Compassionate Accountability Podcast

Dr. Nathan Regier, your host, welcomes Dr. Liz Wilson, a Behavioral Scientist, Organizational Transformation Expert, and founder of Include Inc. Originally from Australia, she is now based in the United States. She has developed a robust new framework that seeks to shift the focus of inclusion from a list of categories and identities to addressing the needs of all people.

Key Takeaways:

[2:18] What are some of the formative moments along Dr. Liz’s way that got her to where she is today?

[5:45] Dr. Liz shares her unique perspective on inclusion.

[7:42:] Dr. Liz created a framework called The Eight Inclusion Needs Model that accomplishes ‘transcend and include’ (which involves compassion and accountability).

[10:11] First need: Access.

[10:24] Second need: Space.

[11:06] Third need: Opportunity.

[11:19] Fourth need: Representation.

[11:40] Fifth need: Allowance.

[12:28] Sixth need: Language.

[12:53] Seventh need: Respect.

[13:28] Eighth need: Support.

[14:17] Dr. Liz explains why this framework works more effectively than previous models for inclusion.

[16:03] What is the difference between understanding (and even appreciating differences) and inclusion?

[17:47] What has been Dr. Liz’s experience introducing her model for companies to implement?

[21:06] Dr. Liz discusses the most significant struggles people encounter when practicing her framework for inclusion.

[23:36] Dr. Liz has a mantra: Create psychological safety through your own transparency.

[25:46] People often misunderstand vulnerability with weakness.

[26:44] Dr. Liz unpacks the difference between understanding and caring.

[31:15] What is Dr. Liz currently working on?

[33:01] Check out Include Chat.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Tweetables:

“You need to look at the whole person for inclusion.” #oncompassion

“We have not been doing inclusion; the focus was only on diversity.” #oncompassion

“Inclusion is the ‘how’, the behaviors that we demonstrate based on our awareness and understanding of diversity.” #oncompassion

“Practice this mantra: I create psychological safety through my own transparency.” #oncompassion

“Transparency and vulnerability is not about being weak; it is about being human.” #oncompassion

Dr. Nathan Regier, your host, welcomes the most trusted authorities on trust and leadership, Stephen M.R. Covey and David Kasperson. In today’s conversation, they discuss their new book Trust & Inspire: How Truly Great Leaders Unleash Greatness in Others and explore the intersection between their work and compassionate accountability.

Key Takeaways:

[1:20] Dr. Nate introduces Stephen M. R. Covey.

[2:07] Dr. Nate presents David Kasperson.

[3:30] How did Stephen conclude that the world of work has changed, but our leadership style hasn’t?

[5:28] What does it mean leaders can create conditions where people can flourish?

[6:30] David and Stephen discuss three leadership styles: authoritarian command and control, enlightened command and control, and trust and inspire leadership.

[9:43] What is different now than 20 years ago regarding what motivates people?

[13:02] Stephen and David address the five fundamental beliefs and behaviors of Trust and Inspire Leadership.

[13:43] The most important belief is to realize the greatness inside every person.

[16:03] Stephen and David discuss the importance of vulnerability in leadership.

[21:13] Dr. Nate dives deep into the concept of coping role models.

[23:21] Stephen and David talk about the power of modeling.

[25:22] David explains the difference between being trustworthy and trusting.

[31:35] Stephen highlights the importance of starting with trust.

[33:03] How do trust and inspire leaders approach conflict?

[35:56] David discusses the heart, head, and hands in leadership.

[38:55] Stephen shares how people are inspired.

[40:48] How did Stephen and David become more challenged to upgrade their mindset in leadership behaviors?

[46:16] Stephen shares his mantra, “My passion is your potential.”

[47:12] Stephen addressed the alignment between the concepts of trust and inspire and compassionate accountability.

[50:29] David discusses the importance of holding someone accountable.

[51:30] What next step would David and Stephen like people to take after listening to this podcast?

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Trust & Inspire: How Truly Great Leaders Unleash Greatness in Others, Stephen M.R. Coveyand David Kasperson

Tweetables:

“9 out of 10 organizations still have a “command and control” leadership style” #oncompassion

“People are 14 times more likely to be engaged when they trust their leader.” #oncompassion

“You cannot mandate creativity; you have to be inspired.” #oncompassion

“People don’t want to be managed; people want to be led, trusted, and inspired.” #oncompassion

“The job of a leader is to try to unleash people’s potential.” #oncompassion

“Leaders first model the behavior and make it safe for others to follow.” #oncompassion

Dr. Nathan Regier, your host, welcomes John Parr, his friend, colleague, thought partner, and sounding board for nearly 20 years. John served in the Royal Navy as an Electronic Engineer, has managed a Substance Abuse Recovery Center, has been a therapist, a corporate consultant, an executive coach, and a professional trainer. He's recognized for his work in communication skills and emotional assertiveness. He's an author of books on these topics and created the Emotional Assertiveness Model, a practical framework to express emotions and build relationships authentically.

What's In This Episode:

• How John’s childhood and experience in the Navy formed his philosophy.
• What is emotional assertiveness and why is it important?
• What’s the difference between EQ and EI?
• What gets in the way of emotional assertiveness?
• Overview of John’s book, Fore-play, Fair-play & Foul-play.
• What does emotional assertiveness look like in action?
• Overview of John’s books, trainings, and certification offerings.

Key Takeaways:

[3:01] John briefly overviews some of the foundational influences that have shaped his view of life.

[4:35] John talks about his experience managing a Substance Abuse Treatment Center.

[5:18] How did John become interested in the power of effective communication and interpersonal skills?

[7:18] What is emotional assertiveness, and why is it so important?

[9:51] How are emotional assertiveness and intelligence related?

[11:23] What gets in the way of human beings being emotionally assertive?

[14:50] John explains the meaning of fore-play, fair-play, and foul-play.

[19:10] John discusses the core of his book Fore-play, Fair-play, and Foul-play.

[22:25] Happiness is a core homeostatic emotion, and then there are three other emotions: sad, angry, and afraid.

[24:03] John provides an example of emotional assertiveness in action.

[29:26] Dr. Nate and John discuss the importance of engaging in conflict to produce results.

[30:41] John confesses he has never had negative client feedback.

[34:45] What is next for John?

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

Fore-play, Fair-play, and Foul-play: Emotional Assertiveness, the Happiness Equation John Parr

What’s Love Got to Do with It?: Harnessing the Power of Love in Your Relationships, John Parr

Visit www.teamemotion.com

Tweetables:

“Being assertive is the bedrock of having healthy relationships.” #oncompassion

“Assertiveness is a skill that could be learned and taught.” #oncompassion

“We are often taught to be manipulative, not assertive.” #oncompassion

Dr. Nathan Regier, your host, welcomes Jeff Jacobs to today’s episode. Jeff has a 30-plus year career in Human Resources spanning numerous Global Leadership roles. He is currently the Senior Director of Organizational Effectiveness at Adobe. In that capacity, he serves as an executive coach and internal consultant to senior leadership teams across the company.

Dr. Nate and Jeff discuss the particularities of his position at Adobe; they explore the features of a healthy team and the challenges a team must confront to achieve its best performance. Jeff shares his vast knowledge of psychological safety, vulnerability, diversity, and inclusiveness based on his extensive experience in leading high-performing teams.

Key Takeaways:

[3:40] Jeff talks about a conference both he and Dr. Nate recently participated in.

[5:15] Jeff shares some of his background and journey that led him to his current position at Adobe.

[6:57] What about Jeff’s Senior Director of Organizational Effectiveness position at Adobe is unique?

[9:26] What makes a team healthy?

[11:00] Jeff addresses compassion and inclusivity as crucial features of a healthy team.

[12:40] Where does conflict come in for high-performing teams?

[15:13] What is psychological safety? How does it contribute to high-performing teams?

[18:50] What does “radical candor” really mean?

[21:15] Jeff expands on the key to effective feedback.

[22:20] How does vulnerability contribute to high-performing teams?

[24:57] Why do so many leaders perceive vulnerability as a weakness?

[27:27] What are some of the systems and processes that can support high-performing cultures?

[31:32] How does Jeff measure the impact of what he does?

[33:13] What is the difference between people liking you, and benefiting an organization?

[35:44] Jeff talks about the book he is about to release.

[39:13] Jeff shares how he keeps himself vulnerable and open.

[42:35] Dr. Nate shares his top takeaways from a fantastic conversation with Jeff Jacobs.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

The Right Kind of Wrong: The Science of Failing Well, Amy Edmondson

Radical Candor: How to Get What You Want by Saying What You Mean, Tim Scott

Learn more about Jeff Jacobs’ book Still Coming of Age.

Tweetables:

“A healthy team starts with trust and psychological safety.” #oncompassion

“Leveraging diversity is not just about accepting and valuing differences; there is an inherent conflict in diversity and also an inherent opportunity.” #oncompassion

“Psychological safety is the foundation that enables someone to lean into the discomfort.” #oncompassion

“Culture is to build one relationship at a time.” #oncompassion

“Vulnerability is one of the most profound leadership strengths that exists.” #oncompassion

Dr. Nathan Regier, your host, welcomes Joe Mull, who is an expert in developing leaders and building healthy work teams and cultures. Joe approaches the challenges of attracting and retaining talent in a unique way. He's the author of 3 books, including No More Team Drama and his newest, Employalty. He hosts the globally popular management podcast Boss Better Now, and his work as a leadership, workforce, and employee engagement expert has appeared in Entrepreneur, Fortune, Fast Company, and The Wall Street Journal.

Key Takeaways:

[3:06] Joe made up the word “Employalty” in an effort to translate the complex into the simple: Employer, Loyalty, and Humanity.

[4:05] The subtitle of Joe’s book is powerful: How to Ignite Commitment and Keep Top Talent in the New Age of Work; what does he mean by New Age of Work?

[5:39:] What are some of the biggest challenges we are facing today regarding leadership, the workforce, and employee engagement?

[6:43] Joe talks about the people who decide to become entrepreneurs.

[8:49] Joe addresses the missing aspects no one is talking about.

[10:14] Joe describes the ingredients for commitment.

[11:19] Where does the great boss factor lay?

[11:45] The key to talent retention: Join, stay, care, and try.

[14:14] Joe dives deep into what motivates employees.

[16:20] Why does Joe still use the word ’boss’?

[19:50] What is Joe’s most enlightening idea?

[21:25] Creating a more humane workplace starts with a simple question: What would make this place the very best place to thrive in your profession?

[23:00] Joe discusses the business case and the necessary mind shift to retain talent.

[24:06] Commitment + effort benefits every area of work.

[24:50] What are the most significant barriers to engaging in the mind shift needed at workplaces to make them more humane?

[27:17] Joe discloses a funny story behind the creation of his latest book.

[30:17] How do Joe's principles show up in his life?

[32:55] Joe helps people identify what their Ideal jobs look like.

Mentioned in this episode:

The Compassion Mindset

Compassionate Accountability: How Leaders Build Connection and Get Results, Nate Regier

Visit Next-Element

No More Team Drama: Ending the Gossip, Cliques, & Other Crap That Damage Workplace Teams, Joe Mull

Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work, Joe Mull

Tweetables:

“The secret to getting great people who will do a great job is to create a more humane employee experience.” #oncompassion

“An ideal job is described by how it fits into someone’s life..” #oncompassion

“Money has little to do with the effort we put into the work we do. Money impacts motivation but doesn't increase it.” #oncompassion

“People are not quitting; they are upgrading.” #oncompassion

“Commitment results from doing meaningful work for a great boss.” #oncompassion