Episodes

Our hosts unpack how and when PIPs are effective and conversely, what is just a waste of time and a cause for unnecessary tension and conflict.  Employers must trade vague critiques (“needs to be more proactive”) for measurable targets (“submit weekly reports by Friday at 3 p.m. with zero data errors”). A well-crafted PIP defines specific goals, timelines, support resources, and consequences—because fairness lives in clarity. It’s not about catching someone failing; it’s about giving them a fair shot at succeeding.

Being agreeable may feel safe—but it comes at a cost.  Agreeableness means people don’t get the information they need to improve; high performers feel invisible or stuck and confidence and growth stall.  Teams are also affected because problems stay underground until they explode; a nice culture quietly bleeds talent and psychological safety drops—even if everyone is kind.

Emotions are not simple cause-and-effect reactions to events, but responses filtered through the stories your mind tells. Your thoughts act as a middleperson between what happens and how you feel, which means distorted thinking can create distorted emotions that don’t actually match reality.

Ditch the stiff year-end reviews—Crina and Kirsten grab the NYT’s “7 Reflection Questions for a Happier New Year” and remix it for work with fun and honesty.  Our hosts turn the New Year’s reflection into a playful self-diagnosis for work, riffing off a NYT article’s serious prompts but swapping them for fun, thoughtful, heart-singing versions that spark levity. Kirsten and Crina consider their answers live, revealing what eluded them, drained their energy, and made their hearts sing—proving honest check-ins beat vague resolutions every time. Expect laughs, aha moments, and work tweaks that feel fun, not forced.

When the stakes are high and expectations are muddy, even the most competent humans can slip into self‑protection mode at work.  Deadlines, performance reviews, politics, and power dynamics can echo earlier experiences of exclusion or danger, so our nervous systems do what they were wired to do: defend.  In this conversation, our gals break down how that shows up on teams—and what to do about it. 

Nearly every cultural or religious tradition celebrates something this time of year, reminding us that humans are wired to pause, connect, and acknowledge progress. The same is true in the workplace.  Yet many of us struggle with this. We forget to mark milestones, skip over achievements, and move on to the next task. The research is clear: celebration isn’t frivolous; it’s foundational.

Being seen is central to being human essential to human flourishing. Join us as we explore how to harness this super power and get more ease, meaning and joy!

Being seen is central to being human essential to human flourishing. Join us as we explore how to harness this super power and get more ease, meaning and joy!

Moonlighting encompasses everything from freelance work and gig economy jobs to online businesses and passion and experiment projects. The concept of two jobs has evolved beyond traditional notions of “after-hours” work and now includes diverse forms of supplemental employment. Working two jobs raises questions about burnout, work-life balance, performance impacts, and whether to implement formal moonlighting policies.

Recent research shows that women experience mental health conditions differently than men, and we’re unpacking it all. We’ll discuss the critical role of connection—our go-to remedy for many mental health issues—even when social interactions feel like climbing a mountain. Setting boundaries and carving out time for self-care isn’t just important; it’s essential.