What do you do when life hands you six months to live—not once, but three times?

In this episode, Tom LeNoble joins Frog Talk to talk about what it really means to lead with clarity, serve with humility, and live with intent. From the early days at Facebook (back when there were just 40 employees) to his current role leading the Academy for Coaching Excellence, Tom’s story is one of constant reinvention.

We dig into:

• Why coaching is misunderstood—and why it matters more than ever

• The power of removing the “hay” in your life to find your “needle”

• What most leaders get wrong about mentorship and influence

• Why Gen Z isn’t lazy—they’re just trying to find their way, like everyone else

And what happened when he looked into the eyes of a server and saw a pilot

Key Takeaways:

1. Coaching is about being, not fixing. Tom’s ontological approach to coaching focuses on how leaders are being—not what they’re doing wrong.

2. Purpose takes clarity, not just passion. Through his "haystack method," Tom helps people remove the noise to find what’s been buried under assumptions, expectations, and fear.

3. Leadership shows up in micro-moments. Whether coaching an executive or encouraging a server to step into his full potential, Tom sees leadership as a moment-to-moment responsibility.

4. You don’t need a title to be a leader. Tom’s influence on his team at Facebook—many of whom are now VPs and founders—came from presence, mentorship, and being someone worth learning from.

5. Resilience is a muscle. After being told multiple times he wouldn’t survive, Tom built a life and career defined by risk, recovery, and serving others more deeply than ever.

Guest Details:

Tom LeNoble is the CEO of the Academy for Coaching Excellence and a leadership coach with a career that spans Facebook, Palm, Walmart, and beyond. He’s worked across operations, HR, and customer service—bringing depth to every team he's touched. He’s a resilience coach at the Miller Center for Social Entrepreneurship and the host of the Opening Pathways podcast. His coaching approach, shaped by surviving multiple life-threatening diagnoses, cuts through the noise and helps leaders find clarity, purpose, and their own voice. Philanthropy is at the core of his work, particularly in support of first-generation students, underserved communities, and the arts.

Chapter Markers:

00:00 – Opening banter: Midwestern geysers and mispronunciations

01:58 – Intro to Tom LeNoble: From Palm to Facebook to philanthropy

03:00 – Growing up with love, not much else

05:30 – From ICU manager to bartending to tech

08:00 – Climbing the corporate ladder at MCI

09:30 – Why serving first-gen students fuels Tom’s purpose

11:30 – Joining Facebook when nobody knew what it was

13:30 – Culture shock: graffiti, no phones, and building trust

15:45 – Building a team, mentoring early talent

19:20 – The Facebook reunion: “The kids turned out alright”

21:30 – Becoming a coach while being told he had 6 months to live

24:30 – The coaching method rooted in ontology

27:00 – What the Academy for Coaching Excellence teaches

29:30 – Why coaching went global—and how it’s now more accessible than ever

33:00 – “Inspirator”: what Tom calls his life’s work

35:30 – The party metaphor: we all want the same things

42:00 – Helping people find clarity when they feel stuck

45:00 – Two coaching stories that changed lives

47:00 – Why most leaders avoid performance conversations

49:00 – The power of performing arts in team building

50:00 – “Would it be okay if life got easier?”

Keywords:

Tom LeNoble, Nader Safinya, Frog Talk podcast, Academy for Coaching Excellence, coaching leadership, ontological coaching, Facebook early days, coaching vs therapy, Gen Z leadership, resilience coaching, philanthropic leadership, personal development, first generation college students, startup culture, performance coaching, nonprofit leadership, growth mindset, coaching certification, emotional intelligence in leadership

Episode Guest Details: Ben Ortlip is the author of Culture Is the New Leadership and the creator of The Culture MRI®—a framework used by organizations like UPS, Chick-fil-A, Salesforce, and Delta to measure and repair the cultural cracks that leaders often miss. With three decades of insight, Ben brings both precision and heart to one of the most misunderstood dynamics in business: how culture actually works. 

We get into:Let’s get into it.

• How great leaders actually use culture as a performance tool
• Why “values” often create more confusion than clarity
• What you should be measuring (and what to ignore)
• Why culture is a daily decision, not a department

Key Takeaways

• Culture can be measured. Using tools like The Culture MRI®, leaders can identify specific misalignments that impact performance—long before they become visible problems.
• Values don’t work if they aren’t interpreted. Posting values isn’t enough. You need shared definitions and behaviors tied to those values—or they’ll create more confusion than clarity.
• Alignment doesn’t require agreement. Culture gets stronger when people are clear on the goal—even if their methods or perspectives differ.
• Culture drives outcomes. Every leadership decision either strengthens or weakens the behavioral norms that drive performance.
• There’s no finish line. Culture is built or broken in daily interactions, not quarterly offsites.

Episode Description: What actually makes a company culture work?It’s not your values poster. It’s not a ping pong table. And it’s definitely not a one-time training.In this episode of Frog Talk, I sit down with Ben Ortlip—creator of The Culture MRI®—to unpack what most leaders miss when trying to “fix” their culture. We talk about measurable behaviors, unseen narratives, and why alignment isn’t about sameness, it’s about clarity.Ben’s experience spans three decades and includes working with culture-defining companies like Chick-fil-A, UPS, Delta, and Salesforce. But what stands out most is his commitment to compassionate, actionable frameworks that actually help people show up differently.If you lead a team, run a company, or care about the environment your people walk into every day, this episode is for you.

Chapter Markers:

00:00 – Intro

02:10 – What The Culture MRI® really measures

06:45 – Culture is not vibe

11:12 – Why most values fail in practice

14:55 – The difference between culture and community

19:30 – How culture drives performance

24:08 – What “alignment” actually looks like

28:22 – The three invisible forces shaping every team

35:15 – Helping leaders recognize their own impact

40:01 – Can culture scale with growth?

44:10 – Where most companies go wrong

48:20 – The simple question that changes everything

53:05 – Final thoughts from Ben

Keywords culture measurement, company culture, workplace culture, organizational behavior, Culture MRI, Ben Ortlip, Nader Safinya, Frog Talk podcast, how to build company culture, leadership strategy, leadership and culture, measuring culture, employee alignment, culture in business, workplace values, company values, organizational culture strategy, culture vs community, performance-driven culture, Chick-fil-A culture, Salesforce leadership, UPS values, Delta Airlines culture, Blackribbit, culture podcast, leadership podcast, how to create a healthy workplace

Most companies don’t fail because of bad strategy—they fail because they ignore culture. In this episode of Frog Talk, Nader Safinya sits down with organizational alignment expert Tammy Fitzpatrick to explore why culture isn't an add-on—it's the foundation. From her childhood on a working farm to her leadership consulting today, Tammy shares how identity, leadership alignment, and employee experience shape everything. They break down why mergers collapse, why unspoken power dynamics quietly destroy teams, and how leaders must show up intentionally every single day. This episode is a must-listen for anyone serious about building workplaces that people believe in—not just work for. 

Episode Guest Details:

Tammy Fitzpatrick, Founder & CEO of The Fitzpatrick Collective. Tammy is an organizational alignment expert who helps businesses navigate transformative change, optimize team performance, and guide leaders toward sustainable success through human-centered approaches.

Key Takeaways:

1. Culture is Built Through Actions, Not Slogans.Mission statements and values printed on walls are meaningless if they aren’t lived through daily behaviors, leadership decisions, and employee experiences. 

2. Leadership Alignment is Non-Negotiable.Organizations crumble when leadership teams act like bobbleheads in meetings but pursue personal agendas behind closed doors. Real alignment isn’t about agreement—it’s about unified action.

3. Silos Destroy Organizational Health.When leaders only "fight for their team," they lose sight of the bigger mission. Healthy organizations focus on advancing the entire company, not just protecting department turf.

4. Growth Without Cultural Integrity is Fragile.Organizations can show short-term success on paper while slowly eroding internally. Sustainable growth requires a strong cultural foundation from the start.

5. Observational Awareness is Critical.What leaders see—how people behave, engage, and even how "thick the air feels"—tells a more honest story about culture than surveys ever will.

6. Legacy Comes from Intentional Leadership.Tammy challenges leaders to think about the legacy they are creating—not just at work, but across communities. Every action leaves a ripple effect.

7. Culture Impacts the Bottom Line.Strong, thriving cultures aren’t just “feel good.” They drive profitability, reduce turnover, attract top talent, and create organizations people want to buy from—and work for. 

Chapter Markers:

00:00 - 05:00 | Introduction and Tammy’s farm roots and early lessons in work identity

05:01 - 10:00 | Defining culture before knowing the word

10:01 - 15:00 | Discovering the "people component" in business and early career moments

15:01 - 20:00 | Helping organizations through M&A and cultural due diligence

20:01 - 25:00 | Early signs of culture erosion despite outward success

25:01 - 30:00 | Leadership ego, alignment struggles, and the myth of "knowing everyone"

30:01 - 35:00 | The hidden costs of silos and how to break them down

35:01 - 40:00 | Diagnosing organizations quickly and building real strategic alignment

40:01 - 45:00 | The ripple effect of positive workplace culture across communities  

Keywords company culture, organizational alignment, leadership alignment, culture transformation, mergers and acquisitions failure, employee engagement, workplace silos, intentional leadership, workplace legacy, culture-driven growth, business transformation, corporate culture, leadership development, employee retention, human-centered leadership, Fitzpatrick Collective, Tammy Fitzpatrick, Frog Talk podcast, Nader Safinya

Guest Details: Tammy Fitzpatrick, Founder & CEO of The Fitzpatrick Collective. Tammy is an organizational alignment expert who helps businesses navigate transformative change, optimize team performance, and guide leaders toward sustainable success through human-centered approaches.

Description: In this episode of Frog Talk, Nader Safinya interviews EOS Implementer Kristina Toung, who brings a lived-in perspective to what it takes to build a thriving culture from the inside out. From her unexpected entry into EOS as a bartender turned partner, to her deep expertise in helping overwhelmed leaders regain control, Kristina unpacks the real reasons cultures fail—and what it takes to fix them. If your business is running you (instead of the other way around), this conversation offers clarity, structure, and hope.

Key Takeaways: 

1. Core values must be active—not decorative.
2. Kristina emphasizes that values aren’t just internal branding—they’re daily behaviors that must be reinforced by leadership, modeled in action, and tied to recognition, training, and accountability.
3. The first red flag of broken culture? Leadership burnout.
4. When owners feel like they’re in a van going 90mph with the doors flying open, that’s not just stress—it’s a system failure. Lack of delegation, unclear roles, and unspoken expectations create chaos.
5. The People Analyzer isn’t optional—it’s operational.
6. EOS tools like the People Analyzer help leaders assess team alignment in real-time. But it only works if used consistently. It’s not just a hiring or review tool—it’s a culture compass.
7. Clarity and trust go hand in hand.
8. Leaders often underestimate how ambiguity erodes engagement. When people don’t know the vision, their work becomes transactional. But when the “why” is clear, the whole team leans in.
9. Level 10 meetings build trust—if they’re done right.
10. Regular, structured meetings that make space for open conversation aren’t just a check-in—they’re how trust is built. But they require consistency, psychological safety, and a commitment to listen.
11. Creating culture is about discipline, not hype.
12. From hiring to accountability, culture isn’t a vibe—it’s a system. EOS provides the operating rhythm leaders need to align team behavior with vision, consistently and transparently.
13. Simplicity is a leadership skill.
14. Kristina reminds us that great leaders simplify. In a world drowning in complexity, choosing a clear, repeatable system is a gift to yourself—and your people.

 Chapter Markers:

00:00 – Introduction & the drum-playing EOS community

03:00 – Kristina’s background: from hospitality to EOS06:30 – Core values as career catalysts

10:00 – Discovering EOS through lived experience

13:00 – The power of clarity for leaders and teams

16:30 – Top signs your business is controlling you

19:00 – What burnout really looks like inside a culture

22:00 – Rebuilding leadership capacity

24:00 – Building cultures that reinforce values

28:00 – EOS accountability tools in action

32:00 – Real-world transformation story

35:00 – The link between ownership and growth

38:00 – Why meetings matter more than you think

41:00 – Don’t overcomplicate what works

43:00 – Kristina’s final takeaway: clarity breaks

Keywords EOS implementation, Kristina Toung, Frog Talk podcast, workplace culture, leadership burnout, employee engagement, accountability in leadership, company core values, people analyzer tool, clarity breaks, entrepreneurial operating system, Level 10 meetings, how to improve company culture, leadership systems, building healthy teams, culture consultant, simplifying business processes, organizational development strategy, small business EOS, EOS for entrepreneurs

Retail managers aren’t just running stores—they’re shaping company culture at the customer level. In this episode of Frog Talk, I sit down with Nathaniel Robinson, a veteran retail leader who shares his Three I’s Leadership Framework: Invest, Inspire, Innovate—a method for developing employees, engaging customers, and driving business success. We discuss how leadership styles must evolve with generational shifts, why high turnover isn’t the enemy of culture, and how to create frontline brand ambassadors who live company values. If you want an inside look at leadership where it counts, this episode is for you.

Guest Details:  
Nathaniel Robinson, a Tenured Retail Manager with nearly two decades of experience across industries from Quick Service Restaurants to Wireless Retail Sales. Nathaniel currently serves as the Battleship Retail Store Manager at Prime Communications, where he's developed a unique '3 I's' management approach: Invest, Inspire, and Innovate.

Key Takeaways:  
1. The Three I’s Leadership Framework
Nathaniel developed his own leadership method based on three key principles: Invest in people—because employees who feel valued perform better. Inspire by leading through example and mentorship. Innovate by finding new ways to engage employees and customers.

2. The Retail Workforce Has Changed
Older leadership models of “work hard and climb the ladder” don’t resonate as much with younger employees. Today’s workforce wants more flexibility, purpose, and personal development. Great managers adapt their leadership to meet their teams where they are.

3. Corporate Culture vs. Store Culture
A company’s values are only as strong as how they are implemented at the store level. Managers act as the bridge between corporate expectations and real-world execution. Authenticity in leadership builds brand trust and customer loyalty.

4. Hiring and Personal Branding Matter
The interview process is the first impression of company culture.
Candidates should feel valued—follow-up is critical to maintaining a strong employer brand. Personal branding in retail management helps employees see their work as part of a bigger picture.

5. High Turnover Doesn’t Have to Hurt Culture
Instead of focusing on retention, focus on development.
Employees who are well-trained and engaged will either stay or leave as stronger professionals. Leaders should always be preparing their team for the next level.

Chapter Markers:  
00:00 - Introduction – Setting the stage for today’s conversation on retail leadership.
01:25 - Nathaniel’s Leadership Journey – From a challenging upbringing to a leadership role in retail.
05:40 - The Evolution of Management Styles – How Nathaniel’s leadership philosophy changed over time.
09:01 - Company Culture at the Store Level – The challenge of translating corporate values into real interactions.
12:10 - How to Build a High-Performance Retail Team – Practical strategies for engaging and training employees.
15:29 - The Three I’s Framework – Breaking down Invest, Inspire, and Innovate.
20:49 - Developing Employees into Leaders – Why training for the next role is key to success.
27:28 - Handling Employee Turnover – Why high turnover isn’t always bad if you build the right culture.
32:12 - The Hiring Process – Why follow-up matters and how to make a great impression.
39:19 - Personal Branding in Retail Leadership – Why managers and employees should think about their brand.
46:48 - The Power of Empathy in Management – How leadership has evolved post-COVID.
50:26 - Leading by Example – Why actions matter more than words in leadership.
54:51 - Final Thoughts & Takeaways – Nathaniel’s closing insights on leadership and culture.

Keywords  
retail leadership, frontline management, retail store culture, company culture in retail, employee engagement, leadership in retail, customer experience, personal branding in retail, high turnover management, hiring best practices, Three I’s leadership

Change is hard—but managing it doesn’t have to feel like a constant battle. In this episode of Frog Talk, I sit down with Bryan Burkholder, Lead Consultant at Cadence Consulting, to unpack the complexities of organizational change management. Bryan shares insights from his dual experience in corporate transformations and pastoral leadership, revealing why people resist change, how leaders can navigate resistance, and what companies need to do to ensure their growth efforts don’t stall. Whether you’re leading a team, scaling a company, or just trying to understand why change feels so difficult, this episode is packed with practical strategies to help you manage transitions effectively.

Episode Guest Details: Bryan Burkholder, Lead Consultant at Cadence Consulting. Bryan brings a unique perspective to change management, combining extensive experience in corporate transformations with years of pastoral leadership. This distinctive background has given him deep insights into human behavior, organizational dynamics, and the delicate balance between preserving core values and embracing necessary change.

Key Takeaways:

• People Resist Change for Different Reasons – Change resistance isn’t always about unwillingness; it often stems from fear, insecurity, or a lack of understanding. Leaders who take the time to ask why employees resist change will be more successful in implementing lasting transformations.
• Define Roles First, Then Align People – Many mid-sized companies struggle with overlapping responsibilities as they scale. Bryan explains that companies must first define the roles necessary for success, then determine if their current employees fit within those roles.
• Acknowledge Employee Concerns Instead of Selling Change – Employees are more likely to resist change if they feel leadership is sugarcoating the difficulty. Being upfront about challenges, while also providing support, builds trust and increases adoption.
• Scaling Requires More Than Just More People – Growth isn’t just about hiring; it’s about creating scalable systems. Businesses that don’t adapt their processes as they grow often find themselves overwhelmed and unable to sustain success.
• External Change Management Consultants Provide Perspective – Leaders within an organization are often too close to the problem to see solutions clearly. A consultant offers an outside perspective, helping companies navigate transitions more effectively.
• Long-Term Planning Prevents Crisis Mode – Too often, businesses wait until they’re struggling to bring in change management. The best organizations invest in proactive change, setting up systems that allow them to scale smoothly.

Can workplace stress spill over into your personal life and relationships? In this thought-provoking episode of Frog Talk, host Nader Safinya engages with clinical psychologist Dr. Laura Spiller to examine how work stress — especially in high-demand or toxic environments — affects our closest relationships. They explore the importance of compartmentalizing stress, creating rituals of connection, and building emotional resilience. Dr. Spiller offers actionable insights for couples navigating the complex intersection of career demands and family life. Join the conversation to uncover powerful strategies for achieving balance and thriving in both realms.

In this episode of Frog Talk, host Nader Safinya sits down with Desiree Goldie, Director of Marketing and Culture at ZRG Partners, to discuss the transformative role of Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace. Drawing from her personal experiences and professional journey, Desiree highlights the critical importance of aligning internal culture with external brand perception and explains how companies can create more inclusive environments that drive both employee engagement and organizational success. With practical insights and thought-provoking anecdotes, Desiree makes a compelling case for integrating DEIB into the heart of corporate strategy.

Episode Guest Details:

NAME: Desiree Goldey

TITLE: Director of Marketing & Culture

COMPANY: ZRG Partners

BIO: Desiree Goldey, the Director of Marketing & Culture at ZRG Partners, a global talent advisory firm. Desiree is a pivotal leader in talent, marketing, and organizational culture, standing at the forefront of revolutionizing workplace dynamics. With a career dedicated to advancing DEIB and enhancing brand equity, she brings a wealth of experience in talent acquisition, leadership training, and organizational culture enhancement.

In this episode of Frog Talk, host Nader Safinya interviews business strategist and leadership coach Heidi Schalk about the power of discovering your why and adopting an entrepreneurial mindset. Heidi shares her personal journey of transitioning from stay-at-home mom to successful entrepreneur, driven by her deep connection to her children. She discusses the importance of finding a purpose that emotionally resonates and offers advice on empowering teams, fostering personal growth, and incorporating self-care into leadership. This episode is filled with actionable insights for anyone looking to transform their mindset and make a meaningful impact.

Ever wondered how a leader's financial behavior can make or break a company? In this episode of Frog Talk, host Nader Safinya sits down with Hugh Massie, a pioneer in behavioral finance and a Titan 100 CEO, to uncover how understanding financial behavior revolutionizes businesses and impacts company culture, leadership, and brand identity. Hugh, the founder and executive chairman of DNA Behavior International, brings decades of experience applying behavioral insights to help organizations optimize their leadership strategies. This conversation offers deep, actionable insights into the often-overlooked but vital connection between leadership behaviors and company performance.

Episode Guest Details:

Name: Hugh Massie

Title: Behavioral Solutions Architect

Bio: Hugh Massie is a Titan 100 CEO, Behavioral Solutions Architect, and the Executive Chairman and Founder of DNA Behavior International.Hugh is a pioneer in applying behavioral finance insights to empower people and organizations worldwide, helping them optimize their talents and financial behaviors to drive quantum leap capacity and build people-centered businesses.