She didn't blame the political climate. She blamed herself.
Julie Kratz lost 90% of her clients in a single year, let her team go, and then did something almost no one in her position does: she spent 60 hours interviewing the very people her industry had written off, and discovered the entire approach to building inclusive organizations had been wrong from the start.
Not wrong because of resistance. Wrong because the people with the most power to change culture were never actually invited in.
What she found about why organizations lose talent, why one-time training makes outcomes measurably worse, and what she got personally wrong, not the industry, her, is the part of this conversation most people in her position would never say in public.
This is not a political conversation. It is a leadership one.
In this episode:
<ul>
 <li>Why 90% of leaders including white men in C-suites are either persuadable or already committed, and why that single finding changes the entire strategy</li>
 <li>What Julie got personally wrong, not the industry, specifically her, and why she couldn't have written this book today</li>
 <li>Why one-time unconscious bias training produces measurably more negative outcomes than positive ones</li>
 <li>The frozen middle: who they are, why they hold the key, and how to actually reach them</li>
 <li>The business case vs the human case for inclusive leadership, and why the business case alone has stopped working</li>
 <li>How AI is inheriting and amplifying organizational bias, and what leaders need to do about it now</li>
 <li>The dot-com bubble parallel: why the AI boom may be heading toward the same correction</li>
 <li>Iceland's 2008 financial crisis as a real-world case study in what mandated diversity on leadership teams actually produced</li>
 <li>Two real case studies from Julie's own client work: what catastrophic failure looks like, and what genuinely getting it right looks like</li>
 <li>Why shame as a leadership strategy produces the exact opposite behavior you want</li>
 <li>The parking lot story: three hours, a red shirt, and what actually changes minds</li>
 <li>What Dov's own team member revealed after years of listening to the show</li>
 <li>How to have one conversation with someone different from you that matters more than any training program</li>
 <li>What senior leaders really want when they get honest, and why quarterly returns are not actually the answer</li>
 <li>The difference between performative allyship and the quiet systemic work that actually changes organizations</li>
</ul>
Connect with Julie:Website and free allyship training: <a href="https://nextpivotpoint.com" rel="noopener noreferrer">https://nextpivotpoint.com</a>
 Forbes weekly column: forbes.com — search Julie Kratz
 LinkedIn: Julie Kratz (K-R-A-T-Z)
 Book: We Want You: An Allyship Guide for People with Power.
Website: <a href="https://nextpivotpoint.com" rel="noopener noreferrer">https://nextpivotpoint.com</a>
 International Allyship Day: <a href="https://nextpivotpoint.com/" rel="noopener noreferrer">nextpivotpoint.com</a>
 Podcast: Allyship in Action — available wherever you listen
Connect with Dov:
 Website: <a href="https://dovbaron.com/" rel="noopener noreferrer">dovbaron.com</a>
 Email: <a href="mailto:dov@dovbaron.com" rel="noopener noreferrer">dov@dovbaron.com</a>
 Apply to work with Dov: <a href="https://dovbaron.com/" rel="noopener noreferrer">dovbaron.com</a>
  
<ul>
 <li>Subscribe, rate, and review wherever you listen. It makes a significant difference.</li>
</ul>
Connect with Dov Baron:<ul><li><a href="https://dovbaron.com/">https://DovBaron.com</a></li><li><a href="mailto:dov@dovbaron.com">dov@dovbaron.com</a></li></ul>Rate, review, and send this episode to the most thoughtful builder you know. That is how the algorithm finds the people who still ask why. Hosted by Simplecast, an AdsWizz company. See <a href="https://pcm.adswizz.com">pcm.adswizz.com</a> for information about our collection and use of personal data for advertising.

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