The Human Advantage Podcast

By Adam Kleckner

Where culture is built, not claimed.

Most companies talk about culture, diversity, and performance. Few design for them.

Hosted by the LinkTech team, The Human Advantage ex... more

FAQs about The Human Advantage Podcast:

How many episodes does The Human Advantage Podcast have?

The podcast currently has 26 episodes available.

The Human Advantage Podcast episodes:

September 01, 2026 Episode 024 — Trust, Culture, and Leadership in the Age of AI with Brian Clark
A conversation with Brian Clark on leading through technological change, building trust across global teams, and why human connection remains the foundation of strong workplace culture.
Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech)
Summary:
Brian Clark began his career as a teacher and basketball coach. Today, after more than two decades in workforce solutions, he serves as president of AgileOne. Brian explains why leadership still comes down to helping people succeed, how consistent behavior builds culture across countries, and why companies must invest in people alongside technology. He also challenges leaders to identify the “keyboards” they are protecting—the practices that created yesterday’s success but may prevent tomorrow’s growth.
Main Topics:
- How teaching and coaching shaped Brian’s approach to leadership
- Creating environments where people can take risks, learn, and succeed
- Why relationships are long-term investments rather than transactions
- Technology as an accelerator—and leadership as the source of direction
- The “legacy keyboard” problem and knowing when old strengths become blind spots
- Building consistent culture and trust across countries and time zones
- What face-to-face connection still provides in a digital workplace
- Family, intentional recovery, and bringing your best self to work
Intriguing Quotes:
“At its core, it really is about how do we bring out the best in people?”
“Technology determines what’s possible.”
“Yesterday’s strengths can turn into tomorrow’s blind spots.”
“You have to honor your principles and question your practices.”
“Trust isn’t built during the wins.”
“Clear is kind.”
Key Moments:
[01:30] Brian connects teaching, coaching, and global leadership through one responsibility: helping people discover what they are capable of.
[04:08] Why the right environment gives people permission to make mistakes, stay curious, and innovate.
[09:56] Brian compares relationships to investments—the value compounds when leaders consistently help others succeed.
[15:51] Technology can expand what is possible, but leadership determines whether people embrace it and create value.
[18:52] The better AI question: not what jobs it will replace, but what people can accomplish with AI beside them.
[21:24] The BlackBerry lesson: every successful organization has a “keyboard” that can shift from competitive advantage to limiting assumption.
[24:35] Brian’s rule for navigating change: honor your principles, question your practices, and ask whether what got you here will get you there.
[26:31] How honesty, respect, consistency, and visible follow-through helped AgileOne’s culture travel across global teams.
[29:51] Trust looks remarkably similar everywhere—and is built most clearly during difficult moments.
[32:26] Why technology maintains relationships, but the magic of genuine human connection still happens face to face.
[38:02] The trust-building habit: “If you say it, do it. If you promise it, track it.”
[41:36] What never appears on Brian’s resume: people always know where they stand with him.
Notable Resources:
- Brian’s “What Are Your Keyboards?” leadership concept
- AgileOne: https://agile-one.com
- Concepts: Human-centered AI; global culture; trust-based leadership; change management; agentic AI
Connect with Brian Clark:
- LinkedIn: https://www.linkedin.com/in/n2hoops
Connect with The Human Advantage Podcast:
- LinkedIn: https://www.linkedin.com/company/thelinktech/

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45min
August 28, 2026 Episode 023 — Building Better GRC Teams Through Neuroinclusion with Michael Haynes
A conversation with Michael Haynes on the GRC talent shortage, neuroinclusive hiring, and why AI adoption succeeds only when technology and workforce strategy move together.
Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech)
Summary:
Michael Haynes is a workforce strategist, digital transformation leader, neurodiversity champion, and founder of Senyah Compliance. He explains why neurodivergent professionals can bring valuable pattern recognition, sustained focus, attention to detail, and systems thinking to governance, risk, and compliance. The conversation also explores why conventional hiring misses capable people, how universal design improves the experience for everyone, and what organizations must do after an AI tool goes live.
Main Topics:
- Why GRC’s talent shortage requires a wider recruiting aperture
- Pattern recognition, attention to detail, ethics, and holistic thinking in compliance
- Skills demonstrations versus titles, certifications, and hypothetical interviews
- Why clear job descriptions and inclusive hiring practices benefit everyone
- The gap between buying AI and building genuine adoption
- Role-specific training, stakeholder involvement, and communities of practice
- How leaders can build and support cognitively diverse teams
Intriguing Quotes:
“Clear position descriptions—that benefits neurotypical people as well.”
“I would want somebody, frankly, to be able to tell me when I’m wrong.”
“When you adopt a technology or implement a technology, there’s this mindset of ‘go live and go home.’”
“It can take away some of the tedious aspects of their work and help them focus on things where AI isn’t good, like judgment, nuance, interpreting laws, regulations, and legislation.”
“What doesn’t show up on my resume is the ability to connect the dots.”
Key Moments:
[03:37] Michael explains the GRC talent shortage and why mid-sized firms need alternative sourcing strategies to compete for talent.
[12:16] Why skills-based testing can give neurodivergent candidates a better opportunity to demonstrate what they can do.
[15:59] The strengths that can matter in GRC: pattern recognition, sustained focus, attention to detail, and a strong sense of fairness.
[22:57] How conventional interviews can overlook systems thinking, deep analysis, problem-solving, and domain expertise.
[26:05] The universal-design case: clearer job descriptions and better assessments improve hiring for neurodivergent and neurotypical candidates alike.
[29:19] Why AI adoption needs a business case, relevant use cases, stakeholder involvement, contextual training, and ongoing support.
[34:34] What inclusive leadership looks like beyond recruiting—from onboarding and manager training to safe environments and employee support.
[40:52] Michael names pattern recognition and a holistic viewpoint as overlooked advantages in GRC.
[41:54] What never appears on his resume: connecting strategy to execution, spotting gaps, and anticipating obstacles.
Notable Resources:
- Senyah Compliance- www.senyahcompliance.com
- Concepts: GRC; cognitive diversity; universal design; skills-based hiring; communities of practice; human-centered AI adoption
Connect with Michael Haynes:
- LinkedIn: https://www.linkedin.com/in/mhaynes/
- Website: www.senyahcompliance.com
Connect with The Human Advantage Podcast:
- LinkedIn: https://www.linkedin.com/company/thelinktech/

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35min
August 25, 2026 Episode 022 — From Assumptions to Person-Centered Leadership with Dr. Tiffany Jameson
A conversation with Dr. Tiffany Jameson on neuroinclusion and why better leadership begins when managers pause, listen, and see the whole person beyond a label.
Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech)
Summary:
Dr. Tiffany Jameson is an organizational psychologist, neurodiversity specialist, researcher, LinkedIn Learning instructor, and founder of grit & flow. Her work began after learning about unemployment among autistic adults and recognizing that responsibility for inclusion was being placed almost entirely on neurodivergent people. Tiffany explains why person-centered workplaces require shared responsibility, safe conversations, clear expectations, and managers willing to escape the assumption trap. She also offers practical ways to design hiring, onboarding, and accommodations around how people work.
Main Topics:
Seeing the whole person beyond diagnoses and labels
The assumption trap—and why leaders need to pause
Shared responsibility between employers and employees
Teaching people to explain how they learn and work
Training managers for accommodation conversations
Embedding inclusion into everyday behavior
Designing jobs around real environments
Using work samples without exploiting candidates
Why accommodations are simpler than many assume
Intriguing Quotes:
"I'm not just one label. I'm not just one thing."
"Pause and stop yourself from that assumption trap."
"We work differently, we think differently, we communicate differently. Not bad, not good, just different."
"People want a magic pill—but it's a behavior change, it's a process change, and it's a culture change."
"Just because you're neurodivergent doesn't mean you're broken."
"If we're not modeling this behavior of self-acceptance, then how do we expect to be asking it of others?"
"It's not an initiative. It's daily practices we can change."
Key Moments:
[02:24] The statistic that activated Tiffany's "mama bear mode" and led her to research autism employment.
[03:50] Person-centered work: cognitive diversity includes neurology, culture, gender, economics, and lived experience—not one label.
[07:30] Escaping the assumption trap: when behavior changes, ask what happened before judging performance.
[11:39] Inclusion as a two-way street: employees need language for their needs, while employers must know how to respond.
[17:18] Tiffany recalls being told her autistic son had no future; today he lives independently and is completing two majors and a minor.
[22:33] Why corporate efforts remain performative—and why a training video cannot create lasting inclusion.
[23:19] Real change takes sustained behavior, process, and culture work, not a magic solution.
[25:19] Clear job descriptions are inclusion tools because they define how success will be measured.
[26:03] Skills are only part of fit; noise, smells, pace, customers, and lighting also shape performance.
[27:58] Reducing first-day anxiety by showing candidates what the workplace will feel like.
[32:48] Work trials can reveal ability, but asking candidates for dozens of unpaid hours is exploitative.
[39:39] The myth Tiffany wants retired: neurodivergent people are broken.
[42:55] What never appears fully on her résumé: compassion applied through emotional intelligence.
[45:25] Her closing challenge: skip the giant initiative and change one daily practice at a time.
Notable Resources:
grit & flow: https://gritandflow.com/
Connect with Dr. Tiffany Jameson:
LinkedIn: https://www.linkedin.com/in/tiffanypaytonjameson/
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/
www.thelinktech.com

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
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47min
August 21, 2026 Episode 021 — Building Cybersecurity on Trust and Fundamentals with Roman Kruglov
A conversation with Roman Kruglov on cybersecurity, purposeful AI adoption, and how jiu-jitsu teaches leaders to stay calm, adapt, and build trust under pressure.
Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech)
Summary: Roman Kruglov is a cloud, infrastructure, and cybersecurity leader with 30 years of experience spanning help desk, enterprise architecture, identity, zero trust, and AI strategy. He explains why security begins with people and basic controls—not an expanding stack of tools. Roman also challenges companies adopting AI without a defined problem, warns that automation can overload people and weaken common sense, and connects jiu-jitsu to leadership: keep learning, respond instead of reacting, protect your team, and continue showing up.
Main Topics:
What help desk taught Roman about earning trust
Balancing user experience with security policy
Why cybersecurity failures often begin with overloaded people
How automation can increase work instead of freeing time
Starting with identity, onboarding, offboarding, and access reviews
Why tools cannot repair a weak security foundation
The risks of adopting AI without a defined goal
Distinguishing LLMs, SLMs, agents, and machine learning
What jiu-jitsu teaches about calm and adaptability
Building incident-response muscle memory as a team
Why leadership means mentoring and protecting people
Intriguing Quotes:
"Trust starts with people."
"The company is nothing without its people."
"We are automating ourselves out of common sense."
"The foundation matters more than any new tool in cybersecurity."
"Companies are adapting AI, I think, without knowing why."
"No amount of tools or documentation can create that."
"Just keep showing up."
"There's too many managers, not enough mentors."
Key Moments:
[02:09] Why Roman moved from MMA to jiu-jitsu—and embraced its real-time puzzles and problem-solving.
[05:04] The help-desk lesson that shaped his career: people return to the person who helped them, regardless of the tools behind the service.
[07:09] Security without unnecessary friction: follow policy behind the scenes while making the employee's job easier.
[09:48] How automation overloads people, accelerates decisions, and creates openings for social engineering.
[14:22] Roman's starting point: review identities, former employees, service accounts, and administrative access.
[17:00] Why "we're doing AI" is not a strategy—define the technology and the problem it should solve.
[19:24] Automating for its own sake: an impressive agent may still solve nothing worth the cost.
[22:29] The jiu-jitsu advantage: staying calm when executives are stressed becomes easier after someone twice your size tries to choke you.
[24:39] Responding instead of reacting becomes muscle memory through experience and repetition.
[26:21] During an incident, documentation is not enough; teams rely on practiced collaboration, adaptability, and trust.
[28:56] Roman's management philosophy: work alongside people, show up during emergencies, and push back when the team needs protection.
[31:26] Why loudly claiming a great culture may be covering cracks; real culture begins with leaders showing up.
[35:46] What never appears on Roman's résumé: his willingness to join any problem as a calm voice and thought partner.
Notable Resources:
Roman Kruglov: https://romankruglov.me/
Connect with Roman Kruglov:
LinkedIn: https://www.linkedin.com/in/romankruglov/
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/
www.thelinktech.com

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
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36min
August 18, 2026 Episode 020 — Autism, Fatherhood, and the Power of Community with Paul Carroll
Description: A conversation with Paul Carroll on raising an autistic son, navigating diagnosis, and why fathers need vulnerability, connection, and community more than a playbook.
Host: Adam Kleckner (Head of Strategy at LinkTech), Tia Kleckner (CEO at LinkTech)
Summary: Paul Carroll is a talent and leadership development executive, father, and founder of Autism Dadvocate. His son Vaughn's autism diagnosis transformed how he understands parenting, advocacy, empathy, and leadership. Paul shares the uncertainty of pursuing a diagnosis, the instinct many fathers have to fix what cannot—and should not—be fixed, and the fears dads often carry silently. He also explains why he created a community where autism fathers can hear what so many desperately need: you are not alone, and it gets better.
Main Topics:
The early signs that led Paul to pursue an autism diagnosis. Navigating a fragmented healthcare system. The emotions and uncertainty following a diagnosis. Why fathers default to fixing instead of seeking support. Letting go of a predetermined dream for your child's future. How caregiving roles can divide couples. Isolation and mental health among autism dads. Why storytelling helps fathers realize they are not alone. The mission behind Autism Dadvocate. How fatherhood strengthened Paul's empathy at work
Intriguing Quotes:
"We are clouded by love." "You are on your own. You have to navigate this system on your own." "This isn't something you solve for. This isn't something you fix." "Listen, remain curious, remain open, and seek community." "If you can't find it, you have to create it." "That amazing son or daughter you engaged with yesterday is the exact same son or daughter today." "Vulnerability will set us free." "It gets better. It really does."
Key Moments:
[02:40] The first signs: differences in Vaughn's motor skills, careful movement, and fascination with recreating the Arabic alphabet. [05:31] A physician dismisses Paul's concern as sensory processing disorder; a formal diagnosis follows around age 10 or 11. [07:04] The healthcare reality: families must navigate a fragmented system largely on their own. [09:56] The diagnosis lands with relief, sadness, dread, and one urgent question: what does this mean for his future? [13:12] Fatherhood replaces Paul's stereotypes with an understanding of autism's depth, breadth, and individuality. [17:25] The fears dads rarely voice: stigma, friendships, dating, meaningful work, and the future they imagined. [21:33] How rigid caregiving roles can divide parents—and why fathers must step further into care and coordination. [23:30] The isolation crisis among men becomes even more intense inside the autism community.[29:47] Why Paul founded Autism Dadvocate: he found communities for moms, but none centered on fathers. [33:23] A painful workplace response to Paul's vulnerability—and why he kept the story private for years. [34:26] His message to families: your child has not changed, you are not alone, and you must seek community. [36:58] What "it gets better" looks like: Vaughn is studying biomedical engineering, driving, working, and living on campus. [39:01] What fatherhood added to Paul's leadership: an empathy muscle for meeting colleagues inside unseen realities.
Notable Resources:
Autism Dadvocate community and podcast: https://autismdadvocate.org/
Connect with Paul Carroll:
LinkedIn: https://www.linkedin.com/in/paul-carroll-autismdadvocate/
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/

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43min
August 14, 2026 Episode 019 — From Good Intentions to Inclusive Systems with Nick Davis
Description: A conversation with Nick Davis on organizational culture, systemic friction, and why inclusion only works when it is built into how leaders make decisions, develop people, and design work.
Host: Adam Kleckner (Head of Strategy at LinkTech), Tia Kleckner (CEO at LinkTech)
Summary: Nick Davis is an organizational development leader, culture strategist, and founder of Davis Organizational Development and Consulting. Drawing on work across healthcare, mental health, social services, and education, Nick explains why organizations must examine the gap between what they say they value and what their systems make possible. He makes the case that representation is only the starting point, turnover is valuable data, and inclusive cultures require more than initiatives, labels, and checklists.
Main Topics:
Why good intentions do not automatically produce inclusive systems. Recognizing when a people problem is really a system problem. How employees adapt, overperform, shrink, or quietly quit around friction. Why inclusion cannot remain an initiative or organizational add-on. Centering employees instead of asking them to assimilate. What turnover reveals about culture, retention, and belonging. Why diverse teams do not guarantee innovative outcomes. Cultural intelligence as the multiplier for diversity. Representation as the starting point- not the finish line. Perspective-taking as an essential leadership skill
Intriguing Quotes:
"Intentions don't necessarily build systems." "The people who are closest to that friction know exactly where it is." "When inclusion is framed as an add-on, it's almost cosplaying inclusion." "What did our system produce that made staying feel less worthwhile than leaving?" "Systems teach leaders what to pay attention to." "You can have a diverse team on paper but still have a homogenous culture." "Perspective-taking will always win."
Key Moments:
[01:34] Nick defines systems work: examine the gap between stated values and what an organization actually makes possible. [03:29] The adaptation trap: employees find workarounds, overperform, shrink themselves, survive, or quietly quit while leaders assume everything is fine. [11:40] Why inclusion fails as an add-on: initiatives receive a budget, committee, awareness month- and often an end date. [20:36] Systemic friction explained: outdated policies and meeting norms create barriers that may be invisible to decision-makers. [24:05] Turnover as data: instead of blaming the person who leaves, ask what made leaving feel more worthwhile than staying.[26:42] How systems shape leadership by teaching leaders which outcomes, voices, and behaviors deserve attention. [28:06] Diversity alone does not drive innovation. Without inclusion and cultural intelligence, diverse teams can still produce groupthink. [32:27] Beyond checkboxes: engaging human beings cannot be reduced to a compliance list. [40:09] The most underrated leadership skill: perspective-taking, because it builds empathy and teaches leaders to decenter themselves. [42:01] What never appears on Nick's resume: being a stabilizing presence who holds space for the complexity of being human.
Cultural Intelligence Center Concepts: Systemic friction; psychological safety; cultural intelligence; inclusive leadership; perspective-taking; human-centered systems
Connect with Nick Davis:
LinkedIn: https://www.linkedin.com/in/nicholas-davis-mba
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com
for information about our collection and use of personal data for
advertising.
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47min
August 11, 2026 Episode 018 — Building Inclusive Tech Teams Through Authentic Leadership with Fred Hennige
A conversation with Fred Hennige on empathy, allyship, mentorship, and why the strongest technology leaders build trust, recognize hidden talent, and support people as their full selves.
Summary: Fred Hennige is a technology leader, mentor, and advocate with more than 20 years of experience across enterprise architecture, engineering, infrastructure, product delivery, and inclusion. In this conversation, he explains how parenting shaped his approach to leadership, why relationships often reveal more than resumes, and what authentic allyship requires in practice. Fred also explores neurodiversity, vulnerability, burnout, and the simple habits leaders can use to make teams more inclusive- whether they work together in person or remotely.
Main Topics:
Parenting as a lens for leadership and mentorship. Why relationships and networks shape career opportunity. Supporting diversity beyond labels and checkboxes. Finding hidden talent that resumes overlook. How culture can strengthen or undermine diversity efforts. Creating psychological safety for people to show up fully. Challenging stereotypes and bias during hiring. Fred's advocacy work at Alaska Airlines. What authentic allyship requires from leaders. ADHD traits, calm in chaos, and reducing burnout. Why technical roles remain valuable leadership foundations. Vulnerability and authenticity as active leadership practices. Small habits that create inclusion on remote teams
Intriguing Quotes:
"Building trust in the right spaces is powerful." "Support full authentic selves at work." "You need to actively work on vulnerability."
Key Moments:
[02:06] How parenting changed Fred's understanding of leadership, patience, support, and mentorship.
[04:03] Why careers grow through networks and authentic relationships—not credentials alone.
[06:02] Moving diversity beyond checkboxes by creating systems where different people can contribute and advance.
[07:57] Identifying hidden talent and recognizing what conventional résumés fail to capture.
[09:56] How organizational culture determines whether diversity initiatives become meaningful or performative.
[11:56] Psychological safety in practice: giving people room to contribute without hiding essential parts of themselves.
[14:08] The stereotypes and assumptions that quietly distort hiring decisions.
[16:08] Fred's advocacy at Alaska Airlines and the importance of using influence to create opportunity for others.
[17:58] Authentic allyship is rewarding, uncomfortable, and built through consistent action.
[19:57] Fred's approach to supporting employees as complete human beings.
[23:55] Why ADHD-related traits can create both calm in chaos and a path toward burnout.
[26:05] Designing work around strengths while recognizing limits and protecting energy.
[30:00] The early mentors who shaped Fred's approach to technology leadership.
[32:03] Why vulnerability does not happen automatically—it requires intentional practice.
[34:05] Simple inclusive habits that help remote employees feel seen and connected.
Connect with Fred Hennige:
LinkedIn: https://www.linkedin.com/in/fredhennige/
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com
for information about our collection and use of personal data for
advertising.
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40min
August 04, 2026 Episode 017 — Leadership Beyond the Loudest Voice with Joshua McLindsay
A conversation with Joshua McLindsay on introverted leadership, ADHD, cognitive diversity, and why the strongest teams make room for people who listen, process, and contribute differently.
Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech)
Summary: Joshua McLindsay has spent more than 20 years in retail planning, merchandising, forecasting, and cross-functional leadership across brands including Nike, Gap, Groupon, and Kroger. In this conversation, he explains how learning he had ADHD helped him understand his creativity, anxiety, pattern recognition, and introverted leadership style. Joshua makes the case that leaders do not need to be the loudest voice in the room, diversity of thought closes organizational blind spots, and AI will make human judgment, empathy, and curiosity more valuable- not less.
Main Topics:
How a family flower shop and a Reebok outlet launched Joshua's retail career. Leading as an introvert in cultures that reward fast, loud answers. How an ADHD diagnosis reframed creativity, anxiety, and preparation. Creating a one-page guide for how to work with you. Why servant leadership is flat- not a top-down pyramid. Holding high standards without blaming the person. How cognitive diversity improves decisions and reduces blind spots. Cross-functional leadership inside Nike's Jordan Brand. AI as a tool- and why human judgment must remain in charge. Adaptability, coachability, and the value of being most improved
Intriguing Quotes:
"I'm not going to be the loudest in the room. I'm listening a lot." "It's not a pyramid that's right side up or upside down. It's flat." "The best leaders aren't experts at everything, but we should be students of everything." "Different does not mean deficient. It actually should be celebrated more." "AI will make human qualities even more valuable, not less valuable." "Improvement requires failure, and failure is always feedback."
Key Moments:
[01:39] Joshua's retail origin: learning customer service in his family's businesses before taking a job at Reebok for gas money. [06:13] Leading while introverted: how coaching, therapy, and an ADHD diagnosis helped Joshua understand how he shows up. [08:03] Joshua's one-page "how to work with me" guide- and why leaders have embraced it. [11:08] The leadership hierarchy flipped: the leader serves the team, but the healthiest structure is ultimately flat. [15:27] Psychological safety without lower standards: blame the process, learn from mistakes, and let every function contribute. [20:02] Why diversity of thought matters: every person has blind spots, and different perspectives create better outcomes. [23:11] The Jordan Brand lesson: merchandising, finance, sales, and supply chain can all be right- and still incomplete in isolation. [25:33] AI and leadership: technology can process information faster, but it cannot replace trust, empathy, curiosity, or judgment. [33:20] The overlooked neurodivergent strength: years of adapting can create continuous improvement, resilience, and empathy.
Concepts: Introverted leadership; servant leadership; psychological safety; cognitive diversity; cross-functional collaboration; ADHD at work; human-centered AI
Connect with Joshua McLindsay:
LinkedIn: https://www.linkedin.com/in/joshmclindsay
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com
for information about our collection and use of personal data for
advertising.
...more
43min
July 28, 2026 Episode 016 — From Disability Awareness to Real Inclusion with Becky Curran
A conversation with Becky Curran on disability inclusion, representation, self-advocacy, and why meaningful belonging begins when organizations replace assumptions with curiosity and turn awareness into action.
Host: Adam Kleckner (Head of Strategy at LinkTech), Tia Kleckner (CEO at LinkTech)
Summary: Disability inclusion advocate and international TEDx speaker Becky Curran has addressed more than 650 audiences worldwide. Born with dwarfism, she grew up with parents who challenged limiting language and advocated for her until she could advocate for herself. Becky explains how representation shapes what people believe is possible, why disability belongs in every part of an organization, and how fear of saying the wrong thing keeps companies from doing what matters. She also shares how losing her infant son, Jackson, deepened the compassion and purpose behind her work.
Main Topics:
How Becky's parents modeled advocacy from birth. Why media representation shapes what people believe is possible. Apparent and non-apparent disabilities at work. Turning assumptions into curiosity and conversation. Why disability inclusion must extend across the organization. Creating accessible, human-centered interviews. Building career pathways beyond entry-level employment. Moving past awareness and etiquette training into action.
Intriguing Quotes:
"Assumptions need to be turned into curiosity." "We don't want people to feel bad for us. We just want them to give us a chance to participate in society in a meaningful way." "Don't dance around the word disability." "People are stalling from doing the real intentional work because they're afraid of saying the wrong thing." "Just let people show up as they are, and you'll be surprised how much can be accomplished."
Key Moments:
[02:00] Becky's origin story: her parents respond to a hospital's repeated use of "birth defects" by becoming immediate advocates for her.
[07:09] A full-circle moment: the parents who once spoke for Becky now support her as she challenges assumptions about her capabilities.
[12:04] Why representation matters: a young deaf boy reveals that he did not know deaf people grew up.
[20:41] Inclusion in practice: disability must be present across hiring, finance, marketing, operations, and leadership—not isolated in one program.
[29:36] The assumptions Becky still faces at 42—and why interacting with the person is always better than making a judgment.
[38:17] Becky's challenge to employers: use the word "disability," stop hiding behind etiquette training, and begin the real work.
[41:20] What never appears on her resume: the compassion and purpose shaped by losing her son, Jackson.
Concepts: Disability representation; apparent and non-apparent disability; self-advocacy; workplace accommodations; accessible interviewing; mentorship; belonging
Connect with Becky Curran:
LinkedIn: https://www.linkedin.com/in/beckymotivates/
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/
Website: www.thelinktech.com
Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com
for information about our collection and use of personal data for
advertising.
...more
43min
July 21, 2026 Episode 015 — The Human Side of Cybersecurity and AI with Eric Richardson
A conversation with Eric Richardson on AI, cybersecurity, trust, and neurodiversity — exploring how leaders can build safer, smarter technology systems without losing sight of the people, judgment, and different ways of thinking behind them.
Episode Date: May 28th
Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech)
Summary:
Eric Richardson has spent 30 years in cybersecurity and AI risk — from programming on an Altair 8800 as a kid to leading compliance for some of the biggest names in tech. He's also openly neurodivergent, and in this conversation he connects those two things directly. He breaks down why humans are always the biggest cybersecurity vulnerability, why companies are setting themselves up for a painful AI reckoning, and why the ability to say "I don't know" is the most underrated skill in any tech team.
Main Topics:
How five generations of engineers shaped Eric's entry into tech — and why he became a computer scientist instead
Why neurodivergent thinkers find comfort in chaos — and why that's a feature, not a bug, in cybersecurity
The AI hype cycle compared to the internet boom and the cloud migration — and what the die-off will look like
Why laying off engineers for tokens is a short-term decision with a long-term bill
Human in the loop: why the final decision always needs a human, and why that won't change
Pattern recognition, nonlinear thinking, and why cybersecurity was built for neurodivergent minds
Why asking "why" isn't obstinate — it's how the best leaders actually work
What never shows up on Eric's resume: a passion for smart iteration
Intriguing Quotes:
"A computer can never be held accountable — therefore a computer must never make management decisions." — 1979 IBM training manual, still applies.
"Humans are the weakness. We always are. We're the wetware."
"Boredom is dangerous."
"It took me until five years into my career to realize I needed to stop trying to prove to the world I was smart."
"When I was in the worst of crisis — I get weirdly calm."
"Baking is science you eat."
Key Moments:
[02:20] Five generations of engineers in one family — and how learning to debug bad BASIC code on an Altair 8800 in 1976 led Eric into tech.
[08:29] Why neurodivergent thinkers thrive in cybersecurity: pattern recognition, nonlinear thinking, and the ability to stay calm when everything is on fire — because for some brains, juggling seven things isn't a crisis, it's just Thursday.
[13:02] The AI token reckoning coming: companies replacing engineers with AI are handing SaaS companies the keys. When they can't hire back, they'll realize what they traded away.
[20:01] Human judgment still matters most: AI is a tool, not a decision-maker. The 1979 IBM principle still holds — a computer must never make management decisions.
[29:45] Why asking "why" is great leadership: Eric spent years asking it as a developer and getting pushback. Now he tells every team member why they're doing what they're doing — because people work better when they understand the direction.
[34:00] Lightning round: cybersecurity myth to kill — humans aren't the weakness (they are). AI buzzword to retire — automation. Most underrated leadership trait — be genuine.
Notable Resources:
Book recommended: Project Hail Mary by Andy Weir
Concepts: Human in the loop; wetware vulnerability; AI hype cycle; pattern recognition in cybersecurity; smart iteration
Connect with Eric Richardson:
LinkedIn: https://www.linkedin.com/in/ericcrichardson/
Connect with The Human Advantage Podcast:
LinkedIn: https://www.linkedin.com/company/thelinktech/
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40min

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The Human Advantage Podcast

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