27 JUN 2023 · In this episode, we continue our conversation with Renaissance man Kent Keith, exploring the relationship between meaning, motivation, and performance. Managers can often help their employees find meaning in the work they do and should take time to help others see the bigger picture or reimagine their work, when possible, as meaningful. This matters because people are usually more motivated and better when they feel connected to their work. In this discussion, Kent also encourages managers to share the meaning they find in their work as an example for others to do the same. Episode Highlights: • People rise to the challenge if they see meaning in their work. • Managers can motivate their employees by highlighting how the work they do impacts others. Communicating the greater impact or the bigger picture can also help others see meaning they may have overlooked in their work. • Meaning at work can boost motivation and performance. • Prosocial motivation (desire to help others) + intrinsic motivation (enjoyment of the work itself) = highest levels of persistence, performance, and productivity (This is Kent’s summary of Adam Grant’s research finding in his book, Give and Take.) • Managers may need to redesign work, where feasible, so it is more meaningful to employees. Quotes: “People will rise to almost any challenge if it is meaningful to them.” – Kent Keith “There’s a lot of meaning in helping other people to find meaning.” – Kent Keith “We need more people who, as leaders and managers, are aware of the meaning they find and share the example of that.” – Kent Keith “Managers care about meaning because it tends to unlock internal motivation, and usually that leads to better performance.” – Geoffrey Tumlin Resources: Kent Keith (2021). The paradox of personal meaning. Adam Grant (2013). Give and take. Viking. Fredrick Herzberg (1968). One more time: How do you motivate employees? HBR Press. Alfie Kohn (1993). Punished by rewards. Houghton, Mifflin and Company. Daniel Pink (2011). Drive. Canongate Books. Key Words: Personal meaning, servant leadership, intrinsic motivation, work-life balance

27 JUN 2023 · What does a meaningful career and a fulfilling life look like? Kent Keith is an author, a university president, and a businessman who has thought deeply about what makes a meaningful life. In this episode of the Management Muse podcast, Kent helps us build a more fulfilling life, one decision at a time. Episode Highlights: • As a college student who wanted to encourage his peers, Kent wrote the Paradoxical Commandments, which went viral long before the Internet age. • Success involves identifying how your work matters and finding the personal meaning in what you do. • The symbols and trappings of success, like power, wealth, fame, and prestige don’t provide lasting happiness. • Kent’s research shows that the source of meaning for most people comes from living your values, being in relationship, and serving others. Quotes: “If you have the meaning, you don’t have to have the glory.” – Kent Keith “Our lives are shaped by a degree to what the world does to us, but they are really shaped by how we respond to what the world does to us. And the response is always up to us.” – Kent Keith “We can find meaning in adversity, and the way that we choose to respond is a large part of our legacy.” – Geoffrey Tumlin “I think unconditional love is what can hold our families and communities together. There’s just not enough of it in the world.” – Kent Keith About: Kent Keith is an author, a university president, and a businessman. He's also the kindest person you'll ever meet. Resources: Kent Keith (2021). The paradox of personal meaning. Kent Keith resources and writing here: https://www.kentmkeith.com/ Key Words: Personal meaning, servant leadership, work-life balance

20 JUN 2023 · Super-lawyer Lynne Liberato talks with Management Muse about the importance of expertise and genuineness in building our confidence. In this discussion, we explore overconfidence, bluffing, and how confirmation bias can impact confidence. Managers build confidence in their employees through feedback and mentorship. By walking them through situations and highlighting how key decisions were made, staff can build their own confidence through the acquisition of knowledge. This episode also covers the importance of body language, speech patterns, and appearance, as well as the crucial difference between confidence and arrogance. Episode Highlights: • Your confidence builds confidence in other people. • Without knowledge and experience, it’s bull, not confidence. • Mentoring helps managers instill confidence in younger workers. • Managers also build confidence in their staff by providing feedback. Be timely, be honest, and be encouraging. • Lynn shares a story about an incredibly skilled lawyer who had to overcome credibility issues because she didn’t look confident. Quotes: “You have to have credibility before you can say I don't know without a penalty. Don’t walk in unprepared. – Cindi Baldi “The best thing to do is to be confident, but have the facts and the work to back it up.” – Lynne Liberato “I always believed if I tried hard enough and I was prepared as I possibly could be I had earned the right to be confident.” - Lynne Liberato “When you cease to be open, to even consider other positions, perspectives, and arguments you then cross the line from being confident into counterproductive arrogance.” – Cindi Baldi About: Lynne Liberato is a legendary Texas lawyer. Pray to your maker that she’s on your side. Keywords: Confidence, Confirmation Bias, Mentoring, Feedback, Arrogance

13 JUN 2023 · In this episode, Cindi and Geoff dive into the myth that a little bit of stress helps your performance. The conversation touches on the idea of procrastination and deadlines, where the stress of a time constraint can encourage task completion but may degrade performance. Cindi and Geoff also look at individual stress sensitivity and expertise as intervening variables that allow people to handle challenges without flipping out. Finally, the hosts play a parlor game to see if they can track every habit back to a stressor and talk through strategies for managers to help employees unwind performance-draining work habits. Episode Highlights: • Stress in any dose can degrade performance, even though stress is ubiquitous. The same goes for deadlines, even though they are essential. • Managers can help prevent people from excessively inflating stress and anxiety. • Most habits form as a response to stress and anxiety. • Managers require tools to help employees manage their stress so performance and quality of life aren’t negatively impacted. Quotes: “You have to be careful about high-drama people in organizations because they run around cranking up everyone’s anxiety.” – Cindi Baldi “We want to encourage managers to build the kind of organizations where people feel like they're able to relax more into very challenging work.” – Geoffrey Tumlin Resources: Malcolm Gladwell, The Art of Failure. New Yorker, August 13, 2000. Judson Brewer (2021). Unwinding Anxiety. New York: Avery. Keywords: Stress, anxiety, habits, performance

6 JUN 2023 · On this episode of Management Muse we talk to the extraordinary family therapist Larry Allman. Since no one can fully separate home from work, it’s important for managers to know strategies for building strong families. Home problems create work issues and vice versa, so it’s prudent to think through pitfalls and obstacles to building resilient, thriving families. Master mentor Larry Allman helps us maintain families that last. Episode Highlights: • Larry proposes that organizations are not only hiring the individual but should provide something for the family so they feel nurtured by the institution. • Managers need to remember that employees are people with feelings and families, and those feelings and families will impact how employees interact with others. • How you interact with your family impacts how you interact with your employees. • A compassionate work environment leads to healthier employees. • Managers need to identify why they are having a strong reaction to others. Self reflection is key to improving relationships. Quotes: “If people can't resolve differences with their family, they're probably going to have trouble resolving conflict at work.” – Larry Allman “Anybody who believes that family life doesn't impact work performance hasn't ever been at work.” – Geoffrey Tumlin “There’s no such thing as a normal family. Everybody's struggling with family issues, everybody.” – Larry Allman About Larry Allman: Larry Allman is the founder of Hawaii Family Therapy. He strengthens families worldwide. Resources: David Cantor (2012). Reading the Room. Hoboken, NJ: Jossey-Bass. Jennis T. Jaffe (2020). Borrowed from your Grandchildren. New York: Wiley. George E. Valliant (2015). Triumphs of Experience. Boston: Belknap Press. Daniel Goleman (2005). Emotional Intelligence. New York: Random House. James S. Gordon (2019). The Transformation. San Francisco: HarperOne. Key words: Family resilience, boundaries, performance, work-life balance

6 JUN 2023 · On this episode of Management Muse we talk to the extraordinary family therapist Larry Allman. Since no one can fully separate home from work, it’s important for managers to know strategies for building strong families. Home problems create work issues and vice versa, so it’s prudent to think through pitfalls and obstacles to building resilient, thriving families. Master mentor Larry Allman helps us maintain families that last. Episode Highlights: • Larry proposes that organizations are not only hiring the individual but should provide something for the family so they feel nurtured by the institution. • Managers need to remember that employees are people with feelings and families, and those feelings and families will impact how employees interact with others. • How you interact with your family impacts how you interact with your employees. • A compassionate work environment leads to healthier employees. • Managers need to identify why they are having a strong reaction to others. Self-reflection is key to improving relationships. Quotes: “If people can't resolve differences with their family, they're probably going to have trouble resolving conflict at work.” – Larry Allman “Anybody who believes that family life doesn't impact work performance hasn't ever been at work.” – Geoffrey Tumlin “There’s no such thing as a normal family. Everybody's struggling with family issues, everybody.” – Larry Allman Resources: David Cantor (2012). Reading the Room. Hoboken, NJ: Jossey-Bass. Jennis T. Jaffe (2020). Borrowed from your Grandchildren. New York: Wiley. George E. Valliant (2015). Triumphs of Experience. Boston: Belknap Press. Daniel Goleman (2005). Emotional Intelligence. New York: Random House. James S. Gordon (2019). The Transformation. San Francisco: HarperOne. Key words: Family resilience, boundaries, performance, work-life balance

30 MAY 2023 · In this episode of Management Muse, outer space expert and Earthling extraordinaire Joe Guzman shares his unique perspective on managerial risk and decision making. Uncertainty looms large in risk taking, since decisions with certain outcomes aren’t risky at all. The good news is that managers can often take risks incrementally by experimenting with small decisions and running pilot studies to see what happens before going all in. Risk, reward, and failure are usually interconnected, but with some forethought and wisdom from experiences managers can learn when to most appropriately turn smart risk on. Strap into your chair because in this episode space cowboy Joe Guzman takes us on a lively ride. Episode Highlights: • Joe emphasizes the importance of failure and humility in understanding risk and highlights timeless lessons from Stoicism, including embracing failures as part of the growth process. • Cindi, Joe, and Geoff discuss the significance of calibrating risk when possible, and talk about the dangers of too much success leading to a bulletproof gambler illusion. Good feedback and reflection processes also help us learn practical and important lessons from failures. • Geoff, Cindi, and Joe discuss some key factors the impact risk-taking, including openness to experience, the situation, our personal strategy, our age, and Kahneman and Tversky’s prospect theory (which states that individuals may take bigger risks after experiencing losses). • The gang discuss the importance of morals and principles as guideposts for risky decisions. • Cindi, Joe, and Geoff talk about what fear can and can’t teach us about our decisions. • When possible, experiment and start small to reduce some uncertainty and test larger decisions. • Without risk, too much of our potential is left on the table. A fulfilling life requires risk, failure, reward, and learning. Quotes: “Every challenge in your life makes you into the person you are now.” -Joe Guzman “You’ve got to be willing to fail if you're going to take risks.” -Cindi Baldi “A meaningful life has a well-calibrated acceptance of risk.” -Geoffrey Tumlin “You're going to get into trouble if you don't fail and if you are missing feedback mechanisms.” -Geoffrey Tumlin “A lot of times we don't have to predict. We should just experiment.” -Geoffrey Tumlin About Joe Guzman: Joe Guzman is the founder of Space Cowboy. He also went to high school and college with Geoff. He retired from the Army's Space Force as a Colonel. Resources: Selected works from Nassim N. Taleb: Taleb, Nassim N. (2017). Skin in the game. Penguin Books. Taleb, Nassim N. (2013). Antifragile. Penguin Books. T aleb, Nassim N. (2008). The black swan. Penguin Books. Ryan Holiday’s Daily Stoic Podcast: https://dailystoic.com/podcast/ Amor Fati is Latin for “the love of fate” https://dailystoic.com/amor-fati-love-of-fate/ Selected work from Daniel Kahneman and Amos Tversky (and Paul Slovic): Kahneman, D., Slovic, P. & Tversky, A. (1982). Judgment under Uncertainty: Heuristics and Biases. Cambridge: Cambridge University Press. Kahneman, Daniel. (2011). Thinking, fast and slow. Farrar, Straus and Giroux. Principles by Ray Dalio: Dalio, Ray. (2017). Principles: life and work. Simon and Schuster. Key words: Risk, fear, risk management, failure, feedback, decision making

23 MAY 2023 · Where do good ideas come from? In this episode, entrepreneur Dan Schmisseur shares his experience generating and exploring ideas to find gems worth pursuing. Dan shares how the best ideas often come from connecting the dots to what may seem like unrelated information. The ability to create the space to think, explore, and learn broadly all aid in coming up with unique and valuable ideas. Additionally, relationships are key to bringing your ideas to life. In this episode, managers will learn to foster a culture of idea generation by encouraging employees to deeply explore their industry, share their interests and experiences with each other, and build an atmosphere where people share ideas without fear of being immediately shot down. Episode Highlights: • Great ideas are often ahead of the time other people are ready for them. • Support and relationships are crucial for helping good ideas become great. • Sometimes thorny problems lead to creative solutions. Occasionally, this is out of desperation. • Never be afraid of looking stupid. Don’t shoot down ideas. People are much more willing to share their ideas when first reactions aren’t criticism. • Outside perspectives can sometimes offer the necessary vantage point for meaningful change. Quotes: “Never be afraid of looking stupid because of your ideas.” - Dan Schmisseur “It’s a weakness for managers to always be constantly busy, which may not be the best use of their time. When endlessly busy, there’s no time for developing people under them, and they are also making it so they have no time to think about new ideas.” – Cindi Baldi “One of the myths of entrepreneurs is that they go all for broke when the truth is that most successful entrepreneurs have safety nets.” -Dan Schmisseur About Dan Schmisseur: Dan Schmisseur is a serial entrepreneur who is half of the brains behind the consulting firm Cromwell Schmisseur. Resources: Adam Grant (2016), Originals: New York: Viking. Adam Grant (2013), Give and Take: New York: Viking. Clayton Christensen (1997), The Innovator’s Dilemma: Boston: Harvard Business School Press. Scott Shane (2008), Illusions of Entrepreneurship: New Haven, CT: Yale University Press. Sehgal, Kabir. "Why you should have (at least) two careers." Harvard Business Review. Retrieved from https://hbr. org/2017/04/why-you-should-have-at-least-two-careers (2017). Keywords: Ideas, idea generation, relationship building, networking, creativity

16 MAY 2023 · In this episode of Management Muse, Cindi and Geoff discusses habits and how to change the ones that are not serving you well. They discuss the trigger-action-reward habit loop and then dive into the power of feelings as a way to encourage habit change. Managers care about habit loops because they care about focusing energy where the greatest contributions can be made. And habits can inhibit or enhance focus and energy. Cindi and Geoff discuss common issues managers face with daily habits and the ways those habits impact productivity. In order to break a habit, it’s necessary to update the reward value associated with it. This involves paying attention to how the habit makes you feel, because some habits are no longer as rewarding as they used to be. Cindi and Geoff also discuss starting with small habits to build momentum for larger behavior change and to avoid procrastination. Episode Highlights: • The value of rewards associated with habits often change over time. Managers should explore the feelings associated with habits to more effectively change behaviors. Sometimes, breaking a habit is easier than we think because the reward is outdated. • Strategies for improving work habits include isolating triggers, implementing small changes, and finding alternative behaviors that offer similar rewards. • New managers sometimes develop bad habits due to the uncertainty of the role, which encourages action. Reflection and deliberation about the urge to act can help reduce early missteps. Quotes: "Our feelings about rewards have a lot more to do with habit than we think and those feelings are often outdated. This can actually help us make new and better habits." -Cindi Baldi "Our advice: pay attention to how you're feeling about what you're doing and see if that doesn't lead you to stop things that aren't working as well as you thought and increase things that bring you more satisfaction, joy, and fulfillment." – Geoff Tumlin Resources: Brewer, Judson. (2021). Unwinding anxiety. New York, Avery. Clear, James. (2018). Atomic habits. New York, Avery. Duhigg, Charles. (2013). The power of habit. New York, Random House. Fogg, B.J. (2020). Tiny Habits. Boston, Houghton Mifflin Harcourt. Morgenstern, Julie (2005). Never Check Email in the Morning. New York City Newport, Cal (2016). Deep Work. New York: Grand Central www.culsure.com www.ondemandleadership.com www.managementmuse.com Key words: Habits, rewards, emotions, reinforcement

9 MAY 2023 · How do you slay your to-do list and knock out key priorities? In this episode on work-life balance, Jon Calvin, the CEO of Lone Star Circle of Care, joins Cindi and Geoff and gets real about a balanced life. Importantly, Jon notes that everyone's path to balance is different. What may seem unbalanced to others may enable someone to live the life they love. And sometimes, we need the help and support of others to pull off a balanced life. To help us strike a balance, managers can periodically log their time and write down priorities. Lifetime learning and maintaining a growth mindset can also help managers keep their lives in balance and make their time more productive and meaningful. Episode Highlights: · Jon stresses the importance of support systems and a strong team at work. · Managers should take personal inventory of their goals, consider their schedules, and redirecting energy towards what matters most. · Exercise boosts productivity, energy levels, and provides long-term health and cognitive benefits. · A supportive work environment is essential, especially during times of intense and challenging work. Quotes: "You're always working on balance. It's a process." – Geoff Tumlin "I rely heavily on my team and their areas of expertise and I try to focus on the higher-level issues I need to work on." – Jon Calvin "I think people have more opportunities in their schedules than they may think and they can turn some bad habits into some good habits." – Jon Calvin “I think if people periodically logged where their time was going and wrote down their priorities they might see where they're out of sync.” – Cindi Baldi "Wake up early to get ahead. It's much easier to protect your time when most people are sleeping." – Jon Calvin About Jon Calvin: Jon Calvin is the CEO of Lone Star Circle of Care and is a competitive triathlete. He moves fast and doesn't break things. Resources: For a full Q&A with Jon Calvin and his post-episode thoughts visit www.managmentmuse.com Adam Grant (2013), Give and Take. New York: Viking. James Clear ( 2018), Atomic Habits. New York: Avery. Lewis Hamilton speaking about Nelson Mandela: https://www.youtube.com/watch?v=Av-tn2Oao_4 Texas Mamma Jamma Bike Ride: https://www.mammajammaride.org/ www.culsure.com www.ondemandleadership.com www.managementmuse.com Key words: Work-life balance, habits, priorities, stress, burnout, resilience