The hosts discuss whether most people would even admit if they have a poor organizational culture. We often have blinders and bias leading us to dismiss what may need to be corrected. Is that you? Additionally, do you start with authenticity?

Dustin and TJ dive into being genuine at work along with a discussion about leaders needing to know everything. Overall, they press asking questions driving cultural change and offer that the foundation for organizations should be cultural rather than individual.

Dustin and TJ question the idea behind being a "cultural fit" as well as wonder where most people are on the road to self-awareness. They also discuss having patience for incremental cultural and individual change in organizations.

TJ and Dustin discuss how loyal they should be to their organizations. The hosts also delve into what it's like working at a job where it's a "Means to and end." Ultimately, they continue to seek balance while assessing the purpose and value recognition they hope to gain.

The hosts discuss challenging belief within an organizational setting while also question what it means to be a "team player." They also look into mental health among professional athletes and how systemic pressures can further the difficulty to change problematic decisions and thought.

The hosts take jabs at each other concerning their fantasy teams while discussing some common workplace problems. They specifically look into a common theme of assumed entitlement and the potential problematic outcomes this produces for the organization, manager, and employees. They also ponder questioning authority within the therapeutic framework described in previous episodes.

TJ and Dustin discuss their first job together and what led them to discuss leadership, culture, and their workplace environment. This support amongst each other brought about an ever increasing search to find and create better workplaces beyond their initial jobs in the US Army.

Attempting to utilize a therapeutic lens, Dustin and TJ dissect an example. Finding probable problematic thought, they discuss how this clinical viewpoint could change future thought or interactions creating healthier outcomes for both the organization and the individual.

After having discussed the reasons for looking into mental health at the workplace, TJ and Dustin begin to break down interactions in our workplaces. Through a systems and therapeutic lens, they provide starting points and a basic plan to recognize poor outcomes and analyze individual problematic thought as well as interactions common in the workplace.

Dissatisfaction with organizational culture and management practices has spurred two friends to undertake a comprehensive assessment and propose innovative solutions aimed at fostering improved mental health in the workplace. In episode 1, the focus centers on the foundational question of why this initiative has been undertaken and outlines the trajectory the authors aspire to navigate.