Garry Ridge is the former CEO of WD-40 and the co-author of Any Dumb-Ass Can Do It, a book about building high-performance cultures through servant leadership, emotional safety, and consistent values. In this conversation, Garry shares not just what he learned during his 25+ years at WD-40, but how he lived it—and how other leaders can too.

We talked about what it means to lead with a heart of gold and a backbone of steel, how culture can't be microwaved (spoiler: it's a crockpot), and why being a "dumbass" is actually a leadership superpower.

Garry tells stories about turning fear into learning, eliminating the word "manager," and why clarity around values—especially in a hierarchy—gives everyone the confidence to make the right decision, no matter their title.

We also explore:

• Why psychological safety isn't fluff, it's foundational
• How “the soul-sucking CEO” lives in all of us, and what to do about that
• What happened when Garry went back to school as a CEO
• How WD-40 went global using three simple marketing questions
• Why organizations should replace “failure” with “learning moments”
• The real-world power of love and belonging at work
• The “Maniac Pledge” and how it eliminates finger-pointing
• How even during COVID, WD-40’s engagement scores stayed sky-high

This episode is a warm bath of wisdom, humor, and hope for anyone who wants to lead—at work or in life—with integrity, humility, and heart.

• Garry Ridge's website: thelearningmoment.net
• Take the Dumbass Proficiency Quiz here
• Connect with Garry on LinkedIn
• Join the School of Dumb-Assery on LinkedIn
• Garry’s book: Any Dumb-Ass Can Do It

DEI is under serious threat in a "post-Woke" world.

Is it still relevant? Does it have to lead to shame?

Can we promote diversity without creating zero-sum dynamics of winners and losers?

Today's guest, Winitha Bonney, takes on DEI challenges with a clear and compassionate worldview grounded in empathy.

Which, in her telling, is what DEI is all about.

Ms Bonney helps me understand the importance of cultural context, the challenges of navigating discomfort and shame, and the ethical obligations of organizations to create a more just and inclusive world.

AI Thinks These are the Key Takeaways, and Who am I to Argue?

• There's a lot of work to do in DEI.
• Cultural context is crucial in understanding DEI.
• DEI is often oversimplified in corporate settings.
• Navigating discomfort and shame is essential for progress.
• Corporate responsibility must align with ethical obligations.
• The future of DEI holds both challenges and hopes.
• Understanding different cultural perspectives enriches DEI efforts.
• Shame and guilt can hinder effective DEI work.
• Inclusion should focus on equitable resource distribution.
• The evolution of DEI is a response to societal changes.

Winitha.com (cool URL, no?)

Stephen Baxter lives in Tasmania, which has Tasmanian devils which sadly are nothing like the one that gave me nightmares as a little kid watching Looney Tunes cartoons on Saturday mornings.

He’s a leadership mentor who promotes a style of leadership very different from the stereotypical command-and-control style of celebrated CEOs and generals: a humble, relational, and community-centered style of leadership rooted in influence, story, and service.

Drawing from his diverse experience—as a former pastor, mentor to political leaders, and grassroots organizer—Stephen explains the power of "leading leaders" rather than followers, and how narrative, self-awareness, and collaboration shape a more human and sustainable model of leadership.

He shows us how it’s possible to lead without ego and create culture without control. These qualities can foster change in local communities and global systems.

From church pews to parliament halls, from jazz bands to ultimate Frisbee teams, this conversation unpacks how leadership shows up in ordinary places—and why that's where it matters most.

• The unique leadership ecosystem of Tasmania
• How leadership is different when people come voluntarily (vs. for a paycheck)
• The myth of the "alpha" leader and the power of facilitation
• Leadership as storytelling, not status
• Cultivating leadership in community, not in hierarchy
• How fear and unmet needs distort leadership
• The hidden leadership potential in all of us
• Tips for stepping into leadership in your family, workplace, or community

How can we create workplaces that not only support employees and leaders but also contribute positively to the world?

Jess Stuart, a former high-achieving burned-out executive turned speaker and leadership coach, shares her journey from corporate burnout to studying with Buddhist monks and nuns around the world.

Spoiler: she discovered, and brought back to her clients, a more sustainable and human-centered approach to work.

Jess’s expertise bridges the gap between ancient wisdom and modern workplace challenges, offering actionable insights for leaders and employees alike. We discuss the signs of high-functioning burnout, the importance of quality over quantity in productivity, and how organizations can redefine success to prioritize well-being.

We talk about the tension between helping individuals cope and manage within problematic systems and changing those systems from the top down.

We explore Jess's work with women leaders, and the additional headwinds they face (double standards, damned-if-you-do-or-don't, assumptions about competence and experience, and more).

We also get into the seismic shifts being ushered in through generative AI, and wonder if it will perpetuate the sexist thinking of the (mostly men) who program it, or whether it can actually attain a higher level of wisdom and algorithmically look for solutions that benefit all life.

If you're feeling overwhelmed by the relentless pace of work (or if you know anyone who's not having a ball in their job, I highly recommend getting to know Jess and her insights.

Jess's Website

Tough times for justice, equality, inclusion, and hope these days.

With the "anti-woke" attack on DEI, I was wondering how my friend Keith Edwards was doing these days.

His practice is one of "aspiring allyship" — how we can all come together to learn and grow, and work for our collective liberation from all forms of tyranny and discrimination.

Are businesses, cowering before the Trump/Musk onslaught, running away from diversity, equity and inclusion as fast as they can?

Turns out, no.

Because these factors are critical to any business that wants to thrive in these turbulent times.

As Keith points out, diversity isn't the opposite of meritocracy; it's the only way to get the right people into the right positions.

And unlike the performative wokeness that spasmed through society in the wake of George Floyd's murder and the peak of the Black Lives Matter movement in summer 2020, companies that are bringing Keith in now are serious about making their organizations better. No more eye-rolling CEOs and checked-out senior managers.

One of the ideas that Keith really hammers home is this: equity benefits everyone, not just marginalized groups.

The things that really make our lives worthwhile — freedom, dignity, love, joy — aren't in short supply.

In fact, the more of these that you have, the more that I can have as well.

Leadership around these issues requires soul-searching, humility, a willingness to change and grow, and mindful presence.

I shared my own struggles to become a useful ally with Keith, who shared some of his own "embarrassing moments," and pointed out that we're all "wildly unfinished," and as long as we're open, we can still act with integrity and power.

Here are the takeaways that AI thought worth recording:

• Hope is a practice, not an emotion.
• Joy is a renewable resource that can be cultivated.
• Equity involves recognizing and removing unfair barriers.
• Allyship is about action, not identity.
• Being effective is more important than being right.
• Corporate language around DEI is shifting, but the work continues.
• The murder of George Floyd highlighted systemic issues in society.
• We are all works in progress and can change our perspectives.
• Helping marginalized groups ultimately benefits everyone.
• It's essential to recognize that joy and freedom are abundant resources. When we act for the collective, we are also benefiting ourselves.
• Mindfulness helps leaders stay grounded and centered.
• Slowing down can be a powerful leadership tool.
• Recognizing reactivity is the first step to choosing responses.
• Unlearning harmful beliefs is a gift to oneself.
• Aspiring allyship requires self-reflection and humility.
• Feedback should be seen as a gift for personal growth.
• Our liberation is interconnected with others' liberation.
• Performative actions can lead to genuine change over time.
• Creating accessible pathways for equity is essential.

KeithEdwards.com

Keith's newsletter

Keith's YouTube channel

Aspiring Allyship program

"Riding Shotgun Down the Avalanche," by Shawn Colvin

"The Big Payback" episode of Atlanta

John Seed was a 3-piece suit tech worker, then a meditating hippie farmer, before stumbling into his lifelong calling as an environmental activist.

He participated in the world's first direct action to preserve a rain forest in the 1970s. He co-founded the Rainforest Information Center and raised money and awareness to save the "lungs of the planet."

John soon realized that raising awareness wasn't going to accomplish the mission. After all, most people were aware of the damage humans were doing to the planet, but still weren't taking action to stop it.

His discovery of the Deep Ecology movement brought new clarity and led to the creation of new forms of activism. With Buddhist scholar and activist Joanna Macy, John developed what's now known as The Work that Reconnects (and Experiential Deep Ecology in Australia).

This work invites us to honor our feelings, even the most painful and hopeless ones. It asks us to see the possibilities that can arise when we see ourselves as part of, rather than apart from and above, nature.

In our conversation, we talk about capitalism, economics, advertising, right livelihood, psychedelics, 4 billion years of evolution that lives in each of our bodies, and the distinction between personal biographical trauma and that trauma that every living being experiences on a planet at war with itself.

I feel so lucky to be able to imbibe John's wisdom and spirit and humility.

I don't know if I have more hope than before, but I have more clarity, direction, and resolve.

I wish the same for you, and all my human relations.

JohnSeed.net

Thinking Like a Mountain

The Work That Reconnects

https://youtu.be/lqbkngcx5Qo

Let's talk about persuasion!

Whether in the form of sales, or a helpful coaching conversation, or "street epistemology" for a cause you care about, it's very useful to understand how human beings make decisions.

Today's guest is Ian Ross, a sales trainer specializing in understanding human psychology and communication.

In our conversation, Ian debunks the common misconception that effective sales techniques are inherently sleazy. Instead, he argues, sales can be all about communicating effectively so that our conversation partner makes a good decision.

It's certainly possible to misuse powerful communication skills, as with any tool. (You should see the havoc I can wreak with a reciprocating saw.) And there is a fine line between influence and manipulation — ultimately, it's all about intent.

After covering the basic principles of sales psychology, which apply to everyday interactions, we pivot into helping me become better at selling my own consulting and coaching services.

Ian helps me create a process for the sales call, including the right and wrong questions to ask, how to deal with financial issues, and how to end the call with a decision — whether yes or no — rather than a vague and wriggly "I need to think about it."

Ian's wisdom is invaluable for anyone looking to improve their persuasion skills, in both professional and personal contexts.

Vivid Selling on Instagram

Ian's Substack newsletter

Ian's Close More Sales podcast

Chris Voss on the Plant Yourself Podcast

Join me on a morning walk as I provide a stream of consciousness introduction to my latest book project while dodging traffic and pitying looks from people noticing me talking to myself with two mics attached to my jacket.

The book is about triggers — what causes us to behave in ways we don't like, out of alignment with our goals and values. Like breaking our food rules or buying sh-stuff we don't need or losing our temper with family members and colleagues.

This is the first of four episodes on triggers, and in it I cover the concept of allostatic load.

That's the build-up of stress in our nervous systems, which can turn even the most benign or insignificant glance, comment, or traffic delay seem like a life-or-death struggle.

I discuss the science of stress — how and why it occurs, and how and why it subsides — and how our big brains and modern lifestyles have colluded to turn us into constantly stressed-out beings on the verge of exploding.

And I briefly cover some strategies for reducing allostatic load, so we can be more resilient and composed in the face of the inevitable stressors that come at us all the time.

And here are some photos of the construction in La Plana, which explains some of the ambient noise that you'll hear during the episode.

Want more of this type of show? Got questions about triggers? Let me know in the comments.