Growth Hacking Culture

Are you grappling with change fatigue, anxiety, or a chronic sense of being unready amidst the rapid rise of AI and automation? In this illuminating and vital episode, we host Alister Frost, a visionary who has spent three decades navigating digital transformation. Alister, a former Microsoft leader and the author of the essential new book, ReadyAlready: The Future-Ready Mindset to Keep Up, Stand Out, and Shape What's Next, shares a powerful truth: staying ahead of AI isn't about mastering the latest technology; it's about mastering your mindset. Alister champions the three essential AI-defeating human superpowers: Curiosity, Creativity, and Courageous Communication. You'll discover why these innate human abilities are non-replicable and how you can actively use them to thrive in the future of work. Inside this thought-provoking conversation, you will learn: The "Magic Trick" of AI: Alister explains why he views Artificial Intelligence as a "magic trick" played by tech companies, and why it's more accurately defined as Augmented Intelligence. You'll understand the fundamental difference between human biological processing and AI's pattern-matching at scale. The Power of Innate Curiosity: Explore why human curiosity is biologically motivated and an inherent survival instinct, allowing us to ask "why" just for the joy of exploring—a capability that far exceeds AI's reactive, outcome-oriented algorithms. The Limit of AI Creativity: Learn why AI's ability to generate "millions of ideas" in seconds often results in statistically novel but filtered-less concepts. We discuss why human creativity—which is tiresome and slow—is crucial for generating better ideas that are feasible and valuable. Overcoming the Inner Critic: Get practical advice, including the "yes and" technique, to delay the "killing off" of ideas and sanctify your personal creative process, moving away from stressful, unproductive corporate brainstorming. A Message to Leaders: Alister delivers a critical message to CEOs and "HIPPOs" (Highest Paid Persons' Opinion), stressing the importance of humility and accepting that senior leaders no longer hold all the answers. This is the foundation for creating a future-ready culture. The Final Step to Innovation: Understand how to build the courage to champion your ideas, transition from "what if" to "let's try," and inspire belief in your solution by aligning with shared organizational goals. Don't let the pace of change make you feel chronically unready. Listen now to learn how to harness your unique human capabilities to stand out and shape what's next. Connect with Alister Frost: Find more details about the future-ready mindset model and his book, ReadyAlready, at: https://allisterspeaks.com/readyalready/

In this essential episode, we dive deep into one of the most critical and challenging topics in the modern workplace: the powerful resistance to Diversity, Equity, and Inclusion (DEI) initiatives. Our guest is global corporate leader, former Chief Diversity and Inclusion Officer at Merck, and author of the vital new book, The Truth About Equity: What it really is, what it isn't, and why everyone wins when we get it right. Celeste Warren is uniquely qualified to help us talk through the noise and confront the root causes of fear and resistance. Key Takeaways You'll Learn: The Problem: Learn why a significant number of employees view their employer's DEI efforts as divisive and why many fear losing their job in a more diverse organization. Equity vs. Equality: Celeste breaks down the core misconception that equity means preferential treatment. She uses the powerful "rocks and fences" analogy to distinguish between equality and true equity. Reframing the Narrative: Discover how to reframe the conversation to show that equity is not about unfair advantage, but about ensuring everyone has a fair shot at the starting line. Addressing the Fear of Loss: Learn the strategy for engaging leaders and employees who fear that equity means giving up their privileges. The approach is to acknowledge the fear but reframe equity as an expansion, not a subtraction. The Cost of Exclusion: Understand the immense liability for corporations and society when people feel a lack of belonging, leading to reduced contribution and social unrest. Beyond Box Ticking: Celeste provides a clear roadmap for embedding equitable practices—not just counting people, but making people count by leveraging their full cultural awareness. This conversation offers a clear, practical roadmap for turning every employee into an ambassador for true win-win equity. About my Guest: Celeste Warren is an internationally recognized leader and the author of The Truth About Equity. She shares how we can collectively move past the resistance and build organizations where everyone is able to succeed. Timestamp Breakdown: Time Topic 0:37 The resistance: Employee backlash and divisive perceptions of DEI programs. 3:12 The confusion between equality and equity. 3:48 The "rocks and fences" analogy to explain true equity. 10:50 Reframing equity: How to position it as expansion, not subtraction. 11:12 Appealing to business leaders: Why DEI is a good business and not just a moral imperative. 15:35 The cost of a lack of belonging and how it harms society and the workplace. 21:30 Removing bias from hiring processes and selection practices. 24:05 Addressing the misconception that equity lowers performance standards. 25:13 The best way to tackle arguments from DEI skeptics: dialogue vs. compliance. 33:32 An inside-out approach to measuring DEI success and embedding it into company values. 35:58 Beyond "butts in seats": Measuring success by making people count and getting feedback. 46:19 How to address inappropriate behavior with conversation and dialogue instead of punishment. Connect with Celeste Warren: Website: www.crwdiversity.com LinkedIn: https://www.linkedin.com/in/celestewarrenllc/ Her book: https://amzn.eu/d/iCDW5Er

This is an essential conversation for any leader, manager, or entrepreneur who wants to build a high-performing, sustainable culture. We're joined by Kyle McDowell, a former Fortune 10 senior executive and the Wall Street Journal bestselling author of Begin with We: 10 Principles for Building and Sustaining a Culture of Excellence. Kyle is candid about the dysfunctional "me-oriented" mindset that plagues most workplaces and shares his practical, principle-based framework for transforming it into a "WE powerhouse." Why You Need to Hear This: The evidence is clear: an unhealthy work environment is a slow-motion disaster. A toxic culture is costing American companies an estimated $223 billion annually. Kyle reveals that a fifth of American employees have quit a job in the last five years because of a toxic culture. Conversely, we-oriented companies are seeing a 23% spike in profitability and a 21% boost in productivity. Inside the Episode: From Me to WE Kyle gets raw and transparent about the first 20 years of his 30-year corporate career, where he was completely "stuck in the me zone"—a leader focused only on his own wins. He shares the profound epiphany that changed his entire approach to leadership and life, leading him to develop the "10 We" principles as a guide for building true connection and legacy. Key Takeaways & Actionable Insights: The Courage to Change: Is it human nature to be "me-oriented"? Kyle challenges this idea and explains why it takes immense courage and a mindset shift to break the cycle of toxic, command-and-control leadership. Values are Bullshit (Why Behavior is King): Most company values are meaningless words on a poster. Kyle explains why focusing on observable, documentable behaviors is the only way to genuinely shift and sustain culture. "Values are bullshit"—but principles and behaviors are currency. The Leadership Cycle Breaker: Learn how bad behavior from one boss creates a dysfunctional cycle that perpetuates toxic leaders, and how one person can find the "better way" and create a positive, unstoppable momentum from the ground up. Handling Accountability with Empathy: How do you address underperformance and mistakes in a "we culture" without resorting to shame or the "get your results up or else" approach? Kyle offers his proven method for setting expectations and giving people the support they need to succeed. The Power of Self-Reflection: We discuss why few companies promote self-awareness training, and why self-reflection is the non-negotiable first step in the entire cultural transformation. Connect with Kyle McDowell: Kyle McDowell's book, Begin with We: 10 Principles for Building and Sustaining a Culture of Excellence, is a USA Today and Wall Street Journal bestseller. Website & Social Media: https://kylemcdowellinc.com/ or @KyleMcDowellInc The Book: Begin With WE: 10 Principles for Building and Sustaining a Culture of Excellence Episode Timeline 1:01 The ROI on a Healthy Culture: Profitability & Productivity Spikes 3:03 Kyle's Personal Confession: 20 Years Trapped in the "Me Zone" 4:13 The Gut Punch: Why a Leader Loathes the Environment They Created 7:44 Why Leading Differently Requires Courage and Why the "We Shift" is Rare 10:10 How Toxic Bosses Create a Cycle of Bad Leadership Behavior 15:39 The Tough Choice: Staying or Finding a Better Environment 18:08 Kyle’s Leadership Hero: Harry Kramer and the Power of Values-Based Leadership 20:35 Tackling Self-Reflection: Why It's Simple, Not Easy 26:18 The Momentum of Principle-Based Leadership and the Naysayers 34:22 Accountability Without Shaming: Handling Underperformance in a We-Culture 44:42 Why Corporate Values Are "Bullshit" and the Truth About Behaviors

The conventional leadership advice is a lie: Don't show fear. Suppress the anger. Keep your cool. But what if that intense energy behind frustration or rage is the most potent fuel you're wasting? In this thought-provoking deep dive, author and executive coach Greg Stewart (drgregstewart.com) introduces his radical concept of unleashing the rage of negative emotions —not at your team, but against the internal and external obstacles holding you back. This isn't about becoming an irrational boss; it’s about transforming raw, negative energy into highly disciplined, goal-directed action. Listen to Greg unpack his three-part framework, I³ (Information, Interpretation, Intensity) , a system for leaders who are ready to stop managing their inner life and start maximizing their impact. In This Episode, You'll Learn: The I³ Framework Decoded: How this critical thinking system acts as a "Panama Canal" for your emotions, ensuring you are operating from a place of rational truth, not immediate reaction. The Uncomfortable Truth of Inflation: Greg details the three reasons why negative emotions become inflated (e.g., believing a lie, taking things personally, or unaddressed trauma) and why a true leader must look in the mirror before leading others. The issue isn't the negative emotion itself, but the inflation of it. From "Have More" to "Become More": Why even successful VPs and directors hit a wall in their mid-thirties, and how finding the Iron Man Core—a mission, calling, and purpose—is the only way to be a leader, not just "a machine managing other machines". Mandatory Leadership Growth Rituals: Discover the simple, high-impact practice of Proactive Teachability—a weekly check-in designed to relentlessly eradicate your blind spots, thereby skyrocketing your "referent power" and leadership credibility. The Test of Truth: Greg explains that productive growth is about constantly treating your beliefs as a hypothesis you must validate, using your family as the toughest training ground for your emotional intelligence. This episode of the Growth Hacking Culture Podcast challenges the psychological taboos in modern leadership and delivers a practical manual for turning your most difficult feelings into your greatest strategic advantage. Connect with Greg Stewart: Website: becomingmore.com Discover his book I3 for Leaders: Unleash the Rage of Negative Emotions Against the Obstacles of Becoming More This episode is sponsored by Binôme+ Structuring succession. Securing transmission of Swiss SMEs

Are you a business leader or HR professional frustrated by the lack of measurable return on investment (ROI) from your leadership coaching programs? You are definitely not alone. Industry reports indicate that a staggering 70% of organizations struggle to effectively measure the ROI of their leadership development initiatives. This massive disconnect leaves companies feeling like they have invested in a solution without a clear problem, or worse, a problem without a tangible outcome. The market is saturated with providers, and the challenge goes beyond finding a coach—it’s about selecting the right approach for your specific business needs and ensuring it delivers a measurable, lasting impact. In this deep-dive interview, we pull back the curtain on why so much corporate coaching falls short and what truly moves the needle. To guide us, we host a true expert in the field: Andrea Caldwell, Vice President of Consulting and Coaching at FranklinCovey, a global leader in performance improvement. The Science of Change: Moving Beyond "Soft Skills" Andrea shares her deep expertise in corporate leadership and human behavior, explaining that effective leadership coaching is far from a "soft skill." It is deeply rooted in neuroscience and behavioral psychology. We discuss the key scientific principles that make coaching work, including the ability to create new neural pathways in the brain. People change when they feel psychologically safe, achieve small wins, and receive regular feedback. Critically, the change must be intrinsically motivated; it cannot be imposed or come from external pressure. A major pitfall we uncover is the common corporate mistake of positioning coaching as a punishment—telling an underperforming employee to "go see a coach." This instantly kills intrinsic motivation and sets the entire program up for failure. Effective coaching is about growth, development, and broadening a leader's positive impact on their team and the organization's strategic goals. The ROI Blueprint: Getting Hardcore Data The conversation tackles the "Disneyland calculations" often seen in measuring coaching ROI. Andrea provides the facts: studies by the International Coaching Federation show anywhere from a 400% to 800% return on investment on coaching dollars spent. This return comes in the form of improved productivity, expanded skills, and increased confidence in navigating disruption and change. Gallup also reports a 59% lower turnover in organizations with highly engaged teams—a direct outcome of effective leadership coaching. The key to achieving this high ROI is beginning with the end in mind, as taught in The 7 Habits of Highly Effective People. Before starting any program, you must define clear, measurable objectives that align with business goals, whether they involve culture transformation or specific skill adoption. The Future of Coaching: Integrating AI and Tackling Culture We explore the challenges in implementation, notably the lack of executive sponsorship and the inability to effectively apply training. When coaching is paired with a learning experience, implementation boosts up to 400%. To solve the scalability problem, we discuss the role of AI in coaching. AI is an essential tool, acting as a low-stakes practice partner for skill development (e.g., navigating difficult conversations) and helping with accountability, but it is not a replacement for the human element. Finally, we address the influence of company culture. A toxic culture—like the "firefighter syndrome" where people intentionally wait for a crisis to be the hero—can completely destroy a coaching program. Andrea offers advice on how corporate leaders should evaluate coaching providers by focusing on proven methodology, data tracking, scalability, and cultural fit. If you want to stop guessing and start getting real, measurable results from your leadership coaching, this episode provides the practical framework you need. About the Guest: Andrea...

Welcome to the Growth Hacking Culture Swiss Made Edition! In this episode, we host a truly inspiring discussion with Muriel Favarger, founder and director of Ma Table & Co, an intergenerational ecosystem based in Lausanne, Switzerland. Muriel shares her incredible journey of resilience, detailing how she navigated immense personal and professional challenges—including a serious health diagnosis and job loss—to launch a successful, human-centered business. Listen to discover: Why the ecosystem's roots date back 17 years to 2008. Muriel's unique approach to addressing the "hidden computing market" by building bridges between senior and junior professionals. How her motto of putting the "human being at the center" drives her entire business model. Her insights on how to maintain an entrepreneurial mindset through difficult times, and why you must "choose life." The power of sustainable relationships—not just methods or tools—as the foundation for a thriving business. Muriel's philosophy on fostering an environment of peace and joy where people can meet “human to human.” Her analogy of "one connection at a time," which she compares to building a painting or a building. What it takes to be a successful founder and leader in Swiss entrepreneurship. Why she believes we shouldn't live the life of another person—you have to own your own life. This conversation is essential listening for any leader, founder, or curious mind interested in the intersection of personal resilience, authentic leadership, and business scaling in the Swiss market. Connect with Muriel Favarger: Ma Table & Co Website: https://matableandco.com/ LinkedIn: https://www.linkedin.com/in/mf777/ Want to ignite your curiosity? 📍Check INSPO, the social network for thought leadership 👇

Are your OKRs and KPIs actually holding your team back? In this episode of the Growth Hacking Culture podcast, we challenge the traditional approach to goal setting with Radhika Dutt, author of "Radical Product Thinking." Radhika argues that our obsession with traditional performance metrics is deeply flawed and actively damages our products and culture. We explore why these systems, which were revolutionary in the 1940s, are failing modern, complex businesses and leading to "performance theater" instead of true innovation. The conversation delves into the history of goal-setting, tracing its roots back to Peter Drucker's management by objectives in the 1940s. This approach was designed for an era of unskilled labor working on assembly lines, where performance was easily measured by output. However, applying these same ideas to today's complex, creative problems can lead to significant issues, such as those seen at Boeing. Radhika highlights that for complex problem-solving, research shows that simply saying "do your best" is more effective than setting rigid targets. Radhika introduces her groundbreaking framework: Objectives, Hypotheses, and Learnings (OHLs). This new mindset shifts the focus from hitting metrics to solving puzzles, fostering a culture of continuous learning, collaboration, and genuine accountability. This approach works by asking three key questions: How well did it work? What did you learn? What will you try next? This invites teams to act as detectives, looking at both good and bad numbers to truly understand what's happening, a muscle that often atrophies with traditional goal setting. The OHL framework is built to align with human psychology, tapping into our innate desire to solve problems rather than just complete tasks. Guest Information Learn more about Radhika Dutt and her work: LinkedIn: https://www.linkedin.com/in/radhika-dutt/ Her Book: https://www.amazon.com/Radical-Product-Thinking-Mindset-Innovating/dp/1523093315 Website: https://www.radicalproduct.com/

In this eye-opening episode of the Growth Hacking Culture podcast, we dive deep into the often-misunderstood world of the employee experience. Forget the free snacks and meditation apps; we're here for the naked truth about what genuinely drives engagement, loyalty, and a thriving company culture. Our host sits down with Jordan Peace, CEO and co-founder of Fringe, a company built on the radical idea of giving employees real choice over their benefits. Jordan exposes the flaws in traditional HR strategies and reveals why so many companies are failing to retain their best talent. He argues that the problem isn't just about what you are paid, but how you are treated and how you feel about your work. Low employee engagement is costing the global economy more than $8.8 trillion, proving this isn't just an HR issue—it's a massive economic challenge. Jordan argues that many well-intentioned programs, like Employee Assistance Programs (EAPs) or one-size-fits-all benefits, fail because they don't treat employees like the individuals they are. Instead, he advocates for a system of choice, where employees are empowered to select the benefits that best suit their changing needs, whether it's for childcare, mental health, or personal development. This approach fosters a sense of respect and autonomy, which are far more valuable than superficial perks. Join us as we discuss why many corporate "wellness" programs are just virtue signaling, the crucial role of leadership vulnerability, and why giving employees real choice is the only way to build a culture of trust and respect. If you're a leader, HR professional, or simply curious about building a better workplace, this episode will challenge your assumptions and provide a new perspective on what it means to truly invest in people. Topics Covered: The true cost of low employee engagement Why big companies play too much defense The difference between knowledge and wisdom The most common and wasteful employee initiatives The power of giving employees choice over their benefits Redefining performance reviews and management The importance of vulnerability in leadership Connect with the Guest: Jordan Peace, CEO & Co-founder of Fringe: https://www.linkedin.com/in/jordan-peace-fringe/ #EmployeeExperience #CorporateCulture #HR #EmployeeEngagement #Leadership #CompanyCulture #Workplace #JordanPeace #Fringe #EmployeeBenefits #EAP Connect with The Growth Hacking Culture: Website: https://podcast.ivanpalomino.net/ LinkedIn: https://www.linkedin.com/newsletters/7283793344915206144/ Don't miss a single episode! Subscribe to the podcast on your favorite platform. Want to ignite your curiosity? 📍Check INSPO, the social network for thought leadership 👇

In this powerful episode, we challenge the outdated notion that disability inclusion is just a "feel-good" initiative. We're joined by expert Rachel Shaw to dive into the compelling business case for a robust disability inclusion program and expose the true costs of ignoring this critical conversation. Rachel reveals that the average workplace accommodation costs surprisingly little—often between $0 and $300—while the return on investment in talent retention, innovation, and psychological safety is massive. This isn't just about compliance; it's about unlocking profitability and creating a more stable, effective, and human-centric workplace. We discuss how companies are getting it wrong and provide a roadmap for change, backed by hard data and powerful stories, including one about a teacher who returned to work for just $69. If you're a leader, entrepreneur, or HR professional, this episode will transform how you think about building a truly inclusive and profitable company culture. We also dive into the rising rates of neurodivergence and mental health issues like burnout, offering insights on how your organization can proactively address these challenges. In this episode, you’ll learn: Why the disability employment gap is a global issue. The tangible business benefits of disability inclusion, from talent retention to increased profitability. Powerful case studies that prove accommodations are more affordable than you think. How to shift from a compliance mindset to a culture of genuine support. Practical ways to remove unconscious biases in hiring and talent management. The connection between burnout, mental health, and disability. Guest Info: Rachel Shaw is an expert on disability inclusion and helps organizations build intentional, inclusive programs. You can find her at https://rachelshaw.com/ . Connect with The Growth Hacking Culture: Website: https://podcast.ivanpalomino.net/ LinkedIn: https://www.linkedin.com/newsletters/7283793344915206144/ Don't miss a single episode! Subscribe to the podcast on your favorite platform.

Welcome to The Growth Hacking Culture Podcast. In this episode, we challenge the conventional wisdom that being a "nice" boss is always a good thing. We dive deep into a hidden source of workplace chaos: the overly nice leader. Join us as we talk with leadership expert Andrea Wanerstrand about the critical distinction between being merely "nice" and being genuinely kind. We explore how an overemphasis on niceness can create an environment of confusion, low performance, and burnout for your team. Discover the neurological effects this has on employees and, most importantly, learn how to break free from the kindness trap. Andrea, with her experience at top companies like Microsoft and Meta, shares actionable strategies for becoming a truly effective and compassionate leader. This episode is packed with insights on: The difference between niceness (being liked) and kindness (showing true care). The surprising consequences for both the leader and the team. Why being too nice can lead to burnout. A simple, powerful framework to change your mindset and behavior. Whether you're a manager, a team member, or an aspiring leader, this episode will help you understand the power of courageous kindness in building a high-performing and authentic work culture. How to contact Andrea: LinkedIn: https://www.linkedin.com/in/andreawanerstrand/ Website: https://a3culturelab.com/ About Andrea Wanerstrand: Andrea Wanerstrand is a leadership strategist, executive coach, and cultural transformation expert with 25+ years inside some of the world’s most complex organizations—including Microsoft, Meta, T-Mobile, and Hitachi. As the Founder & CEO of A3 Culture Lab, and the creator of the Mindset Maven Method, Andrea helps leaders make bold shifts—from control to connection, performance to presence, and burnout to bold cultural influence. This episode is sponsored by Binôme+ Structuring succession. Securing transmission of Swiss SMEs Keywords: leadership, work culture, kindness, management, employee engagement, burnout, business strategy, professional development, corporate culture, effective leadership, career growth, authentic leadership, mindset, coaching.

Are we approaching the age of AI all wrong? While headlines champion the latest algorithms and ever-expanding large language models, a critical component is being overlooked: the human element. The real challenge of digitalization isn't found in the code, but in the culture, strategy, and people tasked with implementing it. Research indicates that while over 90% of companies are increasing their AI investments, the most significant hurdles they face are about bridging the gap between leadership expectations and on-the-ground readiness. This disconnect, coupled with an over-reliance on AI, risks a decline in the very critical thinking skills that drive innovation. In this in-depth episode of the Growth Hacking Culture Podcast, we sit down with Evan J Schwartz, a veteran of enterprise technology and the acclaimed author of "People, Places, and Things," a foundational framework for pain-free technology implementation. Evan brings his decades of experience—witnessing the painful, multi-million dollar ERP rollouts of the 2000s—to the current AI gold rush, offering a sobering and invaluable perspective. He argues that despite twenty years of technological advancement, many organizations are repeating the same fundamental mistakes, just with a new set of tools. Evan deconstructs the common but flawed "peanut butter spread" approach to AI, where companies simply "rub some AI on it" and hope for the best. He reveals why this often fails, starting with the critical importance of a well-defined use case. Without one, you've already lost. He illustrates this with the "99-to-1" fallacy: a scenario where a company might build a brilliant AI to catch the 1% of customers abusing a free service, only to spend more on the AI's operational costs than they would lose by simply letting the 99% of honest customers continue as before. It's a powerful lesson in ensuring the solution doesn't cost more than the problem. Delving deeper, Evan explains the inherent risks of today's AI models. He unpacks the stochastic, or random, nature of LLMs, which leads to the phenomenon of "hallucinations." An answer might be right 99 times, but that one incorrect response could be catastrophic. This is why relying on an AI's encoded knowledge without guardrails is a dangerous game. He critiques the trend of brute-force prompting—crafting 25-page documents that look more like complex code—which defeats the very purpose of intuitive, natural language interaction with technology. So, what is the path forward? Evan introduces the powerful "Person + AI" strategy. This framework positions AI not as a replacement for human workers, but as a force multiplier that alleviates the burden of monotonous, repetitive tasks. He draws a compelling parallel to the industrial age, where the tractor didn't just eliminate the need for 198 men to plow a field; it enabled two men to farm thousands of acres, playing an infinite game of growth and possibility. In the information age, AI can do the same for our minds, taking on the "repeatable excellence" that our modern education and corporate systems demand. This shift, Evan argues, allows us to reclaim and cultivate the skills that make us uniquely human: creativity, strategic intuition, fearlessness in the face of failure, and the ability to learn and adapt. He shares a personal and passionate story about his son, observing how the educational drive for "honor status" and straight A's can inadvertently stifle risk-taking and innovation. Imagine, he posits, a future generation that learns to command AI from a young age, retaining their innate creativity and curiosity throughout their lives. This evolution will redefine roles across every industry. Using the profound analogy of an artist, Evan explains that while AI might be a revolutionary new "camera," it still requires a human photographer's vision to describe the lighting, the mood, and the emotion to create a masterpiece. The tool changes, but the intent and expertise remain...

Do you ever feel a knot in your stomach on your way to the office? Do you dread upcoming meetings or interactions with certain colleagues? If so, you're not alone. An astonishing 75% of employees report having experienced a toxic workplace, and the consequences are staggering, affecting not just productivity and turnover, but the very mental and physical health of the workforce. While the term "toxic" is often used casually, understanding its true meaning is the first step toward reclaiming your professional life. In this episode, we sit down with Catherine Mattice, a leading voice on organizational culture, founder of Civility Partners, and author of "Navigating a Toxic Workplace for Dummies." With nearly two decades of research and hands-on experience in turning around negative work environments, Catherine provides a masterclass in identifying, managing, and ultimately escaping toxicity. This discussion moves beyond simple complaints about a difficult boss and delves into the insidious, systemic issues that define a truly unhealthy culture. We explore the subtle spectrum of negative behavior, starting from seemingly harmless incivility and rudeness, and how, when left unchecked, it inevitably evolves into more serious issues like workplace bullying and harassment. You will learn why your gut feeling—that sense of dread or anxiety—is a powerful physical indicator that your perception of the environment is real and should not be ignored. A significant portion of our conversation focuses on the pivotal role of management. Discover the single biggest mistake leaders make: closing their eyes to the small, inappropriate behaviors. We discuss why telling adults to simply "figure it out" is a failed strategy and how the most effective leaders actively manage interpersonal dynamics, not just operational tasks. Furthermore, we challenge the conventional wisdom around company surveys, revealing why popular engagement surveys can be dangerously misleading by failing to measure the true health of a culture. For anyone feeling trapped in a negative situation, this episode offers a practical survival guide. Catherine shares powerful strategies for building resilience and coping when quitting isn't an immediate option. Learn how to assess whether your organization genuinely cares about its culture and how to create a logical, long-term exit plan. This process is crucial, as it restores a sense of control in a situation that feels uncontrollable, transforming you from a passive victim to the active architect of your career path. We redefine what it means to "win," arguing that leaving a toxic environment is not a failure, but a definitive victory for your well-being. Finally, we debunk two of the biggest myths surrounding workplace culture. First, we challenge the idea that culture is dictated exclusively from the top down, empowering you to see how you and your peers can influence your immediate environment. Second, we tackle the controversial and complex question every employee has asked: Can you really trust HR? Catherine provides a nuanced, experience-based answer that is essential for anyone considering filing a formal complaint. Tune in for an honest, empowering conversation that provides the tools and perspective needed to navigate the complexities of the modern workplace and build a healthier professional future. Connect with my guest, Catherine Mattice: Culture Forward Newsletter: https://www.linkedin.com/newsletters/6773670768447369216/ LinkedIn: Catherine Mattice https://www.linkedin.com/in/catherinemattice/ Book: "Navigating a Toxic Workplace for Dummies" https://a.co/d/7xW9GTg

Are you feeling stuck, stressed, or completely burned out by your job? You're not alone. With a staggering 77% of professionals experiencing burnout, the modern workplace can often feel like a minefield of exhaustion and dissatisfaction. But what if you had the power to fundamentally change your relationship with work, starting today? In this episode, we sit down with workplace experience expert and author Lindsay Barnett to discuss the empowering, evidence-based methods from her book, "Working Hell to Working Well." Lindsay provides a roadmap for taking back control of your happiness and building a professional life that is fulfilling and sustainable. This isn't about waiting for your company to change; it's about making intentional choices to reshape your own experience from the ground up. In this episode, you will learn: The Truth About Mindfulness: Discover what mindfulness at work really is (hint: it's not about yoga mats and meditation) and how to use it as a powerful tool to create space between a trigger and your response. The Art of Being Genuine: Learn how to draw the line between being your authentic self and maintaining your professional image, using connection and intention as your guide. Practical Habit Building: Uncover simple, actionable ways to weave moments of mindfulness into your busiest days, using "habit bundling" to create powerful micro-habits that stick. What is "Job Crafting"?: Explore the transformative concept of proactively crafting your current role into something you love. Lindsay breaks down the first essential step: identifying your core needs (like her "three I's"—Interaction, Intellectual Challenge, and Impact). Navigating HR and Difficult Conversations: Get an insider's perspective on the role of Human Resources and how to advocate for yourself effectively within the corporate structure. This conversation is for anyone ready to move from feeling powerless to feeling empowered. If you're ready to stop surviving and start thriving in your career, this is the episode you need to hear. Find More from Lindsay Barnett: Book Website & Free Resources: https://workinghelltoworkingwell.com/ Coaching & Consulting: https://barnettcoaching.com/ Connect on LinkedIn: https://www.linkedin.com/in/lindsaykbarnett/ This episode is sponsored by INSPO, the social network for thought leadership - https://www.inspo.expert/

In this powerful episode of The Growth Hacking Culture podcast, host Ivan Palomino interviews Dr. Apollo Emeka, an expert in leadership and organizational culture, to dissect one of the most persistent and costly challenges in business: the massive gap between a brilliant strategy and its execution. Dr. Emeka reveals that between 70% and 90% of strategies fail not because they are bad ideas, but due to poor implementation. Companies lose billions in wasted resources, missed opportunities, and burned-out teams because they focus on "the what" instead of "the how". Dr. Emeka introduces a transformative framework that challenges conventional strategic planning. He argues that traditional strategic plans, with their multiple, disparate elements like vision, values, mission, and objectives, can be paralyzing for individuals. Instead of setting vague goals, he advocates for making clear, bold "decisions". A good decision, he explains, is like a toddler's run-on sentence—it's complex and connects to things that people genuinely care about. By crafting a decision that encompasses not just revenue targets, but also things like positive community impact or improved team culture, organizations can create a shared purpose that lights people up. This approach makes planning easier and eliminates analysis paralysis by focusing on a handful of activities that must happen to meet all criteria simultaneously. Drawing from his unique background in military intelligence and the FBI, Dr. Emeka shares how his experience in war gaming and threat assessment taught him to proactively identify potential failures. He applies this same rigorous, logical process to business strategy, encouraging leaders to ask, "What must we do?" and "What would damn near guarantee success?" to cut through the "busy trap" of things they "could" or "should" do. The conversation also delves into the critical role of self-awareness and the surprising limitations of coaching. Dr. Emeka, a coach himself, believes the true value of coaching lies in helping organizations develop a culture of clear decision-making. He asserts that many communication and accountability problems are not what they seem; they are, in fact, "decision problems". When a decision is big and clear, communication and accountability become almost automatic. This episode is a must-listen for leaders, innovators, and anyone looking to move beyond the talk and start executing. Dr. Emeka's insights provide a clear and actionable path to building a resilient, purpose-driven organization where everyone feels ownership of the results. Key Takeaways: The majority of strategies fail due to poor execution, not bad ideas. Focus on making big, bold "decisions" that inspire action, rather than just setting goals. A good strategic decision is complex and connects to multiple aspects that people care about, such as revenue, community impact, and team well-being. Borrow from military intelligence: identify "must-haves" and "game-changers" to avoid wasting resources on non-essential activities. True accountability starts with a clear, inspiring purpose and a well-defined decision. Many corporate problems, including communication issues, are actually symptoms of a "decision problem". 📍Learn more about Dr Apollo Emeka at https://www.apollostrategy.com/ #StrategyExecution #Leadership #BusinessStrategy #GrowthHacking #OrganizationalCulture #Accountability #DrApolloEmeka #BusinessGrowth #StrategicPlanning #LeadershipDevelopment Subscribe to The Growth Hacking Culture Podcast for more powerful insights on building movements, not just businesses.

In this episode, we're joined by Barry Labov, author of "The Power of Differentiation," to challenge the traditional pillars of competition. For decades, the business playbook has focused on innovating your product, slashing prices, or outspending competitors on marketing. Barry argues that the most powerful and sustainable competitive advantage isn't something you advertise, but something you build within your own walls: a strong company culture. Discover why companies with highly engaged employees achieve 21% greater profitability and 10% higher customer ratings. Learn about the "perfect trap" that keeps leaders from making progress and the importance of vulnerability and continuous learning. Barry shares powerful stories, including the Rev Ambulance employee who realized he wasn't just building wire harnesses—he was saving lives. We also explore how a compelling company story can motivate employees to become brand catalysts, making them the most authentic and cost-effective advertisers you can have. If you're a leader or entrepreneur looking to build a brand that defies comparison, this episode will provide a refreshing and human-centric approach to business growth. Connect with Barry LaBov His website https://www.barrylabov.com/ LinkedIn https://www.linkedin.com/in/barry-labov-6965241/ His book The Power of Differentiation

In this inspiring episode, Dr. Ute Liersch, author of "A Minimalist Guide to Becoming Resilient," joins us to discuss how we can build mental fortitude without the overwhelm. We dive into the science behind a resilient brain, the power of neuroplasticity, and why emotions like anger and sadness aren't "negative." Dr. Ute challenges our conventional ideas of success and happiness, offering practical, minimalist strategies to help modern leaders and creators thrive under pressure and find clarity. Key Discussion Points: Redefining resilience and moving beyond the "demolition derby" mindset. The connection between minimalism, Stoicism, and resilience. Why the pursuit of "happiness" might be overrated. The importance of listening to your body's signals to prevent burnout. Understanding neuroplasticity and how to create new mental pathways. The unique challenges of building resilience as a neurodivergent person. The surprising concept of "toxic resilience" and how to avoid it. The single smallest step you can take today to begin building strength. Connect with Dr. Ute: Find her book, "A Minimalist Guide to Becoming Resilient" https://a.co/d/3k7fSEF Check her profile on LinkedIn https://www.linkedin.com/in/drute/ or access for free her masterclasses https://www.youtube.com/@DrUteLiersch

From technological disruptions to evolving work models, organizations are in a perpetual state of transition. Yet, leading teams through these significant shifts is one of the most formidable challenges in modern business. While many leaders focus on frameworks and methodologies, they often overlook the most critical element: the human-centric skills that foster a resilient and adaptive work culture. This episode of The Growth Hacking Culture Podcast speaks about the heart of successful change management, revealing why traditional approaches often fail and how a more intuitive, people-focused leadership style is the key to navigating transformation effectively. A significant part of the discussion addresses a persistent issue in the corporate world: the underrepresentation of women in senior leadership roles. Globally, women hold just over a third of senior management positions, and at the current rate of progress, gender parity in top roles may not be achieved for decades. This isn't just a matter of equality; it's a matter of missing out on a vast pool of talent equipped with the very skills needed for modern leadership. So, what happens when women do lead these major projects? Research and experience suggest they bring a highly effective, transformational approach to the table. My guest: Camilla Calberg, with over two decades of experience leading major change programs across various industries, sheds light on the most significant obstacle in any change initiative: the premature jump to the "how." Many organizations, driven by a relentless push for results and milestones, immediately focus on the mechanics of a project without taking the time to deeply understand the "why" and the "what." This rush to action, often fueled by metrics that prioritize speed over sustainability, leads to vague project briefs and teams operating without a clear purpose. The result is a high rate of project failure, where initiatives reach a destination, but not the one the business truly needed. The conversation explores whether this action-oriented-at-all-costs approach is tied to specific leadership styles. It challenges the notion of simple gender-based biases, suggesting the real issue lies deeper, in whether a leader operates from their ego or from a place of service and purpose. When leadership is driven by ego, the focus is on ticking boxes and achieving personal metrics. In contrast, when it's driven by a desire to serve customers and create a lasting impact, the entire dynamic shifts. This requires leaders to have the courage to challenge assumptions, ask probing questions, and slow down to ensure the direction is correct, even when pressured by a hierarchy that expects compliance. This is where leadership traits often labeled as "feminine"—such as empathy, collaboration, intuition, and communication—are not just beneficial but essential. These skills are pivotal for creating a healthy, positive work culture, which is the bedrock of any smooth transformation. The discussion differentiates between leading with sympathy and leading with empathy. Sympathy involves becoming enmeshed in the emotions of others, which can derail a project. Empathy, however, is about holding space for others' emotions without being consumed by them, allowing for clear, compassionate, and rational decision-making. Furthermore, the episode champions the power of intuition in leadership. The most successful leaders listen to their intuition before making critical decisions. However, intuition can only surface when leaders dare to slow down, cut through the noise of corporate pressure, and connect with their inner sense of what is right. This leads to a powerful conclusion: perhaps the focus shouldn't be on learning more change management methodologies, but on leaders learning to manage themselves. The ultimate path to successful change lies in cultivating emotional intelligence. This isn't just about managing one's anger or stress; it's about being...

In a corporate world that praises hustle, we’re told that a packed schedule is a sign of success. But what if being "busy" is actually the biggest threat to your performance? This episode dismantles the myth that equates constant activity with productivity and reveals why the most effective leaders aren't the busiest—they're the most well-rested. We are facing a silent crisis: 56% of leaders are battling burnout, and a shocking 70% of top executives have considered quitting for their well-being. The problem isn't a lack of ambition; it's a fundamental misunderstanding of what drives high performance. Join us for a transformative conversation with Dr. Erin Wilson, a leading voice on leadership resilience and creator of the game-changing NAP Framework (Nurture, Assess, Prioritize). She shares her powerful journey from experiencing a stress-induced seizure to developing a revolutionary approach to integrating rest into the most demanding schedules. In this episode, you will discover: The crucial difference between "rest" and "sleep," and why watching a show or connecting with friends can be a powerful form of recovery. The science of how chronic stress sabotages the brain's decision-making and emotional regulation centers. Actionable micro-strategies, like the 90-second stillness break, that can reset your nervous system between meetings. How to conduct a daily energy audit by asking two simple questions: "What fueled me today?" and "What drained me today?" Why you must protect your energy with the same ferocity you protect your financial assets. If you feel like you're constantly running on empty and that your life is out of your control, this episode is your first step toward reclaiming your time, energy, and passion for leadership. Stop the glorification of exhaustion and learn to lead from a place of clarity, creativity, and strength. Reach out to Dr. Erin Wilson: LinkedInStrategic Rest in Leadership: The NAP Frameworkwebsite Design Ideal Consulting

What does it truly take to build a successful, lasting business in Switzerland? In this episode, we sit down with Henri Martin, a seasoned entrepreneur whose career spans over three decades, to uncover the secrets of the Swiss entrepreneurial spirit. Since starting his first venture in 1989, Henri has navigated the evolution of the business world, becoming a trusted digital transformation co-pilot for major European corporations and, now, a champion for the small and medium-sized enterprises (SMEs) that form the backbone of the Swiss economy. Tune in to learn: The core principles of a human-centered approach to digital transformation and why it's more about people than tools. How the challenges for entrepreneurs have both changed and remained the same over the last 30 years. The unique power of Switzerland's multicultural business environment and how it drives innovation. Why simplicity, focus, and asking "why" are the most powerful tools in a consultant's arsenal. Henri's actionable insights on building sustainable, resilient, and impactful businesses without getting lost in complexity. This conversation is a masterclass in pragmatic business strategy, resilience, and the art of staying focused on what truly matters. Whether you're a business leader, an aspiring founder, or simply curious about the Swiss model for success, this episode is packed with invaluable wisdom. 📍Connect with Henri Martin: Website Henri's LinkedIn profile Transform your work culture. Get weekly, daring and actionable ideas. 👉 Subscribe to the Growth Hacking Culture YouTube Channel or Follow Ivan Palomino on LinkedIn

Is your company trying to solve the employee engagement crisis with surface-level perks and fleeting parties? The latest data suggests this common approach is not only failing but contributing to a colossal economic problem, with an estimated $8.9 trillion in lost productivity globally. Only 23% of the workforce feels truly engaged, while the rest are either coasting or actively disengaged, creating a silent drain on resources, innovation, and morale. The issue isn't a lack of effort; it's a fundamental misunderstanding of what happiness at work truly is. This is not a "soft" HR issue; it's a critical business imperative that directly impacts your bottom line. In this in-depth episode of the Growth Hacking Culture Podcast, we go beyond the corporate buzzwords with Matt Phelan, the co-founder and CEO of The Happiness Index and author of "Freedom to Be Happy." As a leading expert who has dedicated his career to measuring emotional culture and its impact on performance, Matt brings a data-driven, evidence-based perspective to one of the most vital conversations in business today. He helps us untangle the complex web of employee well-being, challenging long-held assumptions and providing a clear, actionable framework for leaders who are serious about building a thriving, high-performance organization. The conversation begins by tackling a critical distinction rooted in neuroscience: the difference between pleasure and happiness. Are your corporate initiatives merely chasing temporary dopamine spikes, leaving the deeper needs of the human brain unmet? Matt explains the ancient Greek concepts of hedonism (the pursuit of pleasure) and eudaimonia (a state of genuine, underlying fulfillment). We explore the "hedonistic treadmill," where the joy from a raise, a bonus, or a new perk quickly fades, leaving employees right back where they started. True, sustainable happiness—the kind that fuels creativity, loyalty, and discretionary effort—is built on an entirely different foundation. So, what is this foundation? Matt reveals that a company cannot make an employee happy. Happiness is an individual choice and state of being. However, a company is absolutely responsible for creating the environmental inputs necessary for happiness to flourish. Like a gardener preparing the soil, a leader's primary role is to cultivate a culture where people can thrive. Based on data from over 190 countries, Matt identifies the universal drivers of workplace happiness: Psychological Safety: This is the bedrock. Without a sense of safety, employees operate from a state of fear. Fear is a vital survival instinct but is toxic to creativity, collaboration, and honest communication. When people feel safe to be themselves, to voice opinions, and to make mistakes without fear of reprisal, they can truly engage and perform at their best. We discuss how traditional, high-pressure interview tactics and management styles often backfire by inducing fear, preventing you from ever seeing the real person. Connection & Relationships: Humans are wired for connection. Surface-level networking and forced team-building events rarely create the deep bonds that matter. The episode delves into how authentic, vulnerable conversations—like the one the host and Matt had upon first meeting—are what forge relationships that last. These strong relationships create a support system that helps employees navigate challenges and fosters a powerful sense of belonging. Freedom & Autonomy: Micromanagement is a soul-crushing practice that signals a deep lack of trust. Granting employees the freedom and autonomy to own their work is one of the most powerful ways to show acknowledgement and respect. This freedom allows individuals to leverage their unique skills and find the most effective ways to achieve their goals, boosting both their engagement and their output. Acknowledgement: It’s not just about saying "thank you." True acknowledgement is about recognizing an individual's effort and...