Join Dr. Janel Anderson for actionable insights on leadership, workplace dynamics, and the future of work. Rooted in UX Thinking, these episodes help you lead by design—not default—with practical strategies to boost your clarity, effectiveness, and influence in today’s fast-changing, tech-driven workplace. Tune in for practical strategies, cutting-edge trends, and fresh perspectives that help you lead better, work smarter, and stay ahead in a rapidly changing world.

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/9/28/8/0c3ab9bd-64c4-4073-a48c-184c028f5ba1_stop_believing_everything_you_think_at_work.mp3

Your brain generates a story about everything that happens at work, and the problem isn&#39;t that it does that. The problem is that you believe the story. Dr. Janel Anderson breaks down the three most common cognitive distortions that derail careers and relationships at work: mind reading, fortune telling, and catastrophizing. She introduces the Story Audit, a three-question framework that helps you separate what actually happened from what your brain invented about it. If negative self-talk at work is quietly costing you opportunities or straining your working relationships, this episode gives you a practical tool to interrupt the pattern before it runs the show. Find show notes at https://janelanderson.com/287

#287: Stop Believing Everything You Think at Work

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/9/21/9/9cfc3b68-8c68-4858-b653-dd82f0cd1aed_the_case_for_having_friends_at_work.mp3

If you&#39;ve ever told yourself that you don&#39;t need friends at work, just good colleagues and clear expectations, this episode is going to challenge that assumption. Dr. Janel Anderson unpacks the growing research on workplace friendship, including data from KPMG&#39;s 2026 Friends at Work study showing that employees with close friendships are dramatically more engaged, more invested in their own growth, and more committed to their organizations. She also examines what this means as AI handles more transactional work and why the human connection layer is becoming more important, not less. If you lead a team or work remotely, you will want to hear this one. Find show notes at <a href="https://janelanderson.com/286" rel="nofollow">https://janelanderson.com/286</a>

#286: The Case for Having Friends at Work

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/9/14/8/710bbbf7-8bc6-4f31-9ad0-42e936eff7d4_why_we_miscommunicate_at_work.mp3

Think about the last person at work you quietly labeled as difficult. What if it was never about their personality? Dr. Janel Anderson breaks down the four core communication styles at work: Director, Motivator, Analyzer, and Collaborator. She explains the two-axis framework behind each style, how to read someone&#39;s style in real time, and why small adjustments in how you open a conversation can completely change the dynamic. Two real client stories show how style awareness can flip frustration into genuine connection. If you&#39;ve ever clashed with a coworker and couldn&#39;t explain why, this episode gives you the language and the lens to change that. Find show notes at <a href="https://janelanderson.com/285" rel="nofollow">https://janelanderson.com/285</a>

#285: Why We Miscommunicate at Work

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/9/7/9/12587ac7-28d2-4387-8f7d-75ec6c01bd79_mote_work_gives_you_back_time_but_at_what_cost.mp3

You might be getting more done working from home than you ever did in an office. But the research raises a harder question: is being more productive the same as being more visible, more connected, and more likely to advance? In this episode, Dr. Janel Anderson breaks down what four significant studies found about remote work and career advancement, introduces the concept of career capital, and shares a practical framework for running both sides of the ledger on your own work arrangement. If you work remotely or manage people who do, this episode gives you something real to think about. Find show notes at <a href="https://janelanderson.com/284" rel="nofollow">https://janelanderson.com/284</a>

#284: Remote Work Gives You Back Time. But at What Cost?

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/8/31/6/5c6ff433-6ddc-4a2c-aa81-f20f78e683eb_ai_is_changing_my_work_what_do_i_do_now.mp3

When AI can write faster than you can, analyze more than you can, and draft more efficiently than you thought possible, the real question isn&#39;t whether it will change your job. It already has. The harder question is what to do about it. In this episode, Dr. Janel Anderson shares a practical framework for deciding what to hand off to AI, where to stay in the loop, and what to protect as distinctly human. If you&#39;re figuring this out without clear guidance from your organization, this episode gives you a framework that works. Find show notes at <a href="https://janelanderson.com/283" rel="nofollow">https://janelanderson.com/283</a>

#283: AI Is Changing My Work. What Do I Do Now?

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/8/24/7/112325b4-f7a6-477d-ba9a-6baed5be3d52_e_sandwich_generation_is_carrying_a_heavy_load.mp3

The person across from you this morning may have argued with Medicare, scheduled an MRI, and gotten a teenager to driver&#39;s ed -- all before sitting down at their desk. Dr. Janel Anderson breaks down what the Care.com 2026 Sandwich Generation Report reveals about the 53 million Americans managing aging parents and children simultaneously. She covers the career cost of the invisible caregiving load, why 87% of these caregivers feel unseen at work, and the reframe that makes this hard season worth paying attention to. Whether you are in the sandwich or leading someone who is, this episode gives you five concrete takeaways. Find show notes at <a href="https://janelanderson.com/282" rel="nofollow">https://janelanderson.com/282</a>

#282: The Sandwich Generation Is Carrying a Heavy Load

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/8/17/7/3c117009-50de-4384-a42e-ecba63cf9bf0_how_to_stop_getting_pulled_into_the_weeds.mp3

If you have ever gotten to Friday and realized your strategic priorities sat untouched while you answered quick questions and jumped on calls all week, this one is for you. Dr. Janel Anderson reframes this as a supply and demand problem, not a time management problem. Urgent work always asks for your attention; strategic work never does. She identifies two types of pull that keep leaders in the weeds and walks through five concrete steps to engineer a system where strategy demands your time the way urgency does. If you are ready to stop waiting for strategy to ask, this episode gives you the structure. Find show notes at <a href="https://janelanderson.com/281" rel="nofollow">https://janelanderson.com/281</a>

#281: How to Stop Getting Pulled Into the Weeds

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/8/9/22/7aff0cba-9658-4624-a62a-07ecd851c28b_why_great_leaders_notice_what_others_miss.mp3

If you have ever said &#39;I should have seen that coming,&#39; the problem probably isn&#39;t that you weren&#39;t paying attention. You were looking in the wrong places. In this episode, Dr. Janel Anderson breaks down three shifts that separate leaders with strategic foresight from those who are always catching up. She walks through real examples of signals that were hiding in plain sight for decades and gives you a practical 20-minute assignment to start building the habit. Whether you lead a team or a company, this episode sharpens how you see. Find show notes at <a href="https://janelanderson.com/280" rel="nofollow">https://janelanderson.com/280</a>

#280: Why Great Leaders Notice What Others Miss

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/8/3/9/d4dd3b58-b22c-4e0d-901a-a6f8b627793b_how_to_manage_your_former_peers.mp3

Getting promoted and managing your former peers is one of the toughest identity shifts a new manager faces. Dr. Janel Anderson breaks down why managing former peers after promotion is less of a tactics problem and more of an identity problem, and what to do about it. She walks through the four-step Peer-to-Boss Reset, covering how to mourn the old relationship, have the explicit conversation about what changes now, build authority through behavior, and redefine loyalty to protect the whole team. If you were recently promoted and are navigating this exact situation, this episode gives you a real framework for making the shift. Find show notes at <a href="https://janelanderson.com/279" rel="nofollow">https://janelanderson.com/279</a>

#279: How to Manage Your Former Peers

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/7/27/14/36090a9f-ea43-4fbc-8cb6-ff58a8f580a4_what_to_do_when_an_employee_won_t_change.mp3

You have coached, redirected, tried every approach you know. Your employee says they will change. Then they don&#39;t. At some point, the question is no longer which technique you haven&#39;t tried: it is whether you can stop. In this episode, Dr. Janel Anderson shares the Paper Doll Tool, a framework she uses with her clients to help them discover when they have reached the limit of trying to change or help others. She walks through four steps: naming the ceiling on what you can influence, running an audit of what you&#39;ve tried, drawing the line, and radical acceptance. If you are exhausted from coaching someone who won&#39;t change, this episode gives you the structure and the permission to lead differently. Find show notes at <a href="https://janelanderson.com/278" rel="nofollow">https://janelanderson.com/278</a>

#278: What to Do When an Employee Won't Change

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/7/20/6/45482bfc-a898-4bb5-8f33-113d3c56d61c_every_conversation_changes_more_than_you_think.mp3

Every conversation leaves a ripple, and most of us have no idea how far it travels. You might have forgotten the offhanded comment you made last week. The person who heard it hasn&#39;t. In this episode, Dr. Janel Anderson shares two conversations from her own college years that shaped her career for decades: one that held her back as a writer, and one question that propelled her forward. She introduces the Ripple Effect Framework, three questions to ask before any important conversation that shift your posture from reactive to intentional. If you&#39;ve ever avoided a hard conversation or said something without thinking about its weight, this episode is for you. Find show notes at <a href="https://janelanderson.com/277" rel="nofollow">https://janelanderson.com/277</a>

#277: The Ripple Effect: Why Every Conversation Changes More Than You Think

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/7/13/7/d067d436-2237-4f5a-a787-a3dd12d5c3f2_kids_are_affecting_your_work_how_to_address_it.mp3

When a coworker working from home with young kids is affecting the team, most managers and peers sit on it. They feel too guilty to name it. Dr. Janel Anderson tackles the discomfort directly: this is not a conversation about someone&#39;s parenting. It is a conversation about the work. She walks through a four-step framework for addressing this head-on, with distinct paths for managers and peers, covering how to lead with observable work impact, how to define what workable looks like, and why compassion and accountability are not mutually exclusive. If your team is dealing with this right now, this episode gives you the language to address it. Find show notes at <a href="https://janelanderson.com/276" rel="nofollow">https://janelanderson.com/276</a>

#276: When a Coworker's Kids Are Affecting Your Work: How to Address It

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/7/6/9/50f2b0dd-7015-44c9-adb5-22f6c308d674_former_goes_quiet_how_to_have_the_conversation.mp3

When your best employee starts going quiet, most managers wait. They&#39;re busy. They tell themselves it will pass. But silence sends a message, and it is not the one you want to send. Dr. Janel Anderson shares a personal story about a top performer who checked out for weeks, and what happened when she finally sat down with her. She walks through a four-step framework for entering this conversation with care and confidence: how to name what you&#39;ve observed, how to ask one question and let silence work, how to hold the person and the standard at the same time, and how to follow up on purpose. If someone on your team has been off and you haven&#39;t said anything yet, this episode is your next step. Find show notes at <a href="https://janelanderson.com/275" rel="nofollow">https://janelanderson.com/275</a>

#275: When Your Top Performer Goes Quiet: How to Have the Conversation

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/6/29/5/26219a16-9356-47bd-9982-019b4c7d9a49_this_email_should_have_been_a_meeting.mp3

That long, complicated email you are about to send could be making things worse, not better. When topics involve complexity, disagreement, or ambiguity, email amplifies the confusion instead of resolving it. Dr. Janel Anderson walks you through the five signals that your email draft should become a meeting agenda: the ambiguity signal, Janel&#39;s Rule of Three, decision-making red flags, the avoidance signal, and the social cue test. If your team is spending more time managing email threads than moving work forward, this episode gives you a practical framework for knowing when to close the draft and open the calendar instead. Find show notes at <a href="https://janelanderson.com/274" rel="nofollow">https://janelanderson.com/274</a>

#274: This Email Should Have Been a Meeting

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/6/22/1/d4054582-e355-439e-9735-714a8a16e9a7_this_meeting_should_have_been_an_email.mp3

You have sat in that meeting, watching the clock, thinking this should have just been an email. And you were right. Dr. Janel Anderson breaks down the real reason unnecessary meetings keep getting scheduled: not poor planning, but a leadership confidence problem she calls the CYA meeting. She introduces the Meaning Making Test, a three-question framework to help you decide in 30 seconds whether something needs a meeting or an email. If you lead a team and find yourself defaulting to meetings out of habit or worry, this episode gives you the tools to break the cycle and give your team their time back.Find show notes at <a href="https://janelanderson.com/273" rel="nofollow">https://janelanderson.com/273</a>

#273: This Meeting Should Have Been an Email

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/6/15/9/ff568d78-0ef9-4854-a6fa-ccbed0681ec5_w_to_run_skip-level_meetings_that_create_value.mp3

You have probably heard you should be doing skip-level meetings. But if you are not sure what the point is or what you are actually supposed to talk about, you are in good company. Dr. Janel Anderson breaks down why skip-level meetings are relationship infrastructure, not a surveillance tool, and lays out three compelling reasons every senior leader should have them on the calendar. She walks through how to set them up with your managers first, why a formal agenda works against you, what to actually talk about, and what to redirect when the conversation drifts. Whether you are the senior leader initiating these meetings or the junior employee trying to get them started, this episode covers both sides. If you manage people at any level, this episode is built for you. Find show notes at https://janelanderson.com/272

#272: How to Run Skip-Level Meetings That Create Value

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/6/8/9/9c0839e5-c0c4-4dc1-a790-94d90ad77eaa__in_the_middle_on_ai_here_are_your_three_moves.mp3

Executives are convinced their teams are embracing AI. Frontline employees are doing the opposite. And you, the middle manager, are absorbing the pressure from both directions with no clear playbook. Dr. Janel Anderson breaks down exactly why this gap exists, backed by Harvard Business Review research showing a 45-point perception gap between what executives believe and what employees are actually doing. She then walks through three specific moves: reframing the problem upward as change management rather than tech deployment, closing the perception gap by surfacing your team&#39;s real fears in a direct conversation, and shrinking the ask to something specific and completable. If you are managing a team through AI adoption right now, this episode gives you a framework you can use in your next one-on-one. Find show notes at https://janelanderson.com/271

#271: Middle Manager Caught in the Middle on AI? Here Are Your Three Moves

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/6/1/7/3d72ac28-7522-40d0-a9e4-a418df4d103d__with_ai_at_work__without_feeling_overwhelmed_.mp3

Your organization wants you to use AI, but nobody gave you training, context, or an on-ramp. That gap is real, and it is not your fault. In this episode, Dr. Janel Anderson shares four practical strategies for getting started with AI at work, including why picking a specific problem beats trying to learn AI broadly, how to use AI as a thinking partner rather than a ghostwriter, and a personal example involving a difficult email that illustrates the difference. If you have been avoiding AI or wondering where to begin, this episode gives you a clear, low-stakes starting point. Find show notes at <a href="https://janelanderson.com/270" rel="nofollow">https://janelanderson.com/270</a>

#270: How to Get Started with AI at Work (Without Overwhelm)

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/5/25/7/598dbd0f-c784-4000-8b14-524e3ffb53a4_l_with_a_coworker_who_takes_credit_for_my_work.mp3

When a coworker takes credit for your work, the damage is not just frustrating. It is reputational. Dr. Janel Anderson breaks down three types of workplace credit theft, explains why the type matters for how you respond, and gives you four concrete techniques to protect your professional visibility. From creating a paper trail before the meeting to a specific, calm script for a direct conversation, this episode gives you a clear framework to reclaim what is yours without blowing up a working relationship. Find show notes at <a href="https://janelanderson.com/269" rel="nofollow">https://janelanderson.com/269</a>

#269: How Do I Deal With a Coworker Who Takes Credit for My Work?

https://s3.us-east-2.amazonaws.com/pod-public-media-files/2026/5/18/5/7c16c11d-6680-4979-8f28-6d5c708ed587_cult_conversation_type_and_why_knowing_matters.mp3

Most people know they should handle hard conversations better. What they do not know is which specific pattern their brain runs every time the pressure is on. Dr. Janel Anderson identifies four distinct patterns: the Improviser, the Avoider, the Escalator, and the Deflector. She explains what drives each pattern, why most people misidentify their own, and why that misdiagnosis is the real reason nothing has worked. She also shares how to identify your own pattern accurately using a free two-minute quiz. If you have ever fumbled a hard conversation and wondered why, this episode will tell you. Find show notes at <a href="https://janelanderson.com/268" rel="nofollow">https://janelanderson.com/268</a>

#268: What is Your Difficult Conversation Type? (And Why Knowing Matters)

Join Dr. Janel Anderson for actionable insights on leadership, workplace dynamics, and the future of work. Rooted in UX Thinking, these episodes help you lead by design—not default—with practical strategies to boost your clarity, effectiveness, and influence in today’s fast-changing, tech-driven workplace. Tune in for practical strategies, cutting-edge trends, and fresh perspectives that help you lead better, work smarter, and stay ahead in a rapidly changing world.