Culture and Leadership Connections Podcast

Your mindset is your greatest asset.Bio:Nick Mornard is a Director at a Fortune 500 company and travel agency owner, moved from Belgium to Florida in 2013, achieving US citizenship in 2021. He published his first book, a biography on mindset and leadership, in October 2024. He co-hosts the "Two for the Win" podcast, blending leadership, mindset, travel, and sports with his passions to ensure work feels fulfilling.Links:Website: www.jetsettinglifestyle.comAmazon: www.amazon.com/Mindset-My-Degree-Transform-Thinking/dp/1950336956LinkedIn: www.linkedin.com/in/nicolasmornardInstagram: www.instagram.com/niconomyQuotes:When you put your mind into something and you refuse to accept the situation that you are in, you will get anything or learn anything you put your mind into if you have the right mentality.A lot of people are afraid to make mistakes, and that's why they never try anything.If you want something in life, go for it. Don't look at everything that can go wrong. Look at everything that can go right.Episode Highlights:Nick’s journey showcases resilience and determination. From excelling in swimming and basketball to building a corporate and entrepreneurial career, he turned challenges into opportunities for growth. Despite early struggles in the US, he refused to give up, finding inspiration in his hardships.Childhood Memory:At age three, swimming lessons sparked a love for the sport. By age nine, Nick competed in Belgian and European championships, which instilled a lifelong drive for excellence. At 16, he signed a professional basketball contract and taught himself Dutch to adapt to a new region, demonstrating focus and self-discipline.Influential Groups:Moving to urban Brussels at 16 after his parents' divorce, his father made him work as a blue-collar labourer for a few months each year, performing tasks like pulling electric cables up ten floors and doing electrical work inside buildings. The intent was to teach him the value of education and specialization, showing that without such efforts, he might have to rely on blue-collar jobs. Although he disliked the experience at the time, looking back, he sees it as an eye-opening lesson that reinforced his determination to pursue a different path in life.Sports in the US emphasized leadership and teamwork, shaping his approach to guiding others. He often selects candidates with leadership experience in athletics for their transferable skills.Personality and Temperament:Nick describes himself as initially impatient, with a need for immediate results. Through mentorship, he learned to embrace patience as a virtue.Cultural Epiphanies:When Nick first moved to Miami, he was shocked by the wealth around him. He didn’t know people could live the way they did in Miami. He quickly relocated to Southwest Florida because he felt uncomfortable.Soapbox Moment:Nick encourages us to dare to do what is uncomfortable to achieve the best version of ourselves.Support the show

Bio:Michal Spiegelman is a certified professional life coach, Reiki master, spiritual mentor, medical intuitive, and social worker. She is the visionary behind Beacons of Change, a platform guiding women and healing professionals toward empowered, soul-centered lives. As creator of the Soulful Healer Method, Michal helps people through a blend of traditional and holistic tools, igniting growth and transformation. Her book, Becoming Soulful: Six Keys for Profound Transformation in Your Therapy, Coaching, or Healing Practice, was released in 2024 and is available on Amazon.Links:Michal’s book “Becoming Soulful” is available on Amazon: https://amzn.to/3WPai9H LinkedIn: https://www.linkedin.com/in/michalspiegelman/ Website: https://www.beaconsofchange.com/ Take the Journey into the Soul with Michal: https://www.beaconsofchange.com/journey-into-your-soul/Quotes:“There is an opening that happens when you travel across the ocean.”“If we find a way to connect or reconnect with our soul, then we can rely on our internal guidance system and navigate life with this inner connection.”Episode Highlights:Michal discusses her journey from childhood "soul diminishing" experiences to creating her "Soulful Healer" method.She reveals how growing up in Israel, facing cultural shocks, and surviving personal trauma like miscarriages informed her approach to trauma healing. Influenced by her family's Holocaust history, Michal has trained over 3,000 individuals in Reiki over the past 20 years. Expressing Emotions:Michal recalls growing up in a household where emotions were not expressed. At nine, she cried at a wedding, prompting her mother’s anger and discreet pinch to “smile.”Culture Shock:At 15, Michal’s father was transferred from Israel to New York, where she was amazed by the tall buildings. The intense culture shock sparked her desire to travel.Personal Loss:After marriage, Michal experienced six miscarriages, which had a profound impact on her journey into trauma healing.Influential Groups:Growing up in Israel fostered resilience in Michal. Later, seeking connection, she joined various spiritual and meditation communities. She studied color healing in England, explored meditation in Germany, and joined personal growth communities in the U.S., all of which helped her reconnect with herself and embrace the inner work that became her mission.Personality and Temperament:Michal describes herself as a natural giver, a trait she inherited from her father. Since childhood, she has displayed compassion, kindness, and empathy, and over time, has learned the importance of setting boundaries for self-care.Cultural Epiphanies:When Michal and her husband moved to Germany, she was struck by how Europeans valued work-life balance, like leaving work at 5 PM to go socialize.Before having children, Michal and her husband traveled to India, where she was deeply moved by the happiness and satisfaction she observed, even among those facing poverty.What Brings out the Best in Michal?Michal thrives when given opportunities to help people align with their values.Soapbox Moment:Michal invites us to a 90-minute Journey into the Soul session and encourages exploring her book, which delves into six keys for profound transformation.Support the show

The connection between your mind and body is powerful and complex, with nearly 80% of all signals traveling from the body to the brain. This means your bodily sensations and signals significantly influence your thoughts, emotions, and behaviors. By tuning into these signals, you can unlock human potential in a way that purely conscious thought alone cannot achieve. Understanding the messages your body sends brings clarity and insights that your logical mind might otherwise overlook.How Your Body Shapes Perception:Your responses to the world around you are largely shaped by unconscious bodily reactions, especially when interpreting safety or danger. Most perceptions aren’t solely products of conscious thought; they stem from your body’s instinctive responses. By being aware of this, you can prevent yourself from projecting personal fears or anxieties onto others. Recognizing and managing these responses can help you see situations more objectively, ultimately improving your relationships and interactions with others.The Wisdom of Your Heart:One of the most fascinating discoveries in mind-body science is the powerful influence of your heart. The electrical field of your heart is sixty times stronger than that of your brain, symbolizing its central role in shaping your inner life. As the saying goes, “The heart loves, the will chooses, and the mind justifies.” This saying explains how your desires and heartfelt inclinations often guide your choices, while your mind creates rationalizations. Tapping into this heart wisdom allows you to lead with authenticity, guided by deeper, often unspoken, motivations.Developing Somatic Awareness:Somatic awareness, or the ability to tune into bodily sensations, provides insight into your true feelings and reactions. Your gut, sometimes called your “second brain,” alerts you to authentic responses to situations and people. Facial expressions are also telling; they often reveal underlying emotions even before you become consciously aware of them. Without this awareness, you risk responding automatically to perceived threats, which can lead to misunderstandings and strained relationships. Developing somatic awareness enhances your emotional intelligence and allows you to respond thoughtfully rather than react impulsively.Embracing the Power of Stillness:Practicing stillness is a transformative habit that builds your awareness and resilience. In a fast-paced world, slowing down enables you to reconnect with yourself, supporting emotional processing and mental clarity. Small, consistent moments of mindfulness throughout the day support your emotional well-being by completing the stress cycle and resetting your nervous system. This practice can be as simple as pausing for a few deep breaths or listening to a song, helping you recalibrate your thoughts and emotions before reacting.You can cultivate stillness through small, intentional acts that bring you into the present moment. Techniques include closing your eyes and focusing on your breath, immersing yourself in music, or savoring a beautiful moment. Dr. Jill Bolte Taylor’s research shows that emotions are processed within a 90-second time frame, highlighting that stress can often be managed with just a moment of calm. These short moments can make a significant difference in how you manage daily stressors and cultivate inner peace.Call To Action:Look for Marie’s morning routine on LinkedIn and watch it.Book a 30 minute strategy session with Marie to learn how to do the morning routine. Support the show

In today's episode, we're diving into the interdependence of purpose, belonging, and uniqueness as discussed in Chapter 3 of The Spirit of Work. We'll explore how a sense of purpose fuels motivation and satisfaction in the workplace, the paradoxical relationship between belonging and individuality, and the essential roles of self-awareness and service in cultivating a strong, supportive work environment.Purpose in Work:Purpose is a powerful motivator. It doesn’t always come from a passion for the work itself; it can stem from the impact on family, community, or contributing to something larger. Purpose helps people feel that their work matters, even in difficult conditions.The Paradox of Belonging and Uniqueness:Belonging and uniqueness form a kind of paradox. To belong, one must conform enough to be accepted by the group, but to be unique, one must be free to express their individual identity. When individuals are free to be themselves, they are more likely to feel that they belong and to willingly embrace certain group norms. Without appreciation for unique, diverse contributions, people can become demoralized, lose their sense of purpose, and feel alienated. In contrast, when their ideas and contributions are celebrated, they feel a sense of belonging, are recognized as valuable members of the organization, and are encouraged to contribute fully.Self-Worth and Acknowledgment:If you're constantly seeking external fulfillment and cannot find it, it may be because you are inadvertently alienating the validation that would otherwise come naturally. External validation, though it may not come constantly from everyone, often arrives in meaningful ways when it’s not actively pursued.Service and Self-Awareness Development:When we engage in service, we cultivate appreciation and dissolve any sense of entitlement. Through serving, we come to see ourselves as both resourced and resourceful. Service helps us understand our boundaries and limitations while also providing opportunities for latent potential to emerge.The more self-aware we become, the more attuned we are to others. The more we serve, the more our true self develops. As we express our authentic self, others feel inspired to develop theirs. This positive energy can draw people in, helping them recognize these qualities within themselves. However, the opposite can also happen: some people can also see that in you and want it for themselves and think that by destroying you, they're going to get it.Would you like to learn more about this fascinating chapter? Get The Spirit of Work: Timeless Wisdom, Current Realities, available on Amazon.Support the show

The Role of Accountability in LeadershipBio: Michael Timms is an internationally recognized speaker, consultant, and best-selling author who helps leaders inspire greatness in their teams. He wrote How Leaders Can Inspire Accountability, praised by leadership coach Marshall Goldsmith, and his first book, Succession Planning That Works, was highly regarded for its insights on developing talent in organizations. Timms leads Avail Leadership, helping organizations build high-performance cultures, and enjoys spending time with family and exploring the wilderness.Links: Michael’s TED Talk: TED LinkYouTube: YouTube ChannelLinkedIn: LinkedIn ProfileWebsite: Michael Timms WebsiteQuotes: “You can be an awesome leader in many different respects, but if you fear conflict, you're going to create chaos.”“The best leaders care for the people who report to them as much as they care about results.”Episode Highlights: Michael Timms shares leadership lessons from his childhood, early encounters with leadership, and his professional journey. He discusses the key role of accountability in leadership and provides insights into how personal experiences shaped his leadership philosophy.Childhood Incidents: Michael learned emotional control from a childhood skiing incident when his mother challenged him to stay calm after a bad crash. During a two-year mission with his church, Michael gained leadership experience, making mistakes but learning valuable lessons in the process.Influential Groups: Michael credits his parents for shaping his values. His entrepreneurial father was driven and accountable, while his mother, strong-willed and intelligent, instilled in him a love for writing. Both parents pushed him to excel, influencing his approach to leadership.Groups that Michael Chose to Belong To: Michael’s leadership skills were developed as a member of The Church of Jesus Christ of Latter-day Saints, where servant leadership, without power dynamics, is practiced. This experience has deeply influenced his leadership style, focusing on voluntary collaboration.Temperament and Personality: Michael describes himself as having a Type A personality but has developed empathy over time. He believes that leaders must balance their drive for results with genuine care for their people.Cultural Epiphanies: Michael was surprised to find some leaders who did not hold one-on-one meetings with their teams, a practice he values highly. He emphasizes the importance of hearing every voice and considering all opinions in leadership.Soapbox Moment: Michael encourages listeners to watch his TED Talk on leadership accountability, How to Claim Your Leadership Power, and to explore further through his book and his company, Avail Leadership.What Brings Out the Best in Michael? Michael thrives when working with organizations that are committed to advancing their leadership skills. He enjoys helping leaders stand out by improving their ability to inspire and lead effectively.Support the show

In this episode, we explore capacity building, what it means, the mindset needed, and how to effectively build team capacity.Capacity building empowers individuals and groups with the skills to tackle complex tasks and work toward a shared vision. However, it’s essential not to fall into the trap of thinking only the leader or a facilitator can drive this growth. While facilitators can help, true and lasting capacity is built when the entire group contributes to creating their desired future together.Attitudes Needed to Build Team Capacity:Communication dynamics that encourage and supportWillingness to listen, ask questions, check understanding, and contribute without judgmentDesire to serve, empathy, and patienceWillingness to address challenges and support others in addressing themExample 1: Help Each Other OutI recently worked on a project with a study circle that included a business owner facing challenges after opening a store. She had to manage more staff, deal with absences, train employees, and balance family life, as her husband worked night shifts. Although the study circle provided important support, she worried about neglecting her children. We discussed her desired outcomes and obstacles, and together we found a potential solution: hiring a nearby teenager seeking work experience to watch her kids during the study circle. This could foster a positive relationship between the teen and the children, providing mutual support. However, the solution depends on various factors, like the teen and parents agreeing and ensuring good chemistry. With mutual care, the group can build a supportive, capacity-building environment.Example 2: Work Without Play Makes Jack a Dull BoyWhen working toward a goal, especially in project management, teams can feel drained by the details and setbacks, leading to exhaustion and a lack of motivation. If a team appears apathetic or fatigued, what they need is fun, food, and informal interaction. Seriousness and fatigue can be relieved through team-building exercises, but simply gathering for food and laughter can greatly improve morale. A team not functioning well is often one where no one is smiling or laughing. Humor is a key indicator of a healthy, capacity-building team. So, if humor and joy are missing, it’s essential to help bring them back to foster a supportive and effective environment.Example 3: Create Opportunities to Open UpManagers understand the importance of 1-on-1 conversations but often struggle with implementation because they approach them as problem-solving sessions rather than opportunities to connect. These meetings should focus on appreciating the individual and discussing their personal and professional experiences through simple questions about challenges and successes. The goal is to build trust and relationships, not to give feedback or solve issues. For larger teams, managers should meet with supervisors, while smaller teams benefit from more frequent 1-on-1s. Regularly scheduled meetings every few months foster a supportive environment, preventing problems and enhancing team dynamics.Example 4: Be Interested, Not InterestingBeing genuinely interested helps the team move toward a desired goal. When you become absorbed in your interest in the team’s progress, you naturally rise in their eyes as someone with capacity, credibility, and respect. The more you try to insist on your greatness, the less impactful you appear. The more you help resource the team, the more your esteem in their eyes grows.Support the show

Bio: Rhonda Moret is the Founder and CEO of Elevated Diversity, recognized for her leadership in diversity, equity, and inclusion (DEI) and health equity. She has spent over a decade helping organizations develop equitable practices to benefit both workplaces and communities. A first-generation college graduate, Rhonda started her career at a multicultural ad agency, later becoming a communications strategist for major brands like Universal and Nike Golf. Often the only woman and person of color in her roles, she faced significant challenges. These experiences led her to establish Elevated Diversity in 2017, aiming to help organizations implement sustainable DEI strategies. The company’s innovative approach has attracted clients such as Berkeley Symphony, Boston Beer, and Homeland Security.Links:Website: www.elevateddiversity.comLinkedIn: https://www.linkedin.com/in/rhondamoret/Quote: “So much of who we are today and how we present ourselves to the world is based on all of these situations and occurrences that we have lived through.”Episode Highlights:In this episode, Rhonda discusses the impact of racial makeup and background on one's perspective, drawing from her personal experiences and insightful reflections on childhood experiences. She delves into the significance of diversity in personal and professional contexts, shedding light on formative incidents from her own childhood and the value of reinforcing respect in various settings.Childhood Experiences: Rhonda grew up in a tight community of Creole families. As an adolescent, Rhonda and her family moved to a different state, which brought it to her attention that she was different from other children. Not only was she different visually, but her perspective and point of view were different from the other children.Influential Groups:Rhonda’s family did not have a lot of money growing up, and Rhonda realized that if she wanted to move beyond that social class, she needed to develop a strong work ethic. She was never satisfied and was always looking for the next thing to work on. Religiously, Rhonda grew up Catholic, which gave her some sense of identity.Cultural Influences: Over the years, Rhonda has gravitated towards helping and supporting women find opportunities, especially where there are pay disparities. Helping women has opened Rhonda to new experiences, and she has learned things about herself that she didn’t know before.Temperaments and Personality: Curiosity has always been a part of Rhonda’s life. She remembers growing up and, together with her brother, spending hours reading encyclopaedias that their parents had bought for them. All the effort was in pursuit of curing their curiosity. Rhonda was born in the '60s, and she was brought up in a traditional way; they were not allowed to speak out of turn. Today, Rhonda has become outspoken, and sometimes she has to rein herself in when responding in certain situations and conversations.Cultural Epiphanies: Growing up, Rhonda attended Catholic schools where respect for those in authority was mandatory. For instance, if a nun walked into their class, they would all stand up and greet her. When she moved to a public school, she realized that kind of respect wasn’t there, which was disheartening for her.Soapbox Moment: Rhonda’s organization helps other organizations create a workplace where people feel they belong. If you are looking to create a workplace culture where respect is valued or want to solve issues around it, Rhonda invites you to check out their website.Support the show

Understandings for Improved Intercultural Communication at WorkEpisode Highlights:Effective intercultural communication is crucial for fostering a harmonious and productive workplace. Culture is a component of personality, and it can significantly affect workplace understanding and relationships. Each culture has its own rules and expectations, and both existing staff and newcomers need to learn these rules and expectations to harmonize and function effectively at work. To avoid miscommunication or feeling insulted, consider that a behavior could be cultural, related to personal performance or wellness, or a combination of these. This discussion explores how to improve intercultural communication at work.Understanding Cultural Identity:When you experience a new culture, do you feel connected to it, or are you afraid of being associated with it? This is what we refer to as cultural identity. Some people are deeply rooted in their own culture to the extent that they feel they shouldn’t associate with other cultures. Others are open to experiencing different cultures and seeing what they can learn from them. It is important to note that connecting with another culture doesn’t erode our original culture.Cultural identity can be viewed from two perspectives: a fixed mindset and a growth mindset.A fixed mindset sees association with a different culture as disloyal and something impossible.A growth mindset views questioning cultural beliefs, traditions, and values as a natural part of life and a way to expand our repertoire and deepen our understanding. It encourages loyalty to one's group while also allowing for critical reflection on its values.Direct vs. Indirect Communication Styles at Work:Communication styles can be broadly categorized as direct or indirect. If two direct communicators interact, they can understand each other easily. However, challenges arise when a direct communicator interacts with an indirect communicator. The answers provided may not seem satisfactory to the direct communicator.If a manager asks, “How many employees will be affected by the change of schedule?” A direct answer might be a specific number or percentage. An indirect response, however, might be something like, “Our employees change in all aspects of their work.”A direct communicator might perceive the indirect communicator as avoidant or even incompetent. Indirect communicators, however, tend to focus on the relationship and emotional context at stake. Their approach aims to maintain the integrity of the relationship, harmonize expectations, and provide answers without causing anyone to make a mistake or lose face.To improve communication with indirect responders, try rephrasing your questions. For example:“If I wanted to know how many employees will be affected by the schedule change, what would I need to do first?”“If I wanted to know how many employees will be affected by the change of schedule, who would you suggest I speak to?”These types of questions allow the indirect responder to provide an answer without feeling the need to be right or wrong. For direct responders, you could say:“I want to know how many people will be affected by the schedule change and what approach would work best.”This approach opens the conversation for more information and makes the responder feel their input and time are valued.In summary, direct communication values getting the answer quickly, while indirect communication values maintaining the relationship and avoiding causing loss of face. Understanding these styles and cultural identities can significantly enhance intercultural communication in the workplace.Support the show

Bio: Amber Ontiveros is the CEO and owner of a change management firm. She is a longtime civil rights advocate, having served in advisory roles at the US Department of Transportation during both the Bush and Obama Administrations. She now runs Ontiveros and Associates, which specializes in change management, policy development, and executive coaching. Amber is the author of Heal the Four Wounds: A Guide to End Discord and Discrimination.Links:LinkedIn: Amber OntiverosWebsite: Heal the Four WoundsQuotes: "When you don't have people around you who are educated, you don't know what your options are."Episode Highlights:In this episode, Amber shares her powerful journey, from growing up Latina on a farm in Arizona to a near-death experience that led her to meet the "infinite creator." This awakening inspired her to explore consciousness and the neuroscience of unconscious bias. Amber teaches us about self-serving and "mini-me" biases, and how the brain's reticular activation system filters information based on existing beliefs. Her techniques offer practical steps for mindful listening and healing internal wounds. Listen to learn more.Childhood Experiences:Amber’s passion for management started in childhood. She vividly recalls playing with paper in their chicken coop as if she were an administrator. As an adolescent, Amber took a moot court class because it aligned with her personality traits—public speaking, analyzing situations, constructing arguments, and posing solutions.Influential Groups:Amber is a Mexican-American who grew up in Arizona and was the first in her family to attend college and graduate school, despite having no educational role models. She attended Lewis & Clark College, though her GPA could have earned her admission to more prestigious schools. In college, Amber became passionate about civil rights and policy. Her career began in a political campaign where a senator recognized her potential and helped her become a lobbyist. After working in the legislature and for a lobbying firm, Amber became a policy adviser at the Department of Transportation, where she helped develop federal civil rights laws that provided economic opportunities for women and minorities, including securing contracts in construction and professional services for transit agencies and government departments.Personality and Temperament:Amber describes herself as direct, honest, and fiery. After her near-death experience, she realized she had been engaging in self-loathing and bullying herself. Today, she has learned to accept and love her feelings, using techniques to change the thought patterns that once undermined her. She now sees her previously criticized traits as her best attributes.Cultural Epiphanies:In Amber’s culture, during Christmas, her family makes tamales, menudo, and pozole. Amber is baffled that many Americans dislike pigs' feet or cow stomach, which are delicacies in some Asian cultures and among the best foods she’s ever had. What Brings Out the Best in Amber?Amber enjoys working with organizations that are clear and authentic. This clarity makes it easier for her to help them achieve their goals.Soapbox Moment:Are you a CEO feeling unhappy and seeking tools to manage your emotions? Are you stuck in negative thought loops or imposter syndrome? Amber invites you to explore her website, her book, and her executive coaching program.Support the show

The Justice QuotientIn this episode (inspired by page 49 of my book, The Spirit of Work), I share the three essential components that must be in place to find a just solution. The solution must consider everyone’s needs.Here are the three Justice Quotients:Diversity of perspectives must be included: If only one person has a voice, diverse viewpoints are missing. In situations where people are similar, actively seek other perspectives to gain different points of view. This ensures more just decisions, as relying on limited input can lead to incorrect conclusions.Consult those most affected: Those most affected by a decision must be consulted. If the individual is vulnerable and cannot make decisions on their own, their guardian or caretaker should be involved in the consultation. The person closest to the job is often the expert, so either the affected individual or their closest support should provide input.All stakeholders should be present when discussing the decision: In cases of a power imbalance, consider the rights and responsibilities of those most affected, and take into account the power dynamics. Ask those affected if the proposed resolutions would satisfy their concerns.Real-Life Examples:Example 1: A manager aimed to build his team's capacity by training a lead hand to deliver safety presentations. However, the lead hand became flustered during training as the manager assumed what help was needed without consulting him. Realizing his mistake, the manager decided to trust the lead hand to deliver the next presentation independently. This trust empowered the lead hand, who excelled and received a standing ovation from the crew. The situation highlighted a shift in power dynamics, with the manager learning to prioritize the lead hand’s needs over his own methods.Example 2: A toxic manager in a different department repeatedly undermined the only female engineer responsible for safety, using misogynistic names and demeaning her input. Despite her warnings about compromised safety, no one spoke up due to fear of the bully. HR intervened after she filed a complaint, gathering evidence and perspectives. However, instead of disciplining the manager, HR held a meeting where he verbally attacked her. The power imbalance and lack of action led the female engineer and three top employees to quit, leaving the company weakened. In contrast, McDonald’s handles similar situations by immediately supporting employees and addressing aggressive customers, which resets power dynamics and protects workers. Justice requires protection for all parties involved; without it, employees are left vulnerable, and toxic behaviors worsen.Example 3: Two nurses were caring for an elderly patient when a non-medical relative insisted that a catheter be removed, aggressively demanding a nurse to do so. The nurse refused, citing the need for authorization, but eventually gave in due to intimidation. The commotion drew a second nurse, who was black, and the relative turned on her, using racist slurs and threatening a complaint. The black nurse explained the risks of removing the catheter without proper evaluation, but the relative continued his aggression before leaving. He filed a complaint, which deeply affected the black nurse. Her charge nurse and union assured her of support, and an investigation revealed that no harm had occurred, and both nurses were mistreated. The complaint was dismissed, and the relative was banned from the hospital. Justice was served, and the nurses felt protected.If you carefully examine the examples above, you can clearly identify the injustices, how the justice quotient was used, and the consequences of not applying the justice quotients.Support the show

Harnessing your potential and overcoming challengesAmit's Bio: Amit Chintan Ramlall helps leaders transform challenges into opportunities. His journey through autism led him to become an expert in the human mind and achievement. He aims to make a mark on the universe, not despite his challenges, but because of them. As a polymath who has read over 14,000 non-fiction books, Amit combines his knowledge with his insights to help individuals discover and manifest their life's purpose. Amit co-founded the Chintan Project, believing every person or business has a unique purpose that, when leveraged, can create a massive impact.Dr. Kumar Ramlall's Bio: Dr. Kumar Ramlall is an entrepreneur and medical specialist, co-founding the Chintan Project, InspiroMed Clinics, Inspiram Group, and Chinvest Group. With a strong academic and practical background, he helps clients solve complex issues that extend beyond traditional HR challenges.Links: Website: https://www.chintanproject.com/ Amit’s email: amir@chitanproject.com Kumar’s email: kumar@chitanproject.com Episode Highlights: Amit exemplifies defying limitations, leaning into his inner strength and unique gift for helping leaders turn challenges into opportunities. Supported by his father, Dr. Kumar Ramlall, Amit communicates through a piece of cardboard with the alphabet on it. Together, they discuss embracing challenges, recognizing inner strength, and the importance of belief and support in shaping an individual’s journey.Quotes:“If the road you're on isn't taking you where you'd rather be, change the path.” -Amit“If you don't like the movie, change the script.” - KumarChildhood Experiences:Amit:At four days old, Amit had surgery to remove a mass, facing intense pain due to insufficient anesthesia. He drew on his inner strength, believing that his purpose in the universe kept him going.Kumar:Kumar's father studied abroad when he was young, but his mother managed both parental roles well. They even used proceeds from the fruit harvests to pay for his father’s school fee overseas. Influential Groups:Amit:Amit was born when his father was an academic physician. The model for them was how to solve Amit’s problems. After an assessment with a psychologist, his parents were told that he’d qualify for a teaching assistant in school, and in doing so, Amit’s father took the road less traveled.Kumar:Academics have always been a major pillar in Kumar’s life. As a child, his parents sent him to a private school even though his family's finances were extremely limited. The experience instilled a value of learning in Kumar. As a child, Kumar enjoyed teaching and helped his friends learn math.Temperaments and Personality: Amit believes he has developed humility over the years, seeking what is rather than what he wishes it to be. Both he and Kumar follow John Demartini's concept that every human has every trait, and they focus on recognizing and applying these traits in various forms.Cultural Epiphanies: Amit experienced a cultural clash when featured in a magazine focused on DEI (Diversity, Equity, and Inclusion), expressing discomfort with being chosen based on a checklist. Kumar, meanwhile, continues to practice medicine while navigating the limitations imposed by regulatory bodies.Soapbox Moment: Amit and Kumar encourage exploring the Chintan Project, which aims to help people grow their businesses, exit, or buy, focusing on reigniting passion and purpose.Support the show

Using the Virtues Sequence for Solving Workplace ProblemsAre you facing a problem that seems unsolvable? The answer might lie in the "virtues sequence," a concept my colleague and I uncovered while researching sacred writings across world religions. We discovered a common pattern that could help resolve workplace challenges, consistently following the same path of: love, truth, justice, unity, peace, and abundance.Example One: A fabrication plant faced repeated customer complaints about design mistakes due to miscommunication and a lack of respect between departments. The designers and fabricators were separated by several departments, and when fabricators reported issues, they were often ignored by the designers who felt superior. This created distrust and poor relationships, rendering feedback workflows ineffective. The solution was to bring designers, fabricators, and customers together to develop relationship. Regular meetings led to unity and smoother operations, which in turn addressed customer concerns. Example Two: The virtues sequence can enhance workplace dynamics by tackling core issues. A manager dealing with personal problems might unknowingly create a toxic environment, driven by unresolved struggles. Addressing this starts with acknowledging the truth of personal issues, and their impact on others leading to love and justice. Example Three:The final example involves managers promoting up from a marginalized employee group. When organizations do not genuinely believe in the competence of the racialized individuals they unconsciously undermine them, which reveals hidden discriminatory attitudes. The lack of authenticity stems from an absence of truth and love, leading to injustice. Such problems occur because people often do not feel that their needs for love, appreciation, and acknowledgment are met in their own lives.How to Increase Ability to Apply the Virtues Sequence with Authenticity:Serve the Customer: When you truly serve the customer, you reconnect with the noble purpose that your job is intended to fulfill. This strategy, derived from Lisa Earl MacLeod’s book, Selling with Noble Purpose has many examples of how connecting to service, inspires workplaces to make amazing progress and individuals to find purpose and meaning in their lives. Remember Your Family Legacy: By reflecting on your family legacy, you can identify an inspirational example that has shaped your best self. While acknowledging that your family legacy wasn't perfect, you can still be inspired by the virtues your family tree has been able to demonstrate over time. This gives a sense of purpose and helps you get back on the virtues path.Increase your Empathy through discomfort: People may lack empathy because they haven't experienced it themselves. One of my facilitator colleagues introduced an exercise to increase empathy by trying to teach workshop participants 10 minutes of basic introductory knowledge in Punjabi. Within less than five minutes, participants were angry and in tears. Pausing the exercise, my colleague explained that this was how their newcomer workers felt all day, every day, when they didn’t speak English as a first language. This powerful experience helped leaders understand their employees' struggles and realign with empathy and increased patience.In summary, the virtues sequence, can be used as a diagnostic tool for a workplace issues, and in your personal life to find virtues solutions. Remember the sequence: Love - Truth - Justice - Unity - Peace - Abundance.Happy practicing and don't forget to pick up my book, The Spirit of Work: Timeless Wisdom, Current Realities!Support the show

Bio:Dr. Alan Akira is a board-certified psychiatrist and founder of Mugen Psychiatry in Chicago. He aims to improve psychiatric care access, leveraging his expertise in clinical decision-making, education, and healthcare management. He’s also an Assistant Professor at Rush University Medical Center and has received multiple awards for his clinical excellence and teaching.Links:LinkedIn Bio: https://www.linkedin.com/in/alan-akira-md/ LinkedIn Page: https://www.linkedin.com/company/mugen-psychiatry/ Twitter/X: https://twitter.com/Dr_Akira_MD Email: alan.akira@mugenpsychiatry.com Quotes:“The world doesn't get any easier. You just tend to get better if you choose to.”“One might not know where they're going in the future, but most of the time, we know where we don't want to be.”Episode Highlights:Dr. Akira explores redefining happiness and success, emphasizing the importance of celebrating not just the results but the journey itself. He shares personal stories and reflections on his childhood and career that have shaped his current philosophy.Childhood Incidents:Dr. Akira grew up in a household where his parents had blue-collar jobs, but very little financial stability. As a young teenager, Dr. Akira experienced a lot of confusion, around money issues. These challenges snowballed into stress, anxiety, depression, irritability, and anger. At some point, Dr. Akira questioned whether this was what life had to be. Thankfully, he had mentors who offered him hope, showing him that there was more to life than his lived experience and anxiety.Cultural and Leadership Influences:Dr. Akira’s grandparents moved to the United States and opened a fish market in New York. One thing Dr. Akira noticed was that they always put their employees first, and the dividends of this approach paid off in their interactions with customers. For instance, they always found reasons to celebrate with their employees, and it was always authentic. At Mugen Psychiatry, Dr. Akira applies the same principle. He invests in both the clinicians’ present and future because he believes that happy clinicians do a better job. Temperament and Personality:Growing up, Dr. Akira was quiet, reserved, and quite introverted—always preferring to sit alone rather than interact with others. No one would have ever imagined him as a psychiatrist. Over the years, he has become an “extroverted-appearing” introvert. He has stepped out of his comfort zone and learned how to have conversations with other people.Cultural Epiphanies:Coming from Brooklyn, New York, Dr. Akira had a tough time understanding the Southern accent when he moved to Alabama. He recalls a day when he was attending a literature class, and the teacher was reading Huck Finn with a deep Southern accent that made Dr. Akira question if she was reading in English at all.What Brings Out the Best in Dr. Alan Akira?Dr. Akira thrives when there is a fine balance that allows him to lean into things that recharge him. He is working on a study to help him understand what drains him versus what recharges him. He is also learning to appreciate that what recharges him might not work for others.Soapbox Moment:Dr. Akira challenges us to learn to define things operatively on an individual level and to allow ourselves permission to double down on what works for us. He also invites us to check out his weekly newsletter on LinkedIn.Support the show

The subtle art of embracing cultural influences.Bio:Agnes Yaa Serwaa Somuah is the Program Manager of the Sinkunia Community Development Organization in Edmonton, Alberta, Canada. The organization designs programs for new immigrant children and youth from African countries and of African heritage backgrounds.Originally from Ghana where she was a teacher, Agnes holds both Bachelor's and Master’s degrees in education. She came to Canada in 2008 and now works at Sinkunia, engaging children and youth in activities to build confidence and cultural pride. Agnes is a published author of 13 books, including nine children’s stories called “Akan Children’s Stories,” two stories about her personal life, and four plays in Akan. Last year, she received the Queen Elizabeth II Platinum Medal for community service.In her spare time, Agnes enjoys spending time with her children, who range in age from 8 to 25 years-old, and her husband. She loves gardening and cooking.Links:Agnes’ Children BooksAgnes’ HIV Survivor StoryQuotes: “Every day, I get a chance to just make a child smile, like all the smiles I missed when I was a child.” “So many things happen to us when we are growing up, but it depends on you as an individual what you choose to do with it.”Episode Highlights:Agnes exemplifies the saying, "When in Rome, do as the Romans do" by navigating and embracing the diverse cultures of Ghana and Canada. Childhood Incidents: Agnes grew up in a household where her father had three wives in constant rivalry with each other. As a child, she loved being at school more than at home because at home there was no time to play. Children always had responsibilities ranging from working on the farm and in their father’s stores to counting money from the store. Agnes vividly recalls organizing award shows for children in her neighbourhood using chocolates from her father’s store. One day, while visiting her aunt in Accra, she continued her award shows, and her aunt told her she would make a great teacher, though Agnes wanted to be a journalist.Unlike many African compound families, Agnes’ dad always encouraged her to go to school and do her best to excel. Agnes never got close to her mother, a second wife in competition with the other women of the household. One thing Agnes learned from her mother was cooking, and believes her mother could cook a whole cow in 50 different ways.Influential Groups: Agnes learned communal living from her father, who united all his children. This influenced her desire to live with others when she moved to Canada. She wanted to be around people.Cultural and Leadership Influences: As a nanny in Canada, Agnes was supported by her employers to publish her books. She was surprised by the family's progressive views on parenting and their support for her dreams.Personality and Temperament: Agnes has an inside and outside personality. At home, she is quiet, contrasting with her public persona. Her quiet husband and their youngest child help balance her dual nature. She tries to blend Canadian ideas and opportunities with her own in raising her children.Cultural Epiphanies: Agnes was shocked by the prevalence of smoking in Canada, which contrasted with Ghanaian views on social status. What Brings Out the Best in Agnes?Being with people and feeling respected motivate Agnes to show up to work even on tired days. She also loves working with children, giving them the smiles she missed as a child.Support the show

What is the Difference Between Training and Coaching?Is there a difference between training and coaching?Quotes: “If you don't know what you want to see, then you don't know how to see if it has worked or not.”Episode Highlights:Organizations can confuse training with coaching or misunderstand their purposes. When an organization approaches me for training or coaching, there's often confusion between the terms. People think that coaching is the same as training and vice versa, or they don't understand why you would need coaching because you don't have any “so-called” problems. They also don't know what to expect or how to determine if there's going to be progress in training and coaching.In this episode, I share the differences between coaching and training. I also touch on the different types of training and coaching and what they entail.Training:Training typically targets organizational goals and is often done in groups. It involves predefined outcomes and measures success through behavior changes.Types of training include:Knowledge-based training: Involves presentation of material with quizzes and discussions to assess understanding.Skills-based training: Focuses on observable behaviors towards a specific outcome, like presentation skills or carpentry skills.Behavior change-oriented training: Aims to make visible changes in knowledge, skill, and attitude.Coaching:Coaching is complex and relationship-based, focusing on sustained action and behavioral change. It involves a continuous learning process, like mastering a sport or instrument. Combining coaching with training yields exceptional results.Types of coaching include:Life coaching: Covers life skills like budgeting, emotional regulation, and anger management.Business coaching: Focuses on strategy, finances, marketing, and business goals.Executive/leadership coaching: Involves strategic planning, team management, and change management.Performance coaching: Targets specific career goals and leadership milestones.Health coaching: Concerns improving habits of nutrition, exercise, weight loss, and addictions.Relationship coaching: Involves communication, conflict management, and interpersonal skills.Success in training depends on clear goals and effective engagement towards desired course outcomes, while success in coaching relies on the client's willingness to engage and the coach's ability to help the client build capacity and strength in achieving personal goals or overcoming professional obstacles.If you're interested in discussing training or coaching with me, please email marie@shiftworkplace.com to find a time to chat and determine what best suits your circumstances.Support the show

Learning About Workplace Wellness From Sacred TextsDelve into the fascinating topic of workplace wellness by uncovering insights from sacred texts and exploring how they can draw inspiration from Hinduism, Christianity, and Islam to uncover principles that can guide us in creating a happier and healthier workplace culture. The Golden Rule:The Golden Rule requires that we consider other people as equals deserving of respectful treatment. Imagine if this rule were applied universally how golden would the world be? When people believe and feel the Golden Rule as a divine principle, it holds more weight than something that's just a personal preference. The Golden Rule becomes a way for us to measure our own behavior and to hold ourselves accountable because it carries the responsibility and weight of a divine imperative. Powers of the Soul According to Hinduism:In my book, on page 24, there are some interesting principles from Hinduism that revolve around qualities and powers of the soul. I want to focus on the first three powers of the soul which are great ingredients for a healthy workplace:Power to Accommodate: This is the power of flexibility and acceptance.Power to Tolerate: By developing awareness of internal and external influences and not allowing them to control us.Power to Face and Confront: By facing obstacles, overcoming difficulties, and standing up for justice.Powers of the Soul According to Christianity:In the Bible, there is very little specifically about the soul and its powers, but we do have parables. St. Thomas Aquinas and other writers have written a bit on the nature of the soul. Here are some of the highlights:The soul has the capacity to learn from experiences that could significantly influence work.The soul has the capacity to interact with other souls. At work, when interacting with our colleagues, it is our souls that are interacting, which gives us a huge responsibility to speak to our colleagues as souls.Upon death, the soul is subjected to judgment based on how the individual lived their life, the actions they took, and the degree of their faith. At the end of life, the soul will be held accountable by the creator.Powers of the Soul According to Islam:In Islam, experience and understanding balance each other, and action and restraint balance each other. Two Islamic psychologists created an amazing framework, which is a personality type indicator based on the principles of these two balancing concepts and four personality types.Power: The ability to move resources towards a goal.Justice: An orientation towards equity and fairness.Inspiration: A spiritual orientation giving birth to innovation.Vigilance: Avoiding unnecessary risk and strong concern with safety.With these four personality types, we can consider the qualities required for a just and equitable workplace.Performance Reviews According to Divine Concepts:Hinduism: Instead of asking, “How did you do in terms of such and such a goal?” ask, “How were you able to show flexibility and detach from internal and external influences to make wise decisions? What obstacles did you overcome?”Christianity: Use what you have experienced and learned from your work to evaluate your capacity to interact respectfully with other souls at work. Give yourself a report card on your work behavior and alignment to values and company goals.Islam: How have you been able to see and build the talents of others to provide a more comprehensive view of the whole team? How have you been able to participate towards justice and equity as a team member?Support the show

Improving life through better listening.Bio:Stanford is a wealth management advisor. For over 30 years, Stanford Slovin has worked in the securities industry with individuals, families, and business owners as a financial professional with major national brokerage firms.He is the author of Better Listening: The Secret to Improving Your Professional and Personal Life, and as a speaker showcases how listening improves communication and conflict resolution. Stanford is actively involved in charitable organizations focusing on mental health and children with disabilities. He loves traveling and plays in a rock and roll band.Links:Website: https://www.betterlisteningbook.com/LinkedIn: https://www.linkedin.com/in/stanfordslovin/Episode Highlights:In this episode, our guest, Stanford Slovin, educates us on the importance of empathetic and reflective listening. According to Stan, the world would be a better place if we all listened better. Stan shares his childhood and professional experiences, and we also get to hear about his involvement in the Side Hustle band.Childhood Incidents:Growing up, Stanford and his family traveled frequently. He vividly recalls his father engaging with waitstaff and bellhops, asking about their days. This inspired Stanford to write his book, believing that today's distractions prevent us from truly listening. He also remembers his father encouraging everyone, including family and employees, to express themselves.Leadership and Cultural Influence:According to Stanford, the best leaders are the best listeners. As a young adult, people often vented to him, and he always made them feel heard. Now, he asks if people want to be listened to or need his input after venting. Sometimes, people just want to be heard without receiving advice. Growing up in a Midwestern city, Stanford realized how isolated cultural, religious, social, and economic settings can be. Summers spent on his family's farm in Galena, Illinois, exposed him to diverse people with different beliefs and economic backgrounds, highlighting the world's diversityInfluential Groups:From a cultural and personal standpoint, Stanford chose a career focused on relationships, social interactions, sales, and service. He preferred a profession that involves communication and interaction in both social and professional settings, rather than a career confined to a lab, isolated from people, or dominated by data analysis and paperworkPersonality and Temperament:Stanford has always been gregarious, spontaneous, and enthusiastic. Over the years, he has become more positive, patient, and listens better. His daughter describes him as passively aggressive in a positive way. He has also learned how to understand his audience so that he can communicate better.Cultural Dissonance:Stanford went to school to study law, and he was committed to practicing law when he graduated, but along the way, he realized he had a passion for wealth management. He had to get into cold calling, asking strangers to send him money to invest. The professional shock lasted for 18 to 24 months.What Brings Out the Best in Stanford?Stanford thrives in an environment where he understands what’s important to the person or people that he is working with. He is always looking for what else is important to them.Soapbox Moment:Stanford encourages us to get and read his book. The three key takeaways he would want us to have from the book include impactful conversations, empathy, and more reflective and active listening.Support the show

Anxiety is Not an EmotionDid you know that anxiety is not an emotion? You may think you "feel" anxious, but in reality, you're sensing anxiety. Anxiety is a physiological reaction from the "fight or flight" function of the vagus nerve. It triggers the adrenals to release cortisol and adrenaline into your nervous system, setting off an alert to potential danger. You feel it in your solar plexus above your kidneys. Anxiety's hormones aren’t usually signs of real danger, making anxiety "homeless." It is a moving target in search of a home, but always gets kicked out due to its bad behavior. Anxiety can never be satisfied, making it a close partner to perfectionism. Never happy, never good enough, never complete. Anxiety, perfectionism, criticism, and paranoia cause repeating neurological thought loops that entrench fear (false expectations appearing real). This leads to catastrophizing (seeing disaster around every corner) or magical thinking (belief that unrelated events are connected despite no evidence). These thought patterns result from anxiety, constantly searching for a place to reside, but no one wants to let them in permanently due to their disruptive nature.Emotions, on the other hand, are our friends. Whether pleasant or unpleasant, they ask to be acknowledged and felt. When we acknowledge our emotions, they transmit messages necessary for both surviving and thriving. However, we often fail to acknowledge and accept our emotions, causing them to return and eventually get stuck in the body. This can create stiffness, pain, and inflammation in the muscles, organs, or entire body areas.But there’s hope! There are practical things you can do, or rather undo, to create and sustain feelings of calm, peace, and confidence, which dissolve anxiety.Three Anxiety-Calming Practices:1. Cognitive Practice: Move Your To-Do List to a Success List Start with a sticky note pile and a pen or pencil. Set a timer for two minutes and write the first "to do" thing that comes to mind on a sticky note, then rip it off and set it aside. Continue until the timer goes off. Categorize these tasks into piles and put the top priority for each pile on top. Create a "success list" of no more than three items. When feeling overwhelmed, do this activity to calm your mind and create a sense of order.2. Breathing and AwarenessBecome consciously aware of your breathing and whatever feeling you are experiencing in the moment. Make this a practice whenever you notice sensations of anxiety or obsessive thinking. This will calm your nervous system and replace danger signals with signals of well-being. In a real dangerous situation, this practice will help you stay clear-headed and calm.3. Acceptance Tell yourself, “I accept that I am feeling this right now.” Acceptance is the thriving part of your nervous system that allows feelings of joy and brings inspiration. Accepting one feeling in the moment opens the horizon to other good things, helping you wave goodbye to anxiety.In conclusion, anxiety is not an emotion, but instead a physiological response that you can calm. Using the aforementioned anxiety-calming practices will bring relief and a sense of freedom.Thanks to Marie-Helene Pelletier for her insights on this topic from her book, The Resilience Plan. For professional support, you can email me at marie@shiftworkplace.com to schedule a time to connect and talk.Support the show

Redefining Leadership in the Mission-Driven SectorBio:Dimple Dhabalia is the founder of Roots in the Clouds, a boutique consulting firm that uses storytelling to heal individual and organizational trauma. She is a writer, podcaster, coach, and facilitator with over 20 years of public service experience at the intersection of leadership, mindfulness, and storytelling. Dimple's mission is to transform mission-driven sectors by building human-centered cultures that meet mission needs and create psychologically safe spaces of empathy, connection, well-being, and belonging for staff.Links:Email: hello@rootsintheclouds.com Website: https://www.rootsintheclouds.com/Instagram: www.instagram.com/dimpstory Newsletter: dearhumanitarian.substack.comLinkedIn: www.linkedin.com/in/dimpstory TikTok: https://www.tiktok.com/@dimpstoryFacebook: www.facebook.com/rootsintheclouds Quotes:"Organizations must create a duty of care that looks at the needs of the whole person."Highlights:Explore the importance of acknowledging and addressing organizational trauma, the impact of moral conflict, and the need for holistic, human-centered duties of care in organizations. Childhood Incidents:As a child, Dimple celebrated all holidays. One Easter, she found eggs in their garden, but a neighbor said they were for Christian children, and her father made her return them. In school, a classmate called her an "Indian giver" for changing her mind about giving a pencil, and the teacher's reaction made her feel out of place. At age seven, her dad was diagnosed with bipolar disorder, shifting family dynamics and making her mom the breadwinner, often requiring Dimple's help and causing her to miss time with friends.Cultural Influences:Dimple has always prioritized service before self, a value her hardworking mother also upheld. Before her mother's passing, she urged Dimple and her sister to prioritize self-care, prompting a significant shift in Dimple's approach. Today, she believes in service without sacrifice.Dimple enjoyed Greece the most, where clear boundaries between life and work allowed her to serve healthily and maintain a social life. However, moving to Delhi led to overworking and losing her social balance.Personality and Temperament:Dimple's temperament is rooted in empathy, caring, and a desire to fight injustice. Over the years, she has incorporated self-care, curiosity over judgment, and an understanding that people's behaviors often have unseen complexities.Cultural Epiphanies:As a Brownie, Dimple's leader surprised the girls with breakfast at McDonald’s. Dimple's mom dressed her up while the other girls arrived in pajamas. This incident highlighted a cultural disconnect, but taught Dimple about different social norms.What Brings Out the Best in Dimple? Curiosity, connection, and empathy are Dimple's strengths. Curiosity drives her to understand others, empathy allows her to share their space, and connection helps explore stories and organizational trauma.Soapbox Moment:Dimple’s book, Tell Me My Story: Challenging the Narrative of Service Before Self, is available now. Listen to her podcasts, "Service Without Sacrifice" & "What Would Ted Lasso Do?" For more information, sign up for her newsletter, Dear Humanitarian.Support the show

Using the Language of Virtues for Building Soul-Sustaining Work DecisionsEpisode Highlights: By practicing virtues and utilizing the “virtues progression,” we discover practical tools for creating happier and healthier workplaces.Importance of Virtues in the Workplace:I've seen the impact of practicing virtue at work across four careers and over 500 managerial students, coaching clients, and 100+ companies. One of the companies I worked with asked me to help a dysfunctional site improve communication. After introducing the concept of virtues with a personal story, and asking them to share stories about an obstacle they had overcome or something they were proud of, I coached them to identify the virtues in each other's stories. This exercise led to open, non-defensive discussions. A few months later, the workplace atmosphere had improved significantly, increasing customer satisfaction and prompting the company to replicate the approach.Learning the Language of Virtues:Virtues are developed through learning and through practice. Virtues are habits of character. Once practiced, they become characteristic of the person’s character. At the heart of the virtue approach is the idea of community. A person's character traits are not developed in isolation, but within and by the communities to which he or she belongs. What philosophers call “the moral life” becomes a matter of determining the kind of people we should be and attending to the development of character within our communities and ourselves. (The Spirit of Work: Timeless Wisdom, Current Realities, p. 35).To develop my own practice of virtues, I have a virtues card deck. Every morning I pick a card from the deck, and focus on that virtue throughout day. At the end of the day, I reflect on how I applied the virtue to my work. To benefit from this idea, consider getting “The Virtues Project” card deck or “Virtues Cards” app.Virtues Progression:From my study of the Sacred Writings of the world religions, I discovered a virtues progression which has specific virtues as benchmarks and a guideline to solve problems. The progression is Love – Truth – Justice – Unity – Peace – Abundance. Every human relations rupture starts from a gap in one of these places in the virtues progression.For a workplace issue, identify which virtue is missing and look backward in the progression to see what foundational virtue is required to experience it, then forward to know the next step. For example, if someone refuses to communicate, it might be due to a lack of safety (not feeling loved) or fear of repercussions (truth).To ensure a decision is just, consider that these three justice quotients must be present during the decision-making process for all to benefit: Seek diverse perspectivesConsult those most affectedInvolve all stakeholders How Virtues Affect People:A story from Chapter 2 illustrates the power of recognizing virtues. In a high-security prison where my husband once worked as a psychologist, he was assigned to help a large, tattooed, explosive inmate with anger management. As an emotions management tool, my husband introduced the "sparkle technique," a reminder to defuse anger by looking right, smiling, and then looking left, and smiling again (physiologically creating conditions for virtue by calming the nervous system). The technique reduces anger by changing eye position and engaging the muscles used for smiling. Although skeptical, the inmate tried it, found it effective, and even taught it to others, reducing fights in the prison and improving interpersonal relationships. He returned to his program with my husband saying enthusiastically, “This sparkle sh** really works!” Support the show