Podcasts about great teams

Disagreement isn't a problem to be avoided—it's a signal. If two partners, spouses, or team members always agree, one of them isn't thinking. In this episode of Win Make Give, Bob Stewart and Chad Hyams break down a powerful, repeatable 6-step framework to handle friction without breaking trust. Most people handle conflict by avoiding it, escalating it emotionally, or winning the argument but losing the relationship. High performers do the opposite: they normalize outcome-driven disagreement to reach better decisions, protect relationships, and move faster as a team. Learn how to lower defensiveness, separate cold facts from emotional stories, clarify who has decision rights, and execute the ultimate leadership standard: disagree and commit. Stop trying to be right, and start focusing on getting it right. ---------- Connect with the hosts: •    Ben Kinney: https://www.BenKinney.com/ •    Bob Stewart: https://www.linkedin.com/in/activebob •    Chad Hyams: https://ChadHyams.com/ •    Book one of our co-hosts for your next event: https://WinMakeGive.com/speakers/   More ways to connect: •    Join our Facebook group at www.facebook.com/groups/winmakegive •     Sign up for our weekly newsletter: https://WinMakeGive.com/sign-up •     Explore the Win Make Give Podcast Network: https://WinMakeGive.com/   Part of the Win Make Give Podcast Network

Most teams don't have a collaboration problem because they lack talented people.They have a collaboration problem because they've never really talked about how they work together.We invest in Slack, Teams, Miro, Notion and countless other tools designed to make collaboration easier. But more tools haven't necessarily made teams better at collaborating. In some cases, they've simply created the illusion that collaboration is happening.In this episode of foHRsight, Naomi sits down with Alison Coward to explore why great teamwork rarely happens by accident and what it means to intentionally design the way people work together.They discuss why talented people don't automatically create high-performing teams, why workshops so often fail to create lasting change, and why small, consistent shifts in how teams communicate, align and make decisions can be far more powerful than sweeping culture initiatives.For HR leaders, there's an important challenge here: stop treating collaboration as something that should happen naturally. Start creating the conditions for it.About Our guestAlison Coward is a team culture strategist, workshop facilitator, trainer, and keynote speaker based in London. As founder of Bracket, she partners with ambitious, forward-thinking companies to help them build high-performing team cultures. Her book, Workshop Culture, lays out a practical framework for taking the energy and effectiveness of great workshops and embedding them into how teams work every day.Connect with AlisonWebsite & newsletter: bracketcreative.co.uk | bracketcreative.co.uk/newsletterLinkedIn: Alison CowardBook: Workshop Culture — available wherever books are soldStay Connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward Follow us on InstagramIf you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It's free and includes access to our quarterly white paper. This quarter's white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University's Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribeSupport the show

In this episode, Clint sits down with Dr. Colin M. Fisher – professor, speaker, and author of “The Collective Edge” – to explore why our biggest accomplishments are almost never the work of a single person.Colin challenges the myth of the lone genius and explains how cooperation, group dynamics, and collective intelligence have shaped everything from innovation and leadership to business success and human civilization.Along the way, he shares practical insights into why so many organizations misunderstand teamwork and what leaders can do differently to unlock the full potential of their teams.This is the first part of a two-part conversation.Topics Covered:Why cooperation is humanity's greatest competitive advantageThe myth of the lone geniusWhat leaders can learn from group dynamics and collective intelligenceThe fundamental attribution error and why we blame the wrong peopleWhy replacing the "problem employee" often doesn't solve the problemWhat makes a real team instead of just a group of peopleWhy adding more people can actually slow projects downThe hidden costs of social loafing and coordinationHow clear goals create high-performing teamsWhy smaller teams often outperform larger onesThe conditions that allow teams to achieve true synergyWhy successful teams should stay together longerLinks:Colin's website - https://colinmfisher.com/Colin's LinkedIn - https://www.linkedin.com/in/colinmfisher/Colin's book, “The Collective Edge” - https://amzn.to/442Xu2E

Our great coach on this episode is Mike DunlapMike is a basketball coach who has led teams in US Colleges, the NBA and in Australia. He was also an assistant with the Milwaukee Bucks when then they defeated the Phoenix Suns to win their first NBA Championship in 2021. I first interviewed Mike in 2022, and since then we stayed in contact and he has appeared on the podcast in 2 other episodes, the first on Great Teams culture and then On Leadership. Over that time Mike has shared some of his poerty with me – and I was recently able to get some time with him where he shared some of his poerty and we discussed the coaching and leadership themes that run through it. It's a very personal interview where Mike shares some of the deeper stories from his life and I hope you find it as fascinating and insightful as I did.Where am I currently measuring success too narrowly by outcomes, and what “victory beyond the scoreboard” might I be overlooking?How well do I balance high standards with joy — and do I pause long enough to recognise the “good” that may be the gateway to great?What does my inner voice sound like under pressure, and what practices help me quiet the chatter enough to respond with awareness rather than react automatically?If you would like to send us any feedback or if you know a great coach, who has a unique story to share, then we would love to hear from you, please contact us at paul@thegreatcoachespodcast.com and if you would like to receive our newsletter with 5 ideas to help you improve your leadership, then sign up at: https://thegreatcoaches.beehiiv.com/subscribe Hosted on Acast. See acast.com/privacy for more information.

Great consumer teams still start with the customer. AI is changing the speed, tools and team structures around them, but the fundamentals of building enduring consumer companies remain remarkably consistent.In Episode 3 of the Consumer Tech Napkin series, produced in partnership with True Global, ⁠Andreas Munk Holm⁠ speaks with ⁠Rishabh Kaul⁠ (Venture Partner at ⁠Hoxton Ventures⁠), ⁠Mike Martin⁠ (Director, Investment at ⁠True Global⁠) and ⁠Camilla Dolan⁠ (General Partner at ⁠Eka Ventures⁠).Together, they discuss the DNA of successful consumer teams, what investors look for in founders, how AI is reshaping product development, hiring and experimentation, and why customer obsession, distribution and execution continue to separate the best consumer companies from the rest.The conversation also explores defensibility in the AI era, whether consumer investing has truly changed and which consumer categories excite investors most.HighlightsWhat great consumer teams have in commonWhy customer obsession still matters mostHow AI is changing product developmentDistribution as a consumer startup superpowerWhat investors look for in consumer foundersHow to build AI-native teamsThe biggest red flags in consumer investing------Learn more about the Love Tomorrow Summit and the programmes EUVC is curating, and secure your tickets ⁠here⁠.------Timestamps(00:00) Introduction(02:00) What makes a great consumer team?(07:45) Customer obsession vs. distribution as competitive advantages(13:10) Building teams that can scale with the company(21:10) How AI is changing consumer founders and products(26:00) Can AI-native teams stay lean?(31:10) Why experimentation is becoming a competitive advantage(35:00) Hiring in the AI era: curiosity, expertise and learning velocity(39:50) The biggest red flags in consumer founders(44:00) Founder intensity, disagreement and closing thoughts

On this episode of The Jon Gordon Podcast, I sit down with legendary UConn basketball coach Dan Hurley for an honest and energizing conversation about building a championship culture, relentless leadership, and the transformative power of purpose-driven coaching.   From his early days learning from a Hall of Fame father, to guiding players through the rigors of college basketball's toughest moments, Dan opens up about the realities of forming a great team in the era of the transfer portal, NIL, and social media. He shares the values at the core of the UConn program—relentless competitive effort, mindful communication, a dedication to the "pack," and the consistent pursuit of growth—explaining how accountability and care come together in an environment that pushes players past their limits and deepens their belief in themselves.   Throughout this conversation, Dan reflects on the importance of love-tough coaching, the urgency of making an impact on young lives, and the crucial role that faith and self-development play in his own journey. Whether he's describing his mindful approach to team-building, the vulnerability he shares with his athletes, or the discipline and devotion it takes to chase excellence, Dan's story is both inspiring and down-to-earth.   About Dan: Dan Hurley is one of the most accomplished coaches in modern college basketball, leading the University of Connecticut back to national prominence since becoming the program's 19th head coach in 2018. In eight seasons at UConn, Hurley has compiled a 199-75 record, guided the Huskies to six consecutive NCAA Tournament appearances, three Final Fours in four seasons, back-to-back NCAA National Championships in 2023 and 2024, and a national runner-up finish in 2026. His teams won 13 consecutive NCAA Tournament games from 2023-25, with all 12 victories during the championship runs coming by double digits—an NCAA record. Since 2022-23, UConn has posted a 126-28 record, the most successful four-year stretch in program history. Hurley was named the 2024 Naismith College Coach of the Year and BIG EAST Coach of the Year after leading UConn to a school-record 37 wins, BIG EAST regular season and tournament championships, and the program's sixth national title. He owns the highest winning percentage in BIG EAST history (minimum 100 conference games) and has developed 12 NBA players, including four lottery selections, during his tenure. Prior to Connecticut, Hurley transformed programs at Rhode Island and Wagner, leading Rhode Island to consecutive NCAA Tournament appearances and Atlantic 10 regular-season and tournament championships. Across 16 collegiate seasons, he has amassed a 350-180 career record. A Jersey City native, Hurley was raised in one of basketball's most accomplished families. His father, Hall of Famer Bob Hurley Sr., built the legendary St. Anthony High School program, while his brother Bobby won two NCAA championships at Duke. Before entering the college ranks as a head coach, Hurley compiled a 223-21 record in nine seasons at St. Benedict's Prep, developing multiple future NBA players. Known for his relentless competitiveness, player development, and elite two-way teams, Hurley has become one of the defining figures in college basketball. In 2025, he became a New York Times bestselling author with his memoir, Never Stop: Life, Leadership and What It Takes to Be Great. Additional Resources: Do you feel called to share your story with the world? Check Out Gordon Publishing Follow me on Instagram: @JonGordon11 Every week, I send out a free Positive Tip newsletter via email. It's advice for your life, work, and team. You can sign up here and catch up on past newsletters. Ready to lead with greater clarity, confidence, and purpose? The Certified Positive Leader Program is for anyone who wants to grow as a leader from the inside out. It's a self-paced experience built around my most impactful leadership principles with tools you can apply right away to improve your mindset, relationships, and results. You'll discover what it really means to lead with positivity—and how to do it every day. Learn More About the Certified Positive Leader Program Want to impact more people? Do you feel called to do more? Would you like to impact more people as a leader, writer, speaker, coach, and trainer? Get Jon Gordon Certified if you want to be mentored by me and my team to teach my proven frameworks, principles, and programs for businesses, sports, education, and healthcare.

Ron Friedman is an award-winning social psychologist, and bestselling author of The Best Place to Work and Decoding Greatness. And his new book, SuperTeams draws on data from 6,000 workers. I hope you enjoy learning from Ron Friedman today. In this episode we discuss the following: The best teams are not just a lucky collection of talented people. They work differently. The best teams protect focus. They treat meetings as a last resort, not the default. They create cultures where people do not just answer to the boss—they feel accountable to one another. They seek feedback before the work is finished, and they run experiments looking for new ideas. Recovery is not just doing nothing. Sometimes the best way to recover from work is to do something challenging, energizing, and personally meaningful. Visit this link for a free Masterclass: http://superteamsmasterclass.com/

Keith Ferrazzi is Chairman of Ferrazzi Greenlight and its Research Institute. He is the author of the #1 New York Times bestseller ⁠Who's Got Your Back ⁠and bestsellers like Never Eat Alone, Leading Without Authority, and Competing in the New World of Work. He is a frequent contributor to Harvard Business Review, the Wall Street Journal, Fast Company, Forbes, Inc, Fortune, and other many other publications. He is also the author of a new book, which launches today, called ⁠Never Lead Alone⁠. In his third appearance on ⁠the Elevate Podcast⁠, Keith joined host Robert Glazer to discuss his new book, the move from leadership to teamship, and much more. Thank you to the sponsors of The Elevate Podcast Shopify: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠shopify.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Framer: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠framer.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Indeed: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠indeed.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ethos Life: ⁠⁠⁠⁠⁠ethos.com/elevate⁠⁠⁠⁠⁠ Keeper Security: ⁠⁠⁠⁠⁠⁠keepersecurity.com/ELEVATE⁠⁠⁠⁠ Fora Travel: ⁠⁠foratravel.com/elevate⁠⁠ Northwest Registered Agent: ⁠⁠northwestregisteredagent.com/elevate⁠⁠ Whatnot: Search "Whatnot" in the app store to download Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the Reality Based Leadership Podcast, Alex Dorr shares the surprisingly simple technique that helped a stuck team finally break through: giving the benefit of the doubt. Here's what was happening. This team felt like everyone was against them. Every step hit a barrier. The departments there to support them felt like roadblocks. The "no people." It's a pattern Alex sees constantly, and it almost always points to the same root cause: stories. Not the facts. The stories we layer on top of the facts. The victim story. The villain story. The helpless story. And because of our biology, that ancient fight-or-flight wiring still running in the background, we jump straight into the worst-case version of events every single time. The fix? You don't have to change the situation. You don't have to change the other person. You just have to change the story. Alex walks through the exact mechanics of how our thinking creates our feelings, drives our actions, and ultimately shapes our results. And how a single pivot toward assuming noble intent can completely change the outcome of an interaction, a relationship, or a team's entire culture.   Episode Highlights:  00:01:20 - What this podcast is built to do and why this episode goes back to basics 00:02:24 - The client story: a team where everything felt like a roadblock 00:03:04 - Introducing the technique: giving the benefit of the doubt 00:05:26 - The three stories: victim, villain, and helpless 00:07:04 - The biology behind negative thinking and the saber-tooth tiger effect 00:09:16 - Co-creation: how your story changes the interaction 00:10:23 - The walk-by-without-a-hello example, both sides 00:12:48 - The shadow side and edge cases 00:13:06 - The "edit your story" technique in practice 00:16:27 - The event cycle visual: thinking, feeling, action, results 00:19:07 - Your reflection and call to action

Why do teams matter in our organizations? Being a member of a team is about more than just showing up for work. A team gives you a sense of belonging, purpose, and pride in what you do. With the rise of "quiet quitting," true teamwork is becoming harder and harder to find in the workforce, so how can you continue to lead your team to thrive and succeed? In this fan favorite replay episode, Julie Campbell talks about the value of teams within our businesses (and beyond) and to teach you the five simple and powerful virtues of a great leader.  Julie is the president and CEO of the Severn Leadership Group, making the world a better place through virtuous leadership. She spent 20 years serving in the US Navy in various leadership positions in space systems, electronic warfare, and communications, followed by 10 years leading teams in the defense and information technology industries.    Topics covered in this episode include: How to build a cohesive team  Ways a team can drive your business forward  What makes a great team leader    As a Leading Lady, I know you care about the success and well-being of every one of your team members. Tune in to find out what you can do to make sure you are showing up for them as the best leader you can be.  Show notes available at www.leadinglady-coaching.com/podcast   Resources Mentioned:  Check Out Severn Leadership: www.severnleadership.org  Have you joined the Leading Ladies Facebook Group yet?! I would love to see you in there! Head to https://www.facebook.com/groups/LeadingLadiesAAL to join! Let's connect on Facebook: https://www.facebook.com/aalcoaching Let's connect on Instagram: https://www.instagram.com/leading.lady.coach/

The 1995 Nebraska Football team compared to others. Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Send us Fan MailWhy are some people and teams more motivated, more innovative, and more successful than others? Why do some teams of talented and seemingly compatible people fall short against lesser teams with less suitable members? Why do some leaders cast bold inspiring visions that fail to materialize, while other, seemingly inconsequential leaders rally their teams to victory? Join in as Matt chats to David Burkus author of 'pick a fight' to talk about vivid visions, rallying around something to fight for, and leadership.Support the show

Do you ever feel like your team is technically doing their jobs—but they're not pulling in the same direction, and performance still falls short? In this episode, Kirk Behrendt talks with Miranda Beeson, ACT's co-host and practice coach, about how to shift a practice from “working with each other” to “working for each other.”You'll learn how a “me” mindset creates invisible walls, why vulnerability-based trust changes accountability and communication, and how leaders build clarity, consistency, and connection to create a true “we” culture. Listen to Episode 1031 of The Best Practices Show!Main Takeaways:A team can have high individual performers and still underachieve if people are playing for themselves instead of for each other.A “me” mindset shows up as guarded communication, weak collaboration, reduced trust, and decreased accountability.Shifting to a “we” mindset starts by replacing “that's not my job” thinking with “how can I help the team succeed today?”Vulnerability-based trust creates psychological safety where people admit mistakes, ask for help, and assume positive intent.Leaders must model the behavior first by owning mistakes, asking for help, and consistently reinforcing expectations.Team building matters because time together outside the daily pressure helps people connect as humans and lowers defenses.Culture is shaped intentionally through clarity, consistency, and connection—and unintentionally through defensiveness, favoritism, avoidance, and hierarchy.Snippets:00:00 Intro02:25 The volleyball story that sparked the “with each other vs. for each other” framework.04:00 How “I did my job” thinking limits team performance.10:00 A practical example of “me mindset” vs. “team player mindset” during a handoff and ringing phone.13:00 Predictive trust vs. vulnerability-based trust in a dental practice.16:45 Why team building and bonding help teams lower their guard.23:00 Using purpose and process mapping to show how every role impacts the patient experience.27:00 Clarity, consistency, and connection as leadership habits that shape culture.34:00 A simple next step to start building “for each other” behavior in your next team meeting.Guest Bio/Guest Resources:Miranda Beeson has over 25 years of clinical dental hygiene, front office, practice administration, and speaking experience. She is enthusiastic about communication and loves helping others find the power that words can bring to their patient interactions and practice dynamics. As a Lead Practice Coach, she is driven to create opportunities to find value in experiences and cultivate new approaches.Miranda graduated from Old Dominion University, and enjoys spending time with her husband, Chuck, and her children, Trent, Mallory, and Cassidy. Family time is the best time, and is often spent on a golf course, a volleyball court, or spending the day boating at the beach.More Helpful Links for a Better Practice & a Better Life:The Exchange 2026: https://smilesource.com/exchangeThe Best Practices Show: https://www.actdental.com/podcast/Best Practices Association: https://www.actdental.com/bpaUpcoming Events & Workshops: https://www.actdental.com/events/Smile Source: https://www.smilesource.com/Subscribe on Apple Podcasts: https://podcasts.apple.comSubscribe on Spotify: https://open.spotify.com

In Part Two of Clint's conversation with Dr. Vanessa Druskat, Associate Professor at the University of New Hampshire and author of “The Emotionally Intelligent Team,” Dr. Druskat explains how leaders can actively build high-performing teams by shaping culture, not controlling people.She shares practical ways to create team norms with input from the team itself, why top-down approaches often fail, and how leaders can act as “culture managers” to drive better interaction, trust, and performance.Vanessa also dives into the realities of modern teamwork – remote collaboration, feedback challenges, personality differences, and communication breakdowns – and offers clear, actionable strategies to address each.Throughout the conversation, she reinforces a powerful idea: the best teams aren't defined by talent; they're defined by how people work together. This is the second part of a two-part conversation. Topics Covered:Why team culture must be co-created, not dictated by leadersHow to identify and build the right team normsThe role of team charters and clarity in avoiding dysfunctionWhy belonging drives commitment and performanceThe impact of trust on team outcomes (and why it's often missing)How communication tools don't replace real connectionManaging different personalities (introverts vs. extroverts) on teamsHow to structure meetings to ensure all voices are heardBest practices for giving and receiving feedback on teamsUnderstanding negativity bias and its impact on performanceThe importance of cultural awareness in global teamsWhat a “pre-mortem” is and how it improves team outcomesThe visible signs of a high-performing, emotionally intelligent teamWhy listening and curiosity are core leadership skillsHow leaders can bring out the best in every team memberLinks:Vanessa's website - https://www.vanessadruskat.com/ Vanessa's LinkedIn - https://www.linkedin.com/in/vanessa-druskat/ Vanessa's book, “The Emotionally Intelligent Team” - https://amzn.to/4bN4mWl

In this episode, Clint has a conversation with Dr. Vanessa Druskat, Associate Professor at the University of New Hampshire and author of “The Emotionally Intelligent Team” about why team performance isn't driven by individual talent, but by the culture teams create together.Dr. Druskat challenges the common belief that stacking a team with top performers guarantees success. Instead, she explains how the norms teams build around trust, belonging, and interaction ultimately determine whether a group thrives or struggles.Drawing from decades of research and real-world experience, Vanessa introduces the concept of team emotional intelligence (Team EI) and why the way people interact matters more than who is in the room.She also breaks down why most teams underperform, how leaders can think in terms of systems (not individuals), and what it really takes to create an environment where people contribute their best.This is the first part of a two-part conversation.Topics Covered:Vanessa's background and what led her to study team performanceWhy great teams aren't built by simply hiring top talentThe concept of team emotional intelligence (Team EI)The difference between individual EI and team-level EIWhy team norms, not personalities, drive performanceHow team culture differs from company cultureWhy interactions are the true engine of team successThe role of trust, candor, and accountability in high-performing teamsWhy most teams fail to share their best ideasThe importance of belonging and feeling valued at workHow leaders can shift from a talent mindset to a systems mindsetWhy teams outperform individuals in decision-makingThe hidden cost of competition within teamsHow to start building a stronger team culture immediatelyLinks:Vanessa's website - https://www.vanessadruskat.com/Vanessa's LinkedIn - https://www.linkedin.com/in/vanessa-druskat/Vanessa's book, “The Emotionally Intelligent Team” - https://amzn.to/4bN4mWl

I'll be honest with you, I'm a Mets guy, I owned a piece of that team for years, but even I can't deny that the Yankees are the Google of baseball, and today we're going to find out exactly how they keep doing it. My guest is award-winning MLB journalist Andy Martino, whose new book The Yankee Way pulls back the curtain on the Brian Cashman era and reveals that everything you thought you knew about that dynasty was wrong. Andy Martino has written about sports, culture, and entertainment, and has covered Major League Baseball for more than a decade. A former staff writer at the Philadelphia Inquirer and New York Daily News, he is currently a reporter and analyst covering MLB for the SNY network in New York. Although I'm a massive Mets fan, I must admit Andy's book about the Yankees is wonderful. Get The Yankee Way: The Untold Inside Story of the Brian Cashman Era today. Anthony Scaramucci is the founder and managing partner of SkyBridge, a global alternative investment firm, and founder and chairman of SALT, a global thought leadership forum and venture studio. Pre-order my next book, All the Wrong Moves: How Three Catastrophic Decisions Led to the Rise of Trump, out on the 17th of September in the UK and the 22nd of September in the US: ⁠https://linktr.ee/anthonyscaramucci⁠ Learn more about your ad choices. Visit podcastchoices.com/adchoices

https://teachhoops.com/ What does a great program do after a big win? In this episode, I talk about why the day after success matters just as much as game day. Winning can hide cracks, soften standards, and make teams relax if coaches are not careful. I break down how strong programs tell the truth after a win, praise the things that travel, keep standards high, and help players reset emotionally. This is a leadership episode about building a program that does not just enjoy success, but knows how to handle it. For more coaching help, leadership tools, and resources to build your program, head over to TeachHoops.com. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Send a textMost teams treat in-game promotions as filler between plays. The best teams use them to design the energy of the building.In this episode, Jeremy breaks down what he observed during a Sacramento Kings game and shares five practical principles he calls Game Entertainment 101. These fundamentals show how smart teams engage thousands of fans at once, create better crowd energy, support sponsors, and even drive revenue during the game.Whether you work in marketing, ticket sales, or game operations, these lessons can help you create a more intentional and more engaging game-day experience.Game Entertainment 101 – The 5 Rules1. Design promotions for thousands, not one person Too many promotions involve one fan on the field while everyone else watches. The best promotions invite entire sections — or the whole building — to participate. At the Kings game, a themed “Lowrider Cam” had fans pretending to drive lowriders in their seats, turning thousands of fans into part of the entertainment.2. Timing matters more than the promotion Crowd prompts like “Make Noise” or decibel meters are most powerful when used strategically. The Kings used them before tip-off, coming out of halftime, and during key late-game moments — when the team needed crowd energy the most.3. Let the game breathe The video board shouldn't demand attention every second. The best game presentations mix high-energy interactive moments with quieter stretches where fans can simply watch the game and take in the atmosphere.4. Game entertainment should drive revenue In-game moments are powerful opportunities to promote concessions, merchandise, and sponsors. The Kings tied promotions to specific game moments — like a discount triggered after the team hit its 10th three-pointer — creating excitement while driving sales.5. Your PA announcer is a crowd conductor A great PA voice does more than read scripts. They help guide the rhythm of the game — amplifying big moments, supporting promotions, and letting the game breathe when it needs to.Key Topics CoveredWhy many in-game promotions fail to engage fansHow to design promotions that involve entire sectionsThe importance of timing for crowd prompts and giveawaysUsing game entertainment to drive concessions and sponsor activationsThe role of the PA announcer in shaping the fan experienceSports Marketing Machine on LinkedInSports Marketing Machine on InstagramBook a call with Jeremy from Sports Marketing Machine

Yes they are it's a amazing feeling when they win

What if the secret to better teamwork isn't another strategy, framework, or offsite – but first understanding yourself? In this episode of The Future of Teamwork, Dane Groeneveld interviews Margaret Andrews, Harvard instructor, author of Manage Yourself to Lead Others: Why Great Leadership Begins with Self-Understanding, and founder of The MYLO Center, a leadership education and professional development firm. Together, they explore a simple but profound idea: before you can lead others well, you have to understand and manage yourself. Tune in to hear what separates high-performing teams from mediocre ones, what leadership attribute consistently outweighs IQ and technical skill, and how feedback can be used to build more effective teams. 

Brian Samson is the founder of Plug Technologies, a nearshore talent broker that facilitates 100 placements annually for small to medium-sized companies. Brian explains how Plug helps clients access skilled talent in Latin America, offering both cost arbitrage and access to experienced people capable of handling complex technical work. The discussion highlighted how Latin America has become an attractive destination for tech talent, with Brian noting that the region's startup ecosystem and cultural similarities to the US make it an ideal location for nearshoring operations.John MartinkaJessica MartinkaContact us via either website or give us a call and be sure to check out our videos https://nokomisadvisory.com/https://www.martinkaconsulting.com/ https://www.gddpodcast.buzzsprout.comhttps://www.youtube.com/c/JohnAMartinka/videos 425-515-4903

If you don't beat them that's a big problem

Yall need to review and see why it's always a problem to beat these teams

In this episode, we break down why training isn't an expense — it's the ultimate growth multiplier. I'm sharing how intentional onboarding, clear standards, and consistent coaching turn average hires into A-players and crews into championship teams. If you want higher production, better retention, and less daily chaos, it all starts with how you train. Lawntrapreneur Academy (The #1 Resource for Starting, Growing and Scaling a Successful Lawn & Landscaping Company). - https://www.lawntrepreneuracademy.com/  Granum Academy Bootcamp Tour (use BRIAN25 to save!): https://www.Granum.com/Brian LMN & Coffee - https://us06web.zoom.us/j/89495679453?pwd=m0wKa6prJWrARKClJKolBaJjl00OYn.1 Coast Pay Fuel Card: www.CoastPay.com/Brian

Healthy conflict fuels clarity and trust. This episode shows how leaders can embrace disagreement without sacrificing relationships, encouraging dialogue that strengthens both people and results.You Got This,Ryan

Daniel Coyle is the New York Times bestselling author of The Culture Code and several other books. Daniel has advised organizations such as the Navy SEALs, Microsoft, Google, and the Cleveland Guardians, and his work has reshaped how leaders think about group performance, skill development, and human connection. His newest book, Flourish: The Art of Building Meaning, Joy, and Fulfillment, is his most personal and expansive yet, which published the day this episode airs. Daniel joined host Robert Glazer on The Elevate Podcast to talk about his new book, how leaders can find meaning and fulfillment, how to help others do the same, and much more. Thank you to the sponsors of The Elevate Podcast Shopify: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠shopify.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Masterclass: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠masterclass.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Framer: ⁠⁠⁠⁠framer.com/elevate⁠⁠⁠⁠ Northwest Registered Agent: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠northwestregisteredagent.com/elevatefree⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Homeserve: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠homeserve.com⁠⁠⁠⁠⁠⁠ Indeed: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠indeed.com/elevate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Vanguard: ⁠⁠vanguard.com/audio Learn more about your ad choices. Visit megaphone.fm/adchoices

Note: This is a replay of a previous popular episodeDavid Burkus is a Leadership and Teamwork expert, keynote speaker, and author of Best Team Ever. During this conversation, David shares key insights from his book Best Team Ever on what makes teams thrive in today's workplace. We explore the science behind high-performing teams, the critical role of psychological safety, and why work is increasingly about collaboration. Plus, David breaks down practical strategies for leading cross-functional teams, building social capital, and fostering a culture where everyone contributes their best. LinksWebsite: https://davidburkus.com/LinkedIn: https://www.linkedin.com/in/davidburkus/

Go to www.LearningLeader.com to learn more... This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader My Guest: Mike Deegan just led Denison University Baseball to their first College World Series appearance in program history. He's been named Coach of the Year in back-to-back years and is the all-time winningest coach in school history. In this conversation, Mike shares how he uses Mudita to build culture, how to help people get out of slumps, and why discipline and consistency are superpowers. Key Learnings (in Mike's words) Mudita is a vicarious joy. Can I be happy for another's success as if it's my own? To me, that is like the secret sauce of life. Obviously, in a sports team, not everyone can be the star. One of the biggest misconceptions is that the star rotates. Yeah, you need a superstar to compete at the highest levels, but to win, you're going to need pinch runners, you're going to need the guy laying a big block. It's going to take everyone. It's really celebrating everyone's contribution. In recruiting, I ask parents: Can you be happy for another kid's success as if it's your own? If your neighbor gets a new car, are you happy for them? Or do you say, "Oh, I wish. I bet his parents bought that for him." There are just different ways to show up for people, where you can just have joy. By pouring yourself into others, especially in sports, I think it frees you up to perform your best.  Envy is a natural feeling. I don't want anyone to feel that envy from me. I think what we're saying is that envy is a natural feeling. Wanting to do great yourself, those are very natural, and I want people to live in that space. But can we just stop it and be a little bit more intentional and just celebrate what other people are doing well? Spot the good first. As a consultant, there are two ways you can do things. One is to find the negative, and that's really easy to do. But I try to go and spot the good first. There's plenty of time to nitpick later on. Find some opportunities to help people grow.  People love to talk about themselves. My wife is very quiet, a great listener, and people love her. She has a million best friends, and no one knows it because she doesn't talk a whole lot. She just listens. If you can just listen and get people to talk about what they're passionate about, it's a life secret. You can tell when someone's really passionate about what they're doing, and you can tell when they're on the fence because they speed up when they talk, they get a little excited. Curiosity is a great way to show love. If you approach it from envy, we don't unpack the cool story. But if you lead with curiosity and not envy, it unpacks everything. I do think it takes a level of self-awareness and comfort in your own skin.  How to build self-awareness: Read, write, and get around wise people. If you read a decent amount, if you write (and that was my forcing function, to actually write and put thought to paper), and then get around wise people and just have conversations, I think you'll start building out the awareness of who you are and what you value.  A systems thinker builds frameworks that outlast individuals. It's someone who can build out frameworks that are built to put people and the organization in the best spot to win and be successful. It's a framework that outlasts individuals. Coaches may leave or players may leave, but if you have a system built out that it can sustain losing certain individuals, because things are cranking and you can repeat the work. You can do iterations and quickly test if you're getting closer or further from your goals. I almost try to talk people out of coming here. The most underrated thing in our recruiting is when they sit with me, I almost try to talk people out of coming here. I'll say, "Hey, what's the main driver?" If they say playing time, I'm like, "Hey, that's great. That's an awesome goal, but I wouldn't come here for that. We're going to play our best players. But that's not why you come to Denison. You come to be a part of something bigger than yourself, and there are all these other places where you're going to have a much better shot at that." I'm always listening in on what they value and trying to challenge it. Almost get people to self-select out. The better your culture is, you can take chances on people. It's like Randy Moss and the New England Patriots. Tom Brady was an alpha, and you could bring people in and take a risk and see if they can conform to the culture a little bit. When you have things in place, our locker room was phenomenal. People would say, "Hey, I don't know, this kid has some red flags." I'm like, "Red flags, like he's a serial killer? Or like red flag,s like he's super competitive?" The locker room would take care of a lot of that. If there's something built out that you feel pretty strongly about, I think you can take in some of these high-risk, high-reward people because they can't damage the culture like you would think they can. Early on in that tenure, I was very, very careful with this. But now we can take some chances on people if the DNA is right. The lack of seriousness pushed people out. When I took over, I'm the opposite of the guy I played for. And every time someone quit, I would just say thank you. And I meant that too because we were going in a certain direction. There was talent. It needed more seriousness. We had enough talent that it was going to allow us to compete at a conference level. I think it's amazing when you can just put boundaries and guardrails and point people in the right direction. We just provided a little structure, a little discipline. The DNA of great teams: Roles, sacrifice, discipline, leadership, joy. Everyone has a role and to beat objective expectations. When good meets good, you have got to understand that every role is essential to the cause. Status goes away. Second, we're in this together. There's no prima donna. I think that's what happens with championship teams. For us to compete on a national level, our guys do miss out on a lot. Grades may suffer. There are trade-offs with this thing. Then I hear discipline. Discipline and consistency is a superpower. The people that I see that really excel in the professional baseball world they seem to have a maturity about them at a much younger age. And that comes with discipline and consistency. Then leadership. There's going to be someone that's navigating the ship. In my beautiful world, it would be where that person's not an egomaniac. They're not in front. They're just waiting for everyone to get out. The last thing is joy. People tend to enjoy what they're doing. They do it with a smile on their face.  "Don't hire for when you think times are good. Hire for the person you wanna be around when times are bad because they're coming." An example of a great team outside of sports: The Chilean miners found roles quickly and stuck together. They had food for two days but rationed it out. They had a spiritual leader, medical guy, someone to keep them on task. Everyone had a specific role and they performed it. How you talk to your teammates is how you should talk to yourself. I had a conversation with a kid that I really admire on our team and I said, "Hey man, I never hear you talk to your teammates like you talk to yourself. Give yourself some grace." Being really hard on yourself can also be a cop out because there are ways to channel that. Sometimes people will say "I'm a perfectionist, or that's just who I am." Come on man. A perfectionist to me, they put an insane amount of work to earn the right to be. I think we use that term pretty lightly sometimes. Confidence is built through evidence. Ryan's self-talk before a keynote sounds like this, "What an opportunity to create some evidence."  How to help a hitter get out of a slump: Simplify and control the controllables. When a player's in a slump, they're probably working harder than they've ever worked in their life. But I think it's almost like they're working aimlessly. So what I try to do is simplify. I had a hitter once, he's trying everything.  I gave him one swing thought for two weeks. Just get the barrel to the ball. Don't worry about launch angle, don't worry about exit velo. Can you just put good wood on the ball? We're going to control what we can control. And slowly you start seeing some results and that evidence starts compounding and you get your mojo back. You gotta be intentional with your energy before high performance. As a coach, how you show up is going to be really, really important. I saw Texas A&M's coach say you have to be the opposite of what the moment requires. While everyone's excited, you need to be the calm. And then when the proverbial is hitting the fan, you have to be the one with optimism. Getting yourself in the right mental frame to handle high performance is required of a coach and a leader. Baseball teaches you to stay calm for three hours. You don't play baseball at 130 heartbeat. It's more of Can you get that thing down? And anything I do to increase it myself, I'm going against what it takes to be a successful player. People can think baseball is boring, but what you're seeing is people trying to stay calm for three hours.  Does that intensity actually lead to results? It's just basic stoicism. Baseball is the ultimate controlling what you can control and releasing what you can't. I don't know if this next ball's coming to me, but what do I do now? I can control my breathing. I control my first pitch prep step. What can you control? And I would challenge you to think, does that intensity or that emotion, does it actually lead to results or not? If it's helping you be the best version of yourself, go ahead and do it. But sometimes that overstimulation, that over emotion, it's probably just putting a lot of anxiety on your people. Just regulate, stay calm and execute. What does the team need from you right now? I think a good analogy is a cornerman in boxing. My dad used to always say, Watch a cornerman in boxing because some people you gotta smack. Some people say, "Come on champ. You're the best. You're the best. You're the best." When you're walking out there, you're trying to think, what does the team need from you right now? What message? If I'm a mirror, what do they need to see? Do they need to see calm, they need to see reassurance? Are we playing a little timid and scared? And maybe you're trying to jolt them a little bit with some energy and some choice words. There's an intentionality to it. You're trying to speak some stuff into existence, even if you're making stuff up. You acknowledge it, and then you also try to point them in a direction for improvement. Life throws haymakers at you all the time. I think that's the greatest gift that we can give people through sports. Most of us experience adversity along the way. It's this unique ability to just keep moving. You reflect, you try to get better. You give yourself some grace, you move on. You just keep working through that process. As simple as it may sound to us, I don't think many people can get there.  "Setbacks are temporary. I bounce back quickly." I write this down in my lineup card. You're creating evidence. It's something very simple, but I'm going to take a punch and I'll bounce back quickly. I think those are just good reminders in life. This happens. We're going to respond. Reflection Questions Mike practices Mudita by being genuinely happy for others' success without envy. Think of someone in your life who recently had a big win (promotion, new house, achievement). Were you genuinely happy for them, or did envy creep in? What would it look like to celebrate them more fully? He says "Don't hire for when you think times are good. Hire for the person you wanna be around when times are bad." Who on your current team would you want in the foxhole with you during a crisis, and what qualities make them that person? Mike asks himself before big moments: "What does the team need from me right now?" rather than just reacting emotionally. Think about a high-pressure situation coming up in your life. What will your team/family/colleagues need from you in that moment, and how can you prepare to show up that way? More Learning #217 - JJ Reddick: You've Never Arrived, You're Always Becoming #281 - George Raveling: Eight Decades of Wisdom #509 - Buzz Williams: The 9 Daily Disciplines Audio Timestamps: 02:11 Implementing Mudita in Teams 06:22 Curiosity and Spotting the Good 14:54 Recruiting and Hiring Philosophy 20:36 Building a Winning Culture 24:46 DNA of Great Teams 27:55 The Importance of Team Sacrifice 28:53 Leadership and Joy in Tough Times 29:42 Handling Adversity in Sports 31:06 The Role of Self-Talk in Performance 36:52 Staying Calm Under Pressure 42:26 Lessons from Sports for Life 46:12 The Value of Resilience and Bouncing Back 48:29 EOPC

No idea works for someone unwilling to do the work. The billionaires and top leadership teams I mentor are true masters of execution (not meetings!).Kindly note: If you want to make 2026 your most special year, I think you'll love my brand new online course The Amazing Day Blueprint. It's a fantastic, original and highly practical program to help you consistently make your days excellent (rich with strong health, deep joy and tons of smart productivity). Here are the details.FOLLOW ROBIN SHARMA:InstagramFacebookXYouTube

Reach Out Via Text!In this episode, Jeremiah sits down with Sam Rankin of Etch Outdoor Living to unpack what it really takes to build a high performing team through culture and accountability. Sam shares how Etch has scaled in a highly competitive market, why leadership integrity matters more than any handbook, and how small daily standards create long term excellence. They walk through core values, meeting rhythms, language changes that drive accountability, and practical ways to keep teams engaged. Sam also answers rapid fire questions on hiring, labor challenges, language barriers, discipline, vehicle tracking, and how to manage outcomes without micromanaging.Support the show 10% off LMN Software- https://lmncompany.partnerlinks.io/growinggreenpodcast Signup for our Newsletter- https://mailchi.mp/942ae158aff5/newsletter-signup Book A Consult Call-https://stan.store/GrowingGreenPodcast Lawntrepreneur Academy-https://www.lawntrepreneuracademy.com/ The Landscaping Bookkeeper-https://thelandscapingbookkeeper.com/ Instagram- https://www.instagram.com/growinggreenlandscapes/ Email-ggreenlandscapes@gmail.com Growing Green Website- https://www.growinggreenlandscapes.com/

Thanks for listening! Connect with us at mike-goldman.com/blog and on Instagram@mikegoldmancoach and on YouTube @Mikegoldmancoach

Gregg Altschul, Vice President of Technology at FanDuel, shares a clear and practical look at how leaders can create real alignment across personal, team, and company goals. He explains why transparency drives trust, how to build a path for growth at every level, and why the best managers help people pursue their long term North Star while still delivering for the business. This is a thoughtful and modern blueprint for tech leadership and team development.Key TakeawaysTeams move faster when the company goal is translated into a simple set of objectives that every level can understand and act on.Transparency is the anchor for healthy goal setting and creates the space for honest conversations about career direction.Managers should encourage long term North Star thinking since it keeps people growing even after short term milestones are reached.Succession planning should be an active part of how teams operate so progress never depends on a single person.People can stay committed to their work even if they have long term plans outside the company, and supporting those plans often improves retention.Timestamped Highlights02:19 How top level business goals get distilled into specific team and personal goals that engineers can act on.04:57 The role of transparency in helping teams understand the why behind each objective.07:34 Helping ICs tie personal development to broader company needs while still honoring their ambitions.09:28 Creating a safe environment for honest career conversations in a world of hybrid and remote work.15:14 Why knowing a person's long term plans makes succession planning easier for everyone.17:45 How Gregg works with his own manager on growth even when the title ladder narrows at the VP level.A standout idea from Gregg“As long as you have a North Star you will grow. Whether you ever reach the exact role you picture is not really the point. The point is growth.”Call to actionIf this conversation helped you rethink how goals work inside your team, share it with a colleague who will appreciate it. Follow the show so you never miss new episodes and connect with me on LinkedIn for more conversations with leaders shaping the future of engineering and data.

On this special segment of The Full Ratchet, the following Investors are featured: Shamin Walsh of BAM Ventures Alexander Niehenke of Scale Venture Partners Aaref Hilaly of Bain Capital Ventures We asked guests to discuss the most visionary founder that they've worked with and what makes them so special. The host of The Full Ratchet is Nick Moran of New Stack Ventures, a venture capital firm committed to investing in founders outside of the Bay Area. We're proud to partner with Ramp, the modern finance automation platform. Book a demo and get $150—no strings attached.   Want to keep up to date with The Full Ratchet? Follow us on social. You can learn more about New Stack Ventures by visiting our LinkedIn and Twitter.

Welcome to episode #1011 of Thinking With Mitch Joel (formerly Six Pixels of Separation). We tend to romanticize leadership as an act of personal brilliance, but the deeper story is often about the people who understand what truly moves human beings toward one another. Jon Levy has built a career around that question. A renowned human behavioral scientist, consultant and creator of the long-running Influencers Dinner - a global, invitation-only experiment where guests cook together anonymously to dissolve status cues and foster authentic connection - Jon has spent over fifteen years studying why people bond, collaborate and trust. His work has brought Olympians, Nobel laureates, astronauts, CEOs, creators, and even political leaders into the same kitchen, all guided by his curiosity about what helps human beings unlock their best collective instincts. Jon is also the author of The 2 AM Principle and You're Invited, books that explore adventure, belonging, and the science of human connection. His newest book, Team Intelligence - How Brilliant Leaders Unlock Collective Genius, extends this exploration into the workplace, challenging long-held assumptions about leadership, performance, and why great teams succeed. In this conversation, Jon talks through the surprising behaviors that shape genuine relationships, the role anonymity plays in reducing status pressure, the misconceptions organizations hold about star performers, the importance of emotional intelligence, and why bonus structures often undermine collaboration. He touches on the future of hybrid work, the psychology of status, the gap between individual excellence and team effectiveness, and the small but essential habits that allow groups to think more clearly and solve problems more intelligently. Above all, the discussion offers a window into the mind of someone who has spent his career studying how people come together, and how leaders can create the conditions for teams to do their best thinking. Enjoy the conversation… Running time: 55:34. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Thinking With Mitch Joel. Feel free to connect to me directly on LinkedIn. Check out ThinkersOne. Here is my conversation with Jon Levy. Influencers Dinner. Team Intelligence - How Brilliant Leaders Unlock Collective Genius. You're Invited. The 2 AM Principle. Follow Jon on LinkedIn. Follow Jon on Instagram. Chapters: (00:00) - Introduction to John Levy and His Unique Dinners. (02:54) - The Art of Inviting Extraordinary Guests. (06:07) - The Power of Anonymity in Social Interactions. (09:04) - The Impact of Status on Connections. (11:59) - Exploring Team Dynamics and Human Connection. (14:28) - The Future of Work and Employee Expectations. (17:39) - Rethinking Leadership and Team Intelligence. (20:27) - The Role of Emotional Intelligence in Teams. (23:10) - Challenging Conventional Wisdom on Talent. (26:13) - The Importance of Emotional Intelligence in Team Success. (29:48) - The Allure of Status and Leadership. (31:43) - Lessons from the Military and Sports. (33:37) - Understanding Team Dynamics and Player Contributions. (36:19) - The Role of Glue Players in Team Success. (40:32) - The Nature of Team Intelligence. (44:35) - The Impact of Corporate Structures on Teamwork. (52:08) - The Future of Team Intelligence in the Age of AI.

Mistakes happen in veterinary practice, but what defines a great team is how they respond to them. This week on The Veterinary Viewfinder, Dr. Ernie Ward and Beckie Mossor, MPA, RVT, tackle one of the toughest and most universal realities in veterinary medicine: what to do when something goes wrong. From small slip-ups to serious medical errors, Ernie and Beckie explore the importance of mindset, communication, and compassion when addressing mistakes. They outline how leaders can create a clinic culture where errors are discussed openly rather than hidden, and where accountability doesn't come at the cost of psychological safety. Listeners will learn how to recognize when an error stems from system failure, training gaps, or human fallibility, and how to approach each one with fairness and consistency. The hosts also address how to rebuild trust, both within the team and with clients, after something goes wrong, and when a private conversation versus a public learning moment is appropriate. This episode challenges veterinary professionals to replace shame with systems thinking, silence with coaching, and fear with empathy. Whether you're a practice owner, manager, or team member, this conversation will change the way you handle, learn, and grow from mistakes in veterinary medicine. #VeterinaryPodcast #VetMed #VeterinaryProfession #VeterinaryLeadership #ClinicCulture #LearningFromMistakes #PsychologicalSafety #VetTeamGrowth #HealthyWorkplace #GrowthMindset #VeterinarySupport

When you ask someone to recall something from deep in their memory, watch their face — they'll probably do something that actually helps them remember. You might do it too without realizing it. Listen as I reveal what it is and why it works. https://www.psychologytoday.com/us/blog/ulterior-motives/201110/why-do-you-close-your-eyes-remember Have you heard of the winner's curse or the sunk cost theory? These are strange but predictable ways our brains can trick us when we take risks — especially with money. My guest, Alex O. Imas, Professor of Behavioral Science, Economics, and Applied AI at the University of Chicago, has studied these “behavioral anomalies” with Nobel Prize winner Richard Thaler. Together they co-authored The Winner's Curse: Behavioral Economics Anomalies, Then and Now. (https://amzn.to/48gycBj) . Listen to how these things work, because understanding these anomalies can help keep you from falling victim to them. We've all had to work in groups, whether it's a team we are assigned to at work, or a neighborhood committee or parents' group. Sometimes they run beautifully. Often… they don't. Why do so many groups struggle, and how can we make them more effective? Colin T. Fisher, Associate Professor of Organizations and Innovation at University College London, joins me to share insights that can help any team excel. Colin is author of the book The Collective Edge: Unlocking the Secret Power of Groups.(https://amzn.to/48WcuCT). Whether you cook or not, at some point you find yourself in the kitchen putting food away and you run into the problem of – sometimes the plastic wrap clings to the container and sometimes it does not. Listen to hear the secret of how to get it to stick every time. https://lifehacker.com/run-a-wet-finger-across-surfaces-to-make-plastic-wrap-s-1728185077 PLEASE SUPPORT OUR SPONSORS!!! INDEED: Get a $75 sponsored job credit to get your jobs more visibility at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://Indeed.com/SOMETHING⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ right now! DELL: Your new Dell PC with Intel Core Ultra helps you handle a lot when your holiday to-dos get to be…a lot. Upgrade today by visiting⁠⁠⁠⁠⁠⁠ https://Dell.com/Deals⁠⁠⁠⁠⁠⁠ QUINCE: Layer up this fall with pieces that feel as good as they look! Go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://Quince.com/sysk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for free shipping on your order and 365 day returns! ON POINT: We love the On Point podcast! Listen wherever you get your podcasts! ⁠https://www.wbur.org/radio/programs/onpoint⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Zach, Alex, and Nick regroup after 6 weeks of NFL football and 5 Packers games to do basically what we've done every week for 8 years, debate how we feel about this team relative to the rest of the league. You'd think it'd be clearer by now! Hosted on Acast. See acast.com/privacy for more information.

Get your copy of Kate's book, Beyond Potential:  A Guide for Creatives Who Want to Re-Assess, Re-Define, and Re-Ignite Their Career.  In today's episode, Kate sits down with author and executive coach Charlie Gilkey, founder of Productive Flourishing, to unpack the truth about why teams struggle — and how to fix it. Charlie explains how small, everyday team habits can make or break performance, belonging, and joy at work. Together, he and Kate explore how power dynamics show up in every team (from Fortune 100 companies to small nonprofits), why “broken printers” are the real enemy, and how leaders can stop being the bottleneck in their own organizations. Whether you lead a team or are part of one, this episode will help you build healthier, more productive relationships that actually make work work. You'll learn: Why every dysfunctional team is doing something to each other — not to them. The three kinds of power that exist in every organization. How to use “interpersonal power” to make things better — even if you're not the boss. Why meetings aren't really the problem. How belonging habits create happier, more resilient teams. Resources Mentioned: Team Habits: How Small Actions Lead to Extraordinary Results — by Charlie Gilkey Start Finishing: How to Go from Idea to Done — by Charlie Gilkey Take the free Team Habits Quiz at productiveflourishing.com Sign up for The Weekend List: Your perfect Friday pick-me-up: smart insights, fresh finds, and a dose of creative inspiration—delivered every week And come and say hello on Instagram or LinkedIn Grab my free Quarterly Retreat Planning Guide to Plan out Your Next 90 Days

Will the Huskers cover?

The Commanders drop to 2-2 on the season, losing 31-24 to the Falcons. Former Redskins receiver, Anthony Armstrong and Scott Jackson discuss what went down in Mercedes Benz Stadium on Sunday, and what needs to be done to get back in the win column. 1:14 Great Teams vs Average Teams 2:50 Washington's Script for Success 4:50 Don't be overly negative 6:08 Defense Talk 12:12 Need urgency from the offense 14:44 Physical kickoff play 18:16 Should Washington unleash Jacory Croskey-Merritt (Bill) roll? 20:50 Chargers Week 23:28 40-40 Tie 24:11 Should the NFL do away with ties? 25:43 Should MetLife Stadium go to natural grass? If you made it this far, YOU are a superhero, and I hope you have a great week! Brought to you by FanDuel and presented on the BLEAV Network Follow Scott @jacksonsports Follow Anthony @ratedarmstrong #RaiseHail Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Summary In this episode, Andy talks with Bree Groff, transformation consultant, speaker, and author of Today Was Fun: A Book About Work (Seriously). Bree challenges the idea that work must be draining to be valuable, offering a refreshing and practical vision for how leaders can help teams thrive, and even enjoy, their workdays. They explore how her upbringing shaped her perspective on work, why so many teams normalize burnout and busyness, and how leaders can model a healthier, more joyful approach. Bree introduces rituals, such as user manuals and daily check-ins, that foster trust and psychological safety, and she explains what it means to build “cozy teams” that perform through connection. You'll also hear her take on performative professionalism and how to lead without losing your humanity. If you're looking for ways to lead with more energy, authenticity, and yes, fun, this episode is for you! Sound Bites “Most work, most days, should be fun.” “Being busy is not the same as being brilliant.” “Cozy teams are teams that trust each other enough to tell the truth.” “We've confused being professional with looking professional.” “You can either be consumed by your calendar or create space to consume ideas.” “Even shoveling tough work can be joyful if you like your co-shovelers.” Chapters 00:00 Introduction 02:00 Start of Interview 02:03 Bree's Background and Family Influence 05:47 The Normalization of Burnout 10:54 Optimizing for Good Laughs with Good People 17:50 Performative Professionalism vs. Authenticity 26:26 Creating Fun and Cozy Work Environments 33:08 Building a Trusting and High-Performing Team 34:42 Practical Tools for Team Cohesion 35:15 The User Manual: A Quickstart Guide to Teamwork 37:01 Daily Check-ins: Enhancing Team Communication 38:28 The Fast Food Rule: Effective One-on-One Communication 40:38 Prioritizing Personal Well-being for Better Work 46:24 Milton Glaser: Finding Pleasure in Work 49:45 Applying Team Principles in Family Life 51:39 End of Interview 52:12 Andy Comments After the Interview 56:52 Outtakes Learn More You can learn more about Bree and her work at BreeGroff.com. For more learning on this topic, check out: Episode 458 with Elizabeth Lotardo, about finding joy in the job you have Episode 333 with Bob Nelson and Mario Tamayo, on how to make work more fun Episode 82 with Bill Catlette, about how contented teams deliver better results Pass the PMP Exam This Year If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader–that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Work Culture, Team Rituals, Burnout, Psychological Safety, Joy at Work, Authenticity, People Management, Communication, Employee Engagement, Project Management, Emotional Intelligence The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Fashion Corporate by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

Will the Huskers cover tomorrow?

Many church leaders think of their staff as family. But if they're family, can you fire them? Jon Gordon has coached hundreds of professional sports teams and companies and explains what it takes to make the tough calls, including firing people you see as family.  

Megan Rapinoe and Sue Bird are two of the greatest athletes of all time — Megan is an Olympic gold medalist and was named the best soccer player in the world by FIFA. Sue has won five of her own Olympic gold medals in basketball and four WNBA championships. Now that the couple have each retired from their legendary sports careers, they host a podcast together, a Touch More, and continue to play a major role in the meteoric rise of women's sports. They talk with Adam about how to make a team great and leadership lessons from sports. They also discuss their difficult decisions to retire, and how to know when it's time to let go and move on.FollowHost: Adam Grant (Instagram: @adamgrant | LinkedIn: @adammgrant | Website: adamgrant.net/) Guests: Megan Rapinoe (Instagram: @mrapinoe) Sue Bird (Instagram: @sbird10) Linksyoutube.com/@atouchmoreSubscribe to TED Instagram: @tedYouTube: @TEDTikTok: @tedtoksLinkedIn: @ted-conferencesWebsite: ted.comPodcasts: ted.com/podcastsFor the full text transcript, visit ted.com/podcasts/rethinking-with-adam-grant-transcripts Hosted on Acast. See acast.com/privacy for more information.