What if the idea of a career ladder is just a mirage? As organizations fast-forward into the future of work, traditional development systems are no longer enough — they're part of the problem. This conversation cuts through the noise, exposing the illusion of linear progress and framing development as agility, project work, and personal ownership.

This isn’t about tweaking the system. It’s about dismantling old assumptions and designing new pathways for growth that match the speed and complexity of today’s world. The answer isn’t in more promises, but in real experimentation and brave structural shifts. The future of development requires a different approach—one built on trust, agility, and shared outcomes.

Key insights:

• The concept of a linear "career path" is largely a myth.
• Organizations often create empty promises around development, masking retention tactics.
• The existing system is broken, biased, and increasingly disconnected from reality.
• Moving from job descriptions to project-based work: outcomes as the new organizing principle.
• Leadership development should be project-focused, not role-focused.
• Employees must own their development — organizations should enable, not dictate.
• Pilot new approaches early; scale quickly without waiting for perfection.
• The importance of agility and experimentation in HR systems.
• External moves and reputation matter more than loyalty.
• Design a future where career mobility is a fluid, multi-directional jungle gym.

Connect with Marissa and Susan:

• Brave Proximity Mailing List
• Leave us a Voicemail on VOXER
• Marissa Green - LinkedIn
• Susan Page - LinkedIn

What happens when the work goes away? In this special, raw, live-recorded episode of Brave Proximity, Marissa and Susan welcome author Geoff Curtis to pull back the curtain on executive transitions. Many of us have spent decades climbing the ladder, unknowingly using the non-stop demands of our careers as a high-end safety net for emotional avoidance.

When that structure is abruptly removed, the resulting emptiness can be devastating. Geoff shares his personal battle with depression after exiting his corporate role, the painful process of unmasking his identity from his job description, and what it actually takes to sit in the discomfort of transition instead of sprinting to the next venture.

Key Insights:

• The Friday-to-Monday Reflex: Why sprinting into a new role or consulting practice is often a defense mechanism against self-awareness.
• The Corporate Validation Train: How modern corporate environments capitalize on our internal need to "prove ourselves".
• The Expiration Date on Relevance: Confronting the explicit psychological terror of losing your industry footprint.
• Intention Over Time: How even breadwinners without financial flexibility can leverage choice and micro-moments of pause.
• Redefining Success: Shifting your metrics from Amazon best-seller campaigns to meaningful, organic community alignment.

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

👉 DOWNLOAD THE PURGATORY WORKSHEET

Are you currently in transition, or desperate to pause? Don't run straight into an unvetted next move.

Visit our website to download the free S1 E13 Practice Guide to audit your triggers, process your patterns, and bring real intention back to your life.

Website: www.braveproximity.com

Marissa's LinkedIn: https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

Geoff Curtis' LinkedIn:

https://www.linkedin.com/in/geoffreycurtis/

This conversation cuts through the slick language and exposes what’s really happening when organizations talk about bringing your "whole self" to work.

What started as a buzz term became less about sparking genuine authenticity and more about navigating a system that often won’t hold your full reality without cost.

Key insights:

• The phrase "bring your whole self" is a trap, often weaponized by systems that don’t support genuine authenticity.
• Organizations struggle—sometimes outright refuse—to create spaces where people can feel safe to fully show up.
• Expecting employees to be their whole selves without structural support is a setup for failure.
• Leadership’s role is to meet employees in their human moments—offering grace, understanding, and honesty.
• The gap between organizational promises and reality drives turnover more than anything else.
• Building authenticity in the workplace requires clarity from leadership, not just catchphrases.
• The real work is listening without judgment, not overcomplicating the concept of "whole self."
• Treat time and vulnerability as investments: showing up humanely pays off in loyalty and engagement.

Timestamps:

00:00 - The disconnect between "whole self" and workplace realities
01:17 - When did "bringing your whole self" turn into a burden?
03:47 - Why creating a safe space for all employees is unrealistic
04:13 - The yo-yo cycle of organizational promises and cancellations
05:23 - Rethinking professionalism and identity at work
06:14 - The pitfall of trying to internalize "whole self" without systemic shifts
09:45 - The disconnect between what we say and what we do in organizations
16:19 - How talent propositions hide gaps instead of facing them
17:45 - Normalizing imperfection in organizational culture

Resources & Links:

• Brave Proximity Website
• @braveproximity Instagram
• @braveproximity YouTube
• Susan Page - LinkedIn
• Marissa Green - LinkedIn

In an environment where up is down and “everything is fine” often meets silence, honest conversations are more vital than ever. This episode confronts the habit of filtering truth in leadership and explores how transparency with brave proximity drives real progress.

Key insights:

• Leaders are often fed filtered truths to avoid discomfort or upsetting the status quo.
• The real risk isn’t in speaking hard truths; it’s in the silence that follows.
• Filtering truths creates false confidence, leading to poor decisions and wasted resources.
• Building trust through relationships and proximity encourages leaders to handle the truth.
• Every level of an organization needs clear signals, from CEOs to front-line teams.
• The importance of questioning assumptions and encouraging diverse perspectives.
• The myth of perfection: humans and organizations thrive better in draft mode.
• Letting go of the “perfect product” mentality accelerates innovation.
• The dance of navigating swirl and spin in complex organizations—a necessary reality.
• Recognizing when decisions should be pushed down—not just pushed up—for better insight and agility.

Resources & Links:

• Brave Proximity Website
• Susan Page - LinkedIn
• Marissa Green - LinkedIn

Connect with Us:

• Share your experiences of brave truth-telling.
• Hit us up on LinkedIn.

Ever seen a cultural disaster or a project failure coming a mile away, only to be told: "We need more data before we can act"? In this episode of Brave Proximity, Marissa and Susan unearth the dangerous corporate tendency to use spreadsheets as a shield against making hard decisions. We’ve been conditioned to believe that if it isn't in a dashboard, it isn't real—but your intuition is a data point, and your people are the primary source.

Today, we talk about reclaiming Signal Detection as a leadership superpower. We explore why an 8-month data-heavy rollout is often a 0-value strategy, and how leaders can start building "Islands of Coherence" that move faster than any survey. It’s time to stop mining the dashboards and start listening to the humans.

Key Insights:

• The Data Shield: Why we use requests for "more proof" to prolong decisions and shirk responsibility.
• The "Whitewashing" of Truth: Why engagement surveys often hide the very reality your gut is already sensing.
• Islands of Coherence: Moving away from failed global rollouts toward small, organic spaces where success can ripple outward.
• Augmented Intuition: Why judgment and reasoning are the core leadership skill sets of the future—not just data literacy.
• Acting on Incomplete Info: Why the most effective leaders prioritize speed and human signal over clinical perfection.

Time-Stamped Highlights:

• (00:00) The "Signal Detection" superpower: Seeing the storm before the data does.
• (01:10) Data as a delay tactic: Are you seeking clarity or avoiding fallout?
• (10:46) Beyond the dashboard: Why your "inner knowing" is a valid metric.
• (12:40) The cost of waiting: Why "perfect data" creates stale strategies.
• (20:52) Leading through crisis: The power of acting on human signals.
• (25:29) How to build "Islands of Coherence" in a chaotic organization.

Connect with Us:

• [Marissa on LinkedIn]
• [Susan on LinkedIn]
• Brave Proximity on [Instagram] and [YouTube]
• [www.braveproximity.com]

Disclaimer: This podcast reflects personal experiences and perspectives. It is not intended as legal, HR, or organizational policy advice.

We explore why storytellers will win the next decade and how to find your "storytelling authenticity"—even if you aren't the charismatic type. From using AI to democratize inspiration to knowing when to give someone else the mic, it’s time to move away from the slide deck and get proximate to the power of connection.

Key Insights:

• The Inspiration Deficit: Change management frameworks often focus on awareness but forget that inspiration is what actually gets people to jump on board.

• The "WIIFM" Factor: Your team doesn't care about the boxes in your framework; they care about why you’re doing this and what is in it for them.

• Democratizing Storytelling: You don’t have to be a "main stage" orator to be a storyteller. Use videos, images, or even AI-generated podcasts to deliver insights in human, conversational tones.

• Testing the Narrative: Good storytellers treat their message like a product—testing different storylines to see what resonates before a major rollout.

• The Magnet Effect: Leaders who communicate clearly and emotiely become "magnets" in an organization that people are drawn to to get work done.

• Poking Holes: Don’t fear resistance. When people ask tough questions about your story, consider it a gift of engagement rather than a negative experience.

Time-Stamped Highlights:

• (00:00) Why storytellers are the biggest winners of the next decade.

• (01:16) The elephant in the room: Storytelling isn't a charismatic add-on; it's a capability.

• (05:14) Knowing when it’s not your job to be the "charismatic inspirer".

• (11:45) The strategy disconnect: Why "telling" people isn't the same as them understanding .

• (15:21) How AI is changing the storytelling game (and killing the PowerPoint).

• (21:03) Borrowing brilliance: Sourcing storytellers from sales and marketing functions .

• (25:40) Why storytelling is a highly marketable, demanded skill in the future of work.

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

Website: www.braveproximity.com

Marissa's LinkedIn: https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

Key Insights:

• Growth confused with piling on projects, with no additional support or pay.
• Organizations rebrand burnout as “stretch,” expecting high performers to self-develop while doing their day jobs.
• True development isn’t just about training; it’s about experience, experimentation, and honest support.
• Leaders often ask their teams to “just do it,” but rarely provide safety or space for failure.
• The importance of clear boundaries and brave conversations around roles, expectations, and exit strategies.
• Rethinking investment: shifting budgets from training to experiential learning that fosters real growth.
• The next generation won’t tolerate burnout like their predecessors. They call the therapist before the crash.
• Growth in entrepreneurship looks different: results, expansion of identity, and ownership — not just check-the-box tasks.
• Organizations must create safe, human connections, let people make mistakes, and honor their choices to leave or stay.
• Leaders and organizations need to rewrite the playbook — it’s not just about skills, but about shifting mindsets and deconditioning.

Time-Stamped Highlights:

• (00:00) Burnout isn’t a leadership pipeline — it’s a failure to develop.
• (00:14) Organizations promise growth but deliver burnout.
• (06:18) Drawing boundaries is an act of development and self-respect.
• (08:43) Training programs alone don’t create real growth — coaching and experience do.
• (13:01) The environment shapes learning — it should feel safe, not sterile.
• (15:38) The future of growth isn’t inside companies as we know it.
• (16:06) Entrepreneurship exemplifies expansion of identity, not just skills.
• (17:25) Stop dressing people up for opportunities without giving them a place to grow into.
• (28:53) The core of sustainable growth: honest conversations and understanding motivations.

Connect with Us:

Marissa on LinkedIn

Susan on LinkedIn

BP on Instagram, YouTube

www.braveproximity.com

In this episode of Brave Proximity, Marissa and Susan unearth one of the most exhausting realities of the modern workplace: The Work No One Needs. We’re talking about the low-value, high-effort tasks—the endless decks, the performative spreadsheets, and the "updates about updates"—that keep us from doing the meaningful work we were hired to do.

But this isn't just about bad processes. It’s about the fear that drives us to stay "busy" instead of being effective. We’re peeling back the layers of "Professional Distance" to understand why we keep saying yes to work that doesn't matter and how we can start reclaiming our time for the things that do.

In this episode, we explore:

• The High Cost of Indifference: Why doing "fake work" is a sign that we’ve lost proximity to our mission.
• The Performative Trap: How we use "busyness" as a shield to avoid the discomfort of real, messy human leadership.
• The Courage to Delete: Why the most powerful thing a leader can do is stop a process that no longer serves a purpose.
• Finding Your "Why" Again: Tactical ways to audit your calendar and your team’s output to ensure you're focused on "Mission as Usual."

If you’re feeling "soul-drained" by a calendar full of meetings about meetings, this conversation is your permission to stop the cycle. It’s time to move toward Brave Proximity—where we prioritize the work that actually moves the needle and have the courage to let the rest go.

Ready to stop the busy-work? Download the S1 E7 Practice Guide: The Low-Value Work Audit at braveproximity.com to help you and your team identify the "Work No One Needs" and start doing the work that matters.

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

Marissa's LinkedIn: https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

In this episode of Brave Proximity, Marissa and Susan put the elephant on the table: the "Secret Cycle of Promotion" that keeps toxic high-performers rising while the "Silent Heroes" do the actual work of keeping the culture alive.

Rewarding a toxic leader isn't neutral. It’s a strategic sacrifice. When organizations choose one powerful person’s "expertise" over the psychological safety of the entire team, they aren't just making a hiring mistake—they are signaling that the "how" doesn't actually matter. This episode pulls back the curtain on why we are so afraid to call out the high-performers who leave a "wake of bodies" behind them, and what happens when the organization values a bonus over a human being.

You’ll discover:

• Why the "What" and the "How" is often just lip service—and why organizations get nervous when they realize holding people accountable for the "how" means losing people who "know their [stuff]."
• The High Cost of the "Noisy Vacuum"—comparing the toxic, loud leader to the "Silent Hero" who outperforms everyone but gets zero credit for the culture they protect.
• The Risk of Silence—why "slinking through the dark" to avoid a toxic peer only guarantees that the behavior will continue.
• Why Self-Awareness is a Superpower—and why the most toxic leaders are often the ones most terrified of the truth.
• The "Garbage Pail Kids" of Leadership—a breakdown of the archetypes we’ve all seen, from "Ghost Decision Greg" to "Brave Proximity Dodger."

This isn’t about introducing more buzzwords or quick fixes. It’s a call for leaders, HR professionals, and quiet heroes to find their voice. Facing the discomfort of calling out a toxic peer is a risk, but staying silent is a far greater threat to your organization’s future. The real power lies in pushing the boulder up the mountain, even if you’re the only one pushing.

Perfect for anyone who has ever had their heart sink after reading a "promotions" email, this episode offers a clear, honest map for moving from "office politics" to real accountability.

If you believe leadership demands more than just results, consider this a starting point—because the future favors those willing to name the truth that others won’t. Your organization’s legacy depends on it.

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

Website: www.braveproximity.com

Marissa's LinkedIn: https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

In this episode of Brave Proximity, Marissa and Susan put the elephant on the table and unpack the growing corporate trend of mislabeling mass layoffs as "strategic transformations."

Mislabeling a layoff isn’t neutral. It’s often a statement. When leaders choose corporate spin over human connection during times of transition, they risk more than they realize. This episode pulls back the curtain on why "transformation" has become a cover story for avoiding uncomfortable business truths. We explore how organizations inadvertently normalize the erasure of people to protect the balance sheet, what that means for our future as people-centered leaders, and how to hold space for the humans remaining with brave proximity.

You’ll discover:

• Why the "Transformation" Label is a Stake in the Ground - and what it signals to your survivors about your actual values.
• How Leaders Can Show Up Authentically - even when the HR script feels messy, uncomfortable, or entirely inhumane.
• Practical Ways to Hold Space - asking the tough questions and creating environments where "survivor’s guilt" can be voiced and processed.
• The Psychological Cost of Avoiding the "Layoff" Word - and the opportunities for rebuilding trust that are hidden in embracing the vulnerability of the truth.
• Why Your Ability to Navigate This Ambiguity Today - is directly linked to your organization’s resilience and ability to retain talent tomorrow.

This isn’t about introducing more buzzwords or quick fixes. It’s a call for leaders to face the discomfort of the "L-word" head-on, because avoiding the truth is a risk far greater than the moment’s unease. The real power lies in showing up fully, courageously, and human-first, even when you’re the one delivering the news.

Perfect for anyone tired of pretending everything’s fine after a "restructuring," this episode offers a clear, honest map for the leaders left behind.

If you believe leadership demands more than just hitting a number, consider this a starting point -because the future favors those willing to face the human cost that others won’t. Your organization’s future depends on it.

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

Website: www.braveproximity.com

Marissa's LinkedIn: https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

Key Insights Include:

• LinkedIn as a stage for anxiety, not authenticity
• The performance and masks we wear to appear marketable
• The importance of showing up vulnerably, not perfectly
• The shame tied to career setbacks and how shared vulnerability can heal
• Practical steps to create micro-spaces for genuine connection
• Moving from performative to proximate: connecting as humans
• How to sit with discomfort and let vulnerability lead the way

Timestamps:
00:15 - The paradox: LinkedIn exposes anxiety while promising opportunity
03:27 - The elephant in the room: LinkedIn as a stage for performative personas
04:08 - The toll of public rejection and the false narratives around layoffs
06:25 - How honest conversations and micro-spaces can shift the game
07:03 - Why posts should reflect your authentic voice, not a polished persona
10:00 - Creating space for authenticity on platforms designed for performance
11:13 - Building real connection beyond LinkedIn—via phone calls, face-to-face
13:22 - The urgent need to acknowledge and ask for help when suffering
14:41 - The limitations of problem-solving elephants in the room—what’s possible instead
15:05 - Cultivating proximity and safe spaces for genuine truths to emerge
16:53 - The practice of grounding ourselves before pushing through fear
22:25 - When to pause and ask: am I editing for others or for myself?
23:41 - Personal branding as a reflection of who we are, not a curated mask
24:51 - The illusion of control in digital self-presentation
25:42 - Creating spaces for conversations that challenge

Connect with Marissa: LinkedIn

Connect with Susan: LinkedIn

Journal prompts and a Brave Proximity guide to help you

show up as YOU on LinkedIn.

We examine the corporate conditioning that tells us to strip away our humanity at the door and put on a "professional" mask that actually isolates us. This is the root of the issue: proximity isn't about where your chair is; it's about the courage to stay close to people instead of managing impressions.

In this episode, we name the elephants around:

• The "Distance Default": Why society is creating distance as the standard for professionalism.
• Pattern Recognition as a Superpower: Reframing "sensitivity" as the rapid ability to read micro-cues and emotional tone.
• The Empathetic Weight: The exhausting reality of being the "safe space" for an entire organization without getting paid for the extra weight.
• The RTO Mirage: Why physical proximity doesn't automatically fix collaboration, and why sitting in a phone booth at an office isn't "connection".
• Intentional Alliances: How to sniff out your "secret society" of human leaders within a rigid hierarchy.

Timestamps

• 00:00 — The paradox: CEOs call for proximity, but the distance is growing.
• 01:12 — The Elephant in the Room: Human-centered leaders are lonely by design.
• 02:26 — The "Clark Kent" problem: Stripping your humanity at the corporate door.
• 05:40 — Pattern recognition: Using your superpowers to read what isn’t being said.
• 09:03 — The 15-minute fix: How personal touches drive discretionary effort.
• 14:01 — The RTO Trap: Why chairs don't create innovation, human essence does.
• 18:29 — The Empathetic Weight: Carrying the team while trying to do your day job.
• 21:12 — Leading with Empathy: It’s not a liability; it’s your leverage.
• 24:39 — Finding your "Susan": Building secret ERGs for the human leaders.
• 26:11 — The Shift: Moving from permission to intentional proximity.

Resources & Links

• LinkedIn - Connect with Susan
• LinkedIn - Connect with Marissa
• Join the Community: www.braveproximity.com

Takeaways

• Redefining Executive Presence
• Authenticity Over Conformity

Chapters

• 00:00 The Challenge of Executive Presence
• 07:29 Reimagining Executive Presence
• 13:35 The Impact of Authenticity
• 20:41 The Storytelling Approach

Find us and Connect!

Instagram: @braveproximity

YouTube: @braveproximity

Our Website: www.braveproximity.com

Marissa's LinkedIn:

https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

This episode pulls back the curtain on why silence is an active choice, especially during turbulent times. We explore how organizations inadvertently normalize avoiding uncomfortable conversations, what that means for our future as people centered leaders and tips for how to hold space for crisis with brave proximity.

You’ll discover:

• Why silence is a stake in the ground—and what it signals about your values.
• How leaders can show up authentically, even when it’s messy or uncomfortable.
• Practical ways to hold space, ask the tough questions, and create environments where truth can emerge.
• The psychological cost of avoiding difficult conversations—and the opportunities hidden in embracing vulnerability.
• Why the ability to navigate ambiguity today is directly linked to your organization’s resilience tomorrow.

This isn’t about introducing more buzzwords or quick fixes. It’s a call for leaders to face the discomfort head-on, because avoiding it is a risk far greater than the moment’s unease. The real power lies in showing up fully, courageously, and human-first. 

Perfect for anyone tired of pretending everything's fine, this episode offers a clear, honest map. 

If you believe leadership demands more than just results, consider this a starting point—because the future favors those willing to face what others won’t. Your organization’s future depends on it.

Disclaimer: The thoughts and opinions expressed on this show are our own and should not be taken as formal human resources or legal guidance.

Website: www.braveproximity.com

Marissa's LinkedIn:

https://www.linkedin.com/in/marissa-green1/

Susan's LinkedIn: https://www.linkedin.com/in/susanraderpage/

In this debut episode, we pull back the curtain on why we built this podcast, what we’re tired of, and what we believe is possible when leaders stop performing and start telling the truth.

Visit www.braveproximity.com for more information.

Connect to Marissa and Susan on LinkedIn to continue the conversation.