Exploring how humans connect and get stuff done together, with Dan Hammond and Pia Lee from Squadify. We need groups of humans to help navigate the world of opportunities and challenges, but we don't always work together effectively. This podcast tackles questions such as "What makes a rockstar team?" "How can we work from anywhere?" "What part does connection play in today's world?" You'll also hear the thoughts and views of those who are running and leading teams across the world.
Traditional ways of working are failing in today's complex world, with global engagement levels dropping and productivity losses reaching $438 billion.Adopting business agility – not just its tools and processes, but its mindset shifts – helps organisations move beyond outdated approaches and create more effective ways of working.Joining Dan and Pia is Natal Dank, an HR author, speaker, and consultant specialising in helping businesses become great workplaces. Her work particularly focuses on HR and people teams, bringing business agility principles to organisations.Three reasons to listenTo understand how business agility can help solve multifaceted problems in uncertain environmentsTo build effective teams that break down silos and harness diverse skillsTo focus on solving real business challenges rather than getting caught up in tools and terminologyEpisode highlights[00:09:16] The Agile mindset[00:13:46] Misconceptions around Agile[00:18:19] Agile people teams[00:23:05] Teams in name only[00:24:17] The challenges in adopting Agile[00:27:11] The evidence for Agile[00:31:58] Common objections to Agile[00:40:05] Leaders need to embrace complexity[00:41:26] What does "done" look like?[00:44:20] Protecting time for deep work[00:46:10] Where to start[00:48:58] Natal's media recommendation[00:50:35] Takeaways from Dan and PiaLinksConnect with Natal via LinkedInOn the Level – Margaret Heffernan's Substack newsletterTrack and improve your team performance with SquadifyLeave us a voice note
Most change initiatives fail because they focus solely on technical aspects like planning, roles, and measures, while neglecting the human element – particularly the need for people to understand why changes are happening and to feel heard throughout the process.Jeffrey Wetherhold is a behavioral scientist who's built his career around organisational change management. He transitioned from behavioural science to community health, and now runs his own change management consultancy.This conversation will help youBetter understand why traditional technical change management approaches often failRecognise and address the most fundamental barrier to organisational changeMove beyond labels like "resistant" or "averse" and focus on different perspectivesEpisode highlights[00:07:46] Understanding change management[00:11:21] When change feels weaponised[00:13:04] Overcoming resistance to change[00:15:05] Mmotivational interviewing.[00:17:47] Where to begin having the change conversation[00:23:12] Caught in the middle[00:27:01] The hierarchy of needs[00:30:30] What you can do today[00:32:44] Jeff's media recommendations[00:34:23] Takeaways from Dan and PiaLinksConnect with Jeff via LinkedInHow Minds Change: The New Science of Belief, Opinion and Persuasion, by David McRaneyBuild Something Better – The Raw Signal Group newsletterTrack and improve your team performance with SquadifyLeave us a voice note
Spiritual intelligence in leadership goes far beyond simply posting mission statements on walls - it's about cultivating fundamental qualities like purpose, gratitude, humility and presence that create genuinely harmonious and productive workplaces.Research shows that leaders who embrace these qualities build teams with higher morale, greater commitment, and even better financial results.Yosi Amram is an expert in spiritual intelligent leadership and a former Silicon Valley entrepreneur, leaving that role to become a clinical psychologist. His research on spiritual intelligence has been cited over a thousand times, proving that spiritual intelligence gets results.Three reasons to listenDiscover the 22 key qualities that contribute to better leadership and organisational outcomesUnderstand practical ways to reduce workplace toxicity and politicsExplore how qualities like gratitude and humility can transform team dynamics and create more harmonious work environmentsEpisode highlights[00:11:25] Spiritual intelligence[00:21:13] Separation of church and state[00:24:34] Separating from the ego[00:29:48] Internal family systems[00:31:32] Overidentifying with the job[00:33:51] Where to start[00:37:54] Yosi's media recommendation[00:39:06] Takeaways from Pia and DanLinksSpiritually Intelligent Leadership – Yosi‘s bookNo Bad Parts, by Richard SchwartzTake the Spiritual Intelligence assessmentTrack and improve your team performance with SquadifyAtomic Habits, by James ClearLeave us a voice note
Effective leadership remains fundamentally the same regardless of location. It's the context that changes, not the core principles. The key is to think “leadership first, location second".While the physical setting may vary, the essential aspects of human behaviour, interaction, and needs remain constant, making it crucial for leaders to maintain their foundational leadership skills while adapting to new working environments.Kevin Eikenberry is an author, business owner, speaker, and podcaster. He co-wrote The Long Distance Leader and runs the Remote Leadership Institute. He's been leading remote teams for about 15 years and specialises in remote and hybrid leadership training.Three reasons to listenLearn principles that remain relevant even as workplace dynamics continue evolvingUnderstand why many leaders push for return-to-office, through a compassionate lensDiscover how the pandemic transformed leadership practices, particularly in developing greater empathy and attention to individual team member circumstancesEpisode highlights[00:07:59] Writing The Long Distance Leader[00:13:21] Why many leaders prefer to bring people back to the office[00:18:05] Recapturing the magic[00:21:57] The shifting social views of work in history[00:24:35] Mindset and skillset for remote leadership[00:27:34] The problem with "busy"[00:30:49] Intention without action[00:32:04] Flexible Leadership[00:34:37] Kevin's media recommendations[00:35:50] Takeaways from Pia and DanLinksThe Long-Distance Leader: Rules for Remarkable Remote and Hybrid Leadership, by Kevin Eikenberry and Wayne TurmelBuilding Confidence in Yourself & Others – Kevin's free masterclass for podcast listenersThe Remarkable Leadership PodcastConnect with Kevin via LinkedInBooks by Og MandinoTrack and improve your team performance with SquadifyLeave us a voice note
Most managers are unprepared for their roles, with 82% having no management training at all. Effective team leadership needs structured, accessible tools to help managers build psychological safety, connection, and engagement with their teams.Jennifer Dulski is the founder and CEO of Rising Team, a software-guided interactive learning platform for managers to develop their teams. Rising Team helps leaders build insights and deeper connections with their teams through structured development kits and short sessions that can be conducted virtually or in-person.Three reasons to listenLearn how software is helping managers develop their teams more effectivelyUnderstand how to measure and improve psychological safety, connection, engagement, and retention in teamsDiscover practical tools for team development that work for both office teams and frontline workersEpisode highlights[00:10:01] Rising Team[00:21:26] The four Cs of developing leaders[00:23:20] The increase in overwhelming challenges faced by managers[00:26:50] "Can every manager really do it?[00:29:50] Making space for different cognitive styles and skillsets[00:32:30] Create a personal user manual[00:34:45] Advice for senior execs[00:37:21] Jennifer's media recommendation[00:39:00] Takeaways from Pia and DanLinksConnect with Jennifer via LinkedIn6 Lessons All Leaders Can Learn From MaverickRising TeamA Path Appears: Transforming Lives, Creating Opportunity, by Nicholas Kristof & Sheryl WuDunnLessons in Chemistry – Jennifer's TV recommendationTrack and improve your team performance with SquadifyLeave us a voice note
Engagement surveys and team data are tools for understanding and supporting teams, not targets to achieve or sticks to beat people with.Simply gathering data for the sake of a good score is counterproductive and potentially disengaging. This information should be used to genuinely understand team dynamics, spot trends, and identify areas where support is needed to build authentic engagement and commitment to the organisation.Jenni McNeil is the head of Information Security at Contact Energy in New Zealand. She leads a geographically diverse team focused on protecting the cyber resilience of the organisation. Jenni tarted in sales and became a manager at 25, switching to technology as an IT support technician before pivoting to cybersecurity.Her current team includes a mix of experience levels, from recent graduates to industry veterans with 25 years of experience, spread across different locations.Three reasons to listenLearn how to effectively monitor team dynamics in a remote work environment through digital listening and virtual water-cooler spacesUnderstand the true value of engagement surveys as tools for understanding workforce trends and identifying areas for support, not just scoring metricsDiscover strategies for managing geographically dispersed teams while maintaining connection without micromanagingEpisode highlights[00:08:53] Leading a geographically-spread team[00:11:21] Pros and cons of engagement surveys[00:18:24] Ethics of AI in employee engagement[00:24:17] What to read when gathering data[00:26:30] Holding the data lightly[00:29:17] Jenni's media recommendations[00:30:32] Takeaways from Pia and DanLinksConnect with Jenni via LinkedInA Court of Thorns and Roses, by Sarah J MaasIn Pursuit of the Secure Board (Spotify-only show)Track and improve your team performance with SquadifyLeave us a voice note
Organisational effectiveness isn't just about making team members more productive, but [roperly structuring teams and understanding how they work together.Small teams with high trust can make decisions quickly and maintain better context of what they're building, while being mindful of the cognitive load placed on members.Matthew Skelton is the author of Team Topologies. He developed patterns for team organisation and devops that were adopted by companies like Netflix and Accenture. His work focuses on how to structure teams effectively in organisations, particularly looking at concepts like team cognitive load and team interaction modes.Three reasons to listenLearn how small teams can achieve faster results and deliver value more effectively to usersUnderstand the principles behind Amazon's "two pizza team" approach, including how trust enables quick decision-making in small groupsDiscover how organisations often lack self-awareness and how this becomes a major obstacle to their successEpisode highlights[00:11:47] The road to Team Topologies[00:17:18] Why collaboration is not the only answer[00:22:05] Creating flow for small teams[00:23:34] Making work humane[00:28:10] The Uswith example[00:30:45] Alternative schools of thought[00:34:56] Impact on team leaders[00:37:31] Conway's law[00:40:48] Decoupling of teams and architecture[00:46:08] Matthew's media recommendations[00:48:59] Takeaways from Pia and DanLinksTeam Topologies: Organizing Business and Technology Teams for Fast Flow –Matthew's bookThe jazz ensemble: the ultimate team? – We Not MeTeam Topologies' Uswitch case studyConway's lawEmpowered Agile Transformation: Beyond the Framework, by Alexandra StokesArchitecture Modernization, by Nick TuneFrozen II (2019)Leave us a voice note
AI technology has the potential to enhance team dynamics and human relationships… if used thoughtfully. In this episode, Dan and Pia explore how AI can help with team communication and collaboration, while raising questions about finding the right balance between AI assistance and maintaining genuine human connection.For this episode, Dan and Pia are joined by ChatGPT, using OpenAI's advanced voice technology to participate in the conversation and provide answers to questions. ChatGPT is assisted by Squadify's Chief Technology Officer Ian Smith.Three reasons to listenExplore the challenges of hybrid teams and practical strategies for maintaining effective communication when team members work from different locationsDiscover approaches for transforming groups from "Teams in name only" into truly collaborative teams that achieve shared goalsSee where ChatGPT excels and falls down when answering questions (and how well it can maintain accents)Episode highlights[00:10:41] The challenges faced by hybrid teams[00:12:42] Teams in name only[00:15:11] Dealing with difficult team members[00:19:38] The ideal size of a team[00:21:07] Challenges faced by cross-functional teams[00:22:50] Qualities of high-performing leaders[00:24:18] ChatGPT's book recommendation[00:25:55] Takeaways from Pia and DanLinksThe Wisdom of Teams: Creating the High-Performance Organization, by Jon Katzenbach and Douglas SmithResearch by Richard HackmanThe Five Dysfunctions of a Team, by Patrick LencioniTeam of Teams: New Rules of Engagement for a Complex World, by Stanley McChrystalTrack and improve your team performance with SquadifyLeave us a voice note
Nearly 60% of women are worried about job losses due to AI, but only 22% are actively adopting it. This reflects a broader pattern of workplace inequality, where tech revolutions risk leaving women behind.The solution lies in leadership, embracing vulnerability and authenticity, focusing on short-term clarity, and not pretending to have all the answers. But does it also lie in Sheryl Sandberg's “lean in” philosophy, or does this encourage women to behave more like men in order to fit in?This episode's guest is Sheela Subramanian, who has had an extensive career in tech leadership, including roles at Google, Slack, and Salesforce. She's the co-author of How the Future Works, a bestselling book about flexible work and teams, focusing on how leaders can navigate change. She's a mother of two young daughters and balances multiple roles including being a wife, mother, daughter, and speaker.Three reasons to listenLearn about the gap in AI adoption between men and womenUnderstand how leaders can navigate workplace uncertainty by embracing vulnerability and acknowledging when they don't have all the answersDiscover perspectives on burnout in the modern workplace, particularly how it affects women trying to fit into systems that weren't built for themEpisode highlights[00:07:32] How the Future Works[00:12:45] Life through, and after burnou[00:18:14] The Personal User Manual[00:20:20] Team level agreements[00:21:22] Team rituals[00:22:40] Self-awareness in leadership[00:24:07] Non-negotiables for leaders today[00:26:04] Where to start[00:28:18] Sheela's media recommendations[00:29:44] Takeaways from Dan and PiaLinksConnect with Sheela via LinkedInHow the Future Works: Leading Flexible Teams to Do the Best Work of Their Lives, by Brian Elliott, Sheela Subramanian, and Helen KuppTrack and improve your team performance with SquadifyLeave us a voice note
Effective leadership in tech means crafting a collaborative culture where growth happens through real-world challenges and strong interpersonal connections – not individual technical accomplishments.Rob Dinsmore has an extensive background in leadership and team development, particularly in technical organisations like Cisco. He built a highly regarded programme for top engineering talent, helping these specialists expand their leadership skills and integrate them across the company to produce meaningful, business-driven outcomes.Three reasons to listenTo find out how to enable technical leaders to work effectively as a teamTo learn why leadership for technical experts is as much about collaboration and influence as it is about technical proficiencyTo hear how Cisco integrated senior technical leaders across departments, forming partnerships that transformed business initiativesEpisode highlights[00:09:34] Leadership at Cisco[00:14:39] Global Tech Leader Program[00:20:26] Using data to save the rhinos[00:25:27] Helping technical leaders build interpersonal skills[00:29:42] Learning the business and how to pitch it[00:32:18] Takeaways from Pia and DanLinksConnect with Rob via LinkedInTrack and improve your team performance with SquadifyLeave us a voice note
Effective teaming requires intentional design and can't be achieved simply by putting people together on a project.Teaming by Design emphasises the importance of embedding team effectiveness skills within the context of real work, rather than teaching it as a separate subject.This approach recognises that valuable teaming skills are often developed through practical experience and reflection, rather than through theoretical instruction alone.For this episode, Dan and Pia are joined in-person by Sara Beckman, who developed the concept of "teaming by design" while teaching MBA students. Sara works on integrating team effectiveness training into various courses, particularly in innovation, design, and new product development, and has conducted research on team dynamics, including studies at Hewlett Packard.Three reasons to listenTo discover a unique approach to teaching teamwork called which embeds team effectiveness skills into project-based coursesTo explore goal congruence and its critical role in team performanceTo learn about the challenges of bringing about psychological safety in teams and how it relates to conflict managementEpisode highlights[00:09:29] Teaming by design[00:14:42] Teaming in corporate vs academia[00:19:00] Conflict[00:19:59] The University of Unlearning[00:25:59] The importance of shared goals[00:29:55] How students view leadership[00:32:11] What is the future of teaming?[00:36:22] The benefits of teaming by design[00:38:05] Sara's book recommendation[00:40:07] Takeaways from Dan and PiaLinksConnect with Sara via LinkedInBooks by Claire KeeganDemon Copperhead, by Barbara KingsolverRough Sleepers, by Tracy KidderTrack and improve your team performance with SquadifyLeave us a voice note
Agile isn't just for software teams – its principles can be effectively applied to HR and other business teams, offering a pragmatic approach to improving workflow and efficiency.It goes beyond flexible working or nimble decision-making, representing a philosophy and set of principles for getting work done more effectively.Nebel Crowhurst is the Chief People Officer at Reward Gateway, and has extensive experience in HR. She's worked across a variety of industries, helping teams understand and transition to Agile.Three reasons to listenFor a pragmatic approach to implementing Agile principles in HR and business teamsTo discover how Agile can help teams prioritise work, reduce friction, and improve efficiency in meetingsTo explore the benefits and potential challenges of applying Agile methodologies outside of traditional software developmentEpisode highlights[00:08:46] Revisiting engagement surveys[00:13:40] What Agile is and is not[00:17:30] What Agile looks like in practice[00:22:08] Handling Agile scepticism (including your own)[00:24:55] Transitioning your team to Agile[00:31:53] Taking your first steps into Agile[00:33:17] Nebel's media recommendation[00:35:51] Takeaways from Dan and PiaLinksConnect with Nebel via LinkedInBooks by Natal DankThe Multi-Hyphen Method, by Emma GannonTrack and improve your team performance with SquadifyLeave us a voice note
International assignments in business require careful preparation, adaptability, and a focus on making a positive impact rather than just “making your mark”.Success in foreign assignments often comes from reinforcing and amplifying existing strengths within an organisation, rather than attempting to overhaul everything.Kevin Asher is a leader, strategist, and innovator in healthcare. He's worked primarily in the pharmaceutical industry, including medical communications, data generation, and patient group support. He's a self-described problem-solver, and he joins Dan and Pia to discuss his recent assignment in Italy.Three reasons to listenTo learn how to successfully navigate international assignments and make a positive impactTo understand the importance of effective communication and bridging gaps between global and local teamsFor new approaches to add value quickly in new, challenging situations – even when facing language barriers or unfamiliar systemsEpisode highlights[00:09:10] Preparing to go on an assignment[00:12:34] Making your mark[00:14:36] Improving communication in a restructured team[00:21:21] What Kevin would do differently[00:23:07] Finding the right time to make a big decision[00:25:15] Re-entry[00:28:53] Kevin's advice for starting a new assignment[00:30:44] Kevin's media recommendation[00:33:29] Takeaways from Pia and DanLinksConnect with Kevin via LinkedInWhy Motivating People Doesn't Work--and What Does, by Susan FowlerTrack and improve your team performance with SquadifyLeave us a voice note
Employee engagement is in crisis, with staggeringly low levels of engagement across the workforce, particularly among younger employees.This lack of engagement is not only affecting workers' wellbeing, but also has significant economic impact, with an estimated $8.9 trillion lost annually in global GDP due to low engagement.This week's guest is Juliet Hammond, business analyst at Squadify. Juliet has a background in economics and works with a database of 2.5 million data points, analysing engagement and team dynamics.Three reasons to listenDiscover alarming statistics about the current state of employee engagement, including how it has stalled and declined in recent years.Learn about the significant financial impact of low engagement on global GDP and various business performance metrics.Explore how the COVID-19 pandemic has affected leadership styles and workplace dynamics, leading to shifts in employee engagement.Episode highlights[00:08:48] What is an engagement survey?[00:15:43] The desire for engagement vs its presence[00:21:14] Some good news on engagement[00:27:20] Moving from distressed to flourishing[00:32:50] Juliet's media recommendation[00:35:01] Takeaways from Pia and DanLinksConnect with Juliet via LinkedInPivot, with Kara Swisher and Scott GallowayBurn Book, by Kara SwisherTrack and improve your team performance with SquadifyLeave us a voice note
It's time for a new approach to teamwork: one that minimises distractions, reduces time-blocking communication, prioritises mental health, and promotes independent and efficient work.This management style can lead to more productive teams, with fewer managers and more individual contributors, with everyone focused on their core competencies.Liam Martin is the author of a bestselling book and the founder of a conference focused on remote working, which he believes is crucial for scaling organisations. He advocates for a new management style for remote teams, emphasising the importance of communicating effectively without unnecessary interaction.Three reasons to listenExplore asynchronous management and its potential to revolutionise remote work practicesDiscover the challenges organisations face when implementing asynchronous management and how to overcome themLearn about the importance of documentation and effective information sharing in scaling remote teamsEpisode highlights[00:11:55] What is asynchronous management?[00:17:51] Where companies fail to implement asynchronous management[00:22:15] Case Study: GitLab[00:23:30] Entrepreneur operating system[00:27:53] Be an of your organisation[00:29:20] Getting the information flowing[00:32:44] Remote work in 2024[00:37:43] Try an asynchronous week[00:39:16] Liam's book recommendation[00:43:18] Takeaways from Dan and PiaLinksRunning Remote: Master the Lessons from the World's Most Successful Remote-Work Pioneers – Liam's bookRunning Remote on YouTubeThe Entrepreneurial Operating SystemSliteNotion AIFlex IndexFlow: The Psychology of Happiness, by Mihaly CsikszentmihalyiLeave us a voice note
To bring specialists into teams with different skill sets takes good communication and a knowledge of the history of the team you're integrating. Doing this well means everyone can point their skills at solving problems.Ash Winter is an experienced software tester who has a particular interest in how teams and organisations work. Ash has been a software tester for over 15 years, and has experience as a consultant, helping organisations improve their testing processes.In his role he's seen a wide range of team structures and sizes, and he's particularly focused on the challenges and opportunities of being a specialist within a team.Three reasons to listenUnderstand the unique challenges and opportunities of being a specialist in a cross-functional teamExplore the impact of team history and dynamics on integrating new specialistsLearn about the evolving role of software testers and their influence in modern development teamsEpisode highlights[00:09:14] Testing teams[00:14:29] The problem with "embedding" into a team[00:16:30] The Spotify model[00:19:48] Communities of practice[00:22:57] Agile methodologies with multidisciplinary teams[00:28:05] The benefits of a coaching qualification[00:30:19] Ash's book recommendation[00:31:42] Takeaways from Dan and PiaLinksConnect with Ash via LinkedInTeam Topologies: Organizing Business and Technology Teams for Fast Flow, by Matthew Skelton & Pais ManuelThe Five Dysfunctions of a Team: A Leadership Fable, by Patrick LencioniThe Goal: A Process of Ongoing Improvement, by Eliyahu GoldrattThe Phoenix Project: A Novel about IT, DevOps, and Helping Your Business Win, by Gene KimLeave us a voice note
Workplaces need to provide better support and flexibility to parents coming back from having a child. And more needs to be done to redress the imbalance of working mums vs working dads.Jessica Heagren is the founder of Careers After Babies, and an advocate for gender equality in the workplace, particularly for women coming back after maternity leave. Jess has conducted extensive research on the career impacts of having children and has published a report uncovering some surprising statistics that don't all make for happy reading.Three reasons to listenExplore the challenges and solutions for women returning to work after maternity leaveUnderstand the impact of traditional gender roles on shared parental leave and workplace dynamicsLearn the importance of empathetic and inclusive line management in supporting working parentsEpisode highlights[00:10:54] The Careers After Babies report[00:12:07] Gender pay gap[00:13:57] Why only 15% of couples talk about who works[00:16:25] The 7 themes from the report[00:21:57] "Everyone's replaceable"[00:25:51] What the next generation of parents holds for the worwkplace[00:27:48] The need for more empathy[00:33:34] Have the conversation[00:34:48] Jess' media recommendation[00:36:15] Takeaways from Dan and PiaLinksConnect with Jessica via LinkedInThe Equal Parent: Why Sharing the Load Matters, by Paul Morgan-BentleyThe Careers After Babies reportLeave us a voice note
Effective leadership means understanding the needs of all stakeholders, not just your team members. When teams broaden their thinking to their customer base, to the wider ecology, and even to future generations, they make more effective decisions.Professor Peter Hawkins has a lifetime of experience working on systemic team coaching, leadership development, and organisational change. He's a pioneer in integrating strategic and culture change along with leadership development, and he emphasises the importance of connecting personal, team, organisational, and ecological levels of change.Three reasons to listenLearn about systemic team coaching and how to effectively integrate stakeholder perspectives into team dynamicsUnderstand the importance of collective purpose in team development and how it drives effective collaboration and learningExplore the concept of the pracademic, and the value they bring to team coaching environmentsEpisode highlights[00:07:26] Finding the learning edge[00:09:42] As practical as a good theory[00:11:04] Minimum stakeholder map[00:14:32] Leadership is a team sport[00:16:21] The 5 disciplines of highly effective teams[00:19:29] Where does psychological safety fit in?[00:22:12] What can you uniquely do that the world of tomorrow needs?[00:24:13] Reframing how we tackle problems and people[00:25:41] Peter's media recommendation[00:27:17] Takeaways from Dan and PiaLinksConnect with Professor Peter Hawkins via LinkedInSystemic Coaching: Delivering Value Beyond the Individual, by Peter Hawkins and Eve Turner5 disciplines of high performance teamsLeave us a voice note
Life-altering events can reveal the strength and resilience of the human spirit, highlight the value of a supportive network, and reveal the power of compassion and understanding.Both of this episode's guests have had first-hand experience in this area. Returning to the podcast is Gillian Coutts, who suffered a stroke in 2022 and has been on a long road to recovery. By her side, along with Gillian's husband Steve and her family, has been Gillian's business partner, Jenny Steadman, who has dealt with her own serious health concerns.This 100th episode is a testament to the power of the We Not Me spirit, and demonstrates what the combination of grit and grace can achieve.Three reasons to listenHear a powerful story of resilience and recoveryLearn about the importance of teamwork and support networks during difficult timesUnderstand the impact of life-altering events on personal and professional relationshipsEpisode highlights[00:10:37] Gill's life-changing moment[00:18:08] What Gill experienced while in a coma[00:20:20] Gill's journey of recovery[00:27:03] The role of mindfulness in Gill's recovery[00:30:07] Strengthening relationships[00:39:06] A hopeful future[00:43:47] Takeaways from Pia and DanLinksSupport Gill's GoFundMe campaignLeave us a voice note
Sport is more than just a game. It serves as a unifying force, bringing people together across generations and cultures. It teaches us valuable lessons about leadership, teamwork, and resilience, and it helps build a sense of community and belonging.Patrick Skene is the Chief Creative Officer at Culture Pulse, where he engages multicultural communities across various sporting events. He's also a storyteller, writing about sport, exploring its deeper meaning and significance beyond just being a game.Three reasons to listenDiscover how sport serves as a unifying force, engendering a sense of community, and teaching valuable lessons about leadership and teamwork.Understand how sport can replace traditional forms of conflict and build positive relationships among diverse communities.Explore how sport instils respect for elders and promotes intergenerational bonding.LinksConnect with Patrick via LinkedInHidden Potential: The Science of Achieving Greater Things, by Adam GrantLeave us a voice noteEpisode highlights[00:08:04] Sport as a microcosm of human society[00:11:37] Why leadership matters[00:14:54] Why sport matters at a deep cultural level[00:20:38] The consequences of lack of teamwork[00:24:59] Engaging different cultures from our own[00:27:34] One size does not fit all[00:30:01] Patrick's media recommendation[00:32:07] Takeaways from Pia and Dan
There's a wealth of untapped wisdom and information within our teams, but too much goes unspoken. By choosing curiosity, making it safe for others to share, and creating opportunities to ask and listen, we can access these insights, enrich our understanding, and improve our decision-making.Jeff Wetzler is a human potential and learning expert with a background in business and education. His new book discusses how to tap into the expertise of those around us, and he joins Dan and Pia to share some of the key insights raised through his extensive research into team communication.Three reasons to listenUnderstand how the quality of your questions can impact the effectiveness of problem-solving within a groupLearn about ways to enhance communication and connection within teamsDiscover how to tap into the hidden wisdom and expertise of people around you for unexpected breakthroughsEpisode highlights[00:05:09] What are we thinking but not saying?[00:08:50] What are people not telling us?[00:10:25] What holds us back?[00:14:35] The "Ask" approach[00:26:36] Shut the heck up[00:27:34] Three impacts of asking[00:30:17] Paraphrase and test[00:32:11] Jeff's book recommendation[00:33:16] Takeaways from Pia and DanLinksAsk: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs In Leadership and Life – Jeff's bookRemaking the Space Between Us: How Citizens Can Work Together to Build a Better Future for All, by Diana McLain-SmithDiscover what Squadify can do for your teamLeave us a voice note
What can you bring into the workplace that can significantly strengthen team bonds, enhance individual self-expression, and contribute to a healthier work environment?Mette Oscar Pedersen is a facilitator who's worked with communities, companies, and other groups to bring joy and connection to their work.In this episode, you'llLearn how to increase connection and empathy in the workplaceUnderstand the benefits of incorporating joy into your daily routineDiscover ways to enhance your relationships with colleaguesEpisode highlights[00:07:36] Breaking down the fear of moving in public[00:14:25] Strengthening community[00:19:38] Long-lasting benefits with your colleagues[00:21:27] Movement begins at home[00:22:43] Mette's book recommendation[00:24:38] Takeaways from Pia and DanLinksConnect with Mette via LinkedInThe Dance Cure: The surprising secret to being smarter, stronger, happier, by Dr Peter LovattDiscover what Squadify can do for your teamLeave us a voice note
People often don't speak up in meetings out of fear, a sense of futility, a lack of confidence, or because they just can't be bothered. But active participation and speaking up can significantly advance visibility and career prospects. So leaders and participants alike need to take responsibility for making meetings meaningful and encouraging open communication.Betina Szkudlarek is a professor in International Management at the University of Sydney Business School. Betina has conducted extensive research on why people often do not voice their opinions and what can be done to encourage people to speak up. In this episode, she shares findings from her research, and offers practical steps for both leaders and participants to ensure everyone's voice is heard… not just the loudest.Three reasons to listenUnderstand the common reasons why people often refrain from speaking up in meetings and how it impacts team dynamicsLearn strategies to encourage active participation and meaningful discussions in meetingsDiscover the importance of restructuring meeting formats to facilitate better engagement and contribution from all attendeesEpisode highlights[00:08:13] What Betina found in her research[00:12:09] Common reasons people don't speak up[00:15:34] Administrative bloat[00:17:52] Disengagement in meetings[00:22:16] Making space for introverts[00:25:53] What participants can do in meetings[00:29:55] How family dynamics play out in meetings[00:32:04] Make just one contribution[00:33:14] Betina's media recommendation[00:34:54] Takeaways from Dan and PiaLinksConnect with Betina via LinkedInDoing Silence: How Silence Is Produced in Meetings – Betina's researchThe Stupidity Paradox: The Power and Pitfalls of Functional Stupidity at Work, by Mats Alvesson and Andre SpicerHarnessing the power of silence – Episode 85, with Bastian OvergaardLeave us a voice note
How much responsibility do leaders have for the psychological safety of their teams? Aren't psychological hazards an HR issue?Recent changes in Australian law require employers to take steps to ensure not only the physical but also the psychological safety of their employees. This includes identifying and mitigating psychosocial hazards in the workplace, which can have a profound impact on employees' mental health. But what is “reasonable”?This week's guest is Ian Bennett, a legal expert specialising in employment and safety law. He lends his expertise to discussions on workplace safety, specifically focusing on psychological safety and psychosocial hazards in the workplace.Three reasons to listenUnderstand new legislation that necessitates employers to ensure the physical and psychological safety of their employees, currently in place in Australia, but likely to spreadLearn about the implications of these laws for team leaders and what lessons can be drawn from this approach globallyDiscover how to create healthy, productive workplaces where everyone still strives to do their best workEpisode highlights[00:08:18] Expectations on employers to provide psychological safety[00:13:40] How is new legislation being implemented?[00:16:52] The Australian public's reaction[00:20:29] What leaders should bear in mind[00:24:57] What employees are entitled to[00:27:06] Psychological safety in performance management[00:30:15] The downsides of remote work and "always being on"[00:32:14] Whbat can leaders do today?[00:34:43] Ian's media recommendations[00:37:46] Takeaways from Dan and PiaLinksConnect with Ian via LinkedInConversations on Love, by Natasha LunnAnt Middleton's Head Game podcastLeave us a voice note
Imposter syndrome is a common psychological pattern many of us experience. It makes us doubt our achievements, or feel like we're going to be exposed as a fraud. Imposter syndrome iis usually only experienced by high performers, but there are techniques and mindset shifts that can help us, if not “cure” imposter syndrome, then at least manage it.Clem Pickering is a coach and specialist in the area of imposter syndrome. He has a background in tech, and focuses on supporting leaders in the tech space enhance their people skills and increase their impact. Dan and Pia share their personal experiences with imposter syndrome, and together with Clem explore its prevalence, discuss the impact it has in the workplace, and uncover ways to manage it.Three reasons to listenLearn the differences between imposter syndrome and self-doubtUnderstand how imposter syndrome affects high-performing people and its prevalence across gendersDiscover coping mechanisms and strategies for dealing with imposter syndromeEpisode highlights[00:08:15] What is imposter syndrome?[00:13:10] Imposter syndrome vs self-doubt[00:16:00] Imposter syndrome and gender[00:18:23] Settling your imposter[00:22:39] Normalising imposter syndrome within teams[00:26:31] Competence vs confidence[00:31:40] First steps you can take[00:33:03] Clem's media recommendation[00:34:17] Takeaways from Pia and DanLinksLeave us a voice noteThe Secret Thoughts of Successful Women (And Men): Why Capable People Suffer from Impostor Syndrome and How to Thrive In Spite of it, by Valerie YoungThe Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth, by Amy Edmondson
The shift to working from home during the pandemic has significantly altered the way businesses operate, with many finding a balance between in-person and remote work. This change seems to be persisting even as lockdowns end, suggesting a long-term shift in our approach to work.This week, Dan and Pia are joined by Jose Maria Barrero, an assistant professor at ITAM Business School in Mexico City. He leads one of the world's biggest research studies on working from home, and how businesses are reacting to the shift to remote work due to the COVID-19 pandemic.Three reasons to listenLearn about the evolution of working from home trends over time, as observed through extensive research.Understand the dynamics and preferences of remote and hybrid work models from both the employee and employer perspectives.Discover the impact and potential future of working from home on productivity and organisational structure.Episode highlights[00:07:18] Working from home in 2020[00:12:23] Changes in expectation of paid work-from-home days[00:14:31] Digging into productivity data[00:18:40] The drivers for returning to the office[00:21:03] The impact of working-from-home on real estate[00:23:37] The picture four years from now[00:26:25] What leaders should consider today[00:28:38] The extra hour in our days[00:31:25] Jose's media recommendations[00:32:16] Takeaways from Dan and PiaLinksConnect with Jose via LinkedInWork From Home and the Office Real Estate ApocalypseWorking Remotely? Selection, Treatment, and the Market for Remote WorkChecks and Balance – Podcast from the EconomistLeave us a voice note
A successful transition to leadership calls for a significant shift in mindset. Not only do you need to enhance your existing skills, but also adopt new ones and lett go of habits that may have earned you you success in the past.A transitioning leader understands the importance of team dynamics, makes space for collaboration, evolves their leadership style, and embraces continuous learning.This week, Dan and Pia are joined by Iain Gauld, the Chief Information Officer at Contact Energy in New Zealand. With a background in computer science, Iain started his career in tech with the intention of effecting change. Over time, he transitioned into team leadership and management roles, continuously learning and growing as he did so.Three reasons to listenTo learn about the transformation process from a technical role to a leadership role in a teamTo understand the dynamics of team building beyond technical skillsTo discover how to apply principles of Agile approach to enhance leadership skillsEpisode highlights[00:12:22] Moving into leadership[00:17:31] T-shaped leadership[00:20:56] Skills emerging leaders need[00:23:49] The role of psychological safety[00:28:12] Adapting and evolving as a leader[00:31:33] Leadership in the next decade[00:33:20] Iain's media recommendation[00:34:17] Takeaways from Pia and DanLinksConnect with Iain via LinkedInThe Leadership Pipeline: How to Build the Leadership Powered Company, by Ram Charan, Stephen Drotter, and James NoelSame as Ever: Timeless Lessons on Risk, Opportunity and Living a Good Life, by Morgan HouselTeam #1 by Patrick LencioniLeave us a voice note
Salience (or what we choose to focus our attention on) has a big impact on our perceptions and actions within a group. Understanding this can help us reconsider what we're ignoring or overlooking, which can lead to more innovative and inclusive team dynamics.This week, Dan and Pia are joined by Greg Radick and Tom McClelland, a professor and lecturer respectively, who study the history and philosophy of science. They discuss the concept of salience, which points to the ideas that grab our attention, and how salience impacts scientific enquiry and teams.In their professional work, they examine how different elements become more salient or important within a community of inquirers, such as a scientific community or a team, shaping what problems are considered relevant and which ones are ignored. They also explore how these patterns of salience influence the directions of research and collaboration.Three reasons to listenTo learn about the concept of salience and its impact on team performance and problem-solvingTo understand how ignoring and attention shapes our professional and personal identitiesTo discover how the history and philosophy of science can influence our understanding of team dynamicsEpisode highlights[00:05:33] The history and philosophy of science[00:07:13] What is salience[00:14:16] Choosing what we ignore[00:15:42] The importance of pointing in a different direction[00:19:35] Identifying mavericks and outliers[00:24:53] Greg's experiment to alter salience patterns[00:31:09] Creating a more open mindset[00:34:55] Social media, misinformation, and salience[00:37:31] Media recommendations[00:39:54] Takeaways from Dan and PiaLinksConnect with Greg via LinkedInConnect with Tom via LinkedInTom's websiteDisputed Inheritance: The Battle over Mendel and the Future of Biology – Greg's bookWoman First and a Philosopher Second: Relative Attentional Surplus on the Wrong Property, by Ella WhiteleyThe Structure of Scientific Revolutions, by Thomas KuhnLeave us a voice note
Kitchens – like any professional environment – need effective leadership. This means staying calm, promoting clear communication, and creating a learning environment where team members feel valued and motivated. Professional kitchens run well are the epitome of the We Not Me philosophy.This week, Dan and Pia are joined by Simon Zatyrka, a former executive chef who's spent most of his career in professional kitchens around the US. He's the founder of the Culinary Mechanic, where he coaches chefs on leadership and building a positive culture in the kitchen, offering a mix of on-site and virtual consulting.Three reasons to listenTo understand the importance of team building and development in high-pressure environmentsTo learn about the dynamics and leadership strategies used in professional kitchensTo discover how to create a productive and positive culture within a teamEpisode highlights[00:13:55] Inside a professional kitchen[00:23:56] Having key conversations[00:25:47] When communication breaks down[00:28:11] Just so you are aware[00:29:49] Simon's leadership tip[00:31:41] Takeaways from Pia and DanLinksConnect with Simon via LinkedInUnreasonable Hospitality: The Remarkable Power of Giving People More Than They Expect, by Will GuidaraTeam of Teams: New Rules of Engagement for a Complex World, by Stanley McChrystal, David Silverman, Tantum Collins and Chris FussellChef Journeys – Simon's podcastLeave us a voice note
If you're taking over as team leader, you need to have open and honest conversations about the change in dynamics. If you've previously enjoyed a friendly relationship and you're transitioning from buddy to boss, or you're filling someone else's shoes, it's time to show humility, honour the past, embrace an uncertain future, and accept feedback from your team.This week, adaptive organisations consultant Jon Barnes rejoins the podcast. Jon helps organisations shift from rigid hierarchies or bureaucracies towards teams that manage themselves, promoting more autonomy. He's a fan of working styles where individuals have more freedom but are also more accountable, and he focuses on helping groups collectively nurture the culture they want, together.Three reasons to listenUnderstand how to handle the "buddy to boss" transition by establishing a new social contract with your teamExplore ways to maintain mutual respect and equality in relationships, even when hierarchical structures are in placeLearn specific techniques for scheduling, giving and receiving feedback, in order to shape a constructive leadership styleEpisode highlights[00:07:42] The budy-to-boss problem[00:18:38] The perils of bringing in an outside team whisperer[00:30:29] Big shoes to fill[00:37:43] Jon's recommendation[00:39:42] Takeaways from Pia and DanLinksLeave us a voice noteConnect with Jon via LinkedInThe Book of Forgiving: The Fourfold Path for Healing Ourselves and Our World, by Mpho Tutu and Desmond Tutu
Workplace conflicts can arise from the most unexpected things, and can have severe consequences. When conflicts arise, they need to be addressed quickly, with opportunities created for open communication and understanding.Through effective mediation and a curiosity-driven approach, conflicts between team members can be resolved, ruptures can be repaired, and positive outcomes can be achieved.This week, Dan and Pia are joined by workplace mediation and conflict resolution consultant, Tania Waters. Tania has extensive experience in helping organisations address workplace conflicts and facilitating mediations between parties.She provides conflict management coaching, and specialises in creating safe spaces for open dialogue, understanding the perspectives and impacts of each party involved, and guiding them towards finding common ground.Three reasons to listenUnderstand the impact of workplace conflict on teams and their members, from passive-aggressive behaviour to the threat of physical violenceLearn about the importance of timely conflict resolution and the negative consequences of letting things simmer for too longDiscover the role of curiosity in the mediation process and how it can help to break down walls and challenge simplified narrativesEpisode highlights[00:11:51] Where conflict begins[00:13:25] What conflict looks like[00:15:37] The cost of conflict[00:17:37] The conflict resolution process[00:25:01] Pre-mediation[00:33:03] Group conflict[00:36:11] Tania's book recommendation[00:37:45] Tania's top tip[00:39:34] Takeaways from Pia and DanLinksConnect with Tanya via LinkedInHigh Conflict: Why We Get Trapped and How We Get Out, by Amanda RipleyLeave us a voice note
Teams need to have a deep understanding of how to work together effectively. This means recognising the interdependencies among team members and working towards a common goal rather than operating individually.Teams also need to actively seek opportunities to collaborate and share knowledge with others. This helps them tap into collective expertise, avoiding duplication of effort, and lets them leverage resources more efficiently.Teams must also prioritise accountability and ensure they follow through on their promises. This builds trust and credibility, both internally and externally, and fosters a culture of excellence and drives sustained performance.This week, Dan and Pia are joined by Juliet Hammond to comb through the latest Squadify data, to tease out how teams can perform better.Three reasons to listenDiscover the key drivers of team performance based on Squadify's extensive data analysis.Gain valuable insights into the importance of interdependency, proactive collaboration, and delivering against commitments for high-performing teams.Explore how teams can take control of their performance by understanding how to work together effectively and fostering a psychologically safe environment.Episode highlights[00:06:40] What do we mean by "performance"?[00:11:17] Overview of the latest Squadify findings[00:19:41] Conditions for success in teams[00:25:12] Implementing these conditions for success[00:28:36] Juliet's book recommendation[00:31:37] Takeaways from Dan and PiaLinksLeave us a voice noteGet a copy of the latest Squadify reportConnect with Julia via LinkedInThe Age of AI, by Henry Kissinger, Eric Schmidt, and Daniel HuttenlocherImpromptu: Amplifying Our Humanity Through AI, by Reid Hoffman
Team conversations are more effective when there's a safe space for open and honest communication. By creating an environment of trust, where team members feel comfortable sharing their thoughts and ideas, teams can have more productive and meaningful discussions. Building trust and promoting vulnerability are key factors in improving the quality of team conversations, but we have to go beyond lip service and recognise when people are holding back and keeping their true thoughts hidden.This week, Dan and Pia are joined by Chris Ertel, a strategic conversation designer and a thought leader in how teams work. He has over 27 years of experience as a strategy and innovation consultant. He specialises in facilitating creative problem-solving sessions for teams, and is part of Deloitte Greenhouse, a specialised unit that focuses on designing and delivering strategic conversations.Three reasons to listenLearn how to create an environment that encourages team members to share their true thoughts and feelings during conversationsUnderstand the importance of building trust within teams to facilitate open and honest communicationHear about the challenges teams face, along with strategies to overcome them in order to have more effective conversationsEpisode highlights[00:07:26] Observing team dynamics[00:09:34] The importance of humour[00:11:56] Holding a space for vulnerability[00:14:43] The fundamentals of trust[00:21:27] What else is there but teams?[00:26:43] The four elements of teams[00:28:02] Team Alchemy[00:33:49] We all need coaching[00:36:46] Improving team clarity[00:41:52] Getting clarity on how a decision is made[00:44:50] Takeaways from Dan and PiaLinksConnect with Chris via LinkedInPatrick LencioniThe Coach in the Operating Room – Article by Atul GawandeLeave us a voice note
Silence can have a profound impact on our relationships and productivity. By incorporating moments of silence into our interactions and meetings, we can create a sense of focus, concentration, and psychological safety.Silence allows us to truly listen to each-other, deepen our understanding, and foster meaningful connections. It's a powerful tool that can enhance team dynamics and promote effective communication.This week's guest is Bastian Overgaard, author of the book Noise Free, consultant and teacher with a passion for promoting and facilitating silence in social interactions. Bastian believes that silence can enhance relationships, promote mindfulness, and create psychological safety. He conducts workshops and team-building exercises to help individuals and teams harness the power of silence for improved communication and collaboration.Three reasons to listenDiscover the surprising benefits of incorporating silence into team dynamics and communication.Learn how intentional moments of silence can enhance relationships, foster creativity, and improve decision-making.Explore different types of silence, including restorative, relational, and reflective, and how to apply them in various settings.Episode highlights[00:09:07] Discovering the power of silence[00:19:48] The danger of meetings without silence[00:23:55] Equal speaking time[00:29:14] Where and when to add silence to your meetings[00:33:29] Where silence is being deployed right now[00:38:10] Takeaways from Pia and DanLinksConnect with Bastian via LinkedInNoise Free: Rethinking How We Talk – Bastian's bookLeave us a voice note
The world needs healthier models of masculinity. By incorporating diverse perspectives and acknowledging the impact of sociological, biological, and personal factors, we can work towards creating a more inclusive and compassionate understanding of masculinity. This can have a profound impact on the way teams work together.Richie Hardcore is well known for his contributions to promoting healthier models of masculinity. Richie has a personal journey of healing and unpacking childhood trauma, which has shaped his work in understanding and addressing issues related to masculinity. He works as a speaker, mentor, and advocate, focusing on topics like consent, sexual and domestic violence, and mental health. Richie incorporates his background in combat sports to engage hard-to-reach audiences and facilitate conversations on healthy masculinity. He aims to challenge societal norms and encourage inclusive and compassionate understandings of masculinity.Three reasons to listen To understand the sociological, biological, and personal factors that shape our understanding of gender roles To work towards a more inclusive and compassionate understanding of masculinity for healthier relationships To learn about the challenges and work being done to address issues like violence against women and girls, mental health, and social dynamics related to masculinity Episode highlights [00:10:08] Why are men more prone to violence? [00:15:57] Male aggression in team settings [00:20:53] A new model of masculinity [00:24:56] Multicultural attitudes towards masculinity [00:28:18] The online push towards toxic masculinity [00:32:39] Social media's role in division [00:37:14] Richie's recommendations for change [00:39:16] Takeaways from Pia and Dan Links Connect with Richie via LinkedIn White Ribbon Australia White Ribbon UK Testosterone: The story of the hormone that dominates and divides us, by Carole Hooven Of Boys and Men: Why the modern male is struggling, why it matters, and what to do about it, by Richard Reeves What About Men?, by Caitlin Moran Asking for it – Richie's TV documentary Leave us a voice note
Teams that embrace challenges and are open to new ideas can develop better solutions and achieve greater success. Innovation is an iterative process that needs resilience and the ability to adapt to change, and students are learning the role of teamwork within innovation today.Tony Morgan is a professor at Leeds University Business School, within the engineering and physical sciences faculty. He leads a cluster of innovation practice modules where teams of students from different areas across the university work on real-world innovation challenges.In his conversation with Dan and Pia, he sets out the importance of embracing change and turning problems into opportunities.Three reasons to listen To discover the importance of resilience and adaptability in the innovation process through real-world examples and practical techniques To understand the role of teamwork and effective communication in driving successful innovation projects To learn how to navigate and embrace change, turning obstacles into opportunities for growth and creativity Episode highlights [00:17:25] Dynamics within student innovation teams [00:19:30] Bringing the introverts into the conversation [00:26:30] Putting diverging and converging into practice [00:27:23] The importance of empathy in teamwork [00:33:52] Takeaways from Pia and Dan Links Connect with Tony via LinkedIn Critical teams – Episode 20, with Martin Bromiley Leave us a voice note
Contracts are so often focused on preparing for the worst, rather than setting up successful relationships. Effective contracts focus on establishing strong relationships, good communication, and problem-solving. Leading with these principles allows contracts to evolve from being blunt legal instruments to valuable tools for promoting collaboration and navigating uncertainties.Sally Guyer is the global CEO of World CC and a professor at Durham University. She is passionate about improving the way contracts are structured and managed, focusing on creating successful relationships and driving desired outcomes. She believes that contracts should go beyond just addressing legal aspects and must provide a scaffolding for navigating uncertainty and fostering effective governance.In her discussion with Dan and Pia, she advocates for a shift towards relational contracting and emphasises the importance of communication and an outcome-focused approach in contract management.Three reasons to listen To explore the importance of contracts in business and society, and how they can be improved to drive successful outcomes To learn about relational contracting and the principles that support strong and effective relationships To discover how contract management can contribute to the success of organisations Episode highlights [00:11:37] What's wrong with contracts now [00:15:30] How to fix contracts [00:24:28] What good contracting looks like [00:33:54] Integrity of relationships [00:35:30] Takeaways from Pia and Dan Links Connect with Sally via LinkedIn WorldCC Legal contracts drawn up as comic strips are being used in South Africa Leave us a voice note
Toxic workplaces can have a devastating impact on individuals' mental health and wellbeing. Leaders need to create positive and supportive work environments where employees feel valued, heard, and safe.Building trust, fostering open communication, and addressing any signs of toxicity quickly are key to preventing the harmful effects of a toxic workplace. Empathy and active engagement are key in understanding team members' needs and concerns. By prioritising the wellbeing of employees, organisations can cultivate a healthier and more productive work environment for everyone.Glenn Akramoff works on improving toxic workplaces in the public sector in the US. With a background in public works and experience as a city manager, Glenn is passionate about addressing toxic work environments and supporting individuals who are affected by them.In his conversation with Dan and Pia, Glenn describes how he focuses on building trust and rapport with team members, earning their respect, and creating a positive work culture. Through his work, he aims to heal organisations by helping individuals heal, and fostering a healthier and more productive work environment.Three reasons to listen To learn about the impact of toxic workplaces on individuals and the wider organisation To understand the factors that contribute to the development of a toxic workplace For practical approaches to healing and transforming toxic workplaces Episode highlights [00:08:44] The impact of toxic workplaces [00:13:12] Unwritten rules [00:16:54] Getting permission to lead [00:23:32] Glenn's roadmap for turning toxic teams around [00:26:26] Toxic homelife to toxic worklife [00:28:34] Combatting tribalism [00:32:58] Glenn's practical tips [00:35:11] Takeaways from Pia and Dan Links Connect with Glenn via LinkedIn Glenn's company Leave us a voice note
Creating a psychologically safe and high-performing organisation means focusing on both performance and wellbeing. Organisations need to foster a culture of learning and development, building strong leadership capabilities, and prioritising psychological safety at all levels. By balancing the delivery of services and outcomes with the support and wellbeing of staff, organisations can make a tangible difference in the lives of their clients while maintaining a positive and productive work environment.Rebecca Pinkstone is the CEO of Bridge Housing, a community housing provider in Australia. With a background in community development and a passion for providing safe and affordable homes, Beck leads the organisation in its mission to make a tangible difference in people's lives.Lee Geary is the Executive Director of People, Culture and Brand at Bridge. With a career focused on capacity building and organisational development, Lee is responsible for cultivating a psychologically safe and high-performing culture within the organisation.Through learning and development initiatives, data-driven decision-making, and leadership development, Bridge ensures that its employees have the skills and support needed to deliver quality services to their residents.Three reasons to listen For a refresher on psychological safety and to learn about its place within high-performance teams For practical insights and strategies for building a psychologically safe work environment To hear real-life examples and experiences from Beck and Lee on their journey of creating a psychologically safe and high-performing organisation Episode highlights [00:02:01] Meeting Rebecca & Lee [00:11:39] The challenges of social housing [00:14:26] How Bridge maintains a high sense of wellbeing [00:18:25] Getting buy-in and engagement from across the team [00:22:46] Setting values and aligned behaviours [00:28:32] Legislation around psychosocial hazards [00:32:02] Challenger safety [00:37:04] The management operating system [00:43:54] Practical steps to implementing Bridge's principles [00:48:36] Takeaways from Pia and Dan Links Connect with Rebecca via LinkedIn Connect with Lee via LinkedIn Bridge Housing Leave us a voice note
While there are plenty of stereotypes around software developers, the industry has innovated when it comes to teamwork and project management. Whether it's methodologies like Agile or Lean, or simply recognising the competitive landscape employers are faced with, non-technical teams can learn a lot from how developers work together to get stuff done.Felipe Tabares is the head of development at Squadify. He's held various roles in innovation, engineering, project management, and people management, and teaches passionately from his own mistakes and learning experiences. In his discussion with Dan and Pia, he emphasises the need for teams to have a clear purpose, measurable goals, competent members, and a shared fate.Three reasons to listen To understand the challenges faced by development teams in a rapidly changing landscape To learn about the importance of engagement and skill development in retaining talented developers To discover strategies for fostering a culture of learning and knowledge sharing within teams Episode highlights [00:08:23] What makes development teams different [00:16:01] How to move quickly in a fast-paced world of change [00:21:46] Agile and Lean for non-development teams [00:28:42] Developer to leader [00:33:53] Creating a high-performing development team [00:40:52] The importance of vulnerability [00:43:40] Takeaways from Pia and Dan Links Connect with Felipe via LinkedIn Leave us a voice note
The study of animal behaviour and evolution can provide a surprising insight into our own human behaviour and societal structures. By observing and understanding how animals interact with one another, we can learn more about the factors that shape the way we live and work together.Alex Thornton is a Professor of cognitive evolution at Exeter University in the UK. He conducts experiments on animals – particularly birds of the crow family – to understand how behaviour and intelligence evolve. In his discussion with Dan and Pia, Alex draws some fascinating parallels between human behaviour and that of other animals, including evidence of democracy and compassion.Three reasons to listen To explore the evolutionary aspects of animal intelligence and the role of social interactions in shaping behaviour To dive into research on crows and their complex societies, providing potential insights into human social dynamics For a discussion on the impact of social media on human thinking and behaviour in the context of global conflicts Episode highlights [00:12:03] Introducing the corvid family of bird [00:13:57] What crows use their large brains for [00:20:06] Leadership dynamics within corvids [00:22:06] How crows vote [00:24:10] Why human culture is cumulative [00:30:33] The evolutionary benefits of kindness [00:35:05] Wrapping up [00:36:28] Takeaways from Pia and Dan Links What can we learn from other animals? – Episode 45, with Beki Hooper Leave us a voice note
A workplace with autonomy isn't a utopia where everyone does whatever they want. Autonomy is a journey towards balancing freedom and choice with responsibility and accountability. It needs leaders to facilitate and coaches, and means adopting tools and processes that enable self-regulation.Jon Barnes is a consultant who has devoted most of his professional life to autonomy and self-managed teams. He helps organisations move towards self-management by coaching teams and working one-on-one with CEOs. For Jon, autonomy is about empowering teams and individuals to make decisions and take ownership of their work while fostering a culture of trust and collaboration.Three reasons to listen Gain insights into the concept of autonomy and what it truly means in a workplace setting. Understand the myths and misconceptions surrounding autonomy and self-management. Learn about different decision-making processes and their effectiveness in organizations. Episode highlights [00:10:57] What is autonomy, and what is it not? [00:14:18] Who benefits from autonomy? [00:16:16] What decision-making processes realy work? [00:19:23] Challenges for autonomous team leaders [00:22:44] Challenges for autonomous team members [00:32:50] How our need for agency changes over time [00:37:27] Getting started with creating an autonomous team [00:40:07] Takeaways from Dan and Pia Links Connect with Jon via LinkedIn Jon's Inner Management course Kick Out Your Boss – Ricardo Semler documentary The ups and downs removing the hierarchy from a team – Episode 65 with Tom McLaughlin There are no solutions, only trade-offs – Thomas Sowell The Status Game: On Human Life and How to Play it, by Will Storr Locus of control Individual identity in teams – Episode 21, with James Prior Leave us a voice note
Local activism and community engagement can lead to significant changes in local politics, but such change doesn't come easy. A paucity of community engagement, a serious lack of trust, the need for diversity – these and many other issues can become barriers to change.But this week's guest, Peter Macfadyen, has proven that with perseverance, open communication, and a clear vision for positive change, these challenges can be overcome to create a more effective, participatory and community-driven local government.Three reasons to listen To gain insights into the power of local activism and community engagement in driving political change. To discover the significance of grassroots movements, citizen empowerment, and challenging traditional political structures. To learn about the transformative potential of creating a more democratic and effective local governance system. Episode highlights [00:07:41] British attitudes to death [00:13:58] The story of Flatpack Democracy [00:27:12] Mistakes made early on in the transition [00:31:19] Establishing a lasting change [00:37:10] Finding hope amid political division [00:43:43] Bringing people together [00:48:57] Don't improve the system - build a new one [00:50:40] Takeaways from Dan and Pia Links Flatpack Democracy: A DIY Guide to Creating Independent Politics – Peter's book The Flatpack Democracy movement Action on Disability and Development The Humanity Project Leave us a voice note
Lots of teams are struggling when it comes to implementing psychological safety – particularly in areas like straight-talking, listening to each other, and challenger safety. Building psychological safety requires open and honest communication, a willingness to embrace conflict, and a shared understanding of how the team works together. Getting the right balance of healthy conflict and “just being nice” is core to building a safe team.Joining Dan and Pia this week is Squadify business analyst Juliet Hammond, who breaks down the latest figures from Squadify's data on team performance.Three reasons to listen To gain insights into the concept of psychological safety and how it impacts team performance. To learn about the different levels of psychological safety and how they contribute to team dynamics. To understand the importance of challenging and straight-talking within a psychologically safe team environment. Episode highlights [00:04:14] What is psychological safety? [00:09:37] What Squadify measures [00:11:37] What teams are recognising [00:17:55] 44% of people experiencing stress [00:22:12] A leader's role in fostering psychological safety [00:28:49] Takeaways from Dan and Pia Links Connect with Julia via LinkedIn The 4 Stages of Psychological Safety, by Timothy Clark Right Kind of Wrong: Why Learning to Fail Can Teach Us to Thrive, by Amy Edmondson Employee Engagement Strategies: Fixing the World's $8.8 Trillion Problem – from Gallup Leave us a voice note
Working together as a team can help a brand successfully transition and mature. When we stand side-by-side with each-other, supporting each other's success and fostering a collaborative mindset, teams can achieve greater productivity and success.Ben Powell-Jones is the former creative director of LADBible and the co-founder of Strong Watch Studio. He was involved in building LADBible's original content, coming from a TV career. He also spent time living in Japan, which had a significant cultural impact on his perspective on teamwork and collaboration.Three reasons to listen To discover how a cohesive and collaborative team can achieve more than individuals working solely for their own success. To find out how a brand associated with schoolboy humour transitioned to one that promotes diversity and inclusion. For a glimpse into the diverse range of stories and conversations Ben teased out, which provided inspiration and a fresh perspective on life for millions of viewers. Episode highlights [00:14:59] Extraordinary conversations [00:28:31] Creating a difficult-conversation survival group [00:34:30] Idea generation in teams [00:36:03] Strong Watch Studios [00:39:34] Key takeaways from Dan dnd Pia Links Connect with Ben via LinkedIn Extraordinary Lives Minutes With Leave us a voice note
Embracing diversity, giving people autonomy, and working towards shared values with clarity – those are essential key ingredients for teams in 2023 and beyond.Those are among the insights Dan, Pia and their guests uncovered in season 6 of We Not Me. In this, the first episode of season 6, Squadify's founding team are here to discuss what they learned, and share a little of what we can expect from the next 12 weeks.Links What will happen when AI joins your team? – Episode 66, with Benjamin Dehant Season 6 review – Episode 72 with Matthew Bellringer What Simon Sinek could learn about irony in teams – Episode 71 with Richard Claydon The ‘clarity gap' in teams and how to close it – Episode 63 with Juliet Hammond The ups and downs of removing hierarchy from teams – Episode 65 with Tom McLoughlin Diversity and inclusion in West Africa – Episode 68 with Sahera Sumar Lessons in leadership from Fiji's COVID response – Episode 69 with Bernadette Welch Holding your values as you scale – Episode 70 When building a community, shared silence can be golden – Episode 67 with Matt Trinetti Disaster relief, community engagement and being an asset not a liability – Episode 62 with Gaz Breen Leave us a voice note
Disagreements can quickly escalate into a fight for survival, triggering a limbic response in the brain that can lead to destructive behaviour. But none of us has privileged access to the truth. We all have different perspectives, and so by engaging with the unpredictability and uncertainty of our environment, we can get to a more precise, accurate, and nuanced understanding.To nurture a culture of healthy disagreement, we need to remember we don't know everything, and that assumptions can be challenged. This takes curiosity and a willingness to change our position and the position of others.In this second and final part of Dan and Pia's conversation with Matthew Bellringer, our guest explores ways we can start to disagree agreeably, by being clear about what we don't know, situating our perspective, and sharing why we think a certain way.Takeaways from Dan and Pia Considering other perspectives is essential for positive disagreement and progress, and bringing us further into the group, rather than risking the feeling of banishment. Making assumptions harms our attention to detail and critical thinking. Truth is often complex, but we can tend to prioritise being right and looking for quick fixes. If we feel threatened by a differing viewpoint, we can lose our ability to reason at a higher level, and can be compelled to make our point at all costs. We need to find ways to detach from emotions and try to understand our own responses. Healthy debate should recognise the middle ground, and be able to see both sides. It's a position of strength, not weakness. Links Connect with Matthew via LinkedIn Delightful Dissent – Matthew's podcast Curious Being Leave us a voice note
There are plenty of leadership “gurus” who can simplify complex topics. But how often do we consider the accuracy of their statements? Lots has been written about the purpose movement, but there's another approach: embracing the absurdity of our current situations, and holding up a mirror to them.Irony in teams can give us an interesting perspective on performance and management, and can be a vital bonding agent within teams. Dr Richard Claydon has done extensive research on organisational irony and its role in leadership. He teaches leadership programmes and has developed facilitation techniques to help people learn and develop leadership skills in a practical way. And he challenges some of the received wisdom of “gurus” many hold in high esteem.Takeaways from Dan and Pia Not all of us can find purpose in our work, so we seek it elsewhere. And trying too hard to find purpose in your work – and not following your own intrinsic purpose – can lead to difficulties. Richard challenges some of the claims and statements Simon Sinek makes – from an academic's point of view – but the fact that it resonates with so many people can't be ignored. When faced with absurdity – or with things being taken too seriously – the key is to face it with a wry smile. Just don't take it to the point of sarcasm. There can be comfort in finding people who share your ironic take on things. Leadership can be dark – it's not always plain sailing. Links Connect with Richard via LinkedIn Are you a Sinek cynic? – Richard's LinkedIn post How Great Leaders Inspire Action – Simon Sinek's “Golden Circle” TED talk EQ Lab The Human Factor Leave us a voice note
There comes a time when a startup moves to a scale-up, where small ideas take off and before you know it, you've got a hit on your hands. But with the highs come the responsibilities of leadership. In this episode, Dan shares his experience creating a successful music festival in his hometown of Ilkley, and offers valuable insights on how to make it work.Defining your values as you growDan and Pia discuss how Ilkley Live's leadership is evolving, just as it does with any startup. The process looks like this: Determine your purpose and values Communicate them clearly to your team and stakeholders Be open to feedback and make adjustments Give people autonomy to take ownership Stay invested in your values, even as the project grows Losing sight of your core values puts the support of your team at risk, so while they don't necessarily need to be on paper, they do need to be held.LinksLeave us a voice note
When you're managing a crises, you need well-structured governance and communication framework in place. This will ensure all stakeholders are on the same page and working towards the same goal. Empowering team members with knowledge and delegating tasks is key. But we also need to be willing to take charge and get things sorted out when resources or support are needed.This week's guest is Bernadette Welch, a retired public servant with a long career in Australia and Fiji. She coordinated Fiji's initial COVID response and organised the largest international meeting the country had ever hosted. She's been the CEO 6,000-person organisation, and Permanent Secretary for Civil Service and Health in Fiji.Takeaways from Dan and Pia Well-structured governance and communications frameworks are essential when dealing with complex projects. When you're clear about your purpose and setup a climate of safety, people find it easier to work together because they can see and identify the boundaries. “The discipline of the process creates freedom of choice.” – Solid structures allow for autonomy within individuals. While effective leaders take responsibility, it's important to strike a balance between protecting your team from distractions, and removing some of their potential agency. Links Connect with Burnadette via LinkedIn Leave us a voice note
Building a diverse and inclusive culture is a complex challenge, especially in a geographically and culturally diverse environment. It takes a common set of values and behaviours to be established across the organisation, as well as a focus on communication, respect, and empowerment.But while diversity is invaluable, it doesn't create equity and inclusion. Creating equity means addressing systemic issues and biases that may affect certain groups more than others. And support for people from less advantaged backgrounds needs to be in place to allow them to thrive.Sahera Sumar is a leadership consultant who specialises in inclusive leadership and building inclusive cultures. She has worked in both the corporate and non-profit sectors and has a passion for understanding and unpacking leadership in different cultural contexts. She currently works with a steel company located in 10 different countries within Africa, where she focuses on diversity and inclusion and strengthening the leadership capacity of the organisation.Takeaways from Dan and Pia Rather than try and understand the myriad and minute differences between various cultures, stick to a simple code of conduct. “Instead of many rules, have one behaviour.” Central to working with people from different backgrounds is appreciation and acceptance. These are two of Sahera's five As. Starting with shared values and behaviours can lead to a long-standing and collaborative team environment. Links Connect with Sahera via LinkedIn Diversity in Teams – We Not Me episode 11 Leave us a voice note
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