Work. Shouldnt. Suck.

Construction sits at the intersection of some of today’s most urgent challenges—workforce shortages, climate change, housing insecurity, and culture change. It’s also where solutions are being built, literally and figuratively. In this episode, host Tim Cynova continues the Climate Justice HR series with Mel Baiser and Kate Stephenson, co-founders of HELM Construction Solutions, a people- and planet-forward consulting firm helping construction companies transform their culture, strengthen business resilience, and lead on climate action. They explore: Despite the gravity of the challenges, Mel and Kate also share a deep sense of hope—that by centering connection, humility, and interdependence, we can build not only structures but the systems that sustain us. Highlights: 01:06 02:19 07:30 12:55 16:38 28:09 41:51 51:11 Links & Resources Building Solidarity: Construction Workers, Jobsite Safety, and ICEHELM Resource LibraryHELM Job Board About the Guests ABOUT MEL BAISER | Co-Founder & Director of Vision & Strategy, HELM Mel (they/them) believes in the transformative potential of the construction sector. This industry, which contributes nearly 40% of the carbon emissions wreaking havoc on our planet, is well positioned to become a catalyst for change in the movement for climate justice. Mel is passionate about making that happen. One could say Mel was destined to enter the construction trades. A 7th-generation Vermonter, they come from a long line of builders and homesteaders. After years working as a residential carpenter, project manager, and estimator in both the San Francisco Bay Area and New England, Mel couldn’t ignore the tremendous opportunities for improvement they saw for the industry. With a degree in sociology, decades of organizing experience, and a desire to engage with the building world, Mel co-founded HELM to provide a

Nonprofit teams. City governments. Unionizing workplaces. Pet pics in the team Slack thread. No matter the setting, one thing is certain: conflict is going to show up. But what if conflict isn’t the problem—it’s the way we relate to it that matters? In this episode, Tim Cynova is joined by facilitators, coaches, and organizational practitioners Navida Nuraney and Camille Dumond to explore the Lewis Method of Deep Democracy, a practical and surprisingly playful framework for navigating disagreement, surfacing unspoken truths, and building real relational capacity in teams. We explore what makes Deep Democracy distinct from traditional facilitation approaches, why it matters more than ever in today’s complex workplaces, and how even seemingly small tensions—like whether your team’s Slack channel should be for logistics or life updates—can benefit from the tools and mindset Deep Democracy offers. And in true WSS style, we don’t just talk about the framework—we try it out! Together, Tim, Navida, and Camille take the “Debate Tool” for a spin, exploring the polarity between “Just do the job” and “Bring your whole(ish) self to work.” Spoiler: You might agree with both. Highlights: 03:5505:4710:30 17:07 20:41 23:50 24:34 29:5833:16 37:03 41:00 Links & Resources Lewis Deep DemocracyWaterline Co-opRole Theory Companion: Applying Deep DemocracyInternational Association of Process Oriented PsychologyWork Won’t Love You Back About the Guests ABOUT CAMILLE DUMOND Camille (she/they) is a settler of Indo-Caribbean and French-Irish descent living on unceded territories of the xwməθkwəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish) and səlil̓ilw̓ətaʔɬ (Tsleil-Waututh) peoples. Her practice is as a somatic therapist, conflict and group facilitator. With over 20 years experience facilitating change processes, she brings depth psychology, social movement analysis, and embodied spirituality to organizational change. This allows her to support a sense of center and even playfulness in complex, emergent situations. Camille co-founded the Refugee Livelihood Lab with Nada Elmasry to amplify the impact and transformational influence of racialized leaders with lived experience of forced displacement and migration. She is principal at Dignity Facilitation. ABOUT

In this episode, host Tim Cynova is joined by E. Andrew Taylor—professor, researcher, consultant, board chair, and longtime colleague—to explore the messy, meaningful, and often misunderstood world of nonprofit boards. Together, they take a fresh look at what boards are really for, why bylaws matter more than most people realize, and how values-based governance can meet the challenges of an unpredictable world. Dispelling common myths, Andrew reframes the governing board as a servant leader to the public it represents. The conversation spans recent high-profile governance stories at institutions like OpenAI and the Kennedy Center for the Performing Arts, the importance of stress-testing bylaws, and the unique hurdles boards face in today’s rapidly shifting environment. Spoiler Alert: Instead of seeing risk as threat, this episode invites us to (re)imagine governance as a space for resilience, creativity, and collective leadership. Whether you’re curious about joining your first nonprofit board, navigating one as an executive, or rethinking governance structures in your own organization, this conversation will spark fresh thinking about how boards can evolve to meet the moment. Highlights: 01:11 06:01 07:3617:22 21:13 21:35 22:32 24:57 25:37 29:32 35:45 Related Resources ArtsManaged Field GuideArtsManaged Field Notes“Trump has purged the Kennedy Center’s board, which in turn made him its chair – why does that matter?”“OpenAI and Nonprofit-Money Collaborations”“Facing Trump threat, Corporation for Public Broadcasting amends bylaws to protect directors from removal” Bios ABOUT E. ANDREW TAYLOR Andrew Taylor thinks (a bit too much) about organizational structure, strategy, and management practice in the nonprofit arts. An Associate Professor and Director of Arts Management at American University, he also consults for cultural, educational, and support organizations throughout North America. Andrew is past president of the Association of Arts Administration Educators, board chair for Fractured Atlas, consulting editor...

In this episode of the Work Shouldn’t Suck podcast, host Tim Cynova is joined by Chantel Cohen—licensed therapist, executive coach, and founder of CWC Coaching and Therapy—for a powerful conversation at the intersection of career and mental wellness. Chantel works with entrepreneurs and corporate leaders to help them navigate the messy, magical overlap of identity, leadership, stress, relationships, and purpose. Through coaching and therapy, she supports individuals and teams in showing up more fully—for themselves, for each other, and for the work they believe in. We explore: Whether you’re curious about how to navigate big career shifts, wondering why work feels lonelier than it used to, or looking for ways to lead with more compassion and clarity, this episode offers both practical tools and soulful reminders. 🎧 Listen in for stories, strategies, and truth-telling about the emotional labor of leadership—and the joy and fun that can come from not doing it alone. Highlights Bios ABOUT CHANTEL COHEN Chantel Cohen is a therapist, life coach, and executive communications coach dedicated to helping individuals, couples, and groups in their journeys of self-improvement, career advancement, and relationship enhancement. She specializes in Emotionally Focused Therapy (EFT) for couples and created the Become One Again™ Method to address every aspect of a client’s life, including their mental wellness, their career or business, and their significant relationships both personally and professionally. After earning her undergraduate degree from the University of California, Los Angeles, Chantel worked as a program specialist for individuals with psychiatric and physical challenges. She then moved to New York City, where she earned a Master’s degree and Coaching Certification in Executive Coaching and Counseling from Columbia University. At St. Luke’s Hospital in New York, Chantel focused on counseling young adults facing depression, anxiety, suicidal ideation, and ADHD. In 2011, Chantel founded CWC Coaching & Therapy in Atlanta, Georgia, where she and her team provide mental health services with a business coaching lens. While her clients are from all walks of life, she works extensively with couples in relationship distress, individuals managing anxiety, ADHD, and depression, and those seeking career transitions or professional growth. Her compassionate approach and use of tools like the Myers-Briggs Type Indicator and the DISC help clients gain self-awareness and improve their communication skills. Chantel particularly works with business leaders in individual sessions or larger groups in corporate settings. Her roster of clients includes Google, Coca-Cola, Lenovo, Coursera, Village...

In this episode, we explore what it means to approach hiring as improvisation—especially from the perspective of job seekers navigating ambiguous, pressure-filled, and often inequitable processes. Joining host Tim Cynova are two brilliant minds who live at the intersection of the performing arts and organizational transformation: Courtney Harge, founder of CHarge Advisory Hub and Kate Stadel, General Manager of Arts at YMCA Calgary. Both bring deep experience in theater and arts leadership—and share how their training has shaped how they build teams, lead organizations, and show up in interviews. We explore: Whether you’re hiring, job seeking, or just rethinking the systems we all move through, this episode offers insight, laughter, and plenty of permission to improvise. Highlights: BIOS ABOUT COURTNEY HARGE Courtney is a Midwest-made, Brooklyn-refined, theater maker, facilitator, creative leader, and cultural strategist. She has been working in the service of artists, art-making, and healthy organizations for the last fifteen years. Recently, she was the CEO of OF/BY/FOR ALL, a nonprofit dedicated to improving arts, civic, and cultural institutions through community-centered strategizing. She is the Founder and Producing Artistic Director of Colloquy Collective. Her work on anti-lynching plays was featured on NPR in 2015. She’s also the Lead Consultant for CHarge Advisory Hub, a consulting service offering human-centered, tech-supported solutions for mission-driven organizations. She holds an MPS with Distinction in Arts and Cultural Management from Pratt Institute and a BFA with Honors from the University of Michigan in Theater Performance. Courtney is also an alum of APAP’s Emerging Leaders Institute, artEquity’s Facilitator Training, and Lead for Liberation’s Conscious Executive program. Learn more about her and her work at courtneyharge.com and chargeadvisoryhub.com. ABOUT KATE STADEL Currently the General Manager of Arts for YMCA Calgary, Kate is a dedicated community leader and arts administrator with a wealth of experience spanning 20 years. Her passion lies in leveraging the transformative

Discover the real-world lessons of co-leadership in this two-part conversation with Americans for the Arts’ interim Co-CEOs, Suzy Delvalle and Jamie Bennett. Recorded at the start and end of their nine-month shared leadership journey, host Tim Cynova explores how they divided responsibilities, built trust, navigated challenges, and embraced the benefits of having two leaders at the helm. From the decision to take the roles together, to the cultural shifts and surprises along the way, this episode offers candid insights for executives, boards, and organizations exploring interim leadership, shared power, and values-driven change. We explore: Part One captures Suzy and Jamie’s hopes, plans, and questions as they begin. Part Two—where Tim is joined by podcasting’s favorite co-host Lauren Ruffin—unpacks what worked, what didn’t, and what they wish they’d had time to do. Whether you’re curious about co-leadership, fascinated by interim executive roles, or wondering how to lead in turbulent times, this episode offers an honest, behind-the-scenes look at shared leadership in practice. Listen in and discover: How two leaders, one job, and a finite timeline reshaped an organization’s transition—and their own perspectives on leadership. Highlights: 33:34 Part Two: Reflecting on the Journey BIOS ABOUT SUZY DELVALLE Suzy is a seasoned advisor who has leveraged her expertise to drive strategic growth and stability in arts organizations, most recently through interim leadership roles at A Blade of Grass, Artadia, Socrates Sculpture Park, and United States Artists. With a proven track record of success, she previously led Creative Capital and was one of the architects of Artists Relief, a $25 million initiative that provided emergency support to artists during the COVID-19 pandemic. She was the founding executive director of The Sugar Hill Children’s Museum of Art and Storytelling following tenures at El Museo del Barrio and American Composers Orchestra. ABOUT JAMIE...

In this on-location episode, host Tim Cynova visits Socrates Sculpture Park, a creative haven on along New York City’s East River. Once a landfill, Socrates is now a vibrant public space where artists and community members come together to imagine what’s possible. Co-Directors Katie Dixon and Shaun Leonardo join Tim to reflect on the park’s origins, its role in a rapidly changing neighborhood, and the creative and civic experiments it cultivates every day. Together, they explore what it means to lead an arts organization in uncertain times, how their version of co-leadership works in practice, and why places like Socrates are essential. From the artist-led programming to the practicalities of funding, from personal memories to the future vision for the park, this wide-ranging conversation is a thoughtful reminder of the value of places that are not just made for community, but by and with community. Quotables “[Places like Socrates] are not an extra, or an added-good, or a nice-but-not-necessary. They are absolutely critical to a well-functioning society and to the ability of our neighbors, our fellow New Yorkers, our fellow citizens, to have the space to interact, to practice being human together… and to be able to fail at that sometimes. That requires space, and it requires care, and it requires a kind of attention that is important and necessary, and not to be taken for granted.” —Katie Dixon “Socrates—as an arts institution and a public park—is the most democratic experiment that I've ever come to know because of our responsibility to community. Therefore, all the creative and public programming offerings that we make to our constituencies offers such a myriad of entry points to being here. I want to emphasize this idea of being the experiment is in not only the experience of art, but what art catalyzes in regards to a sense of belonging. Whether you're coming here for kayaking, the gardens, to walk your dog, to be part of some of the sculpture workshops, performances, etc., the art is unfolding whether you're conscious of it or not.” —Shaun Leonardo Highlights: Related Resources: Cultural nonprofits are the unsung stewards of NYC: Why these organizations deserve our support.Socrates Sculpture ParkMark di SuveroChâteau le Woof Bios Katie Dixon, Co-Director, Socrates Sculpture Park With over two decades of experience working at the intersection of the arts, architecture, and urban planning, Katie Dixon has created cross-sector partnerships and new artist-led programming for a broad range of arts, culture and civic organizations. Her work is based in collaborative research and centers consensus-building and cooperation among many different publics, institutions, government agencies and funders. From 2014 to 2021, as the CEO of Powerhouse Arts, Dixon established the vision for a new artist-led institution and led the...

In this episode of Work Shouldn’t Suck, host Tim Cynova connects with the ever-awesome Shannon Litzenberger to explore the intersections of democracy, creative practice, and collective thriving. Together, they dive into how artistic methodologies can expand leadership frameworks and help shape more caring, equitable communities. In this episode: Fresh from the national tour of her production World After Dark and moments away from presenting at a social theory, politics, and the arts conference in Spain, Shannon shares insights on how creative practice can serve as a catalyst for personal and societal transformation. They discuss the power of mutual care, the significance of sensory attunement, and the need to reimagine default patterns in both the workplace and society. This episode also touches on the enduring influence of Shannon’s friendship and collaboration with the late Diane Ragsdale, their shared exploration of aesthetics and embodiment, and their co-authored chapter in Democracy as Creative Practice. Plus, hear how Shannon is bringing her artistic ethos into unexpected spaces—like reimagining an academic panel as an improvisational score. Tune in for a conversation packed with practical wisdom, unexpected insights, and a reminder that thriving workplaces and thriving communities are built on mutual care, relational leadership, and a willingness to embrace the unfamiliar. Quotables “This is where I find a lot of fertile ground for transformation, and why I feel it's so important for creative practice methodologies to gain purchase in this conversation around change, because they're practice-based, and practice is how we change habits. We can have lots of fruitful conversations that evoke ways of knowing that we understand, but to actually become something different than what we've already been conditioned to be requires practice, not just a kind of conceptual knowing.” – Shannon Litzenberger “ Practice is the pathway to change. If you want to be able to expand your repertoire of being and doing, you have to practice things that are unfamiliar.” – Shannon Litzenberger “Identity is a very powerful organizing construct in society. The pandemic especially I think really highlighted identity significantly as an organizing structure, as a way of revealing structural harms and inequities. It also started to deepen the way that we are relating in these identity-based affinity groups, and in a sense, this is a challenge when it comes to developing practices that are supportive of a pluralistic democracy. Because, in a pluralistic democracy, we need to develop an ability to be together in ways that are not so strictly codified that we are all twisting ourselves in a knot to try to belong, that actually we need to be able to embrace differences within a dynamic whole in order to work well and co-create well together.” – Shannon Litzenberger Highlights: Related Resources: Shannon's Substack

In this episode of the Work Shouldn’t Suck podcast, host Tim Cynova begins an exploration into the crucial intersection of Human Resources (HR) and climate emergencies. Recorded amidst recent natural disasters, the discussion explores how workplaces can prepare for and respond to climate-related challenges, underscoring the importance of planning for the unexpected, building resilient systems, and supporting employee well-being in the midst of these emergencies. Joining the conversation are Jenna Ringelheim and Jillian Wright, bringing their insights on meaningful HR and organizational design practices rooted in equity, anti-racism, and compassion. They emphasize the importance of proactive planning, values-based workplace design, and the integration of equity, empathy, and integrity in HR practices. This spirited discussion highlights the evolving nature of workplace challenges posed by climate change and the need for resilient, people-centered organizational frameworks. Highlights: Resources Mentioned in Episode: Scarcity and the Non-Profit People ParadoxClimate Emotions WheelPhases of Disaster ResponseWhat is Climate Justicethe Six Pillars of Climate JusticeWhat Is a Disaster Management Cycle?What is Disaster Leadership? BIOS JENNA RINGELHEIM (she/her) is a skilled facilitator, coach, and HR practitioner that is passionate about igniting liberatory leadership practices within workplaces. She has a keen interest in program and curriculum design, supporting equity-centered people and culture efforts, network weaving and building communities of practice. Jenna is happiest when she is co-creating systems and structures that allow for greater agency, transparency, and shared learning. In her previous work as nonprofit executive, Jenna catalyzed a network of over 2,000 environmental and social change leaders as the Deputy Director of the Environmental Leadership Program. She also served as the Executive Director of Wild Gift, a wilderness-based leadership development program and...

In this episode of Work Shouldn’t Suck, host Tim Cynova is rejoined by co-host Lauren Ruffin and special guest Adam Huttler, the founder of Fractured Atlas and current head of product and technology at MonkeyPod, another company he founded. Together, they dive into the nuances of starting and scaling organizations, drawing from their shared experiences at Fractured Atlas and beyond. The conversation explores the intricacies of startups and scaling, including the critical transition points, calibrating risk between staff and boards, the importance of intellectual honesty, and the role slack plays in supporting a culture of learning. Key Highlights: BIOS ADAM HUTTLER is the founder and head of product of MonkeyPod, an all-in-one software platform for nonprofit organizations that supports accounting, donor management, fundraising, collaboration, and more. A serial entrepreneur at the intersection of technology, culture, and social justice, his career emphasizes developing innovative business models and revenue strategies for mission-driven companies, in both the for-profit and non-profit sectors. In 1997, Adam founded Fractured Atlas, a non-profit technology company that helps artists with the business aspects of their work. During Adam's twenty years as CEO, the organization grew from a one-man-band housed in an East Harlem studio apartment to a broad-based service organization with an annual budget of $25 million. When he left in 2017, Fractured Atlas's services had grown to reach over 1.5 million artists across North America and distributed over $250 million to support their work. From 2003-2013, Adam also ran Gemini SBS, a software development firm serving the nonprofit and public sectors. Before being acquired by Fractured Atlas in 2013, Gemini worked with clients such as the US Department of Education, New York University, and the University of North Carolina, among many others. In 2017, Adam left Fractured Atlas to launch Exponential Creativity Ventures, a boutique venture capital fund backing early-stage technology companies that support human creative capacity. ECV was fully deployed as of late 2019, but Adam continues to support and advise ECV's 18 portfolio companies. In 2019, a personal side project became a bona fide startup when Adam publicly launched MonkeyPod. Adam has a B.A. in theater from Sarah Lawrence College, an M.B.A. from New York University, and is a self-taught software developer. In 2011, he was recruited for the inaugural class of National Arts Strategies' Chief Executive Program. He is also an alumnus of Singularity University's Executive Program and the University of California at Berkeley's Venture Capital Executive Program. Adam was named to Crain's New York Business's 2016 "40 Under Forty" class and was listed by Barry's Blog as one of the "Top 50 Most Powerful and Influential Leaders in Nonprofit Arts" for five consecutive years. LAUREN RUFFIN (she/her) is the Director and Lead Strategist of Art & Culture at Michigan Central. An expert in responsible innovation, her work centers on defining and implementing best practices for organizations reshaping the world through technology to ensure

In this episode, host Tim Cynova dives back into the world of shared and distributed leadership with three leaders of Bridge Live Arts, a Bay Area-based nonprofit dedicated to equity-driven live art. He's joined by Cherie Hill, Hope Mohr, and Rebecca Fitton as they unpack the unique journey of implementing a distributed leadership model at BLA as it transitioned from Hope Mohr Dance. The team shares the origins of the distributed leadership model, how their particular model works, how engaging with community informs and evolves the model, some of their “ahas” and lessons learned along the way, and where to from here. Episode Highlights Related Resources Dancing Distributed LeadershipShifting Cultural Power: Case Studies and Questions in PerformanceArtists On Creative Administration: A Workbook from the National Center for Choreography GUEST BIOS Cherie Hill (she/her) is a curator, co-director, and the Director of Arts Leadership at Bridge Live Arts (B.L.A.). She has co-curated Power Shift: Improvisation, Activism, & Community; Anti-Racism in Dance; Money in the Arts; and Transforming the Arts: Shared Leadership in Action series. In 2023, she curated Liberating Bodies: dialogue and movement workshops with Black Diaspora dance artists. She co-presents on distributed leadership, advocates for equity and inclusion, and is a choreographer, dance educator, and Assistant Professor in Dance Studies at CSU San Marcos. Cherie collaborated with B.L.A. former co-directors Hope Mohr and Karla Quintero to lead HMD/the Bridge Project, an organization with a hierarchical model to Bridge Live Arts, a model based on Distributed Leadership. Cherie is a researcher and has published articles in Gender Forum, the Sacred Dance Guild Journal, Dance Education in Practice, Stance On Dance, In Dance, and most recently co-authored "Embodying Equity-Driven Change: A Journey from Hierarchy to Shared Leadership" for Artists on Creative Administration: A Workbook from the National Center for Choreography. Cherie presents at national and international conferences and has held multiple residencies, including choreographic residencies with Footloose Productions, Milk Bar Richmond, the David Brower Center, and CounterPulse’s Performing Diaspora. She holds a BA degree in Dance and Performance Studies and African American Studies and an MFA in Dance, Performance, and Choreography with graduate certificates in Women and Gender Studies and Somatics. Cherie is a mother of two incredible sons and lives in Luiseño-speaking Payomkawichum homeland/Temecula Valley, CA, with her life-long partner. Hope Mohr (she/her) is a multidisciplinary artist and arts advocate. She has woven art and activism for decades as a choreographer, curator, and writer. After a...

If you’ve ever wondered about the ins-and-outs of executive coaches – how does it work, how do you find one; I’m not an “executive,” is it still for me? – this is an episode for you! Host Tim Cynova is in conversation with Farah Bala, a certified executive coach and founder of Farsight, an agency dedicated to leadership and organizational development with a focus on equity, diversity, inclusion, and anti-oppression practices. Their conversation covers a lot of ground, from the philosophical to the practice, with some highlights from the discussion below. Episode Highlights Mentioned on the podcast: Farsight Friday EP26: Coaching for Inclusion FARAH BALA is a Leadership EDIA (Equity, Diversity, Inclusion, Anti-Oppression) Executive Coach, Consultant and Speaker. As Founder & CEO of FARSIGHT, Farah's mission is to support organizations and leaders redefine the concept of leadership by making Equity, Diversity, Inclusion, Anti-Oppression a core leadership competency. Her clients include executives in the C-suite, creatives and entrepreneurs, and organizations across wide-ranging sectors and industries. She is also a faculty coach at multiple learning and development institutions. Farah believes equity and inclusion are the foundational pillars for effective leadership and communication. Farah’s speaking engagements include Yale University, Ford Foundation, Voice America, NY Travel Festival, Travel Unity, Adirondack Diversity Initiative, Asian American Arts Alliance, among others. She is a sought after speaker at national conferences, most recently at SHPE and SASE. Farah is also the creator and host of FARSIGHT FRIDAY, a video podcast started in 2020 in response to the heightened racism and divisiveness of marginalized communities. communities. She is a recipient of the Diversity Award by the World Zoroastrian Organization, recognized for her work in raising awareness towards gender, culture, racial equity and inclusion globally. Farah holds an MFA in Theater from Sarah Lawrence College, and is a graduate of the Institute of Professional Excellence in Coaching (iPEC) Program. She is a Professional Certified Executive Coach (PCC) with the International Coach Federation, and is certified in the Energy Leadership Index (ELI), EQ-i 2.0 and EQ 360 assessments, and Character Strengths Intervention. She is featured in Umbrage Edition’s national award-winning book Green Card Stories as one of 50 profiles of recent immigrants from around the world. Having worked as a performing artist and producer for over two decades, Farah has used the tools of the theater in arts education developing social-emotional learning in NYC public schools and...

In this episode, host Tim Cynova interviews Ann Le and Meg Buzzi, authors of the book "The In-Between: A Companion for Uncertain Times." The discussion brings in many of the challenges of work in the current chaotic and uncertain landscape, and offers insights on how individuals, teams, and organizations can stay engaged and motivated. At the heart of the discussion, Ann and Meg invite listeners to rethink their relationship with work and explore new possibilities. Episode Highlights: Explore the authors’ website. Buy their book. Ann Le is thinker, leader, and finance/operations pro, working on building strong, sustainable, anti-racist systems and organizations. She's leaning into how we can leverage new technologies, finance and community to combat racial and economic injustice. Ann spent a decade as a VP in investment banking, then spent 5 years at a major film studio. After her MBA, Ann has worked and held leadership roles with over 50+ organizations from large corporations to start-ups, non-profit, government, and has served on numerous boards. She's also written a great, but not best-selling cookbook, and produced an award-winning Sundance independent film. She graduated from UC Berkeley with a degree in Economics, with a focus on history and labor, and has an MBA from the UCLA Anderson School of Business. Ann will ask you if any of this matters as we move out of the In-Between, and we enter a new paradigm of work and community: there's a new way to see and value ourselves. Ann has been described as a great teammate, a caring, intuitive human with a strong Slack game who also writes the "opposite of boring" emails. Meg Buzzi is a change artist helping to build imaginative solutions to systemic challenges, especially at work. She is a PCC-certified coach, writer, and co-founder of the Present of Work (presentofwork.com) consulting group and the Starter Cultures (startercultures.us) change community. She helps teams and leaders level-up and reconnect to what truly matters to them. A former Chief Information Officer, Meg has led multi-million-dollar change efforts in K-12, higher education, government, and tech. But her most valuable learning is about building community and practicing trust when we are faced with complexity and challenge. Meg is a graduate of the Iowa Writers' Workshop, an Art of Hosting facilitator and a contributor to the books Fieldworking (Bedford St. Martin's), The Rhetoric of Inquiry (Macmillan), and Narrative Generation. Send her a note at meg@presentofwork.com.

In this episode, Tim Cynova is in conversation with Tammy Dowley-Blackman, an entrepreneur with 20+ years of experience in leadership and organizational development. A differentiator for Tammy in this work comes in that she’s sat in many of the proverbial seats at the table: serving as a CEO and key decision-maker, a board member, a sought-after consultant, a leadership development content creator, and a key partner to corporations, government entities, nonprofits, and philanthropic institutions. Episode Highlights: Stay tuned for upcoming episodes on executive coaches who center equity and inclusion in their practice, and the authors of "The In-Between: A Companion Book For Uncertain Times.” Plus, catch season two of "White Men and the Journey Towards Anti-Racism" as well as an episode on values-based collective bargaining processes. TAMMY DOWLEY-BLACKMAN (she/her) collaborates with the corporate, government, nonprofit, and philanthropic sectors to build an intergenerational pipeline of leaders equipped to deliver solutions for today’s complex global workplace. She is a graduate of Oberlin College and Harvard University is an author, entrepreneur, leadership expert, nonprofit executive, philanthropic leader and professor. She is the CEO of Tammy Dowley-Blackman Group, LLC, a certified National Supplier Development Council Minority Business Enterprise (MBE), Small Business Administration (SBA) Woman Owned Small Business (WOSB), and Women’s Business Enterprise Network Council (WBENC) woman-owned company, as well as a graduate of the C200 Champion Program and Goldman Sachs 10,000 Small Businesses Program. The company is comprised of a suite of brands, including TDB Group Strategic Advisory, a management consulting firm specializing in organizational and leadership development for the corporate, government, nonprofit, and philanthropic sectors; Looking Forward Lab, a media content company focused on Gen Z, which partners with corporations and higher education systems to offer a full-service learning engagement model that delivers workforce development solutions; and Cooper + Lowe, a company that serves as an incubator offering full back-office management support for women interested in transitioning to entrepreneurship and thought leadership. Each of the companies has a long legacy of embedding diversity, equity, inclusion, accessibility, and belonging (DEIAB) in its values, collaborations, and outcomes. In addition, Tammy recently completed her six-year term as the president of the TSNE Board of Directors, where she helped lead the $64 million-dollar organization through unprecedented leadership and business model strategic alignment and planning. She also provides leadership as a Board Director for the Proteus Fund and as an Advisory Board member for the Isabella Stewart Gardner Museum and the University of North Carolina School of Law Director Diversity Initiative. Find Tammy online at tammydb.com. TIM CYNOVA, SPHR (he/him) is the Principal of Work. Shouldn’t. Suck., an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a...

In this episode, Tim Cynova and Katrina Donald delve into the complex world of wage transparency and equitable compensation, and explore how organizations can navigate these challenges to create fair and inclusive workplaces. They explore the need for organizations to list salaries for roles, both internally and externally, as well as the implications wage transparency laws are having across the U.S. The conversation delves into the challenges faced by organizations in creating consistency and fairness in their compensation approaches, particularly when considering factors like internal versus external experience and equity. Tim and Katrina also emphasize the significance of engaging in open and honest conversations about compensation within organizations and the benefits of adopting a holistic approach to compensation. Episode Highlights: Stay tuned for upcoming episodes on executive coaches who center equity and inclusion in their practice, the authors of "The In-Between: A Companion Book For Uncertain Times," and Gen Z in the workplace. Plus, catch season two of "White Men and the Journey Towards Anti-Racism" as well as an episode on values-based collective bargaining processes.

This week, the world lost an amazing light of a human: Diane Ragsdale. This episode is a previously lost and unreleased conversation that host Tim Cynova recorded with Diane at the Banff Centre in February 2020, a few weeks before the world shut down for the global pandemic... and they promptly forgot they even recorded this conversation together. Originally intended to be titled, "Investing in Personal and Professional Growth," the conversation explores Diane's thoughts on the role of the arts and artists in society, the role arts management and leadership programs can and should play, and how we can craft our own learning and development plan. It also includes a few clips they thought would eventually be left on the cutting room floor. Sending love and strength to Diane's family and friends, students and colleagues who are located all over the world. GUEST BIO: DIANE RAGSDALE is Director of the MA in Creative Leadership, an online master’s program that welcomed its first cohort in summer 2022 and for which she additionally has an appointment as Faculty and Scholar. After 15 years working years working within and leading cultural institutions and another several years working in philanthropy at The Andrew W. Mellon Foundation in NYC, she made the shift to academia and along the way became a widely read blogger, frequent speaker and panelist, published author, lecturer, scholar, and advisor to a range of nonprofit institutions, government agencies, and foundations on a wide range of arts and culture topics. Diane joins MCAD from both Banff Centre for Arts & Creativity, where she served as Faculty and Director of the Cultural Leadership Program, and Yale University where she is adjunct faculty and leads an annual four-week workshop on Aesthetic Values in a Changed Cultural Context. She was previously an assistant professor and program director at The New School in New York, where she successfully built an MA in Arts Management and Entrepreneurship in the School of Performing Arts and launched a new graduate minor in Creative Community Development in collaboration with Parsons School of Design and the Milano School of Policy, Management and Environment. Diane is a doctoral candidate at Erasmus University Rotterdam where she was a lecturer in the Cultural Economics MA program from 2011–15. She continues to work on her dissertation as time permits. Her essay “Post-Show” was recently published in the Routledge Companion to Audiences and the Performing Arts (2022); and a teaching case that she developed from her doctoral research on the relationship between the commercial and nonprofit theater in America–currently titled “Margo Jones: bridging divides to craft a new hybrid logic for theater in the US”–will be published in the forthcoming Edward Elgar handbook, Case Studies in Arts Entrepreneurship. Diane holds an MFA in Acting & Directing from University of Missouri-Kansas City and a BS in Psychology and BFA in Theater from Tulane University. She was part of Stanford University’s inaugural Executive Program for Nonprofit Arts Leaders, produced in partnership with National Arts Strategies. She holds a certificate in Mediation and Creative Conflict Resolution from the Center for Understanding in Conflict. HOST: TIM CYNOVA (he/him) is the CEO of Work Shouldn’t Suck, an HR and org design firm helping organizations dust off their People policies, practices, and offerings to co-create workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and serves on the faculty of Minneapolis College of Art & Design, the Hollyhock Leadership Institute (Cortes Island, Canada), and The New School (New York City) teaching courses in Strategic HR, Co-Creating Inclusive Workplaces, and...

Why and how do you decolonize an organization's bylaws? In this episode, host Tim Cynova connects with three leaders from the U.S.-based nonprofit Dance/USA about their recent and ongoing work to decolonize their organization. Joining the discussion are Kellee Edusei, Executive Director of Dance/USA, and Holly Bass and Jim Leija, two members of the Board of Directors who co-lead the process to decolonize their organizational bylaws. We discussed the what, why, and how of the process Dance/USA engaged in over the past couple of years. Visit Dance/USA online. EPISODE HIGHLIGHTS: The importance of decolonizing organizational structures:The significance of continuous reflection and learning:Core values as guiding principles:Collective responsibility in creating change: GUEST BIOS: HOLLY BASS is a multidisciplinary performance and visual artist, writer, and director. Her work explores the unspoken and invisible social codes surrounding gender, class, and race. She was a 2020–2022 Live Feed Resident Artist at New York Live Arts and a 2021–22 Smithsonian Artist Research Fellow. She is the recipient of Dance/USA's Engaging Dance Audiences grant and part of their inaugural class of Dance/USA Fellowships for Artists. She studied modern dance (under Viola Farber) and creative writing at Sarah Lawrence College before earning her Master’s degree from Columbia University’s Graduate School of Journalism. Her work has been presented at spaces such as the National Portrait Gallery, the Seattle Art Museum, Art Basel Miami Beach (Project Miami Fair), and the 2022 Venice Biennale as part of Simone Leigh's Loophole of Retreat. Her visual artwork includes photography, installation, video, and performance. A Cave Canem Fellow, she has published poems in numerous journals and anthologies. She is currently the National Director for Turnaround Arts at the Kennedy Center, a program which uses the arts strategically to transform public schools facing severe inequities. KELLEE EDUSEI (she/her) is the first BIPOC Executive Director of Dance/USA, a forty-one year old, historically and predominately white led organization. After over a decade of serving in multiple capacities (first as the Office Manager and soon after as the Board Liaison and Director of Member Services), Edusei currently has the privilege of sitting at the helm of Dance/USA during this moment of change. Edusei embodies an ethos of “being in humble service to the dance ecosystem.” Through her leadership, she is committed to cultivating a practice of bringing to life the organization’s stated core values of Creativity, Connectivity, Equity and Integrity. Under her leadership, Edusei is leading Dance/USA in building an environment that...

How do we support leaders in the cultural sector? In this episode, host Tim Cynova has a fun and fascinating conversation with Gail Crider (President & CEO) and Kristina Newman-Scott (Board Chair) of National Arts Strategies (NAS), an organization dedicated to building and supporting a community of arts and culture leaders who drive inspiring change for the future. We dive into the transformative work they've been doing to create more inclusive and innovative spaces and approaches within the sector through their programs and offerings. Episode Highlights: GAIL CRIDER is the granddaughter of Bob and Carrie, farmers who figured things out as they went and nurtured both plants and neighbors; she is the daughter of Carolyn, an educator who built spaces for people of all ages to understand and learn tools to turn learning disabilities into different abilities; she is the sister of Catherine, a psychiatrist who is as dedicated to truth finding as she is to planet nurturing; she is mother to Alex, a recent graduate who plans to run for public office, dismantle harmful and oppressive systems, and link arms with others to heal the world. Gail is part of a collaborative management team of creative and resourceful individuals at NAS who sit inside a larger and greatly gifted staff and board of agitators and change agents. She facilitates strategy, program design and partnerships, and values alignment. Gail was instrumental in the organization’s transition from the National Arts Stabilization Fund to National Arts Strategies and providing the range of services offered today that support a diverse community of leaders driving inspiring change for the future. Over the course of her career, Gail has been an entrepreneur, worked with a variety of nonprofit organizations and spent a decade in public and private philanthropy. Prior to NAS, she was as a program officer for a foundation where she worked on inner-city redevelopment and community building in Washington, D.C. Gail has also worked for the Arizona Commission on the Arts, Arena Stage, Shakespeare Theatre, the National Endowment for the Arts, and Key Bank. She co-chaired the Community Development Support Collaborative in Washington, D.C., and has served as a senior fellow for the Center for High Impact Philanthropy at the University of Pennsylvania, on the audit committee for the National Assembly of State Arts Agencies and on grant panels for the Corporation for National Service (AmeriCorps), the National Endowment for the Arts and the Department of Treasury, CDFI Fund. She holds a B.S. in theater from Lewis and Clark College and continues to learn formally and informally through her work at NAS, including continuing education at Stanford University, Harvard Business School, and University of Michigan – Ross School of Business. She is an ICF trained leadership coach. KRISTINA NEWMAN-SCOTT is an award-winning, purpose-driven leader with over 20 years of experience in contemporary visual and

In this episode, we explore unlimited paid time off policies: what they are, what they aren't, and items to consider when implementing this type of approach to PTO. Katrina Donald takes over hosting duties and turns the interviewee's microphone unusually in Tim Cynova's direction as they discuss Paid Time Off and his experience transitioning an organization to an Unlimited Paid vacation day policy. Katrina Donald based in Treaty 7 Territory, Katrina (she/her) is the principal consultant at ever-so-curious. She believes that listening and sensemaking practices bring us into community, reveal pathways forward, encourage and embolden us, and allow for greater impact. Her approach is relational and developmental; she works in partnership with people and organizations to co-design inclusive, collaborative and continuously emerging evaluation and HR strategies. She holds a Bachelor of Arts degree from the University of Manitoba and a Masters Certificate in Organization Development and Change from the Canadian Organization Development Institute (CODI) and the Schulich Executive and Education Centre (SEEC) at York University. She is a mother, wife, daughter, sister, systems thinker, developmental evaluator, program designer, and a Registered Professional Recruiter (RPR). She’s committed to showing up for her own ongoing learning and to building workplaces that are actively anti-racist, praxis-centered and humble as they work through the prickly bramble of change. Learn more on LinkedIn. Tim Cynova, SPHR (he/him) is the Principal of Work. Shouldn’t. Suck., an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design, and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest association of independent artists in the U.S., where he served in both the Chief Operating Officer and Co-CEO roles (part of a four-person, shared, non-hierarchical leadership team), and was deeply involved in its work to become an anti-racist, anti-oppressive organization since they made that commitment in 2013. Earlier in his career, Tim was the Executive Director of The Parsons Dance Company and of High 5 Tickets to the Arts in New York City, had a memorable stint with the Cincinnati Symphony Orchestra, was a one-time classical trombonist, musicologist, and for five years in his youth he delivered newspapers for the Evansville, Indiana Courier-Press. Learn more on LinkedIn.

In this episode, podcast co-hosts Tim Cynova and Lauren Ruffin discuss recent pay transparency law changes that require companies to disclose pay ranges, as well as the laws’ potential to shift power and information sharing in workplaces. They explore the importance of clearly defining job requirements and the benefits of fixed-tier compensation to ensure equal – if not entirely *equitable* – pay. Lauren addresses the issues of location-based pay adjustments and speculates that increased transparency may lead to more organizations unionizing. Tim highlights the ongoing reevaluation of work's value and the need for businesses to adapt to Long COVID by creating more inclusive and equitable environments. They end the episode with a cliffhanger and agree to revisit this topic as the laws’ effects become clearer. Lauren Ruffin (she/her) is a thinker, designer, & leader interested in building strong, sustainable, anti-racist systems & organizations. She's into exploring how we can leverage new technologies to combat racial and economic injustice. She frequently participates in conversations on circular economies, social impact financing, solidarity movements, and innovative, non-extractive financing mechanisms. Lauren is an Associate Professor of Worldbuilding and Visualizing Futures at Arizona State University and a co-founder of CRUX, an immersive storytelling cooperative that collaborates with Black artists as they create content in virtual reality and augmented reality (XR). Lauren was co-CEO of Fractured Atlas, the largest association of independent artists in the United States. In 2017, she started Artist Campaign School, a new educational program that has trained 74 artists to run for political office to date. Lauren has served on the governing boards of Black Innovation Alliance, Black Girls Code, and Main Street Phoenix Cooperative, and on the advisory boards of ArtUp and Black Girl Ventures. She graduated from Mount Holyoke College with a degree in Political Science and obtained a J.D. from the Howard University School of Law. Learn more on LinkedIn. Tim Cynova (he/him) is the Principal of Work Shouldn’t Suck, an HR and org design consultancy helping to reimagine workplaces where everyone can thrive. He is a certified Senior Professional in Human Resources (SPHR) and a trained mediator, and has served on the faculty of Minneapolis College of Art & Design, the Banff Centre for Arts & Creativity (Banff, Canada) and The New School (New York City) teaching courses in People-Centric Organizational Design, and Strategic HR. In 2021, he concluded a 12-year tenure leading Fractured Atlas, a $30M, entirely virtual non-profit technology company and the largest association of independent artists in the U.S., where he served in both the Chief Operating Officer and Co-CEO roles (part of a four-person, shared, non-hierarchical leadership team), and was deeply involved in its work to become an anti-racist,...