The Sticky From The Inside Podcast

We all get stuck. Even smart, capable, high-performing people. Not because we lack ideas or intelligence, but because pressure narrows our thinking. When stress kicks in, our survival brain takes over. And while that part of the brain is brilliant at keeping us alive, it’s not always great at helping us succeed. In this episode of Sticky From The Inside, Andy Goram sits down with Mitch Weisburgh, creator of the Mind Shifting method, to explore what really happens when we slip into reactive, limbic-mode thinking and how to deliberately move back into a calmer, more resourceful state. Mitch breaks down the difference between the survival brain and the higher-order, prefrontal cortex. He explains why certainty can be a warning sign, how stress hormones shut down curiosity and empathy, and what we can do in the moment to shift from reaction to response. This isn’t about mindset hacks. It’s about understanding your own operating system and learning how to stop your brain sabotaging your success. If you care about personal growth, fulfilling work, and staying resourceful under pressure, this one’s for you. ----more---- Key Takeaways Your brain defaults to survival. The limbic system reacts in milliseconds, often before logic gets a say. Certainty can be a warning sign. When you’re absolutely sure of something, you may already be in survival mode. The pause is powerful. Self-awareness, internal dialogue, and changing focus can help flush stress hormones and restore clarity. Success requires shifting, not striving harder. Resourcefulness comes from accessing curiosity, empathy, and long-term alignment, not gripping tighter. ----more---- Key Moments The key moments in this episode are: 0:01:16 – Why smart people still get stuck 0:03:14 – Meet Mitch Weisburgh and the Mind Shifting mission 0:10:06 – Why resourcefulness, resilience and collaboration matter 0:15:59 – The survival brain vs the prefrontal cortex 0:19:35 – The decision is made before the logic arrives 0:20:24 – The crux of mind shifting explained 0:21:18 – From reaction to calmer, reasoned response 0:23:23 – The pause: breath, focus and resetting 0:26:54 – Using visualisation to get unstuck 0:38:09 – Working with triggering people 0:42:29 – Three Sticky Notes for staying resourceful ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Mitch Weisburgh on LinkedIn here Find Mitch's Mind Shifting Blog here Find Mitch's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Did remote and hybrid working really break your culture, or did they simply expose what was already fragile? In this episode, Andy Goram sits down with Ellie Holbert, founder of Impact Advisory Services, to challenge one of the most common narratives in modern leadership. When teams went remote or hybrid and performance dipped, trust wobbled and misunderstandings grew, many leaders blamed distance. But Ellie argues something far more uncomfortable: remote didn’t create dysfunction, it revealed it . Together they explore the neuroscience of ambiguity, why unclear systems trigger threat responses in the brain, and how leaders often misinterpret perfectly human reactions as performance problems. You’ll hear why a lack of clarity around roles and “definition of done” drives behaviours that frustrate leaders and what to do instead . Most powerfully, Ellie shares a case study where addressing simple team fundamentals transformed performance from a 2.4 to a 4.8 team health score in eight weeks, delivering zero regrettable turnover, a critical project six months early, and a 45x return on investment. This isn’t an episode about remote versus office. It’s about clarity versus assumption. Systems versus personalities. And leadership that unlocks value already sitting inside your team. ----more---- Key Takeaways Remote and hybrid exposed fragile systems. Distance removed the informal cues that were masking ambiguity. Ambiguity triggers threat, not laziness. Feedback-seeking behaviour is often a signal the system lacks clarity. Clarity reduces friction and unlocks performance. Shared roles and a defined “definition of done” dramatically improve team effectiveness. Fixing fundamentals delivers serious ROI. From 2.4 to 4.8 in eight weeks. $4.5 million of added value and a 45x return. ----more---- Key Moments The key moments in this episode are: 0:01:11 – Did Remote and Hybrid Break Culture? 0:06:04 – Remote Revealed Gaps That Were Already There 0:07:26 – Culture Is “How We Get Work Done Around Here” 0:08:06 – Why Hybrid and Remote Reduce Communication Signals 0:10:23 – The Neuroscience of Ambiguity and Threat 0:23:14 – When Ambiguity Drives Feedback-Seeking Behaviour 0:23:38 – The Power of a Shared Definition of Done 0:30:14 – A Team in Crisis: Starting at 2.4 Out of 5 0:32:15 – From 2.4 to 4.8: Unlocking Hybrid and Remote Team Performance 0:33:53 – The 45x Return on Clarity and Leadership 0:42:30 – Three Fundamentals for Stronger Hybrid Leadership ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Ellie Holbert on LinkedIn here Find the team effectiveness assessment tool here ----more---- Full Episode Transcript Get the full transcript of the episode here

Pressure at work feels higher than ever. Change is constant, expectations are relentless, and leaders are often told they simply need to be more “resilient”. But what if resilience isn’t about coping, endurance, or pushing through at all? In this episode of Sticky From The Inside, Andy Goram is joined by Russell Harvey, often known as "The Resilience Coach", to explore a far more human take on resilience. One that places leadership behaviour and the manager–employee relationship right at the centre of the conversation. Russell reframes resilience as springing forward with learning, not bouncing back to how things used to be. Together, they unpack why people’s experience of pressure and change is shaped far less by big organisational strategies and far more by how their line manager shows up day-to-day. They discuss what resilient leadership actually looks like in practice, why “shut up and move on” cultures are so damaging, and how optimism, grounded firmly in reality, can help people face difficult situations without pretending everything is fine. If you care about performance, wellbeing, and creating workplaces where people can genuinely say “I’m okay”, this conversation is a powerful reminder that resilience starts with relationships. ----more---- Key Takeaways Resilience isn’t coping, it’s learning. Russell reframes resilience as springing forward with learning, not enduring more or bouncing back to how things used to be. Leadership behaviour shapes resilience more than strategy. People experience pressure and change through how their manager shows up day-to-day, not through lofty organisational initiatives. Line managers aren't responsible for other people’s happiness, but they hugely influence it. An individual’s ability to say “I’m okay” at work is strongly shaped by the quality of their relationship with their manager. Optimism is a leadership skill, not forced positivity. Grounded, realistic optimism helps people face hard truths without slipping into denial or despair. ----more---- Key Moments The key moments in this episode are: 0:01:16 – Pressure, burnout and why resilience gets misunderstood 0:02:57 – Why managers shape how work really feels 0:09:27 – Defining resilience as springing forward with learning 0:12:01 – The three things resilient leaders are responsible for 0:14:25 – The disproportionate power of the line manager relationship 0:18:00 – Optimism vs toxic positivity 0:22:43 – Recovery, resilience and the danger of “shut up and move on” 0:26:18 – How personal resilience gives leaders the confidence to challenge upwards 0:30:00 – Why resilience shouldn’t feel like ‘one more thing to do’ 0:36:40 – How resilience builds the confidence to challenge unsustainable systems 0:41:45 – Sustainable work practices as a leadership responsibility 0:47:08 – Russell Harvey’s Sticky Notes ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Russell Harvey on LinkedIn here Find the Russell's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

We all start life curious. Asking questions. Exploring. Wondering why. Yet somewhere along the way — especially at work — curiosity can begin to fade. Not because we stop caring, but because we’re rewarded for certainty, speed, and having the answers. In this episode of Sticky From The Inside, Andy Goram is joined by leadership strategist, researcher, and TEDx speaker Dr Debra Clary to explore why curiosity isn’t a “nice-to-have”, it’s a leadership superpower. Drawing on decades of experience inside global organisations like Frito-Lay, Coca-Cola, Jack Daniel’s, and Humana, Debra shares why curiosity can be learned, measured, and deliberately strengthened. Together, they unpack how curiosity drives performance, engagement, trust, and better decision-making — and why leaders who stop asking questions often unintentionally shut others down. They also explore Debra’s research-backed Curiosity Curve, the four drivers of optimal curiosity, and why curiosity matters even more in a fast-moving, AI-driven world. If you care about building teams where people feel seen, heard, and able to contribute, this conversation will change how you think about leadership. ----more---- Key Takeaways Curiosity is learned, not innate. Debra’s research shows curiosity can be developed, measured, and strengthened at every level. Certainty kills contribution. When leaders prioritise speed and answers over questions, they unintentionally shut people down. Great leaders play the long game. Asking questions builds confidence, capability, and future leaders — not just short-term efficiency. Curiosity is a human advantage in the AI age. AI delivers answers; humans still need to ask the right questions and apply discernment. ----more---- Key Moments The key moments in this episode are: 01:11 – Why curiosity is natural — and why it matters at work 07:57 – “Can curiosity be learned?” The question that changed everything 10:54 – What an Italian train journey taught Debra about certainty 13:36 – “Curiosity killed the cat” — the part we all missed 17:41 – Why disengaged employees feel unseen and unheard 26:15 – The Curiosity Curve explained 34:30 – Why senior leaders score higher on curiosity 38:51 – Curiosity, AI, and discernment 42:49 – Debra’s 3 Sticky Notes for curious leadership ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr Debra Clary on LinkedIn here Follow Dr Debra Clary on Facebook here Follow Dr Debra Clary on YouTube here Find the Dr Debra Clary's website here Find The Curiosity Curve here ----more---- Full Episode Transcript Get the full transcript of the episode here

Leadership training is rarely short on inspiration, but it’s often short on impact. In this episode of Sticky From The Inside, Andy Goram is joined by Dr Jenn Yugo, Managing Director of Corvirtus and an industrial–organisational psychologist, to explore why so much leadership training fails to create lasting behaviour change. Jenn explains that the problem isn’t motivation, effort, or even the quality of the training itself. It’s that organisations treat behaviour change as a one-off learning event rather than a system supported by environment, habits, identity and social reinforcement. Together, Andy and Jenn unpack what the science of behaviour change actually tells us, from the forgetting curve and feedback loops, to the powerful role of values, authenticity and team involvement. This conversation challenges the idea that leaders need to “do more”, and instead reframes leadership growth as doing things differently, consistently, and together. If you’ve ever wondered why great leadership intentions fade once people return to the day job, this episode offers a grounded, human, and evidence-based answer. ----more---- Key Takeaways One-off learning moments aren’t enough. The forgetting curve shows how quickly knowledge fades without reinforcement. Leadership training isn’t a motivation problem, it’s a behaviour change problem. Jenn reframes development as sustained behavioural shift, not information intake. Environment beats willpower. Feedback loops, systems and social support matter more than personal discipline. Lasting change is social, not solo. Leaders who involve their teams in their development see far greater impact over time. ----more---- Key Moments The key moments in this episode are: 01:11 – Why Leadership Training Creates Energy but Rarely Lasts 03:52 – Introducing Jenn Yugo and Her Work in Behavioural Psychology 06:20 – Moving from Academia to Business: Applying Behavioural Science at Work 09:15 – Leadership Development as a Behaviour Change Challenge 13:10 – The Science Behind Why Training Is Quickly Forgotten 16:40 – Why Leaders Blame Themselves When Change Doesn’t Stick 20:05 – The Role of Environment, Feedback Loops and Daily Systems 24:10 – Values, Identity and Authenticity in Leadership Behaviour Change 28:40 – Involving Teams in Leadership Development to Reinforce Change 32:55 – Open Learning, Peer Connection and Cross-Organisational Insight 37:15 – Designing Leadership Development as a Journey, Not an Event 42:10 – Sustaining Behaviour Change Through Habits, Nudges and Measurement ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr Jenn Yugo on LinkedIn here Find the Corvirtus website here ----more---- Full Episode Transcript Get the full transcript of the episode here

What if the real reason we’re overwhelmed isn’t the volume of work we’re facing — but the fact we’ve lost sight of what really matters? In this episode of Sticky From The Inside, Andy is joined by coach, author and founder of On The Up Consulting, Julia Wolfendale, to explore the rising tide of overwhelm affecting leaders, teams and everyday life. Julia has coached hundreds of leaders, and her book Five Ways to Focus feels more relevant than ever in a world that’s always on, overstimulated, and full of competing demands. Together they unpack why overwhelm hits even the most capable people, how fear quietly drives busyness, and why we often underestimate our capacity while overestimating the workload ahead of us. Julia introduces her powerful Five Motivational Drivers: freedom, fulfilment, fellowship, finance and kudos; a simple lens that helps people understand what they’re really seeking, and what they should prioritise next. If you’re feeling stretched, stuck or fizzing with that nervous-system overload Julia describes, this conversation offers a calm, practical reset. Five ideas. Five drivers. And a way of getting life and leadership back on the up. ----more---- Key Takeaways Overwhelm is less about volume and more about clarity. People often know what needs doing but lack the focus to start. Overwhelm grows when we lose sight of our capacity and what truly matters. Fear quietly drives busyness and self-worth gets tied to doing. Julia highlights how fear-based behaviour makes people equate being busy with being valuable, trapping them in cycles of overwork. The Five Motivational Drivers help us re-centre our priorities. Freedom, fulfilment, fellowship, finance and kudos offer a simple way to understand what you’re really seeking and why certain tasks feel heavy or draining. Time expands when we regain perspective and shrinks when overwhelmed. Julia’s Five Time Frames tool (2 hours, 24 hours, week, month, 3 months) helps recalibrate our sense of time and focus on what’s actually achievable. ----more---- Key Moments The key moments in this episode are: 1:10 – Setting the Scene: Why Overwhelm Is Everywhere Today 3:53 – Meet Julia Wolfendale & Her Mission to Tackle Overwhelm 5:18 – The Overstimulated, Always-On World We’re Struggling to Navigate 8:28 – What Overwhelm Really Feels Like: Capacity, Volume & Nervous-System Load 11:39 – Fear, Busyness and the Self-Worth Trap 15:02 – Introducing the Five Motivational Drivers 20:59 – When Intentions Don’t Match Behaviour: Freedom vs Control 24:23 – How Overwhelm Warps Our Sense of Time 27:29 – Scheduling Everything: A Practical Way to Regain Focus 29:03 – Ideas vs Actions: The Two-List Clarity Tool 33:00 – Momentum, Micro-Actions and the Power of Breaking Things Down 43:59 – Julia’s Three Sticky Notes for Beating Overwhelm ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Julia Wolfendale on LinkedIn here Find the On The Up Consulting website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Looking back over the past year, you might be struck by the sheer volume of stories about hybrid working, burnout, trust, AI and economic pressure. But when you step back and consider them together, a much clearer picture emerges. One that reveals the deeper forces shaping how people feel about work, and what leaders will need to pay attention to in 2026. In this special solo episode of Sticky From The Inside, Andy Goram explores the underlying currents that sit beneath the headlines. Yes, we talk about return-to-office tensions, the rise in burnout, and AI’s quiet spread across workplaces. But these aren’t isolated issues. They’re connected, and they’re telling us something important about the state of work today. Drawing on a year of cultural insights, research and real-world observations, Andy introduces five forces he believes will shape engagement, culture and leadership in the year ahead. From the growing urgency around work design, to the shift from engagement as feedback to engagement as shared power, to the rising importance of trust, human-fluent AI leadership, and belonging as a stabilising force. If you’re leading people, shaping culture, or simply trying to make work a healthier, more human experience, this episode offers a grounded and connected view of what’s really happening and why leaders can’t afford to think about these forces in isolation. ----more---- Key Takeaways Work Design becomes a core leadership discipline. Sustainable performance will depend less on location and more on designing work that people can realistically deliver without burning out. Engagement shifts from measuring feelings to sharing power. People want influence, not just surveys. Organisations that involve employees meaningfully will see stronger commitment and trust. Trust becomes the currency of effective leadership. In an environment of economic squeeze and organisational change, trust is fragile — and leaders will need to earn it through clarity, consistency and honesty. Leaders must be both AI-literate and human-fluent. AI is entering the workplace faster than governance can keep up. The leaders who succeed will understand technology and know how to support people through it. Belonging and psychological safety become strategic stabilisers. In pressured systems, belonging is not a soft concept, it’s the foundation for resilience, creativity and high performance. ----more---- Key Moments The key moments in this episode are: 0:01:13 – Looking back to understand the year ahead 0:02:04 – Why the headlines don’t tell the full story 0:03:01 – The workplace stories shaping today’s backdrop 0:06:17 – Engagement falls, burnout rises, and tolerance shifts 0:09:24 – Trust under pressure and the rise of employee voice 0:12:56 – AI adoption grows from the bottom up 0:16:09 – Economic pressures and their cultural impact 0:21:10 – Introducing the five forces shaping 2026 0:21:23 – Force One: Work design steps into the spotlight 0:22:30 – Forces Two to Five: Power, trust, AI and belonging 0:27:07 – A challenge for leaders in the year ahead ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Gallup State of the Global Workforce here Read Inspiring Workplaces' take on the survey here Read The Autonomy Institute's piece on the 4-Day Week here Read The Guardian's piece on the 4-Day Week here Read Microsoft's view on AI at work here Read Peoplescout.com's article on Mental Health at work here ----more---- Full Episode Transcript Get the full transcript of the episode here

In a world where AI can write, speak and even imagine on our behalf, what does it really mean to understand human stories? In this episode, Andy Goram is joined by James Warren, founder and CEO of Share More Stories and the team behind SEEQ, a platform that helps organisations read, interpret and quantify the emotional depth inside customer and employee experiences. James argues that stories aren’t just communication, they’re how we form relationships, build community and create meaning. They’re emotional code. And if leaders can learn to listen properly, stories reveal the truth people often can’t or won’t put in a survey. Together, Andy and James explore how AI can help leaders understand thousands of stories at scale without replacing or sanitising the human heart behind them. They get into the nuance of emotional data, connection, belonging, trust and the danger of letting machines fabricate “ideal employees” through synthetic responses. It’s a conversation about preserving humanity in an increasingly machine-shaped world and why the future belongs to leaders who combine technology with vulnerability, deep listening and genuine openness to the stories their people share. ----more---- Key Takeaways Stories reveal emotional truth leaders can’t get from surveys. Stories contain emotional “code” that shows what people value, fear and hope for. Connection creates a shared “we”, the foundation of real change. Without connection, organisational change becomes something leaders do to people, not with them. AI can scale human understanding, but it must not replace humans. SEEQ helps reveal emotion in stories at scale, but synthetic data crosses an ethical line. Human nuance matters more than ever in an AI-shaped future. Imperfection, emotion and authenticity are trust signals machines can’t replicate. ----more---- Key Moments The key moments in this episode are: 0:01:26 – Stories in a machine-shaped world 0:03:39 – Meet James Warren 0:05:16 – Why stories explain the “why” behind experiences 0:06:06 – Storytelling as human survival & connection 0:08:14 – Humanity, belonging and collective wisdom 0:11:59 – Navigating change with empathy and clarity 0:18:24 – Connection and the power of “We” 0:19:49 – SEEQ and quantifying emotional data 0:32:59 – The meaning layer: why emotion matters 0:34:24 – Imperfection, realism and trust 0:41:52 – AI, nuance and future guardrails 0:44:15 – Synthetic data and ethical boundaries 0:46:42 – James’s 3 Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow James Warren on LinkedIn here Find the Share More Stories website here ----more---- Full Episode Transcript Get the full transcript of the episode here

When you’ve lived through Hollywood blockbusters and Silicon Valley start-ups, you collect a few lessons about focus, fear and meaning. In this episode, Andy Goram talks with Steven Puri, founder of The Sukha Company, about the link between creativity, purpose and deep work. Steven’s career has spanned DreamWorks, Fox and tech ventures — but today his focus is on something subtler: helping people find ease and meaning in what they do. This conversation isn’t about hacks or hustle. It’s about what really drives us — why we work, how fear holds us back, and how we can find the calm, creative flow that comes when purpose and focus align. Warm, honest and deeply human, it’s an episode about living — and working — with Sukha. ----more---- Key Takeaways Purpose gives depth to performance. Before chasing productivity, ask why you want to perform. Meaning drives mastery. Leadership is about drawing out greatness. Managers track tasks; leaders help people shine. Fear blocks flow. Psychological safety frees creativity and purpose. Sukha means alignment, not effort. Ease and joy appear when you’re doing the work you’re meant to do. ----more---- Key Moments The key moments in this episode are: 0:01:17 – Purpose, Fear and Flow: An Unplanned Conversation 0:05:01 – The Story Behind The Sukha Company 0:08:25 – The Customer Who Defined Sukha 0:14:45 – Leadership and Drawing Out Greatness 0:17:48 – Fear, Failure and the Role of Psychological Safety 0:21:09 – Lessons from Spielberg: The Best Idea Wins 0:25:01 – Meaning, Emotion and Purposeful Work 0:33:12 – Living with Intention, Flow and Focus 0:44:55 – Steven’s Three Sticky Notes of Advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Steven Puri on LinkedIn here Find the Sukah Company website here ----more---- Full Episode Transcript Get the full transcript of the episode here

From a bamboo house in rural Indonesia to the boardrooms of Asia, Dona Amelia’s journey is nothing short of extraordinary. Now an international keynote speaker, Harvard-trained leadership specialist, and co-founder of EGN Singapore, Indonesia and Malaysia, she brings a rare blend of performance, psychology, and purpose to the way she helps leaders grow. In this episode, Dona joins Andy Goram to explore holistic purpose-driven leadership — a style that balances high performance with humanity. She shares how her early life shaped her belief in service, generosity, and resilience, and how those lessons now inform her work helping senior leaders stay authentic, grounded, and connected — even in high-pressure, high-stakes environments. Dona also explains her own DONA Framework, which blends Purpose, Presence, People, and Performance, and the role of vulnerability in transforming leadership cultures from the inside out. It’s an inspiring reminder that great leadership isn’t just about what you achieve — it’s about who you are while achieving it. ----more---- Key Takeaways Leadership starts with purpose. Dona’s journey shows that clarity of purpose gives strength and direction in every challenge. Serve before you lead. True leadership is about helping others succeed — not just performing well yourself. Vulnerability is strength. Being open about struggle builds trust and invites authenticity in others. Presence and people go hand in hand. Balancing focus on performance with genuine care for people creates lasting success. ----more---- Key Moments The key moments in this episode are: 0:01:10 – From Bamboo House to Boardroom: Meet Dona Amelia 0:03:37 – Early Lessons in Purpose, Resilience and Service 0:10:27 – What Childhood Taught Her About Giving and Gratitude 0:15:07 – The Entertainment Years: Learning Performance and Presence 0:22:30 – Pivoting from Stage to Leadership Coaching 0:34:29 – The D.O.N.A. Framework (Dreams, Opportunity, Never give up, Action). 0:37:31 – “4P+E” (Pray/centre, Prepare, Practice, Perform + Evaluate) & “action 200%”. 0:40:02 – What holistic leadership looks like in practice 0:46:09 – Balancing people care and KPIs: why performance follows wellbeing. 0:47:42 – Dona’s 3 Sticky Notes of Advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dona Amelia on LinkedIn here Follow Dona Amelia on Instagram here Follow Dona Amelia on Facebook here here Find the EGN website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Change is rarely just a rational process — it’s an emotional journey. In this episode of Sticky From The Inside, I’m joined by John Fisher, business psychologist, constructivist thinker, and creator of the Fisher Change Curve. His model goes beyond the Kubler-Ross grief curve to capture the messy, shifting emotions people actually experience during change, from anxiety and fear, to guilt, confusion, and eventual acceptance. We explore why organisations so often mishandle change, the crucial difference between self-initiated and imposed change, and the role of emotional triggers like SCARF. John also shares practical ways leaders can support their teams and themselves through uncertainty, plus his three Sticky Notes of advice for navigating change with confidence and compassion. ----more---- Key Takeaways Change is emotional, not just rational. People experience fear, guilt, and confusion — not just a neat process plan. Kubler-Ross isn’t enough. Grief stages don’t capture the nuance of organisational or self-initiated change. Small wins create momentum. Celebrating quick wins helps rebuild confidence and reduces resistance. Leaders must engage with honesty. Open conversations, empathy, and clarity move teams from compliance to commitment. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Why change is never just a process problem 0:05:57 – Meet John Fisher: from radar systems to psychology 0:08:22 – Why the emotional side of change matters 0:11:35 – Constructivism and interpretation in change 0:14:22 – Do we treat change differently at work than in life? 0:17:05 – Self-initiated vs imposed change: why control matters 0:21:09 – Why Kubler-Ross isn’t enough for organisational change 0:24:03 – Introducing the Fisher Change Curve 0:27:58 – Stages of the curve: from anxiety to acceptance 0:34:53 – Quick wins, small steps, and sustainable change 0:36:39 – SCARF triggers and why leaders misjudge readiness 0:41:36 – Practical advice: honesty, engagement, and WIIFM 0:45:28 – John’s three Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow John Fisher on LinkedIn here Find the C2D website here   ----more---- Full Episode Transcript Get the full transcript of the episode here

Imagine walking into a locker room just moments after a crushing defeat. Players are angry, deflated, maybe even in tears — and then a sideline reporter steps up and asks the question nobody wants to hear. That’s where Emmy Award-winning sports broadcaster and communications coach Jen Mueller thrives. With 25 years in Sports Journalism, covering high profile sports teams such as the Seattle Seahawks and Mariners, and as founder of Talk Sporty to Me, Jen has mastered the art of having tough conversations under pressure. In this episode of Sticky From The Inside, Jen reveals what leaders can learn from the sports world about facing into tough conversations with clarity, honesty, and respect. From avoiding false praise to creating psychological safety, she shares practical tools to help managers and teams tackle difficult moments without damaging trust. ----more---- Key Takeaways Avoidance erodes trust. Not having tough conversations leaves people guessing — and usually assuming the worst. Be honest with praise. Empty compliments damage credibility; accurate feedback builds respect. Clarity reduces fear. Preparation and specific goals make difficult conversations easier and more effective. Respect the person. Tough moments handled with care can strengthen relationships, not break them. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Why tough conversations matter more than ever in leadership 0:02:43 – Meet Jen Mueller: Emmy-winning sports journalist and communications coach 0:05:19 – From the side lines to the office: lessons from 25 years in sport 0:09:27 – Why leaders avoid tough conversations (and the cost of silence) 0:15:04 – The danger of false praise and how it kills credibility 0:21:14 – “If you’re not willing to have that conversation, you lose trust” 0:26:41 – Clarity, preparation, and why leaders shouldn’t “wing it” 0:32:38 – Respect, emotions, and reading the room under pressure 0:38:16 – Turning tough conversations into relationship-building moments 0:43:55 – Jen’s three Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Jen Mueller on LinkedIn here Follow Jen Mueller on Instagram here Follow Jen Mueller on X here here Find the "Talk Sporty To Me" website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Empathy is often described as a “soft skill” — something nice to have, but not essential for business. But what if we’ve been thinking about it all wrong? In this episode of Sticky From The Inside, I’m joined by Dr. Melissa Robinson-Winemiller — TEDx speaker, executive coach, host of The Empathic Leader podcast, and author of The Empathic Leader: How EQ via Empathy Transforms Leadership for Better Profit, Productivity, and Innovation. Melissa introduces the idea of practical empathy — empathy as a skill you can develop, measure, and apply every day. We explore why empathy starts at home with self-empathy, the leadership keystone. She explains how reflection and awareness drive better leadership decisions, and why empathy and judgment cannot exist in the same space. Along the way, Melissa shares personal stories, research insights, and practical steps leaders can use to build cultures that are more innovative, more productive, and more human. ----more---- Key Takeaways Self-empathy is the keystone. Leaders can’t show empathy for others if they don’t first understand and connect with themselves. Reflection builds awareness. Daily self-reflection and awareness of impact create the foundation for better decisions and relationships. Empathy is a skill, not fluff. Practical empathy is skills-based, data-driven, and outcomes-oriented — not just “being nice.” Empathy and judgment can’t coexist. Removing judgement opens the door for leaders to grow, connect, and build trust. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Why empathy matters more than ever in leadership 0:02:45 – Meet Dr. Melissa Robinson-Winemiller: researcher, coach, author 0:05:26 – A career unravelled: when organisations show no empathy 0:07:05 – What Melissa means by “practical empathy” 0:09:43 – Can empathy be learned, or is it innate? 0:12:30 – Defining self-empathy: the leadership keystone 0:16:27 – The role of judgment and why it blocks empathy 0:22:09 – The path to building self-empathy: reflection, awareness, empathy 0:30:28 – How self-empathy leads to corrective action and growth 0:36:38 – Performative empathy: why saying it isn’t enough 0:41:56 – The business case: empathy’s impact on profit, productivity, and innovation 0:45:51 – Melissa’s three Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr. Melissa Robinson-Winemiller on LinkedIn here Find the EQ via Empathy website here Listen to The Empathic Leader Podcast here Get "The Empathic Leader" book here ----more---- Full Episode Transcript Get the full transcript of the episode here

Strong business relationships don’t happen by accident — they’re built with intention, consistency, and genuine care. In this episode of Sticky From The Inside, I’m joined by Brad Englert, business advisor, former CIO at the University of Texas, and author of Spheres of Influence: How to Create and Nurture High-Quality Connections. Brad shares the three keys to build strong business relationships that last. Drawing on decades of leadership experience and client work, he explains how these principles work in practice and why so many leaders unintentionally undermine their relationships by skipping them. We explore real-world stories of trust, missteps, and turning points — from leading complex change to creating partnerships that stand the test of time. Whether you’re managing stakeholders, working with clients, or leading a team, Brad’s approach will help you build stronger, more mutually beneficial relationships that drive results. ----more---- Key Takeaways Relationships need intention. Strong partnerships aren’t built on chance — they’re created with purpose and consistency. Know their goals. Understanding someone’s aspirations is the first step to earning trust and creating value. Set clear expectations. Misunderstandings shrink when everyone knows what’s expected from the start. Care about their success. Genuine care turns transactions into long-term, mutually beneficial relationships. ----more---- Key Moments The key moments in this episode are: 0:01:10 – Welcome and why relationships matter now 0:03:25 – Meet Brad Englert: advisor, former CIO, author of Spheres of Influence 0:04:08 – From CIO to advisor: lessons that shaped Brad’s approach 0:09:40 – Partnerships and trust: the foundation of strong relationships 0:15:38 – When ‘selling’ erodes trust (and what to do instead) 0:19:38 – Building relationships with intention inside complex organisations 0:26:04 – A simple system to stay connected and build strong business relationships 0:33:25 – Where to start when you’re early in your career or lack influence 0:35:32 – When relationships go wrong: how to reset and repair 0:49:25 – Brad's 3 Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Brad Englert on LinkedIn here Find the 3 offers on Brad's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

In this episode of Sticky From The Inside, I speak with Dr. Jo Burrell, Chartered Psychologist, Co-Founder of Ultimate Resilience, and named on HR Magazine’s “HR Most Influential Thinker” list. Jo has just completed a survey of nearly 1,500 HR practitioners — and the findings are a wake-up call for organisations everywhere. The results? High levels of stress, exhaustion, and burnout across HR teams. These are the very people responsible for safeguarding the physical and mental health of the workforce — yet many are running on empty themselves. We explore why HR’s wellbeing is a business-critical issue, the case for HR Supervision, the stigma around showing emotion at work, and how leaders can build psychologically safe workplaces for all. ----more---- Key Takeaways HR is in crisis. Jo’s survey of nearly 1,500 HR practitioners reveals widespread stress, burnout, and exhaustion. When HR suffers, so does everyone else. The wellbeing of HR teams underpins the success of all workplace wellbeing strategies. Supervision is a lifeline. HR Supervision offers a safe space to protect and strengthen those responsible for supporting others. Emotion isn’t weakness. Tackling the stigma around showing emotion is key to building psychologically safe workplaces. ----more---- Key Moments The key moments in this episode are: 0:01:10 – HR Crisis Behind Workplace Wellbeing 0:03:44 – Meet Dr. Jo Burrell and today’s focus on HR wellbeing 0:04:15 – Jo’s background and the work of Ultimate Resilience 0:08:25 – The Rachel Reeves moment: why visible emotion hit a nerve 0:11:55 – Why emotion gets judged at work (and what that does to trust) 0:20:16 – Survey spotlight: HR practitioners on stress and wellbeing 0:21:17 – Burnout and anxiety rates vs the general population 0:30:33 – What is HR Supervision? Scope, purpose, and value 0:33:32 – How supervision strengthens HR decision‑making and wellbeing 0:49:25 – Jo's 3 Sticky Notes of advice ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Dr. Jo Burrell on LinkedIn here Find the Ultimate Resilience website here ----more---- Full Episode Transcript Get the full transcript of the episode here

What if the reason someone has struggled at work for years isn’t down to effort, ability, or attitude… …but because they’ve unknowingly been navigating the world with a neurodivergent brain? In this deeply honest and emotional conversation, I’m joined by Chris Hood from Neurobridge, who shares his personal experience of receiving an ADHD diagnosis in adulthood — and everything that came after. We talk openly about the emotional fallout: the initial relief of finally having an explanation, and the overwhelming grief, shame and identity confusion that followed. Chris shares what it feels like to realise you’ve been masking your true self for years and how difficult (and beautiful) the journey back to yourself can be. But this episode isn’t just about the individual experience. It’s also about what managers, leaders and organisations need to do differently to support neurodivergent colleagues, and why the typical “tick-box” approach to inclusion just doesn’t cut it. Whether you're neurodivergent, a manager of people, or someone who simply wants to build a more human workplace, this conversation is full of insight, heart, and practical takeaways. ----more---- Key Takeaways Diagnosis doesn’t bring instant clarity. It often opens the floodgates to grief, confusion, and decades of questions. Masking is survival. Many neurodivergent people spend years shaping themselves to fit in, often at the expense of their identity. Managers must lead with curiosity. Support isn’t just legal compliance; it’s about empathy, observation, and building trust. Workplaces thrive when inclusion is real. When people feel safe enough to be themselves, performance and wellbeing soar. ----more---- Key Moments The key moments in this episode are: 0:00:10 – What if ‘poor performance’ is actually undiagnosed neurodivergence? 0:03:52 – Meet Chris Hood: From ADHD diagnosis to championing neuro-inclusion 0:07:21 – What ADHD really feels like, and how diagnosis lifts the fog 0:14:41 – The grief and shame of late diagnosis: “I didn’t know who I was” 0:22:43 – Where shame begins: Abandoning yourself to fit in 0:27:49 – Unmasking isn’t instant — it’s a journey back to yourself 0:33:33 – What real support looks like (and why legal compliance isn’t enough) 0:38:10 – “What support do you need?” is the wrong question — here’s what to ask instead 0:42:21 – Chris’s 3 tips for supporting late-diagnosed team members ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Chris Hood on LinkedIn here Find the Neurobridge website here ----more---- Full Episode Transcript Get the full transcript of the episode here

In this powerful episode, Greg Morley—global DEI leader and author of Bond: Belonging and the Keys to Inclusion & Connection—joins Andy to explore what it really takes to foster belonging in the workplace. Together they unpack: The difference between belonging (how we feel) and bonding (what we do). Why inclusion requires intentional action, not just good vibes or policies. How Greg’s global experience across 80+ countries shaped his belief in curiosity as a leadership superpower. What happens when we honour intent, not just punish mistakes. And why real inclusion lives in the middle ground—not the extremes. If you’ve ever felt stuck in the performative DEI conversation or worried about “saying the wrong thing,” this is a must-listen. Practical, warm, and full of insight. ----more---- Key Takeaways Belonging is a feeling; bonding is a choice. One makes people feel included. The other drives commitment and performance. Inclusion is built through micro-behaviours. It’s not a programme—it’s what leaders say and do every day, especially when no one’s watching. Curiosity is an underrated superpower. It builds bridges, sparks self-worth, and disarms fear—especially in tough conversations. We must reclaim the middle ground. Honouring good intent while correcting mistakes makes inclusion sustainable—not performative or punitive. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Why Inclusion Feels Under Attack in 2025 0:04:14 – Greg Morley’s Global DEI Journey 0:13:09 – The Critical Difference Between Belonging and Bonding 0:16:19 – Why Inclusion Isn’t a Perk—It’s a Performance Strategy 0:19:10 – Curiosity, Culture, and Conversations That Matter 0:30:32 – Making Mistakes, Owning Them, and Moving On 0:36:05 – Allyship, Advocacy, and Action in the Workplace 0:38:01 – Why DEI’s Middle Ground Is Where Progress Lives 0:42:32 – Greg’s 3 Sticky Notes on Inclusive Leadership ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Greg Morley on LinkedIn here Find Greg's website here Get the book: BOND here ----more---- Full Episode Transcript Get the full transcript of the episode here

Can storytelling really transform the way we lead, connect, and communicate at work? In this episode, I’m joined by TEDx speaker, trauma-informed coach, and author of Meerbott’s Fables, Kelly Meerbott. Inspired by none other than Dr. Seuss, Kelly’s tales aren’t just for bedtime—they’re changing how leaders talk about tough topics like psychological safety, DEI, burnout, and inclusion. We unpack why storytelling hits so differently today, how it can cut through corporate noise, and why the ability to connect emotionally might just be the most underrated leadership skill of all. Whether you’re a CEO or a storyteller-in-waiting remember, if they're not moved, they won't move. ----more---- Key Takeaways If they're not moved, they won’t move – Leadership communication needs emotion, not just information. Stories break down resistance – Fables connect with people across neurotypes, roles, and belief systems. Say less, mean more – Jargon kills clarity. Simplicity and humanity create impact. Use story to spark discussion, not silence it – Good stories open space for reflection, disagreement, and growth. ----more---- Key Moments The key moments in this episode are: 0:00:10 – The problems with communication today 0:04:00 – Who is Kelly Meerbott? The Coach, the Catalyst & the Fables 0:05:30 – Animal Wisdom, Pablo Escobar the Cat & Storytelling with Heart 0:10:30 – From Seuss to Boardrooms: Why Simplicity & Rhythm Work 0:14:00 – The Power of Emotional Access & Unexpected Praise 0:17:30 – Humour, Humanity & Making Generational Gaps Melt 0:21:00 – Neurodiversity, Sales, and the Once Upon A Time Effect 0:23:30 – Meet the Unicorn: Fables as Real-Life Composite Stories 0:26:00 – Why Storytelling Beats Slide Decks for Lasting Learning 0:30:00 – Fear, Algorithms & Why Polarisation Silences Discourse 0:34:00 – Volume Two Sneak Peek: Meerkats, Mockingbirds & Zebras 0:42:00 – Sticky Notes: Kelly’s 3-Point Advice for Better Storytelling 0:45:00 – Final Thoughts, Contact Details & Goodbye ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Kelly Meerbott on LinkedIn here Find Kelly's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

What if your team’s biggest performance blocker wasn’t capability—but silence? In this episode, I’m joined by psychological safety expert Gary Keogh to unpack why so many people still don’t feel safe to speak up at work—and how most leaders are blind to it. We explore what psychological safety really is (and isn’t), why two in five people still hold back, and why 70% of leaders think their teams feel safer than they actually do. Gary shares practical insights into the four domains of psychological safety, the impact of accurately measuring it, and the powerful shifts he sees during the breakthrough sessions he runs with teams. We also flip the usual doom-and-gloom narrative, highlighting positive examples like Netflix’s “farming for dissent” approach. If you want to build a high-trust, high-performance culture—this is where it starts. ----more---- Key Takeaways Silence is the hidden killer of performance: Two in five employees hold back ideas or concerns due to fear, costing organisations innovation, speed, and trust. Psychological safety isn’t about comfort, it’s about candour: It’s not about being “nice.” It’s about creating space for honest, respectful challenge without fear of reprisal. There are 4 domains of Psychological Safety: Willingness to help, inclusion & belonging, attitude to risk & failure, and open conversations. Stop guessing. Start measuring: A 3-minute survey can uncover the truth, spark the right conversations, and drive lasting behaviour change. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Why silence still rules too many workplaces 0:04:00 – Gary’s purpose: Unlocking and igniting potential 0:06:40 – What makes people hold back and what leaders miss 0:09:10 – What psychological safety is (and isn’t) 0:13:55 – The four domains of psychological safety 0:17:45 – Real breakthroughs from team sessions 0:22:40 – Why safety must be a group phenomenon 0:26:20 – Netflix's “informed captain” & farming for dissent 0:30:10 – How to handle challenge and feedback the right way 0:34:30 – Data sparks conversation and change 0:40:20 – What sustained impact really looks like 0:42:55 – Gary’s 3 Sticky Notes for building psychological safety ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Gary Keogh on LinkedIn here Find Gary's website here ----more---- Full Episode Transcript Get the full transcript of the episode here

Ever wondered why workplace conflict often persists despite numerous policies and rules? Maria Arpa, an expert in compassionate communication, shares how embracing heart-centred, human-focused dialogue can transform workplace relationships, enhance trust, and boost productivity. Discover how intentional use of compassion can revolutionise your leadership impact and help you curate a better, more effective workplace culture.  This stuff ain't fluffy!  It's the real deal. ----more---- Key Takeaways Conflict Starts With "I Matter": Conflict arises when people feel undervalued. Compassionate communication focuses on recognising individual worth. Dialogue Beats Debate: Dialogue isn't about winning arguments but about understanding. Replacing debates with dialogues fosters genuine understanding. Hierarchies Can Be Harmful: Rigid power structures often exacerbate conflict. Compassionate leadership offers a more effective and humane alternative. Compassion Is Practical, Not Fluffy: Effective, compassionate communication involves robust boundaries and practical techniques that positively affect organisational performance. ----more---- Key Moments The key moments in this episode are: 0:00:10 – Introduction: Tackling Workplace Conflict with Compassion 0:05:16 – From London's Streets to Corporate Suites: Maria’s Journey 0:09:29 – Why Do People Really Argue? Three Core Conflict Messages 0:14:05 – Is Compassionate Communication Too Soft for Business? 0:17:36 – Relationships and Trust: The Foundation of Productive Workplaces 0:27:40 – Dialogue vs Debate: Unpacking Maria’s Dialogue Road Map 0:34:07 – Why Companies Struggle with Compassionate Leadership 0:40:02 – The Holistic Approach: Blending Energy and Practical Communication 0:42:24 – Sticky Notes: Advice for Compassionate Communication 0:44:11 – Closing Thoughts & Where to Find Maria ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Follow Maria Arpa on LinkedIn here Listen to Maria's All Things Conflict Podcast here Find the Peaceful Solutions website here ----more---- Full Episode Transcript Get the full transcript of the episode here