Management Muse

The cardinal sin of liking your coworker? It clouds your judgement.

The employee everyone loves gets another pass. The capable colleague with an annoying habit gets sent to coaching. And the candidate you click with feels like the right hire…before you’ve defined what success in the job requires.

This week on Management Muse, Cindi Baldi and Geoffrey Tumlin unpack three “sins of liking” that distort hiring decisions and performance evaluations. Through consulting stories and a narrowly avoided $11,000 photograph, they show how easily likability becomes evidence of competence, familiarity passes for fit, and “Can they do the job?” becomes “Do I like them?”

They also examine why hiring someone “just like” your last star can backfire, and how sparing a favorite honest feedback can cost them the chance to improve. Before your next hire, promotion, or performance review, consider: Would the same evidence convince you if you liked the person less?

What you’ll learn about likability bias, hiring decisions, and fair performance feedback:

• The halo effect and feedback paralysis: Why managers struggle to give honest feedback to people they like, often carrying underperformers at the cost of team morale.

• When it’s tricky, we default to question substitution: How our brains inadvertently swap difficult evaluations for easier questions.
• Hiring people you click with? Watch what your team starts missing. How similarity bias can concentrate familiar strengths while leaving other capabilities uncovered.
• The last person was great. Their replacement may need to be different. How changing conditions and supporting teams complicate the search for another star.
• Your team watches who gets a pass. How extra slack for favored employees can undermine trust and raise questions about everyone else’s standards.
• One great interview can be a great performance. Why Cindi and Geoff recommend looking beyond a single meeting before deciding someone is the right hire.

Watch This Episode on YouTube: https://youtu.be/amF9CmOCHlE

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

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Want to Go Deeper? Check Out Our Recommended Reading:

• Rivera, Lauren A. “Hiring as Cultural Matching: The Case of Elite Professional Service Firms,” American Sociological Review, vol. 77, no. 6, Dec. 2012, pp. 999–1022,https://doi.org/10.1177/0003122412463213
• Kahneman, Daniel. Thinking, Fast and Slow, Farrar, Straus and Giroux, Oct. 2011, https://link.amazon/B03UINqCm

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Being indispensable is bad for business.

If every decision runs through you, the company eventually runs out of your time. Meanwhile, the decisions that could get it growing again compete for whatever attention you have left.

Jim Schleckser of The CEO Project, author of Great CEOs Are Lazy, joins Cindi Baldi to explain why effective CEOs make room to do less. In Jim’s framework, the flat stretches between periods of growth signal a constraint: something in the business model, talent, or systems that needs attention. The challenge is identifying a problem you can actually address, rather than stopping at a limitation affecting everyone (like tariffs), and recognizing when your own involvement is part of it.

You’ll learn Jim’s three-D model—defer, delegate, don’t do—for clearing lower-impact work; his 70% rule for handing over responsibility; and how experience, risk, and reversibility should shape the oversight you provide. Cindi and Jim also discuss why always being present can weaken an organization, and how the group mind can help leaders work through problems they don’t have to solve alone.

*Jim has his own podcast! Tune in to the The CEO Project Podcast here.

What you’ll learn about business growth, constraints, and CEO bandwidth:

• You’re working 70 hours. What happens when the business doubles? How the CEO’s bandwidth becomes the company’s growth limit.
• Busy fixing everything except what matters? How to find the main constraint holding your business back, and identify what you can actually change.
• Waiting until someone can do it as well as you? Jim’s 70% delegation rule and three Ds—defer, delegate, don’t do—help you decide what to take off your plate.
• Does the business need an Architect, Coach, or Engineer? How to recognize which leadership role the problem calls for.
• What if the best idea isn’t yours? Why CEO peer groups can reveal solutions you wouldn’t reach alone.
• Your presence may be weakening your team. How being involved in every decision keeps employees from developing their own judgment.

Watch This Episode on YouTube: https://youtu.be/ZsJxq6XdV38

About Jim Schleckser:

Jim Schleckser has spent more than 30 years as a CEO and operating executive, including serving as president of Spirent Communications and on boards across multiple industries. He founded the CEO Project to give mid-market CEOs a confidential peer group and coaching platform for better big-bet decisions. He is the author of the book Great CEOs are lazy, and host of the CEO Project podcast.

Connect with Jim:

The CEO Project Peer Groups | The CEO Project Podcast | Book: Great CEOs Are Lazy | Linkedin

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

→ Get your copy here.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

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Want to Go Deeper? Check Out Our Recommended Reading:

• Surowiecki, James. The Wisdom of Crowds, Vintage, Aug. 2005, https://link.amazon/B0iVR7T2M
• Oncken, William and Donald Wass. “Management Time: Who’s Got The Monkey?”, Harvard Business Review, Nov. 1999, https://store.hbr.org/product/management-time-who-s-got-the-monkey/99609

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The difference between a team that burns out and one that bounces back isn’t always workload. Sometimes, it’s the narrative you create.

In this episode of Management Muse, Cindi Baldi and Geoff Tumlin dig into the science behind “oscillating narratives” and how honest, full-spectrum storytelling builds resilience and helps develop employees. Leaders who acknowledge both setbacks and successes don’t just help their teams handle adversity better, they actually appear more credible.

You’ll learn how overselling a job can set people up to leave, when sharing your own setbacks gives employees permission to seek help, and what breaks when work becomes someone’s whole identity. Together, these ideas offer a practical approach to building resilience at work: tell the whole story, prepare people for difficulty, and give them something beyond their job to draw strength from.

For managers building stronger teams, leaders deciding how much of their own struggles to share, and anyone looking to become more resilient at work, this episode is for you.

You’ll learn:

• How “oscillating narratives” build psychological resilience at work and at home
• Why overselling a role leads to rapid turnover
• What helps teams see setbacks as something to work through
• The identity trap: How loving your job can leave you less resilient
• How to fix reward systems that unintentionally punish resilience

Watch This Episode on YouTube: https://youtu.be/5XKBpQk4sr8

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

→ Get your copy here.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Grant, Adam. “The Fine Line Between Helpful and Harmful Authenticity,” The New York Times, 10 Apr. 2020. https://www.nytimes.com/2020/04/10/smarter-living/the-fine-line-between-helpful-and-harmful-authenticity.html
• Fivush, Robyn, Duke, Marshall, and Bohanek, Jennifer. “The Power of Family History in Adolescent Identity and Well-Being.” Journal of Family Life, Emory Center for Myth and Ritual in American Life (MARIAL), 23 Feb. 2010, https://ncph.org/wp-content/uploads/2013/12/The-power-of-family-history-in-adolescent-identity.pdf
• Kinkead, Eugene. In Every War but One. W. W. Norton & Company, 1959. https://www.goodreads.com/book/show/4032542-in-every-war-but-one

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Questions Answered In This Episode:

How can I build resilience at work?

In this episode of Management Muse, hosts Cindi Baldi and Geoffrey Tumlin recommend creating realistic expectations about difficulty, learning how trusted mentors have navigated setbacks, and maintaining sources of identity outside your job. Cindi and Geoff explain how these practices can help a work problem remain one part of your life rather than become a judgment about your worth overall.

Why does a setback at work feel like a personal failure?

When work becomes your primary source of identity and self-worth, a professional setback can feel much bigger than the event itself. This episode explores how relationships, hobbies, and other communities can remind you that you have value and abilities beyond your work.

How can managers help employees become more resilient?

When hiring for a role, Cindi and Geoff recommend setting RJPs, or realistic job previews to avoid overselling a role. Make mentors and peer support available, and share relevant examples of working through difficulty. Employees who know that respected colleagues have struggled may be less likely to interpret their own challenges as proof that something is wrong with them.

Should leaders admit fear or talk about their failures?

Relevant disclosures can help employees acknowledge difficulty and seek support. Cindi and Geoff emphasize the importance of establishing your authority and credibility before sharing too many mistakes with your team, but once established sharing setbacks can build resilience, increase both trust and connection, and boost morale.

Why don’t employees take vacation even when they have paid time off?

One reason is that organizational incentives can conflict. If employees earn bonuses based on production, taking vacation may mean giving up income. Cindi and Geoff discuss why managers should examine whether their reward systems support the time away they say they want employees to take.

Reddit saw an opportunity to turn years of human conversation into valuable AI data. But the answers people once visited Reddit to find could now reach them without a visit, and now Reddit is trying to figure out how to undo the decision and bring people back to its platform.

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin use Reddit’s AI dilemma as a case study to explore how leaders make business decisions under uncertainty. A decision can make sense at the time and still create problems as circumstances change. The challenge is knowing when to revise your strategy, and how to leave yourself room to do so without walking away from a worthwhile opportunity.

From cybersecurity staffing and travel planning to a graduate program’s approach to AI, Cindi and Geoff examine the consequences of acting on assumptions, why human discretion is actually becoming more important, and the difference between planning for disruption and overreacting to it. For founders, executives, and managers weighing their next AI decision, this conversation offers a useful question: Are you responding to what is happening…or to what you fear might happen?

You’ll learn:

• How profiting early off of AI has left Reddit with fewer visitors now
• Why a smart business decision can become a problem without having been a mistake
• When uncertainty is a reason to favor shorter commitments and preserve flexibility
• The jobs that are unexpectedly making a comeback with AI
• How preparing for AI disruption can turn into sacrificing opportunities too soon

Watch This Episode on YouTube: https://youtu.be/qRQtiBCEkpE

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

→ Get your copy here.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Palumbo, A. “As Google Embraces AI, One Stock Is Losing Out. Others Are at Risk,” Barron’s, May 2025, https://www.barrons.com/articles/google-ai-reddit-stock-pinterest-5226f4eb
• Baldi, Cindi and Geoffrey Tumlin. The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World, Egghead Press, Mar. 2025, https://a.co/d/0fsUl2zd

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Q&A:

1. Can a good business decision become a problem later?

Yes. In this Management Muse episode, Cindi Baldi argues that a decision can be reasonable when made and still create problems as circumstances change. She uses Reddit’s AI data opportunity to distinguish the logic of the original decision from its later consequences. Her point is that leaders need to revisit decisions as new information emerges, rather than assume a difficult outcome proves the original choice was a mistake.

Discussed at 07:20.

2. How should leaders structure commitments when AI’s impact is uncertain?

Cindi Baldi suggests that high uncertainty is a reason to be cautious about long contracts. In the discussion on Management Muse, she argues that shorter commitments can leave businesses more room to adapt when they do not yet know how a technology will be used. While she doesn’t claim to know the specific length of Reddit’s agreements, the takeaway is a general principle about strategic flexibility.

Discussed at 07:42.

3. How can leaders prepare for AI disruption without overreacting?

Cindi Baldi and Geoffrey Tumlin distinguish planning for a possible threat from making decisions as though that threat has already arrived. Cindi recommends scenario planning: thinking through how your company would respond to different scenarios and setting “trigger points” for when to act. She emphasizes the importance of recognizing that a threat may be distant or may not materialize and not overreacting in anticipation. Geoff emphasizes taking time to understand what is happening and seeking second opinions before reacting. Together, their advice is to prepare a response, preserve flexibility, and avoid costly decisions based solely on a feared outcome.

Discussed at 21:38.

4. What does real community offer beyond an AI-generated answer?

Cindi Baldi and Geoffrey Tumlin describe Reddit’s value as more than retrieving information. Comments, ongoing exchanges, shared interests, and a sense of belonging can make participation valuable in its own right. Their distinction is between receiving an answer and connecting with people who understand your interests. They discuss how human connection is a potential advantage for communities whose information is also accessible through AI.

Discussed at 05:43 and 19:02.

Being the person everyone turns to can feel like the ultimate sign of success. But what happens when you’re no longer there? Cindi Baldi and Elizabeth Ledoux pose a tougher test of leadership: building a business that can thrive without you.

Elizabeth, founder and CEO of The Transition Strategists, joins Cindi to explore what it takes to build a business that outlasts its founder. What makes a founder ready to let go…and a successor ready to lead? How do you start that conversation if one or both parties don’t feel ready? And could the best person to take over be someone very different from you?

Drawing on more than 30 years of experience and her own business transition, Elizabeth explores the identity, trust, and uncertainty behind good succession planning. Whether you’re preparing to step back or hoping to step up, this conversation challenges how you think about leadership, legacy, and what comes next.

*Elizabeth has her own podcast! Tune in to the Business Transition Roadmap here.

Episode Highlights:

• Why being indispensable can become a barrier to succession
• The three-step progression that helps one leader let go and another step up
• How to ask about becoming a successor without creating pressure
• Why the next leader may need different strengths than the founder
• The mindset shift that helps you step away with peace
• How to identify a good successor and get them ready to lead
• Why succession planning should begin before you feel ready to leave

Watch This Episode on YouTube: https://youtu.be/yJw_WFEx95E

About Elizabeth Ledoux:

Elizabeth started her career as a petroleum engineer before founding several businesses and moving into strategy consulting. She's a sought-after speaker on business succession and family business dynamics, host of the Business Transition Roadmap podcast, and co-author of three books, including the award-winning It's A Journey, The MUST-HAVE Roadmap to Successful Succession Planning. She's also part of Tiger 21, bringing her expertise to a network of high-net-worth entrepreneurs and investors.

Currently, Elizabeth is living what she teaches—navigating her own family's ranch transition with her brother while also planning the long-term transition of her own consulting firm. She leads a team of trained Guides who help business owners build the strategic foundation for transition, making sure the people side is solid before bringing in lawyers and accountants.

Connect with Elizabeth:

The Business Transition Roadmap Podcast | Website | Book: It’s A Journey | Linkedin | Sister Podcast: Your Next Gen Friend

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

→ Get your copy here.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Hellauer, S., et al. “Leading After the Founder,” Harvard Business Review Magazine, Jan-Feb. 2026, https://hbr.org/2026/01/leading-after-the-founder
• Chiesman, Laura and Elizabeth Ledoux. It’s A Journey, Sky to Sea Publishing, Feb. 2021, https://link.amazon/B036GLbje

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No bosses. Organizational utopia, or a recipe for chaos?

This week on Management Muse, Cindi Baldi and Geoffrey Tumlin weigh in on the topic using the case study of Morning Star, a California tomato processor that has never had traditional managers.

It sounds like freedom. It also raises some questions: when the work needs coordinating, or someone isn’t pulling their weight, who steps in? Cindi and Geoff explore how Morning Star uses agreements between colleagues to keep work moving, and why that same system could be much harder to manage in an organization where people’s work is more tightly intertwined.

Drawing on their decades of management consulting, Cindi and Geoff examine what peers can see that a boss might miss, the biases they bring, and the difficult decisions that come with shared accountability.

If you’re considering more autonomy for a team, Cindi and Geoff discuss how to test the idea on a small scale and learn from the results.

Episode Highlights:

• How Morning Star keeps work moving without traditional bosses
• Why the degree of interdependence matters
• What peers notice that a supervisor might miss
• When peer feedback becomes more complicated than helpful
• How to test a structural change before rolling it out

Watch This Episode on YouTube: https://youtu.be/O-wHN587Jgw

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

→ Get your copy here.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Bernstein, E. et al. ”Beyond the Holacracy Hype,” Harvard Business Review, 2016, https://hbr.org/2016/07/beyond-the-holacracy-hype
• Lazear, E. et al. “The Value of Bosses,” National Bureau of Economic Research, Aug. 2012, https://www.nber.org/papers/w18317

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After interviewing hundreds of workplace experts, Pete Mockaitis—host of How to be Awesome at Your Job—has distilled what makes someone exceptional at work down to one word: care.

That does not mean loving every part of your job or turning your profession into your life’s passion. It means connecting the work to a group or outcome that makes it feel important. And when talented employees lose that connection, disengagement is not always a sign of laziness or a bad attitude. Sometimes, it is a rational response to the workplace around them.

This week on Management Muse, Pete and host Cindi Baldi explore how organizations unintentionally train good employees to stop trying, and how managers can reconnect effort to impact. Pete also takes the 80/20 rule further, explaining why your most important initiative may be the one no one is requesting and why a handful of activities can be 16 times more valuable than everything else competing for your attention. Plus, he shares the $1,500 mistake that taught him to ask two deceptively simple questions before making an important decision.

Episode Highlights:

• The one trait Pete Mockaitis believes matters more than any productivity or communication technique
• How companies unintentionally train good employees to stop contributing ideas
• What separates healthy commitment from caring so much that you become exploitable
• How managers can help employees see the impact of their work
• Why your highest-value work could be 16 times more impactful than everything else
• Two questions that can expose a bad decision before it becomes an expensive mistake

Watch This Episode on YouTube: https://youtu.be/OyC9G0jVolY

About Pete Mockaitis:

Pete Mockaitis [Muh KITE iss] is an award-winning trainer and coach who helps professionals perform their best at work.

Pete has delivered 1-on-1 coaching to over 700 leaders hailing from world-class organizations (such as LinkedIn, Google, FedEx, Amazon, Apple, Anheuser-Busch, and the United Nations), 50 countries, and every Ivy League university.

He began his career at Bain & Company and currently hosts the How to be Awesome at Your Job podcast. The show has been downloaded over 25,000,000 times and regularly ranks as a top business show in Apple Podcasts.

Connect with Pete:

Podcast | Linkedin

The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World:

→ Get your copy here.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Duke, Annie. Thinking in Bets: Making Smarter Decisions When You Don’t Have All the Facts, Penguin Publishing Group, May 2019, https://link.amazon/B068pQOEU
• Koch, Richard. The 80/20 Principle: The Secret to Achieving More with Less, Crown Currency, Oct. 1999, https://link.amazon/B0he9ImyK
• How to be Awesome at Your Job Ep #867 with Richard Medcalf: How to Stop Being Busy and Start Being Strategic: https://awesomeatyourjob.com/867-how-to-stop-being-busy-and-start-being-strategic-with-richard-medcalf/

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Looking at your competitors can feel like a smart strategy.

But it can also make your organization think exactly like everyone else.

This week on Management Muse, Cindi Baldi and Geoffrey Tumlin use POM Wonderful as a case study in thinking beyond the obvious. They explore how the company turned an overlooked agricultural byproduct into a premium category, and reinforced that decision on every step along the way.

They also look at Southwest Airlines and the other side of differentiation: what happens when competitors catch up and a once-distinctive company starts to look more like everyone else. Along the way, they unpack why managers tend to stop at the first plausible solution, how analogy can help leaders think beyond their own industry, and why competitive advantage has to be continually defended.

Episode Highlights:

• Why looking at your competitors can actually narrow your strategic thinking
• How POM Wonderful turned an overlooked byproduct into an entirely new category
• Why analogy can help you find answers far outside your own industry
• How to avoid the ‘first plausible solution’ trap
• What Southwest teaches us about how competitive advantages eventually disappear
• Why analogy can help you find answers far outside your own industry
• What leaders can do to avoid becoming another commodity in the market

Watch This Episode on YouTube: https://youtu.be/VirzVP2Ew5A

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Kim, W. Chan, and Renée Mauborgne. Blue Ocean Strategy, Harvard Business Review Press, Feb. 2015, https://link.amazon/B02GpG6RT
• Rumelt, Richard. Good Strategy Bad Strategy, Crown Currency, 19 Jul. 2011, https://link.amazon/B04cQz30w

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Most leaders don't want to fire someone.

So when an employee can no longer succeed in their role, demotion can feel like the humane compromise: keep the person, lower their responsibilities, and give someone else the job.

But that “compromise” can create a much bigger problem.

Before you move someone down the ladder, Cindi Baldi and Geoff Tumlin argue that you need to understand what a demotion actually does to performance, motivation, fairness, and the rest of the organization. In this episode, they unpack why involuntary demotions so often backfire, what fairness research tells us about how people respond to losing pay or status, and why moving someone out of a role does not necessarily solve the underlying problem.

In this episode of Management Muse, we explain why we’ve almost never recommended a leader-driven demotion, when moving someone into a different role can work, and what leaders should consider before choosing the “middle ground.”

Episode Highlights:

• Why demoting an employee can create a bigger problem than firing them
• What fairness research reveals about how people respond to losing pay or status
• When moving a longtime employee into a different role can actually work
• The crucial difference between being demoted and choosing to step back
• How leaders can make difficult exits more respectful
• Why asking employees to permanently absorb eliminated jobs eventually drives them out

Watch This Episode on YouTube: https://youtu.be/1l8Jyqd4SPg

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Banko, P. The Necessary Goodbye, Forbes Books, May 2026, https://link.amazon/B0h8KtWKl
• Greenberg, J. “Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts,” Journal of Applied Psychology, 75(5), 561-568, 1990, https://psycnet.apa.org/doi/10.1037/0021-9010.75.5.561

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Work hard, follow the rules, hope to be promoted.

It sounds straightforward, but it’s rarely the reality.

Organizations have limited roles, competing priorities, and complicated promotion systems that don’t always reflect merit. If you want to grow, you may have to do more than perform well. You also have to understand where you can create value and sometimes build the opportunity you want instead of waiting for it to appear.

Maya Grossman learned this the hard way. From creating her own entry into marketing, to reshaping her role at Microsoft, to leaving to reach the VP level faster, and eventually walking away from the title she had spent nearly 20 years pursuing, Maya knows what it looks like to intentionally design your career.

In this episode, she joins Cindi Baldi to discuss how to create opportunities that don't officially exist, when to stay versus when you've stayed too long, and how identity can hold you back from career advancement, and how to think several moves ahead instead of simply chasing the next promotion.

Episode Highlights:

• Why hard work alone doesn’t guarantee career advancement
• How to create opportunities and roles that don’t officially exist
• What to consider to strategically plan your next career move
• How to tell strategic patience from staying too long
• What managers can do to unlock talent beyond the job description

Watch This Episode on YouTube: https://youtu.be/jhAbcLuq4Ms

About Maya Grossman:

Maya Grossman is an executive career coach, two-time VP of Marketing, LinkedIn Top Voice, and author of the best-selling book Invaluable. She built her career at global companies like Microsoft and Google—but it wasn’t a straight climb. After 17 rejections in a row, she cracked the code to breaking into senior leadership, landing two VP roles in her 30s. Now, she helps ambitious professionals in tech do the same - getting unstuck, stepping into bigger roles, and building the influence that gets them noticed and promoted.

*Get Maya’s free masterclass to becoming a VP.

Connect with Maya:

Linkedin | Website | Instagram

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Waldinger, Robert, and Marc Schulz. The Good Life: Lessons from the World’s Longest Scientific Study of Happiness, Simon & Schuster, Jan. 2023, https://link.amazon/B0fTAwR00
• Ferriss, Timothy. The 4-Hour Workweek, Harmony, Dec. 2009, https://link.amazon/B0iRSnQ9G

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We have a controversial opinion: we don’t believe in volunteering.

At least, not the kind that allows organizations to avoid paying people for work they genuinely depend on.

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin challenge the assumption that volunteer labor is always a win-win. We discuss how underpaying mission-driven employees can create long-term staffing problems, why critical work is difficult to build around people who aren’t formally accountable for it, and how organizations can unintentionally take advantage of the very people most committed to the mission.

If your organization depends on people giving more than they’re formally paid or accountable for, don’t miss this episode. It’s a useful challenge to the idea that goodwill can substitute for compensation, structure, and accountability.

Episode Highlights:

• When volunteering crosses the line into unpaid labor
• The hidden organizational cost of relying on volunteers
• What inflation exposes about organizations built on below-market wages
• What to watch out for with mission-driven employees
• Why “free” changes the expectations and accountability on both sides
• The rare case where a volunteer becomes indispensable

Watch This Episode on YouTube: https://youtu.be/pPCD3iggEgI

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Pallotta, Dan. Uncharitable, Brandeis University Press, Oct. 2022, https://link.amazon/B0fDDCLYl
• Ton, Zeynep. The Good Jobs Strategy, New Harvest, Jan. 2014, https://link.amazon/B04lHQSj1

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Most leadership problems are framed too narrowly.

A culture problem gets handed to HR. AI becomes a technology initiative. Operations get optimized in a vacuum of spreadsheets. But organizations don’t experience strategy, culture, technology, or people separately…and that may be exactly why so many well-intended transformations fail.

This week, Cindi Baldi talks with Dr. Timothy Tiryaki, systems leadership expert and author of Leading with Strategy, about what changes when leaders stop treating organizational challenges as isolated problems and start leading the tensions between them.

They explore why the hardest leadership challenges are often dilemmas rather than problems, why organizations need stability management alongside change management, and why AI adoption becomes dangerous when it is treated as a headcount exercise.

If you’re trying to lead through disruption without destabilizing your team, culture, or strategy in the process, this episode is for you.

Episode Highlights:

• Why the hardest leadership problems often exist between sectors
• How to recognize when you are facing a dilemma instead of a problem
• Why change management fails when leaders ignore the equally important work of stability management
• Why purpose statements are losing meaning with employees and what to focus on instead
• How authenticity, inclusion, and empathy can become liabilities when leaders use them without judgment

Watch This Episode on YouTube: https://youtu.be/B7v8oKoX_kk

About Timothy Tiryaki:

Dr. Timothy Tiryaki is a venture-building entrepreneur, author, and executive advisor helping leaders think strategically about AI, culture, and transformation. As founder of Maslow Research Center and co-founder of Strategy.Inc, he developed research-backed frameworks including the Big 5 of Strategy assessment to elevate strategic clarity across organizations.

He is the author of Leading with Strategy and Leading with Culture, bridging rigorous research with practical leadership tools. Drawing on experience across Fortune 500 companies, government institutions, and entrepreneurial ventures, Dr. Tim equips executive teams to align strategy, culture, and technology, moving from complexity to clarity in the AI era.

Connect with Dr. Tim:

Linkedin | Website

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• Covey, Stephen R. The 7 Habits of Highly Effective People, Free Press, 2004, https://link.amazon/B0dp9uKNd

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A team finally clicks. People trust each other. Communication flows. Performance increases.

So why can that same team eventually start getting worse?

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin unpack the surprising downside of team stability. One mechanism behind this is group polarization: the tendency for a group's distinctive characteristics and beliefs to become more extreme over time. What begins as a constructive team identity can eventually become an "us versus them" worldview that makes newcomers harder to integrate, collaboration harder to sustain, and contrary information easier to dismiss.

Drawing on examples from fire departments, elite military units, office design, and consulting engagements, Cindi and Geoff illustrate why longevity doesn’t automatically produce better teamwork. Tune in to learn how organizational silos form, and what leaders should do to stop separate teams from becoming separate realities.

Episode Highlights:

• The surprising point where team stability can stop helping performance and start working against it
• The high-performing “go-to” team that became so protective of its reputation that its members stopped catching each other’s mistakes
• Why the characteristics that make a team distinctive can become more extreme over time
• The overlooked role of office layout and proximity in creating organizational silos
• What elite military units and fire departments reveal about organizational tribalism
• The question leaders need to ask themselves to stop the “us vs. them” mindset in its tracks

Watch This Episode on YouTube: https://youtu.be/h2EPEVPBlTA

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

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Want to Go Deeper? Check Out Our Recommended Reading:

• General Stanley McChrystal et al. Team of Teams: New Rules of Engagement for a Complex World, Portfolio, May 2015, https://link.amazon/B05kNdz24
• Wise, Sean. “Can a team have too much cohesion? The dark side to network density,” European Management Journal, 32 (5), Oct. 2014, pp. 703-711. https://doi.org/10.1016/j.emj.2013.12.005

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You can be excellent at your job and still be overlooked if you cannot communicate your ideas when it matters.

Speaking skills affect far more than stages and TED Talks. They shape who gets heard in meetings, trusted with responsibility, remembered by decision-makers, and considered for the next opportunity.

In this episode, former Procter & Gamble communications trainer and filmmaker turned public speaking coach Nausheen Chen joins Cindi Baldi to explore what helps people communicate clearly and confidently under pressure.

Together, they break powerful communication into three separate skills: confidence, messaging, and delivery, and discuss why learning to communicate under pressure can change the trajectory of a career. Nausheen shares the speaking techniques she uses with overthinkers and perfectionists, how to pull a distracted audience back, and the Stanford research that explains why some people build confidence faster than others after the exact same experience.

Whether you are leading a meeting, presenting to executives, appearing on camera, or stepping onto a stage, this episode offers practical tools to help you sound as capable and credible as you already are.

Episode Highlights:

• Why confidence and speaking skill must be built separately
• How improv helps perfectionists stop overthinking
• What to do when you realize you have lost the audience
• What body language reveals and the first steps to mastering it
• The one question every speaker should ask themselves about the audience
• How to turn past speaking experiences into future confidence

About Nausheen Chen:

Nausheen I. Chen is a 3-time TEDx speaker, a Public Speaking instructor for the Executive MBA program at Central European University and Wesleyan and a content creator with 500,000+ followers across LinkedIn, Instagram and TikTok.

Nausheen coaches leaders at Google, Amazon, NASA and the UN as well as startup founders to speak fearlessly. Her clients have raised more than $115 million through winning investor pitches and successful exits.

Connect with Nausheen: Website | Linkedin

Watch This Episode on YouTube: https://youtu.be/gK7racEvoW0

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Monarth, Harrison. "The Irresistible Power of Storytelling as a Strategic Business Tool." Harvard Business Review, March 2014.https://hbr.org/2014/03/the-irresistible-power-of-storytelling-as-a-strategic-business-tool
• Stephens, Greg J., Lauren J. Silbert, and Uri Hasson. "Speaker-Listener Neural Coupling Underlies Successful Communication." Proceedings of the National Academy of Sciences, vol. 107, no. 32, 2010.https://doi.org/10.1073/pnas.1008662107

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Leaders often confuse three different things: a goal, a strategy, and motivation.

A goal describes the result. A strategy explains how the organization will achieve it. Motivation may help people execute the plan…but it cannot replace one.

In this episode, Cindi and Geoff examine why ambitious targets, pep talks, and motivational speakers can backfire when employees are not given a credible path forward. They discuss how leaders can connect strategy to employees’ daily decisions, reduce uncertainty, and create genuine motivation through clarity and useful ideas.

They then turn to individual career strategy and the limitations of the advice to “follow your passion.” Passion can support persistence, but competitive dreams also require a real advantage and a parallel plan.

The conversation offers a practical test for organizations and individuals alike: Do you have an advantage and a plan, or are you hoping enthusiasm will carry you?

Episode Highlights:

• The mistake leaders make when setting growth targets
• Why bringing in a motivational speaker may signal a deeper leadership problem
• How to tell whether inspiration is creating real value or just a temporary high
• What “follow your passion” leaves out of the career equation
• How leaders can make strategy feel relevant to an employee’s everyday work
• The advantage successful organizations and individuals have that motivation alone cannot produce

Watch This Episode on YouTube: https://youtu.be/1cFY9iwIiPA

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Rumelt, Richard. Good Strategy Bad Strategy, Crown Currency, 19 Jul. 2011, https://link.amazon/B02CTAbii
• Ordóñez, Lisa et al. “Goals Gone Wild: The Systematic Side Effects of Over-Prescribing Goal Setting,” Academy of Management Perspectives, Jan. 2009, https://doi.org/10.2139/ssrn.1332071

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Why do great entrepreneurs sometimes struggle to become great leaders?

Entrepreneurs tend to be comfortable with risk. They chase ideas, trust their instincts, and see opportunities other people miss. That is often exactly what it takes to get a company off the ground. But once employees, customers, systems, and growth enter the picture, the job changes.

In this episode, Cindi Baldi talks with best-selling author and small-business expert Steve Strauss about one of the hardest transitions in entrepreneurship: going from founder to leader.

They explore what separates great entrepreneurs from great managers, how a founder’s personality can shape company culture for years, why some startups become unnecessarily chaotic, and why successful founders need people around them who complement their weaknesses. Steve shares stories from entrepreneurs including Tommy Hilfiger, Martha Stewart, and Walt Disney to show how risk, partnerships, and management decisions can determine whether a business grows or stalls.

They discuss what good bosses do differently, what leaders should be careful about outsourcing to AI, and why uncertainty may actually make this one of the most exciting times to build something new.

Episode Highlights:

• How a person’s tolerance for risk and uncertainty shapes their career choices
• Why the skills that make someone a great founder can make leadership harder
• How a founder’s personality becomes embedded in company culture
• What the most successful franchise owners do differently as leaders
• The billboard stunt that helped turn Tommy Hilfiger into a household name
• Why most family businesses don't survive a third generation, and the one that did
• What Walt Disney, Martha Stewart, and other iconic entrepreneurs understood about complementary partnerships
• Why this is the best time to start a new business and resources to help

Watch This Episode on YouTube: https://youtu.be/NJiNn3MKCo4

About Steve Strauss:

Steve Strauss is the country's leading small business expert. A non-practicing attorney and author of 18 books, including the bestselling Small Business Bible, Steve is also an in-demand speaker and brand ambassador.

Connect with Steve:

Website | Newsletter: Notes to An Entrepreneur | Latest book

*Bonus resource: Find a free mentor: https://www.score.org/

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

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Want to Go Deeper? Check Out Our Recommended Reading:

• Stanford Seed. “It Starts With You: Evolving Your Leadership as Your Company Grows,” Stanford Graduate School of Business, 28 Sep. 2022, https://www.gsb.stanford.edu/insights/it-starts-you-evolving-your-leadership-your-company-grows
• Zook, Chris. “Founder-Led Companies Outperform the Rest – Here’s Why,” Harvard Business Review, 24 Mar. 2016, https://hbr.org/2016/03/founder-led-companies-outperform-the-rest-heres-why

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Employee complaints are often a sign of organizational health. The more dangerous signal may be when people stop complaining altogether.

Complaints often come from people who care deeply about the organization and want it to improve. The challenge for leaders is distinguishing those committed truth-tellers from the person who will remain unhappy no matter what.

In this episode, Cindi Baldi and Geoffrey Tumlin introduce two types of complainers: the “heartbroken lover,” who speaks up because they care, and the chronic scrooge who is never satisfied. They explore how a small number of negative employees can disproportionately influence a team, how leaders can respond without promising to fix everything, and a simple management tactic that turns complaints into ownership.

Whether you manage people or you’re the employee who keeps raising an issue and hearing nothing back, this episode will change how you think about the next complaint that lands on your desk.

Episode Highlights:

• Why complainers are often your most engaged employees, not your biggest problem
• How to distinguish a productive complaint from one that will never end
• What the research reveals about how one unhappy employee can influence 25% of an organization
• The simple question that can turn a complainer into a problem-solver
• Why silence may be the real warning sign inside an organization
• How leaders accidentally train employees to stop speaking up

Watch This Episode on YouTube: https://youtu.be/VjZTIo4RpiA

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Goldsmith, Marshall, and Mark Reiter. What Got You Here Won't Get You There: How Successful People Become Even More Successful. Hyperion, 2007. https://link.amazon/B0cbHhtsM
• Felps, Will, Terence R. Mitchell, and Eliza Byington. "How, When, and Why Bad Apples Spoil the Barrel: Negative Group Members and Dysfunctional Groups." Research in Organizational Behavior, vol. 27, 2006, pp. 175–222.https://www.sciencedirect.com/science/article/abs/pii/S0191308506270059

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Being good at the work is not the same as knowing how to run the business.

In part two of Cindi Baldi’s conversation with Kelly Kennedy, founder of Capital Business Development and host of The Business Development Podcast, the discussion moves from podcasting as business development to the realities of entrepreneurship.

They talk through the pricing mistake that sinks most new businesses, the mental gymnastics of going from employee to business owner, and the role of community and generosity in building a business that lasts.

Kelly's rule for service-based businesses is simple: figure out how to be profitable on day one, and start by pricing yourself at what the market charges, not below it.

If you are building a business around your expertise or thinking about leaving employment to start your own company, this episode brings key lessons on making entrepreneurship feasible.

Episode Highlights

• Why version one of your business probably will not be perfect
• The mindset shift from employee to entrepreneur
• Why $30 an hour as a business owner is not the same as $30 an hour as an employee
• How pricing can signal quality before a client ever works with you
• Why community, referrals, and reputation matter more than most marketing
• How generosity can create long-term business value

Watch Part 1 here

About Kelly Kennedy:

Kelly Kennedy is a Canadian business development strategist, founder of Capital Business Development, and host of The Business Development Podcast, a globally recognized show with over 300 episodes and listeners in more than 150 countries.

He is also the creator of The Catalyst Club, a private community for leaders focused on connection and results, and the host of I Used To Work There podcast. With nearly two decades in sales and business development, Kelly helps entrepreneurs, executives, and sales professionals turn strategy into consistent revenue through proven business development systems.

Connect with Kelly:

Linkedin | Instagram

https://www.linkedin.com/in/kellykennedyofficial/, https://www.instagram.com/thebusinessdevelopmentpodcast

The Catalyst Club Community: www.kellykennedyofficial.com/thecatalystclub

The Business Development Podcast: www.businessdevelopmentpodcast.ca

I Used To Work There: www.iusedtoworkthere.com

Watch This Episode on YouTube: https://youtu.be/Rvc0cXRvizM

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Burg, Bob and John David Mann. The Go-Giver, Portfolio, 2015, https://link.amazon/B0374ykLO
• Gerber, Michael E. The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It, Harper Business, 1995, https://link.amazon/B0iUfNcOM

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What if the smartest business development move you could make isn't a sales call, but a microphone?

In this episode, Cindi Baldi talks with Kelly Kennedy, founder of Capital Business Development and host of The Business Development Podcast, about the role podcasting can play in building trust, authority, and business relationships. From parking cars to building a 300+ episode show that's become required listening in his industry, Kelly shares how a business podcast can create authority, clarify expertise, and gives potential clinets a sense of how you think before they decide to work with you.

As two business podcasters, Cindi and Kelly compare notes on what they've learned building shows in the business sector, from the awkward early episodes to the value of clear positioning, and why reputation is becoming more valuable, not less, as AI floods the internet with generic content.

If you've ever wondered whether starting a podcast is worth it for your business, this is the conversation to listen to before you decide.

Episode Highlights:

• Why business development isn't just sales, and what most people get wrong about the difference
• Why a podcast can close the trust gap before a sales conversation even starts
• How to expand your network, build authority, and differentiate yourself
• What two podcasters learned from building shows in the business sector
• The increasing power of reputation and what that means for your business

Watch This Episode on YouTube: https://youtu.be/Rvc0cXRvizM

About Kelly Kennedy:

Kelly Kennedy is a Canadian business development strategist, founder of Capital Business Development, and host of The Business Development Podcast, a globally recognized show with over 300 episodes and listeners in more than 150 countries.

He is also the creator of The Catalyst Club, a private community for leaders focused on connection and results, and the host of I Used To Work There podcast. With nearly two decades in sales and business development, Kelly helps entrepreneurs, executives, and sales professionals turn strategy into consistent revenue through proven business development systems.

Connect with Kelly:

Linkedin | Instagram

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Mildren, Andrew. “The Battle for B2B Influence is Won Before Sales Walks In: Shaping Perception and Engaging Hidden Buyers,” Edelman, 26 Jun. 2025, https://www.edelman.com/insights/battle-b2b-influence
• Miller, Donald. Building a StoryBrand 2.0. HarperCollins Leadership, 7 Jan. 2025, https://link.amazon/B00fPjjgb

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Chasing happiness directly might be one of the worst ways to find it.

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin unpack why happiness is better understood as a byproduct than a destination. A lot of what shapes our happiness is either built into our baseline or fades faster than we expect. The part we can influence has less to do with perfect circumstances and more to do with how we think, what we protect, and where we put our attention.

From Disney World meltdowns to late-life reinvention, Cindi and Geoff make the case for three things worth chasing instead: meaningful relationships, a sense of purpose, and a little novelty.

If you’ve ever caught yourself thinking, “I’ll be happy when…,” this conversation offers a helpful reset: what are you building that happiness can come from?

Episode Highlights:

• Why happiness is actually a byproduct of something else and the 3 things to chase instead
• The 50/10/40 equation: what the science says actually determines your happiness level
• What 85 years of Harvard research says about relationships and longevity
• Why retirement can be harder than many people expect
• The happiness “set point” and why people tend to bounce back to a baseline
• Social comparison traps and how to break them

Watch This Episode on YouTube:

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook.

Want to Go Deeper? Check Out Our Recommended Reading:

• Waldinger, Robert J., and Marc Schulz. The Good Life: Lessons from the World's Longest Scientific Study of Happiness. Simon & Schuster, 2023. https://link.amazon/B0bHe62kv
• Lyubomirsky, Sonja, Kennon M. Sheldon, and David Schkade. "Pursuing Happiness: The Architecture of Sustainable Change." Review of General Psychology, 9(2), 2005.https://doi.org/10.1037/1089-2680.9.2.111
• Schkade, David A., and Daniel Kahneman. "Does Living in California Make People Happy? A Focusing Illusion in Judgments of Life Satisfaction." Psychological Science, 9(5), 1998, pp. 340-346. https://web.mit.edu/curhan/www/docs/Articles/biases/9_Psychological_Science_340_(Schkade).pdf
• Adam Sandler “Same Sad You” SNL Skit: https://www.youtube.com/watch?v=TbwlC2B-BIg

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