Welcome to Season 2 of the Engaged by Design podcast! In this kickoff episode, Dr. Michael Cottam interviews his co-host Dr. Vernon Smith—this time in the role of featured guest—to explore how artificial intelligence, economic pressures, and platformization are driving the unbundling of professional roles in higher education.

Drawing from Vernon's dissertation research and recent policy shifts, this episode dives deep into what’s happening behind the scenes of your course shell, syllabus, or advising software.

🔍 In This Episode, You’ll Learn:

• What “unbundling” means and how it applies to the faculty role
• Examples from other industries (like restaurants and healthcare) that mirror higher ed’s transformation
• The difference between Craft, Collegial, and Virtual Assembly Line course models
• How AI and automation are accelerating labor and capital substitutions
• What roles and tasks are most likely to remain “bundled”—and which will be offloaded or outsourced

🧠 Reflective Questions:

1. Is your role being unbundled as we speak?
2. Where do you see unbundling happening in your institution or department?
3. What parts of your professional bundle feel irreplaceable—and what could be supported or restructured?

🎧 Mentioned in the Episode:

• Vernon's dissertation on course production models in community college e-learning
• The rise of OPMs (Online Program Managers) and revenue-share outsourcing
• William Baumol’s theory of cost disease and its relevance to education
• Real-world analogies from restaurants, healthcare, and gig-based platforms

🔗 Next Up:

In Episode 2, we’ll explore how to rebundle intentionally—focusing on human-centered leadership, MACRO strategies, and what should never be outsourced in the student experience.

💬 Share your thoughts or questions with us at EngagedByDesign.com and join the conversation on LinkedIn or your favorite podcast platform.

👉 Don’t forget to subscribe, rate, and share this episode with colleagues navigating the future of learning and leadership!

In this final episode of the MACRO Leadership podcast series, Michael and Vernon take listeners on a practical journey through applying all five elements of the MACRO framework—Match, Assign, Coach, Reflect, and Ovation—to a high-impact institutional initiative: redesigning the First-Year Experience (FYE).

🎓 What you’ll learn in this episode:

• Why the FYE is a strategic project that demands cross-functional leadership
• How to match the right team members based on passion and perspective
• How to assign clear roles and responsibilities for momentum
• How coaching—not just supervision—helps people grow through complexity
• Why reflection is essential to course-correct in real time
• How meaningful ovation builds trust, recognition, and a culture of care

🛠️ Tools & Resources Mentioned:

• Go MACRO Leadership Worksheet: engagedbydesign.com
• Sailboat retrospective and plus/delta tools for team reflection
• CliftonStrengths talent themes for building diverse teams

💬 Listener Challenge:

Choose one initiative you’re leading or supporting right now. Ask yourself: Where am I strong in MACRO? Where might I be skipping a step? Then use the worksheet to lead with intention.

In the final episode of the MACRO Leadership podcast series, Vernon and Michael explore the “O” in MACRO: Ovation—the practice of authentic, values-aligned recognition. They dig into Gallup research showing that only 27% of employees feel regularly recognized at work, despite the fact that frequent praise correlates with dramatically higher engagement.

Michael shares real stories from his leadership experience, like writing weekly handwritten thank-you notes, and explores how recognition practices can foster connection, morale, and momentum in higher education and beyond.

Whether you're managing from the middle or guiding change from the top, this episode will help you give recognition that sticks.

• 00:00 – Welcome and final stop on the MACRO Leadership journey
• 02:00 – Why Ovation brings closure and builds momentum
• 03:30 – Gallup Q12 insights: Only 27% feel regularly recognized
• 05:30 – How recognition affects retention and the bottom line
• 07:00 – Leadership behaviors that create a culture of gratitude
• 08:30 – Michael’s story: Friday handwritten thank-you notes
• 11:00 – Why specific, timely, and values-based praise works best
• 15:30 – Avoiding generic praise and tailoring Ovation to personality
• 18:00 – Peer recognition, CliftonStrengths, and 'catching people doing something right'
• 20:00 – Three ways to build better Ovation habits
• 24:00 – Reflection questions and next steps for leaders

• Recognition isn’t a luxury—it’s a leadership responsibility.
• Specific, values-aligned Ovation builds meaning and momentum.
• Handwritten notes can have a lasting impact and inspire others to do the same.
• Public vs. private recognition should be tailored to individuals.
• Peer-to-peer Ovation strengthens team culture and trust.
• Systems don’t have to be big—they just need to be intentional.

1. When was the last time you were recognized for your work? What impact did that have?
2. When was the last time you recognized someone else? What happened as a result?
3. What one Ovation habit will you build into your leadership this week?

• Gallup Q12 Survey: https://www.gallup.com/394373/indicator-employee-engagement.aspx
• MACRO Leadership Book: engagedbydesign.org/macro-leadership
• Engaged By Design Consulting: engagedbydesign.com/consulting

Is your recognition strategy helping or hurting your team culture? We’d love to help you design an Ovation system that works. Visit https://engagedbydesign.com to schedule a consultation.

👉 Don’t forget to follow, rate, and share the Engaged By Design podcast. And tag us with your own Ovation practices—we’d love to celebrate with you.