The Psychology of Work: Why People Do What They Do

Curious how AI is reshaping the high-stakes world of law? Join Dr. Bobbi Wegner and Chief People Officer Eowynne Noble as they dive into the psychology of collaboration, disrupting tradition, and what it takes to help even the most skeptical teams thrive in the age of rapid change. This episode explores the human stories behind technological transformation and why adaptability may be a lawyer’s greatest asset.Eowynne Noble is the Chief People Officer at Fasken, one of Canada’s leading law firms, where she leads people strategy, DEI, and mentorship. With over 30 years of experience in employment law, HR leadership, and organizational development, Eowynne brings a people-centered perspective to high-performance environments. Having started her career in the nonprofit sector before moving into law and leadership, she is passionate about sustainable, collaborative workplaces and thoughtful adoption of AI within the legal industry.Below are the key takeaways from this episode:Career Growth Is Nonlinear: Eowynne Noble’s path from nonprofit policy to law and then to Chief People Officer shows the value of both intention and being open to new opportunities.AI’s Dual Role in Law: AI can transform legal work by improving client service and reducing admin tasks, but it also raises important privacy and security concerns that demand careful oversight.Risk Aversion and Adoption: Lawyers tend to be cautious with new tech, so successful AI adoption requires building trust, setting clear guidelines, and focusing on real-world benefits.Personalized Change Management: Change initiatives work best when tailored to team or individual readiness, using targeted training and support rather than a one-size-fits-all approach.AI for Sustainable High Performance: When implemented thoughtfully, AI can free up time for more meaningful work, promote well-being, and support ongoing performance in high-pressure environments.Todays guest, Eowynne Noble, can be found online at:Bio: https://www.fasken.com/en/eowynne-noble#sort=%40fclientworksortdate75392 descendingLinkedIn: https://www.linkedin.com/in/eowynnenoble/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

What does it really take to build trust and connection in one of America’s toughest industries? In this episode, leadership coach Eli Embleton shares his powerful personal story, from crisis and survival instincts to the transformative power of vulnerability in high-stress environments. Tune in to find out why connection isn’t just good for culture, it’s a true lifeline.Eli Embleton is the Leadership Development Coach at Zachry Construction Corporation, where he champions trust, dialogue, and psychological safety across large, distributed teams. A dedicated mental health advocate and former safety trainer, Eli is the co-author of the forthcoming book The Instinct Beyond Instinct and is actively involved in a documentary project focused on suicide prevention in high-risk industries. His work centers on building deeper connections and supporting mental well-being in the workplace and beyond.Below are the key takeaways from this episode:Connection is Essential: Building genuine connections at work isn’t just “nice to have”, it’s crucial for well-being and high team performance, especially in high-risk, high-stress industries.Time, Space, and Language Barriers Exist: Major obstacles to team cohesion include time pressure, physical distance across distributed sites, and language/cultural divides (like a largely Spanish-speaking workforce).Move Beyond Instinct: Eli’s framework encourages moving past basic survival instincts (fight, flight, etc.) to intentionally choose empathy, collaboration, and vulnerability for better outcomes.Vulnerability Strengthens Teams: Openness, especially among men and in male-dominated industries enables deeper connections, trust, and ultimately, stronger, more effective teams.Frequent, Simple Check-Ins Matter: Brief, regular “connects” (not just standard one-on-ones) significantly improve engagement and connection, sometimes all it takes is a sincere, two-minute check-in.Todays guest, Eli Embleton, can be found online at:Website: https://eliembleton.com/LinkedIn: https://www.linkedin.com/in/eliembleton/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

Join Kyle Forrest, a leader at Deloitte focused on HR innovation and reimagining employee experiences. He discusses the critical importance of putting humans back at the center of work, balancing business success with employee well-being. Learn how AI can enhance creativity while requiring empathy and transparency to ease worker anxieties. Kyle also highlights strategies for leveraging technology to eliminate waste and foster collaboration, paving the way for a more dynamic and engaged workforce.

What if being “nice” at work is actually holding your team back? In this thought-provoking episode, Amira Barger unpacks the hidden costs of workplace niceness and reveals why embracing discomfort and honest conversation might just be the secret to authentic connection and breakthrough innovation.Amira Barger is an award-winning Executive Vice President at Edelman, where she leads global DEI advisory and communication strategy, supporting renowned clients like CVS Health, Pfizer, and the CDC. With over 20 years of experience, Amira is also a respected professor at California State University, East Bay, teaching marketing, communication, and change management. A passionate advocate for honest, transformative workplace communication, she is the author of the forthcoming book "The Price of Nice," which challenges traditional notions of niceness in professional environments. Beyond her professional achievements, Amira is a dedicated mother, partner, and devoted dog mom, bringing curiosity, compassion, and real-world wisdom to every conversation.Below are the key takeaways from this episode:Niceness Isn’t Always Positive: Excessive niceness at work can suppress honest conversations, stifle innovation, and punish those who challenge the norm.Embrace Strategic Nerve: Having the courage to engage in honest, sometimes difficult discussions leads to more authentic relationships and meaningful change.Conflict Avoidance Has Consequences: Skirting conflict for the sake of harmony often breeds resentment and dysfunction within teams.Self-Awareness Matters: Understanding how personal conditioning shapes workplace behavior is crucial for authentic communication and leadership.Direct Communication Drives Results: Open, direct communication isn’t just good for relationships—it’s a proven strategy for building high-performing, connected teams.Todays guest, Amira Barger, can be found online at:Website: https://amirabarger.com/LinkedIn: https://www.linkedin.com/in/amirabarger/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

Ever wondered what really drives people at work—and how motivation is evolving in today’s rapidly changing workplace? In this episode, Dr. Bobbi Wegner sits down with human capital strategist LaToya Lyn to uncover the hidden forces behind team performance, generational shifts, and the psychology leaders need to build a future-ready organization. Get ready for real talk, actionable strategies, and fresh insights that will change the way you think about work.LaToya Lyn is a fractional Chief People Officer and human capital strategist with over fifteen years of experience supporting high-growth organizations across tech, healthcare, and education startups. With dual master's degrees in Industrial-Organizational Psychology and Organizational Behavior, plus advanced studies in AI at MIT and executive coaching at Harvard, LaToya is dedicated to helping mission-driven companies build inclusive cultures, develop strong leaders, and align people strategies with business goals. She teaches Future of Work at CUNY, exploring the intersections of psychology, technology, and leadership, and is known for her systems thinking approach that balances data-driven rigor with authentic human connection.Below are the key takeaways from this episode:Redefining Motivation: The workplace is rapidly changing, and motivational strategies must evolve to address post-pandemic realities, generational expectations, and technological shifts.IO Psychology’s Growing Role: Leveraging industrial-organizational psychology helps leaders create evidence-based, human-centric cultures that align with business goals.Theory X vs. Theory Y: Many organizations say they value intrinsic motivation but operate with extrinsic, controlling methods. It’s important to align what’s said with what’s done to truly engage people.Tailoring to Employee Needs: Motivation varies across job levels and backgrounds, so leaders need to understand and address what matters most to different groups within the organization.Applying Evidence and Data: Leaders and HR should actively seek out and use psychological research and people data to inform decisions—making the science accessible and relevant for their teams.Todays guest, LaToya Lyn, can be found online at:LinkedIn: https://www.linkedin.com/in/latoyalyn/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

Curious how AI, change, and company culture intersect—and what the “future of work” really looks like? In this episode, Dr. Bobbi Wegner talks to Tushar Pandit, Chief People Officer at SPINS, about how leaders can help teams embrace transformation, tackle resistance, and actually have fun along the way.Tushar Pandit is the Chief People Officer at SPINS, a leading provider of retail consumer insights, analytics, and consulting for the natural, organic, and specialty product industry. With over 25 years of experience spanning tech-enabled startups and multinational corporations, Tushar is known for his business-led, insights-driven approach to people strategy and sustainable growth. He brings a global perspective to human capital leadership, emphasizing the integration of technology, empathy, and organizational culture. A certified executive coach and MBA graduate of Ivey Business School, Tushar is passionate about helping organizations navigate change, embrace innovation, and create environments where people and businesses thrive.Below are the key takeaways from this episode:Change is Emotional: People resist change due to fear and loss of control, so empathy and open conversation are essential.The Future is Now: Rapid advances in technology, especially AI, are already reshaping work—this isn’t a distant future.Meet People Where They Are: Transformation succeeds when leaders engage individuals at their own pace, rather than forcing change.Make It Relevant and Fun: Using practical, relatable examples—like avatar clinics—helps demystify technology and encourages adoption.Set Clear Boundaries: Support learning and innovation with clear guidelines around privacy and data, and foster collaboration across teams.Todays guest, Tushar Pandit, can be found online at:Website: https://www.spins.com/LinkedIn: https://www.linkedin.com/in/tusharpandit/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

Ever wonder how the messiness of real life shapes the way teams function at work? In this episode, Dr. Bobbi Wegner and Jon Cooper, CEO of Overalls, reveal what happens when companies truly support employees beyond the job description—and why helping people tackle daily chaos and life's big disruptors might just be the secret to high-performing, deeply connected teams.Jon Cooper is the cofounder and CEO of Overalls, a company redefining how employers support their teams by addressing life’s non-work challenges—from caregiving to financial stress and beyond. Bringing more than 15 years of experience building and scaling startups, Jon has a deep understanding of the evolving needs of high-growth teams and the importance of sustaining culture through rapid change. His work at Overalls focuses on tackling the root causes of stress and burnout, helping people avoid overwhelm by offering hands-on support for life’s daily distractors, major disruptions, and unexpected disasters. Jon’s unique approach is grounded in empathy and expertise, ensuring organizations can better support their people—both at work and in life.Below are the key takeaways from this episode:Support Beyond Work: Overalls helps employees with real-life stressors, from daily hassles to major disruptions, showing that personal well-being directly impacts workplace performance.Maintaining Culture During Growth: As startups scale, it’s essential to balance the versatility of early teams with the specialization needed later, using strategies like co-creating mission and values to keep culture strong.Co-Creation Increases Buy-In: Involving employees at all levels in shaping vision and values leads to greater engagement, trust, and connection across teams.Tailored Help Trumps One-Size-Fits-All Benefits: Real-world problems are complex; offering flexible, personalized support fosters stronger loyalty and helps people bring their best selves to work.Focus on Intrinsic Motivation: The most effective leaders and organizations build cultures around autonomy, mastery, and purpose, rather than relying solely on rewards or mandates.Todays guest, Jon Cooper, can be found online at:Website: https://getoveralls.com/LinkedIn: https://www.linkedin.com/in/jonathanacooper/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

What if the key to a high-performing team isn’t just what you do, but how you give and receive feedback? In this episode, Joel Greengrass, Global Chief People Officer at Yieldstreet, pulls back the curtain on why feedback feels so risky—and how rethinking it can transform leaders, teams, and company culture.Joel Greengrass is the Global Chief People Officer at Yieldstreet, bringing decades of experience shaping organizational culture and building high-performing teams across leading growth brands, including BuzzFeed, FanDuel, and Equinox Fitness. A seasoned leadership advisor and IPEC-certified coach, Joel is passionate about fostering environments that prioritize feedback, growth, and development. His expertise lies in creating systems where open communication and coaching are central to personal and team success, making him a trusted partner for leaders seeking to drive positive change and alignment within their organizations.Below are the key takeaways from this episode:Feedback is Essential: Regular, constructive, and positive feedback underpins high-performing, cohesive teams and should be normalized rather than feared.Behavior Change Takes Time: While skills can be taught quickly, shifting ingrained behaviors requires ongoing feedback and patience.Coaching Culture Drives Growth: Embedding coaching and 360 feedback in organizations empowers employees to find solutions and fosters deeper self-awareness.Leaders Set the Tone: Leaders must actively seek and model openness to feedback, building trust and psychological safety in their teams.Clarity and Timing Matter: The most effective feedback is timely, specific, and anchored in shared goals, making it easier for teams to grow and align.Todays guest, Joel Greengrass, can be found online at:Website: https://www.yieldstreet.com/LinkedIn: https://www.linkedin.com/in/joelgreengrass/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

Ever wondered how high-performing teams are built in some of the world’s most demanding environments? In this episode, Jason Watkins, a Colonel in the United States Air Force, dives deep into the psychology, challenges, and surprising humanity behind creating cohesion and trust in military teams—revealing actionable strategies anyone can use to spark stronger connections and elevate performance, no matter where you work. His comments and opinions are his own and do not represent the DoD or the Department of the Air Force.Col W. Jason Watkins is the Commander at the 22d Air Task Force, Fairchild AFB, WA. In this role, he leads a scalable, deployable formation of up to 2,500 personnel consisting of a command element, air base support element and multiple mission generation force elements. This pathfinding effort will develop the Air Force's force presentation model and support the Secretary of the Air Force's objectives to provide a definable unit of action, establish a sustainable force generation posture, and improve future combat wing structure.The Colonel originally enlisted into the Air Force in June 1995 in F-15E maintenance, and then completed his education through an enlisted commissioning program, graduating in 2001 from Embry Riddle Aeronautical University. He received his commission through Officer Training School in May 2002, then completed undergraduate navigator training in November 2003, and finally, the F-15E Basic Course as a Weapons Systems Officer in Nov 2004.Throughout his career, Col Watkins has participated in eight contingency deployments in the INDOPACOM and CENTCOM AORs. Col Watkins is a master navigator and a master academic instructor, accumulating more than 2,100 flying hours and 2,000 contact hours of classroom instruction. He has led missions in Operations ENDURING FREEDOM and INHERENT RESOLVE.Prior to this assignment, the Colonel was the Director for the Commander's Professional Development School, Ira C. Eaker Center, Maxwell AFB, AL where he oversaw execution of the Dept. of the Air Force's-mandated Wing, Deputy Wing, Group Commander, and Squadron Commander pre-command training for over 2300 students per year.Below are the key takeaways from this episode:Human Connection Comes First: High-performing teams start with building genuine personal connections and trust among members before focusing on tasks.Healthy Friction Is Crucial: Conflict and friction, when navigated thoughtfully, actually strengthen trust and cohesion within teams.Effective Communication & Norms: Setting clear group norms and adapting communication styles are essential for maintaining cohesion, especially in diverse or fast-growing organizations.Leaders Must Stay Engaged: Strong leaders are actively tuned in to group dynamics, quickly acknowledging and addressing issues to maintain team health.Cognitive Agility Is Key: The ability to reflect, adapt, and shift perspectives—“cognitive agility”—helps leaders and teams thrive in complex, uncertain environments.Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/

What happens when humility, innovation, and psychological safety converge in a high-growth tech company? In this episode, Lauren Carey shares the candid behind-the-scenes insights that help teams thrive, take risks, and enjoy their work—don’t miss her actionable take on building a culture where people love to work.Lauren Carey believes in keeping life simple and values the power of humility. Guided by the KISS principle (Keep It Simple, Stupid), Lauren focuses on self-awareness, always mindful of her strengths as well as areas for growth. She sees each new work environment as a unique opportunity to learn and evolve, carrying lessons from every experience into the future. For Lauren, every step in her career is about embracing change, staying grounded, and continuously growing.Below are the key takeaways from this episode:Humility Drives Growth: Humility being self-aware and open to learning from others is essential for effective teamwork, especially in fast-paced, innovative environments.Agile Reflection Builds Success: Regular team check-ins and retrospectives help Lumafield continuously improve, stay aligned, and maintain accountability as they scale.Trust Through Transparency: Open communication about successes and failures fosters psychological safety and trust, enabling employees to take risks and grow.Culture Is Actively Built: Leadership at Lumafield intentionally shapes culture by embedding core values into daily practices and supporting employee-led connection activities.Adapt and Simplify as You Grow: As companies expand, values and recognition programs should evolve with employee needs—keeping solutions simple and relevant boosts engagement and retention.Todays guest, Lauren Carey, can be found online at:Website: https://www.lumafield.com/LinkedIn: https://www.linkedin.com/in/lauren-carey/Your host, Dr. Bobbi Wegner, can be found online at:Groops: https://www.joingroops.com/Harvard Extension School Faculty Spotlight: https://youtu.be/zwLai-lu-pk?si=GpKNhtxVvTrS3-puLinkedIn: https://www.linkedin.com/in/bobbiwegner/