Pepper 🌶️ Wilson

Excited to partner once more with Training magazine and run another transfer-powered webinar. No matter what model you use for training design, you can increase training effectiveness (or increase the impact of your training) by paying attention to the following 4 transfer levers connected to training design. 1️⃣ Clarity of Expectations 2️⃣ Content Relevance 3️⃣ Active Practice 4️⃣ Transfer Planning So on August 13th we will jointly explore and discuss: 🎯 Why asking about expectations in a training session is a waste of time 🎯 How to strengthen the perception of content relevance. 🎯 The crucial and so often misunderstood difference between active learning and active practice 🎯 Common mistakes with regards to action planning Looking forward to sharing some practical and tested ideas and tools on what you can do to set the levers in training design to "transfer effective" Register here: https://lnkd.in/dFJqSJZv Wed, Aug 13, 2025 at 9AM Pacific / 12PM Eastern #maketransferhappen #trainingeffectiveness #learninganddevelopment #instructionaldesign #trainingdesign

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Jim and Jan dive deep into the concept of “Glue Guys” (or “Glue Gals”)—the individuals who often go unrecognized but are crucial in holding teams and organizations together. They explore the traits, roles, and impact of these unsung heroes across various settings, from sports to corporate ... https://bit.ly/TLP-445 #leadership #LeadershipPodcast #GlueGuys #Teamwork #EmployeeEngagement #TrustInLeadership #HighPerformingTeams #UnsungHeroes #OrganizationalSuccess The Leadership Podcast

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New Episode + Leadership Book You’ll Like 🎙️ YellowWood - Workplace Podcast welcomes Margaret C. Andrews, author of Manage Yourself to Lead Others. 📚 Why I like this book: “It’s clear why Margaret’s leadership program at Harvard was the most popular. The structure of the book — starting with self, then leading others, then managing upwards — makes leadership practical, reflective, and deeply human.” 💡 What makes this book special: - begins with self-awareness — understanding your backstory, values, and emotions before leading anyone else. - brings powerful insights on managing teams and understanding different working styles through tools like the Zigzag Chart. - explores the organisational context — how culture, feedback, and modelling shape the success of leaders. - shows how real leaders, like Satya Nadella, transformed culture through empathy and growth mindset. - full of frameworks, reflection questions, and practical exercises that make leadership development actionable. ✨ Why you should read the book & listen to the episode: Margaret and I go beyond theory to explore what truly drives leadership growth — learning to manage yourself first, then others, and finally, your wider organisation. This book gets praise from other workplace podcast guests Morra Aarons-Mele Dorie Clark 🎧 Listen to the full episode of YellowWood - Workplace Podcast 📖 Read Manage Yourself to Lead Others by Margaret C. Andrews Aisling Cuffe Betsy DeJesu Basic Venture #TheWorkplacePodcast #YellowWood #LeadershipDevelopment #SelfLeadership #TeamDynamics #OrganizationalCulture #GrowthMindset #LeadershipBooks #PodcastRecommendation #MargaretCAndrews #WilliamCorless

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Traci Austin, MPA, SPHR, SHRM-SCP, PCC, founder of Elevated Talent Consulting, joins me this week to dive into the topic of mindset and employee engagement. She and I explore how workplace culture is shaped from the top down, beginning with leadership. Traci also offers valuable tips on boosting engagement and building a stronger, more connected culture. You’ll walk away with fresh ideas to energize your team and lead with intention.

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Inside every organization are people who see what’s not working. They notice the friction, the inefficiencies, the "we’ve always done it this way" blind spots. But most won’t speak up - unless the culture gives them permission not just to question, but to create. That’s where the intrapreneurial mindset changes everything. Instead of waiting for permission, your team starts asking: 🔍 “What if we tried this?” 🧩 “Could we make this easier?” 🎮 “How might we reframe this as a challenge worth solving?” The best leaders don’t just allow that - they design and create space for it. ✅ They reward curiosity. ✅ They create shared quests. ✅ They give their teams room to think like game designers - building solutions that outlast the current sprint. Innovation isn’t a job title. It’s a culture. Let your team play with ideas. Let them shape the experience. Then watch how fast they start leveling up your company from the inside out.

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I have come to realize that being neuro-informed must be recognized as a fundamental ethical competency for all service providers - coaches, therapists, doctors, etc. When an estimated 40% of the population (including both biological and environmental factors that contribute to neuro-diversity), then odds are that all providers are already serving patients or clients with neurodiversity -- but they may not understand how to do that effectively. What's the implication of that? When people with neurodivergence engage in ‘masking’-- acting neurotypically in order to avoid negativity -- it "can have a large impact on their sense of self, and lead to exhaustion, burn-out, and poor mental health.” (Oxford Academic Postgraduate Medical Journal) Those with neurodivergent conditions are often more at risk of suffering from mental illnesses or poor well-being due to a lack of support and the stress of 'masking.' And yes, this happens with medical providers, educators, therapists and coaches -- professionals that we might assume are educated in neurodiversity, but typically are not. I'm on a mission to change that. And that's why I'm particularly honored to share that Diane Dempster and I are collaborating with the Directors of DEIB and Ethics at the International Coaching Federation (ICF) to present a workshop in this year's International Coaching Week: "Neurospicy Coaching: What You Need to Know to Recognize and Support Neurodiverse Clients." Neuro-informed work is inclusive, trauma-informed, and fundamentally respectful. It typically takes 17 years for medical research to make it into practice. Let's see if we can accelerate that, shall we? Would love to hear how you're becoming better neuro-informed in your work!? https://lnkd.in/eRN3zaSt

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