The Psychology of Work: Why People Do What They Do

What happens when you combine intuition, the science of wellness, and the ripple effect of female empowerment? Join Dr. Bobbi Wegner and entrepreneur Annie Ripp as they share personal stories, surprising career pivots, and the overlooked warning signs that might be holding you and your team back from feeling and performing your best. This episode will make you rethink what it really means to thrive at work and in life.Annie Ripp is the founder of Let’s Feel Good, a lifestyle implementation coach, and an early-stage investor with Wildwood Ventures, where she supports purpose-driven founders as they grow companies from the ground up. With a rich background spanning private equity, venture capital, entrepreneurship, and wellness curation, Annie brings a unique, human-centered perspective to building careers and businesses that feel good to lead. Her work draws deeply from her own personal health journey and her passion for making preventative health accessible, empowering teams and individuals—especially women—to thrive by aligning intuition, well-being, and professional purpose.Below are the key takeaways from this episode:Personal Wellness Drives Purpose: Annie Ripp’s own health challenges inspired her to create Let’s Feel Good, focusing on practical lifestyle changes that help others feel their best.Empathetic Leadership Matters: Honoring individual strengths and supporting team members’ unique needs leads to higher engagement, creativity, and performance.Female Empowerment Has a Ripple Effect: Support and encouragement from other women can boost confidence, promote risk-taking, and help women align with their true purpose.Positive Culture Equals Better Results: Respectful, psychologically safe team environments not only improve wellbeing, but also benefit business outcomes like retention and profitability.Alignment Fuels Wellbeing: True wellness and authenticity come when your actions, thoughts, feelings, and environment are in sync—with powerful effects at work and beyond.Todays guest, Annie Ripp, can be found online at:Website: https://letsfeelgood.substack.com/LinkedIn: https://www.linkedin.com/in/annie-ripp-07308113b/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 a company can grow at lightning speed without losing its soul? In this episode, Dr. Bobbi Wegner sits down with Courtney King, SVP of People and Culture at Beatbox Beverages, to reveal the unconventional secrets behind building a fun, high-performing workplace where people actually want to stay and how measuring “fun” could be your next game-changer.Courtney King is the Senior Vice President of People and Culture at BeatBox Beverages, where she built the people function from the ground up, helping the company grow from under 40 to over 270 employees during hypergrowth. Renowned for her human-centered and innovative approach, Courtney creates high-engagement cultures that drive business results without sacrificing authenticity. She is also a speaker and advisor, known for her insights on building connected, enduring workplace cultures where employees thrive.Below are the key takeaways from this episode:Scaling Culture With Intention: Courtney King emphasizes the importance of building people-first systems that maintain a company’s soul and identity, even during rapid growth.Employee Experience Drives Success: BeatBox’s low turnover and high engagement scores illustrate how investing in employee well-being leads to improved business results.Making Fun a Metric: The company actively measures workplace fun and hosts events like cultural summits, reinforcing connection and making work enjoyable.Curiosity and Vulnerability Build Trust: Leaders who ask questions, listen, and show vulnerability foster psychological safety and strong team cohesion.Impact Over Optics: Courtney advises building practices based on real feedback and genuine care, rather than simply following trends or appearances.Todays guest, Courtney King, can be found online at:Website: https://beatboxbeverages.com/en-gbLinkedIn: https://www.linkedin.com/in/courtneykingms/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 really built from the inside out? In this episode, Dr. Bobbi Wegner sits down with Amy Bouque, Chief People Officer at Kelly Services, to unpack the real power of vulnerability, trust, and authentic connection at work. Amy reveals the surprising leadership practices that transformed a legacy company’s culture from the ground up. Don’t miss these actionable insights for creating teams where people actually thrive.Amy Bouque is the Chief People Officer at Kelly Services, where she champions a purpose-driven, human-centered approach to workplace culture. With over 30 years of HR experience spanning labor relations, transformation, and leadership development, Amy is known for fostering connection, belonging, and psychological safety within organizations. She is also an HR Venture Advisor with SemperVirens Venture Capital and is passionate about operationalizing practices that help both individuals and teams truly thrive.Below are the key takeaways from this episode:Positive Policy Shifts: Amy Bouque emphasizes rewriting HR policies to assume positive intent and trust, moving away from rigid, rule-based systems.Vulnerability as Strength: Leaders can foster high-performing teams by practicing self-awareness and vulnerability—not by oversharing, but by modeling openness and curiosity.Making “Thriving People” Actionable: At Kelly Services, “thriving people” is a core business priority, turned into concrete goals and everyday leadership behaviors.Connection Fuels Team Cohesion: Rituals like starting meetings with personal check-ins help build trust, psychological safety, and strong team cohesion.Compassionate Leadership During Change: Amy advocates handling layoffs and tough transitions with humanity and transparency, ensuring ongoing support and “repair” for remaining team members.Todays guest, Amy Bouque, can be found online at:LinkedIn: https://www.linkedin.com/in/amybouque/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 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/