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Why are we still treating wealth-building at work like a VIP perk?

Senior executives have long enjoyed equity as part of their compensation.  But what happens when everyone gets a piece of the upside?

This week, we sit down with Anna-Lisa Miller, Executive Director of Ownership Works, a nonprofit partnering with companies and investors to expand broad-based employee ownership - creating real financial stability for workers and driving stronger business performance for employers.

📈 Here’s the wild part:
Shared ownership isn’t a feel-good perk. It’s delivering life-changing payouts —
helping employees pay off debt, buy homes, build generational wealth, and finally get out from under the daily squeeze that 1 in 4 American workers are living in.

In this conversation, we get into:

• How equity for all employees actually works (it’s simpler than you think)
• Why private equity has become an unlikely accelerant of inclusive wealth-building
• The cultural shift that happens when workers feel, think, and act like owners
• What CEOs gain when they stop treating employees as a cost and start treating them as partners
• Why empathy + transparency are becoming future-of-work leadership superpowers

This movement is already proving what many of us believe:
When companies win, workers should too.

And Anna-Lisa? She’s a powerhouse — and the daughter of a badass immigrant mom who built the American dream the hard way. This work is deeply personal.

Listen in to hear how shared ownership could redefine what’s possible for millions of workers - and for the companies bold enough to lead the way.

About Anna-Lisa

• Anna-Lisa Miller is the founding Executive Director of Ownership Works. She is responsible for the organization’s strategy, key partnerships, growth, and overall impact. With a career deeply rooted in expanding shared ownership, advancing racial equity, and driving systemic change, Anna-Lisa is a recognized leader in the nonprofit sector. She brings extensive experience in building organizations, designing impactful programs, and forging partnerships that deliver lasting social and economic benefits to communities. 

More about Ownership Works: 

• Site
• Videos Anna-Lisa references:
  • Ownership Works – ISC Employees Share in Big Payout, Showcasing the Power of Ownership 
  • Ownership Works - CHI Case Study 

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

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“With AI you can delegate a bunch of the work, but you cannot delegate the accountability.”

This week on Your Work Friends, we sit down with Zapier’s Chief People & AI Transformation Officer Brandon Sammut to break down how Zapier hit 97% AI adoption without traditional L&D, why they declared an internal “Code Red,” and how culture—not tools—is the real engine of AI transformation.

We get into Zapier’s AI fluency rubric for new hires, their “clear the lane” discipline that freed HR to actually innovate, and the role of AI Automation Engineers reshaping how teams work. If you’re stuck in pilot purgatory, wrestling with tool sprawl, or trying to get your leaders hands-on with AI, this episode gives you the moves.

What you’ll learn:

• Why Zapier called “Code Red” on AI early
• The habits behind their 97% adoption rate
• How transparency + psychological safety supercharge experiments
• The AI fluency bar every new hire must meet
• One golden rule: delegate work, not accountability

If you’re a CHRO, CPO, or operator trying to make AI real inside your org—not just a slide—this one’s your playbook.

About Brandon Sammut
Chief People & AI Transformation Officer at Zapier, leading the organization’s AI adoption, AI fluency standards, and automation strategy. Follow him on LinkedIn for playbooks and real-world experiments:  https://www.linkedin.com/in/brandon-sammut-8147b76

#YourWorkFriends #Zapier #AIAtWork #AITransformation #FutureOfWork #HRLeaders #PeopleStrategy #TalentStrategy #Automation #GenerativeAI #Leadership #WorkplaceCulture

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
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• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

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Here’s the deal—AI promises a lot.
Efficiency, productivity, transformation. Every week, something new.

But work also runs on things like trust, connection, and human relationships. So the real question isn’t just how fast we adopt AI—it’s how we balance ambition with reality, timelines, people, and humanity.

In this episode, we sit down with Wendy Miller, Chief HR Officer for North America at McKinsey & Company, to talk about what balancing AI ambition and reality actually looks like on the ground. Wendy gets candid about the chaos, the learning curves, and what it really takes for leaders and teams to adapt without losing their footing—or their people.

We dig into the rewiring of organizations, the blind spots most execs miss, and why the real edge in the AI era isn’t speed—it’s humanity.

In this episode, you’ll learn:

• Why “go smaller, but go fast” might be the smartest AI adoption strategy yet
• The cost of chasing speed before impact—and how to avoid it
• How to upskill, experiment, and play without losing control
• The new role of HR as the human side of digital transformation
• Why trust and authenticity are still your best performance tools
• What a “learner’s mindset” really looks like in practice
• How to reinvest AI’s efficiency gains back into better leadership, better work, and better culture

Find Wendy on LinkedIn 

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

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Here’s the deal—fear isn’t the villain. 

Left alone, it just drives. 

In this episode, we sit down with Harvard Business School professor and Thinkers50 honoree Ranjay Gulati, author of How to Be Bold: The Surprising Science of Everyday Courage  to talk about acting through fear—at work, in leadership, and in a world that feels permanently uncertain. We get into why uncertainty hijacks the brain, what separates risk from true unknowns, and how everyday people “hack” fear with rituals, reframes, and the right support squad. For leaders, we get real about absorbing ambiguity, setting a confident narrative (without turning into a motivational poster), and why courage—not conformity—is becoming a competitive advantage.

In this episode, you’ll learn:

• Why uncertainty (not danger) triggers fear—and how to build a rapport with it
• The freeze → flight → fight reality, and practical “fear hacks” that actually help
• The four kinds of support that make courageous action possible (resources, info, moral, feedback)
• How to reframe your team’s story to build self-efficacy without the cringe
• What bold leadership looks like in down markets (plus the 9% who invest and win)
• Why outcomes don’t always prove courage wrong—and how to “give luck a chance”
• The culture shift from fear/anger to purpose/impact—and why courage is the new currency

Find Ranjay: 

On LinkedIn

His Website 

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

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First: AI is now sliding into your performance reviews.

Forbes says it’s here to “remove bias” and “automate feedback.”
We say… careful what you outsource. Because when algorithms start coaching humans, you risk losing the part that actually makes feedback work — connection, trust, and care.

Then: OpenAI’s Sam Altman claimed that if AI wipes out your job, maybe it wasn’t real work to begin with.

Uh, scuzi? We unpack the arrogance behind that take, the history of who decides what “real work” even means, and the danger of rewriting value just because it doesn’t fit into a founder’s business model.

This episode hits the intersection of tech, humanity, and meaning — because it’s not just about AI.

It’s about what makes work worth doing.

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

Send us Fan Mail

Ever felt like you’re on your own at work—even in a “great culture”?

That’s because culture isn’t the same as community.
One happens whether you shape it or not. The other takes intention, safety, and a shared purpose.

In this episode of Your Work Friends, we sit down with DeMario Bell—community strategist, speaker, and founder of Gatherful, who’s spent over a decade building communities across higher ed, startups, and global enterprise, including leading Culture Amp’s 100,000+ member HR community.

We talk about:

• The difference between a workplace and a true community
• Why family is inherited but community is chosen
• How psychological safety is the real test of culture
• Common mistakes leaders make when “building community”
• The role of vulnerability, trust, and micro-moments in belonging
• Why the future of work is “more human, more diverse, and more fluid”

If you’ve ever wondered how to build connection that lasts—without forcing fake “family” vibes—this conversation will make you rethink what healthy community really looks like at work.

More about DeMario: 

•  Gatherful Consulting 

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

Send us Fan Mail

This week on Your Work Friends, we break down three headlines every professional should know:

• Career Catfishing: Monster’s 2025 report found 4 in 5 U.S. employees say they were misled about their job. We unpack what’s driving the trust crisis between workers and employers—and what good hiring should look like now.
• Open Enrollment 2026: Get ready for the biggest jump in healthcare costs in 15 years. We explain why premiums are spiking, how to protect your paycheck, and what to ask HR before you pick your plan.
• AI Actress Tilly Norwood: The entertainment industry just debuted its first fully AI-generated actress—and the actors’ union is calling it theft. We discuss why this moment matters for every industry that runs on creativity, identity, and human expression.

If you work in corporate America, HR, or leadership, this episode gives you the clarity and context to get ahead of what’s coming.

👉 Listen now wherever you get your podcasts.

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

Send us Fan Mail

Ever felt like your hard work wasn’t enough?

That’s because the biggest career breaks don’t always come from effort alone—they come from the people who open doors for you.

In this episode of Your Work Friends, we sit down with, Carnegie Mellon Professor,  organizational psychologist and author Rosalind Chow to unpack the power of sponsorship. Not mentorship (that’s important too), but sponsorship—the behind-the-scenes advocacy that shapes reputations, gets your name in the room, and changes who gets ahead.

We talk about:

• The simple one-liner that explains mentorship vs. sponsorship
• Why Rosalyn calls sharing someone else’s win good gossip
• The four ways sponsorship actually works—create, confirm, prevent, and protect
• How women and people of color are often “sponsored differently”
• Practical moves anyone can make this week to sponsor someone else

If you want to understand how influence really works at work—and how to use it to build fairer, smarter teams—this conversation is a must-listen.

Connect with Rosalind: 

• Her website 
• Her LinkedIn
• Her book, "The Doors You Can Open: A New Way to Network, Build Trust, and Use Your Influence to Create a More Inclusive Workplace"

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

Send us Fan Mail

New Week, New Headlines: your fast-track through the now + next of work.

This week we’re covering three stories shaping how you work, earn, and lead:

• 42,000 US manufacturing jobs lost. Since April, durable goods have shed tens of thousands of jobs—what tariffs, automation, and uncertainty really mean for the economy.
• 72-hour work weeks exploding. Silicon Valley is doubling down on extreme hours while Europe, New Zeland (even NVIDIA) tests the 4-day week. What each bet reveals about strategy and speed vs. resilience.
• Immigration raids threatening America’s skill base. Crackdowns at Hyundai’s EV plant show how politics collide with workforce realities—and why US innovation depends on global expertise.

👉 If you want to stay ahead of the forces reshaping work—from jobs to hours to immigration—this one’s for you.

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]

Send us Fan Mail

New Week, New Headlines: Burnout turns deadly at Microsoft, the U.S. job market flatlines, “job huggers” cling to stability, and Salesforce cuts while Google opens 20,000 apprenticeships. What it all means for how you work, earn, and lead.

This week we’re covering four stories shaping how you work, earn, and lead:

• Dying at Work. A Microsoft employee died on campus at 35. What it reveals about the way we normalize overwork, and the guardrails leaders should be setting now.
• The job market flatlines. August added only 22,000 jobs. Why Wall Street cheered, what it means if you’re working or searching, and how to protect yourself in a cooling market.
• From hopping to hugging. Quitting is at its lowest since 2018. Why employees are clinging to stability, why leaders shouldn’t confuse it with loyalty, and what to do instead.
• AI cuts vs. access wins. Salesforce shed 4,000 jobs while Google announced 20,000 paid apprenticeships with no degree required. What that says about the real future of work.

👉 If you want to stay ahead of the forces reshaping work—from burnout to layoffs to new pathways in—you’ll want this week’s headlines in your feed.

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!  

Hey! We love new friends! Connect with us!

• On The Socials!  You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group:  We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas,  questions, comments, complements, whatnot, to [email protected]