In this episode of “In the Loop,” Katherine is joined by Dr. Sue Ellspermann, President of Ivy Tech Community College! From engineer to Lt. Governor to higher ed powerhouse, Sue shares how she leads with passion, strategy, and radical transparency.

They dive into how she unites thousands of employees across Indiana with a shared vision, why repetition is her secret weapon, and what it takes to keep communication clear in complex systems 💡💚

Additional Resources:

Connect with Katherine Coble on LinkedIn

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• Facilitative communication creates space for shared ownership and growth.
• Strategic planning isn't just a document—it's a movement that requires buy-in and clarity.
• “Go slow to go fast” is the key to sustainable organizational alignment.
• Leaders must repeat messages consistently—it’s not redundancy, it’s reinforcement.
• Community colleges are at the forefront of workforce evolution through stackable, skills-based credentials.
• The most effective leadership comes from having a soft heart, thick skin, and clear vision.

Pets at work? 🐶 Yes, please!

In this episode, Nikki teams up with Michelle Yates from Pet Partners to explore why pet perks are no longer just cute extras—they're culture-shaping power moves. From pet bereavement to paw-ternity leave and “pet working” events 🐾, they dish out creative, doable ways to bring more tail wags and team vibes into your workplace.

Whether your team is remote or in-office, get ready for a dose of joy, strategy, and a whole lotta heart. ❤️

Additional Resources:

Download the Insider's Guide to Getting the Most out of your Voluntary Benefits

Learn how to create pet-friendly workspaces with the Dogs at Work Guide!

Connect with Michelle on LinkedIn

Learn more about PetPartners

Connect with Nikki on LinkedIn 

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• Pet benefits aren’t just perks—they’re engagement, recruitment, and retention tools.
• Customization is key: pet culture at work can range from simple Slack channels to pet stipends and mascots.
• Pet-related grief is real, and bereavement leave for pet loss matters deeply to employees.
• Bringing pets into culture discussions builds bonds and fosters community—virtually or in person.

Works Cited:

• KRC Research conducted an online survey on behalf of OnePack Plan by Pet Partners among n=1,000 employed US adults 18-65. The sample included n=750 pet owners and n=250 non-pet owners. The study was fielded between August 19 - August 22, 2024.
• Cohen Research Group in conjunction with OnePack Plan by PetPartners and the Human-Animal Bond Research Institute (HABRI) conducted an online survey over a two-week period from February 22 to March 7, 2024, with 1,021 HR professionals working for medium or large companies in the United States and Canada. By design, half of the respondents work at companies currently offering pet health insurance to their employees and half did not offer it to them.

For terms and conditions visit: www.petpartners.com/sample-policies. Products are underwritten by Independence American Insurance Company, (NAIC #26581), and produced by PetPartners, Inc. (NPN #7612549; CA license #0F27261 PPI Pet Insurance Agency, Inc.).

What happens when you ditch micromanagement and start leading with trust?

Tina Moe, CPA and founder of ACT Services, shares how she turned workaholic tendencies into a thriving culture of autonomy. From dropping timesheets to rewarding longevity with unlimited PTO, she’s redefining leadership—one empowered team member at a time.

If you’re tired of feeling like you have to do it all, this episode is your permission slip to let go, level up, and build a team that owns their work. 🔥

Additional Resources:

Connect with Tina on LinkedIn

Connect with Nikki on LinkedIn 

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Learn more about PeopleForward Network

• Autonomy creates problem solvers, not just employees. Encourage team members to take ownership by bringing solutions alongside challenges.
• Control is an illusion. Leaders who struggle with autonomy often believe they must maintain control over outcomes—but true leadership is about trust and clarity.
• EOS provides a framework for autonomy with accountability. Defining clear roles and responsibilities gives team members confidence to own their work.
• Workaholic culture is not sustainable. Building a business shouldn’t come at the cost of health and relationships.
• Small shifts create big impact. Simple changes—like eliminating timesheets or offering flexible PTO—can reinforce a culture of trust.

What does it really mean to advocate for employees?

In this episode, Nikki is joined by Jennifer Knotts, CFO of IDO Incorporated, who is proving that leadership isn’t about following a straight path—it’s about forging your own!💡

Jennifer’s journey is anything but traditional, and that’s exactly why she’s passionate about thinking outside the box. She shares how her company listens to employees, acts on their feedback, and creates an inclusive culture where people actually love coming to work.

We’re diving into game-changing leadership practices—like the “Love Jar,” a heartwarming tradition that spreads gratitude, and a stress-level check-in that ensures no one feels overwhelmed. ❤️🔥

If you’re looking for fresh ways to boost engagement, empower your team, and build a workplace where people thrive, this episode is packed with golden nuggets.

Additional Resources:

Connect with Jennifer on LinkedIn

Learn more about IDO Incorporated

Take the SKOR Snapshot

Connect with Nikki on LinkedIn 

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• Thinking outside the box is a leadership muscle. Creativity isn’t just for designers—leaders must practice innovative thinking to solve problems and engage employees effectively.
• Employee feedback is only valuable if it leads to action. IDO Incorporated transformed survey responses into new policies, including floating holidays and technology upgrades.
• Work-life balance should be intentional. The team uses a unique stress check-in system where colleagues immediately offer support if someone’s workload is overwhelming.
• Gratitude fuels engagement. The Love Jar encourages employees to recognize and appreciate one another in a tangible, lasting way.
• Culture takes time, but the effort pays off. With a people-first approach, IDO has maintained zero turnover for over a year—a true testament to its leadership.

Company rituals aren’t just for fun—they’re the glue that holds teams together.🤝

In this episode, Una Japundza, CRO at HeyTaco, joins Nikki to unpack the magic of rituals in building connection, reinforcing values, and making work more meaningful. From sports teams to remote workplaces, Una shares why small, repeated actions create BIG impact.

Expect real-world examples, creative ideas, and tips on making recognition a habit—not an afterthought. 🌮

Additional Resources:

Connect with Una on LinkedIn

Learn more about HeyTaco 🌮

Take the SKOR Snapshot

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Learn more about PeopleForward Network

• Rituals are how societies (and organizations) come together. They create connection and reinforce company values through repeated, meaningful actions.
• The difference between rituals and traditions: Traditions are broad customs; rituals are the specific actions taken to reinforce them.
• Rituals help remote teams stay connected. In a virtual world, structured moments of engagement are key to fostering belonging.
• Recognition should spotlight both givers and receivers. Those who take the time to uplift others should be celebrated too.
• Leaders should involve their teams in creating rituals. When employees co-create rituals, they are more meaningful and sustainable.

Employees crave feedback—96% say they want it! But let’s be honest… giving and receiving feedback can be awkward. 😬 In this episode of “In the Loop”, Katherine is tackling the art of feedback—how to do it well, when to give it, and why it matters.

Inspired by "Radical Candor" by Kim Scott, Katherine explores how to balance caring personally while challenging directly (without being too harsh… or too nice). Plus, we’re sharing the "Four F’s of Feedback"—a simple formula to make your feedback clear, actionable, and actually helpful. 🎯

Additional Resources:

Download this PDF to learn how to get + give great feedback!

Learn more about Radical Candor

Connect with Katherine Coble on LinkedIn

Learn more about Borshoff

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

• Feedback drives engagement: Employees who receive the right amount of feedback are the most engaged.
• Feedback should be immediate: Giving feedback as close to the event as possible makes it more effective.
• Leaders must also ask for feedback: Creating a culture of feedback starts with leaders modeling openness to receiving it.
• Balance care with challenge: Inspired by Radical Candor, leaders must care personally while challenging directly.
• The "Four F’s of Feedback" framework: Frame the conversation, focus on the future, allow for feelings, and follow up.

🚀 Say goodbye to pointless meetings!

Ever sat through a meeting and thought, Could this have been an email? 🤦‍♂️

In this final special episode from The Roots Up Approach, Steve and Nikki are here to fix that with a simple but powerful framework: Flare, Focus, and Share.

Learn how to run meetings with purpose, keep engagement high, and actually get things done—no more time-wasting, just real impact.

PS… look out for more of The Roots Up Approach on Addicted to Betterment starting next week!🤩

Additional Resources:

Take the RootsUp Quiz!

Connect with Steve on LinkedIn

Listen to the RootsUp Podcast!

Learn more about Greenhouse Coaching

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

• The core issue with meetings is that most people were never taught how to run them effectively.
• Leaders must shift from doing the work to designing how work gets done.
• Meetings should follow one of three modes: Flare (brainstorming), Focus (decision-making), or Share (updates).
• Clearly defining the meeting mode upfront prevents misalignment and frustration.
• Meetings should always end with defined action steps, ownership, and deadlines.

🏀 What separates a losing team from a winning one? Culture.

Sean Glaze learned this the hard way—after a brutal 21-loss season as a basketball coach. But one aha moment changed everything, turning his struggling team into a powerhouse.

In this episode, Sean shares how the same principles that transformed his team can revolutionize workplace culture. From building trust to holding people accountable (without the drama), he breaks down the real MVPs of leadership—goals, relationships, accountability, and gratitude.

Great leaders don’t just call plays—they build culture.

Additional Resources:

Connect with Sean on LinkedIn

Get your leadership journey started with Sean’s resources!

Take the SKOR Snapshot

Connect with Nikki on LinkedIn 

Follow PeopleForward Network on LinkedIn

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• Culture is the ultimate game-changer – Talent and strategy are essential but never sufficient.
• Goals create clarity – Every team member must understand how their role impacts the bigger mission.
• Relationships build trust – Without strong relationships, accountability feels like criticism rather than support.
• Expectations should be crystal clear – Values must be lived out, not just listed.
• Accountability should be a growth tool – Call people up, not out.
• Gratitude fuels performance – A culture of appreciation leads to stronger engagement and motivation.

Delegation isn’t just about offloading tasks—it’s about unlocking your team's potential! 🚀

In this episode of The Roots Up Approach, Steve and Nikki dive into Dynamic Delegation, a game-changing approach that makes delegation easier, smarter, and way more effective.

Steve shares the story of Marla, a leader on the brink of burnout, who transformed her team (and her sanity!) by learning to delegate the thinking first. 🎯 If you’ve ever felt like "It’s faster if I do it myself" or "What if they mess it up?", this episode is for you.

Tune in for real-world delegation hacks, insightful coaching moments, and the secret to finally getting things off your plate—without losing control. 🎧🔥

Additional Resources:

Learn more about Dynamic Delegation

Take the RootsUp Quiz!

Connect with Steve on LinkedIn

Listen to the RootsUp Podcast!

Learn more about Greenhouse Coaching

Follow PeopleForward Network on LinkedIn

Learn more about PeopleForward Network

• Delegation is one of the greatest tools for engagement and trust—it shows your team you believe in them.
• Leaders often resist delegation due to time constraints, fear of mistakes, or thinking it’s easier to do it themselves.
• The most effective leaders practice Dynamic Delegation, which includes 3 levels:
  1. Delegate the thinking – Let them create the plan.
  2. Delegate the task – Guide them as they execute.
  3. Delegate the outcome – Fully hand over ownership.
• Co-creation is key—when people have ownership in the process, they perform at a higher level.

💡 One "yes" can change everything!

In this episode, Amanda Medlen, CEO of IDO Incorporated, shares how a last-minute decision to attend an event led her to meeting her CFO (talk about serendipity! ✨). She dives into why community, connection, and collaboration are game-changers for both leadership and mental health.

From intentional networking to building a culture where people thrive, Amanda’s insights will have you rethinking how you show up—and why it matters.

Additional Resources:

Connect with Amanda on LinkedIn

Take the SKOR Snapshot

Connect with Nikki on LinkedIn  Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network

• Saying yes opens doors – Opportunities often come from the moments you almost skip. Being present can lead to unexpected, game-changing connections.
• Community fuels well-being – Leaders thrive when they prioritize relationships, both personally and professionally.
• Collaboration strengthens teams – Open communication, regular check-ins, and shared workload create a culture where people support each other.
• Balance is essential – Prioritizing both personal well-being and professional relationships leads to long-term success.