Episodios

  • How to Best Manage Yourself Before You Lead Others with Margaret C. Andrews

    How to Best Manage Yourself Before You Lead Others with Margaret C. Andrews
    Mar 27 2026

    Episode recap:

    Marcel sat down with Margaret C. Andrews to discuss her book "Manage Yourself to Lead Others: Why Great Leadership Begins with Self-Understanding." Margaret discussed leadership derailment and self-awareness, emphasizing that the factors that got leaders to their current positions may not be sufficient for future success. She shared six key questions to help leaders understand themselves and highlighted the importance of self-management, noting that many leadership training programs focus more on technical skills than interpersonal skills.

    Bio:

    Margaret C. Andrews is a seasoned executive, academic leader, speaker, and instructor. She teaches leadership courses and professional and executive programs at Harvard University and is the founder of the MYLO Center, a private leadership development firm. 

    Quotes:

    • We judge ourselves by our intentions, but other people judge us by our behaviors.
    • Leadership emerges from your life story and your unique portfolio of experiences, not from a checklist of best practices.
    • What got you here won’t get you there, especially when you move from individual contributor to leading others.
    • People do not care how much you know until they know how much you care about them as human beings.
    • We are all a work in progress, continually riding new learning curves as we grow into the leaders we want to become.

    Takeaways:

    • Self-understanding is the foundation of effective leadership, and without it, all the standard tips and tactics remain shallow.
    • Career derailment often happens right after a promotion when leaders fail to realize that their new role requires different behaviors, not just more effort.
    • High achievers commonly struggle with interpersonal relationships, team-building, and adaptability, which can ultimately sabotage their success.
    • Asking deep questions about who shaped you, what you value, and how your behavior impacts others is essential to building self-awareness.
    • Leading with love and care means treating people as human beings, not resources, and consistently managing your own behavior to match your best intentions.

    Timestamps:

    0:00 – Welcome, episode setup, and introduction of Margaret C. Andrews

    2:59 – Margaret’s origin story and wake-up call about self-awareness

    7:20 – How lack of self-awareness derails high achievers and careers

    17:39 – Six foundational questions for self-understanding and self-management

    25:39 – Roadblocks, vulnerability, and why leadership training must go deeper

    28:24 – The MYLO process and what it means to lead with love in action

    31:32 – Final lessons, being a work in progress, and where to find Margaret

    Conclusion:

    Today’s conversation showed that great leadership doesn’t begin with a job title or a promotion. It begins with you, with understanding your own story, your values, and even your blind spots. Margaret reminded us that we are all a work in progress, learning and growing as we practice new behaviors and step into the leaders we want to become. The challenge is simple to say but hard to live out: get honest about who you are, manage yourself with intention, and notice how your relationships and results start to shift.

    Links/Resources:

    Book on Amazon: https://a.co/d/0gzLmPl2

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

    Website: https://www.margaretandrews.com/

    Substack: https://marcelschwantes.substack.com/

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

    Twitter/X: https://x.com/MarcelSchwantes

    YouTube: https://www.youtube.com/channel/UC9fO2r_ZQ3wy5ie522f-DTQ

    Instagram: https://www.instagram.com/marcel.schwantes/

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    35 m
  • How to Master Your Emotions to Become a Better Leader

    How to Master Your Emotions to Become a Better Leader
    Mar 13 2026
    Episode recap In this powerful conversation, Marcel sits down with Joshua Freedman, a global leader in emotional intelligence and the CEO of Six Seconds, to explore the ideas behind his new book, Emotion Rules. Drawing from 30 years of research and more than a million emotional intelligence assessments, Joshua shares why he believes we are living through an “emotional recession” and what leaders must do about it. Joshua discusses how many leaders struggle with old patterns that no longer serve them, especially when moving from being a high-performing doer to a leader who must grow others. Marcel highlights two major shifts leaders must make: from knowing to learning, and from doing to being. The episode closes with a fast-paced speed round and reflections on what it truly means to lead with practical, actionable love in business. Bio: Joshua Freedman is CEO and cofounder of Six Seconds, the world’s largest  emotional intelligence network. A pioneer in applying EQ to business and social impact, he directs The State of the Heart  study, a landmark longitudinal analysis tracking global trends in emotional intelligence, which first identified the  “Emotional Recession” – a sustained worldwide decline in emotional and relational capacities affecting wellbeing, engagement, and organizational resilience. His frameworks and tools are used by over a million people in 150+ countries, delivering measurable improvements in performance and culture. Quotes “There are no negative feelings. They’re all data.” “Emotions are great advisors but horrible bosses.” “Your feelings are here for a reason—your next step is to learn to trust them more.” “Maybe the struggle isn’t the obstacle; maybe the struggle is the curriculum.” “We must shift from knowing to learning, and from doing to being.” Takeaways Emotional wisdom goes beyond emotional intelligence—it’s the ability to use emotional signals to navigate ambiguity when there is no clear path or precedent. We are in a global “emotional recession” where optimism, intrinsic motivation, and purpose are declining, yet higher EQ in these areas is strongly linked to better life and work outcomes. All emotions are information, not problems; even uncomfortable feelings like fear or anxiety are messages about important needs and values that require attention. Leaders often get stuck in old emotional patterns—like over‑controlling or withdrawing—that once helped them succeed but now block trust, growth, and empowerment in their teams. Simple practices—such as choosing who you want to be each day and adopting a coach‑like, question‑driven approach—can transform leadership from transactional control to human‑centered connection and learning. Timestamps 00:00:02 – Introduction & Joshua’s Background 00:04:11 – The Emotional Recession 00:07:42 – Emotional Intelligence vs. Emotional Wisdom 00:15:11 – Decline in Key EQ Capabilities 00:18:14 – Fighting Our Emotions 00:23:40 – Emotions as Data & Needs 00:31:04 – Emotions as Advisors, Not Bosses 00:34:24 – Patterns That Keep Leaders Stuck 00:43:03 – The To‑Be List Practice 00:46:22 – Wisdom Lives Within 00:52:39 – Leading with Love 00:54:39 – Final Takeaway Conclusion This episode ultimately makes the case that emotional wisdom is not about perfection or sentimentality, but about honestly listening to what our feelings are telling us so we can build more humane, resilient, and high‑performing lives and workplaces; when leaders stop fighting emotions, treat them as data, and model curiosity and courage, they unlock deeper engagement, stronger cultures, and a more sustainable way to navigate a chaotic world. Links/Resources Emotion Rules book: https://www.6seconds.org/emotionrules/ Six Seconds - https://www.6seconds.org/ Emotional Wisdom Wheel (Constellation Map): https://www.6seconds.org/emotionrules/wheel/ Episode #191 with Joshua Freedman: https://www.marcelschwantes.com/josh-freedman-emotional-intelligence-and-how-to-use-it-to-get-results-ep-191/ Social Media Links: https://www.linkedin.com/company/six-seconds/ https://www.instagram.com/6secondseq/ https://www.facebook.com/sixseconds/ Substack: https://marcelschwantes.substack.com/ LinkedIn: https://www.linkedin.com/in/marcelschwantes/ Twitter/X: https://x.com/MarcelSchwantes YouTube: https://www.youtube.com/channel/UC9fO2r_ZQ3wy5ie522f-DTQ Instagram: https://www.instagram.com/marcel.schwantes/
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    58 m
  • Why Fear-Based Workplaces Need to Disappear with Marcel Schwantes

    Why Fear-Based Workplaces Need to Disappear with Marcel Schwantes
    Mar 6 2026
    Episode recap Don’t forget Marcel’s special offer to join his Substack community for $8.00/month. Subscribe here: https://marcelschwantes.substack.com/subscribe In this solo episode, Marcel Schwantes discussed the impact of fear in the workplace, explaining how it stifles creativity, innovation, and collaboration. He highlighted that fear-based environments lead to disengagement, turnover, and low morale, while human-centered leadership fosters psychological safety and trust. Marcel emphasized the importance of leaders addressing their blind spots and modifying behaviors to create a positive workplace culture. He stressed that hiring and developing leaders based on technical competence alone is insufficient, urging a focus on humanity and human-centered attributes. Marcel encouraged listeners to subscribe to his Substack for further insights on effective human-centered leadership. Bio: Marcel Schwantes is a leadership coach, speaker, author, and advocate for more humane workplaces. He partners with organizations tired of burnout, disengagement, and hollow cultures — and ready to build something better. Marcel’s work includes: Executive coaching Leadership development programs for managers Keynote speaking and workshops Executive roundtables and culture strategy sessions Marcel is the author of Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss. Whether coaching a CEO or training a leadership team, Marcel’s #1 goal is the same: To help leaders become the kind of people others want to follow. Episode Timeline: [00:03] Introduction: Why fear remains a workplace epidemic [00:19] How fear kills creativity, collaboration, and profitability [01:06] Silence in meetings: The hidden cost of fear [01:58] Why fear stops innovation and risk-taking [02:34] Fear shrinks organizations from the inside out [03:51] Psychological safety and team performance (Harvard research) [04:26] Why leaders still dismiss “soft skills” [05:13] The cost of waiting for marching orders [05:49] Burnout, turnover, and quiet disengagement [06:03] What human-centered leadership looks like [07:10] Surfacing problems early vs. kicking the can down the road [08:10] Shared accountability and self-correcting teams [09:40] Leadership blind spots and fear-driven management [10:29] Burnout as the final warning sign [11:30] Why technical skills alone no longer qualify someone to lead [12:04] Raising human leadership capacity in the AI era [12:31] Closing thoughts and call to action Quotes: “If you want to know why creativity dies, why collaboration stalls, why your most talented people are quietly quitting — look for one thing: fear.” “When fear is prevalent, people protect themselves instead of serving the mission.” “You cannot afford to choose leaders based only on technical competence or individual performance. Those days are over.” Key Takeaways: Fear Is Expensive - Fear doesn’t just hurt feelings — it damages profitability, innovation, and long-term growth.Silence Is a Warning Sign - if meetings are full of nodding heads but no pushback, fear may be driving compliance instead of commitment.Psychological Safety Drives Performance - When employees feel safe to speak up, admit mistakes, and challenge ideas, performance and productivity increase.Human-Centered Leadership Solves Problems Early - Empowered teams raise concerns quickly, solve issues on the spot, and share accountability across levels.Leadership Blind Spots Create Fear - Many fear-based environments stem from leaders who fear losing control or respect. Coaching and self-awareness are critical.Technical Skills Aren’t Enough Anymore - In the age of AI and automation, the differentiator is human leadership capacity — the ability to help people flourish. Conclusion: Fear quietly shrinks organizations from the inside out. It limits creativity, slows innovation, and pushes good people toward burnout and disengagement. Marcel’s message is clear: if you care about performance, profitability, and long-term growth, you must care about human-centered leadership. The future of leadership isn’t louder authority or tighter control — it’s building environments where people feel safe enough to contribute their best thinking. The question every leader must ask: Am I creating safety — or am I creating fear? Because that answer determines everything. Resources: The book: https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4/ Substack: https://marcelschwantes.substack.com/ LinkedIn: https://linkedin.com/in/marcelschwantes/ X: https://x.com/MarcelSchwantes YouTube: https://youtube.com/@MarcelSchwantes1 Instagram: https://instagram.com/marcel.schwantes/ Dr. James Doty Episode: https://www.marcelschwantes.com/dr-james-doty-the-neuroscience-of-manifestation/
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    14 m
  • Modeling Compassionate Leadership with Marcel Schwantes

    Modeling Compassionate Leadership with Marcel Schwantes
    Feb 26 2026
    Episode recap Don’t forget Marcel’s special offer to join his Substack community for $8.00/month. Subscribe here: https://marcelschwantes.substack.com/subscribe In this solo episode, Marcel argued that compassion is a core leadership strength, not a soft extra, and that alleviating others’ pain and suffering is a leader’s real work. Through examples like Jeff Weiner and Phil Lynch during 9/11, he showed how leaders who prioritize people, communicate openly, and make space for emotion build stronger, more connected organizations. When leaders show up in hard moments, teams heal faster and perform better. Bio Marcel Schwantes is a leadership coach, speaker, author, and advocate for more humane workplaces. He works with organizations that are tired of burnout, disengagement, and hollow cultures — and ready to build something better. Marcel’s work includes: Executive coaching Leadership development programs for managers Keynote speaking and workshops Executive roundtables and culture strategy sessions Marcel is the author of Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss. Whether coaching a CEO or training a leadership team, Marcel’s #1 goal is the same: To help leaders become the kind of people others want to follow. Timestamps [00:03] Why “soft skills” like compassion are actually essential leadership skills [01:05] Command-and-control vs. compassion: why old leadership models fail [02:00] Jeff Weiner on compassion as a lifelong practice, not a buzzword [02:52] Dr. James Doty’s definition of compassion and the science behind it [03:45] What compassionate leadership looks like in practice [04:32] 9/11 and Reuters: setting the scene for Phil Lynch’s defining moment [05:25] “People first, then customers, then the business” — a new priority in crisis [06:20] Keeping people informed, safe, and emotionally supported [07:15] Making space for grief, fear, and honest emotions at work [08:10] How compassion shaped Reuters’ culture and rippled to customers [08:30] Final reflection: Are you willing to be present with people when they’re suffering Key Quotes “If you want to measure yourself against the highest standard of leadership, you have to measure yourself against what people call the ‘soft stuff’—because it’s actually the hardest to master.”“Compassion is not weakness. Some of the strongest people I know are the most compassionate.”“Compassion is recognizing someone’s suffering—and then doing what you can to help ease it. It’s not hippy-dippy; it’s evidence-based and deeply human.”“In the middle of absolute mayhem, Phil Lynch gathered his team and said: ‘People first, then customers, then the business.’ That’s compassionate leadership in action.”“Leaders who create space for sorrow, confusion, and grief help their organizations heal and reconnect much faster.” Key Takeaways: Compassion is an essential leadership skill, not a soft extra. Compassion is often dismissed as “soft,” but it is one of the hardest and most strategic skills to master. It directly impacts engagement, trust, and long-term performance. Compassion is both recognition and action. It’s not enough to notice someone’s pain. Compassion means seeing the suffering and intentionally acting to alleviate it—in conversations, decisions, and policies. Science backs the power of compassion. Research highlighted by Dr. James Doty shows compassion is a powerful antidote to loneliness, depression, anxiety, and addiction, all of which show up at work. People-first leadership is clearest in crisis. During 9/11, Phil Lynch’s mantra—“People first, then customers, then the business”—became a north star for Reuters. Compassion isn’t theoretical; it’s how leaders rank their priorities when it matters most. Emotional transparency but safety and trust. By being open about what he and his team were feeling, Lynch gave others permission to feel and express their own grief and fear, creating psychological and emotional safety. Compassion shapes emotional culture. When leaders intentionally make room for grief, questions, and honesty, they shape a culture where people feel seen, heard, and valued—and are proud to belong. Love in action is a leadership practice. Compassionate leadership is ultimately love expressed through behavior: how you decide, how you listen, how you show up for people when they’re struggling. Conclusion Marcel’s message in this episode is straightforward and challenging: the future of leadership is compassion in action. In a world where mental health struggles and emotional pain are everywhere, leaders can no longer hide behind metrics and control. The story of Phil Lynch shows that when leaders put people first, especially in the darkest moments, they create cultures of trust, pride, and deep human connection. ...
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    11 m
  • How Hope Is the Key to the Future of Work, with Jen Fisher and Dr. Alex Lovell

    How Hope Is the Key to the Future of Work, with Jen Fisher and Dr. Alex Lovell
    Feb 20 2026
    Episode recap This episode focused on hope in the workplace, starting with a discussion with Dr. Alex Lovell, head researcher and vice president at the O.C. Tanner Institute, and covering a recent O.C. Tanner study that revealed a decline in employee hopefulness. Marcel transitioned to a lively conversation with Jen Fisher, author of Hope Is the Strategy, and one of the world's first chief well-being officers. They explored how leaders can cultivate hope by using language that builds rather than kills hope, emphasizing curiosity, empathy, and transparency. Jen explained that hope requires clear goals, acknowledgment of current reality, and identifying multiple pathways to achieve those goals. They also discussed the limitations of wellness programs alone in improving employee well-being and the need to address cultural and behavioral factors in the workplace. The conversation concluded with Jen encouraging listeners to become "hope dealers" by helping others identify possibilities and support their potential. Bio: Jen Fisher is a global authority on workplace well-being, the founder and CEO of The Wellbeing Team and the author of Hope Is the Strategy: The Underrated Skill That Transforms Work, Leadership, and Wellbeing. Dr. Alex Lovell is the Vice President of the O.C. Tanner Institute and a political psychologist focused on the human side of work—specifically, how organizations can better foster appreciation, identity, belonging, and fulfillment to unlock human potential. Quotes: Alex Lovell Employees are seven times more likely to be engaged when they feel hopeful When people don’t see a path forward and don’t believe they can follow that path, there is no way they can get there Recognition and belonging are one of the strongest antidotes to hopelessness When teams aren’t inclusive, employees are 513 percent more likely to feel burned out Our younger workers don’t see a future anywhere, not personally and not professionally Jen Fisher Hope is not an emotion; it is a cognitive and behavioral process Do you want to lead a hopeful organization or a hopeless one? People need to believe that your strategy will leave them better off tomorrow than they are today Never in the history of telling someone not to worry have they not worried Be a hope dealer and help people see possibilities Takeaways: Hope is a measurable leadership skill that requires clear goals, multiple pathways, and agency Employees who feel hopeful are significantly more engaged and resilient Gen Z workers are struggling to see a personal and professional future, making belonging and recognition essential The language leaders use can either build hope or quietly destroy it Transparency and telling the whole truth reduce anxiety and strengthen trust Wellness programs alone cannot fix broken work design or culture Rebuilding hope starts with identifying and taking the next small step The future of work must intentionally preserve humanity alongside advancing technology. Timestamps: 0:00 — Welcome to the Love and Action Podcast 0:33 — Topic Introduction: Hope 2:05 — Introducing Dr. Alex Lovell 4:06 — AI Helping Us to Find Solutions 8:20 — Key Findings: Hopelessness at Work 11:10 — Generational Divide in Hope 14:10 — Gen Z and the Need to Feel Seen 18:05 — Inclusion, Belonging, and Recognition 20:10 — Engagement Link: Hope Drives Performance 22:05 — Practical Solutions: Connection and Relationships 23:10 — Practical Solutions: Goals and Small Wins 24:05 — Where to Find the Report + Resources 23:30 — Jen’s Story: Burnout, Cancer, Caregiving 29:42 — Setting Clear Goals 32:11 — Be the leader Setting Examples 37:10 — Hope as Strategy: Goals, Pathways, Agency 40:10 — Hope in Practice: Leadership Communication 44:07 — Language of Hope: Builders vs Killers 46:00 — Hope Dealers and Possibility Thinking 48:13 — Leading with the Whole Truth 55:15 — Why Wellness Programs Aren’t Enough 55:15 — Human is the Path Forward in Leading Organizations 1:00:05 — Final Takeaways & Closing Conclusion: Hope is not wishful thinking, and it is not a soft leadership trait reserved for idealists. It is a disciplined, practical skill that drives engagement, fuels resilience, and restores belief in the future of work. From global research to personal recovery stories, this episode makes one thing clear: when leaders cultivate belonging, speak possibility, and tell the whole truth, people perform differently. In a time when burnout is rising and uncertainty is constant, hope becomes the competitive advantage. The leaders who choose to become hope dealers will not only transform their teams, but they will also shape the future of work itself. Links/Resources: Dr. Alexander Lovell: https://www.linkedin.com/in/alexanderlovell/ OC Tanner Global Culture Report: https://www.octanner.com/...
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    1 h y 2 m
  • A Bold, Human-Centered Guide to Leading Change, with Frank Danna and Chris Pitre

    A Bold, Human-Centered Guide to Leading Change, with Frank Danna and Chris Pitre
    Feb 13 2026
    Episode recap Don’t forget to subscribe to my Substack for exclusive access to tools, action plans, long-form articles, book content, and coaching resources to level up your leadership! Subscribe here. In this episode, Marcel interviewed Frank Danna and Chris Pitre, co-authors of "Love as a Change Strategy," discussing their book's themes and their experience at Softway, a technology company that transformed from a toxic culture to a human-centered organization. The conversation explored how embracing discomfort, prioritizing relationships, and practicing empathetic curiosity can lead to successful organizational change. Frank and Chris shared personal stories about their own transformation journeys and how they apply these principles at Softway. They discussed the importance of leaders modeling change behavior and the role of AI in enhancing human connection at work. The authors emphasized that change should be led, not managed, and highlighted the need for leaders to be intentional with their words and actions. Guest Bio Chris Pitre is Vice President at both Culture+ and Softway. Chris has spent his career helping companies reimagine how they work, focusing on how they treat their people and communicate. Frank Danna serves as the Marketing Director at Softway and is the Co-Founder of Culture+, where he helps leaders transform their leadership through love, empathy, and behavior-based change. Quotes: Chris Pitre: “Without a positive or strong culture, it's actually harder to bounce back. Adversity becomes that much scarier and that much more formidable.” Chris Pitre: “If you are a leader who is about to implement change and you're not uncomfortable, that should be a scary thing.” Frank Danna: “If you want to change, discomfort is the solution.” Chris Pitre: “I truly believe that comfort is a privilege and change, and so if you are comfortable, that means that everybody else is paying for your comfort, and likely you are someone who is probably oppressing the team.” Chris Pitre: “You get to decide at a certain point in your career who you will become: are you the boss that leaves a mark or a scar?” Takeaways: Real, sustainable change fails when it’s treated as a technical process instead of a deeply human, emotional experience. The six principles of change—embracing discomfort, prioritizing relationships, practicing empathetic curiosity, wielding your influence, experimenting, and being effective—act as a flexible “middle layer” between rigid processes and long-term behavior change. Leaders themselves are often the biggest blockers of transformation when they cling to titles, certainty, and comfort while expecting others to do the hard changing. Resistance to change is frequently a signal that people feel unheard, and genuine empathetic curiosity can turn resistors into powerful champions. AI, when introduced from a humane, people-first lens, can remove transactional work and actually create more room for empathy, collaboration, and truly human leadership. Timestamps: 00:00:02 Introduction and Softway’s turnaround story 00:03:30 Welcoming guests Frank Danna and Christopher Pitre 00:03:55 Frank’s story: from imposter syndrome to belonging 00:05:26 Chris’s story: corporate “robot,” stroke, and the power of workplace community 00:11:36 What Softway does and its evolution to AI-focused transformation 00:15:02 What people get wrong about love as a change strategy and why change fails 00:21:53 The six principles of change 00:24:00 Embracing discomfort and why leaders must feel uneasy 00:27:12 How leaders become the blockers of change 00:31:06 Personal transformation, accountability, and resistance as unheard voices 00:36:21 Rabbit hole: traditional male leadership, narcissism, and the cost to culture 00:40:13 Can AI actually increase humanity and love in the workplace? 00:43:35 Have we missed any essential questions? 00:44:55 Practical ways to lead with love day in and day out 00:47:39 Final takeaways: be like the buffalo and don’t manage change—lead it 00:50:15 Teasing the third book in the series 00:51:08 Where to learn more about Softway, the books, and the podcast Conclusion: Love isn’t a soft extra in business—it’s the toughest, most practical strategy for real change. This episode shows how embracing discomfort, listening with empathy, and leading like a “buffalo” through the storm can turn a toxic culture into a place of belonging and growth. Frank and Chris prove that when leaders go first, drop their ego, and put people at the center, both performance and humanity rise. AI, handled with a humane-first mindset, becomes a catalyst—not a threat—for more meaningful, human work. Take what you’ve heard today and decide: will you manage change from a distance, or step in and lead it with love? Links/Resources: Softway: https://...
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    53 m
  • How Your Core Values Are the Key to Fulfillment at Work with Robert Glazer

    How Your Core Values Are the Key to Fulfillment at Work with Robert Glazer
    Feb 6 2026
    Episode recap In this episode, Marcel talks with Robert Glazer, author of The Compass Within, about why core values are essential for effective leadership and meaningful work. Robert explains the difference between aspirational values and actionable core values—non-negotiable principles that guide real decisions and behavior. They explore how values alignment boosts employee engagement, strengthens trust in leaders, and reveals whether an organization’s stated values actually match what it rewards in practice. The conversation also dives into authenticity, emotional honesty, and how early life experiences shape our values and sense of purpose. Robert shares a practical framework and reflective questions to help people clarify their true core values, arguing that clarity leads to better decisions, healthier leadership, and deeper personal fulfillment. The episode closes with Robert’s mission to help more people discover their “true north” and live with greater integrity and intention. Bio: Robert Glazer is a globally recognized entrepreneur, speaker, and author. He is the founder and former CEO of a $50M marketing agency with an award-winning, values-driven culture, and the author of multiple bestsellers, including Elevate and Elevate Your Team. His inspirational newsletter, Friday Forward, reaches over 200,000 readers weekly. Quotes: I define core values as the non-negotiable principles that decide your actions and behaviors, reflecting who you are, not who you wish you were. Most of our purpose is tied to pain, but people are afraid to go there and look, even though those formative experiences are where their real values live. If you can help people figure out their personal core values, you help them become better leaders, because they are going to lead from those values, whether they realize it or not. Everyone wants the shortcut, but if you really want to figure out your core values, you have to be willing to do the work and spend time with the questions. When you understand your core values, you gain a dramatic clarity that changes how you live and how you lead. Takeaways: Core values are intrinsic, non-negotiable decision rules that show up across all areas of life, not vague one-word aspirations like “integrity” or “family.” Much of our purpose and many of our values are rooted in formative childhood experiences, especially painful or ignored parts of our story. Alignment is impossible until you first clarify what you are actually aligning to, which is why defining values must come before trying to “live in alignment.” Research shows that when people’s work aligns with their values, engagement, trust, life satisfaction, and retention all increase significantly. Doing the structured inner work, like Robert’s six-question process and core values course, provides a practical pathway to make better long-term decisions about career, relationships, and leadership. Timestamps: 00:00:00 – 00:02:30 Opening, sponsor message, and Marcel’s setup about authenticity and alignment 00:02:30 – 00:05:56 Introducing Robert Glazer and the story behind The Compass Within 00:05:56 – 00:07:12 Robert’s personal story and how purpose is tied to pain 00:07:12 – 00:14:46 Why this book now, tribalism, and what people get wrong about values 00:14:46 – 00:17:25 Core values, culture, and how companies really reward behavior 00:17:25 – 00:21:17 Data, research, and why values alignment matters at work and in life 00:21:17 – 00:31:43 The six core values questions and live exercise revealing Marcel’s value of authenticity 00:31:43 – 00:36:25 Robert’s own core values and how they play out in his life and leadership 00:36:25 – 00:36:58 The hardest parts of doing core values work and why there is no shortcut 00:36:58 – 00:39:13 Speed round: what makes Robert smile, who inspires him, and bold life choices 00:39:13 – 00:41:00 How to lead with love, Robert’s final takeaway, and where to find his work Conclusion: This episode makes one thing crystal clear: if you do not define your values, the world will do it for you. Robert Glazer shows that core values are not fluffy slogans, but the invisible rails that quietly direct every major choice you make. Once you illuminate those rails, you can stop bouncing off the walls of the tunnel and start driving your life and leadership with intention. The stories, data, and live coaching moment with Marcel prove that this inner work is both emotional and incredibly practical. Listen in, then dare yourself to turn on your own “compass within” and see what needs to change. Links/Resources: Website: https://robertglazer.com/ Book: https://robertglazer.com/compass/ Core Values Course: www.corevaluescourse.com Get the Six Questions: https://robertglazer.com/six/ LinkedIn: https://www.linkedin.com/in/glazer
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    41 m
  • Why You Should Care for Your People Like Family with Bob Chapman and Raj Sisodia

    Why You Should Care for Your People Like Family with Bob Chapman and Raj Sisodia
    Jan 29 2026
    Episode recap This episode is brought to you by Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Learn more at www.peakperformers.org. This week on the Love in Action Podcast, I welcomed back Bob Chapman and Raj Sisodia for a powerful conversation about what happens when leadership is rooted in genuine care. We talk about the 10th anniversary edition of their seminal classic, Everybody Matters, and why the book and movement continue to resonate around the world. We break down why people-centered leadership is more urgent than ever, and how treating people with care, dignity, and respect isn’t just the right thing to do, it’s what builds strong, resilient organizations. If you care about creating workplaces where people actually thrive, this episode is for you. BOB CHAPMAN is the chairman of Barry-Wehmiller. A sought-after speaker on human-centered leadership, business growth, sustained performance, and culture transformation, Chapman strives to use his business leadership platform to build a better world.   RAJ SISODIA is a cofounder of the Conscious Capitalism movement and a pioneering voice in the global business renaissance. He is the author or coauthor of 16 books, including The New York Times bestseller Conscious Capitalism (with John P. Mackey of Whole Foods Market). Quotes: We have a hunger for caring in the world, and this book addresses caring. The way we lead impacts the way people live. Business could be the most powerful force for good in the world if we simply knew how to care for the people we have the privilege of leading. You cannot ask people to care for others; you must teach them the human skills of caring. You cannot lead the people unless you love the people, and you cannot love the people unless you know the people. Takeaways: Truly Human Leadership reframes business from an economic relationship to a deeply human relationship where people are the purpose. Caring is a learnable skill that must be intentionally taught, not just requested or assumed. The person you report to at work can affect your health more than your family doctor. Most business education still focuses on numbers and profit while bypassing the human heart and soul. Conscious, caring leadership positively ripples into marriages, families, and even future generations. Timestamps: 00:00:03 Opening and introduction of Bob Chapman and Raj Sisodia 00:02:33 Tenth anniversary of Everybody Matters and why it still matters 00:06:01 Origin story and why the book had to be written 00:08:02 Lessons from a decade of impact and stress testing through crisis 00:11:24 How leadership at work shapes health, marriage, and family life 00:16:15 What business schools still get wrong about leadership and purpose 00:21:08 How Everybody Matters deepened the idea of conscious capitalism 00:25:22 What Truly Human Leadership really means beyond just being nice 00:30:30 Stories of companies transformed by caring cultures 00:34:04 Why the wrong people often rise and how to rethink who becomes a leader 00:39:20 A message that can heal business, education, and society 00:44:18 Love, leadership, and practical caring in everyday management 00:46:00 Conclusion Conclusion: This conversation shows that leadership is not about titles or metrics, but about the lives entrusted to you. Bob and Raj reveal that when leaders choose to care, organizations do not just perform better; people become healthier, more hopeful, and more connected at home. They challenge the prevailing belief that profit must come before people and instead show how human dignity and strong business performance can reinforce each other. The episode also exposes how our education and promotion systems neglect the human side of work, and why teaching caring skills is no longer optional. In the end, listeners are invited to see business as a profound opportunity to practice love in action so that, in every workplace, everybody truly matters. Links/Resources: The Book: https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796/ref=tmm_hrd_swatch_0 Bob Chapman - https://www.linkedin.com/in/bob-chapman-89b936b8/ Raj Sisodia - https://rajsisodia.com/ Barry-Wehmiller - https://www.barrywehmiller.com/ Conscious Capitalism - https://www.consciouscapitalism.org/ Truly Human Leadership - https://www.barrywehmiller.com/blog Bob Chapman, Episode #6: https://www.marcelschwantes.com/bob-chapman/ Raj Sisodia, Episode #36: https://www.marcelschwantes.com/raj-sisodia/ Substack: https://marcelschwantes.substack.com/
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