Your Transformation Station

Workplace struggles for neurodistinct employees are rarely caused by a lack of talent. They’re caused by systems that create unnecessary friction and environments that were never designed for cognitive diversity.

In this episode of Your Transformation Station, Grant Harris, MBA, CDE, examines why neurodiverse employees often face preventable barriers, how traditional performance models fail them, and the measurable organizational costs of burnout, disengagement, and turnover.

The conversation clarifies the critical difference between accommodating individuals and redesigning systems, showing why training, perks, and surface‑level inclusion efforts often fail to improve engagement or retention. When workflows are misaligned, expectations unclear, or environments overloaded with friction, employees disengage — even in high‑performing teams.

Key themes include:



Why neurodistinct employees feel overwhelmed in high‑friction environments




How outdated performance models fail to support cognitive diversity




The link between poor workplace design, burnout, and turnover




How system‑level redesign improves culture, retention, and performance




This episode takes a diagnostic approach to neuroinclusive workplace strategy, focusing on outcomes, not sentiment. It’s for leaders, managers, and organizations serious about reducing burnout, improving retention, and building workplaces where every brain can thrive.



GUEST LINKS

Main link hub: https://linktr.ee/GTH_Consulting

Neurodiversity in the Workplace:
https://disabilitysolutions.thinkific.com/products/courses/neurodiversity-in-the-workplace



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AI isn’t sweeping across the workforce the way the hype promised — but something far more important is happening beneath the surface. Gallup’s newest national Workforce Study reveals a surprising shift: AI adoption has stalled, but AI mastery is accelerating. A small group of power users is pulling ahead while the rest of the workforce stands still.

In this episode of Your Transformation Station, Gregory Favazza breaks down the latest Gallup data to uncover what’s really happening inside American organizations. You’ll learn:



Why nearly half of U.S. workers still never use AI




Why daily and frequent AI use continues to rise




How leaders use AI 2× more than their teams




Why remote‑capable roles are adopting AI at double the rate of on‑site workers




Which industries are accelerating — and which are falling behind




What employees actually use AI for (hint: it’s not coding)




The #1 barrier stopping organizations from wider adoption




Gregory also explains how Gallup collects this data, why it’s considered the gold standard for workforce insights, and what these trends mean for the future of work, leadership, and digital capability.

If you want to understand the real state of AI in the workplace — beyond the hype — this episode gives you the clarity and data you need.



Sources

Gallup. (2025). AI in the Workplace: 2025 Workforce Trends. Gallup Workforce Study, Q4 2025. Gallup, Inc.

IBM SkillsBuild. SkillsBuild Learning Platform. https://skillsbuild.org



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Employee disengagement is rarely caused by a lack of recognition. It’s caused by employees feeling unappreciated.

In this episode of Your Transformation Station, Dr. Paul White examines why employee appreciation at work is consistently misunderstood, how leaders misapply recognition programs, and the measurable organizational costs of disengagement, burnout, and turnover.

The conversation clarifies the critical difference between employee recognition vs appreciation, showing why praise, perks, and compensation increases often fail to improve employee engagement or retention. When appreciation is generic, misaligned, or transactional, employees disengage — even in high-performing teams.

Key themes include:



Why employees feel unvalued despite positive feedback




How recognition programs fail to drive motivation




The link between lack of appreciation, workplace burnout, and turnover




How misreading employee motivation erodes workplace culture




This episode takes a diagnostic approach to employee appreciation strategies, focusing on outcomes, not sentiment. It’s for leaders, managers, and organizations serious about reducing burnout, improving employee retention, and correcting systemic disengagement.





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Mindset variance explains why some people adapt, stay disciplined, and perform under pressure while others stall. In this episode, Greg Favazza speaks with Justin Groth, a natural bodybuilder who cuts through fitness industry hype by focusing on simplicity, consistency, and execution.

The conversation explores supplementation fundamentals, compound training, and leadership parallels—showing why restraint and clarity often outperform optimization culture.



Topics

• mindset variance and adaptation
• supplement simplicity
• discipline vs hype
• compound movement fundamentals
• sustainable performance systems



Outline

(00:01) Fitness fundamentals
(11:40) Compound movements and core strength
(20:03) Performance, leadership, and adaptation
(31:55) Coaching and app development



PODCAST INFO:

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When life destabilizes faster than clarity can form, most people don’t know where to begin.

In this episode, Gregory Favazza and Jeanell Greene examine personal transformation under pressure. Gregory shares the lived reality behind his “2440” process, navigating relationship breakdown, fatherhood, unresolved trauma, and the loss of stability while fighting to rebuild clarity and accountability.

This is a grounded conversation about responsibility, self-examination, and what change actually requires when motivation isn’t enough.



Topics

• personal transformation
• trauma and self-reflection
• fatherhood and responsibility
• toxic relationship patterns
• rebuilding clarity under pressure



Outline

(00:00) Personal upheaval and instability
(12:40) Trauma and parental fear
(16:36) Accountability and fatherhood
(21:02) Self-reflection under pressure
(27:58) Healing and growth
(40:11) Documenting change



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