The Courageous Choice

Why do so many performance reviews leave everyone frustrated? Edie Goldberg, President and Founder of E. L. Goldberg & Associates, returns to The Courageous Choice to talk about her new book, Performance Enablement (Oxford University Press). She makes the case against traditional performance management, a system she says was hijacked by compensation and built on the wrong assumptions about what motivates people. Key Takeaways Performance management was hijacked by compensation. It became a tool to decide pay, not to improve performance. People are far more intrinsically than extrinsically motivated, and tying work to extrinsic rewards can take the joy out of it. Managing performance means measuring it at year end. Enabling performance means giving people feedback, tools, training, and coaching along the way. Specific, challenging goals outperform easy or absent goals, but only if people discuss progress regularly. In one large dataset, only 4% of employees looked at their goals during the year. Set-and-forget goals can't motivate anyone. Only 21% of employees say they get meaningful feedback, and more frequent bad feedback doesn't help. Task-based, future-focused feedforward beats personal, evaluative feedback. Managers are trained to be critical, but a positive focus produces better outcomes. Companies with a strong performance feedback culture outperform others on every financial measure studied. People are more than their job descriptions. Internal mobility unlocks hidden capability, and AI curiosity inside your own ranks is a live example. Have the courage to stop practices that no longer serve you. Design for the 99%, and use performance improvement plans for the rare real issues. Timestamps 0:00 – Intro 5:17 – "Performance management was hijacked by compensation" 7:19 – Why extrinsic rewards take the joy out of work 11:59 – Managing vs. enabling performance 15:54 – The undisputed research on goal setting 23:00 – Only 21% of employees get meaningful feedback 26:16 – Feedforward, not feedback 32:46 – Only 4% of employees ever accessed their goals 40:06 – The courage to stop what's not working 44:03 – Edie's own courageous choice Connect with Edie Goldberg Edie on LinkedIn E. L. Goldberg & Associates on LinkedIn Thanks for listening to "The Courageous Choice." Leave us a review and subscribe so you don't miss any conversations. For more information, visit gigtalentagency.com or email podcast@gigtalentagency.com. #StartupCulture #OrganizationalTransformation #StrategicLeadership

 What stops an organization from making a change that the data clearly supports? In this conversation, an organizational research scientist from USC's Center for Effective Organizations explains why large companies struggle to act on solid evidence, why leadership turnover derails long-term change efforts, and how AI is beginning to reshape knowledge work, business processes, and cross-functional collaboration. Listeners will learn what actually makes change hard in complex organizations, why big consulting firms often fail to solve the real problem, how a well-designed compensation pilot at a consumer products company succeeded and was still shut down, and what leaders and individuals should do now to prepare for AI in their roles. Key Takeaways Most workplace challenges are not new. The hard part is applying known principles to your specific company, culture, and context. Once an organization is too large to manage by walking around, it needs real processes, and then complexity rises sharply. There is rarely one right answer in organization design. Every choice, such as centralized versus decentralized, carries trade-offs that pull you the other way. Hiring a big consulting firm feels safe for leaders, but it often delivers expensive advice that does not solve the underlying problem. Even when a pilot produces unequivocal data, new leaders may lack the appetite or courage to act on it, especially when it involves changing pay. Leadership turnover is a major risk to long-term change because sponsors move on before results arrive. Paying salespeople on volume rather than growth removes the incentive to grow routes or take on difficult territories. AI will change the work of most knowledge workers but is unlikely to eliminate most jobs outside specific roles like software programming and translation. AI lets people get to a "not bad" answer outside their expertise, which will reshape cross-functional workflows and reduce waiting on other departments. Designing a change is the easy part. Sustaining rigor, sensing in real time, testing assumptions, and adjusting is what makes change succeed. Timestamps 00:33 Introduction and guest background 02:32 The Center for Effective Organizations and its externally funded research model 04:54 Is the world really changing faster, or is change always hard? 10:01 Why hiring big consulting firms rarely solves the problem 13:32 Case study: redesigning route sales compensation at a consumer products company 21:47 Why leaders shut down a successful pilot despite clear data 25:32 What AI means for your job and career right now 30:04 How AI will reshape cross-functional work and business processes 34:41 What organizations are for and why that does not change with AI 36:51 Test and adjust: why sensing and feedback loops make or break change Connect with Alec Levensonhttps://www.linkedin.com/in/alec-levenson-8915475/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  #StartupCulture #OrganizationalTransformation #StrategicLeadership

What does it take for a senior HR executive to leave corporate life and build an independent consulting practice? In this conversation, Laura Daniels, CPO and Founder of Laura Daniels & Co., shares how she made the leap to executive entrepreneurship, why companies are hiring HR leaders far earlier than they used to, and how AI and frontier technologies are reshaping the workforce. Listeners will learn how fractional executive talent works, why experience and pattern recognition matter more than ever, how HR business partners and recruiters must evolve in the age of AI, and how to build the courage and confidence to have difficult conversations that drive better business outcomes. Key takeaways: 1. Your professional network is built years before you make the leap; people hire people they have worked with during intense growth periods. 2. Experienced executives bring pattern recognition that lets them predict outcomes in situations that are new to a business but not new to them. 3. Companies now hire heads of HR at 50 employees, when five years ago they waited until 400 or 500. 4. Build your tech stack first, then build the workforce on top of it; that mindset applies to every function. 5. AI will not shrink opportunities for people who adapt their skills, use judgment, and lead with emotional intelligence. 6. Recruiting is returning to human fundamentals: talking to people and discerning fit, while AI handles sourcing and screening. 7. HR business partners must move beyond coaching basics, which AI can handle, to connecting talent strategy with business outcomes. 8. Mine for conflict: healthy teams push back, challenge ideas, and avoid groupthink to reach better decisions. 9. Knowing your strengths builds the confidence to have courageous conversations and make decisions without all the answers. 10. Fractional leaders differ from traditional consultants because they know how to operationalize strategy, not just present it. Timestamps: 00:35 - Introductions and Laura's background 02:23 - Laura's career journey and what switched after two decades 04:40 - Deciding to leave corporate and the first months on her own 08:17 - Why Laura landed her first CEO coaching contract so quickly 09:12 - Why experienced professionals are choosing fractional work 12:41 - Why boards want HR leaders hired much earlier 14:00 - Tech stack first: building a smarter workforce 15:29 - Will AI take my job? How roles are evolving 20:41 - Mining for conflict and building courage as a leader 26:56 - Advice for CHROs considering executive entrepreneurship Connect with Laura Daniels: https://www.linkedin.com/in/lauradanielshumanresources/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations. For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions. #StartupCulture #OrganizationalTransformation #StrategicLeadership

Raymond Lee, president of CareerMinds, author of Clocking Out, and host of the Clocking Out podcast, explains what courage really looks like in leadership and career change. You’ll learn why handing over the CEO role to someone else was the hardest—and best—decision he made; how his definition of success shifted from raising venture capital to building something that outlasts him; and how to lead when you cannot give your team clear answers. He also breaks down the warning signs that it’s time to leave a job, why we’re now in a skills economy rather than a job security economy, and the small daily practices that create clarity before big decisions. Key takeaways: Courage is rarely the dramatic leap. The hardest choices are the ones with no plan B. Stepping aside as CEO can be the right call when the company needs skills you don’t have. Trust and transparency, agreed upon upfront, make shared leadership work. Success moves. Funding, the first customer, and acquisition are milestones—not finish lines. Chasing an exit while neglecting your health and relationships creates an imbalance you eventually have to fix. Leaders who can operate without certainty are the ones who rise above the rest. Say plainly that you don’t have the answers yet rather than manufacturing false clarity. When the pain of staying the same exceeds the pain of change, you’ve stayed too long. Ignoring that signal can lead to burnout, substance use, and missed moments with family. In a skills economy, you have skill security—not job security. Audit your skills against AI disruption. Timestamps 00:34 — What The Courageous Choice is about 02:32 — The choice that took the most courage 04:48 — Being asked to step aside as CEO 05:40 — Why giving up the CEO seat was the right call 08:16 — Building trust with an incoming CEO 10:01 — How the definition of success changed 11:44 — Acquisition as a milestone, not an ending 13:56 — Neglecting yourself while building a company 14:56 — From product company to workforce solutions 17:20 — Leading without having the answers 19:22 — Why the pandemic validated virtual delivery 21:32 — Signs it’s time to make a change 22:59 — The tumbleweed metaphor for career inertia 24:54 — What burnout actually looks like 26:25 — Fear of sales and business development 28:25 — Practicing 15 minutes of morning silence 30:31 — Skill security in the AI economy 31:48 — Imposter syndrome and starting a podcast 33:29 — Final advice: Start small; don’t wait Connect with Raymond Lee https://www.linkedin.com/in/raymondmlee/ Thanks for listening to The Courageous Choice. Leave us a review and subscribe so you don’t miss future conversations. For more information, visit gigtalentagency.com or email podcast@gigtalentagency.com. #StartupCulture #OrganizationalTransformation #StrategicLeadership

What does AI actually mean for HR teams and the people they support? In this episode, Lisseth Zouhbi, Chief People and Culture Officer at Child Care Resource Center in Los Angeles, explains how to approach AI transformation without losing the human side of work. You'll learn how to decide which parts of the employee lifecycle can be automated and which need a human touch, why some organizations are bringing interviews back in person, how to move a fearful workforce toward curiosity and experimentation, which skills are becoming more valuable as AI spreads, and the concrete first steps to build an AI governance structure and roadmap in your own organization. Key Takeaways Start with what AI means for your people, not what AI can do for your technology stack. Map the full employee lifecycle and separate administrative tasks from moments that require human connection. Benefits administration and onboarding workflows automate well, but onboarding still needs a real human relationship. Candidates are using AI to answer interview questions, which is pushing some employers back to in-person interviews. Assess your workforce's current skills against the future skills you'll need, then build a roadmap to close the gap. Use AI to upskill your workforce rather than to replace it. Curiosity is the entry point. Hands-on experimentation and team hackathons work better than waiting for formal training. Fear about AI cuts across every generation, including college students entering the workforce. Soft critical skills such as change management, emotional intelligence, and critical thinking are becoming more valuable, not less. Always validate AI output. Job knowledge and critical thinking are what make the output usable. Timestamps 00:35 Introduction and guest background 01:29 The current HR transformation and thinking people-first about AI 03:16 Mapping the employee lifecycle for automation versus human touch 04:00 AI in talent acquisition and the return of in-person interviews 06:20 Assessing current versus future workforce skills 07:17 Building curiosity through hands-on experimentation 08:55 Fear of AI across generations and the case for upskilling 10:22 Why soft skills are becoming critical skills 14:23 The aha moment: building an HR agent end to end 16:36 The future of the HR function and evolving roles 18:34 Three actions leaders should take today 20:04 Keeping culture and mission at the center 24:51 Closing thought: the human-AI balance Connect with Lisseth Zouhbi https://www.linkedin.com/in/lisseth-zouhbi/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations. For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions. #StartupCulture #OrganizationalTransformation #StrategicLeadership

This conversation explores why AI transformation succeeds or fails based on people and culture—not just technology. It examines why good tools get rejected, how fear of replacement fuels resistance, and what leaders can do about it. It also covers the stages of AI maturity companies typically move through, why a CEO mandate isn’t enough on its own, and how HR, technology, and operations leaders can share ownership. Practical advice includes setting guardrails without stifling experimentation, enabling employees to build their own tools, and keeping AI tied to real business outcomes. Key Takeaways Technology adoption fails when the people and cultural side is ignored. Building a great application does not guarantee people will use it. Resistance is often cultural and driven by fear of being replaced. Senior experts may withhold tribal knowledge if they feel sharing it threatens their value. A CEO efficiency mandate still needs clear ownership to avoid turf battles. Successful transformation requires executive commitment and a single champion. People fear ambiguity and unclear direction more than change itself. Empowering employees to experiment and build reduces fear and resistance. Guardrails should manage risk, not become an excuse for inaction. Timestamps 0:35 — Welcome and the cross-functional transformation theme 1:55 — The swim lanes problem in complex organizations 2:49 — Fear of becoming replaceable in the age of AI 3:12 — When senior experts resist adopting new tools 4:44 — The stages of AI maturity in companies 5:00 — The CEO efficiency mandate example 5:31 — Why you need executive commitment and a champion 6:25 — Ambiguity, not change, is what scares people 7:13 — Empowerment and letting employees build 9:09 — The cloud adoption parallel and solvable risks 13:19 — The courageous choice to lead without fear Connect with Pedro Arellano Connect with Pedro on LinkedIn Thanks for listening to The Courageous Choice. Be sure to leave us a review and subscribe so you don’t miss any conversations. For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions. #StartupCulture #OrganizationalTransformation #StrategicLeadership

This episode takes you inside the thinking of seasoned CHRO Pat Wadors, who is reshaping what high-impact HR looks like. You will learn how to apply a product mindset to HR strategy using frameworks borrowed from engineering and product development, how to practice genuine co-creation with business leaders, and what it means to build an agile team that can read the room and adapt in real time. The conversation also covers AI readiness, job architecture for a skills-based future, and what it truly means to build a lasting legacy instead of just launching programs. Key Takeaways Adapt your language to the business you serve. Speaking in product, go-to-market, or manufacturing terms builds trust and gets HR ideas heard faster. Apply a product requirements framework to HR work by defining your customer. Co-creation is not a soft collaboration technique. It requires you to pause, genuinely listen, and let business partners reshape the solution before you have locked in your plan. When people put their DNA into a solution, their ownership increases exponentially. That is how sustainable change gets embedded in a company. An agile HR athlete enters every conversation with humility, anticipates being surprised, and pivots based on what the room is actually telling them rather than defending the original plan. Asking powerful questions is the highest-leverage skill in HR today and one of the most underused. AI is transforming HR from job codes and data governance to agentic workflows where managers will need to oversee digital workers alongside human employees. Legacy is not a program. It is knowledge, confidence, and capability so deeply embedded in the business that it lives on after the person who created it is gone. Chase your butterflies. The nervous energy around the unknown signals the exact direction where your deepest professional growth is waiting. Timestamps 0:00 Introduction and welcome 1:13 Introducing the product mindset for HR 2:06 Business planning frameworks applied to HR teams 3:33 Building legacy instead of launching programs 8:54 Defining the agile HR athlete 13:19 AI strategy and the agentic workforce 19:02 What legacy means to a CHRO 20:42 Career achievements and sources of pride 21:28 The evolution of Diversity, Inclusion, and Belonging 27:42 Advice for up-and-coming HR professionals Links Pat Wadors’ book: Barnes & Noble Amazon Connect with Pat Wadors: https://www.linkedin.com/in/patwadors/ Thanks for listening to The Courageous Choice. Be sure to leave us a review and subscribe so you don’t miss any conversations. For more information, visit gigtalentagency.com or email podcast@gigtalentagency.com. #StartupCulture #OrganizationalTransformation #StrategicLeadership

This conversation breaks down why so many AI and automation investments fail inside organizations, and what to do instead. The core idea: companies keep layering new tools on top of processes they don't actually understand end to end, which leads to wasted spend, poor workforce planning, and avoidable layoffs. You'll learn how to audit the technology you already own, measure usage on a much faster cadence, and redesign work so that systems support people rather than create friction. The discussion also covers how HR can lead enterprise-wide transformation, why human judgment still matters most, and how to get started with AI without fear, even if you're later in your career. Key Takeaways Most AI failures come from adding automation on top of processes no one fully understands. Layoffs are often evidence of poor planning rooted in misreading how disruptive technology will be. Start by maximizing the tech you already bought before purchasing anything new. Measure tool usage monthly or weekly, not on 12 to 36 month contract cycles. Employees often work outside the system because the tool creates friction instead of leverage. For every dollar spent on technology, organizations may spend seven to eight on wraparound work. High performers with AI are far more likely to fully rearchitect processes, not just bolt AI on. Workflows are usually built for clean cases, while real work is mostly edge cases and exceptions. Psychological safety is essential, or people hide how they actually get work done. Don't fear AI; block short, regular time to experiment and you can multiply your impact. Timestamps 0:36 Meet the guest and Vendi 0:57 A career across HR and tech 1:45 Layoffs and their real root causes 3:53 Why AI investments keep failing 8:08 Optionality instead of working around tools 9:00 ROI versus compliance spending 13:07 McKinsey study on rearchitecting processes 14:20 How Vendi works and the 30 day sprint 19:00 Protecting PII and sensitive data 22:37 One wish: start with AI, drop the fear Connect with Dave Foley https://www.linkedin.com/in/davefoley1 Thanks for listening to The Courageous Choice. Be sure to leave us a review and subscribe so you don't miss any conversations. For more information, visit

This episode breaks down why so many organizations struggle to adopt AI and manage change, and what leaders can actually do about it. You will learn why readiness matters more than enthusiasm, why AI adoption cannot be measured like traditional software, how to get genuine buy-in before launching a transformation, and why copying another company's culture almost always backfires. It is a candid conversation about leadership, honesty, ego, incentives, and getting comfortable operating in constant uncertainty. Key Takeaways Feedback only works when the other person is genuinely ready to receive it. Real change management is continuous learning, not a project with a start, middle, and end. AI adoption cannot be tracked with the same usage metrics as traditional SaaS tools. Time spent experimenting with AI is valuable even when nothing ships, because it builds skill and reduces fear. Most startups and partnerships fail because of ego, not strategy. Asking partners "what am I doing that bothers you" surfaces problems you never knew existed. Leaders should create a vision, then get buy-in before adding detail. Marketing and sales hype run years ahead of what organizations can realistically absorb. You get what you incentivize, so fund the ideas and behaviors you actually want. Copying another company's culture ignores the unique context that made it work. Timestamps 0:50 Why being liked was never the goal 1:07 Why feedback fails when people aren't ready 4:10 A transformation rollout that actually worked 7:31 Why AI adoption breaks traditional metrics 9:30 Why a startup is like a band 11:59 The question every partner should ask 16:18 Get buy-in before adding detail 17:18 Why hype runs years ahead of reality 21:54 Why copying culture never works 30:54 You get what you incentivize 32:58 What scares him most right now 35:19 Getting comfortable being uncomfortable Connect with William Tincup https://www.linkedin.com/in/tincup Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  #StartupCulture #OrganizationalTransformation #StrategicLeadership

Most companies treat AI as a cost-cutting tool, but the real competitive advantage comes from using it to create new products, services, and capabilities. In this conversation, Pedro Arellano, founder of Wallabi, explains the framework of dual transformation and why business leaders who only optimize existing processes will fall behind. In this episode, you will learn why AI transformation is not a technology project, how to build the data foundation that makes AI actually work, why expertise becomes more valuable in the age of AI, and how leaders across every function can take ownership of the transformation. Whether you lead a legacy organization or a growing company, this discussion provides a practical lens for prioritizing AI investments and bringing your team along on the journey. Key Takeaways Dual transformation means pursuing efficiency and innovation simultaneously, not choosing one. Type A transformation (efficiency) is table stakes; Type B (growth and innovation) creates market separation. Leading companies are three times more likely to use AI for innovation, not just cost cutting. AI transformation is not a technology project; people, culture, and process come first. A strong data foundation is required for AI to deliver real results. Garbage in, garbage out. AI literacy is becoming as essential as knowing how to use email or a computer. Expertise does not disappear with AI; expertise makes AI output significantly better. Leaders cannot delegate AI ownership solely to IT. Every executive function plays a role. The electric motor analogy shows transformation requires rethinking organizations, not just swapping tools. Leadership choices, not the technology itself, decide whether AI shrinks or grows the workforce. Timestamps 00:31 Meet the guest and topic introduction 00:57 From Silicon Valley to founding Wallaby 01:37 The ChatGPT moment that changed everything 01:58 Why data foundation matters more than AI 03:24 Introducing dual transformation 03:59 Type A versus Type B transformation 05:25 Why efficiency alone is not enough 06:00 Legacy companies versus AI-first competitors 06:12 AI transformation is not an IT project 08:04 The electric motor and organizational change 14:18 Why expertise matters more in the age of AI 16:39 Augmenting people versus replacing them 18:36 Shared ownership across the leadership team Connect with Pedro: https://www.linkedin.com/in/pedroarellano/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  #StartupCulture #OrganizationalTransformation #StrategicLeadership

This episode is a heart-to-heart dive into the real, raw relationship between fear and leadership. Barb Krol, Chief People Officer and seasoned coach, shares her transformative journey and powerful insights on how fear shapes us — and how embracing it can make us stronger, more authentic leaders. If you're ready to confront your fears and step into your most courageous self, this episode is your wake-up call. In this episode: Barb’s personal journey from fear of losing her career to fearless authenticity How fear manifests in leaders and how to recognize it in ourselves and others The connection between fear, shame, and grief, and how to navigate these emotions Practical steps to manage fear through small, courageous actions The role of vulnerability and candor in leading with confidence How to transform fear into exponential leadership impact The importance of continuous inner work and self-awareness for lasting leadership legacy Timestamps: 00:00 – Podcast Intro 00:33 – Introduction of guest Barb Croll, Chief People Officer at Orange County’s Credit Union 01:50 – Exploring the journey of leadership effectiveness and the role of fear 02:54 – Mid-career fear vs. later-career fear: Success vs. Mortality 04:00 – How leaders unknowingly operate from a place of fear and the denial of it 06:50 – The connection between fear, leadership, and shame 08:50 – The “Lion” vs. “CYA”: How fear affects decision-making and risk-taking 10:45 – Careful Candor: Learning to be comfortable being uncomfortable 12:20 – Comparing the “waves” of fear to the process of grief 14:30 – Redefining grief in the workplace: Aging, body changes, and career endings 15:50 – The “Second Act”: Finding boldness and fearlessness late in a career 18:10 – Breaking free from "political shackles" to add real value 19:10 – Can we fix the system? Systemic change vs. individual growth 20:45 – Leadership in the age of AI and rapid technology: Leading with less data 22:45 – The Kaizen Principle: The power of 1% daily improvement over perfectionism 25:20 – Silencing the inner chatter: "Did I do my best today?" 26:30 – Barb’s Final Advice: Do the internal work and "don't get caught in your belly button" Resources & Links: - Daring Greatly by Brené Brown - Kaizen Principle Explained - Orange County’s Credit Union  Connect with Barb: Linkedin Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions. 

Are you tired of trying to win everyone's approval and losing your authenticity in the process? In this episode, Phillip Stenger drops truth bombs about leadership, fear, conflict, and the courage it takes to be real. Get ready to challenge everything you thought leadership should be — because real change begins when you embrace the uncomfortable. In this episode: The difference between respect and likeability, and why it matters How fear of not being liked can sabotage your leadership Building trust through honesty — even in tough decisions The power of embracing mistakes and vulnerability Practical tools for courageous leadership on your toughest days The role of meditation and mental health routines in resilient leadership Why you should own your wrongs — and celebrate your failures How to lead with confidence without losing yourself The concept of "confidence humility" rooted in self-awareness Moving beyond superficial niceness to real, tough conversations Timestamps 00:00 - Authenticity over approval in leadership 02:05 - First lesson on being liked in finance 06:14 - Respect vs. likeability: what leaders can actually control 08:23 - Building a company while managing external approval 10:42 - Fear, uncertainty, and how experience builds confidence 12:18 - Meditation, mental health, and leadership presence 14:37 - Making unpopular decisions with honesty 19:47 - The danger of “nice” cultures that avoid hard conversations 22:26 - What courageous leadership looks like in the moment 24:39 - Confident humility: strong opinions, open mind 25:10 - Advice for early-career professionals afraid of being disliked 28:35 - The permission slip: leaders can be wrong 30:24 - Building a culture that learns from mistakes Resources & Links: - Radical Candor by Kim Scott - The Courageous Leadership Series - “Confidence Humility” book - Meditation for Leaders - Headspace - Own Your Mistakes - Harvard Business Review Connect with Phillip Stenger: LinkedIn Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.

Tony Buffum, Head of Enterprise Strategy at Human Cloud, joins us on this episode to talk about the evolution of talent strategy and what it truly takes for leaders to navigate workforce transformation with courage. With more than two decades leading global HR and talent transformation initiatives, Tony brings a rare perspective across enterprise, platform and advisory work. He explains how the shift toward flexible and on-demand talent models is not just an operational adjustment but a strategic reset. We explore the courageous choices leaders must make as traditional workforce models strain under new realities. Tony challenges organizations to rethink how they align people, technology and business strategy and to move beyond incremental change toward intentional transformation. Key Takeaways: 00:00 Introduction. 07:02 Traditional workforce planning struggles to keep pace with shifting talent demands. 08:52 Flexible talent enables expertise deployment within days, not months. 15:02 Over 50% of students now prefer independent work over full-time roles. 19:08 Success requires managing flexible and full-time talent as one aligned team. 24:07 Private equity value creation depends on rapid, flexible access to expertise. 27:20 Technology shifts require talent models that flex as fast as markets change. 34:15 HR must lead workforce transformation or risk being displaced by it. Resources Mentioned: Tony Buffum https://www.linkedin.com/in/tony-buffum-hrexecutive/ Human Cloud LinkedIn https://www.linkedin.com/company/humancloud/ Human Cloud | Website https://humancloud.work Human Cloud platform https://app.humancloud.com Upwork https://www.upwork.com Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform #StartupCulture #OrganizationalTransformation #StrategicLeadership

Allie Danziger, Chief Marketing Officer of Ascent and former Founder and CEO of Ampersand Professionals, joins us to discuss choosing growth before certainty. From raising her hand during layoffs to selling two companies and stepping into a CMO role, Allie shares what it means to have the courage to lean into discomfort and bet on yourself before you feel ready. Career fluidity, scaling teams with clarity and questioning the way things have always been done is often the beginning of real innovation. Key Takeaways: 00:00 Introduction. 02:24 Raising your hand creates opportunities that others wait for. 10:40 Scaling requires clarity on roles and accountability. 13:04 Consultants accelerate execution when speed matters most. 15:42 Choosing the harder environment fuels long-term growth. 17:52 Discomfort is a signal that growth is happening. 19:00 Developing early talent builds confidence and real capability. 22:56 Saying yes early shapes the trajectory of your career. Resources Mentioned: Allie Danziger https://www.linkedin.com/in/alliedanziger/ Ascent | LinkedIn https://www.linkedin.com/company/ascentfunding/ Ascent | Website https://www.ascentfunding.com AscentUP program https://www.ascentfunding.com/ascentup/learners/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform #StartupCulture #OrganizationalTransformation #StrategicLeadership

Clarity at work is rarely about having the perfect answer. More often, it comes from having the courage to say what everyone is already thinking. In this episode, we sit down with Jackson Lynch, Founder and President of Talent Sherpa, to explore why avoiding hard conversations creates confusion, erodes trust and limits performance. Jackson unpacks why transparency is a leadership advantage, how talent density drives business outcomes and what happens when leaders trade comfort for clarity. We also dive into real-world stories from executive roles and large-scale transformations, offering practical insight into how courageous leadership creates momentum, alignment and long-term results.  Key Takeaways: 00:00 Introduction. 01:45 Lack of clarity creates confusion and slows performance. 05:38 Top performers already know the truth, and avoiding it hurts performance. 10:22 An A player is defined by the role and outcomes, not the individual alone. 14:36 Productive meetings feel uncomfortable because real debate builds trust. 19:46 Honest transparency builds trust, even with hard messages. 22:10 Leaders must communicate with clarity, outcomes and decision rights. 25:28 Sidestepping tough questions delays the truth people deserve. 27:53 Work isn’t about comfort, it’s about clear standards and delivering outcomes. Resources Mentioned: Jackson Lynch https://www.linkedin.com/in/jxnlynch/ Talent Sherpa | LinkedIn https://www.linkedin.com/company/mytalentsherpa/ Talent Sherpa | Website https://www.mytalentsherpa.com Jackson Lynch Substack https://jacksonlynch.substack.com Talent Sherpa Podcast https://www.mytalentsherpa.com/podcast Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform #StartupCulture #OrganizationalTransformation #StrategicLeadership

Making the courageous choice in hiring means looking beyond the résumé and building the support that leaders need in order to win from day one. In this episode, we’re joined by Amy Sulgrove, CEO of Talent Executives Group, to explore what it really takes to place leaders who can thrive in uncertainty, build trust fast and drive performance without losing the human connection. We also unpack why executive hiring cannot end on a start date and how the right support in the first 90 days can make or break long-term success. Key Takeaways: 00:00 Introduction. 01:54 Amy launched Talent Executives Group to build real leadership partnership. 04:56 Amplify Executive Search is a collaboration between Talent Executives Group and Gig Talent Collective. 10:16 Jamie reached out and it became an amazing reconnection after many years. 12:35 Cross-functional influence is the leadership capability in highest demand. 15:24 Leaders can handle ambiguity while creating clarity, and Gig Talent helps. 18:04 AI is reshaping hiring and leaders need to validate what is real. 20:51 Zoom interviews get gamed when candidates use earpieces for answers. 23:43 Saying yes to everything hurts precision, so focus on excellence. Resources Mentioned: Amy Sulgrove https://www.linkedin.com/in/amysulgrove/ Talent Executives Group | LinkedIn https://www.linkedin.com/company/talentexecutives/ Talent Executives Group | Website https://talentexecutivesgroup.com/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform #StartupCulture #OrganizationalTransformation #StrategicLeadership

There comes a moment when success looks right on paper but feels wrong in practice. In this episode, we sit down with Jamie Jacobs, Founder and CEO of Gig Talent, for a candid conversation about ambition, fear, alignment and what it truly means to make a courageous choice. Jamie reflects on her personal and professional evolution, from corporate leadership to building a company rooted in flow, purpose and community. Her story highlights how courage is not the absence of fear, but the willingness to move forward anyway and create possibilities that didn’t exist, or you couldn’t see, before.  Key Takeaways: 00:00 Introduction. 03:32 Ambition often follows the next visible step before the bigger picture appears. 05:09 Growth and curiosity, not money, drive ambition beyond perceived personal limitations. 10:15 Resistance signals misalignment despite persistence and fear of failure. 12:27 Jamie values contributing to communities and learning to accept support. 15:39 Gig Talent launched in 2019 with the aim of aligning strengths and creating shared value. 18:09 Leveraging AI strengthens Gig Talent’s expertise while preserving human-led matching. 20:06 Every step has value and fear should never dictate when to move on. 21:20 Courage in two words: do it. Resources Mentioned: Jamie Jacobs https://www.linkedin.com/in/jlatianojacobs/ Gig Talent | LinkedIn https://www.linkedin.com/company/gig-talent/ Gig Talent | Website https://gigtalentagency.com/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform #StartupCulture #OrganizationalTransformation #StrategicLeadership

As the world of work rapidly evolves, it demands new approaches to talent, performance and career growth. In this episode, we speak with Edie Goldberg, President and Founder of E. L. Goldberg & Associates, to explore how organizations can adapt to evolving employee expectations, leverage AI for talent strategies and create environments that enable people to thrive.  Key Takeaways: 00:00 Introduction. 01:14 The future of work requires disrupting outdated talent practices with AI. 05:44 Disrupting outdated processes is key to attracting, engaging and retaining talent. 10:22 Companies must tap into diverse talent beyond employees. 17:03 Aging populations and shifting demographics demand more flexible work options. 20:06 Tenure boosts productivity through relationships and knowledge. 25:10 Curiosity and continuous learning are essential for thriving today. 30:21 Diverse perspectives fuel innovation and better solutions. 34:01 Turning a layoff into a successful business was a defining act of courage. Resources Mentioned: Edie Goldberg https://www.linkedin.com/in/edie-goldberg-phd/ E. L. Goldberg & Associates | LinkedIn https://www.linkedin.com/company/e-l-goldberg-associates/ E. L. Goldberg & Associates | Website https://www.elgoldberg.com/ "The Inside Gig" by Edie Goldberg https://theinsidegig.com/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform. #StartupCulture #OrganizationalTransformation #StrategicLeadership

The path to happiness often begins with the courage to make a change. In this episode, we sit down with Ashish Kothari, Founder and CEO of Happiness Squad, to explore how redefining success, shifting workplace mindsets and building human-centric systems can unlock both individual and organizational potential. Ashish shares his deeply personal journey from corporate leadership to founding Happiness Squad, offering transformative insights on wellbeing, leadership and the future of work. He explains why flourishing must become a strategic priority, how organizations can tackle burnout at source and how leaders at every level can create meaningful change.  Key Takeaways: 00:00 Introduction. 01:09 A battle with anxiety inspired Ashish to pivot his career toward well-being. 05:22 Ashish says his calling, not courage, drove his career transformation. 10:06 Burnout is often worse in nonprofit and frontline roles than in corporate jobs. 15:02 Trust, belonging and deep work fuel human energy. 19:58 One-size-fits-all programs fail; teams need tailored interventions. 25:34 Leaders can drive systemic change without top-level support. 29:59 The Eisenhower Matrix helps reset priorities and reduce overwhelm. 32:36 People want to contribute, but broken systems create changeable helplessness. Resources Mentioned: Ashish Kothari https://www.linkedin.com/in/ashishkothari1/ Happiness Squad | LinkedIn https://www.linkedin.com/company/happiness-squad/ Happiness Squad | Website https://happinesssquad.com/ VIA Character Strengths https://www.viacharacter.org/ World Economic Forum https://www.weforum.org/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform. #StartupCulture #OrganizationalTransformation #StrategicLeadership #BusinessGrowth

Success in hospitality, like in life, often comes down to making the courageous choice. In this episode, we sit down with Vikram Sood, Managing Director of NuPala Hospitality Development, to discuss the pivotal choices that defined his journey, the lessons learned in hospitality and the importance of resilience in uncertain times. We explore what it means to take courageous steps in both career and life. From global luxury hotels to independent consulting, Vikram shares how bold decisions shape leadership, culture and long-term growth. Key Takeaways: 00:00 Introduction. 01:26 Reopening a long-dormant resort reshaped San Diego’s luxury scene. 05:13 Moving to Las Vegas revealed a shift from luxury hospitality to gaming priorities. 10:12 Guiding owners through new builds and strategic transitions became his focus. 14:20 Courageous choices evolve, from early experimentation to confident decisions later in life. 16:23 Rising wage ordinances challenge leaders to do more with less. 18:26 True leadership is measured by impact on people, not prestigious titles. 20:02 Entrepreneurship demands backbone, faith and resisting the easy route. 22:41 Passion, not pedigree, should guide careers through uncertainty and change. Resources Mentioned: Vikram Sood https://www.linkedin.com/in/vikram-sood-33462610/ NuPala Hospitality Development https://www.linkedin.com/company/nupala-hospitality-development/ Four Seasons Hotels and Resorts https://www.fourseasons.com/ Thanks for listening to “The Courageous Choice.” Be sure to leave us a review and subscribe so you don’t miss any conversations.  For more information, visit gigtalentagency.com or email us at podcast@gigtalentagency.com if you have any questions.  Want to be featured as a guest? Sign up here: https://docs.google.com/forms/d/e/1FAIpQLScrwfuBIhL1-eC5V8mUF9GJaKl3U0jI7hIEvake7wAWJF0DaA/viewform. #StartupCulture #OrganizationalTransformation #StrategicLeadership #BusinessGrowth