Small, consistent actions to care for the nervous system can permanently solve anxiety and related issues. True liberation from anxiety leads to profound improvements in professional performance, personal happiness, and overall well-being. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Why Traditional Approaches to Anxiety Fail0:07:36 – Daniel Packard’s Journey: From Mechanical Engineer to Anxiety Innovator0:15:57 – Solving Anxiety: The Engineering Approach0:23:26 – The Power of Results-Focused Anxiety Solutions0:30:13 – Mind vs. Body: Where Does Anxiety Truly Originate?0:39:06 – Recalibrating the Nervous System for Permanent Anxiety Relief0:45:48 – The Simple System for Lasting Anxiety Freedom0:53:23 – Daniel Packard’s Three Powerful Sticky Notes ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Daniel Packard on LinkedIn here Visit danielpackard.com here Take the free "From Stuck To Unstoppable" training here ----more---- Full Episode Transcript Get the full transcript of the episode here

Are traditional approaches to talent management holding your organisation back? Andy Goram is joined by Brice Jaggars, bestselling author of "Two Fish And The Tree," who challenges conventional thinking by arguing that aligning roles with people's natural strengths—rather than trying to fix their weaknesses—unlocks extraordinary performance. Brice shares why it's time to stop forcing fish to climb trees and how to practically create a workplace where people truly thrive. ----more---- Key Takeaways Strengths, Not Weaknesses: Organisations should focus on amplifying people's natural strengths instead of trying to fix weaknesses. Role Alignment is Key: Poor performance often reflects misalignment between an individual's strengths and their job role, rather than incompetence. Reimagining Soft Skills: Traditional methods of changing ingrained soft skills rarely succeed—better results come from leveraging people's inherent traits. Impact on Engagement: Aligning roles to strengths significantly increases employee engagement, satisfaction, and productivity. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Introduction: Is Traditional Talent Management Failing?0:04:23 – Meet Brice Jaggars: The Man Challenging Talent Management Norms0:07:45 – Why Fixing Weaknesses Doesn't Work0:12:35 – The Fish and Tree Analogy Explained0:15:40 – Why Organisations Struggle with Soft Skills0:19:35 – The Neuroscience of Behaviour Change0:24:56 – Implementing a Strength-Based Role Alignment Framework0:30:23 – Uncovering Hidden Talents in Your Team0:36:07 – Transformational Impact of Strength-Based Roles0:41:18 – Changing Your Organisation’s Approach to Performance Management0:42:55 –  Brice Jaggars' Three Sticky Notes for Talent Management ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Brice Jaggars on LinkedIn here Find Brice's book here ----more---- Full Episode Transcript Get the full transcript of the episode here

AI is everywhere in hiring, promising faster, smarter recruitment—but can technology alone fix your hiring headaches? Andy Goram chats with Joel Quintela, an HR tech innovator with a psychology background, who argues AI alone won't cure broken hiring practices. They discuss why great recruitment still hinges on leadership, culture, and human decision-making, and how companies can intelligently integrate AI without losing their human touch. ----more---- Key Takeaways AI Isn't A Magic Fix: AI speeds up processes but amplifies existing problems if underlying hiring strategies are weak. Two Phases of Recruitment: Distinguish between 'screening out' (where AI excels) and 'selecting in' (which requires human nuance). Culture and Management Fit: AI struggles with evaluating nuanced cultural and managerial compatibility—critical factors for long-term success. Step-by-Step Implementation: Successful companies use AI incrementally, adjusting along the way rather than blindly adopting big solutions. ----more---- Key Moments The key moments in this episode are: 0:00:10 – AI is Everywhere, But is it Fixing Recruitment?0:04:56 – Meet Joel Quintela: HR Tech Innovator with a Psychology Twist0:10:53 – The Reality of Recruitment: Why it Feels Like Rolling Dice0:14:47 – AI in Recruitment: Strengths, Weaknesses, and Common Misconceptions0:21:09 – Human Nuance: Why AI Struggles with Culture and Management Fit0:27:34 – Leadership's Role in Fixing Broken Hiring Practices0:34:34 – What Forward-Thinking Companies Are Doing Differently with AI0:41:41 – Joel Quintela’s Three Sticky Notes for Better Hiring with AI ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Joel Quintela on LinkedIn here Follow Joel on Facebook here Follow Joel on X here Find Joel's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Can emotional intelligence (EI) at work become more performance than authentic practice? Dr. Robin Hills, expert psychologist and director of EI4Change, believes it can—and it's harming workplace culture. In this episode, we unpack the common myths surrounding emotional intelligence, exploring how EI, when genuinely understood and ethically applied, can transform workplace relationships, foster resilience, and build lasting trust. Robin reveals how emotional intelligence has been misunderstood and even misused, discussing how true EI isn't simply about being "nice" but involves navigating discomfort, challenging conversations, and courageous accountability. We dive deep into how leaders can distinguish genuine EI from manipulation and provide practical ways to ensure emotional intelligence is applied authentically to drive positive organizational outcomes. This episode is filled with actionable insights, and the conversation equips leaders with the knowledge to harness and use emotional intelligence authentically. Don’t miss it! ----more---- Key Takeaways Beyond Performative EI: Genuine emotional intelligence involves consistent practice, reflection, and authentic behavioral change. The Manipulation Trap: EI must be applied ethically; misusing emotional insights for manipulation erodes trust. Embracing Healthy Discomfort: True growth occurs when leaders balance empathy with accountability, facing into tough conversations. Redefining Emotions: Emotions aren't inherently good or bad—they provide valuable data, and how leaders respond determines their impact. ----more---- Key Moments The key moments in this episode are: 0:00:10 – The Real Truth About Emotional Intelligence0:04:08 – Who is Dr. Robin Hills?0:07:07 – Debunking EI Myths: Why Being Nice Isn't Enough0:09:11 – Understanding Neuroscience and Emotional Intelligence0:10:28 – Why Labeling Emotions as 'Positive' or 'Negative' Misses the Point0:14:15 – Have We Made Work Too Comfortable?0:22:03 – Has Emotional Intelligence Become Performative at Work?0:28:07 – Manipulation: The Dark Side of Emotional Intelligence0:32:03 – Bully or Tough Boss? Understanding the EI Difference0:37:29 – Taking Control: Resilience Through Emotional Intelligence0:43:02 - Sticky Notes – Three takeaways for using emotional intelligence authentically ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr. Robin Hills on LinkedIn here Find the EI4Change website here Find Robin's Emotional Intelligence Courses here ----more---- Full Episode Transcript Get the full transcript of the episode here

The hospitality industry is facing a leadership crisis. With middle managers leaving, generational shifts, and skill gaps widening, how do we develop future leaders? In this episode, hospitality expert Michelle Pascoe joins Andy to discuss how businesses can turn "just a job" into a fulfilling career path. They explore the impact of generational differences, leadership development, and the power of storytelling in engaging and retaining top talent. Whether you’re in hospitality or any other industry, this episode is packed with insights on leadership, career growth, and the importance of human connection. Don’t miss this conversation that challenges outdated mindsets and offers practical solutions for building a thriving workforce. ----more---- Key Takeaways Leadership Development Must Start Earlier – The hospitality industry needs to stop treating management as an afterthought. Embedding leadership training from the outset can build stronger career paths.. Generational Differences Can Work in Our Favour – Instead of resisting change, businesses must bridge the generational gap by combining wisdom from seasoned leaders with fresh perspectives from younger employees. Hospitality Isn’t Just a Job—It’s a Career – The industry has long been seen as a temporary stepping stone. Shifting the narrative towards growth, opportunity, and fulfillment can make it a destination, not a detour. Connection is the Heart of Hospitality – Technology and AI may enhance efficiency, but the human touch remains irreplaceable. Leaders must foster genuine engagement and storytelling to keep teams inspired. ----more---- Key Moments The key moments in this episode are: 0:00:10 – The Leadership Crisis in Hospitality0:04:37 – Michelle’s Background: From a Turkey Farm to Hospitality Leadership0:06:56 – The Leadership Crisis: Losing Middle Management Post-COVID0:09:36 – The Consequences of Losing Middle Management0:12:39 – Why Hospitality’s Reputation Is Holding It Back0:18:30 – Generational Gaps and Leadership Differences0:31:34 – Building Leadership Pipelines: Why It Needs to Start Earlier0:37:37 – Why Human Connection Is Still the Heart of Hospitality0:44:09 – Michelle’s Sticky Notes: Three Leadership Tips for Hospitality0:37:37 – Michelle’s Sticky Notes: Three Leadership Tips for Hospitality ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Michelle Pascoe on LinkedIn here Find Michelle's website here Follow Michelle Pascoe on Instagram here Follow Michelle on Facebook here ----more---- Full Episode Transcript Get the full transcript of the episode here

Can workplace culture be measured as rigorously as financial performance? Christy Pretzinger, founder of WG Content and author of The Cultural Balance Sheet, says yes! In this episode, we explore how her framework applies financial principles—assets, liabilities, and equity—to workplace culture. Christy shares how leaders can assess, manage, and optimize their culture with the same intent and precision as a balance sheet. We also dive into why kindness is not weakness, how values should guide decisions, and why measuring culture is critical to business success. We explore:How liabilities in workplace culture can be transformed into assetsThe role of leadership in shaping cultural equityWhy engagement isn’t just agreement—it’s about people who careThe hidden costs of employee turnover (and how to reduce them) This conversation is packed with insights to help leaders create thriving, high-performing workplaces. Don't miss it! ----more---- Key Takeaways Culture is measurable, just like finances. Christy applies financial principles to workplace culture, proving that culture isn't just a “soft” concept but something that can be managed with intent and discipline. Kindness is not weakness—it's a leadership strength. Kindness doesn’t mean avoiding tough conversations. It's about clarity, boundaries, and setting people up for success.  Turnover has hidden costs—invest in culture to reduce it. Losing employees means losing knowledge, relationships, and productivity. A strong, people-focused culture can minimise that and improve performance. Leaders shape culture through everyday actions. Culture is shaped daily through leadership behaviour, communication, and decision-making. Leaders must be intentional in the pursuit of the culture they need. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Welcome to Sticky From The Inside0:03:36 – Can Culture Be Measured Like a Balance Sheet?0:06:33 – Why Kindness Is a Business Superpower0:10:39 – The Epiphany Behind the Cultural Balance Sheet0:14:36 – Cultural Assets: The Foundation of a Thriving Business0:18:56 – Cultural Liabilities: What’s Holding Your Business Back?0:27:27 – What Is Cultural Equity and Why Does It Matter?0:31:08 – How to Measure and Manage Culture Effectively0:39:37 – The Leadership Role in Shaping Workplace Culture0:42:37 – Three Sticky Notes for Building a Stronger Culture ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Christy Pretzinger on LinkedIn here Find Christy's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Happiness at work isn’t just about perks and lucky circumstances—it’s about mindset, choice, and taking control. In this lively and insightful episode, Joel Zeff, a high-energy speaker, improv expert, and author of Make The Right Choice, shares how we can actively create more joy in the workplace. We explore:How improv teaches us to embrace change and seize opportunities.The power of “Ta-Da!” moments—small celebrations that fuel happiness and success.Why fun at work is a performance booster, not a distraction.The crucial role of positive support in building confidence and resilience. Joel’s contagious energy and practical insights will leave you rethinking how you approach happiness at work. If you’ve ever felt stuck in a workplace rut, this episode is for you! ----more---- Key Takeaways Happiness at work is a choice. It’s not something that happens to us—we can create it through celebration, mindset, and the way we engage with our work. “Ta-Da!” moments fuel energy and confidence. Celebrating small wins builds momentum, motivation, and creates a positive work culture. Embrace change, don’t fear it. Improv teaches us that we don’t control change, but we do control how we react to it—and that can be empowering. Support fuels success. People thrive when they receive positive reinforcement and opportunities. Leaders should actively provide both. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Why happiness at work is an active choice0:03:12 – Joel Zeff’s journey from journalism to improv and workplace happiness0:08:04 – The role of play in unlocking confidence and creativity0:12:14 – The power of small celebrations: Why “Ta-Da!” moments matter0:21:41 – How improv teaches us to embrace change and react with confidence0:26:48 – The myth that fun at work means less productivity0:33:44 – Redefining fun: Why it looks different for everyone0:39:38 – Finding meaning in work and connecting with purpose0:44:15 – Sticky Notes – Three takeaways for taking control of happiness at work ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Joel Zeff on LinkedIn here Find Joel's website here Find the "Make The Right Choice" book here ----more---- Full Episode Transcript Get the full transcript of the episode here

Are you addicted to busyness? Do you wear your packed schedule like a badge of honor, yet feel like you’re running on empty? In this episode of Sticky From The Inside, we tackle the cultural addiction to busyness and the heavy price it carries—with expert insight from Peggy Sullivan, author of Beyond Busyness. Peggy shares her three-step "Busy Busting Process" to help you eliminate low-value activities, create daily moments of joy, and align your life with what truly matters. She reveals how busyness is actually time poverty, stopping us from doing the things that bring joy, connection, and meaning. If you feel like you're on a hamster wheel, constantly chasing but never catching up, this episode is your wake-up call. Learn how to shift from busyness to balance, from exhaustion to energy, and from overwhelm to ownership of your time. ----more---- Key Takeaways Busyness is an addiction—We wear it like a badge of honor, but it robs us of time, energy, and joy. Learn how to break free from the busyness trap. Eliminate low-value activities—Peggy’s "Subtraction" strategy helps you identify and remove tasks that drain your time without delivering value. Mojo-Making is essential—Happiness isn’t a destination; it’s a daily habit. Discover how to ignite energy, joy, and creativity through micro-moments. Align actions with values—Peggy’s “Values Vibing” approach ensures you invest your time in what truly matters, turning time poverty into time wealth. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Are You Addicted to Busyness?0:04:38 – Peggy Sullivan’s Story: From Busyness Addict to Time Wealth Advocate0:11:43 – Why Busyness is an Addiction & How It Robs You of Joy0:15:48 – The Hidden Costs of Busyness: Stress, Health, and Relationships0:26:21 – The 3-Step Busy Busting Process: Subtraction, Mojo-Making & Values Vibing0:32:00 – How to Identify & Eliminate Low-Value Activities0:34:59 – The Neuroscience of Mojo-Making: How Small Joys Can Transform Your Energy0:37:45 – Values Vibing: The Key to Time Wealth and a More Meaningful Life0:42:11 – Peggy’s Final Sticky Notes: Micro-Steps, Giving Generously & Continuous Growth ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Peggy Sullivan on LinkedIn here Find the Peggy's website here Find the "Beyond Busyness" book here ----more---- Full Episode Transcript Get the full transcript of the episode here

In this episode of Sticky From The Inside, Andy Goram welcomes Sarah Katherine Schmidt, HR strategist and author of "Getting HR Unstuck", to explore the pivotal role of HR in modern workplaces. They discuss three core themes: rebuilding trust in HR, reimagining performance management, and leveraging AI for strategic HR transformations. Sarah shares actionable insights, from embracing agile performance management to conducting friction audits, helping HR professionals and leaders navigate the crossroads of human connection and technological advancement. Whether you’re in HR or simply passionate about creating thriving workplaces, this episode delivers thought-provoking takeaways and practical advice. ----more---- Key Takeaways Trust equity in HR is fragile and can be built or depleted through transparency, fairness, and human-centered change management. Shifting from performance "management" to "enablement" fosters growth, minimizes risks, and empowers employees. Embracing AI as a tool to simplify processes and provide data-driven insights allows HR teams to focus on strategic, human-centric initiatives. Effective one-to-ones are not just tasks but rituals that build trust and belief in leadership. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Introduction: Is HR at a Crossroads?0:03:55 – Meet Sarah Katherine Schmidt and Her Journey in HR0:08:35 – Trust Equity: Rebuilding Confidence in HR0:19:21 – Performance Management Missteps and How to Fix Them0:27:18 – The 12 Principles of Agile Performance Management0:31:41 – How AI Is Transforming HR Roles0:38:28 – Sticky Notes: Practical Advice for HR Leaders ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Sarah Katherine Schmidt on LinkedIn here Follow Peoplelogic on LinkedIn here Find the Peoplelogic.ai website here Find the "Getting HR Unstuck" e-book here Find the "Debunking AI Myths" e-book here Read Sarah's Blog comparing traditional and agile performance management here Read Sarah's Blog on agile performance management here Read Sarah's Blog on the role of employee experience in performance management here ----more---- Full Episode Transcript Get the full transcript of the episode here