Empower Yourself: Announcing Season 2

Design’s New Differentiator: Moving Upstream in the Age of AI (with Stephen Patterson)I talk with design leader Stephen Patterson about what still matters for designers as AI makes “good enough” interfaces easy to generate. We discuss the growing sameness across digital products—similar fonts, grids, and Tailwind/Bootstrap-like aesthetics—and how hiring managers look for taste, originality, and the ability to explain problem-solving beyond polished outputs. Stephen traces his path from agency work designing apps in Photoshop to building in-house teams at Braintree, where designers were expected to code, and later to Bloomscape and Highnote, where speed and prototyping matter. We explore how design skill is shifting upstream to brand systems, voice, principles, and rules that guide AI output, and Stephen’s test for thriving: not being afraid of the terminal. He closes by sharing he’s leaving fintech to join Deck, an AI agent startup, as its first principal product designer.00:00 What Matters in Design Now02:47 AI Sameness and Taste06:12 Hiring for Nuanced Judgment08:32 Six Months on the Road11:42 How Stephen Got Into Design13:31 Early UX in Photoshop Era16:26 Agency to In-House at Braintree18:14 Why In-House Moves Faster21:27 Staying Six Years and Moving On24:49 What’s Next After Braintree25:31 Leaving FinTech for Bloomscape27:21 Wearing Too Many Hats28:24 Designers Who Code Origins30:37 Startup Generalist Advantage32:43 Hiring for AI Era Skills33:51 AI Tools in Workflow39:51 Why Design Still Matters45:04 Brand as Competitive Edge48:07 New Role at Deck51:02 Host Takeaways and Wrap

Helen Huang on Trove, Behavioral Identity, and Building an Authentic Life in the Age of AIOn today’s episode, we speak to Helen Huang, a product leader and two-time founder building Trove, a “behavioral identity layer” that helps people understand and represent themselves through what they do rather than what they say. Helen recounts immigrating from China to Canada, studying earth science at Waterloo, pivoting into product roles at Zynga, Microsoft, and GitHub, then bootstrapping edtech company CoLab to seven figures while graduating 2,500+ learners before taking a 2024–2025 gap year to learn AI and explore playful experiments (including a garbage-bag fashion show). She describes Trove’s interactive story “Tangles,” early traction and intense user responses, and her aim to invert typical AI use: AI prompts us, and we supply instinctive answers. All while fundraising and hiring a founding team!00:00 Show Mission Shift00:48 Meet Helen and Trove02:38 Reconnecting and Background06:05 Earth Science to Tech Pivot08:14 800 Applications and Resume Limits10:28 PM Lessons to Founder Leap14:55 Building CoLab and Scaling Education18:19 AI Hype and Learning Friction24:59 Gap Year Doubts and Rediscovery28:01 Garbage Bag Fashion Show28:26 Immersive Fashion World29:44 Fun Over Goals31:48 Civic Tech Detour34:11 Finding Trove Mission35:46 What Trove Is37:54 Actions Reveal Identity39:58 Early Drops And Metrics41:59 Real Life Impact Stories44:47 What Comes Next46:25 AI Prompts Us49:36 Use Cases And Ethics52:51 Closing Reflections

Building Change Capacity: Jillian Reilly on Permission, Automation, and Portfolio CareersEarlier this year, I interviewed Jillian Reilly, author of The Ten Permissions: Redefining the Rules of Adulting for the 21st Century about why people change (or don’t). And how “permission” and agency shape behavior more than resources, training, or workshops.In part two of my conversation with Jillian Reilly, we talk about why “change management” often becomes performative and why real transformation depends on building ongoing capacity for change. She describes her role as a catalyst who creates conditions for teams to have hard, honest conversations, run experiments, and rebuild trust, emphasizing that leaders must explicitly allow disagreement and learning rather than rely on one-time programs. We discuss how automation will replace repeatable “corporate cog” work and increase the value of human adaptability, critical thinking, and innovation. Jillian frames the current era as an “unraveling” of old social and career scripts and a “renaissance” of choice that requires agency rooted in clear-eyed optimism. She offers practical career guidance: design flexibility early, think in portfolios (“I can” vs. “I am”), build temporary/project-based value like a DJ reading the room, and experiment without dopamine-chasing by matching focus to one’s current season.00:00 Change Management Trap01:17 Consultant as Catalyst05:19 Permission Over Performance09:26 Building Change Capacity11:00 Automation Ends Cogs12:48 Unraveling and Renaissance21:10 Optimism Creates Agency27:15 Reclaim Local Control28:21 Designing Flexible Careers31:47 Portfolio Skills Mindset35:14 Build Temporary Projects40:57 You Already Know This45:11 Experimentation Versus Dopamine51:41 Closing Takeaways

Earlier this year, I interviewed Jillian Reilly, author of "The Ten Permissions: Redefining the Rules of Adulting for the 21st Century," about why people change (or don’t). And how “permission” and agency shape behavior more than resources, training, or workshops.She recounts leaving a prescribed path and law school plans to go to South Africa during the of apartheid, followed by two decades in international aid across Africa. During that time, she led an HIV/AIDS program in Zimbabwe, where she saw how cultural and safety constraints make “novel choices” dangerous. She describes disillusionment with the kind of change driven by funding incentives, moving into consulting, and later prioritizing motherhood despite career trade-offs. We explore the ideas of permission, conviction over certainty, experimentation, avoiding regret through intentional choice, and building “permission-rich” environments in villages and boardrooms alike.00:00 Why Permission Matters00:17 Meet Jillian Reilly01:59 Ten Permissions Explained04:53 Leaving the Midwest Script08:11 Aid Work Lessons10:03 Zimbabwe and Permission13:32 Agency and Modern Careers17:46 Moving to South Africa22:33 Conviction Over Certainty24:02 Feel Your Way Forward27:05 Transition to Consulting27:28 Aid Work Disillusionment29:39 Spending Versus Impact31:52 Leaving the Dream Job36:09 Consulting as Truth Teller36:55 Permission and Change41:12 Motherhood and Tradeoffs46:33 No Regrets Framework50:57 Returning Through Experiments53:22 Frontiers and Explorers Way55:50 Closing Reflections and Tease

The Trust Tax: Reframing Your Story and AI Layoff NarrativesToday I unpack a LinkedIn post about declining trust in ourselves and each other, showing how it appears in job searches and in how companies explain AI-driven change. Drawing on Stephen M.R. Covey’s The Speed of Trust, I argue trust is has a tangible impact across our careers and the broader economy. I share a coaching conversation I had with an ops professional moving toward data analysis who calls his interview narrative “spin,” and reframed it as honest conviction and initiative rather than performance, linking this to Covey’s first “wave” of trust: self-trust as the foundation for relationship and organizational trust. I also critique companies spinning layoffs as AI-driven when they often reflect pandemic overhiring, warning that spin breeds cynicism and slows real adoption.00:00 The Big Idea00:55 Trust as Economic Force01:50 Coaching Story Spin vs Reframe04:49 Self Trust Comes First05:40 Layoffs and the AI Narrative07:29 Low Trust Tax at Work08:36 Five Waves of Trust10:31 Culture Leaks to Customers11:49 Conviction Over Certainty12:37 Closing and How to Reach Me

Empathy at Scale: James Warren on Building SEEQ, Trust, and the Emotional Data Behind WorkThis week, we continue our conversation with James Warren, who left a successful corporate career and built Share More Stories (SMS) alongside an investor/partner through a decade-long, sometimes exhausting dual-company arrangement that required relinquishing control, building trust, and personal growth. James explains SMS’s evolution from storytelling workshops into SEEQ, a productized platform that captures employee and customer stories and analyzes emotions to reveal the “why” behind metrics like NPS and engagement scores. After launching in late 2022, the company faced market re-education in 2023, gained momentum in 2024, and is now scaling with added generative-AI capabilities such as SEEQ GPT for rapid, high-context analysis. He describes how leaders must model healthy vulnerability, and shares a case where employee and customer trust curves mirrored, linking employee experience to customer experience. The host closes by reflecting on SEEQ as infrastructure for measuring an organization’s emotional layer.00:00 Part Two Setup01:40 Arranged Marriage Partnership02:56 Letting Go Of Control06:25 Two Businesses One Gearshift07:43 Startup Hiring Build Mode08:53 Going Full Time SMS10:03 Being Early In Market11:05 SMS Origins And Pivots12:45 Workshops To Tech Breakthrough15:06 First Big Pitch And API Demo18:49 Launching SEEQ And Reeducation23:29 Empathy At Scale Value26:08 What Stories Reveal At Work29:11 Psychological Safety Signals30:05 Facilitating Live Storytelling30:49 The Magic Moment32:39 Leaders Embrace Vulnerability35:18 Asking Better Questions37:03 Selling Employee Experience Value40:41 Trust Links EX and CX45:01 Emotional Archeology47:06 SEEQ GPT Breakthrough53:56 Advice For Feeling Stuck57:26 Trust Reflection Outro

We kick off Season 2 of the Push-Pull Podcast, we widen the lens from career transitions to how people build durable careers amid rapid change. In this episode, I interview James Warren, founder and CEO of Share More Stories, who is a storyteller committed to helping organizations understand their employees’ and customers’ experiences. James recounts early storytelling and entrepreneurial interests, studying at Princeton before transferring to Columbia for creative writing, and learning persistence through rigorous workshops. After marrying young, he entered corporate roles at MetLife and then Altria, where self-advocacy and mentorship fueled moves from communications to brand/marketing to sales, revealing shifting generational expectations about “job hopping.” He eventually left Altria with a package to pursue entrepreneurship, describing a difficult first year, early failed ventures and a failed crowdfunding campaign, and a pivotal partnership that provided the material and experiential resources to build Share More Stories.00:00 Season Two Mission00:50 Building Durable Careers02:24 Meet James Warren04:19 James Today Snapshot05:14 Early Storytelling Roots07:41 Writing Path to Columbia09:59 Pressure Intuition Pivots15:07 First Corporate Breaks18:48 Altria Growth and Moves23:52 Jump to Brand and Sales29:53 Sales Role Reality Check31:50 Resentment In The Field32:26 Work With Lunch Lesson33:42 Reorgs And Returning HQ35:40 Choosing To Leave Corporate37:19 First Year Entrepreneur Reality39:36 Origins Of Share More Stories45:32 Crowdfunding Failure Wakeup47:31 Mentors And Finding Ken51:48 Partner Deal And New Runway53:10 Host Reflection And Wrap

Announcing Season 2 of the Push Pull Podcast. In the world of rapidly evolving AI tools, and the expectations and market disruptions that come with them, ignore the losers trying to scare you. Find what matters to you and be the champion of your own story.

The past few weeks I soft-launched a hiatus, and today I'm making it official. Keep your eyes peeled for Season 2 of the Push Pull Podcast!

Today we revisit a couple of “near misses” — where a combination of solid preparation and luck led my guests to thrive or pivot quickly in the face of turmoil in their organizations.Omar Dinar discusses joining Lehman at the onset of the financial crisis, and the impact of the bank's bankruptcy on his career. Being in the real estate division allowed him participation in the acquisition negotiations by Barclays where he excelled for a solid portion of his career.We then revisit our discussion with Annalyn Cruz, at the point where she had years of advising university students under her belt. At a crossroads, she made the tough call to take a pay cut to go into Learning and Development when she had the option to move to a Director-level role. This choice didn’t save her from impending layoffs, but future-proofed her resume to work in corporate spaces.00:00 Introduction to the MBA Journey00:25 Landing the Dream Job at Lehman Brothers02:04 The Financial Crisis Unfolds02:57 Experiencing Lehman's Collapse08:07 Transition to Barclays08:32 A New Path: Semester at Sea09:49 Pivot to Learning and Development12:04 Challenges and Growth in L&D18:03 Final Reflections and Career Transition