Ep 76: Lois Frankel — Why "Nice Girl" Behaviors Still Sabotage Women's Careers

Ep 76: Lois Frankel — Why "Nice Girl" Behaviors Still Sabotage Women's Careers

For more than two decades, Dr. Lois P. Frankel’s bestselling book Nice Girls Don’t Get the Corner Office has helped women identify the subtle, often unconscious behaviors that quietly undermine career growth. In this conversation with Rodger Dean Duncan, Frankel explains why many of those patterns still persist today, even as younger generations of women enter the workforce with far more empowering messages than previous generations received. Drawing on her experience as both a psychologist and one of the earliest executive coaches, Frankel explores how childhood conditioning, workplace culture, and social expectations shape leadership behavior. She argues that while being “nice” is absolutely valuable, it is not sufficient for career success if it prevents women from speaking up, setting boundaries, taking visibility seriously, or claiming their place in leadership conversations. Whether you are an emerging professional, an experienced leader, or someone committed to creating healthier workplace cultures, this episode offers direct and actionable insights into leadership, communication, and career growth. * Being “nice” is valuable, but it is not enough for career success — Women often need to pair kindness with complementary leadership behaviors such as visibility, assertiveness, and boundary-setting. * Many career-limiting behaviors operate unconsciously — Childhood messages, workplace expectations, and social conditioning can quietly shape how women communicate, participate, and advocate for themselves. * Leadership visibility matters — Speaking early in meetings, being physically present, and intentionally building relationships all contribute to executive presence and long-term opportunity. * Pay attention to behaviors that may unintentionally minimize your presence — Waiting too long to speak, sitting at the periphery, or avoiding visibility can quietly reduce influence over time. * Practice setting boundaries through negotiation rather than automatic refusal — Clear communication and realistic expectations often work better than simply saying yes or no. * Focus on progress rather than perfection — Excellence matters, but repeatedly exceeding what the situation actually requires may drain time and energy unnecessarily. Get full access to LeaderSHOP at podcast.leadershop.net/subscribe [https://podcast.leadershop.net/subscribe?utm_medium=podcast&utm_campaign=CTA_4]

Ep 75: Leslie Zane — Why Instinct, Not Logic, Drives Human Decision-Making

What if most persuasion strategies fail because they target the wrong part of the brain? According to behavioral science expert Leslie Zane, people do not primarily make decisions through conscious logic. They make them instinctively, through networks of subconscious memories and associations she calls the “brand connectome.” In this conversation with Rodger Dean Duncan, Zane explains how instinct shapes everything from consumer behavior and leadership influence to political movements and personal branding. Drawing on decades of experience with companies such as Johnson & Johnson, Procter & Gamble, and Bain & Company, she argues that sustainable growth comes not from overwhelming people with facts, but from intentionally shaping the positive associations that live in the unconscious mind. Whether you are leading a business, building a personal brand, introducing change inside an organization, or trying to communicate more effectively, this episode offers practical insights into how instinctive influence really works. * People make decisions instinctively before they rationalize them consciously — Facts and logic still matter, but subconscious associations often determine which ideas, products, and people instinctively feel right. * Strong brands build large positive “connectomes” in the mind — Sustainable influence comes from continually reinforcing positive associations while carefully layering new ones over time. * Persuasion works best when people feel ownership of the idea — Leaders gain more traction when they involve others early, invite collaboration, and build familiarity gradually rather than presenting fully polished solutions. * Pay closer attention to the subconscious associations connected to your leadership, team, or organization — People often respond to emotional and instinctive cues long before they analyze facts. * Introduce important ideas earlier than feels comfortable — Building familiarity gradually can create stronger buy-in than waiting until every detail is fully perfected. * Reinforce what people already value while introducing change — Radical shifts often create resistance, while thoughtful evolution helps people stay connected to the familiar. Get full access to LeaderSHOP at podcast.leadershop.net/subscribe [https://podcast.leadershop.net/subscribe?utm_medium=podcast&utm_campaign=CTA_4]

Ep 74: Jim Harter — Why Employee Engagement Still Defines Organizational Success

Employee engagement is often discussed as a “soft” topic, but according to Gallup Chief Scientist of Workplace Management and Well-Being Dr. Jim Harter, the evidence tells a very different story. After decades of studying workplace culture, leadership, burnout, and performance across millions of employees worldwide, Harter argues that engagement is one of the strongest predictors of organizational success. In this conversation with Rodger Dean Duncan, Harter explains why so many organizations continue to struggle with disengagement despite overwhelming research showing what works. He explores the critical role managers play in shaping culture, why traditional performance reviews often fail, and how continuous coaching conversations build trust, accountability, and productivity. Whether you lead a global organization, manage a small team, or simply want to create a healthier and more productive work environment, this episode offers practical insights grounded in decades of research and real-world application. * Great managers drive engagement more than any other factor — Gallup’s research shows that roughly 70% of the variance in team engagement can be traced directly to the manager and the quality of daily leadership behaviors. * Continuous conversations outperform episodic performance reviews — High-performing cultures are built through frequent coaching discussions rather than quarterly or annual evaluations that arrive too late to be useful. * Hybrid and remote work require intentional relationship-building — Psychological distance increases quickly without consistent, meaningful weekly conversations and carefully planned in-person collaboration. * Evaluate whether your management conversations are continuous or merely episodic — Waiting for formal reviews may allow problems, confusion, and disengagement to grow unchecked. * Identify the barriers preventing people from doing great work — Burnout often stems less from long hours and more from frustration, unclear expectations, or lack of support. * Make weekly connection a leadership discipline — Even brief but meaningful conversations can strengthen trust, alignment, accountability, and engagement over time. Get full access to LeaderSHOP at podcast.leadershop.net/subscribe [https://podcast.leadershop.net/subscribe?utm_medium=podcast&utm_campaign=CTA_4]

Ep 73: Marcus Buckingham - Why Love Is the Most Powerful Force in Business

Marcus Buckingham says the most powerful force in business is not engagement, satisfaction, or loyalty — it is love. In this conversation, Marcus explains why the best leaders intentionally design workplaces and customer experiences that people genuinely love, and why organizations lose their humanity when the “founder’s flame” is replaced by the relentless maintenance of the machine. Marcus unpacks the research behind his new book Design Love In, revealing how extreme positive experiences drive extraordinary behavior and why leaders must rethink the way they build culture, manage performance, and create connection. He also walks through the five sequential feelings that create love in organizations: control, harmony, significance, warmth of others, and growth. * Love Is a Measurable Business Force Extreme positive experiences drive extraordinary loyalty, resilience, productivity, and growth. * The Founder’s Flame Must Be Protected Organizations lose their humanity when operational machinery replaces human passion and purpose. * Great Leaders Design Experiences People Love The most effective leaders intentionally create environments that people genuinely want to be part of. * Evaluate Your Workplace Through a Loving Lens Examine whether your systems and leadership practices create experiences people genuinely value and enjoy. * Create Greater Clarity and Emotional Awareness Help people understand the “rules of the game” while also recognizing and responding to their emotional realities. * Design for Human Connection, Not Just Performance Look for intentional ways to make people feel seen, supported, and connected inside your organization. Get full access to LeaderSHOP at podcast.leadershop.net/subscribe [https://podcast.leadershop.net/subscribe?utm_medium=podcast&utm_campaign=CTA_4]

Ep 72: Shannon Bream — move forward with faith when you feel unprepared and uncertain

In this episode of LeaderSHOP, Rodger Dean Duncan explores a reality that every leader eventually faces—being called to move forward without feeling fully prepared. Whether stepping into a new role, navigating adversity, or facing uncertainty, leaders are often required to act before they feel ready. This conversation highlights a different way to approach those moments, one grounded in faith, courage, and the willingness to take the next step anyway—offering practical insight for leaders of any faith, or no faith at all. Shannon Bream draws from personal experience, journalism, and biblical narratives to show how leaders can move forward through fear, doubt, and adversity. Reflecting on her own season of chronic pain, along with years of covering conflict, crisis, and uncertainty in the news, she brings a grounded perspective to what it means to endure and keep moving forward. From Gideon’s self-doubt to Moses’ hesitation and Joshua’s repeated call to courage, she illustrates that leadership is rarely about confidence at the outset, but about trust, preparation, and persistence over time. By combining faith with action, preparation with prayer, and courage with humility, Shannon offers a practical framework for leading through uncertainty while remaining grounded in purpose. * Leadership often begins before you feel ready — many effective leaders step into roles with uncertainty, fear, and a sense of inadequacy * Faith and preparation work together — prayer provides direction, but preparation equips you to act when the opportunity comes * Expect resistance and setbacks — progress is rarely linear, and challenges often intensify before things improve * Take the next step before you feel ready — act on what you know instead of waiting for complete confidence * Prepare thoroughly and stay grounded — combine intentional preparation with reflection, prayer, or quiet focus * Anticipate challenges without losing direction — expect setbacks and remain committed to the path forward Get full access to LeaderSHOP at podcast.leadershop.net/subscribe [https://podcast.leadershop.net/subscribe?utm_medium=podcast&utm_campaign=CTA_4]