What would make your best people turn down a better offer? Not a slightly better offer. A much better one.

Kevelyn Guzman leads approximately 140 real estate agents as Regional Vice President of Christie's International Real Estate New York. Her agents are independent contractors, free to take their talents elsewhere. Competitors recruit them constantly, sometimes offering dramatically better financial terms.

So why do they stay?

In this episode of Manager on a Mission, Kevelyn shares with me how she's built a culture of trust, loyalty, and genuine connection—and how those relationships helped her lead her team through two major brand changes in a single summer.

We explore:

• Employee retention and loyalty: Why people stay when competitors offer more money.
• Building trust as a leader: The surprisingly simple actions that make people feel valued.
• Leading through organizational change: How to create stability and confidence when everything around your team is shifting.
• Empowering your people: Why supporting individual strengths builds a stronger team.
• AI and the future of work: Why technology can make your people more valuable, not less.
• Leadership lessons learned the hard way: How to block out the noise, adapt faster, and stay focused on what matters.

If you're a manager wondering how to build a team that genuinely wants to stay, this conversation offers a refreshing perspective on what employee loyalty really takes.

Because great leadership isn't ok with people staying because they have no choice. It's about giving them a reason to stay regardless.

Mentioned in this episode:

• Managing a personal brand: Fast Company’s 196-point guide for leaders
• What Moves Her

Connect with Kevelyn:

• LinkedIn
• Christie’s International Real Estate New York

Want to become the kind of leader people love working for? Check out my book: NSFW (Not Safe for Work)

Connect with me on LinkedIn

Workplace trends usually aren’t things we choose. They describe how employees cope with what’s happening to them, and job hugging is the latest example. More than half of U.S. workers now say they’re holding on to jobs they’d otherwise leave, mostly because of fear about AI, layoffs, and an uncertain market.

In the Season 4 premiere of Manager on a Mission: The Rebuilders, we look at what job hugging is doing to employees, managers, and companies. Retention numbers can look healthy while engagement quietly falls. I offer you an alternative: stay with intention - and I explain 3 ways you can start.

In this episode:

• What job hugging is, and how it differs from quiet quitting
• Why staying out of fear breaks the feedback loop companies (should) depend on
• What the 2026 data says about engagement, wellbeing, and the manager squeeze
• Three rebuilder moves you can make this week: for yourself, your team, and your career
• How to make staying a strategic choice that helps you come out ahead

Your challenge: Pick your corner, then tell me what you’re rebuilding on LinkedIn.

Mentioned in this episode:

• ResumeBuilder: 6 in 10 workers are clinging to their jobs as job hugging soars in 2026
• MetLife: 2026 Employee Benefit Trends Study
• Gallup: State of the Global Workplace 2026
• Bryan Robinson, Ph.D., Forbes: Job Hugging: 75% of Workers Staying Put through 2027
• HR Morning: Job Hugging: 6 Ways It Will Affect Your Workplace

Read my book: NSFW (Not Safe for Work)

Connect with me on LinkedIn

If you've thought about leaving your job this year, but stayed anyway - this season is for you.

For three seasons, Manager on a Mission has explored what’s broken in Corporate America and the second acts of people who walked away. Season 4 focuses on the people who stay: the managers, leaders, and quiet experts who know they can’t change the whole company, but still refuse to shrink.

This season, we'll be sharing

• Leaders who’ve navigated acquisitions and brand overhauls while keeping their people at the center
• An honest look at both the impact and the opportunity of AI at work
• How to get your voice back at work without putting your job security at risk

Episode 1 drops next week.

Be sure to follow Manager on a Mission so you don’t miss an episode.

Read my book: NSFW (Not Safe for Work)

Connect on LinkedIn

For the finale of Season 3 of Manager on a Mission, I'm sharing a story I've never told before — mine.

Even though it’s extremely personal, it's a story many of you will recognize. Because some version of it has happened to almost every manager who ever tried to tell the truth inside a corporation.

This is the season finale, the closing argument, and the most personal thing I've ever shared on this podcast.

As I release this episode, I realize it’s Employee Survey time. And while what I’m sharing in this episode about my particular experience with a particular survey is my own story - I know that, sadly, many in Corporate America will be able to relate.

But my story isn’t about employee surveys. Not really. It’s about what’s happening all across Corporate America: record profits alongside mass layoffs, collapsing trust, and a quiet exodus of the people who care most. I’m calling it the Crisis of Conscience. And I want every manager still inside to know: you are not alone.

You’re also not without options, and I share four reframes for anyone who isn’t ready to exit. Remember: you’re making a difference every day, whether you know it or not.

In this episode:

1. The story behind why I really left my corporate career
2. The data behind the Crisis of Conscience
3. What this season's guests taught me about who leaves — and why
4. Four reframes for managers still inside who aren't ready to give up

Resources mentioned:

1. NSFW: Not Safe for Work by me— get the book
2. Connect with me on LinkedIn

Season 4 is coming. Meet you here again soon.

What happens to your identity when your job title disappears?Whether you're choosing to leave a long-held career or being forced out by a layoff, most of us skip straight to figuring out what's next — without taking the time to understand who we're becoming in the process. And that's where things can go sideways.

In this episode, I sit down with Johanna Danaher, a life and leadership coach who helps professionals navigate not just the logistics of change, but the deeply personal question of who you become after you leave. Johanna brings a rare mix of corporate experience and coaching expertise, and she is refreshingly honest about her own journey.

We start with her three anchor points — the framework she uses to help clients move through change with intention rather than reaction. The first is getting honest about what you're actually leaving behind. Not just the job title or the paycheck, but the status, the structure, the sense of being needed. Johanna encourages us to grieve that, not skip it. The second anchor point is identifying what you want to carry forward into your next chapter — the values, the skills, the rhythms that are you, not just your job. And the third is creating intentional space for the things you've been putting off until "someday."

We also dig into her Energy Leadership framework, which reframes energy not as something we either have or don't — but as something we can actively cultivate. Johanna explains the seven levels of energy, from catabolic states where everything feels like it's happening to you, all the way up to a place of total consciousness where every challenge becomes an opportunity.

And we get real about burnout — not just the dramatic crash version, but the slow-bleed kind that sneaks up on high achievers. Johanna breaks down why the very traits that make us excellent at our jobs — the drive, the high standards, the need to be in every room — are the same traits that can quietly run us into the ground. From glorifying busyness to the 3:00 am self-criticism spiral, she names the signs we tend to miss and offers practical strategies to course correct before we hit the wall.

For leaders still in the thick of corporate life, this episode is full of practical, doable tools: using color-coded calendar blocking to protect renewal time, learning to ask whether you actually need to be in that meeting, and understanding that one intentional breath between back-to-back meetings can genuinely reset your nervous system.

And for anyone sitting with the question of whether a major transition is right for you — Johanna's message is clear: you don't have to blow everything up at once. Start with the 10% move. One conversation, one connection, one small step in the direction you're curious about. The messy middle is where the real magic happens.

Resources:

1. Johanna Danaher on LinkedIn: Johanna Danaher
2. Book a complimentary intro call: via her LinkedIn bio
3. Johanna’s website: https://www.anchortoaspire.com/
4. Energy Leadership Index from iPEC (Institute for Professional Excellence in Coaching)

When Maximos Lih's grandfather was abandoned as a baby at a Buddhist monastery, the villagers treated him with suspicion, assuming he came from "bad genes." The same person with the same hidden potential could have remained invisible forever—until he entered a different system. At 16, he lied about his age to join the military during wartime, where trust, meritocracy, and mission created the conditions for him to rise to become a four-star general in the Chinese army.

But this isn’t a “bootstraps” story. It’s actually one about systems, and it shapes everything Maximos believes about leadership: we're not managing people, we're expressing systems that either unlock or suppress what people are capable of becoming. In this conversation, Maximos introduces a powerful framework that challenges conventional leadership thinking—the difference between being a "hero" manager and being a "host" manager.

Hero managers, like characters in Western movies, swoop in to solve problems and then leave. They're constantly firefighting, looking for crises to resolve so they can move on to the next emergency. But host managers make space—they create conditions where hidden potential can emerge. As Maximos explains, his grandfather didn't pull himself up by his bootstraps; someone made the decision to teach him to read, and a manager had to approve giving that person time during their duties to invest in his development.

The conversation reveals how first-line managers hold extraordinary power to unlock potential through seemingly small decisions. Maximos shares a compelling example from Google, where a "net neutral" mandate for data centers (originally about dollars in, dollars out) led to carbon-neutral innovations, wind and solar contracts, and data centers built near natural cooling sources—all because host-oriented leaders created space for people to imagine beyond the original parameters.

We explore why management has become exponentially more complex, requiring leaders to be therapists, culture builders, hiring strategists, and AI implementers while managing P&L and navigating unexpected layoffs. Maximos, who has worked across 600 companies, offers both philosophical frameworks and practical strategies for managers trying to build something lasting while caring for their people in increasingly challenging systems.

Connect with Maximos on LinkedIn

Book your free 60-minute strategy session and mention Manager on a Mission

Michael C. Clark used to arrive late to pitch meetings because he was physically ill from nerves. Now he helps founders and nonprofits raise millions. His Personality Pitching methodology transformed him from an introvert who hated pitching into an expert who gets clients ready to pitch successfully in 30 days or less.

In this conversation, Michael shares his journey from film and television pitching to building a business that transforms founders, nonprofit owners, and creatives into pitch masters. His transformation began when he realized that not building relationships was costing him deals. Working with Hollywood mentors, he learned that pitching isn't about performing—it's about owning the room and presenting yourself as a valuable opportunity.

Michael introduces the "two Cs" that separate successful pitches from failed ones: Confidence and Clarity. Founders often get lost in technical details when investors care about vision and execution, and shifting from a performance mindset to an ownership mindset changes everything. Michael teaches introverts to "turn on the switch" when needed, then return to their natural state afterward.

This episode includes powerful success stories, from a founder who went from a 0-11 pitching record to raising $20 million with the same idea—just a different presence. Michael also shares why the same principles apply whether you're seeking investment or donations for your nonprofit.

We explore Michael’s comprehensive 90-day program that covers everything from initial pitch development to role-playing tough questions, creating FAQs in advance, and developing multiple pitch formats (elevator pitch, formal presentation, one-pagers). Michael's insight that successful companies like Facebook, Uber, and Airbnb started with humble pitch decks serves as encouragement for founders who see themselves as "little old startups" when they should be owning the room like the million-dollar companies they envision becoming.

1. Michael’s site: PersonalityPitching.com
2. Book a complimentary Strategy Session with Michael here (mention Manager on a Mission and receive bonus services!)
3. Michael on LinkedIn

After 15-20 years in the corporate fashion world, artist and teacher Chris Vabre felt a huge hole in her life. Despite working in creative industries, she realized she'd completely abandoned her own creative practice—the painting, sculpting, fashion design, and artistic exploration that had defined her childhood. Sound familiar?

In this conversation, Chris shares her journey from corporate creative to full-time watercolor teacher and coach who transforms students from feeling "unworthy and not good enough" to confident, clear artists who understand their unique style. Her path began unexpectedly when Skillshare reached out through her jewelry brand website, asking her to teach. 10 years later,, she's built a thriving business helping others reconnect with their suppressed creativity.

Chris addresses a crucial societal problem: we've been conditioned to say "I'm not creative" or "there's not a creative bone in my body," despite scientific proof that all humans are inherently creative. She explains how this conditioning particularly affects corporate professionals who've spent decades believing creativity is frivolous or separate from "real work."

The conversation offers practical pathways for rekindling creativity, from her free online community where her members provide kind, supportive encouragement, to her tiered programs that help students progress from basic techniques to discovering their unique artistic style to potentially teaching others. Chris also explores the exploding opportunities in creative business, from surface design (art on products) to licensing artwork, showing that creative careers are being invented "right and left."

For anyone who's stuffed down their creative dreams so long they're not sure they're real anymore, Chris offers both permission and a roadmap. Her message is clear: that creative yearning isn't random—it's coming from somewhere important, and there's never been a better time to answer its call.

1. The Watercolor Journey free group in Skool
2. The Membership Community
3. The Art Style Clarity Formula course/group coaching
4. The Creative Online Teaching Mentorship 12-week 1-On-1 Program
5. Chris on Instagram
6. Chris on YouTube
7. You Can Heal Your Life by Louise Hay