https://simplecast.com 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 We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes.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. en Tue, 21 Jul 2026 15:00:00 +0000 Tue, 21 Jul 2026 15:00:13 +0000 https://the-human-advantage-podcast-112a7d9b.simplecast.com https://image.simplecastcdn.com/images/96b53e67-fd3a-4fc8-8813-b800a33897a8/1b153f87-91c8-436b-8fd0-600e617cf1b0/3000x3000/podcast_image.jpg?aid=rss_feed https://the-human-advantage-podcast-112a7d9b.simplecast.com episodic 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 We challenge outdated systems that reward sameness and instead focus on cognitive diversity, lived experience, and intentional alignment as drivers of real business outcomes.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. Adam Kleckner false https://feeds.simplecast.com/XUvEe7lV Adam Kleckner Booking@podgo.io 729c774d-2fb4-419e-b4c3-ffd6f23c31d2 Tue, 21 Jul 2026 15:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-015-the-human-side-of-cybersecurity-and-ai-with-eric-richardson-YrhxbEIU Episode 015 — The Human Side of Cybersecurity and AI with Eric Richardson Adam Kleckner 00:39:44 A conversation with Eric Richardson on AI, cybersecurity, trust, and neurodiversity — exploring how leaders can build safer, smarter technology systems without losing sight of the people, judgment, and different ways of thinking behind them. Episode Date: May 28th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Eric Richardson has spent 30 years in cybersecurity and AI risk — from programming on an Altair 8800 as a kid to leading compliance for some of the biggest names in tech. He's also openly neurodivergent, and in this conversation he connects those two things directly. He breaks down why humans are always the biggest cybersecurity vulnerability, why companies are setting themselves up for a painful AI reckoning, and why the ability to say "I don't know" is the most underrated skill in any tech team. Main Topics: How five generations of engineers shaped Eric's entry into tech — and why he became a computer scientist instead Why neurodivergent thinkers find comfort in chaos — and why that's a feature, not a bug, in cybersecurity The AI hype cycle compared to the internet boom and the cloud migration — and what the die-off will look like Why laying off engineers for tokens is a short-term decision with a long-term bill Human in the loop: why the final decision always needs a human, and why that won't change Pattern recognition, nonlinear thinking, and why cybersecurity was built for neurodivergent minds Why asking "why" isn't obstinate — it's how the best leaders actually work What never shows up on Eric's resume: a passion for smart iteration Intriguing Quotes: "A computer can never be held accountable — therefore a computer must never make management decisions." — 1979 IBM training manual, still applies. "Humans are the weakness. We always are. We're the wetware." "Boredom is dangerous." "It took me until five years into my career to realize I needed to stop trying to prove to the world I was smart." "When I was in the worst of crisis — I get weirdly calm." "Baking is science you eat." Key Moments: [02:20] Five generations of engineers in one family — and how learning to debug bad BASIC code on an Altair 8800 in 1976 led Eric into tech. [08:29] Why neurodivergent thinkers thrive in cybersecurity: pattern recognition, nonlinear thinking, and the ability to stay calm when everything is on fire — because for some brains, juggling seven things isn't a crisis, it's just Thursday. [13:02] The AI token reckoning coming: companies replacing engineers with AI are handing SaaS companies the keys. When they can't hire back, they'll realize what they traded away. [20:01] Human judgment still matters most: AI is a tool, not a decision-maker. The 1979 IBM principle still holds — a computer must never make management decisions. [29:45] Why asking "why" is great leadership: Eric spent years asking it as a developer and getting pushback. Now he tells every team member why they're doing what they're doing — because people work better when they understand the direction. [34:00] Lightning round: cybersecurity myth to kill — humans aren't the weakness (they are). AI buzzword to retire — automation. Most underrated leadership trait — be genuine. Notable Resources: Book recommended: Project Hail Mary by Andy Weir Concepts: Human in the loop; wetware vulnerability; AI hype cycle; pattern recognition in cybersecurity; smart iteration Connect with Eric Richardson: LinkedIn: https://www.linkedin.com/in/ericcrichardson/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Eric Richardson on AI, cybersecurity, trust, and neurodiversity — exploring how leaders can build safer, smarter technology systems without losing sight of the people, judgment, and different ways of thinking behind them. Episode Date: May 28th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Eric Richardson has spent 30 years in cybersecurity and AI risk — from programming on an Altair 8800 as a kid to leading compliance for some of the biggest names in tech. He's also openly neurodivergent, and in this conversation he connects those two things directly. He breaks down why humans are always the biggest cybersecurity vulnerability, why companies are setting themselves up for a painful AI reckoning, and why the ability to say "I don't know" is the most underrated skill in any tech team. Main Topics: How five generations of engineers shaped Eric's entry into tech — and why he became a computer scientist instead Why neurodivergent thinkers find comfort in chaos — and why that's a feature, not a bug, in cybersecurity The AI hype cycle compared to the internet boom and the cloud migration — and what the die-off will look like Why laying off engineers for tokens is a short-term decision with a long-term bill Human in the loop: why the final decision always needs a human, and why that won't change Pattern recognition, nonlinear thinking, and why cybersecurity was built for neurodivergent minds Why asking "why" isn't obstinate — it's how the best leaders actually work What never shows up on Eric's resume: a passion for smart iteration Intriguing Quotes: "A computer can never be held accountable — therefore a computer must never make management decisions." — 1979 IBM training manual, still applies. "Humans are the weakness. We always are. We're the wetware." "Boredom is dangerous." "It took me until five years into my career to realize I needed to stop trying to prove to the world I was smart." "When I was in the worst of crisis — I get weirdly calm." "Baking is science you eat." Key Moments: [02:20] Five generations of engineers in one family — and how learning to debug bad BASIC code on an Altair 8800 in 1976 led Eric into tech. [08:29] Why neurodivergent thinkers thrive in cybersecurity: pattern recognition, nonlinear thinking, and the ability to stay calm when everything is on fire — because for some brains, juggling seven things isn't a crisis, it's just Thursday. [13:02] The AI token reckoning coming: companies replacing engineers with AI are handing SaaS companies the keys. When they can't hire back, they'll realize what they traded away. [20:01] Human judgment still matters most: AI is a tool, not a decision-maker. The 1979 IBM principle still holds — a computer must never make management decisions. [29:45] Why asking "why" is great leadership: Eric spent years asking it as a developer and getting pushback. Now he tells every team member why they're doing what they're doing — because people work better when they understand the direction. [34:00] Lightning round: cybersecurity myth to kill — humans aren't the weakness (they are). AI buzzword to retire — automation. Most underrated leadership trait — be genuine. Notable Resources: Book recommended: Project Hail Mary by Andy Weir Concepts: Human in the loop; wetware vulnerability; AI hype cycle; pattern recognition in cybersecurity; smart iteration Connect with Eric Richardson: LinkedIn: https://www.linkedin.com/in/ericcrichardson/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 18 18ebc7d1-c392-47b4-b49b-d2f372c81154 Tue, 14 Jul 2026 15:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-014-where-systems-create-friction-with-craig-isaak-and-dr-ryan-darby-t8VeX3FV Episode 014 — Where Systems Create Friction with Craig Isaak and Dr. Ryan Darby Adam Kleckner 00:41:14 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/ 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/ false full 16 8c5e9af4-aadb-473f-8b4d-deaec80e32a8 Tue, 7 Jul 2026 20:57:11 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-013-great-minds-dont-think-alike-with-laura-anthony-qiruGs95-hxKb7rZj Episode 013 — Great Minds Don't Think Alike with Laura Anthony Adam Kleckner 00:37:00 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 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 false full 17 baa83542-d671-40fb-bcfa-4221afea8364 Tue, 7 Jul 2026 05:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-013-great-minds-dont-think-alike-with-laura-anthony-i7UMivwJ Episode 013 — Great Minds Don't Think Alike with Laura Anthony Adam Kleckner 00:36:58 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/ 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/ false full 15 2063cb72-4066-4a51-9a9d-f831eb0919f7 Tue, 30 Jun 2026 05:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-012-from-the-track-to-the-next-chapter-with-norris-frederick-_KpyAE3G Episode 012 — From the Track to the Next Chapter with Norris Frederick Adam Kleckner 00:36:05 A conversation with Norris Frederick on the transition from professional athlete to entrepreneur, finding identity beyond performance, and using discipline, storytelling, and lived experience to build a life that feels aligned. Episode Date: May 19th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Norris Frederick is a three-time US bronze medalist, former professional long jumper, and one of the most decorated athletes in Washington State history. After 13 years competing at the world's highest level, he walked away — not at the finish line but at a feta cheese moment in Athens. In this conversation he talks about what it actually feels like to leave the only identity you've ever known, why elite athletes confuse focus with depression, and how the discipline of elite sport built the foundation for everything he's building now. Main Topics: How a late bus and a punishment sport became a three-time Olympic bronze medal career Living at the Olympic Training Center ranked number two in the world — with the number three ranked athlete as your roommate Why elite athletes confuse focus with depression The moment in Athens when Norris knew it was over — and got offered a job by Oakley in Bermuda before he even jumped What the corporate world gets wrong about routine, burnout, and going through the motions Why the hardest part of entrepreneurship is people — not skill, not strategy What AI shortcuts are going to cost the next generation of creators Intriguing Quotes: "I wasn't thinking about legacy or reputation. I was thinking about what happens next." "A lot of athletes confuse focus with depression. I didn't know the difference until you pointed it out." "I'd rather fail going 100% than fail being like, I didn't have my whole heart in that." "It was probably the loneliest 13 years of my life — because who could you actually talk to?" "How much work people put into figuring out how to cut corners — when they could have just done the job." "One thing I'm building toward? Happiness." Key Moments: [03:11] How Norris ended up in track: showed up late to the basketball bus, got punished with a spring sport, wore basketball shoes to his first meet, jumped 6'4" in the high jump, and never looked back. [09:31] The depression-versus-focus moment: going home after practice, lights out, watching YouTube videos of other long jumpers until midnight, staring at the ceiling. Adam said he was depressed. Norris said he was focused. Adam was right. [14:43] The loneliness of the highlight reel: 13 years where his life was measured in feet and inches. Nobody saw the hours alone storyboarding. They just saw Instagram and called it inspiring. [24:47] The Athens moment: standing on the runway thinking about feta cheese. Then Bermuda — no spikes, no jersey, all camera gear. Got offered a job by Oakley on the spot. [29:44] What the corporate world can learn from elite sport: people burn out doing the same thing for 20 years the same way athletes burn out. The question is the same — what now? [33:36] Lightning round: transition in one word — motivated. Hardest part of entrepreneurship — people. What athletes won't admit when competition ends — depression. What he's building toward — happiness. Notable Resources: Concepts: Athlete identity transition; elite performance psychology; storytelling as entrepreneurship; discipline carried forward Connect with Norris Frederick: Website: https://www.norrisfrederick.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Norris Frederick on the transition from professional athlete to entrepreneur, finding identity beyond performance, and using discipline, storytelling, and lived experience to build a life that feels aligned. Episode Date: May 19th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Norris Frederick is a three-time US bronze medalist, former professional long jumper, and one of the most decorated athletes in Washington State history. After 13 years competing at the world's highest level, he walked away — not at the finish line but at a feta cheese moment in Athens. In this conversation he talks about what it actually feels like to leave the only identity you've ever known, why elite athletes confuse focus with depression, and how the discipline of elite sport built the foundation for everything he's building now. Main Topics: How a late bus and a punishment sport became a three-time Olympic bronze medal career Living at the Olympic Training Center ranked number two in the world — with the number three ranked athlete as your roommate Why elite athletes confuse focus with depression The moment in Athens when Norris knew it was over — and got offered a job by Oakley in Bermuda before he even jumped What the corporate world gets wrong about routine, burnout, and going through the motions Why the hardest part of entrepreneurship is people — not skill, not strategy What AI shortcuts are going to cost the next generation of creators Intriguing Quotes: "I wasn't thinking about legacy or reputation. I was thinking about what happens next." "A lot of athletes confuse focus with depression. I didn't know the difference until you pointed it out." "I'd rather fail going 100% than fail being like, I didn't have my whole heart in that." "It was probably the loneliest 13 years of my life — because who could you actually talk to?" "How much work people put into figuring out how to cut corners — when they could have just done the job." "One thing I'm building toward? Happiness." Key Moments: [03:11] How Norris ended up in track: showed up late to the basketball bus, got punished with a spring sport, wore basketball shoes to his first meet, jumped 6'4" in the high jump, and never looked back. [09:31] The depression-versus-focus moment: going home after practice, lights out, watching YouTube videos of other long jumpers until midnight, staring at the ceiling. Adam said he was depressed. Norris said he was focused. Adam was right. [14:43] The loneliness of the highlight reel: 13 years where his life was measured in feet and inches. Nobody saw the hours alone storyboarding. They just saw Instagram and called it inspiring. [24:47] The Athens moment: standing on the runway thinking about feta cheese. Then Bermuda — no spikes, no jersey, all camera gear. Got offered a job by Oakley on the spot. [29:44] What the corporate world can learn from elite sport: people burn out doing the same thing for 20 years the same way athletes burn out. The question is the same — what now? [33:36] Lightning round: transition in one word — motivated. Hardest part of entrepreneurship — people. What athletes won't admit when competition ends — depression. What he's building toward — happiness. Notable Resources: Concepts: Athlete identity transition; elite performance psychology; storytelling as entrepreneurship; discipline carried forward Connect with Norris Frederick: Website: https://www.norrisfrederick.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 14 6e203bfd-b6ca-4cd6-be7a-12c5f42fc5e7 Tue, 23 Jun 2026 05:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-011-neuroinclusion-without-the-overcomplications-with-conway-brew-UCLQfeC6 Episode 011 — Neuroinclusion Without the Overcomplications with Conway Brew Adam Kleckner 00:36:12 A conversation with Conway Brew on late autism diagnosis, masking, psychological safety, and why neuroinclusion does not have to be overcomplicated — it starts with better language, stronger leadership, and creating space for people to show up as they are. Episode Date: May 13th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Conway Brew is a healthcare executive who masked his autism for decades before receiving a late diagnosis. What changed wasn't who he was — it was having the language to explain it. In this conversation he breaks down why neuroinclusion doesn't require corporate-level change, why subjective performance metrics quietly push out neurodivergent talent, why panel interviews are everyone's nightmare, and how assuming positive intent changes what your whole team is capable of. Main Topics: What high-functioning masking actually looks like — the exhaustion, the oversharing instinct, the strategic silence Why a late diagnosis only gives you language, not a new identity The language problem in corporate reviews: what is executive presence, really? How to lead neurodivergent people without requiring self-disclosure Why Conway interviews for personality, not skill — and what Richard Branson and SEAL team selection have in common Panel interviews: why they should go, for everyone Assume positive intent — and why it sometimes only lasts until 9am What neuroinclusion actually requires: not corporate programs, better people leaders Intriguing Quotes: "The only thing that changes with a late diagnosis is I now have the language to explain what I'm going through that I didn't have before." "Executive presence — if you ask five executives to explain it, you'll probably get four different answers, maybe five." "I like to hire adults, treat them like adults, and expect adult level work in return." "It's not as hard as you think it is. It doesn't require corporate level change. It just requires better people leaders." "Assume positive intent. Sometimes it only lasts till nine o'clock in the morning, but I try." "I've specked my character all wrong and I can't go back and redo it like I can in a game." Key Moments: [02:09] Why Conway went public: his therapist asked if he had a platform. He did. So he used it — specifically to counter the claim that neurodivergent people can't hold executive roles. [03:41] The mixing board metaphor: autism isn't a linear spectrum. Some dials are at 11, some at zero. If you've met one autistic, you've met one autistic. [11:31] The two things people leaders can do without requiring disclosure: change the language in talent reviews, and make performance metrics actually measurable. [18:36] Conway's leadership philosophy in practice — the team doesn't ask permission for time off, they manage their own deliverables. It takes people a while to believe he means it. [24:09] How Conway interviews: personality over skill, every time. Skills can be trained. If someone blows up the team dynamic, no skill set fixes that. [32:43] Lightning round: one word for how he thinks — root cause. Workplace norm to redesign — going to an office. Remove from performance reviews — anything subjective. One thing leaders overcomplicate about neuroinclusion — everything. Notable Resources: Concepts: Autism as a mixing board not a linear spectrum; masking; executive presence as unmeasurable metric; output-based leadership; psychological safety; assume positive intent Connect with Conway Brew: LinkedIn: https://www.linkedin.com/in/conwaybrew/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Conway Brew on late autism diagnosis, masking, psychological safety, and why neuroinclusion does not have to be overcomplicated — it starts with better language, stronger leadership, and creating space for people to show up as they are. Episode Date: May 13th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Conway Brew is a healthcare executive who masked his autism for decades before receiving a late diagnosis. What changed wasn't who he was — it was having the language to explain it. In this conversation he breaks down why neuroinclusion doesn't require corporate-level change, why subjective performance metrics quietly push out neurodivergent talent, why panel interviews are everyone's nightmare, and how assuming positive intent changes what your whole team is capable of. Main Topics: What high-functioning masking actually looks like — the exhaustion, the oversharing instinct, the strategic silence Why a late diagnosis only gives you language, not a new identity The language problem in corporate reviews: what is executive presence, really? How to lead neurodivergent people without requiring self-disclosure Why Conway interviews for personality, not skill — and what Richard Branson and SEAL team selection have in common Panel interviews: why they should go, for everyone Assume positive intent — and why it sometimes only lasts until 9am What neuroinclusion actually requires: not corporate programs, better people leaders Intriguing Quotes: "The only thing that changes with a late diagnosis is I now have the language to explain what I'm going through that I didn't have before." "Executive presence — if you ask five executives to explain it, you'll probably get four different answers, maybe five." "I like to hire adults, treat them like adults, and expect adult level work in return." "It's not as hard as you think it is. It doesn't require corporate level change. It just requires better people leaders." "Assume positive intent. Sometimes it only lasts till nine o'clock in the morning, but I try." "I've specked my character all wrong and I can't go back and redo it like I can in a game." Key Moments: [02:09] Why Conway went public: his therapist asked if he had a platform. He did. So he used it — specifically to counter the claim that neurodivergent people can't hold executive roles. [03:41] The mixing board metaphor: autism isn't a linear spectrum. Some dials are at 11, some at zero. If you've met one autistic, you've met one autistic. [11:31] The two things people leaders can do without requiring disclosure: change the language in talent reviews, and make performance metrics actually measurable. [18:36] Conway's leadership philosophy in practice — the team doesn't ask permission for time off, they manage their own deliverables. It takes people a while to believe he means it. [24:09] How Conway interviews: personality over skill, every time. Skills can be trained. If someone blows up the team dynamic, no skill set fixes that. [32:43] Lightning round: one word for how he thinks — root cause. Workplace norm to redesign — going to an office. Remove from performance reviews — anything subjective. One thing leaders overcomplicate about neuroinclusion — everything. Notable Resources: Concepts: Autism as a mixing board not a linear spectrum; masking; executive presence as unmeasurable metric; output-based leadership; psychological safety; assume positive intent Connect with Conway Brew: LinkedIn: https://www.linkedin.com/in/conwaybrew/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 13 c6c363f2-1e1c-40c0-b531-6949b529ab5b Tue, 16 Jun 2026 15:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-010-building-opportunity-that-actually-works-with-bob-newman-h5uj8YWq Episode 010 — Building Opportunity That Actually Works with Bob Newman Adam Kleckner 00:43:58 A conversation with Bob Newman on dyslexia, ADHD, accessibility, and why building opportunity that actually works means moving beyond labels, honoring different ways of thinking, and creating environments where people can truly succeed. Episode Date: May 11th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Bob Newman got a theater degree because reading and writing were hard and talking to people felt natural. Twenty years later he's a sales and business development leader, neurodiversity and accessibility advocate, and founder of a business helping parents navigate a neurotypical world after their child gets a diagnosis. In this conversation he breaks down why only 3% of people with a disability disclose it at work, why accessibility is not a disability-specific issue, and why the real cost of not building inclusive systems shows up on your bottom line. Main Topics: How Bob's dyslexia and ADHD shaped a career built on connection, not convention Why context determines whether neurodivergence is a superpower or a struggle The 3% disclosure problem — and why 74% of managers are uncomfortable having the conversation What companies still get wrong about accessibility: assuming no raised hands means no problem Why accessibility isn't disability-specific — 84% of disabilities are acquired during working years The universal design argument: all of us will need accommodation at some point, some of us just get there first What Bob would tell every employer: grade me on the output, not how I get there Why inclusion isn't kumbaya — it hits your bottom line Intriguing Quotes: "Getting the right answer in school isn't alone the right answer. They want to see you did it the way they want you to do it." "Only 3% of people with a disability disclose that to their employer. Three." "Accessibility in the workplace isn't a disability-specific need. All of us want to be accommodated in a way that we can show up as our most authentic selves." "Grade me on the output of my work. Don't grade me on how I do it or where I do it." "We're not advocating for the heck of it. You will have higher returns, more efficient workers. It's going to impact your bottom line." "We are so much more than a little piece of paper." Key Moments: [02:33] Bob's origin: parents who saw brightness in context, not just challenge. A mother who became a guardian angel — making sure he had what he needed when teachers just saw problems to manage. [05:50] The superpower debate settled: in middle school, the last thing Bob wanted was to be different. As an adult, when it started earning him money, it became a power. Context is everything. [09:39] The disclosure gap: 3% disclose, 74% of managers are uncomfortable having the conversation. With 50%+ of Gen Z associating with some form of neurodivergence — the math doesn't add up. [19:43] Devon's science test story: got four wrong out of 200, received a C minus because of spelling. Bob's response: that's what it means to navigate a neurotypical world as a neurodivergent person. [28:49] The universality of accessibility: 84% of disabilities are acquired between 18 and 64. If you're not building for it now, you're building for your future self. [39:35] Why Bob seeks out early-stage startups: the chaos is where he thrives. The day tomorrow won't look like the day yesterday — and that's where he climbs fastest. Notable Resources: Bob's business: helping parents navigate a neurotypical world after a neurodivergent diagnosis — no instruction manual exists, so he's building one Concepts: Universal design; disclosure gap; accessibility as business strategy; hyper-focus; output-based performance Connect with Bob Newman: LinkedIn: https://www.linkedin.com/in/newmanrobertj/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Bob Newman on dyslexia, ADHD, accessibility, and why building opportunity that actually works means moving beyond labels, honoring different ways of thinking, and creating environments where people can truly succeed. Episode Date: May 11th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Bob Newman got a theater degree because reading and writing were hard and talking to people felt natural. Twenty years later he's a sales and business development leader, neurodiversity and accessibility advocate, and founder of a business helping parents navigate a neurotypical world after their child gets a diagnosis. In this conversation he breaks down why only 3% of people with a disability disclose it at work, why accessibility is not a disability-specific issue, and why the real cost of not building inclusive systems shows up on your bottom line. Main Topics: How Bob's dyslexia and ADHD shaped a career built on connection, not convention Why context determines whether neurodivergence is a superpower or a struggle The 3% disclosure problem — and why 74% of managers are uncomfortable having the conversation What companies still get wrong about accessibility: assuming no raised hands means no problem Why accessibility isn't disability-specific — 84% of disabilities are acquired during working years The universal design argument: all of us will need accommodation at some point, some of us just get there first What Bob would tell every employer: grade me on the output, not how I get there Why inclusion isn't kumbaya — it hits your bottom line Intriguing Quotes: "Getting the right answer in school isn't alone the right answer. They want to see you did it the way they want you to do it." "Only 3% of people with a disability disclose that to their employer. Three." "Accessibility in the workplace isn't a disability-specific need. All of us want to be accommodated in a way that we can show up as our most authentic selves." "Grade me on the output of my work. Don't grade me on how I do it or where I do it." "We're not advocating for the heck of it. You will have higher returns, more efficient workers. It's going to impact your bottom line." "We are so much more than a little piece of paper." Key Moments: [02:33] Bob's origin: parents who saw brightness in context, not just challenge. A mother who became a guardian angel — making sure he had what he needed when teachers just saw problems to manage. [05:50] The superpower debate settled: in middle school, the last thing Bob wanted was to be different. As an adult, when it started earning him money, it became a power. Context is everything. [09:39] The disclosure gap: 3% disclose, 74% of managers are uncomfortable having the conversation. With 50%+ of Gen Z associating with some form of neurodivergence — the math doesn't add up. [19:43] Devon's science test story: got four wrong out of 200, received a C minus because of spelling. Bob's response: that's what it means to navigate a neurotypical world as a neurodivergent person. [28:49] The universality of accessibility: 84% of disabilities are acquired between 18 and 64. If you're not building for it now, you're building for your future self. [39:35] Why Bob seeks out early-stage startups: the chaos is where he thrives. The day tomorrow won't look like the day yesterday — and that's where he climbs fastest. Notable Resources: Bob's business: helping parents navigate a neurotypical world after a neurodivergent diagnosis — no instruction manual exists, so he's building one Concepts: Universal design; disclosure gap; accessibility as business strategy; hyper-focus; output-based performance Connect with Bob Newman: LinkedIn: https://www.linkedin.com/in/newmanrobertj/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 12 23c347cb-9d3e-4f55-8451-c410c6f3b2e9 Tue, 9 Jun 2026 21:16:36 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-009-procurement-is-a-people-business-with-tim-harvey-8TTETU9h Episode 009 — Procurement is a People Business with Tim Harvey Adam Kleckner 00:37:45 A conversation with Tim Harvey on why procurement is really about people, collaboration, and trust — and how bringing different voices, stronger communication, and a more human approach can change the way businesses make decisions. Episode Date: May 11th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Tim Harvey stumbled into procurement the same way most people do — by accident. Twenty-plus years later he's Director of Procurement at CompSource Mutual Insurance and one of the clearest voices in the room on why procurement is fundamentally a people business. In this conversation he breaks down why cost is the most overvalued metric in the room, why the same vendors and the same decisions keep producing the same results, and why the most powerful phrase in the English language is "I don't know — but I'll find out." Main Topics: How Tim fell into procurement via a warehouse P card and never looked back Why procurement equals people — contracts, costs, and complexity all come down to relationships The most powerful phrase in business: "I don't know, but I'll find out" Getting younger, more diverse talent into procurement — and why it starts with listening to them first AI as a tool not a replacement — and why empathy is the last thing it will touch The cool kids club problem: same vendors, same decisions, same results What happens when innovation only lives on the product side and never reaches operations What never shows up on Tim's resume but drives everything he does Intriguing Quotes: "If you can read at a third grade level, you can do procurement. In the end, 100% of the time, it comes down to people and relationships." "The most powerful phrase in the English language is I don't know — but I'll find out." "A spreadsheet can only tell part of the story. It doesn't say everything." "I don't want somebody just like me. I've been good enough at being me. I need you to be you. Now we can be a strong team." "Whatever your preconceived notions are, whatever your biases are — put those to the side. Find out what the people want. The only way you'll find out is by asking." "It's underutilized. Underappreciated. I'll say that." Key Moments: [06:12] Tim's core belief: contracts, specs, and complexity all resolve the same way — through people. Communication failure is almost always what caused the problem in the first place. [08:29] What procurement leaders can do to make the process more human: just be honest. "I don't know, but I'll find out" gets you further than any glitz-and-glamour sales pitch. [15:58] The empathy gap in hiring: Tim's experience job hunting after running his own business — automated rejections, silence for weeks, and the very human question of "why don't they like me?" [24:14] The same-vendor trap: complacency, 5% price increases that get signed off without question, and companies too big to fail doing exactly that. [31:47] Lightning round: most overvalued metric — cost. Most undervalued — ROI that doesn't show up on a spreadsheet. Best business lesson from sports or food: cook for the judges, not yourself. [34:10] What's not on Tim's resume: a knack with people, built through hard mistakes over decades. He spent years beating himself up for not being his father. Turns out he was always his mother's child — and she did essentially the same job. Notable Resources: Concepts: Procurement as people strategy; diversity of thought vs. diversity of appearance; culture add vs. culture fit; alignment; ROI beyond cost savings Connect with Tim Harvey: LinkedIn: https://www.linkedin.com/in/timothy-harvey-cscp-lss-65b512153/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Tim Harvey on why procurement is really about people, collaboration, and trust — and how bringing different voices, stronger communication, and a more human approach can change the way businesses make decisions. Episode Date: May 11th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Tim Harvey stumbled into procurement the same way most people do — by accident. Twenty-plus years later he's Director of Procurement at CompSource Mutual Insurance and one of the clearest voices in the room on why procurement is fundamentally a people business. In this conversation he breaks down why cost is the most overvalued metric in the room, why the same vendors and the same decisions keep producing the same results, and why the most powerful phrase in the English language is "I don't know — but I'll find out." Main Topics: How Tim fell into procurement via a warehouse P card and never looked back Why procurement equals people — contracts, costs, and complexity all come down to relationships The most powerful phrase in business: "I don't know, but I'll find out" Getting younger, more diverse talent into procurement — and why it starts with listening to them first AI as a tool not a replacement — and why empathy is the last thing it will touch The cool kids club problem: same vendors, same decisions, same results What happens when innovation only lives on the product side and never reaches operations What never shows up on Tim's resume but drives everything he does Intriguing Quotes: "If you can read at a third grade level, you can do procurement. In the end, 100% of the time, it comes down to people and relationships." "The most powerful phrase in the English language is I don't know — but I'll find out." "A spreadsheet can only tell part of the story. It doesn't say everything." "I don't want somebody just like me. I've been good enough at being me. I need you to be you. Now we can be a strong team." "Whatever your preconceived notions are, whatever your biases are — put those to the side. Find out what the people want. The only way you'll find out is by asking." "It's underutilized. Underappreciated. I'll say that." Key Moments: [06:12] Tim's core belief: contracts, specs, and complexity all resolve the same way — through people. Communication failure is almost always what caused the problem in the first place. [08:29] What procurement leaders can do to make the process more human: just be honest. "I don't know, but I'll find out" gets you further than any glitz-and-glamour sales pitch. [15:58] The empathy gap in hiring: Tim's experience job hunting after running his own business — automated rejections, silence for weeks, and the very human question of "why don't they like me?" [24:14] The same-vendor trap: complacency, 5% price increases that get signed off without question, and companies too big to fail doing exactly that. [31:47] Lightning round: most overvalued metric — cost. Most undervalued — ROI that doesn't show up on a spreadsheet. Best business lesson from sports or food: cook for the judges, not yourself. [34:10] What's not on Tim's resume: a knack with people, built through hard mistakes over decades. He spent years beating himself up for not being his father. Turns out he was always his mother's child — and she did essentially the same job. Notable Resources: Concepts: Procurement as people strategy; diversity of thought vs. diversity of appearance; culture add vs. culture fit; alignment; ROI beyond cost savings Connect with Tim Harvey: LinkedIn: https://www.linkedin.com/in/timothy-harvey-cscp-lss-65b512153/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 11 9adb4ef8-2d5c-4932-b11d-a7d787d5fd89 Tue, 2 Jun 2026 12:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-008-systems-thinking-and-neurodiversity-with-mark-stowitts-pboLSP8j Episode 008 — Systems Thinking and Neurodiversity with Mark Stowitts Adam Kleckner 00:38:12 A conversation with Mark Stowitts on decision intelligence, systems thinking, and how neurodiversity shapes better problem-solving, stronger teams, and more resilient organizations. Episode Date: April 14th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Mark Stowitts spent 80% of his life before age 12 homeless, raised by a self-proclaimed Lithuanian gypsy in a car. He didn't get clinically diagnosed until his 30s. Today he's a fractional CTO for 10 companies, founder of Spectrum Think Tank, and one of the sharpest systems thinkers in the room. In this conversation he breaks down why job descriptions filter out the exact talent companies need, why practical AI application is the only AI conversation worth having, and why neurodivergent people make the best pattern-matching advisors in any organization. Main Topics: Growing up homeless, getting diagnosed in his 30s, and what autism stigma looked like in 1980s Texas The Green Lantern analogy — why neurodivergent superpowers always come with a yellow Why systems reward conformity while marketing cognitive diversity How Spectrum Think Tank works: stop defining the role, define the goal The FastAPI hiring disaster — listing tool names instead of skills filters out the people who built the tools The Boeing dilemma: can you hire a person and their AI as a package deal? Empathy as structural advantage — why neurodivergent pattern recognition is the best organizational listening system Snake Wrangling at Microsoft — what real inclusion looks like in practice Intriguing Quotes: "You can do anything — unless it's yellow. That to me is the quintessential conversation around neurodivergent superpowers." "Stop listing Python skills. Find me someone with seven to ten years of SQL. They'll learn Python in a month." "The creator of FastAPI couldn't apply for a job requiring three years of FastAPI. He didn't create it until 18 months ago." "It's a spectrum. Everybody's on it. It's a wave." "Neurodivergent people are more in tune to where friction isn't occurring — and when it occurs too easily, they question it." "Real inclusion. Not the buzzword. Real inclusion." Key Moments: [01:42] Mark's origin story: 80% of childhood homeless, raised on the road. No diagnosis until his 30s. First reaction when told he was autistic: "I'm not autistic." It took months and the right evaluators to get there. [04:13] The Green Lantern analogy — indestructible will and imagination, except for yellow. Corporate environments repeat the same pattern: you can do anything, unless it's politics. [13:50] Spectrum Think Tank's model — stop asking what role you need, start with what you're trying to accomplish. A retired mailman, a pit crew chief, and an Army supply officer all became great taxonomy experts. [23:55] The job description problem: three years of experience doesn't indicate success. Poking a dead body every day doesn't make you an autopsy expert. [31:06] What never shows on the resume: empathy for the holistic structure — sensing friction across departments before anyone else does, and questioning when things run too smoothly. [34:11] Snake Wrangling at Microsoft — data hygiene made fun with wanted posters and rubber snakes, until two people raised snakes. Mark's response: rename it and apologise. That's real inclusion. Notable Resources: Spectrum Think Tank — neurodivergent talent and solutions community Concepts: Decision intelligence; systems thinking; practical AI application; four-dimensional thinking; pattern recognition Connect with Mark Stowitts: LinkedIn: https://www.linkedin.com/in/markstowitts/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Mark Stowitts on decision intelligence, systems thinking, and how neurodiversity shapes better problem-solving, stronger teams, and more resilient organizations. Episode Date: April 14th Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Mark Stowitts spent 80% of his life before age 12 homeless, raised by a self-proclaimed Lithuanian gypsy in a car. He didn't get clinically diagnosed until his 30s. Today he's a fractional CTO for 10 companies, founder of Spectrum Think Tank, and one of the sharpest systems thinkers in the room. In this conversation he breaks down why job descriptions filter out the exact talent companies need, why practical AI application is the only AI conversation worth having, and why neurodivergent people make the best pattern-matching advisors in any organization. Main Topics: Growing up homeless, getting diagnosed in his 30s, and what autism stigma looked like in 1980s Texas The Green Lantern analogy — why neurodivergent superpowers always come with a yellow Why systems reward conformity while marketing cognitive diversity How Spectrum Think Tank works: stop defining the role, define the goal The FastAPI hiring disaster — listing tool names instead of skills filters out the people who built the tools The Boeing dilemma: can you hire a person and their AI as a package deal? Empathy as structural advantage — why neurodivergent pattern recognition is the best organizational listening system Snake Wrangling at Microsoft — what real inclusion looks like in practice Intriguing Quotes: "You can do anything — unless it's yellow. That to me is the quintessential conversation around neurodivergent superpowers." "Stop listing Python skills. Find me someone with seven to ten years of SQL. They'll learn Python in a month." "The creator of FastAPI couldn't apply for a job requiring three years of FastAPI. He didn't create it until 18 months ago." "It's a spectrum. Everybody's on it. It's a wave." "Neurodivergent people are more in tune to where friction isn't occurring — and when it occurs too easily, they question it." "Real inclusion. Not the buzzword. Real inclusion." Key Moments: [01:42] Mark's origin story: 80% of childhood homeless, raised on the road. No diagnosis until his 30s. First reaction when told he was autistic: "I'm not autistic." It took months and the right evaluators to get there. [04:13] The Green Lantern analogy — indestructible will and imagination, except for yellow. Corporate environments repeat the same pattern: you can do anything, unless it's politics. [13:50] Spectrum Think Tank's model — stop asking what role you need, start with what you're trying to accomplish. A retired mailman, a pit crew chief, and an Army supply officer all became great taxonomy experts. [23:55] The job description problem: three years of experience doesn't indicate success. Poking a dead body every day doesn't make you an autopsy expert. [31:06] What never shows on the resume: empathy for the holistic structure — sensing friction across departments before anyone else does, and questioning when things run too smoothly. [34:11] Snake Wrangling at Microsoft — data hygiene made fun with wanted posters and rubber snakes, until two people raised snakes. Mark's response: rename it and apologise. That's real inclusion. Notable Resources: Spectrum Think Tank — neurodivergent talent and solutions community Concepts: Decision intelligence; systems thinking; practical AI application; four-dimensional thinking; pattern recognition Connect with Mark Stowitts: LinkedIn: https://www.linkedin.com/in/markstowitts/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 10 6c0d2efe-7996-4956-9918-045cd67ca1b2 Tue, 26 May 2026 12:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-007-building-better-developer-experiences-with-chris-riley-aLiTlsLl Episode 007 — Building Better Developer Experiences with Chris Riley Adam Kleckner 00:38:29 A conversation with Chris Riley on building better developer experiences, navigating tech as a neurodivergent professional, and why creating space for different ways of thinking unlocks stronger teams and better software. Episode Date: April 3rd Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Chris Riley has spent nearly two decades in developer relations — from running an IT consultancy in high school to senior manager of Developer Relations at HubSpot. He's also openly neurodivergent: dyslexic, ADHD, and ASD. In this conversation he gets into what awareness of your own neurodivergence actually unlocks, why the superpower narrative misses the struggle, how AI is both a tool for access and a dopamine trap, and why nobody gets to dictate how someone else is productive. Main Topics: How Chris accidentally found his career home in developer advocacy — and why it suited a brain that was good at everything but nothing completely Dyslexia, ADHD, and ASD: what awareness changes and what it doesn't fix Why the superpower narrative around neurodivergence doesn't tell the whole story How Chris builds psychological safety as a manager — transparency, self-deprecation, and sharing his own performance reviews AI as access tool and addiction risk — both sides of the coin for neurodivergent professionals Context engineering and why neurodivergent minds may have a unique edge in the AI era Why you can't dictate how people are productive — and what outcome-focused leadership looks like The emotional health piece nobody wants to talk about Intriguing Quotes: "You can't dictate how people are productive." "If your brain's telling you you're done, you're done." "I never wanted to use my disabilities as an excuse. I just seek awareness so somebody might pause and think twice." "I don't think I could have done it without many years of discomfort. Me 20 years ago would not even be capable of being near the manager I am today." "You could be masking and not even know you're masking." "If you're truly going to leverage the superpower part of it, they have to be a part of the conversation. You don't tell them — here's how I help you." Key Moments: [09:42] What awareness actually changes — when you don't know, it's nothing but a problem. When you do, you can start to lean into the benefits and communicate what you need. [13:52] The performance review moment: Chris's employee almost quit because she thought he wasn't listening on Zoom. Then she realised he'd absorbed everything and more. The gap between how we appear and what's actually happening. [16:40] How Chris builds safe spaces as a manager — sharing his own performance reviews, poking fun at himself, and making clear there are other avenues to give feedback about him directly. [22:33] The AI opportunity for neurodivergent thinkers: context engineering rewards creativity and pattern recognition. But the dopamine loop is real — no delay means no stopping. [29:00] The productivity myth: outcomes are what matter. If you've decided to hire somebody, you've said you believe in them. Stop dictating when and how they work. [34:00] Advice for neurodivergent professionals early in their career: you may be masking and not even know it. And address the emotional health piece — the tips and tricks don't cover that part. Notable Resources: Concepts: Developer advocacy; context engineering; ASD Level 2 sensory avoidance; rejection sensitivity; masking; outcome-focused leadership Connect with Chris Riley: LinkedIn: https://www.linkedin.com/in/devrel/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Chris Riley on building better developer experiences, navigating tech as a neurodivergent professional, and why creating space for different ways of thinking unlocks stronger teams and better software. Episode Date: April 3rd Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Chris Riley has spent nearly two decades in developer relations — from running an IT consultancy in high school to senior manager of Developer Relations at HubSpot. He's also openly neurodivergent: dyslexic, ADHD, and ASD. In this conversation he gets into what awareness of your own neurodivergence actually unlocks, why the superpower narrative misses the struggle, how AI is both a tool for access and a dopamine trap, and why nobody gets to dictate how someone else is productive. Main Topics: How Chris accidentally found his career home in developer advocacy — and why it suited a brain that was good at everything but nothing completely Dyslexia, ADHD, and ASD: what awareness changes and what it doesn't fix Why the superpower narrative around neurodivergence doesn't tell the whole story How Chris builds psychological safety as a manager — transparency, self-deprecation, and sharing his own performance reviews AI as access tool and addiction risk — both sides of the coin for neurodivergent professionals Context engineering and why neurodivergent minds may have a unique edge in the AI era Why you can't dictate how people are productive — and what outcome-focused leadership looks like The emotional health piece nobody wants to talk about Intriguing Quotes: "You can't dictate how people are productive." "If your brain's telling you you're done, you're done." "I never wanted to use my disabilities as an excuse. I just seek awareness so somebody might pause and think twice." "I don't think I could have done it without many years of discomfort. Me 20 years ago would not even be capable of being near the manager I am today." "You could be masking and not even know you're masking." "If you're truly going to leverage the superpower part of it, they have to be a part of the conversation. You don't tell them — here's how I help you." Key Moments: [09:42] What awareness actually changes — when you don't know, it's nothing but a problem. When you do, you can start to lean into the benefits and communicate what you need. [13:52] The performance review moment: Chris's employee almost quit because she thought he wasn't listening on Zoom. Then she realised he'd absorbed everything and more. The gap between how we appear and what's actually happening. [16:40] How Chris builds safe spaces as a manager — sharing his own performance reviews, poking fun at himself, and making clear there are other avenues to give feedback about him directly. [22:33] The AI opportunity for neurodivergent thinkers: context engineering rewards creativity and pattern recognition. But the dopamine loop is real — no delay means no stopping. [29:00] The productivity myth: outcomes are what matter. If you've decided to hire somebody, you've said you believe in them. Stop dictating when and how they work. [34:00] Advice for neurodivergent professionals early in their career: you may be masking and not even know it. And address the emotional health piece — the tips and tricks don't cover that part. Notable Resources: Concepts: Developer advocacy; context engineering; ASD Level 2 sensory avoidance; rejection sensitivity; masking; outcome-focused leadership Connect with Chris Riley: LinkedIn: https://www.linkedin.com/in/devrel/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 9 5dd89661-8be0-496c-a817-6676c85c0633 Tue, 19 May 2026 12:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-006-leadership-as-a-rhythm-with-karlton-butts-hV2cyPvf Episode 006 — Leadership as a Rhythm with Karlton Butts Adam Kleckner 00:29:18 A conversation with Karlton Butts on leadership as a rhythm, aligning people and performance, and why understanding how individuals think and collaborate is the key to building high-performing, resilient teams. Episode Date: April 2nd Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Karlton Butts spent his early life chasing music — choir, guitar, bands, stages. He never became a rock star, but everything he learned about bands became the foundation for how he thinks about leadership. In this conversation he breaks down why alignment is the starting point for every high-performing team, why hiring smart people isn't enough if nobody's conducting, and why culture is something you feel — not something you put on a policy document. Main Topics: How Karlton's journey from music to engineering to law to consulting shaped a unique lens on leadership Why a band is the perfect metaphor for how teams actually work — and what most companies miss The difference between alignment and agreement — and why one creates rhythm and one creates noise What happens when a team becomes too in sync and everyone starts thinking like the boss How leaders can spot when a team is out of rhythm — and how to correct it fast Why culture is felt, not mandated — and how leadership behaviour is the real culture signal The danger of defensive leaders who accidentally shut down the voices they need most Karlton's book: The Soundtrack of Leadership Intriguing Quotes: "You can put a bunch of smart people in a room, but it doesn't mean you're going to optimise the result." "Culture is something you feel. It's not something that's mandated or put on paper in a policy." "Do as I say, not as I do — that can absolutely affect culture very negatively." "You still need a conductor at the front of that orchestra to make sure they all play in sync." "Always be intentional — because the results are absolutely worth the journey." "If you can't connect with others to make the collective team better, that can hinder not only your growth but the growth of the team." Key Moments: [04:39] The band-to-business translation: alignment, communication, collaboration. Everyone knows the song, knows their role, knows when to come in. When something's off, you hear it and correct it fast. [09:44] The practice insight: sports teams and bands rehearse constantly — but corporate teams are expected to just click from day one. Treating daily work like practice changes everything. [13:07] What happens when teams think too much alike — people stop bringing their expertise and start guessing what the boss wants. You hired them for their thinking. Let them use it. [19:48] The monthly meeting trap: leader gives one chance a month to speak up, in a room full of peers, then checks the box when nobody does. Psychological safety can't be scheduled. [24:19] Lightning round: myth to kill — smart people perform without a conductor. Most overcomplicated thing — alignment. Most underrated team trait — clarity. One word for great leadership — respect. Notable Resources: The Soundtrack of Leadership by Karlton Butts: https://thesoundtrackofleadershipbook.com/ Audiobook coming soon Connect with Karlton Butts: LinkedIn: https://www.linkedin.com/in/karltonbutts/ Book: https://thesoundtrackofleadershipbook.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Karlton Butts on leadership as a rhythm, aligning people and performance, and why understanding how individuals think and collaborate is the key to building high-performing, resilient teams. Episode Date: April 2nd Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Karlton Butts spent his early life chasing music — choir, guitar, bands, stages. He never became a rock star, but everything he learned about bands became the foundation for how he thinks about leadership. In this conversation he breaks down why alignment is the starting point for every high-performing team, why hiring smart people isn't enough if nobody's conducting, and why culture is something you feel — not something you put on a policy document. Main Topics: How Karlton's journey from music to engineering to law to consulting shaped a unique lens on leadership Why a band is the perfect metaphor for how teams actually work — and what most companies miss The difference between alignment and agreement — and why one creates rhythm and one creates noise What happens when a team becomes too in sync and everyone starts thinking like the boss How leaders can spot when a team is out of rhythm — and how to correct it fast Why culture is felt, not mandated — and how leadership behaviour is the real culture signal The danger of defensive leaders who accidentally shut down the voices they need most Karlton's book: The Soundtrack of Leadership Intriguing Quotes: "You can put a bunch of smart people in a room, but it doesn't mean you're going to optimise the result." "Culture is something you feel. It's not something that's mandated or put on paper in a policy." "Do as I say, not as I do — that can absolutely affect culture very negatively." "You still need a conductor at the front of that orchestra to make sure they all play in sync." "Always be intentional — because the results are absolutely worth the journey." "If you can't connect with others to make the collective team better, that can hinder not only your growth but the growth of the team." Key Moments: [04:39] The band-to-business translation: alignment, communication, collaboration. Everyone knows the song, knows their role, knows when to come in. When something's off, you hear it and correct it fast. [09:44] The practice insight: sports teams and bands rehearse constantly — but corporate teams are expected to just click from day one. Treating daily work like practice changes everything. [13:07] What happens when teams think too much alike — people stop bringing their expertise and start guessing what the boss wants. You hired them for their thinking. Let them use it. [19:48] The monthly meeting trap: leader gives one chance a month to speak up, in a room full of peers, then checks the box when nobody does. Psychological safety can't be scheduled. [24:19] Lightning round: myth to kill — smart people perform without a conductor. Most overcomplicated thing — alignment. Most underrated team trait — clarity. One word for great leadership — respect. Notable Resources: The Soundtrack of Leadership by Karlton Butts: https://thesoundtrackofleadershipbook.com/ Audiobook coming soon Connect with Karlton Butts: LinkedIn: https://www.linkedin.com/in/karltonbutts/ Book: https://thesoundtrackofleadershipbook.com/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 8 49255926-f46d-4380-8383-c38002036b4c Tue, 12 May 2026 12:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-005-leading-with-empathy-with-brandon-oliver-i95qe6lN Episode 005 — Leading With Empathy with Brandon Oliver Adam Kleckner 00:34:39 A conversation with Brandon Oliver on leading with empathy in tech, embracing neurodiversity beyond labels, and how different ways of thinking can unlock stronger teams, better systems, and more human workplaces. Episode Date: March 27th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Brandon Oliver is a tech leader, ERG leader, and dad of three who was diagnosed as autistic later in life. In this conversation he unpacks what that late diagnosis meant — the recontextualising, the trauma piece, the relief — and how it reshaped how he shows up as a leader. He makes the case for psychological safety over checkboxes, calls out the superpower myth, and explains why assuming positive intent is the most underused leadership tool in the room. Main Topics: Neurodiversity vs. neurodivergence — why the distinction matters more than most companies realise Brandon's late autism diagnosis and what recontextualising your entire life actually feels like Why the superpower narrative around neurodivergence can cause just as much harm as the stigma How psychological safety unlocks innovation — but only when paired with real guidance Leading without requiring self-disclosure — and why assume positive intent changes everything The ROI of simple workplace adjustments companies keep making employees fight for ERGs as a checkbox — and why you can't policy your way into inclusion What Brandon would never put on his resume but can't imagine living without Intriguing Quotes: "When you bring psychological safety to the table, you give people the opportunity to figure out how to show up." "Assume positive intent. We're modelling our systems off an assumption of abuse." "It has to be embedded in the culture. If it's treated as a separate thing, it will come across as an afterthought." "Not every person can bring the same energy just because they're neurodivergent. The superpower culture can be a real problem." "I work very, very hard to bring the best version of myself to what I do. I gotta be honest, I'm tired." "Be the adult that you needed as a kid." Key Moments: [06:34] Brandon's late diagnosis story — growing up masking everything, then sitting in a car with his wife and saying cold: "Do you think maybe I might be on the spectrum?" Her answer: "That checks out." [08:28] The trauma piece nobody talks about: recontextualising your entire life as an adult. Rejection sensitivity dysmorphia. Looking back and realising you weren't a horrible person — your brain just worked differently. [12:23] How the diagnosis reshaped Brandon's leadership — moving from "run the be-like-other-leaders.exe" to meeting people where they are, providing questions in advance, and leading with empathy over process. [20:48] The superpower myth called out directly — neurodivergence is not a guarantee of innovation. Unmanaged, unguided, it can cause just as many problems as it solves. Support and guidance first. [26:36] Assume positive intent — and stop making people fight for a standing desk with doctor's notes and forms. The ROI of simple adjustments is enormous. The cost of making people prove they need them is higher. [30:58] Rapid fire: misconception to kill — giftedness. What companies miss — removing barriers reveals people who were struggling invisibly. Inclusion policy most gotten wrong — ERGs as a checkbox. Notable Resources: Concepts: Neurodiversity vs. neurodivergence; rejection sensitivity dysmorphia; psychological safety; ERGs; neurodivergent burnout; universal design Connect with Brandon Oliver: LinkedIn: https://www.linkedin.com/in/brandon-oliver-a781b715/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Brandon Oliver on leading with empathy in tech, embracing neurodiversity beyond labels, and how different ways of thinking can unlock stronger teams, better systems, and more human workplaces. Episode Date: March 27th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech) Summary: Brandon Oliver is a tech leader, ERG leader, and dad of three who was diagnosed as autistic later in life. In this conversation he unpacks what that late diagnosis meant — the recontextualising, the trauma piece, the relief — and how it reshaped how he shows up as a leader. He makes the case for psychological safety over checkboxes, calls out the superpower myth, and explains why assuming positive intent is the most underused leadership tool in the room. Main Topics: Neurodiversity vs. neurodivergence — why the distinction matters more than most companies realise Brandon's late autism diagnosis and what recontextualising your entire life actually feels like Why the superpower narrative around neurodivergence can cause just as much harm as the stigma How psychological safety unlocks innovation — but only when paired with real guidance Leading without requiring self-disclosure — and why assume positive intent changes everything The ROI of simple workplace adjustments companies keep making employees fight for ERGs as a checkbox — and why you can't policy your way into inclusion What Brandon would never put on his resume but can't imagine living without Intriguing Quotes: "When you bring psychological safety to the table, you give people the opportunity to figure out how to show up." "Assume positive intent. We're modelling our systems off an assumption of abuse." "It has to be embedded in the culture. If it's treated as a separate thing, it will come across as an afterthought." "Not every person can bring the same energy just because they're neurodivergent. The superpower culture can be a real problem." "I work very, very hard to bring the best version of myself to what I do. I gotta be honest, I'm tired." "Be the adult that you needed as a kid." Key Moments: [06:34] Brandon's late diagnosis story — growing up masking everything, then sitting in a car with his wife and saying cold: "Do you think maybe I might be on the spectrum?" Her answer: "That checks out." [08:28] The trauma piece nobody talks about: recontextualising your entire life as an adult. Rejection sensitivity dysmorphia. Looking back and realising you weren't a horrible person — your brain just worked differently. [12:23] How the diagnosis reshaped Brandon's leadership — moving from "run the be-like-other-leaders.exe" to meeting people where they are, providing questions in advance, and leading with empathy over process. [20:48] The superpower myth called out directly — neurodivergence is not a guarantee of innovation. Unmanaged, unguided, it can cause just as many problems as it solves. Support and guidance first. [26:36] Assume positive intent — and stop making people fight for a standing desk with doctor's notes and forms. The ROI of simple adjustments is enormous. The cost of making people prove they need them is higher. [30:58] Rapid fire: misconception to kill — giftedness. What companies miss — removing barriers reveals people who were struggling invisibly. Inclusion policy most gotten wrong — ERGs as a checkbox. Notable Resources: Concepts: Neurodiversity vs. neurodivergence; rejection sensitivity dysmorphia; psychological safety; ERGs; neurodivergent burnout; universal design Connect with Brandon Oliver: LinkedIn: https://www.linkedin.com/in/brandon-oliver-a781b715/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 7 4ef6d4ce-bc43-4e82-8d10-fd5e91acc778 Wed, 6 May 2026 12:30:21 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-004-ai-taste-and-the-future-of-hiring-with-jason-miller-mTrSTqMS Episode 004 — AI, Taste, and the Future of Hiring with Jason Miller Adam Kleckner 00:32:55 A conversation with Jason Miller on the future of recruiting at the intersection of AI and humanity — and how the real opportunity isn't replacing people, but amplifying how they think, create, and connect. Episode Date: March 16th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Jason Miller started out wanting to be a sports agent. A Y2K-era panic and an internship at a recruiting firm changed everything. Twenty-five years later he's head of people intelligence and AI at Natara, co-founder of PromptMates, and running Dadvocates — an organisation for fathers of neurodivergent kids. In this conversation he breaks down why AI slop is flooding the recruiting market, why taste and empathy will be the last things automated, and why work trials might be the most underrated hiring tool nobody's using. Main Topics: How Jason accidentally became a recruiter instead of a sports agent — and why he never left Why recruiting is the profession of misfit toys — and why that's a strength The AI slop problem: why most recruiting tools solve the wrong problem What human skills become most valuable when AI takes over the analytical work The OCEAN framework and how personality type will shape future hiring The Klarna case study — what happens when you replace empathy with efficiency Work trials as the most underrated hiring tool in the market Why resumes are content — and content is now basically free Universal design and why building for the edges benefits everyone Intriguing Quotes: "The last thing that's ever going to be automated is taste." "I became a sports agent for computer geeks and it just sort of stuck." "More interviews do not automatically lead to better hiring decisions." "I really genuinely like to leave relationships better than I find them." "Automated sourcing is not going to save the world." "The failure was purely — you can't have lesson without now." Key Moments: [03:58] Why Jason stays in recruiting: very few jobs give you both human impact and business impact at the same time. Getting the right person into a company can change its trajectory entirely. [07:05] Jason on neurodiversity — as a parent of neurodivergent kids and founder of Dadvocates, different thinking, done right, is an advantage not a liability. [12:24] The AI slop problem: most recruiting tools are built by engineers solving their own frustrations, not recruiters solving real problems. The best AI solves your paper cuts — freeing you up for the human work only you can do. [17:05] The Klarna cautionary tale — CEO replaces customer service with AI, saves $60M, loses a third of customers. Empathy can't be automated. He hired everyone back. [19:56] Work trials: let people show what they can do instead of talk about what they can do. Jason road-tested it himself — figured out on day three it wasn't the right fit. Saved them both a lot of pain. [29:47] Rapid fire: overrated trend — automated sourcing. Underrated trend — work trials. One AI tool every recruiter should use — your LLM of choice, as a thought partner, not just an email polisher. Notable Resources: PromptMates: https://www.promptmates.ai Dadvocates — organisation for fathers and male caregivers of neurodivergent kids OCEAN personality framework (Openness, Conscientiousness, Empathy, Adaptability, Neurology) Klarna AI case study DuckDuckGo's paid work trial interview process Connect with Jason Miller: LinkedIn: https://www.linkedin.com/in/jason4linked/ PromptMates: https://www.promptmates.ai Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ A conversation with Jason Miller on the future of recruiting at the intersection of AI and humanity — and how the real opportunity isn't replacing people, but amplifying how they think, create, and connect. Episode Date: March 16th Host: Tia Kleckner (CEO at LinkTech), Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Jason Miller started out wanting to be a sports agent. A Y2K-era panic and an internship at a recruiting firm changed everything. Twenty-five years later he's head of people intelligence and AI at Natara, co-founder of PromptMates, and running Dadvocates — an organisation for fathers of neurodivergent kids. In this conversation he breaks down why AI slop is flooding the recruiting market, why taste and empathy will be the last things automated, and why work trials might be the most underrated hiring tool nobody's using. Main Topics: How Jason accidentally became a recruiter instead of a sports agent — and why he never left Why recruiting is the profession of misfit toys — and why that's a strength The AI slop problem: why most recruiting tools solve the wrong problem What human skills become most valuable when AI takes over the analytical work The OCEAN framework and how personality type will shape future hiring The Klarna case study — what happens when you replace empathy with efficiency Work trials as the most underrated hiring tool in the market Why resumes are content — and content is now basically free Universal design and why building for the edges benefits everyone Intriguing Quotes: "The last thing that's ever going to be automated is taste." "I became a sports agent for computer geeks and it just sort of stuck." "More interviews do not automatically lead to better hiring decisions." "I really genuinely like to leave relationships better than I find them." "Automated sourcing is not going to save the world." "The failure was purely — you can't have lesson without now." Key Moments: [03:58] Why Jason stays in recruiting: very few jobs give you both human impact and business impact at the same time. Getting the right person into a company can change its trajectory entirely. [07:05] Jason on neurodiversity — as a parent of neurodivergent kids and founder of Dadvocates, different thinking, done right, is an advantage not a liability. [12:24] The AI slop problem: most recruiting tools are built by engineers solving their own frustrations, not recruiters solving real problems. The best AI solves your paper cuts — freeing you up for the human work only you can do. [17:05] The Klarna cautionary tale — CEO replaces customer service with AI, saves $60M, loses a third of customers. Empathy can't be automated. He hired everyone back. [19:56] Work trials: let people show what they can do instead of talk about what they can do. Jason road-tested it himself — figured out on day three it wasn't the right fit. Saved them both a lot of pain. [29:47] Rapid fire: overrated trend — automated sourcing. Underrated trend — work trials. One AI tool every recruiter should use — your LLM of choice, as a thought partner, not just an email polisher. Notable Resources: PromptMates: https://www.promptmates.ai Dadvocates — organisation for fathers and male caregivers of neurodivergent kids OCEAN personality framework (Openness, Conscientiousness, Empathy, Adaptability, Neurology) Klarna AI case study DuckDuckGo's paid work trial interview process Connect with Jason Miller: LinkedIn: https://www.linkedin.com/in/jason4linked/ PromptMates: https://www.promptmates.ai Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/ false full 6 295c00c7-08b7-4b22-9d8d-9ddc710e7012 Sat, 2 May 2026 22:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-003-building-human-centered-workplaces-with-erica-woods-dt0_W0zC-IBHgAIt_ Episode 003 — Building Human-Centered Workplaces with Erica Woods Adam Kleckner 00:34:46 Description: A conversation with Erica Woods on what it really means to build human-centered workplaces — moving beyond systems and into empathy, lived experience, and how people actually show up at work. Episode Date: March 9th Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Erica Woods has spent 25 years in HR refusing to do it the way everyone else does. She makes the case that diversity programs are one of the most damaging things a company can do — when diversity is treated as a program instead of a foundation. She breaks down what true inclusion looks like, why leaders need to stop waiting for permission, and why the most important thing about a person never shows up on a resume. Main Topics: Why diversity programs harm culture when treated as a bolt-on What true inclusion looks like — and why it's different for every organisation Diversity of appearance vs. diversity of thought Why HR has quietly become policy resources instead of human resources Why leaders need to stop waiting for permission to advocate for their people What every employee wishes their leader understood Intriguing Quotes: "Diversity needs to be part of the structure. It's not a program." "Humans are going to do humans. If you're frustrated by that, you'll be frustrated all day every day." "The policies are static. Every human thing is case by case." "We've got to stop waiting for permission." "Every single human has a spark of something that is theirs to give to the planet." Key Moments: [05:14] The controversial take: diversity programs harm culture. Diversity has to be foundational — not bolted on as a program or ERG. [13:33] The tech industry shifted the rules on engineers mid-career and then got mad they didn't keep up. [15:56] Leaders have to show up authentically first. Erica's standard: tell me who you are so I can help you. [34:11] What's not on Erica's resume: the belief that every single person came with a spark of something that is theirs to give to the planet. Notable Resources: Concepts: Culture add vs. culture fit; cognitive diversity; neurodiversity at work; ERGs Connect with Erica Woods: LinkedIn: https://www.linkedin.com/in/eywoods/ Special Announcements: Erica will be back. Adam promised it on air. Description: A conversation with Erica Woods on what it really means to build human-centered workplaces — moving beyond systems and into empathy, lived experience, and how people actually show up at work. Episode Date: March 9th Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Erica Woods has spent 25 years in HR refusing to do it the way everyone else does. She makes the case that diversity programs are one of the most damaging things a company can do — when diversity is treated as a program instead of a foundation. She breaks down what true inclusion looks like, why leaders need to stop waiting for permission, and why the most important thing about a person never shows up on a resume. Main Topics: Why diversity programs harm culture when treated as a bolt-on What true inclusion looks like — and why it's different for every organisation Diversity of appearance vs. diversity of thought Why HR has quietly become policy resources instead of human resources Why leaders need to stop waiting for permission to advocate for their people What every employee wishes their leader understood Intriguing Quotes: "Diversity needs to be part of the structure. It's not a program." "Humans are going to do humans. If you're frustrated by that, you'll be frustrated all day every day." "The policies are static. Every human thing is case by case." "We've got to stop waiting for permission." "Every single human has a spark of something that is theirs to give to the planet." Key Moments: [05:14] The controversial take: diversity programs harm culture. Diversity has to be foundational — not bolted on as a program or ERG. [13:33] The tech industry shifted the rules on engineers mid-career and then got mad they didn't keep up. [15:56] Leaders have to show up authentically first. Erica's standard: tell me who you are so I can help you. [34:11] What's not on Erica's resume: the belief that every single person came with a spark of something that is theirs to give to the planet. Notable Resources: Concepts: Culture add vs. culture fit; cognitive diversity; neurodiversity at work; ERGs Connect with Erica Woods: LinkedIn: https://www.linkedin.com/in/eywoods/ Special Announcements: Erica will be back. Adam promised it on air. false full 5 4e11bda7-e865-4ebd-afa6-2841777c4385 Thu, 30 Apr 2026 22:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-002-breaking-the-hiring-machine-with-eric-osterhout-LvZgUk3Y Episode 002 — Breaking the Hiring Machine with Eric Osterhout Adam Kleckner 00:30:37 Description: A conversation with Eric Osterhout on the evolving world of contingent workforce strategy — where systems, speed, and structure intersect with real human impact, and why getting it right matters more than ever. Episode Date: March 6th Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Eric Osterhout has spent nearly 20 years inside the systems that control how companies hire. He breaks down why skills-based hiring is still more buzzword than reality, why the obsession with degrees and tools is locking out the best talent, and why remote work remains the most underrated strategy in the workforce today. Main Topics: Why people are not like paperclips — and why hiring keeps treating them that way Skills vs. strengths — and why most processes only measure one Why corporate recruiters have become order-takers Tools-based hiring vs. skills-based hiring — AI is making this more urgent The case for remote work as the most underrated talent strategy Why advanced degrees are the most overrated credential in the workforce Intriguing Quotes: "Skills-based hiring is still more buzzword than reality." "You have to have the wisdom to know the difference between what the AI output is and the reality." "Can we get away from the ridiculous educational requirements that don't really matter anymore?" "I'm kind of an acquired taste. People either get me right off the bat or it takes time." Key Moments: [07:14] The James story — one question from a mentor changed how Eric reads people forever. [12:34] Why skills-based hiring is broken: untrained hiring managers and ATSs filtering out great candidates before a human sees them. [18:36] Adam's key distinction — we're not doing skills-based hiring, we're doing tools-based hiring. Tia adds: there's a difference between skill and strength. [26:44] Remote work is the most underrated trend. COVID proved the model. Retreating from it is a mistake. Notable Resources: Eric Osterhout on Spotify — search his name, save his tracks (listen to: Stillness Before the Rain) Concepts: ATS, VMS, MSP programs, Total Talent Management Connect with Eric Osterhout: LinkedIn: https://www.linkedin.com/in/ericosterhoutcwm/ Spotify: Search "Eric Osterhout" Special Announcements: The Human Advantage Podcast continues its mission of bringing different perspectives together — people who aren't traditionally in the same room, talking about what actually matters. Description: A conversation with Eric Osterhout on the evolving world of contingent workforce strategy — where systems, speed, and structure intersect with real human impact, and why getting it right matters more than ever. Episode Date: March 6th Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Eric Osterhout has spent nearly 20 years inside the systems that control how companies hire. He breaks down why skills-based hiring is still more buzzword than reality, why the obsession with degrees and tools is locking out the best talent, and why remote work remains the most underrated strategy in the workforce today. Main Topics: Why people are not like paperclips — and why hiring keeps treating them that way Skills vs. strengths — and why most processes only measure one Why corporate recruiters have become order-takers Tools-based hiring vs. skills-based hiring — AI is making this more urgent The case for remote work as the most underrated talent strategy Why advanced degrees are the most overrated credential in the workforce Intriguing Quotes: "Skills-based hiring is still more buzzword than reality." "You have to have the wisdom to know the difference between what the AI output is and the reality." "Can we get away from the ridiculous educational requirements that don't really matter anymore?" "I'm kind of an acquired taste. People either get me right off the bat or it takes time." Key Moments: [07:14] The James story — one question from a mentor changed how Eric reads people forever. [12:34] Why skills-based hiring is broken: untrained hiring managers and ATSs filtering out great candidates before a human sees them. [18:36] Adam's key distinction — we're not doing skills-based hiring, we're doing tools-based hiring. Tia adds: there's a difference between skill and strength. [26:44] Remote work is the most underrated trend. COVID proved the model. Retreating from it is a mistake. Notable Resources: Eric Osterhout on Spotify — search his name, save his tracks (listen to: Stillness Before the Rain) Concepts: ATS, VMS, MSP programs, Total Talent Management Connect with Eric Osterhout: LinkedIn: https://www.linkedin.com/in/ericosterhoutcwm/ Spotify: Search "Eric Osterhout" Special Announcements: The Human Advantage Podcast continues its mission of bringing different perspectives together — people who aren't traditionally in the same room, talking about what actually matters. false full 3 87d0dd72-2c64-498b-a3f5-692724e590ec Thu, 30 Apr 2026 09:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-001-finding-your-voice-with-jeff-ross-8mznFd2Y Episode 001 — Finding Your Voice with Jeff Ross Adam Kleckner 00:27:26 Description: A conversation with Jeff Ross on finding your voice, owning your story, and leading with purpose — from bull riding to hero maker, Jeff's 17-year journey is proof that your biggest struggles become your greatest strengths. Episode Date: TBC Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Jeff Ross went from dropping out of school at Year 9 and surviving a career-ending horse accident to building a 17-year career as a marketer, coach, and community builder. He unpacks how ADHD and dyslexia became his superpowers, why emotional intelligence is the most overlooked leadership skill, and introduces his VOICE framework for cutting through the noise. Main Topics: From bull riding to online marketing — starting over in 2009 with no qualifications Reframing ADHD and dyslexia as competitive advantages The alignment principle: when things flow vs. when things feel forced Jeff's mental health turning point and how love interrupted the pattern The VOICE framework: Vision, Origin Story, Influence, Clarity, Expression Why the world needs the vertical, not just the horizontal Intriguing Quotes: "Failure is just feedback." "When you find your voice, you don't need to shout." "My ADHD is a superpower. When I get locked in, you will not outwork me." "A confused mind never takes any action." "We're all someone's guide on the journey." Key Moments: [01:30] Horse accident in his mid-twenties crushed three discs. Doctors put him on a disability pension. He went online in 2009 and never looked back. [04:25] Growing up undiagnosed ADHD and dyslexic — the bullying, and the moment he reframed those traits as strengths. [18:10] 12-13 years ago Jeff hit rock bottom and tried to take his own life. He speaks openly about depression, finding faith, and why love interrupted the pattern. If you're in crisis, please reach out. Australia: Lifeline 13 11 14. USA: 988 Suicide & Crisis Lifeline. [24:05] The VOICE framework breakdown — how to find your voice so you can stop shouting and start cutting through. Notable Resources: You Don't Need to Shout by Jeff Ross — forthcoming Frameworks: VOICE acronym, Simon Sinek, John Maxwell on leadership as influence Connect with Jeff Ross: Facebook: https://www.facebook.com/profile.php?id=100004527244791 YouTube: https://www.youtube.com/@LaptopLifestyleDads Spotify: https://open.spotify.com/show/49KDYwyy1E2ofvyE61bg7A LinkedIn: https://www.linkedin.com/in/itsjeffr/ Special Announcements: You Don't Need to Shout is in manuscript — watch this space for the launch. Description: A conversation with Jeff Ross on finding your voice, owning your story, and leading with purpose — from bull riding to hero maker, Jeff's 17-year journey is proof that your biggest struggles become your greatest strengths. Episode Date: TBC Host: Adam Kleckner, Devon Walker, Tia Kleckner Summary: Jeff Ross went from dropping out of school at Year 9 and surviving a career-ending horse accident to building a 17-year career as a marketer, coach, and community builder. He unpacks how ADHD and dyslexia became his superpowers, why emotional intelligence is the most overlooked leadership skill, and introduces his VOICE framework for cutting through the noise. Main Topics: From bull riding to online marketing — starting over in 2009 with no qualifications Reframing ADHD and dyslexia as competitive advantages The alignment principle: when things flow vs. when things feel forced Jeff's mental health turning point and how love interrupted the pattern The VOICE framework: Vision, Origin Story, Influence, Clarity, Expression Why the world needs the vertical, not just the horizontal Intriguing Quotes: "Failure is just feedback." "When you find your voice, you don't need to shout." "My ADHD is a superpower. When I get locked in, you will not outwork me." "A confused mind never takes any action." "We're all someone's guide on the journey." Key Moments: [01:30] Horse accident in his mid-twenties crushed three discs. Doctors put him on a disability pension. He went online in 2009 and never looked back. [04:25] Growing up undiagnosed ADHD and dyslexic — the bullying, and the moment he reframed those traits as strengths. [18:10] 12-13 years ago Jeff hit rock bottom and tried to take his own life. He speaks openly about depression, finding faith, and why love interrupted the pattern. If you're in crisis, please reach out. Australia: Lifeline 13 11 14. USA: 988 Suicide & Crisis Lifeline. [24:05] The VOICE framework breakdown — how to find your voice so you can stop shouting and start cutting through. Notable Resources: You Don't Need to Shout by Jeff Ross — forthcoming Frameworks: VOICE acronym, Simon Sinek, John Maxwell on leadership as influence Connect with Jeff Ross: Facebook: https://www.facebook.com/profile.php?id=100004527244791 YouTube: https://www.youtube.com/@LaptopLifestyleDads Spotify: https://open.spotify.com/show/49KDYwyy1E2ofvyE61bg7A LinkedIn: https://www.linkedin.com/in/itsjeffr/ Special Announcements: You Don't Need to Shout is in manuscript — watch this space for the launch. false full 2 056f50ce-f27a-4658-a87c-c87800834713 Mon, 27 Apr 2026 08:00:00 +0000 Booking@podgo.io (Adam Kleckner) https://the-human-advantage-podcast-112a7d9b.simplecast.com/episodes/episode-000-why-were-having-this-conversation-ZHq8f0xb Episode 000: Why We're Having This Conversation Adam Kleckner 00:26:42 Most companies say they value diversity. Most systems tell a different story. In this introductory episode, hosts Adam Kleckner, Tia Kleckner, and Devon Walker sit down to explain why they built The Human Advantage Podcast — and why these conversations are long overdue. Adam (CEO of LinkTech), Tia (a Black woman who grew up as one of the only people of colour in rural Montana), and Devon (a recruiter who's seen the checkbox system from the inside) bring three completely different lenses to the same problem: the systems we've built to hire, lead, and develop people weren't designed for how people actually think. In this episode they cover: - Why "culture fit" is one of the most dangerous phrases in the workforce - How diversity hiring initiatives can actually create more exclusion - The difference between alignment and fit — and why it matters - What AI-powered interviewing is getting badly wrong - Why standardised processes reward a very narrow slice of humanity - What it means to build a workforce where people can actually show up as themselves This isn't another DEI podcast. It's a conversation about the systems underneath the labels — and what happens when you start designing around real humans instead of checkbox categories. No scripts. No rehearsed takes. Just three people who've lived this, built companies inside it, and decided it was time to say it out loud. Where culture is created, not claimed. Most companies say they value diversity. Most systems tell a different story. In this introductory episode, hosts Adam Kleckner, Tia Kleckner, and Devon Walker sit down to explain why they built The Human Advantage Podcast — and why these conversations are long overdue. Adam (CEO of LinkTech), Tia (a Black woman who grew up as one of the only people of colour in rural Montana), and Devon (a recruiter who's seen the checkbox system from the inside) bring three completely different lenses to the same problem: the systems we've built to hire, lead, and develop people weren't designed for how people actually think. In this episode they cover: - Why "culture fit" is one of the most dangerous phrases in the workforce - How diversity hiring initiatives can actually create more exclusion - The difference between alignment and fit — and why it matters - What AI-powered interviewing is getting badly wrong - Why standardised processes reward a very narrow slice of humanity - What it means to build a workforce where people can actually show up as themselves This isn't another DEI podcast. It's a conversation about the systems underneath the labels — and what happens when you start designing around real humans instead of checkbox categories. No scripts. No rehearsed takes. Just three people who've lived this, built companies inside it, and decided it was time to say it out loud. Where culture is created, not claimed. false full 1