Workplace Warrior®

About Brenda Harrington: Brenda Harrington, PCC is the Founder of Adaptive Leadership Strategies, LLC. As the Executive Coach to global leaders in private, public, nonprofit, government, humanitarian and intergovernmental organizations (IGO's), she helps clients refine the leadership competencies and professional habits necessary for them to have the greatest possible impact. Brenda has extensive experience working with subject matter experts and individual contributors elevating to roles that require them to be a leader of people. A core area of focus for her is the development of cross-cultural awareness and competencies required to work successfully with diverse and multicultural teams. She is the author of ACCESS DENIED: Addressing Workplace Disparities and Discrimination (March, 2022).

Brenda completed coaching certification at Georgetown University and Global Mindset certification at the Thunderbird School of Global Management. She holds a master's degree from Virginia Tech, Pamplin College of Business and a bachelor's degree from Adelphi University.

In this episode, Jordan and Brenda Harrington discuss:

• Personal stories of unconscious racism
• Cultivating curiosity about history
• What is systemic racism
• Dealing with your blind spots

Key Takeaways

• Some cases of racial insensitivity aren't malicious by intent, but can still have a negative impact on a person. We need to be conscious about what we say and what we don't put appropriate weight on when it comes to discussions around history and race.
• We need to have a thirst for authentic knowledge about our history. We can't be complacent about things that have happened in the past, as the impact of eras and events of before still reverberate to our modern age.
• Racism is systemic, pervasive, and ubiquitous. In part, it means how blocks to housing, banking and business etc. mitigated the opportunity to amass generational wealth and create a meaningful quality of life.
• In order to bring light to your blind spots, you've got to discover what your fears or triggers are. You also have to have a realistic degree of expectations. You need to read the room, you've got to understand the culture of the organization and the environment, and who the power players are.

"People need to be honest with themselves, about what they're dealing with. And it has less to do with them and everything to do with the environment that they're in." — Brenda Harrington

Check out Brenda's book, "Access Denied: Addressing Workplace Disparities and Discrimination" by clicking on this link: https://access-denied.net

Or by ordering on Amazon: https://www.amazon.com/Access-Denied-Addressing-Disparities-Discrimination/dp/B09VKCNRPP

Connect with Brenda Harrington:

Website: https://adaptiveleadershipstrategies.com/

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

Instagram: https://www.instagram.com/authorbharrington/

YouTube: https://www.youtube.com/channel/UCV2eLbFKa53jFwcpYnzIdCQ

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Paul ter Wal: Paul is an international engagement explorer, employability expert, and workplace architect. For more than 25 years, he's been in the speaking, consulting, and training business for executive directors and employees. His motto is, "happiness makes money." He helps companies and organizations across the world address the crisis of engagement that has serious and potentially long-lasting repercussions. As a former lawyer, he works with both sides: employer, and employee, and the purpose is to create work happiness and loyalty. His concept is based on finding what he refers to as the "non-negotiables" in the core values of the individual as well as the company because a highly engaged workforce means the difference between a company that thrives and one that struggles. He is a former lawyer at a social benefits organization, as well as assistant director of public health insurance at the company. He started his consulting career at Capgemini in the field of social security and labor law. He's a professional speaker, advisor, and workplace specialist. His company is called Team Andare

In this episode, Jordan and Paul discuss:

• The current international crisis of engagement

• The ROI of revitalizing employees that are burnt out or bored out

• The horizontal model for organizations

• What is your job as a leader?

Key Takeaways

• Organizations need to prioritize taking care of the human beings that hold the company up. It would harm the company to allow people to burn out and it would benefit the company in profit, sustainability, and growth if the people are taken care of.

• Sick leave because of burnout is not a medical issue. It is a connectivity and alignment issue. We have to keep employees engaged. This means that the leadership is listening and focused on the whole organization's purpose.

• Consider the horizontal model for organizations. Instead of the leaders being on the top and the employees at the bottom, they are all on one line with the professionals at the front serving the customers, the staff serving the professionals, and the leadership serving the staff and the professionals.

• Your job as a leader is to inspire people, not to be polite. If you see something wrong, tell the truth in a caring and fair way.

"People are not happy anymore, they get bored out or burned out. Is that a medical issue? No, that has to do with core values and being connected." — Paul ter Wal

Check out Team Andare's Employee Engagement Survey for FREE by clicking on this link: https://team-andare.com/employee-engagement-survey

Connect with Paul ter Wal:

Website: https://team-andare.com/

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

Facebook: https://www.facebook.com/PaulterWal.speaker/

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Michelle Harris: With over 20 years of successful leadership in finance and accounting for privately held and publicly traded as well as PE backed companies with global revenues as high as $6B, Michelle is an expert in team development, change management, business process improvement, strategic thinking, and operational and financial reporting.

MIchelle has a proven track record of success leading organic growth and executing aggressive roll‐up strategies in M&A. She is well known as an international financial leader who leads transactions to successful conclusions seamlessly. Her experience in consumer products, packaging, import/export, health and vision care services, medical devices and healthcare products. Having started her career in Big 4 auditing, she is an expert at SEC annual and quarterly reporting, accounting and financial reporting direction and oversees all aspects of audit compliance, governance, regulatory reporting, and accounting operations in accordance with US GAAP and IFRS.

In this episode, Jordan and Michelle discuss:

• The mindset and strategy for women in technology
• Responding to someone else taking credit for your idea
• Feedforward: Getting input on how I can be heard
• The importance of building a network for leaders
• Why building trust in your team matters

Key Takeaways

• Many times we see women get "talked over" in the workplace.
• If somebody else takes credit for your idea in a meeting, address it respectfully by saying something like "thank you for reconfirming what I was talking about earlier" and then move on without bitterness or defensiveness.
• Relationship-building is essential. Successful leaders have a team they can reach out to and ask how they'd approach certain situations. They also have a circle of trusted friends outside of the company to whom they can vent..
• Build trust with your team, create an emotionally safe environment and promote honesty, openness, and directness. As a leader, you need truthful and accurate information. People shouldn't be afraid to speak up within your team.

"For any new leaders out there, people are going to try to tell you what they think you want to hear and that's not good for you, you need to hear the truth. How can you make good decisions and lead your team forward with bad information? " — Michelle Harris

Michelle is offering a three-month Boss Ambition membership for FREE! Check it out at https://thebosstrack.com

Connect with Michelle Harris:

Website: https://thebosstrack.com/

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

Facebook: https://www.facebook.com/thebosstrack

Instagram: https://www.instagram.com/thebosstrack/

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Tracy Sinclair: Tracy works as an international Corporate Executive and Board Level Coach, and a leadership development designer and facilitator working with a wide range of organizations. She also specializes in working with organizations to develop a coaching culture. Tracy was named as one of the Leading Global Coach winners of the Thinkers50 Marshall Goldsmith Awards of 2019 and was a finalist for the Thinkers50 Coaching and Mentoring Award in 2021

Tracy is a Member of Marshall Goldsmith's MG100 Coaches as well as a Master Certified Coach (MCC) with the International Coaching Federation (ICF). She is a trained Coaching Supervisor, Mentor Coach and ICF Assessor.

Tracy has co-authored the book: Becoming a Coach: The Essential ICF Guide published in 2020 which provides a comprehensive guide to coaching for coaches at all levels of skill and experience.

In this episode, Jordan and Tracy discuss:

• How is coaching perceived differently in different parts of the world
• Understanding how cultural differences impact coaching
• Neuro diversity in coaching
• The difference between coaching, mentoring, consulting, and therapy
• What does it mean to have a coaching culture

Key Takeaways

• A one-size-fits-all approach to coaching across different cultures will not work.
• People give and receive communication differently so we can't assume that when we say something to somebody else that it will come across as we intended.
• The coach needs to have knowledge and understanding about the background of each person.
• The line between coaching, mentoring, consulting, and therapy are very fine lines. Coaches need to be aware of their own ego needs and offer other modalities only when the client will benefit.
• To know the client's needs, the coach should find out what is their pain, what is the cost of their pain, and what would be the benefit for them if they changed. They must decide whether they should invest in making that difference.

"It can be so easy to go on autopilot. Before we know it, we're just in there having a chat, giving them advice left, right, and center. . . . I think it's about staying aware of what we're doing, knowing that we're slipping in and out of these different modalities and contracting openly for that. " — Tracy Sinclair

Connect with Tracy Sinclair:

LinkedIn: https://www.linkedin.com/in/tracy-sinclair-mcc-2934b21/

Facebook: https://www.facebook.com/TracySinclairLtd/

Twitter: https://twitter.com/tracythecoach

Instagram: https://www.instagram.com/tracysinclairltd/

Website: https://www.coachinginconversation.com/

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Jen O'Ryan: After an extensive career of instigating change at Fortune 100 companies and a few small-but-mighty startups, she created Double Tall Consulting. This new company would fill a gap faced by many organizations – how to get their inclusion and diversity initiatives from "good intentions" to effective, measurable, meaningful results.

Now she works with business leaders, product owners, and writers who want their message to be welcoming across a broader audience. Organizations bring her in to design content, culture, and processes that are more inclusive.

Her background in tech includes designing new experiences for customers, leading organizational change, and launching global initiatives. She has built and managed global teams, introduced new corporate policies, and conducted research that significantly improved customer outcomes and satisfaction metrics. Her approach is grounded in continuous improvement, building relationships, and curiosity-based problem-solving.

She is also the author of "Inclusive AF: A Field Guide for 'Accidental' Diversity Experts". Designed for anyone thinking about Inclusion and Diversity, IAF outlines a roadmap to safely introduce meaningful and lasting change. Jen is a frequent speaker on podcasts, panels, and at events related to Inclusion and Diversity, organizational behavior, and influencing change.

Outside of work, she is a travel enthusiast and an avid runner. She also has a strange affinity for bad 80s music, getting lost in new cities, and scary movies.

In this episode, Jordan and Jen discuss:

• Diversity, Inclusion and Toxic Culture
• Psychological Safety and Direct Communication
• Indirect and Passive Aggressive Cultures
• Common misconceptions about inclusion and diversity
• Creating meaningful and lasting change

Key Takeaways

• Creating meaningful and lasting change takes a lot of focus and about as much time as you would put into researching and developing a new product. Focus on small changes applied consistently over time instead of big events that don't create lasting impact.
• People are at times afraid to bring up issues in their department or their office because they don't want to risk getting into trouble for speaking up. When someone does speak up, listen to them and encourage them. Show people that there are no repercussions for speaking the truth and that you are all there to fix the problem.
• Conversations can get heated when the team is trying to get to that ideal result. We can allow conversations to be heated as long as it's productive and that it's not damaging the team or attacking a person. Ideas are fair game to be challenged, but every person must be kept safe.
• Be aware of where people are coming from. As a leader, you need to pull the lens back a little bit and see how each person is reacting to your communication style. Then, you can adjust your behavior at the moment or you could check in with a person later on and ask for advice on how you could communicate better.

"When I say psychologically safe, it means that you and I can have heated discussions and understand that we still respect each other as humans - it's not personal, not targeted, and there's no retribution." — Jen O'Ryan

Jen is offering a copy of her book to the first three people who contact her at [email protected].

Connect with Jen O'Ryan:

Website: https://www.pagingdrjen.com/

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

Instagram: https://www.instagram.com/pagingdrjen/

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Julie Noonan: She is an executive coach, transformational change leader, speaker, consultant, and futurist. She spent her career working with companies of all sizes helping people, as she says, "ride the waves of change." Julie believes in unapologetic authenticity, candor, integrity, and humor, she will tell the truth, even if it stings. Her superpower is seeing the connections and patterns of behavior between people working in organizational systems and anticipating the ripple effects of a leader's action or inaction during change. Her career has included leadership positions and training and development change management, executive coaching, human capital strategy, and management consulting. And she's learned from some of the best thought leaders in the leadership development and executive coaching disciplines.

In this episode, Jordan and Julie discuss:

• Challenges for Boomers caused by the speed of culture and technology change
• Staying relevant as you get closer to retirement.
• Differences between Boomers and Millennials
• Saying the truth without sugarcoating. Getting your feedback across
• How to be an effective sponsor of change.

Key Takeaways

• As you approach retirement, think about your legacy: What do you want to leave behind when you're gone?
• It's not fair to sugarcoat feedback. People deserve better. First, take the time to build a relationship of trust.
• The boomers who create great team engagement, regardless of their generation, can rally their team around a goal.
• A military background gives you the knowledge that there is a whole team behind your back. We have lost that in our corporate culture.
• If you don't understand something, don't be afraid to ask for someone to guide you and teach you.

"If on the back of that feedback, there's a true desire for them to succeed, and you're there to help them succeed, it makes that medicine a whole lot easier to go down." — Julie Noonan

Connect with Julie Noonan:

Website: https://www.jnoonanconsulting.com/

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

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Maureen Rabotin: She has over 15 years experience accompanying executives in transition from manager to leadership roles, from country to country. Her understanding of the corporate environment comes from years as a European product leader for a medical diagnostics, multinational and Asian Pacific export director. When she left the corporate world, she transitioned to a career first as an intercultural training consultant and then as a global executive coach and coach supervisor. She's an Advanced Certified Clifton Strengths coach. Her overall passion as a global executive coach focuses on emotional intelligence and global leadership. With a foot on each continent (she lives in both France and the USA), she invites clients to stop, reflect and focus on questions such as "what needs to shift in me to bring out the best in others?" and "how can we build bridges across cultural, linguistic, generational and gender divides?"

In this episode, Jordan and Maureen discuss:

• Complexities and levels of culture
• Key elements of high performing teams across cultures
• The Cultural Orientation Framework Assessment
• The World Cafe and Elephant in the Room Team Exercises

Key Takeaways

• Culture is complex and that means that there isn't a black-and-white answer to every issue. Most people have good intentions but they can still get perceived incorrectly. The keyword is perception.
• Figure out what's important for others, what are their values and how can you communicate with people to the best of your ability. It's not about being inauthentic, it's about learning to speak in the language of the culture you're speaking to.
• Every human being needs SCARF: Status, Certainty, Autonomy, Relationship, and Fairness. Cultures define what each of these means to people.
• If you want sustainable behavior change, know how the brain works. You need microlearning, you need nudges, and you need to be reminded of the commitment. That's how you change teams.

"That cultural switch is about knowing how much can I bend with the wind, without losing myself?" — Maureen Rabotin

Maureen is offering a 34 Clifton Strengths Assessment, a Cultural Orientations Framework Assessment, and the Global DISC Assessment to the first three listeners who would contact her at [email protected]

Connect with Maureen Rabotin:

Website: https://effectivegloballeadership.com/

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

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Philippe Rosinski: He is a world authority in executive coaching, team coaching, and global leadership development. He is the first European to have been designated Master Certified Coach by the International Coach Federation.

He is the author of two seminal books, Coaching Across Cultures and Global Coaching. For 30 years and across continents, he has helped people and organizations thrive and make a positive difference in the world.

He is the co-author of 15 books including Evidence Based Coaching Handbook and Mastering Executive Coaching, and the author of the Cultural Orientations Framework (COF) assessment. A Master of Science from Stanford University, Philippe has received numerous awards including the Thinkers50 Marshall Goldsmith Leading Global Coaches Award (2019) and he is listed among the Global Gurus Coaching Top 30 (#9 in 2022).

In this episode, Jordan and Philippe discuss:

• The six perspectives of global coaching
• The Cultural Orientation Framework assessment
• The three levels of DEI
• Abrasive leadership perceptions across cultures

Key Takeaways

• Global coaching refers to addressing today's complex challenges using six perspectives: psychological, commercial, political, managerial, spiritual, and physical.
• Levels of DEI: 1) Making sure that people who look different are treated fairly. 2) Helping people see the benefits of each other's cognitive differences, 3) People's hidden diversity.
• The Cultural Orientations Framework Assessment: More than stereotyping nationalities, you have to understand the range of differences: generational, professional, organizational structures, ways of managing time etc.
• The risk of being misunderstood applies to everybody. You have to be aware that your message and behavior can be perceived differently than you intend.
• Be sincere, express your genuine respect for the other person, and have a learner's mindset when it comes to engaging with other cultures.

"You want to make sure that in an organization, everybody can feel welcome, that you want to combat prejudice, discrimination, promote equal opportunity for everyone… it's not just a matter of doing the right thing. It's also not just a matter of ethics, it's also good business practice" — Philippe Rosinski

Access Philippe's Cultural Orientations Framework program with a 10% discount by going to https://philrosinski.com/event

Connect with Philippe Rosinski:

Website: https://philrosinski.com/

LinkedIn: https://www.linkedin.com/in/philippe-rosinski-b9b5025/

Twitter: https://twitter.com/philrosinski

Facebook: http://www.facebook.com/globalcoachingpro

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Philip Jack: He's a retired educator who humorously describes himself as a jack of all trades, master of some. He was once described as a good educator as he didn't teach subjects; instead, he taught students. In his early life, his family lived in the projects in the northern Manhattan neighborhood of Inwood. He attended public school through high school. Early on, he was employed at retail department stores and sleepaway camps. HIs professional positions included adjunct lecturer of Math and Writing at the City University of New York, district coordinator at the New York City School Volunteer program, teacher and curriculum coordinator at the Young Adult Learning Academy, and instructor in anatomy and physiology and billing technology at the East Harlem Training Initiative of Mount Sinai Hospital. He had also been principal at the Wildcat III Academy and director of internship at John V. Lindsay Wildcat Academy Charter School.

In this episode, Jordan and Philip discuss:

• What is it like to grow up in a multicultural environment?
• Why people are uncomfortable with topics around race
• Inviting people to have open conversations

Key Takeaways

• A multicultural environment contributes a lot to your world view and perspective in life in regards to relating to other people.
• Being able to be open with someone when it comes to topics regarding race and class is related to trust and how safe someone feels with somebody else. People these days are wary of each other because people grew up separately from each other.
• Invite people and ask them if they would like to participate in discussion. Offer a safe space for them. These days, it's important that we welcome people to have these kinds of conversations and extend it to the future.

"This is a country that is full of people from different places, with different ideas, different religions, different mores, but we have to get along. The fact that we're all underneath a rule of law and a Constitution changes how we have to feel about each other." — Philip Jack

Connect with Philip Jack:

Email: [email protected]

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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

About Dan LeFave: Dan received life's second chance after surviving a tragic head on collision that took three lives and resulted in his struggling through a coma. He has also experienced marathons, business failures, and battles with fear and doubt. He helps growth minded entrepreneurs scale to multiple seven figures by implementing systems so that their business runs itself and they can enjoy a life worth living. He's the number one best selling author of "Live the Life of Your Dreams: How To Stop Working Insane Hours And Start Living An Awesome Life".

In this episode, Jordan and Dan discuss:

• Designing Your Life: The "Fave Five"
• Taking ownership of your life
• Dan's highly effective productivity planner
• What does strategic ignorance mean?
• How we create our own roadblocks

Key Takeaways

• Prioritize aspects of life in this order: Faith, Family, Friends, Fitness and then Finances. Most people put finances first. However, if you neglect any of these, then everything else fails.
• Beliefs are just chronic patterns of thought. Until we make the unconscious conscious, it's going to direct our lives and we will call it fate. We have to know ourselves at a higher level, recognize the beliefs we form, and take ownership of our own lives.
• Prioritize the important things first rather than the urgent. When you spend too much of your time on what's urgent rather than what's important, you'll end up feeling like you've gotten nowhere.
• We create our own bottlenecks.Some examples may be fear and self-doubt. There is a quote that says "worrying is nothing but negative goal setting". Perfectionism is also a roadblock as it is always better to have progress than to have perfection.

"The key to overcoming those roadblocks is for them to realize what their future self looks like and how they can move towards it" — Dan LeFave

Go to https://lefavecoaching.com/focus to get a free copy of Dan's 12-Week Focused Productivity Planner!

Connect with Dan LeFave:

Website: https://lefavecoaching.com/

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

Facebook: https://www.facebook.com/lefavecoaching

Instagram: https://www.instagram.com/dan.lefave/

Connect with Jordan:

For executives wanting a complimentary executive coaching conversation: [email protected]

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

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