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Welcome to the Yoga Nation, the Spirit of Gratitude podcast on the One Integration platform.
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Hello friends, my name is Yogesh Patel and this podcast explores the themes of bullying, self-awareness and the power of our inner spirit, including the silent battles we all face.
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Join me every week as I invite high-profile guests, as we explore how adversity shapes us, how gratitude lifts us and how we can all uncover the inner strength that we all have within ourselves.
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Join the conversation.
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I appreciate you listening in.
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And today my next guest is Stephanie Poe, a business coach, author and a proud mom who worked in everything from construction to law.
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She guides teams and leaders to work better together by improving how they communicate, care for themselves and lead with heart.
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With five degrees under her belt, including a master's in law from Arizona State University, Stephanie blends real-world wisdom with little astrology, calling out things like toxic workplaces, lazy stereotypes and why AI will never replace the sexiness of human connection.
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Today, she gives us insights into these topics, and with gratitude.
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Welcome to the podcast, stephanie.
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Thank you so much for having me.
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It's truly an honor to be here, oh.
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I'm grateful that you were able to come on the podcast.
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Thank you, tell us a little bit about yourself.
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You grew up in Mississippi and how'd you end up in Arizona?
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Oh man, I was born and raised in Mississippi.
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I spent a good portion of my years as a kid right in Mississippi, in a small town, not on the coast, not Biloxoxi, basically in the sticks, northern mississippi, and a family here.
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My mom wanted to move out west and so naturally we moved out west, but we went to cali first.
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Okay, we went to blythe, california, first there's nothing there oh, my goodness, but I had no idea because it was a complete culture shock.
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The trees it was something about the trees it still kind of gives me to this day, believe it or not, that are so different.
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Um, as it compares to mississippi, and so I moved out here, basically, uh, because of family, my mom wanted to be here and it's an adjustment, big adjustment.
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Going from super, super country, where it's about 25 minutes to the nearest grocery store, maybe 45 minutes to a, um, a hospital, all the way to getting over here takes you a few minutes to get to the nearest grocery store, maybe 45 minutes to a hospital.
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All the way to getting over here takes you a few minutes to get to the nearest store, right, or the nearest grocery store.
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So you're fine.
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So it was a big adjustment, but was that when you were little or in your teenage years, even in my teenage years.
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Okay, and then I spent some teenage years here in Arizona and California as well so primarily your roots are from Mississippi.
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Yes, and I go home quite a bit.
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I make sure I am always connected back home with my family because I have a large family in the South.
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Okay, so I make sure I stay connected and I love going home and visiting family.
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It's nothing like soul food, but that's just me.
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Well, I'm sure that's part of your makeup.
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When it comes to self-awareness and the inner spirit, yes, my foundational roots.
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we are very much grounded in integrity, At least how my family raised me, how I grew up.
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You take responsibility for whatever it is you put out there.
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If you do something, you own it.
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You don't run away from it.
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That's yours basically.
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It's yours to own.
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You think that's common sense.
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You think that, but in today's world common sense isn't all that common.
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Right.
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And I think that's the challenge we are struggling with trying to figure out what is common sense and what isn't, and what should be is not and what is not should be.
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I know that's a little tongue twister, right, but common sense isn't all that common and we're in a different world, in a different time, where people are really more in tuned with their feelings, who they are, yes, and maybe that's a good thing.
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It is a great thing.
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Yeah.
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But we still have to live in reality, and the reality is that, you know, people hurt our feelings and the reality is, things do happen that are not appropriate, or that's crossing an ethical line, or that's breaking a policy, or that's breaking something.
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It's something that's impacting people and if we don't stop to realize what that impact is, we're going to repeat it, and that's.
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Those aren't my words, right?
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I?
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think.
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Winston Churchill said something about and I'm going to paraphrase here because I can't do him justice but the past is bound to repeat itself, right.
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If we do not learn from it, we're doomed.
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Is that something that you find in workplace cultures?
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Oh, absolutely.
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I find that people are definitely repeating the 1925 era, and I say that because that was the- 100 years ago.
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Uh-huh, the industrial era.
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I was having a conversation with another person and that person is in the HR field and he'd asked me my opinion on HR and I said, well, hr is a function, not a person, and there are people who work within that function.
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And that phrase HR is not your friend.
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I asked him, have you heard of that?
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And he said yeah, I've heard of it.
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And I said, well, considering you know what that phrase is or what it means, what has your industry or your particular organization done to sort of put up some form of a defense against that particular phrase with action?
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And he couldn't answer the.
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He couldn't answer the question.
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I'm sorry, I didn't follow.
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What could you rephrase that?
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Yes, so if HR isn't your friend?
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and we're hearing that terminology, we're hearing that phrase.
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What is it that HR companies are doing today, hr personnel are doing today, to make other employees believe and feel as though HR is their friend, they can go to HR for whatever issues they are facing in the workplace without fear of retaliation, without fear of intimidation or fear of termination and anything else in between.
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What is it that HR personnels are doing today?
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And he couldn't really answer the question directly and I had to let him know that HR is a function.
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They're not friends and I think people, as we are climbing the ladder in whatever industry we choose to work in, we're forgetting that hr is just that, it's a function, and hr was really designed back in 1925, the industrial era okay, that's how you're bringing it back to there you go, the industrial area and it was really designed so they can stop with the labor strikes, right.
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But here we are in 2025 and we're still trying to pull 1925 era into a 2025 world.
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It wasn't until over time, with psychologists and strategic individuals and I'm also strategic myself, and strategic individuals, and I'm also strategic myself other individuals decided that you know what People are, not just factory parts.
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They're actually people.
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They have a heart, they have a brain, they have feelings, they have opinions, they have thoughts and you know what.
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We can use these thoughts in our workplace in a better way.
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That's not going to impact them so great to where they don't want to show back up to work.
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We can do it a different way, but I'm not sure they've gotten to that particular part, especially with COVID.
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Covid showed a lot.
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And I guess what you just described kind of makes me think about just the evolution of in our thoughts and, yes, maybe it's not the evolution of our thoughts but the person that is there at the top leading, or supposedly leading, that that function that and then also we're in a different time.
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Yeah in a different world right.
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Morals are changed.
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Moral compasses per person has changed right individuals, ideologies on what the world should be, could be, would be, it's different.
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So how do you get a sense?
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I mean, you know.
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One of the questions I want to ask you was you know you help organizations find their chi, their energy.
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How does that work in relation to what you just mentioned?
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Well one.
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I need to be able to develop a relationship.
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We have to find commonality, and that's not hard for me to do.
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But I know a lot of organizational leaders are proud people.
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They're experts in their field, they're experts in what it is that they do, and I respect that and I love to learn from that.
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But also, at the same time, are you also respectful enough to put your ego to the side and really get down to the root cause of why your people are leaving or why your surveys are coming back inconclusive or half-truths?
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Kind of goes back to common sense, right, sort of.
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Sort of Because common sense at that level can also be distorted If you're sitting so high on your stool or you're sitting so high in your position, and not that it's a bad thing yeah but sometimes what happens is that when we become so successful and what it is that we're doing, we forget the struggles of other individuals and what they're dealing with.
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And it doesn't necessarily have to be a financial struggle, of course.
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It could be a mental struggle, right, it could be an emotional struggle.
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So, once mom just away, are you giving them more than three days to grieve?
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Yeah.
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What if they have to travel?
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Are you going to give them more than three days to grieve, or are you going to do the standard per policy booklet?
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Which player are you going to use?
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And so, in that particular moment, depending on the individual which I'm pretty good at figuring out how I need to approach a person or what kind of question I need to ask a person in order to strike up a conversation Sometimes I don't even have to.
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I can just sit there and I can have a mouthful of food and somebody will walk up to me and say something and I look like a crazy person because I don't want to talk with my mouth full of food.
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It's like a personal pet peeve of mine, believe it or not.
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So I'll cover my mouth and I'm like, oh, I'm sorry.
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Give me a second Cause.
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you know your mouth's full of food and so um, I'll just have that ability to read people.
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I do very well, very well, and somehow we end up in a conversation around astrology and that's usually where I'm reading.
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I don't do palm reading.
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I'm I'm not that good.
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Uh, I do know some, some people who do palm reading actually.
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Um, I had someone actually I'm sorry, I'm curious, uh, the astrology yes I'm yes continue.
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That's a fun one, and so I'll just.
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We can just have a conversation and just talk about anything under the sun and someone can say, oh well, you know, this is what I do.
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I'm a CEO of this company, or I'm a vice president of operations for this company.
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And I said, oh well, I've been called a multi-generational strategic advisor and I bridge gaps between generations and workspaces.
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That's what I do.
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And it's like oh okay, well, how do you do it?
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And it's like well, it depends.
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What is your pain point?
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What are you?
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looking for?
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What is your what?
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What are your pain points?
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Pain points okay, what keeps you up at night?
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Yeah, simple as that.
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Oh Right, there's some smart people out there, so a lot of things keep you up at night.
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So well, if a lot of things keep you up at night, you shouldn't be here.
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How does astrology play into this?
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Well, depends on the level of smartness, because, again that's, there's a lot of smart people out there, right, and so I can also be sarcastic and pretty smart.
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So I just meet them where they're at and usually I'll say oh well, it's because you know Mercury's in retrograde and usually they know something about that.
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And for those that don't know Mercury being in retrograde, mercury is the planet of communication.
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That means communication is just wonky.
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People are not going to understand you.
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They're going to take things more aggressive or more personal than a normal person would.
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So this is beyond just the horoscope.
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Oh yeah, it's a whole thing yeah um, so I'll just strike up a conversation like that.
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Oh well, you know, pluto's in retrograde, or pluto's moved into aquarius for the next 20 years, so things are going to be different.
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And it's like well, tell me more, what do you mean?
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I was like well, pluto is a planet of transformation and aquarius people they're not they.
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I call them the mad scientists of the zodiac signs.
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Aquarius people they're not they.
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I call them the mad scientists of the zodiac signs because they don't think outside the box.
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They hand you a star and say figure out the puzzle.
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But is that an excuse?
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No, that's a genius, that's a thing because they're a great friends.
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Oh, they're wonderful people to be friends with.
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Loyalty is just great with them.
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So, we'll get into something like that and before you know it, someone says, well, I have a natal chart, and I'm like, oh, let me take a look just out of you know.
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Curiosity, because I just something that's curious and takes me about a few minutes to go through it.
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Pretty quickly, I'm like oh okay, so this is how you communicate.
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Oh okay, well, this is so.
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This is the issue you're having at work.
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Oh okay, so this is why you're communicating like this.
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Oh, that's why you took that so personal.
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Well, try not to do that.
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And it just comes off the top of my head because I've just been studying it forever.
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So how does astrology factor into today's workplace, where you have more of an interaction with AI?
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Yes, so I actually wrote an article back in June titled why Empathy Still Runs the Room.
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And in that article.
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Runs or rules.
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Runs the room and in that article I actually asked a question.
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You see the difference right, uh-huh.
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In that article I actually asked a question, which was when was the last time someone's been a physical altercation?
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Yep, and how did AI help you win?
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Did AI jump Well, did you win?
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You know, because if AI couldn AI help you win, did AI jump Well, did you win?
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You know, because if AI couldn't help you win that?
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And you ask I don't know, I'd probably look for a different subscription somewhere.
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I don't know.
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But empathy still runs the room and, yes, ai is a tool.
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It is an additional tool to what we are already doing in the workplace.
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It's not a replacement of people.
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We still have to have these conversations.
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We still have to do the job.
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There are some positions that don't require AI.
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There's cashiers out there still and they have those cashless or self-checkouts.
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There's so many studies out there about how these organizations are losing money due to theft because it's so easy to steal right and even in places, um, such as the targets or the grocery stores and things of that nature, that has those self-checkouts.
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They can't stop people at the door from taking things for a safety reason unless elon musk and optimus come into play oh, there's that.
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I've heard of those people.
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I'm not sure how well that's going to fare, but we'll see.
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Well, you mentioned Walmart, which is my next question and that is can you talk a lot about this generational, not gap, but generational workforces, and it's interesting, as much as we older folks like to bag on younger folks about they're lazy, they're this, and that you have an interesting perspective that it's actually the opposite in some, in some cases, explain well.
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the reason why I think it's opposite in some cases is because I think it's a mix of both.
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Okay, um, the newer generation of the younger ones that's in the workplace now.
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They've watched us for years work and save and go through all sorts of emotional, mental, even physical turmoil as it relates to the workplace.
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They've watched us, they've grown up with us doing that.
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They don't want to repeat that, they don't want to go and deal with that, but we're also in a hot pocket society.
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We want a hot pocket right now they're more aware, it looks like A little bit yeah, they are more aware.
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I say a lot that this younger generation is very good at saying ouch, this hurts, this hurts, that's deep, please stop.
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Yeah, this hurts.
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But I'm not so sure they are as good at accepting the part that they play in the situations that may take place, and I think that's in part because of the other generations.
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So responsibility right.
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When we talk about accountability and we're holding everybody else accountable we have to hold ourselves accountable as well.
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Of course, that means taking responsibility for the part that we play in every situation, good, bad and ugly, no matter the outcome.
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We have to take responsibility for the part that we play in every situation, good, bad and ugly, no matter the outcome.
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We have to take responsibility for that.
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But that comes from direction.
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It can.
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And if the directions are screwed up, then that is true.
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That is true In the workplace.
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It definitely comes from direction and it can also come from a job description, but it also can come from taking the initiative.
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Sure.
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If we take the initiative to speak up and speak out and we hurt someone else's feelings because how we delivered the message wasn't clear or how we said the words we said to get our point across was combative or it was offensive, we still have to take responsibility for that.
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There's that fear, though.
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I will speak up and I will get my A handed to me.
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Basically, take the chance.
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Take the chance, okay.
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Because if not, it's going to eat you alive.
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Agreed, but again I'm thinking about the perspective of perhaps this person could be young or young at heart, overcoming some challenge or adversity in life.
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Perhaps it's their internal fear to speak up because of what happened to them in the past could be young or young at heart, overcoming some challenge or adversity in life.
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Perhaps that's their internal fear to speak up because of what happened to them in the past.
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So it's that.
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I'll just call it a self-limiting belief.
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So how do you help, coach others to say it's okay, take that little step outside your boundaries well, I show them what they've already been doing.
00:17:43.711 --> 00:17:46.246
They've already been doing it, they've just been doing it in a different way.
00:17:46.605 --> 00:17:46.886
Okay.
00:17:47.387 --> 00:17:50.423
We always speak out on the things that we want.
00:17:50.423 --> 00:17:55.175
Maybe those moments that we want them are comforting.
00:17:55.175 --> 00:18:02.443
Maybe we're speaking out at Starbucks because they forgot to put the cold foam on top of that oatmeal shaking espresso coffee that I love to get.
00:18:02.624 --> 00:18:03.887
Never had that drink before.
00:18:04.269 --> 00:18:07.603
Oh, my goodness, Don't do it, but do it.
00:18:07.603 --> 00:18:11.413
So maybe they forgot to put the sweet cream foam on top.
00:18:11.413 --> 00:18:12.743
I spoke out on that.
00:18:12.743 --> 00:18:19.724
Now, of course that's a more comforting element, that's a more comfortable environment, but I didn't want to hurt their feelings.
00:18:19.724 --> 00:18:20.728
They just forgot.
00:18:20.728 --> 00:18:21.650
And it's a rush.
00:18:21.650 --> 00:18:22.692
It's early in the morning.
00:18:22.692 --> 00:18:23.869
Everybody wants coffee.
00:18:23.869 --> 00:18:24.494
I get it.
00:18:24.494 --> 00:18:25.981
Some people are tea drinkers.
00:18:25.981 --> 00:18:27.224
Get that too.
00:18:27.346 --> 00:18:28.548
No, shade to the tea drinkers.
00:18:28.588 --> 00:18:29.550
I drink my tea too?
00:18:29.550 --> 00:18:31.280
Yeah, why not?
00:18:31.280 --> 00:18:34.930
But what about the food, the things that we forget, that people forget?
00:18:34.930 --> 00:18:39.724
If we can speak out there, why can't we speak out to others in the workspace?
