This episode Stew and Dana discuss her latest book, Parent Nation: Unlocking Every Child’s Potential, Fulfilling Society’s Promise, and the ways parents can use developmental neuroscience to help their children grow and ultimately to build a society that works for families and for all of us.

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  Go to https://parentnation.org/get-involved/ and find the Big Shift Tool that Stew and Dana talked about on the show.  Take a few minutes to  respond to discover what you can do to move our nation toward a better tomorrow for our children.  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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This episode, which is about the biggest work/life issue we can imagine, starts with Diana talking about her father’s finding love at 85, after her mother’s death, and how this demonstrated hope for the future emerging from the despondency of loss.  This heartwarming story sounded the keynote of Stew’s conversation with Diana about the inspiring stories of how the women profiled in her book are, in the face of our rapidly failing natural environment, taking action to make things better.  These powerful narratives not only tell us about the creative experiments abounding in our midst, they offer empowering ideas for how each and every one of us can do something good for our world. 

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  Find one small thing you can do to reduce your carbon footprint and tell someone else about what you did, why you did it, and what you’re going to do next.  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Amy about her evidence-based model for how to manage parental leave, as a working parent and as a manager or co-worker.  They talk through the three phases of preparing for leave (which is mostly about work), during leave (about parenting), and returning (about being a working parent).  Amy describes the crucial touch points in each of these phases and offers practical advice for anyone experiencing the joys and trials of taking time from work to care for children and for all those who support working parents.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode, if you’re a manager of someone approaching parental leave or a person about to take one yourself:  What’s your vision of how you want things to be upon return?  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Christine about her research on the waning of community and the effective ways of reweaving the fabric that holds our society together.  She describes contemporary examples from sports, business, health care, nonprofits and other organizations that illustrate what it takes to create and sustain communities in organizations and the many benefits that result.  Stew and Christine get into how the principles – like building a genuine sense of unity while embracing differences in political, religious and other attitudes – play out in the new world of work and how they inform efforts to save the planet from disastrous climate change. 

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  Is there an opportunity for you to take some action, within your power, to help people in your work life feel a greater sense of common humanity?  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Gianna about her experiences growing up in Texas, daughter of a Philipine woman who was a mail-order bride, and how that shaped her experiences as an undergraduate student at The Wharton School.  Gianna describes how her early life led her to want to have an impact through her work on valuing the humanity in each and every one of us.  She describes the opportunities and challenges on her path to pursuing that ambition in her current role and in her life beyond work.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  Think about your own history and your particular demographic characteristics – age, race, sexual orientation, etc. – and consider what is it about your particular mix that is distinctly valuable in the world of work.  What do you discover by taking a few minutes to think about who you are?  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Lynda Gratton about her latest book, Redesigning Work: How to Transform Your Organization and Make Hybrid Work for Everyone.  It’s a practical guide, with contemporary examples of progressive organizations, for what anyone can do to capitalize on the opportunities created by the revolutionary changes occurring in the world of work, shifts that have the potential to enrich our lives, if managed intentionally and intelligently.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode. Pause for a moment to consider a change you might make, either in the when or the where of your doing work, that you expect would result in greater performance and harmony in your life.  Then try it!  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Kevin about how the loss of his own voice due to a rare illness changed his conception of leadership, how his immersion in the culture and values of indigenous peoples informed his radically revised leadership style, how giving voice to previously oppressed people can change their lives, and much more.

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  What would it take for you to listen more than you speak, especially to people who are in some way hierarchically subordinate to you?  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Larry Hirschhorn about his recently published book about the sudden death of his son, called Grieving Aaron: Poems in Response to the Death of My Adult Son. They discuss anger, despair, ambivalence, the various ways different people express grief, the changes wrought by the loss of a loved one, and what it takes to reach toward hope in the face of tragedy. While Larry’s loss is unique to him, with his background in psychology and the kind of consulting and research he has done over the course of his long, illustrious career, he has profoundly useful insights for all those who are grieving losses and dislocations due to the death of loved ones, especially in pandemic times.

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  Write a poem about someone you love who has died.  How does the writing affect your thoughts and feelings about your loved one and about your own identity and purpose?  Share your reactions and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Vanessa Bohns about eye-opening research on how people undervalue the impact they have on others and what this means for our lives at work, at home, and in the community.  They discuss practical implications for how to ask for help, most effective means for negotiating boundaries between work and home, how to persuade people to take action on social issues like climate change, how embarrassment informs morality, and more.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode:  Think of someone who you want to ask for help and use what you learned from this conversation in making that ask.  Share your reactions to this episode and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with one of the world’s leading experts on innovation, Alec Ross. A former senior advisor in the Obama Administration, his new book is The Raging 2020s: Companies, Countries, People — and the Fight for Our Future.  It’s a brilliant, highly-readable, comprehensive analysis of how our social contract became broken that provides practical ideas for action to reset our course toward a better tomorrow.  Stew and Alec talk about what he learned starting out as a school teacher in an economically ravaged part of Baltimore that informs his current thinking (“talent is everywhere but opportunity is not”); the central problems of government, the private sector, and labor politics; and what we can and must to to create a sustainable world as a nation, as employees, and citizens.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode:  What consumer choice can you make, that you’ve not made before, that will direct your resources toward companies you want to support because of their values, even if it might be relatively less convenient or more costly to acquire their goods or services?  Share your reactions to this episode and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.

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In this episode, Stew talks with Rob about the causes of the epidemic of too much collaboration at work and how this problem has reduced productivity and well-being in all parts of our lives.  They discuss Rob’s research on how effective collaborators break free from the tyranny of inessential collaboration and then focus their attention and energy on, among other things, finding simple ways to cultivate diverse networks that give them greater courage via fresh perspectives they gain on how to live a good life.  Rob describes how to identify and reduce what he calls the now-common “micro-stressors” in our lives.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode: Identify one micro-stressor in your life – over which you can exert some control – and see if you can come up with a small step you can take to reduce or eliminate it.  Share your reactions to this episode and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.

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In this episode, Stew talks with Scott about insights for action from his new book on how to garner employer support for all employees, and for working parents in particular, in the new world created by the pandemic’s jolt.  Scott describes what he’s learned about what employees want these days, he offers advice for job seekers in the current labor market, and he suggests some practical ideas for how managers can build a better workplace and improve business results.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode:  What can you now envision about your work or career that you couldn’t see prior to the pandemic?  Share your reactions to this episode and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Carmen about the new challenges in Human Resources today as we strive to emerge from the pandemic; how to attract and retain talent now that so many people have been changed by the experience of remote work and by their increased interest in what matters most in life; diversity and inclusion best practices; what she learned from Stew’s Total Leadership approach, and more.

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode: Try using Carmen’s great example of a community-building activity by starting a meeting asking attendees to write a short note of appreciation to someone in your organization. And here’s another great practice from Carmen, one that she uses in her family: Try having a short weekly conversation with your family asking each member to say what they’re hoping to accomplish in the week ahead and what help they need to do so. Share your reactions to this episode and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.

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In this episode, Stew talks with Daisy about her evolution from investment banking to advisor for working parents, the useful tips she gathered from speaking to a variety of working parents across different stages of the parenting life cycle, what it takes to be the mayor of the village that raises your children, and more about how to succeed as a parent and in your career.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode, and if you are a working parent.  Take a moment to find an opportunity to use the advice Daisy offered at the end of this conversation:  Express appreciation to your parenting partner – anyone who helps you in this aspect of your life – for their contribution, however big or small, and see what happens.  Share your reactions to this episode and suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Jen about relationships at work, how the pandemic as well as technology have had an impact on work connections and performance, and why it’s crucial to care for yourself if you’re going to succeed.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode. What can you do to care for yourself that will improve your performance at work as well as in your family and in your community?  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Ulcca about what we want our children to learn and what they are actually being taught in our schools. We discuss what it means to be “smart” in today’s in today’s complex world -- and in tomorrow’s -- and how the educational system we have had for centuries has to change.  Ulcca describes what we can do to make the necessary changes, as parents, business leaders, policy makers, and citizens.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode. Have a conversation with anyone you know about how a more holistic approach to education would make our nation stronger, better prepared to meet the challenges the next generation will face.  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Gorick about specific guidance for how young people can navigate school and their first jobs for early career success, with particular emphasis on first-generation and low-income students.   Gorick’s research and practice reveals there are three critical questions one must answer well: Are you competent? Are you committed? Are you compatible?  After Gorick describes how his personal history led him to devoting himself to this field, he gets into some practical tips with examples for how to go about demonstrating competence, commitment, and compatibility.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  For yourself, or for a young person you know, ask  the three critical questions and come up with an action implied by whatever the answer might be.  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Richard about practical ideas for how we can cultivate good digital citizenship in our children by developing five essential qualities:  focusing on the quality and value of specific content and not on the amount of time spent online; staying informed as a discerning consumer of online content; learning to take in alternative perspectives; engaging in the community; and staying alert and creating safe spaces for others.

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  What small step can you now take to help a child in your life become a stronger citizen of the digital world?  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Jessica about how to learn and grow from rejection, a kind of experience everyone has.  She describes how to glean useful data from rejections, especially about your values; cultivate creativity on the other side of the awful feelings that follow rejection; build the “rejection muscle” by exposing yourself to small rejections regularly; and take a new path in a rejection’s wake.  All this comes to light through stories of fascinating women and from exercises derived from their wisdom.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  What small rejections -- at work, at home, in your community, or in your private sphere -- can you induce in order to build your rejection muscle?  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Latha about her optimistic view of how the pandemic can change for the better the way we do business. They discuss how mindfulness can increase the resilience of individuals and organizations alike and even help us build community and be more connected to each other. They also discuss how technology can be harnessed for good.

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode.  Take a deep breath or two, close your eyes, and imagine an interconnected world and your place in it then write a note to yourself in response to this question: What kind of leadership can you develop to support that world?  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Jason about his career, how he applies lessons learned years ago in Stew’s Total Leadership class at Wharton, his recent paternity leave and its impact on his work and most important relationships, the impact of fatherhood on his career, and much more.  

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode:  If you know someone who is thinking about taking paternity leave or is either now on or has just returned from such a leave, how can you support them?  Share your reactions to this episode and your suggestions for future shows with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Lauren about the practical advice she gleaned from her research about working mothers’ experiences following their children’s arrival, including tips for building strong relationships with the most important people in your life.  They discuss how the pandemic has both highlighted and exacerbated the challenges working mothers face and what public policy can do to move us faster toward an egalitarian society.  

Here then, is an invitation, a challenge, for you, once you’ve listened to the conversation.  If you agree that investment in our nation’s children is wise, express your support for government policy that provides for their care.  Share your reactions to this idea, this episode, and suggestions for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Jason about building a trusting workplace culture and strengthening your reputation and your market power through persuasion, though Jason’s take on persuasion is not what most people think about when they picture what it means to be persuasive.  He demonstrates with enlightening examples how the ability to persuade -- which we need in all parts of our lives -- results from being original, generous, empathetic, and soulful.  And he provides super-practical tips for how to cultivate these qualities.   

Here then is an invitation for you, a challenge, after you’ve had a chance to listen to this episode:  What might you try to say or do that would reveal more of yourself to others, whether at work or in some other part of your life, and thereby build greater trust in your world?   Share your reactions and your suggestions for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Liya about the story of her experience as a caregiver during her mother’s fight against cancer and about her own journey from the discovery of her own cancer to her current life as a survivor.  With compelling examples, Liya vividly describes the trials and tribulations -- the physical, social, economic, and emotional challenges -- of living with cancer and how she realized, because she felt lost, the need for a resource that could help people with cancer and their caregivers deal with the realities of the world beyond hospitals.  Liya talks about Alula’s mission, it’s fast-growing number of partnerships with product and service providers as well as investors, and how her company’s culture is focused on sustaining the real lives of all its stakeholders.  Hers is an inspiring leadership story of how you can transmute an excruciating pain in your life into something of value to others.

Here then in an invitation for you, if you or someone you care about is struggling with how to treat and survive cancer: Explore myalula.com and find help. 

Share your reactions and suggestions for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Erica about her latest book, written before the pandemic but even more important now that so many are working almost entirely in the virtual world.   She shares lots of practical advice on such matters as when to write in all caps, with whom to use emojis, how to negotiate ambiguous time-to-respond issues, how to respond to passive aggressive emails, a method for analyzing your digital body language style, and more.  

Here then, is an invitation, a challenge, for you, once you’ve listened to the conversation:  Pause after drafting your next email, before you send it, and think for a moment about the emotional reaction you expect from the recipient.  Does this suggest a change in what you wrote?  Share your reactions to this idea, this episode, and suggestions for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.

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In this episode, Stew talks with Katy about her new book, How to Change: The Science of Getting from Where You Are to Where You Want to Be. Katy shares her very practical advice about how to craft a way to get things done that is tailored to your own particular stumbling blocks whether it is failure to launch, impulsivity, procrastination, forgetfulness, laziness, lack of self-confidence, or a desire to conform to expectations. Katy describes some of her book’s evidence-based strategies for overcoming these obstacles to change -- strategies such as temptation-bundling, commitment devices, and cues -- and when and how to use them to increase your chances of successfully implementing change in your life.  

Here then, is an invitation, a challenge, for you, once you’ve listened to the conversation.  Think of something you’d like to change but haven’t yet and come up with a temporal link to your actually doing so by defining your starting time as a fresh start or reset in the creation of a new definition of who you are.  Share your reactions to this idea, this episode, and suggestions for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Jordan about fatherhood in the modern world and the dilemmas fathers face at work and at home, stigmas that undermine divorced fathers, why patriarchy is harmful to men and to women, the importance of being a feminist, and what it takes to become a feminist dad -- critical consciousness, responsive fathering, removing locker-room gender essentialism, and rigorous inclusivity.  Jordan offers practical advice on how fathers can adopt these principles in their lives, thereby liberating themselves and giving their children the love, support, and guidance their children need to thrive.  

Here then, fathers, is an invitation, a challenge, just for you, once you’ve listened to the conversation.  What can you do to demonstrate to your children a commitment to rigorous inclusivity and what, if you did so, would you expect to be the result for your children’s lives?  Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Joann about what she learned about what it takes to find harmony among the different parts of life from her own personal experience and from interviewing trailblazing women in her own cohort (Boomers, that is), their daughters, and executives who are mothers now.  She describes the profound shifts that have occurred across the generations -- in technology, gender roles, and workplace expectations -- and how they have created new pathways for men and women.  They discuss practical ideas for how to overcome the guilt that still hurts working mothers, the critical skills mothers develop that are of real value to their business and career success, and how a marriage contract can be a boon to a more egalitarian world.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  What small step can you take to reduce the guilt that a working mother in your life -- perhaps it’s you -- currently feels about her choices?  Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Susan about the very best question to ask -- How can I help you? -- to build relationships of any kind, at work or elsewhere. They discuss the various types of communication modes and how they can be used effectively to strengthen bonds.  Susan describes and illustrates her systematic approach to building networks of support, what she calls the “gather, ask, do” method, demonstrating in this conversation how connection is her superpower.

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation. In an upcoming conversation today or tomorrow, lead with the magic question, “how can I help you?” and see what happens.  Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.

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In this episode, Stew talks with Tsedal about the pros and cons of remote work -- for performance, well-being, and relationships in all parts of our lives -- and what we’ve learned about these pushes and pulls during the disorienting world of  the pandemic.  Drawing on research evidence across a number of fields, Tsedal describes tools any organization or individual can use to learn to thrive in remote work and offers insights about what the future of work will look like.   Stew and Tsedal both talked about the great Richard Hackman’s profound influence on their research and teaching. 

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation. How can you use relaunching as a tool for improving the effectiveness of a team with which you are involved?  Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew talks with Darby about the implications of her research on what happens to men and women when they become parents, how the quality of marital relationships affect children, the importance of social support for new parents, how the pandemic has affected parents, the tendency for American mothers to assume they must shoulder rather than share burdens, and more.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation. What can you do to provide support for a new parent in your life?  And how, by doing so, would you be enriching yourself?  Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew talks with Julie about the $1.9 trillion COVID-19 rescue plan, also known as the American Rescue Plan, and its implications for strengthening our nation’s care infrastructure.  They discuss the economic and social benefits of a more robust child care system and the ways by which such a system would reduce inequality and injustice suffered by women and people of color.  Julie describes how ordinary citizens, and not just policy-makers, can and must get involved to affect needed change in our cultural values, to truly invest in children and families.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Find an organization that advocates for the values you hold with respect to building a care infrastructure and sign up to support them.  Share your reactions to this episode and ideas for future episodes with Stew by writing to him at friedman@wharton.upenn.edu or via LinkedIn.

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In this episode, Stew talks with Anne and Chris about how and why they started Launch Pad, the communities it serves, what they’ve had to do to pivot their business during the pandemic, what it takes for a married couple to run a company together, how their philosophy of investing in long-term relationships in growing their business affects their relationship beyond work, and more.   

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation, especially the part about how Anne and Chris like to “go long,” as they say.  How might you take a longer-term view than you now have on a business relationship that matters to you and how by doing so would you benefit? Share your ideas and any reactions to this episode by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Cal discuss his new book, A World Without Email: Reimagining Work in an Age of Communication Overload. Cal reviews the ways in which we as a human race need to adapt to the increasingly ever-present technology disrupting, as well as enriching, our world.  He describes how this new book addresses what he’s learned since Digital Minimalism and enumerates strategies for harnessing email and related message systems (e.g., Slack) -- the “hyperactive hive mind,” as he calls it -- because they reduce productivity and make us anxious, distracted, and generally miserable.  He introduces the concept of attention capital theory to help us understand the essential problem with email and, using examples from companies operating today, provides practical methods for bringing this theory to bear in our lives. 

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Think for a minute about your email workflow and try to identify one opportunity to reduce mid-task context switches -- when you have to interrupt your attention -- in that workflow.  Share your ideas and any reactions to this episode by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Martin discuss the reasons the diversity and inclusion efforts often fail. Martin reviews ways that leaders can create diverse and inclusive organizations that work by, among  other things, embracing the weird. He describes a proven, practical model for seeing real sources of difference, understanding them, and engaging in experimentation to create positive change that benefits collective interests.  It can be done!  And, as two bass players, they talk about how the purposes served by that musical instrument are analogous to those pursued by people striving to create meaningful dialogue and growth in organizations.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Ask yourself this question:  What’s the most critical fissure in the social life of your work team or organization; what, in other words, really divides members in ways that subvert your collective goals?  And what would you need to do to better understand the implications of that source of disconnection?  Share your ideas and any reactions to this episode by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew and Erik discuss how to cope with ever-present technology in ways that reduce stress and strain. Erik describes and illustrates, with Stew as his subject, some ergonomic strategies -- how to position our bodies at our workstations, for example -- and ways of re-framing our thoughts and feelings about how we work with the aims of increasing energy and avoiding burnout. 

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  For just one hour of your next work day, try stopping for a minute every 20 minutes or so, to breathe or stretch and to take stock of how you’re working.  What do you discover?  Share your ideas and any reactions to this episode by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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Previously, Lindsey spent over a decade in the U.S. intelligence and diplomatic communities as a technical and political analyst and completed several overseas assignments in the Middle East, Africa, and Europe. She holds a PhD in Management from the University of Michigan, an MS in Engineering Management from the George Washington University, and an SB from Harvard University in Electrical Engineering and Computer Science. She also studied Arabic intensively at the American University of Cairo.

In this episode, Stew and Lindsey discuss the gig economy; how the pandemic has affected gig workers both on the job and in the other parts of their lives; the factors that influence employment choices gig workers make; what they (Stew and Lindsey) learned from their experiences as NYC taxi driver and janitor, respectively; and more.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  What might you do differently the next time you interact with a service provider operating in the gig economy?  Share your ideas and any reactions to this episode by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew and Kristen talk about how the rapid shift to remote work caused by the pandemic has affected well-being and performance.  Her research reveals critical factors that influence the success or failure of the adjustments that individuals, families, and organizations have had to make.  They discuss some practical implications for how to manage Zoom fatigue (which is a bigger problem for women than for men, according to her findings), how couples should communicate to enable bounded and focused attention by both, and how to reduce the debilitating effects of social isolation.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Start your next Zoom call by asking each participant to write a word or phrase in response to this question:  How are you feeling right now?  Share your ideas about what you discover, and any reactions to this episode, by  writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Eve talk about what led her to create a practical, now widely-used solution to the ubiquitous problem of inequality in our home lives, our most important organization, as Eve reminds us.  They talk about how couples can figure out what’s important to them as individuals and as a partnership and then -- in concrete, specific, and fun ways -- how they can take small steps to more closely hew to their values. They discuss the sources of resistance to change, common mistakes couples make, useful tips for how to overcome these anticipated obstacles, and what it means to live in your “unicorn space.”

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Take a minute to think about how you might be undervaluing the attention required by your partner to do what they do.  Then consider what small step you might take to make your partnership a bit more fair.  Share your ideas, and your reactions to this episode, by  writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Amina talk about how her impoverished childhood, in which she split time living in two different parts of Brooklyn, affected her decision to become a writer.  Amina describes her early obsession with writing and how, in a fateful conversation with a poetry professor, she realized her calling was as a writer of stories, not poems.  She talks about her creative process, especially the importance of managing boundaries that enable her to focus on producing her art, and how her relationships with both students and readers enrich the meaning of her work.  Hers is a compelling illustration of what it means to strive for harmony among the different parts of life and the benefits of doing so.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation, near the end of which Amina offers advice for would-be writers.  Among this wisdom, she quotes John Gardner’s Art of Fiction: “If there is good to be said, the writer should say it. If there is bad to be said, he should say it in a way that reflects the truth that, though we see the evil, we choose to continue among the living.” If you are aspiring to a creative career, of any sort, or know someone who is, how might you use her advice?  Share your ideas, and your reactions to this episode, by  writing to Stew at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew and Jay  talk about lessons he’s learned from decades of experience in cultivating meaningful Diversity, Equity, and Inclusion initiatives; the disruptive impact of the pandemic on Minted’s business and people operations and how the senior team is responding to those challenges, especially in having to downsize and develop new revenue streams; the hurdles facing women in the gaming industry; how his experience as a self-described gaming nerd has influenced his career; and much more.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  How has your most significant non-work passion influenced your career and how might you teach what you’ve discovered about infusing your work with that passion from another part of your life?  Share your ideas, and your reactions to this episode, by  writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Jessica  talk about her latest research, which is about how the pandemic and its impact on childcare arrangements and schooling is having a disparate impact on mothers, compared to fathers. Jessica describes the emotional and financial costs for working women and the negative impact on their relationships with their partners as well.  They discuss how to turn rage into action and some of the possible solutions -- at the individual, corporate, and societal levels -- women need to ensure they don’t lose the ground they’ve gained in the workforce.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Try taking some action that might help to make clear the structural or systemic forces that are causing distress for the working mothers in your life that results from the feeling of self-blame for failure to live up to impossible standards in pandemic times.  Share your ideas, and your reactions to this episode, by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Carol talk about the history of incorporating social causes in corporate strategies and her role in it, which grew out of her engagement in social action in the 1960s and 1970s.  Carol shares insider insights about Reebok’s role in Amnesty International, PNC Financial’s sponsorship of early childhood education, Aflac’s support for pediatric cancer patients, and more.  They discuss what it took to overcome resistance to the idea of embracing social causes in the corporate world, how individuals and organizations today can take positive social action through business, and why it’s so important to do so. 

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Come up with an idea for some action you can take, no matter how small, that you expect would result in your work being more meaningful because its social purpose is more clear to you.  Share your ideas, and your reactions to this episode, by writing to Stew at friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew and Marilyn  talk about what it means to lead with humility and why that’s most especially important during these tumultuous times.  People are crying out for respect for human dignity as a defining quality for leaders today.  Marilyn describes the three questions her research shows are what we ask of our leaders: Who are you? Where are we going? Do you see me?  What it takes to bring the answers to these questions is the focus of this conversation.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Think about the people who matter most to you in your life, especially those who might look to you for leadership, as someone who can picture a better tomorrow and bring people along with you.  What might you do to demonstrate a greater appreciation for the dignity of one or more of these people?  Share your ideas, and your reactions to this episode, by writing to Stew friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Stew and Joan  talk about how class, in addition to race and gender, produces dividing lines that result in polarization and alienation.  Joan describes and illustrates an evidence-based method for interrupting biases that reinforce systems of oppression in society and at work.  They talk about prospects for change in the upcoming Biden-Harris administration, the awful impact of the pandemic on women’s lives and careers, women’s reproductive rights, and more.

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Check out Bias Interrupters and take the quick survey then develop an idea for action based on your results.  Share your ideas, and your reactions to this episode, by writing to Stew friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew and Tony discuss a few of his recent Forbes pieces about how to talk about hot and potentially divisive issues like politics and race at work. Stew and Tony also talk about the added complexity of what “at work” means during the pandemic when so much of interacting with work colleagues occurs while one is sitting in one’s own home and one’s own home environment is visible to colleagues.

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Try having a conversation with a work colleague, even if it’s on Zoom and not in person, in which you listen to understand what’s really bothering them about the world as it is.  Share your ideas, and your reactions to this episode, by writing to Stew friedman@wharton.upenn.edu or via LinkedIn.  

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In this episode, Stew and Chaz discuss what the Reverend has learned from his remarkable experience about the difficulties in bridging social divides -- across race, class, gender, and other categories -- and why striving to do so, especially now, is essential for our lives and our communities, at work and beyond.  They talk about how to overcome the barriers that keep us from understanding the fears that motivate those who don’t seem to be like us and how embracing love of our common humanity can be liberating.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  What step might you be able to take today to better understand someone who stands on the other side of some important dividing line -- political, cultural, racial, or religious -- in your world? Share your ideas, and your reactions to this episode, by writing to Stew friedman@wharton.upenn.edu or via LinkedIn. 

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In this episode, Uma describes to Stew, in very practical terms, the ways that different kinds of food affect our moods, well-being, and productivity; how we can avoid the perils and pitfalls of over-eating or eating the wrong foods, especially when confined to home during the pandemic; and some useful suggestions for how businesses can support sound eating habits.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation, no matter what your current relationship with food.  What small change can you make in what and when you eat that you believe will result in a demonstrably positive impact on your mental health?  Share your ideas by writing to Stew friedman@wharton.upenn.edu or via LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Dana discuss her new research, with her colleague Mona Zanhour, on mothers during the pandemic. Dana discusses best practices for working mothers, their partners in parenting, and their employers, including how to engage in meaningful dialogue toward viable new approaches for what, where, and how things get done, and by whom in the domestic sphere.  She shares ideas about how to make self-care a priority because of how crucial it is in enabling working mothers to cope well with the intense pressures of our time.  And they discuss the importance of hope and the potential silver linings in these dark and difficult times.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Ask yourself this question, if you’re a working mother or want to develop an idea to help one you might know:  What small step can you take now to better care of yourself and how by doing so will you increase your capacity to help those who depend on you?  Write to Stew (friedman@wharton.upenn.edu) or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Quinetta discuss the benefits of diversity, equity and inclusion (after parsing out important distinctions among these three terms, often referred to collectively as “DEI”) for teams and organizations with respect to productivity, retention, and the bottom line. Quinetta shares her research on equity and justice with teams and provides guidance for how to make DEI efforts succeed, starting with a clear sense of purpose as to the expected impact on organization performance.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Ask yourself this question:  If you were to take a step toward a more diverse, equitable, and inclusive work environment, why would you do it?  How, in other words, would you want your team organization to benefit?  And, how, by asking this, does your perspective change on what you might do to affect positive change?  Write to Stew to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Chris discuss his new book, Better Business: How the B Corp Movement Is Remaking Capitalism. Chris reviews the meaning and intent of a B Corp, how this differs from corporate social responsibility initiatives, and why the essential features of B Corps are good for all businesses and their people.  They get into why and how the U.S. differs from other industrialized nations in resisting stakeholder (as opposed to shareholder) models. Chris reviews common forms of resistance to taking on social issues -- including the environment, racial and economic justice -- and how to overcome these obstacles to positive change. They discuss generational trends in corporate social responsibility and how the pandemic, the resultant economic crisis, and increased awareness of systemic racism may reshape corporate America.

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  What might you be able to try, in your work environment, that is consistent with the B Corp movement’s principles, that you believe would increase its value as a business?  Write to Stew to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows. 

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In this episode, Stew and Natalie discuss the challenges employees at all levels face discussing and grappling with race and how to help them do so more effectively. She describes what she learned from her experience about this issue growing up in suburban Houston and throughout her academic and professional career, including as a student at Wharton in Stew’s Total Leadership course. Natalie addresses what makes it hard to engage in meaningful dialogue about race and what we all can do to deal with deeply-ingrained sources of resistance and fear and thereby build a better tomorrow.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation. Look for an opportunity to have a conversation about race with a co-worker using the insights you gained from hearing Natalie’s ideas. What did you discover that you can apply now and in the future? Write to Stew to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn. While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows. 

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In this episode, Stew and Howard discuss the subtle, sometimes unintended or even unconscious ways by which we communicate about race, especially to our children.  Howard draws on his personal history and his experience as a clinical psychologist, educator, and negotiator, in vividly describing his method of teaching racial literacy -- a systematic approach that helps people learn how to read, recast, and resolve racially tinged episodes.  He also demonstrates key elements of his method with Stew as his subject, which takes our host back 58 years to an incident in his fifth grade class in a Brooklyn public school. 

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Reach back into your history and recount a story in which you experienced a racial conflict, however subtle, using the tools Howard used in working with Stew in this episode to help you make sense of what happened with the benefit of hindsight.  What do you discover that you can apply now and in the future?  Write to Stew to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Stephanie discuss diversity, equity, and inclusion in the workplace, what seems to work and what doesn’t, how to be an effective ally for minority voices, and how to acknowledge and confront systemic racism to make our workplaces and our society more equitable and productive.

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation, if you’re interested in practicing to be a better ally to your Black colleagues.  Find one with whom you can talk and express, in your own way, that you’re interested in listening and in trying to understand, to better related, to their experience.  Write to Stew to let him know what you discover, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Marisa discuss the unique challenges educators and parents everywhere are currently facing during the pandemic and the resurgent awareness of what we must do to pursue a just society.  They talk about the perennial difficulties of empowering young women and helping to ensure they not only have equal access to educational and job opportunities, but also to the support they need to thrive and achieve in all aspects of life.  Marisa shares some of the many practical tips from her new book that anyone who’s interested in teaching girls how to be strong and adaptable can use.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  What opportunity might you be able to create, however small, for a girl you know to experience the growth the results from expressing herself and increasing her belief that she can control her own destiny?  Write to Stew to let him know: friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Laura talk about microaggressions, code-switching and the powerful, practical ideas in her HBR article, Working from Home While Black.  The pandemic’s breaking of the wall between home and work has had unintended negative repercussions for Black employees.  They talk about what it takes to be an effective ally in acting to produce change, including concrete strategies that move us toward sustainable racial justice at work and beyond.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  What small step might you take to speak truth to power in ways that advance our collective interest in a more just society, starting with the people in your work life.  Write to Stew to let him know: friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with him on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Rita talk about how to see around unpredictable, unprecedented, or blind corners in order to make the best decisions for employees, students, teachers, staff,  families, and communities during this pandemic period.  They discuss how remote work is radically altering our social and business landscape, creating opportunities for radical innovation, including in the ways and means of our communal commitment to raising and educating children.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Think about where “the snow is melting” in your world, metaphorically speaking, and ask yourself how this weak signal might affect what’s next in your life.  Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and your ideas for people you’d like to hear on future shows.  

For more about Rita McGrath’s great work, visit www.rita.mcgrath.com, and subscribe to her newsletter. 

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In this episode, Stew and Stefanie talk about how she has evolved in her thoughts and feelings about what it takes to create cultures that both celebrate individual differences and build a sense of belonging among members.  Stefanie draws an important distinction between “diversity” and “inclusion” and she describes the various styles of leadership as they relate to the challenge of leading diverse, inclusive organizations.  Based on her extensive research, Stefanie offers suggestions for what leaders at all levels can do to overcome the hurdles that stand in the way of inclusifying work organizations. 

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  Take the inclusify quiz here and find out which one of the leadership types suits you best.  Then, try one of the recommended actions.  What do you discover?  Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Karl discuss his forthcoming book, We’re  All Ambiverts Now.   They explore the tendencies we have to express either introversion or extroversion and how, in order to be effective as leaders, we have to learn to sometimes act in a way that’s inconsistent with our natural inclinations.  But to do so can be exhausting, so it’s useful to take account of the costs of acting like an extrovert if you’re an introvert, and vice versa, and to then do something to rejuvenate and restore yourself following such episodes in your daily life.  

Here then is an invitation, a challenge, for you, once you’ve listened to the conversation.  If you’re an extrovert, what introvert-like action might you try taking that you expect would help you be more effective either at work or at home?  And, if you’re an introvert, what extravert-like action might you try taking that you expect would help you be more effective at work or at home?  What do you discover, especially about how it feels to try to act in a way that’s counter to your natural tendency and the impact of your doing so?  

Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and your ideas for people you’d like to hear on future shows.  

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In this episode, Stew and Larry talk about men’s roles in their families; the obstacles they face at home, at work, and in society that conspire against them being the dads they want to be for their children; the changes occurring in men’s and fathers’ roles; how the pandemic is having an impact on dads at home and at work; and much more.  

If you’re a father, then here is an invitation, a challenge, for you, once you’ve listened to the conversation.  Think of one thing on which you need help from someone in your life -- support of some kind, any kind, that will enable you to be a better father -- and then find a way of asking for it.  Pay attention to what it feels like to request help and how the person(s) you’re asking reacts.  What do you discover? 

Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and ideas for future shows. 

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In this episode, Stew and Christine talk about the pluses and minuses of technology for working families, especially during these pandemic times, when so many are working from home for the first time and when parents are attempting to manage remote school work for their children.  They discuss the ills and potential benefits of social media and strategies for harnessing technology as a force for good.  And they address the ways both social policy and individual initiative can strength the social support, or scaffolding, working families need now more than ever.  

Here’s an invitation, a challenge, for you, once you’ve listened to the conversation.  Choose a person in your life who provides support that enables you to be the person you want to be and thank them for what they provide, and let them know how by their helping you they are enabling you to make things better for others.  

What do you discover? Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and ideas for future shows.  

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In this episode, Stew and Doug discuss leadership in the context of the current social, political, and economic challenges we all face and what’s required, for anyone, to gain greater competence as a leader. Doug’s compassionate and human-centered approach to leadership growth is practical and relevant for now.  

Here’s an invitation, a challenge, for you, once you’ve listened to the conversation.  Identify your “entourage of excellence,” as Doug calls the people in your life whom you admire and want to emulate.  Then, do what he suggests:  Simply make a conscious effort to try to be more like those people.  What do you discover? Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and ideas for future shows. 

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In this episode, Stew and David talk about the various ways men can, and must, step up to help make our workplaces and our society more conducive to equal pay for equal work for women. Despite the many gains women have made in the workplace, there remains a pernicious pay gap and the COVID-19 pandemic has highlighted the sorry fact that women are still doing what Arlie Hochschild decades ago called the “second shift” --  childcare and household work above and beyond their paid work outside the home.  In this conversation about Good Guys, David explains why it’s in all our interests for this to change and he offers practical guidance for how men can overcome resistance to making it happen.  

Here’s an invitation, my dear gentlemen, a challenge for you to consider, after you’ve listened to this episode and learned more about what it takes to be an ally.  Find an opportunity in the next day or so to inquire of a woman in your life -- just ask and listen, that is -- about inequities she has experienced or seen.  What do you discover? Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and ideas for future shows.  

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In this episode, Stew and Bruce talk about the pandemic’s impact on how we are managing the blurred lines between work and home, where social media fits into this brave new world, and how we can all keep our energy, enthusiasm, and creativity going in these difficult times.  Bruce shares some of his favorite hacks from among the 30 he offers in Eat Sleep Work Repeat for how to bring more joy to work.  

Here’s an invitation, a challenge, for you to consider, after you’ve listened to this episode.  If your work involves online video meetings, try adding a few minutes to one of them, at the start, where you bring something human to the conversation -- a funny story, an unexpected encounter, anything that helps everyone feel a bit closer as people, more than just co-workers.  What do you discover?  Write to Stew Friedman to let him know, at friedman@wharton.upenn.edu, or connect with him on LinkedIn.  While you’re at it, share your thoughts with Stew on this episode and ideas for future shows.  

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In this episode, Stew and Chester discuss the pandemic’s impact on workplace culture and on how leaders -- of all sorts and in all social environments, including the family -- can express gratitude and appreciation for their people and reap great benefits from doing so.  Chester offers a bunch of practical, easy-to-implement ideas for what anyone can do to enrich their lives and those of the people around them by being more conscious and deliberate about showing others that you value who they are and what they do. 

Here’s an, a challenge, for you to consider, after you’ve listened to this episode.  Try, for the next few days, thinking, writing, or speaking out loud -- just before you retire and head off to dreamland -- noting the two or three things that you were grateful for during the day that’s ending.   Write to Stew Friedman to let him know what you discover at friedman@wharton.upenn.edu or connect with him on LinkedIn. And, while you’re at it, share your thoughts on this episode and ideas for future shows.  

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In this episode, Stew and Jennifer discuss conflict, how to recognize your typical response patterns, and ways to capitalize on the emotions engendered by conflicts and use them to de-escalate and find a new way forward. As so many are confined with family members or other housemates during the pandemic, conflicts about childcare, work schedules, household chores, and other issues have risen to the fore. Tools for breaking through conflict are needed now more than ever.  Jennifer illustrates how her research helps people find pattern-breaking avenues including by focusing, for example, on shared values.  

Here’s a challenge, an invitation, for you to consider, after you’ve listened to this episode:  Think of a conflict from which you’d like to be free and sketch its optimal outcome, as Jennifer describes it.  See what you discover from seeing new possibilities through this lens.  

Share your thoughts on this episode and ideas for future shows with Stew Friedman at friedman@wharton.upenn.edu or connect with him on LinkedIn.  

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In this episode, Stew and Michelle talk about the ways by which men can help empower women. In spite of the progress that’s been made, we still live in a world that’s profoundly unequal, with a massive gender pay gap and deeply-ingrained gender stereotypes.   They discuss the various forms of resistance to change -- both psychological and cultural -- and steps that can be taken to to overcome them.   And they explore how pandemic times present an unexpected opportunity for fathers to get more involved in caregiving and to raise their awareness of what it means to be a champion for gender equity. 

Here’s a challenge, an invitation, for you to consider, after you’ve listened to this episode:  What small step can you now take to help make the world a more fair place for girls?  Share your thoughts on this episode and ideas for future shows with Stew Friedman at friedman@wharton.upenn.edu or connect with him on LinkedIn.  

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Laura is the creator of #FindYourEdge, an initiative dedicated to addressing inequality and disadvantage through personal empowerment. Her award-winning research has been featured in the Financial Times, The Wall Street Journal, USA Today, Forbes, and Nature, and she was named one of the 40 Best Business School Professors Under the Age of 40 by Poets & Quants. Laura holds an MS and BSE in electrical engineering, both from Duke University, an MBA from INSEAD, and a PhD from the University of California, Irvine. 

In this episode, Stew and Laura talk about how hard work actually doesn’t speak for itself, and that success is rarely just about the quality of our ideas or our effort. Instead, achieving success hinges on how well we shape others' perceptions -- of our strengths, certainly, but also our flaws. It's about creating our own edge by confronting the factors that seem like shortcomings and turning them into assets that make others take notice.   It can be done.  

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Stew’s guests in the first half of the show are Daniel Chen who was Head of Business Development at Quicken, and now leads Business Development at a tech startup called Brightside in San Francisco, and Adrienne Demory, who has spent the last five years working for Cultural Care Au Pair as an Area Coordinator supporting au pairs and families as well as managing a group of Local Childcare Consultants in Southern California.  The second half features Jason Collier and his wife, Heidi Hess von Ludewig. Jason is a product manager in Raleigh, NC with a background in software development and design thinking. Heidi is a strategic business consultant and change manager for internal programs at Red Hat software.

In this episode, Stew explores the challenges faced by today’s working fathers and mothers and the ways in which the science of leadership, based on a large body of research, can be fruitfully applied to the art of parenting.  His four guests, all working parents, talk candidly about the obstacles they faced in our Parents Who Lead lab and what it takes to lead as a parent and to improve their family and personal lives and their performance at work. They tell compelling stories that illustrate the power of having a collective leadership vision with your partner in parenting; the value of small, smart, and intentional experiments in how you work and live ; and the way that bringing others along by engaging in fresh, meaningful ways, especially with your children, can help make sustainable change that works, for all parts of a working parent’s life.

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In this episode, Stew and Tom discuss the importance for one’s own health and well-being on being focused on how you can help others and contribute to the greater good, which is, perhaps, a more effective way to think about career choices than single-mindedly pursuing your passion.  They talk, in practical terms, about the distinction between “eulogy values” and “resume values” and the many benefits that obtain from prioritizing the former. Tom describes a simple method for how to assess your own particular inclinations as a contributor. The non-linear form of successful careers -- a crucial piece of advice, especially for those just starting out -- is illustrated with snippets of their personal histories.  

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In this episode, Stew and Cali talk about what it takes to make flexible work arrangements a reality in organizations of all kinds.  She translates her wealth of experience into practical advice for identifying the benefits of change in work culture for both employees and their organizations and how to find and take meaningful steps forward without massive disruption.  It’s not that hard, as Cali describes it, because in almost all organizations there are outcroppings of innovation from which lessons can be readily learned. The key is to look for them and build on the successes they embody.  

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In this episode, Stew and Dr. Bhargave discuss how shame and its opposite, feelings of self-worth, shape our capacity to be successful in all parts of our lives.  They talk about what it takes to address the fundamental question of who you are and the common challenges we face in doing so. Dr. B describes the stigma of mental illness, particularly for men in our society, and how we can address it by shifting the mainstream discussion from mental health problems to emotional wellness.  They tackle all this and more, including practical ideas for how to raise children who feel good about themselves.  

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In this episode, Stew and Maggie talk about distraction in the digital age and a new project she’s working on, what she calls “productive uncertainty.”  They explore the benefits of fallow time, which permits restoration and rejuvenation; the dangers of snap judgements and how we are biased toward making them without really thinking; how to nourish the “slow mind” and much more. Maggie explains some of the cognitive science underpinning her incisive insights on how to cultivate a greater acceptance of openness to uncertainty and non-linear ways of appreciating our world.

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In this episode, Stew and David discuss the harrowing and inspiring story of him as a young doctor who decided to find his own cure for the rare disease that nearly killed him.  They talk about how David used crowdsourcing to investigate the most promising treatment options — something the medical community is starting to adopt -- and how, years after first being diagnosed, he’s in remission, married to his college sweetheart, and a new father. They explore what it takes to successfully confront the trials we each face in life with hope, perseverance, and the critical importance of social support.

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In this episode, Stew and Joel discuss Joel’s book, The Process Matters, and what works and what doesn’t in order to engage employees so all can be successful. Being fair and transparent matters. Sharing accurate information is important. The onboarding process matters as does giving people some voice and control in how they can best contribute to an organization’s mission.  Joel addresses the fallacy of not having enough time to devote to developing people in this way, noting that an ounce of prevention is well worth the pound of cure. Repairing damage from unfairness is often far more costly, such as in employee turnover. It’s usually a smarter investment to develop people and retain them than it is to replace.  And the experience of fairness at work spills over into other parts of our lives.

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In this episode, Stew and Wayne talk about the science and art of both asking for and giving help, and we need to be able to do both.  Getting the support we need to achieve our goals, at work and in all the rest of life, is too often inhibited by difficulties we face in asking for it.  In this conversation, Wayne describes and illustrates what the barriers are that hold people back from asking for help and what can be done to overcome them.  He explains the essential elements of an effective request -- that it’s specific, meaningful, action-oriented, realistic, and time-bound -- and how to assess your style of giving and receiving help, as a useful starting point for becoming smarter about how to cultivate generosity in all the relationships that matter to you. 

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In this episode, Stew and Stan talk about what it takes to be different and how crucial it is to learn how to do so if one is to succeed in one’s career and in the rest of life.   They talk about the value of trust -- perhaps a leader’s most precious asset -- and what it takes to build it and how fragile it can be. Being genuinely interested in the lives of the people around you is one of the important means for developing a reputation as someone who is trustworthy.  From the wisdom of his experience, Stan offers compelling examples of what it means to be accountable for acting ethically -- at work and in other key relationships in life -- and for holding others to that standard, especially by striving to serve as a role model.   

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In this episode, Stew and Due talk about her remarkable struggle for survival and how it led to her discovery of the mental and spiritual tools that saved her.  They talk about her role in the documentary, The Portal, and about its aspirations to bring more healing to our world.  Due describes the basics of her Brain 3.0 model, a clear and simple method, that draws on both the latest scientific research as well as ancient spiritual traditions, for understanding how we can use mindfulness meditation to strengthen the brain functions that keep us calm.  And she talks about the growth and impact of the Collective Success Network.   

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In this episode Stew and Richard talk about how anyone can be effective as a coach -- helping others learn and create sustainable change -- by following a set of simple guidelines.  Richard describes some of the findings from his research on coaching, including the important observation that people are helped most, and they’re most open to exploring real possibilities for change, when they are infused with a sense of hope in dreaming about the future.  They discuss some of the specific methods for helping others enter that frame of mind and the many benefits that result. Richard offers this admonition for those of us who might strive to help others: Don’t try to fix someone’s problems for them so much as demonstrate care for them and engender trust so they are open to imagining new pathways.  

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Stew and Louis talk about the development of the Total Brain company and its mission to help solve the mental health crisis at work with an assessment tool based on research in neuroscience.  Louis describes how this app helps people develop a better understanding of four essential mental capacities and the markers for each. Armed with this knowledge, individuals are more capable of understanding the strengths and liabilities unique to their brains.  And when this information gathered by this app is aggregated within organizations, after being made anonymous, it can be used to direct resources to mental health needs of the workforce.  

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Stew and Bob talk about how the intensity and stress of Bob’s early experiences as an entrepreneur and father brought him to the brink of breakdown and compelled him to find creative methods for strengthening his capacity to lead.  His relentless curiosity about the challenges of leadership in his life has resulted in his finding his voice as a business philosopher, expressed in his weekly Friday Forward essays. In his book Elevate -- and in this podcast episode -- Bob describes and illustrates his essential insights about building capacity in the spiritual, intellectual, physical, and emotional aspects of life and provides helpful tips for how to pursue such growth.   

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Stew and Brian talk about the value of having a vision, a painted picture of the future; about Brian’s successes and his failures; and about the lessons he’s learned on the importance of people at work and, most of all, on how crucial it is to learn from one’s experiences -- especially failures -- by actively, intentionally reflecting on what happened and why it happened as it did.  The not-so-secret ingredient in Brian’s philosophy is just that: learning doesn’t happen by magic, it occurs as a result of taking the time to look back and discover insights you can use in the future. Brian shares some compelling, instructive examples of how he’s done this in his life, starting when he was a child, and how the willingness to fail -- the very celebration of failure -- is part of his approach not only to leading his businesses but also to parenting his three children.  

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Stew and Megan talk about her hard-won realization, following a serious illness, that she needed to care for herself in order to survive and how she discovered, along the way, that well-being is a driver of business success.  She describes the path she took and how she came to conceptualize the essential practices for caring for mind, body, and spirit. Megan provides enlightening examples of these practices drawn from her research on the real lives of fascinating, successful executives. 

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Stew and Monique talk about the importance of continual learning -- outside of school and outside of the classroom -- to build and maintain a sustainable career. They discuss how your own life is a laboratory and you need to reflect on what’s working and what’s not and make adjustments. They talk about the importance of capitalizing on small wins to create a cycle of continued development and growth. And they emphasize that the foundation is you; and you need to work on understanding yourself, your strengths, your values, and what is unique about you.  

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In this episode Stew and Amy talk about the historical roots of the conditions that have made life difficult for mothers in America, particularly how the nuclear family evolved and the impact that social structure has on mothers and fathers today.   Amy describes the central challenges we face in aiming to change our culture and create a more just world for mothers and we talk about what she has done in her own life to gain greater control over her own family’s destiny by adopting, at her husband’s insistence, the Japanese management principle of kaizen, or continual improvement.  They also address how the dread realities of climate change are affecting the current generation of people at child-bearing age and the choices they are making about whether or not it is morally sound to have children at all.   

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In this episode Stew and Jeff talk about the changing climate among business leaders. Mainstream industries are becoming more progressive than historically progressive companies and are not waiting for government regulation, but pushing back against government de-regulation. They also discuss how to handle career setbacks in the face of public humiliations.

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In this episode, Stew, who is a parent of a special needs child, and Debra discuss how, as an HR executive trying to meet her own child’s special needs, she learned first-hand the importance of flexibility at work and how both parents and organizations need education and support. They discuss the issue of stigma and how people are often uncomfortable talking about either their own mental health issues or their child’s developmental differences and mental health struggles, and how this affects their lives at work. Debra shares potential solutions for employees and employers and explains what it means to provide a safe environment at work in which employees can share some of the real stumbling blocks to meeting their job demands while caring for the special needs of their children.

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Jennifer was shortlisted for the Thinkers50 New Thinker and Talent awards and named one of the world’s best 40 business school professors under 40 by Poets & Quants. Jennifer earned a PhD in Organisational Behaviour from INSEAD. She also holds an MBA from IMD, Switzerland, and a BSc in genetics from Nottingham University, UK. Prior to joining INSEAD, she was a Post-Doctoral Fellow of Organisational Behaviour at the Harvard Business School.

In this episode, Stew and Jennifer discuss the three key choice points that couples face, moments that challenge them to combine their parallel lives and form a joint life. The first, early in the relationship, often relates to external events, such as the birth of a child or a career opportunity involving relocation, and to whose career takes precedence. The second, at midlife and midcareer, is less about external events and more about internal questioning of whether one’s life is going in the direction one wants. Both partners may be outside their comfort zones, for different reasons. In the third critical juncture, the joint projects of childrearing  and career building are past and couples confront the question of what remains. There’s either something like a “gray divorce” or there’s a renewal. Jennifer shares insights from her investigation of over 100 couples and offers advice on what works and the vital importance of having conversations about what really matters.

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Stew and Michael have a conversation about the history of feminism, the changing social and economic forces that shape gender roles, the way boys are raised in our culture, and what it means to be a man. They also discuss how the movement toward a more egalitarian world affects our organizations and our families. 

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Gopi earned his Bachelor’s degree in electronics engineering from the National Institute of Technology in India and MBAs from Wharton and the Indian Institute of Management. He is an avid yoga practitioner, triathlete, public speaker, global traveler, and Burning Man devotee. He has spoken at TEDx, Renaissance Weekend, The World Peace Festival and Wisdom 2.0. 

In this episode Stew and Gopi discuss his book, The Internet to the Inner-Net,  Gopi’s personal journey bridging Eastern philosophy and Western technology, how he integrates the life

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Chris founded the Got Your 6 campaign to advocate for accurate portrayals of military veterans in film, television, and popular media.  Check out the podcast he’s produced, Reclaiming Patriotism on Crooked Media; his PBS documentary short, Almost Sunrise; and his work with Everytown for Gun Safety and Moms Demand Action.  Chris holds a bachelor’s degree from the University of Notre Dame and an MBA from the Wharton School at the University of Pennsylvania. Based in Honolulu, Marvin Strategies is certified by the Small Business Association as a service-disabled, veteran-owned small business.

In this episode, Stew and Chris discuss the anniversary of 9/11, Chris’ military service, how veterans are civic assets, and how we can all become more engaged and better citizens.  They talk about the meaning of patriotism, what it means to embody American values, why it makes sense for us to make service a new cultural norm in our society, and how the gun culture in American differs so drastically from the military’s values and beliefs about weapons. 

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Stew spoke with both Lex and Pam about the dual challenges black women face in the workplace, being members of two minority groups who have been traditionally undervalued, underpaid, and invisible. Their research on successful black women executives highlights the ways these unusually resilient people, who were able to defy the odds and attain a pinnacle of achievement, have lessons about careers and life from which all can learn.  Mentors are essential as is support from family and community. Their uplifting conclusions point to the importance of seeing all experiences -- large and small, positive and negative -- as opportunities to demonstrate competence and excellence to others, and to ourselves. 

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In this episode, Stew and Andrew (who was Stew’s student at Wharton) discuss what millennials want from their employers and how Squarespace is responding with cool programs and practices that attract and retain millennial talent. Andrew describes benefits that go beyond what he calls “world-class health care insurance,” such as the organization’s commitment to providing each employee with two fully comped websites they can use for their own outside businesses or other interests. Andrew talks about the purpose and value of affinity groups, including one that isn’t just supportive of “dog-friendly” policies but also supports Halloween dress-ups for dogs. Andrew explains that Squarespace aspires to be an employer that enables all of their employees to do the best work of their lives and where employees are hired to push the boundaries of what’s possible in their respective domains.

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In this episode, Stew and Eric discuss the real and present danger of climate change and the reality that we currently have the technological solutions to address this issue, but lack the political will to do so. They discuss the importance of corporations taking their responsibility in this arena seriously, not only to help save our planet, but also because it makes financial sense for them to do so, and the implications of this set of challenges for business education -- how we empower then rising generation of leaders.  Eric offers hard-won wisdom on how to find hope to inspire positive action when it might feel like an overwhelming task to try to save the world for our children, their children, and the generations to come.  

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In this episode, Stew and Madonna discuss the indescribable joys of grandparenting as well as some of the new underbelly for grandparents who provide care for their grandchildren. In her research, Madonna has found that what sociologists call “the intensification of motherhood” has now seeped into grandmotherhood as well. Increasingly, grandparents are not just having fun with their grandchildren, they’re also taking them to doctor’s appointments, dropping them off and picking them up at school, supervising nightly homework and baths, and much more. In short, grandparents are taking on tasks that have, until recently, generally been the purview of parents.  So, in addition to the sublime pleasures of grandparenting, many grandparents are now also feeling high levels of stress and strain as grandparenting intensifies. This is especially true for grandparents who are also working outside the home.  

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In this episode, Stew and Emily discuss the state of the research on parenting and how much of can result in one-size-fits-all recommendations that may not be accurate or useful for individual children, parents, and families.  In describing the source of inspiration for her books on parenting, Emily explains her journey from her first pregnancy through her current situation, raising two children, and how the medical recommendations she received were not as helpful as she’d hoped. Using the skills and methods from her training as an economist, she assessed the state of the literature to help herself and others. With the exception of vaccinations -- where the research is crystal clear that they are a good idea -- she found that for most other parenting decisions the answer is essentially “it depends.” So do what’s right for you and your family but learn to ask the right questions, which is what her books help you to do. In today’s high-pressure environment, her reasoned, evidence-based approach is a balm for young families and those who care about them.

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In this episode, Stew and Kimberly discuss the importance of valuing and respecting everyone in the organization, how to make such empathy real, and the benefits that a diverse workforce brings directly to the company and to customers.  Kimberly describes the ways that Lockheed Martin is taking a systematic, proactive approach to helping all employees understand the perspective of others through training and highly engaged support from CEO Marilyn Hewson.  

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Josh talks with Stew about strategies for creating the best conditions for two hours of extraordinary productivity each and every day in order to avoid feeling overwhelmed and, instead, to be more efficient, effective, and productive, with more of your attention available for the non-work sides of life.  Among the useful strategies Stew and Josh discuss are stepping back to see the whole picture of a situation before acting and the power of daydreaming to increase creativity.  

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This episode begins with Stew and Christie discussing some common struggles experienced by LGBT individuals in the workplace. Christie explains how she dealt with these issues in the beginning of her career by hiding who she was. Kenji then joins the conversation to talk about the research on covering -- disguising aspects of one’s true identity in order to fit in at work -- and how this is not only applicable to the LGBT community. He describes how he had to cover in his early career experience as a Yale law professor and brings up surprising examples of others who feel compelled to cover at work, including veterans and people suffering from various illnesses. He provides a helpful framework for understanding the different types of covering people use at work in their efforts to protect themselves from discriminatory attitudes and actions.  Together, Christie and Kenji explore the emotional cost of not being able to be your authentic self at work and what can be done to break through.

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Stew and Scott discuss the stigmas, the work and life conflicts, and the unique challenges fathers face in the workplace.  They talk about steps working dads can take to increase their autonomy and freedom, for the benefit of both their careers and their families. Scott offers helpful guidance on how to approach managers about paternity leave, create a more flexible work schedule, and overcome internal fears fathers often feel about receiving backlash for putting family first. 

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In this episode, Stew and John discuss his book Grace, which focuses on how and why it’s essential for leaders -- for all of us -- to pay attention to common courtesy, comity,  and civility in building connections in all parts of life. They note that in today’s toxic and sometimes vulgar public square these old-fashioned values are needed now more than ever. John defines grace as a combination of generosity, respect, action, compassion, and energy. He describes some inspiring examples of leaders who exemplify and model these important qualities.

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Stew talks with Jamie and Danna about their findings, including the ways in which the transition to motherhood (and fatherhood) can, despite popular notions,  have a salutary effect on your work life. They’ve found that many mothers report becoming more empathic toward coworkers and that, forced to prioritize, they tend to delegate more to others, thereby helping to develop people at work. Ladge and Greenberg found there is no one-size-fits all solution; every working family requires a different set of solutions and these vary over the course of the life cycle. Talking with others, including those at work, helps you to see not only that you are not struggling alone, but that there are countless workable strategies;  you have to figure out what works right now for your own unique family circumstances. What is essential is to have a personal vision, to understand your own identity and who you want to be as a working parent. As a working mother, you have to muster the courage to choose what is right for you, at this moment.

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In this episode, Stew and Mike talk about how Mike has created a workplace culture in which his employees don’t have to wear what he calls a “work face”; where they can feel safe to bring their whole selves to work. They discuss some of the creative “culture hacks” Mike uses to build an environment that breeds empathy.  Examples: every hire starts by working in customer service for a month, everyone can reward another employee with a gift card for embodying and demonstrating the core values of the organization, people are invited to go to coffee on “blind dates” with those in the company whom they don’t know, and team members are trusted to use their own judgment and structure their time as long as they’re accomplishing their work goals. Mike’s approach at Freshbooks is indeed a fresh take on leadership and culture and it’s been proven successful in the employee and customer loyalty it breeds.

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In this episode Stew and Caitlyn discuss the cross-national differences Caitlyn observed in her research on working mothers in four countries. It was only the American women who blamed themselves for the stresses and strains of life as a working mother. In the other nations, women understood there were external constraints, out of their immediate control, that affected the stress they feel from conflict between work and the rest of their lives.  And they expected the community, the society, the government to collectively invest in the essential tasks of caring for rearing the future generation of tax payers and employees. They grasped that this is not a private, family responsibility, but a shared one. Apart from voting to create change in our social policy, which of course is essential, Caitlyn offers other ideas for how we Americans can orchestrate ways of being exposed to people different from ourselves, outside of our own immediate community, so we can better understand and feel part of the commonweal and compassionately invest in all aspects of our society, especially our children.

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In this episode, Stew and Shawn discuss Shawn’s remarkable personal journey from being a phenomenally successful criminal lawyer, who never lost a case, to a life-changing moment that caused him to realize he needed to leave the law. Shawn speaks candidly about the imperative to explore one’s grief, one’s “pain point,” helping others to help oneself. He co-founded a The Lost and Found Grief Center and worked in a palliative care unit, “searching, searching, searching” for five years before finding his way to chocolate making and working intimately, and directly without delegating, with indigenous cocoa bean farmers in the Amazon and Tanzania. Shawn’s story is honest, sometimes wrenching, and inspirational.

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In this episode, Stew and Ellen discuss the various ways by which we manage interruptions or negotiate boundaries across different domains of life; some people tend to integrate or blend, some tend to be separators, and others cycle between these two strategies. They talk about other factors such as how work-centric or family-centric or dual-centric we tend to be and also how much control we have over our boundaries. These three factors -- boundary management, identity or orientation, and control --  all affect our happiness and our productivity. In her article, Managing Work-Life Boundaries in the Digital Age, Ellen provides a diagnostic tool you can use to assess your own preferred strategy. They also discuss research on ways universities are addressing burnout and strain induced by conflict between work and other parts of life.

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In this episode Stew and Hal discuss the importance of posing questions and allowing them to sink in rather than jumping to answers and solutions. They talk about the ways in which putting yourself in a novel, even uncomfortable, situation compels you to ask questions that not only inform your understanding but can also challenge your grasp of the status quo. Hal provides a compelling example of his method for setting aside a four full minutes to do nothing but generate questions about a given dilemma or challenge and how that exercise alone can alter one’s perspective. For more about Hal, go to halgregersen.com and for those who are curious about Stew’s father’s photography, which they discussed, check out http://victorfriedmanphotography.com/.

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In this episode Stew and Reem discuss the courage that it takes to stop “ticking the boxes” in order to follow your own interests, your own values, your own metrics for success as a human being rather than continuing to follow others’ versions of what success might mean. Reem speaks candidly about how scary it was for her to step off the standard track, to confront her own outdated beliefs, to find and listen to those who “are in the ring with you” -- your true supporters -- and to realize the power of taking small steps toward a big idea. For information about her recipes, her moving descriptions of her homeland, and the ways in which food can bridge divides visit www.reemkassis.com

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In this episode Stew and Adam discuss the insidious, incredibly powerful ways by which new technologies have created, perhaps in an unintended way, behavioral addictions that negatively impact our social lives, of inner lives, our finances, and more.  They explore some of the ways that, as individuals, we can try to combat these forces in our own lives by first becoming aware of them and then making choices and changes that become habits. Adam talks about how European and Asian countries are well ahead of the U.S. in legislating and curtailing the damage being wrought by companies whose main aim is to make money for shareholders as opposed to improving lives.

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In this episode, Stew and Julia discuss the extraordinary stress and strain experienced by teachers in K- 12 that too often results in exhaustion, and unnecessary, expensive turnover.  They explore the ways in which positive psychology can help teachers to remain strong, healthy, resilient and engaged, both for themselves and for their students. Julia describes some of the core principles of positive psychology and the ways she has adapted them for use by high-performing teachers.  They can be applied in any job and for our relationships outside of work, too. Take the free VIA (Values in Action) survey to learn more about your strengths and ways to develop them to start to increase your own resilience.

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Stew and Gretchen discuss the ways in which we have more control and discretion than we believe we have in order to make small, meaningful changes in our work, no matter what work we do and no matter where we fall in an organizational hierarchy. They talk about the importance of finding meaning in one’s work, of having a purpose, of making an impact, and they explore practical ways to make this a reality in our daily lives.  They discuss the spillover from work to home and from home to work and how energy is a renewal resource that does not necessarily become depleted but can be mutually enriching across the different parts of life.

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Stew and Kevin talk about lessons Kevin has distilled from his experiences, both his failures and his successes.  He shares his somewhat unorthodox views on leadership -- including a closed and not an open-door policy, the importance of picking favorites, and having “no rules.”  This does not mean anything goes, laissez-faire. It means having crucial conversations about shared values and co-creating standards that flow from them. Kevin believes all of us lead in all the different parts of our lives.  It’s not a matter of whether you’re leading but, rather, what your leadership is and what impact you’re having. Kevin’s insights on how he learned this big idea and how he uses it are both profound and practical.

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In this episode Stew and Chip discuss Chip’s latest book, Wisdom at Work: The Making of a Modern Elder and the future of work wherein so many in midlife will be reporting to those younger than themselves. They review the many ways organizations can capitalize on the loyalty as well as the wisdom of the mature employee.  They talk about how intergenerational mutual learning is beneficial for both the individuals involved and for the company. Chip enumerates the ways a modern elder can add value not merely by dint of loyalty to the company and the capacity to mentor younger people, but also because they’ve accrued considerable experience, emotional intelligence, and wisdom -- not so much factual information as hard-won knowledge about how to make the process of working together work.

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Stew and Michelle discuss what she found when interviewing military spouses about the profound psychological as well as financial impact of the military culture of frequent relocations. She observed a sense of loss of identity, some resentment, and the struggle to be essentially a single parent and sole caretaker of the home front. Michelle offers tips on how to better navigate what she calls the three “Ms” -- Marriage, Motherhood, and Military.  They all involve open and regular communication with your spouse. And she advocates for a cultural shift within the military to create a talent marketplace wherein military members can choose deployment locations and timing that fit with their own career development and their families’ needs. She likens the culture of frequent relocations within the military to facetime expectations in the civilian workforce and proposes that both assumptions and traditions need to be questioned and new solutions found.

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Meredith and Stew talk about the culture change afoot in American companies as they strive to do the right thing by all their employees -- working mothers and fathers, LGBT employees, those with disabilities, both visible and invisible, and our military employees. They discuss the new Culture@Work initiative that provides an anonymous chat room for employees to share what they wish their organization was providing.

This feedback is then given to policy makers to inform the development of progressive, more supportive practices. They talk about today’s father, a different kind of father than in previous generations; one who’s demanding gender neutral leave policies, for instance. And they review the National Association for Female Executives (NAFE) listing of which companies are preparing, promoting, and pushing women into executive positions.

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Michele brings her considerable academic expertise to help us understand our own tight-loose mindsets, the degree to which we adhere to or are more comfortable flouting social norms.  She observes that those who veer toward a tight mindset are stricter in their adherence to rules and they value punctuality, order, and accountability. Those who are closer to the other end of the tight-loose continuum are more comfortable with ambiguity, creativity,  spontaneity, messiness. Michele wants to help us understand the mindsets of those around us at work, at home, and in our communities. Her aim, as she and Stew discuss in this episode, is to help increase self-awareness as well as an understanding of others’ perspectives so we can better prioritize what we truly value, convey this to others in a way that they can grasp, and come to a negotiated agreement that honors the important contributions of those with both tight and loose mindsets. They discuss how tight and loose mindsets vary across national cultures, organizational cultures, as well as within marriages and families and the critical role that perceived threats play in whether we veer toward a tight or loose mindset. To assess where you are on the tight-loose continuum take her quiz.

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In this episode, Brigid recalls some of her own experiences in being overwhelmed and how that informs her book and the knowledge generously offered in it. Stew and Brigid talk about working mothers and how their time management plays out differently than it does for other workers.  She provides enlightening examples of various work schedules from around the world as well as stories that translate into practical advice about how to not feel so out of control in today’s frenetic world.  All of us can benefit from the wisdom she offers.

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In this episode, Stew and Ashley discuss “time poverty” -- the subjective feeling of not having enough time to do the things we want or have to do, whether or not we objectively have enough time. They talk about the benefits of prioritizing time over money as well as the ways to overcome the psychological barriers that keep us from choosing to buy time-saving services that can reduce stress and bring greater happiness. Ashley talks about using “happiness dollars” to help us deliberately calculate how we spend our time and not just how we spend our money. And she details ways to avoid “time confetti,” the feeling that we’re doing too many things at once as we’re pulled in too many directions.

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In this episode, Stew and Rebecca talk about the ways in which firms have always been values-driven, even if the value was solely profit. Rebecca notes that companies that are actively trying to “make a difference” beyond their bottom line, companies that do not view a social purpose as distinct from their business aims, end up with a more engaged and productive workforce. She observes that society, perhaps led by millennials, is increasingly demanding that companies serve a social purpose that benefits all their stakeholders, including employees, customers, and the communities in which they operate. And when firms take this approach, there are benefits for employees in their lives beyond work.  She is optimistic, if not hopeful, about the long term, if we can take the long term view and not focus entirely on immediate shareholder returns.

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Stew and Cal discuss Cal’s research on digital decluttering and how it increases one’s productivity, maximizes the return on one’s investment in technology use, improves one’s overall happiness, and enhances genuine social connections.  Cal talks about the ways in which social media companies (e.g., Facebook and Twitter), in order to increase their value for initial public offerings, strategically engineered their products to be sticky, generate compulsive use, and be addictive. He talks about how our overuse of technology does not make us more productive because we’re not using it wisely. He recommends being intentional with our use of technology, adopting a philosophy of digital minimalism.  Doing so starts with identifying one’s core values, taking a 30-day decluttering hiatus, re-evaluating what’s really important, realizing the value of solitude, and consciously re-introducing technological tools if and only if they promise real benefit. The result is a greater sense of freedom and enhanced performance.

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Stew and Phil talk about the increasing importance of social innovation in today’s workplace. Phil describes the four types of social innovation strategies that businesses adopt and the ways in which they energize employees while boosting business results. They discuss the changing demographics of the workplace, how Millennials in particular are keenly focused on doing good as an integral part of their work, and how engagement in social innovations enriches employees’ lives by enhancing their sense of purpose.

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Aron was the inaugural recipient of the “Ray Stata Leadership and Innovation Award” from the Massachusetts High Technology Council, and was recognized as “CEO of the Year” by the Massachusetts Technology Leadership Council, and as “Entrepreneur of the Year” by Ernst & Young. He has been profiled by The New York Times about “The Incalculable Value of a Good Boss” and was featured in Harvard Business Review and the HBR IdeaCast.

In this episode Stew and Aron talk about Kronos’ vacation policy; what works, why it works, and what obstacles need to be overcome to implement a new policy effectively. They discuss the importance, and the ripple effects, of trusting employees and how trust frees up time to take care of the things that are most important -- both at work and outside of work. Aron talks about how doing right by his employees creates a kind, thoughtful, and supportive environment that has the benefit of engendering loyalty, engagement, and productive employees.  It helps Kronos compete effectively in the labor market and gives the company an advantage in developing strong relationships with vendors and customers, too.

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In this episode Bob and Stew discuss the creative methods Bob and Acceleration Partners have used to attract, retain, and engage employees and honor their lives outside of work. For example, instead of giving small bonuses to all employees, a few employees are granted the resources to make a dream come true.  Other employees, those not selected, are deeply appreciative of working in an organization that really cares about its people. Bob’s done away with the typical annual performance review, he focuses on outcomes versus busy work. Stew and Bob discuss how focusing on a few core values and setting clear and consistent goals helps drive employee retention, a healthy organization, and customer satisfaction.  AP’s success testifies to the power of Bob’s progressive approach to elevating people to perform at their best in all parts of their lives.

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Paul and Stew discuss the various ways in which those nearing the old standard age of retirement can continue to add significant value to their employers and the costs to organizations of letting go so-called expensive older employees.  For those seniors interested in extending their working lives, Paul outlines various strategies one can propose to one’s employer and the importance of doing one’s homework before making the pitch. Paul sees older employees seeking phased retirement and other creative options as an outgrowth of the types of flexibility that working women have been pushing for and that now young fathers are advocating for as well. He describes his handy self-help online tool for assisting people in working through the steps to make an effective proposal for phasing in retirement.  It’s called Phazer.

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He is also a member of the Wall Street Journal’s “Experts” panel and the author of several books including Retiring with Confidence for the Genius and The Big Shift: Navigating the New Stage Beyond Midlife. Freedman co-founded, with AARP,  Experience Corps to mobilize people over 50 to improve the school performance and prospects of low-income elementary school students in 22 U.S. cities. He also spearheaded the creation of the Encore Fellowships program, a one-year internship for grownups helping individuals translate their midlife skills into second acts focused on social impact, and the Purpose Prize (now run by AARP), which has an annual $100,000 prize for social entrepreneurs in the second half of life.  In 2018 he received the Eisner Prize for Intergenerational Excellence, was named Social Entrepreneur of the Year by the World Economic Forum, and was recognized as one of the nation’s leading social entrepreneurs by Fast Company magazine three years in a row.

Marc and Stew talk about his latest book, How to Live Forever: The Enduring Power of Connecting the Generations. They explore how our society changed in the 20th century -- at the outset we were the most age-integrated, but at the end we were the most age-segregated -- and how this has had a negative impact on both the young and the old, the two loneliest groups. Freedman cites the Big Brothers and Big Sisters study which found that children need at least one adult who is “irrationally crazy” about them in order to thrive and what this implies for why we must connect the old and the young.  Freedman describes the many ways in which we as a society are not adapting quickly enough to the fact of longer life spans that are leaving so many at mid-life without meaningful ways to contribute their accumulated skills and wisdom. He describes Encore.org’s innovative solutions to try to bring the generations together for the benefit of all.

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Daniel and Stew talk about the many ways in which meditation reaps benefits in all aspects of our lives.  Relationships at home and at work improve as we are able to shift focus from self to others with compassion, empathy, and caring.   Focus and attention, memory and retention, and productivity are all strengthened as we are calmer and clearer. They talk about the burgeoning interest in meditation and mindfulness and Daniel describes the growing body of evidence demonstrating its benefits.  He notes how much can be achieved immediately in just five or ten minutes a day. For how to begin a practice he recommends two apps -- 10% Happier from Dan Harris and Headspace. For information about Goleman and his coaching program, visit www.danielgoleman.info and www.keystepmedia.com.

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Katy explains how we can limit temptation, tie tasks together, and use the calendar to bolster our self-control. She talks about “me-search” and how she studies the self-control issues she herself faces in order to encourage personal growth and inform others. Stew and Katy examine the effect of small distractions on productivity, and Katy provides examples of ways to use those distractions for positive change in self-control.  Here’s Katy’s awesome Ted Talk.

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Stew and Benoit discuss the importance of creating a culture of wellness, decreasing the stigma associated with mental illness, and making it easier for people to ask for help.  They discuss some of the changes he is making in the short-term, since he began as Chief Wellness Officer just a few months ago, as well as his vision for long-term change. For starters, students now have no wait time to speak with a counselor, who are available 24/7 -- that’s a significant change.  Benoit would like to see mental health and physical health all housed in and addressed in the same physical space. He’d like to create an environment where students learn the life skills to manage stressful situations, to modulate their emotions, to see stress as an opportunity for growth, and to know that it’s OK to ask for help. He envisions a new academic department in which  research, science, theory, and practice related to wellness -- whether in nursing, psychology, medicine, philosophy, or elsewhere throughout the university -- are brought into one hub of innovation. Ultimately, he’d like Penn students to bring evidence-based practices for producing wellness into the world when they graduate.

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Kathryn and Stew talk about the reasons why it’s essential for women to stay in the workforce instead of off-ramping when family pressures encroach on work. Kathryn is a strong advocate of women ensuring their own financial security by staying in the workplace, even if in flexible ways or with reduced hours. They discuss the many ways in which flexible work arrangements are increasingly available in various professions, especially in today’s increasingly gig economy. Kathryn describes the reality that not all women want to be CEOs and that one does not need to off-ramp, but also, that one does not have to climb to the top.

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James and Suzie sit down with Stew in the studio and talk about how to make relationships last by focusing on one’s own strengths and one’s partners’ strengths. They use the free online VIA survey of character strengths which enables you to recognize your five signature strengths -- attributes such as leadership, love of learning, curiosity, zestfulness, and kindness. James and Suzie explore the importance of focusing on the good in ourselves and others to cultivate relationships that are more than merely utilitarian or pleasurable. And they emphasize the necessity of continual conversations and the importance of remaining curious so we can complement and not complete each other, so we remain individuals who want to be together. Their website --

buildhappytogether.com offers lots of resources to explore further.

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Dan and Stew talk about the use and abuse of technology. They explore how technology’s promise as a vehicle for connectivity hasn’t been fully realized because it paradoxically produces loneliness.  For instance, remote workers are harder to retain; they tend to be less committed to their organizations because they lack sufficient in-person human contact. They also discuss technology’s upside; how it can be used to increase efficiency and to help people build communities online so they don’t feel so isolated. This has been an especially effective tool for people who reach out for help by making themselves vulnerable and sharing their struggles, including with mental health problems.  Dan describes some of the practical ideas and tools from his research, including The Work Connectivity Index, a diagnostic companies use to assess whether and how people do indeed feel isolated and alone.

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In this episode, Stew and Tom talk about why most of us are not taught about the basics of financial literacy and The Motley Fool’s commitment to helping people understand money, investing, planning for their future, and becoming financially secure in order to have more choices in life. Tom discusses the keys to success in investing as well as how The Motley Fool strives to help all its stakeholders -- starting with its employees -- feel cared for, in the long run, and achieve real autonomy so they can thrive in all aspects of life.

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