In this episode of "Accessible Disruption," hosts Anthony Vade and Tahira Endean speak with Jenny Sauer-Klein about her career in making change accessible and appealing. Jenny shares how she first disrupted the traditional yoga world with AcroYoga, a practice she co-founded that combines yoga, acrobatics, and Thai massage. She contrasts the somber, individualistic nature of traditional yoga conferences with AcroYoga's exuberant, playful, and community-based approach. The practice was designed to reward strength as well as flexibility and emphasize that "we can do more together than we can alone".

Jenny explains that pioneering AcroYoga required overcoming participants' initial fears and limiting beliefs. The key was building trust and confidence through gradual, incremental steps and creating psychological safety. She used playful, non-acrobatic icebreakers to build rapport, enabling strangers to feel safe enough to try more risky physical movements together. Jenny later applied these values of trust, connection, and playfulness to the corporate world through "The Culture Conference". She also discusses the difficult decision to leave AcroYoga, which taught her the importance of letting go of projects and following what is "most alive".

The conversation focuses on Jenny's latest project, the "conference for conferences," which aims to disrupt boring, disembodied corporate events. She criticizes the standard "flat line" conference model, keynotes, breakout workshops, fireside chats, and panels, as a passive "sit and listen" experience. Instead, she advocates for minimizing information dissemination and maximizing the collaborative, interactive potential of in-person gatherings. She details her "Primary Shift" framework, which involves identifying where an audience is starting "from" and where the event needs to take them "to". Jenny encourages event organizers to be transparent with audiences when experimenting and to create "brave spaces" where both presenters and attendees can take risks together.

Connect with Suzanne Dameron today: Suzanne Dameron
Learn more about Suzanne’s Work: Third Edge Studio

Suzanne Dameron, MS, APR, a distinguished communications consultant and FourSight facilitator, joined the Accessible Disruption podcast to discuss the power of Creative Problem Solving (CPS) in navigating change. After more than 20 years in public relations, Dameron formed The Third Edge Studio to focus fully on CPS and change management, defining her work as leading organizations toward resilience through process. She outlined the modern four-step CPS process, which is practical and already used by humans unconsciously every day. The four steps are: Clarifying (understanding the present situation), Ideating (generating ideas), Developing (making the best idea workable), and Implementing (taking action).

The discussion highlighted that while everyone has the capacity for all four steps, people have cognitive preferences for certain steps —a key insight derived from the Foresight thinking profile work. These preferences explain why the same process can be draining for one person and energizing for another. The CPS process is inherently resilient and relies on the core principle of separating the generation of options (divergent thinking) from the selection of options (convergent thinking) in each step, a refinement of traditional brainstorming. Dameron named her company, The Third Edge Studio, after the concept of the "third edge," or liminal space, which is the often uncomfortable space of transition and ambiguity where transformation occurs.

Dameron stressed that CPS is specifically designed to address complex problems—those with multiple possible solutions, making it a vital tool for navigating the rapid pace of change in the current era. She emphasized the vital role of a facilitator in guiding individuals and teams through these challenges, ensuring they don't get stuck and helping them deepen their thinking beyond what they could achieve alone. The process works by inviting collaboration and helping people find their own solutions, which builds resilience and better human skills, such as tolerance for ambiguity and better listening. Her call to action was for listeners to research CPS and explore the concepts in the book Good Team Bad Team.

Connect with Dr Ferron Gray today: Dr Ferron Gray

Learn more about Dr Ferron Gray’s Work: Grae Matta Foundation

This episode of Accessible Disruption features Dr. Ferron Gray, a highly specialized forensic psychologist and President of the Grae Matta Foundation. The non-profit organization helps businesses, institutions, and organizations develop mental health standards, policies, and campaigns that are specific to their industry. The foundation’s mission is to improve mental health in both the workplace and higher education. Dr. Gray was inspired to start the foundation after his goddaughter and her father both committed suicide following long waits for mental health services. He realized the core issue was a lack of sufficient policy, and sought to create industry-specific standards to ensure mental health services are fit for purpose.

Dr. Gray is currently working to create a mental health standard for the events industry, which he notes is one of the most stressful in the world. He explains that event professionals, often seen as “dream makers,” face unique stress due to a lack of boundaries with clients, who may not respect their off-hours. He believes a cultural shift is needed, and this can be achieved through policy and targeted public advertising, which would help clients understand and respect these boundaries. In addition to policy, Dr. Gray also discusses the importance of rest and sleep, suggesting that dedicated time off after an event should be built into the event plan to combat the habitual cycle of constantly moving from one project to the next.

When discussing how to create change, Dr. Gray advises that industries should not wait for governments, which are slow to act, but should instead take action themselves by creating their own policies and standards. He says that if enough businesses join a call to action, they can collectively create policies that will affect the entire industry. He also contrasts his work with academia and the events industry, noting that academia can be more daunting to work with because, despite being highly educated, they have mental health services that are “not fit for purpose” and staff who are severely stressed from helping students. He praises the IMEX group as an example of an organization doing well in supporting its staff and guests. For individuals and organizations looking to begin their mental health journey, he suggests small changes such as offering mental health days and encouraging structured breaks throughout the day. Dr. Gray’s final call to action is for organizations to “design resilience into their cultures” because the workforce of today and tomorrow demands it.

Connect with Dr Holinger today: Molly L. Holinger, Ph.D.
Learn more about Dr Holinger’s Work: Creativity at Buffalo State.

This podcast episode of Accessible Disruption features Dr. Molly Holinger, an Assistant Professor of Creativity and Change Leadership at SUNY Buffalo State. She holds a PhD in educational psychology with an emphasis on giftedness, creativity, and talent development from the University of Connecticut, and a Master of Science in Creative Studies from the Center of Applied Imagination at SUNY Buffalo State. Dr. Holinger’s research and teaching focus on the positive outcomes of creativity, such as engagement, meaning, and positive emotions. She also worked as a consultant for the Creativity and Emotions Lab at the Yale Center of Emotional Intelligence.

Dr. Holinger discusses how creativity and well-being can be applied to handle disruption. She highlights cognitive reappraisal as a tool to reframe challenges, citing the example of being late to a party and instead of focusing on the negative, reframing it as an opportunity to avoid small talk. She connects this concept to a creative problem-solving tool called PPCO (Pluses, Potentials, Concerns, and Overcoming concerns), which encourages phrasing challenges as positive questions. The discussion also covers the relationship between emotions and creativity. Dr. Holinger explains that creativity is generally associated with positive emotions, and that high-activation emotions, both positive (like joy) and negative (like anger), can be important for the creative process. She suggests that understanding one’s mood and matching it to the creative task at hand can be beneficial.

The episode also touches on the connection between neurodiversity and creativity, noting a correlation between ADHD and divergent thinking. Ryan Hill, a co-host and former student of Dr. Holinger, describes how the creativity program was “healing” for him, as it allowed him to lean into his neurodivergent traits rather than suppressing them. Dr. Holinger also discusses post-traumatic growth, explaining that while adversity is not something to be invited, it can serve as a catalyst for change, adaptation, and open-mindedness. She concludes by emphasizing the importance of social connection and purpose in navigating hardship. She also stresses the value of collaboration, whether virtual or in-person, highlighting that the core principles of successful collaboration are the same regardless of modality. Finally, she offers a call to action for listeners to embrace an open mindset about science and to have their practices informed by research.

Connect with Degmo Daar today: https://www.linkedin.com/in/degmodaar/
Learn more about Degmo Daar's Work: https://noord-consulting.com/about/

In episode of the Accessible Disruption podcast, the team from Strategy Table welcomed guest Degmo Daar for a deep dive into the current state of Diversity, Equity, and Inclusion (DEI). Daar, a DEI Strategist and social entrepreneur, brings extensive experience in using systems thinking to embed inclusive strategies across various industries. Based just north of Stockholm, Sweden, and of Somali heritage, Daar described her work as centring on rethinking structures and challenging assumptions to embed equity into leadership and strategy. Her passion for DEI is deeply personal, stemming from her own experiences as a Black Muslim woman navigating systems not designed for her.

The discussion explored the significant backlash DEI initiatives are currently facing, which Daar interprets as a sign that DEI is succeeding in its ultimate goal: challenging power. While many global companies are rebranding their DEI efforts or cutting roles out of fear, particularly influenced by trends in the United States, Daar emphasizes that the fight for justice has always existed and simply takes new forms. The conversation also highlighted global differences, noting that while the U.S. has an open dialogue about race, other countries like Sweden do not collect race data, which creates systemic issues around ethnicity despite advancements in gender equality. The podcast participants discussed the importance of addressing both apparent and non-apparent differences, such as neurodiversity, advocating for universal design where workplaces are built for everyone to thrive from the outset, rather than as an afterthought.

Ultimately, the episode framed DEI not as a charitable act, but as a fundamental redesign of unjust systems. Daar advised that changing minds requires education and conversation, not confrontation, by seeking to understand the logic behind resistance. A central theme was the idea of "redistributing power," clarifying that sharing power does not mean losing it. The hosts and guests concluded with a call to action for listeners in positions of influence to use their voices, as silence protects the status quo. They stressed that businesses must be willing to tear down and rebuild broken systems with purpose at their core, because in the end, survival is not mandatory for businesses that refuse to evolve.

Connect with Henry: https://www.linkedin.com/in/henry-coutinho-mason-3689572/
Learn more about his work: https://henrycoutinho-mason.com/

This episode of Accessible Disruption features Henry Coutinho-Mason, who describes himself as a "reluctant futurist and a provocative optimist." The conversation delves into the evolving landscape of artificial intelligence and its impact on society and business, emphasizing that the future remains unknowable. Henry shares his personal journey from a "terrible accountant" to a futurist, highlighting how unforeseen opportunities and a willingness to explore led him to his current path, underscoring the rapid pace of change in the world.

The discussion explores the prevalent pessimism surrounding AI and the future, contrasting it with the naive optimism that once greeted social media. Henry argues that while some pessimism is justified due to past experiences with technology's unintended consequences, a sole focus on the downsides can hinder progress and prevent businesses from recognizing new possibilities. He champions a more optimistic outlook, particularly by highlighting how other parts of the world, especially developing nations, view AI as a tool for tangible progress and development, unlike the fear of ill-defined AI ethics seen in Western societies.

A core theme of the episode is the transformative power of AI in empowering small, focused teams to achieve disproportionately large impacts. Henry draws parallels between historical technological shifts, like the advent of spreadsheets revolutionizing the finance industry, and the current AI boom. He suggests that AI will enable smaller groups to accomplish tasks that previously required hundreds of people, allowing them to maintain their core purpose and vision without dilution. This perspective offers an exciting vision for the future of business and purpose-driven initiatives, where technology can amplify the capabilities of dedicated teams.

This episode of Accessible Disruption features Aga (Agnieszka) Szóstek, an author of "The Umami Strategy" and "Leadership by Design," who shares her journey into experience design and strategic thinking. She describes how her background in user system interaction and industrial research led her to focus on the "experience of things" beyond technical problems. Szóstek highlights the frustration she encountered when businesses viewed experiences as mere add-ons rather than strategic differentiators, prompting her to develop and document "The Umami Strategy" to help companies integrate experience design at a strategic level.

A significant part of the conversation revolves around the challenges of change within organizations, particularly the human brain's natural resistance to it due to perceived energy costs and psychological safety concerns. Szóstek emphasizes that in complex systems, especially those involving people, experimentation is the only way to understand what will work in the future, as past successes do not guarantee future outcomes. She advocates for "nano-experiments" in leadership and organizational change, suggesting that small, consistent changes are less daunting and allow for continuous learning and adaptation without triggering strong negative reactions to large-scale transformations.

Furthermore, Szóstek discusses the application of experience design to leadership, noting that many leaders lack clarity on the type of leader they aspire to be. Her book, "Leadership by Design," aims to guide leaders through a process of self-reflection and questioning rather than prescribing an ideal leadership style. She stresses the importance of commitment, accountability, and consistent "nano-experiments" for leaders to evolve intentionally. For organizations serious about experience design, she advises a foundational approach that includes a clear strategy, robust processes, and developed competencies to ensure successful and lasting change.

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Visit the ELX Website: ELX

In this episode of "Accessible Disruption," hosts Anthony Vade and Tahira Endean engage in an insightful conversation with Nicola Kastner, CEO of ELX, a global community for senior corporate event leaders. The discussion revolves around the theme of change and disruption, with Nicola sharing her journey from her early career in the hotel industry to her current role leading a community that fosters collaboration among event professionals.

Nicola reflects on the corporate value she memorized early in her career: "Accept change as a positive force," highlighting its lasting impact on her perspective. Throughout the episode, she emphasizes the inevitability of change and the importance of adaptability, especially in the face of challenges such as the COVID-19 pandemic and geopolitical shifts. The conversation delves into how ELX is a safe space for leaders to share best practices, benchmark, and support one another through shared experiences.

The hosts and Nicola discuss the significance of understanding stakeholder needs and designing events that align with desired outcomes. Nicola advocates for a strategic approach to event planning that prioritizes measurement and intentionality, ensuring that every event is purpose-driven. As the episode concludes, Nicola reiterates her core belief in embracing change, encouraging listeners to view it as an opportunity for growth and innovation. This episode offers valuable insights for anyone navigating the complexities of change within their organizations and emphasizes the power of community and collaboration in overcoming challenges.

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