In a world defined by volatility, rapid change, and increasing digital disconnection, many organizations are asking the same question: What kind of leadership do we need now?

The answer may not lie in new technology or performance metrics — but in something profoundly human.

In this episode of The Bliss Business Podcast, executive coach and founder of the Center for Modern Workforce Strategy, Marisa Leigh Valente, introduces us to the powerful concept of warm leadership. More than just empathy in action, warm leadership is about presence, resonance, and creating the kind of trust-filled environments where creativity, vulnerability, and growth can truly thrive.

Merging Strength with Care

Traditional leadership models, rooted in control, compliance, and structure, were forged in the industrial era. But as Marisa points out, “We’re not building widgets anymore. We’re facilitating creative potential.” Warm leadership acknowledges that people don’t produce their best work in fear-based environments. They flourish when leaders lead not just with direction — but with intention.

Warm leadership isn’t about being nice. It’s about showing up fully. It’s about creating psychological safety. And it’s about building cultures where strength and compassion coexist.

Holding Space, Not Just Power

One of the most resonant metaphors Marisa shared was the idea of “defrosting.” Just as warm water brings frozen hands back to life, warm leadership melts rigidity and opens people up. It’s not about command — it’s about catalyzing.

Unlike soft power, which is often strategic and persuasive, warm leadership is immersive. It’s less about directing outcomes and more about creating conditions where greatness can emerge naturally. It’s in the way we show up, the way we listen, and how much of our hearts we’re willing to share at work.

As Marisa shared, “You can’t measure it in a spreadsheet — but you can feel it.”

Resonance Over ROI

While businesses often look for measurable outcomes to validate new approaches, warm leadership calls for a different lens. ROI isn’t irrelevant — but when the focus becomes solely numeric, we miss the deeper, more transformative impact of connection.

The good news? There’s growing evidence that warmth drives performance. Empathetic companies outperform their counterparts, see higher retention, and attract top talent. But the bigger payoff may be cultural. As Mike Liwski noted, “People don’t just want to be led — they want to be seen, understood, and inspired.”

Leading Remote and Hybrid Teams with Warmth

In an increasingly remote and hybrid work world, many leaders worry about how to maintain connection. But Marisa reminds us that warmth is not tied to physical presence. It’s felt through energy, intention, and authenticity.

Presence isn’t about proximity — it’s about attention.

Whether it’s a video call, a Slack message, or a shared moment in a virtual meeting, leaders have endless opportunities to “be with” their teams — if they’re willing to show up fully.

Rebuilding Trust, Redefining Leadership

When leaders shift from control to curation, the initial response from teams is often skepticism. Can this warmth be trusted? Is this change real?

The answer, Marisa says, lies in consistency. Building trust means depositing “marbles in the jar” every day — small acts of care, integrity, and follow-through. And just as trust can be built, it can be easily lost. Leadership today demands emotional fluency and the humility to own mistakes and stay present.

The Emerging Workforce Wants More

Perhaps the most urgent reason to embrace warm leadership? The next generation demands it.

Younger employees are hungry for meaning, mentoring, and emotional intelligence. They’re uninterested in top-down control but deeply invested in learning and self-awareness. They want to grow — and they want leaders who are evolving, too.

As Marisa wisely notes, “You can’t lead a generation of self-aware people unless you’re willing to be self-aware yourself.”

Final Thoughts: From Performance to Presence

The future of leadership isn’t about bigger KPIs or tighter controls — it’s about resonance. Warm leadership doesn’t abandon accountability — it reframes it through a lens of care, trust, and humanity.

It asks leaders to stop managing from above and start showing up beside.

And in doing so, it unlocks something extraordinary: workplaces where people don’t just work — they belong.

If that sounds like a business worth building, you’ll want to listen to this episode.

Check out our full conversation with Marisa Leigh Valente on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

When we think about the future of work, it’s easy to focus on technology, AI, and automation. But for Simon Hill — CEO of Wazoku and champion of workplace innovation — the future is less about machines and more about people.

In a lively conversation on The Bliss Business Podcast, Simon joined hosts Stephen Sakach and Tullio Siragusa to discuss why rigid structures are holding businesses back, and how flexible, democratized, and purpose-driven models are unlocking the next wave of innovation.

Work Is Being Rewritten — One Idea at a Time

Wazoku, which means “great idea” in Swahili, is built on a simple yet radical belief: everyone has the capacity to solve big problems, if given the chance. From helping NASA and pharmaceutical companies crowdsource breakthroughs to empowering remote workers across the globe, Simon’s work sits at the intersection of trust, collaboration, and outcome-based leadership.

“If you ask the right question to the right crowd, you can unlock genius that traditional hiring methods would never even consider,” Simon said.

His company’s open innovation platform has created a global crowd of nearly one million solvers, many of whom work on challenges purely out of passion — before they’re even promised compensation. Why? Because they love it.

The Rise of Pixelated Work and Trust-Based Leadership

Simon believes that the most progressive companies are moving toward “pixelated work” — breaking projects into smaller outcomes that can be tackled by distributed teams, sometimes asynchronously, and often judged solely on results — not résumés.

This evolution requires a reprogramming of traditional leadership:

• Leaders must let go of control and manage by outcomes, not hours.
• Employees must learn to self-direct and find motivation in purpose, not micromanagement.
• Organizations must build cultures of trust, where people feel safe to think differently and act autonomously.

“If you need someone sitting in front of you to do your job well as a leader, that’s not a people problem — that’s a leadership problem,” Simon said candidly.

Purpose Is the Power Source

One of the most resonant parts of the conversation came when Simon described how his solvers — who range from students to intensive care doctors — view their contributions as a calling.

“This is my way of exercising my brain. I do this because it gives me meaning,” one solver told Simon over lunch.

In an era where more employees want to align their work with something meaningful, this model represents not just a shift in structure — but a shift in soul. It’s about finding the joy in solving problems, the fulfillment in contributing, and the pride in being part of something bigger.

The Bottom Line?

Flexible, purpose-aligned organizations aren’t just more human — they’re more effective.

Companies that embrace open innovation and decentralized talent strategies are solving complex challenges faster, with more diverse perspectives, and at lower cost than traditional R&D models.

Simon’s message is clear: The future of work belongs to those who are willing to trust, empower, and innovate — with people at the center.

Check out our full conversation with Simon Hill on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

Leaders who embrace their full humanity are better equipped to lead others. In a world obsessed with performance metrics and bottom-line thinking, it’s easy to overlook the most transformative leadership tool available — self-awareness. In a recent episode of The Bliss Business Podcast, co-hosts Stephen Sakach and Mike Liwski sat down with Stacey Estrella, co-founder of Mastering Your Human Design, for a conversation that pulled back the curtain on what it really takes to lead with empathy.

Stacey’s path to purpose-driven leadership has been anything but conventional. From competing on Project Runway to facilitating immersive brand storytelling events, her journey is marked by continual reinvention. But it wasn’t until she discovered Human Design — a system that integrates elements of astrology, chakras, and quantum physics — that everything truly clicked.

What she found wasn’t a mystical shortcut, but a deeply grounding framework that gave her permission to stop performing and start leading as her whole self. “It allowed me to release everything I’m not,” Stacey explained. “And when you do that for yourself, you can’t help but do it for others. That’s where real empathy begins.”

Self-Awareness: The Leadership Superpower

Throughout the conversation, Stacey made one thing clear: there’s no shortcut to empathetic leadership. It begins with radical self-acceptance — the willingness to look at your strengths, your flaws, and even the decisions you regret through the lens of understanding rather than judgment.

“When you can love on all those decisions — especially the ones that make you cringe — you unlock a kind of emotional elasticity,” she shared. “It creates space to connect with others from a place of compassion rather than control.”

The data backs her up. A Korn Ferry study found that leaders with high self-awareness are significantly more effective, in part because they are better equipped to manage their own emotions and understand the perspectives of others. It’s the foundation of emotional intelligence — and emotional intelligence is a key driver of performance.

Empathy is Not Weakness — It’s Strategic

Mike pointed to a Harvard Business Review study showing that companies scoring highest on empathy indices outperform their peers by 50% in profit generation. The takeaway? Empathy isn’t a nice-to-have. It’s a competitive advantage.

But as Stacey warned, empathy without boundaries can lead to emotional burnout. “You can’t confuse feeling with carrying,” she said. “Empathy means being present with someone’s experience — not absorbing it as your own.”

This is where Stacey’s work with Human Design comes into play. It helps leaders differentiate between their own energy and the emotional energy of others, enabling them to support their teams without sacrificing themselves in the process.

Leading With Empathy in a Digital Age

Stacey also reflected on the role of technology in fostering or eroding human connection. “I never want technology to come between me and a client,” she said. “I use AI to learn — but not to create. That’s a line I draw because it keeps the work human.”

Instead, Stacey sees technology as a tool to support meaningful one-to-one interactions — not replace them. It’s a mindset more organizations will need as automation becomes increasingly prevalent.

The Future of Business is Personal

Perhaps the most powerful insight Stacey offered was this: the organizations of the future will succeed not by standardizing people, but by recognizing and optimizing their differences.

“When leaders start with empathy and build from the individual up, they create cultures of trust and resilience,” she said. “That’s when teams move beyond productivity and into purpose.”

Her advice for businesses looking to stay ahead? Replace rigid efficiency models with systems that prioritize well-being and human wholeness. “We’re entering an era where love will be the cornerstone of successful business,” she said. “And that starts with how leaders show up for themselves and their people.”

Final Thought

Leadership isn’t about being everything to everyone. It’s about being fully yourself so you can see — and support — others in doing the same. As Stacey reminded us, empathy begins within. And when leaders operate from that place of self-awareness and authenticity, they create organizations where people don’t just perform — they thrive.

Check out our full conversation with Stacey Estrella on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

In a business world that often places profit above all else, striking a balance between financial growth and social responsibility can feel like walking a tightrope. For Brandon Powell, CEO of HatchWorks AI, that tightrope has been both a challenge and a calling.

In this deeply personal and thought-provoking episode of The Bliss Business Podcast, Brandon opens up about the journey that led him to build HatchWorks AI — an innovative software development company with delivery hubs across Latin America and a mission rooted in purpose. From humble beginnings and a fierce entrepreneurial spirit to bold pivots into AI and nonprofit work, Brandon’s story is a case study in what it means to lead with empathy, resilience, and values.

From Bootstrapped Beginnings to Global Vision

Brandon’s entrepreneurial path began young — starting his first business at 14 and learning the value of hard work under the guidance of a single mom. His professional career later took him into consulting and product leadership at Cricket Wireless before he founded HatchWorks eight years ago. What started as a local software firm has grown into a cross-border operation helping companies adopt and scale AI.

But growth wasn’t always smooth. Brandon shared candidly about the challenges of balancing rapid expansion with profitability — admitting that for a time, his passion for giving back outweighed financial discipline. “My heart was too big for the growth we were doing,” he said, recalling periods of fast growth but zero profits. That honesty became the turning point.

Redefining Success Through Purpose

Rather than compromise his values, Brandon recalibrated his leadership approach — focusing on both impact and sustainability. Today, HatchWorks operates under a clear purpose: to merge artificial and human intelligence in an inclusive and responsible way for all. That includes creating career pathways through AI education for underserved communities.

Through Hatch Futures, the company’s nonprofit arm, Brandon and his team have set a bold goal: train 1,000 educators across Atlanta, Dallas, Chicago, Colombia, and Costa Rica by 2030. “I believe AI can break poverty cycles,” he shared, underscoring the profound alignment between HatchWorks’ commercial mission and social vision.

A Strategic Advantage Rooted in Empathy

Brandon’s philosophy isn’t just rooted in ideals — it’s delivering real business results. HatchWorks maintains a 99% retention rate among its technical talent, an impressive feat in one of the most competitive sectors. The reason? Culture, purpose, and an unwavering focus on people.

It’s a recurring theme we see across The Bliss Business Podcast: companies that lead with empathy tend to outperform their peers. A recent study by Unilever found that purpose-driven brands like Dove and Seventh Generation were growing 50% faster than the rest of the portfolio. Similarly, research from Deloitte shows that 88% of consumers want brands to help them live more purpose-driven lives.

For Brandon, this insight is lived experience. “People want to work on something beyond themselves,” he said. “It’s not just about the paycheck — it’s about meaning, belonging, and impact.”

Creating a Win-Win-Win Culture

A key takeaway from the conversation was Brandon’s emphasis on what he calls “the art of the win-win-win.” It’s not just about what’s good for the business or the customer — but also for the broader community. His partnerships reflect this mindset, especially when it comes to working with schools and organizations aligned with HatchWorks’ social goals.

By tying social impact directly into HatchWorks’ strategic priorities, Brandon ensures purpose isn’t an afterthought. It’s one of the company’s “big hairy audacious goals” (BHAGs) for the year — right alongside profitability.

Final Thoughts: Leading with Love, Not Ego

When asked if love belongs in business, Brandon didn’t hesitate. “I love having a business,” he said, “because of what it allows me to do for others.” While he’s learned to detach his identity from his company, his commitment to leading with heart remains constant.

Brandon’s journey is a powerful reminder that purpose and profit don’t have to be at odds. With the right mindset, structure, and support, businesses can build cultures where people thrive, communities grow, and innovation flourishes.

Check out our full conversation with Brandon Powell on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

Authentic connection isn’t a “nice-to-have” — it’s the foundation of meaningful growth. But how do you foster that connection when your business spans two countries and 140+ locations?

On this episode of The Bliss Business Podcast, Vanessa Yakobson, CEO of Blo Blow Dry Bar, joined us to share how she’s scaling a purpose-driven franchise while preserving the human element at every touchpoint. What started as a single bar has grown into North America’s original and largest blow dry bar franchise. But the secret to Blo’s growth isn’t just business strategy — it’s culture, community, and care.

The Power of Purpose in a Service Brand

Vanessa’s journey to leadership wasn’t a straight line. With a background in marketing and nonprofit fundraising, she joined Blo ten years ago with a vision to grow the business while preserving its soul.

One of the most powerful insights from the conversation? “We’re not just in the beauty business,” Vanessa explained. “We’re in the wellness business. We make people feel wonderful — and that’s what they remember.”

At Blo, emotional connection is woven into the fabric of every location. From team camaraderie to personalized guest experiences, every bar is designed to deliver not just a service, but a feeling. Whether someone comes in for a quick blowout before work or a celebratory moment with friends, the goal is the same: make them feel confident, cared for, and seen.

Scaling Connection Across Franchises

Scaling connection might sound contradictory — but for Vanessa, it’s a matter of intention.

Franchisees are selected not just for operational competence, but for cultural fit. “They need to love building relationships,” Vanessa shared. “Because that’s what our business is built on.”

Franchisees are supported with tools like community engagement marketing, regular roundtables, best practice sharing, and hands-on support from the corporate team. “We bring the recipe and the ingredients,” Vanessa said, “and our franchisees bring their own flair.”

The result? A national brand that still feels personal at the local level.

Creating an Environment That Builds Trust

Blo Blow Dry Bar takes a meticulous approach to consistency across its network. Brand standards, training materials, digital tools, and regular feedback loops — including Net Promoter Scores and social review monitoring — ensure a unified guest experience.

But beyond processes, it’s the purpose that drives loyalty.

Vanessa shared countless examples of how franchisees use their locations to give back — from offering free services to cancer patients’ families, to supporting women preparing for job interviews. These aren’t PR stunts — they’re organic expressions of a brand rooted in empathy.

As Vanessa put it, “The businesses that thrive are the ones that weave themselves into the fabric of their communities.”

The Role of Leadership in Sustaining Culture

For Vanessa, leadership isn’t about command and control — it’s about understanding what franchisees and team members are trying to achieve and equipping them to get there.

That means supporting franchisees in their goals, helping team members develop professionally, and nurturing an inclusive culture that values emotional intelligence. “We lead with empathy because our success is completely tied to our franchisees’ success,” she said.

That mindset shows up in everything from personalized support to the way customer service is framed — not just as a transaction, but as a meaningful moment in someone’s life.

Final Thoughts

As Blo continues to grow, Vanessa is committed to staying grounded in the values that built the brand. “The goal is more of the same — just bigger and deeper,” she shared.

In a world where automation and standardization often dominate growth strategies, Blo Blow Dry Bar is proving that heart still scales. Through intentional leadership, community engagement, and a deep understanding of human connection, Vanessa Yakobson is showing how to grow with purpose — and grace.

Check out our full conversation with Vanessa Yakobson on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog