Wired to Work with Jess Chapman

Most organisations pour money into wellbeing programmes and still end up with teams that are flat, disengaged, and just getting through the week. The problem isn't the programme. It's the target. Behavioural neuroscientist Dr. Paul Zak has spent 30 years studying what actually makes people - and teams - thrive. His research shows the brain has a measurable mechanism for the value it gets from experiences, trackable second by second. And when you know what that data looks like across your organisation, the engagement survey starts to look like a very blunt instrument. In this episode of Wired to Work, Jess sits down with Dr. Zak to dig into the neuroscience of thriving teams, and what leaders can actually do about it. What's covered: Why wellness is too low a bar, and what the thriving brain actually looks like The neuroscience of psychological safety, measured, not surveyed What the data says about remote work, in-person, and where your team actually thrivesWhy autonomy and communicating the "why" separate high-immersion workplaces from everyone else"Train extensively, delegate generously" — and why most leaders only do one If you're responsible for building a team that doesn't just perform, but actually thrives, this one is for you. Wired to Work with Jess Chapman. Watch or listen wherever you get your podcasts! https://www.wiredtowork.castos.com/Join our Patreon Community! https://patreon.com/WiredtoWork?utm_medium=unknown&utm_source=join_link&utm_campaign=creatorshare_fan&utm_content=copyLink

More than two thirds of people say they want more feedback. Fewer than a third feel they're actually getting it. What's getting in the way? Your brain (and your team's brain!) is wired to read feedback as a social threat. It can shake your sense of status, belonging, fairness, and certainty all at once. And if you walk in carrying the wrong energy, your body language transmits it before you open your mouth. Jess calls it "going in crispy" - and once you're crispy, you've already lost the room. In Part 1 of this Wired to Work series on feedback, Jess breaks down the neuroscience of why feedback is so hard to give and receive.. and how to set up the conditions that make it actually land. What's covered: Why more than two thirds of people want more feedback but fewer than a third feel they're getting it The SCARF model: why the brain treats feedback as a social threat Why "I don't have time for feedback" is really a value-versus-complexity problem How to normalize feedback before you ever sit down for a hard conversation Why going in "crispy" puts your team on defense before you've said a word Warm and direct: why vague kindness makes feedback land worse, not better If you lead people and you've ever avoided a feedback conversation you knew you should have had - this one's for you. Wired to Work with Jess Chapman. Watch or listen wherever you get your podcasts! ⁠https://www.wiredtowork.castos.com/

In this episode of Wired to Work, Jess Chapman sits down with strategic HR professional Meghan Morrison to unpack why workplace learning so often fails to create real change, and what it would take to make learning actually stick. They explore why sending someone to a workshop is not the same as helping them grow, why application matters more than attendance, and why learning has to be built into the way work happens rather than added on after the fact. You’ll hear: • why classroom training alone rarely changes behaviour • why application, reflection, and feedback matter more than binders and certificates • how leaders can make learning part of everyday work without spending a fortune • why mentorship, shadowing, and debriefing are often more powerful than formal courses • what the 70-20-10 model looks like in real life • how to help people take ownership of their growth instead of waiting to be “sent” to learn • why teams need space to ask questions, make mistakes, and reflect in real time This conversation is for leaders, HR teams, and anyone trying to build a workplace where people keep learning instead of just attending training. If you’ve ever wondered why development plans go nowhere, why training gets forgotten, or how to make learning part of culture, this one is for you. Wired to Work with Jess Chapman. Watch or listen whereever you get your podcasts! https://lnkd.in/ezzK9CVZ

Fight. Flight. Freeze. Flock. These are the four ways your brain responds to stress — and they show up at work more often than you think. In this episode of Wired to Work, Jess Chapman breaks down what’s actually happening when you react instead of respond — and why stress makes it harder to think clearly in the moment. This isn’t about personality or willpower. It’s about how the brain processes threat. Jess explains: • what’s happening in the brain when stress levels rise • why the amygdala triggers fast, emotional reactions • how the prefrontal cortex (“brain CEO”) gets disrupted • the four stress responses: fight, flight, freeze, and flock • why social threat at work feels as real as physical danger • how chronic stress increases reactivity and reduces reasoning She also shares four practical ways to handle these moments: • how to identify what’s triggering the reaction • how trust lowers emotional intensity • what to do when someone is reacting in real time • how to reduce uncertainty and create psychological safety If you’ve ever thought “Why did that escalate so quickly?” — or found yourself reacting in ways you didn’t intend — this episode will give you a clearer way to understand and manage those moments at work. Welcome to Wired to Work. ✉️ Get in touch at: contact@ethree.ca Follow us: Instagram - @ethreeconsulting LinkedIn - ethree-consulting | Neuroworks Website: https://www.ethree.ca | https://neuroworks.ca/ HR Toolkit!: https://www.ethree.ca/hr-toolkit/ Wired to Work is a Double Barrel Production

Most leaders assume that if people know what to do, they’ll do it. But behaviour doesn’t change that way. Why? Because habits aren’t just a willpower problem. They’re a brain wiring problem. In this breakdown episode of Wired to Work, Jess Chapman unpacks neuroplasticity - the brain’s ability to strengthen, weaken, and reorganize connections based on what you do repeatedly. In practical terms, this episode explains why habits form so easily, why change feels harder than it should, and why knowing what to do still doesn’t always lead to better behaviour. Jess breaks down: • what “neurons that fire together, wire together” actually means • how repetition builds habits into neural pathways • why attention, timing, and emotion matter for learning • why stress makes behaviour change harder • why training without practice rarely sticks • how leaders and organizations can support change that actually lasts If you’ve ever wondered why people keep repeating the same patterns at work (including yourself!) this episode will change how you think about habits, learning, feedback, and behaviour change. Welcome to Wired to Work. ✉️ Get in touch at: contact@ethree.ca Follow us: Instagram - @ethreeconsulting LinkedIn - ethree-consulting | Neuroworks Website: https://www.ethree.ca | https://neuroworks.ca/ HR Toolkit!: https://www.ethree.ca/hr-toolkit/

Menopause is having a moment. There’s more content. More conversation. More noise. And yet, we’re still getting it wrong.. especially at work. In this week's episode of Wired to Work, Jess Chapman speaks with counselor and researcher Tina Pomroy N.D., MEd, MBA, CMEC, RYT about what menopause actually looks like - biologically, psychologically, and professionally. They unpack: • What’s happening with estrogen, progesterone, cortisol, and dopamine — and why it affects cognition and emotional regulation • Why menopause often gets misdiagnosed or treated symptom by symptom • The mental health risks we don’t talk about at work • Why leaders are uncomfortable addressing it • What practical workplace support can actually look like • And why menopause is an expansion, not a decline If you lead people, work with midlife professionals, or are navigating this shift yourself, this conversation will change how you think about performance, flexibility, and support at work.

As Season 2 wraps up, Jess looks back on the moments that stuck — the insights, laughs, and leadership lessons that made this season one to remember. From kindness at work to navigating change, clarity in relationships, and what it really means to connect with people, these are her Top Five Takeaways to make the tough people stuff easier. ️ Featuring highlights from conversations with Chelsea Colwell-Posh, Tom Hickey, Jeff McAloon, Anna Cook, Pierre Battah, and Susan Englehutt. ️ Watch the full episode now — packed with real-world advice on hiring, leadership, and the people side of growth. YouTube: https://youtu.be/IhRn3i4pD3U?si=rIN5V1FkBPFc5gmr

Contracts, corporations, and co-founders — oh my! In this episode, Jess sits down with Anna Cook, Partner at Cox & Palmer, for a practical, plain-language look at the legal side of running a business. From when to incorporate, to why every partnership needs a “business prenup,” Anna breaks down what small business owners really need to know — including how to avoid common legal pitfalls as you grow. Plus, Jess tackles a viral workplace scandal in the Just Ask Jess segment: when the CEO and HR lead make headlines for all the wrong reasons, what can small organizations learn about managing relationships at work? ✉️ Get in touch at: contact@ethree.ca Follow us: Instagram - @ethreeconsulting LinkedIn - ethree-consulting Website: https://www.ethree.ca HR Toolkit!: https://www.ethree.ca/hr-toolkit/

When we talk about safety at work, we usually think hard hats and handrails — but what about the safety to speak up, struggle, or be honest about your mental health? In this episode, Jess sits down with Sean Kennedy to unpack what psychological safety really means. Sean shares his own mental health journey and how stigma shaped his leadership perspective, while Jess explores how organizations can move beyond surface-level wellness to build cultures where people actually feel safe — not just physically, but emotionally too.

When leaders speak, their words carry weight — whether they’re grounded in fact or not. In this Just Ask Jess episode, Jess reflects on Trump’s presidency through a leadership lens, unpacking what it reveals about power, responsibility, and influence. From the impact of a leader’s words, to the role of trusted advisors and diverse perspectives, to the dangers of “yes men” and top-down cultures, Jess explores how leaders can either build trust or erode it — and what that means for anyone guiding a team, an organization, or a nation. ✉️ Get in touch at: contact@ethree.ca Follow us: Instagram - @ethreeconsulting LinkedIn - ethree-consulting Website: https://www.ethree.ca HR Toolkit!: https://www.ethree.ca/hr-toolkit/

In this bonus Q&A segment, Jess unpacks three real-world scenarios—an RFP gone sideways, a hiring process with hidden ties, and a client relationship kept quiet—all pointing to one root issue: undisclosed conflicts of interest. She explains why most conflicts aren’t intentional, the reputational risks they pose, and how leaders can build awareness, motivation, and clear processes to prevent them.

Onboarding doesn’t have to mean endless PowerPoints or a “sink or swim” experience. In this bonus Q&A edit, Jess breaks down how to streamline the process—using checklists, templates, e-learning, and structured check-ins—to set new hires up for success without draining your time. Whether you’re scaling fast or just trying to bring more structure to your team, Jess shares practical tips for building an efficient, people-first onboarding system.