Courage to Advance with Kim Bohr

Most of the rules that run your company were never actually designed. They accreted, one exception at a time, until everyone was carrying policies written for people who no longer work there. Jessica D. Winder is the HR executive who builds those rule books, and she thinks most of them should finally be retired. In this conversation with host Kim Bohr, Jessica names five outdated leadership rules she would kill tomorrow, and she has the standing to say it because she implemented most of them herself. Unlimited PTO she now calls a scam. Performance reviews that became theater. Exit interviews that arrive too late. Secret high performer lists nobody hears about. And the assumption that growth means becoming a manager. What makes it useful is that every rule she retires comes with a replacement she has actually run, from PTO minimums to stay interviews to a dual career track. Jessica is a practitioner, not a critic, and she hands leaders something to do on Monday. What You’ll Discover - Why most handbooks are written for the exception - Why unlimited PTO backfires without a minimum - Stay interviews instead of exit interviews - Why not everyone should manage, and the dual track fix - The rule leaders defend hardest, and why policies rarely change behavior - A human centered way to think about AI at work “I think it’s a scam. And mind you, I have implemented it.” Jessica D. Winder “What if the rules we treat as normal are the exact things holding our people back?” Kim Bohr Courage to Advance brings senior HR and business leaders into honest conversation about leading people through real complexity. Hosted by Kim Bohr, CEO of SparkEffect. New episodes drop every second, third, and fourth Tuesday of each month. Subscribe at https://sparkeffect.com/sparkeffect-podcast-courage-to-advance/.

Someone is talking to your best people right now, and you are not in the room. Recruiters are reaching top performers more than they ever have, and most leaders still believe their people stay for the pay, the title, or the name on the building. Scott Love knows how wrong that is, because he is the person those people call when they are ready to leave. As a recruiter who places corporate and finance partners at global law firms, Scott hears the exit reasons people never say to their own leadership. They do not trust their leaders. They fear a colleague will steal their clients. They do not believe pay is fair. And the ones who refuse to leave never cite money. They say they do not want to let their team down. Scott is the president of The Attorney Search Group and host of The Rainmaking Podcast. He joins host Kim Bohr to turn his view from the exit chair into a practical model any leader can use to keep the people who matter most. What You’ll Discover - Why top performers almost never leave over pay - The headhunter call test for your best people - How to give recognition so it actually lands - What emotional equity is, and how to create it without stock - The real reasons people quit that they hide from their own leaders - How to build a trust funnel before you need it “It’s never about how much they’re paid. It’s never about the status of the organization.” Scott Love "It's the real authenticity that fuels people to realize, like, oh, I really am seen and valued for my work." Kim Bohr Courage to Advance brings senior HR and business leaders into honest conversation about leading people through real complexity. Hosted by Kim Bohr, CEO of SparkEffect. New episodes drop every second, third, and fourth Tuesday of each month. Subscribe on your favorite podcast platform! 

The job market is brutal right now, and the advice most candidates carry into an interview is quietly working against them. Roles that once drew a hundred applications now draw a thousand, and a single conversation may be all you get. The old playbook, memorize the perfect answer and perform it, is the fastest way to lose the room. Laura Browne says the whole frame is backward. After years in senior HR leadership at global tech companies, she watched candidate after candidate deliver rehearsed answers that experienced interviewers have heard a hundred times. She also names the part almost no one admits, that the interviewer is often more scared than the candidate, worried they will look bad if they advance the wrong person. Her fix is to stop treating the interview as a fight and start treating it as a partnership, where both people want the same outcome. Laura is an author, trainer, speaker, and business coach, and the author of Interview Speak. In this conversation with host Kim Bohr, she turns years on both sides of the table into practical moves any candidate or hiring leader can use right away. What you'll discover Why the interviewer is often more nervous than the candidate The three things every interviewer screens for, and the one candidates miss How to answer “tell me about yourself” so the first five minutes work for you What to ask when the interviewer says “do you have any questions” The one phrase that invites a real salary negotiation How compensation splits into buckets beyond base pay What hiding a salary range signals, and why Laura says it has to stop Kim Bohr  “The person on the other side of the table is often more scared than the candidate. And how a leader handles that moment quietly tells everyone whether this is a place they can trust.” Laura Browne  “Companies need to stop hiding salary, because I think that is absolute nonsense.” About the podcast Courage to Advance explores how visionary leaders build the organizations they wish existed, through trust, transparency, and the willingness to challenge what no longer works. Hosted by Kim Bohr, CEO of SparkEffect. New episodes drop every second, third, and fourth Tuesday of each month. Subscribe at https://sparkeffect.com/sparkeffect-podcast-courage-to-advance/.

Most senior leaders can feel it but rarely say it out loud: the math has stopped working. More hours, more output, more visibility, and a quiet question about whether any of it is adding up to better leadership. Most organizations treat constant motion as proof of commitment, rewarding output while the capacity to actually lead erodes. Dawn Christian gives that erosion a name, Capacity Debt, the cost that builds when there is no space left for the thinking and presence leadership requires. Dawn is the founder and CEO of BeLeadership, a TEDx speaker, and the creator of the Ethos-Driven Leadership framework. After 25 years in senior executive roles, she left corporate life because she could see the pattern clearly enough to name it. In this conversation with host Kim Bohr, she reframes capacity for an age of AI and the work of leading yourself before you lead anyone else. What You'll Discover Why busyness is not a proxy for leadership What Capacity Debt is, and why running on empty puts major decisions at risk How to use AI to build capacity rather than just produce more Why assertiveness only works when it comes with the reasoning behind it How to move from managing teams to building collaborators What Ethos-Driven Leadership asks of a senior leader The 15-minute practice Dawn recommends every leader try this week Dawn Christian:  “The point is capacity.” Kim Bohr:  “Transformative leadership isn't about having all the answers, it's about having the courage to find them.” Courage to Advance is hosted by Kim Bohr, CEO of SparkEffect, and brings senior HR and business leaders into honest conversation about leading people through real complexity. New episodes drop every second, third, and fourth Tuesday of each month. Subscribe wherever you listen, and at https://sparkeffect.com/sparkeffect-podcast-courage-to-advance/

Most leaders are still waiting for work to settle down. The research says the wait is the problem. In year two of SparkEffect's study of organizational trust, 85% of people reported a significant disruption in the past two years, up from 71%. Disruption is not the storm that passes. It is the climate. The common response is to treat it as a stability problem and reach for another training. The data points somewhere else. Support is widespread but thin, no single form of help reached more than a third of people, and the weight of holding trust together during change lands on one person, the direct manager, who is being handed AI and told to figure it out at the same time. Host Kim Bohr, CEO of SparkEffect, is joined by Aaron Delgaty, PhD, a cultural anthropologist and the founder of Note & Niche, who led year two of Trust in Turbulence. Together they make the case that trust is not soft or mysterious. It is measurable, and it moves the business. What You'll Discover Why business as usual was never a promise of stability Why thin, one-size support is a bigger risk than most leaders realize Why a resource employees do not know about does not functionally exist Why AI landed twice as hard on managers What employees actually want from a manager during uncertainty How trust shows up in revenue, retention, and reputation From the episode Aaron Delgaty, PhD: “The managers are a lot like the transmission in a car. They're constantly being used. And if your transmission goes out in your car, it's probably totaled.” Kim Bohr: “You can measure trust, and it has a direct impact on these four Rs. Companies should be concerned about the decisions their customers are making based on trust.” About the Podcast Courage to Advance brings senior HR and business leaders into honest conversation about leading people through real complexity, hosted by Kim Bohr, CEO of SparkEffect. New episodes drop every second, third, and fourth Tuesday of each month. Subscribe at https://sparkeffect.com/sparkeffect-podcast-courage-to-advance/.