I Have Some Questions...

Erik Berglund
  • 5.0 (42)
  • Management
  • Updated Daily

Most people know the headline of a leader’s story. Few know the path it took to get there. This podcast goes beyond titles, book launches and business wins, to explore the lived journey behind the thought leader. Through deep, unhurried conversations, we uncover the moments that shaped them—the doubts, pivots, convictions, and quiet breakthroughs that built their body of work. Each episode features authors, coaches, executives, and bold thinkers who have forged their own path. Instead of rehearsed talking points, they’re invited into a space where thoughtful questions unlock something more human. The result is a layered conversation that reveals not just what they preach, but how they became the kind of person who can teach it.Because we believe the best stories aren’t always told—they’re revealed. And when brilliant people are given the right questions and the room to answer them fully, what emerges is insight you can feel, frameworks you can apply, and a deeper understanding of what it truly takes to lead, create, and contribute at a meaningful level. 

  1. 193: "How Permission Culture Keeps Us Small Without Us Noticing" ft. Alli Murphy

    8h ago

    193: "How Permission Culture Keeps Us Small Without Us Noticing" ft. Alli Murphy

    Alli and Erik unpack how so many of us wait for external permission to want things, and how that shows up in both big goals and everyday boundaries. They explore why permission-seeking feels safer, why it can be conditioned into us, and how “permission slips” can be a practical way to reclaim ownership over wants and even needs. 🧭 Conversation Highlights Erik describes noticing in himself and clients that “external permission” often becomes a gate to pursuing what people actually want.Alli shares how permission-seeking can be especially reinforced for women, including being taught to not be loud, not be “too much,” or not want visibility and importance.They discuss how early schooling and structured environments train people to request approval, which then carries into work and personal life.Alli offers concrete tools: writing literal permission slips, using small systems that create distance from guilt (like off-duty boundaries), and prompting teams to write their own permission slips.💡 Key Takeaways Wanting something is not automatically selfish. The challenge is aligning wants with ethics and impact, not suppressing them.Permission-seeking can feel easier than self-trust, even when it blocks growth and clarity.You can build internal permission through tangible rituals (writing, visible reminders, and boundary systems) rather than relying on motivation.Teams can benefit from a shared exercise that makes “what I need or want permission for” explicit and normalized.❓ Questions That Mattered Do I actually want something, or am I asking for permission because it feels safer than taking up space?Where in my life have I confused “need” and “want,” or used guilt as the substitute for clarity?What boundary or opportunity am I avoiding because I think someone else would not approve?If I had to write a permission slip right now, what would I grant myself?🗣️ Notable Quotes “I want what I want because I want it.”“We don’t need anybody else’s permission for a lot of this.”“Literally written myself permission slips before.”“In your next team meeting  write down one thing they need permission for.”🔗 Links & Resources Listen To Other Episodes Co-Hosted With Alli

    9 min

  2. 3d ago

    192: "Psychological Safety As The Real Happiness Strategy: Seek, Speak, Listen" (reflections on Scott Crabtree)

    🧠 Erik’s Take Erik opens with gratitude and a clear reason for doing the review: the Scott Crabtree conversation hit something deeper than the headline topic. He reflects that as a listener he felt the urge to re-extract the core mechanisms, not just the ideas. His throughline is strategic and vulnerable at the same time. He admits he does not want “happiness” to become a performative corporate slogan or a simplistic workplace requirement, and yet he still believes happiness matters. He keeps returning to a balance he thinks leaders often miss: you need the tension between happiness and hard things, and you 🎯 Top Insights from the Interview Over-focusing on happiness can backfire, turning a worthy aim into an emotional trap and a workplace obsession.Happiness is not one thing: the difference between hedonic happiness and eudaimonic happiness changes what leaders should try to build.Psychological safety is a practical lever for creating the right kind of happiness more often, and it is built through a repeatable behavior pattern.🧩 The Personal Layer Erik contrasts what he has seen in corporate cultures with what Scott’s framing makes possible. He notes how companies leaned hard into hedonic-style “treats” and perks, sometimes drifting into entitlement, then later pulling back. On the personal level, Erik recognizes his own misgivings as a leader about corporate promises. He surfaces the internal question underneath the episode: what is his obligation, and what is not his obligation, if the stated goal is a happier workplace. He also confesses that he learned new conceptual language (hedonic and eudaimonic), and he values that learning not 🧰 From Insight to Action Reframe happiness as one critical emotion in a larger emotional portfolio, and explicitly hold it in tension with grit, perseverance, and hard outcomes.Audit workplace “happiness” tactics: keep the treats occasionally, but redesign for more frequent eudaimonic alignment through meaning, growth, values, and contribution.Practice the psychological safety loop as a leadership routine: seek participation, speak with two seconds of courage, and listen in a way that proves understanding, not agreement.If you are worried about “corporate responsibility for happiness,” use the episode’s stance as a guardrail: you cannot make people happy, but you can structure conditions that make it more likely.🗣️ Notable Quotes “if you over-focus on happiness, it actually is a pretty good recipe to make yourself unhappy.”“Happiness isn't everything. But it is really important.”“teams where people feel comfortable contributing even if they disagree, in fact, especially if they disagree, consistently outperform other teams.”“you're simply listening and demonstrating that you understand and that they feel understood is the goal.”🔗 Links & Resources Listen to Scott Crabtree's Episode

    13 min

  3. 3d ago

    191: "What If Retention Has Less to Do with Product and More to Do with Belonging?" (reflections on Anthony Badalian)

    🧠 Erik’s Take In this reaction episode, Erik reflects on his conversation with Anthony Badalian, COO and President of Stride Fitness, and unpacks the deeper business principles hiding beneath the fitness industry surface. What stood out most wasn’t simply Stride’s operational success—it was Anthony’s ability to clearly articulate ideas many leaders intuitively believe but struggle to operationalize. Specifically: community, human connection, and long-term trust-building as measurable business strategies. Erik explores why so many businesses claim to value community while simultaneously cutting the very systems that create it. He also highlights Anthony’s refreshing perspective on hiring, retention, and customer experience—especially the idea that great businesses don’t just focus on onboarding people well… they focus on helping people leave well too. 🎯 Top Insights from the Interview Fitness Gets People In. Community Keeps Them There. One of the strongest ideas Erik pulled from the interview was that businesses often misunderstand where loyalty actually comes from. People may initially join for the service... but they stay because they feel connected. And that connection extends beyond the business itself. Stride intentionally encourages integration into the surrounding local community—not just the one inside the gym walls. Great Coaches Aren’t Just Experts—They’re Connectors. What separates elite coaches is their ability to:  Ask great questions  Build trust quickly  Listen deeply  Prescribe solutions instead of “selling” 🧩 The Personal Layer This conversation clearly resonated with Erik because it reinforced something he deeply believes: The businesses that endure are rarely built solely on expertise—they’re built on relationships. Throughout the episode, Erik reflects on how difficult it is for leaders to consistently prioritize community because the ROI often feels intangible. Yet Anthony demonstrated that with the right systems, human connection becomes observable, measurable, and strategically defensible. There’s also an underlying leadership theme woven throughout Erik’s reflections: The best leaders aren’t just building transactions. They’re building trust ecosystems. 🧰 From Insight to Action Audit What You Actually Reward If your business says community matters, ask:  What metrics prove that?  What systems reinforce it?  What budget supports it? If it disappears under pressure, it was never truly prioritized. Hire for Human Skills First. Technical expertise can often be taught. Curiosity, empathy, listening, and relational intelligence are much harder to train. Look outside your industry for talent that already knows how to create meaningful experiences. Build Exit Experiences Intentionally Most businesses obsess over onboarding and neglect offboarding. 🗣️ Notable Quotes “Fitness brings people in. Community keeps them there.” “If you can quantify community, you can continue to invest in it.” “Technical competency is table stakes. Human connection is the differentiator.” “The human-to-human connection is pretty tough to train.” “If you continue helping people solve problems—even when they’re leaving—you build trust for life.” “The businesses that win long-term are the ones that understand relationships compound.” 🔗 Links & Resources Listen to Anthony Badalian's Episode

    11 min
  4. 190: Scott Crabtree: "What Google Found In Project Aristotle That Changes How You Lead Teams"

    4d ago

    190: Scott Crabtree: "What Google Found In Project Aristotle That Changes How You Lead Teams"

    Erik and Scott Crabtree unpack why happiness feels hard to define, what science can actually say, and why “chasing” happiness can backfire. They connect happiness to productivity through brain states, then zoom in on psychological safety, leadership communication, and concrete tools like seek, speak, listen. 👤 About the Guest Scott Crabtree is founder and Chief Happiness Officer of Happy Brain Science. He’s a nationally recognized keynote speaker on leadership in the age of AI, blending neuroscience, technology, and practical strategies to help teams build well-being, resilience, and engagement. He’s worked with organizations including Google, Nike, Intel, and the National Park Service. 🧭 Conversation Highlights Happiness can’t be directly pursued like a product, but subjective well-being is teachable through practical habits and supportive leadership.Aiming for constant bliss is counterproductive; negative emotions can be normal, useful, and part of thriving.Psychological safety, defined as feeling safe to speak up, is described as a team-level engine for candor, learning, and performance.Leadership effectiveness comes through autonomy and communication, using targeted questions and “seek, speak, listen” to build buy-in without forcing outcomes.💡 Key Takeaways Happiness is best framed as subjective well-being, combining positive emotion with meaning and satisfaction.Pursuing happiness too aggressively can make people less happy; aim for a sustainable sweet spot rather than constant bliss.Psychological safety is not coddling or agreement; it’s permission for candor, trust-based risk-taking, and listening to understand.Leaders can’t make people happy, but they can design conditions that support well-being, flow, mastery, and voluntary engagement.❓ Questions That Mattered Why does happiness feel so elusive, and why do so many people struggle to define it before they can pursue it?How do leaders balance happiness with grit, perseverance, and the intentionally uncomfortable work those require?What does psychological safety actually require, and what does it not require?How should leaders communicate feedback and expectations to build mastery and growth, especially across generations like Gen Z?🗣️ Notable Quotes “You can not buy happiness directly, but there are things you can do to be happier.”“The most important factor in team success is psychological safety.”“Psychological safety means even if you're my boss, Eric, even if you're my boss's boss, I can raise my hand and say, can I ask you a question here?”“People are flexible… and this may or may not work, and some people are only listening here.”🔗 Links & Resources Follow Scott Crabtree on LinkedInCheck out Happy Brain Science’s Website

    1h 30m
  5. 189: Anthony Badalian: "Why Is Fitness So Hard to Sell When Everyone Needs It?"

    5d ago

    189: Anthony Badalian: "Why Is Fitness So Hard to Sell When Everyone Needs It?"

    Anthony Badalian, President and COO of STRIDE Fitness, joins Erik for a deep conversation about the hidden complexity of the fitness franchising business. What starts as a discussion about gyms and boutique fitness studios quickly evolves into a masterclass in leadership, hospitality, community-building, emotional intelligence, customer retention, and human behavior. Anthony shares why fitness is far more than workouts and why the brands that survive aren’t simply selling exercise — they’re creating belonging. Together, Erik and Anthony unpack the psychology of coaching, the economics of boutique fitness, the parallels between hospitality and leadership, and the surprising role empathy and follow-up play in long-term success. 👤 About the Guest Anthony Badalian is the President and COO at STRIDE Fitness, where he leads strategy, operations, and franchise growth for one of the hottest emerging boutique fitness brands in the country With leadership experience across 24 Hour Fitness, Club Pilates, and Rumble Boxing, Anthony brings over two decades building high-performing teams, scalable franchise systems, and customer-centered fitness experiences. His approach blends operational discipline with hospitality, emotional intelligence, and community-first leadership. 🧭 Conversation Highlights Why Fitness Is One of the Hardest Businesses in the World. Anthony explains the paradox at the heart of fitness: almost everyone needs it, yet very few people stay consistent long enough to transform. The real challenge isn’t convincing people fitness works — it’s helping them sustain behavior change. Community Is the Product. The conversation explores how boutique fitness brands retain customers by creating a sense of identity, belonging, and human connection — not just workouts. Members often stay because of the people and the experience, not just the programming Retention Is the Ultimate KPI. The pair unpacks how long-term member retention, utilization, and intentional follow-up is truly working inside a business. Metrics matter, but relationships drive the metrics. 💡 Key Takeaways Consistency — not intensity — is what changes lives in fitness. Community dramatically increases retention because people struggle to leave places where they feel connected. Great coaches are often defined more by personality and emotional intelligence than credentials. Hospitality skills transfer incredibly well into leadership and coaching. Follow-up is one of the most undervalued growth tools in business. ❓Questions That Mattered Why is fitness so difficult to sustain even when people know it works? What actually makes someone feel like they belong somewhere? How do you measure the impact of community inside a business? What separates a coach people tolerate from one they’ll drive across town to see? Why do some businesses create loyalty while others create transactions? 🗣️ Notable Quotes “Fitness is hard. It’s the consistency that changes people’s lives.” "People don’t just want results anymore. They want to feel connected to a community." “The best coaches on earth aren’t always the most certified — they’re the ones who create real connection and inspire people to keep showing up" “The fortune is in the follow-up.” “Community is everything in boutique fitness because it keeps the experience personal." “There are a lot of things that aren’t our fault but are still our responsibility.” 🔗 Links & Resources Follow Anthony Badalian on LinkedInCheck out STRIDE Fitness' website: stridefitness.com

    1h 18m
  6. 188: "Why Do We Feel Guilty Taking Rest Even When We Deserve It?" ft. Alli Murphy

    Jun 29

    188: "Why Do We Feel Guilty Taking Rest Even When We Deserve It?" ft. Alli Murphy

    Erik and Alli get real about a form of guilt that shows up for high performers and solopreneurs: not only guilt about resting, but guilt about “adulting” not being productive too. They unpack why it happens, what “rest” actually means, and practical ways to give yourself permission without needing it to be earned first. 🧭 Conversation Highlights Erik shares how, for him, taking time off can feel irresponsible because his livelihood depends on output, not just because work is demanding.Alli describes how guilt can attach to many non-work activities too, from laundry and meal prep to painting, reading, and even choosing to watch Netflix.They explore the idea of “permission” and how high achiever brains treat rest like something you must earn, not something you’re allowed to schedule.They land on practical experiments and language for rest, including naming an “operation off duty” block and matching rest types (social, physical, mental, sensory, creative, emotional, spiritual) 💡 Key Takeaways Guilt around rest is often less about the task itself and more about the story your brain tells you about earning it.Rest is not one thing, and it helps to identify which type (social, sensory, creative, spiritual, etc.) actually recharges you rather than what merely feels like avoidance.If rest feels “lazy,” run it like an experiment: do it on purpose, notice what it does to your energy and creativity afterward.Sometimes the barrier is performance anxiety plus cultural conditioning about always being productive, not a lack of willpower.❓ Questions That Mattered What story am I telling myself that makes rest feel like irresponsibility?Where does my guilt show up outside of work, like with chores or leisure?What kind of rest am I actually needing right now (not just what feels like the least productive option)?Is this activity genuinely restorative, or is it dopamine fulfillment that I’m mixing up with recovery?🗣️ Notable Quotes “We spend a lot of time talking about clients’ struggles, and I’ll be honest, this is something I struggle with.”“We are not the same person… Netflix is a very different category than reading or painting to her.”“Experiment with it… Do the rest, and notice how you feel afterwards.”🔗 Links & Resources Watch ‘Lazy: A Manifesto’ on YouTubeListen To Other Episodes Co-Hosted With Alli

    19 min

  7. Jun 26

    187: "When Did Trust Between Patients and Physicians Begin to Break Down?" (reflections on Cameron Sabet)

    🧠 Erik’s Take Erik reflects on his conversation with Cameron Sabet—a 24-year-old medical student, researcher, venture capitalist, policy advisor, and entrepreneur whose ability to operate across multiple disciplines left a lasting impression. What stood out most wasn’t simply Cameron’s résumé or productivity. It was his intellectual flexibility. Throughout the conversation, Cameron repeatedly demonstrated the ability to hold competing truths simultaneously without collapsing into simplistic conclusions. That ability led Erik into deeper reflection around healthcare, institutional trust, capitalism, responsibility, and the increasingly fragmented nature of modern society. 🎯 Top Insights from the Interview The Healthcare System Is Suffering From a Trust Breakdown One of the biggest themes Erik pulled from the conversation was the growing erosion of trust between patients and physicians. Healthcare systems increasingly push physicians toward efficiency and volume, while patients simultaneously have access to endless streams of online information—both accurate and inaccurate. The result is a relationship that feels strained on both sides. Erik reflects on the idea that the physician-patient relationship itself may still be the most important ingredient in healthcare, but modern systems leave less and less room for trust to actually develop. Patients Also Carry Responsibility in the Trust Crisis A major realization for Erik was that responsibility doesn’t sit solely with institutions. Patients now allow journalists, influencers, social media algorithms, Substack writers, and content creators to occupy roles that physicians once held more exclusively. That doesn’t mean institutions deserve blind trust. But it does mean individuals carry responsibility for whom they allow to shape their worldview and healthcare decisions. Cameron’s Ability to Hold Multiple Truths Simultaneously One of Erik’s biggest takeaways was Cameron’s unusual ability to explore competing ideas without collapsing into ideological rigidity. 🧩 The Personal Layer What fascinated Erik most about Cameron wasn’t simply achievement. It was the combination of ambition, humility, curiosity, and openness. Despite operating at an unusually high level across medicine, business, journalism, and policy, Cameron consistently approached difficult topics with nuance rather than certainty. That left Erik reflecting on how rare it is to encounter someone who can simultaneously: Hold strong beliefsRemain intellectually curiousExplore opposing perspectivesStay grounded and human throughout the conversation🧰 From Insight to Action Pay attention to where institutional trust is breaking down in your own lifeBe intentional about whom you allow to shape your worldviewResist the urge to collapse complex issues into simplistic conclusionsPractice holding competing truths without immediately needing resolutionCreate more room for curiosity, nuance, and intellectual humility in difficult conversations🗣️ Notable Quotes “The institution of medicine is not aligned with the same set of incentives that the patient needs them to be.” “We have a responsibility for whom we choose to trust.” “Multiple things can be true at once.” “The system probably won’t fix itself.” “There’s phenomenal perspective and wisdom from a polymath 24-year-old that comes across in the most human way possible.” 🔗 Links & Resources Listen to Cameron Sabet's Episode

    11 min

  8. Jun 26

    186: "What Are the Real Reasons Healthcare Workers Leave? (reflections on Christopher Sund)

    🧠 Erik’s Take After his conversation with Christopher Sund, Erik walked away thinking less about healthcare staffing—and more about systems. The healthcare industry is being squeezed from both sides at once: an aging population needs more care every year, while fewer people are entering the profession and more experienced workers are leaving it behind. That tension alone would be difficult enough, but layered on top are broken systems, growing bureaucracy, and environments that slowly disconnect caregivers from the reason they entered the field in the first place. What stood out most to Erik wasn’t just the scale of the staffing crisis. It was the humanity Chris brought to the conversation. Behind every “staffing shortage” is a person trying to balance meaningful work, exhaustion, family, purpose, and the emotional weight of caring for others. 🎯 Top Insights from the Interview Healthcare workers often leave because the systems surrounding care become overwhelming—not because they stop caring about people. AI and technology may remove friction, but they can also unintentionally push institutions to demand even more output. Great recruiters aren’t simply filling jobs—they’re helping shape some of the most important decisions people make in their lives. The future of healthcare may depend less on working harder and more on building systems that allow caregivers to stay human. 🧩 The Personal Layer One part of the conversation hit especially close to home for Erik: watching his wife leave healthcare despite deeply loving the work itself. Like many caregivers, she entered medicine because she wanted to help people. But over time, the increasing demands, bureaucracy, and lifestyle pressures made the work unsustainable for that season of life. That reality reframed the issue for Erik. The problem isn’t a lack of compassionate people. The problem is often the environment they’re being asked to survive inside. 🧰 From Insight to Action Look closely at whether your systems are helping people succeed—or slowly burning them out. Don’t confuse efficiency with effectiveness. Faster isn’t always better. If you lead people, remember that human connection is rarely replaceable. The best organizations build systems that support both performance and humanity. 🗣️ Notable Quotes “It’s very rare for somebody to leave healthcare because they don’t like helping people.” “You don’t really get to take care of people anymore. You become a factory of visits.” “A recruiter is helping someone make one of the biggest decisions of their life.” 🔗 Links & Resources Listen to Christopher Sund's Episode

    9 min
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5
out of 5
42 Ratings

About

Most people know the headline of a leader’s story. Few know the path it took to get there. This podcast goes beyond titles, book launches and business wins, to explore the lived journey behind the thought leader. Through deep, unhurried conversations, we uncover the moments that shaped them—the doubts, pivots, convictions, and quiet breakthroughs that built their body of work. Each episode features authors, coaches, executives, and bold thinkers who have forged their own path. Instead of rehearsed talking points, they’re invited into a space where thoughtful questions unlock something more human. The result is a layered conversation that reveals not just what they preach, but how they became the kind of person who can teach it.Because we believe the best stories aren’t always told—they’re revealed. And when brilliant people are given the right questions and the room to answer them fully, what emerges is insight you can feel, frameworks you can apply, and a deeper understanding of what it truly takes to lead, create, and contribute at a meaningful level. 

Information

  • Creator
    Erik Berglund
  • Years Active
    2025 - 2026
  • Episodes
    191
  • Rating
    Explicit
  • Copyright
    © 2026 I Have Some Questions...
  • Show Website
    I Have Some Questions...