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Work Positive

Work Positive

著者： Dr. Joey Faucette
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Work Positive podcast guests share strategies and tactics, real-life stories, and case studies that focus on how you can attract top talent and reduce team turnover. The host of the Work Positive podcast, Dr. Joey Faucette, is an executive coach, culture architect, and best-selling author. His latest book, Work Positive in a Negative World: Team Edition, is the manifesto for developing your positive work culture.
Listen to the Work Positive podcast if you:

want to attract top talent

desire to reduce team turnover

invest in leadership training

are performance driven, and;

care about your team members.Copyright 2022 Work Positive podcast, Dr. Joey Faucette, All Rights Reserved. マネジメント マネジメント・リーダーシップ 経済学
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  • People Leave Feelings Instead of Jobs (Season 4 First-Half Wrap)

    People Leave Feelings Instead of Jobs (Season 4 First-Half Wrap)
    2026/07/05

    Episode 194 · People Leave Feelings Instead of Jobs (Season 4 First-Half Wrap)

    Twenty-plus guests. One truth. Across the first half of Season 4, every conversation kept circling the same finding: people leave feelings instead of jobs. In this solo wrap, Dr. Joey Faucette looks back across episodes 168 through 192, with D.R.E.A.M. (193) as the capstone, and pulls the whole season into a single word every people leader can act on. Seen.

    Dr. Bob Johansen named the world we lead in now: BANI, brittle, anxious, nonlinear, and incomprehensible. Anne Grady reminded us it is not the tech that spins the revolving door, it is people feeling disengaged, overwhelmed, unsupported, and unappreciated. And Stephen de Groot promised that when people know they matter, half your challenges simply go away.

    The episode moves in three movements.

    Movement one: see them, hear them, value them. Meredith Jones on accountability as a two-way street. Ruth Kent on weaving well-being through the whole culture. Barbie Brown on being a relationship builder rather than a recruiter. Tom Lawrence on listening to understand rather than to reply. Margarita Ramos on trust growing in the light. Emily Berliner on recognition as the underrated tool that costs nothing. Tim Elmore on A.L.E.G. and the line from David Augsburger that being heard is so close to being loved the two are hard to tell apart. Dr. Jamie Hardy on making a well-being culture visible before depletion seeps through. George Pesansky on studying what went right. And Dr. Domonique Revere on curiosity as the fuel in the Work Positive engine.

    Movement two: your roots. You can only give what you have grown within yourself. Nick Jonsson on executive loneliness and going first. Mark Divine on calm as an outcome of training and stillness as the master skill. Will Steel on being yourself as the most powerful you there is. Brad Englert on telling the truth, putting family first, and going home for supper.

    Movement three: six frameworks, one conviction. T.R.A.N.S.F.O.R.M., R.E.T.A.I.N., L.E.A.R.N., Leader Soul, T.H.R.I.V.E., and the D.R.E.A.M. Team, with Dave Sanderson, Rob Volpe, Steve Cadigan, Allison Jones, and Tom Oxley threading the same truth through each. Michael Walsh, Bala Muthiah, Bob Johansen, and Sharon McLaughlin close the loop: structures serve people, give before you take, choose how you are augmented, and have the real conversations you have been avoiding.

    Your Do One Thing this week: Choose one person on your team. Sit down one to one, with no agenda but the person in front of you. Tell them one thing you see in them that they have yet to see in themselves. Then ask one question: where do you want to go from here? Then close your mouth and listen to understand.

    Where do you stand in your own culture? Take the free Work Positive Culture Assessment at workpositive.today. Thirteen questions, about three minutes, and you will know your stage, your strengths, and your next best steps.

    Connect with Dr. Joey

    Visit workpositive.today, subscribe to the free Work Positive Newsletter, and browse every episode at the Work Positive Podcast archive.

    • TikTok: https://www.tiktok.com/@dr.joeyfaucette
    • YouTube: https://www.youtube.com/@workpositive7529
    • LinkedIn: https://www.linkedin.com/in/drjoeyfaucette/
    • Facebook: https://www.facebook.com/WorkPositiveToday/
    • Instagram: https://www.instagram.com/workpositive.today/

    #WorkPositive #CultureEatsStrategyForBreakfast #ChangeManagement #ChangeFatigue #Leadership #PeopleFirst #HR

    Enjoying the show? Please leave a rating and review on Apple Podcasts . It helps more people leaders find the Work Positive Podcast and grow culture, grow people and grow profits

    Know a leader who would be a great guest? Send your recommendation to analiza@getpositive.today.
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    19 分
  • On It and In It: How to Create a Team That Stays Brave | Mickey Wilson & Dr. Chris Endersby

    On It and In It: How to Create a Team That Stays Brave | Mickey Wilson & Dr. Chris Endersby
    2026/07/12
    Episode 195 · On It and In It: How to Create a Team That Stays Brave | Mickey Wilson & Dr. Chris Endersby Rate the team you lead on a scale of 1 to 10 for alignment and unity. Not just within the team, but between the team and the company. What is your score? Alignment and unity are two of the loudest indicators of engagement, and engagement is the prime meridian of growing people and profits. This week Dr. Joey welcomes Mickey Wilson and Dr Chris Endersby, co-founders of FIRESTARTER, a brand agency that fuses psychology and creativity to transform how leaders and companies show up authentically. Mickey brings 30+ years of branding and creative leadership from household names like Tesco, Samsung, and Ocado. Chris combines dual registration in coaching psychology and psychotherapy with corporate change expertise at JP Morgan, KPMG, and UBS. Together they created Firestarter's proprietary DARE Formula: Differentiation, Authenticity, Resonance, and Expression at every touchpoint. What follows is a conversation about fire. Not the kind you put out. The kind you start. Key Insights Attract the right top talent rather than all the talent.Name what you do well and what you are still learning. Candor is the pitch.Hire for two words: on it and in it.Ownership retains people. Incentives only rent them.Create the secure base first, then ask your team to be brave.In the strongest cultures, a celebration and an encouragement look the same.The wins carry the applause. The near misses carry the feedback.Culture stays alive. Tend it rather than laminate it.Originality creates job security in an AI world. The Insights, Unpacked Attract the right top talent rather than all the talent. Mickey reframes the whole hiring conversation. The question is not who could possibly do this job. The question is who you are as an organization, what genuinely makes you different, and who fits that. Cast the widest net and you land the wrong people. Candor is the pitch. Here is what we do well. Here is what we are still learning, and here is how we are working on it. Mickey makes the case that this kind of honesty strengthens the pitch rather than weakening it. Younger candidates in particular see straight through polish, and they respect a leader who sets it aside. On it and in it. Firestarter reduces the hiring criteria from a long list to two words. On it means the person is genuinely good at the work. In it means the person believes in where the company goes next. You hold that filter in your head through an entire interview, and it tells you more than a scorecard does. Ownership retains people. Mickey makes the case that people stay when they own their chance to make a difference. Not a financial stake. A real sense that their part of the work matters and that you trust them with it. Give a person ownership and the person invests. Create the secure base, then ask for bravery. This is Chris's contribution and it may be the most important thing said on the episode. Ask your team for courage, originality, and honest risk, and you owe them a corresponding measure of security. People find courage when they know the job survives the month. Courage is a condition you create, not a trait you hire. A celebration and an encouragement look the same. Chris describes the mark of a culture that has arrived: from the outside you see the same thing, whether the team gathers to celebrate the biggest win of the year or gathers to lift each other after the biggest loss. Both look the same. Both matter the same. And as Chris points out, the wins carry the applause while the near misses, the pitches you lose, and the mistakes you rectify carry the feedback. Culture stays alive. Chris on the fluidity of a growing company: as soon as the paint dries on the culture statement, the circumstances change. Culture grows organically. It asks for daily tending rather than framing. Originality creates job security. Mickey and Chris light up describing 100originals.com, a community they create to celebrate the companies and the people who stay original. In a world of automation, playbooks, and AI, originality makes a person and a company irreplaceable. Do One Thing (DOT) Mickey: Be real. Say it as it is, about what you do well and what you do not, and you attract exactly the right people. Chris: Put the support in place that your team needs to be themselves, and then ask them to be brave. Connect with Mickey and Chris Website: firestarter.live Chris on LinkedIn: https://www.linkedin.com/in/drchrisendersby/ FIRESTARTER on LinkedIn: https://www.linkedin.com/company/firestarter-collective-llp/ Originality community: 100originals.com Their book, Brand Fire, releases before the end of 2026. Your Next Step You scored your team on alignment and unity at the top of this episode. Now find out what that score costs you. The free Work Positive Culture Assessment gives you a clear read in about three minutes. Thirteen questions, and you know your stage, your strengths, and...
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    34 分
  • Own It. Then Watch Your Team Trust You With It. | Parker Mccumber

    Own It. Then Watch Your Team Trust You With It. | Parker Mccumber
    2026/07/19
    Episode 196 | Own It. Then Watch Your Team Trust You With It. | Parker Mccumber

    Everyone needs to be needed. How needed do you need to be?

    When your team waits on your opinion for every decision, they feel supervised instead of trusted, and you finish the day exhausted. Parker McCumber offers a different route, one he found while flat on his back in an Afghan cesspool.

    Parker McCumber brings a rare combination of military leadership, entrepreneurship, and real-world business execution. As a commissioned officer in the Utah Army National Guard and a successful online entrepreneur since 2017, Parker offers practical insights on discipline, leadership, scaling businesses, accountability, wealth-building, and mission-driven success. He holds an MBA, is a 2-Comma Club and 2-Comma Club X award recipient, and hosts the podcast "Based Business."

    Key Insights

    • Ownership replaces victim mentality, and it covers your responsibilities and your outcomes as much as your assets.
    • Hire for trustworthiness and culture fit. Skills are teachable. Integrity arrives with the person.
    • Systematized communication sets expectations early, so feedback lands as expected rather than as ambush.
    • The military rhythm of mission brief, left and right limits, and after action review transfers directly to your company.
    • Relationship-based leadership gives you the knowledge to coach each person the way that person receives coaching.
    • Trust is the currency, and one careless task dump overdraws the account.
    • Your business grows to the size of your leadership, so your personal development and your company development advance together.

    Do One Thing

    Invest in yourself, and watch the ripple. You arrive at work as a better version of you, which makes you a better team player, a better people leader, a better coach for the people around you. You carry that version home to your family and out into your community. The world transforms as you transform.

    Connect with Parker McCumber

    • Website: https://parkermccumber.com
    • Book, How the Hell Are You Doing This
    • LinkedIn: https://www.linkedin.com/in/parker-mccumber/
    • Mission Ready Mastermind, live event July 23 and 24: linked at https://parkermccumber.com

    Parker welcomes direct messages on LinkedIn.

    Your Next Step

    Your culture already tells you where trust stands. Take the free Work Positive Culture Assessment and find out what it says: https://www.workpositive.today
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    37 分
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