How Leaders Build Belonging, Inclusion, and Human-Centered Culture in the Age of AI | Anastasia Boone Talton

How Leaders Build Belonging, Inclusion, and Human-Centered Culture in the Age of AI | Anastasia Boone Talton

What if the biggest mistake companies make with inclusion is treating it like a program to launch instead of a system to design into the way people actually work? In this episode of Executive Connect, Melissa Aarskaug sits down with Anastasia Boone Talton to talk about belonging, workplace inclusion, psychological safety, leadership, and how technology can support people without replacing the human work that culture requires. Anastasia shares how her research and leadership background across high-growth companies shaped her belief that belonging is not a soft idea. It is measurable, behavioral, and closely tied to performance, retention, and trust. She explains what leaders should watch for when belonging is missing, why exclusion often hides in everyday talent practices, and how companies can move past vague DEI language toward systems that actually support people. She also breaks down how leaders can audit their meetings, use AI more responsibly, rethink communication, and build environments where different work styles, identities, and voices are not just tolerated, but included. This episode is for executives, people leaders, and anyone trying to build a workplace where people feel seen enough to stay and safe enough to do their best work. What You Will Learn * How Anastasia Boone Talton’s research connects belonging to performance and productivity * What belonging actually means in the workplace * Which early warning signs show belonging is missing on a team * Why silence in meetings can signal deeper culture problems * How exclusion often shows up in talent processes like hiring, onboarding, and promotion * What leaders can do to audit meetings and identify inclusion blind spots * Why culture is built through systems, not slogans * How AI and people analytics can support inclusion without replacing human judgment * What adaptive communication looks like in diverse organizations * Why self-awareness and empathy are now core leadership skills Chapters (0:00) Why AI should enhance humanity and not replace it (1:11) Anastasia’s journey into belonging, identity, and inclusion work (3:49) Repeated patterns of exclusion in startups and global organizations (4:58) What belonging means and how to recognize when it is missing (9:47) How executives can audit meetings for inclusion blind spots (11:01) Moving from vague DEI efforts to real culture strategy (13:21) Using AI and analytics without losing the human touch (16:05) Why you cannot automate equity (18:37) Redefining leadership for the future of work (23:02) The most underestimated leadership behavior that builds psychological safety (24:05) One daily reflection leaders can start using now (25:11) Anastasia’s hope for the future of work and human leadership (29:06) Final thoughts on AI as an ally, not a replacement Anastasia Boone Talton is a chief industrial and organizational psychologist, researcher, and HR leader with more than 18 years of experience across global and high-growth organizations. Her work sits at the intersection of behavioral science, technology, and culture, helping companies build more inclusive systems that are informed by data and grounded in human experience. She is especially focused on belonging, psychological safety, employee experience, and the ways leaders can design cultures where people feel seen, valued, and able to perform at their best. CONNECT with Anastasia Boone Talton LinkedIn: https://www.linkedin.com/in/anastasiaboonetalton [https://www.linkedin.com/in/anastasiaboonetalton] CONNECT with Executive Connect Website: https://www.executiveconnectexperience.com [https://www.executiveconnectexperience.com] LinkedIn: Melissa Aarskaug YouTube: Executive Connect Instagram: @executiveconnectpodcast TikTok: @executiveconnectpodcast Facebook: Executive Connect

Why Smart Business Owners Choose Employee Ownership | Matt Middendorp

What if the biggest mistake a business owner can make is not getting the wrong multiple, but exiting without thinking deeply about what happens to the people and the company after they leave? In this episode of Executive Connect, Melissa Aarskaug sits down with Matt Middendorp to talk about ESOPs, employee ownership, and why business exits should be deliberate, not accidental. Matt shares how working at an employee-owned company changed the way he thought about culture, performance, and long-term value, and how that perspective stayed with him through banking, business ownership, and advising founders through transitions. He explains what an ESOP actually is, why it often competes well against private equity, where the tax advantages really show up, and what owners should consider if they want an exit that protects control, legacy, and employee impact. This episode is for founders, owners, advisors, and leaders thinking about succession, liquidity, or how to leave a company in a way that creates a win for more than just the seller. Press play before you treat your exit like a transaction instead of a decision that shapes everything after you. What You Will Learn * What an ESOP is and how employee ownership actually works * Why employee-owned companies often outperform non-ESOP companies * How Matt’s background in banking and business ownership shaped his view of exits * Why most owners are not deliberate enough about selling their business * How ESOPs compare with private equity and third-party buyers * Where sellers and companies can benefit from tax advantages * What kind of company is a strong ESOP candidate * Why valuation discipline matters so much in ESOP planning * How employee ownership can protect legacy and local communities * What owners should start doing five to ten years before an exit Chapters  (0:34) Why most exits miss the bigger question  (2:01) What working at an ESOP felt like  (5:06) When Matt realized ESOPs really worked  (7:54) Why employee ownership stayed with him  (11:08) The case for a deliberate exit  (13:05) What makes a company a strong ESOP fit  (15:28) ESOP versus private equity or strategic sale  (17:26) Where the tax advantages show up  (20:09) Why ESOPs get misunderstood  (24:26) What ESOPs really cost  (25:39) What happens if the company underperforms  (27:29) What separates successful ESOPs from weak ones  (29:29) How to think about legacy the right way  (33:28) What owners should do years before an exit  (35:15) Matt’s final story on ownership mindset Guest Bio  Matt Middendorp helps business owners think more strategically about succession, ownership transitions, and employee ownership. His perspective comes from working at an ESOP-owned company while putting himself through college, spending years in banking and commercial lending, and later owning and selling his own business. Today, he advises founders on how to evaluate ESOPs alongside more traditional exit paths, with a focus on helping sellers think clearly about control, value, legacy, and what happens to employees after a transaction. Connect with Matt Middendorp Website: https://www.esopready.com/ [https://www.esopready.com/] LinkedIn: https://www.linkedin.com/in/mattmiddendorp/ [https://www.linkedin.com/in/mattmiddendorp/] Connect with Executive Connect Website: https://www.executiveconnectexperience.com [https://www.executiveconnectexperience.com] LinkedIn: Melissa Aarskaug YouTube: Executive Connect Instagram: @executiveconnectpodcast TikTok: @executiveconnectpodcast Facebook: Executive Connect

Building Tech That Serves, Not Just Scales | Preston Zeller

What happens when growth stops being the main goal and impact starts calling louder? In this episode of Executive Connect, Melissa Aarskaug sits down with Preston Zeller, growth architect, venture studio founder, and builder at the intersection of tech, AI, faith, and community. Preston shares what separates real growth from lucky timing, which metrics actually matter when evaluating long-term business health, and why so many founders misjudge the complexity of marketing. He also talks about using AI as a revenue multiplier, why storytelling is still one of the most powerful business skills, and what led him to build Psalm Log, a faith-based technology product designed to help people feel less isolated and more connected to Scripture. This episode is for founders, marketers, operators, and leaders who want to build something meaningful, not just bigger. Press play before growth becomes the only thing you worship. What You Will Learn * What separates real growth from temporary spikes * Which business metrics matter most for long-term health * Why founders often misunderstand marketing complexity * How AI can improve revenue operations and internal workflows * Why churn data can reveal what your business really needs to fix * How storytelling shapes better products, marketing, and leadership * Why Preston shifted toward faith-based technology * What it takes to build real community in isolated times * How leaders can stay grounded in uncertain environments * Why success means more than money, scale, or attention Chapters  (0:33) When impact matters more than scale  (2:06) Real growth versus lucky timing  (5:01) Metrics that show business health  (8:08) Building marketing from scratch  (11:31) Why leaders misread marketing  (16:09) AI as a revenue multiplier  (20:57) Storytelling that moves people  (27:21) Why he built faith-based tech  (33:17) Building community in isolated times  (39:22) Staying grounded in uncertainty  (44:56) Redefining success beyond money  (50:13) Where to connect and explore Guest Bio  Preston Zeller is a growth architect, venture studio founder, and product builder who has helped scale startups and high-growth tech companies to as much as $300 million in ARR. His background spans growth strategy, marketing, revenue operations, AI-driven systems, and product development. Through Zeller Haas and projects like Psalm Log, Preston is now focused on building technology that serves people more deeply, especially at the intersection of faith, personal growth, and community. Connect with Preston Zeller Website: https://psalmlog.com/ [https://psalmlog.com/] LinkedIn: https://www.linkedin.com/in/prestonzeller/ [https://www.linkedin.com/in/prestonzeller/] Connect with Executive Connect Website: https://www.executiveconnectexperience.com [https://www.executiveconnectexperience.com] LinkedIn: Melissa Aarskaug YouTube: Executive Connect Instagram: @executiveconnectpodcast TikTok: @executiveconnectpodcast Facebook: Executive Connect

How Emotional Intelligence Fixes Broken Workplace Culture | Jevon Wooden

What if the real reason teams are stressed, disengaged, and underperforming has less to do with talent and more to do with leaders missing the human side of the data? In this episode of Executive Connect, Melissa Aarskaug sits down with Jevon Wooden, CEO of Bright Mind Consulting Group, U.S. Army veteran, and Bronze Star recipient, for a powerful conversation on emotional intelligence, trust, and culture change. Jevon shares his remarkable journey from poverty and facing seven years in prison to military leadership and executive coaching, and explains how those experiences shaped his approach to self-leadership, empathy, and transformation. He also breaks down the blind spots that damage culture, why surveys are not enough, and how his 5Y framework helps leaders build trust, create stronger teams, and guide change in a way people can actually follow. This episode is for leaders, managers, and professionals who want to reduce turnover, improve trust, and lead people with more clarity, humanity, and intention. Press play before you try to fix culture with metrics alone. What You Will Learn * How Jevon’s personal story shaped his leadership philosophy * Why emotional intelligence is essential, not optional * How military leadership translates into trust and teamwork at work * What the biggest culture killers are inside organizations * Why leaders miss the mark when they only rely on surveys * How uncertainty, stress, and poor communication damage performance * What the 5Y leadership framework is and how it works * How to lead change by involving people instead of imposing it on them * Why EQ directly affects retention, engagement, and results * How to coach “uncoachable” teams by listening first Chapters  (0:16) Meet Jevon and his leadership journey  (1:29) From prison risk to personal transformation  (4:27) When emotional intelligence became essential  (7:00) What military leadership teaches about trust  (8:52) The biggest culture killers at work  (11:21) The blind spots leaders keep missing  (14:39) Jevon’s 5Y leadership framework  (22:01) A real-world culture change success story  (29:24) Why EQ affects the bottom line  (33:00) Coaching people who resist coaching  (36:49) Final thoughts and where to connect Guest Bio  Jevon Wooden is the CEO of Bright Mind Consulting Group, a U.S. Army veteran, Bronze Star recipient, transformational speaker, coach, and leadership expert. His work focuses on emotional intelligence, self-leadership, culture transformation, and helping organizations build healthier, more effective teams. Drawing from his military experience, personal adversity, and years of leadership development work, Jevon helps leaders improve trust, reduce turnover, and create cultures where people can perform and grow. Connect with Jevon Wooden Website: https://jevonwooden.com/ [https://jevonwooden.com/] LinkedIn: https://www.linkedin.com/in/jevonwooden/ [https://www.linkedin.com/in/jevonwooden/] Connect with Executive Connect Website: https://www.executiveconnectexperience.com [https://www.executiveconnectexperience.com] LinkedIn: Melissa Aarskaug YouTube: Executive Connect Instagram: @executiveconnectpodcast TikTok: @executiveconnectpodcast Facebook: Executive Connect

How To Lead Through Sovereignty, Risk, and Reinvention | Dominic Ortiz

What does it take to lead a major gaming enterprise when the stakes are bigger than profit and the mission reaches an entire community? In this episode of Executive Connect, Melissa Aarskaug sits down with Dominic Ortiz, CEO of Potawatomi Casino Hotel, for a powerful conversation on leadership, tribal gaming, sovereignty, and building something that lasts. Dominic shares his path from accounting and audit to casino operations and the CEO seat, what it took to help align 11 sovereign nations around a shared vision, and why trust, culture, and community remain at the center of every major decision. He also unpacks sports betting, regulation, AI, cybersecurity risk, and the difference between chasing short-term wins and building long-term strength. This episode is for executives, operators, and rising leaders who want to lead with more courage, conviction, and care for the people depending on them. Press play before you confuse scale with impact. What You Will Learn * How Dominic built his career from finance into enterprise leadership * Why hard work, adaptability, and risk-taking matter more than a perfect path * What leaders can learn from tribal governance, sovereignty, and community-first thinking * How trust shapes decision-making inside tribal gaming organizations * What it took to help align 11 sovereign nations around sports betting * Why AI creates both opportunity and new security risks for casinos * How to lead through turnaround, transformation, and uncertainty * What legacy means when leadership affects jobs, culture, health, and future generations Chapters  (0:19) From accountant to casino CEO  (3:22) The values that shaped his leadership  (5:20) Getting it wrong and learning forward  (6:28) Aligning 11 sovereign nations  (9:16) Why regulation and sovereignty matter  (11:03) AI, cybersecurity, and the next threat  (14:10) Trust inside tribal leadership  (20:17) Advice for the next generation  (24:32) What he is optimizing for now  (27:31) The legacy he hopes to leave Guest Bio  Dominic Ortiz is the CEO of Potawatomi Casino Hotel and an enrolled member of the Prairie Band Potawatomi Nation. His career began in accounting and audit, including time with Ernst & Young, where he built a strong foundation in controls, risk, compliance, and financial leadership. From there, he expanded across gaming operations, working in finance, food and beverage, cage operations, compliance, and executive leadership roles before stepping into the CEO position. Today, he leads one of the most prominent tribal gaming enterprises in the country, with a focus on sovereignty, innovation, community impact, and long-term growth. Connect with Dominic Ortiz LinkedIn: https://www.linkedin.com/in/dominicrortiz/ [https://www.linkedin.com/in/dominicrortiz/] Connect with Executive Connect Website: https://www.executiveconnectexperience.com [https://www.executiveconnectexperience.com] LinkedIn: Melissa Aarskaug YouTube: Executive Connect Instagram: @executiveconnectpodcast TikTok: @executiveconnectpodcast Facebook: Executive Connect