Resilient Workplace PODCAST

By Joy Davis & Kellie TinninSociety & Culture Business Health & Fitness Mental Health Relationships

Resilient Workplace PODCAST episodes

June 18, 2025RWI Podcast Season 1 WRAP UP
Resilient Workplace Podcast — Season 1 Wrap-Up
Title: From Awareness to Action: Building Human-Centered Workplaces
Season Summary:
In this Season 1 finale, hosts Kellie Tinnin, M.A and Joy E. Davis, LCSW reflect on the core conversations that sparked change — from addressing burnout and hybrid fatigue to building emotionally intelligent, human-centered workplaces. This wrap-up episode connects the dots from awareness to action and previews what’s coming next in Season 2.
“Resilience isn’t a trait — it’s a team culture.”
In This Episode:
Season 1 highlights — key takeaways from each episode
How emotionally intelligent leadership is reshaping the workplace
Why courageous conversations are the backbone of healthy culture
A sneak peek into Season 2: trauma-informed teams, inclusive systems, and real-world tools for modern leadership

Season 1 Takeaways:
Psychological safety is a biological need, not a buzzword
Leadership isn’t about charisma — it’s about communication
HR and mental health must work in partnership, not silos
Soft skills are the foundation of strong, resilient teams

Resources Mentioned:
✅ Download the Season 1 Toolkit Bundle – scripts, worksheets, and checklists for a resilient workplace on our website.
✅ Use #ResilientWorkplacePodcast to share your biggest takeaway
🚀 Stay Connected:
→ Subscribe now so you don’t miss Season 2-
We would LOVE to hear from you… email: [email protected]
let us know what you wanna hear for Season 2 coming in September 2025.
→ Follow us on LinkedIn and Facebook
→ Visit https://www.resilientworkplaceinnovations.com for free resources and future updates
9 min
June 04, 2025Episode 10 Courageous Conversations Part 3 of 3:Leading with Courage & Compassion
Episode #10
Title: Part 3: Leading with Courage & Compassion
Date: Jun 4, 2025
Resilient Workplace Podcast
Hosts: Kellie Tinnin & Joy Davis
In the final episode of our Courageous Conversations series, Joy and Kellie explore how leaders and HR professionals can build cultures where feedback isn’t feared—it’s expected. Learn how to lead with both courage and compassion to foster high-trust, resilient teams.
Key Takeaways:
The Leader’s Playbook:
Set expectations for open feedback from the start

Model vulnerability by owning mistakes

Learn to repair when conversations go off-track
HR as Culture Shapers:
Create feedback systems that span all levels

Mediate conflict with clarity, neutrality, and empathy

Use performance templates that empower, not punish
Sustaining Brave Culture:
Embed feedback into weekly rituals and team rhythms

Shift to “feed forward” — future-focused, growth-oriented feedback
Build psychological safety through honesty and empathy

Leadership Insight:
Conflict resolution isn’t just for HR—it’s a critical leadership competency. The Word Conflict is just a realignment conversation...Let’s train for it.
Mental Health Tip:
Workplaces that normalize healthy feedback reduce shame and increase retention and trust.
Tune in and learn how to lead human-first cultures where courageous conversations are the norm—not the exception.
Follow our RWI FB/LinkedIn for Tools/Tips on Improving Communication to Build RESILIENT Teams.
Resources:
Check out: Leader Guide Here: https://www.resilientworkplaceinnovations.com/ on resource page.
Leader Toolkit Snapshot:
The RWI G.R.O.W. Model for Coaching & Conversation
A simple framework to guide meaningful leadership moments.
G – Goal
“What outcome are we working toward?”

Lead with curiosity, not control.

R – Reality
“What’s happening now?”

Use nonjudgmental observation: “I noticed…”

O – Options
“What are some ways forward?”

Collaborate instead of prescribe. Empowers choice.

W – Way Forward
“What will you try, and when will we check in?”

Anchor in accountability + support.

Hard Conversation Starters (Inspired by Jefferson Fisher)
“Can I share an observation with you?”

“What would support look like right now?”

“I want us to move forward together—can we talk about what’s getting in the way?”

Avoid: “You always…” “Why would you…” — they trigger defensiveness.
Cues that Build Trust (from Cues by Vanessa Van Edwards)
Calm tone + open body posture = psychological safety

Soft eye contact + nodding = nonverbal validation

Mirror words or phrases (lightly) = subconscious rapport

Kindness is Not Passivity (from Leading with Kindness)
Kind leaders offer clear expectations + compassion.
Kindness ≠ avoiding feedback

Kindness = saying the hard thing in a helpful way
“That was hard to hear, and I appreciate your honesty.”
Listen Like a Leader (from Listening Well by Adam S. Miller)
Reflective Listening: “What I’m hearing is…”

Validation without fixing: “That sounds frustrating.”

Silence is a skill: Don’t rush to fill the gap—growth often lives in the pause.
Reframe Conflict as Opportunity
"Every tough conversation is a chance to model values, build trust, and create change."
Books:
Teaming by Amy Edmondson
Cues By Vanessa Van Edwards
Leading with Kindness by William Baker, PhD. & Michael O’Malley, PhD
Listening Well by William R. Miller
The Next Conversation by Jefferson Fisher
11 min
May 21, 2025Episode 9: Continuing Communication Series to Build Resilient Teams
Title: Continuing Communication Series to Build Resilient Teams
Air Date: May 21, 2025
Series: Courageous Conversations (Part 2 of 3)
Series Title: Courageous Conversations
Hosts: Kellie Tinnin & Joy Davis
Series Theme: Empowering leaders and teams to transform how they talk, listen, and lead — using neuroscience, HR strategy, and emotional intelligence.
Talk About It: Why Communication is the Foundation of a Human-Centered Workplace
In this follow-up to Episode 8, Kellie and Joy equip you with practical tools for navigating tough conversations with clarity, confidence, and compassion. Learn how preparation, emotional regulation, and feedback frameworks can transform conflict into collaboration.
Key Takeaways:
Preparation = Confidence: Don’t enter tough talks “hot.” Pause, plan, and pick the right time and method.

Handling Disrespect: Set firm, kind boundaries when faced with insults, belittling, or hostility.

Feedback That Works: Use the Feedback Loop—Plan → Deliver → Listen → Reassess—for effective, two-way communication. (Communication is COLLABORATION not a DECLARATION!)
Coaching Over Correction: Shift from punitive reactions to performance coaching grounded in observation and collaboration.

Listening Skills for Leaders: Understand how noise, tone, and mental shortcuts affect your ability to hear and respond.

Mental Health Tip: Avoiding feedback can trigger anxiety. Empathetic delivery regulates the nervous system—for both you and your team.
Bonus Insights:
Feedback is an HR compliance risk without documentation.

Reflective listening builds trust—even when you disagree.

You only retain 25% of conversations after two days—so active listening matters.
🎧 Tune in to gain brain-based, human-centered tools for your next hard conversation.
Follow our RWI FB/LinkedIn for tools/tips to improve communication
15 min
May 07, 2025Episode 8: Part 1 of 3 Courageous Conversations to Build Resilient Teams
Resilient Workplace Podcast — Episode 8
Title: The Power COMMUNICATION-building resilient teams
Air Date: May 7, 2025
Series: Courageous Conversations (Part 1 of 3)
LEARNING OBJECTIVE:
Summarize techniques for having difficult conversations in the workplace and explore the hidden mental health and HR costs of poor communication.
Series Title: Courageous Conversations
Hosts: Kellie Tinnin & Joy Davis
Series Theme: Empowering leaders and teams to transform how they talk, listen, and lead — using neuroscience, HR strategy, and emotional intelligence.
Talk About It: Why Communication is the Foundation of a Human-Centered Workplace
Core Theme: Communication is more than words — it's culture in action. In this kickoff episode, Joy and Kellie explore why so many workplace issues stem from unspoken expectations, assumptions, and fear of conflict.
🔹 Key Topics:
The hidden costs of poor communication: turnover, burnout, disengagement

How miscommunication fuels trauma responses and mistrust

From policies to people: what “human-centered communication” looks like

Psychological safety and the nervous system in dialogue

HR’s dual role: protector of policy and people

Mental health check-in: When silence means “I don’t feel safe to speak up”
🔹Real-life scenario: A manager avoids giving feedback → results in performance and trust breakdown and stress responses.
A Joy Note: Silence in the workplace is not productive however in therapy it is a very valuable tool.
Follow our RWI FB/LinkedIn for Tool spotlights on Communication

Listener Prompt:
“What conversation have you been avoiding at work?”
"Where do you get stuck when preparing for a tough conversation?"
14 min
April 16, 2025Episode 7 Tech Tornado: Navigating the Change of Workplace Technology
The Resilient Workplace Podcast
Episode #7: Tech Tornado: Navigating the Whirlwind of Changing Workplace Technology
Date: April 16, 2025
Episode Summary:
In today’s episode, we discuss how rapidly changing technology is reshaping the workplace. From AI integration to digital automation, companies must navigate new opportunities and challenges. We explore how employees and employers are adjusting to AI-driven workflows, the psychological impact of technological advancements, and strategies to foster a balanced and supportive work environment. Stay tuned for insights on AI policies, professional development, and mental health implications.
Discussion Points:
1. The Rise of AI in the Workplace
The workplace is evolving rapidly with AI integration, automation, and digital learning.
AI is increasingly used for:
Personalized learning and development programs.
Automating repetitive tasks to improve efficiency.
Enhancing HR processes, including SOP guidance and job description generation.
Companies that fail to adapt risk falling behind in productivity and innovation.
2. Psychological Impact of AI in the Workplace
According to the APA’s 2023 Work in America Survey:
38% of workers worry that AI will make their job duties obsolete.
51% of AI-concerned workers report work negatively affecting their mental health.
64% experience heightened stress due to AI integration.
Employees monitored by technology report feeling micromanaged and emotionally exhausted.
AI interactions contribute to increased workplace loneliness, sleep disturbances, and even higher alcohol consumption.
3. Managing AI-Related Workplace Stress
Employers must address AI anxiety through:
Transparent communication on AI’s role and impact.
Opportunities for social interaction to counteract workplace loneliness.
Balanced task allocation, using AI for repetitive tasks while keeping collaborative work human-focused.
Support for professional development, helping employees upskill in an AI-driven landscape.
4. Security, Privacy & Future of AI Policies
Despite the rise of AI tools, concerns remain about data privacy and security.
Some organizations are developing their own AI models for internal use.
Establishing AI policies can help organizations:
Ensure ethical AI use in decision-making.
Protect employee data and privacy.
Train managers and HR professionals on AI-driven insights and process improvements.
Episode Recap & Takeaways:
AI and automation are transforming the workplace, impacting job roles and employee well-being.
Employers must proactively address AI-related stress by fostering transparency, social engagement, and upskilling initiatives.
The future of work will require a balance between human collaboration and AI-driven efficiency.
Organizations should develop AI policies to manage integration, privacy, and security concerns effectively.
Next Episode=3 Part Series:
Episode #8: Navigating Difficult Conversations in the Workplace
We’ll explore how to have and manage difficult conversations at work, focusing on communication strategies and emotional intelligence a three part series.
Follow Us:
Facebook: [@ResilientWorkplaceInnovations]
LinkedIn: [/resilient-workplace-innovations]
Thank you for listening to The Resilient Workplace Podcast! Don’t forget to leave a review and subscribe for more.
Resources:
SHRM: Millennials Lead the Way in Embracing AI at Work
Springer: AI and Workforce Transformation
APA: 2023 Work in America AI and Monitoring Report
APA: AI-Induced Loneliness and Mental Health
The Times: Will 2025 Be the Year of AI Workers?
18 min
April 02, 2025Episode 6 Neuro Nuggets: Unlocking the Power of the Three Neuros
The Resilient Workplace Podcast
Episode #6: The Three Neuros
Date: April 2, 2025
Episode Summary:
In today’s episode, we’re diving into the world of neuroscience and its profound impact on workplace culture and mental health. We’ll be exploring three key concepts—Neurodivergence, Neuroplasticity, and Neuropsychology—and discussing how they show up in the workplace. Stay tuned for actionable mental health takeaways and coping strategies that can help you and your team thrive.
Discussion Points:
1. Neurodivergence in the Workplace
Definition: Neurodivergence describes variations in cognitive functioning, such as ADHD, autism, dyslexia, and more.
How It Shows Up in the Workplace:
Employees may excel in creative thinking, problem-solving, or hyperfocus but may struggle with traditional structures.
Lack of understanding or accommodations can create barriers for neurodivergent individuals.
According to SHRM, approximately 14% of adults possess some type of neuro differentiation.
Challenges:
Misaligned expectations or stigmatization can lead to disengagement or mental health challenges.
Practical Takeaways:
Implement inclusive hiring practices (e.g., structured interviews, skills-based assessments).
Provide accommodations like flexible schedules, assistive technology, or sensory-friendly spaces.
Educate teams about neurodiversity to reduce stigma and foster an inclusive environment.
2. Neuroplasticity in the Workplace
Definition: Neuroplasticity refers to the brain's ability to adapt and rewire itself based on experiences and learning.
How It Shows Up in the Workplace:
Employees can develop new skills and behaviors with proper training and practice.
Leaders can reshape workplace dynamics by fostering growth mindsets and adaptability.
Training programs should incorporate multiple modalities to support behavior change over time.
Key Insight: Burnout can hinder neuroplasticity, while fostering a positive environment enhances it.
Practical Takeaways:
Encourage continuous learning through professional development programs.
Use feedback loops to reinforce learning and behavior change.
Promote resilience training to help employees reframe challenges into growth opportunities.
Reward effort and progress, not just outcomes.
3. Neuropsychology in the Workplace
Definition: Neuropsychology focuses on how brain function impacts behavior, decision-making, and mental health.
How It Shows Up in the Workplace:
Stress, fatigue, and mental health issues directly impact productivity and decision-making.
Leaders who understand neuropsychology can foster environments that support mental resilience.
Key Insight: Chronic stress impairs cognitive performance, while supportive environments enhance problem-solving and collaboration.
Practical Takeaways:
Educate leaders about the impact of stress on decision-making and emotional regulation.
Promote regular breaks, healthy boundaries, and mental health days.
Offer personalized support and structured routines for neurodivergent employees.
Provide clear, strengths-based feedback to enhance engagement and retention.
Episode Recap & Takeaways:
Understanding neurodivergence can help create more inclusive workplaces.
Leveraging neuroplasticity enables continuous learning and adaptability.
Applying neuropsychology principles supports mental resilience and productivity.
Organizations should focus on structured support, education, and feedback-driven approaches to enhance employee well-being.
In the next episode we will be discussing The Tech Tornado
Navigating the whirlwind of changing workplace technology and its impact on employees and organizations.
Follow Us:
Facebook: [@ResilientWorkplaceInnovations]
LinkedIn: [/resilient-workplace-innovations]
Thank you for listening to The Resilient Workplace Podcast! Don’t forget to leave a review and subscribe for more.
Resources:
SHRM: Supporting a Neurodivergent Workforce
Cleveland Clinic: Understanding Neurodivergence
APA: Neurodiversity and the Workplace
18 min
March 19, 2025 Episode 5 The Hybrid Workplace Strugglebus
The Resilient Workplace Podcast
Show Notes: Episode #5: The Hybrid Work “StruggleBus”
Date: March 19, 2025
Show Notes Episode Summary:
In today’s episode, we round out our 2024 lessons learned with a discussion about hybrid work culture and the benefits and challenges of this evolving work model. As workplaces struggle to adapt to flexible work expectations, we examine the historical context of work structures, the impact of remote work, and the mental health implications for employees and leaders.
Previous Episode Recap:
Episode #4: Culture Clashes & Burnout Battles: Unraveling Workplace Woes
• Explored how weak workplace culture contributes to disengagement and burnout.
• Examined the link between compassion fatigue and organizational challenges.
• Discussed HR strategies for fostering a healthy workplace culture.
• Highlighted leadership's role in modeling self-care to support employee well-being.
Discussion Points:
1. Hybrid Work Struggles & Outdated Work Models
• Companies failing to adapt to flexible work expectations.
• Our current work culture was shaped by the Industrial Revolution (1920s model), which has remained largely unchanged.
• The 9-5 workday, introduced by Henry Ford, was designed for economic reasons rather than employee well-being.
• With the digital revolution (1980s) and the rise of knowledge-based jobs, work structures must evolve.
• Over 52% of people today work in professional services rather than manufacturing (Source: BLS.gov).
• Over 85% of people globally own a smartphone, yet workplaces have not adapted accordingly.
2. The Rise and Reality of Remote Work
• Pre-pandemic, about 6% of the workforce worked remotely; during COVID-19, some industries saw as much as 30% working from home.
• The Federal Government is mandating a return to office, citing concerns over productivity.
• Many large corporations are following suit, despite mixed research on remote work effectiveness.
• Studies present arguments both for and against remote/hybrid work, with many employees preferring a flexible option.
3. Employee Benefits & Mental Health Considerations
• Flexibility & Work-Life Balance: Reduced commute times, fewer distractions, better perceived balance.
4. Challenges of Remote Work:
o Blurred Boundaries: Employees struggle to disconnect, leading to burnout.
o Social Isolation: Lack of spontaneous office interactions can contribute to loneliness and increased mental health concerns.
o Digital Fatigue: Increased screen time and constant virtual presence can be mentally exhausting.
o Compassion Fatigue Among Leaders: Managers navigating hybrid work often experience burnout themselves.
5. The Organizational Perspective: Productivity & Pay Structures
• Many companies equate productivity with physical presence rather than measured output.
• Employers must shift from outdated metrics to meaningful performance evaluation.
• With AI and automation reshaping industries, will pay structures change to reward output over hours worked?
Considerations for Implementing Hybrid Work
• Organizations must assess the why behind hybrid or remote models.
• Cost-saving measures (overhead reductions) often drive return-to-office mandates.
• Hybrid work may offer a balanced solution for both employees and businesses, but it requires intentional planning and cultural adaptation.
Closing Thoughts:
• Hybrid work isn’t a one-size-fits-all solution; organizations must tailor their approach to fit their needs.
• The future of work is evolving rapidly, and companies must adapt to remain competitive.
• What does the future hold for productivity, pay structures, and workplace engagement? It is to ponder.
Next Episode Teaser:
Episode #6: The Three Neuros
• Neurodivergence
• Neuropsychology
• Neuroplasticity
• Exploring how they shape the workplace experience.
Follow Us:
• Faebook: https://www.facebook.com/ResilientWorkplaceInnovations
Thank you for listening to The Resilient Workplace Podcast! Don’t forget to leave a review and subscribe for more.
References:
• Bureau of Labor Statistics: BLS.gov
• Forbes: Federal Workers Return to Office

14 min
March 05, 2025Episode 4 Culture Clash and Burnout
Show Notes: Episode #4 - Culture Clashes & Burnout Battles: Unraveling Workplace Woes

Date: March 5, 2025
Title: Culture Clashes & Burnout Battles: Unraveling Workplace Woes
Objectives: Explore how the absence of a strong workplace culture contributes to organizational challenges.

Discussion Points:
Impact of Weak Workplace Culture: Increased disengagement, low morale, and amplified organizational challenges.
The Link Between Compassion Fatigue and Burnout: Symptoms and impact on individuals and organizations.
The Role of HR in Creating Alignment: Strategies for fostering a healthy workplace culture and addressing burnout.
The Importance of Leadership in Modeling Self-Care: Practical steps leaders can take to support employee well-being.
Tools and Frameworks:
The 3 R's Framework: Recognize, Respond, and Recover from burnout and compassion fatigue.
The 10-Minute Reset: A quick tool to reduce mental fatigue during the workday.
Strengthening Manager Training: Equipping leaders with the skills to create a healthier work environment.
Next Episode Topic:
Hybrid work struggles.
Call to Action:
Stay resilient!
Follow Us:
Facebook: @ResilientWorkplaceInnovations
Thank you for listening to The Resilient Workplace Podcast!
16 min
February 19, 2025Episode 3 Soft Skills and Ugly Cries
Show Notes
Episode #3: Soft Skills and Ugly Cries
Date: February 19, 2025
Objectives:
5 generations in the workplace
Summarize the soft skills needed in the modern workplace
Key Points:
Five Generations in the Workforce: Discussed characteristics and challenges of each generation, from Traditionalists to Generation Z.
Soft Skills Gap: Explored the post-pandemic lack of soft skills (communication, emotional intelligence, critical thinking, time management) and its impact on the workplace.
COVID Regression: Highlighted how employees missed foundational experiences during the pandemic, leading to reduced critical thinking and decision-making skills.
Mental Health Insights: Addressed the impact of overwhelm and stress on employees and the need for leaders to prioritize well-being.
Actionable Tips:
Soft Skills Assessment During Onboarding: Assess soft skill gaps early on and tailor development plans accordingly.
Mentoring: Implement mentoring programs to foster skill development and long-term relationships.
Stretch Assignments: Assign low-risk projects to encourage critical thinking and build confidence.
Time Management Training: Introduce techniques and tools to help employees manage workflows effectively.
Resources:
CNM Workforce Development Panel, 9.2024
Gallup, State of the Global Workplace Report
https://www.apa.org/topics/healthy-workplaces
Wall Street Journal, 12/29/2024, Where have All the Managers Gone.
Next Episode:
The Battlefront Within: Unpacking the Culture Clash in Today's Workplaces
Topics:
Burnout Blues: Navigating the epidemic of chronic fatigue.
Ghosting the 9-to-5: Absenteeism and vanishing motivation.
Follow Us:
Facebook: @ResilientWorkplaceInnovations
Thank you for listening to The Resilient Workplace Podcast!
16 min
February 05, 2025 Spilling the Tea on 2024-The People Factor
Welcome to the Resilient Workplace Podcast! 🎙️ In this episode, we’re spilling the tea on key workplace trends from 2024, breaking down what worked, what didn’t, and what’s coming in 2025.
The workplace has evolved, but have organizations kept up? Today, we highlight the biggest challenges HR professionals and employees faced in 2024, and provide insights and tools to navigate the road ahead.

In a world where the growing soft skills crisis leaves critical thinking, emotional intelligence, and adaptability in short supply, we’re here to help you, your team, and your organization thrive.
Facing the Burnout Epidemic:
Chronic stress and compassion fatigue are taking a toll on retention and engagement. With employees overwhelmed by competing priorities and unrealistic workloads—and even leadership feeling the strain—burnout is more than a buzzword; it’s a call to action. We believe in actionable solutions:
Promote Work-Life Balance: Embrace flexible schedules and robust mental health support.
Reduce Meeting Overload: Carve out dedicated time for focused work.
Manager Training: Equip leaders with skills in emotional intelligence and resilience-building.
Navigating the Hybrid Work Dilemma:
As 63% of companies increased in-office requirements in 2024, many are discovering that simply mandating a return to the office doesn’t boost engagement. The key lies in structuring hybrid work models that balance flexibility with productivity:
Adapt Policies: Align workplace guidelines with evolving employee expectations.
Outcome Over Hours: Focus on results, allowing flexibility while maintaining accountability.
Foster Inclusivity: Create collaborative environments for both in-office and remote teams.
The Mental Health Impact in Today’s Workplace:
Economic uncertainty and rising stress levels are fueling anxiety and compassion fatigue—even among leaders. Although mental health conversations are becoming normalized, actionable support is still lagging. It’s time for a shift:
Implement Mental Health Initiatives: Go beyond awareness to provide real, accessible support.
Lead by Example: Encourage leadership to model healthy work-life balance.
Integrate Resources: Ensure HR embeds comprehensive mental health tools into your culture.
Join the Conversation:
Our platform is dedicated to sharing tangible tools and strategies for every level of your organization:
Next Episode: Soft Skills & Communication: Tackle multigenerational challenges as Baby Boomers, Gen X, Millennials, and Gen Z navigate differing expectations. Post-Pandemic Workplace Culture: Understand what’s changed and what still needs to evolve in our work environments.
Leadership & Productivity Tools:
Assess Leadership Gaps: Utilize 360-degree feedback and self-assessment tools like DISC or MBTI.
Manage Stress with the “Resilient REST” Formula:
R ecognize triggers
E ngage in recovery (try the 4-4-4 breathing exercise)
S implify your workload (use tools like the Eisenhower Matrix)
T ake time to reprioritize
Productivity Hacks: Explore frameworks such as the Eisenhower Matrix, MoSCoW Method, Pareto Principle, and Priority Matrix.
Our mission is clear: empower you to build a resilient, inclusive, and thriving workplace. Whether you’re a leader looking to enhance your team’s engagement, an employee striving for better balance, or an organization ready to embrace change, we invite you to join the conversation.
Drop us a comment, send an email to [email protected], or subscribe to our updates.
Together, we can create a more resilient future—one innovative solution at a time. Let’s be RESILIENT! 💪
Follow Us:
• TikTok: @resilientworkplace
• YouTube: @ResilientWorkplaceInnovations
• Linkedin: /resilient-workplace-innovations
16 min

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The Resilient Workplace Podcast is your go-to resource for navigating workplace dynamics with a people-first approach. Hosted by Joy Davis, a licensed clinical social worker, therapist, and author,…

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