What if the smartest business development move you could make isn't a sales call, but a microphone?

In this episode, Cindi Baldi talks with Kelly Kennedy, founder of Capital Business Development and host of The Business Development Podcast, about the role podcasting can play in building trust, authority, and business relationships. From parking cars to building a 300+ episode show that's become required listening in his industry, Kelly shares how a business podcast can create authority, clarify expertise, and gives potential clinets a sense of how you think before they decide to work with you.

As two business podcasters, Cindi and Kelly compare notes on what they've learned building shows in the business sector, from the awkward early episodes to the value of clear positioning, and why reputation is becoming more valuable, not less, as AI floods the internet with generic content.

If you've ever wondered whether starting a podcast is worth it for your business, this is the conversation to listen to before you decide.

Episode Highlights:

• Why business development isn't just sales, and what most people get wrong about the difference
• Why a podcast can close the trust gap before a sales conversation even starts
• How to expand your network, build authority, and differentiate yourself
• What two podcasters learned from building shows in the business sector
• The increasing power of reputation and what that means for your business

Watch This Episode on YouTube: https://youtu.be/Rvc0cXRvizM

About Kelly Kennedy:

Kelly Kennedy is a Canadian business development strategist, founder of Capital Business Development, and host of The Business Development Podcast, a globally recognized show with over 300 episodes and listeners in more than 150 countries.

He is also the creator of The Catalyst Club, a private community for leaders focused on connection and results, and the host of I Used To Work There podcast. With nearly two decades in sales and business development, Kelly helps entrepreneurs, executives, and sales professionals turn strategy into consistent revenue through proven business development systems.

Connect with Kelly:

Linkedin | Instagram

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Want to Go Deeper? Check Out Our Recommended Reading:

• Mildren, Andrew. “The Battle for B2B Influence is Won Before Sales Walks In: Shaping Perception and Engaging Hidden Buyers,” Edelman, 26 Jun. 2025, https://www.edelman.com/insights/battle-b2b-influence
• Miller, Donald. Building a StoryBrand 2.0. HarperCollins Leadership, 7 Jan. 2025, https://a.co/d/08Nb5uEG

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Chasing happiness directly might be one of the worst ways to find it.

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin unpack why happiness is better understood as a byproduct than a destination. A lot of what shapes our happiness is either built into our baseline or fades faster than we expect. The part we can influence has less to do with perfect circumstances and more to do with how we think, what we protect, and where we put our attention.

From Disney World meltdowns to late-life reinvention, Cindi and Geoff make the case for three things worth chasing instead: meaningful relationships, a sense of purpose, and a little novelty.

If you’ve ever caught yourself thinking, “I’ll be happy when…,” this conversation offers a helpful reset: what are you building that happiness can come from?

Episode Highlights:

• Why happiness is actually a byproduct of something else and the 3 things to chase instead
• The 50/10/40 equation: what the science says actually determines your happiness level
• What 85 years of Harvard research says about relationships and longevity
• Why retirement can be harder than many people expect
• The happiness “set point” and why people tend to bounce back to a baseline
• Social comparison traps and how to break them

Watch This Episode on YouTube:

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

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Want to Go Deeper? Check Out Our Recommended Reading:

• Waldinger, Robert J., and Marc Schulz. The Good Life: Lessons from the World's Longest Scientific Study of Happiness. Simon & Schuster, 2023. https://a.co/d/00Zx1PXg
• Lyubomirsky, Sonja, Kennon M. Sheldon, and David Schkade. "Pursuing Happiness: The Architecture of Sustainable Change." Review of General Psychology, 9(2), 2005. https://doi.org/10.1037/1089-2680.9.2.111
• Schkade, David A., and Daniel Kahneman. "Does Living in California Make People Happy? A Focusing Illusion in Judgments of Life Satisfaction." Psychological Science, 9(5), 1998, pp. 340-346. https://web.mit.edu/curhan/www/docs/Articles/biases/9_Psychological_Science_340_(Schkade).pdf
• Adam Sandler “Same Sad You” SNL Skit: https://www.youtube.com/watch?v=TbwlC2B-BIg

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What is more important: people or profits?

This week’s guest thinks that question is part of the problem.

In this episode of Management Muse, Cindi Baldi sits down with longtime HR executive and author Clark Ingram to unpack the HR myths he's spent decades dismantling. From the false binary of "people vs. profits" to the idea that zero turnover is impossible (spoiler alert: it isn't), Clark makes the case that HR has been asking the wrong questions, chasing the wrong metrics, and settling for the wrong goals.

Drawing from his experience in manufacturing, healthcare, and hard-to-fill roles, Clark explains why employee turnover, compensation, recruiting, and workplace culture are all connected. He shares stories about fixing the real reasons people leave, designing pay systems employees can understand, and building an employer brand that reflects why people actually want to work there.

This conversation is a practical look at what happens when HR focuses less on activity and more on results.

Episode Highlights:

• Why "people first vs. profits first" is a false choice, and the third option that changes everything
• The organizational-specific root cause approach to cutting turnover
• Why engagement surveys are only as good as what you do after them
• The Walmart driver story: how understanding what workers really want beats every hiring bonus you'll ever offer
• Why compensation tied to time served is lazy, and what to measure instead
• The case for zero: why employee turnover should be held to the same standard as customer experience
• How to identify what actually makes your organization worth working for

About Clark Ingram:

Clark A. Ingram, is the Founder and President of People Profits, LLC - a financially focused Human Capital management consulting firm. We focus on Employee Turnover, Chronically Open Positions and Skills Gap. Over the next 30+ years he was the Chief Human Resources Officer for four companies, in four different industries from publicly to privately held.

Connect with Clark:

Churn: Proven Strategies to Achieve Zero Turnover | Linkedin

Watch This Episode on YouTube: https://youtu.be/75EtkifhfyY

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

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Want to Go Deeper? Check Out Our Recommended Reading:

• Sull, Donald, Charles Sull, and Ben Zweig. "Toxic Culture Is Driving the Great Resignation." MIT Sloan Management Review, January 2022. https://sloanreview.mit.edu/article/toxic-culture-is-driving-the-great-resignation/
• Mitchell, Terence R., Brooks C. Holtom, and Thomas W. Lee. "How to Keep Your Best Employees: Developing an Effective Retention Policy." Academy of Management Perspectives, vol. 15, no. 4, 2001. https://doi.org/10.5465/ame.2001.5897929

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Money can buy happiness. There, we said it.

But before you sprint toward a yacht, a five-star hotel, or a deeply unnecessary espresso machine, there’s some fine print.

For years, the popular story was that money buys happiness only up to about $75,000. After that, more income supposedly stopped moving the happiness needle. But updated research on money, happiness, income, and well-being suggests the relationship is more nuanced.

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin unpack the newer findings and explore why the real question is not just, “Does money buy happiness?” but “How do you spend money in ways that actually improve your life?”

It’s a smart, funny, science-backed guide to getting more happiness per dollar, with practical takeaways for anyone trying to spend better, stress less, and understand what money means for employee well-being.

Episode Highlights

• Why the old money-happiness story was too simple
• What newer research reveals about income and well-being
• Four ways money can actually improve happiness
• How expectations shape satisfaction
• What managers should understand about money, stress, and employee well-being

Watch This Episode on YouTube: https://youtu.be/UHo5MdYok2A

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

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Want to Go Deeper? Check Out Our Recommended Reading:

• Kahneman, Daniel, and Angus Deaton. “High Income Improves Evaluation of Life but Not Emotional Well-Being.” Proceedings of the National Academy of Sciences, 2010. https://www.pnas.org/doi/10.1073/pnas.1011492107
• Killingsworth, Matthew A., Daniel Kahneman, and Barbara Mellers. “Income and Emotional Well-Being: A Conflict Resolved.” Proceedings of the National Academy of Sciences, 2023. https://www.pnas.org/doi/10.1073/pnas.2208661120
• Dunn, Elizabeth, and Michael Norton. Happy Money: The Science of Happier Spending. Simon & Schuster, 2013. https://a.co/d/0aK2M6pG
• Osnos, Evan. “The Haves and Have-Yachts.” The New Yorker, Jul. 2022. https://www.newyorker.com/magazine/2022/07/25/the-haves-and-the-have-yachts

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A lot of managers want employees to go the extra mile, yet they treat the relationship like a transaction.

That mismatch is where trust starts to crack.

In this episode of Management Muse, Cindi Baldi talks with award-winning author Hanna Hasl-Kelchner about the workplace social contract: the unwritten agreement that determines whether employees lean in, pull back, or start polishing their résumés.

Hanna breaks down the five “speed bumps” that can block trust: approachability, recognition, bias, workload management, and conflict management.

From overlooked ideas to overloaded high performers, this conversation gives managers a practical way to spot where trust may be getting stuck, and a roadmap to get the relationship back on track.

Episode Highlights

• What a workplace social contract really means
• Why employees stop going the extra mile
• The five trust speed bumps every manager needs to address
• The subtle cues that may hurt your approachability as a manager
• When recognition can backfire
• The boundaries needed to build fairness

About Hanna Hasl-Kelchner:

Hanna's a no-nonsense workplace fairness strategist and the award-winning author of 'Seeking Fairness at Work - Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction.' Her straight talk and practical tools have helped organizations from startups to S&P 500 companies tackle the messy realities beneath the surface of employee engagement and retention.

Connect with Hanna:

Linkedin | Facebook | Blue Sky | Youtube

Watch This Episode on YouTube: https://youtu.be/09HooWAQ7vM

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

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Want to Go Deeper? Check Out Our Recommended Reading:

• T. Kähkönen, et al., “Employee trust repair: A systematic review of 20 years of empirical research and future research directions,” Journal of Business Research, 130, 98-109 (2021). https://doi.org/10.1016/j.jbusres.2021.03.019
• Rousseau, D.M. “Psychological and implied contracts in organizations,” Employ Respons Rights J 2, 121–139 (1989). https://doi.org/10.1007/BF01384942

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Your coworker probably isn’t a narcissist.

They may be stubborn. They may be self-important. But “narcissist” is a big word—and Cindi and Geoff think we’re throwing it around way too easily.

In this episode of Management Muse, they challenge the way we talk about narcissism at work. Cindi and Geoff separate the clinical meaning of narcissism from the management research on narcissistic traits, where confidence, visibility, and bold action can sometimes help leaders rise.

But the upside has a shadow. The same self-belief that helps a leader make a hard call can also make them resistant to feedback, blind to risk, and exhausting to follow.

They explore the line between leadership confidence and dangerous certainty, why high-level leadership often requires tolerating loneliness, and why calling someone a narcissist can flatten a complicated workplace problem into a dead-end diagnosis.

This episode is a smarter way to think about ego, power, conflict.

Episode Highlights:

• Why your coworker probably is not a narcissist
• How narcissism differs in psychology and management research
• The link between CEOs and narcissistic traits
• When confidence becomes a feedback problem
• The question to ask before declaring someone impossible

Watch This Episode on YouTube: https://youtu.be/R5OTDD-QuPg

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook: https://managementmuse.com/newsletter/

Want to Go Deeper? Check Out Our Recommended Reading:

• Chatterjee, Arijit, and Donald C. Hambrick. “It’s All about Me: Narcissistic Chief Executive Officers and Their Effects on Company Strategy and Performance.” Administrative Science Quarterly, 52 (3), 2007, pp. 351–86. JSTOR, http://www.jstor.org/stable/20109929

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If you only read one book on motivation, you might be missing half the story.

In this episode of Management Muse, Cindi Baldi and Geoffrey Tumlin dig into the messy, controversial, and often misunderstood science of motivation. They explore intrinsic versus extrinsic motivation, how reward systems are easy to mess up, and why popular advice often oversimplifies what actually drives people at work.

From sales targets to healthcare metrics, Cindi and Geoff explore where well-intentioned rewards changes create frustration instead of motivation, and what to do instead.

Before you change compensation, bonuses, performance metrics, or incentives, listen to this one. Motivation is not simple — and your people will feel it if you treat it like it is.

• Why motivation advice is often oversimplified
• The pros of cons of intrinsic vs. extrinsic motivation
• The research controversy behind rewards
• How to avoid accidentally breaking motivation while trying to improve performance
• The key elements employees need to feel satisfied with changing targets
• Navigating the messy business of changing pay structures

Watch This Episode on YouTube: https://youtu.be/ACzmEnAqjxI

Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.

→ Use code PLAYBOOK20 for 20% off.

Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox:

→ Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook: https://managementmuse.com/newsletter/

Want to Go Deeper? Check Out Our Recommended Reading:

• Uri, Gneezy. Mixed Signals: How Incentives Really Work, Yale University Press, 21 Mar. 2023, https://a.co/d/07vHQsd7
• Doshi & McGregor. Primed to Perform, Harper Business, 6 Oct. 2015, https://a.co/d/0ibqm98O
• Amabile and Kramer. The Progress Principle, Harvard Business School Press, 2011, https://a.co/d/0eFJn0Ow
• Cameron and Pierce. “Reinforcment, Reward, and Intrinsic Motivation: A Meta-Analysis,” Review of Educational Research, 64 (3), 363-423, Fall 1994, https://www.jstor.org/stable/1170677

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