The Sticky From The Inside Podcast

Why does employee engagement still feel so hard?

Despite decades of focus, surveys, and initiatives, the data tells us something uncomfortable: engagement isn’t improving. In fact, in many places, it’s getting worse. So what are we missing?

In this episode, Andy Goram is joined by Tom Krieglstein, creator of Dance Floor Theory. A brilliantly simple, yet deeply insightful way of understanding how people actually engage at work.

Tom’s model reframes engagement as something fundamentally human. Not a metric to track, or a programme to roll out, but a dynamic social experience. One where people exist at different levels of engagement, just like a dance floor. And where leaders need to meet them where they are, not where they wish they were.

From tackling disengaged “Negative Nellies” to creating momentum through connection, Tom shares practical, actionable ways to build workplaces people actually want to be part of.

If you’ve ever wondered why engagement feels so complex and how to make it simpler, more human, and more effective, this conversation is for you.

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Key Takeaways

Engagement isn’t broken. Our approach to it is. Too many organisations treat engagement as a system or survey, rather than a human experience.

Connection is the real driver of engagement. We are biologically wired for connection and workplaces often ignore that fundamental truth.

People engage at different levels. Like a dance floor, some are in the middle, some on the edge — and each requires a different approach.

Great leaders meet people where they are. You can’t force engagement. You build it step-by-step, understanding what each person needs next.

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Key Moments
The key moments in this episode are:

0:01:11 – Why employee engagement still isn’t improving
0:03:00 – Meet Tom Krieglstein and the power of connection
0:08:44 – More friends equals more fun: the social truth of engagement
0:11:00 – The uncomfortable data behind disengagement
0:14:50 – The decline of community and its impact on work
0:16:52 – What great workplace cultures actually feel like
0:25:31 – Introducing Dance Floor Theory
0:27:27 – The six levels of engagement explained
0:28:24 – Dealing with disengagement: Negative Nellies
0:31:16 – Hiring for contribution vs competency
0:35:57 – The role of energy, momentum and leadership influence
0:37:34 – What each engagement level is really thinking
0:39:08 – How to engage each level effectively
0:44:46 – Tom’s three Sticky Notes for better engagement

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Join The Conversation

Find Andy Goram on LinkedIn here
Listen to the Podcast on YouTube here
Follow the Podcast on Instagram here
Follow the Podcast on Twitter here
Follow the Podcast on Facebook here
Check out the Bizjuicer website here
Get a free consultation with Andy here
Check out the Bizjuicer blog here
Download the podcast here
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Useful Links
Follow Tom Krieglstein on LinkedIn here
Follow Tom on YouTube here
Follow Tom on Instagram here
Find the SwiftKick website here
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Full Episode Transcript

Get the full transcript of the episode here

What does global leadership really mean?

Is it simply about managing teams in different countries? Or is it something deeper; the ability to understand cultural nuance, adapt communication, and create an environment where people from very different contexts can contribute their best work?

In this episode of Sticky From The Inside, Andy Goram speaks with global leadership coach Crispin Thompson, founder of The Leadership Studio. With more than 25 years of experience working in multinational organisations, Crispin shares what it really takes to lead effectively across cultures, time zones, and languages.

From avoiding the tokenism trap in global teams to understanding why communication can easily be misinterpreted across cultures, this conversation explores the hidden complexities of leading internationally.

Crispin explains why global leadership always starts with listening, how cultural intelligence helps leaders navigate nuance, and why the best leaders focus on creating environments where every voice genuinely matters.

If your teams span borders, languages, and cultures, this episode offers practical insights into how leadership can truly travel.

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Key Takeaways

Global leadership starts with listening. Leading across cultures requires curiosity and humility. Listening helps leaders understand what’s really happening inside teams and uncover barriers to honest feedback.

Tokenism damages trust and contribution. When people feel they’re included only for representation rather than merit, confidence and engagement disappear. Global leaders must ensure every voice genuinely matters.

Communication across cultures needs intention. Even when teams share the same language, tone, nuance, and phrasing can create misunderstanding. Leaders must clarify intent and encourage dialogue.

Cultural intelligence unlocks performance. Understanding local context, culture, history, and working norms helps leaders build stronger relationships and align global teams effectively.

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Key Moments
The key moments in this episode are:

0:01:10 – What does global leadership really mean?
0:03:46 – Crispin Thompson’s multinational leadership journey
0:08:14 – Why listening is the starting point for global leadership
0:09:52 – A leadership lesson from managing teams across Mexico and India
0:11:54 – Understanding the tokenism trap in global teams
0:16:00 – Bringing distributed teams together around decisions
0:23:06 – Why global leadership amplifies normal leadership challenges
0:24:35 – Emotional intelligence when delivering tough messages
0:30:26 – The unseen effort behind leading global teams
0:31:35 – Cultural intelligence and understanding local context
0:43:04 – A leadership rule: praise goes down, blame goes up
0:45:22 – Crispin’s three Sticky Notes for global leaders

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Join The Conversation

Find Andy Goram on LinkedIn here
Listen to the Podcast on YouTube here
Follow the Podcast on Instagram here
Follow the Podcast on Twitter here
Follow the Podcast on Facebook here
Check out the Bizjuicer website here
Get a free consultation with Andy here
Check out the Bizjuicer blog here
Download the podcast here
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Useful Links
Follow Crispin Thompson on LinkedIn here
Find The Leadership Studio website here

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Full Episode Transcript

Get the full transcript of the episode here

We all get stuck. Even smart, capable, high-performing people.

Not because we lack ideas or intelligence, but because pressure narrows our thinking. When stress kicks in, our survival brain takes over. And while that part of the brain is brilliant at keeping us alive, it’s not always great at helping us succeed.

In this episode of Sticky From The Inside, Andy Goram sits down with Mitch Weisburgh, creator of the Mind Shifting method, to explore what really happens when we slip into reactive, limbic-mode thinking and how to deliberately move back into a calmer, more resourceful state.

Mitch breaks down the difference between the survival brain and the higher-order, prefrontal cortex. He explains why certainty can be a warning sign, how stress hormones shut down curiosity and empathy, and what we can do in the moment to shift from reaction to response.

This isn’t about mindset hacks. It’s about understanding your own operating system and learning how to stop your brain sabotaging your success.

If you care about personal growth, fulfilling work, and staying resourceful under pressure, this one’s for you.

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Key Takeaways

Your brain defaults to survival. The limbic system reacts in milliseconds, often before logic gets a say.

Certainty can be a warning sign. When you’re absolutely sure of something, you may already be in survival mode.

The pause is powerful. Self-awareness, internal dialogue, and changing focus can help flush stress hormones and restore clarity.

Success requires shifting, not striving harder. Resourcefulness comes from accessing curiosity, empathy, and long-term alignment, not gripping tighter.

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Key Moments
The key moments in this episode are:

0:01:16 – Why smart people still get stuck
0:03:14 – Meet Mitch Weisburgh and the Mind Shifting mission
0:10:06 – Why resourcefulness, resilience and collaboration matter
0:15:59 – The survival brain vs the prefrontal cortex
0:19:35 – The decision is made before the logic arrives
0:20:24 – The crux of mind shifting explained
0:21:18 – From reaction to calmer, reasoned response
0:23:23 – The pause: breath, focus and resetting
0:26:54 – Using visualisation to get unstuck
0:38:09 – Working with triggering people
0:42:29 – Three Sticky Notes for staying resourceful

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Join The Conversation

Find Andy Goram on LinkedIn here
Listen to the Podcast on YouTube here
Follow the Podcast on Instagram here
Follow the Podcast on Twitter here
Follow the Podcast on Facebook here
Check out the Bizjuicer website here
Get a free consultation with Andy here
Check out the Bizjuicer blog here
Download the podcast here
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Useful Links
Follow Mitch Weisburgh on LinkedIn here
Find Mitch's Mind Shifting Blog here
Find Mitch's website here
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Full Episode Transcript

Get the full transcript of the episode here

Did remote and hybrid working really break your culture, or did they simply expose what was already fragile?

In this episode, Andy Goram sits down with Ellie Holbert, founder of Impact Advisory Services, to challenge one of the most common narratives in modern leadership. When teams went remote or hybrid and performance dipped, trust wobbled and misunderstandings grew, many leaders blamed distance. But Ellie argues something far more uncomfortable: remote didn’t create dysfunction, it revealed it .

Together they explore the neuroscience of ambiguity, why unclear systems trigger threat responses in the brain, and how leaders often misinterpret perfectly human reactions as performance problems. You’ll hear why a lack of clarity around roles and “definition of done” drives behaviours that frustrate leaders and what to do instead .

Most powerfully, Ellie shares a case study where addressing simple team fundamentals transformed performance from a 2.4 to a 4.8 team health score in eight weeks, delivering zero regrettable turnover, a critical project six months early, and a 45x return on investment.

This isn’t an episode about remote versus office. It’s about clarity versus assumption. Systems versus personalities.
And leadership that unlocks value already sitting inside your team.

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Key Takeaways

Remote and hybrid exposed fragile systems. Distance removed the informal cues that were masking ambiguity.

Ambiguity triggers threat, not laziness. Feedback-seeking behaviour is often a signal the system lacks clarity.

Clarity reduces friction and unlocks performance. Shared roles and a defined “definition of done” dramatically improve team effectiveness.

Fixing fundamentals delivers serious ROI. From 2.4 to 4.8 in eight weeks. $4.5 million of added value and a 45x return.

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Key Moments
The key moments in this episode are:

0:01:11 – Did Remote and Hybrid Break Culture?
0:06:04 – Remote Revealed Gaps That Were Already There
0:07:26 – Culture Is “How We Get Work Done Around Here”
0:08:06 – Why Hybrid and Remote Reduce Communication Signals
0:10:23 – The Neuroscience of Ambiguity and Threat
0:23:14 – When Ambiguity Drives Feedback-Seeking Behaviour
0:23:38 – The Power of a Shared Definition of Done
0:30:14 – A Team in Crisis: Starting at 2.4 Out of 5
0:32:15 – From 2.4 to 4.8: Unlocking Hybrid and Remote Team Performance
0:33:53 – The 45x Return on Clarity and Leadership
0:42:30 – Three Fundamentals for Stronger Hybrid Leadership

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Join The Conversation

Find Andy Goram on LinkedIn here
Listen to the Podcast on YouTube here
Follow the Podcast on Instagram here
Follow the Podcast on Twitter here
Follow the Podcast on Facebook here
Check out the Bizjuicer website here
Get a free consultation with Andy here
Check out the Bizjuicer blog here
Download the podcast here
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Useful Links
Follow Ellie Holbert on LinkedIn here
Find the team effectiveness assessment tool here
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Full Episode Transcript

Get the full transcript of the episode here

Pressure at work feels higher than ever. Change is constant, expectations are relentless, and leaders are often told they simply need to be more “resilient”.

But what if resilience isn’t about coping, endurance, or pushing through at all?

In this episode of Sticky From The Inside, Andy Goram is joined by Russell Harvey, often known as "The Resilience Coach", to explore a far more human take on resilience. One that places leadership behaviour and the manager–employee relationship right at the centre of the conversation.

Russell reframes resilience as springing forward with learning, not bouncing back to how things used to be. Together, they unpack why people’s experience of pressure and change is shaped far less by big organisational strategies and far more by how their line manager shows up day-to-day.

They discuss what resilient leadership actually looks like in practice, why “shut up and move on” cultures are so damaging, and how optimism, grounded firmly in reality, can help people face difficult situations without pretending everything is fine.

If you care about performance, wellbeing, and creating workplaces where people can genuinely say “I’m okay”, this conversation is a powerful reminder that resilience starts with relationships.

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Key Takeaways

Resilience isn’t coping, it’s learning. Russell reframes resilience as springing forward with learning, not enduring more or bouncing back to how things used to be.

Leadership behaviour shapes resilience more than strategy. People experience pressure and change through how their manager shows up day-to-day, not through lofty organisational initiatives.

Line managers aren't responsible for other people’s happiness, but they hugely influence it. An individual’s ability to say “I’m okay” at work is strongly shaped by the quality of their relationship with their manager.

Optimism is a leadership skill, not forced positivity.
Grounded, realistic optimism helps people face hard truths without slipping into denial or despair.

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Key Moments
The key moments in this episode are:

0:01:16 – Pressure, burnout and why resilience gets misunderstood
0:02:57 – Why managers shape how work really feels
0:09:27 – Defining resilience as springing forward with learning
0:12:01 – The three things resilient leaders are responsible for
0:14:25 – The disproportionate power of the line manager relationship
0:18:00 – Optimism vs toxic positivity
0:22:43 – Recovery, resilience and the danger of “shut up and move on”
0:26:18 – How personal resilience gives leaders the confidence to challenge upwards
0:30:00 – Why resilience shouldn’t feel like ‘one more thing to do’
0:36:40 – How resilience builds the confidence to challenge unsustainable systems
0:41:45 – Sustainable work practices as a leadership responsibility
0:47:08 – Russell Harvey’s Sticky Notes

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Join The Conversation

Find Andy Goram on LinkedIn here
Listen to the Podcast on YouTube here
Follow the Podcast on Instagram here
Follow the Podcast on Twitter here
Follow the Podcast on Facebook here
Check out the Bizjuicer website here
Get a free consultation with Andy here
Check out the Bizjuicer blog here
Download the podcast here
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Useful Links
Follow Russell Harvey on LinkedIn here
Find the Russell's website here
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Full Episode Transcript

Get the full transcript of the episode here