Ever wondered what really drives people at work—and how motivation is evolving in today’s rapidly changing workplace? In this episode, Dr. Bobbi Wegner sits down with human capital strategist LaToya Lyn to uncover the hidden forces behind team performance, generational shifts, and the psychology leaders need to build a future-ready organization. Get ready for real talk, actionable strategies, and fresh insights that will change the way you think about work.

LaToya Lyn is a fractional Chief People Officer and human capital strategist with over fifteen years of experience supporting high-growth organizations across tech, healthcare, and education startups. With dual master's degrees in Industrial-Organizational Psychology and Organizational Behavior, plus advanced studies in AI at MIT and executive coaching at Harvard, LaToya is dedicated to helping mission-driven companies build inclusive cultures, develop strong leaders, and align people strategies with business goals. She teaches Future of Work at CUNY, exploring the intersections of psychology, technology, and leadership, and is known for her systems thinking approach that balances data-driven rigor with authentic human connection.

Below are the key takeaways from this episode:

• Redefining Motivation: The workplace is rapidly changing, and motivational strategies must evolve to address post-pandemic realities, generational expectations, and technological shifts.
• IO Psychology’s Growing Role: Leveraging industrial-organizational psychology helps leaders create evidence-based, human-centric cultures that align with business goals.
• Theory X vs. Theory Y: Many organizations say they value intrinsic motivation but operate with extrinsic, controlling methods. It’s important to align what’s said with what’s done to truly engage people.
• Tailoring to Employee Needs: Motivation varies across job levels and backgrounds, so leaders need to understand and address what matters most to different groups within the organization.
• Applying Evidence and Data: Leaders and HR should actively seek out and use psychological research and people data to inform decisions—making the science accessible and relevant for their teams.

Todays guest, LaToya Lyn, can be found online at:

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

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Curious how AI, change, and company culture intersect—and what the “future of work” really looks like? In this episode, Dr. Bobbi Wegner talks to Tushar Pandit, Chief People Officer at SPINS, about how leaders can help teams embrace transformation, tackle resistance, and actually have fun along the way.

Tushar Pandit is the Chief People Officer at SPINS, a leading provider of retail consumer insights, analytics, and consulting for the natural, organic, and specialty product industry. With over 25 years of experience spanning tech-enabled startups and multinational corporations, Tushar is known for his business-led, insights-driven approach to people strategy and sustainable growth. He brings a global perspective to human capital leadership, emphasizing the integration of technology, empathy, and organizational culture. A certified executive coach and MBA graduate of Ivey Business School, Tushar is passionate about helping organizations navigate change, embrace innovation, and create environments where people and businesses thrive.

Below are the key takeaways from this episode:

• Change is Emotional: People resist change due to fear and loss of control, so empathy and open conversation are essential.
• The Future is Now: Rapid advances in technology, especially AI, are already reshaping work—this isn’t a distant future.
• Meet People Where They Are: Transformation succeeds when leaders engage individuals at their own pace, rather than forcing change.
• Make It Relevant and Fun: Using practical, relatable examples—like avatar clinics—helps demystify technology and encourages adoption.
• Set Clear Boundaries: Support learning and innovation with clear guidelines around privacy and data, and foster collaboration across teams.

Todays guest, Tushar Pandit, can be found online at:

Website: https://www.spins.com/

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

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Ever wonder how the messiness of real life shapes the way teams function at work? In this episode, Dr. Bobbi Wegner and Jon Cooper, CEO of Overalls, reveal what happens when companies truly support employees beyond the job description—and why helping people tackle daily chaos and life's big disruptors might just be the secret to high-performing, deeply connected teams.

Jon Cooper is the cofounder and CEO of Overalls, a company redefining how employers support their teams by addressing life’s non-work challenges—from caregiving to financial stress and beyond. Bringing more than 15 years of experience building and scaling startups, Jon has a deep understanding of the evolving needs of high-growth teams and the importance of sustaining culture through rapid change. His work at Overalls focuses on tackling the root causes of stress and burnout, helping people avoid overwhelm by offering hands-on support for life’s daily distractors, major disruptions, and unexpected disasters. Jon’s unique approach is grounded in empathy and expertise, ensuring organizations can better support their people—both at work and in life.

Below are the key takeaways from this episode:

• Support Beyond Work: Overalls helps employees with real-life stressors, from daily hassles to major disruptions, showing that personal well-being directly impacts workplace performance.
• Maintaining Culture During Growth: As startups scale, it’s essential to balance the versatility of early teams with the specialization needed later, using strategies like co-creating mission and values to keep culture strong.
• Co-Creation Increases Buy-In: Involving employees at all levels in shaping vision and values leads to greater engagement, trust, and connection across teams.
• Tailored Help Trumps One-Size-Fits-All Benefits: Real-world problems are complex; offering flexible, personalized support fosters stronger loyalty and helps people bring their best selves to work.
• Focus on Intrinsic Motivation: The most effective leaders and organizations build cultures around autonomy, mastery, and purpose, rather than relying solely on rewards or mandates.

Todays guest, Jon Cooper, can be found online at:

Website: https://getoveralls.com/

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

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

What if the key to a high-performing team isn’t just what you do, but how you give and receive feedback? In this episode, Joel Greengrass, Global Chief People Officer at Yieldstreet, pulls back the curtain on why feedback feels so risky—and how rethinking it can transform leaders, teams, and company culture.

Joel Greengrass is the Global Chief People Officer at Yieldstreet, bringing decades of experience shaping organizational culture and building high-performing teams across leading growth brands, including BuzzFeed, FanDuel, and Equinox Fitness. A seasoned leadership advisor and IPEC-certified coach, Joel is passionate about fostering environments that prioritize feedback, growth, and development. His expertise lies in creating systems where open communication and coaching are central to personal and team success, making him a trusted partner for leaders seeking to drive positive change and alignment within their organizations.

Below are the key takeaways from this episode:

• Feedback is Essential: Regular, constructive, and positive feedback underpins high-performing, cohesive teams and should be normalized rather than feared.
• Behavior Change Takes Time: While skills can be taught quickly, shifting ingrained behaviors requires ongoing feedback and patience.
• Coaching Culture Drives Growth: Embedding coaching and 360 feedback in organizations empowers employees to find solutions and fosters deeper self-awareness.
• Leaders Set the Tone: Leaders must actively seek and model openness to feedback, building trust and psychological safety in their teams.
• Clarity and Timing Matter: The most effective feedback is timely, specific, and anchored in shared goals, making it easier for teams to grow and align.

Todays guest, Joel Greengrass, can be found online at:

Website: https://www.yieldstreet.com/

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

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Ever wondered how high-performing teams are built in some of the world’s most demanding environments? In this episode, Jason Watkins, a Colonel in the United States Air Force, dives deep into the psychology, challenges, and surprising humanity behind creating cohesion and trust in military teams—revealing actionable strategies anyone can use to spark stronger connections and elevate performance, no matter where you work. His comments and opinions are his own and do not represent the DoD or the Department of the Air Force.

Col W. Jason Watkins is the Commander at the 22d Air Task Force, Fairchild AFB, WA. In this role, he leads a scalable, deployable formation of up to 2,500 personnel consisting of a command element, air base support element and multiple mission generation force elements. This pathfinding effort will develop the Air Force's force presentation model and support the Secretary of the Air Force's objectives to provide a definable unit of action, establish a sustainable force generation posture, and improve future combat wing structure.

The Colonel originally enlisted into the Air Force in June 1995 in F-15E maintenance, and then completed his education through an enlisted commissioning program, graduating in 2001 from Embry Riddle Aeronautical University. He received his commission through Officer Training School in May 2002, then completed undergraduate navigator training in November 2003, and finally, the F-15E Basic Course as a Weapons Systems Officer in Nov 2004.

Throughout his career, Col Watkins has participated in eight contingency deployments in the INDOPACOM and CENTCOM AORs. Col Watkins is a master navigator and a master academic instructor, accumulating more than 2,100 flying hours and 2,000 contact hours of classroom instruction. He has led missions in Operations ENDURING FREEDOM and INHERENT RESOLVE.

Prior to this assignment, the Colonel was the Director for the Commander's Professional Development School, Ira C. Eaker Center, Maxwell AFB, AL where he oversaw execution of the Dept. of the Air Force's-mandated Wing, Deputy Wing, Group Commander, and Squadron Commander pre-command training for over 2300 students per year.

Below are the key takeaways from this episode:

• Human Connection Comes First: High-performing teams start with building genuine personal connections and trust among members before focusing on tasks.
• Healthy Friction Is Crucial: Conflict and friction, when navigated thoughtfully, actually strengthen trust and cohesion within teams.
• Effective Communication & Norms: Setting clear group norms and adapting communication styles are essential for maintaining cohesion, especially in diverse or fast-growing organizations.
• Leaders Must Stay Engaged: Strong leaders are actively tuned in to group dynamics, quickly acknowledging and addressing issues to maintain team health.
• Cognitive Agility Is Key: The ability to reflect, adapt, and shift perspectives—“cognitive agility”—helps leaders and teams thrive in complex, uncertain environments.

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

What happens when humility, innovation, and psychological safety converge in a high-growth tech company? In this episode, Lauren Carey shares the candid behind-the-scenes insights that help teams thrive, take risks, and enjoy their work—don’t miss her actionable take on building a culture where people love to work.

Lauren Carey believes in keeping life simple and values the power of humility. Guided by the KISS principle (Keep It Simple, Stupid), Lauren focuses on self-awareness, always mindful of her strengths as well as areas for growth. She sees each new work environment as a unique opportunity to learn and evolve, carrying lessons from every experience into the future. For Lauren, every step in her career is about embracing change, staying grounded, and continuously growing.

Below are the key takeaways from this episode:

• Humility Drives Growth: Humility being self-aware and open to learning from others is essential for effective teamwork, especially in fast-paced, innovative environments.
• Agile Reflection Builds Success: Regular team check-ins and retrospectives help Lumafield continuously improve, stay aligned, and maintain accountability as they scale.
• Trust Through Transparency: Open communication about successes and failures fosters psychological safety and trust, enabling employees to take risks and grow.
• Culture Is Actively Built: Leadership at Lumafield intentionally shapes culture by embedding core values into daily practices and supporting employee-led connection activities.
• Adapt and Simplify as You Grow: As companies expand, values and recognition programs should evolve with employee needs—keeping solutions simple and relevant boosts engagement and retention.

Todays guest, Lauren Carey, can be found online at:

Website: https://www.lumafield.com/

LinkedIn: https://www.linkedin.com/in/lauren-carey/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Explore the complexities of workplace dynamics with Donna Daniels, the Chief People Officer at Ceres, as she explores why well-intentioned initiatives stall and how leaders can foster true belonging and innovation in ever-evolving work cultures. Discover the balance between values and progress in this insightful conversation with Dr. Bobbi Wegner on "The Psychology of Work.”

Donna Daniels is the Chief People Officer and Diversity Officer at Ceres, where she expertly navigates the complexities of leadership, human behavior, and workplace culture. With a career dedicated to understanding team dynamics, Donna helps organizations address the challenges of change resistance and connection within teams. Known for her straightforward style, sharp sense of humor, and deep understanding of what can derail team dynamics, she is committed to fostering environments where diversity, equity, and inclusion are not just ideals but actionable realities. Donna's insights are instrumental in guiding businesses towards more cohesive and high-performing teams.

Below are the key takeaways from this episode:

• Change Resistance and Values: People often support progressive ideals like DEI but resist change when it affects them personally, revealing a gap between values and actions.
• Understanding Bias: Our brains' efficiency wiring can lead to biased judgments, highlighting the need to recognize and address inherent biases for more inclusive decisions.
• Leadership and Organizational Identity: Effective leadership involves clearly communicating and reinforcing organizational values to prevent stagnation and ensure alignment with company identity.
• Navigating External Challenges: Organizations must adapt to social, economic, and cultural changes, requiring leaders to be proactive, adaptable, and intentional in their strategies.
• Diversity's Role in Business Success: Embracing diversity and inclusion is essential not just morally, but also for improving business outcomes, innovation, and creating a culture of psychological safety and belonging.

Todays guest, Donna Daniels, can be found online at:

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

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Join Dr. Bobbi Wegner as she sits down with Dr. Scott Leuchter, the Global Chief People Officer at Ideal Clamp Products, to explore the fascinating intersection of psychology and business. Discover how understanding the science behind employee experience can drive organizational success and uncover some surprising factors that influence performance, productivity, and retention. Don't miss this insightful conversation on why people do what they do at work!

Scott Leuchter is a global chief people officer at Ideal Clamp Products and a seasoned expert in industrial-organizational (IO) and business psychology. With over 26 years in the HR field, Scott is deeply committed to understanding human behavior at work and enhancing the employee experience. He has created a cutting-edge employee experience impact assessment that measures and quantifies the influence of employee experiences on key business outcomes like performance, productivity, retention, and advocacy. Scott’s work focuses on the science behind human behavior in the workplace, aiming to foster environments where individuals thrive both personally and professionally.

Below are the key takeaways from this episode:

• Assessment Innovation: Scott Leuchter's tool measures how employee experience affects key outcomes like performance and retention, directing focus on areas that drive success.
• Psychology in HR: Understanding workplace behavior through psychology can transform HR practices, ensuring that taking care of employees translates into business success.
• Reputation Matters: A company's reputation significantly impacts employee experience and contributes to outcomes like retention, emphasizing the importance of a strong brand.
• Influential Factors: Among 18 identified factors, work relationships and reputation are crucial in shaping employee experiences and improving workplace outcomes.
• HR Trends: The field is evolving with AI and flexible work setups gaining prominence, reflecting a shift towards leveraging technology and acknowledging external impacts on employees.

Todays guest, Scott Leuchter, can be found online at:

Website: https://www.thehackettgroup.com/

LinkedIn: https://www.linkedin.com/in/dr-scott-leuchter/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Explore the complexities of performance management with Marco Mingolla, who addresses the prevalent misconceptions tying performance to pay and advocates for a shift towards team-oriented performance cultures. Learn how redefining these dynamics can facilitate true organizational effectiveness.

Marco Mingolla is a senior partner at Korn Ferry specializing in performance culture, talent management, and helping companies optimize the potential of their people. Based in Copenhagen, Marco oversees operations across 29 countries in the EMEA region, from South Africa to Finland. With a background in HR and as a former CHRO, Marco brings a wealth of experience in working with some of the world's largest and most complex organizations. He is passionate about creating psychologically safe, feedback-driven environments that enhance both individual and team performance, drawing insights from diverse fields, including arts and military. His focus on simplifying performance management processes to make them more human-centered aims to foster high engagement and operational efficiency in global companies.

Below are the key takeaways from this episode:

• Performance management should focus on enabling future performance through psychologically safe feedback cultures, rather than being primarily tied to pay differentiation.
• It's crucial to have a clear definition of what performance means within an organization to effectively enhance individual and team contributions.
• Performance ratings often reflect the biases of individual raters more than actual performance, so relying on them too heavily can lead to inaccurate assessments and decisions.
• Emphasizing human-to-human interactions and feedback within teams can drive better performance than over-reliance on systems and processes.
• Rethinking performance management involves letting go of control and fostering a cohesive, feedback-driven team environment where human dynamics are prioritized.

Todays guest, Marco Mingolla, can be found online at:

Website: https://www.kornferry.com/about-us/consultants/marcomingolla

LinkedIn: https://www.linkedin.com/in/marco-mingolla-5257011/

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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

Join Dr. Bobbi Wegner and Alexandra Erman as they explore the innovative strategies for building cohesion in global, distributed teams. Discover how a unique approach to trust, dual management, and real-time feedback can transform team dynamics and drive organizational success.

Alexandra Erman is a seasoned people officer with over 20 years of experience in startups and 15 years in the technology sector, focusing on SaaS and scaling companies. Currently, a leader at BforeAI, a virtual-first cybersecurity company, Alexandra is passionate about fostering team cohesion and connection within a global, distributed workforce. With a background in internal operations, where she managed people, finance, and administration, she chose to specialize in the people function, driven by the belief that it should be a core business strategy. Alexandra's approach emphasizes building strong team cultures, facilitating asynchronous communication, and creating psychological safety to empower diverse, cross-cultural teams. She is also actively involved in innovative management practices such as dual management and continuous performance management.

Below are the key takeaways from this episode:

• Alexandra Erman emphasizes building cohesion in global teams by aligning them behind a compelling mission, central to their work in cybersecurity.
• Structured group norms and clear expectations for asynchronous work create a safe environment, balancing stability with creativity.
• The innovative use of "user manuals" helps employees understand team dynamics, fostering relationship-building and trust.
• The dual management approach separates personal development and technical guidance, enhancing individual growth and psychological safety.
• Continuous performance management and active development of psychological safety facilitate open communication and trust in the organization.

Todays guest, Alexandra Erman, can be found online at:

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

Your host, Dr. Bobbi Wegner, can be found online at:

Groops: https://www.joingroops.com/

Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-pu

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