『The Human Advantage Podcast』のカバーアート

The Human Advantage Podcast

The Human Advantage Podcast

著者： Adam Kleckner
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The Human Advantage Podcast Where culture is built, not claimed. Most companies talk about culture, diversity, and performance. Few design for them. Hosted by the LinkTech team, The Human Advantage explores how companies can move beyond checkboxes and build teams around how people actually think, communicate, and contribute. We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes. Each episode dives into culture add over culture fit, the ROI of diverse thinking, the hidden cost of misalignment, and how leaders can design workplaces where people thrive and performance compounds. If you believe people are not interchangeable—and that how someone thinks is a strategic advantage—this podcast is for you. 社会科学
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  • Episode 014 — Where Systems Create Friction with Craig Isaak and Dr. Ryan Darby

    Episode 014 — Where Systems Create Friction with Craig Isaak and Dr. Ryan Darby
    2026/07/14
    A conversation with Craig Isaak and Ryan Darby on workplace friction, neuroinclusion, and why so many "people problems" are really system problems — exploring how leaders can design work around how humans actually think, focus, recover, and perform. Episode Date: May 27th Host: Adam Kleckner (Head of Strategy at LinkTech) Summary: Craig Isaak brings a human-centered and neuroinclusive lens to how work gets designed. Dr. Ryan Darby brings behavioral science to the hidden friction slowing teams down. Together they make the case that burnout, disengagement, and underperformance aren't people problems — they're conditions problems. In this conversation they break down the friction tax, the fog-heat-grind framework, and why the single best question a leader can ask isn't "how do I fix this person" but "where is the system getting in the way." Main Topics: What the friction tax actually costs — and why unlike the IRS, you don't have to pay it Why burnout is less about hours and more about frustration — and how those are the same emotional process The corporate costume: how unexamined culture creates friction nobody can name but everyone feels Fog, heat, grind — the three most common sources of workplace friction and how to eliminate them Why rewarding the loud and fast thinker in meetings is a system problem, not a talent problem How job crafting happens naturally at the top and gets denied at the bottom What changes when leaders flip the question from "how do I get this person to fit" to "where is the system creating friction" What never shows up on a resume: working odd hours with clear outcomes, and being the anti-sales salesperson Intriguing Quotes: "Unlike the IRS, you don't have to pay the friction tax. You're just paying it because you've always paid it." "Another word for friction is frustration. And another word for frustrated, by the way, is anger." "The conditions were all wrong. It wasn't a people problem." "Assume credibility. That employee was hired for a reason. Start with why." "We have yet to unlock human potential. Right now we have humans capped inside systems." "One word for a truly human-centered workplace? Empathy." Key Moments: [02:43] The friction tax explained: organizations have spent decades eliminating process friction through Six Sigma and Lean, but never applied the same thinking to human interactions. That's the gap — and it's costing everyone. [07:31] Why we reward extroversion in meetings and call it intelligence. The person who speaks first gets credit. The reflective thinker who speaks last with the best idea gets overlooked. That's a system problem. [08:15] The school start time case study: shifting high school start times improved attendance, engagement, and test scores. The students were fine. The conditions were wrong. The same principle applies to every workplace. [19:01] Fog, heat, grind: lack of clarity, interpersonal conflict, and a mismatch between strengths and job requirements. Fix these three things and you eliminate most workplace friction. [28:03] Craig's neurodivergent ideation moment: wild ideas that needed a conversational partner to find the gold inside them. That's not a problem. That's where innovation lives — if the system makes space for it. [30:53] The shift that unlocks everything: stop asking how to get people to fit the system. Start asking where the system is creating friction. The answer changes everything. Notable Resources: Concepts: Friction tax; fog-heat-grind framework; job crafting; radical individualization; conditions vs. people problems; corporate costume Connect with Craig Isaak: LinkedIn: https://www.linkedin.com/in/craigisaak/ Connect with Dr. Ryan Darby: LinkedIn: https://www.linkedin.com/in/rsdarby/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    41 分
  • Episode 013 — Great Minds Don't Think Alike with Laura Anthony

    Episode 013 — Great Minds Don't Think Alike with Laura Anthony
    2026/07/07
    A conversation with Laura Anthony on neuroinclusion, disability law, communication, and why great minds don't think alike — exploring how leaders can create stronger teams by making space for different brains, different perspectives, and more human ways of working. Episode Date: May 26th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) ________________________________________ Summary: Laura Anthony is an inclusive leader, disability and education lawyer, mediator, and neurodiversity advocate whose belief that great minds don't think alike started long before her career — with a grandmother who lost her right hand and kept painting, and a mother whose brain injury left her French intact while everything else shifted. In this conversation she breaks down why neuroinclusion is a talent, cultural, and performance imperative, why curiosity is the most underused leadership tool, and why you can't policy your way into inclusion. ________________________________________ Main Topics: ● The family origin story behind "great minds don't think alike" ● Why leaders confuse communication style with capability — and how that assumption skews everything ● The curb cut effect and why neuroinclusive design benefits everyone, not just neurodivergent people ● Why neuroinclusion is more than accommodation — it's a rising tide that lifts all boats ● How curiosity stops risky assumptions before they become wrong conclusions ● The COVID video call moment that proved a curious question beats a panicked assumption ● Why different ways of thinking matter more in the age of AI, not less ● The myth she'd retire: neurodiversity as always a superpower ________________________________________ Intriguing Quotes: "Great minds don't think alike." "Confusing communication style with capability — that's where everything else starts to skew." "Neuroinclusion is a talent imperative, a cultural imperative, and a performance imperative." "When we don't understand someone's behaviour, we fill those gaps with assumptions and stop being curious." "You can really live inclusion in the smaller moments — how you run a meeting, how you give feedback." "One word for a truly neuroinclusive workplace? Connected." ________________________________________ Key Moments: ● [02:09] The origin story: grandmother loses her right hand, keeps painting with the other. Mother survived a brain injury and lost everything — except her French. A family where ability just didn't always look how people expected. ● [09:23] The biggest leadership mistake: confusing communication style with capability. Someone processes out loud, needs more time, avoids eye contact — and it gets called a performance issue or a culture fit problem. ● [13:26] Why neuroinclusion goes beyond accommodation — if 50%+ of Gen Z identifies as neurodivergent, separate programs just keep othering the majority of your incoming workforce. ● [24:44] The COVID video call: staff think Laura's mom has had a stroke. Everyone's panicking. Laura takes a breath, gets curious, asks: "How do you like my hair?" Her mom sits up and says she hates it. No stroke. Just tired of people. ● [30:06] Why different thinking matters more in the age of AI: the tasks AI can't replicate come from out-of-the-box thinkers. Neuroinclusion isn't just the right thing — it's the competitive thing. ● [31:03] The myth she'd retire: neurodiversity as always a superpower. It glosses over real challenges and can feel dismissive to someone navigating sensory overload or a system not designed for them. ________________________________________ Notable Resources: ● Concepts: Curb cut effect; universal neuroinclusive design; neurodiversity vs. neurodivergence; curiosity as leadership tool; communication under pressure ________________________________________ Connect with Laura Anthony: ● LinkedIn: https://www.linkedin.com/in/lauraganthony/ ________________________________________ Connect with The Human Advantage Podcas Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    37 分
  • Episode 013 — Great Minds Don't Think Alike with Laura Anthony

    Episode 013 — Great Minds Don't Think Alike with Laura Anthony
    2026/07/07
    A conversation with Laura Anthony on neuroinclusion, disability law, communication, and why great minds don't think alike — exploring how leaders can create stronger teams by making space for different brains, different perspectives, and more human ways of working. Episode Date: May 26th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Laura Anthony is an inclusive leader, disability and education lawyer, mediator, and neurodiversity advocate whose belief that great minds don't think alike started long before her career — with a grandmother who lost her right hand and kept painting, and a mother whose brain injury left her French intact while everything else shifted. In this conversation she breaks down why neuroinclusion is a talent, cultural, and performance imperative, why curiosity is the most underused leadership tool, and why you can't policy your way into inclusion. Main Topics: The family origin story behind "great minds don't think alike" Why leaders confuse communication style with capability — and how that assumption skews everything The curb cut effect and why neuroinclusive design benefits everyone, not just neurodivergent people Why neuroinclusion is more than accommodation — it's a rising tide that lifts all boats How curiosity stops risky assumptions before they become wrong conclusions The COVID video call moment that proved a curious question beats a panicked assumption Why different ways of thinking matter more in the age of AI, not less The myth she'd retire: neurodiversity as always a superpower Intriguing Quotes: "Great minds don't think alike." "Confusing communication style with capability — that's where everything else starts to skew." "Neuroinclusion is a talent imperative, a cultural imperative, and a performance imperative." "When we don't understand someone's behaviour, we fill those gaps with assumptions and stop being curious." "You can really live inclusion in the smaller moments — how you run a meeting, how you give feedback." "One word for a truly neuroinclusive workplace? Connected." Key Moments: [02:09] The origin story: grandmother loses her right hand, keeps painting with the other. Mother survived a brain injury and lost everything — except her French. A family where ability just didn't always look how people expected. [09:23] The biggest leadership mistake: confusing communication style with capability. Someone processes out loud, needs more time, avoids eye contact — and it gets called a performance issue or a culture fit problem. [13:26] Why neuroinclusion goes beyond accommodation — if 50%+ of Gen Z identifies as neurodivergent, separate programs just keep othering the majority of your incoming workforce. [24:44] The COVID video call: staff think Laura's mom has had a stroke. Everyone's panicking. Laura takes a breath, gets curious, asks: "How do you like my hair?" Her mom sits up and says she hates it. No stroke. Just tired of people. [30:06] Why different thinking matters more in the age of AI: the tasks AI can't replicate come from out-of-the-box thinkers. Neuroinclusion isn't just the right thing — it's the competitive thing. [31:03] The myth she'd retire: neurodiversity as always a superpower. It glosses over real challenges and can feel dismissive to someone navigating sensory overload or a system not designed for them. Notable Resources: Concepts: Curb cut effect; universal neuroinclusive design; neurodiversity vs. neurodivergence; curiosity as leadership tool; communication under pressure Connect with Laura Anthony: LinkedIn: https://www.linkedin.com/in/lauraganthony/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.
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    37 分
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