Ryan Houmand
159 episodes listed below
Management stories for better Mondays.
The Love Monday Podcast treats leadership as a daily operating practice, not a motivational slogan. Its episodes connect customer service, employee engagement, bad bosses, role fit, and promotion decisions through plainspoken management stories.
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The Love Monday Podcast is a leadership-development show with a working-manager sensibility. Its core question is simple: what would make Monday feel less like something to survive? Recent episodes answer that through service quality, employee engagement, promotion mistakes, customer experience, and role fit. The show is especially interested in the service profit chain and the often-missed idea that a manager's immediate customer may be the employee, not the person outside the building. That reframes leadership as internal service. It also makes customer service less mysterious, because the external customer experience is traced back to whether employees have the tools, training, and confidence to do the work. The examples are concrete. A restaurant group, store tool training, certification incentives, and managers detailing employee cars all become management case studies. The storytelling is not decorative; it is the method. Episodes often begin with a coaching conversation, a workplace observation, or a LinkedIn post, then draw out the leadership principle inside it. The show also spends time on the damage caused by bad bosses. Promotions from within, the Peter Principle, and the anxiety of landing under another poor manager are treated as real career problems rather than office gossip. Job loss and reductions in force appear as part of the broader workplace picture. Other episodes turn toward decision frameworks, including skill, will, and fit, asking whether someone lacks ability, motivation, or alignment with the role. There is also attention to how organizations choose leaders, including a guest conversation with Robert Buckley about selecting people for leadership skills. The tone is plainspoken and reflective. It is not polished corporate theater. It is closer to a manager talking through what has actually happened, what went wrong, and what a better leader would do next. For listeners drawn to practical leadership thinking, the show offers workplace philosophy with receipts from everyday management life.
Made for: It suits managers, HR-minded leaders, team leads, and career-focused employees who want practical language for diagnosing workplace problems. It is especially useful for people thinking about employee engagement, bad bosses, customer service, and role fit.
What sets it apart: The show turns ordinary workplace anecdotes into usable leadership principles, keeping theory close to real manager behavior. Its strongest angle is the link between internal service quality and the customer experience employees eventually create.
This podcast is devoted to showing people how to improve their lives by taking specific steps to love Monday just like Friday. Join host Ryan Houmand, author of "A Passion for Monday" as he and his guests break down exactly how you can love Monday just like Friday but for a different reason. For more information on how to Love Monday just like Friday go to: LoveMondayLikeFriday.com
Short reviews from the PlayNext desk, based on the episodes we processed.
A practical case for treating employee readiness as customer service.
The episode makes a clear case that customer service starts long before a customer shows up. It uses a real example from training GMs at a restaurant group to show how employee engagement, tools, and certification all shape the kind of service people eventually notice.
Tyler Selhorn interviews remote-work founders and researchers on building distributed team culture.
Adi Ignatius and Alison Beard interview scholars and executives on management and AI.
The Love Monday Podcast episode 135 examines recurring workplace performance problems through the question, “Do they know, or do they care?” The host describes two managers whose direct employee escalations created friction until they began following the chain of command.
Host Ryan Houmand discusses the service profit chain and the concept that managers' primary customers are their employees, not external customers.
The Love Monday Podcast episode 128, “How Internal Service Quality Translates to Happy Customers (part 2 in a series),” argues that customer experience starts inside the company.
A coaching session about finding focus at work after a new boss arrives.
The host discusses the odds of leaving a good job and the salary increase needed to switch jobs, based on Gallup research.
Host Ryan Houmand discusses using storytelling in management and shares a LinkedIn post about the Pepsi Challenge to illustrate workplace lessons.
Host Ryan Houmand shares a coaching story and encourages listeners to love Mondays through mindset shifts.
The Love Monday Podcast frames the corporate loneliness epidemic as an "attraction problem" rather than an attendance problem.
Host Ryan Houmand discusses the concept of skill, will, and fit to assess employee performance and fit in their roles.
This episode features an interview with HR executive Robert Buckley discussing better methods for selecting leaders and managers in organizations.
Host Ryan Houmand reflects on a conversation about improving manager selection processes and previews an upcoming interview with an HR leader.
Host Ryan Houmand shares a story about someone wrongfully terminated after retraining and returning to a company she loved, exploring workplace challenges and motivation.
Host Ryan Houmand discusses the push for return-to-office mandates and argues that remote work proved productivity without surveillance.
Host Ryan Houmand argues that layoffs are a sign of management failure and discusses how managers can prevent them.
Host Ryan Houmand discusses the decline of corporate loyalty and the rise of indiscriminate layoffs in corporate America.
Host Ryan Houmand interviews Robert Buckley, Chief People Architect, about building a workplace where people can do great work.