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190: Scott Crabtree: "What Google Found In Project Aristotle That Changes How You Lead Teams"

Erik and Scott Crabtree unpack why happiness feels hard to define, what science can actually say, and why “chasing” happiness can backfire. They connect happiness to productivity through brain states, then zoom in on psychological safety, leadership communication, and concrete tools like seek, speak, listen.👤 About the GuestScott Crabtree is founder and Chief Happiness Officer of Happy Brain Science. He’s a nationally recognized keynote speaker on leadership in the age of AI, blending neuroscience, technology, and practical strategies to help teams build well-being, resilience, and engagement. He’s worked with organizations including Google, Nike, Intel, and the National Park Service.🧭 Conversation HighlightsHappiness can’t be directly pursued like a product, but subjective well-being is teachable through practical habits and supportive leadership.Aiming for constant bliss is counterproductive; negative emotions can be normal, useful, and part of thriving.Psychological safety, defined as feeling safe to speak up, is described as a team-level engine for candor, learning, and performance.Leadership effectiveness comes through autonomy and communication, using targeted questions and “seek, speak, listen” to build buy-in without forcing outcomes.💡 Key TakeawaysHappiness is best framed as subjective well-being, combining positive emotion with meaning and satisfaction.Pursuing happiness too aggressively can make people less happy; aim for a sustainable sweet spot rather than constant bliss.Psychological safety is not coddling or agreement; it’s permission for candor, trust-based risk-taking, and listening to understand.Leaders can’t make people happy, but they can design conditions that support well-being, flow, mastery, and voluntary engagement.❓ Questions That MatteredWhy does happiness feel so elusive, and why do so many people struggle to define it before they can pursue it?How do leaders balance happiness with grit, perseverance, and the intentionally uncomfortable work those require?What does psychological safety actually require, and what does it not require?How should leaders communicate feedback and expectations to build mastery and growth, especially across generations like Gen Z?🗣️ Notable Quotes“You can not buy happiness directly, but there are things you can do to be happier.”“The most important factor in team success is psychological safety.”“Psychological safety means even if you're my boss, Eric, even if you're my boss's boss, I can raise my hand and say, can I ask you a question here?”“People are flexible… and this may or may not work, and some people are only listening here.”🔗 Links & ResourcesFollow Scott Crabtree on LinkedInCheck out Happy Brain Science’s Website

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189: Anthony Badalian: "Why Is Fitness So Hard to Sell When Everyone Needs It?"

3w ago01:17:54Tap to summarize

Anthony Badalian, President and COO of STRIDE Fitness, joins Erik for a deep conversation about the hidden complexity of the fitness franchising business. What starts as a discussion about gyms and boutique fitness studios quickly evolves into a masterclass in leadership, hospitality, community-building, emotional intelligence, customer retention, and human behavior.Anthony shares why fitness is far more than workouts and why the brands that survive aren’t simply selling exercise — they’re creating belonging. Together, Erik and Anthony unpack the psychology of coaching, the economics of boutique fitness, the parallels between hospitality and leadership, and the surprising role empathy and follow-up play in long-term success.👤 About the GuestAnthony Badalian is the President and COO at STRIDE Fitness, where he leads strategy, operations, and franchise growth for one of the hottest emerging boutique fitness brands in the countryWith leadership experience across 24 Hour Fitness, Club Pilates, and Rumble Boxing, Anthony brings over two decades building high-performing teams, scalable franchise systems, and customer-centered fitness experiences. His approach blends operational discipline with hospitality, emotional intelligence, and community-first leadership.🧭 Conversation HighlightsWhy Fitness Is One of the Hardest Businesses in the World. Anthony explains the paradox at the heart of fitness: almost everyone needs it, yet very few people stay consistent long enough to transform. The real challenge isn’t convincing people fitness works — it’s helping them sustain behavior change.Community Is the Product. The conversation explores how boutique fitness brands retain customers by creating a sense of identity, belonging, and human connection — not just workouts. Members often stay because of the people and the experience, not just the programmingRetention Is the Ultimate KPI. The pair unpacks how long-term member retention, utilization, and intentional follow-up is truly working inside a business. Metrics matter, but relationships drive the metrics.💡 Key TakeawaysConsistency — not intensity — is what changes lives in fitness. Community dramatically increases retention because people struggle to leave places where they feel connected. Great coaches are often defined more by personality and emotional intelligence than credentials. Hospitality skills transfer incredibly well into leadership and coaching. Follow-up is one of the most undervalued growth tools in business. ❓Questions That MatteredWhy is fitness so difficult to sustain even when people know it works? What actually makes someone feel like they belong somewhere? How do you measure the impact of community inside a business? What separates a coach people tolerate from one they’ll drive across town to see? Why do some businesses create loyalty while others create transactions? 🗣️ Notable Quotes“Fitness is hard. It’s the consistency that changes people’s lives.”"People don’t just want results anymore. They want to feel connected to a community."“The best coaches on earth aren’t always the most certified — they’re the ones who create real connection and inspire people to keep showing up"“The fortune is in the follow-up.”“Community is everything in boutique fitness because it keeps the experience personal."“There are a lot of things that aren’t our fault but are still our responsibility.”🔗 Links & ResourcesFollow Anthony Badalian on LinkedInCheck out STRIDE Fitness' website: stridefitness.com

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188: "Why Do We Feel Guilty Taking Rest Even When We Deserve It?" ft. Alli Murphy

3w ago00:18:51Tap to summarize

Erik and Alli get real about a form of guilt that shows up for high performers and solopreneurs: not only guilt about resting, but guilt about “adulting” not being productive too. They unpack why it happens, what “rest” actually means, and practical ways to give yourself permission without needing it to be earned first.🧭 Conversation HighlightsErik shares how, for him, taking time off can feel irresponsible because his livelihood depends on output, not just because work is demanding.Alli describes how guilt can attach to many non-work activities too, from laundry and meal prep to painting, reading, and even choosing to watch Netflix.They explore the idea of “permission” and how high achiever brains treat rest like something you must earn, not something you’re allowed to schedule.They land on practical experiments and language for rest, including naming an “operation off duty” block and matching rest types (social, physical, mental, sensory, creative, emotional, spiritual) 💡 Key TakeawaysGuilt around rest is often less about the task itself and more about the story your brain tells you about earning it.Rest is not one thing, and it helps to identify which type (social, sensory, creative, spiritual, etc.) actually recharges you rather than what merely feels like avoidance.If rest feels “lazy,” run it like an experiment: do it on purpose, notice what it does to your energy and creativity afterward.Sometimes the barrier is performance anxiety plus cultural conditioning about always being productive, not a lack of willpower.❓ Questions That MatteredWhat story am I telling myself that makes rest feel like irresponsibility?Where does my guilt show up outside of work, like with chores or leisure?What kind of rest am I actually needing right now (not just what feels like the least productive option)?Is this activity genuinely restorative, or is it dopamine fulfillment that I’m mixing up with recovery?🗣️ Notable Quotes“We spend a lot of time talking about clients’ struggles, and I’ll be honest, this is something I struggle with.”“We are not the same person… Netflix is a very different category than reading or painting to her.”“Experiment with it… Do the rest, and notice how you feel afterwards.”🔗 Links & ResourcesWatch ‘Lazy: A Manifesto’ on YouTubeListen To Other Episodes Co-Hosted With Alli

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187: "When Did Trust Between Patients and Physicians Begin to Break Down?" (reflections on Cameron Sabet)

3w ago00:11:27Tap to summarize

🧠 Erik’s TakeErik reflects on his conversation with Cameron Sabet—a 24-year-old medical student, researcher, venture capitalist, policy advisor, and entrepreneur whose ability to operate across multiple disciplines left a lasting impression.What stood out most wasn’t simply Cameron’s résumé or productivity. It was his intellectual flexibility.Throughout the conversation, Cameron repeatedly demonstrated the ability to hold competing truths simultaneously without collapsing into simplistic conclusions.That ability led Erik into deeper reflection around healthcare, institutional trust, capitalism, responsibility, and the increasingly fragmented nature of modern society.🎯 Top Insights from the InterviewThe Healthcare System Is Suffering From a Trust BreakdownOne of the biggest themes Erik pulled from the conversation was the growing erosion of trust between patients and physicians.Healthcare systems increasingly push physicians toward efficiency and volume, while patients simultaneously have access to endless streams of online information—both accurate and inaccurate.The result is a relationship that feels strained on both sides.Erik reflects on the idea that the physician-patient relationship itself may still be the most important ingredient in healthcare, but modern systems leave less and less room for trust to actually develop.Patients Also Carry Responsibility in the Trust CrisisA major realization for Erik was that responsibility doesn’t sit solely with institutions.Patients now allow journalists, influencers, social media algorithms, Substack writers, and content creators to occupy roles that physicians once held more exclusively.That doesn’t mean institutions deserve blind trust.But it does mean individuals carry responsibility for whom they allow to shape their worldview and healthcare decisions.Cameron’s Ability to Hold Multiple Truths SimultaneouslyOne of Erik’s biggest takeaways was Cameron’s unusual ability to explore competing ideas without collapsing into ideological rigidity.🧩 The Personal LayerWhat fascinated Erik most about Cameron wasn’t simply achievement.It was the combination of ambition, humility, curiosity, and openness.Despite operating at an unusually high level across medicine, business, journalism, and policy, Cameron consistently approached difficult topics with nuance rather than certainty.That left Erik reflecting on how rare it is to encounter someone who can simultaneously:Hold strong beliefsRemain intellectually curiousExplore opposing perspectivesStay grounded and human throughout the conversation🧰 From Insight to ActionPay attention to where institutional trust is breaking down in your own lifeBe intentional about whom you allow to shape your worldviewResist the urge to collapse complex issues into simplistic conclusionsPractice holding competing truths without immediately needing resolutionCreate more room for curiosity, nuance, and intellectual humility in difficult conversations🗣️ Notable Quotes“The institution of medicine is not aligned with the same set of incentives that the patient needs them to be.”“We have a responsibility for whom we choose to trust.”“Multiple things can be true at once.”“The system probably won’t fix itself.”“There’s phenomenal perspective and wisdom from a polymath 24-year-old that comes across in the most human way possible.”🔗 Links & ResourcesListen to Cameron Sabet's Episode

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186: "What Are the Real Reasons Healthcare Workers Leave? (reflections on Christopher Sund)

3w ago00:08:36Tap to summarize

🧠 Erik’s TakeAfter his conversation with Christopher Sund, Erik walked away thinking less about healthcare staffing—and more about systems.The healthcare industry is being squeezed from both sides at once: an aging population needs more care every year, while fewer people are entering the profession and more experienced workers are leaving it behind. That tension alone would be difficult enough, but layered on top are broken systems, growing bureaucracy, and environments that slowly disconnect caregivers from the reason they entered the field in the first place.What stood out most to Erik wasn’t just the scale of the staffing crisis. It was the humanity Chris brought to the conversation. Behind every “staffing shortage” is a person trying to balance meaningful work, exhaustion, family, purpose, and the emotional weight of caring for others.🎯 Top Insights from the InterviewHealthcare workers often leave because the systems surrounding care become overwhelming—not because they stop caring about people. AI and technology may remove friction, but they can also unintentionally push institutions to demand even more output. Great recruiters aren’t simply filling jobs—they’re helping shape some of the most important decisions people make in their lives. The future of healthcare may depend less on working harder and more on building systems that allow caregivers to stay human. 🧩 The Personal LayerOne part of the conversation hit especially close to home for Erik: watching his wife leave healthcare despite deeply loving the work itself.Like many caregivers, she entered medicine because she wanted to help people. But over time, the increasing demands, bureaucracy, and lifestyle pressures made the work unsustainable for that season of life.That reality reframed the issue for Erik. The problem isn’t a lack of compassionate people. The problem is often the environment they’re being asked to survive inside.🧰 From Insight to ActionLook closely at whether your systems are helping people succeed—or slowly burning them out. Don’t confuse efficiency with effectiveness. Faster isn’t always better. If you lead people, remember that human connection is rarely replaceable. The best organizations build systems that support both performance and humanity. 🗣️ Notable Quotes“It’s very rare for somebody to leave healthcare because they don’t like helping people.”“You don’t really get to take care of people anymore. You become a factory of visits.”“A recruiter is helping someone make one of the biggest decisions of their life.”🔗 Links & ResourcesListen to Christopher Sund's Episode

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185: Cameron Sabet: "The Real Breakdown Happening Inside Healthcare"

3w ago01:26:43Tap to summarize

Cameron Sabet operates at the intersection of medicine, venture capital, journalism, policy, and global public health—and somehow manages to connect all of them into one coherent worldview.In this conversation, Erik and Cameron explore the collapse of trust in healthcare, the unintended consequences of technology and social media, the loneliness epidemic, venture capital’s role in shaping human progress, and why human connection still sits at the center of medicine.They also dive into the future of AI in healthcare, the economics driving modern hospital systems, antimicrobial resistance, and what it actually takes to lead across multiple high-performance environments without burning out.👤 About the GuestCameron Sabet is an award-winning researcher working at the intersection of surgical outcomes, health policy, and medical data science.His work has been cited more than 10,000 times across over 100 peer-reviewed publications, including publications in Nature, JAMA, The Lancet and The BMJ.He is a senior collaborator on the IHME Global Burden of Disease Initiative, serves as Chief Strategy Officer for surgical AI company CardioVis, advises startups and policymakers, and hosts the leadership podcast Cutting to the Case, featuring notable guests such as Mark Cuban, the CEOs of Kaiser Permanente and Humana, and multiple United States Ambassadors.At just 23 years old, Cameron is also finishing medical school at Georgetown University.🧭 Conversation HighlightsWhy Cameron Rejects the Idea of a Single “North Star”. Cameron explains why he intentionally operates across multiple fields rather than committing his identity to one singular mission. For him, medicine, policy, journalism, and venture capital all strengthen one another.The conversation explores the growing collapse of trust between patients, physicians, insurers, and healthcare institutions. The result is a system where human connection is being compressed by economics and scale.Why Psychiatry May Survive the AI Shift Better Than Other Fields. Cameron believes many healthcare systems will use AI to increase physician volume rather than improve patient care. But psychiatry may be different.💡 Key TakeawaysLeadership across multiple domains requires systems, delegation, and trust—not superhuman productivityThe healthcare system’s trust crisis is deeply tied to misaligned incentives and loss of autonomyAI may improve healthcare administration, but human connection remains irreplaceable in fields like psychiatryVenture capital doesn’t just fund businesses—it shapes the future of human progress❓ Questions That MatteredWhat happens when physicians lose the time necessary to build trust with patients?Can healthcare systems ever fully align patient outcomes with financial incentives?What role should physicians play in journalism and public communication?Are we becoming culturally fragmented beyond repair?What does meaningful human connection look like in an algorithm-driven world?🗣️ Notable Quotes“As soon as you don’t share the wealth, you lose the magic of compound effort.”“A lot of policymakers are writing healthcare legislation without physician input.”“You have to sit with the patient. If you don’t sit with the patient for a long period of time, they won’t give you the information.”“People are so entrenched in their own frameworks for dissecting reality.”🔗 Links & ResourcesFollow Cameron on LinkedInCheck out Cameron's Website: www.cameronsabet.com

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184: Christopher Sund: "Is Healthcare Staffing Broken Beyond Repair?"

4w ago01:02:54Tap to summarize

Erik sits down with healthcare staffing leader Christopher Sund for a wide-ranging conversation about the future of healthcare, hiring, leadership, and AI.From staffing shortages and burnout to interviewing, recruiting, and organizational culture, Chris shares what he’s seeing firsthand from hospitals and healthcare systems across the country. The conversation explores why healthcare staffing challenges are bigger than most people realize, why great recruiters are really great listeners, and why technology may never replace the human side of care.They also dive into leadership, accountability, interviewing mistakes, and what actually makes someone a great fit inside an organization.👤 About the GuestChristopher Sund is the President and COO of Uniti Med and GQR Healthcare, a Maxwell Leadership Certified Speaker and Coach, and founder of Amplify Speakers. His work focuses on healthcare staffing, leadership, organizational growth, and helping companies build stronger teams and cultures.🧭 Conversation HighlightsWhy America’s healthcare staffing shortage is becoming a long-term structural problem The hidden challenges rural hospitals face when recruiting specialized talent How AI is helping healthcare workers reduce friction without replacing human care Why great recruiters need emotional intelligence—not just sales skills The biggest mistakes organizations make when interviewing candidates Why most companies aren’t actually recruiting—they’re just posting jobs How better hiring systems can improve retention and culture Why empathy alone isn’t enough to make someone an effective leader 💡 Key TakeawaysHealthcare demand is rising faster than the workforce can support. Burnout is often caused more by broken systems than by patients themselves. Technology can improve efficiency, but people still want human connection. Great interviewing is about uncovering traits—not just reviewing experience. The best recruiters help people move toward growth and fulfillment. Strong leadership requires balancing empathy with accountability. 🗣️ Notable Quotes“The best medicine can just be an employee making another person feel seen.” — Christopher Sund“A recruiter is helping someone make one of the biggest decisions of their life.” — Erik Berglund“Most healthcare needs aren’t going away. If anything, they’re growing exponentially.” — Christopher Sund“People leave when they stop feeling like they’re moving forward.” — Christopher Sund🔗 Links & ResourcesFollow Christopher Sund on LinkedInCheck out Uniti Med, one of Chris' companies: unitimed.com

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183: "Kids Are Intuitively Hacking AI With Their Voice, Not Their Keyboard" ft. Justin Coats

4w ago00:53:13Tap to summarize

Erik shares how he’s running a week-one “vibe coding” summer curriculum for his 10- and 7-year-old daughters using voice-first ChatGPT. He and Justin unpack what’s working, what friction to watch for, and how to think about learning, iteration, and human responsibility as AI becomes the new interface.🧭 Conversation HighlightsErik’s kids start with voice prompts to generate images, then turn them into stories and comic panels. When they hit “out of ideas,” they switch to a question-driven loop.Justin connects voice interaction to a future where typing may matter less, especially compared to the speed and friction adults experience when typing vs speaking.Erik explains how he designed the curriculum to teach creativity in steps: character ideas, then world-building and story arcs, then tools like Scratch.They debate “creation” and responsibility: Erik pushes that he created the curriculum using a tool, while Justin emphasizes co-creation language and the need to define responsibility clearly.💡 Key TakeawaysVoice-first prompting reduced friction and boosted creative iteration for kids, without requiring typing skills as a constraint.A curriculum that gives kids a narrative “vehicle” (character, world, arc) is more effective than letting them only “play” with the tool.Guardrails matter: AI should support thinking, questions, and drafts, but kids still need to physically do the writing to keep the skill building.Ownership and responsibility should stay human-centered until AI can be held accountable for outcomes, not just outputs.❓ Questions That MatteredWhat’s the right sequence for teaching kids creativity with AI tools so they don’t stall out at “what do I make?”How should adults think about the shift from typing to speaking as the primary interface with AI?Where do we draw the line between using AI as a thinking partner versus outsourcing the actual work (like story writing)?When AI helps generate curriculum or content, what does “created by” actually mean, and who is responsible for downstream impact?🗣️ Notable Quotes“There’s no wrong answers, there’s no test. It’s just… I come up with an idea, I see it.”“If you create your digital baby, you didn’t do any of those things. It has to go do those things on its own.”“It really seems like creativity tends to be a function of speed.”“Until I can hold the AI responsible for something it created, I’m not confident I could use the language that it created something.”🔗 Links & ResourcesListen To Other Episodes Co-Hosted With Justin

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182: "What is Being Hyper-Responsive Actually Costing You?" ft. Alli Murphy

4w ago00:18:12Tap to summarize

Erik and Alli dig into “invisible rules” that shape how we behave at work, especially the ones that reward constant availability and create anxiety. They compare examples from different cultures, then get practical about how to change the rules without triggering backlash, using shared wins and a trial mindset.🧭 Conversation HighlightsWhat starts as “being committed” at work often turns into guilt-based expectations like staying connected on vacation or responding immediately after hours.Some invisible rules are cultural, but many are reinforced by habits and performance anxiety that feel safe because they helped people earn promotions.Alli describes how effective change comes from running experiments, not making instant identity-level shifts, so your nervous system learns that “different” is safe.Erik emphasizes that changing norms requires influence, and that framing behavior changes around shared wins helps peers and leaders buy in.💡 Key TakeawaysInvisible rules can be both harmful and useful, depending on what they’re trying to solve and whether they’re implemented in a way that supports real outcomes.When you want to change an individual behavior, pair “who do I want to be?” with a time-limited experiment to gather data and reduce the fear of committing forever.For structural change (processes, cadence, meeting design), tie changes to shared wins so the organization understands the point.You usually cannot change these patterns in a vacuum. People are watching, so communicating clearly and aligning with outcomes is part of the leadership move.❓ Questions That MatteredAre these invisible rules actually cultural expectations, or are they performance anxiety patterns that individuals bring from previous environments?What are we trying to solve for when we enforce an availability expectation, and is timeliness the real driver?If I don’t do this, who do I think will be mad at me, and what does that reveal about the root consequence?How do I explain the behavior change so peers and my boss understand it as a shared win, not a personal preference?🗣️ Notable Quotes“When you start a new job, it's kind of like you're drinking from a fire hose.”“Doing something different is safe… you’re not just gonna talk yourself into one day waking up and being like, I lead differently now.”“It ended up being really well received, and I never went back to having meetings on Wednesdays.”🔗 Links & ResourcesListen To Other Episodes Co-Hosted With Alli

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180: "What If Your Team Already Knows What’s Broken, But Won’t Say It?" (reflections on Josh Frantz)

Jun 1900:08:56Tap to summarize

🧠 Erik’s TakeAfter reflecting on his conversation with Josh Frantz, Erik kept coming back to a deceptively simple idea: every company has hidden problems that leadership would absolutely want to solve — if they actually knew about them.The challenge isn’t just finding the problems. It’s creating an environment where people feel safe enough to tell the truth.What stood out most to Erik wasn’t the technology behind Blyndspot. It was the human reality underneath it. Employees often stay silent not because they don’t care, but because speaking up feels risky. Sometimes they fear blame. Sometimes they fear retaliation. Sometimes they fear making themselves obsolete.The real challenge for leaders, then, is psychological safety. Not performative safety. Real safety.Erik also found himself reflecting on how much organizational progress depends on workflow clarity. Most companies still don’t truly understand how work gets done inside their business — especially all the unofficial workarounds employees create to keep broken systems functioning. As AI adoption accelerates, that lack of workflow clarity may become one of the greatest bottlenecks companies face.🎯 Top Insights from the InterviewPsychological Safety Must Be EarnedLeaders can’t simply claim feedback is safe. Employees need evidence that honesty won’t be punished — and that their ideas will actually be heard.Anonymous Feedback Changes Behavior. True anonymity increases both participation and honesty. The moment employees believe leadership can identify them, the quality of feedback changes dramatically.Closing the Loop Builds Trust. If employees share feedback and never hear what happened next, participation dies. Acknowledgment matters almost as much as action itself.Workflow Is Becoming the Competitive Edge. AI can only improve systems companies actually understand. Most organizations still lack clarity around how work truly happens at the operational level.🧩 The Personal LayerOne of the ideas Erik kept wrestling with after the interview was how emotionally difficult it can be for leaders to admit there are problems inside their company they don’t fully understand yet.That admission requires humility.It also requires confronting the uncomfortable reality that employees may already know what’s broken — and may have known for a long time.Erik reflected on how many organizations unintentionally train employees to stay quiet. Sometimes through fear. Sometimes through inaction. Sometimes simply by asking for input and then disappearing without responding.The conversation also reinforced something Erik deeply believes about leadership: trust is built behaviorally, not rhetorically. Leaders don’t create safety by saying “my door is always open.” They create it by consistently responding to truth without punishment.🧰 From Insight to ActionAudit where feedback currently dies inside your organization. Ask yourself whether employees genuinely believe it’s safe to speak honestly. Create visible follow-through when employees share ideas or concerns. Clarify workflows before trying to automate them with AI. 🗣️ Notable Quotes“There are problems that exist in your company that if you knew about them, you would take action.”“Your people don’t want to tell you.”“You’re going to have to work really hard to build psychological safety.”“Workflow is now king.”“You can’t automate what you don’t already know how to do.”🔗 Links & ResourcesListen to Josh Fratz's episode

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All episodes

190: Scott Crabtree: "What Google Found In Project Aristotle That Changes How You Lead Teams"

189: Anthony Badalian: "Why Is Fitness So Hard to Sell When Everyone Needs It?"

188: "Why Do We Feel Guilty Taking Rest Even When We Deserve It?" ft. Alli Murphy

187: "When Did Trust Between Patients and Physicians Begin to Break Down?" (reflections on Cameron Sabet)

186: "What Are the Real Reasons Healthcare Workers Leave? (reflections on Christopher Sund)

185: Cameron Sabet: "The Real Breakdown Happening Inside Healthcare"

184: Christopher Sund: "Is Healthcare Staffing Broken Beyond Repair?"

183: "Kids Are Intuitively Hacking AI With Their Voice, Not Their Keyboard" ft. Justin Coats

182: "What is Being Hyper-Responsive Actually Costing You?" ft. Alli Murphy

180: "What If Your Team Already Knows What’s Broken, But Won’t Say It?" (reflections on Josh Frantz)