In this episode of the People Strategy Leaders Podcast, host Srikant Chellappa sits down with Penny de Villiers, founder of Rebalance Life and author of From Leadership to Strategic Pioneering, to explore how leaders can prevent burnout and design work cultures that protect both performance and people.

Penny shares her personal journey of burnout, how it transformed her approach to leadership, and why burnout is not a failure of resilience but a system malfunction. Drawing from her work with organizations like Uber Freight, she reveals how companies can scale without exhausting their people.

What you’ll learn:

✅ Why burnout impacts leaders as much as employees

✅ How workplace systems—not individuals—cause exhaustion

✅ 18 strategic shifts to build change-fit, energized cultures

✅ Why well-being is not a perk but a performance infrastructure

✅ Practical steps to redesign work for human energy and resilience

Penny de Villiers is a consultant and speaker who helps organizations reimagine leadership and culture in today’s high-pressure, fast-moving world. Her unique blend of compassionate leadership and sharp business strategy helps teams thrive without burning out.

If you’re a CEO, HR leader, or team manager seeking sustainable performance, this episode is a must-watch.

👉 Follow Penny on LinkedIn: Penny de Villiers

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Website Link: https://engagedly.com/podcast/authentic-leadership-with-dominic-george-episode-85/

Dominic George is a leadership coach and the founder of Vision Leadership for Life, a coaching practice dedicated to helping Black men and mid-level professionals step into senior leadership roles with confidence, clarity, and authenticity. With a master’s degree from Columbia University, Dominic blends academic rigor with practical coaching expertise to guide his clients through imposter syndrome, burnout, and identity erosion in the workplace. He is the author of The Authentic Edge: Leading Without Losing Yourself and host of the Vision Leadership for Life podcast. Dominic’s work centers around uncovering a leader’s “leadership DNA”—the values, story, and mindset that make their leadership both effective and sustainable.

👉 Learn more at https://www.linkedin.com/in/dominiccgeorge

In this episode of the People Strategy Leaders Podcast, Dominic George joins host Sri Chellappa for a candid conversation on how today’s mid-level leaders can avoid burnout and imposter syndrome by leading from a place of authenticity. Dominic shares powerful metaphors, actionable strategies, and personal insights from years of coaching professionals who are ready to scale their impact without compromising who they are.

Introduction and Guest Background:

Dominic introduces his mission and coaching philosophy—empowering leaders to rise by reconnecting with their values and identity, especially Black men navigating the complexities of corporate leadership.

The Rise of Imposter Syndrome:

Dominic explains how imposter syndrome emerges when leaders mimic others who may not share their background or experiences. He emphasizes the importance of building confidence from within.

Burnout and the “Mask vs. Mirror” Analogy:

Dominic outlines how burnout often stems from wearing a “mask” at work—suppressing identity to fit in. By choosing the “mirror” instead, leaders reflect their authentic selves and lead with clarity.

The 3Ms Framework for Leadership Growth:

Dominic’s coaching centers on three pillars:

👉 Mindset – Rewriting internal narratives and overcoming imposter syndrome

👉 Mastery – Strengthening both hard and soft leadership skills

👉 Motivation – Anchoring daily leadership in personal purpose and legacy

Purpose Over Position:

Dominic challenges the obsession with titles and salaries, reframing leadership as a vehicle for impact—not status.

Recognizing the Warning Signs of Burnout:

From disengagement in meetings to loss of motivation, Dominic helps leaders identify early red flags and reconnect with their original “why.”

Strategic Alliances & Leading Across the Org:

Leadership today requires cross-functional collaboration. Dominic discusses how building strategic relationships across teams amplifies both personal influence and organizational success.

Supporting Black Leaders in Corporate Spaces:

Dominic highlights the unique pressures faced by Black professionals and how culturally aware coaching can help them lead powerfully without compromising their identity.

https://engagedly.com/podcast/rebuilding-trust-in-equity-and-inclusion-with-celeste-warren-episode-84/

Celeste Warren is a globally recognized DEI strategist, author, and former Vice President and Chief Diversity and Inclusion Officer at Merck. With nearly 40 years of experience in global HR, Celeste is a leading voice on how equity transforms organizations from the inside out. Her journey began as a journalist uncovering pay inequities—and evolved into a powerful career in DEI leadership, helping companies dismantle systemic barriers and build more inclusive cultures. She is the author of The Truth About Equity: What It Really Is, What It Isn’t, and Why Everyone Wins When We Get It Right, a book that challenges misunderstandings about equity and offers a path forward for individuals and organizations alike.

Learn more at https://www.crwdiversity.com

This episode explores the real meaning of equity in the workplace and why it’s essential for both organizational performance and human dignity. Celeste Warren joins host Sri Chellappa to discuss the DEI backlash, the misconceptions surrounding equity, and what leaders must do to build truly inclusive and high-performing teams.

Guest Introduction and Career Journey:

Celeste shares her background—from discovering pay disparities in journalism to becoming a global DEI leader. Her passion for driving equity across all dimensions of identity sets the foundation for the conversation.

What Equity Really Means:

Celeste explains the key differences between equity and equality, arguing that equity isn’t about giving some people more—it’s about giving everyone what they need to succeed.

Why DEI Is Facing Backlash:

She unpacks the political and societal pushback against DEI, emphasizing that much of it stems from misunderstanding or resistance to systemic change.

The “Three-Rock” Analogy:

Using a visual metaphor, Celeste describes how equity programs help level the playing field for everyone—and why those who’ve always had privilege often fail to see the barriers others face.

DEI as Business and Leadership Strategy:

Celeste reframes DEI not as a “nice to have,” but as fundamental to leadership, talent development, and customer understanding. She connects equity to performance, innovation, and long-term sustainability.

Global Equity Challenges:

Reflecting on her work at Merck and Kraft Foods, Celeste shares how she tailored DEI strategies for global audiences while respecting local cultural nuances.

A Call to Action for Today’s Leaders:

Celeste urges leaders to meet people where they are, embrace inclusive practices, and recognize equity as essential to unlocking collective success.

Lisa Z. Fain is the CEO of the Center for Mentoring Excellence™, a global speaker, and an expert in the intersection of cultural competency and mentoring. Her passion for diversity and inclusion work fuels her strong conviction that leveraging differences creates a better workplace and drives better business results. Lisa is a certified mediator, graduated with a Bachelor of Science in Social Policy from Northwestern University, and holds a J.D. from Northwestern University School of Law. Lisa lives in Seattle, where she loves to hike and explore the Pacific Northwest with her husband and two daughters. Lisa is the co-author of Bridging Difference for Better Mentoring, and the 2022 revision (3rd Edition) of The Mentor’s Guide. Both are co-authored with Center for Mentoring Excellence's founder, Dr. Lois J. Zachary.

Learn more at https://www.centerformentoring.com/

Episode Overview:

This discussion focuses on peer mentoring and building a strong mentoring culture. The conversation explores the evolving landscape of diversity and inclusion, shifting towards equitable outcomes, and how peer mentoring offers a collaborative approach to professional development.

Key Discussion Points:

• Introduction and Guest Background: Introduction to Lisa Fain, CEO of the Center for Mentoring Excellence. Lisa's expertise in cultural competency and mentoring is highlighted, along with her passion for diversity and inclusion.
• Evolving Diversity and Inclusion Practices: Discussion on the changing landscape of D&I in organizations. Lisa notes the continued desire for equitable outcomes and the importance of inclusive leadership within mentoring programs. The impact of policy changes and funding challenges on D&I efforts is also discussed.
• Peer Mentoring: Exploration of peer mentoring as a non-hierarchical model for growth. Lisa outlines the benefits, including increased engagement, retention, and mutual skill-building. The importance of setting clear learning goals and thoughtful peer matching is emphasized.
• Defining Objectives and Ownership: Focus on the foundational aspects of building effective mentoring programs. Lisa stresses the need to define desired outcomes before designing the program structure and discusses where ownership of mentoring programs typically lies within an organization.
• Peer vs. Hierarchical Mentoring: Comparison of mentoring models. Lisa cautions against the “pair and pray” approach and emphasizes the need for structured support and progress tracking.
• Accountability in Peer Mentoring Groups: The importance of accountability within peer mentoring cohorts is discussed. Clear rules, shared expectations, and topical focus are highlighted as crucial elements.
• Fostering a Learning Culture: Lisa highlights the role of cultivating a learning culture where continuous development and peer support are integrated into organizational success.
• Collaborating on Mentoring Innovation: Discussion about deepening the understanding of peer mentoring and enhancing mentoring products, specifically Mentoring Complete. Future collaboration opportunities and product improvements to align with market needs are explored.

Graham Abbey is a dynamic leader and organizational development expert, currently serving as Chief Executive at Farleigh Performance and a Professor in Practice at the University of Bristol. With over two decades of experience spanning corporate HR, consulting, and academia, Graham has helped numerous organizations, from global corporations to mid-sized businesses, address complex leadership and performance challenges. His work is grounded in a deep understanding of how organizations function as complex ecosystems, where success depends on navigating interconnected systems rather than following linear processes.

Graham’s expertise lies in transforming organizational culture, improving leadership capabilities, and fostering team performance.

Topic Discussion Summary

The Power of Narratives: Exploring how leaders can craft impactful narratives while aligning them with individual experiences within the organization.

Empathetic Leadership: Emphasizing the role of empathy in fostering deeper connections and understanding diverse perspectives among team members.

Organizations as Ecosystems: Redefining organizations as living, interconnected systems that require adaptive leadership and contextual awareness.

The HARD Framework: Introducing a performance model centered on Higher Purpose, Autonomy, Relationships, and Disruptive Learning.

Empowering Purpose and Collaboration: How defining a purpose narrative enables autonomy and inspires diverse innovations.

Performance Formula: Insights from Tim Galway's "inner game" philosophy—performance equals potential minus interference.

Agency and Self-Organization: A call for a new organizational “operating system” that fosters self-direction, balance, and purpose.

Podcasting Reflections: Sri’s journey of learning, transparency, and trust in storytelling through his podcasting endeavors.

Introduction:

Meet Keri Higgins Bigelow, Founder and CEO of Living HR. Since 2009, she has been dedicated to humanizing workplaces by aligning business strategies with talent and culture. Keri is also an advocate for advancing women in corporate roles through her co-founded group, Fair League, and she frequently speaks at HR and business events.

Key Achievements:

• Co-founded Fair League to promote women in leadership.
• Hosts "Work Now Plus in the Future" series and Disrupt HR events.
• Member of Forbes Human Resources Council, recognized by various business journals and HR accolades.

Main Discussion Points:

1. The New Employee-Employer Contract:

• Post-pandemic, traditional contracts are outdated. Employees now seek autonomy, flexibility, and a greater sense of purpose in their work.

1. Systemic Workplace Issues:

• Keri highlights the disconnect between the traditional 9-to-5 workday and modern life demands, leading to inefficiency and employee dissatisfaction.

1. Outcome-Based Work:

• Moving away from time-based work models to focus on results and performance. Advances in AI make it possible to complete tasks faster, pushing for a shift in how work is measured.

1. Challenges Across Industries:

• Time-based models still dominate industries like retail. Keri proposes an "Uberization" of work schedules, giving employees flexibility to choose shifts with varied pay structures.

1. Loneliness in Remote Work:

• Remote work can lead to isolation. Keri stresses the need for intentional efforts to foster community through virtual tools and social channels, as implemented at Living HR.

1. Employee Accountability:

• Employees should take ownership of their career growth. While employers provide resources, it’s up to the individual to invest in their development.

1. Flexibility for Performance:

• Flexibility at work should be earned based on performance. Transparency and mutual accountability form the foundation of the new employee-employer contract.

1. Leveraging Technology:

• Companies should use data-driven tools to objectively track engagement and performance, moving beyond subjective evaluations.

Closing Thoughts:

Keri envisions a new, healthier workplace culture focused on outcomes. She invites listeners to connect with her on Living HR’s LinkedIn and join their Chief People Officer collective.

Your host, Sri Chellappa, talks with the Founder and CEO of livingHR, Keri Higgins-Bigelow. Keri explores the evolving employer-employee relationship, particularly post-COVID-19. Keri emphasizes the need for a new contract that prioritizes autonomy, flexibility, and outcomes-based work over traditional time-based metrics. They discuss the challenges of maintaining community in remote work settings and the role of technology in tracking employee engagement. Keri underscores the importance of trust, clear expectations, and empathy in fostering a productive and satisfying workplace culture.

To learn more about Keri's work, click HERE and HERE.

Think you'd be a great guest on the show? Apply HERE.

Want to learn more about Sri's work at Engagedly? Check out his website at https://engagedly.com/.

Your host, Sri Chellappa, talks with the CEO and Co-Founder of Happy Companies, James Lawrence. James Lawrence has over 25 years of leadership experience, James discusses the creation of Happy Companies, an AI-enhanced coaching platform aimed at improving manager effectiveness and workplace culture, especially in hybrid and remote settings. He emphasizes the importance of prioritizing people and culture over short-term profits, the challenges of managing remote teams, and the need for continuous leadership development. James also highlights the role of data in driving organizational change and fostering a supportive work environment.

To learn more about James' work, click HERE and HERE.

Think you'd be a great guest on the show? Apply HERE.

Want to learn more about Sri's work at Engagedly? Check out his website at https://engagedly.com/.