『Shedding the Corporate Bitch』のカバーアート

Shedding the Corporate Bitch

Shedding the Corporate Bitch

著者： Bernadette Boas
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Welcome to Shedding the Corporate Bitch — the podcast where executive leadership gets real.

Hosted by executive coach, strategist, and unapologetic truth-teller Bernadette Boas, this show is built for senior leaders, CHROs, and HR executives who are done with surface-level leadership advice and ready for the conversations that actually move the needle.

Drawing from 25 years in corporate — including being fired — and over a decade coaching leaders at the highest levels, Bernadette delivers the raw insights, honest dialogue, and practical strategies you won't find in a leadership textbook. Each episode tackles what's really happening in today's organizations: toxic cultures, burned-out teams, leadership gaps, talent retention crises, and the fear, doubt, and imposter syndrome that quietly undermine even the most accomplished executives.

Joined by world-class leaders, HR innovators, and organizational experts, Bernadette doesn't just identify the problems — she hands you the tools to solve them.

This is the podcast for leaders who are ready to shed what's holding them — and their organizations — back, and build something that actually works.

Follow now. Your next level starts here.

© 2026 Shedding the Bitch® マネジメント マネジメント・リーダーシップ 個人的成功 心理学 心理学・心の健康 経済学 自己啓発 衛生・健康的な生活
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  • Employee Engagement Strategies That Actually Move the Needle with Ian Watts

    Employee Engagement Strategies That Actually Move the Needle with Ian Watts
    2026/06/09

    We'd love to hear from you. Send us fan mail!

    Most leaders measure engagement with an annual survey and call it done. Ian M. Watts has spent two and a half decades proving that approach wrong and building a methodology that creates the kind of loyalty money alone will never buy.

    In this episode, Ian joins Bernadette Boas to break down the real cost of employee disengagement, and it is not a soft number.

    When fewer than 30% of your workforce is fully engaged, you are carrying a hidden expense equal to 18% of every disengaged employee's salary. For a company of 200 people, that arithmetic is brutal. But the more important question is why it keeps happening, and what leaders at every level can do about it right now.

    Ian's ACTS method — Aspirations, Calling, Transformation, and Support, is a practical framework designed to create deep reciprocity between leaders and their people. Not through perks or ping pong tables, but by treating employees as whole human beings with goals, dreams, and lives that extend beyond the office.

    This conversation delivers both the business case and the blueprint.


    What You Will Learn

    • How to calculate what disengagement is costing your specific organization

    • The four components of the ACTS method and how to apply them without budget

    • Why high performers leave while still producing — and what signals to watch for

    • The difference between buying compliance and earning commitment from your team

    • How the 'Dream Manager' concept achieved 50% turnover reduction and how ACTS builds on it

    • How to lead with heart-centered values even when the broader culture doesn't support it

    • Why succession planning — not just retention — should be your ultimate leadership goal


    Key Quote: "Salary and benefits will bring people in. But you can't buy a hand — you have to win a heart." — Ian M. Watts


    Episode Chapters:
    00:02 — The Future of Leadership in an AI-First World
    00:04 — Why Engagement Equals EBITDA (And Why Leaders Ignore It)
    00:08 — Heart-Centered Leadership: What It Is and What It Isn't
    00:17 — The ACTS Method: Aspirations, Calling, Transformation, Support
    00:22 — Practical Steps Any Leader Can Take Today — With Zero Budget
    00:14 — The Law of the Lid and Leading Within a Broken Culture
    00:28 — My Greatest Success Is My Succession: Final Advice


    About Ian Watts:

    Ian Watts is the founder of Employee Success Company and developer of the ACTS Engagement Method, a proven framework for dramatically improving employee retention and engagement. With more than 25 years of entrepreneurial experience and 400+ people hired and developed, Ian is an authority on what actually makes people stay, give discretionary effort, and grow inside an organization.

    Connect with Ian at employeesuccesscompany.com or follow him on LinkedIn and Instagram at @IanMWatts.


    Related Episode: Define What Winning Looks Like

    Related Episode: Why Your Team Ignores You and What to Fix First

    Related Episode: Belonging Isn’t Culture. It’s Infrastructure for Performance


    Subscribe: If this conversation challenged how you think about leadership, subscribe to Shedding the Corporate B!tch on YouTube and your favorite podcast platform. New episodes every week for executives, HR leaders, and corporate professionals who are done settling for average.

    Support the show
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    32 分
  • Why Your Team Ignores You and What to Fix First

    Why Your Team Ignores You and What to Fix First
    2026/06/02

    We'd love to hear from you. Send us fan mail!

    Most team dysfunction doesn't start with a bad employee. It starts with a missing foundation.

    In this episode, executive coach Bernadette Boas lays out the five characteristics of a high-performing team and explains exactly why the absence of even one will unravel everything else.

    If you have a team member who ignores direction, meetings that go nowhere, team members who won't give you feedback, or people who agree to your face and do nothing afterward, this conversation will arm you with strategies to change that.

    Bernadette draws on firsthand observations from dozen of businesses and her work with senior corporate leaders to show what high-performing teams actually look like and to give you a clear, step-by-step process for building one.

    This is not a feel-good leadership episode. It is a working framework you can start applying this week.

    What You Will Learn -

    • How to create an environment where your team can have honest, productive conflict without it becoming personal

    • Why chasing 100% agreement is the wrong goal

    • What accountability truly means (and why reframing it as 'reminding' changes everything)

    • How to involve your team in defining the culture they're being asked to live in

    • The five-step process for moving from a fragmented team to a high-performing one

    Subscribe - If this episode gave you something to work with, subscribe to Shedding the Corporate B!tch on YouTube at @ShedtheCorpBitchTV. New episodes every week for executives, HR leaders, and corporate professionals who are done settling for the team they have and ready to build the one they need.

    Support the show
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    34 分
  • Define What Winning Looks Like and Watch Performance Shift

    Define What Winning Looks Like and Watch Performance Shift
    2026/05/26
    We'd love to hear from you. Send us fan mail!Role clarity is the most underleveraged driver of leadership performance, and most organizations aren't building it. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas sits down with Jackson Lynch, founder of Talent Sherpa, to examine why talented people consistently underperform when the architecture around them is broken. Drawing on W. Edwards Deming's research that 94% of performance problems are systemic, not personal, Jackson makes a compelling case that organizations have been investing in the wrong place.The conversation moves from theory to practice quickly. Jackson breaks down what role architecture actually means: defining five to seven outcomes for any role so that everyone in the system, the incumbent, their manager, their peers upstream and downstream, knows exactly what winning looks like. Without that, accountability becomes blame, engagement flatlines, and even your highest-potential leaders are flying blind.For HR leaders, this episode reframes the function itself. Jackson challenges the compliance-first model that most human capital teams operate within and argues that the real job is to identify talent constraints before the strategy is executed, not after things go sideways. What You Will LearnWhy 94% of performance problems are architectural, not personal, and what that means for how you develop leadersHow to define the 5–7 outcomes that tell any role what winning looks likeWhy decision rights must be directly tied to accountability and what breaks when they aren'tThe difference between accountability (backward blame) and reliability (forward ownership) — and which one actually produces resultsHow to use a talent portfolio optimization model to put the right people in the highest-impact rolesWhy HR's shift from compliance partner to business constraint solver changes organizational performanceHow auditing your calendar reveals whether you are leading strategically or managing noiseEpisode Chapters [00:00 — Welcome & Why Leadership Architecture Matters More Than Talent02:00 — The Biggest Leadership Misconception: It's the System, Not the Person03:00 — What Role Architecture Actually Means — Outcomes, Decision Rights & Boundary Conditions05:00 — Role Clarity in Practice: Defining What Winning Looks Like07:00 — Reframing Accountability as Reliability — and Why It Changes Everything08:00 — The AI Fog Problem: Why Automating Unclear Roles Scales the Problem10:00 — The Real Cost of Not Defining Outcomes: Opportunity Loss13:00 — How to Drive Accountability Without Blame16:00 — Why Leaders Stay Stuck in Tasks: Dopamine, Busyness & the Arsonist Problem18:00 — The Talent Portfolio Optimization Model vs. Traditional Succession Planning21:00 — How to Sequence Talent Decisions for Maximum Business Impact23:00 — How HR and Business Leaders Should Partner on Talent Strategy29:00 — Moving Your Team From Busy to Impactful32:00 — Nobody Gets Overwhelmed Knowing What Winning Looks Like33:00 — Audit Your Calendar: The One Move That Changes Everything35:00 — Where to Find Jackson Lynch & Talent SherpaAbout the Guest Jackson Lynch is the founder of Talent Sherpa, where he works with CEOs and executive teams to build the role clarity, decision rights, and outcome-defined accountability structures that drive business performance. With 25 years in human capital — from the factory floor to senior leadership in public companies — Jackson brings an operator's perspective to the systemic gaps that most leadership development programs never address. He also publishes a weekly Substack followed by more than 6,000 human capital practitioners. Learn more at mytalentsherpa.com and connect with Jackson on LinkedIn at linkedin.com/in/jxnlynch.Related EpisodesYour Calendar is Lying: HERE — how you need to become an attention manager vs. time managerYour Company is Not a Machine with Norman Wolfe PART 1 HERE — how leaders need to shift from managing tasks to leading the heart of the company; your people.How to Stop Managing the Machine with Norman Wolfe PART 2 HERE — the four concrete leadership skills that make the framework operational, and more importantly, why most leaders are missing all of themSubscribe If this conversation gave you something you can use, subscribe to Shedding the Corporate B!tch on YouTube, Apple Podcasts, or Access all of the full episode on Ball of Fire Coaching. Each episode is built for executives, HR leaders, and corporate professionals who want direct, no-nonsense insight on what it actually takes to lead at the highest levels. New episodes every week at ballofirecoaching.com/podcast.Support the show
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    37 分
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