『The Human Advantage Podcast』のカバーアート

The Human Advantage Podcast

The Human Advantage Podcast

著者： Adam Kleckner
無料で聴く

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 We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes.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
エピソード
  • Episode 019 — From Good Intentions to Inclusive Systems with Nick Davis

    Episode 019 — From Good Intentions to Inclusive Systems with Nick Davis
    2026/08/14
    Description: A conversation with Nick Davis on organizational culture, systemic friction, and why inclusion only works when it is built into how leaders make decisions, develop people, and design work. Host: Adam Kleckner (Head of Strategy at LinkTech), Tia Kleckner (CEO at LinkTech) Summary: Nick Davis is an organizational development leader, culture strategist, and founder of Davis Organizational Development and Consulting. Drawing on work across healthcare, mental health, social services, and education, Nick explains why organizations must examine the gap between what they say they value and what their systems make possible. He makes the case that representation is only the starting point, turnover is valuable data, and inclusive cultures require more than initiatives, labels, and checklists. Main Topics: Why good intentions do not automatically produce inclusive systems. Recognizing when a people problem is really a system problem. How employees adapt, overperform, shrink, or quietly quit around friction. Why inclusion cannot remain an initiative or organizational add-on. Centering employees instead of asking them to assimilate. What turnover reveals about culture, retention, and belonging. Why diverse teams do not guarantee innovative outcomes. Cultural intelligence as the multiplier for diversity. Representation as the starting point- not the finish line. Perspective-taking as an essential leadership skill Intriguing Quotes: "Intentions don't necessarily build systems." "The people who are closest to that friction know exactly where it is." "When inclusion is framed as an add-on, it's almost cosplaying inclusion." "What did our system produce that made staying feel less worthwhile than leaving?" "Systems teach leaders what to pay attention to." "You can have a diverse team on paper but still have a homogenous culture." "Perspective-taking will always win." Key Moments: [01:34] Nick defines systems work: examine the gap between stated values and what an organization actually makes possible. [03:29] The adaptation trap: employees find workarounds, overperform, shrink themselves, survive, or quietly quit while leaders assume everything is fine. [11:40] Why inclusion fails as an add-on: initiatives receive a budget, committee, awareness month- and often an end date. [20:36] Systemic friction explained: outdated policies and meeting norms create barriers that may be invisible to decision-makers. [24:05] Turnover as data: instead of blaming the person who leaves, ask what made leaving feel more worthwhile than staying.[26:42] How systems shape leadership by teaching leaders which outcomes, voices, and behaviors deserve attention. [28:06] Diversity alone does not drive innovation. Without inclusion and cultural intelligence, diverse teams can still produce groupthink. [32:27] Beyond checkboxes: engaging human beings cannot be reduced to a compliance list. [40:09] The most underrated leadership skill: perspective-taking, because it builds empathy and teaches leaders to decenter themselves. [42:01] What never appears on Nick's resume: being a stabilizing presence who holds space for the complexity of being human. Cultural Intelligence Center Concepts: Systemic friction; psychological safety; cultural intelligence; inclusive leadership; perspective-taking; human-centered systems Connect with Nick Davis: LinkedIn: https://www.linkedin.com/in/nicholas-davis-mba 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.
    続きを読む 一部表示
    46 分
  • Episode 018 — Building Inclusive Tech Teams Through Authentic Leadership with Fred Hennige

    Episode 018 — Building Inclusive Tech Teams Through Authentic Leadership with Fred Hennige
    2026/08/11
    A conversation with Fred Hennige on empathy, allyship, mentorship, and why the strongest technology leaders build trust, recognize hidden talent, and support people as their full selves. Summary: Fred Hennige is a technology leader, mentor, and advocate with more than 20 years of experience across enterprise architecture, engineering, infrastructure, product delivery, and inclusion. In this conversation, he explains how parenting shaped his approach to leadership, why relationships often reveal more than resumes, and what authentic allyship requires in practice. Fred also explores neurodiversity, vulnerability, burnout, and the simple habits leaders can use to make teams more inclusive- whether they work together in person or remotely. Main Topics: Parenting as a lens for leadership and mentorship. Why relationships and networks shape career opportunity. Supporting diversity beyond labels and checkboxes. Finding hidden talent that resumes overlook. How culture can strengthen or undermine diversity efforts. Creating psychological safety for people to show up fully. Challenging stereotypes and bias during hiring. Fred's advocacy work at Alaska Airlines. What authentic allyship requires from leaders. ADHD traits, calm in chaos, and reducing burnout. Why technical roles remain valuable leadership foundations. Vulnerability and authenticity as active leadership practices. Small habits that create inclusion on remote teams Intriguing Quotes: "Building trust in the right spaces is powerful." "Support full authentic selves at work." "You need to actively work on vulnerability." Key Moments: [02:06] How parenting changed Fred's understanding of leadership, patience, support, and mentorship. [04:03] Why careers grow through networks and authentic relationships—not credentials alone. [06:02] Moving diversity beyond checkboxes by creating systems where different people can contribute and advance. [07:57] Identifying hidden talent and recognizing what conventional résumés fail to capture. [09:56] How organizational culture determines whether diversity initiatives become meaningful or performative. [11:56] Psychological safety in practice: giving people room to contribute without hiding essential parts of themselves. [14:08] The stereotypes and assumptions that quietly distort hiring decisions. [16:08] Fred's advocacy at Alaska Airlines and the importance of using influence to create opportunity for others. [17:58] Authentic allyship is rewarding, uncomfortable, and built through consistent action. [19:57] Fred's approach to supporting employees as complete human beings. [23:55] Why ADHD-related traits can create both calm in chaos and a path toward burnout. [26:05] Designing work around strengths while recognizing limits and protecting energy. [30:00] The early mentors who shaped Fred's approach to technology leadership. [32:03] Why vulnerability does not happen automatically—it requires intentional practice. [34:05] Simple inclusive habits that help remote employees feel seen and connected. Connect with Fred Hennige: LinkedIn: https://www.linkedin.com/in/fredhennige/ 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.
    続きを読む 一部表示
    40 分
  • Episode 017 — Leadership Beyond the Loudest Voice with Joshua McLindsay

    Episode 017 — Leadership Beyond the Loudest Voice with Joshua McLindsay
    2026/08/04
    A conversation with Joshua McLindsay on introverted leadership, ADHD, cognitive diversity, and why the strongest teams make room for people who listen, process, and contribute differently. Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Joshua McLindsay has spent more than 20 years in retail planning, merchandising, forecasting, and cross-functional leadership across brands including Nike, Gap, Groupon, and Kroger. In this conversation, he explains how learning he had ADHD helped him understand his creativity, anxiety, pattern recognition, and introverted leadership style. Joshua makes the case that leaders do not need to be the loudest voice in the room, diversity of thought closes organizational blind spots, and AI will make human judgment, empathy, and curiosity more valuable- not less. Main Topics: How a family flower shop and a Reebok outlet launched Joshua's retail career. Leading as an introvert in cultures that reward fast, loud answers. How an ADHD diagnosis reframed creativity, anxiety, and preparation. Creating a one-page guide for how to work with you. Why servant leadership is flat- not a top-down pyramid. Holding high standards without blaming the person. How cognitive diversity improves decisions and reduces blind spots. Cross-functional leadership inside Nike's Jordan Brand. AI as a tool- and why human judgment must remain in charge. Adaptability, coachability, and the value of being most improved Intriguing Quotes: "I'm not going to be the loudest in the room. I'm listening a lot." "It's not a pyramid that's right side up or upside down. It's flat." "The best leaders aren't experts at everything, but we should be students of everything." "Different does not mean deficient. It actually should be celebrated more." "AI will make human qualities even more valuable, not less valuable." "Improvement requires failure, and failure is always feedback." Key Moments: [01:39] Joshua's retail origin: learning customer service in his family's businesses before taking a job at Reebok for gas money. [06:13] Leading while introverted: how coaching, therapy, and an ADHD diagnosis helped Joshua understand how he shows up. [08:03] Joshua's one-page "how to work with me" guide- and why leaders have embraced it. [11:08] The leadership hierarchy flipped: the leader serves the team, but the healthiest structure is ultimately flat. [15:27] Psychological safety without lower standards: blame the process, learn from mistakes, and let every function contribute. [20:02] Why diversity of thought matters: every person has blind spots, and different perspectives create better outcomes. [23:11] The Jordan Brand lesson: merchandising, finance, sales, and supply chain can all be right- and still incomplete in isolation. [25:33] AI and leadership: technology can process information faster, but it cannot replace trust, empathy, curiosity, or judgment. [33:20] The overlooked neurodivergent strength: years of adapting can create continuous improvement, resilience, and empathy. Concepts: Introverted leadership; servant leadership; psychological safety; cognitive diversity; cross-functional collaboration; ADHD at work; human-centered AI Connect with Joshua McLindsay: LinkedIn: https://www.linkedin.com/in/joshmclindsay 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.
    続きを読む 一部表示
    42 分
adbl_web_anon_alc_button_suppression_t1
まだレビューはありません