Episodios

  • Tom Adams: Plan and Prepare for the Future

    Tom Adams: Plan and Prepare for the Future
    Apr 15 2026
    Most business leaders approach organizational problems through traditional business lenses—marketing strategies, financial models, and operational efficiencies. Yet executive coach Tom Adams reveals that the most persistent business challenges often stem from personal issues masquerading as corporate problems. Through 25 years of coaching experience, Adams has developed a counterintuitive approach that starts not with business metrics, but with personal vision and values.The conversation begins with Adams' unconventional career path, illustrating how following fascinations rather than rigid plans can lead to unexpected opportunities. His transition from ministry to fashion entrepreneurship, then to television hosting and podcasting, demonstrates how media platforms can serve as powerful business development tools when traditional consulting approaches fail. This "multi-door" philosophy—entering rooms with many potential exits rather than linear career paths—forms the foundation of his coaching methodology.At the core of Adams' approach is the principle that business owners must first clarify their personal vision before attempting to craft organizational direction. He employs a rigorous pre-engagement process that explores clients' deepest values, regrets, and life aspirations before addressing any business concerns. This includes examining what success looks like if they had unlimited resources, what they would do with limited time, and what personal habitats reveal about their operational patterns. Only after establishing this personal foundation does Adams transition to business strategy, ensuring that organizational goals serve life objectives rather than the reverse.Adams introduces several transformative frameworks, including his values-based success metrics that begin with "I know I'm being successful when..." statements. These move beyond financial targets to encompass meaningful work, enjoyable relationships, curiosity exploration, and non-adversarial self-relationships. His 25-year planning concept—visualizing life at age 85 and working backward—provides a long-term perspective that prevents short-term reactive decision-making.The discussion pivots to technological adaptation, where Adams shares insights on AI's impact on the future of work. He predicts fundamental shifts in how we measure "units of work," with AI agents enabling individuals to accomplish what previously required teams. His concept of "new collar work" describes emerging roles that prioritize skills over traditional credentials in the AI era. However, he emphasizes that technological adaptation requires the same personal foundation as business leadership—presence, curiosity, and self-trust.Adams concludes with practical embodiment practices drawn from equine therapy, demonstrating how physical presence and body awareness enable better decision-making. His "mirror" concept—asking "how am I complicit in creating the conditions I say I don't want?"—provides a powerful tool for personal accountability that transforms both leadership effectiveness and business outcomes.HighlightsIdentify how personal beliefs and patterns create recurring business challenges that traditional solutions can't fixDevelop a 25-year personal vision that informs business strategy rather than serving external success metricsImplement values-based success measurements that prioritize meaningful work and relationships over financial targets aloneLeverage AI and automation to transform work units while maintaining human connection and intuitionPractice embodiment techniques that improve decision-making by connecting intellectual planning with physical presenceApply the "mirror" concept to recognize personal complicity in unwanted business outcomesImportant Concepts and FrameworksPersonal Problems Disguised as Business Problems — The framework that most persistent organizational challenges stem from underlying personal issues, beliefs, or patterns that manifest in business operations25-Year Planning Framework — A long-term visioning approach that starts with imagining life 25 years in the future and working backward to create present-day alignmentValues-Based Success Metrics — A system for measuring success through personal values statements beginning with "I know I'm being successful when..." rather than external financial targetsEquine Therapy for Presence — Using work with horses to develop body awareness and presence, as horses respond to embodied connection rather than intellectual intentionNew Collar Work — Emerging job categories in the AI era that prioritize skills and adaptability over traditional educational credentialsUnit of Work Transformation — How AI and automation are fundamentally changing what constitutes a "unit of work" and how value is createdThe Mirror Concept — The practice of asking "how am I complicit in creating the conditions I say I don't want?" to identify personal responsibility in challenging ...
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    45 m
  • Unlocking Heart Coherence for Creative Performance and Stress Resilience

    Unlocking Heart Coherence for Creative Performance and Stress Resilience
    Apr 1 2026
    When stress hijacks your decision-making and creativity feels blocked, the solution may lie in regulating your heart's rhythm rather than just managing your thoughts. This episode reveals how heart coherence—the smooth, efficient pattern of heartbeats associated with positive emotions—serves as a physiological foundation for peak performance, creative insight, and emotional resilience. Through decades of research at the HeartMath Institute, Bruce Cryer demonstrates that our emotional states directly influence heart rhythms, with frustration creating chaotic patterns while appreciation generates coherent sine waves.The conversation explores the profound implications of this heart-brain connection, revealing that stressful triggers initiate 1,400 biochemical changes in the body—a survival mechanism that now works against us in modern life. Unlike relaxation, coherence represents focused alertness—the "eye of the hurricane" state that enables first responders and surgeons to perform under pressure while maintaining clarity. This physiological state amplifies brain function, making coherent thinking and creative problem-solving more accessible.Practical applications extend from individual stress management to organizational culture transformation. The Inner Quality Management framework shows how heart coherence principles can enhance team communication, particularly by ensuring quieter team members feel heard—often unlocking their creative contributions. Beyond workplace applications, the discussion reveals how playfulness serves as the "wonder drug of creativity," counteracting the heavy-heartedness that blocks innovation.Bruce introduces his VYBRATO system and the Wave of Relief technique—practical methods for releasing accumulated stress and generating positive emotional waves. These approaches address the modern epidemic of overwhelm by teaching people to consciously create internal states of appreciation and gratitude rather than being overwhelmed by external pressures. The episode provides concrete strategies for integrating heart coherence practices into daily life, from simple breathing techniques to movement breaks that counteract sedentary work patterns.HighlightsShift from chaotic to coherent heart rhythms by focusing on appreciation and gratitude to enhance decision-making clarityPractice the Wave of Relief technique to release accumulated stress through intentional breathing and imageryIncorporate movement and nature exposure to counteract sedentary work patterns and stimulate creative thinkingApply playfulness as a strategic tool for enhancing team creativity and communication in workplace environmentsUse heart-focused breathing to regulate emotional responses during stressful meetings or challenging conversationsDevelop daily coherence practices through scheduled reminders to build emotional resilience circuitryImportant Concepts and FrameworksHeart Coherence — The smooth, efficient pattern of heartbeats associated with positive emotional states that enhances brain function and overall physiological efficiency | https://www.heartmath.org/Inner Quality Management (IQM) — A framework developed by HeartMath for applying coherence principles to individual and organizational performance | https://www.heartmath.org/research/research-library/organizational/an-inner-quality-approach-to-reducing-stress-and-improving-physical-and-emotional-well-being-at-work/VYBRATO System — Bruce Cryer's methodology for creating positive emotional waves to counteract stress and overwhelmWave of Relief Technique — A breathing and imagery practice for releasing accumulated stress and tensionCoherence vs. Relaxation Distinction — Understanding that coherence represents focused alertness rather than passive relaxation, enabling high-performance under pressureTools & Resources MentionedHeartMath Institute — Research organization that pioneered heart coherence science and applications | https://www.heartmath.org/Bruce Cryer's Platforms — Website, LinkedIn newsletter, and social media channels for accessing his teachings | https://brucecryer.comStanford University — Institution where Bruce teaches courses on creativity and performance | https://www.stanford.edu/Dr. Joe Dispenza's Work — Research connecting heart coherence with brain function and healing | https://drjoedispenza.com/Calls to ActionSet hourly reminders to practice heart-focused breathing combined with feelings of appreciation for someone or something you genuinely loveImplement the Wave of Relief technique whenever you notice tension building—breathe in as if receiving positive energy from the ocean, then exhale fully to release what you're holding ontoSchedule regular movement breaks throughout your workday, especially outdoors when possible, to counteract sedentary patterns and stimulate creative thinkingPractice making quieter team members feel heard in meetings by actively listening and acknowledging their contributions ...
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    47 m
  • Building Unbreakable Organizational Culture Through Clear Agreements

    Building Unbreakable Organizational Culture Through Clear Agreements
    Mar 30 2026
    Organizations often struggle with vague cultural definitions, misaligned values, and broken trust that undermine performance and employee retention. The fundamental problem isn't a lack of desire for strong culture, but rather missing frameworks for creating intentional, high-trust environments where people thrive and business objectives are consistently met.Culture begins as a feeling—that immediate sense you get when entering any group of people. At its core, culture represents what happens in communication between two or more people, encompassing behaviors, beliefs, values, actions, and results. However, the most critical elements defining any culture are the two bookends: who you let in and who you kick out. This hiring and firing framework establishes the permeable boundary that shapes everything within an organization.The breakthrough insight for building intentional culture lies in understanding agreements. Every interaction, from job descriptions to project deadlines, represents an agreement. Strong cultures are characterized by clear agreements that are consistently upheld, while weak cultures suffer from ambiguous expectations and broken commitments. This agreements framework provides the underlying structure that determines trust levels and operational effectiveness.Vision and values operate in tandem within this cultural ecosystem. Vision answers the "what"—what are we doing here and where are we going—while values define the "how"—the behaviors and approaches we'll use to achieve that vision. Effective visions must be verifiably achievable within two to five years, allowing employees to see themselves as part of the accomplishment and maintain engagement.Practical culture building involves both macro and micro strategies. At the macro level, hiring processes must reflect organizational values through behavioral interview questions that reveal authentic alignment. At the micro level, time synchronization emerges as a powerful universal agreement point—everyone shares the same 24 hours, making starting meetings on time, ending on time, and delivering on time a foundational cultural practice.Employee retention connects directly to four happiness factors from positive psychology: feeling like you're making progress, having control over that progress, developing strong workplace relationships (particularly having a best friend at work), and pursuing purpose beyond money. Organizations that cultivate these four elements naturally retain talent and build resilient cultures.Trust building requires specific practices, most notably the two-question feedback approach: first asking for general feedback, then specifically requesting "what you think I don't want to hear." This creates psychological safety for honest communication. Additionally, involving people in decisions before implementation—even if their input isn't used—ensures they feel heard and valued.The hunter versus farmer distinction provides crucial insight for role alignment. Hunters thrive on new projects, innovation, and achieving specific objectives, while farmers excel at maintaining processes, consistency, and operational excellence. Attempting to force hunters into farmer roles or vice versa creates frustration and undermines performance.Ultimately, financial success follows cultural excellence rather than preceding it. The Alcoa Steel example demonstrates how focusing on safety (a leading indicator) rather than revenue (a lagging indicator) created operational excellence that naturally improved financial performance while earning employee loyalty. This leading versus lagging indicator framework helps organizations prioritize cultural elements that drive sustainable business results.HighlightsCulture is defined by who you let in and who you kick out—strategic hiring and intentional firing create cultural boundariesClear agreements consistently upheld build trust and operational effectiveness across all organizational levelsSynchronize teams using time as universal agreement point—starting and ending meetings on time demonstrates respectFour happiness factors determine retention: progress, control, relationships, and purpose beyond moneyDistinguish between hunters (project-focused innovators) and farmers (process-focused maintainers) for optimal role alignmentFocus on leading indicators like safety and customer experience rather than lagging financial metrics for sustainable successImportant Concepts and FrameworksCulture Blueprint Framework — Systematic approach to building intentional organizational culture through defined values and practices | https://robertrichman.com/book-long/Agreements Framework — Understanding that all organizational interactions represent agreements that must be clear and upheldFour Happiness Factors — Positive psychology elements that determine employee satisfaction and retention: progress, control, relationships, and purposeHunter vs Farmer Distinction — Framework for aligning ...
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    25 m
  • Mastering Endurance Performance Through Vision, Recovery, and Mental Rehearsal

    Mastering Endurance Performance Through Vision, Recovery, and Mental Rehearsal
    Mar 28 2026
    Endurance performance presents a compelling challenge that feels out of reach for most people, yet the strategies used by elite athletes offer powerful lessons for sustained leadership and peak performance. The key distinction lies between goal management and vision-driven motivation—while goals focus on execution and accountability, vision provides the purpose and intrinsic motivation needed to persist through challenges like training in pouring rain or recovering from significant setbacks.Anne Bowers-Evangelista shares her personal journey of recovering from a hip-breaking bike accident while training for an Ironman, revealing how this experience forced her to confront identity questions and rediscover her deeper purpose beyond athletic achievement. This experience underscores the critical importance of having a vision that extends beyond specific outcomes, preventing what she calls "falling off the identity cliff" when external goals aren't met.The conversation explores three essential frameworks for sustained performance: different types of goals (outcome, process, and performance goals), the neuroscience of focusing on your ideal self, and strategic disengagement for recovery. Research shows that when people focus on their ideal self, they access brain regions associated with creative thinking and solution-finding, while goal-setting activates more regulatory brain functions that narrow vision. This explains why organizations that excel at goal management often struggle with driving commitment and motivation.Practical applications include multisensory visualization techniques used by elite athletes, where individuals mentally rehearse performances using all senses—sight, sound, smell, and physical sensations. This mental rehearsal activates mirror neurons and builds neural pathways that enhance actual performance. For leaders, this translates to better preparation for high-stakes presentations, difficult conversations, and team challenges. The episode also addresses the critical importance of recovery, contrasting athletes' intentional periodization with leaders' tendency toward continuous output, and offers strategies for implementing strategic disengagement in corporate environments.HighlightsDistinguish between outcome goals (what you achieve) and process goals (what you do daily) to maintain focus on controllable actionsUse multisensory visualization to mentally rehearse performances, activating mirror neurons that enhance actual executionImplement strategic disengagement periods for recovery, recognizing that continuous output diminishes long-term performanceFocus on your ideal self to access brain regions associated with creative thinking and broader perspective-takingDevelop pre-performance routines that prepare both mind and body for high-stakes situations through intentional sequencingCultivate team rituals and shared purpose to transform project execution into meaningful collective experiencesImportant Concepts and FrameworksGoal Setting Theory (Locke and Latham) — Research showing how goal setting enhances focus and self-efficacy but can lead to burnout without broader meaning | https://people-shift.com/articles/locke-lathams-goal-setting-theory/Intentional Change Theory (Richard Boyatzis) — Framework focusing on the ideal self to access creative brain functions and open thinking | https://www.keystepmedia.com/intentional-change-theory/Periodization in Training — Athletic approach of alternating intense training with recovery periods to build strength over time | https://www.trainingpeaks.com/blog/what-is-training-periodization/Strategic Disengagement — Psychology of intentionally stepping back from goal pursuit to prevent burnout and maintain perspective | https://www.linkedin.com/pulse/art-strategic-disengagement-why-giving-fk-good-your-career-arun-verma-pvvlf/Multisensory Visualization (PETTLEP Model) — Mental rehearsal technique engaging all senses to enhance performance preparation | https://www.coachtrainingedu.com/blog/the-power-of-visualization-transform-your-mindset/Mirror Neuron System — Neuroscience of how mental rehearsal activates the same brain pathways as physical execution | https://pmc.ncbi.nlm.nih.gov/articles/PMC2900004/Tools & Resources MentionedThe Endurance Leader — Anne Bowers-Evangelista's book on leading with passion and purpose through endurance principles | https://www.amazon.com/Endurance-Leader-Leadership-Longevity-Fast-Paced/dp/1957651954Llumos Consulting — Anne Bowers-Evangelista's professional website and consulting practice | https://llumos.com/Calls to ActionDistinguish your outcome goals from process goals and focus daily energy on the controllable process elementsSchedule strategic disengagement periods in your calendar—whether brief pauses between meetings or dedicated recovery daysPractice multisensory visualization before important events by mentally rehearsing sights, sounds, smells, and physical sensationsReflect on your ...
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    43 m
  • Transforming Leadership Through Vision and Enterprise Agility

    Transforming Leadership Through Vision and Enterprise Agility
    Mar 26 2026
    In this powerful conversation, leadership expert Mike Richardson reveals how intentional vision and strategic agility can transform careers and organizations. Drawing from over three decades of experience as a CEO advisor and thought leader, Richardson shares his journey of purposeful pivots—from petroleum engineer to aerospace CEO to portfolio professional—demonstrating how clear vision creates career momentum even in turbulent times.The discussion centers on the critical distinction between true vision statements and mission statements, emphasizing that a genuine vision must be a picture of the future you can unambiguously declare victory on. Richardson introduces the three essential questions that guide effective leadership: What do you want? How do you get it? How do you give as much of it away as possible? These questions form the foundation for both personal and organizational direction.A key insight emerges around enterprise agility in an accelerating world of disruptive change. Richardson explains that most organizations mistake frenetic activity for true agility, which actually requires a harmonious integration of strategic rigor and entrepreneurial spark. He introduces the three levels of adaptability: post-adaptive (reactive, behind the curve), adaptive (on the curve), and pre-adaptive (ahead of the curve, ready for anything). True agility means operating in the pre-adaptive space while maintaining vision as your true north.The conversation explores practical frameworks for developing whole-brain thinking, using visual tools like mind mapping and sketchbooks to crystallize vision. Richardson shares his personal method of using artist sketchbooks during strategic thinking sessions, which eventually evolved into the vision board that has guided his career for over 20 years. He emphasizes that leading with vision becomes more crucial, not less, as change accelerates, and that the ability to hold vision "just so"—not too tightly, not too loosely—is the key to navigating complexity.HighlightsTransform reactive leadership into pre-adaptive agility that anticipates change before it happensDistinguish between true vision statements and disguised mission statements for clearer directionDevelop whole-brain thinking to integrate analytical rigor with creative visioningBuild peer advisory networks to combat leadership loneliness and gain diverse perspectivesCreate visual representations of your vision using mind mapping and sketch techniquesBalance short-term execution with long-term vision through harmonious integrationImportant Concepts and FrameworksThree Questions Framework — What do you want? How do you get it? How do you give as much of it away as possible? | https://www.linkedin.com/pulse/three-question-framework-reading-your-prospect-without-stewart-holley-53ape/Enterprise Agility — The ability to adapt, pivot, and evolve while maintaining strategic direction | https://www.pmi.org/disciplined-agile/agile/whatisenterpriseagilityThree Levels of Adaptability — Post-adaptive (reactive), adaptive (on-curve), pre-adaptive (ahead of curve) | https://www.linkedin.com/pulse/three-degrees-organizational-adaptability-minor-medium-ernest-wilson/Whole-Brain Thinking — Integrating left-brain analytical thinking with right-brain creative visioning | https://www.thinkherrmann.com/whole-brain-thinking-methodologyPortfolio Career Model — Building a diverse professional portfolio across multiple roles and engagements | https://www.linkedin.com/pulse/portfolio-career-concept-advantages-disadvantages-robert-annis-clqwe/Vision vs Mission Distinction — Vision as a picture of future victory vs mission as current purposeTools & Resources MentionedDale Carnegie Training — Leadership development programs for executives and teams | https://www.dalecarnegie.com/London Business School MBA — Advanced business education for career transformation | https://www.london.edu/masters-degrees/mbaREF (Renaissance Executive Forums) — Peer advisory groups for CEOs and executives | https://ref.global/Mind Mapping — Visual thinking technique for organizing ideas and creating connections | https://www.mindmapping.com/Peer Advisory Boards — Confidential peer groups for leadership development and problem-solvingCalls to ActionPurchase an artist's sketchbook and dedicate time to visually map your professional vision without constraintsAudit your organization's vision statement to ensure it represents a true picture of future victory, not just a restated missionJoin or create a peer advisory group where you can discuss challenges confidentially with non-competitive colleaguesPractice whole-brain thinking by representing strategic problems visually before analyzing them analyticallySchedule quarterly "vision check-ins" to assess alignment between your current direction and your true northKey Quotes"Leaders are dealers in hope" — "Mike Richardson""If you don't know where you're going, any road will do" — "Mike ...
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    55 m
  • Forgiveness & Compassion

    Forgiveness & Compassion
    Dec 1 2025

    That is a quote from today’s guest, Azim Khamisa. His personal life experiences taught him the practice of compassion, forgiveness, and peacemaking – something we and our world need more of.

    Azim became a peace activist after losing his 20-year-old son Tariq to a tragic, gang-related murder in 1995. Out of unspeakable grief and despair, Azim chose the path of forgiveness and compassion rather than revenge and bitterness. This amazing choice led to the establishment of the Tariq Khamisa Foundation (www.TKF.org) and the subsequent forgiveness movement which has reached millions.


    Azim Khamisa is an author, thought leader, and international inspirational speaker. He has received over 80 national and international awards for his work and has written several books, including The Secrets of the Bulletproof Spirit: How to Bounce Back from Life’s Hardest Hits. He also conducts public workshops and training programs in both the corporate world and the nonprofit sector to foster effective, purposeful, and impactful leadership through the process of forgiveness. Over the last 25 years, he has helped thousands of children, families, professionals, and management teams.


    “Azim has had a positive impact on my life as I have applied the power of forgiveness in my own relationships with family, friends, and in business. It has given me a sense of relief, and joy and alleviated pain. I encourage everyone to take the concept of forgiveness to heart to heal ourselves, our relationships, families, and communities.” Simon Vetter


    Discussion Points

    • The tragic specifics of his son’s murder in 1995
    • What the path of forgiveness can to do to individuals and communities
    • Some staggering statistics on kids killing kids in the U.S.
    • Four steps to find and practice forgiveness
    • Embrace the process of grief – practice healthy ways to work through grief
    • Forgiveness will change your life’s trajectory and possibly blow your mind!
    • Restorative justice and its societal impact
    • The five questions to ask in the restorative justice movement
    • How to apply forgiveness and restorative justice in the corporate world
    • Words to live by: “Forgiveness is the crown jewel of personal freedom”

    Teaming Up Conversations is powered by Stand Out International, and hosted by Simon Vetter. He is an expert on behavior and culture change. He trains and enables teams to create high-performing organizations.
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    53 m
  • Building Trust Through Secure Base Leadership

    Building Trust Through Secure Base Leadership
    Nov 1 2025

    High-stress situations pushes people to the edge.

    Some people rise the occasion, others fail.


    What makes the difference?


    Hostage negotiation tactics may at first seem a little too extreme, or intense, to be utilized at work. It’s exactly those situations that can teach us how to deal with tough and highly demanding situations. My guest, Geroge Kohlrieser, a leadership expert and a former hostage negotiator, believes that high-performing leaders are able to use these techniques in any personal or business relationship to ensure they are never a hostage to anyone, including themselves.

    In this episode, we speak about the “secure base” concept. George gives us real-life examples and practical advice on how this may manifest in leaders and how to become a secure base for themselves in order to build an inspiring work environment.


    George A. Kohlrieser, trained as an organizational and clinical psychologist, is a Distinguished Professor of Leadership and Organizational Behavior at IMD Business School in Switzerland. He is the founder of the High-Performance Leadership (HPL) Program, the flagship six-day program for experienced senior leaders. George is a frequent speaker at management conferences including the World Business Forum, the World Economic Forum, and the United Nations. He is a media commentator on issues related to leadership, conflict, aggression management, and hostage negotiation and has been a presenter at TEDx talks in both New York and Lausanne.


    TEAMING UP Podcast is hosted by Simon Vetter. He is an executive leadership coach and expert on building compelling cultures and inspired workplaces.


    Discussion Points

    • What is ‘secure base’ leadership?
    • Consequences when people don’t have a ‘secure base’
    • The brain is fundamentally negative – and what to do about it
    • How to successfully apply the ‘secure base’ concept in sales
    • Importance of understanding a person’s pain points
    • Techniques to calm down an angry person
    • Why do so many leaders often lack excellent listening skills?
    • Using the mind’s eye to play to win instead of not to lose
    • Affirmations to shift a mindset or emotional state
    • How to find a secure base at work: be open and emotionally available
    • Recognize the power of ‘choice’
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    42 m
  • Self-Esteem, Dignity and Trust

    Self-Esteem, Dignity and Trust
    Oct 1 2025

    How do we build a team culture in which teammates feel safe for risk-taking in the face of being seen as ignorant, incompetent, negative, or disruptive?

    In a workplace with high psychological safety, everyone is confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.


    Today I’m talking with Maya Hu-Chan about the fundamental concept of “saving face”. “Face” represents one’s self-esteem, self-worth, reputation, and dignity. Saving face is often understood as saving someone from embarrassment. It is also about developing an understanding of the background, individuality, and perspective of others to discover the unique facets each person possesses. Without that understanding, we risk causing others to lose face without even knowing it.


    Maya Hu-Chan is a globally recognized leadership educator, executive coach, and best-selling author. Her latest book “Saving Face: How to Preserve Dignity and Build Trust” is an Amazon #1 Best Seller. Maya has built a reputation for excellence in global leadership, cross-cultural management, diversity, and inclusion. Born and raised in Taiwan, Maya received her BA in journalism from National Chengchi University. She was an anchor for the China Broadcasting Company, then moved to the U.S. to earn a MA from The University of Pennsylvania’s Annenberg School for Communication. She lives in San Diego, California, with her husband and three children.


    Teaming Up Conversations is powered by Stand Out International, and hosted by Simon Vetter. He is an expert on behavior and culture change. He trains and enables teams to create high-performing organizations.


    Discussion Points

    • What does “saving face” mean? What happens when a person “loses face”?
    • Psychological safety – how can we foster it?
    • Microaggressions – often unintentional offenses caused by bias
    • Using the AAA model to work through bias
    • Impact versus intent – why is it important to understand the nuance
    • Life lessons from having raised triplets
    • Turning the Golden Rule into the Platinum Rule: Treat others as THEY wish to be treated
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    45 m