Love in Action

How to Master Your Emotions to Become a Better Leader

Episode recap
In this powerful conversation, Marcel sits down with Joshua Freedman, a global leader in emotional intelligence and the CEO of Six Seconds, to explore the ideas behind his new book, Emotion Rules. Drawing from 30 years of research and more than a million emotional intelligence assessments, Joshua shares why he believes we are living through an “emotional recession” and what leaders must do about it. 
 
Joshua discusses how many leaders struggle with old patterns that no longer serve them, especially when moving from being a high-performing doer to a leader who must grow others. Marcel highlights two major shifts leaders must make: from knowing to learning, and from doing to being. The episode closes with a fast-paced speed round and reflections on what it truly means to lead with practical, actionable love in business.
 
Bio:
Joshua Freedman is CEO and cofounder of Six Seconds, the world’s largest  emotional intelligence network. A pioneer in applying EQ to business and social impact, he directs The State of the Heart  study, a landmark longitudinal analysis tracking global trends in emotional intelligence, which first identified the  “Emotional Recession” – a sustained worldwide decline in emotional and relational capacities affecting wellbeing, engagement, and organizational resilience. His frameworks and tools are used by over a million people in 150+ countries, delivering measurable improvements in performance and culture.
 
Quotes 
 “There are no negative feelings. They’re all data.” 
 “Emotions are great advisors but horrible bosses.” 
 “Your feelings are here for a reason—your next step is to learn to trust them more.” 
 “Maybe the struggle isn’t the obstacle; maybe the struggle is the curriculum.” 
 “We must shift from knowing to learning, and from doing to being.” 
 
 
Takeaways 
Emotional wisdom goes beyond emotional intelligence—it’s the ability to use emotional signals to navigate ambiguity when there is no clear path or precedent. 
We are in a global “emotional recession” where optimism, intrinsic motivation, and purpose are declining, yet higher EQ in these areas is strongly linked to better life and work outcomes. 
All emotions are information, not problems; even uncomfortable feelings like fear or anxiety are messages about important needs and values that require attention. 
Leaders often get stuck in old emotional patterns—like over‑controlling or withdrawing—that once helped them succeed but now block trust, growth, and empowerment in their teams. 
Simple practices—such as choosing who you want to be each day and adopting a coach‑like, question‑driven approach—can transform leadership from transactional control to human‑centered connection and learning. 
 
Timestamps 
00:00:02 – Introduction & Joshua’s Background 
00:04:11 – The Emotional Recession 
00:07:42 – Emotional Intelligence vs. Emotional Wisdom 
00:15:11 – Decline in Key EQ Capabilities 
00:18:14 – Fighting Our Emotions 
00:23:40 – Emotions as Data & Needs 
00:31:04 – Emotions as Advisors, Not Bosses 
00:34:24 – Patterns That Keep Leaders Stuck 
00:43:03 – The To‑Be List Practice 
00:46:22 – Wisdom Lives Within 
00:52:39 – Leading with Love 
00:54:39 – Final Takeaway 
 
 
Conclusion 
This episode ultimately makes the case that emotional wisdom is not about perfection or sentimentality, but about honestly listening to what our feelings are telling us so we can build more humane, resilient, and high‑performing lives and workplaces; when leaders stop fighting emotions, treat them as data, and model curiosity and courage, they unlock deeper engagement, stronger cultures, and a more sustainable way to navigate a chaotic world. 
 
 
Links/Resources 
Emotion Rules book: https://www.6seconds.org/emotionrules/
Six Seconds - https://www.6seconds.org/
Emotional Wisdom Wheel (Constellation Map): https://www.6seconds.org/emotionrules/wheel/
Episode #191 with Joshua Freedman: https://www.marcelschwantes.com/josh-freedman-emotional-intelligence-and-how-to-use-it-to-get-results-ep-191/
 
Social Media Links: 
https://www.linkedin.com/company/six-seconds/
https://www.instagram.com/6secondseq/ 
https://www.facebook.com/sixseconds/
 
Substack: https://marcelschwantes.substack.com/       
LinkedIn: https://www.linkedin.com/in/marcelschwantes/   
Twitter/X: https://x.com/MarcelSchwantes   
YouTube: https://www.youtube.com/channel/UC9fO2r_ZQ3wy5ie522f-DTQ   
Instagram: https://www.instagram.com/marcel.schwantes/   
 

Why Fear-Based Workplaces Need to Disappear with Marcel Schwantes

Episode recap
 
Don’t forget Marcel’s special offer to join his Substack community for $8.00/month. Subscribe here: https://marcelschwantes.substack.com/subscribe 
 
In this solo episode, Marcel Schwantes discussed the impact of fear in the workplace, explaining how it stifles creativity, innovation, and collaboration. He highlighted that fear-based environments lead to disengagement, turnover, and low morale, while human-centered leadership fosters psychological safety and trust. Marcel emphasized the importance of leaders addressing their blind spots and modifying behaviors to create a positive workplace culture. He stressed that hiring and developing leaders based on technical competence alone is insufficient, urging a focus on humanity and human-centered attributes. Marcel encouraged listeners to subscribe to his Substack for further insights on effective human-centered leadership.
 
Bio:
 
Marcel Schwantes is a leadership coach, speaker, author, and advocate for more humane workplaces. He partners with organizations tired of burnout, disengagement, and hollow cultures — and ready to build something better. 
 
Marcel’s work includes: 
Executive coaching 
Leadership development programs for managers 
Keynote speaking and workshops 
Executive roundtables and culture strategy sessions 
 
Marcel is the author of Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss. Whether coaching a CEO or training a leadership team, Marcel’s #1 goal is the same: To help leaders become the kind of people others want to follow. 
 
Episode Timeline:
[00:03] Introduction: Why fear remains a workplace epidemic[00:19] How fear kills creativity, collaboration, and profitability [01:06] Silence in meetings: The hidden cost of fear [01:58] Why fear stops innovation and risk-taking [02:34] Fear shrinks organizations from the inside out [03:51] Psychological safety and team performance (Harvard research) [04:26] Why leaders still dismiss “soft skills” [05:13] The cost of waiting for marching orders [05:49] Burnout, turnover, and quiet disengagement [06:03] What human-centered leadership looks like [07:10] Surfacing problems early vs. kicking the can down the road [08:10] Shared accountability and self-correcting teams [09:40] Leadership blind spots and fear-driven management [10:29] Burnout as the final warning sign [11:30] Why technical skills alone no longer qualify someone to lead [12:04] Raising human leadership capacity in the AI era [12:31] Closing thoughts and call to action 
 
Quotes:
“If you want to know why creativity dies, why collaboration stalls, why your most talented people are quietly quitting — look for one thing: fear.” 
“When fear is prevalent, people protect themselves instead of serving the mission.” 
“You cannot afford to choose leaders based only on technical competence or individual performance. Those days are over.” 
 
Key Takeaways:
Fear Is Expensive - Fear doesn’t just hurt feelings — it damages profitability, innovation, and long-term growth.
Silence Is a Warning Sign - if meetings are full of nodding heads but no pushback, fear may be driving compliance instead of commitment.
Psychological Safety Drives Performance - When employees feel safe to speak up, admit mistakes, and challenge ideas, performance and productivity increase.
Human-Centered Leadership Solves Problems Early - Empowered teams raise concerns quickly, solve issues on the spot, and share accountability across levels.
Leadership Blind Spots Create Fear - Many fear-based environments stem from leaders who fear losing control or respect. Coaching and self-awareness are critical.
Technical Skills Aren’t Enough Anymore - In the age of AI and automation, the differentiator is human leadership capacity — the ability to help people flourish. 
 
Conclusion:
Fear quietly shrinks organizations from the inside out. It limits creativity, slows innovation, and pushes good people toward burnout and disengagement.  Marcel’s message is clear: if you care about performance, profitability, and long-term growth, you must care about human-centered leadership. The future of leadership isn’t louder authority or tighter control — it’s building environments where people feel safe enough to contribute their best thinking. 
The question every leader must ask: 
Am I creating safety — or am I creating fear? 
Because that answer determines everything. 
 
Resources: 
The book: https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4/ 
Substack: https://marcelschwantes.substack.com/ 
LinkedIn: https://linkedin.com/in/marcelschwantes/   
X: https://x.com/MarcelSchwantes 
YouTube: https://youtube.com/@MarcelSchwantes1 
Instagram: https://instagram.com/marcel.schwantes/ 
Dr. James Doty Episode: https://www.marcelschwantes.com/dr-james-doty-the-neuroscience-of-manifestation/ 
  

Modeling Compassionate Leadership with Marcel Schwantes

Episode recap  
 
Don’t forget Marcel’s special offer to join his Substack community for $8.00/month. Subscribe here: https://marcelschwantes.substack.com/subscribe 
 
In this solo episode, Marcel argued that compassion is a core leadership strength, not a soft extra, and that alleviating others’ pain and suffering is a leader’s real work. Through examples like Jeff Weiner and Phil Lynch during 9/11, he showed how leaders who prioritize people, communicate openly, and make space for emotion build stronger, more connected organizations. When leaders show up in hard moments, teams heal faster and perform better.
 
Bio
Marcel Schwantes is a leadership coach, speaker, author, and advocate for more humane workplaces. He works with organizations that are tired of burnout, disengagement, and hollow cultures — and ready to build something better. 
Marcel’s work includes: 
Executive coaching 
Leadership development programs for managers 
Keynote speaking and workshops 
Executive roundtables and culture strategy sessions 
 
Marcel is the author of Humane Leadership: Lead with Radical Love, Be a Kick-Ass Boss. Whether coaching a CEO or training a leadership team, Marcel’s #1 goal is the same: To help leaders become the kind of people others want to follow. 
 
Timestamps 
[00:03] Why “soft skills” like compassion are actually essential leadership skills 
[01:05] Command-and-control vs. compassion: why old leadership models fail 
[02:00] Jeff Weiner on compassion as a lifelong practice, not a buzzword 
[02:52] Dr. James Doty’s definition of compassion and the science behind it 
[03:45] What compassionate leadership looks like in practice 
[04:32] 9/11 and Reuters: setting the scene for Phil Lynch’s defining moment 
[05:25] “People first, then customers, then the business” — a new priority in crisis 
[06:20] Keeping people informed, safe, and emotionally supported 
[07:15] Making space for grief, fear, and honest emotions at work 
[08:10] How compassion shaped Reuters’ culture and rippled to customers 
[08:30] Final reflection: Are you willing to be present with people when they’re suffering 
 
Key Quotes 
“If you want to measure yourself against the highest standard of leadership, you have to measure yourself against what people call the ‘soft stuff’—because it’s actually the hardest to master.”
“Compassion is not weakness. Some of the strongest people I know are the most compassionate.”
“Compassion is recognizing someone’s suffering—and then doing what you can to help ease it. It’s not hippy-dippy; it’s evidence-based and deeply human.”
“In the middle of absolute mayhem, Phil Lynch gathered his team and said: ‘People first, then customers, then the business.’ That’s compassionate leadership in action.”
“Leaders who create space for sorrow, confusion, and grief help their organizations heal and reconnect much faster.” 
 
 
Key Takeaways: 
 
Compassion is an essential leadership skill, not a soft extra. 
Compassion is often dismissed as “soft,” but it is one of the hardest and most strategic skills to master. It directly impacts engagement, trust, and long-term performance. 
Compassion is both recognition and action. 
It’s not enough to notice someone’s pain. Compassion means seeing the suffering and intentionally acting to alleviate it—in conversations, decisions, and policies. 
Science backs the power of compassion. 
Research highlighted by Dr. James Doty shows compassion is a powerful antidote to loneliness, depression, anxiety, and addiction, all of which show up at work. 
People-first leadership is clearest in crisis. 
During 9/11, Phil Lynch’s mantra—“People first, then customers, then the business”—became a north star for Reuters. Compassion isn’t theoretical; it’s how leaders rank their priorities when it matters most. 
Emotional transparency but safety and trust. 
By being open about what he and his team were feeling, Lynch gave others permission to feel and express their own grief and fear, creating psychological and emotional safety. 
Compassion shapes emotional culture. 
When leaders intentionally make room for grief, questions, and honesty, they shape a culture where people feel seen, heard, and valued—and are proud to belong. 
Love in action is a leadership practice. 
Compassionate leadership is ultimately love expressed through behavior: how you decide, how you listen, how you show up for people when they’re struggling. 
 
Conclusion 
Marcel’s message in this episode is straightforward and challenging: the future of leadership is compassion in action. In a world where mental health struggles and emotional pain are everywhere, leaders can no longer hide behind metrics and control. 
 
The story of Phil Lynch shows that when leaders put people first, especially in the darkest moments, they create cultures of trust, pride, and deep human connection. Compassion is not about being nice for its own sake; it is about being courageously present with suffering and choosing actions that reduce it. 
 
If you want your organization to come alive from the inside out, start with one question: How am I shaping the emotional culture around me—and am I willing to be present when people hurt? That’s where real leadership—and love in action—begins. 
 
Resources: 
Guest Mentioned: 
 
Dr. James Doty – Neurosurgeon and compassion researcher; previously featured on the show (link to that episode will be added to the show notes) 
 
People Referenced: 
 
Jeff Weiner – Former CEO of LinkedIn, advocate for compassion as a core leadership skill 
Phil Lynch – Former president of Reuters America, whose leadership during 9/11 exemplified compassion in crisis 
 
The book: https://www.amazon.com/Humane-Leadership-Lead-Radical-Kick-Ass-ebook/dp/B0CWG3PTL4/  
Substack: https://marcelschwantes.substack.com/  
LinkedIn: https://linkedin.com/in/marcelschwantes/    
X: https://x.com/MarcelSchwantes  
YouTube: https://youtube.com/@MarcelSchwantes1  
Instagram: https://instagram.com/marcel.schwantes/  
Dr. James Doty Episode: https://www.marcelschwantes.com/dr-james-doty-the-neuroscience-of-manifestation/  

How Hope Is the Key to the Future of Work, with Jen Fisher and Dr. Alex Lovell

Episode recap 
 
This episode focused on hope in the workplace, starting with a discussion with Dr. Alex Lovell, head researcher and vice president at the O.C. Tanner Institute, and covering a recent O.C. Tanner study that revealed a decline in employee hopefulness. Marcel transitioned to a lively conversation with Jen Fisher, author of Hope Is the Strategy, and one of the world's first chief well-being officers. They explored how leaders can cultivate hope by using language that builds rather than kills hope, emphasizing curiosity, empathy, and transparency. Jen explained that hope requires clear goals, acknowledgment of current reality, and identifying multiple pathways to achieve those goals. They also discussed the limitations of wellness programs alone in improving employee well-being and the need to address cultural and behavioral factors in the workplace. The conversation concluded with Jen encouraging listeners to become "hope dealers" by helping others identify possibilities and support their potential.
 
Bio:
Jen Fisher is a global authority on workplace well-being, the founder and CEO of The Wellbeing Team and the author of Hope Is the Strategy: The Underrated Skill That Transforms Work, Leadership, and Wellbeing. 
 
Dr. Alex Lovell is the Vice President of the O.C. Tanner Institute and a political psychologist focused on the human side of work—specifically, how organizations can better foster appreciation, identity, belonging, and fulfillment to unlock human potential.
 
Quotes: 
Alex Lovell 
Employees are seven times more likely to be engaged when they feel hopeful 
When people don’t see a path forward and don’t believe they can follow that path, there is no way they can get there 
Recognition and belonging are one of the strongest antidotes to hopelessness 
When teams aren’t inclusive, employees are 513 percent more likely to feel burned out 
Our younger workers don’t see a future anywhere, not personally and not professionally 
Jen Fisher 
Hope is not an emotion; it is a cognitive and behavioral process 
Do you want to lead a hopeful organization or a hopeless one? 
People need to believe that your strategy will leave them better off tomorrow than they are today 
Never in the history of telling someone not to worry have they not worried 
Be a hope dealer and help people see possibilities 
 
Takeaways: 
Hope is a measurable leadership skill that requires clear goals, multiple pathways, and agency 
Employees who feel hopeful are significantly more engaged and resilient 
Gen Z workers are struggling to see a personal and professional future, making belonging and recognition essential 
The language leaders use can either build hope or quietly destroy it 
Transparency and telling the whole truth reduce anxiety and strengthen trust 
Wellness programs alone cannot fix broken work design or culture 
Rebuilding hope starts with identifying and taking the next small step 
The future of work must intentionally preserve humanity alongside advancing technology. 
 
Timestamps: 
0:00 — Welcome to the Love and Action Podcast 
0:33 — Topic Introduction: Hope 
2:05 — Introducing Dr. Alex Lovell 
4:06 — AI Helping Us to Find Solutions 
8:20 — Key Findings: Hopelessness at Work 
11:10 — Generational Divide in Hope 
14:10 — Gen Z and the Need to Feel Seen 
18:05 — Inclusion, Belonging, and Recognition 
20:10 — Engagement Link: Hope Drives Performance 
22:05 — Practical Solutions: Connection and Relationships 
23:10 — Practical Solutions: Goals and Small Wins 
24:05 — Where to Find the Report + Resources 
23:30 — Jen’s Story: Burnout, Cancer, Caregiving 
29:42 — Setting Clear Goals 
32:11 — Be the leader Setting Examples 
37:10 — Hope as Strategy: Goals, Pathways, Agency 
40:10 — Hope in Practice: Leadership Communication 
44:07 — Language of Hope: Builders vs Killers 
46:00 — Hope Dealers and Possibility Thinking 
48:13 — Leading with the Whole Truth 
55:15 — Why Wellness Programs Aren’t Enough 
55:15 — Human is the Path Forward in Leading Organizations 
1:00:05 — Final Takeaways & Closing 
 
Conclusion: 
Hope is not wishful thinking, and it is not a soft leadership trait reserved for idealists. It is a disciplined, practical skill that drives engagement, fuels resilience, and restores belief in the future of work. From global research to personal recovery stories, this episode makes one thing clear: when leaders cultivate belonging, speak possibility, and tell the whole truth, people perform differently. In a time when burnout is rising and uncertainty is constant, hope becomes the competitive advantage. The leaders who choose to become hope dealers will not only transform their teams, but they will also shape the future of work itself. 
 
Links/Resources: 
Dr. Alexander Lovell: https://www.linkedin.com/in/alexanderlovell/  
OC Tanner Global Culture Report: https://www.octanner.com/global-culture-report  
Jen Fisher website: www.jen-fisher.com  
Jen Fisher on LinkedIn: www.linkedin.com/in/jen-fisher-cwbo/
WorkWell Podcast with Jen Fisher: https://podcasts.apple.com/us/podcast/the-workwell-podcast/id1381561571 
O.C. Tanner website: https://www.octanner.com/  
O.C. Tanner Global Culture Report: https://www.octanner.com/global-culture-report    
Inc. Article Summary: https://www.inc.com/marcel-schwantes/human-resources-hopelessness-epidemic-work-leadership/91246729   
Episode #112 with Jen Fisher: https://www.marcelschwantes.com/jen-fisher/   
Jen Fisher’s Book “Hope Is the Strategy: The Underrated Skill That Transforms Work, Leadership, and Well-Being”: https://a.co/d/0glJUsxN  
Substack: https://marcelschwantes.substack.com/      
LinkedIn: https://www.linkedin.com/in/marcelschwantes/  
Twitter/X: https://x.com/MarcelSchwantes  
YouTube: https://www.youtube.com/channel/UC9fO2r_ZQ3wy5ie522f-DTQ  
Instagram: https://www.instagram.com/marcel.schwantes/ 

A Bold, Human-Centered Guide to Leading Change, with Frank Danna and Chris Pitre

Episode recap
 
Don’t forget to subscribe to my Substack for exclusive access to tools, action plans, long-form articles, book content, and coaching resources to level up your leadership! Subscribe here.
 
In this episode, Marcel interviewed Frank Danna and Chris Pitre, co-authors of "Love as a Change Strategy," discussing their book's themes and their experience at Softway, a technology company that transformed from a toxic culture to a human-centered organization. The conversation explored how embracing discomfort, prioritizing relationships, and practicing empathetic curiosity can lead to successful organizational change. Frank and Chris shared personal stories about their own transformation journeys and how they apply these principles at Softway. They discussed the importance of leaders modeling change behavior and the role of AI in enhancing human connection at work. The authors emphasized that change should be led, not managed, and highlighted the need for leaders to be intentional with their words and actions.
 
 
Guest Bio
 
Chris Pitre is Vice President at both Culture+ and Softway. Chris has spent his career helping companies reimagine how they work, focusing on how they treat their people and communicate.
 
Frank Danna serves as the Marketing Director at Softway and is the Co-Founder of Culture+, where he helps leaders transform their leadership through love, empathy, and behavior-based change.
 
 
Quotes: 
Chris Pitre: “Without a positive or strong culture, it's actually harder to bounce back. Adversity becomes that much scarier and that much more formidable.” 
Chris Pitre: “If you are a leader who is about to implement change and you're not uncomfortable, that should be a scary thing.” 
Frank Danna: “If you want to change, discomfort is the solution.” 
Chris Pitre: “I truly believe that comfort is a privilege and change, and so if you are comfortable, that means that everybody else is paying for your comfort, and likely you are someone who is probably oppressing the team.” 
Chris Pitre: “You get to decide at a certain point in your career who you will become: are you the boss that leaves a mark or a scar?” 
 
 
Takeaways: 
Real, sustainable change fails when it’s treated as a technical process instead of a deeply human, emotional experience. 
The six principles of change—embracing discomfort, prioritizing relationships, practicing empathetic curiosity, wielding your influence, experimenting, and being effective—act as a flexible “middle layer” between rigid processes and long-term behavior change. 
Leaders themselves are often the biggest blockers of transformation when they cling to titles, certainty, and comfort while expecting others to do the hard changing. 
Resistance to change is frequently a signal that people feel unheard, and genuine empathetic curiosity can turn resistors into powerful champions. 
AI, when introduced from a humane, people-first lens, can remove transactional work and actually create more room for empathy, collaboration, and truly human leadership. 
 
 
Timestamps: 
00:00:02 Introduction and Softway’s turnaround story 
00:03:30 Welcoming guests Frank Danna and Christopher Pitre 
00:03:55 Frank’s story: from imposter syndrome to belonging 
00:05:26 Chris’s story: corporate “robot,” stroke, and the power of workplace community 
00:11:36 What Softway does and its evolution to AI-focused transformation 
00:15:02 What people get wrong about love as a change strategy and why change fails 
00:21:53 The six principles of change 
00:24:00 Embracing discomfort and why leaders must feel uneasy 
00:27:12 How leaders become the blockers of change 
00:31:06 Personal transformation, accountability, and resistance as unheard voices 
00:36:21 Rabbit hole: traditional male leadership, narcissism, and the cost to culture 
00:40:13 Can AI actually increase humanity and love in the workplace? 
00:43:35 Have we missed any essential questions? 
00:44:55 Practical ways to lead with love day in and day out 
00:47:39 Final takeaways: be like the buffalo and don’t manage change—lead it 
00:50:15 Teasing the third book in the series 
00:51:08 Where to learn more about Softway, the books, and the podcast  
 
 
Conclusion: 
Love isn’t a soft extra in business—it’s the toughest, most practical strategy for real change. This episode shows how embracing discomfort, listening with empathy, and leading like a “buffalo” through the storm can turn a toxic culture into a place of belonging and growth. Frank and Chris prove that when leaders go first, drop their ego, and put people at the center, both performance and humanity rise. AI, handled with a humane-first mindset, becomes a catalyst—not a threat—for more meaningful, human work. Take what you’ve heard today and decide: will you manage change from a distance, or step in and lead it with love? 
 
 
Links/Resources: 
Softway: https://www.softway.com/  
Culture+: https://www.culture-plus.com/  
Love as a Strategy: https://www.loveasastrategy.com/  
Softway LinkedIn: https://www.linkedin.com/company/teamsoftway/  
Culture+ LinkedIn: https://www.linkedin.com/company/culture_plus/  
Love as a Change Strategy: https://loveasachangestrategy.com/  
Love as a Business Strategy: https://www.loveasabusinessstrategy.com/  
Frank Danna on LinkedIn: https://www.linkedin.com/in/frankDanna/  
Chris Pitre on LinkedIn: https://www.linkedin.com/in/chrispitre/  
Episode 183 with the CEO of Softway, Mohammad Anwar: https://www.marcelschwantes.com/mohammad-anwar-love-as-a-business-strategy-ep-183/  
Substack: https://marcelschwantes.substack.com/      
LinkedIn: https://www.linkedin.com/in/marcelschwantes/  
Twitter/X: https://x.com/MarcelSchwantes  
YouTube: https://www.youtube.com/channel/UC9fO2r_ZQ3wy5ie522f-DTQ  
Instagram: https://www.instagram.com/marcel.schwantes/  

How Your Core Values Are the Key to Fulfillment at Work with Robert Glazer

Episode recap 
 
In this episode, Marcel talks with Robert Glazer, author of The Compass Within, about why core values are essential for effective leadership and meaningful work. Robert explains the difference between aspirational values and actionable core values—non-negotiable principles that guide real decisions and behavior. They explore how values alignment boosts employee engagement, strengthens trust in leaders, and reveals whether an organization’s stated values actually match what it rewards in practice. 
 
The conversation also dives into authenticity, emotional honesty, and how early life experiences shape our values and sense of purpose. Robert shares a practical framework and reflective questions to help people clarify their true core values, arguing that clarity leads to better decisions, healthier leadership, and deeper personal fulfillment. The episode closes with Robert’s mission to help more people discover their “true north” and live with greater integrity and intention.
 
Bio:
 
Robert Glazer is a globally recognized entrepreneur, speaker, and author. He is the founder and former CEO of a $50M marketing agency with an award-winning, values-driven culture, and the author of multiple bestsellers, including Elevate and Elevate Your Team. His inspirational newsletter, Friday Forward, reaches over 200,000 readers weekly. 
 
Quotes: 
I define core values as the non-negotiable principles that decide your actions and behaviors, reflecting who you are, not who you wish you were. 
Most of our purpose is tied to pain, but people are afraid to go there and look, even though those formative experiences are where their real values live. 
If you can help people figure out their personal core values, you help them become better leaders, because they are going to lead from those values, whether they realize it or not. 
Everyone wants the shortcut, but if you really want to figure out your core values, you have to be willing to do the work and spend time with the questions. 
When you understand your core values, you gain a dramatic clarity that changes how you live and how you lead. 
Takeaways: 
Core values are intrinsic, non-negotiable decision rules that show up across all areas of life, not vague one-word aspirations like “integrity” or “family.” 
Much of our purpose and many of our values are rooted in formative childhood experiences, especially painful or ignored parts of our story. 
Alignment is impossible until you first clarify what you are actually aligning to, which is why defining values must come before trying to “live in alignment.” 
Research shows that when people’s work aligns with their values, engagement, trust, life satisfaction, and retention all increase significantly. 
Doing the structured inner work, like Robert’s six-question process and core values course, provides a practical pathway to make better long-term decisions about career, relationships, and leadership. 
Timestamps: 
00:00:00 – 00:02:30 Opening, sponsor message, and Marcel’s setup about authenticity and alignment 
00:02:30 – 00:05:56 Introducing Robert Glazer and the story behind The Compass Within 
00:05:56 – 00:07:12 Robert’s personal story and how purpose is tied to pain 
00:07:12 – 00:14:46 Why this book now, tribalism, and what people get wrong about values 
00:14:46 – 00:17:25 Core values, culture, and how companies really reward behavior 
00:17:25 – 00:21:17 Data, research, and why values alignment matters at work and in life 
00:21:17 – 00:31:43 The six core values questions and live exercise revealing Marcel’s value of authenticity 
00:31:43 – 00:36:25 Robert’s own core values and how they play out in his life and leadership 
00:36:25 – 00:36:58 The hardest parts of doing core values work and why there is no shortcut 
00:36:58 – 00:39:13 Speed round: what makes Robert smile, who inspires him, and bold life choices 
00:39:13 – 00:41:00 How to lead with love, Robert’s final takeaway, and where to find his work 
Conclusion: 
This episode makes one thing crystal clear: if you do not define your values, the world will do it for you. Robert Glazer shows that core values are not fluffy slogans, but the invisible rails that quietly direct every major choice you make. Once you illuminate those rails, you can stop bouncing off the walls of the tunnel and start driving your life and leadership with intention. The stories, data, and live coaching moment with Marcel prove that this inner work is both emotional and incredibly practical. Listen in, then dare yourself to turn on your own “compass within” and see what needs to change. 
Links/Resources: 
Website: https://robertglazer.com/  
Book: https://robertglazer.com/compass/   
Core Values Course: www.corevaluescourse.com   
Get the Six Questions: https://robertglazer.com/six/  
LinkedIn: https://www.linkedin.com/in/glazer  
 

Why You Should Care for Your People Like Family with Bob Chapman and Raj Sisodia

Episode recap 
 
This episode is brought to you by Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Learn more at www.peakperformers.org. 
 
This week on the Love in Action Podcast, I welcomed back Bob Chapman and Raj Sisodia for a powerful conversation about what happens when leadership is rooted in genuine care. We talk about the 10th anniversary edition of their seminal classic, Everybody Matters, and why the book and movement continue to resonate around the world. We break down why people-centered leadership is more urgent than ever, and how treating people with care, dignity, and respect isn’t just the right thing to do, it’s what builds strong, resilient organizations. If you care about creating workplaces where people actually thrive, this episode is for you. 
 
BOB CHAPMAN is the chairman of Barry-Wehmiller. A sought-after speaker on human-centered leadership, business growth, sustained performance, and culture transformation, Chapman strives to use his business leadership platform to build a better world.  
  
RAJ SISODIA is a cofounder of the Conscious Capitalism movement and a pioneering voice in the global business renaissance. He is the author or coauthor of 16 books, including The New York Times bestseller Conscious Capitalism (with John P. Mackey of Whole Foods Market).  
 
Quotes: 
We have a hunger for caring in the world, and this book addresses caring. 
The way we lead impacts the way people live. 
Business could be the most powerful force for good in the world if we simply knew how to care for the people we have the privilege of leading. 
You cannot ask people to care for others; you must teach them the human skills of caring. 
You cannot lead the people unless you love the people, and you cannot love the people unless you know the people. 
Takeaways: 
Truly Human Leadership reframes business from an economic relationship to a deeply human relationship where people are the purpose. 
Caring is a learnable skill that must be intentionally taught, not just requested or assumed. 
The person you report to at work can affect your health more than your family doctor. 
Most business education still focuses on numbers and profit while bypassing the human heart and soul. 
Conscious, caring leadership positively ripples into marriages, families, and even future generations. 
Timestamps: 
00:00:03 Opening and introduction of Bob Chapman and Raj Sisodia 
00:02:33 Tenth anniversary of Everybody Matters and why it still matters 
00:06:01 Origin story and why the book had to be written 
00:08:02 Lessons from a decade of impact and stress testing through crisis 
00:11:24 How leadership at work shapes health, marriage, and family life 
00:16:15 What business schools still get wrong about leadership and purpose 
00:21:08 How Everybody Matters deepened the idea of conscious capitalism 
00:25:22 What Truly Human Leadership really means beyond just being nice 
00:30:30 Stories of companies transformed by caring cultures 
00:34:04 Why the wrong people often rise and how to rethink who becomes a leader 
00:39:20 A message that can heal business, education, and society 
00:44:18 Love, leadership, and practical caring in everyday management 
00:46:00 Conclusion  
Conclusion: 
This conversation shows that leadership is not about titles or metrics, but about the lives entrusted to you. Bob and Raj reveal that when leaders choose to care, organizations do not just perform better; people become healthier, more hopeful, and more connected at home. They challenge the prevailing belief that profit must come before people and instead show how human dignity and strong business performance can reinforce each other. The episode also exposes how our education and promotion systems neglect the human side of work, and why teaching caring skills is no longer optional. In the end, listeners are invited to see business as a profound opportunity to practice love in action so that, in every workplace, everybody truly matters. 
Links/Resources: 
The Book: https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796/ref=tmm_hrd_swatch_0  
Bob Chapman - https://www.linkedin.com/in/bob-chapman-89b936b8/  
Raj Sisodia - https://rajsisodia.com/  
Barry-Wehmiller - https://www.barrywehmiller.com/  
Conscious Capitalism - https://www.consciouscapitalism.org/   
Truly Human Leadership - https://www.barrywehmiller.com/blog    
Bob Chapman, Episode #6: https://www.marcelschwantes.com/bob-chapman/  
Raj Sisodia, Episode #36: https://www.marcelschwantes.com/raj-sisodia/   
Substack: https://marcelschwantes.substack.com/  

Catch People Doing Things Right with Martha C. Lawrence

Episode recap 
This episode is brought to you by Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Learn more at www.peakperformers.org
 
If you’ve ever wondered what shaped Ken Blanchard into one of the most trusted leadership voices of our time, this episode offers a rare behind-the-scenes look. I sat down with Martha Lawrence—Ken’s longtime friend, collaborator, and biographer—and what unfolded was a rich mix of humor, history, and heart. In her new book, “Catch People Doing Things Right: How Ken Blanchard Changed the Way the World Leads,” Martha reveal the real Ken. She walks through her own journey as well—how a post-9/11 turning point led her to Blanchard’s organization and eventually to writing the definitive biography that captures his wisdom, quirks, and quiet resilience. 
 
Bio
 
A former editor at Simon & Schuster and Harcourt, Martha C. Lawrence has shaped the voices of some of the world’s most successful thought leaders. As executive editor at Blanchard, she has collaborated with Ken Blanchard for more than 20 years. Her editing credits include multimillion-copy bestsellers and #1 New York Times titles. Lawrence is passionate about leadership, storytelling, and capturing legacies that matter. She is the author “Catch People Doing Things Right: How Ken Blanchard Changed the Way the World Leads.” 
 
Quotes: 
I knew I could not have worked alongside a human being who not only was so innovative and intelligent and heart-centered, but who lived the same things he's teaching. 
If one of the takeaways from the book is that you don't have to be perfect to be successful. 
You want to lift people—you want to catch them doing things right. 
 
Takeaways: 
True leadership is based on humility, trust, and the authentic desire to lift others up. 
Setbacks and personal challenges can become sources of strength and inspiration. 
Servant leadership means supporting your team from the bottom up, not ruling from the top. 
The best leaders are those who make others feel valued and recognized for their contributions. 
Lifelong learning and collaboration can fuel both personal and organizational growth. 
 
Timestamps: 
0:00:00 — Sponsor Message & Podcast Welcome 
0:01:30 — Marcel introduces Ken Blanchard's influence and today’s theme 
0:02:30 — Introducing guest Martha C. Lawrence and her background 
0:05:00 — Martha shares her story and career path 
0:07:30 — Martha discusses overcoming personal adversity 
0:10:54 — How Martha began working with Ken Blanchard 
0:12:54 — Inspiration to write Ken’s biography 
0:16:09 — Ken’s connections and meeting Dr. Martin Luther King Jr. 
0:19:33 — How Ken’s parents shaped his leadership values 
0:21:21 — The inverted pyramid and servant leadership explained 
0:23:13 — Ken’s mentors, co-authors, and learning philosophy 
0:25:07 — Ken’s personal and professional setbacks 
0:27:38 — Ken’s humor and breaking the rules 
0:31:26 — The evolution of Ken’s servant leadership philosophy 
0:33:39 — "The One Minute Manager"—origins and impact 
0:35:54 — Are the principles of "The One Minute Manager" still relevant? 
0:37:51 — Research and surprises from Ken's archives 
0:39:57 — Including love in leadership and chapter discussion 
0:42:42 — What readers can gain from the book; catching people doing things right 
0:45:08 — Distinguishing between care and love in leadership 
0:47:39 — Speed Round: What makes Martha smile, her inspirations, and hopes 
0:53:33 — The big takeaway: Leadership is love 
0:54:25 — Where to find Martha and Ken’s resources online 
0:55:01 — Closing gratitude and episode wrap-up 
 
Conclusion: 
The stories shared in this episode remind us that genuine leadership is shaped by humility, resilience, and compassion. Ken Blanchard’s journey proves that success is rooted as much in character as in achievement. Martha’s perspective brings to life the transformative effect of working alongside a true role model. Their experiences illustrate that lifting other and embracing authenticity can leave a legacy that outlasts any title. As you move forward, ask yourself: how can you lead with more heart in your own life and work? 
 
Links/Resources: 
www.marthalawrence.com
www.blanchard.com
www.kenblanchardbooks.com
Episode #3: https://podcasts.apple.com/us/podcast/love-in-action/id1456073489?i=1000433623822
Episode #122: https://www.marcelschwantes.com/ken-blanchard-2/

Inside Peak Performers: A New Standard for Disability Hiring and Inclusion with Bree Sarlati

This episode is brought to you by Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Learn more at www.peakperformers.org  
 
Episode recap: 
 
Today’s guest is Bree Sarlati, President and CEO of Peak Performers, a nonprofit staffing agency that champions professionals with disabilities. Sarlati is leading Peak Performers’ mission to raise the standard of employment for people with disabilities. She breaks down the biases that still shape hiring and explains how Peak is proving that skilled talent is everywhere. We discuss how to build inclusive teams and how Peak is scaling nationally while staying deeply human-centered. Bree also shares their “Talent Without Limits” initiative and explains how her team is integrating AI into recruiting without losing empathy or accountability. 
 
BIO:
 
Bree Sarlati is a pragmatic strategist known for turning complexity into clarity. As CEO of Peak Performers, Bree has led the organization's national expansion, modernizing operations, embracing new technology, and scaling its mission beyond Texas. Her focus on agility ensures that even as Peak grows, it never loses the human touch that defines its work. Bree has a talent for spotting potential that others miss and for connecting people with opportunities that move them forward. Passionate about disability employment and gender equity in leadership, she champions fair, future-ready systems and brings clarity, curiosity, and a people-first approach when the stakes are high.
 
Quotes: 
Our mission as a non-profit has always been to set a higher standard of employment for people with disabilities. 
We stay focused on the candidates who are going through one of the most stressful experiences of their lives, which is job searching. That's a time when we should be very aware of people's human-level needs. 
A CEO always needs to be looking inward and asking, 'What skills do I need to add to take this organization to where I want it to go? 
Takeaways: 
Inclusive hiring unlocks hidden talent and drives organizational success. 
Disabilities encompass many unseen conditions and should be understood broadly. 
Technology can scale impact without sacrificing the human connection in recruiting. 
Agile leadership starts with self-awareness and adapting to constant change. 
Empathy and respect should guide all workplace interactions and decision-making. 
Timestamps: 
00:00:00 Introduction and Overview of Peak Performers 
00:02:30 Bree Sarlati’s Journey and Passion for Storytelling 
00:08:40 Peak Performers’ Mission and Redefining Disability Employment 
00:14:20 Challenges and Evolution in Disability-Inclusive Hiring 
00:21:00 The Importance of Agility and Leadership Self-Awareness 
00:26:30 Building Agile, Human-Centered Teams 
00:32:00 Leveraging Technology Without Losing the Human Touch 
00:36:30 The “Talent Without Limits” Initiative 
00:41:00 The Role of Empathy, AI, and Creativity in Modern Recruiting 
00:45:30 Leading with Love, Key Takeaways, and Final Thoughts 
00:49:00 Connecting with Bree Sarlati and Closing Remarks 
 
Conclusion: 
As this inspiring conversation draws to a close, reflect on how inclusive hiring can transform both businesses and lives. We have learned that true agility in leadership comes from embracing change with empathy and purpose. Peak Performers shows us that technology and human connection can coexist to build workplaces of belonging. The journey to future-ready teams begins by recognizing untapped potential and challenging our own assumptions. Let us carry these lessons forward and strive to create workplaces where everyone has the opportunity to thrive. 
 
Links/Resources: 
Peak Performers Website: https://www.peakperformers.org/  
Peak Performers on LinkedIn (Company Page): https://www.linkedin.com/company/peak-performers-staffing-agency/  
Bree Sarlati on LinkedIn: https://www.linkedin.com/in/bree-sarlati/  
 
 

Why So Many Leaders Hit a Wall in Midlife (and What to Do About It) with Marcel Schwantes

Don’t forget Marcel’s special offer to join his Substack community. Subscribe here:
https://marcelschwantes.substack.com/subscribe
 
Episode recap:
This episode explores a quiet but powerful turning point many high-achieving leaders face in midlife, when success no longer feels fulfilling. It names the real issue—not burnout, but misalignment between a leader’s outer accomplishments and inner values—and reframes it as a necessary recalibration rather than a crisis. Through reflection, values realignment, and intentional listening, leaders can reconnect with meaning, purpose, and a more authentic way of leading and living.
 
Bio:
Marcel Schwantes is a speaker, author, and acclaimed executive coach with a global following. Recognized by Inc. Magazine as one of the Top 50 Leadership and Management Experts in 2025, Marcel’s thought leadership reaches millions each month through global media like Inc., Time, Fast Company, Business Insider, and Forbes. Marcel delivers presentations, workshops, courses, and coaching programs about the human side of business and how cultures of care,  connection, and belonging power companies to thrive and outperform the competition.
 
Quotes: 
True fulfillment begins when you pause to listen to your inner voice, not just your outer achievements. 
The greatest crisis we face in midlife is not failure but living a life out of alignment with who we truly are. 
Success without meaning will always leave you feeling restless and incomplete. 
When you dare to revisit your core values, you rediscover the energy and purpose that fuel your next chapter. 
Your next breakthrough starts when you ask what decision moves you closer to who you are becoming. 
 
Takeaways: 
External accomplishments alone cannot bring lasting fulfillment without inner alignment. 
Regular stillness and reflection are essential to connect with your true values and desires. 
Midlife is not a crisis, but a powerful opportunity for recalibration and growth. 
Simple daily questions and journaling can reveal the real story of who you are now. 
Realigning your life with your authentic self opens the door to deeper joy, meaning, and impact. 
 
Timestamps: 
00:00:00 Introduction & The Hidden Question Behind Success
00:01:40 Success Achieved, Emptiness Remains
00:03:20 The Disconnect of “Going Through the Motions.”
00:05:00 Decades of Momentum & Inner Tiredness
00:06:40 Playing a Character & Seeking Deeper Meaning
00:08:20 Facing Burnout & The Concept of Misalignment
00:10:00 Rediscovering Values and Building Self-Awareness
00:11:40 Time to Pivot: Steps for Realignment
00:13:20 Grounding Yourself with Daily Questions
00:15:00 Journaling Exercise, Reflections & Outro
 
Conclusion: 
True fulfillment starts when you stop chasing more and start tuning into what matters most within. The path to congruence is not about abandoning your achievements but about aligning them with your deepest values and desires. Remember, the discomfort you feel is really an invitation that serves as a wake-up call to a richer, more meaningful season of life. By embracing stillness, revisiting your core values, and asking powerful questions, you can chart a new course that feels genuinely right for you. Your next chapter is waiting, so are you ready to write it with purpose and passion? 
 
Links/Resources: 
Substack: https://marcelschwantes.substack.com/      
LinkedIn: https://www.linkedin.com/in/marcelschwantes/  
Twitter/X: https://x.com/MarcelSchwantes  
YouTube: http://www.youtube.com/@MarcelSchwantes1
Instagram: https://www.instagram.com/marcel.schwantes/