FROG TALK

Trust, Tension, and Teams That Thrive

How do you build a high-performing team—without burning people out?
In this episode of Frog Talk, Nader Safinya sits down with Sean Barnes to talk through the mindset shifts leaders need to make if they want their teams to evolve, adapt, and actually trust each other. From the patterns that show up in dysfunctional cultures to the importance of psychological safety, Sean brings a blend of executive experience and coaching clarity to the conversation.
You’ll hear why accountability without empathy fails, how great leaders create space for honest feedback, and why self-reflection is the trait that separates good teams from great ones.
If you lead a team, are part of one, or want to be the kind of leader others actually want to follow—this conversation will land.
Episode Guest Details:  Sean BarnesA keynote speaker and executive coach with an extensive background in technology and operations. Sean brings a fascinating perspective, having experienced the journey from technical roles to executive leadership before transitioning to help other leaders find their path to meaningful impact.
Key Takeaways:  High-performing teams are built through clarity, safety, and strengths—not pressure.Great leaders embrace tension as a signal, not a threat.Teams evolve in phases—and effective leadership adapts with them.Psychological safety isn’t a nice-to-have; it’s a growth multiplier.Leaders need to master both feedback and self-awareness to build trust.When performance is down, trust and clarity are usually the first places to look.
Chapter Markers:  00:00 – Intro02:12 – Sean’s early career and leadership turning points07:40 – Understanding team dynamics through the Tuckman model13:55 – Building psychological safety on real teams20:11 – The limits of motivation without trust25:08 – Self-awareness and personal growth as a leadership tool30:14 – Creating feedback loops that actually work35:47 – Coaching leaders through resistance and change41:22 – Sean on building culture inside growth45:50 – Final 8 quick-fire leadership questions52:00 – Closing reflections
Keywords  Sean Barnes, leadership coaching, psychological safety, team performance, feedback culture, emotional intelligence, executive coaching, The Way of the Wolf, high-performing teams, leadership development, team trust, organizational culture, values-based leadership, Nader Safinya, Frog Talk podcast, Blackribbit.

The Risk to Live Fully

What do you do when life hands you six months to live—not once, but three times?
In this episode, Tom LeNoble joins Frog Talk to talk about what it really means to lead with clarity, serve with humility, and live with intent. From the early days at Facebook (back when there were just 40 employees) to his current role leading the Academy for Coaching Excellence, Tom’s story is one of constant reinvention.
We dig into:• Why coaching is misunderstood—and why it matters more than ever
• The power of removing the “hay” in your life to find your “needle”
• What most leaders get wrong about mentorship and influence
• Why Gen Z isn’t lazy—they’re just trying to find their way, like everyone elseAnd what happened when he looked into the eyes of a server and saw a pilot
Key Takeaways:1. Coaching is about being, not fixing. Tom’s ontological approach to coaching focuses on how leaders are being—not what they’re doing wrong.
2. Purpose takes clarity, not just passion. Through his "haystack method," Tom helps people remove the noise to find what’s been buried under assumptions, expectations, and fear.
3. Leadership shows up in micro-moments. Whether coaching an executive or encouraging a server to step into his full potential, Tom sees leadership as a moment-to-moment responsibility.
4. You don’t need a title to be a leader. Tom’s influence on his team at Facebook—many of whom are now VPs and founders—came from presence, mentorship, and being someone worth learning from.
5. Resilience is a muscle. After being told multiple times he wouldn’t survive, Tom built a life and career defined by risk, recovery, and serving others more deeply than ever.
Guest Details:Tom LeNoble is the CEO of the Academy for Coaching Excellence and a leadership coach with a career that spans Facebook, Palm, Walmart, and beyond. He’s worked across operations, HR, and customer service—bringing depth to every team he's touched. He’s a resilience coach at the Miller Center for Social Entrepreneurship and the host of the Opening Pathways podcast. His coaching approach, shaped by surviving multiple life-threatening diagnoses, cuts through the noise and helps leaders find clarity, purpose, and their own voice. Philanthropy is at the core of his work, particularly in support of first-generation students, underserved communities, and the arts.
Chapter Markers:00:00 – Opening banter: Midwestern geysers and mispronunciations01:58 – Intro to Tom LeNoble: From Palm to Facebook to philanthropy03:00 – Growing up with love, not much else05:30 – From ICU manager to bartending to tech08:00 – Climbing the corporate ladder at MCI09:30 – Why serving first-gen students fuels Tom’s purpose11:30 – Joining Facebook when nobody knew what it was13:30 – Culture shock: graffiti, no phones, and building trust15:45 – Building a team, mentoring early talent19:20 – The Facebook reunion: “The kids turned out alright”21:30 – Becoming a coach while being told he had 6 months to live24:30 – The coaching method rooted in ontology27:00 – What the Academy for Coaching Excellence teaches29:30 – Why coaching went global—and how it’s now more accessible than ever33:00 – “Inspirator”: what Tom calls his life’s work35:30 – The party metaphor: we all want the same things42:00 – Helping people find clarity when they feel stuck45:00 – Two coaching stories that changed lives47:00 – Why most leaders avoid performance conversations49:00 – The power of performing arts in team building50:00 – “Would it be okay if life got easier?”
Keywords:Tom LeNoble, Nader Safinya, Frog Talk podcast, Academy for Coaching Excellence, coaching leadership, ontological coaching, Facebook early days, coaching vs therapy, Gen Z leadership, resilience coaching, philanthropic leadership, personal development, first generation college students, startup culture, performance coaching, nonprofit leadership, growth mindset, coaching certification, emotional intelligence in leadership, team dynamics coaching, work culture development, leadership podcast, culture branding, coaching programs online, hybrid coaching methods, coaching mindset

How Culture Actually Works with Ben Ortlip

Episode Description:
What actually makes a company culture work?
It’s not your values poster. It’s not a ping pong table. And it’s definitely not a one-time training.
In this episode of Frog Talk, I sit down with Ben Ortlip—creator of The Culture MRI®—to unpack what most leaders miss when trying to “fix” their culture. We talk about measurable behaviors, unseen narratives, and why alignment isn’t about sameness, it’s about clarity.
 
Ben’s experience spans three decades and includes working with culture-defining companies like Chick-fil-A, UPS, Delta, and Salesforce. But what stands out most is his commitment to compassionate, actionable frameworks that actually help people show up differently.
 
If you lead a team, run a company, or care about the environment your people walk into every day, this episode is for you.
 
We get into:
How great leaders actually use culture as a performance tool
Why “values” often create more confusion than clarity
What you should be measuring (and what to ignore)
Why culture is a daily decision, not a department
Let’s get into it.
 
Episode Guest Details:
Ben Ortlip is the author of Culture Is the New Leadership and the creator of The Culture MRI®—a framework used by organizations like UPS, Chick-fil-A, Salesforce, and Delta to measure and repair the cultural cracks that leaders often miss. With three decades of insight, Ben brings both precision and heart to one of the most misunderstood dynamics in business: how culture actually works.
 
Key Takeaways
Culture can be measured. Using tools like The Culture MRI®, leaders can identify specific misalignments that impact performance—long before they become visible problems.
Values don’t work if they aren’t interpreted. Posting values isn’t enough. You need shared definitions and behaviors tied to those values—or they’ll create more confusion than clarity.
Alignment doesn’t require agreement. Culture gets stronger when people are clear on the goal—even if their methods or perspectives differ.
Culture drives outcomes. Every leadership decision either strengthens or weakens the behavioral norms that drive performance.
There’s no finish line. Culture is built or broken in daily interactions, not quarterly offsites.
 
Chapter Markers:
00:00 – Intro
02:10 – What The Culture MRI® really measures
06:45 – Culture is not vibe
11:12 – Why most values fail in practice
14:55 – The difference between culture and community
19:30 – How culture drives performance
24:08 – What “alignment” actually looks like
28:22 – The three invisible forces shaping every team
35:15 – Helping leaders recognize their own impact
40:01 – Can culture scale with growth?
44:10 – Where most companies go wrong
48:20 – The simple question that changes everything
53:05 – Final thoughts from Ben
 
Keywords
culture measurement, company culture, workplace culture, organizational behavior, Culture MRI, Ben Ortlip, Nader Safinya, Frog Talk podcast, how to build company culture, leadership strategy, leadership and culture, measuring culture, employee alignment, culture in business, workplace values, company values, organizational culture strategy, culture vs community, performance-driven culture, Chick-fil-A culture, Salesforce leadership, UPS values, Delta Airlines culture, Blackribbit, culture podcast, leadership podcast, how to create a healthy workplace

Culture Fails Quietly

Most companies don’t fail because of bad strategy—they fail because they ignore culture.
In this episode of Frog Talk, Nader Safinya sits down with organizational alignment expert Tammy Fitzpatrick to explore why culture isn't an add-on—it's the foundation. From her childhood on a working farm to her leadership consulting today, Tammy shares how identity, leadership alignment, and employee experience shape everything. They break down why mergers collapse, why unspoken power dynamics quietly destroy teams, and how leaders must show up intentionally every single day. This episode is a must-listen for anyone serious about building workplaces that people believe in—not just work for.
 
Episode Guest Details:
Tammy Fitzpatrick, Founder & CEO of The Fitzpatrick Collective. Tammy is an organizational alignment expert who helps businesses navigate transformative change, optimize team performance, and guide leaders toward sustainable success through human-centered approaches.
 
Key Takeaways:
1. Culture is Built Through Actions, Not Slogans.
Mission statements and values printed on walls are meaningless if they aren’t lived through daily behaviors, leadership decisions, and employee experiences.
 
2. Leadership Alignment is Non-Negotiable.
Organizations crumble when leadership teams act like bobbleheads in meetings but pursue personal agendas behind closed doors. Real alignment isn’t about agreement—it’s about unified action.
 
3. Silos Destroy Organizational Health.
When leaders only "fight for their team," they lose sight of the bigger mission. Healthy organizations focus on advancing the entire company, not just protecting department turf.
 
4. Growth Without Cultural Integrity is Fragile.
Organizations can show short-term success on paper while slowly eroding internally. Sustainable growth requires a strong cultural foundation from the start.
 
5. Observational Awareness is Critical.
What leaders see—how people behave, engage, and even how "thick the air feels"—tells a more honest story about culture than surveys ever will.
 
6. Legacy Comes from Intentional Leadership.
Tammy challenges leaders to think about the legacy they are creating—not just at work, but across communities. Every action leaves a ripple effect.
 
7. Culture Impacts the Bottom Line.
Strong, thriving cultures aren’t just “feel good.” They drive profitability, reduce turnover, attract top talent, and create organizations people want to buy from—and work for.
 
 
Chapter Markers:
00:00 - 05:00 | Introduction and Tammy’s farm roots and early lessons in work identity
05:01 - 10:00 | Defining culture before knowing the word
10:01 - 15:00 | Discovering the "people component" in business and early career moments
15:01 - 20:00 | Helping organizations through M&A and cultural due diligence
20:01 - 25:00 | Early signs of culture erosion despite outward success
25:01 - 30:00 | Leadership ego, alignment struggles, and the myth of "knowing everyone"
30:01 - 35:00 | The hidden costs of silos and how to break them down
35:01 - 40:00 | Diagnosing organizations quickly and building real strategic alignment
40:01 - 45:00 | The ripple effect of positive workplace culture across communities
 
 
Keywords
company culture, organizational alignment, leadership alignment, culture transformation, mergers and acquisitions failure, employee engagement, workplace silos, intentional leadership, workplace legacy, culture-driven growth, business transformation, corporate culture, leadership development, employee retention, human-centered leadership, Fitzpatrick Collective, Tammy Fitzpatrick, Frog Talk podcast, Nader Safinya

The Silent Leader

In this episode of Frog Talk, Nader Safinya interviews EOS Implementer Kristina Toung, who brings a lived-in perspective to what it takes to build a thriving culture from the inside out. From her unexpected entry into EOS as a bartender turned partner, to her deep expertise in helping overwhelmed leaders regain control, Kristina unpacks the real reasons cultures fail—and what it takes to fix them. If your business is running you (instead of the other way around), this conversation offers clarity, structure, and hope.
 
Guest Details:
Kristina Toung is an EOS Implementer who helps organizations create environments where everyone wants to show up and contribute to a greater vision. Kristina specializes in helping business owners break free from burnout cycles while building teams that are engaged, accountable, and passionate about their work.
 
Key Takeaways:
Core values must be active—not decorative.
Kristina emphasizes that values aren’t just internal branding—they’re daily behaviors that must be reinforced by leadership, modeled in action, and tied to recognition, training, and accountability.
The first red flag of broken culture? Leadership burnout.
When owners feel like they’re in a van going 90mph with the doors flying open, that’s not just stress—it’s a system failure. Lack of delegation, unclear roles, and unspoken expectations create chaos.
The People Analyzer isn’t optional—it’s operational.
EOS tools like the People Analyzer help leaders assess team alignment in real-time. But it only works if used consistently. It’s not just a hiring or review tool—it’s a culture compass.
Clarity and trust go hand in hand.
Leaders often underestimate how ambiguity erodes engagement. When people don’t know the vision, their work becomes transactional. But when the “why” is clear, the whole team leans in.
Level 10 meetings build trust—if they’re done right.
Regular, structured meetings that make space for open conversation aren’t just a check-in—they’re how trust is built. But they require consistency, psychological safety, and a commitment to listen.
Creating culture is about discipline, not hype.
From hiring to accountability, culture isn’t a vibe—it’s a system. EOS provides the operating rhythm leaders need to align team behavior with vision, consistently and transparently.
Simplicity is a leadership skill.
Kristina reminds us that great leaders simplify. In a world drowning in complexity, choosing a clear, repeatable system is a gift to yourself—and your people.
Chapter Markers:
00:00 – Introduction & the drum-playing EOS community
03:00 – Kristina’s background: from hospitality to EOS
06:30 – Core values as career catalysts
10:00 – Discovering EOS through lived experience
13:00 – The power of clarity for leaders and teams
16:30 – Top signs your business is controlling you
19:00 – What burnout really looks like inside a culture
22:00 – Rebuilding leadership capacity
24:00 – Building cultures that reinforce values
28:00 – EOS accountability tools in action
32:00 – Real-world transformation story
35:00 – The link between ownership and growth
38:00 – Why meetings matter more than you think
41:00 – Don’t overcomplicate what works
43:00 – Kristina’s final takeaway: clarity breaks
 
Keywords
EOS implementation, Kristina Toung, Frog Talk podcast, workplace culture, leadership burnout, employee engagement, accountability in leadership, company core values, people analyzer tool, clarity breaks, entrepreneurial operating system, Level 10 meetings, how to improve company culture, leadership systems, building healthy teams, culture consultant, simplifying business processes, organizational development strategy, small business EOS, EOS for entrepreneurs

Culture on the Front Line

Retail managers aren’t just running stores—they’re shaping company culture at the customer level. In this episode of Frog Talk, I sit down with Nathaniel Robinson, a veteran retail leader who shares his Three I’s Leadership Framework: Invest, Inspire, Innovate—a method for developing employees, engaging customers, and driving business success. We discuss how leadership styles must evolve with generational shifts, why high turnover isn’t the enemy of culture, and how to create frontline brand ambassadors who live company values. If you want an inside look at leadership where it counts, this episode is for you.
Guest Details:  Nathaniel Robinson, a Tenured Retail Manager with nearly two decades of experience across industries from Quick Service Restaurants to Wireless Retail Sales. Nathaniel currently serves as the Battleship Retail Store Manager at Prime Communications, where he's developed a unique '3 I's' management approach: Invest, Inspire, and Innovate.
Key Takeaways:  1. The Three I’s Leadership FrameworkNathaniel developed his own leadership method based on three key principles: Invest in people—because employees who feel valued perform better. Inspire by leading through example and mentorship. Innovate by finding new ways to engage employees and customers.
2. The Retail Workforce Has ChangedOlder leadership models of “work hard and climb the ladder” don’t resonate as much with younger employees. Today’s workforce wants more flexibility, purpose, and personal development. Great managers adapt their leadership to meet their teams where they are.
3. Corporate Culture vs. Store CultureA company’s values are only as strong as how they are implemented at the store level. Managers act as the bridge between corporate expectations and real-world execution. Authenticity in leadership builds brand trust and customer loyalty.
4. Hiring and Personal Branding MatterThe interview process is the first impression of company culture.Candidates should feel valued—follow-up is critical to maintaining a strong employer brand. Personal branding in retail management helps employees see their work as part of a bigger picture.
5. High Turnover Doesn’t Have to Hurt CultureInstead of focusing on retention, focus on development.Employees who are well-trained and engaged will either stay or leave as stronger professionals. Leaders should always be preparing their team for the next level.
 
Chapter Markers:  00:00 - Introduction – Setting the stage for today’s conversation on retail leadership.01:25 - Nathaniel’s Leadership Journey – From a challenging upbringing to a leadership role in retail.05:40 - The Evolution of Management Styles – How Nathaniel’s leadership philosophy changed over time.09:01 - Company Culture at the Store Level – The challenge of translating corporate values into real interactions.12:10 - How to Build a High-Performance Retail Team – Practical strategies for engaging and training employees.15:29 - The Three I’s Framework – Breaking down Invest, Inspire, and Innovate.20:49 - Developing Employees into Leaders – Why training for the next role is key to success.27:28 - Handling Employee Turnover – Why high turnover isn’t always bad if you build the right culture.32:12 - The Hiring Process – Why follow-up matters and how to make a great impression.39:19 - Personal Branding in Retail Leadership – Why managers and employees should think about their brand.46:48 - The Power of Empathy in Management – How leadership has evolved post-COVID.50:26 - Leading by Example – Why actions matter more than words in leadership.54:51 - Final Thoughts & Takeaways – Nathaniel’s closing insights on leadership and culture.
Keywords  retail leadership, frontline management, retail store culture, company culture in retail, employee engagement, leadership in retail, customer experience, personal branding in retail, high turnover management, hiring best practices, Three I’s leadership, brand ambassadors, investing in employees, employee training, leadership development, change management, retail mentorship, leading by example, business growth through culture, customer satisfaction in retail, workplace culture strategies, managing generational shifts, leadership coaching in retail, retail hiring process, work ethic in retail, inspiring employees, corporate culture vs. store culture, sales team motivation

The Biggest Mistakes Companies Make During Change Management

Change is hard—but managing it doesn’t have to feel like a constant battle. In this episode of Frog Talk, I sit down with Bryan Burkholder, Lead Consultant at Cadence Consulting, to unpack the complexities of organizational change management. Bryan shares insights from his dual experience in corporate transformations and pastoral leadership, revealing why people resist change, how leaders can navigate resistance, and what companies need to do to ensure their growth efforts don’t stall. Whether you’re leading a team, scaling a company, or just trying to understand why change feels so difficult, this episode is packed with practical strategies to help you manage transitions effectively.
 
Key Takeaways:
People Resist Change for Different Reasons – Change resistance isn’t always about unwillingness; it often stems from fear, insecurity, or a lack of understanding. Leaders who take the time to ask why employees resist change will be more successful in implementing lasting transformations.
Define Roles First, Then Align People – Many mid-sized companies struggle with overlapping responsibilities as they scale. Bryan explains that companies must first define the roles necessary for success, then determine if their current employees fit within those roles.
Acknowledge Employee Concerns Instead of Selling Change – Employees are more likely to resist change if they feel leadership is sugarcoating the difficulty. Being upfront about challenges, while also providing support, builds trust and increases adoption.
Scaling Requires More Than Just More People – Growth isn’t just about hiring; it’s about creating scalable systems. Businesses that don’t adapt their processes as they grow often find themselves overwhelmed and unable to sustain success.
External Change Management Consultants Provide Perspective – Leaders within an organization are often too close to the problem to see solutions clearly. A consultant offers an outside perspective, helping companies navigate transitions more effectively.
Long-Term Planning Prevents Crisis Mode – Too often, businesses wait until they’re struggling to bring in change management. The best organizations invest in proactive change, setting up systems that allow them to scale smoothly.
 
 
Chapter Markers:
[00:01] Introduction to Organizational Change Management – Nader introduces Bryan Burkholder and the theme of managing workplace change.
[01:17] The Human Factor in Change Resistance – Bryan shares a compelling story about overcoming resistance in a warehouse setting.
[05:42] Separating People from Roles – Why companies need to define roles first and then align individuals.
[10:50] Scaling a Business Without Chaos – The challenges of mid-size company growth and how to prevent disorganization.
[19:26] Common Patterns of Resistance – What makes employees push back against change and how leaders can address it.
[26:46] Leadership During Change – How leaders can balance decisiveness with empathy.
[36:03] Why Companies Wait Too Long for Change Management – The importance of proactive strategy vs. reactive problem-solving.
[39:25] Employee Experience Post-Change – How change management impacts company culture and employee satisfaction.
[41:01] Advice for Companies Considering Change Management – Bryan’s key takeaways on when and why businesses should bring in external support.
[43:04] Where to Find Bryan – How to connect with Bryan Burkholder and Cadence Consulting.
 
 
Keywords
organizational change management, business transformation, leadership strategies, workplace culture, employee resistance to change, scaling a business, defining roles in companies, leadership during change, corporate growth strategies, managing resistance in employees, company culture development, business consulting, mid-size business growth, corporate change consultants, Cadence Consulting, Bryan Burkholder, Frog Talk podcast, Nader Safinya, AI in business growth, change management best practices, workplace productivity, employee engagement strategies

Company Culture vs Your Home Life

Can workplace stress spill over into your personal life and relationships? In this thought-provoking episode of Frog Talk, host Nader Safinya engages with clinical psychologist Dr. Laura Spiller to examine how work stress — especially in high-demand or toxic environments — affects our closest relationships. They explore the importance of compartmentalizing stress, creating rituals of connection, and building emotional resilience. Dr. Spiller offers actionable insights for couples navigating the complex intersection of career demands and family life. Join the conversation to uncover powerful strategies for achieving balance and thriving in both realms.
Episode Guest Details: Dr. Laura Spiller, a clinical psychologist who specializes in helping couples build closer, more satisfying relationships, particularly when external stressors are taking a toll. Dr. Spiller helps couples interrupt negative cycles that lead to disconnection and develop healthier ways of supporting each other through challenging times.
Key Takeaways• Workplace Stress and Relationship Strain: High-stress jobs, particularly those in competitive fields, can create tension at home. Partners often struggle to balance professional obligations with the need for an emotional presence in their relationships. Recognizing and addressing this tension can help partners stay connected.
• Importance of Emotional Accessibility: Dr. Spiller emphasizes the need for partners to be emotionally available at home, even after a demanding day. Emotional accessibility and responsiveness are crucial for nurturing a relationship amidst external pressures.
• Setting boundaries in work conversations: Creating boundaries around work-related conversations can help couples prevent stress from infiltrating family time. Knowing when and how to share work challenges without overwhelming a partner can build stronger, more supportive relationships.
• Rituals of Connection: Simple, intentional acts — such as a 20-second hug at the end of the day — can help partners reconnect after time apart. Dr. Spiller explains how these rituals reinforce bonds and offer a comforting “reset” between work and family life.
• Leadership’s Role in Well-being: A supportive workplace culture can significantly impact employees' home lives. Leaders can encourage well-being by valuing work-life balance and creating a space for open, constructive feedback.
• Empathy in Communication: In personal and professional relationships, slowing down and focusing on empathetic listening before offering solutions can foster better understanding and reduce miscommunication.
• Compartmentalizing Stress for Harmony: Compartmentalizing work stress by disconnecting after work hours can help preserve the sanctity of personal time, allowing for healthier, more engaged relationships at home.
Chapter Markers[00:14] Introduction and Setting the Stage – Nader introduces Dr. Laura Spiller and the episode’s focus on the intersection of work stress and personal relationships.[02:24] The Impact of Workplace Culture on Personal Life – Dr. Spiller discusses how demanding work environments affect couples and family dynamics.[04:31] Common Relationship Struggles Due to Work – Dr. Spiller describes the patterns she observes among couples balancing demanding careers.[10:19] Recognizing the Signs of Work Stress in Relationships – Nader and Dr. Spiller explore how work stress shows up at home and strategies to identify it early.[18:51] Establishing Boundaries in Work Conversations – Insight on setting boundaries around work discussions to protect family time.[25:29] The Power of Empathy and Listening – Dr. Spiller explains the importance of empathy and the challenges of compartmentalizing stress.[39:24] Remote and Hybrid Work Dynamics – How work-from-home setups affect relationships and the illusion of accessibility.[44:05] Leadership's Influence on Employee Well-being – How company culture and leadership can support or undermine employees’ personal lives.[53:05] Practical Tips for Maintaining Relationship Health – Dr. Spiller shares strategies for couples to manage the stress from challenging jobs.[57:16] Wrapping Up and Final Thoughts – Key takeaways from the discussion and closing remarks on relationship resilience.
Keywordsworkplace stress, relationships, personal relationships, couples therapy, Dr. Laura Spiller, work-life balance, remote work impact, toxic workplace, high-stress jobs, emotional accessibility, work boundaries, relationship resilience, leadership impact on employees, empathy in relationships, Frog Talk podcast, Nader Safinya, attachment theory, stress management, work from home, rituals of connection, relationship support, emotional support, partner communication

The Real Strength of DEIB

In this episode of Frog Talk, host Nader Safinya sits down with Desiree Goldie, Director of Marketing and Culture at ZRG Partners, to discuss the transformative role of Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace. Drawing from her personal experiences and professional journey, Desiree highlights the critical importance of aligning internal culture with external brand perception and explains how companies can create more inclusive environments that drive both employee engagement and organizational success. With practical insights and thought-provoking anecdotes, Desiree makes a compelling case for integrating DEIB into the heart of corporate strategy.
Episode Guest Details:
NAME: Desiree Goldey
TITLE: Director of Marketing & Culture
COMPANY: ZRG Partners
BIO: Desiree Goldey, the Director of Marketing & Culture at ZRG Partners, a global talent advisory firm. Desiree is a pivotal leader in talent, marketing, and organizational culture, standing at the forefront of revolutionizing workplace dynamics. With a career dedicated to advancing DEIB and enhancing brand equity, she brings a wealth of experience in talent acquisition, leadership training, and organizational culture enhancement.
Key Takeaways
The Power of DEIB in Driving Success: Desiree argues that DEIB initiatives aren't just "nice-to-haves" but are essential to both employee satisfaction and company profitability. Companies that invest in creating a culture of belonging see stronger brand equity and improved business outcomes.
Aligning Internal Culture with External Brand: Desiree emphasizes that culture, employees, and brand must work in harmony. A disconnect between these elements can result in employee disengagement and a loss of authenticity in the brand's external messaging.
Leadership’s Role in Inclusion: Many leaders aren’t trained to lead inclusively, focusing only on profits and KPIs. Desiree stresses the need for training managers on how to foster inclusive environments, as this directly impacts team performance and innovation.
The Importance of Empathy and Identity: Desiree’s experience as a Black, queer woman gives her unique insight into the exclusion many employees face. She stresses that fostering empathy in leadership is critical to creating a truly inclusive workplace.
A Long-Term Commitment to Change: ZRG’s seven-year plan for integrating DEIB into its culture shows that real change takes time. Desiree advocates for metrics and accountability to measure progress, emphasizing that this is a marathon, not a sprint.
 
Chapter Markers
[00:35] Introduction: Nader introduces Desiree and the episode's focus on DEIB and its impact on organizational success.
[02:22] Hospitality Days: Desiree shares her early career experience in hospitality, where she noticed a disconnect between company culture and hiring practices.
[05:30] DEIB in Talent Acquisition: Discussion on how Desiree’s transition into talent acquisition reinforced her belief in the importance of DEIB.
[09:50] Leadership Challenges: Desiree highlights the gaps in leadership’s ability to create inclusive teams and the need for better training.
[15:18] Personal Experiences of Exclusion: Desiree reflects on how her identity as a Black, queer woman has shaped her understanding of exclusion in the workplace.
[21:26] ZRG’s Seven-Year DEIB Plan: Desiree explains ZRG’s long-term strategy for integrating DEIB into their company culture.
[31:35] Call to Action: Desiree encourages listeners to evaluate their own companies' commitment to DEIB and take actionable steps toward improvement.
 
Keywords
Diversity Equity Inclusion Belonging, DEIB in workplace, corporate culture, employee engagement, leadership training, talent acquisition, workplace culture transformation, brand equity, organizational success, DEIB strategy, ZRG Partners, leadership inclusion, empathy in leadership, company culture alignment, seven-year DEIB plan, inclusive leadership, DEIB metrics, employee retention, business transformation.

Break the Fear of Entrepreneurship

In this episode of Frog Talk, host Nader Safinya interviews business strategist and leadership coach Heidi Schalk about the power of discovering your why and adopting an entrepreneurial mindset. Heidi shares her personal journey of transitioning from stay-at-home mom to successful entrepreneur, driven by her deep connection to her children. She discusses the importance of finding a purpose that emotionally resonates and offers advice on empowering teams, fostering personal growth, and incorporating self-care into leadership. This episode is filled with actionable insights for anyone looking to transform their mindset and make a meaningful impact.
Guest Details: NAME: Heidi SchalkTITLE: Visibility & Business Strategy Coach and Podcast HostCOMPANY: HLH International, LLCBIO: Heidi Schalk, a business strategy and leadership coach, author, speaker, and host of the Be S.H.E. Podcast. Heidi has been named one of the Top 30 Inspiring Entrepreneurs to Look Out for in 2024 by The NYC Journal. She encourages women to build successful online businesses and helps them discover their potential to make a lasting impact on the world.
Expanded Key Takeaways• The Importance of Finding Your Why: Heidi emphasizes the need to dig deep and discover the emotional driving force behind your goals. A surface-level motivation, like money, won't be enough to keep you going during challenging times. Your why should be so powerful that it makes you emotional because that deep connection will propel you forward.
• Embracing the Entrepreneurial Mindset: Whether you're a business owner or an employee, adopting an entrepreneurial mindset is crucial. This involves taking ownership of your role, being proactive in problem-solving, and approaching every task with a sense of purpose and creativity. Leaders should foster this mindset in their teams to encourage engagement and long-term commitment.
• Vulnerability as a Strength: Heidi’s story about overcoming her fear of going live on social media highlights the importance of vulnerability. Being open about your fears and taking imperfect action can lead to personal breakthroughs. Vulnerability builds trust and connection, whether in business or personal life.
• Self-Care is Non-Negotiable: Both leaders and employees need to prioritize self-care. Offering employees perks like gym memberships or fostering a culture that supports mental and physical well-being leads to greater productivity and a healthier workplace. Leaders should regularly check in with their teams to ask what they need to feel supported and fulfilled.
• Work-Life Grace, Not Balance: Heidi reframes the idea of work-life balance into what she calls "work-life grace." The balance is often unachievable and stressful; instead, leaders and individuals should give themselves grace as they navigate shifting priorities between work, personal life, and self-care.
Chapter Markers00:00 - Introduction: Nader welcomes Heidi Schalk and sets the stage for a deep conversation about entrepreneurship and personal growth.06:00 - Heidi’s Entrepreneurial Journey: Heidi shares her story of how her children inspired her to start her own business and the challenges she faced as a single mother and entrepreneur.09:00 - Finding Your Why: Heidi explains the importance of connecting to a deeper emotional why and why it’s the key to sustaining entrepreneurial success.12:00 - Entrepreneurial Mindset for Employees: Discussion on how adopting an entrepreneurial mindset benefits both business owners and employees in fostering ownership and creativity in the workplace.14:30 - Vulnerability and Growth: Heidi’s emotional story about facing her fear of going live on social media and how vulnerability can lead to personal breakthroughs.20:00 - Self-Care and Productivity: Heidi talks about the importance of self-care for leaders and employees and how it can boost productivity and improve workplace culture.22:00 - Work-Life Grace: Heidi introduces the concept of "work-life grace" and explains why balance is often unattainable, but grace can lead to fulfillment.27:00 - Final Thoughts: Nader and Heidi wrap up the conversation with key insights on leadership, personal growth, and the future of entrepreneurship.
entrepreneurial mindset, finding your why, business leadership, Heidi Schalk, Nader Safinya, Frog Talk podcast, leadership coaching, self-care for leaders, work-life balance, work-life grace, personal growth, emotional resilience, vulnerability in business, business strategy, empowering teams, career development, workforce engagement, employee empowerment, leadership tips, small business growth, women entrepreneurs, coaching tips for entrepreneurs, overcoming fear