The Phalanx is a close formation of warriors made famous, at least in my mind, by the movie 300.  The Spartans would form up densely in close ranks and interlock their shields, which made their ranks difficult to penetrate.  There is also an example in the movie Gladiator when the gladiators are being attacked by a superior force using chariots and long range weapons. Maximus has them form into a phalanx and they end up being victorious.  Without their close ranks, they would have been massacred. Social belonging works in much the same way.  The closer the group is, the better they can deal with external attacks.  The looser the group or, even worse, having no trust and internal strife allows people to be defeated easily. 
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Most of us understand Maslow's Hierarchy of Needs.  It is easy to visualize the triangle with physiological needs at the bottom and esteem needs at the top.  However, even Maslow himself admitted each need does not need to be 100% fulfilled before moving up the hierarchy.  People are complex and nothing is 100% or linear in our social systems such as in families, at work, and in society. This episode talks about how to split Maslow's hierarchy into social vs. money market motivators to help us drive behavior in a positive way.  Please share the podcast with anyone you think might want to be part of our community of practitioners.  Also, feel free to reach out to me via if you'd like more information.

This chat is about appreciative inquiry.  Appreciative inquiry pursues changes to human systems with a focus on strengths. It is ultimately a method that takes a positive view of making changes to human-based systems.  Think of your team or company as a system.  Most systems are stable, which means they exist in the middle of the bell curve.  They're average.  There are two ways to look at issues.  One is as a problem to be solved.  This will get your "system" back to average.  The other way is to look at your strengths, values, and best practices to address issues.  This can get you to the right of the curve and make the system above average to exceptional!  For more information, please visit

This episode talks about resiliency as a capacity, much like safety can be managed as a capacity, not just a program.  Human beings belong to systems that are human-based, which means they are not linear.  They are complex.  When bad things happen, people deal with them through psychological processes.  We can use theories such as Social Identity to develop techniques to build the capacity for resilience in our organizations, our families, and our communities.  We can also use the same theories to respond after a traumatic event.  This episode is not only valuable when thinking about resilience, but try to also apply it to other organizational capacities such as leadership, safety, or communication.  Please visit for more information.

In this episode, we look at a three-step process to create an identity that will guide how people make decisions using the Marine Corps as an example.  This can help you when trying to establish behaviors in safety, leadership, and communication.  This helps us when we are trying to figure out how to integrate a diverse workforce and how to knock down silos that might exist in our organizations. Visit for more information or to connect with me.

This is a short motivation audio clip made from Episode 4.  It's for fun, but has a good message. Keep Moving Forward!!!

We all face difficult times.  Bad things happen to us. Bad things happen in our organizations.  In this episode, we talk about the importance of failing forward.  It is a positive view of failing.  We need to all keep moving forward.  The important thing is not to look at the path behind us, but look in the direction we want to go.

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