Transformative Leadership Conversations with Winnie da Silva

"You combine the gender wage gap with the work breaks, what you get is a retirement account that has less money in it at the point of retirement. And then we outlive men.” - Jean ChatzkyWhat if the way you feel about money is more powerful than what you actually know about it? Managing money is not about being perfect — but just about building the right habits, over and over again. In this episode of Transformative Leadership Conversations, I'm joined by Jean Chatzky — financial journalist, bestselling author, and CEO of HerMoney. Jean has spent her career helping people, especially women, take control of their money, their mindset, and their future. We dive deep into how your personal money story shapes your confidence, your career moves, and even your leadership style — and why good money management has way more to do with habits than with being "perfect" at finance.You'll hear us discuss:Building Habits, Not Perfection: Why getting better with money isn't about knowing everything — it's about doing the small smart things over and over again.Why Women Need a Different Space: How Jean created HerMoney as a judgement-free zone where women can learn, talk, and build financial strength together.The Hidden Cost of the Wage Gap: How career breaks, lower salaries, and longer lifespans are stacking the odds against women — and what we can do about it.Money Stories: Why the way you watched your parents handle money matters more than what they ever taught you out loud.Making the Shift from Money to Value: How thinking about your value — not just your salary — can totally change how you negotiate and lead.Letting Go of Perfect: Why waiting until you're 100% sure can hold you back — and why “good enough” is often exactly what you need to move forward.Behavioural Tricks That Work: How little psychology hacks like automation and visualisation can make saving, investing, and budgeting easier without even thinking about it.Keeping Your Receipts (Literally and Figuratively): Why you should start a “value file” today — and how it can make all the difference when you're asking for a raise or a promotion.Knowing When to Get Help: Why even Jean has a financial advisor — and why getting help is a smart leadership move, not a sign you're failing.Resources:Jean Chatzky on Her Money (Web) | Money Personality Type Test | LinkedInWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

"You cannot negotiate against yourself. Ask questions, gather data, be prepared—but don't assume the answer before you even start the conversation." - Gini DietrichWhat if the thing holding you back from making more money… is you? In this episode of Transformative Leadership Conversations, I'm chatting with Gini Dietrich, a seasoned PR pro and the founder of Spinsucks. Gini's not just a business owner, she's someone who's learned the hard way about money, confidence, and leadership.From a tough start to building an incredible business, Gini's story is a testament to what happens when you get real about your value—and how so many of us (especially women) hold ourselves back from truly owning it. If you've ever second-guessed your pricing, been nervous to ask for a raise, or just don't know how to explain your value to others—this episode is for you.You'll hear us discuss:It's not just numbers, it's mindset: A big part of negotiation skills is about your confidence—and often, fear. Gini talks about why it's important to learn how to overcome this, to get paid what you are worth.It's not just numbers and mindset, it's also about the right formula: Pricing isn't some mysterious or random guess—it's about knowing your costs and the profit you want to make. Gini explains how the correct price is actually calculated by factoring in your expenses plus the profit you aim for, and why you need to treat your rates as an evolving process, not a static figure.Confidence is a muscle: Whether you're running your own business or climbing the corporate ladder, confidence isn't automatic. Gini shares how building financial confidence is something you have to work at, constantly.Stop negotiating against yourself: So many of us do this without realizing it! Gini talks about the hidden ways we sabotage ourselves before we even sit down for that important conversation with a boss or client—and how to stop that cycle.Keep it professional: When you're asking for more—whether it's a raise or a new project—don't bring in personal stuff like credit card debt. Gini's advice? Stick to the value you bring to the table, not what you need to solve personal problems.Focus on the value, not the ‘deserve' factor: We often approach negotiations by asking, “Why do I deserve this?” Gini flips the script and explains why it's all about showing your boss, your clients, or even yourself, how much value you're adding.Data, data, data: You need to be armed with the facts when it comes to negotiating. Gini shares why doing your research and having the numbers to back up your requests is so critical to making your case.This isn't just for business owners: Even if you don't run your own company, this conversation is packed with practical advice for anyone looking to take charge of their career and negotiate for what they're worth.ResourcesGini Dietrich on Spin Sucks | LinkedInWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

What if the reason you're not earning what you're worth has nothing to do with your skills — and everything to do with the stories you believe about money? Are you showing up like someone who knows their value… or playing it small to keep the peace? Let's be real — money is messy. It brings up all kinds of emotions, expectations, and unspoken rules. In this solo episode, I'm sharing something personal: my own journey around money, self-worth, and what it's taken for me to finally feel comfortable asking for what I deserve.This episode kicks off a new theme we're exploring this month: Leadership & Money Mindset. If you've ever hesitated to ask for a raise, felt weird quoting your rates, or second-guessed your worth, this one's for you. I'm talking through the mindset shifts I had to make (and am still making!) to move from discomfort and doubt to clarity and confidence — and how you can do the same.You'll hear me discuss:What happens when you don't value yourself. I used to feel weird asking to be paid — like it somehow made me less sincere. But I've learned that when I don't own my value, other people don't either. That had to change.The early money messages that shaped me. I grew up in the Midwest, where the rule was: don't make anyone uncomfortable — especially with money talk. That silence stuck with me for years. Maybe you can relate?A simple framework that helps uncover limiting beliefs. I share the Story → Behavior → Result model I use with clients to break down what's really driving your actions — and how to shift it.Three powerful client stories — Annie, Eleanor, and Zoe. These are women who faced real turning points in their careers — promotions, negotiations, job changes — and had to totally reframe how they saw their own value. Their courage might give you the nudge you need.The bigger forces that make this harder, especially for women. We'll touch on why this issue isn't just personal — it's also systemic. From unpaid labor to leadership stereotypes, there's a lot working under the surface.A surprisingly fun tool to explore your money mindset. I'll introduce you to the Money Type Personality Assessment (yep, it's free!) and share what I learned about myself as a “Visionary” with a close second of “Nurturer.”Five big takeaways to help you shift your mindset now. These are practical, real-world ideas you can apply — whether you're pricing a project, negotiating a role, or simply trying to stop shrinking yourself at work.ResourcesMoney Type Personality TestWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

“No one works as hard as founders do. They're operating on another level of intensity.” - Medha AgarwalIs your pitch holding you back more than your business idea? Are you making it easy for investors to dream the dream with you? In this episode, I sit down with Medha Agarwal, General Partner at Defy, to talk about the unique challenges founders face—especially women—when pitching their startups, securing funding, and leading through growth. She shares why too many founders unknowingly undersell their vision and how simple shifts in storytelling can make all the difference.Medha also opens up about her own career journey, from being a founder to working in venture capital, and what she's learned about choosing the right team, adapting in fast-moving startups, and pushing past perceived limits. We also dive into her experience as a Harvard rower and the powerful leadership lessons she's carried from the water to the boardroom.Whether you're a founder, thinking about launching a startup, or simply curious about what separates the best pitches from the rest, this conversation is packed with actionable insights on confidence, resilience, and strategic growth.You'll hear us discuss:Why women founders struggle with selling the big picture – Medha explains that many female founders naturally emphasize what still needs to be done rather than what they've already achieved. Investors need to see the vision and the opportunity, not just the challenges ahead.The subtle shift that makes a pitch stronger – Instead of pointing out gaps or weaknesses, founders should frame their journey as momentum. Investors want to be inspired—help them see how they can be part of something big and inevitable.The underestimated importance of flexibility in startups – Too often, people transitioning from corporate jobs to startups focus on titles and initial responsibilities. But in a fast-growing company, your job will change drastically every six months. The real key to success is choosing the right company and founder rather than clinging to a specific role.What makes a startup worth joining – Medha stresses that it's better to join a company where you believe in the founder's vision and leadership style, even if the role isn't perfect. A rising tide lifts all boats—if the company succeeds, so will your career.How rowing taught her to lead and collaborate – Rowing is the ultimate team sport, where trying to stand out individually slows the whole boat down. The same applies in startups—success comes from alignment, trust, and moving in sync with the team.The reason she prefers working behind the scenes – Medha admits she's uncomfortable with the spotlight on herself and much prefers helping others shine. This mindset makes her a stronger investor and advisor—she's fully focused on helping founders succeed, not chasing personal recognition.ResourcesMedha Agarwal on LinkedIn | DefyWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

"My role is catching the ideas and making them happen." – Stephanie UnwinIs your leadership moving forward, or are you just keeping busy?In the fast-paced world of executive leadership and entrepreneurship, it can feel impossible to carve out time to think strategically. But what if making space for reflection isn't a luxury—it's the key to unlocking long-term success? In this episode of Transformative Leadership Conversations, I sit down with Stephanie Unwin, a seasoned executive and business leader, to explore how prioritizing strategic thinking not only makes you a stronger leader, but also helps you steer your company toward sustainable growth.Stephanie opens up about the importance of deliberately carving out time for reflection, recharge, and deep thinking—ensuring that leadership isn't just about constant action but also about intentional decision-making that shapes the future of the business.You'll hear us discuss:Why carving out time to think is not a “nice to have”—it's a leadership necessity. As an executive, it's easy to get swept up in the whirlwind of daily demands—meetings, emails, and urgent decisions that take up most of your day. However, without setting aside dedicated time to reflect, refine strategy, and gather your thoughts, leaders risk losing sight of the bigger picture.The secret to balancing high-energy execution with moments of clarity. Leading a company often feels like an unending sprint. While constant action and execution are important, Stephanie explains how never taking a step back to pause and think can lead to burnout, decision fatigue, and reactive leadership.Why founders and executives must stay aligned on vision, values, and risk-taking. Whether you're working for a founder or running a startup yourself, one of the most critical components of leadership is alignment. Stephanie dives deep into why executives must ensure that their vision, values, and approach to risk-taking are in sync with the founders or leadership team.How to navigate change without losing sight of the bigger picture. The business world is in a constant state of flux—markets shift, technologies evolve, and customer demands change. Leaders who resist change or get bogged down by every shift risk falling behind. Stephanie shares her approach to staying agile, adapting to changes, and continuously innovating without compromising the company's core mission and values. .The underestimated power of trusting your team and leveraging their insights. No leader has all the answers, and the most effective leaders are those who recognize the importance of collective intelligence. Stephanie highlights how fostering a culture where team members feel empowered to share ideas, challenge assumptions, and contribute to strategic discussions can greatly enhance decision-making.ResourcesStephanie Unwin on LinkedInWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

What makes some founders incredible leaders—and others impossible to work with? They are visionaries, but are they always great leaders? Founders bring passion, vision, and drive, but they can also be intense, stubborn, and relentless. Working with them isn't just about executing their vision—it's about knowing when to support, when to challenge, and how to scale alongside them. So how do you do that effectively?In this episode of Transformative Leadership Conversations, I dive into what makes founders tick, the challenges they face, and how you can be a strategic partner in their success. Whether you work for, with, or invest in a founder, understanding their mindset is key to building a strong and successful relationship.You'll hear me discuss:The surprising data behind founders—Forget the stereotype of the young tech genius. The average founder is older than you might think, and startups with multiple founders tend to outperform solo-led businesses. I break down what the numbers actually tell us about who succeeds and why.The four founder archetypes—Inventors generate endless ideas but struggle with execution. Drivers push forward with sheer determination but risk burnout. Builders create structure and scalability but may resist change. Guides lead with vision and culture but can be too hands-off. I'll explain how to work with each type effectively.How to challenge a founder without clashing—The best partners don't just follow orders; they push founders to grow. I share strategies for helping founders see blind spots, make better decisions, and scale successfully—without stepping on toes.The pitfalls founders face (and how to help them avoid them)—From burnout to hiring mistakes to emotional attachment that clouds judgment, many founders struggle to transition from startup hustle to sustainable leadership. I'll highlight key risks and how you can help navigate them.What makes working with founders so exciting (and tough)—Founders move fast, take risks, and embrace uncertainty. That energy is contagious, but it can also be exhausting. I'll share what I love about working with founders—and the biggest challenges to watch for.ResourcesWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

“Leadership without courage isn't leadership at all, but courage without integrity is dangerous.'' - Winnie da SilvaWhat if your fear was the key to unlocking your greatest leadership potential? In this episode of Transformative Leadership Conversations, I explore the often-overlooked power of fear in leadership. Fear is something all leaders face, but it's not the fear itself that defines us—it's how we respond to it. You'll hear me discuss how we can transform fear from a roadblock into a powerful catalyst for courageous leadership. The question isn't whether you're afraid, it's what you choose to do in the face of that fear.As we navigate these turbulent times, it's more important than ever to lead with courage, not just for yourself but for your team. Fear will always be a part of leadership, but what if you could choose courage instead of being paralyzed by fear?You'll hear me discuss:The Neuroscience of Fear: I break down how your brain responds to fear and why your body treats psychological threats just like physical ones. I'll explain how your brain's stress response can hijack your decision-making and what this means for leaders in high-pressure situations.The Role of Courage in Leadership: Courage isn't about eliminating fear—it's about navigating it. I'll explain why leadership without courage isn't really leadership at all, and why courage without integrity is dangerous. Courage is a skill, not a trait, and it's essential for effective leadership, especially in times of uncertainty and fear.The Brain's Built-in Mechanism for Courage: Neuroscience reveals that our brains are wired to react to fear, but the good news is we can override that natural response. I'll show you how activating your prefrontal cortex allows you to make better decisions, even when fear is present. Courage isn't the absence of fear—it's the ability to act in spite of it.Whistleblowing as an Act of Courage: Using the example of Stephen May, a whistleblower from Purdue Pharma, I'll discuss how standing up against unethical practices takes immense courage, even when the cost is high. You'll hear how speaking truth to power can lead to transformational change, even when the path isn't easy or well-received.Practical Strategies to Cultivate Courage: Finally, I'll offer practical steps to help you develop and strengthen your own courage. From identifying where fear is holding you back to taking small, intentional steps, I'll guide you on how to confront fear head-on and train yourself to be a braver, more effective leader.ResourcesWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

"The old model of leadership, commanding, dominating, and never admitting failure, is outdated, and more importantly, it's ultimately ineffective." - Winnie da SilvaIs humility the secret weapon some leaders are overlooking? In today's fast-paced world, we're taught to believe that the most successful leaders are the loudest, the boldest, and the most aggressive. But what if humility, often seen as a weakness, is actually the missing ingredient to becoming a more effective and respected leader? In this episode of Transformative Leadership Conversations, the second one in the Neglected Leadership Characteristics series, I'm challenging the traditional view of leadership and showing how humility can drive better business results, strengthen relationships, and foster a culture of trust and innovation.You'll hear me discuss:Why humility isn't weakness: I unpack how humble leaders aren't passive or pushovers, but confident, decisive individuals who are willing to take a stand even when it's unpopular. Humility doesn't mean avoiding conflict—it means making thoughtful, informed decisions with integrity.The power of reframing humility: Today, humility is often seen as outdated or even embarrassing, especially in industries that reward aggressive self-promotion. I'll explore how rebranding humility as a strength can help leaders build stronger teams and make better decisions in uncertain times.The critical difference between humility and arrogance: Arrogance can alienate teams and cloud judgment, while humility creates trust and respect. I'll share how embracing humility can lead to higher engagement, stronger relationships, and more creative solutions in the workplace.How humility fuels innovation: I'll dive into how humble leaders actively seek out diverse perspectives, encourage experimentation, and admit they don't have all the answers. In a world that's constantly changing, this mindset is key to staying ahead of the competition and creating lasting impact.Practical tips for embracing humility in your leadership style: It's not enough to just talk about humility—I'll share actionable strategies you can use to incorporate humility into your daily leadership practice, such as seeking feedback, admitting mistakes, elevating others' contributions, and staying grounded despite success.Why humility might be the antidote to today's leadership challenges: From disorientation to fear and uncertainty, we're living in a time when traditional approaches to leadership are failing. I'll explain how humility could be the solution to navigating these complex challenges while building a stronger, more resilient organization.ResourcesWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

"Encouraging disagreement strengthens decision-making, challenges blind spots, and creates an environment where people feel heard." - Winnie da SilvaWhat if avoiding disagreement is actually holding you back? Most of us instinctively avoid conflict. We're taught that disagreeing can damage relationships, create tension, or make us look difficult. But what if I told you that the way we approach disagreement could be the key to making better decisions, building stronger teams, and gaining real influence? The truth is, the most successful people don't run from disagreement—they master it. In this episode of Transformative Leadership Conversations, I explore how to turn conflict into a tool for growth rather than a source of frustration. I break down why disagreement is not the enemy, why avoiding it can be more damaging than facing it, and how the best leaders use it to their advantage.You'll hear me discuss:Why avoiding disagreement is riskier than facing it – The hidden dangers of keeping quiet and why people often regret not speaking up more than they regret engaging in a debate.How Abraham Lincoln turned political rivals into trusted allies – A look at his Team of Rivals approach and how bringing opposing voices together led to better decisions.The difference between arguing to win vs. arguing to learn – Why treating disagreement as a battle is the fastest way to lose credibility, and what to do instead.Why true influence isn't about power—it's about how you disagree – The people who hold the most influence aren't necessarily the ones in charge, but the ones who challenge ideas the right way.The 3 common ways people handle disagreement—and the one that actually works – Do you avoid, attack, or adapt? Understanding these patterns will help you shift toward more productive conversations.How to make disagreements feel less personal and more productive – A simple mindset shift that reduces defensiveness and keeps the conversation focused on solutions.Practical techniques for disagreeing without damaging relationships – Real strategies to express your point of view while still keeping mutual respect intact.How to be persuasive without being confrontational – The key to making people listen to you without raising your voice or shutting them down.ResourcesWinnie da Silva on LinkedIn | On the Web | Substack I Email - winnie@winnifred.org

"Motivation starts with identity—when you believe in the story you're telling yourself, the actions follow." - Nikhil PaulIs it possible to lead with passion and effectiveness if you no longer feel connected to the business you're running? In this engaging conversation, I have with leadership coach Nikhil Paul, he dives deep into the heart of leadership, self-reflection, and sustainable business practices. Nikhil emphasizes the importance of personal connection to the work and the culture, asking leaders to reflect on their commitment to their businesses. He also sheds light on how companies, especially startups, often overlook the foundational cracks that could undermine their success in the long term. Drawing on his expertise, Nikhil offers a framework to help leaders assess their organizations' true sustainability and overall health.Nikhil also shares his 5 Pillars of Motivation—a guide to scaling a business without losing its soul. These principles are designed to help organizations grow in a way that maintains their core values and sense of purpose.Hear us discuss:Leadership self-reflection: The importance of checking if you still love your business and the work you're doing. Nikhil reveals how leaders can become disconnected from their own mission and the impact it has on company culture.Assessing business sustainability: What happens if you step away from your company? How defensible is your business? Nikhil challenges leaders to think about their company's stability and operational health in their absence.Growth versus foundational strength: Why simply scaling the business without addressing the root issues can eventually lead to problems down the line. Growth can often mask underlying weaknesses, and businesses may struggle when that growth slows down.The 'elephant in the room' approach: Nikhil discusses how acknowledging discomforts or dissonance early on can prevent larger issues from festering and undermining leadership.Ruthless prioritization: In today's fast-paced business world, Nikhil emphasizes the importance of focusing on what truly matters, ensuring that leaders don't get lost in tasks that aren't adding value to the business.Culture and leadership dynamics: The critical link between a leader's connection to the business and the health of the team or organization. Without alignment at the leadership level, the overall culture and direction are at risk.5 Pillars of MotivationConnect with our cult customers, the small group who needs us and loves us the most. Focus on identifying and nurturing the loyal core group of customers who truly resonate with your mission and product.Focus on doing work our people love doing so that they can hone their craft. Creating an environment where employees are passionate about their work ensures continuous growth, skill development, and overall satisfaction.Give each person their little kingdom to run & help them with it. Empower your team by giving them ownership and responsibility for their areas while providing support for their success.Forge a real tribe for people to belong to. Building a community within your organization creates a sense of belonging, fostering loyalty, and helping individuals feel connected to a greater purpose.Find a way to help save the world in our own small way. Inspire your team by aligning the company's mission with a higher cause, even if it's a small step, to make a positive impact in the world.Read more about Nikhil's Kind Cult Empire framework in his blog.ResourcesBooks mentioned by Nikhil:Start with Why by Simon SinekThe Five Dysfunctions of a Team by Patrick LencioniLeaders Eat Last by Simon SinekGood to Great by Jim CollinsThe Hard Thing About Hard Things by Ben HorowitzNikhil Paul on LinkedIn | On the Web | Blog | Email: nikhil@werhuman.coWinnie da Silva on LinkedIn | On the Web | Substack | Email - winnie@winnifred.org

"When you align individual motivation with the broader mission, that's when magic happens and teams thrive.” - James ThormanWhat does it take to lead a team with purpose, ignite individual motivation, and build a thriving, high-performing culture? In this episode of Transformative Leadership Conversations, James Thorman, a seasoned leader with a wealth of experience from his time at A Place for Mom and other roles, joins me to dive deep into the core elements of effective leadership. He explains how understanding the unique motivations of individuals within a team is crucial for achieving collective success. Through thoughtful leadership strategies and a commitment to aligning personal and organizational goals, James explores how teams can be nurtured to reach their full potential. He shares valuable insights into building a team culture that fosters growth, collaboration, and high performance. From senior leadership lessons to practical tools for day-to-day team dynamics, James provides a comprehensive look at what it takes to lead a motivated team that is driven by both personal satisfaction and the company's mission.Hear James and I discuss:Understanding Motivations: James reflects on an early lesson in his career, learning from his colleague Tatiana that people's motivations differ and aren't always aligned with our own. He emphasizes how crucial it is to understand those differences to unlock the full potential of your team.Aligning People with Purpose: As leaders, it's vital to connect personal motivations with the greater mission of the organization. James elaborates on the importance of ensuring that individual goals align with company goals. When people are invested in the purpose and mission, their drive to succeed becomes much stronger.The Importance of Company Ethos: As you rise through the ranks, James explains the need to deeply understand your company's ethos and what it will take to achieve its goals. If leaders don't understand the mission, they risk setting their teams up for failure. He underscores how integral it is to create an environment that reflects and supports this ethos.Effective Leadership Strategies: James talks about some of the specific leadership practices he has found most effective in motivating teams. From setting the right tone at the top to helping employees identify what excites them, he discusses actionable insights on how to get the best out of your team.The Role of the Senior Leader: James shares his thoughts on the responsibilities of senior leaders in fostering team success. He talks about how understanding the broader company mission and helping employees connect to that mission is one of the keys to motivating a high-performing team.Building High-Performing Teams: One of the most rewarding aspects of leadership, according to James, is when everything clicks into place—when the team starts thriving, collaborating effectively, and engaging with each other. He talks about the iterative process of building a successful team, where learning and growth are constant, and how critical it is to have the right mix of motivation, mission alignment, and structure.Creating an Environment for Success: As much as individual motivation is important, James emphasizes that creating the right structure, cadence, and environment is just as critical. With the right team fit and the appropriate resources, teams are more likely to thrive in the long run.The Importance of Explicit Communication: James and Winnie discuss how senior leaders can create more effective teams by engaging in open, explicit conversations about motivation. They explore how asking team members what excites them or where they find their energy can lead to deeper, more productive discussions that help leaders tailor roles and expectations to each person's strengths.The Long-Term Rewards of Team Alignment: James reflects on the ultimate payoff when everything aligns—motivated individuals, aligned company goals, and a culture that supports growth and high performance. When this happens, teams not only succeed but thrive in ways that benefit both individuals and the organization as a whole.ResourcesJames Thorman on LinkedIn | A Place for Mum websiteWinnie da Silva on LinkedIn | On the Web | Substack I Email - winnie@winnifred.org

"Leaders can't motivate people—and nor should they. But what you can do is foster an environment where intrinsic motivation can thrive." - Winnie da SilvaWhat if I told you that motivating your team isn't your job? It sounds counterintuitive, right? As a leader, your instinct is to inspire your team to perform at their best—but real, lasting motivation comes from within. In this episode of Transformative Leadership Conversations, I challenge the traditional view of leadership by flipping the script: instead of motivating your team, focus on creating an environment where intrinsic motivation can thrive. Through meaningful one-on-one conversations, leaders can help team members clarify what drives them, align work with their passions, and ultimately improve engagement and performance. Motivation isn't a one-size-fits-all approach—it's personal, dynamic, and deeply impactful when done right.Listen to me talk about:Motivation is Personal - What motivates you may not motivate your team. That's okay—and understanding this is the first step to unlocking better performance and engagement.Leaders Can't Motivate People—And They Shouldn't - Your role as a leader is not to "motivate" others. Instead, it's about creating the conditions where intrinsic motivation can flourish.Meaningful Conversations Drive Engagement - When was the last time you had a one-on-one conversation with a team member about what truly drives them? These conversations are key to building trust, uncovering motivators, and reigniting engagement.Intrinsic Motivation Matters More Than Perks - People are most engaged when their work aligns with intrinsic motivators like autonomy, purpose, and progress—not just external rewards like paychecks or promotions.Shared Responsibility: Team Members & Leaders - Motivation is a two-way street. Team members must reflect on what they want, communicate openly, and take initiative, while leaders must facilitate clarity, encourage ownership, and provide support.Practical Steps for Leaders: I share a step-by-step guide for holding motivational one-on-one conversations:Clarify what's important – Help team members articulate what matters most to them.Define the gaps – Identify where their current experience falls short of their desires.Problem-solve together – Collaborate to find actionable ways to align work with motivators.Powerful Reflective Questions for One-on-Ones - Here are six questions you can ask to help your team members uncover what drives them:At this point in your life and career, what are the two to three most important things you want from your job?On a scale of 1 to 10, how satisfied are you with your current job? What would it take to get closer to a 10?What parts of your job do you enjoy the most? The least?If you could change your job to make it more rewarding, what changes would you make?What's one thing you're not getting enough of from your work?What have you noticed about how your motivators have evolved over time?ResourcesWinnie da Silva on LinkedIn | On the Web | Substack I Email - winnie@winnifred.org

"Diversity of thought is very powerful. I aggressively seek out people that don't think like me and are polar opposites of me. That's the only way to pull yourself out of your own corner." - Mauhan ZonoozyWhat if the biggest barrier to innovation isn't a lack of ideas—but a fear of permission? In this episode of Transformative Leadership Conversations, I sat down with Mauhan Zonoozy, a strategic advisor and expert in innovation and venture building. Mauhan shared bold perspectives on why permission is a sneaky barrier to innovation—and how leaders can break free from it. We explored why people often wait for a "green light" before acting, how fear of failure holds companies back, and why the best ideas don't come from rigid playbooks but from fresh thinking and risk-taking. Mauhan also gave us a behind-the-scenes look at how revolutionary leaders think differently, take big bets, and build the kind of confidence that fuels game-changing moves.Hear Mauhan and I discuss:Stop Asking for Permission: Many people feel the need to ask for permission before taking action—but innovation thrives when people are empowered to move forward without it. This shift in mindset can be transformative for individuals and teams.The Illusion of Wanting Change: Companies often say they want innovation but get cold feet when change feels risky. Leaders need to recognize this pattern and push through it to create real impact.Fear is the Real Enemy: Playing it safe is the quickest way to stall innovation. Leaders and teams must be comfortable with the unknown and be willing to face failure head-on. Mauhan reminds us, "If you play scared, that's how you get hurt."Innovation Isn't a Playbook: While processes and frameworks have their place, real innovation happens when people are given space to think freely. A blank piece of paper and sticky notes may be all you need to spark groundbreaking ideas.Diversity of Thought is a Superpower: To break out of narrow thinking, you need to bring in diverse perspectives and people who challenge your assumptions. True creativity comes from constructive friction, not echo chambers.The Courage to Take Big Bets: Revolutionary executives don't just play it safe—they take risks, often against conventional wisdom. Mauhan points to Amazon's famous decision to invest in AWS as an example of bold, visionary thinking that changed the industry.The Hard Truth About Failure: It's easy to talk about "embracing failure," but living it is much harder—especially when investors or reputations are on the line. True innovators push past the discomfort and stay committed to the process.ResourcesMauhan Zonoozy on LinkedIn | On the Web | X (Twitter)Winnie da Silva on LinkedIn | On the Web | Substack | Email

What if innovation isn't just for a select few, but something every single person can access and contribute to? In this episode of Transformative Leadership Conversations, I had the chance to chat with Sandy Fershee, the Head of Design & User Experience at Audible. Sandy shared some truly inspiring thoughts about innovation—how it's not something reserved for just a select few, but something that everyone can contribute to. We talked about the importance of curiosity, creating psychological safety within teams, and how failure is just a part of the process of growth and learning. Sandy also gave some great insights on how diverse perspectives and strong leadership can help unlock creativity and fuel innovation.Listen in as Sandy and Winnie discuss:Innovation is for Everyone: Innovation doesn't need to be limited to a special group of people. Everyone, regardless of their role, can offer valuable ideas and contribute to moving things forward.Creating Psychological Safety: It's vital to create an environment where people feel safe to experiment, fail, and learn without the fear of judgment.Curiosity Drives Innovation: Asking questions and digging deeper—always asking "why"—is how you uncover new possibilities and inspire fresh ideas.Failure as a Learning Opportunity: Failure isn't the end—it's part of the journey. By reflecting on what went wrong, we can adjust, learn, and do better next time.The Power of Diverse Teams: Bringing together people from different backgrounds and disciplines leads to more creative solutions and richer ideas.Leadership for Innovation: As a leader, it's crucial to encourage small experiments, fast iterations, and building confidence in ideas. These actions can help keep innovation alive and moving forward.Sandy's Passion for Problem-Solving: Sandy's drive to solve human problems through design and innovation is infectious. She's all about creating meaningful experiences that make an impact.ResourcesSandy Fershee on LinkedIn | AudibleWinnie da Silva on LinkedIn | on the Web | Substack | Email - winnie@winnifred.orgReferenced: Creative Confidence by Tom and David Kelley (IDEO founders)

What if the biggest barrier to innovation within your team or organization is you? In this episode, I'm diving into the heart of innovation—what it means for leaders and how we can create an environment that allows it to thrive. I explore the essential role that leaders play in driving meaningful innovation and reflect on how we can overcome the distractions and barriers that keep us from unlocking our full creative potential.In this episode, you'll hear about:The Innovation Leadership Styles Quiz: I introduce a fun and insightful quiz that will help you identify your innovation style, whether you're a big-picture visionary, a process-driven optimizer, a risk-taking experimenter, a collaborative connector, or a creative playmaker.The Role of Leadership in Innovation: Innovation is about more than just having good ideas. It's about creating the time, space, and attention necessary for those ideas to come to life. As leaders, we must carve out that space and avoid distractions.The Importance of Reflection: Understanding your own leadership style is key to unlocking your innovative potential. After you take the quiz, I encourage you to reflect on your strengths and opportunities for growth. Every style has its benefits, but we can all expand our thinking and broaden our approach.Creating a Culture of Innovation: It's easy to get caught up in the day-to-day tasks and pressures, but to truly innovate, we need to step back, make space, and give ourselves permission to think creatively. I challenge you to ask yourself: How much innovation are you missing simply because you're too distracted or busy?Innovation Leadership Style quiz1. When faced with a new challenge, your first instinct is to:A. Imagine an entirely new idea or solution that could disrupt the status quo.B. Look for small, measurable improvements to current products, processes, or ideas.C. Try different approaches to see what works best.D. Assemble a team with diverse perspectives to brainstorm ideas and solutions.E. Infuse energy and excitement into your team to spark creative ideas.2. What's your preferred approach to brainstorming?A. Share a bold idea and challenge the team to build on it.B. Focus the discussion on solving a specific problem step-by-step.C. Encourage wild ideas, knowing that even "bad" ones might inspire success.D. Facilitate group discussions around new ideas where everyone feels heard.E. Use games, humor, or creative exercises to spark unconventional thinking.3. As a leader, how do you handle failure when implementing new ideas?A. View it as a stepping stone to even bigger breakthroughs.B. Analyze it to improve processes and avoid similar issues in the future.C. Celebrate it as a natural part of experimenting and learning.D. Use it as an opportunity to deepen collaboration and problem-solve together.E. Turn it into a teachable moment with positivity and humor.4. What motivates you as a leader?A. Making a lasting impact through bold transformative ideas.B. Seeing steady progress and measurable improvements.C. Discovering what works through curiosity and experimentation.D. Building strong relationships and fostering a culture of collaboration.E. Creating an environment where people love working and innovating together.5. How do you define success in innovation?A. Transforming an industry or creating something groundbreaking.B. Consistently improving efficiency and meeting goals.C. Learning from experiments, even if they don't work out.D. Seeing how collaboration leads to unexpected ideas.E. Watching people have fun while coming up with creative ideas and solutions.ResultsMostly A's: The VisionaryYou're a big-picture thinker who inspires transformative change. Your strength lies in imagining bold ideas that challenge the status quo.Mostly B's: The OptimizerYou excel at refining systems and processes for efficiency. You focus on continuous improvement and measurable progress.Mostly C's: The ExperimenterYou embrace trial and error. Failure doesn't discourage you—instead, you see it as an opportunity to learn and experiment with new approaches.Mostly D's: The ConnectorYou bring people together to create synergy and innovation. You foster collaboration and value diverse perspectives in the problem-solving process.Mostly E's: The PlaymakerYou infuse energy and creativity into your team, making work fun and inspiring unconventional thinking. Your focus is on sparking joy and creativity to drive innovation.ResourcesBooks Mentioned:How to Do Nothing by Jenny OdellDeep Work by Cal NewportWinnie da Silva on LinkedIn | on the Web | Substack | Email

What's your story, and how does it shape your brand? In this episode of Transformative Leadership Conversations, I sit down with Maria Ho-Burge, Vice President of Communications at TuneCore, to dive deep into the art of building a personal and professional brand. Maria shares how authenticity, storytelling, and strategy come together to create a brand that not only stands out but also drives value in any industry.From her work in the music industry to her insights into leadership and communications, Maria reveals practical steps to align your unique story with your industry's needs while staying true to who you are. Whether you're a seasoned leader or just beginning to think about your brand, Maria's advice will inspire you to take action and craft a narrative that leaves a lasting impression.Listen in as we discuss:Communications as a bridge: How branding, marketing, and partnerships intersect to create meaningful impact.The power of authenticity: Why being true to your story is the foundation of a strong personal brand.Incorporating personal details: How sharing your unique life experiences can make your brand stand out.Aligning with your industry: Strategies for tailoring your narrative to fit your company's goals and the broader market.Spotting opportunities: Identifying areas where your skills and experience can fill gaps and add value.Evolving your brand: Why personal and professional growth is an ongoing process—and how to embrace it.Crafting a legacy: Building a brand that evolves with you while remaining authentic and impactful.ResourcesMaria Ho-Burge on LinkedIn | TuneCoreWinnie da Silva on the Web | LinkedIn | Substack | Email

What does it take to drive change in a male-dominated industry while staying true to your vision? In this episode of Transformative Leadership Conversations, I sit down with Andreea Gleeson, CEO of TuneCore, to hear her remarkable story. Andreea shares how she transitioned from retail to music, the challenges she's faced as a woman in leadership, and her mission to empower artists at every level of their careers. From tackling gender inequality in the music industry to fostering innovation at TuneCore, Andreea's journey is one of determination, grit, and vision. Her insights aren't just inspiring—they're actionable for anyone looking to lead with purpose and drive change.Listen in as they discuss:Breaking barriers: Andreea's work to bring gender parity and representation to the music industry.Supporting artists: How TuneCore helps musicians, from beginners to global stars, build their careers.Lessons in leadership: The mindset and skills Andreea honed to grow into her role as CEO.Empowering growth: The importance of doubling down on your strengths while addressing challenges.Overcoming obstacles: How Andreea navigated challenges in both her career and in the industry to create lasting change.The power of confidence: Why confidence is a critical factor for success, especially for women working in competitive spaces.The art of adaptation: Andreea's advice on how to stay adaptable and innovative in a constantly changing industry.ResourcesAndreea Gleeson on LinkedIn | TuneCoreWinnie da Silva on LinkedIn | on the Web | Substack

How do people really see you, and does that match who you want to be? In this episode of Transformative Leadership Conversations, I take a close look at what it means to shape your leadership brand authentically. Through stories from real clients and practical advice, I'll show you how to shape and evolve your brand to resonate and stand out in ways that genuinely reflect you.Listen in as I discuss:Defining Your Leadership Brand: It's about aligning how people see you today with who you want to become.Lessons from Real Clients: Hear about Mark, whose value was getting overlooked, and Gary, who needed a brand refresh to succeed in a new role.Building Brand Consistency: Actions speak louder than words, so let's talk about why people trust what they see—and why you need to show up consistently.Projecting Your Brand Effectively: I'll walk you through exercises to help make your brand come alive, so you're recognized for the qualities you want to be known for.Overcoming Common Missteps: Learn about frequent branding pitfalls, like being vague or trying to please everyone, and why specificity is key.Expanding Your Influence: We'll discuss ways to build a brand that doesn't just support you internally but amplifies your impact on a larger scale.Resources:Winnie da Silva on LinkedIn | on the Web

How do I define success—and how does that shape the decisions I make? In this episode of Transformative Leadership Conversations, I have the pleasure of chatting with Cherie Hu, a music industry expert and the founder of Water & Music. Together, we dive into decision-making in both creative and business landscapes, exploring how our interpretations of success can shape our paths and the strategies we choose.You'll here them discuss:Redefining Success: Leaders should understand that success can be defined in various ways depending on context, extending beyond just revenue metrics to include broader impacts and outcomes.Balancing Risk and Stability: Having a stable foundation is crucial for organizations, as it allows leaders to take calculated creative risks without putting their well-being or financial health at risk.Value of Experimentation: Embracing iterative experiments provides valuable insights and data, helping leaders make informed decisions and refine their strategies more effectively.The Power of Storytelling: Leaders can effectively communicate difficult decisions and rally support by crafting compelling narratives that make complex truths more relatable and understandable.Influence of Culture and Values: The culture of a company and its commitment to social impact significantly shape decision-making processes and how relationships with stakeholders are developed and maintainedResources:Cherie Hu on the Web I X (Twitter) I LinkedInWinnie da Silva on LinkedIn I Web

What happens when the very decisions you make as a leader cause unintended ripple effects throughout your organization? In this episode of Transformative Leadership Conversations, I sit down with Prita Kumar to explore the complex balance of short-term goals, long-term planning, and the law of unintended consequences in leadership. Prita shares her experience in managing teams without overwhelming them, how she thinks about qualitative vs. quantitative data, and why creating consistency across departments is crucial for success.You will hear them talk about:Prioritizing Team Focus: Leaders must be mindful of how much they ask from their teams to avoid overwhelming them with conflicting priorities.Balancing Short-Term vs. Long-Term Goals: In resource-rich environments, leaders can plan for the long term, but in leaner times, focusing on immediate goals becomes critical.Qualitative vs. Quantitative Metrics: Success metrics are key to decision-making, and even qualitative decisions should be supported by some form of data.Leadership Messaging: Leaders need to ensure that directives across departments don't conflict, as this can cause operational inefficiencies.Learning from Experience: Prita advises young leaders to build diverse support systems to balance different perspectives before making key decisions.Resources:Prita Kumar on LinkedInWinnie da Silva on LinkedIn I Website

What if the decisions you make as a leader are only addressing half the problem? In this episode of Transformative Leadership Conversations, I explore the hidden complexities beneath the surface of leadership challenges and how understanding those deeper issues can lead to more effective decision-making. I talk about the importance of not just focusing on what's immediately visible but also considering the less obvious factors that might be driving the situation. By adopting a more thoughtful, strategic approach, leaders can avoid impulsive reactions and create more sustainable solutions.Key Points:The Iceberg Analogy: Most of a problem's complexity is hidden below the surface, just like an iceberg. As a leader, you need to be curious and dig deeper to uncover the real issues before jumping to conclusions.Decision Fatigue: Decision-making can be exhausting, especially after a full day of thinking and problem-solving. I discuss how prioritizing decisions and building routines can help you stay sharp and avoid burnout.Cognitive Switching: While switching between tasks can sometimes inspire creativity, too much of it can drain your mental energy. I share tips on grouping similar tasks and minimizing digital distractions to stay more focused and productive.The Power of Routine: Establishing a consistent decision-making routine can streamline your thought process and free up mental energy for bigger issues.Anticipating Hidden Challenges: Leaders must look beyond the surface of any problem, anticipating and addressing the unseen obstacles that can affect the outcome.Effective Decision-Making: Clear and structured decision-making processes aren't just for you—they help keep your team on the same page and reduce confusion. I talk about how to communicate decisions effectively and ensure alignment across your organization.ResourcesWinnie da Silva on LinkedInBooks mentioned:- The Decision Book: Fifty Models for Strategic Thinking by Mikael Krogerus and Roman Tschäppeler- Thinking, Fast and Slow by Daniel Kahneman

What if your relationship with work is fundamentally shaping your career decisions? In this episode, I speak with Dr. Nayla Bahri, an executive coach and co-host of The Inside Job Podcast. Nayla is dedicated to helping individuals and teams build thriving relationships with work, collaborating with leaders from startups to renowned organizations like Apple, Google, and the Federal Reserve Bank of NY. With her extensive experience as a former Dean of Students at Columbia Business School, she combines research with human-centered learning to empower clients in leading with impact, resilience, and clarity. We talk about the differences in how men and women approach career pivots and the deeper insights into creating a healthy relationship with work. We explore the importance of self-awareness and the internal work necessary for effective leadership.Gender Dynamics in Career Pivots: Insights from Nayla's research on how men and women perceive their career transitions differently.Fear and Safety in the Workplace: The impact of feeling unsafe in your job and how it influences decision-making.Curiosity-Driven Coaching Approach: Nayla discusses the importance of engaging in both inner and outer work to achieve career satisfaction.Humor in Leadership: The role of lightheartedness and humor in fostering a positive work environment.Leadership Reflection: How personal beliefs about work affect leadership styles and the environment created for teams.Resources:Dr. Nayla Bahri on the web | LinkedIn I Substack (Newsletter) I Instagram I Inside Job PodcastWinnie da Silva on the web | LinkedIn

Ever wondered how you can turn your career dreams into reality? In this episode of Transformative Leadership Conversations, host Winnie da Silva sits down with career coach Maggie Mistal to explore how aligning your work with your passions can transform your life. Maggie Mistal, a certified life purpose and career coach and author of the Amazon #1 New Release Are You Ready to Love Your Job?, shares her own transition from the corporate world to coaching and reveals her method for career fulfillment through three stages: soul search, research, and job search. With extensive experience helping individuals transition into their ideal careers, Maggie has guided thousands through inspiring retreats and individual sessions, and her expertise is sought after by top corporations and featured in major publications like The New York Times and Forbes.com.You'll hear them talk about:Career Transition Insights: Maggie discusses her journey from corporate life to coaching and the importance of aligning work with passion and purpose.Three Key Stages: Maggie outlines her method for career fulfillment, focusing on:Soul Search: Identifying personal values and passions.Research: Investigating career options and networking.Job Search: Implementing strategies to secure desired roles.Practical Advice: Emphasis on the importance of research and networking in career transitions.Real-Life Success: Maggie shares a success story of a young client who transitioned to a fulfilling career in library science.Dynamic Career Management: The discussion highlights how ongoing soul searching, research, and networking can continually shape and improve your career.Upcoming Career Retreat: Maggie announces her cruise-based career retreat in April 2025, offering intensive career coaching and unique experiences.Resources:Maggie Mistal on the Web | LinkedIn I Instagram I FacebookWinnie da Silva on LinkedIn

Are you contemplating a career change but feeling uncertain about taking the leap? In this episode, Winnie explores the evolving nature of work and the increasing prevalence of career pivots. Sharing her own journey from social work to corporate training and consulting, she demonstrates how embracing these transitions can lead to unexpected and fulfilling opportunities. Through compelling statistics and inspiring stories of figures like Vera Wang and Benjamin Franklin, Winnie underscores that career changes are not only normal but can also be transformative. Tune in to discover how to navigate your own career evolution with confidence and curiosity.Key Points Discussed:•             Embracing Career Pivots: Winnie emphasizes that career pivots are a normal and valuable part of professional life, encouraging listeners to embrace them as opportunities for growth rather than obstacles.•             Personal Career Journey: Winnie shares her own experience of shifting from a career in social work to roles in corporate training and consulting, highlighting the importance of following one's passion and experimenting with new roles.•             Statistics on Career Changes: The podcast presents statistics showing that the average person will hold numerous jobs and change careers several times over their lifetime, reflecting the dynamic nature of the modern work landscape.•             Inspiring Stories: Winnie recounts the career transformations of notable figures like Vera Wang and Benjamin Franklin, illustrating how significant career changes can lead to remarkable success.•             Advice for Career Transitions: Winnie offers practical tips for managing career pivots, including leveraging relationships, exploring new interests, experimenting with skills, and being open to change.Resources: Winnie da Silva on LinkedIn

Can ensuring your team feels valued and supported be a tool to boost productivity? In this episode, Kim Lerner and host Winnie da Silva explore how hospitality principles, such as empathy and personalized recognition, can profoundly impact team culture and leadership effectiveness. Kim shares her unique experiences integrating these principles into her leadership approach, demonstrating how they can foster stronger team connections and drive organizational success.You will hear them talk about:Empathy in Leadership: Understanding and addressing the emotional needs of team members to build trust and morale.Personalized Recognition: Tailoring recognition and appreciation to individual team members to enhance their engagement and satisfaction.Balancing Hospitality and Leadership: Navigating the balance between fostering a supportive environment and maintaining high performance standards.Practical Strategies or Tips:Foster Empathy: Actively listen to your team's concerns and needs, showing genuine care and understanding to build stronger relationships.Personalize Recognition: Use specific, personalized gestures of appreciation to make team members feel valued and motivated.Manage Stress with Hospitality: Apply hospitality principles to maintain composure and support others during high-pressure situations, enhancing overall team resilience.Expert Insights or Upcoming Content Teasers:Kim Lerner's Experiences: Kim shares her journey of integrating hospitality practices into leadership, highlighting how these approaches transformed her team dynamics and personal effectiveness.Future Discussions: Upcoming episodes will feature additional insights from leaders who have successfully applied hospitality principles, providing further strategies for enhancing team culture and leadership effectiveness.Resources:Winnie da Silva on LinkedIn Kim Lerner on LinkedIn

Can a leadership approach grounded in hospitality transform your organization's customer interactions and internal dynamics? In this episode, David Cocchiara and host Winnie da Silva discuss how principles of hospitality—like genuine accountability and composure under pressure—can significantly enhance leadership effectiveness and customer satisfaction. They explore why these seemingly simple strategies are challenging to implement and how they can make a profound difference in fostering positive relationships and achieving business success.Key Concepts or Tools Introduced:Authentic Accountability: Taking responsibility for mistakes and addressing them with honesty and promptness.Stress Impact on Leadership: How high-stress environments can negatively affect leadership quality and team interactions.Embracing Hospitality: Applying hospitality principles to leadership to create supportive and effective work environments.Practical Strategies or Tips:Own Your Mistakes: Acknowledge and correct errors to maintain trust and satisfaction, as demonstrated with the "blue shirt" example.Maintain Composure: Learn from leaders who manage stress effectively and try to keep calm under pressure to positively influence team dynamics.Focus on People: Prioritize understanding and addressing the needs and motivations of team members to foster a supportive work culture.Expert Insights or Upcoming Content Teasers:David Cocchiara's Experience: Insights from David's experiences in high-pressure environments and how he learned to maintain composure and hospitality in leadership.Future Episodes: Upcoming discussions with industry experts like Kim Lerner, who will offer additional perspectives on integrating hospitality into leadership practices.Resources:Winnie da Silva on LinkedIn David Cocchiara on LinkedIn

When you hear the word “hospitality,” do you think of it as one of leadership tools? In this episode, Winnie da Silva explores the crucial role of hospitality in leadership. She shares personal experiences that highlight the power of hospitality and discusses how it can transform leadership practices. By drawing on examples from industry experts, she illustrates how integrating hospitality into leadership strategies can foster inclusivity and empowerment within organizations. Additionally, she emphasizes how this approach can enhance employee satisfaction, customer loyalty, and overall business success, setting organizations apart in a competitive landscape.Hospitality as a Leadership Tool: Hospitality in leadership creates an environment where everyone feels welcomed, valued, and supported, enhancing overall business success.Digital Age Challenges: In today's technology-driven world, hospitality is essential to maintaining human connections, which are often lost in digital interactions.Five Hospitable Leadership Behaviors:Create a Welcoming Environment: Foster inclusivity and respect.Collaborative and Empowering: Involve and empower team members.Uphold Integrity: Act with honesty and transparency.Demonstrate Humility: Be open to learning and collaboration.Cultivate Emotional Intelligence: Understand and navigate emotions effectively.Balance with Performance: Leaders must balance hospitality with the expectation of high performance, regular feedback, and accountability.Upcoming Expert Insights: The podcast will feature insights from industry leaders like David Cocchiara and Kim Lerner, who will discuss how adopting a hospitality-focused approach can drive business success and transform leadership practices.ResourcesWinnie da Silva on LinkedIn

What impact does embracing leaderless teams have on organizational dynamics and individual leadership roles? In this episode, Mark Raheja, the founder and CEO of Plural, delves into the concept of leaderless teams and the transformative effects they can have on organizations. Winnie and Mark explore the interconnectedness of systems, people, and relationships within an organization, emphasizing the importance of curiosity, humility, and intentionality in navigating the shift towards more empowered and adaptive operating models.Leaderless Teams Misconception: Leaderless teams do not mean less leadership but rather more distributed leadership and ownership within a team.Holacracy Framework: Holacracy is a specific framework for self-management developed by Brian Robertson in 2006 or 2007, used by many self-managed organizations worldwide.Organization Design: Organizations need to evolve their own ways of self-organization and self-management beyond frameworks like Holacracy to truly embody their unique culture and values.Playbook of the Organization: Organizations already have implicit ways of working, but making these explicit and aligning them with intentions and values is crucial for effective functioning.Cultivating Safety: Cultivating psychological safety and inclusiveness within a team is essential for enabling participation and harnessing the full potential of team members.Disagreement in Teams: Disagreement is a natural part of diverse teams and should be harnessed as a source of innovation and growth rather than avoided.Decision-Making Clarity: Making decision ownership explicit and editable within an organization fosters clarity and empowers individuals to contribute effectively.Humility in Leadership: Humility is a key trait for effective leadership, acknowledging uncertainty and creating space for learning and growth within the organization.ResourcesMark Raheja | LinkedInWinnie da Silva | LinkedIn

Powerful insights often arise when leaders question the traditional norms of leadership. In this episode, we delve into the concept of leaderless teams and explore the shift from traditional to non-traditional leadership approaches. Join host Winnie da Silva as she engages in a transformative conversation with Dr. Debra France, an expert in organizational practices and leader behaviors that foster innovation. How can leaders balance power over and power with their teams? Winnie and Debra uncover the key insights in this intriguing discussion.Leaderless Teams: Exploring the concept of leaderless teams and how it fits into modern leadership and understanding how to empower team members to make decisions on their own.Traditional Leadership: Definition and characteristics of traditional leadership in organizations.Non-Traditional Leadership Approaches: Discussing alternatives to traditional leadership, including leaderless teams, in today's complex corporate environment.Experience and Background: Dr. Debra France's background and experience in leadership development and organizational practices and how it aided her in helping leaders.Innovation and Strategic Thinking: Importance of fostering innovation, strategic thinking, and exploring futures in leadership to futher the goals of teams and organizations.Power Over vs. Power With: Contrasting the concepts of power over management (illusion of control) and power with management (create the environment for greatness) in leadership approaches.Theory X and Theory Y: Understanding the motivational theories of Theory X, which includes cajoling, and Theory Y, which is more intrinsically motivated, in the workplace.Trust and Collaboration: Building trust and fostering collaboration in teams to enhance productivity and job satisfaction.ResourcesDr. Debra France on LinkedIn

In this podcast episode, Winnie da Silva discusses this month's theme of leaderless teams. She explores the evolution of leadership from ancient times to the modern era, challenging traditional notions and embracing collaborative, human-centered approaches. Winnie shares how her guests encourage leaders to empower their teams so they can take a hands-off approach. In an era of rapid growth and exponential complexity, it may be time for a significant shift in how leaders lead.Leadership Ownership: Leaders desire their team to have a sense of ownership and bring their best work to the company every day.Productivity vs. Busyness: Being busy doesn't equate to being productive, and true productivity involves quiet thinking and strategic decision-making.Historical Roots of Leadership: Historically, leadership involved divine authority, with leaders often seen as having special powers or godlike figures.Shift in Leadership Vision: The world of business is ready for a shift in the vision of leadership, moving from control to collaboration and from hero to human.Leading People vs. Managing People: Leadership focuses on guiding and inspiring, while management ensures efficiency and task completion.Followership and Power Dynamics: Concepts like followership, power over versus power under, and theories X and Y are crucial in understanding leadership dynamics.Hands-Off, Eyes-On Approach: A hands-off, eyes-on approach empowers teams without relinquishing control, fostering autonomy and productivity.Organizational Design for Scale: Exploring how to organize for scale in a complex and uncertain world without breaking is a key challenge for leaders and organizations.ResourcesWinnie da Silva | LinkedIn

Today's episode is a special one. You've heard all the talk about the Immunity to Change model, and you're about to see it in action. Returning guest, Deb Helsing, coaches another returning guest, Anthony Cheong, using the model. You'll learn how to navigate challenging conversations with senior executives, explore hidden assumptions that may be hindering your effectiveness, and gain insights on clarifying and aligning your role in leadership interactions.Immunity to Change Model: The Immunity to Change model is used to guide coaching sessions and explore hidden assumptions and competing commitments that may hinder personal growth and change.Role Clarity in Leadership: Understanding and gaining clarity on one's role in relationships, especially in leadership positions, is crucial for effective communication and interaction with others.Curiosity vs. Fixing: Embracing curiosity and exploring possibilities in a safe environment can lead to more effective problem-solving and decision-making, rather than feeling stressed and pressured to fix issues.Authenticity in Leadership: Being authentic and true to oneself while adapting and improving behaviors can lead to more genuine and productive interactions with others.Testing Assumptions: Testing assumptions about oneself and others in various scenarios can help uncover hidden beliefs and behaviors that may be hindering personal and professional growth.Safety vs. Stress: Balancing the need for safety and protection with the desire to explore new possibilities and take risks is essential for personal development and growth.Leadership Evolution: Reflecting on the evolving nature of leadership in a fast-paced and complex world can lead to redefining leadership roles and practices to stay ahead of challenges and uncertainties.Organizational Innovation: Fostering innovation within organizations through human-centered, low-hierarchy environments and strategic thinking can lead to successful adaptation to change and future challenges.ResourcesDr. Deborah Helsing | Minds at Work websiteBook: Immunity to ChangeBook:  An Everyone Culture: Becoming a Deliberately Developmental Organization The Change Course – an asynchronous Immunity to Change courseAnthony Cheong on LinkedInWinnie da Silva on LinkedIn

In this episode, Winnie da Silva is joined by Dr. Deborah Helsing, and they discuss how the concept of Immunity to Change helps individuals uncover their resistance to change and explore their fears and assumptions. By following the steps outlined in the Immunity to Change model, individuals can challenge their assumptions, collect data, and experiment with new behaviors to overcome their resistance and achieve personal growth.Immunity to Change Concept: The concept of Immunity to Change explores how individuals resist change due to underlying fears and assumptions, leading to a protective mechanism that hinders personal growth.Limbic System's Role: The limbic system plays a crucial role in triggering alarm bells and emotional reactions that protect individuals from perceived threats or dangers associated with change.Neuroplasticity and Growth: Understanding neuroplasticity highlights the brain's ability to adapt and grow, allowing individuals to challenge assumptions and explore new behaviors for personal development.Data Collection and Analysis: Collecting data and analyzing assumptions helps individuals challenge their beliefs and behaviors, leading to a deeper understanding of their resistance to change.Coaching and Support: Engaging in coaching sessions or seeking support from peers can provide accountability and guidance in navigating the Immunity to Change process effectively.Asynchronous Learning: Asynchronous courses and resources offer individuals the flexibility to explore the Immunity to Change model at their own pace, allowing for self-reflection and growth.Organizational Change: Applying the Immunity to Change model in organizational settings can help identify resistance to change within teams and facilitate a culture of growth and adaptability.Practical Application: Implementing the Immunity to Change model involves designing experiments, collecting data, and reflecting on outcomes to challenge assumptions and foster personal and professional development.ResourcesDr. Deborah Helsing | Minds at Work websiteBook: Immunity to ChangeBook: An Everyone Culture: Becoming a Deliberately Developmental Organization The Change Course – an asynchronous Immunity to Change courseWinnie da Silva | LinkedIn

Are you prepared to commit to leading the long game of organizational change? In this episode of Transformative Leadership Conversations, Winnie da Silva is joined by Anthony Cheong, Executive Director and Global Head of HR Operations for Boston Consulting Group, to discuss what it takes to lead change. From emotional intelligence to stakeholder engagement, driving transformation takes curiosity, resilience, and a compelling narrative to rally around.Challenges of Driving Change: Leading change can be difficult and emotionally taxing, requiring a significant amount of energy and focus to navigate successfully.Emotional Intelligence Importance: Having a high level of emotional intelligence is crucial for understanding and managing your own emotions, as well as recognizing and empathizing with the emotions of others during times of change.Stakeholder Engagement Strategy: Building relationships, inspiring, and influencing others are key components of stakeholder engagement and management during change initiatives.Storytelling for Change: Using relatable stories to communicate the vision and strategy of change initiatives can help bring the transformation to life and make it more understandable and compelling for stakeholders.Curiosity and Understanding: Approaching individuals with negative emotions or resistance to change with curiosity and a desire to understand their perspective can help bridge gaps and foster collaboration.Resilience and Adaptability: Personal experiences, such as relocating to a new country, can teach valuable lessons in resilience, adaptability, and risk-taking, which are essential skills for leading change.Setting Realistic Expectations: Acknowledging the complexity and emotional weight of change projects, and setting realistic expectations for the time and effort required, is crucial for maintaining focus and momentum.Continuous Leadership and Persistence: As the leader driving change, it is essential to keep pushing forward, maintaining a strong leadership role, and driving the initiative to successful completion.ResourcesAnthony Cheong on LinkedInWinnie da Silva on LinkedIn

What does it take for leaders to successfully navigate large-scale, complex change? In this episode, Winnie da Silva explores the concept of change through the lens of systems thinking, and shares the stages leaders go through during periods of great transition. She discusses the essential ingredients of leadership and provides insights from industry experts on embracing transformative change.Importance of Change: Change is a gift of grace that offers the possibility for growth and transformation into a better version of ourselves and our world.Systems Thinking: Systems thinking requires a shift in mindset from linear thinking to embracing complexity and interconnectedness when approaching change.Emotional Work of Change: Change is emotional work, and the rhythm of change is not linear, as adult humans do not change smoothly.Leadership Reflection: Leaders navigating change need to reflect on their own mindsets and behaviors that may hinder their ability to lead others through change.Empathy in Leadership: Leaders should demonstrate empathy by truly understanding the perspectives of those they are asking to change and stepping into their shoes.Letting Go of Perfection: In large-scale complex change, leaders need to let go of perfection and ego, as the envisioned change may not end up exactly as intended.Leading Change Initiatives: Leaders need three core ingredients for successful large-scale, complex change: self-reflection, empathy, and letting go of perfection and ego.Immunity to Change: The immunity to change approach protects individuals from perceiving change as a threat and plays a role in how neuroscience and stress impact our ambitions to change.ResourcesWinnie da Silva on LinkedIn

In this episode, you'll learn key strategies for effective talent acquisition from organizational psychologist Tom Skiba, VP of Talent Strategy at Redesign Health. Discover how to set a high bar for hiring, challenge candidates with job-relevant tasks, and create a vision for roles that inspire trust and success in your team.Importance of Trust in Leadership: Trust in leadership is crucial for employees to feel secure and valued in the workplace. Leaders need to provide confirmation and recognition to instill trust in their team members.Challenges of Complexity in the Workplace: Managing complexity in the workplace requires a shift from stable roles to dynamic team structures that can adapt to changing priorities and demands.Transactional Nature of Work: The trend towards more transactional work relationships can impact trust and motivation in the workplace, leading to a focus on specific tasks and outcomes rather than broader purpose.Fractional Talent Trend: The rise of fractional roles presents opportunities for flexible work arrangements but can also impact organizational trust and collaboration.Purpose and Meaning in Work: Employees seek meaning and purpose in their work beyond just social justice initiatives, looking for tasks that provide impact and recognition.Vision for Roles and Teams: Having a clear vision for roles and teams helps set a high bar for performance, aligns expectations, and fosters trust and motivation among team members.Challenging Candidates in the Hiring Process: Challenging candidates with tasks related to the job during the hiring process can provide valuable insights into their capabilities and motivation, setting a high standard for performance.Fair and Challenging Candidate Experience: Providing a fair and challenging candidate experience, where all candidates are tested on relevant job tasks, can enhance the selection process and ensure a high-quality hire.ResourcesTom Skiba on LinkedIn | Redesign HealthWinnie da Silva on LinkedIn

Powerful insights often occur when you least expect them. But what does it take to become a successful leader, especially in high-growth companies? In this episode of Transformative Leadership Conversations, host Winnie Da Silva delves into this question with Larry Kutscher, Chairman of the Board at A Place for Mom. Through their conversation, Larry shares valuable insights and advice based on his extensive experience in leadership roles, shedding light on the importance of talent, culture, and effective leadership skills in driving organizational success.Leadership Skills vs. People Leadership: Distinguishing between leadership skills and people leadership is crucial for effective leadership development. While leadership skills are essential for overall business success, people leadership involves managing and leading individuals within a team. It is a nuanced understanding.Hiring the Right Talent: According to Larry, hiring the right talent is critical for business success, especially in high-growth companies. Focusing on leadership skills and cultural fit can lead to better outcomes and attract top talent.Culture and Leadership: The CEO plays a significant role in shaping the company culture. According to Larry, they are the culture. They significantly impact the culture, and aligning leadership skills with the desired culture is essential for organizational success.Best Candidate Hiring: Prioritizing leadership skills over specific expertise can lead to better hiring decisions. Larry discusses how hiring the best candidate with strong leadership skills can fill gaps and adapt to various organizational roles.Interviewing and Past Behavior: Evaluating past behavior during interviews can provide insights into future performance. Understanding how candidates have handled situations in the past can predict their potential success in similar roles moving forward.Learning from Mistakes: Recognizing and learning from mistakes is crucial for leadership development. Admitting when a hiring decision is not the right fit and making necessary changes can lead to better outcomes in the future.Challenges of Becoming a CEO: Larry shares how transitioning to a CEO role can be challenging and lonely. They are constantly under the microscope. CEOs must navigate the complexities of leadership, maintain trust and authenticity, and understand the impact of their actions on the organization.Taking Risks and Career Advancement: Taking personal risks, speaking up in meetings, and being clear about career goals are essential for career advancement. Communicating aspirations and actively seeking opportunities can lead to growth and development in leadership roles.ResourcesLarry Kutscher on LinkedInWinnie da Silva on LinkedIn

What happens when companies begin to take their talent for granted? In this episode of Transformative Leadership Conversations, Winnie da Silva delves into the critical topic of talent and its impact on organizational success. From the cautionary tale of Boeing's neglect of talent leading to catastrophic consequences, to the rise of transactional talent in today's fast-paced economy, she explores the importance of selecting and nurturing the right people. How can leaders strike a balance between transactional and integrative approaches to talent management in a world of increasing complexity and speed?Neglect of Talent: Neglecting talent can have severe consequences for organizations, as seen in the case of Boeing where a shift in priorities led to catastrophic failures.Role of Leaders in Talent Selection: Leaders play a crucial role in selecting talent and creating a culture that values talent, which can ultimately determine the success of the organization.Transactional Talent Economy: The rise of transactional economies has led to a focus on short-term profits over long-term investments in talent, resulting in a transactional approach to employment relationships.Trends in Transactional Talent: Key trends in transactional talent include fractional hiring, freelance and gig economy, remote work, and increased use of AI, shaping the nature of employment relationships.Human Sustainability: Deloitte's Global Human Capital Trends Report emphasizes the importance of human sustainability in organizations, highlighting the need for a balance between transactional and integrative approaches to talent management.Best Hiring Practices: Larry Kutscher knows the importance of finding the right match for a role rather than just the right person, emphasizing transparency about job expectations, culture, and company realities.Impact of Trends on Employers and Employees: Tom Skiba shares insights on the impacts of current trends on employers and employees, focusing on matching CEOs to companies and new approaches to talent selection.ResourcesWinnie da Silva on LinkedIn

Powerful insights often arise when exploring the intersection of imposter syndrome and organizational dynamics. In this episode of Transformative Leadership Conversations, host Winnie Da Silva dives deep into imposter syndrome with Carolyn Herfurth, co-founder of the Imposter Syndrome Institute. They discuss the origins of imposter syndrome, its impact on individuals and organizations, and practical strategies to overcome it.Carolyn Herfurth, with a background in corporate sales and entrepreneurship, brings over 20 years of experience in advising entrepreneurs for strategic growth. As the co-founder of the Imposter Syndrome Institute, Carolyn works tirelessly to help both people and organizations identify imposter syndrome and understand the sources of it. She provides practical tools for self-awareness, and guides others to overcome self-doubt in their professional and personal lives.Episode Highlights:Introduction to Imposter Syndrome: Imposter syndrome is a common belief shared by many individuals that they are not as talented or capable as others perceive them to be, despite evidence of their success.Background of Imposter Syndrome Institute: The Imposter Syndrome Institute was co-founded by Carolyn Herfurth and Dr. Valerie Young to address the impact of imposter syndrome on individuals and organizations.Types of Imposter Syndrome: There are five types of imposter syndrome identified by Dr. Valerie Young, including perfectionists, experts, natural geniuses, soloists, and superhumans.Gender and Imposter Syndrome: Imposter syndrome affects both men and women, with men also experiencing acute feelings of inadequacy and self-doubt.Corporate Impact of Imposter Syndrome: Imposter syndrome can impact productivity, innovation, turnover, and overall organizational success, making it crucial for leaders to address.Tools for Addressing Imposter Syndrome: Normalizing imposter syndrome, understanding its sources, and reframing negative thoughts are practical tools individuals can use to combat imposter feelings.Connection to Psychological Safety: Imposter syndrome can be a barrier to psychological safety in organizations, highlighting the need for individual and organizational interventions.Educational Interventions: Providing education on imposter syndrome during onboarding and partnering with experts in psychological safety and competency models can help organizations address imposter syndrome effectively.ResourcesCarolyn Herfurth on LinkedIn | WebsiteWinnie da Silva on LinkedIn

While imposter syndrome affects a wide variety of people, it can hit some groups harder than others. In this episode of Transformative Leadership Conversations, you'll gain insights into how imposter syndrome can impact your career journey, especially as a woman and an immigrant. Learn practical strategies, like journaling and understanding your sphere of control, to overcome imposter syndrome and step into your power authentically.Daya Ketel-Fisher, the global head of internal communications and employee experience at Squarespace, brings over 20 years of experience in communications, change management, and people and culture leadership. With a background in journalism and a passion for building impactful cultures, Daya has led internal communications functions at major companies like Spotify and Pernod Ricard. Her expertise lies in fostering inclusive cultures, navigating change, and empowering individuals to embrace authenticity and self-awareness in their leadership journey.Episode Highlights:Early Career Imposter: In the early stages of a career, imposter syndrome can manifest as overconfidence followed by a realization of the need to learn and grow, leading to a sense of inadequacy.Validation and Impact: Validation from others, especially from respected individuals, can have a profound impact on overcoming imposter syndrome and recognizing one's true abilities.Authenticity and Identity: Balancing authenticity with confidence is crucial, especially for women in leadership roles, as societal expectations and cultural backgrounds can influence feelings of imposter syndrome.Immigrant Influence: Immigrant backgrounds, like coming from families who fled challenging circumstances, can contribute to feelings of imposter syndrome due to the lack of a blueprint for success in a new environment.Self-Reflection Exercise: Using a journaling template to differentiate between facts and the story one tells themselves can help individuals train their brains to understand the difference and challenge negative narratives.Sphere of Control vs. Influence: Understanding what aspects of a situation are within one's control, influence, or neither can help in letting go of things that cannot be changed, leading to a sense of empowerment and acceptance.Importance of Letting Go: Finding a way to let go of things that cannot be changed is crucial for stepping into one's power and overcoming imposter syndrome, as acceptance of limitations can lead to personal growth and success.ResourcesDea Katel Fischer on LinkedInWinnie da Silva on LinkedInWinniedasilva.com

Powerful insights often occur when you least expect them. On Transformative Leadership Conversations, they're at the heart of every episode.I'm your host, Winnie da Silva, and I'm driven by a passion to share the stories and strategies that shape effective leaders, teams, and organizations. Since launching this podcast in December of 2020, we've delved deep into the individual stories of leaders, uncovering what makes their leadership stand out and the challenges they've overcome. In Season 4, Peter Axelson and I explored team effectiveness with the Team Development Masterclass, offering methodologies, tools, and exercises to enhance your ability to build effective teams. This year, 2024, marks a fresh chapter. And I'm really excited about this new direction. Each month, we'll explore a different leadership theme from three angles: my reflections, a leader's journey, and an expert's viewpoint. What I love about this new approach is that you get a multifaceted and diverse experience from these three perspectives offering a prism of insights and strategies for each topic we explore together. And just like always – each episode will equip you with the inspiration, strategies, and tools to refine your own leadership and help you lead effective teams and thriving organizations. Based on your feedback and my work with clients, I've picked themes relevant to you. They include topics like… The notorious Impostor Syndrome – what actually is it, how can you overcome it and even if you don't have it, why should you as a leader care about it…Leading through change – I love this topic because it's for everybody – we are all leading through some kind of change right now (and probably into the foreseeable future) – and I'm excited to go deep and practical here…Innovation – how important is it to be an innovative leader? What are the different ways in which innovation can manifest? And how do we get more of it? Building Your Leadership Brand – what does it mean to build a leadership brand, what elements might be included, and how do we do this so that it's not just all about us and us selling ourselves?Hospitable Leadership – now, for those of you who know me well – I'm a bit of a foodie and our family absolutely loves making meals and hosting dinner parties at our home. And that's got me thinking – could hospitality be a key ingredient for great leadership? We're going to explore this topic and find out together!  ...and there will be so much more. I'm so happy that you'll be joining us and throughout this new year I want to invite you to join our community by sharing your thoughts, questions, and experiences. You can do that in so many ways! Subscribe and leave a comment on your podcast platform of choice, send me an email at winnie@winnifred.org, listen to the podcast and leave a comment on my website at www.winniedasilva.com, or find me on LinkedIn. Whether you're engaging with us online, suggesting topics, or joining the conversation on social media, your voice is a vital part of this podcast.  You are always welcome to take a seat at the table where every conversation has the potential for transformative change. Stay tuned for our first episode of 2024, where we'll dive into Imposter Syndrome, setting the stage for a year of transformative conversations.

“Leaders need to be sure that they're providing the right behavioral examples of what's needed to support the effectiveness of this team. And this is tricky because you're not always clear about what those things are.” - Peter AxelsonIn this podcast episode, Winnie and Peter, wrap up their Team Development Masterclass by discussing nine universal best practices that apply across the Team Development Methodology, which was explored in the previous 10 episodes.Episode Highlights:Role ModelingLeaders must serve as role models, setting examples for their teams. Asking for feedback regularly can help gauge whether they are providing the right examples.Investing in RelationshipsSound interpersonal relationships are fundamental for collaboration and team effectiveness. They encourage making time to intentionally deepen work relationships.Changing Mindsets and BehaviorsIncreasing team effectiveness requires individuals to change their behavior. Behavioral change typically starts with a shift in mindset, which can be achieved by examining internal narratives.Emphasizing the ProcessEffective processes are differentiators in team performance. They emphasize the importance of paying attention to "how" work is done, as team expertise and intelligence are fixed at the start.Grappling with Big QuestionsIt's important to grapple with significant questions, such as defining team culture - “What do we want to be?” Addressing such questions can be time-consuming but fruitful in the long run.Creating Room for ExperimentationTeam development often involves establishing new processes to build effective teams. Teams should be open to experimentation, assessing results, and customizing processes that work best for them.Making the Implicit ExplicitIt's critical to uncover and address assumptions that can lead to costly consequences. By making the implicit explicit, teams can avoid misunderstandings, missed deadlines, and damaged relationships.Asking for FeedbackWinnie and Peter underscore the importance of asking for feedback, especially from fellow team members regarding collaboration. They emphasize that this is a vital habit to develop.Pause and ReflectPeter and Winnie advocate regularly slowing down and considering how the team is functioning. These continuous improvement practices are the "secret sauce" for increasing effectiveness over time.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.com

“Interpersonal issues should be dealt with by the individuals, and team issues should be dealt with by the team collectively… I think most team leaders and team members would absolutely agree with that because, as you say, issues that pop up with individuals on the team, they're going to spill over into the team. And so what we're offering here is that early detection tool to prevent this very thing from happening.” - Winnie da SilvaIn this podcast episode, Winnie and Peter discuss the importance of continuous improvement mechanisms within teams. They highlight that, despite most teams wanting to continuously improve, they often struggle with how to do it. Peter and Winnie provide practical ways to implement mechanisms for ongoing improvement.Episode Highlights:Analogy from ManufacturingPeter shares an analogy from his experience working with manufacturing teams that use sensors in equipment in order to detect problems early. This mindset is about monitoring and early detection, ensuring corrective action can be taken before issues escalate.The Need for Continuous ImprovementPeter emphasizes the importance of continuous improvement mechanisms in maintaining and increasing team effectiveness over time. Teams that invest in these mechanisms become more effective, while those that don't tend to become less effective.The Challenge of TimePeter acknowledges that time is a common barrier to investing in continuous improvement mechanisms. Many teams may feel they don't need it or that their current processes are "good enough." Winnie and Peter argue that these mechanisms are crucial for building a truly effective team.Three Continuous Improvement MechanismsWinnie introduces three important continuous improvement mechanisms:Ongoing exchange of honest feedback between team members.Regular evaluation of team meetings.Team effectiveness checkpoints.Feedback ExchangeWinnie and Peter stress the importance of an ongoing exchange of honest feedback between team members. Regular feedback is critical for maintaining good interpersonal relationships in the face of changing workplace dynamics.They share two favorite questions for requesting feedback: "What am I doing that you appreciate most, and why?" and "What would you like me to do differently, and why?" The benefits of regular feedback include faster problem-solving, improved job performance, better processes, increased trust, conflict reduction, and more.Feedback's ImpactPeter mentions that their work on feedback skills has a lasting and substantial impact, with people sharing stories of how feedback has helped them even years after their engagement.Separating Personal and Team IssuesWinnie emphasizes the importance of addressing interpersonal issues individually and team issues collectively. Feedback exchanges help resolve interpersonal issues effectively.Meeting EvaluationsPeter discusses the significance of regular evaluations of team meetings, particularly during periods of change. Effective meetings can contribute to team success.He mentions various methods for conducting meeting evaluations, such as using Trello or Slack.Using Evaluation InputWinnie and Peter explain that the input collected from meeting evaluations can help meeting facilitators propose process tweaks to the team.They emphasize the importance of conducting evaluations frequently during periods of significant change in meeting processes.Team Effectiveness CheckpointsThe third continuous improvement mechanism involves conducting team effectiveness checkpoints, once or twice a year. This "pause and reflect" exercise is intended for an overall assessment of the team's functioning.Questions Used Winnie describes the metrics used in team effectiveness checkpoints. Team members rate the team on five dimensions: quality, efficiency, satisfaction, individual learning, and team learning. Members are then asked specifically about what is supporting and reducing team effectiveness. This is followed by suggested changes to maintain or increase effectiveness.Resistance to Continuous ImprovementWinnie acknowledges the resistance to investing in continuous improvement mechanisms is often due to a lack of time. They encourage teams to experiment with these practices and evaluate the return on investment.Leaders' Role in Continuous ImprovementPeter suggests that leaders should prioritize open and honest discussions that help teams pause and reflect on their functioning. Such discussions are the secret sauce for team effectiveness.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comE11: Tell Me What You Really Think with Peter Axelson

“‘The conversation is the relationship.' Is a quote I come back to often from the book Fierce Conversations from Susan Scott. What this means to me… is that the quality of our relationships depend on the quality of our conversations, which of course then directly impacts the quality of our work together as a team.” - Winnie da SilvaIn this episode, Winnie and Peter explore the concept of high-quality conversations and their importance within teams. They discuss the significant impact of conversation quality on relationships and team effectiveness, emphasizing that it is critical to all other building blocks in Peter's methodology.Episode Highlights:"The Conversation is the Relationship"Winnie shares this quote from the book "Fierce Conversations" that underscores the idea that the quality of relationships depends on the quality of conversations. This, in turn, directly affects the quality of teamwork.Survey on Conversation DynamicsUnequal participation, lack of candor, and poor understanding of others' reasoning are common dynamics in meetings and discussions, and they stress that these are problematic.Business Case for High-Quality ConversationsPeter encourages the audience to consider the costs associated with low-quality conversations.Winnie and Peter assert that it's not enough to bring people together for work; it's essential to ensure the conversations are of high quality, with broad participation, candor, and the sharing of views and reasoning.How to Work with Teams on High-Quality Conversations Winnie explains that working on high-quality conversations is a relatively straightforward process.They emphasize creating a climate for conversations where people feel psychologically safe to speak up and engage with others in open discussions.The aspiration is to achieve broad participation, candor, and mutual understanding within team conversations.Three Steps to Implement High-Quality ConversationsDescribe the attributes of high-quality conversations, why they matter, and how they look.Identify barriers to these attributes, which can reveal hidden team dynamics.Encourage practice and the use of language and behavioral best practices to increase conversation quality.Best Practices for High-Quality ConversationsWinnie introduces six best practices that fall under three primary topics: Participation, Candor, and Understanding of Reasoning. For each practice, there are both "self" and "other" components to encourage improvement in conversations.ParticipationThe objective is NOT that everyone speaks for the same duration.The objective is to ensure that everyone has an equal opportunity to speak, and on important topics and decisions, everyone has been heard. CandorWinnie and Peter discuss the importance of managing self by speaking candidly and pushing one's comfort zone on this.They explain that, when interacting with others, one can inquire about what others are thinking to encourage candid dialogue.Understanding of ReasoningPeter stresses the importance of sharing reasoning when stating opinions.In interactions with others, he encourages asking questions about the reasoning behind others' opinions.Understanding of ReasoningPeter stresses the importance of sharing reasoning when stating opinions.In interactions with others, he encourages asking questions about the reasoning behind others' opinions.Implementing Best PracticesWinnie advises keeping these six best practices visible during meetings and on team agendas.The practices can serve as reminders for the team to work on their conversation quality.Challenges in Implementing High-Quality ConversationPeter discusses the relative ease or difficulty of implementing changes in participation, candor, and understanding of reasoning within a team.He emphasizes that increasing candor is the most challenging, as it often requires a shift from historical norms of not expressing true thoughts.Benefits of High-Quality ConversationsWinnie and Peter emphasize the significance of high-quality conversations in team effectiveness and describe the growing confidence and sense of accomplishment that teams experience when improving their conversations.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comFierce Conversations by Susan Scott

“The word ‘culture' gets thrown around a lot and sometimes it seems like people see it as something that teams don't have until they define it. However, every team has a culture, whether they recognize it or not.” - Winnie da SilvaIn this episode, Winnie and Peter explore the importance of developing an aspirational culture with supporting norms. They emphasize that teams already have a culture, but it may not be explicit or aligned with their goals. Developing a shared vision for the team's culture and defining specific norms can significantly improve team effectiveness.Episode Highlights:Challenges in Developing Team CulturePeter discusses how teams are often composed of individuals with diverse backgrounds, values, and experiences. This leads to the formation of a patchwork culture consisting of implicit norms, diverse expectations, and behaviors that can hinder team effectiveness.Defining Culture and Norms Winnie and Peter provide definitions for culture and norms.Culture is described as the result of implicit and explicit rules guiding behavior within a group. It is learned from the environment and reflects a shared mindset and common language.Norms are specific behavioral agreements or rules intended to help the team “live into” their aspirational culture.Process of Defining Culture and Norms Peter and Winnie explain how they help teams define their culture and norms.New teams have a blank slate to define their culture, while existing teams will need to shift from their implicit culture to an explicit, agreed-upon culture.They introduce five key questions that serve as a framework for this work:Why bother?Describe the culture you'd like to see in this team a year from now.What challenges do you expect in living into this culture?What agreements should be made to address these challenges (team norms)?How will departures from team norms be handled?Importance of the "Why Bother" QuestionWinnie explains the significance of the "why bother" question. Teams need a clear motivation to invest time and effort in defining their culture and norms. The aspirational culture should be reflective of the five metrics for team effectiveness. Defining the Aspirational Culture Winnie and Peter walk through the first two prompts used to define the aspirational culture:Describe the team's desired cultureProvide details on what the team should be doing or not doing, what patterns should emerge, and what experiences team members should have.They emphasize that this description should reflect an inside perspective and should focus on the most important elements.Anticipating ChallengesTeams are encouraged to think about potential challenges in "living into" their aspirational culture. This prepares them for the journey ahead, ensuring they are not surprised or discouraged when obstacles arise.Defining Team NormsPeter explains the next step of defining team norms based on the aspirational culture and expected challenges. These norms are specific, behavioral agreements.Teams are advised to focus on a short list of norms, usually around 5-8, that address the most important anticipated challenges.Dynamic Nature of Team NormsWinnie and Peter emphasize that team norms are not static and should evolve over time. As teams overcome challenges, they can drop old norms and adopt new ones as new challenges emerge.Anecdote on Team Culture and NormsPeter shares an example of a team's aspirational culture statement and associated norms to illustrate how the process works. The example highlights a transformation from an unhappy team with friction to one with shared values and norms. Dealing with Departures from NormsWinnie and Peter discuss the importance of team members not adhering to agreed upon team norms through feedback and accountability. They explain that it is natural for teams to struggle to stick to their norms but feedback mechanisms help address this.Benefits of Defining Team Culture and NormsPeter and Winnie underline the substantial benefits of this work, noting that it serves as a standard for measuring progress.  Winnie discusses how team culture and norms differ from shared goals and joint work, as they are more personal and about the people on the team, which can benefit cohesion and team identity. ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comGeert Hofstede

“Clients have told me, ‘I wish my people would think more like a CEO'... And I think what my clients mean is that they want their people to see things more strategically, to take more ownership for not just their own responsibilities, but for that of the overall enterprise or the whole company.” - Winnie da SilvaIn this episode, Winnie and Peter explore the concept of a "shared responsibility mindset" in teams. They discuss how this mindset contributes to team effectiveness. They emphasize that responsibility for a team's effectiveness should not solely rest on the leader but should be distributed among all team members. This shared responsibility mindset encourages individuals to think more strategically and take ownership of both their individual roles and the team's overall success.Episode Highlights:Introduction to Shared Responsibility MindsetWinnie introduces the episode's focus on cultivating a shared responsibility mindset within teams. She highlights the common desire among leaders for their team members to think more strategically and take more ownership of the organization's success.Defining Responsibility in TeamsPeter explains their approach to clients by starting with the question of who is responsible for the team's effectiveness. He encourages clients to think about the specific responsibilities of the team leader and of the team members.Responsibilities for Team EffectivenessWinnie and Peter outline the responsibilities in two categories: mindset and behaviors related to self, and mindset and behaviors related to the team.Self-reflection and self-management, seeking feedback, and experimenting with new behaviors are essential for individual growth.At the team level, members can help by observing and assessing the team's processes, supporting the aspirational culture, adhering to agreed-upon norms, and actively participating in assessments of the team effectiveness.The Importance of a Shared Responsibility Mindset Winnie discusses the common issue where team members tend to focus solely on their role and responsibilities, while responsibility for team processes rests with the team leader.She explains that effective teams require active participation from everyone, not just the leader, in managing processes.Challenges for Team Members and Leaders Winnie points out the challenges team members face, such as thinking, "That's not my job," while leaders sometimes struggle with creating space to allow others to contribute to managing team processes.She emphasizes that shared responsibility is essential for team effectiveness and encourages leaders to make space for team members' perspectives and assistance. Practical Ways to Develop a Shared Responsibility MindsetPeter explains how to help teams develop a shared responsibility mindset: Start by discussing the importance of shared responsibility.Explore existing team mindsets and assumptions.Introduce shared language, like "balcony" and "dance floor," to differentiate between content and process focus.Normalize making interventions on team processes.Establish the role for secondary facilitators* in meetings.Establish formal "pause and reflect" discussions to assess team functioning.Experimentation and ResultsAfter experimenting with shared responsibility, teams often experience positive results, including improved output, efficiency, satisfaction, and learning. This helps them see the business case for developing this mindset.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comMining Group Gold by Thomas A. Kayser

“What we find is that teams that have a process mindset, and what we mean by that is they're explicitly and deliberately focusing on building and refining lean processes, these teams tend to be more effective.” - Peter AxelsonIn this episode, Winnie and Peter discuss the importance of creating robust work processes for teams to enhance their effectiveness. They emphasize how this topic is interconnected with previous episodes, where they discussed business objectives and joint work. This episode focuses on how teams can efficiently work together to achieve their business objectives by developing lean and robust work processes.Episode Highlights:Definition of Team ProcessesPeter begins by distinguishing between "content" (WHAT a team does) and "process" (HOW a team does its work). He highlights that teams with a "process mindset" that explicitly focus on refining their processes tend to be more effective. Process is a key differentiator in team effectiveness. Types of Team ProcessesWork Processes: Focused on accomplishing the tasks of the team, including setting goals, planning meetings, making decisions, and measuring progress.Interpersonal Processes: Focused on building collaborative relationships, developing team norms, offering and receiving feedback, and addressing conflicts.Business Case for Attention to ProcessWinnie discusses the business case for paying attention to team processes. Teams with many talented individuals can underperform if they neglect the importance of HOW they work together. "Process loss" is the term for this phenomenon. Content expertise is often valued and rewarded more than process skills in organizations, which contributes to the lack of investment in team processes. Approach to Building Robust Work ProcessesPeter explains that the approach to improving work processes varies from team to team, depending on their specific needs. An initial assessment helps identify process strengths and weaknesses. They address several common areas where teams may have gaps in their processes - setting priorities, meetings, making decisions, and managing interfaces with stakeholders.Setting PrioritiesWinnie emphasizes the importance of teams developing a process for setting and regularly updating priorities. Teams must understand what's truly important and communicate this to avoid unnecessary stress and inefficiencies. Effective MeetingsPeter highlights the widespread problem of ineffective meetings and discusses what "good" meeting processes look like. He emphasizes the need for detailed agendas, clear outcomes, realistic time allocation, skilled facilitation, and active involvement from all participants.Decision Making: Winnie explains the challenges of decision making in teams and how unclear decision processes can lead to frustration and wasted time. She suggests providing a common language for different decision-making options and making the chosen method clear in each situation.Managing Interfaces with Stakeholders: Winnie discusses the need for teams to proactively define processes for working with key stakeholders. She uses the example of a newly formed team she was working with at a pharmaceutical company. As a result of major restructuring at the enterprise level, this team was heavily reliant on other teams in the company for their own team to be successful. They needed to identify clear processes for transparent collaboration with various stakeholders.The Importance of Lean ProcessesPeter emphasizes the need to keep processes as lean as possible and avoid unnecessary administrative work. Striking a balance between "tight" and "loose" processes that suit the team's needs is vital.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.com

“Every once in a while we discover a question that turns out to be particularly powerful in terms of the benefits that come from a team grappling with it. And so the question is this: ‘In order for this team to deliver on our business objectives this year, what is the high value, highly interdependent work that we must do together? ” - Peter AxelsonIn this podcast episode, Winnie and Peter discuss the concept of "Joint Work" as a critical building block for developing effective teams. They emphasize the importance of identifying the shared work that a team must do together, which is distinct from individual or subgroup work. Episode Highlights:Pizza StoryPeter shares the origin story of this concept of Joint Work. When working with a group of managers to help them understand the importance of understanding their shared work as a team, he uses a pizza analogy. He distinguishes between the "crust work" (individual work) and the "points work" (work requiring collaboration across the whole team).Three Categories of WorkWinnie and Peter introduce the three categories of work that effective teams must define: individual work, subgroup work, and joint work. These categories help teams understand the different levels of interdependence in their work and then build the appropriate collaboration mechanisms. Joint Work ContinuumJoint work varies greatly in quantity across teams, forming a continuum. Some teams may have a small portion of joint work (like small points on a pizza), while others have a significant portion (like large points). In general, as the size of a team increases, and as the functional diversity of a team increases, the amount of joint work in the team decreases. Some teams will end up having a small amount of joint work and some teams will end up having a large amount of joint work. Having more joint work is not “better” than having less - what's important is that the team has clearly defined that work which entails a high level of interdependence.Powerful QuestionPeter highlights a powerful question for teams: "In order for this team to deliver on our business objectives, what is the high-value, highly-interdependent work that we must do TOGETHER?" This question encourages teams to reevaluate and redefine their work. Peter notes that across the hundreds of teams with which he has worked, every team has, to some degree, changed how they define the work of their team. Joint Work Discovery ProcessWinnie and Peter describe how they help teams discover their joint work. This process includes a workshop setting where the team reviews their business objectives and defines their joint work. They use seven categories of joint work to help the team think broadly about what their joint work should be. Work Process AlignmentWinnie and Peter stress the importance of aligning work processes with the team's joint work. They explain that team meetings and other processes should be reflective of the type and amount of joint work.Benefits of Defining Joint WorkPeter highlights two key benefits. First, teams that invest in defining their joint work often realize they have been doing the wrong work together. Second, these teams become more focused, experience less tension, have more productive meetings, use time efficiently, and collaborate more effectively. Winnie and Peter acknowledge that defining joint work is, at first, a challenging and messy process, but one that produces huge benefits for teams. They offer their assistance to teams interested in delving deeper into this concept.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comMining Group Gold by Thomas A. Kayser

“While many teams can figure this out on their own, some of them need help ensuring the objectives of the team are clear and aligned. What's important is that this is addressed very early on in the process.” - Winnie da SilvaIn this podcast episode, Winnie and Peter discuss the importance of ensuring clarity and alignment on a team's shared objectives. They emphasize that these objectives are specific to the team and distinct from the business objectives of the company. Episode Highlights:Team Objectives Support Company ObjectivesTeam objectives should align with and support the broader company objectives, but are typically different in level and scope.Early Focus on Clarity and AlignmentEarly in the team development process, it's crucial to assess how clear and aligned the team is regarding their shared objectives - because so much depends on them. Team objectives influence many basic team processes - defining the shared work, planning meetings, making decisions, measuring success, allocating resources, setting priorities, and more. Understanding the current state of the team's objectives is key to planning the team development process.Working with Teams Without Defined ObjectivesTeams exhibit a wide range of alignment on their shared objectives. Teams that have not yet defined their shared objectives can benefit from various approaches, including coaching the team leader, facilitated work sessions, involving senior leaders, or translating higher-level business objectives into team-specific goals.Peter and Winnie stress that addressing clarity and alignment of team objectives is a critical early step in the team development process. ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.com

“We don't need to be best friends in order to have a sound working relationship. But you do need to know each other as people. … It doesn't take a great deal of effort to learn those kinds of things about people and the benefits can be pretty big.” - Peter Axelson“You really need a basic amount of trust in and respect for each other. While you definitely want to see other positive attributes in a relationship, these two, trust and respect, they are the absolute must haves. So everything else, all the little things that make relationships run well, they all can be sorted out.” - Winnie da SilvaIn this podcast episode, Winnie and Peter discuss the importance of sound interpersonal relationships within a team, which is a fundamental building block in Peter's Team Development Methodology. Episode Highlights:Definition of Sound RelationshipsIn the context of a team, sound relationships are characterized by a basic level of trust and respect. While not needing to be best friends, team members should know each other beyond their professional roles and engage with each other on a personal level.Impact of Relationship QualityEven one problematic relationship within a team can significantly hinder the team's effectiveness. Dysfunctional relationships lead to distractions and unproductive behaviors, affecting the entire team's performance.Common Reasons for Neglecting RelationshipsPeople often discount the importance of building strong relationships within teams due to a belief that relationships will naturally develop over time. There's a misconception that work relationships will reach a "good enough" state without explicit investment. This passive approach often fails.End GoalThe ultimate goal of focusing on sound relationships isn't merely to create great relationships, but to foster effective collaboration. Interpersonal relationships are a crucial requirement for successful teamwork and collaboration.Not All Relationships Can Be RepairedIn some cases, relationships can be too badly-damaged to be repaired. The two important factors in determining this are the degree to which trust and respect for each other have been eroded, and the degree to which the two people are willing to do the very hard work of putting the relationship back together.How Relationships and Collaboration Are IntertwinedEffective collaboration relies on sound relationships. Damaged or underdeveloped relationships can undermine collaboration, while poor collaboration often contributes to strained relationships. Enablers of Cross-Boundary CollaborationTo improve relationships and collaboration, a tool with six "enablers of cross-boundary collaboration" is introduced. These enablers include:Knowing the person beyond the basicsUnderstanding the person's context or worldReviewing roles and points of interdependenceMaking explicit what you need and expect from othersMaking agreements for working togetherEstablishing a process for ongoing, timely, and honest feedbackUsing the ToolTeams are encouraged to use this tool to identify and address areas where their relationships and collaboration can be improved. It can be particularly useful in teams for dealing with friction in relationships and/or ineffective collaboration.Importance of Prioritizing RelationshipsThe podcast emphasizes that deliberately investing time and effort in building relationships and improving collaboration are fundamental parts of the job. Team leaders must prioritize this, setting the example for their team members.Overall, the podcast highlights the critical role of sound interpersonal relationships within teams and provides practical tools and strategies to enhance these relationships and, in turn, improve collaboration.ResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comE10: The Stories We Tell Ourselves with Peter Axelson

“Long term, if you don't also pay attention to the satisfaction and learning dimensions, then over the long term, … the ability of that team to remain effective over time is really going to get compromised.” - Peter Axelson In this podcast episode, Winnie and Peter provide an overview of the Team Development Methodology, which will serve as the foundation for the subsequent episodes of this season. They discuss the key elements of this methodology and emphasize the importance of measuring team effectiveness. The episode also touches on the reasons behind Peter's passion for working with teams and his journey in developing this methodology.Episode Highlights:Measuring Team EffectivenessPeter explains the five key metrics he uses for measuring team effectiveness: Quality, Efficiency, Satisfaction, Individual Learning, and Team Learning.Importance of MetricsWinnie and Peter highlight that teams often focus on quality and efficiency but neglect satisfaction and learning. They stress that neglecting satisfaction and learning can lead to deterioration in quality and efficiency over the long term.Inviting ChallengeWinnie and Peter discuss the value of inviting clients to challenge the methodology and assumptions. They explain how this process can lead to healthy discussions and help teams see different perspectives.Overview of Building BlocksWinnie and Peter introduce the eight building blocks of the Team Development Methodology. They emphasize that while teams are diverse and will have different development needs, these eight building blocks represent the most common ones.The Eight Building BlocksPeter provides a brief overview of each building block:Building Block 1: Foundation of Sound Interpersonal RelationshipsBuilding Block 2: Clarity and Alignment on Team ObjectivesBuilding Block 3: The Joint WorkBuilding Block 4: Process DisciplineBuilding Block 5: Shared Responsibility MindsetBuilding Block 6: Aspirational Culture and NormsBuilding Block 7: High-Quality ConversationsBuilding Block 8: Continuous Improvement MechanismsResourcesWinnie da Silva on LinkedIn Get the whole season and the companion guide at Winniedasilva.comNTL InstituteE10: The Stories We Tell Ourselves with Peter AxelsonE11: Tell Me What You Really Think with Peter Axelson