What makes career transitions so challenging? How can organizations retain their top talent? Legendary career development expert Dr. Beverly Kay joins us to share wisdom gathered across her remarkable 40+ year journey in the field.

Dr. Kay reveals the development of her groundbreaking "Five P" model for career growth: Person, Perspective, Place, Possibilities, and Plan. She explains why most professionals get stuck at the "Possibilities" stage, limiting themselves to narrow paths rather than exploring multiple directions. This insight revolutionizes how we approach career conversations and planning.

The conversation takes a fascinating turn when Dr. Kay introduces her LEVER framework – a comprehensive approach that gives professionals significantly more career options beyond traditional upward movement. Through Lateral moves, Enrichment opportunities, Vertical advancement, Exploratory assignments, Relocation possibilities, and Realignment options, individuals gain unprecedented flexibility in their career journeys.

Drawing from extensive research, Dr. Kay identifies the three powerful factors that keep employees engaged: career development opportunities, meaningful relationships, and supportive organizational culture. She emphasizes how psychological safety creates the foundation for honest career conversations, allowing both managers and employees to discuss strengths, weaknesses, and aspirations openly.

We explore the transformative impact of AI on career development, including Dr. Kay's own "Help Them Grow" AI bot that provides just-in-time guidance for managers preparing for career conversations. Rather than seeing technology as a threat, Dr. Kay envisions how AI can enhance human interactions in professional development.

Listen now to gain practical strategies for navigating workplace transitions, creating engaging organizational cultures, and helping both yourself and others thrive in today's rapidly evolving professional landscape. Your career journey will never look the same again.

What does it truly take to transform a global organization? Carlos Butler-Vale pulls back the curtain on his remarkable journey from higher education advocate to corporate change leader in this thought-provoking conversation.

Carlos shares his pivotal realization while implementing McDonald's first-ever global DE&I strategy across 149 markets: successful change requires shifting from forced compliance to willing participation. His revolutionary "globally consistent yet locally relevant" approach empowered regional teams while maintaining strategic alignment—turning what could have been an 8-month decision into meaningful action.

The conversation delves into psychological safety as the foundation for authentic organizational change. Carlos reveals why giving employees decision-making authority isn't enough—they need to feel genuinely safe using it. Without this crucial element, people inevitably revert to old patterns, regardless of new processes or frameworks.

A startling revelation emerges when Carlos shares that approximately 70% of employees distrust their HR departments—a statistic that fundamentally undermines traditional feedback mechanisms and change initiatives. This trust deficit is especially pronounced among underrepresented groups, creating a dangerous blind spot for leadership teams relying on engagement survey data.

For leaders navigating today's uncertain landscape, Carlos offers a powerful reframing: look beyond typical 3-5 year planning horizons and consider what it takes to "future-proof" your business 20-30 years ahead. This perspective naturally leads to meaningful conversations about representation and inclusion as business imperatives rather than compliance exercises.

Carlos also discusses his Corporate Cafecito podcast, which reaches listeners in over 50 countries, providing accessible professional development to those without corporate resources or support. His work exemplifies the balance between "doing well and doing good"—achieving business results while creating more equitable workplaces.

For HR professionals feeling overwhelmed by today's challenges, Carlos offers practical wisdom: get out of the office, engage directly with employees, and rebuild trust through visibility and authentic dialogue. His emphasis on focus groups and direct conversation stands in stark contrast to over-reliance on surveys and top-down communication.

Listen now to gain actionable insights from a seasoned change leader who has successfully navigated transformation across industries, cultures, and organizational structures.

When we experience change, whether by choice or circumstance, our brains undergo a predictable series of reactions. Understanding these patterns can transform how we navigate transitions—both as individuals and as leaders guiding others through organizational shifts.

Bob Bednarz, Director of Learning and Development at Advantage, shares his journey from "accidental trainer" to change management expert in this illuminating conversation about the neuroscience of adaptation. With over 15 years in talent development and experience implementing change across multiple organizations, Bob offers practical wisdom about leading teams through performance management overhauls, mergers, acquisitions, and cultural transformations.

What makes his approach unique is the deep integration of brain science principles. Bob reveals how he uses the Change Quest methodology to help people become more conscious of their reactions to change, addressing the four key brain structures that determine our resistance or receptivity to new situations. He explains why standardizing titles across 14 acquired companies requires more than just process updates—it demands individualized support for managers delivering complex messages about identity, compensation, and future direction.

The most powerful insights come from Bob's techniques for building motivation during change. By recognizing that people process transitions at different rates, creating psychological safety, involving early adopters as champions, and giving individuals some agency in the process, he demonstrates how organizations can accelerate adaptation without triggering the brain's threat response.

Looking toward the future, Bob shares his excitement about leveraging AI to create safe practice environments for developing new skills—allowing people to build confidence without the fear of real-world failure. This represents the next frontier in learning and development: combining neuroscience with technology to create more accessible, personalized growth experiences.

Whether you're currently leading change, experiencing it yourself, or preparing for future transitions, this episode offers valuable strategies for making your brain—and those of your team members—more adaptable and resilient through life's inevitable shifts.

What happens when military discipline meets Hollywood creativity and Silicon Valley innovation? Naphtali Bryant brings this unique perspective to our conversation about leadership in times of unprecedented change.

Drawing from his diverse background as a Marine Corps veteran and former HR executive at Netflix and Warner Brothers, Naphtali shares powerful insights about navigating uncertainty with both strength and humanity. His journey from growing up without a father to becoming one himself parallels his professional evolution—learning to guide others through what you haven't experienced yourself.

"Change gets easier when you lead with truth and trust," Naphtali explains, unpacking how our brains process transitions. He illuminates why people resist change even when they intellectually understand its necessity. The conversation explores practical frameworks like the Bridges Model of Transition and delves into the neuroscience of habit formation, revealing why "awareness without practice doesn't rewire anything."

As AI transforms the workplace, Naphtali describes his role as "builder, storyteller and translator," helping leaders cut through complexity to create meaningful change. He shares candid advice for talent development professionals considering the leap from internal to external consulting, emphasizing intentionality and differentiation as keys to success.

Throughout our discussion, Naphtali's warmth and wisdom shine through as he articulates a vision of leadership that balances high performance with human connection. Whether you're navigating organizational change, personal transformation, or the shifting landscape of AI, this conversation offers practical strategies for leading with both clarity and compassion.

Join us to discover how the principles of human-centered leadership can help you and your team not just survive change, but thrive through it. Connect with Naphtali on LinkedIn or through his newsletter "Lift the Room" to continue learning from his unique perspective.

What if your AI learning assistant woke you up to tell you about an urgent client cybersecurity breach, prepared personalized training materials, helped you practice key conversations, and joined you on the call to take notes? According to Bob Gerard, who leads Learning Ingenuity at Accenture, this vision of learning might arrive by 2026 rather than the distant 2035 future they originally imagined.

Bob's remarkable 27-year journey at Accenture reveals the evolution of corporate learning from traditional classrooms to today's AI-powered experiences. He shares the story of pioneering virtual classrooms using Lotus Notes without video or audio capabilities, laying the groundwork for future innovations. His theater background proved surprisingly valuable - as he puts it, learning and development became "the job that failed theater people do" where they "can still have a stage and add business value by performing."

The conversation takes a compelling turn when Bob explains the fundamental shift happening in corporate learning: "We are in the change business. Our job is behavior change." Rather than focusing solely on creating learning experiences, effective L&D professionals now concentrate on changing workplace behaviors to improve business outcomes. Through Accenture's SKY framework, they've transformed how they measure learning impact, aligning every initiative with specific business metrics.

Bob illustrates this approach with a fascinating case study where they addressed new hires "ghosting" the company in India and the Philippines. By creating an engaging interactive experience candidates could share with family members who mistakenly viewed Accenture as merely a call center company, they significantly reduced their renege rate and achieved measurable ROI within one month. This perfectly demonstrates how learning initiatives must solve the real barriers preventing desired behaviors rather than simply delivering information.

The future of learning promises hyper-personalization through AI that knows what you need, when you need it, and how you prefer to receive it. As Bob explores this exciting frontier, he remains equally passionate about his "sideline career" hosting two podcasts, including "Short for a Stormtrooper" - a 15-minute Star Wars podcast designed specifically for busy fans.

Ready to transform how your organization approaches learning? Connect with Bob on LinkedIn or check out the Learning Geeks podcast to continue exploring the fascinating intersection of learning, behavior change, and business impact.

JD Dillon takes us on a fascinating journey from Disney theme park manager to learning and development leader, sharing powerful insights about enabling frontline workers and navigating workplace change. Drawing from his 25 years of experience "being a frontline worker, managing frontline teams, or enabling support for frontline employees," JD offers a refreshingly practical perspective on organizational transformation.

The conversation explores a pivotal moment in JD's career when his L&D position was eliminated during recession cuts, forcing him to return to operations management literally overnight. Rather than asserting authority, he built trust by working alongside his new team members, creating relationships that proved invaluable when operational challenges arose. This experience shaped his philosophy that "the best way to manage change is to help others do the same."

JD shares three fundamental strategies that guide his approach to workplace transformation: providing meaningful context that connects to daily realities, over-communicating while keeping messages simple, and practicing genuine transparency that treats employees as trustworthy adults. He advocates for L&D professionals to think of themselves as "organizational plumbers," focusing on creating adaptive infrastructure rather than just producing content.

The conversation takes a particularly powerful turn when JD reveals his ongoing struggle with public speaking anxiety - something you'd never guess from his polished presentation skills. Rather than eliminating fear, he learned to channel that energy productively - a metaphor for how we might approach organizational change more effectively.

Looking toward the future, JD discusses his upcoming book, "The Frontline Enablement Playbook," which aims to elevate conversations about the 70-80% of global workers on the frontlines. His message throughout is clear: by understanding the day-to-day realities of frontline workers and creating systems that support them through change, organizations can build more resilient, adaptive workforces ready for whatever comes next.

What does it take to create a workplace that truly works for everyone? Global talent advisor Stacey Gordon has dedicated her career to answering this question through her company, Rework Work.

In this candid conversation with hosts Justin Reiner and Dr. Britt Andreatta, Stacey reveals her fascinating journey from law school dropout to DEI champion. She shares how leaving a prestigious but personally unfulfilling legal career led her to discover her true calling in making workplaces more equitable. This pivotal career transition taught her valuable lessons about finding meaningful work at the intersection of passion, skill, and avoiding what drains your energy.

Stacey introduces her powerful "Four A's" framework—Awareness, Alignment, Action, and Advocacy—explaining why most organizations fail when they rush past crucial alignment conversations straight to performative actions. She invites listeners into what she calls "the messy middle"—that uncomfortable but necessary space where real organizational change happens through honest conversations about accountability, ownership, and business impact.

The discussion delves into the neuroscience of inclusion, exploring how we can rewire our brains from automatic exclusion to unconscious inclusion through deliberate practice. Stacey challenges listeners to embrace the discomfort that comes with examining biases, just as we willingly accept discomfort when learning new technologies or fitness routines.

Despite the changing political landscape surrounding DEI work, Stacey remains optimistic about creating meaningful change. Her perspective reframes diversity, equity, and inclusion not as separate initiatives but as integrated elements of effective leadership and talent strategy—simply good business practices that ensure opportunities for all.

Connect with Stacey Gordon at reworkwork.substack.com, reworkwork.com, or on LinkedIn to continue the conversation about making your workplace work for everyone.

What happens in our brains when organizations announce major changes? Why do some people embrace change while others resist fiercely? And most importantly, how can leaders create more successful transformation experiences?

Anthony Onesto, Chief People Officer at Suzy, takes us on a fascinating journey through his career—from failed accountant to strategic HR leader—while sharing hard-won wisdom about navigating organizational transformation. Drawing from his experience merging five distinct company cultures and implementing multiple change initiatives, Anthony reveals practical strategies that acknowledge the biological reality of how humans process change.

The conversation explores what Anthony calls the "M&M Method"—a transparent approach to addressing concerns upfront—inspired by Eminem's strategy in rap battles. This approach recognizes that fear is a natural biological response to change rather than an indicator of an employee's performance or commitment. As Anthony explains, "An individual's reaction to change is not indicative of their performance level."

We dive into the four brain structures activated during change (the amygdala, basal ganglia, entorhinal cortex, and habenula) and how understanding these neurological responses can transform resistance into acceptance. The discussion also covers Suzy's implementation of the ChangeQuest model and how simple frameworks help leaders navigate complex transformations more effectively.

Looking toward the future, Anthony shares his perspective on AI's potential impact on HR—both the exciting possibilities for enhancement and legitimate concerns about displacement. His balanced view offers valuable insight for anyone navigating today's rapidly evolving workplace. Whether you're leading change or experiencing it, this episode provides practical wisdom for making transformation more successful and humane.

Find Anthony on these channels:

LinkedIn - https://www.linkedin.com/in/anthonyonesto/

Website - https://www.anthonyonesto.com/

Newsletter - https://www.flexos.work/ai-in-hr-today

Jennifer Brown's powerful journey from operatic singer to DEI trailblazer reveals the transformative potential of finding purpose after unexpected loss. After losing her singing voice, Jennifer discovered organizational development and diversity work, launching a 25-year career that would position her as one of the most influential voices in inclusive leadership.

In this reflective conversation, Jennifer unpacks the complex dynamics following 2020's racial reckoning—a moment that brought unprecedented attention to DEI work while simultaneously sowing seeds for today's backlash. She offers nuanced insights into navigating this pendulum swing, suggesting that perhaps the intensity of that awakening created challenges for sustainable learning and growth.

Jennifer shares wisdom on facilitating change when emotions run high, explaining why focusing on behaviors rather than beliefs creates more lasting transformation. "When you give people simple, actionable behaviors to practice, the beliefs eventually follow," she notes, echoing neuroscience findings on habit formation. This practical approach provides leaders with tangible steps toward inclusive leadership even when the broader landscape feels threatening.

The discussion explores how younger generations are reshaping workplace expectations around belonging and authenticity. Jennifer explains that while current political winds may be silencing some DEI conversations, the demographic shifts in our workforce and consumer base ensure these issues won't disappear. Companies that fail to create inclusive cultures risk losing both talent and customers who increasingly vote with their feet and dollars.

Despite acknowledging the current "trough" in DEI work, Jennifer remains fundamentally hopeful. "There are more people than ever trying to bend that arc of the moral universe," she reflects. Her forward-looking perspective includes new writing projects and her commitment to elevating diverse thought leaders who will shape tomorrow's conversation about belonging.

Ready to navigate today's complex DEI landscape with compassion and strategic insight? Listen now and discover practical approaches for fostering inclusion in challenging times.

Al Dea shares his journey from management consulting to founding The Edge of Work, a leadership and talent development consulting firm focused on helping leaders build skills for today's workplace. He explores how navigating personal and professional change has shaped his approach to leadership development.

• From technology transformation consultant to leadership development expert focused on people and culture
• Experienced the challenge of feeling out of control during multiple rapid organizational changes at Salesforce
• Found stability by becoming a "sturdy rock" for others and identifying what remains constant during change
• Recognizes that new parenthood and other major life changes teach valuable lessons about adaptation
• Emphasizes that all work fundamentally involves change—getting people to start, stop, or modify behaviors
• Recommends leaders start with self-awareness before guiding others through change
• Suggests starting where momentum already exists rather than focusing on skeptics
• Promotes progress over perfection and creating psychological safety for experimentation
• Uses the leadership tools of "what you say, what you do, and what you reward" to create change-ready cultures

Connect with Al on LinkedIn