HeartWired: Emotionally-Intelligent Leadership for an AI World

Dr. Mary Jean Vignone
  • 5.0 (5)
  • Management

HeartWired is the podcast where technology meets humanity, and where leadership requires more than just technical expertise. In a world increasingly shaped by artificial intelligence, automation, and algorithms, what truly sets us apart is our ability to connect, empathize, and lead with heart. This show explores what it means to be human in a tech-driven landscape—and why emotional intelligence (EQ) is the leadership skill that will determine who thrives in the AI era. Hosted by Dr. MJ Vignone, a PhD in Human and Organizational Development with more than 20 years of leadership and learning development experience, the show brings deep expertise and practical tools to leaders navigating today’s unprecedented challenges. Dr. MJ has held senior leadership roles in major banks, designed and delivered transformative leadership programs, and coached leaders at every level to succeed in business and flourish in life. Certified in multiple emotional intelligence frameworks, Dr. MJ understands how to translate research into strategies leaders can use immediately. So why does emotional intelligence matter now more than ever? Studies consistently show that leaders with high EQ outperform those with equal technical skill but lower emotional intelligence. EQ is not a single ability—it’s a blend of self-awareness, empathy, communication, and resilience. These skills allow leaders to connect authentically, inspire trust, minimize burnout, and create cultures where people can thrive. In the age of AI, where machines can process data faster and more efficiently than we ever could, EQ is what keeps leadership relevant, human-centered, and impactful. HeartWired explores big, timely questions: Where do humans add irreplaceable value in the workplace? How do we minimize stress and burnout while managing rapid change? What impact will AI have on leaders, teams, and organizational culture? How can neuroscience and psychology help us become stronger, more resilient leaders? What does the next generation of leadership look like when personal skills are lacking? Each episode features c-suite executives, middle managers, neuroscientists, and thought leaders who bring real-world strategies for navigating organizational challenges. Conversations go beyond surface-level advice and provide research-backed, actionable insights. Whether it’s managing organizational stress, leveraging neuroscience to improve performance, or leading through AI transformation, listeners will walk away with tools they can put into practice immediately. HeartWired exists at the intersection of leadership, emotional intelligence, and the AI revolution. Whether you’re currently in a leadership position or a rising leader, this podcast will help you strengthen your leadership brand, build resilience in your teams, and discover how to create environments where both people and technology thrive. This podcast is for leaders responsible for shaping organizational culture and outcomes. HeartWired provides the insights you need to guide your teams through rapid change while maintaining balance, vision, and humanity. The rise of AI is extraordinary, exceeding expectations in both speed and integration into daily life. But no matter how advanced it becomes, AI cannot replicate empathy, creativity, or human connection. As Dr. MJ emphasizes, the future belongs to leaders who can blend the strengths of technology with the best of humanity. This podcast provides a blueprint for becoming that kind of leader—one who can guide organizations through uncertainty, inspire resilience, and create sustainable success. Join us as we uncover the strategies, stories, and science behind emotionally intelligent leadership. Discover how to stay authentic, human, and compassionate while embracing the tools of tomorrow. Because in the end, the leaders who thrive in the AI world won’t just manage technology—they’ll connect people, purpose, and progress with heart.

  1. 5d ago

    Acceptance vs. Usage: What the Data Actually Reveals About Who Is Good at AI — and Why Self-Awareness Is the Answer

    Show Notes: Heartwired – Emotionally Intelligent LeadershipEpisode Title: Acceptance vs. Usage: What the Data Actually Reveals About Who Is Good at AI — and Why Self-Awareness Is the Answer Host: Dr. MJ Vignone Guest: Nicolas Bassan, Psychologist, Entrepreneur & CEO, Omind Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with Nicolas Bassan — psychologist, cognitive scientist, and CEO of Omind — for a conversation that starts with a deceptively simple distinction and ends with one of the most data-grounded arguments for emotional intelligence you'll hear anywhere. Nicolas has spent more than a decade combining neuroscience, behavioral science, and gamified assessments to make human capabilities measurable rather than intuitive. Omind has worked with over 10,000 leaders across major international organizations. In a landmark study conducted with Accenture Research across five countries, Nicolas and his team set out to answer a question that turns out to matter enormously: is AI acceptance the same as AI effectiveness? Spoiler: it isn't — and the cognitive skills that separate the two are exactly the ones most leaders aren't measuring. The conversation covers why questionnaires lie, what pumping air into a virtual balloon tells you about risk tolerance, the surprising connection between asking for help and AI adoption, why deep-focus people resist AI, and how a six-month leadership program for a French bank used behavioral game data to personalize development for 20 leaders across 8 countries. Key TakeawaysQuestionnaires Tell You What People Think About Themselves — Behavioral Games Show You How They Actually BehaveMost leadership assessments rely on self-report: "Are you a risk taker?" The problem is that the answer depends on context, mood, and the moment. Nicolas's approach replaces those declarations with behavioral tasks — short, gamified challenges based on validated cognitive science paradigms, each backed by hundreds of scientific publications. The balloon task, for example, asks players to pump air into a balloon: more air means better performance, but risk explosion. Three to four minutes of gameplay generates a reliable proxy for financial, social, and health risk behavior. Combine that with self-report and you create something far more powerful: a gap analysis between who people think they are and how they actually behave. Acceptance and AI Usage Are Not the Same — and the Gap Has Real ConsequencesIn the Accenture Research study across five countries, Nicolas's team found that acceptance of AI and effective usage of AI are not correlated. An employee who says yes to AI and an employee who uses it well are frequently different people. For organizations deploying AI at scale, this is a critical finding: buying licenses and getting buy-in is only step one. The human skills that determine actual effectiveness are a separate variable — and without measuring them, organizations are flying blind. The Leaders Best at Asking for Help Are the Best at Using AIOne of the study's most striking findings: people who are comfortable asking colleagues for help in daily work are significantly better at accepting and adopting AI. The cognitive and emotional mechanism is the same — both require trusting that it's okay not to do everything yourself. For leaders who came up as individual experts before becoming managers, this is a direct challenge. Delegating, asking for help, and accepting AI are all expressions of the same underlying skill. Developing one develops all three. People Who Struggle with Focus Love AI — and Deep Workers Resist ItNicolas found a counterintuitive correlation: high focus ability is negatively associated with AI acceptance. Deep workers — those who thrive in uninterrupted concentration — don't like the multitasking rhythm of waiting for AI to generate and then redirecting attention. On the other side, people with attentional challenges often embrace AI precisely because it reduces the cognitive load of sustained attention. Neither reaction is wrong — they're expressions of cognitive profile. The implication for leaders: AI adoption isn't one-size-fits-all, and meeting people where their minds actually are will produce better outcomes than mandating universal adoption. Map the Skills First — Then Match AI Use to the Person, Not the Other Way AroundNicolas's framework for leaders managing AI transformation: start by mapping your people's cognitive and emotional skills. Make them aware of their own profiles. Then help each person use AI in ways that fit how their minds actually work — rather than expecting everyone to adopt AI the same way. Only then does training make sense, because now it's targeted. Asking for help and trusting others can be trained — but only if the leader first understands where each person is starting from. The French Bank Case: When You Align Development Data to Strategy, Everything ChangesOmind ran a six-month leadership program for a French bank with over 20 leaders across eight countries. Before designing a single workshop, they mapped participants' behavioral and cognitive profiles, then cross-referenced the results against the bank's published strategic plan. The workshops were designed around the actual gaps between the leaders' profiles and what the strategy required — not a generic curriculum. Participants reported high engagement precisely because the content felt personal and connected directly to the work they were doing the next day. A behavioral reassessment at the end produced measurable evidence of development. Self-Awareness Is the Core Leadership Skill for AI TransformationNicolas's closing message is also his central thesis: for leaders navigating AI transformation, the most important thing is self-awareness — awareness of their own skills, awareness of their people's skills, and awareness of whether both are aligned with the transformation plan. The data to support that awareness exists. What's missing in most organizations is the willingness to gather and act on it. We have more data about customers and finances than about the people doing the work. That imbalance is where leadership transformations fail. Memorable Quotes"Acceptance and usage are not correlated. That was our first hypothesis — and it turned out to be a good one."— Nicolas Bassan"People who are better at asking for help in a daily basis are better at accepting AI. It's the same skill — I'm okay with not doing everything myself."— Nicolas Bassan"We have so much data about customers, about businesses, about finance. But when it comes to people, the data is just lacking."— Nicolas Bassan"Almost everybody says they accept AI. Not many people are actually good at it."— Dr. MJ (opening reflection)About Our GuestNicolas Bassan is a psychologist, entrepreneur, and CEO of Omind. For more than a decade, he has been exploring a simple but increasingly urgent question: what makes us distinctly human — and how can we better understand and develop those capabilities in a world increasingly shaped by AI? His work brings together psychology, behavioral science, neuroscience, and data to study how people think, adapt, learn, lead, and perform under pressure. At Omind, Nicolas works with organizations to make human capabilities more visible, measurable, and actionable — helping them make better decisions about development, leadership, and transformation. Omind has worked with over 10,000 leaders and managers across major international organizations, including a published research collaboration with Accenture and a model validated through Columbia University. Nicolas also hosts the Orga Nova podcast. Connect with HeartwiredEmail: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation resonated, share it with a leader who thinks their team has adopted AI — but hasn't measured whether they're actually using it well.

    Acceptance vs. Usage: What the Data Actually Reveals About Who Is Good at AI — and Why Self-Awareness Is the Answer

  2. Sep 29

    Leadership That Multiplies: What 35 Years on the Court, in the Classroom, and in the Principal's Office Teach You That AI Never Will

    Episode Title: Leadership That Multiplies: What 35 Years on the Court, in the Classroom, and in the Principal's Office Teach You That AI Never Will Host: Dr. MJ Vignone Guest: Charles E. Stevens, Ed.S., Certified Coach, Speaker & Trainer, John Maxwell Leadership Team Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with Charles E. Stevens — educator, basketball coach, principal, and now a certified John Maxwell Leadership Team coach — for a conversation about the kind of leadership that no tool can do for you. Charles spent nearly 35 years in public education before building a coaching practice around the thing that drove him all along: creating lasting impact by developing other people. He coaches leaders in healthcare, behavioral health, sales, and education who are ready to grow themselves so their careers grow with them. His philosophy is simple and hard to argue with: you can't play the game for your players. You can equip them, challenge them, and ask the right questions — but the work of actually becoming a leader is theirs to do. This conversation covers why AI is making leaders more task-focused when they need to be more people-focused, how a three-tier color-coded AI policy model is helping schools teach ethical use, why accountability can't be delegated to a tool, what leading a team of 25-year-olds alongside 62-year-olds actually requires, and how to soft-skill a generation of digital natives back toward organic human connection. Key TakeawaysAI Is Making Leaders More Task-Focused — At the Worst Possible TimeCharles noticed something happening as AI adoption accelerated: leaders who should be out connecting with their people are instead spending more time on prompts, platforms, and data tools. AI is valuable for idea generation, trend analysis, and planning — but those are means, not ends. The end is developing your people. Every hour spent on AI optimization that should have been spent on a meaningful hallway conversation is a missed deposit into someone's leadership account. You Can't Play the Game for Your Players — and You Can't Coach Someone to an Answer AI Gives ThemThirty-five years on the basketball court gave Charles one of his clearest leadership principles: you can teach skills, run drills, and design strategy — but when the game is live, the players have to make the decisions. The same is true in coaching leaders. Giving someone the answer creates dependency. Asking the right questions leads them to discover it themselves. That discovery is what builds the capability that outlasts the coaching relationship — and it's something no AI prompt can replicate. The Three-Tier AI Policy Model for Schools — and What It Teaches Every LeaderCharles describes a red-yellow-green framework for AI use in educational settings. Red: no AI allowed, relies on integrity and ethics. Yellow: AI permitted, but must be cited like any other source. Green: AI can be used, but the full prompt history must be submitted as part of the project. That last tier is the most revealing — it shows the quality of the thinking behind the tool use. Leaders in any industry can apply the same logic: it's not whether AI was used, it's what thinking went into directing it. Accountability Cannot Be Delegated to a ToolIf AI produces something inaccurate or misleading and a leader passes it forward, the leader owns that outcome. Charles is direct about this — and extends the principle to the next generation in schools. When AI makes plagiarism harder to detect, the answer isn't better detection software. It's teaching ethical use and building a culture where people own their thinking. The same applies in organizations: AI policies without accountability conversations are just guardrails without a road. Leading Across Generations Means Meeting Each Person Where They AreCharles led staff ranging from their mid-20s to their early 60s in the same building. His approach: stop treating it as a management challenge and start treating it as a pairing opportunity. The 25-year-old knows something the 62-year-old doesn't — and vice versa. The leader's job is to know both well enough to create the right connections between them. That knowledge only comes from being present with people, not from a platform. Soft Skills Can't Be Taught in a Classroom — They Have to Be Grown OrganicallyPost-COVID, Charles is working with schools where every moment of downtime sends kids to their phones. His antidote isn't a curriculum on communication skills — it's intentionally creating organic social situations where those skills have to show up. Food helps. Conversation starters help. Pairing people together with purpose helps. As a leader, your job is to design the conditions for human connection to happen naturally — not to lecture about its importance. You Can't Take Anyone Past the Ceiling You've ReachedCharles's closing challenge is also his answer to the question of what leaders should do this week: keep learning and growing. Not because self-improvement is the point, but because if you stop growing, you put a ceiling on everyone you're trying to develop. The leader who's stopped growing becomes the lid on the organization. The one who keeps learning gives everyone else more room to rise. Memorable Quotes"You can lead them to the answer versus getting them the answer. I made the mistake of giving the answer early on — and that just created dependency."— Charles Stevens"If it's just stuck with you, you can develop dependency. But when you can multiply your leadership, things continue to flourish."— Charles Stevens"If you don't continue to grow, you can't expect other people to continue to grow. You'll reach a ceiling that puts a limit on who you can help."— Charles Stevens"AI can help you ask better questions, but it can't coach someone to find the right answer for themselves."— Dr. MJ (opening reflection)About Our GuestCharles E. Stevens (Ed.S.) has spent nearly 35 years in education as a teacher, coach, award-winning publications adviser, assistant principal, and principal. He has also led sales and service teams outside the classroom. He is a certified coach, speaker, and trainer on the John Maxwell Leadership Team, and a trained expert in Time To Teach! strategies. He presents research-based, practical, and proven strategies at local, state, and national conferences. Today, Charles coaches leaders in healthcare, behavioral health, sales, and education who are ready to grow themselves so their careers grow with them. His mission is leadership that multiplies — moving people from dependency to capability so that impact extends far beyond any single leader or moment. Website: thecoachstevens.com LinkedIn: linkedin.com/in/thecoachstevens YouTube: youtube.com/@thecoachstevens Instagram: @coachstevensofficial Connect with HeartwiredEmail: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation resonated, share it with a leader who needs a reminder that the most important work still happens in the hallway.

    Leadership That Multiplies: What 35 Years on the Court, in the Classroom, and in the Principal's Office Teach You That AI Never Will

  3. Sep 22

    Productive Harmony: Why AI Gives You Time Back — But You Have to Decide What to Do With It

    Show Notes: Heartwired – Emotionally Intelligent LeadershipEpisode Title: Productive Harmony: Why AI Gives You Time Back — But You Have to Decide What to Do With It Host: Dr. MJ Vignone Guest: RJ Kedziora, Author of Productive Harmony & Co-Founder and COO/CTO, Estenda Solutions Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with RJ Kedziora — author of Productive Harmony, Co-Founder and COO/CTO of Estenda Solutions, HIMSS Davies Award recipient, triathlete, and one of the more unusual guests to appear on a leadership podcast: a software developer whose superpower turned out to be empathy. RJ came up through computer science and spent years building digital health software before he realized the hardest problems in his field weren't technical. They were human. Now he sits in on patient appointments with physicians to understand what they experience, builds teams around empathy before code, and races triathlons at 4:30 AM while thinking about energy management, burnout prevention, and what it really means to be productive. This conversation covers the time management death spiral, why your brain uses 20% of your body's energy and what that means for how you lead, what healthcare's adoption of ambient AI reveals about every industry, and the one shift leaders need to make before the next AI tool lands on their desk. Key TakeawaysThe Time Management Death Spiral Is Real — and AI Is Making It WorseWhen AI gives you two hours back, what do you do? Most people fill them with more work. RJ calls this the time management death spiral: every efficiency gain immediately becomes a mandate for more output, with no room for recovery, reflection, or skill-building. The spiral accelerates with every new tool. Breaking it requires a fundamental reframe — not of how much time you have, but of how you measure what matters. Your Brain Is the Most Energy-Hungry Organ You Have — Manage It AccordinglyThe brain is two percent of your body's mass but consumes twenty percent of your energy. That's why a knowledge worker can sit at a desk all day without moving and come home exhausted. RJ's framework starts here: energy comes before time. You can't optimize your hours if you haven't protected your capacity to think. Moving more, eating well, and changing your environment when you're stuck aren't luxuries — they're the foundation of everything else. Harmony, Not Balance — and the Difference Is Not SemanticBalance implies all things being equal, which is both unrealistic and anxiety-inducing. When you're chasing perfect balance and missing it — which you always will — the gap itself becomes a source of stress that drives further burnout. Harmony acknowledges that different seasons call for different distributions. When a big project demands more work, acknowledge it, and then intentionally rebalance the following week. The goal is flow across time, not equality at any given moment. Healthcare Is Already Showing Us What's Coming — and It's Not What Doctors FearedWhen ambient listening AI was first introduced to physicians, their first reaction was: administration is going to want me to see another patient. That fear was understandable — and it proved largely unfounded. What many physicians found instead was the time to do what they went into medicine for: actually being present with the person in front of them. RJ's point is clear: AI returns the human to the human work. The question is whether leaders are intentional enough to let that happen. Outcomes, Not Hours — The Measurement Shift That Changes EverythingRJ's single most actionable recommendation: stop measuring productivity by time spent and start measuring it by outcomes achieved. When the outcome is met, don't immediately load the next task. Pause. Reflect. Ask what went well and what didn't. In software development this is called a retrospective — and it's one of the most neglected practices in every other industry. In an AI-accelerated world, the ability to learn from what you just did may be more valuable than the speed at which you did it. AI Should Make You Think More — Not LessRJ is direct about one risk he takes seriously: the erosion of critical thinking. When someone can hand a task to AI and pass the output forward without engaging their own judgment, they're not learning — and they're not protecting the organization from AI's tendency to hallucinate. His practice: use AI for brainstorming, but always ask it to critique the output, challenge the assumptions, and surface what might have been missed. Human accountability for AI output is non-negotiable. The Loneliness Epidemic Needs Leaders Who Are Intentional About ConnectionRemote work plus AI means people can now solve many problems without ever talking to another human. That convenience compounds the loneliness epidemic — and leaders who don't actively push back against it will watch their teams drift further apart. The time AI gives back isn't just an opportunity to do more work. It's an opportunity to reach out, to have the one-on-one, to recreate the moments of connection that remote work quietly stripped away. Memorable Quotes"Busyness is a badge of honor these days. But busyness doesn't mean you're getting stuff done. It just means you're doing stuff."— RJ Kedziora"Your brain is two percent of your body mass but uses twenty percent of your energy. That's why you're tired at the end of the day."— RJ Kedziora"You can never tell me the AI did it. It's human accountability. You need to make sure what it's producing is good."— RJ Kedziora"AI can give us hours back, but it can't tell us what to use those hours for. That is the human work. That is the work of the leader."— Dr. MJ (closing reflection)This Week's One ThingRJ's challenge: pick one team outcome this week and when it's done, stop before moving to the next task. Run a brief retrospective — what went well, what didn't, what would you do differently? Build that into the rhythm of how your team works. That pause is where the real learning lives, and in an AI-accelerated world, learning faster than the pace of change is the only sustainable edge. About Our GuestRJ Kedziora is the author of Productive Harmony: How to Optimize Productivity in the 21st Century, a practical guide for leaders, professionals, and entrepreneurs seeking sustainable high performance in an increasingly demanding world. He is also Co-Founder and COO/CTO of Estenda Solutions, where he leads the development of innovative healthcare, medtech, and AI-driven software solutions. His work has earned the HIMSS Davies Award and the Health 2.0 Outstanding Leadership Award. A computer science graduate who discovered that empathy was his real superpower, RJ brings a rare combination of technical rigor and human-centered thinking to everything he builds. Outside of work, he competes in triathlons — including a full Iron Man — and credits endurance sports with shaping his approach to energy management, resilience, and leading through uncertainty. Book: Productive Harmony on Amazon Company: estenda.com LinkedIn: linkedin.com/in/rjkedziora Connect with HeartwiredEmail: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation resonated, share it with a leader who just got time back from AI and is already filling it with more work.

    Productive Harmony: Why AI Gives You Time Back — But You Have to Decide What to Do With It

  4. Sep 15

    People Before Numbers: What Behavioral Science Teaches Us About Trust, AI Adoption, and Why Anchored People Might Be Saving Your Organization

    Show Notes: Heartwired – Emotionally Intelligent LeadershipEpisode Title: People Before Numbers: What Behavioral Science Teaches Us About Trust, AI Adoption, and Why Anchored People Might Be Saving Your Organization Host: Dr. MJ Vignone Guest: Leon Morales, President & Chief Energy Officer, DNA Behavior International Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with Leon Morales — President and Chief Energy Officer of DNA Behavior International, USAF veteran, former CPA, and 17-year Cox Communications leader — for a conversation that starts with a career pivot at 45 and ends with one of the most grounded takes on AI adoption you'll hear anywhere. Leon spent nearly two decades going against his own grain as an accountant before he finally followed his real fascination: why people do what they do, what drives their behavior, and how leaders can build teams where every person operates from their actual strengths. At DNA Behavior International — the world's only company combining behavioral and financial behavior insights — he helps organizations understand the people before the numbers. This conversation covers the difference between anchored and creative personalities in a team, why psychological safety is the real infrastructure of performance, what happens when an organization fires people for AI and has to call them all back, and the one thing every leader needs to get right about trust before rolling out any technology change. Key TakeawaysWe All Have Two Levels of Behavior — and Both MatterLeon opens with a foundational distinction: natural and instinctive behavior is wired by age three to seven and is extremely difficult to change. Learned behaviors — level two — are the things we develop over a lifetime. Leaders who understand this stop trying to fundamentally rewire their people and start asking: what role puts this person in their natural strength? That shift alone changes everything about how a team performs. Psychological Safety Is What Makes Storming StopUsing the Tuckman model — form, storm, norm, perform — Leon makes a practical observation: many teams never get out of storming because they are not psychologically safe. When people don't feel safe to be honest, to admit they don't know something, or to flag a problem with a plan, conflict stays chronic. Psychological safety isn't a soft concept — it's the operating condition for high performance. And it shows up on the team's behavior long before it shows up on any dashboard. Anchored vs. Creative: You Need Both, and AI Is Exposing the GapLeon describes two behavioral orientations that every change initiative reveals. Creative personalities embrace change quickly — they're the cheerleaders. Anchored personalities are process-focused and apprehensive — they're the ones asking hard questions. The mistake leaders make is discounting the anchored person's resistance as obstruction. More often, that person is carrying institutional knowledge that the new system will need to survive. Lose them, and you lose the process memory with them. When AI Comes In Heavy-Handed, Trust Drains ImmediatelyLeon's core trust framework: think of trust as a bank account. You've made deposits over time — through getting to know people, giving recognition, delivering honest feedback. When a leader announces a sweeping AI integration with no explanation, no context, and no input from the team, they've just made a massive withdrawal from that account. The people most likely to go quiet are the cooperative ones — those who won't push back, but will quietly disengage or leave. Involving People in AI Adoption Is Not Optional — It's StrategicLeon's team runs a standing weekly "Tech Tuesday" where anyone can share what they've learned or discovered about AI. Not mandate-level, not top-down — just a space for curiosity to grow together. When anchored people are brought into the design of AI integration — given a voice in what will and won't work — they become advocates instead of resisters. The people doing the work already know which parts of it AI can and can't replace. If leaders don't ask, they'll miss it. The Cooperative Person May Know What's Broken and Never Tell YouOne of the episode's sharpest observations: highly cooperative people — those who score toward the "don't go against the grain" end of the behavioral spectrum — may know exactly what's wrong with a plan and say nothing. Not because they don't care. Because they've learned it isn't safe to say. This is why one-on-ones matter. You will not get the real feedback in a group call. Leaders who create individual space for honest conversation will surface blind spots that would otherwise quietly derail the initiative. The Real Cost of AI Displacement Isn't Measured in HeadcountLeon points to something that's happened repeatedly: companies lay off people in an AI push, discover the work can't actually be automated end-to-end, and call those people back. The financial cost of that cycle is real. The human cost — to morale, to psychological safety, to trust — is harder to quantify and far slower to recover. The leaders who got it right included their people in the conversation before making the cuts. Memorable Quotes"If you leave work drained day after day — almost regretting getting up — that's a sign you're probably not in the right role."— Leon Morales"Face it till you make it. Don't be fearful of AI. Embrace it."— Leon Morales"The more participation you have from the team, the better the success of how AI gets integrated into the company."— Leon Morales"AI can do a lot, but trust is still on us as leaders. It's not AI's job — it's ours."— Dr. MJ (closing reflection)About Our GuestLeon Morales is President and Chief Energy Officer at DNA Behavior International, the world's only company combining behavioral and financial behavior insights. A proud USAF veteran, Leon spent 17 years in corporate leadership at Cox Communications and built an earlier career as a CPA before pivoting at 45 to follow his real passion: understanding why people do what they do — and helping organizations build around human strengths rather than against them. He works with organizational leaders and their teams to unlock behavioral insights that drive psychological safety, employee well-being, and sustainable performance. His expertise spans organizational behavior, workplace behavior, psychological safety, and the integration of AI within human-centered cultures. Leon believes that 87% of business performance challenges are rooted in human behavioral issues hidden below the surface — and that addressing them is the highest-leverage investment any leader can make. Website: dnabehavior.com LinkedIn: linkedin.com/in/leondna Connect with HeartwiredEmail: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation resonated, share it with a leader rolling out AI who hasn't asked their anchored people what they think yet.

    People Before Numbers: What Behavioral Science Teaches Us About Trust, AI Adoption, and Why Anchored People Might Be Saving Your Organization

  5. Sep 8

    You're Not Buying Software — You're Hiring Someone: What 30 Years in the CEO Chair Teaches You About AI

    Show Notes: Heartwired – Emotionally Intelligent Leadership Episode Title: You're Not Buying Software — You're Hiring Someone: What 30 Years in the CEO Chair Teaches You About AI Host: Dr. MJ Vignone Guest: Joel Trammell, Founder & CEO of XpertLoop, Creator of ChatCEO & Author of Two Books on the CEO Role Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with Joel Trammell — 30-year CEO veteran, member of the Austin Tech Hall of Fame, and creator of the Chief Executive Operating System — to tackle the most expensive mistake leaders are making with AI right now: treating it like software. Joel has led private and public companies through multiple nine-figure exits. He's spent nearly 20 years teaching the CEO role and distilling what it actually takes to run an organization well. Now he's built ChatCEO — a private, customized AI platform trained specifically for the CEO role — because he believes every leader deserves a thought partner, not just a more powerful search engine. The conversation covers what a room full of brilliant people at the Naval Nuclear Power School taught him about leadership, why getting great people isn't enough, how the CEO's real job is transmitting context down the organization, and why deploying AI without that same context transfer is a recipe for expensive, generic slop. Key TakeawaysWhen You Deploy AI, You're Not Buying a Tool — You're Hiring SomeoneTraditional software automates a defined process. AI is different: it's raw intelligence, capable of operating across every domain — but raised on Mars. It has no idea why your company exists, what your values are, what decisions you've made, or where you're going. The things you'd need to do to make AI successful in your business are exactly the same things you'd need to do to make a brilliant new graduate successful: orient them, mentor them, give them context, and set them up for the work you actually need done. Skip that, and you get a sophisticated search engine. Management Competency Is the Greatest Competitive Advantage — and AI Doesn't Change ThatJoel's core insight from 30 years in the CEO chair: at scale, the quality of your company is the quality of your management team. The CEO's real job is transmitting context — the vision, the values, the decision-making framework — all the way down to the individual contributor making thousands of daily decisions the CEO will never see. AI faces the same challenge. If that context hasn't been transferred, the output will reflect it. The Things That Aren't Written Down Are the Most Dangerous GapsJoel asks CEOs a pointed question: do you often find yourself confused why an employee made a certain decision? That confusion is a sign that context hasn't traveled down. The same dynamic applies to AI. Ask a generic LLM a generic question and you'll get generic slop. Train it on your actual business — your strategy, your values, your priorities — and you get something entirely different. The knowledge that lives "in the ether" is exactly what needs to be captured first. AI's Highest Value for CEOs Is as a Thought Partner — Not a Task ExecutorYes, AI can draft an email or format a presentation — but that's table stakes. Where it genuinely moves the needle for a CEO is in strategic thinking: analyzing all dimensions of a business simultaneously, surfacing questions that haven't been asked, offering perspectives that haven't been considered. Even if AI improves one in three or four decisions a CEO makes, Joel argues the compounding effect on the organization is enormous. But it requires treating AI as a thinking partner, not a production tool. The CEOs Who Survive Rapid Change Know Themselves FirstWhen Dr. MJ asked what separates the leaders who thrive through accelerating change, Joel's answer was immediate: they know themselves. They understand their strengths and their blind spots. They build teams with complementary capabilities rather than people who are just like them. They know how to get the best out of people who are fundamentally different from them. As Joel put it — unprompted — that's emotional intelligence. Self-awareness, reading the room, building trust, managing relationships. The human skills that AI cannot replicate are exactly the ones that determine whether a CEO succeeds. The Board of Advisors You Never Had — Available at 2 AMOne of the loneliest aspects of the CEO role is not having a thought partner on demand. Joel built ChatCEO to address that directly — a private, customized AI instance trained on CEO-specific knowledge and populated with a virtual board of advisors drawn from leaders the CEO admires. When a challenge wakes you up at 2 AM, the board is there. Not generic advice, but context-aware analysis grounded in the specific situation and the CEO's own business reality. Remote Work and AI Have the Same Root ProblemJoel's closing observation: the management challenges accelerated by AI are the same ones amplified by remote work. Both strip away the osmosis — the water cooler conversations, the accidental learning, the context people pick up by proximity. Both demand that what was once informal become intentional, systematic, and written down. Leaders who were "good enough" when everyone was in the same building are exposed by both shifts. The ones who built real systems are thriving through both. Memorable Quotes"If you're thinking of AI as a software tool, you're gonna go down the wrong path. Think of it as an intelligence."— Joel Trammell"The goal is that every individual contributor makes the same decision you would make if you were sitting there over their shoulder with the same information."— Joel Trammell"AI is not gonna have the water cooler conversations. It's not going to show initiative. It's gonna sit there and wait for you to train it and ask it the right questions."— Joel Trammell"I don't think anybody wants to work for an AI-powered bot."— Joel TrammellAbout Our GuestJoel Trammell is the founder and CEO of XpertLoop and the creator of ChatCEO, an AI-powered operating system built specifically for the CEO role. He spent more than 30 years as a CEO of private and public companies, including multiple nine-figure exits, and has spent nearly 20 years teaching the CEO role and distilling best practices into the Chief Executive Operating System — a structured framework now used by hundreds of enterprise CEOs. Joel is the author of two books on the CEO role, a member of the Austin Tech Hall of Fame, and a regular contributor to Forbes, Entrepreneur, Inc., and Fast Company. ChatCEO: chatceo.co Substack (Managing the Future): managingthefuture.co Books on Amazon: amazon.com/stores/Joel-Trammell Connect with HeartwiredEmail: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation resonated, share it with a CEO who's deploying AI and hasn't yet trained it to think like they do.

    You're Not Buying Software — You're Hiring Someone: What 30 Years in the CEO Chair Teaches You About AI

  6. Sep 1

    Productive vs. Constructive: Why the Illusion of AI Productivity Is Short-Circuiting Human Development

    Show Notes: Heartwired – Emotionally Intelligent LeadershipEpisode Title: Productive vs. Constructive: Why the Illusion of AI Productivity Is Short-Circuiting Human Development Host: Dr. MJ Vignone Guest: Dr. Trevor Maber, Award-Winning Faculty, Edwards School of Business & COO, Pure Strategy Inc. Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with Dr. Trevor Maber — award-winning business school faculty member, organizational development scholar, TED community contributor, and COO of AI analytics firm Pure Strategy Inc. — for a conversation that starts with a startling classroom statistic and doesn't let go. 32 out of 35 students failed a midterm because they used AI to write their answers — and didn't even read what it produced. Who failed: the students, or the system that sent them unprepared into an AI world? That question drives the whole episode. Trevor brings more than 30 years of experience in human resources, organizational development, and leadership to a conversation that is as much about what we're losing as what we're gaining — and what leaders and organizations need to do right now to hold the tension between the two. The conversation covers the illusion of productivity, why experienced practitioners see AI differently than junior ones, what a young woman's decision to use "real brains, real words" at university reveals about AI adoption, and why the genie isn't just out of the bottle — nobody knows where it went. Key TakeawaysThe Illusion of Productivity Is Real — and DangerousGenerative AI creates a sensation of getting things done. Scheduled tasks, automated outputs, completed deliverables — all the behavioral rewards of productivity without necessarily any of the substance. Trevor draws a sharp distinction: productive and constructive are not the same thing. AI-generated work that contains fictitious case law citations, hallucinated sources, or hollow analysis isn't productivity — it's the illusion of it. And leaders who can't tell the difference are building on sand. Junior Practitioners Are Most at Risk — and the System Isn't Protecting ThemAn experienced attorney with decades of practice can use AI as a thinking buddy — and immediately spot when it goes off the rails. A new graduate, still in the quadrant of "not knowing what they don't know," has no such filter. When AI short-circuits the trial-and-error process through which junior practitioners build judgment, it doesn't just skip the mistakes. It skips the learning that only comes from making them. The same dynamic shows up in classrooms, legal firms, hospitals, and boardrooms everywhere. AI Arms Race in the Classroom — and Everywhere ElseTrevor describes a faculty arms race: professors trying to stay a step ahead of students who are using AI to complete assignments without engaging with the material. But the classroom is just a proxy for a larger dynamic playing out across industries and geopolitics. The race to adopt faster, deploy more, and automate everything is generating its own kind of collateral damage — and the most overlooked casualty is the development of human capability. We Put Technology First and People Second — and We're Paying for ItThe natural sequence for successful AI adoption: start with people, then technology. What most organizations are doing is the opposite. Trevor is seeing leaders who are under-investing in the human infrastructure needed to use AI well — the critical thinking, the emotional intelligence, the judgment — and over-investing in the platforms themselves. The result is adoption without capability, and capability without adoption isn't far behind. Critical Thinking Is the Non-Negotiable Entry PointTrevor is direct: if you can't think critically, AI will not save you. The people who get the most out of AI platforms are not the most technically fluent — they're the most creative and the most intellectually rigorous. They know what to ask, they know when to push back, and they know when the output doesn't pass the smell test. Critical thinking isn't a soft skill anymore. It's the prerequisite for using every hard tool in the AI toolkit. AI Is Pulling from What Exists — Humans Look at What Could BeDr. MJ's framing that stopped the conversation: AI generates from what already exists. Human creativity reaches toward what doesn't yet. That creative tension — between the model and the imagination — is where the real value lives. Leaders who understand this stop asking AI to replace human judgment and start asking it to expand the range of what human judgment can consider. Hold the Tension. Create the Right Friction.Trevor's closing advice for leaders: don't let the pendulum swing all the way to technology and leave people behind. Hold the tension between the human side of the organization and the technology side — deliberately, intentionally, with friction built in. Not enough leaders are asking what AI adoption is actually doing to their people. That conversation needs to happen before the next platform rollout, not after. Memorable Quotes"The genie isn't just out of the bottle — we don't even know where the genie went."— Dr. Trevor Maber"I want real brains coming up with real words."— Dr. Maber's cousin's daughter, on her decision not to use AI in university"AI is pulling from what exists. Humans are looking at what could be."— Dr. MJ"If you cannot think critically, you're gonna get nowhere with AI."— Dr. Trevor MaberAbout Our GuestDr. Trevor Maber is an award-winning faculty member with the Edwards School of Business at the University of Saskatchewan, where he teaches and researches across organizational behaviour, leadership, human resources, training and organizational development, large group facilitation, and presentation skills. He also serves as associate faculty at Royal Roads University and as program lead and associate faculty in the Organizational Development and Leadership program at Fielding Graduate University, where he is an Institute for Social Innovation Fellow. Previously the Director of People Strategies with Saskatchewan Polytechnic and a senior manager with the Saskatchewan Health Authority, Trevor brings over 30 years of experience across human resources, organization development, facilitation, and project management. He is also COO of Pure Strategy Inc., a technology firm based in Toronto and Saskatoon focused on AI and unsupervised machine learning applied to complex data analytics. An active member of the TED community for more than 15 years, Trevor has served as a TED workshop presenter and host, TEDx organizer and speaker, and TED-ED lesson designer. He holds a PhD from Fielding Graduate University in organizational development and change, an MA in Human and Organizational Systems (Fielding), an MA in Leadership and Training (Royal Roads University), a BComm from the University of Saskatchewan, and the CPHR designation, along with numerous coaching, facilitation, and assessment certifications. Pure Strategy Inc.: purestrategy.ai https://www.linkedin.com/in/trevormaber/ -- LinkedIn Bio https://www.edwards.usask.ca/faculty/Trevor%20Maber/index.aspx -- Edwards/Usask teaching profile/directory page https://purestrategy.ai/ -- my friend’s AI company that I’m part of maber@edwards.usask.ca – Edwards/Usask email address tmaber@fielding.edu

    Productive vs. Constructive: Why the Illusion of AI Productivity Is Short-Circuiting Human Development

  7. Aug 25

    Surfing the AI Wave: A CEO's Honest Case for Middle Management, Deep Relationships, and Getting the Basics Right

    Show Notes: Heartwired – Emotionally Intelligent Leadership Episode Title: Surfing the AI Wave: A CEO's Honest Case for Middle Management, Deep Relationships, and Getting the Basics Right Host: Dr. MJ Vignone Guest: Mateo Bervejillo, CEO of Xseed Solutions & Author of Back to Basics Episode SummaryIn this episode of Heartwired, Dr. MJ sits down with Mateo Bervejillo — CEO of Xseed Solutions, author of Back to Basics, and host of the podcast The Future of the Future — for a candid, grounded conversation about what gets lost when companies flatten their organizations, chase AI at all costs, and skip the human infrastructure that holds everything together. Mateo runs a software company of more than 80 engineers in Uruguay and builds nearshore engineering teams across Latin America for US companies. He's also a trained attorney who found his way into tech leadership through operations, outsourcing, and a mid-career leap that terrified him. His book grew from a simple observation: leaders get promoted because they were great individual contributors, and then left completely alone to figure out how to lead — the same way you'd put a great passenger in the cockpit and tell them to fly. This conversation covers middle management's critical role in an AI era, what it really means to align incentives, the difference between AI doing tasks and AI doing jobs, and what it looks like to surf a wave you didn't create and can't fully predict. Key TakeawaysNobody Prepares New Leaders — and It ShowsMateo's book was born from a moment his team sat him down and told him he was a micromanager, moody, and pushing them toward burnout. He was ten years into leadership and had never been given the basics. His analogy: promoting a great passenger to pilot and handing them the controls with no training. Most first-time leaders are flying that way — surviving on instinct, mistakes, and whatever mentors they're lucky enough to find. The basics aren't common sense. They need to be taught. Middle Management Is the Glue — Don't Dissolve ItIn the rush to flatten organizations and cut costs, middle management has become a target. Mateo pushes back hard: that layer is what allows people to be seen, heard, and connected to their work in a meaningful way. A manager with 50 direct reports cannot have the conversations that drive intrinsic motivation. The one-on-one becomes a Slack message — "Hey, you okay?" "Yes." — and the relationship evaporates. People don't leave companies. They leave managers. Removing the layer doesn't remove the need. Incentive Alignment Requires Actually Knowing PeopleMateo shares the story of an employee who wasn't performing. After going deep in conversation, he discovered she was planning to eventually join her father's real estate firm. Once he knew that, he could redesign her role around skills that would serve that future — and she stayed longer, contributed more, and thrived. Extrinsic motivation — carrots and sticks — only goes so far. Unlocking mastery, autonomy, and purpose requires knowing what a person actually cares about. You can't get there without time and genuine curiosity. AI Can Do Tasks — It Cannot Do JobsMateo is direct about what he sees as AI psychosis in the industry: companies treating AI agents as if they're employees, pushing the technology to its limits before understanding what they actually need from it. His framing: AI does tasks, people do jobs. The leaders who figure out how to leverage their people with AI — rather than replace people with AI — are the ones building something durable. The ones chasing headlines are often burning capital and calling the cleanup "AI-driven efficiency." Watch Out for AI WashingA significant portion of recent tech layoffs, Mateo argues, have less to do with AI productivity gains and more to do with over-hiring during and after COVID. AI is being used as the headline, but the underlying story is often a cost correction. Leaders and employees alike should read the actual situation rather than the spin — and resist making long-term workforce decisions based on short-term narrative. Surf the Wave — Don't Try to Create ItMateo's metaphor for leading through AI disruption: surfing. You didn't make the wave. You can't control where it goes. But you can read it, paddle at the right moment, and ride it with balance. His unexpected example: QA engineers are in higher demand than ever, because AI is producing code faster than humans can test it. The bottleneck shifted in a direction nobody predicted. Rigid five-year strategies can't account for that. Alertness, adaptation, and just-in-time learning can. The Flattest Company Still Runs on Someone NoticingDr. MJ's closing takeaway — and one of the episode's most resonant moments — is this: no matter how flat the org chart, someone still has to notice when a person is struggling. That noticing is not a system. It's a relationship. It's the human infrastructure underneath every org chart, and it cannot be automated away. Memorable Quotes"AI can do tasks. It cannot do jobs."— Mateo Bervejillo"Common sense is the least common of all senses."— Mateo Bervejillo"If you think you can bury your head in the sand and not learn new stuff, you are completely mistaken."— Mateo Bervejillo"The flattest company in the world still runs on somebody noticing that one person is struggling."— Dr. MJ (closing reflection)About Our GuestMateo Bervejillo is a seasoned entrepreneur, technology leader, and business strategist with over fifteen years of experience driving growth, operational excellence, and innovation across global technology and outsourcing organizations. He currently serves as CEO of Xseed Solutions, a Montevideo-based software development and staff augmentation firm focused on helping US companies build high-performing engineering teams in Latin America. Mateo is the author of Back to Basics: For the Leaders Nobody Ever Prepared, a practical guide that bridges the gap between the expectations placed on new leaders and the preparation they actually receive. He is also the creator and host of The Future of the Future, a podcast exploring the intersection of technology, leadership, and innovation — now more than 190 episodes in. A trained attorney with a JD from Universidad de la República, Mateo brings a multidisciplinary lens to business challenges. Outside of work, he is a devoted family man and musician with a lifelong love of learning, travel, and creative expression. Book: Back to Basics — xseed.com.uy Also on Amazon: amazon.com Website: xseed.com.uy LinkedIn (Company): linkedin.com/company/xseed-solutions Instagram: @xseed.solutions Connect with HeartwiredEmail: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation resonated, share it with a leader who's been told to do more with less and hasn't been given the basics to do it.

    Surfing the AI Wave: A CEO's Honest Case for Middle Management, Deep Relationships, and Getting the Basics Right

  8. Aug 18

    Moments That Matter: What Your Employees Actually Remember When Everything Else Is Forgotten

    Show Notes: Heartwired – Emotionally Intelligent Leadership Episode Title: Moments That Matter: What Your Employees Actually Remember When Everything Else Is Forgotten Host: Dr. MJ Vignone Guest: Chris Dyer, Keynote Speaker, Author & Founder of PeopleG2 Episode Summary: In this episode of Heartwired, Dr. MJ sits down with Chris Dyer — keynote speaker, three-time bestselling author, and founder of PeopleG2 — for a conversation that started with an uncomfortable question. Chris spent 20 years building his company, sold it, and years later sat down with his former employees expecting gratitude. Instead, he heard, "We're mad at you." They weren't struggling in their new jobs. Many were making more money, holding bigger titles. What they missed wasn't the company. It was four or five specific moments — and how he'd shown up for them. That conversation became the seed for Chris's newest book, Moments That Matter, and for a framework he now teaches leaders navigating a world where change moves faster than they can process it. A 35% first-year attrition rate that dropped to 5% once he fixed what a first day actually felt like. A customer service team at IKEA that AI could have quietly replaced — until leadership turned those employees into a $200 million design division instead. A Harvard study tracking what employees talk about most, and the new word that has just knocked pay, perks, and recognition out of the top spot. This conversation isn't really about moments in the abstract. It's about what leadership costs when the big instances go unnoticed — and what emotional intelligence actually looks like when you stop treating it as a personality trait and start treating it as a habit of paying attention. Key Takeaways: There's a Difference Between a Bad First Day and a Bad Hire Chris assumed his early attrition problem was a hiring or onboarding issue. It wasn't. New employees were showing up without passwords, without laptops, without anyone to have lunch with — and quietly deciding they'd made the wrong choice. Once the company committed to making day one genuinely great, even delaying a start date rather than rushing an unprepared one, attrition dropped from 35% to 5%. The lesson: what looks like a retention problem is often a first-moment problem. Not Every Moment Deserves the Same Response Chris's framework identifies seven distinct types of moments — inception, transition, and culmination among them — and argues that leaders fail not from ignoring people, but from treating every moment the same way. A project ending gets the same non-reaction as a promotion. The filter he offers is simple: ask whether this will still matter tomorrow, next month, next year. The more "yeses," the more it demands a real response. Emotional Intelligence Is a Habit of Noticing, Not a Personality Trait Leaders often assume emotional intelligence is something people either have or don't. Chris reframes it as a practice: notice the moment, ask what the other person needs, decide how you want to show up — and do it. Someone going through a divorce, a first marriage, a medical diagnosis. The leaders who seem naturally gifted have usually just learned to ask, "What is it like for this person to experience me right now?" AI Didn't Have to Cost IKEA Its People — It Created Something New When AI began resolving 80% of IKEA's customer service inquiries, leadership faced the same choice most companies are facing now. Instead of layoffs, they retrained the team into a new interior design division — one they'd wanted to build for years but never had the staff for. That division is now worth $200 million. The moment an old job ended became the moment a new one opened, because someone was paying attention to more than the org chart. "Progress" Has Replaced Pay and Perks as the Thing Employees Talk About Most A Harvard study tracking employee communication over several years found that pay, perks, and recognition — long the top topics, happy or complaining — have been pushed down the list. The new number one is progress: did something move forward today. Chris connects this to AI giving people a taste of instant output, which has quietly reset what employees expect to feel by the end of a workday. Leaders Are Becoming Traffic Cones When They Need to Be Translators Chris describes watching leaders get worn down into a defensive, blocking posture — "don't go that way, that's broken" — as change accelerates around them. The alternative he teaches is becoming a translator and a sense-maker: naming where things actually stand and how people can still move forward, instead of just reacting to what's gone wrong. Memorable Quotes: "I would give up all the money, I would give up all the titles, and all the things that have happened since then, to be back working in the old company." — Former PeopleG2 employee, quoted by Chris Dyer "Mediocre is not okay. Good enough is not okay." — Chris Dyer "What is it like for that other person to experience me?" — Chris Dyer "Leaders feel like they are the traffic cone... I'm teaching them how to become the translators of all this change and chaos instead." — Chris Dyer This Week's One Action Chris's challenge: build a couple of intentional one-minute check-ins into your day — before lunch, before you leave, first thing in the morning. Close your eyes, take a breath, and ask: Is there anything happening right now, to me or to someone on my team, that could be a moment? A big project ending. Someone going through something hard. A first day. Catching it early is the whole game — most leaders realize a moment mattered a week too late, after the window to acknowledge it has closed. A free workbook for working through the seven moment types is available at chrisdyer.com/moments. About Our Guest: Chris Dyer is a keynote speaker, three-time bestselling author, and former chief executive who spent nearly 20 years building and leading PeopleG2, a background-check and intelligence firm he converted to a fully remote model in 2009. Under his leadership, the company was named a Best Place to Work 15 times and made the Inc. 5000 list of fastest-growing companies five times. He was named the #1 Leadership Speaker to Follow in 2026 by MSN and the #1 Leadership Speaker on Culture by Inc. Magazine, and has delivered more than 300 keynotes across 21 countries and all 50 U.S. states for organizations including NASA, Johnson & Johnson, Southwest Airlines, General Motors, and IKEA. His books include The Power of Company Culture, Remote Work: Redesign Processes, Practices and Strategies to Engage a Remote Workforce, and his newest, Moments That Matter. Chris hosts the leadership podcast TalentTalk on OC Talk Radio and iHeartRadio, and contributes to Forbes, Inc., HR.com, and the Society for Human Resource Management. He is a member of the Forbes Business Council and the Fast Company Executive Board. Website: chrisdyer.com LinkedIn: linkedin.com/in/chrisdyer7 Instagram: @chrispdyer7 TikTok: @chrisdyer.com X (Twitter): @ChrisPDyer Facebook: facebook.com/chrispdyer7 YouTube: youtube.com/@ChrisDyer Books: amazon.com/author/chrispdyer Connect with Heartwired Email: drmj@drmjheartwired.com Website: drmjheartwired.com LinkedIn: linkedin.com/in/maryjeanvignone Subscribe: Don't miss an episode — follow on Spotify and YouTube. Share: If this conversation made you think about a moment you missed, share it with someone who needs the reminder to catch the next one.

    Moments That Matter: What Your Employees Actually Remember When Everything Else Is Forgotten
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HeartWired is the podcast where technology meets humanity, and where leadership requires more than just technical expertise. In a world increasingly shaped by artificial intelligence, automation, and algorithms, what truly sets us apart is our ability to connect, empathize, and lead with heart. This show explores what it means to be human in a tech-driven landscape—and why emotional intelligence (EQ) is the leadership skill that will determine who thrives in the AI era. Hosted by Dr. MJ Vignone, a PhD in Human and Organizational Development with more than 20 years of leadership and learning development experience, the show brings deep expertise and practical tools to leaders navigating today’s unprecedented challenges. Dr. MJ has held senior leadership roles in major banks, designed and delivered transformative leadership programs, and coached leaders at every level to succeed in business and flourish in life. Certified in multiple emotional intelligence frameworks, Dr. MJ understands how to translate research into strategies leaders can use immediately. So why does emotional intelligence matter now more than ever? Studies consistently show that leaders with high EQ outperform those with equal technical skill but lower emotional intelligence. EQ is not a single ability—it’s a blend of self-awareness, empathy, communication, and resilience. These skills allow leaders to connect authentically, inspire trust, minimize burnout, and create cultures where people can thrive. In the age of AI, where machines can process data faster and more efficiently than we ever could, EQ is what keeps leadership relevant, human-centered, and impactful. HeartWired explores big, timely questions: Where do humans add irreplaceable value in the workplace? How do we minimize stress and burnout while managing rapid change? What impact will AI have on leaders, teams, and organizational culture? How can neuroscience and psychology help us become stronger, more resilient leaders? What does the next generation of leadership look like when personal skills are lacking? Each episode features c-suite executives, middle managers, neuroscientists, and thought leaders who bring real-world strategies for navigating organizational challenges. Conversations go beyond surface-level advice and provide research-backed, actionable insights. Whether it’s managing organizational stress, leveraging neuroscience to improve performance, or leading through AI transformation, listeners will walk away with tools they can put into practice immediately. HeartWired exists at the intersection of leadership, emotional intelligence, and the AI revolution. Whether you’re currently in a leadership position or a rising leader, this podcast will help you strengthen your leadership brand, build resilience in your teams, and discover how to create environments where both people and technology thrive. This podcast is for leaders responsible for shaping organizational culture and outcomes. HeartWired provides the insights you need to guide your teams through rapid change while maintaining balance, vision, and humanity. The rise of AI is extraordinary, exceeding expectations in both speed and integration into daily life. But no matter how advanced it becomes, AI cannot replicate empathy, creativity, or human connection. As Dr. MJ emphasizes, the future belongs to leaders who can blend the strengths of technology with the best of humanity. This podcast provides a blueprint for becoming that kind of leader—one who can guide organizations through uncertainty, inspire resilience, and create sustainable success. Join us as we uncover the strategies, stories, and science behind emotionally intelligent leadership. Discover how to stay authentic, human, and compassionate while embracing the tools of tomorrow. Because in the end, the leaders who thrive in the AI world won’t just manage technology—they’ll connect people, purpose, and progress with heart.

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