Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Positive VS Negative feedback

How to give negative feedback

How to give positive feedback

Feedback is a form of control

Rakesh Kasturi

Links and resourcesRakesh's Website: https://www.sprintdoctor.io/ Follow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

Links and resources<ul><li>Rakesh's Website: <a href="https://www.sprintdoctor.io/" rel="nofollow" target="_blank">https://www.sprintdoctor.io/ </a></li><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Leadership Masterclass with Rakesh Kasturi

 What motivates you to do your job? seeing your team grow?seeing yourself develop professionally?money and fame? whatever it is, take a moment to reflect on it. And I’m not saying it “just because” - there is a real reason behind it. This one, to be clear. What do you think? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

What motivates you to do your job? <ul><li>seeing your team grow?</li><li>seeing yourself develop professionally?</li><li>money and fame?</li></ul> whatever it is, take a moment to reflect on it. And I’m not saying it “just because” - there is a real reason behind it. This one, to be clear. What do you think? Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

What motivates YOU?

IF remote communication is always formal and IF your job as a leader is to build a solid relationship and rapport with your team, THEN you need to figure out a way to make informal chats, healthy banter, friendly exchanges a part of your week. This is how you could go about it (and not miss out on an opportunity). What do you think? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

IF remote communication is always formal and IF your job as a leader is to build a solid relationship and rapport with your team, THEN you need to figure out a way to make informal chats, healthy banter, friendly exchanges a part of your week. This is how you could go about it (and not miss out on an opportunity). What do you think?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Brief PSA: remember to connect

To motivate your team on a regular basis you need a few elements. More important than that, you need to apply them in a certain way. You can work on gaining their trust, on allowing more control over their work and on making them feel competent… but it’s not enough. It’s not just about what you do. It’s also about working on two areas in parallel. Here is what I mean. (if you actually want to drive your team’s performance, that is…) Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

To motivate your team on a regular basis you need a few elements. More important than that, you need to apply them in a certain way. You can work on gaining their trust, on allowing more control over their work and on making them feel competent… but it’s not enough. It’s not just about what you do. It’s also about working on two areas in parallel. Here is what I mean. (if you actually want to drive your team’s performance, that is…) Thoughts?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Do these two things together (if you want a better performance)

 To feel motivated at work, people need three things: a manager they trusta sense of control on their worka feeling of being competentAnd on this last one… how can you make someone feel competent about their job every time Better said… how can you make them still feel motivated when they’ve done a bad job?2 ways: these.Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

To feel motivated at work, people need three things: <ul><li>a manager they trust</li><li>a sense of control on their work</li><li>a feeling of being competent</li></ul> And on this last one… how can you make someone feel competent about their job every time  Better said… how can you make them still feel motivated when they’ve done a bad job? 2 ways: these. Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

You need a competent team (and they need to feel it as well)

“My team isn’t there yet, this stuff is too advanced”  Says every manager at some point. To that, let’s remember one thing… It’s your job as a manager to develop your team. So if a method or technique is too advanced, don’t think of it in terms of your team being too far from it. Instead, put it back on yourself and ask: “how can I get my team to that level?” Here is how. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

“My team isn’t there yet, this stuff is too advanced”  Says every manager at some point. To that, let’s remember one thing… It’s your job as a manager to develop your team. So if a method or technique is too advanced, don’t think of it in terms of your team being too far from it. Instead, put it back on yourself and ask: “how can I get my team to that level?” Here is how. Thoughts?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

"This stuff is too advanced for my team, it won't work"

This podcast is for new and experienced leaders who are either leading others for the first time or going from leading a single team to leading other leaders. And in general, this is a podcast for any leader on the look for ways to quickly refine his or her leadership skills and grow professionally - and who needs to do it fast. Each episode is between 5-10 minutes, focuses on one precise topic, like “how to gain your team’s trust” for example, and takes a practical, hands-on perspective, all based on research and practice. You will finish each episode with a clear idea on how to develop a specific area of leadership, and a couple of quick and applicable tips and tricks to get going right off the bat. Talk soon!

 You want your team to get to a result? Stop telling them what to do. Instead, ask them how they want to get there. It’s subtle, but totally different. And we react to a choice much differently than to an imposition. Here is why. Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

You want your team to get to a result? Stop telling them what to do. Instead, ask them how they want to get there. It’s subtle, but totally different. And we react to a choice much differently than to an imposition. Here is why.  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Why you should always give your team a choice

There is only one way to use rewards.To use them to train your team and help them develop that is.You need to separate them from the results, and give them as a gesture of appreciation.Here is what I mean, and that’s the only way they will work in the long run.Thoughts?Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

There is only one way to use rewards.To use them to train your team and help them develop that is.You need to separate them from the results, and give them as a gesture of appreciation.Here is what I mean, and that’s the only way they will work in the long run.Thoughts? Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

To make incentives work, do this

Tom Castley

Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Leadership Masterclass with Tom Castley

Rewards don’t work the way you think. They drive the behaviour you want from your team, but only in the short term. In the long term, take the reward away and the behaviour will disappear. In other words, rewards are not a sustainable way to grow your team professionally. Here’s why.  Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

Rewards don’t work the way you think. They drive the behaviour you want from your team, but only in the short term. In the long term, take the reward away and the behaviour will disappear. In other words, rewards are not a sustainable way to grow your team professionally. Here’s why.  Thoughts?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Why rewards don't motivate

LEAD

Trust is one key component of management and leadership, and is one of the two triggers that will make sure your team will be present and listen (no matter what).Trust is built on three key qualities:1 - Ability 2 - Integrity3 - BenevolenceAbility means being able to do your job as a manager.Integrity means working according to a set of principles your team agrees with and respectsBenevolence means personally caring for your team’s personal and professional growth.Where are you with each one? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

Trust is one key component of management and leadership, and is one of the two triggers that will make sure your team will be present and listen (no matter what).Trust is built on three key qualities:1 - Ability 2 - Integrity3 - Benevolence<ul><li>Ability means being able to do your job as a manager.</li><li>Integrity means working according to a set of principles your team agrees with and respects</li><li>Benevolence means personally caring for your team’s personal and professional growth.</li></ul>Where are you with each one?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Lead with trust (again)

 At some point, you will notice your team is not listening to you.  And that despite your best efforts. So what to do? 1 - use authority and anger, which may work but is not sustainable 2 - manipulate people, which may be sustainable but is unethical and requires insane work to be done well 3 - know how to motivate and to earn your team’s trust, which also requires work and effort, but is ethical and will work sustainably  I’ve been working on these topics for the past few months and put together a structure for you to refer to, I’ll be sharing it with you one week at a time for a while - and if I said I wasn’t excited about the topics that I’ll bring out, I’d probably be lying! :-) Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

At some point, you will notice your team is not listening to you.  And that despite your best efforts. So what to do? 1 - use authority and anger, which may work but is not sustainable 2 - manipulate people, which may be sustainable but is unethical and requires insane work to be done well 3 - know how to motivate and to earn your team’s trust, which also requires work and effort, but is ethical and will work sustainably  I’ve been working on these topics for the past few months and put together a structure for you to refer to, I’ll be sharing it with you one week at a time for a while - and if I said I wasn’t excited about the topics that I’ll bring out, I’d probably be lying! :-) Thoughts?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

How do you get your team to listen?

 Remote communication is not a “variation” of face-to-face communication. It has a different subject, different channels, different attention level and it’s always formalised. If that’s true then, we can’t expect to behave exactly the same way as we do in person. We need a wholly different set of skills and tools! I’ve put together some of them in this video series already. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

Remote communication is not a “variation” of face-to-face communication. It has a different subject, different channels, different attention level and it’s always formalised. If that’s true then, we can’t expect to behave exactly the same way as we do in person. We need a wholly different set of skills and tools! I’ve put together some of them in this video series already. Thoughts?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Digital vs. in-person communication - are they any similar?

All remote conversations are formalThe time is arranged in advance, and so is the duration, the participants and the topicAnd if everything is formalised, then it means that the interaction will also be formalised.Or, in other words, it means there is much less room for spontaneous, improvised interactions.While those have no effect on bringing a project forward, for example, they matter to how people work together.So what to do as a manager?Arrange for a moment, for a weekly ritual that - formalised as it may be - you dedicate precisely to just talking to your team. A one-to-one basically.That alone can do a lot.Thoughts?Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

All remote conversations are formalThe time is arranged in advance, and so is the duration, the participants and the topicAnd if everything is formalised, then it means that the interaction will also be formalised.Or, in other words, it means there is much less room for spontaneous, improvised interactions.While those have no effect on bringing a project forward, for example, they matter to how people work together.So what to do as a manager?Arrange for a moment, for a weekly ritual that - formalised as it may be - you dedicate precisely to just talking to your team. A one-to-one basically.That alone can do a lot.Thoughts? Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

You are too formal when you talk (remotely)

Join me and my guest, Mara Lapi for an all-round discussion on leadership and leadership development!Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

Join me and my guest, Mara Lapi for an all-round discussion on leadership and leadership development! Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Leadership Masterclass with Mara Lapi

 When you are face-to-face, you can talk via gestures, body language, intonation, emotions, words… When you are remote, all those channels get either cut off completely or cut by about 80% Or, in other words, you have less channels to rely on, and all of them are a lot thinner than what you’re used to. This is why even a couple of elements like upgrading your equipment or displaying more emotions can do so much more.  It’s all about optimising how you work with the little you have. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV 

When you are face-to-face, you can talk via gestures, body language, intonation, emotions, words… When you are remote, all those channels get either cut off completely or cut by about 80% Or, in other words, you have less channels to rely on, and all of them are a lot thinner than what you’re used to. This is why even a couple of elements like upgrading your equipment or displaying more emotions can do so much more.  It’s all about optimising how you work with the little you have. Thoughts?  Links and resources<ul><li>Follow me on <a href="https://www.linkedin.com/in/edoardobinda/" rel="nofollow" target="_blank">LinkedIn</a></li><li>On <a href="https://www.facebook.com/ebz.coaching/" rel="nofollow" target="_blank">Facebook</a></li><li>On <a href="https://bit.ly/2K5muwT" rel="nofollow" target="_blank">Youtube</a></li><li>On <a href="https://ebz-coaching.medium.com/" rel="nofollow" target="_blank">Medium</a></li><li>On <a href="https://medium.com/@ebz_coaching" rel="nofollow" target="_blank">Eventbrite</a></li></ul>___ Music credits: <a href="https://bit.ly/2UhlonV" rel="nofollow" target="_blank">https://bit.ly/2UhlonV</a>

Online body language

Snippets of Leadership

The best podcast episodes of the most interesting stories and things. From skyping someone while they're in space, to tracking down and meeting a telephone scammer in person, to the story of a Galapagos. These episodes will keep you and all your friends entertained and captivated for hours. Learn something new in every episode! Add episodes you're interested into your queue below!

Best Episodes: Interesting Stories & Things

The Best Multi-Part Documentaries, with documentaries on Obama, Federer vs Nadal, the making of Star Wars, Netflix vs Blockbuster and more. Add episodes you're interested into your queue below!