『The Human Advantage Podcast』のカバーアート

The Human Advantage Podcast

The Human Advantage Podcast

著者： Adam Kleckner
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The Human Advantage Podcast Where culture is built, not claimed. Most companies talk about culture, diversity, and performance. Few design for them. Hosted by the LinkTech team, The Human Advantage explores how companies can move beyond checkboxes and build teams around how people actually think, communicate, and contribute. We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes. Each episode dives into culture add over culture fit, the ROI of diverse thinking, the hidden cost of misalignment, and how leaders can design workplaces where people thrive and performance compounds. If you believe people are not interchangeable—and that how someone thinks is a strategic advantage—this podcast is for you. 社会科学
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  • Episode 012 — From the Track to the Next Chapter with Norris Frederick

    Episode 012 — From the Track to the Next Chapter with Norris Frederick
    2026/06/30
    A conversation with Norris Frederick on the transition from professional athlete to entrepreneur, finding identity beyond performance, and using discipline, storytelling, and lived experience to build a life that feels aligned. Episode Date: May 19th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Norris Frederick is a three-time US bronze medalist, former professional long jumper, and one of the most decorated athletes in Washington State history. After 13 years competing at the world's highest level, he walked away — not at the finish line but at a feta cheese moment in Athens. In this conversation he talks about what it actually feels like to leave the only identity you've ever known, why elite athletes confuse focus with depression, and how the discipline of elite sport built the foundation for everything he's building now. Main Topics: How a late bus and a punishment sport became a three-time Olympic bronze medal career Living at the Olympic Training Center ranked number two in the world — with the number three ranked athlete as your roommate Why elite athletes confuse focus with depression The moment in Athens when Norris knew it was over — and got offered a job by Oakley in Bermuda before he even jumped What the corporate world gets wrong about routine, burnout, and going through the motions Why the hardest part of entrepreneurship is people — not skill, not strategy What AI shortcuts are going to cost the next generation of creators Intriguing Quotes: "I wasn't thinking about legacy or reputation. I was thinking about what happens next." "A lot of athletes confuse focus with depression. I didn't know the difference until you pointed it out." "I'd rather fail going 100% than fail being like, I didn't have my whole heart in that." "It was probably the loneliest 13 years of my life — because who could you actually talk to?" "How much work people put into figuring out how to cut corners — when they could have just done the job." "One thing I'm building toward? Happiness." Key Moments: [03:11] How Norris ended up in track: showed up late to the basketball bus, got punished with a spring sport, wore basketball shoes to his first meet, jumped 6'4" in the high jump, and never looked back. [09:31] The depression-versus-focus moment: going home after practice, lights out, watching YouTube videos of other long jumpers until midnight, staring at the ceiling. Adam said he was depressed. Norris said he was focused. Adam was right. [14:43] The loneliness of the highlight reel: 13 years where his life was measured in feet and inches. Nobody saw the hours alone storyboarding. They just saw Instagram and called it inspiring. [24:47] The Athens moment: standing on the runway thinking about feta cheese. Then Bermuda — no spikes, no jersey, all camera gear. Got offered a job by Oakley on the spot. [29:44] What the corporate world can learn from elite sport: people burn out doing the same thing for 20 years the same way athletes burn out. The question is the same — what now? [33:36] Lightning round: transition in one word — motivated. Hardest part of entrepreneurship — people. What athletes won't admit when competition ends — depression. What he's building toward — happiness. Notable Resources: Concepts: Athlete identity transition; elite performance psychology; storytelling as entrepreneurship; discipline carried forward Connect with Norris Frederick: Website: https://www.norrisfrederick.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    36 分
  • Episode 011 — Neuroinclusion Without the Overcomplications with Conway Brew

    Episode 011 — Neuroinclusion Without the Overcomplications with Conway Brew
    2026/06/23
    A conversation with Conway Brew on late autism diagnosis, masking, psychological safety, and why neuroinclusion does not have to be overcomplicated — it starts with better language, stronger leadership, and creating space for people to show up as they are. Episode Date: May 13th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Conway Brew is a healthcare executive who masked his autism for decades before receiving a late diagnosis. What changed wasn't who he was — it was having the language to explain it. In this conversation he breaks down why neuroinclusion doesn't require corporate-level change, why subjective performance metrics quietly push out neurodivergent talent, why panel interviews are everyone's nightmare, and how assuming positive intent changes what your whole team is capable of. Main Topics: What high-functioning masking actually looks like — the exhaustion, the oversharing instinct, the strategic silence Why a late diagnosis only gives you language, not a new identity The language problem in corporate reviews: what is executive presence, really? How to lead neurodivergent people without requiring self-disclosure Why Conway interviews for personality, not skill — and what Richard Branson and SEAL team selection have in common Panel interviews: why they should go, for everyone Assume positive intent — and why it sometimes only lasts until 9am What neuroinclusion actually requires: not corporate programs, better people leaders Intriguing Quotes: "The only thing that changes with a late diagnosis is I now have the language to explain what I'm going through that I didn't have before." "Executive presence — if you ask five executives to explain it, you'll probably get four different answers, maybe five." "I like to hire adults, treat them like adults, and expect adult level work in return." "It's not as hard as you think it is. It doesn't require corporate level change. It just requires better people leaders." "Assume positive intent. Sometimes it only lasts till nine o'clock in the morning, but I try." "I've specked my character all wrong and I can't go back and redo it like I can in a game." Key Moments: [02:09] Why Conway went public: his therapist asked if he had a platform. He did. So he used it — specifically to counter the claim that neurodivergent people can't hold executive roles. [03:41] The mixing board metaphor: autism isn't a linear spectrum. Some dials are at 11, some at zero. If you've met one autistic, you've met one autistic. [11:31] The two things people leaders can do without requiring disclosure: change the language in talent reviews, and make performance metrics actually measurable. [18:36] Conway's leadership philosophy in practice — the team doesn't ask permission for time off, they manage their own deliverables. It takes people a while to believe he means it. [24:09] How Conway interviews: personality over skill, every time. Skills can be trained. If someone blows up the team dynamic, no skill set fixes that. [32:43] Lightning round: one word for how he thinks — root cause. Workplace norm to redesign — going to an office. Remove from performance reviews — anything subjective. One thing leaders overcomplicate about neuroinclusion — everything. Notable Resources: Concepts: Autism as a mixing board not a linear spectrum; masking; executive presence as unmeasurable metric; output-based leadership; psychological safety; assume positive intent Connect with Conway Brew: LinkedIn: https://www.linkedin.com/in/conwaybrew/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    36 分
  • Episode 010 — Building Opportunity That Actually Works with Bob Newman

    Episode 010 — Building Opportunity That Actually Works with Bob Newman
    2026/06/16
    A conversation with Bob Newman on dyslexia, ADHD, accessibility, and why building opportunity that actually works means moving beyond labels, honoring different ways of thinking, and creating environments where people can truly succeed. Episode Date: May 11th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Bob Newman got a theater degree because reading and writing were hard and talking to people felt natural. Twenty years later he's a sales and business development leader, neurodiversity and accessibility advocate, and founder of a business helping parents navigate a neurotypical world after their child gets a diagnosis. In this conversation he breaks down why only 3% of people with a disability disclose it at work, why accessibility is not a disability-specific issue, and why the real cost of not building inclusive systems shows up on your bottom line. Main Topics: How Bob's dyslexia and ADHD shaped a career built on connection, not convention Why context determines whether neurodivergence is a superpower or a struggle The 3% disclosure problem — and why 74% of managers are uncomfortable having the conversation What companies still get wrong about accessibility: assuming no raised hands means no problem Why accessibility isn't disability-specific — 84% of disabilities are acquired during working years The universal design argument: all of us will need accommodation at some point, some of us just get there first What Bob would tell every employer: grade me on the output, not how I get there Why inclusion isn't kumbaya — it hits your bottom line Intriguing Quotes: "Getting the right answer in school isn't alone the right answer. They want to see you did it the way they want you to do it." "Only 3% of people with a disability disclose that to their employer. Three." "Accessibility in the workplace isn't a disability-specific need. All of us want to be accommodated in a way that we can show up as our most authentic selves." "Grade me on the output of my work. Don't grade me on how I do it or where I do it." "We're not advocating for the heck of it. You will have higher returns, more efficient workers. It's going to impact your bottom line." "We are so much more than a little piece of paper." Key Moments: [02:33] Bob's origin: parents who saw brightness in context, not just challenge. A mother who became a guardian angel — making sure he had what he needed when teachers just saw problems to manage. [05:50] The superpower debate settled: in middle school, the last thing Bob wanted was to be different. As an adult, when it started earning him money, it became a power. Context is everything. [09:39] The disclosure gap: 3% disclose, 74% of managers are uncomfortable having the conversation. With 50%+ of Gen Z associating with some form of neurodivergence — the math doesn't add up. [19:43] Devon's science test story: got four wrong out of 200, received a C minus because of spelling. Bob's response: that's what it means to navigate a neurotypical world as a neurodivergent person. [28:49] The universality of accessibility: 84% of disabilities are acquired between 18 and 64. If you're not building for it now, you're building for your future self. [39:35] Why Bob seeks out early-stage startups: the chaos is where he thrives. The day tomorrow won't look like the day yesterday — and that's where he climbs fastest. Notable Resources: Bob's business: helping parents navigate a neurotypical world after a neurodivergent diagnosis — no instruction manual exists, so he's building one Concepts: Universal design; disclosure gap; accessibility as business strategy; hyper-focus; output-based performance Connect with Bob Newman: LinkedIn: https://www.linkedin.com/in/newmanrobertj/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    44 分
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