The Human Advantage Podcast

Adam Kleckner
  • 5.0 (2)
  • Society & Culture
  • Updated Weekly

The Human Advantage Podcast Where culture is built, not claimed. Most companies talk about culture, diversity, and performance. Few design for them. Hosted by the LinkTech team, The Human Advantage explores how companies can move beyond checkboxes and build teams around how people actually think, communicate, and contribute. We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes. Each episode dives into culture add over culture fit, the ROI of diverse thinking, the hidden cost of misalignment, and how leaders can design workplaces where people thrive and performance compounds. If you believe people are not interchangeable—and that how someone thinks is a strategic advantage—this podcast is for you.

  1. 14h ago

    Episode 028 — AI Tests Your Leadership with Brittany King

    A conversation with Brittany King on responsible AI, allyship, and the leadership decisions that shape trust—exploring the human cost of automation and the courage to slow down before moving forward. Host: Adam Kleckner (Head of Strategy at LinkTech), Tia Kleckner (CEO at LinkTech) Summary:Brittany King is an AI and future of work strategist, keynote speaker, and founder of Amplify Allyship. With nearly 20 years in HR, she connects allyship to the choices organizations make about technology, opportunity, and people. In this conversation, she explains why AI adoption starts with defining success, how decisions made in boardrooms affect people in break rooms, and why kindness, curiosity, and dissent matter more as technology advances. Main Topics: How single motherhood and personal adversity shaped Brittany’s approach to resilience Why checking a box isn’t inherently bad—and where meaningful allyship goes further Turning allyship into business practices that help everyone contribute D-Risk AI and assessing downstream consequences before deployment Why adopting more tools does not automatically create better leadership The financial, human, and reputational costs of AI decisions Disability inclusion and transparency in AI-assisted hiring and performance decisions AI realism beyond both hype and doom Kindness, constructive dissent, and the courage to say no Intriguing Quotes: “The future isn’t automated, it’s decided.” “A lot of times decisions happen in the boardroom without feedback from those in the break room.” “In the world of AI, everything is figure outable and no one has it figured out.” “AI first, human always.” “Human kindness is powerful medicine.” “I’m a dissenter by design.” Key Moments: [02:13] Brittany reflects on returning to university as a single mother and finding opportunity while bringing others along. [04:26] Her nuanced take on checkboxes: compliance has a purpose, but allyship also requires addressing the barriers that hold people back. [08:54] How Amplify Allyship’s work expanded into AI strategy and a platform for exploring the consequences of adoption. [12:30] Start with the problem and define success. Brittany walks through audits, executive training, and scenario-based deployment assessments. [16:19] Why AI tests leadership: the strongest organizations decide how technology should operate before racing to adopt it. [17:16] The boardroom–break room gap: leaders make decisions while employees navigate very different levels of confidence with AI. [23:14] Where trust becomes fragile: AI’s role in disability hiring, performance decisions, and the need to disclose where human judgment remains. [27:34] AI realism: stay curious, question systems, and assess what helps rather than assuming technology will solve everything or destroy everything. [31:46] The human skill Brittany believes becomes more valuable as AI grows: kindness. [32:18] Courage means saying no when adoption comes at the expense of people, communities, or culture. [33:22] What never appears on her resume: a willingness to question the status quo and challenge groupthink. Notable Resources: Amplify Allyship: https://amplifyallyship.com D-Risk AI — Brittany’s platform for exploring AI deployment scenarios and downstream impacts Concepts: NIST AI Risk Management Framework; responsible AI; decision intelligence; AI realism; human oversight Connect with Brittany King: LinkedIn: https://www.linkedin.com/in/brittanykingbk/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Special Announcements: Brittany shares plans for an executive exchange in Houston in November. Follow her for details. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 028 — AI Tests Your Leadership with Brittany King

  2. 4d ago

    Episode 027 — Recruiting, Cancer, and Redefining Success with Doug Douglas

    A conversation with Doug Douglas on surviving cancer, rethinking ambition, and restoring the human side of recruiting—from challenging activity metrics to knowing where AI should stop and human judgment should begin. Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary:Doug Douglas left a graphic design business for recruiting after a chance encounter with an agency CEO at a children’s event. He became a fiercely competitive recruiter, chasing placements, titles, and recognition. Then a cancer diagnosis and life-threatening surgical complications changed his priorities. Doug shares how faith, family, and meaningful conversations reshaped his approach to work—and why better recruiting depends on relationships, clear expectations, and judgment rather than endless calls and complicated processes. Main Topics: From graphic design and youth ministry to agency recruiting Learning the “why” behind recruiting by implementing an ATS Competition, leaderboards, and the cost of always being available How surviving cancer changed Doug’s ambition and leadership The CEO who protected his pay and gave him space to recover Why call-time metrics can reward activity without producing results Three strong candidates, better intake conversations, and faster feedback AI for administrative work—and human judgment for hiring decisions Integrity, meaningful relationships, and resilience during a job search Intriguing Quotes: “I don’t have to be first at everything.” “I gotta leave and figure out how life and work fit together.” “If they’re a good candidate, they’re a good candidate for somebody else too.” “AI should eat the mechanical half of the job, but recruiters need to focus on the judgment half of the job.” “Listen more than you talk and always work urgently.” “Integrity stays in a room long after you’ve left it.” Key Moments: [02:10] A recruiting CEO watches Doug run an event for a thousand children, invites him to lunch, and offers to teach him the business. [05:02] The person implementing the agency’s ATS quits on Doug’s second day. Taking over forces him to learn the reasoning behind every recruiting decision. [12:26] Doug recounts his cancer diagnosis, three surgeries, and the medical emergency that forced him to reconsider what mattered. [16:12] The shift from money, titles, and being first to faith, family, and meaningful conversations—and the candid discussion with his CEO afterward. [20:15] Leadership during a crisis: Doug’s CEO promises full pay, earned commissions, and recovery time without pressure to return. [30:22] Last in call time, first in placements. Doug challenges a leader to measure results instead of rewarding busywork. [33:10] His three-candidate approach: present strong options, revisit the intake if all three are rejected, and stop repeating a search that isn’t working. [35:04] Faster hiring starts with agreed expectations: candidate feedback within 48 hours and interview feedback within 24. [36:54] Where Doug draws the line on AI: automate administrative tasks while keeping relationships and hiring judgment with recruiters. [43:33] What never appears on his resume: keeping his word and leaving a reputation for integrity. [45:00] Doug encourages recruiters facing a long job search, sharing how he drove Uber and sold flooring to support his family between roles. Concepts: Applicant tracking systems (ATS); recruitment process outsourcing (RPO); retained search; time to fill; candidate experience; human judgment in hiring Connect with LinkTech- https://www.linkedin.com/company/thelinktech/Website: https://www.thelinktech.com/ Connect with Doug: https://www.linkedin.com/in/dougdouglas/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 027 — Recruiting, Cancer, and Redefining Success with Doug Douglas

  3. Sep 8

    Episode 026 — How Culture Actually Takes Shape with Jolene Skinner

    A conversation with Jolene Skinner on how culture is revealed through everyday decisions, reinforced through leadership and recognition, and reshaped by the human capabilities becoming more valuable in the age of AI. Host: Adam Kleckner (Head of Strategy at LinkTech), Tia Kleckner (CEO at LinkTech) Summary:  Jolene Skinner is an HR executive and organizational psychologist with more than 25 years of experience building cultures and leaders. Using Edgar Schein’s organizational culture model, she explains why culture runs deeper than values on a wall- and how assumptions, language, spending, performance systems, and executive behavior reveal what an organization truly values. She also challenges conventional skills-based hiring and identifies judgment, relationships, and communication as essential human capabilities in an AI-enabled workplace. Main Topics: - Edgar Schein’s layers of culture: assumptions, values, and artifacts - Why decisions and spending reveal an organization’s real priorities - Building culture as a cohesive operating system rather than disconnected programs - Embedding expectations through performance, recognition, training, and onboarding - Why CEOs and senior leaders shape culture through language and behavior - Skills in context: testing what people will do, not only what they know - Judgment, relationships, and communication in the age of AI - Legacy, motherhood, mentorship, and bringing a fuller perspective to leadership Intriguing Quotes: “Pay attention to how decisions get made and pay attention to how money gets spent.” “If you control how people are rewarded and recognized, you will change behavior faster than anything else.” “Culture is unique to every company. It should be bespoke.” “Skills are what you know, but they’re not necessarily what you’re gonna do.” “Perks are not culture.” Key Moments: [01:30] Jolene introduces Edgar Schein’s model and the three layers that create a complete view of organizational culture. [03:25] Her shortcut for understanding culture: watch how decisions are made, whose voice matters, and where money goes. [07:08] Building MongoDB’s culture from the ground up by first clarifying what it means to be an employee. [09:01] Why performance and recognition systems are the fastest way to embed expectations and change behavior. [14:40] Culture starts with the CEO and C-suite because employees study their language, decisions, and stories. [18:45] The hidden weight of leadership: off-the-cuff words are often remembered as signals of what a leader truly believes. [22:30] Why skills-based hiring is incomplete without context, behavior, and evidence of how someone performs under pressure. [29:11] The three human capabilities AI makes more important: judgment, relationships, and communication. [33:29] Jolene reflects on legacy, mentoring younger women, and giving voice to parts of leadership often kept behind the scenes. [39:59] The lightning-round answer every company needs to hear: perks are not culture. [40:42] What never appears on her resume: the perspective created by a remarkably diverse range of work and life experiences. Notable Resources: - MongoDB: https://www.mongodb.com/ Concepts: Culture architecture; skills in context; performance reinforcement; human judgment; leadership language Connect with Jolene Skinner: - LinkedIn: https://www.linkedin.com/in/jolene-skinner/ Connect with The Human Advantage Podcast: - LinkedIn: https://www.linkedin.com/company/thelinktech/ - Website: https://www.thelinktech.com/podcast Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 026 — How Culture Actually Takes Shape with Jolene Skinner

  4. Sep 4

    Episode 025 — Motivation, Systems, and AI: Rethinking Team Leadership with Charles Rattray

    A conversation with Charles Rattray on understanding what motivates people, designing systems that help teams succeed, and using AI to strengthen-not replace-human judgment. Summary:  Charles Rattray approaches leadership through a simple but often overlooked idea: most people want to do good work, but the environment around them determines whether they can. Using teams as tribes and the workplace as a jungle gym, Charles explores how leaders can understand individual motivation, connect different strengths, and create room for people to grow. He also examines why static systems struggle in dynamic workplaces and how AI can support better decisions without removing human responsibility. Main Topics: - How empathy and understanding children can shape better leadership - Teams as tribes—and the workplace as a jungle gym - Using one-on-ones to understand changing motivation - Connecting individual strengths to create team synergy - Supporting employees’ growth, interests, and long-term ambitions - Why technical expertise does not automatically translate into leadership - When “people problems” are actually systems problems - The difficult transition from structured education to ambiguous work - AI as a tool for judgment and decision-making - Curiosity and creative thinking as essential workplace skills Intriguing Quotes: “Everybody wants to belong to this playground, this tribe.” “Most people want to do good work, but they need guidance.” “AI supports better judgment and decision making.” Key Moments: [01:26] Charles shares his perspective on people, work, and what individuals need to succeed. [02:52] How learning to understand children became a foundation for empathy and leadership. [04:01] The jungle gym analogy: teams operate like tribes where everyone needs belonging, purpose, and a place to contribute. [06:22] Why consistent one-on-ones help leaders notice changes in motivation before they become performance problems. [08:03] Building stronger teams by combining individual abilities instead of expecting everyone to contribute in the same way. [11:43] The relationship between motivation, trust, and helping people see where their work matters. [15:08] Why promoting the strongest technical performer can create a leadership problem for both the individual and the team. [17:38] Static processes cannot consistently support people working in changing, complex environments. [20:04] School rewards certainty and clear answers; work often demands judgment inside ambiguity. [33:24] Why curiosity and creative thinking become more valuable as technology handles more routine work. [43:28] Closing thoughts and how to connect with Charles. - Concepts: Team motivation; systems thinking; psychological safety; technical-to-leadership transitions; human-centered AI Connect with Charles Rattray: - LinkedIn: https://www.linkedin.com/in/charlesrattray/ Connect with The Human Advantage Podcast: - LinkedIn: https://www.linkedin.com/company/thelinktech/ - Website: https://www.thelinktech.com/podcast Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 025 — Motivation, Systems, and AI: Rethinking Team Leadership with Charles Rattray

  5. Sep 1

    Episode 024 — Trust, Culture, and Leadership in the Age of AI with Brian Clark

    A conversation with Brian Clark on leading through technological change, building trust across global teams, and why human connection remains the foundation of strong workplace culture. Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary:  Brian Clark began his career as a teacher and basketball coach. Today, after more than two decades in workforce solutions, he serves as president of AgileOne. Brian explains why leadership still comes down to helping people succeed, how consistent behavior builds culture across countries, and why companies must invest in people alongside technology. He also challenges leaders to identify the “keyboards” they are protecting—the practices that created yesterday’s success but may prevent tomorrow’s growth. Main Topics: - How teaching and coaching shaped Brian’s approach to leadership - Creating environments where people can take risks, learn, and succeed - Why relationships are long-term investments rather than transactions - Technology as an accelerator—and leadership as the source of direction - The “legacy keyboard” problem and knowing when old strengths become blind spots - Building consistent culture and trust across countries and time zones - What face-to-face connection still provides in a digital workplace - Family, intentional recovery, and bringing your best self to work Intriguing Quotes: “At its core, it really is about how do we bring out the best in people?” “Technology determines what’s possible.” “Yesterday’s strengths can turn into tomorrow’s blind spots.” “You have to honor your principles and question your practices.” “Trust isn’t built during the wins.” “Clear is kind.” Key Moments: [01:30] Brian connects teaching, coaching, and global leadership through one responsibility: helping people discover what they are capable of. [04:08] Why the right environment gives people permission to make mistakes, stay curious, and innovate. [09:56] Brian compares relationships to investments—the value compounds when leaders consistently help others succeed. [15:51] Technology can expand what is possible, but leadership determines whether people embrace it and create value. [18:52] The better AI question: not what jobs it will replace, but what people can accomplish with AI beside them. [21:24] The BlackBerry lesson: every successful organization has a “keyboard” that can shift from competitive advantage to limiting assumption. [24:35] Brian’s rule for navigating change: honor your principles, question your practices, and ask whether what got you here will get you there. [26:31] How honesty, respect, consistency, and visible follow-through helped AgileOne’s culture travel across global teams. [29:51] Trust looks remarkably similar everywhere—and is built most clearly during difficult moments. [32:26] Why technology maintains relationships, but the magic of genuine human connection still happens face to face. [38:02] The trust-building habit: “If you say it, do it. If you promise it, track it.” [41:36] What never appears on Brian’s resume: people always know where they stand with him. Notable Resources: - Brian’s “What Are Your Keyboards?” leadership concept - AgileOne: https://agile-one.com - Concepts: Human-centered AI; global culture; trust-based leadership; change management; agentic AI Connect with Brian Clark: - LinkedIn: https://www.linkedin.com/in/n2hoops Connect with The Human Advantage Podcast: - LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 024 — Trust, Culture, and Leadership in the Age of AI with Brian Clark

  6. Aug 28

    Episode 023 — Building Better GRC Teams Through Neuroinclusion with Michael Haynes

    A conversation with Michael Haynes on the GRC talent shortage, neuroinclusive hiring, and why AI adoption succeeds only when technology and workforce strategy move together. Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary:  Michael Haynes is a workforce strategist, digital transformation leader, neurodiversity champion, and founder of Senyah Compliance. He explains why neurodivergent professionals can bring valuable pattern recognition, sustained focus, attention to detail, and systems thinking to governance, risk, and compliance. The conversation also explores why conventional hiring misses capable people, how universal design improves the experience for everyone, and what organizations must do after an AI tool goes live. Main Topics: - Why GRC’s talent shortage requires a wider recruiting aperture - Pattern recognition, attention to detail, ethics, and holistic thinking in compliance - Skills demonstrations versus titles, certifications, and hypothetical interviews - Why clear job descriptions and inclusive hiring practices benefit everyone - The gap between buying AI and building genuine adoption - Role-specific training, stakeholder involvement, and communities of practice - How leaders can build and support cognitively diverse teams Intriguing Quotes: “Clear position descriptions—that benefits neurotypical people as well.” “I would want somebody, frankly, to be able to tell me when I’m wrong.” “When you adopt a technology or implement a technology, there’s this mindset of ‘go live and go home.’” “It can take away some of the tedious aspects of their work and help them focus on things where AI isn’t good, like judgment, nuance, interpreting laws, regulations, and legislation.” “What doesn’t show up on my resume is the ability to connect the dots.” Key Moments: [03:37] Michael explains the GRC talent shortage and why mid-sized firms need alternative sourcing strategies to compete for talent. [12:16] Why skills-based testing can give neurodivergent candidates a better opportunity to demonstrate what they can do. [15:59] The strengths that can matter in GRC: pattern recognition, sustained focus, attention to detail, and a strong sense of fairness. [22:57] How conventional interviews can overlook systems thinking, deep analysis, problem-solving, and domain expertise. [26:05] The universal-design case: clearer job descriptions and better assessments improve hiring for neurodivergent and neurotypical candidates alike. [29:19] Why AI adoption needs a business case, relevant use cases, stakeholder involvement, contextual training, and ongoing support. [34:34] What inclusive leadership looks like beyond recruiting—from onboarding and manager training to safe environments and employee support. [40:52] Michael names pattern recognition and a holistic viewpoint as overlooked advantages in GRC. [41:54] What never appears on his resume: connecting strategy to execution, spotting gaps, and anticipating obstacles. Notable Resources: - Senyah Compliance- www.senyahcompliance.com - Concepts: GRC; cognitive diversity; universal design; skills-based hiring; communities of practice; human-centered AI adoption Connect with Michael Haynes: - LinkedIn: https://www.linkedin.com/in/mhaynes/ - Website: www.senyahcompliance.com Connect with The Human Advantage Podcast: - LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 023 — Building Better GRC Teams Through Neuroinclusion with Michael Haynes

  7. Aug 25

    Episode 022 — From Assumptions to Person-Centered Leadership with Dr. Tiffany Jameson

    A conversation with Dr. Tiffany Jameson on neuroinclusion and why better leadership begins when managers pause, listen, and see the whole person beyond a label. Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Dr. Tiffany Jameson is an organizational psychologist, neurodiversity specialist, researcher, LinkedIn Learning instructor, and founder of grit & flow. Her work began after learning about unemployment among autistic adults and recognizing that responsibility for inclusion was being placed almost entirely on neurodivergent people. Tiffany explains why person-centered workplaces require shared responsibility, safe conversations, clear expectations, and managers willing to escape the assumption trap. She also offers practical ways to design hiring, onboarding, and accommodations around how people work. Main Topics: Seeing the whole person beyond diagnoses and labels The assumption trap—and why leaders need to pause Shared responsibility between employers and employees Teaching people to explain how they learn and work Training managers for accommodation conversations Embedding inclusion into everyday behavior Designing jobs around real environments Using work samples without exploiting candidates Why accommodations are simpler than many assume Intriguing Quotes: "I'm not just one label. I'm not just one thing." "Pause and stop yourself from that assumption trap." "We work differently, we think differently, we communicate differently. Not bad, not good, just different." "People want a magic pill—but it's a behavior change, it's a process change, and it's a culture change." "Just because you're neurodivergent doesn't mean you're broken." "If we're not modeling this behavior of self-acceptance, then how do we expect to be asking it of others?" "It's not an initiative. It's daily practices we can change." Key Moments: [02:24] The statistic that activated Tiffany's "mama bear mode" and led her to research autism employment. [03:50] Person-centered work: cognitive diversity includes neurology, culture, gender, economics, and lived experience—not one label. [07:30] Escaping the assumption trap: when behavior changes, ask what happened before judging performance. [11:39] Inclusion as a two-way street: employees need language for their needs, while employers must know how to respond. [17:18] Tiffany recalls being told her autistic son had no future; today he lives independently and is completing two majors and a minor. [22:33] Why corporate efforts remain performative—and why a training video cannot create lasting inclusion. [23:19] Real change takes sustained behavior, process, and culture work, not a magic solution. [25:19] Clear job descriptions are inclusion tools because they define how success will be measured. [26:03] Skills are only part of fit; noise, smells, pace, customers, and lighting also shape performance. [27:58] Reducing first-day anxiety by showing candidates what the workplace will feel like. [32:48] Work trials can reveal ability, but asking candidates for dozens of unpaid hours is exploitative. [39:39] The myth Tiffany wants retired: neurodivergent people are broken. [42:55] What never appears fully on her résumé: compassion applied through emotional intelligence. [45:25] Her closing challenge: skip the giant initiative and change one daily practice at a time. Notable Resources: grit & flow: https://gritandflow.com/ Connect with Dr. Tiffany Jameson: LinkedIn: https://www.linkedin.com/in/tiffanypaytonjameson/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ www.thelinktech.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 022 — From Assumptions to Person-Centered Leadership with Dr. Tiffany Jameson

  8. Aug 21

    Episode 021 — Building Cybersecurity on Trust and Fundamentals with Roman Kruglov

    A conversation with Roman Kruglov on cybersecurity, purposeful AI adoption, and how jiu-jitsu teaches leaders to stay calm, adapt, and build trust under pressure. Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Roman Kruglov is a cloud, infrastructure, and cybersecurity leader with 30 years of experience spanning help desk, enterprise architecture, identity, zero trust, and AI strategy. He explains why security begins with people and basic controls—not an expanding stack of tools. Roman also challenges companies adopting AI without a defined problem, warns that automation can overload people and weaken common sense, and connects jiu-jitsu to leadership: keep learning, respond instead of reacting, protect your team, and continue showing up. Main Topics: What help desk taught Roman about earning trust Balancing user experience with security policy Why cybersecurity failures often begin with overloaded people How automation can increase work instead of freeing time Starting with identity, onboarding, offboarding, and access reviews Why tools cannot repair a weak security foundation The risks of adopting AI without a defined goal Distinguishing LLMs, SLMs, agents, and machine learning What jiu-jitsu teaches about calm and adaptability Building incident-response muscle memory as a team Why leadership means mentoring and protecting people Intriguing Quotes: "Trust starts with people." "The company is nothing without its people." "We are automating ourselves out of common sense." "The foundation matters more than any new tool in cybersecurity." "Companies are adapting AI, I think, without knowing why." "No amount of tools or documentation can create that." "Just keep showing up." "There's too many managers, not enough mentors." Key Moments: [02:09] Why Roman moved from MMA to jiu-jitsu—and embraced its real-time puzzles and problem-solving. [05:04] The help-desk lesson that shaped his career: people return to the person who helped them, regardless of the tools behind the service. [07:09] Security without unnecessary friction: follow policy behind the scenes while making the employee's job easier. [09:48] How automation overloads people, accelerates decisions, and creates openings for social engineering. [14:22] Roman's starting point: review identities, former employees, service accounts, and administrative access. [17:00] Why "we're doing AI" is not a strategy—define the technology and the problem it should solve. [19:24] Automating for its own sake: an impressive agent may still solve nothing worth the cost. [22:29] The jiu-jitsu advantage: staying calm when executives are stressed becomes easier after someone twice your size tries to choke you. [24:39] Responding instead of reacting becomes muscle memory through experience and repetition. [26:21] During an incident, documentation is not enough; teams rely on practiced collaboration, adaptability, and trust. [28:56] Roman's management philosophy: work alongside people, show up during emergencies, and push back when the team needs protection. [31:26] Why loudly claiming a great culture may be covering cracks; real culture begins with leaders showing up. [35:46] What never appears on Roman's résumé: his willingness to join any problem as a calm voice and thought partner. Notable Resources: Roman Kruglov: https://romankruglov.me/ Connect with Roman Kruglov: LinkedIn: https://www.linkedin.com/in/romankruglov/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ www.thelinktech.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

    Episode 021 — Building Cybersecurity on Trust and Fundamentals with Roman Kruglov
See All (30)

Ratings & Reviews

5
out of 5
2 Ratings

About

The Human Advantage Podcast Where culture is built, not claimed. Most companies talk about culture, diversity, and performance. Few design for them. Hosted by the LinkTech team, The Human Advantage explores how companies can move beyond checkboxes and build teams around how people actually think, communicate, and contribute. We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes. Each episode dives into culture add over culture fit, the ROI of diverse thinking, the hidden cost of misalignment, and how leaders can design workplaces where people thrive and performance compounds. If you believe people are not interchangeable—and that how someone thinks is a strategic advantage—this podcast is for you.

Information

You Might Also Like