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I work with senior leaders at pivotal moments—when how their teams operate needs to…
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Josh Levine shared thisMost leaders think burnout is a people problem. People are overwhelmed. Disengaged. Not resilient enough. But according to leadership advisor Bhavik (ભાવિક) R. Shah, that is usually not the issue. In this episode of Great Mondays Radio, we talk about why burnout is often the result of something deeper: how work actually gets done. Not mindset. Not motivation. Execution. A few ideas from our conversation: ⚙️ Burnout is rarely about effort—it is about systems that do not make sense 🧭 When leaders say yes to everything, teams pay the price in confusion and overload 🧠 Psychological safety is not soft—it is how you get real data about capacity and risk 📉 When people are treated like numbers, performance drops and nothing meaningful changes 📈 Sustainable performance comes from clarity, tradeoffs, and aligned priorities, not pressure There is a moment in the episode where Bhavik asks a simple question: How do you actually see your people? Because that answer shows up in how you lead, how you prioritize, and how your team experiences work every day. If you care about performance, culture, or burnout, this conversation will push you to look upstream. 🎧 Check out the full episode of Great Mondays Radio wherever you get your podcasts.
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Josh Levine shared thisMost leaders say they care about their people. But you can usually tell what they really believe by how the work gets done. Do they see their teams as humans doing meaningful work or as resources to drive output? It sounds like a philosophical question. It is not. It is operational. In this episode of Great Mondays Radio, Bhavik (ભાવિક) R. Shah puts it plainly. If you see people as numbers, nothing changes. Burnout stays. Trust erodes. Execution suffers. And eventually, your best people opt out. But if you actually care, the conversation shifts. It becomes less about convincing people to buy in and more about fixing how work happens. Clarity over chaos. Tradeoffs over endless yes. Systems that support people instead of silently draining them. That is where real performance comes from. This clip is a direct challenge to leaders. Not about what you say, but how you see the people around you. Because once that changes, everything else can follow. Watch the full episode on Monday to hear how Bhavik connects leadership mindset to execution, burnout, and what it really takes to build a team that performs without breaking.
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Josh Levine shared thisThis week on The Job Market Sh*t Show: What the Hell Even Is This Job Title? “Cybersecurity Ninja.” “Responsible AI Principal Model Launch Lead.” “Chief Vibe Officer.” These aren’t jokes—they’re real roles. But what do they actually mean? 📛 Why job titles are getting weirder (and less useful) 🤖 How AI and rapid change are outpacing how companies define roles 📄 The rise of vague, catch-all job descriptions 🎯 Why companies often don’t actually know what they’re hiring for 🚀 And what it means for job seekers trying to position themselves If companies can’t clearly define the job… how are you supposed to prove you’re the right fit? The job market’s a sh*t show, and I’ve got questions.
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Josh Levine shared thisAI Can’t Fix Broken Work — Here’s What Actually Will Great Mondays Radio Episode 145 Most companies think performance problems are people problems. The wrong hire. The underperforming team. The sales rep who “just isn’t closing.” But according to fractional COO Natalie Hoop, that’s usually not the issue. In this episode of Great Mondays Radio, we talk about why so many teams get buried in what she calls “bullshit work”—the kind of work that fills time but adds no real value—and how it quietly kills growth, margins, and morale. A few ideas from our conversation: ⚙️ Most inefficiency is not about people—it is about broken or outdated systems 🧠 “Bullshit work” is anything that does not require human judgment but still consumes human time 📉 Bad processes make good teams look like they are underperforming 📈 Removing unnecessary work can unlock massive gains in capacity, profitability, and satisfaction 🤖 AI is powerful—but only if you fix the system first, not just layer tech on top of chaos If you care about performance, culture, or getting more out of the team you already have, this conversation will challenge how you think about work itself. 🎧 Check out the full episode of Great Mondays Radio wherever you get your podcasts.
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Josh Levine shared thisMost teams are not underperforming. They are overburdened. They are buried in work that looks necessary but adds no real value. The kind of work that fills the day but never moves the business forward. Natalie Hoop calls it “bullshit work.” In this clip, she breaks down how removing that kind of work transformed a struggling team. Margins flipped from negative to strongly positive. Capacity more than quadrupled. Employee satisfaction hit 100%. Nothing about the people changed. The system did. This is the part most organizations miss. When performance drops, we look at individuals. But more often than not, the real issue is the work itself. If you want better results, start by asking a different question: What are we doing that we no longer need to be doing at all? Listen to the full episode of Great Mondays Radio on Monday to hear how to identify, remove, and redesign the work that is holding your team back.
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Josh Levine shared thisThis week on The Job Market Sh*t Show: What Happens When AI Hits the Org Chart? AI is supposed to make work disappear. Fewer people, more output, leaner teams. That’s the story. But what if the opposite is happening? 📉 Why massive layoffs don’t necessarily mean less work 📊 The pattern we’ve seen before with ATMs and spreadsheets 🤖 How AI is making tasks cheaper—but not reducing demand 📬 Why companies are producing more emails, reports, and noise (not progress) ⚙️ The “second act” of automation—and why it often means more work, not less If AI is supposed to simplify everything… why does work feel more complex than ever? The job market’s a sh*t show, and I’ve got questions.
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Josh Levine reposted thisJosh Levine reposted thisGreat tech leader wanted to join us as an AI and work podcast guest. DM with recommendations or for more information.
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Josh Levine shared thisA friend of mine recently applied to about 60 jobs. Half were cold applications, of which not one was responded to. No rejection. No interview. No acknowledgment that a human being had ever submitted the application. If you’re job hunting right now, this probably sounds familiar. Applying for jobs has started to feel like dropping pennies into a bottomless well. The strange thing is that job boards are still full of listings. The roles exist. And yet finding a job feels as hard as it has in years. So naturally everyone is blaming AI. But I’m not convinced AI is the whole story. When you zoom out, three forces seem to be freezing the job market right now: ❶ Uncertainty Tariffs. Geopolitics. AI. Economic volatility. When the future is unclear, companies delay decisions. Hiring is the easiest thing to pause. ❷ Gridlock Workers are holding onto the jobs they have. Recruiters call them “job huggers.” Fewer people leaving means fewer openings. ❸ AI (and the story of AI) In some cases AI does let companies run leaner. But it’s also becoming the narrative used to justify layoffs or hiring freezes. Put those forces together and leaders start hedging. They delay hiring. They test automation. They wait for certainty to return. The problem? Certainty isn't coming back. And if companies are waiting for it before hiring again… they may be waiting a very long time. --------------------------------------------------------------- If you’re experiencing the job market sh*t show right now, I’m collecting stories from job seekers, recruiters, and hiring managers. DM me. I want to understand what’s actually happening.
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Josh Levine shared thisWho needs employer branding when companies are getting 1000’s of applications per job listing? …is how *not* to think about this. For long term growth, you don’t just need people, you need to attract the RIGHT people. Great conversation with lots of great nuggets of wisdom. #recruiting #hr #greatmondaysJosh Levine shared thisA big thanks to Josh Levine ⚡️and Great Mondays for inviting me onto the show to talk about how employer brand grows companies! I'll put the link in the comments. #EmployerBranding #TalentAcquisition
Josh Levine replied to a comment
21h
Lisa Friscia lolz. exactly.
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Josh Levine liked thisJosh Levine liked thisResumes are so 2025. 😆 (Okay, not really, but I'm going somewhere with this...) I just vibe coded a professional website for myself using Lovable and I could not be more happy with how it came out and how simply I could build exactly what I wanted. It was also easy to take the case studies that Anthropic Claude helped me think through and then incorporate them into their own pages. I was even able to quickly connect my personal domain through GoDaddy with a single click of a button. Go check it out and let me know what you think. Feel free to share it as well, if you see fit. 😀 🙏 🙌 https://www.jdnorton.com/
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Josh Levine liked thisJosh Levine liked thisCommunity + Printed Media. One more issue to go. I sent out the second edition of my community art gallery Zine over the weekend. Each time I go to write about it, I am just over taken with gratitude. I am fortunate to have friends who share their creativity. Intros to people I have never met who sent in their work. It's been an honor to showcase everyone's work. I have nothing "professional" to say here, but sometimes if you put something into the world, the universe will do things with it that you never imagined. I am only doing three of these. So the next one will be the last. for a while. Because I have another printed community experiment I want to explore. Go check out this second issue, and participate in the third. I promise it will be a good thing.
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Josh Levine liked thisJosh Levine liked thisLoved being at the 36th Art & Science of Health Promotion Conference last week, where I presented on the topic “Born to Thrive, Built to Lead.” Stellar job by Jessica Grossmeier in chairing the event. Highlights included: ✅ Pickleball with Ryan Picarella, Carley Hoelzel and Brett Powell. ✅ Lunch with conference founder and longtime leader in the workplace wellbeing space, Michael P. O'Donnell. ✅ Time to reflect, led by Michelle Spehr, MA, M.Ed., MCHES. ✅ Connecting with friends and thought leaders. ✅ Being with the amazing Wellness Alliance team, including among others, Trina Laube. ✅ Taking part in an ecstatic dance session, led by the one and only Bob Swoap. ✅ Listening in on breakout sessions, including ones delivered by MJ Shaar, Tracy L. George, MPH CHES CYT, Suzy Harrington DNP RN MCHES, Patty de Vries, Ron Goetzel – and my all-time favorite this year - Wendy Lynch, Ph.D. ✅ Kudos to the keynote speakers, and in particular, the closing duo Kia Afcari and Emiliana Simon-Thomas. Big thanks to those who attended my session, and especially to those who shared about their experience in it. This conference was a reminder of why I’m in this industry: I love the people who are in it. Thank you all.
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Josh Levine liked thisJosh Levine liked thisNEW EPISODE with Andy Starr ----- The Strategy Secret Most Brand Practitioners Will Never Tell You. Most brand strategists are selling a process. Andy Starr is teaching something different — how to think. As co-founder of Level C alongside brand legend Marty Neumeier, Andy has spent years watching the discipline he loves get reduced to templates, workshops, and regurgitated definitions. In this conversation with Paul Povolni on the Headsmack Podcast, he says it all out loud. Brand strategy has been commoditized. AI is being asked to do work it was never built for. And most practitioners are stopping at clarity when the real work starts at consequence. The Vision, a version of this discipline where practitioners develop genuine taste and judgment — where strategy is treated as a bet, not a formula — and where the work is done with clients, not for them. Andy Starr has spent years training a different kind of strategist. This is the conversation that shows you what that looks like and why it matters right now. This is the episode that challenges everything you think you know about brand. Listen now and share with someone who needs to hear it. LEVEL C
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Great Mondays
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Lead With AI
Daan van Rossum by FlexOS
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Leaders are Missing What Employees Really Need
Fast Company
Leadership consultants Lindsey Caplan and Josh Levine say that by fostering meaningful connections between workers and their work, managers will begin to see the emergence of that mythical creature it seems every company wants: the highly engaged employee.
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Great Mondays: How to Design a Company Culture Employees Love
McGraw-Hill Education
See publicationBuild a dynamic work culture that inspires employees and promotes organizational growth
Evidence shows culture drives fiscal performance. It’s no secret that a toxic work culture can drive away employees and drive down profits. Creating a dynamic work culture that promotes both employee and business growth is key to ensuring an organization’s success. However, culture is a moving target and hard to get right. In Great Mondays, brand strategist Josh Levine introduces a proven formula for…Build a dynamic work culture that inspires employees and promotes organizational growth
Evidence shows culture drives fiscal performance. It’s no secret that a toxic work culture can drive away employees and drive down profits. Creating a dynamic work culture that promotes both employee and business growth is key to ensuring an organization’s success. However, culture is a moving target and hard to get right. In Great Mondays, brand strategist Josh Levine introduces a proven formula for building and managing a workplace culture that maximizes employee engagement, performance, and retention for long-term business success.
Written in a punchy, outcomes-driven style, Great Mondays reveals the six components for driving culture change in any type of organization:
•Purpose: the motivating force―the North Star of an organization that both inspires and guides
•Values: the powerful culture guardrails that establish behavioral expectations of employees and leaders
•Behaviors: the culturally-aligned symptoms and actions of a work culture
•Recognition: the ways in which organizations can more effectively reward employees
•Rituals: the regular activities that create and strengthen relationships between individuals
•Cues: the physical and behavioral reminders designed to reconnect everyone to the organization’s purpose and goals for the future
With real-life case studies drawn from Silicon Valley heavy hitters, prominent nonprofits, major corporations, and respected universities, leaders of all levels will find expert guidance and proven strategies they can put to use to create a dynamic culture where employees thrive and business grows.
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