I am so excited to share this conversation with my wonderful colleague and friend, Dr. Catherine Kleshinski from Indiana University. We've all been there on a random Monday morning when someone asks, "How was your weekend?" and we're dying to share a picture of our new puppy or the chaos of a first birthday party. I used to think these me-search moments were just simple trust builders—and they are!

Catherine's latest research in the Journal of Applied Psychology reveals that there is a lot of nuance behind that water cooler talk. It turns out that while sharing the non-work vibes makes us all seem warmer, the way it impacts our reputation actually depends on where we sit in the hierarchy. So, how can we build authentic connections without accidentally triggering the workplace gossip mill?

The Warmth Benefit vs. The Distraction Penalty: Everyone who shares positive personal news is perceived as warmer and more caring, but junior or lower-status employees may simultaneously be viewed as less focused on their professional responsibilities.

"Everyone gets the warmth benefit, but the work ethic connotation depends on power dynamics."

The Gossip Ripple Effect: Reputation isn't just a static feeling; it drives how people talk about you when you aren't in the room, leading to either flattering or unflattering workplace gossip.

"If you have this reputation for being a relationship builder, people will engage in positive gossip about you, but if you are somebody with a reputation for being distracted, they'll gossip negatively about you."

The Invisible Line of Disclosure: There is a delicate balance between sharing enough to build trust and oversharing details like health issues or intense personal data that can make others uncomfortable.

Creating Safe Spaces for Connection: Leaders should focus on creating icebreakers that allow for choose-your-own-adventure levels of vulnerability so that no one feels pressured to share more than they are comfortable with.

Audit your icebreakers. If you are a manager, be mindful that vulnerable sharing can unintentionally disadvantage your junior team members. Instead of asking personal questions, try a reciprocity ring where teammates request help with a specific task, or use "Tell Me Something Good" to allow people the choice between sharing a professional win or a personal one.

It is such a wild time to be in the world of training and development, isn't it? I've had this persistent hunch—call it a "zag" when everyone else is "zigging"—that as much as we're obsessing over AI, the real secret sauce is still our human intuition .

I recently sat down with Anthony Salcito from Coursera, and it turns out my hypothesis wasn't just wishful thinking. We've all seen those robotic AI outputs that sound like they've never actually lived a day in their lives, and while I've certainly fumbled through my share of prompt engineering, the data shows that our soft skills are more critical than ever .

We're navigating a world where we have more data than we know what to do with, and the magic happens when we decide how to use that information to lead with empathy and culture .

Key Conversation Themes

• The Symbiotic Rise of AI and Human Agency. While technical enrollments are skyrocketing, they are being matched by a demand for leadership and critical thinking to ensure these tools are used ethically and effectively .

  "Humanity will always become more valuable when the technology is more pervasive or used in a sort of a paradigm-shifting way, like what's happening with AI."

• The Critical Need for Discerning Truth In an era of deepfakes and advanced data models, a core human talent is the ability to separate reality from generated content and prioritize what truly matters for an organization .

  "Discerning reality from what is created by Gen AI is certainly a core talent... that's really where that human is super critical."

• Cultivating an Entrepreneurial Mindset Internally. Organizations are looking for intrapreneurs—people who use AI tools to think bigger and pivot quickly without being constrained by historical technological limits .

  "You want an entrepreneurial mindset to exist inside of learners in an organization that think differently about using these tools."

• AI as a Safe Space for Human Growth. One of the most exciting applications is using AI for role-playing, allowing employees to practice difficult conversations and gain confidence without the fear of being judged by a peer .

  "It's hard to roleplay with a human, because you're worried about being judged... I can see it being much safer to do with a robot."

Audit your AI prompts for Human Activation. The next time you use a generative tool, don't just accept the first output. Apply your unique lived experience to pivot the prompt, asking the tool to provide a multi-perspective view or a specific organizational culture lens to ensure the result has the humanity required to drive real business change .

Follow Anthony's work at Coursera at https://www.coursera.org/.

This week, Celeste Warren, a globally recognized thought leader, author, and former Fortune 100 Vice President, returns to discuss her latest book, The Truth About Equity.

Celeste shares her insights on:

• Defining Equity: Moving beyond the buzzwords to understand equity as a pragmatic approach to meeting people where they are.

• The "Fence" Analogy: Exploring the systemic "isms" that create barriers and how acts of equity can help dismantle them.

• Equity in the Workplace: From recruitment and talent development to succession planning and performance management, Celeste identifies key areas where organizations can foster a more equitable culture.

• The Future of DEI: Discussing the evolving landscape of Diversity, Equity, and Inclusion and the importance of transparent, data-driven strategies.

Join us for a candid and insightful conversation about the power of equity to transform organizations and communities.

Find Celeste Warren online:

• Website: crwdiversity.com

• Book: The Truth About Equity

• TEDx Talk: The Cost of Standing Still (forthcoming)

In this episode, we sit down with Dr. Janice Gassam Asare, founder of BWG Business Solutions and author of the new book, Rise and Resist: How to Reclaim Workplace Equity and Justice .

Following a period of intense personal and professional backlash—including being targeted by high-profile political figures—Janice discusses why looking to historical legacies of resistance is the key to enduring today's challenging DEI landscape.

We explore how "everything is cyclical" and how we can draw strength from the stories of lesser-known figures who challenged the status quo long before us. Whether you are feeling powerless or looking for strategic ways to advocate for change, this conversation provides a roadmap for using your unique gifts to push for equity.

• Resistance as a Historical Blueprint: Current opposition to DEI and civil rights is not new; by studying the legacies of figures like Ida B. Wells and Toni Morrison, we can find proven strategies to navigate and endure modern-day backlash.

• The Strategy of "Exiting": Resistance doesn't always mean staying and fighting in a toxic environment. Taking a leave of absence or exiting a harmful workplace can serve as a powerful catalyst for institutional change, as seen in the career of legal scholar Derrick Bell.

• Micro-Resistance and Personal Gifts: You don't need to lead a country to create impact. Meaningful resistance can be as simple as using your specific skills—such as graphic design, baking, or providing a safe space—to support larger movements and build community coalitions.

Follow Dr. Janice's work at https://www.drjanicegassam.com/

Jennifer Brown is back to unpack her new book, The Shape of Change, the journey through allyship and change. Together, we discuss:

How change can feel like being in a dark hallway and trying to find the path forward in uncertain times

What inclusive leadership looks like when we are called to be brave in unprecedented times

The tools to build resilience to shape the changes necessary to our important work

Follow Jennifer and get her book at https://jenniferbrownspeaks.com/

Culture isn't just a poster on the wall. Culture is the heartbeat of a thriving business. This interview with Teresa Johnson, CEO of Color Me Mine, explores the incredible journey from being a single mom to purchasing a pottery studio on a credit card, leading a franchise empire of over 150 locations. Teresa shares her secret sauce for scaling businesses through intentional culture and the unique challenges of leading remote teams across the country.

Key Takeaways

Leading Without Hallways: Building culture in a remote or franchised environment requires a new leadership skillset. Teresa emphasizes the importance of micro-moments—small, intentional interactions—over corporate slogans to ensure every team member feels they belong and understands what winning looks like.

The Power of Clarity & Belonging: Effective culture is built on three pillars: Clarity (teaching people how to make decisions rather than just giving them tasks), Belonging (creating psychological safety), and Growth (investing in a skill path for employees).

Empathy as a Business Outcome: Contrary to the soft skill stereotype, Teresa argues that empathy and psychological safety are direct drivers of financial impact and talent retention. Leaders who care about the organization must show they care about the people, as a business cannot exist without them.

Follow Teresa's work at https://www.colormemine.com/.

In this episode, Julie Kratz welcomes Jennifer McCollum, President and CEO of Catalyst, a global nonprofit focused on workplace equity. They discuss the critical role of men in gender partnership and the release of Jennifer's book, Men at Work. The conversation delves into the systemic challenges women face, the data supporting inclusive leadership, and how men can transition from passive support to active, mutually accountable leadership.

Key Takeaways

Mutual Accountability Over Passive Support: The concept of "men as allies" has evolved into gender partnership, emphasizing that progress requires men and women working together with mutual accountability.

The "Man Box" Barriers: Many men want to support equity but are hindered by ignorance (unawareness of the issues), apathy (viewing it as an HR problem), or fear (of disrupting the status quo or personal job loss).

The Business Case for Inclusion: Inclusion isn't just a social goal; it's a performance driver. Data shows that inclusive cultures lead to a 49% increase in team problem-solving, 18% better innovation, and a 58% higher likelihood of improving company reputation.

As Jennifer says, "We need healthy men driving healthy organizations, and we need women partnering with men and men partnering with women to do that."

Follow Jennifer's work and research at https://www.catalyst.org/.

In this episode of Allyship in Action, Julie Kratz is joined by HBR writer, executive and team coach, Kathryn Landis, to explore capacity erosion—the gradual depletion of energy and focus facing today's leaders. In an era of constant change and cognitive overload, Landis shares how leaders can reclaim their impact by shifting from micromanagement to intentional empowerment and strategic reflection.

• Focus on Your "$100 Activities": Leaders often gravitate toward low-impact tasks for a quick sense of productivity. Reclaiming capacity requires identifying the high-level strategic work that only you can do.

  "Get really clear on what's the work that only you can do... what you actually could be focusing on that's going to move the needle the most is perhaps working with your cross-functional colleagues, the other members of the C-suite, to strengthen those ties." — Kathryn Landis

• Empower Your Team Through Clarity: High-performing teams thrive on a clear purpose and defined decision rights. To reduce your own workload, ensure your team understands exactly what they own and what success looks like.

  "Do people have a clear purpose? Do people know why they're a team? Most people know what their job description is... but I was leading an off-site last week; they didn't know what their team goals were. They don't know what success looks like." — Kathryn Landis

• Prioritize the "Lamp Post" for Reflection: Intentional reflection is a non-negotiable for effective leadership. Creating a dedicated space to process information—even just by talking to a metaphorical lamp post—can provide significant mental clarity.

  "If someone would go and speak to a lamp post for an hour every day at the same time, they'd get 60% of the benefit of coaching... just creating the space and time to be intentional about where you're spending your time, reflecting on what you're doing." — Kathryn Landis

  Connect with Kathryn and take her free team assessment here: https://kathryn-landis.kit.com/3dcf1c4440

Alyssa Dver, founder of the ERG Leadership Alliance, joins us this week to highlight the critical shift toward structured governance and the use of hard metrics to demonstrate how these groups drive corporate engagement and long-term business impact.

My Key Takeaways:

Governance is the future of ERGs: Alyssa emphasizes the shift from informal groups to structured organizations with clear governance and professional development paths for leaders.

Measurement is mandatory: To gain executive buy-in and sustainability, ERG leaders must track metrics ranging from membership growth and event participation to high-level retention and engagement data.

Allyship is a strategic bridge: Modern ERGs are moving away from exclusive "safe spaces" toward inclusive "brave spaces" where allies are formally invited to lead, learn, and advocate alongside marginalized groups.

My Fave Quotes:

"Got to have governance. Not because you want to control people, but because you want to have equity. And equity means budgeting is fair; the way that people apply and run these has to be fair."

"It's a professional development leadership pipeline. So if you're starting to see these group leaders getting hired into better jobs, getting promoted, that's also a really good metric." "Employees involved in healthy ERGs typically show 10% to 15% higher engagement levels than those who are not."

"There are currently at least 500 million people participating in ERGs around the world, and 95% of companies continue to offer and support ERGs because of their proven impact on organizational health."

Follow Alyssa's work and research at https://www.ergleadershipalliance.com/

In this episode, Julie Kratz discusses global workplace culture strategies with Abi Adamson, founder of the Culture Partnership and a LinkedIn Top Voice. Abi introduces her "SERN" framework—Soil, Exposure, Roots, and Nutrients—as a way for leaders to move beyond performative DE&I and begin gardening their organizations for sustainable growth.

Three Key Takeaways

Cultivate Your Culture Like a Living Ecosystem. Instead of treating culture like a static construction project with a fixed end date, leaders should act as gardeners who constantly tend to the environment. "Organizations still treat culture like a construction project instead of what it is. That is why I call workplace culture a living ecosystem."

Build Psychological Safety to Uncover the Truth. A healthy culture requires an environment where employees can be honest with leadership about what isn't working without fear of retaliation. "When you're able to have an organization that's built on psychological safety... everything else will follow."

Reframe Resistance as a Sign of Progress. Friction and pushback are natural responses to major social or organizational changes; history shows that these moments often precede a shift in the right direction. "History has always taught us: whenever big changes happen, there's always resistance... to get to a good place, you do need to go through a bit of a gauntlet."

Follow Abi at https://www.abiadamson.com/