Episode recap:

Today’s guest is Siri Chilazi, a leading gender expert, Harvard researcher, and co-author of Make Work Fair: Data-Driven Design for Real Results. Marcel and Siri discussed gender equity in the workplace, highlighting progress made and challenges that remain in achieving fairness for all employees. They explored strategies for implementing gender equity, including the use of data-driven approaches, revising hiring practices, and adapting leadership criteria to reflect changing work environments. The conversation also touched on the impact of remote work, the importance of work-life balance, and the need for empathy and compassion in leadership to create more equitable workplaces.

Bio:

Siri Chilazi is a senior researcher at the Women and Public Policy Program at Harvard Kennedy School whose life’s work is to advance gender equality in the workplace. As a keynote speaker and strategic advisor, Siri collaborates with a wide range of organizations around the world. Her work regularly appears in leading media outlets. Siri has an MBA from Harvard Business School, a Master’s in Public Policy from Harvard Kennedy School, and a BA in Chemistry and Physics from Harvard College.

Quotes:

• "We should be all have the same chance to show what we can do and what we're made of."
• "Talent exists everywhere, and when we refuse to allow for the potential of talents based on things like ethnicity or extracurriculars that have nothing to do with the skills you bring to the table, we miss out on many really good people who could do excellent work in our organizations."

Takeaways:

• Track gender representation in your team's work by spending just two minutes after each project to count participation percentages.
• Redesign your hiring process using structured interviews with pre-determined questions and horizontal grading to reduce unconscious bias.
• Rotate administrative tasks like note-taking and meeting scheduling to prevent one gender from consistently handling "office housework"

Timestamps:

[00:00] Why Fairness Still Matters More Than Ever at Work

[02:53] How Siri Went from Lab Coat to Leadership

[06:19] What Fair Work Really Looks Like in 2025 and Beyond

[09:31] Surprising Ways Bias Still Shows Up in Hiring Today

[16:11] Why Most DEI Programs Fail Inside the Day-to-Day

[22:30] How Tracking the Right Data Closes Fairness Gaps

[27:16] Changing Behavior Beats Changing Minds at Work

[30:42] Fixing How We Hire and Promote Without Bias

[39:45] What Remote Work Really Means for Women’s Growth

[45:48] Making Parental Leave Equal Changes Everything

[50:01] What CEOs Can Actually Do to Make Work More Fair

[51:58] How Small Changes Build More Fair Workplaces Fast

Conclusion:

Workplaces still reflect deep-rooted inequalities, especially in how people are hired, promoted, and evaluated. These patterns often hold back women and other underrepresented groups. Instead of trying to shift personal beliefs, lasting change comes from fixing the systems themselves. Clear, consistent practices—like fair assessments, equal chances for growth, and shared responsibilities—can help build a more level playing field. When fairness is built into everyday processes, everyone benefits.

Links/Resources:

Website: https://sirichilazi.com/

Book: https://makeworkfair.com/

LinkedIn: https://www.linkedin.com/in/sirichilazi/

Send Marcel a text message!

Episode recap:

Marcel discussed his new book, Humane Leadership, which emphasizes the importance of expressing actionable love in the workplace and the need for leaders to care for their employees. He also emphasized the importance of continuous learning and growth in leadership, as well as the necessity of developing people skills to achieve business success. Marcel also mentioned that he is offering bonus content, including chapters 3 and 4, on his Substack platform. Go to Marcelschwantes.substack.com and access the Humane Leadership tab for the bonus content.

Bio:

Marcel Schwantes is a speaker, author, and acclaimed executive coach with a global following. Marcel delivers presentations, workshops, courses, and coaching programs about the human side of business and how cultures of care, connection, and belonging power companies to thrive and outperform the competition. 

Quotes:

• "People want to feel cared for, but I call it for what it really is. People want to feel loved."
• "Every employee is someone's daughter or son, spouse or partner, and each one depends on their leader for guidance, care, protection, and a sense of belonging within the community."
• "Deep down, effective leadership is love practically demonstrated to achieve business success and leave a legacy." 

Key Takeaways:

• Reflect: Are you viewing your team as people—with hopes and fears—or simply as tools to hit business goals?
• Practice agape love: Show loyalty, commitment, and genuine care for your team’s growth, not just their performance.
• Build meaningful connections: Move from transactional interactions to real relationships built on trust and respect.
• Shift your leadership style: Embrace a people-centered mindset instead of a results-only approach.
• Take one small action today: Listen deeply, offer support, or recognize someone’s contribution—beyond the job title.

Timestamps:

• [00:03] What Humane Leadership Really Looks Like
• [01:58] Why Love Isn’t “Soft” in the Workplace
• [03:19] Seeing People, Not Just Headcount
• [06:44] How Love Gets Misunderstood in Business
• [09:07] Agape Leadership in Real Life

Conclusion:

Great workplaces aren’t built on pressure—they’re built on people.
When leaders act with kindness and put people first, they create environments where teams feel safe, motivated, and empowered. Leadership is not about control; it’s about helping others grow. When employees feel genuinely valued, the business thrives too.

Resources

• 📘 Book: Humane Leadership
• ✍️ Substack: marcelschwantes.substack.com
• 💼 LinkedIn: linkedin.com/in/marcelschwantes
• 🐦 X/Twitter: @MarcelSchwantes
• 📺 YouTube: @MarcelSchwantes1
• 📸 Instagram: @marcel.schwantes

Send Marcel a text message!

Pre-order Marcel’s new book: Humane Leadership: Lead with Radical Love, Be a Kick-ass Boss 

Episode recap:

Humane Leadership: 5 Key Principles

Marcel discussed his new book, Humane Leadership, which explores the connection between agape and effective leadership. He shared excerpts from the book, focusing on the 5 principles of humane leadership: patience, kindness, humility, advocacy, and trustworthiness. Marcel emphasized that these principles, rooted in science and best practices, can lead to a more productive and profitable workplace. He also highlighted the importance of understanding human needs and mastering people skills for effective leadership. The book is available for purchase.

Bio:

Marcel Schwantes is a speaker, author, and acclaimed executive coach with a global following. Marcel delivers presentations, workshops, courses, and coaching programs about the human side of business and how cultures of care, connection, and belonging power companies to thrive and outperform the competition. 

Key Quotes: 

• "Effective leadership is love practically demonstrated to achieve business success." 
• "Humans are biologically wired to connect relationally and to feel they matter." 
• "Leadership effectiveness comes from demonstrating love through action." 
   

Takeaways: 

• Implement patience, kindness, humility, advocacy, and trustworthiness in your leadership style.
• Embrace the human side of leadership to foster better engagement and productivity.
• Leadership must evolve to meet the emotional and relational needs of today’s workforce. 
   

Timestamps: 

[00:00] Introduction to Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss 
[01:15] Marcel’s journey in writing the book 
[02:30] The five principles of humane leadership 
[03:45] Applying these principles to modern leadership 
[04:50] Embracing emotional connection in remote work 
[06:00] Final thoughts on leading with love 

Conclusion: 

Humane leadership focuses on understanding and meeting human needs, which can drive better business outcomes. Marcel Schwantes’ insights help leaders create environments where employees feel valued, leading to higher engagement, loyalty, and success. 

Links/Resources: 

Substack: marcelschwantes.substack.com/   

LinkedIn: linkedin.com/in/marcelschwantes/  

Twitter/X: x.com/MarcelSchwantes 

YouTube: youtube.com/@MarcelSchwantes1 

Instagram: instagram.com/marcel.schwantes/ 

Send Marcel a text message!

Pre-order Marcel’s new book: Humane Leadership: Lead with Radical Love, Be a Kick-ass Boss

Episode recap:

Marcel and David Bator of Achievers Workforce Institute discussed the importance of humane leadership and creating a sustainable work culture, emphasizing the need for employee engagement and a sense of belonging in the workplace. They explored strategies for improving workplace conditions, including frequent recognition, effective management practices, and implementing regular feedback methods. David also highlights four key factors for manager effectiveness: frequent contact, recognition, coaching, and career development. He suggests that companies should move beyond annual surveys and implement more frequent feedback methods such as one-on-ones, pulse surveys, and recognition programs. David also introduced the concept of the "5 pillars of belonging," which include feeling welcomed, known, included, supported, and connected at work. He stressed that investing in these conditions not only makes employees feel good but also drives business outcomes.

Bio:

David Bator is the Managing Director at Achievers Workforce Institute. He thinks and writes about how work should work. His primary focus in leading the Achievers Workforce Institute is Research, Community, and Advisory, assisting global executives with practical approaches to transforming how the world works. David is passionate about people and has spent the last 20 years collaborating closely with leaders in HR, IT, and Communications to develop programs that empower individuals, teams, and companies to grow.

Quotes:

• "What gets recognized gets repeated. 72% of employees will repeat an action if they are recognized for that action."
• "Employees with a strong sense of belonging are twice as engaged, twice as productive, twice more resilient, and twice more satisfied with their jobs."

Takeaways:

• Evaluate your workplace across the five pillars of belonging: Are employees feeling welcomed, known, included, supported, and connected? Create specific strategies to improve each dimension.
• Start a consistent habit of recognizing team members for their big and small contributions. Aim to provide meaningful, specific appreciation at least once daily and track how it impacts team morale and engagement.

Timestamps:

[00:00] Introduction to Marcel’s new book, Humane Leadership, and his guest, David Bator

[03:05] David’s passion for helping people through his work

[07:34] "The Great Resignation" and "The Great Detachment" and their implications for the current state of the workplace

[12:14] The Importance of Belonging and Employee Experience

[17:02] Strategies for Improving Employee Engagement

[25:33] Non-Monetary Strategies for Driving Engagement

[29:20] Leading with Humane Leadership

[35:50] The Role of Recognition in Shaping Culture

Conclusion:

Creating a culture of belonging, appreciation, and recognition boosts employee engagement, productivity, and retention. Leaders who make employees feel welcomed, known, included, supported, and connected drive positive outcomes. Regular non-monetary recognition and meaningful one-on-ones help employees feel valued and motivated to bring their best selves to work. 

 Links/Resources:

Achievers: https://www.achievers.com/

Ac

Send Marcel a text message!

Pre-order Marcel’s new book, “Humane Leadership: Lead with Radical Love, Be a Kick-ass Boss” → https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4 

Episode recap:

Zach Mercurio shared the importance of creating an atmosphere where people feel significant and can express their ideas openly instead of feeling ignored or underappreciated at work. The conversation also highlighted the significance of soft skills, and the concept of "mattering" in the context of job satisfaction and well-being. The conversation ended with discussions on strategies for better noticing and hearing people, the importance of psychological safety in the workplace, and the need to recognize the value of unsung heroes in an organization.

Bio:

Zach Mercurio is the author of The Power of Mattering: How Leaders Can Create a Culture of Significance, published by Harvard Business Review Press. He is a researcher, author, and speaker who works with hundreds of organizations to forge purposeful leaders who enable mattering, motivation, well-being, and performance. He also serves as one of author Simon Sinek’s “Optimist Instructors.” Zach earned his Ph.D. in Organizational Learning, Performance, and Change from Colorado State University. Zach lives in Fort Collins, CO, with his wife, two sons, and two adopted dogs.

Quotes:

• "Think about what this person needs right now to best alleviate their struggle. Compassion is empathy in action, and it doesn’t have to be big."
• "Anytime you evaluate somebody, they will be on the defensive and give you a self-protective answer. You won't get the full story."
• "It is almost impossible psychologically for anything to matter to a person who doesn't first believe that they matter." 

Takeaways:

• Schedule a 3-minute personal check-in with each team member this week, asking about something specific they previously shared with you.
• Reflect on your last interaction: Did you make the person feel noticed, affirmed, or needed? Write down one concrete way you could improve.
• Pull engagement or performance data showing a team member's unique impact, then share it directly with them to demonstrate their significance.
• Create a team agreement that establishes psychological safety rules for meetings (like no interrupting, pausing before responding).

Timestamps:

[00:01] Why Work Quality Means Nothing Without People First  

[01:59] The Science Behind Feeling Valued at Work  

[04:42] Three Things That Make People Feel Like They Matter  

[07:55] Signs Your Workplace Makes People Feel Invisible  

[12:35] How Leaders Can Truly See and Hear Their Employees  

[29:29] Why Affirmation at Work Needs to Be Specific  

[34:28] The Secret to Making People Feel Truly Needed  

[41:59] How to Measure Whether Employees Feel Valued  

[44:59] Simple Daily Actions That Make People Feel They Matter  

[46:30] The Leadership Shift That Starts in Your Next Interaction

Conclusion:

A workplace thrives when employees know their contributions matter and feel genuinely appreciated. People are more engaged and motivated when they see that their work has purpose and their presence makes a difference. Building a culture where individuals feel recognized isn’t just good leadership—it’s the foundation of a strong, successful organization. When employees feel valued, they bring their best efforts, driving both personal and collective success.

Links/Resources:

Website - http://www.zachmercurio.com/

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

Send Marcel a text message!

Pre-order Marcel’s new book, “Humane Leadership: Lead with Radical Love, Be a Kick-ass Boss” → https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4 

Episode recap:

In this episode, Adam Galinsky discusses strategies for improving organizational culture, motivating employees, and overcoming challenges, emphasizing empathy, empowerment, and values. Through his experience with FBI agents, he explores how inspiration is universally understood and how leaders exist on a continuum between inspiring and infuriating. He identifies three core dimensions of inspiring leadership: being visionary, serving as a role model, and mentoring others. Recognizing this continuum, he argues, helps leaders refine their strengths and become more inspiring.

Bio:

Adam Galinsky, a renowned social psychologist and a professor of leadership and ethics at Columbia Business School, has integrated his quarter-century of scientific research to reveal what truly separates inspiring leaders from.... infuriating ones. In his latest book, INSPIRE: The Universal Path for Leading Yourself and Others, Adam establishes three universal characteristics of truly inspiring leaders. Adam’s research, which consists of over 1,000 studies published in over 200 scientific articles, has been cited more than 64,000 times. His TED Talk, “How to Speak Up For Yourself,” has been viewed more than 7.5 million times, and his previous book Friend and Foe was an audible and eBook bestseller. 

Quotes:

• "Leaders change us inside—they inspire us or infuriate us, but neutrality is rarely an option."
• "The continuum always gives us a path backwards. If we recognize, 'I'm being anxious and cowardly here,' I know exactly what to do—calm myself down and take that courageous step forward." 

Takeaways:

• Spend 5 minutes recalling a time when you were at your best, which research shows physiologically calms you and makes your presence more positively contagious.
• Replace abstract concepts with concrete images and repeat consistently (e.g., change "make customers satisfied" to "make customers smile").

Timestamps:

[00:00] Introduction and the discovery of the inspiring-infuriating continuum

[12:30] Personal stories of inspiring leadership and the three universal dimensions

[17:20] The "leader amplification effect" and becoming an exemplary leader

[27:40] Visionary leadership and mentorship: the three E's approach

[37:00] Making better decisions and giving feedback that inspires growth

[47:05] Overcoming insecurity and shame to become a more inspiring leader

[52:55] Leading with love and spreading seeds of inspiration through small actions

Conclusion:

Inspiring leadership isn’t about perfection but continuous growth. Adam Galinsky’s continuum offers a framework for becoming visionary, exemplary, and mentoring. Overcoming insecurity through reflection and small acts of recognition spreads positivity, transforming leadership and fostering a culture of inspiration. 

Links/Resources:

Website: https://adamgalinsky.com/

LinkedIn: https://www.linkedin.com/in/adam-galinsky-05090a3/

Book: https://www.amazon.com/Inspire-Universal-Leading-Yourself-Others-ebook/dp/B0D3CCHW45

Are you an inspiring leader? Take Adam Galinsky’s “Am I Inspiring” Tool: https://adamgalinsky.com

Send Marcel a text message!

Episode recap:

Marcel and Justin Jones-Fosu discussed the importance of having difficult conversations in a divided world. Justin, the CEO of Work.Meaningful., shared his personal story of growing up in a challenging environment and how his mother's philosophy of experiencing the beauty of difference shaped his perspective. He emphasized the importance of pursuing other people's humanity even when disagreeing with their ideologies. Justin also shared that his book, "I Respectfully Disagree," was inspired by his sessions on creating inclusive cultures and how to passionately pursue someone's humanity while disagreeing with their ideology. The book aims to provide practical and research-based strategies for everyday people to navigate difficult conversations.

Bio:

Justin Jones-Fosu is a full-time daddy who also happens to be an international speaker, a social entrepreneur, a critically-acclaimed author, and mountain climber (he recently conquered one of the famed 7 Summits). His passion for elevation extends beyond trekking; it’s mirrored in his work as the CEO of Work. Meaningful. and in his writing. His book, I Respectfully Disagree (releasing April 2024), challenges the reader to focus on building bridges to people rather than barriers from them.

Quotes:

• "We can vehemently disagree with someone's ideology and yet still passionately pursue their humanity."
• "Curiosity fills in the gaps with curiosity, not conclusions. Conclusions killed the cat; it wasn't curiosity."
• "You have no idea, whether in the workplace or at home, what's on the other side of respectful disagreement, even if it's simply just planting seeds of respect." 

Takeaways:

• Challenge yourself to a "birthday challenge" where you intentionally learn or try something completely new each year - pushing yourself out of comfort zones and maintaining a growth mindset that keeps you humble and curious about the world.
• Practice the "power of three" in conversations by asking follow-up questions that go at least three levels deep, genuinely listening to understand someone's perspective rather than waiting to respond or prove your point.
• Commit to one meaningful connection per week outside your typical social circle - seek out a conversation with someone from a different department, background, or perspective, specifically to hear their story without an agenda of changing their mind.

Timestamps:
[00:03] Introduction
[03:15] The Childhood Lessons That Shaped Justin’s Approach to Respect
[06:23] Why Justin Wrote ‘I Respectfully Disagree’ (And What It’s Really About)
[08:58] Why Social Media Is Making Conversations Worse
[12:18] The 4 Ways People Handle Conflict—Which One Are You?
[15:16] How Avoiding Conflict Is Hurting the Next Generation
[16:27] The 5 Rules for Disagreeing Without Losing Respect
[24:58] Understanding Perspective Through Curiosity
[33:35] Proximity Breeds Empathy
[40:35] Finding Common Ground in the Toughest Conversations
[51:05] How Respectful Disagreement Changed Justin’s Life and Career
[52:40] One Simple Challenge to Become a Better Listener

Conclusion:
Real communication isn’t about proving a point—it’s about truly hearing and understanding others. Approaching conversations with curiosity and empathy allows for deeper connections, even in moments of disagreement. Finding common ground doesn’t mean abandoning personal beliefs, but rather recognizing the value in different perspectives. When people listen with openness instead of defensiveness, discussions become more thoughtful and productive. Respecting others, even in difficult conversations, strengthens both relationships and ideas.

Links/Resources:
Website: https://workmea

Send Marcel a text message!

Episode recap:

Marcel and Dr. Christie Smith discuss the challenges of integrating technology, generational differences, and shifting demographics in the workplace, emphasizing the importance of human-centered leadership. They also highlight the need for a commitment to development and learning in organizations, the importance of human intelligence in a digital age, and the impact of the pandemic on social interactions and gender equality in the workplace. The conversation concluded with a discussion on the importance of emotional maturity in leadership, the need for leading with love and cultivating insatiable curiosity, and the importance of employee well-being in the workplace.

Bio:

Dr. Christie Smith is a voice in human-centered leadership and organizational strategy. Known as “The Humanity Expert,” Smith spent decades guiding Fortune 500 execs during her time at Apple, Deloitte, and Accenture through the complexities of modern leadership. She’s the co-author of ESSENTIAL: How Distributed Teams, Generative AI, and Global Shifts are Creating a New Human-Powered Leadership. Smith is the founder of The Humanity Studio, a research and advisory institute dedicated to improving the way we live by revolutionizing the way we work. 

Quotes:

• "We are at a unique time in history as leaders with this confluence of issues that we are meant to solve, not only within our organizations, but within the communities in which those organizations reside."
• "Leadership is feeling paralyzed. Only 25% of leaders are thinking of doing something differently, and a single digit percentage are actually positioning to do something different within their organizations."

Takeaways:

• Schedule weekly 30-minute "curiosity conversations" with team members where you ask open-ended questions about their work, challenges, and aspirations - without digital distractions.
• Audit your organization's skill development programs: Are you truly investing in upskilling employees, or just paying lip service? Create a concrete plan to close skill gaps across generations.
• Practice emotional agility by preparing mentally before each meeting, understanding the unique context and emotional needs of the participants - treat each interaction as a distinct human experience. 

Timestamps:

[00:04] Introduction

[03:06] Growing Up in a Competitive Family Shaped My Leadership

[05:11] The Biggest Challenges Leaders Face (And How to Fix Them)

[11:42] Why Human Intelligence Still Beats AI in Leadership

[18:00] The Truth About Generational Gaps in the Workplace

[27:30] How the Pandemic Set Women in Leadership Back $2 Trillion

[35:05] Workplace Well-Being Isn’t Just Perks—Here’s What Matters

[45:08] The #1 Skill Every Manager Needs to Support Their Team

[47:29] These Three Leadership Skills Matter More Than Ever

[51:59] The Simple Leadership Shift That Changes Everything

Conclusion:

Real success comes from valuing employees as people, not just workers. When companies support their growth, well-being, and sense of purpose, they create stronger, more motivated teams. A workplace that fosters meaningful development and genuine connection leads to better outcomes than one focused only on output. Prioritizing people in this way doesn’t just improve morale—it builds lasting success for both individuals and the organization.

Links/Resources:

The Humanity Studio - https://thehumanitystudio.com/

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

Book -

Send Marcel a text message!

Episode recap:

 Dr. Yosi Amram, CEO coach and author of Spiritually Intelligent Leadership, shares insights on how spiritual intelligence (SI) enhances leadership by fostering purpose, compassion, and presence. SI isn’t about religion but about harnessing inner resources for clarity and impact. He breaks down seven core SI dimensions—like gratitude and wisdom—showing how they drive engagement and performance. Simple shifts, like active listening and aligning work with purpose, transform leadership. 

Bio:

Dr. Yosi Amram is a pioneering researcher in the field of spiritual intelligence (SI), a CEO leadership coach, and a licensed clinical psychologist. He has coached over 100 CEOs, including leaders of multi-billion-dollar companies, and his groundbreaking research in SI has been cited over 1,000 times. He is the author of Spiritually Intelligent Leadership.

Quotes:

• Spiritual intelligence is the ability to draw on and embody spiritual resources and qualities to enhance daily functioning and well-being.
• When you have shared vision and purpose, and then you have joy, fun, appreciation, and gratitude among everyone, there's mutual caring, and that builds a sense of community.

 Takeaways:

• Cultivate a daily gratitude and appreciation practice - Recognize and verbalize the contributions and strengths of those around you to build a culture of positivity.
• Implement regular self-care rituals - Engage in activities like meditation, exercise, and time in nature to reduce stress, enhance presence, and recharge your inner resources.
• Identify your unique gifts and find ways to use them in service of others - Discover how you can leverage your talents to make a meaningful impact.

Timestamps:

[00:05] Introduction

[04:04] From military to Silicon Valley—Dr. Yosi Amram’s unexpected path

[08:07] How CEOs with spiritual intelligence build stronger teams

[10:10] The real meaning of spiritual intelligence (it’s not what you think)

[13:28] The 7 key traits of spiritually intelligent leaders

[17:29] How to bring spiritual intelligence into your daily life

[19:23] Simple practices to build spiritual intelligence (starting today)

[24:13] Why self-care is the foundation of great leadership

[29:50] The future of leadership: beyond ego to connection

[36:41] Final takeaways—practical steps to lead with spiritual intelligence

Conclusion:

Strengthening spiritual awareness allows leaders to move beyond self-interest and recognize their connection to a larger purpose. When decisions are guided by a sense of responsibility to others, success becomes more meaningful and sustainable. True leadership isn’t just about personal achievement but about creating a positive impact on communities and future generations. By shifting from a mindset of individual gain to one of collective well-being, leaders can foster lasting change.

Links/Resources:

Yosi Amram, PhD
https://yosiamram.net/

Spiritually Intelligent Leadership Book:
https://www.amazon.com/Spiritually-Intelligent-Leadership-Inspire-Inspired/dp/1960583697

For short fun videos to help awaken your SI subscribe to: https://www.youtube.com/@awakeningspiritualintelligence/shorts

Send Marcel a text message!

Episode recap:

Marcel’s guests, Tom Fishman and Jesús Mantas from the Builders—a nonpartisan, nonprofit organization—discussed strategies for overcoming toxic polarization by fostering constructive dialogue and bridging societal divides. The Builders empowers individuals through programs in media, civics, and education, believing that most people are flexible thinkers capable of respectful problem-solving. The conversation emphasized the importance of humility, empathy, and understanding in leading with love, creating positive work cultures, and building common ground. They highlighted the need for individuals to take responsibility for their actions, seek diverse perspectives, and engage in open dialogue to drive meaningful cultural change.

Bio:

Tom Fishman, CEO of Builders, has 15 years of experience building businesses and digital communities. He led MTV’s global digital strategy, growing its community to 250 million, and directed social video product strategy at Facebook’s Global Creative team. He also served as general manager at Eko, launching shoppable video experiences. Tom holds physics degrees from the University of Chicago and Columbia University.

Jesús Mantas, Global Managing Partner at IBM Consulting, leads a $10B business transformation unit. He is an Independent Director at Biogen, former member of the World Economic Forum’s Global AI Council, and supports minority-founded startups. He holds degrees in Telecommunications and Business Administration.

Quotes:

• "Teams where people can talk to each other in environments where they can authentically consider different points of view and challenge each other constructively will continue to outperform teams that only look at one way." – Jesus Mantas
• "When you actually seek out the other side of every decision, it's less likely that you'll take risks or be blindsided by risks you never considered." – Jesus Mantas

Takeaways:

• Develop the habit of actively seeking out diverse perspectives, even on topics you strongly disagree with. Approach it with an open mind to understand their reasoning, rather than to argue.
• Cultivate personal humility and recognize that your views and beliefs may not be 100% accurate. Be willing to change your mind when presented with new information.

Timestamps:

[00:05] Introduction

[03:58] How Tom is using media to fix America’s divides

[12:23] The 87% of people fed up with division—are you one of them?

[18:47] Is the media fueling division? Here’s what you can do about it

[35:22] Why humility and empathy are game changers in leadership

[55:02] Developing the muscle of empathy

[1:06:44] Final thoughts—how you can take action today

Conclusion:

Real change begins with personal responsibility. While large-scale shifts in systems and institutions matter, the most immediate impact comes from the choices individuals make every day. By shifting perspectives, adjusting habits, and taking intentional action, people can create meaningful progress in their own lives and communities. Waiting for external forces to solve problems only delays what can be changed from within. When individuals take ownership of their growth, they set the stage for lasting transformation.

Links/Resources:

Website: https://buildersmovement.org/

Instagram: https://www.instagram.com/builders/#

LinkedIn: https://www.linkedin.com/company/buildersmvt/posts/?feedView=all

Facebook: https://www

Send Marcel a text message!