Podcasts about high performing teams

On this  re-release episode of the Live Greatly podcast, Kristel Bauer sits down with organizational psychologist, Stanford professor, bestselling author, and leadership expert Robert Sutton to discuss how leaders can reduce unnecessary workplace friction, build stronger teams, improve organizational culture, and create environments where people can thrive. Drawing from his book The Friction Project, Robert shares insights on identifying "bad friction," making work more effective, receiving feedback with greater resilience, building self-awareness as a leader, and why his famous "No Asshole Rule" continues to be so relevant in today's workplace. Whether you're leading a team, managing organizational change, or looking to improve workplace performance, this conversation offers actionable insights to help you become a more intentional and effective leader. Tune in now! Key Takeaways From This Episode What workplace friction is—and how to recognize it How great leaders remove unnecessary barriers to success Lessons from The Friction Project The leadership principles behind the "No Asshole Rule" How to build greater self-awareness as a leader Why receiving honest feedback is essential for growth ABOUT ROBERT SUTTON: Robert I. Sutton is an organizational psychologist and professor of Management Science and Engineering in the Stanford Engineering School. He has given keynote speeches to more than 200 groups in 20 countries, and served on numerous scholarly editorial boards. Sutton's work has been featured in the New York Times, BusinessWeek, The Atlantic, Financial Times, Wall Street Journal, Vanity Fair, and Washington Post. He is a frequent guest on various television and radio programs, and has written eight books including The Friction Project, and two edited volumes, including the bestsellers The No Asshole Rule; Good Boss, Bad Boss; and Scaling Up Excellence. About the book THE FRICTION PROJECT: How Smart Leaders Make the Right Things Easier and the Wrong Things Harder (St. Martin's Press; January 30, 2024), bestselling authors and Stanford professors Robert I. Sutton and Hayagreeva "Huggy" Rao present a decade's worth of research on what ought to be easy and what ought to be hard in organizations, and how to change things for the better. Based on their research, case studies, and hundreds of engagements with top companies, the authors reveal just how widespread this affliction is, and provide a roadmap for readers to take up the mantle and blaze a path out of the muck. Sutton and Rao tease out the most common and destructive forms of friction, and share proven tactics, tools, and practices that can help us avert these traps and move forward. Ultimately, THE FRICTION PROJECT makes the case for a new philosophy that empowers us to build positive, productive, and humane organizations that make life better for their people and those they serve. Website:  https://www.bobsutton.net/  Order the book, THE FRICTION PROJECT - How Smart Leaders Make the Right Things Easier and the Wrong Things Harder: https://www.bobsutton.net/book/the-friction-project/  Social Media Links: LinkedIn: https://www.linkedin.com/in/bobsutton1/  Twitter:  https://twitter.com/work_matters     About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the award-winning author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to "Live Greatly" while promoting leadership development and team building. Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel's work has been featured in Forbes and she has had multiple TV appearances including NBC News Daily, ABC News Live, FOX Weather, ABC 7 Chicago, WGN Daytime Chicago and more. Kristel lives in the Chicago, IL area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

What makes people feel safe enough to speak up, challenge ideas and admit mistakes at work?In this episode of the People Performance Podcast, Scott Morrison and Spencer Locker explore the concept of psychological safety and why it's become one of the most important ingredients of high-performing teams.Together, they discuss what psychological safety really means, how it influences innovation, collaboration and employee performance, and why trust is the foundation of creating an environment where people feel confident to contribute, learn and grow.They also explore how the T2 Trust Equation - credibility, reliability and rapport - helps leaders build stronger relationships and create cultures where people feel psychologically safe to perform at their best.To find out more about Psychological safety take a look at our Leading the Team workshop here: https://trans2performance.com/leading-the-team -----Follow The People Performance Podcast for leadership, culture, and high-performance insights:Instagram: @peopleperformancepodcastTikTok: @peopleperformancepod

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 Part Two of Clint's conversation with Colin Fisher, author of “The Collective Edge,” the discussion turns from why groups matter to how leaders can help them succeed. Colin explains why the smartest teams aren't necessarily the most successful, how healthy competition can both motivate and derail performance, why psychological safety and social sensitivity matter, and what leaders can do to build stronger, more collaborative organizations. The conversation also explores meetings, hybrid work, communication, and the surprisingly simple habits that make teams more effective over time.This is the second part of a two-part conversation.Topics Covered:When collaboration helps … and when it hurtsWhy talent alone doesn't create high-performing teamsThe surprising trait that predicts team successHow asking better questions improves collaborationSetting goals that people can actually rally aroundThe hidden dangers of unhealthy competitionWhat the Pig and Potato War teaches us about conflict and cooperationAvoiding the sunken cost fallacy in teams and organizationsWhy psychological safety starts with conversationsBuilding stronger teams in hybrid and remote environmentsThe importance of keeping successful teams togetherWhy information-sharing meetings are hurting organizationsPractical lessons leaders can apply to improve teamwork immediatelyLinks: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 

I talk with Ron Friedman, award-winning social psychologist and bestselling author of The Best Place to Work and Super Teams, about what high-performing teams actually do differently. We get into why great teams avoid unnecessary meetings, how teammates make each other better, why feedback usually fails, and how AI is changing collaboration, curiosity, communication, and accountability at work.

AI may be changing how fast companies move, but leaders still have to solve the hardest human challenges. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Simone Gudlick ist Vice President Marketing und CMO von Henkel Consumer Brands in Deutschland.Mit Olli & Martin spricht sie über Henkels größte Verwandlung: den Umbau ikonischer Traditionsmarken zu einer zukunftsfähigen, datengetriebenen und konsumentennahen Marketingorganisation.150 Jahre Henkel – und doch geht es in dieser Folge nicht um Nostalgie. Sondern um die Frage, wie ein Traditionsunternehmen lebendig bleibt, wenn es sich grundlegend verändert. Simone gibt Einblicke in den tiefgreifenden Umbau von Beauty, Laundry und Home Care zu einer gemeinsamen Consumer-Brands-Plattform: mit vollerem Fokus auf Marken wie Persil, Perwoll, WC Frisch, Schwarzkopf, Syoss und got2b – und mit Innovation, Nachhaltigkeit und Digitalisierung als Wachstumsmotoren.KEY TAKEAWAYS:Tradition bleibt stark, wenn sie nicht stehen bleibt.Der eigentliche Vorteil großer Marken liegt nicht in KI selbst, sondern in den Daten und Erkenntnissen über Konsument*innen, die sie über Jahrzehnte aufgebaut haben.Transformation gelingt durch klare Kommunikation, Kultur und Teams.LinkedIn:→ Simone Gudlick→ Olli Busch→ Martin Boeing-MessingKeywords: Henkel, Consumer Brands, Persil, Perwoll, WC Frisch, Schwarzkopf, Syoss, got2b, FMCG, Markenführung, Marketingtransformation, Datenstrategie, Echtzeit-Marketing, KI im Marketing, End-to-End-Digitalisierung, Consumer Insights, Digital Experience, DX, High-Performing Teams, Five Dysfunctions of a Team, Patrick Lencioni, Team Number One, Vulnerability-Based Trust, Peer-to-Peer Accountability, Customer Journey, Gen Z, Creator-Kollaborationen, Category Entry Points, Viewability, Adobe, Google, Microsoft Hosted on Acast. See acast.com/privacy for more information.

From the archive: This episode was originally recorded and published in 2022. Our interviews on Entrepreneurs On Fire are meant to be evergreen, and we do our best to confirm that all offers and URL's in these archive episodes are still relevant. Steffen Schebesta is the CEO North America at Sendinblue. He is passionate about business and technology and always open to new ideas, discussions and contacts. Top 3 Value Bombs 1. Success comes from the work you put in and the obstacles you overcome. 2. Hiring is essential, the heart of a company is its people. 3. People are everything, hire the best and focus on the right fit. Turn Every Email, SMS, Order, and Interaction into a Lifetime Customer - SendinBlue Sponsors HighLevel - The ultimate all-in-one platform for entrepreneurs, marketers, coaches, and agencies. Learn more at HighLevelFire.com. Nexus Install - Have a high-ticket offer? Nexus Install builds you a custom LinkedIn prospect booking system designed to generate more quality sales calls. Email JLD at John@EOFire.com to learn more.

In this podcast, Greg Voisen sits down with social psychologist and author Ron Friedman to crack the hidden code behind the world's most successful groups. Why do some teams ordinary on paper achieve extraordinary breakthroughs, while teams of superstars completely implode? It isn't luck, and it isn't chemistry—it is a science. Friedman pulls back the curtain on the counterintuitive secrets of Superteams: The Science and Secrets of High-Performing Teams, revealing the invisible forces that drive peak collaboration. If you think you know how to build a great team, prepare to have your assumptions completely overturned. Discover the surprising patterns that top-tier organizations use to out-innovate the competition, and learn why traditional leadership advice might actually be sabotaging your team's potential.

Your business will only grow as strong as the team behind it. One of the biggest mistakes entrepreneurs and business leaders make is hiring too early, too late, or for the wrong reasons. In this episode of Brave Bold Brilliant, Jeannette Linfoot shares the key principles behind building a high-performing team, recognising the right time to make your next hire, and creating a business that can scale without depending on you for everything. This exclusive insight is taken from Rise Academy, where Jeannette helps ambitious entrepreneurs and business leaders build profitable, sustainable businesses through practical leadership, strategy, and real-world experience. You'll discover: ●      When it's actually time to hire your next team member ●      The warning signs you're holding your business back ●      How to build a team that drives growth, not complexity ●      Leadership strategies for scaling with confidence ●      Common hiring mistakes every entrepreneur should avoid Whether you're a founder, CEO, small business owner, entrepreneur, startup leader or executive, these lessons will help you make smarter hiring decisions and build a stronger, more successful business.

Stell dir vor, du gehst einmal im Jahr ins Fitnessstudio. Acht Stunden am Stück. Danach wunderst du dich, dass du null fitter bist — aber dafür einen Muskelkater hast, dass du nicht laufen kannst. Klingt bescheuert? Genau so läuft Vertriebsteam trainieren in den meisten Unternehmen. Einmal im Jahr ein Seminar. Zwei Tage Vollgas. Danach passiert: nichts. Ich weiß das aus eigener Erfahrung. Ich geh auf ein Event, schreib zehn Seiten voll, leg den Block zuhause weg — und guck nie wieder rein. Nach zwei Wochen ist nämlich alles weg. Das ist nämlich kein persönliches Versagen. Schon 1885 hat Hermann Ebbinghaus die Vergessenskurve entdeckt: Ohne Wiederholung verschwindet Gelerntes innerhalb weniger Wochen. Völlig egal, wie gut der Trainer war. Gegen Biologie kommt kein Seminar an. Trotzdem buchen Vertriebsleiter Jahr für Jahr dieses Format. Und wundern sich, dass die Zahlen nicht besser werden. Dabei weiß die Forschung längst: Vertriebsteam trainieren funktioniert nämlich nur als Daily Practice — nicht als Jahresevent. Die besten Sales-Organisationen der Welt machen das seit Jahren. Nicht weil sie schlauer sind. Sondern weil sie gemerkt haben: Tägliches Üben schlägt jedes Seminar. Und zwar immer. Wie Elite-Teams ihr Vertriebsteam trainieren — und du es kopieren kannst. Seminare sind nicht falsch. Im Gegenteil: Sie sind wichtig. Da gehst du aus der Komfortzone, lernst neue Konzepte, wirst gefordert. Aber das Problem ist nicht das Seminar. Das Problem ist, was danach passiert: nämlich nichts. Und genau hier setzt die Sales-Routine der Top-Performer an. Die Lernforschung nennt das „Distributed Practice" — verteiltes Üben. Eine aktuelle Meta-Analyse mit 242 Studien und über 169.000 Teilnehmern zeigt: Verteiltes Üben gehört zu den effektivsten Lernmethoden überhaupt. Eine Studie von Mawson & Kang aus 2025 belegt eine Effektstärke von d = 0,54. Das ist übrigens signifikant. Und zwar nicht nur im Vertrieb — in jedem Feld, von Musik bis Medizin. Die Zahlen aus der Praxis sind noch klarer. Salesforce-Daten zeigen: High-Performing-Teams coachen 2,4-mal häufiger als der Durchschnitt. Außerdem hat CSO Insights ermittelt: Verkäufer mit wöchentlichem Team-Coaching schließen 27 % mehr Deals ab. Ab drei Stunden pro Monat steigt die Quotenerreichung messbar. Und das Entscheidende: Die Gewinnerteams coachen nicht einfach mehr Stunden. Sie coachen vor allem dieselbe Fähigkeit über Wochen — bis das Verhalten automatisch sitzt. Erst dann kommt das nächste Thema. Das ist echte Sales-Routine. Die Wissenschaft hinter der Daily Practice: Warum Wiederholung alles ist. Neurowissenschaftlich passiert bei täglichem Üben etwas Entscheidendes. Bei jeder Wiederholung bildet sich nämlich Myelin um die aktiven Nervenbahnen — eine Art Isolierschicht. Dadurch werden Signale schneller und präziser weitergeleitet. Die Universität Oxford hat das messbar nachgewiesen: Wiederholtes Üben verändert die Struktur deines Gehirns. Buchstäblich. Und genau so funktioniert Gewohnheitstraining im Vertrieb. Einwandbehandlung ist kein Intelligenztest. Discovery-Fragen sind keine Talentfrage. Preisgespräche brauchen keine zwanzig Jahre Erfahrung. Das sind Skills. Und Skills werden durch Wiederholung automatisiert. Wie Fahrradfahren. Wie Zähneputzen. Du denkst nicht drüber nach — du machst es einfach. Genau das passiert, wenn du anfängst, dein Vertriebsteam trainieren zur täglichen Routine zu machen. Gong Labs hat das praktisch bestätigt. Die Analyse Tausender Verkaufsgespräche zeigt nämlich: Die besten Reps sprechen den Preis 40 % später an als der Durchschnitt. Nicht weil sie charismatischer sind. Sondern weil sie diese Fähigkeit so oft geübt haben, dass sie automatisch abläuft. Sie können sich komplett auf den Kunden konzentrieren, während ihr Gehirn die Technik im Hintergrund abspult. Dein Daily-Practice-Plan: So trainierst du dein Vertriebsteam in 15 Minuten am Tag. Jetzt wird es konkret. Du brauchst genau drei Bausteine für dein Gewohnheitstraining. Baustein 1: Solo-Einheiten — 15 Minuten am Tag. Jeder im Team bekommt einen festen Wochenplan. Montag: Einwandbehandlung. Dienstag: Discovery-Fragen. Mittwoch: Elevator Pitch. Donnerstag: Abschlusstechniken. Freitag: Storytelling. Klingt nach nichts? 15 Minuten × 5 Tage × 50 Wochen ergeben über 60 Stunden Team-Coaching im Jahr — pro Person. Plus die gemeinsamen Sessions. Zusammen sind das knapp 80 Stunden. Mehr Training, als die meisten Vertriebsteams in fünf Jahren bekommen. Baustein 2: Team-Sessions — 30 Minuten im Weekly. Dein Vertriebsmeeting hat einen festen Trainingsblock. Kein „wenn noch Zeit ist". Das ist der wichtigste Teil. Konkret machst du: Kurze Rollenspiele in Zweierteams, fünf Minuten pro Durchgang, danach gegenseitiges Feedback. Oder Best-Practice-Runden: Wer hatte den geilsten Abschluss diese Woche? Wie hast du das gemacht? Oder Fuck-Up-Runden: Wo bist du voll vor die Wand gelaufen? Alle denken mit. Genau so entsteht echte Sales-Routine im Team. Baustein 3: KI als Sparringspartner. Deine KI ist rund um die Uhr verfügbar. Kein genervter Kollege, keine Terminabsprache. Du sagst morgens: „Spiel einen skeptischen CFO aus dem Maschinenbau, der ein günstigeres Konkurrenzangebot auf dem Tisch hat." Und dann übst du. Genauer gesagt: Tools wie Yoodli analysieren zusätzlich Sprachtempo, Füllwörter und Überzeugungskraft. Das ist kein generisches Rollenspiel. Das ist messerscharfes Team-Coaching auf deine Branche zugeschnitten. Der entscheidende Trick: Verslotten — oder warum die meisten scheitern. Hier stirbt jedes Gewohnheitstraining. Nicht am Konzept — an der Umsetzung. Daily Practice funktioniert nämlich nur, wenn sie ein fester Termin ist. Feste Slots im Kalender. Mit Reminder. Auch wenn es nur 15 Minuten sind. „Das mach ich irgendwann zwischendurch" — vergiss es. Das fällt als Erstes raus. Ich hab es nämlich selbst erlebt. Monatelang wollte ich täglich eine bestimmte Übung machen. Passiert ist: nichts. Es hat erst funktioniert, als ich mir feste Slots eingetragen habe. Mit Erinnerung auf dem Handy. Bing Bong — Pitch üben. Bing Bong — Discovery-Fragen. Was nicht im Kalender steht, findet nicht statt. So einfach ist das. Noch ein Tipp: Buddy-System. Gib jedem im Team einen Trainingspartner. Einmal am Tag kurzer Check: „Hast du deine 15 Minuten gemacht?" Zusammen trainieren verdoppelt die Verbindlichkeit — wie im Fitnessstudio. Du gehst einfach eher hin, wenn jemand auf dich wartet. Warum die meisten Vertriebsleiter es trotzdem nicht machen. Es gibt ein Paradox. Ein Zwei-Tages-Seminar fühlt sich nach richtigem Training an. 15 Minuten am Tag fühlen sich nach nichts an. Nach Spielerei. Entsprechend schwer ist es, das Budget dafür zu rechtfertigen. „Wir haben doch ein Seminar gemacht" klingt gut im Jahresbericht. „Wir üben jeden Tag 15 Minuten" — naja. Aber die Zahlen lügen nicht. CSO Insights zeigt: Hochwirksame Teams setzen 4,8-mal häufiger auf Reinforcement als auf Einmalseminare. 4,8-mal! Und die neuronale Bahnung braucht allerdings Zeit: einfache Skills zwei bis vier Wochen, komplexe Verhaltensmuster zwei bis sechs Monate. Wenn es aber einmal sitzt, sitzt es. Automatisch. Ohne Nachdenken. Und zwar für immer. Das ist übrigens kein Hexenwerk. Das ist Biologie. Wenn du anfängst, dein Vertriebsteam trainieren als Daily Practice zu denken — nicht als Event, sondern als Routine — dann verändert sich alles. Nicht über Nacht. Aber Stück für Stück. Woche für Woche. Und zwar automatisch.

Discover how great leaders build high-performing teams under pressure with leadership consultant, business psychologist, and acclaimed musician Charles Grimes. Drawing on lessons from world-class symphony orchestras, he shares practical insights on trust, collaboration, shared purpose, resilience, neurodiversity, and leadership without micromanagement. A must-watch for leaders, managers, entrepreneurs, and anyone building exceptional teams.Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).Beyond Confidence Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.Become a supporter of this podcast: https://www.spreaker.com/podcast/beyond-confidence--1885197/support.

Aubrey Masango sits down with Andisa Ramavhunga, founder of Value Creation Firm, to continue its conversation about building high-performing teams. They break down the shift from builder to scaler, and how leaders can build teams that run smoothly without them. You’re listening to The Aubrey Masango Show with Aubrey Masango, where real conversations meet expert insights – from politics, to life, personal finance, and more. Catch the show live on 702 weekdays from 8 pm to midnight, or on CapeTalk from 8 pm to 9 pm (South African time) Thanks for listening. Find mindset Change your Mindset: Agreement 18 of the 25 Agreements; Breathe in, Breathe Outore from the show and catch-up podcasts on Primedia+ and subscribe to the 702 newsletters for more. Keep the conversation going online: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/capetalkza/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Ron Friedman, PhD, is an award-winning psychologist who helps leaders build high-performing teams. He is the bestselling author of The Best Place to Work and Decoding Greatness. His new book, Superteams: The Science and Secrets of High-Performing Teams, reveals what the best teams do differently. Superteams reveals what the best teams do differently, based on the most comprehensive study of elite groups ever conducted. After surveying thousands of teams, award-winning social psychologist Ron Friedman found that the most successful teams aren't the ones that collaborate most, get along best, or put in the longest hours. What really sets them apart is the way they manage their energy and attention, bring out the best in one another, and keep improving over time. Ron joins Justin to dive deep into Superteams.

Most teams spend their lives trying to reach the top. Very few have to answer the question of what happens when they get there.The Penrith Panthers have won 4 consecutive NRL premierships. In an era designed for parity, they've achieved something almost unheard of in modern sport. Which raises a fascinating challenge.How do you keep people motivated when they've already achieved the goal?How do you maintain standards when success becomes normal? How do you avoid complacency when everyone around you is telling you how good you are?Dan Haesler, Mental Skills Coach for the Penrith Panthers, shares what it takes to sustain excellence after success.But this isn't really about rugby league. It's about leadership, culture, psychology, and human behaviour. Whether you're leading a team, running a business, building a career or pursuing your own goals, eventually you'll face the same challenge: how do you keep growing when you've already won?You can find Dan at his Website:https://danhaesler.com/Instagram: https://www.instagram.com/danhaesler/?hl=enLinkedin: https://www.linkedin.com/in/danhaesler/?originalSubdomain=auBuy a copy of Dan's book: https://www.actofleadership.com/ Use Code "PQPODCAST10" to get 10% off your Lumo Coffee order:https://lumocoffee.com/ Interested in sharing your story? Email Producer Shannon at support@performanceintelligence.com today with your story and contact details. Learn more about Andrew and Performance Intelligence: https://performanceintelligence.com/Find out more about Andrew's Keynotes : https://performanceintelligence.com/keynotes/Follow Andrew May: https://www.instagram.com/andrewmay/Watch the Performance Intelligence Podcast on Youtube: https://www.youtube.com/@performanceintelligencepodcastIf you enjoy the podcast, we would really appreciate you leaving a short review on Apple Podcasts, Spotify or Google Play. It takes less than 60 seconds and really helps us build our audience and continue to provide high quality guests.

Welcome to the Charismatic Leader Podcast. In this episode, Brett McDermott sits down with Vaso Vardaki, leadership advisor with degrees in speech therapy, human communication, and business, who has spent two decades leading teams inside multinational companies. Vaso reveals why most leadership teams are silently failing—and the framework she uses to fix them.Together, Brett and Vaso explore the biggest communication trap leaders fall into: assumptions. They break down why “common sense” isn't common, how listening to what is said—and what is not said—changes everything, and why body language and emotional presence are critical to influence. Vaso shares practical strategies for building psychological safety, embracing discomfort as a path to growth, and motivating teams through purpose and autonomy rather than short‑term rewards. She also explains the three pillars of high‑performing teams—psychological safety, cognitive diversity, and motivation—and how leaders can cultivate them every day.This episode is packed with actionable insights for leaders who want to eliminate silent failures, foster trust, and build teams that thrive.Key Takeaways:Why assumptions are the biggest communication mistake leaders makeHow to listen for both spoken and unspoken messagesThe role of body language and emotional presence in influenceWhy discomfort signals growth—and how to build habits around itThe three pillars of high‑performing teams: psychological safety, cognitive diversity, and motivationHow to keep teams motivated through purpose, autonomy, and accountability

In this episode of Millions Were Made, Jessica Marx is joined by Brooke Dumas to continue their onboarding series with a practical, implementation-focused discussion.Following Part 1, this episode outlines the exact 90-day onboarding framework they use with six and seven, and even eight-figure companies to ensure new hires are set up for long-term success. Drawing from their experience working directly inside growing organizations, Jessica and Brooke explain how structured onboarding reduces employee turnover, improves performance, and supports scalable growth.They walk through what effective onboarding looks like across the first 30, 60, and 90 days—emphasizing the importance of clear expectations, documented systems, and a gradual transition from training to execution.In this episode, they covered:Why onboarding should be structured before hiring beginsThe role of SOPs and documentation in employee successWhat to prioritize in the first 30 days of onboardingTransitioning from training to execution in a sustainable wayEstablishing clear communication expectations between founders and team membersThe importance of standardizing processes across roles and departmentsHow explaining the “why” improves employee decision-making and ownershipAligning onboarding systems with your leadership styleIf you are currently hiring or planning to expand your team, implementing a structured onboarding system is essential.So what are you waiting for? Tune in now—and don't forget to listen to Part 1 so you don't miss the full framework.Mini-timeline01:04–02:47 — Brooke's role as a fractional COO and onboarding specialist02:48–05:21 — Common hiring and onboarding challenges in scaling businesses05:22–07:18 — Where to begin when building an onboarding framework07:19–09:20 — The importance of prioritizing learning in the first 30 days09:21–11:10 — Risks of unstructured or “sink-or-swim” onboarding approaches11:11–12:51 — Standardizing processes to maintain consistent client experience12:52–14:11 — Building effective SOPs and internal documentation14:12–15:23 — Structuring the first 30 days with clear daily and weekly guidance15:24–16:52 — Aligning onboarding with business goals and direction16:53–18:57 — Setting communication expectations and reporting cadence18:58–20:29 — Teaching employees to think strategically through context and reasoning20:30–22:36 — Adapting onboarding to your leadership style22:37–24:11 — Balancing accessibility with autonomy24:12–26:56 — Overview of the 90-day onboarding framework and tools26:57–End — Additional resources and implementation supportResources90-Day Onboarding Framework (template and checklist: https://astounding-founder-8808.kit.com/products/onboarding-blueprint Follow @millionsweremade on Instagram for frameworks + strategy tipsConnect with Jessica:Instagram: @millionsweremade | @thejessicamarxWork with Jessica: Tailored Premier Website: Millions Were Made

Aubrey Masango hosts Andisa Ramavhunga, founder of Value Creation Firm, to discuss how to build a self-running, high-performance team by stepping back from day-to-day tasks, stopping micromanaging, and focusing purely on team chemistry and systems. Tags: 702, Aubrey Masango show, Aubrey Masango, Bra Aubrey, Entrepreneurship Feature, Andisa Ramavhunga, High-performance team, Micromanaging The Aubrey Masango Show is presented by late night radio broadcaster Aubrey Masango. Aubrey hosts in-depth interviews on controversial political issues and chats to experts offering life advice and guidance in areas of psychology, personal finance and more. All Aubrey’s interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from The Aubrey Masango Show. Listen live on weekdays between 20:00 and 24:00 (SA Time) to The Aubrey Masango Show broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk between 20:00 and 21:00 (SA Time) https://buff.ly/NnFM3Nk Find out more about the show here https://buff.ly/lzyKCv0 and get all the catch-up podcasts https://buff.ly/rT6znsn Subscribe to the 702 and CapeTalk Daily and Weekly Newsletters https://buff.ly/v5mfet Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

A law firm's culture is not built by slogans on the wall. It is built by the standards people live every day. Scott Pioli built championship teams around three deceptively simple rules: be on time, pay attention, and work hard. In Part 2 of this conversation, Steve Riley and Scott unpack why those rules matter more than any mission statement, and why living them consistently is harder than it sounds. Drawing on decades inside elite NFL organizations, Scott shows how small behaviors reveal the real culture of a team long before the pressure is on. Along the way, he shares lessons from Bill Belichick, Bill Parcells, Al Davis, Tom Brady, and others who shaped how he thinks about performance, accountability, and leadership. For law firm owners and attorneys, this episode is a reminder that great teams are not built by talent alone. They are built through standards, role clarity, coachability, and the daily discipline to do the work the right way. Get this one right, and everything else gets easier. ___________ In this episode, you will hear: Scott Pioli's three simple rules for building high-performing teams Why being on time communicates reliability, respect, and readiness How paying attention changes the way leaders listen, coach, and make decisions Why the work lawyers do when no one is watching defines the culture of the whole firm How "do your job" reduces friction and strengthens team performance Why role clarity, coachability, and humility matter in elite cultures ___________ Subscribe & Review Never miss an episode. Subscribe on Apple Podcasts, Spotify, or YouTube. ⭐Like what you hear? A quick review helps more people find the show.⭐ If there's a topic you would like us to cover on an upcoming episode, please email us at steve.riley@atticusadvantage.com. ___________ Supporting Resources: Scott Pioli https://www.nfl.com/author/scott-pioli Part 1: Why Work Ethic Isn't Enough with Scott Pioli  https://atticusadvantage.com/podcast/why-work-ethic-isnt-enough-scott-pioli-part-1 NFL Films Presents: Remembering a Special Championship https://www.youtube.com/watch?v=K-SF6N8TzNA NFL Do Your Job https://www.youtube.com/watch?v=MeNYQaS3rZI Matthew Spencer https://www.meyer-spencer.com Schedule a Free Discovery Call with Atticus https://atticusadvantage.com/schedule Atticus Newsletter https://atticusadvantage.com/newsletter-signup ___________ Curious about growing your own practice without burning out? Contact Atticus to see whether our law firm coaching can help you strengthen attorney success, refine your law firm business strategy, and build a practice that actually supports your life. This podcast for lawyers is part of our broader legal podcast library, offering practical insights on how to grow a law firm through stronger law firm leadership, law firm pricing and management, smarter marketing, intentional hiring, efficient operations, healthy law firm culture, and sustainable profitability, all while addressing law firm burnout and the realities of modern practice. You can also sign up for our newsletter to get practical insights on how to grow a law firm: from law firm leadership and management to marketing, hiring, operations, culture, and profitability, so you can build a Great Practice and a Great Life.

Psychology of High-Performing TeamsThe most critical psychological factor in team performance is psychological safety. This concept describes a shared belief held by members of a team that the group is a safe place for interpersonal risk-taking. In environments with high psychological safety, team members feel confident that they will not be embarrassed, rejected, or punished for speaking up with ideas, questions, concerns, or mistakes.When a team lacks this foundation, members enter a state of self-protection. This cognitive load diverts energy away from problem-solving and toward managing one's own reputation. Google's extensive “Project Aristotle” study confirmed this, finding that psychological safety was the single most important factor in determining a team's success, outweighing the individual intelligence or experience levels of the members.How to connect with AgileDad:- [website] ⁠⁠⁠⁠https://www.agiledad.com/⁠⁠⁠⁠- [instagram] ⁠⁠⁠⁠https://www.instagram.com/agile_coach/⁠⁠⁠⁠- [facebook] ⁠⁠⁠⁠https://www.facebook.com/RealAgileDad/⁠⁠⁠⁠- [Linkedin] ⁠⁠⁠⁠https://www.linkedin.com/in/leehenson/

The Learning Leader Show with Ryan Hawk www.LearningLeader.com New Book - The Price of Becoming www.LearningLeader.com/Becoming Ron Friedman is a psychologist and researcher who has spent his career studying what separates great teams from average ones. His research, which has surveyed thousands of professionals across dozens of industries, became the second most-read article in Harvard Business Review history. He is the author of three books, including his latest, Superteams: The Science and Secrets of High-Performing Teams. 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. Key Learnings Ron's dad threw himself into impossible challenges and taught his family the dignity of hard work. A physician in Israel, he didn't want his son in the army, so he picked up the phone and started dialing hospitals in New York City until he landed a job at NYU. He pulled his family out of a country he knew, didn't speak the language fluently, and succeeded anyway. Ron dedicated Super Teams to him. He recently passed away. Only 8% of teams qualify as super teams. Ron's team polled thousands of workers and asked two questions: How effective is your team at meeting its goals? And how does it compare to others in your industry? Super teams hit the perfect score. The only office amenity that statistically drives performance: quiet space for focused work. Not the gym. Not the ping-pong table. Most offices are an attentional war zone. That's why people prefer working from home. How a team works matters more than where a team works. Remote, hybrid, in-office. The data shows none of those predict performance. Intention does. Don't make meetings the default. Make them the last resort. Super teams are 50% better at avoiding unnecessary meetings and 54% less likely to schedule recurring ones. Recurring meetings are insidious. Once they're on the calendar, removing one feels like breaking up with someone. So they just live there forever. Ron's rule: no decision, no meeting. Have a question? Pick up the phone. Have an update? Record a video or send an email. Don't pull people away from their work. The average worker loses 18 hours a week to meetings. And another 11 hours to messages. That's three-quarters of the week gone before they've achieved a single task. Meeting-free days cut stress in half and increase productivity by 71%. People go home feeling satisfied because they were able to actually do the work. Three pillars of super teams: They get more done by managing time, energy, and attention. They don't just collaborate. They actively make each other better. They're never satisfied. They're constantly building skills and improving. Recovery isn't passive. Scrolling Instagram or binging Netflix helps you wind down, but it doesn't restore your energy. Mastery experiences do. Learn a new song. Try pickleball. Cook a new recipe. When leaders recover, their teams perform better. A well-rested leader shows up in a positive mood. That mood lifts the team. Investing in your own recovery isn't selfish. It moves your team forward. The best leaders support their people's side hustles. Not because they assign them, but because their people feel they have permission to grow outside the job. That's a signal you care about the person, not just the output. Three factors predict trust in a leader: competence, caring, consistency. Any one of them breaks down and trust breaks down. "How was your weekend?" is lame. Be specific. Ask about the kid's soccer game by name. Specificity proves you actually thought about the person. People need to be appreciated for who they are, not just what they do. That's how they feel cared for. The top three characteristics of toxic teammates: unreliable, bad attitude, and arrogant. The top three characteristics of the best teammates: knowledgeable, dependable, and a good communicator. Notice what's not on the list. Funny. Good listener. Caring. Those are nice-to-haves. They don't move the team forward. The best teammates make excellence the norm. On super teams, 94% say their teammates motivate them to do their best work. On super teams, 82% say they feel worse about letting down their teammates than their manager. When people know their teammates are counting on them, they work harder. Constant togetherness is not collaboration. The Succession writers' room cycled between solo writing and group critique. Real collaboration protects focus time first. Brainwriting beats brainstorming. Have people generate ideas alone first, then bring them to the room. You get higher quantity and higher quality ideas. 97% of feedback fails to lift performance. Over a third actively makes it worse. What does the 3% do differently? Focus on one thing at a time. Future-oriented, not past-oriented. Top performers want to know what they did wrong. Confidence allows them to absorb criticism and correct it. Most people aren't there. Gauge the feedback to the person. Great football coaches give feedback differently to the quarterback than the lineman. Know your people. Adjust your approach. Comedians get better at the Comedy Cellar because of what happens next door. Seinfeld, Chappelle, and Schumer gather at the Lemon Tree Cafe after sets to critique each other. Ryan calls it the "see it, say it" mentality, an ethos his teammate Geron Stokes brings every day. Great compliment, say it. Falling short of the standard, say it. The best teammates care enough to tell you how you can improve. Ron's champagne moment a year from now: his 19-year-old daughter landing a finance internship she earned on her own. Reflection Questions What's your recurring meeting that should be a breakup conversation? When was the last time you asked a teammate something specific about their life, by name? Or are you defaulting to "how was your weekend?" What's your version of the Comedy Cellar's Lemon Tree Cafe? Who do you go to for the candid feedback that makes you better? More Learning #422: Ron Friedman - How to Reverse Engineer Excellence #535: Geron Stokes - Maximizing People #647: Tim Ferriss - Effectiveness Over Efficiency Podcast Chapters 00:00 The Price of Becoming - Pre-Order Now! 01:09 Meet Ron Friedman 02:41 Ron's Dad and the Dignity of Hard Work 03:47 Two Workplaces, Two Cultures, One Lesson 06:01 The Super Teams Methodology 07:13 The Only Office Amenity That Drives Performance 08:50 How a Team Works Matters More Than Where 13:06 The Three Pillars of Super Teams 16:11 Meeting Guidelines That Actually Work 18:42 The Power of Meeting-Free Days 22:23 Why Guidelines Beat Rules 23:40 Side Hustles, Recovery, and the Goldman Sachs CEO Who DJs 28:53 The Three Factors of Trust: Competence, Caring, Consistency 30:13 Why "How Was Your Weekend?" Is Lame 31:02 Get Specific or Don't Bother 31:22 The Manager Who Asked About Miranda by Name 32:08 The Spreadsheet for Remembering People 33:09 What Makes a Toxic Teammate 35:05 Chevy Chase and the Cost of Burning Bridges 35:52 The Best vs. Worst Teammate Traits 37:08 How Tom Brady Lifted an Entire Organization 38:06 Why Super Teams Hold Each Other Accountable 39:39 Inside the Succession Writers' Room 40:46 Brainwriting Beats Brainstorming 41:41 The Candid Feedback Culture That Drives Improvement 43:06 Painting in Red: The Power

Superteams: The Science and Secrets of High-Performing Teams by Ron Friedman https://www.amazon.com/exec/obidos/ASIN/198218633X https://Superteamsquiz.com/superteams-masterclass Ronfriedmanphd.com The ultimate playbook for building high-performing teams, packed with counterintuitive insights, surprising science, and real-world lessons from the most comprehensive study of elite groups ever conducted. What do the best teams do differently? To find out, award-winning social psychologist Ron Friedman surveyed thousands of teams and pinpointed the precise habits that separate the best from the rest. The results upend everything we think we know about teamwork. It turns out that the most successful teams aren’t the ones that collaborate most, get along best, or put in the longest hours. What really sets them apart is the way they manage their energy and attention, bring out the best in one another, and keep improving over time. Blending eye-opening discoveries with unforgettable stories, Superteams takes you inside the writers’ room of Succession and Bridgerton, the recording studio of ABBA and Fleetwood Mac, the kitchens of Michelin-starred restaurants, the laboratories of Nobel Prize–winning scientists, the locker rooms of NBA and NFL teams, and the boardrooms of the world’s most innovative companies. You will learn: -A simple rule that instantly cuts meeting time in half -How the best teams make focus easier, not harder -The one question that makes team decisions up to 30% smarter -The only office perk that improves performance (spoiler: it’s not coffee) -How personal productivity hacks make teamwork harder -Why feeling like the smartest person in the room is a red flag -Why top performers care more about disappointing their peers than their boss -How the best teams avoid burnout without working fewer hours -The science of truly restorative breaks, evenings, and vacations -How to build a team that keeps getting better (even when you’re not in charge) Smart, insightful, and relentlessly practical, this is your science-backed guide to turning your team into a Superteam. About the author Ron Friedman, PhD, is an award-winning psychologist who helps leaders build high-performing teams. He is the bestselling author of The Best Place to Work and Decoding Greatness, and the founder of Superteams, Inc., where he delivers keynotes, workshops, and executive advisory to senior leaders around the world. An expert on human motivation, Friedman has served on the faculties of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges. He contributes regularly to Harvard Business Review, and his work has been featured in The New York Times, Financial Times, Bloomberg, NPR, CBS, FOX, NBC, Fast Company, The Washington Post, Forbes, and Inc.

The ultimate playbook for building high-performing teams, packed with counterintuitive insights, surprising science, and real-world lessons from the most comprehensive study of elite groups ever conducted.What do the best teams do differently?To find out, award-winning social psychologist Ron Friedman surveyed thousands of teams and pinpointed the precise habits that separate the best from the rest. The results upend everything we think we know about teamwork. It turns out that the most successful teams aren't the ones that collaborate most, get along best, or put in the longest hours. What really sets them apart is the way they manage their energy and attention, bring out the best in one another, and keep improving over time.Blending eye-opening discoveries with unforgettable stories, Superteams takes you inside the writers' room of Succession and Bridgerton, the recording studio of ABBA and Fleetwood Mac, the kitchens of Michelin-starred restaurants, the laboratories of Nobel Prize-winning scientists, the locker rooms of NBA and NFL teams, and the boardrooms of the world's most innovative companies.Become a supporter of this podcast: https://www.spreaker.com/podcast/arroe-collins-like-it-s-live--4113802/support.

The ultimate playbook for building high-performing teams, packed with counterintuitive insights, surprising science, and real-world lessons from the most comprehensive study of elite groups ever conducted.What do the best teams do differently?To find out, award-winning social psychologist Ron Friedman surveyed thousands of teams and pinpointed the precise habits that separate the best from the rest. The results upend everything we think we know about teamwork. It turns out that the most successful teams aren't the ones that collaborate most, get along best, or put in the longest hours. What really sets them apart is the way they manage their energy and attention, bring out the best in one another, and keep improving over time.Blending eye-opening discoveries with unforgettable stories, Superteams takes you inside the writers' room of Succession and Bridgerton, the recording studio of ABBA and Fleetwood Mac, the kitchens of Michelin-starred restaurants, the laboratories of Nobel Prize-winning scientists, the locker rooms of NBA and NFL teams, and the boardrooms of the world's most innovative companies.Become a supporter of this podcast: https://www.spreaker.com/podcast/arroe-collins-unplugged-totally-uncut--994165/support.

We'd love to hear from you. Send us fan mail!Most team dysfunction doesn't start with a bad employee. It starts with a missing foundation. In this episode, executive coach Bernadette Boas lays out the five characteristics of a high-performing team and explains exactly why the absence of even one will unravel everything else.If you have a team member who ignores direction, meetings that go nowhere, team members who won't give you feedback, or people who agree to your face and do nothing afterward, this conversation will arm you with strategies to change that. Bernadette draws on firsthand observations from dozen of businesses and her work with senior corporate leaders to show what high-performing teams actually look like and to give you a clear, step-by-step process for building one.This is not a feel-good leadership episode. It is a working framework you can start applying this week.What You Will Learn -•       How to create an environment where your team can have honest, productive conflict without it becoming personal•       Why chasing 100% agreement is the wrong goal•       What accountability truly means (and why reframing it as 'reminding' changes everything)•       How to involve your team in defining the culture they're being asked to live in•       The five-step process for moving from a fragmented team to a high-performing one Subscribe - If this episode gave you something to work with, subscribe to Shedding the Corporate B!tch on YouTube at @ShedtheCorpBitchTV. New episodes every week for executives, HR leaders, and corporate professionals who are done settling for the team they have and ready to build the one they need.Support the show

What if the secret to a high-performing team isn't found in a pep talk or a personality test but in the cold, hard data of behavioral science? Today we are joined by Dr. Ron Friedman, an award-winning psychologist and author of the new book Superteams. We dive into the science-backed strategies that transform a group of individuals into a cohesive powerhouse, challenging the myths of traditional management along the way. What You'll Learn in This Episode Why confusing collaboration with constant togetherness is driving your team toward burnout - The specific calendar strategies super teams use to play offense and protect deep work time - How to implement a simple rule for meeting guidelines that ensures you only meet when a decision is required - The shocking data behind why most feedback fails to improve performance and how to pivot to a future-focused approach - Why the reasons your team chooses to work on vacation matter more than the act of working itself Episode Chapters (00:00) Intro (00:39) Welcome Ron Friedman (01:09) The Hidden Costs of Constant Communication (02:21) How Super Teams Were Studied and Defined (03:40) Calendar Offense and Focus Amplification (05:19) Creating Better Team Meeting Guidelines (08:09) Establishing Specific Modes of Communication (10:21) The Truth About Remote and Hybrid Teams (13:07) Creative Lessons From ABBA and Broadway (15:48) The Sunday Night Litmus Test (19:19) Why Most Feedback Fails and How to Fix It (24:27) Modeling Culture and Vacation Realities (27:02) A Brand That Makes Ron Smile (28:13) Where to Learn More and Show Wrap Up About Ron Friedman Dr. Ron Friedman is an award-winning psychologist and the founder of Ignite80, a learning and development company that teaches leaders science-based strategies for building high-performing teams. His extensive research into human behavior and organizational success has been featured on major platforms, including NPR, Bloomberg, The New York Times, and Harvard Business Review. He is the author of The Best Place to Work, Decoding Greatness, and his latest book, SuperTeams: The Science and Secrets of High-Performing Teams, which delivers a data-driven playbook on how the world's most effective teams manage their time, energy, and attention. What Brand Has Made Ron Smile Recently? Ron shared his enthusiasm for Hyperice, a high-performance wellness and recovery brand specializing in advanced massage and compression technology. After experiencing their vibrating rollers at his gym, he tried their innovative, inflatable compression pants designed to relieve leg tension and muscle soreness. As a fitness enthusiast, Ron is now an evangelist for the brand because the product completely eliminates post-workout soreness, making him ready to perform again the very next day. Resources & Links Connect with Ron on LinkedIn. Check out his new book Superteams. Learn more about Ron Friedman's research and access free tools on his website. Listen & Support the Show Watch or listen on Apple Podcasts, Spotify, YouTube, Amazon/Audible, TuneIn, and iHeart. Rate and review on Apple Podcasts and Spotify to help others find the show. Share this episode — email a friend or colleague this episode. Sign up for my free Story Strategies newsletter for branding and storytelling tips. On Brand is a part of the Marketing Podcast Network. Until next week, I'll see you on the Internet! Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the most powerful thing AI could do is make us more human? That's the question Dan Kasper is on a quest for.Dan's journey has taken him from special operations in the Navy working with the SEAL Teams, to leadership roles in Silicon Valley at companies like Airbnb and Wishlist, to founding Piloteer, an AI platform focused on human behavior delivering real-time performance intelligence that builds stronger leaders and teams.In our conversation, Dan shares his take on high performing teams, why trust is the most foundational leadership behavior, and how self-awareness is the starting point for lasting change and growth.

Eric Herrera is the go-to expert in the people part of running your business. As a small business owner, sales leader, and Sr. Kolbe consultant, Eric knows what it takes to maximize your performance and build a team that gets things done like clockwork. Because he's an expert in conation — the part of the mind that drives how you take action — he's the guy you call when you need to take your productivity and performance to the next level. Eric spends his time on the road, presenting and consulting with businesses of all shapes and sizes (several hundred to date) on identifying natural talent and boosting productivity. He's known for his high-energy presentations, webinars, and training sessions that keep people engaged and ready to take action. When he's not working, Eric is a SCUBA diving instructor and is a purple belt in jiu jitsu. He lives in Texas with his wife and daughter.  Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big! Connect with Eric Herrera:Website: Kolbe.com Instagram: https://www.instagram.com/ericherrera5392 LinkedIn: https://www.linkedin.com/in/ericherrera5392   *E - explicit language may be used in this podcast.

Most leaders spend years mastering team alignment, delegation, and strategic planning at work — then walk through the front door and operate their household on chaos, assumption, and invisible labor. Lisa Woodruff argues that household management is not housework — it is executive leadership, and most families are running without a strategy. And if you've ever felt like the work of running a home goes unrecognized — this episode names it, values it, and gives it the strategic weight it deserves.This episode gives leaders a framework for bringing their best leadership behaviors home — and explores why doing so makes them better at work.Transcripthttps://www.youtube.com/channel/UC2w8BMBq25cswE7mVRX1bDAhttps://organize365.com/podcast-landing-page/https://www.linkedin.com/in/lisawoodruff/http://instagram.com/organize365

Burnout in Canadian workplaces is reaching critical levels. As of early 2026, nearly 62% of workers report feeling burned out—up sharply from 47% in 2024—putting both retention and productivity at risk. At the same time, while 68% of employees say their workplace feels psychologically safe, nearly a quarter disagree, and 70% express concern about their overall psychological well-being on the job, according to Mental Health Research Canada. In this episode, we explore the hidden weight behind these numbers—the part of work that isn't captured in job descriptions or performance metrics. Because the hardest part of work isn't the work itself—it's the conversations people avoid, the assumptions they carry, and the cognitive and emotional strain that makes even simple tasks feel overwhelming. Joining us is Dr. Liane Davey, New York Times bestselling author of The Good Fight and You First, organizational psychologist, and co-founder of 3COze Inc. Known as “The Teamwork Doctor,” Liane works with leaders and teams across industries—from Amazon and Walmart to TD Bank and Sony PlayStation—helping them navigate what she calls “thoughtload”: the mental and emotional burden that often exhausts people more than the work itself. Together, we unpack how thoughtload contributes to burnout, why productive conflict is essential for healthy teams, and how leaders can balance accountability with empathy in an era of constant change. This conversation is a must-listen for anyone looking to build stronger, more resilient teams while protecting their well-being in today's demanding work environment. For more information: www.lianedavey.com LinkedIn @Liane Davey  Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Millions Were Made, Jessica Marx is joined by Brooke Dumas, the Fractional COO brand of Tailored Premier, to examine one of the most overlooked drivers of team performance: ONBOARDING.While many founders dedicate significant time and resources to hiring, far fewer implement a structured onboarding process that ensures new team members are set up for success. The result is often misalignment, underperformance, and early turnover—despite hiring highly qualified individuals.Jessica and Brooke introduce their proprietary 90-day onboarding framework, a system implemented across client organizations to reduce owner dependency, improve clarity, and accelerate employee performance. They emphasize that the first 90 days are not only a critical evaluation period for the employee, but also a reflection of the company's leadership, systems, and operational standards.Through real-world observations, they outline the common mistakes founders make—such as assuming experienced hires require minimal guidance—and explain why clearly documented processes, defined expectations, and consistent feedback are essential to building a high-performing team.This episode covers:Why onboarding is a key determinant of employee success and retentionThe risks of relying on assumptions rather than structured trainingHow lack of clarity leads to inefficiency and increased turnoverThe importance of defining and communicating company standardsWhy SOPs, checklists, and documentation are foundational to scalingHow to structure feedback and milestones within the first 90 daysThe long-term impact of a well-executed onboarding experienceThis episode serves as Part 1 of a two-part series designed to help founders implement a scalable and effective onboarding process that supports both team performance and business growth.Listen now and stay tuned for Part 2, where we will provide a detailed breakdown of the onboarding framework and how to implement it within your organization.Mini-timeline00:14–01:03 — Introduction to the 90-day onboarding framework01:04–02:15 — Why onboarding is critical to employee retention02:16–03:18 — The role of onboarding in shaping company culture03:19–04:53 — The risks of assuming new hires will “figure it out”04:54–06:30 — Common onboarding mistakes made by founders06:31–08:15 — Defining and communicating standards of excellence08:16–10:39 — The importance of SOPs, checklists, and structured plans10:40–11:31 — Hiring under pressure: build first or hire first?11:32–13:57 — The consequences of onboarding without infrastructure13:58–15:20 — The cost of early employee turnover15:21–17:52 — Case example: effective onboarding in practice17:53–19:30 — Building employee engagement and long-term commitment19:31–20:27 — Making informed decisions within the first 90 days20:28–22:42 — Preview of Part 2 and framework overviewResources90-Day Onboarding Framework (Download): https://astounding-founder-8808.kit.com/products/onboarding-blueprintFollow @millionsweremade on Instagram for frameworks + strategy tipsConnect with Jessica:Instagram: @millionsweremade | @thejessicamarxWork with Jessica: Tailored PremierWebsite: Millions Were Made

What does it take to lead, connect, and build trust with people who may think, communicate, or experience the world differently than you? In this re-released episode of the Live Greatly podcast, Kristel Bauer sits down with leadership expert, speaker, and author Stephanie Chung to explore the power of ally leadership and how leaders can create stronger, more connected, and higher-performing teams. Stephanie shares insights from her book Ally Leadership: How to Lead People Who Are Not Like You and discusses the importance of empathy, communication, inclusion, and self-awareness in today's workplace. The conversation also explores how embracing different perspectives can strengthen leadership effectiveness, workplace culture, innovation, and long-term success. Tune in to hear: What ally leadership really means in today's workplace How to build trust across different backgrounds and perspectives Leadership habits that help teams feel more connected and engaged The role empathy and communication play in high-performing teams How leaders can create environments where people thrive ABOUT STEPHANIE CHUNG  Stephanie is not just an #1 international best-selling author; she's a force of strategic innovation, a beacon of change, and a titan in the world of business growth and human capital management. With over 30 years of experience, Stephanie has cultivated a reputation for turning challenges into opportunities and transforming growing businesses into thriving hubs of success. As a pioneering woman of color in the aviation sector, Stephanie has ascended to top executive roles, influencing industry standards and driving impactful growth. Her tenure as Chief Growth Officer at Wheels Up and President at JetSuite is marked by innovative strategies that significantly expanded membership and redefined brand positioning. As an aviation trailblazer, Stephanie has 35 years of aviation experience, from a baggage handler to being the first African-American private aviation company president. Never meeting an expectation she didn't plan on surpassing, she led a private aviation sales team that beat their quota of almost $1B every year. Apart from her executive accomplishments, Stephanie is a highly sought-after keynote speaker and author whose work has been translated into 60 different languages. Her works, particularly in applying neuroscience to sales and leadership, offer groundbreaking and practical strategies for professional growth. Her engaging and practical insights have made her a top rated speaker for events and organizations in search of deeper, longer lasting, change. Stephanie's influence also extends to her board roles with organizations like the Make-A-Wish Foundation and the National Business Aviation Association, where her strategic insights have guided significant organizational transformations. At the heart of Stephanie Chung's extraordinary success is her unwavering belief in the strength of human connections, fueling a journey that inspires us all to be better, together.  Stephanie has received numerous accolades. She was named: Adweek's "Women Trailblazers", Robb Report's "23 Black Visionaries Who are Changing the Luxury World", WLTH's "Top Women in Travel & Hospitality", Savoy Magazine's' "America's Most Influential Black Executives, and D CEO Magazines "Top 500" She is listed on the Ebony Power 100, was a contributing columnist for Inc. and Black Enterprise Magazine, and has influence that transcends borders. She is a former contributor to Inc. Magazine and can be seen on ABC, NBC, CBS, and more. Her journey is a testament to the power of strategic thinking, resilience, and unwavering dedication to excellence.  Connect with Stephanie: Order Ally Leadership: How to Lead People Who Are Not Like You TikTok: @thestephaniechung Instagram: @thestephaniechung Linkedin: thestephaniechung YouTube: @Coachstephaniechung Facebook: TheStephanieChung Website: www.stephaniechung.com  About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to "Live Greatly" while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

We'd love to hear from you. Send us fan mail!Role clarity is the most underleveraged driver of leadership performance, and most organizations aren't building it. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas sits down with Jackson Lynch, founder of Talent Sherpa, to examine why talented people consistently underperform when the architecture around them is broken. Drawing on W. Edwards Deming's research that 94% of performance problems are systemic, not personal, Jackson makes a compelling case that organizations have been investing in the wrong place.The conversation moves from theory to practice quickly. Jackson breaks down what role architecture actually means: defining five to seven outcomes for any role so that everyone in the system, the incumbent, their manager, their peers upstream and downstream, knows exactly what winning looks like. Without that, accountability becomes blame, engagement flatlines, and even your highest-potential leaders are flying blind.For HR leaders, this episode reframes the function itself. Jackson challenges the compliance-first model that most human capital teams operate within and argues that the real job is to identify talent constraints before the strategy is executed, not after things go sideways. What You Will LearnWhy 94% of performance problems are architectural, not personal, and what that means for how you develop leadersHow to define the 5–7 outcomes that tell any role what winning looks likeWhy decision rights must be directly tied to accountability and what breaks when they aren'tThe difference between accountability (backward blame) and reliability (forward ownership) — and which one actually produces resultsHow to use a talent portfolio optimization model to put the right people in the highest-impact rolesWhy HR's shift from compliance partner to business constraint solver changes organizational performanceHow auditing your calendar reveals whether you are leading strategically or managing noiseEpisode Chapters [00:00 — Welcome & Why Leadership Architecture Matters More Than Talent02:00 — The Biggest Leadership Misconception: It's the System, Not the Person03:00 — What Role Architecture Actually Means — Outcomes, Decision Rights & Boundary Conditions05:00 — Role Clarity in Practice: Defining What Winning Looks Like07:00 — Reframing Accountability as Reliability — and Why It Changes Everything08:00 — The AI Fog Problem: Why Automating Unclear Roles Scales the Problem10:00 — The Real Cost of Not Defining Outcomes: Opportunity Loss13:00 — How to Drive Accountability Without Blame16:00 — Why Leaders Stay Stuck in Tasks: Dopamine, Busyness & the Arsonist Problem18:00 — The Talent Portfolio Optimization Model vs. Traditional Succession Planning21:00 — How to Sequence Talent Decisions for Maximum Business Impact23:00 — How HR and Business Leaders Should Partner on Talent Strategy29:00 — Moving Your Team From Busy to Impactful32:00 — Nobody Gets Overwhelmed Knowing What Winning Looks Like33:00 — Audit Your Calendar: The One Move That Changes Everything35:00 — Where to Find Jackson Lynch & Talent SherpaAbout the Guest Jackson Lynch is the founder of Talent Sherpa, where he works with CEOs and executive teams to build the role clarity, decision rights, and outcome-defined accountability structures that drive business performance. With 25 years in human capital — from the factory floor to senior leadership in public companies — Jackson brings an operator's perspective to the systemic gaps that most leadership development programs never address. He also publishes a weekly Substack followed by more than 6,000 human capital practitioners. Learn more at mytalentsherpa.com and connect with Jackson on LinkedIn at linkedin.com/in/jxnlynch.Related EpisodesYour Calendar is Lying: HERE  — how you need to become an attention manager vs. time managerYour Company is Not a Machine with Norman Wolfe PART 1 HERE — how leaders need to shift from managing tasks to leading the heart of the company; your people.How to Stop Managing the Machine with Norman Wolfe PART 2 HERE — the four concrete leadership skills that make the framework operational, and more importantly, why most leaders are missing all of themSubscribe If this conversation gave you something you can use, subscribe to Shedding the Corporate B!tch on YouTube, Apple Podcasts, or Access all of the full episode on Ball of Fire Coaching. Each episode is built for executives, HR leaders, and corporate professionals who want direct, no-nonsense insight on what it actually takes to lead at the highest levels. New episodes every week at ballofirecoaching.com/podcast.Support the show

In this epiosde, Holly Buckley, Chair of Healthcare at McGuireWoods LLP, share insights on hiring, leadership, energy and resilience, and evaluating long term potential.

In this epiosde, Holly Buckley, Chair of Healthcare at McGuireWoods LLP, share insights on hiring, leadership, energy and resilience, and evaluating long term potential.

In this episode of Great Practices, I'm joined by Edwin Choi, Founder of Jetfuel Agency, a marketing / growth company for 7-9 figure brands. Listen in as Edwin talks about the 4 pillars that make Jetfuel's culture so unique, how he zigged when others zagged (and how that worked for him) and his system of onboarding and training. Plus, you'll find out his perspective on giving feedback as well as the absolutely absurd question he asks his employees. Want to get in touch with Edwin? LinkedIn: https://www.linkedin.com/in/choiedwin/ Website: https://jetfuel.agency/

Iterative development systems are no longer optional—they are the backbone of modern software teams that need to move quickly without breaking everything. In the second half of the conversation, Thanos Diacakis moves beyond communication problems and into something deeper: the systems that enable teams to consistently deliver. About Thanos Diacakis With over 25 years in software development, Thanos Diacakis has worked across startups and companies like Uber and Included Health, where he scaled complex systems to millions of users. He now focuses on helping teams build faster, improve quality, and avoid the chaos that comes from outdated practices. Connect with Thanos on LinkedIn: https://www.linkedin.com/in/thanosd/ Why Iterative Development Systems Replace Traditional Pipelines Traditional development follows a sequence: Research → Product → Design → Engineering That model is breaking down. Thanos explains that these steps are now compressed into a single continuous loop.   Instead of handing work between teams, modern systems integrate them.

Why “trust takes time” is an incomplete leadership belief Time reveals patterns, it does not create trust The real foundation of trust: consistency in behavior and response How teams evaluate trust through patterns, not words Signs trust is breaking: hesitation, avoidance, filtered communication The impact of inconsistent leadership on team engagement and performance Common leadership gaps: uneven accountability, defensive reactions, shifting expectations Why predictability creates psychological safety The difference between being rigid and being reliable Practical reflection: Where am I being inconsistent without realizing it? How consistent leadership builds high-performing, trust-driven teams Connection to Think First: slowing down reactions to lead with intention Think First

In this special bonus episode, Scott McInnes and his colleague Sadhbh O'Flaherty are joined by Communications Consultant at Gallagher, Maddison Grigsby, to explore the latest insights from the 'State of the Sector' report on internal communications, focusing on the readiness gap, strategic alignment, and human-centric communication.  Maddison shares expert advice on improving manager effectiveness, change management, and leveraging AI for better engagement.    Key Takeaways:  The evolution of internal communication practices and the importance of continuous improvement.  The "Readiness Gap": understanding the misalignment between technological potential, leadership expectations, and employee experiences.  Six key risks impacting organisational readiness: audience burnout, budget constraints, line manager effectiveness, information overload, lack of inclusion of communicators in decision-making, and lack of clear direction.  The significance of strategy clarity, shared understanding, and alignment in achieving organizational goals.  The critical role of managers in communication effectiveness and how to empower them with practical tools and frameworks.  Importance of change management versus change communication, and how emotional responses influence organisational change success.  The impact of human-centric approaches, including tone of voice, narrative, and bite-sized content adapted for attention spans.  The persistent neglect of management communication tools and the opportunity for AI to streamline messaging, measurement, and feedback.  The cultural shift needed to support managers and improve communication effectiveness across organisations.    Chapters:  00:00  Celebrating 150 Episodes and Reflecting on Growth  01:23  Introduction to the State of the Sector Report and Key Stats  02:25  Focus on the Readiness Gap in Organizations  05:44  Understanding the Six Key Risks Contributing to the Readiness Gap  10:07  The Power of Strategy and Shared Understanding  11:00  Leadership's Role in Clarifying Vision and Strategy  12:29  The Importance of Repetition and Clarity in Communication  12:57  Addressing Change and Emotional Responses in the Workplace  15:01  The Significance of Empathy and Human Emotion in Change Management  15:56  Embracing Continuous Change as the New Norm  17:04  The Skill Set of Change Communications and Internal Comms  18:52  Psychology and Employee Resilience in a Volatile Environment  22:56  The Role of Tone of Voice and Storytelling in Engagement  36:26  The Impact of Human-Centric Communication and Simplicity  42:22 The Power of Storytelling and Narrative in Internal Comms  44:39 The Shift Toward Authentic and Human Tone of Voice  48:57 Leveraging AI for Simplified and Impactful Communication  49:17 Practical Tips for High-Performing Teams and Manager Effectiveness  50:41 The Importance of Listening and Feedback Loops  51:56 Closing Remarks and Resources for Better Internal Communication     Keywords:  internal communication, change management, employee engagement, leadership, AI in HR, communication strategy, organisational change, employee trust, storytelling, human-centric communication    Resources:  State of the Sector Report - https://ajg.com/employeeexperience/state-of-the-sector  Website link with more Information: inspiringchange.ie/stateofthesector    Connect with us:  LinkedIn  |  YouTube  |  Instagram    Connect with Maddison Grigsby:  LinkedIn  |  https://www.ajg.com/employeeexperience/  

Jeff Dudan's free digital copy of his book What if the reason you're burned out, overwhelmed, and can't seem to get ahead has nothing to do with your workload - and everything to do with your THOUGHT LOAD? In this episode, Jeff Dudan sits down with Dr. Liane Davey - organizational psychologist, New York Times bestselling author, and the Teamwork Doctor - to unpack the invisible forces draining your team's energy, destroying your focus, and quietly burning out your best people. Dr. Davey breaks down the difference between workload and thought load, why urgency addiction is making you less effective (not more), and the counterintuitive productivity secret she calls "Do More Nothing." She also shares a framework for pairing vulnerability with accountability to build unbreakable team trust, explains why AI is creating a new form of cognitive overload called "AI Brain Fry," and reveals why managing Gen Z feels like being Simon Cowell after a whole generation was raised by Paula Abdul. Whether you're leading a franchise team, a startup, or a Fortune 500 division, this conversation will fundamentally change how you think about focus, conflict, team size, and what it actually means to perform at your best.  Topics Covered: • What thought load is and why it's the hidden tax on your performance • How leaders unknowingly drain their team's energy through false urgency • Why small teams outperform large ones (and when they become cliques) • The danger of AI brain fry and agentic AI overload • How to use productive conflict to strengthen your team • The Paula Abdul generation and managing entitlement at work • Why the word 'priority' was never meant to be plural • Vulnerability + accountability: the formula for team trust • The 'Do More Nothing' technique for restoring creative energy • When to cut a team loose and let it run its course  Guest: Dr. Liane Davey Guest YouTube: https://www.youtube.com/channel/UCydxWxwPyFvPx8LIjYtFi2Q  Guest Website: https://lianedavey.com/  Guest Socials: https://www.linkedin.com/in/liane-davey-2574911  #TeamworkDoctor #LianeDavey #ThoughtLoad #LeadershipDevelopment #TeamBuilding #ProductivityTips #BurnoutRecovery #UnemployablePodcast #JeffDudan #AIBurnout Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Dudan's free digital copy of his book What if the reason you're burned out, overwhelmed, and can't seem to get ahead has nothing to do with your workload - and everything to do with your THOUGHT LOAD? In this episode, Jeff Dudan sits down with Dr. Liane Davey - organizational psychologist, New York Times bestselling author, and the Teamwork Doctor - to unpack the invisible forces draining your team's energy, destroying your focus, and quietly burning out your best people. Dr. Davey breaks down the difference between workload and thought load, why urgency addiction is making you less effective (not more), and the counterintuitive productivity secret she calls "Do More Nothing." She also shares a framework for pairing vulnerability with accountability to build unbreakable team trust, explains why AI is creating a new form of cognitive overload called "AI Brain Fry," and reveals why managing Gen Z feels like being Simon Cowell after a whole generation was raised by Paula Abdul. Whether you're leading a franchise team, a startup, or a Fortune 500 division, this conversation will fundamentally change how you think about focus, conflict, team size, and what it actually means to perform at your best.  Topics Covered: • What thought load is and why it's the hidden tax on your performance • How leaders unknowingly drain their team's energy through false urgency • Why small teams outperform large ones (and when they become cliques) • The danger of AI brain fry and agentic AI overload • How to use productive conflict to strengthen your team • The Paula Abdul generation and managing entitlement at work • Why the word 'priority' was never meant to be plural • Vulnerability + accountability: the formula for team trust • The 'Do More Nothing' technique for restoring creative energy • When to cut a team loose and let it run its course  Guest: Dr. Liane Davey Guest YouTube: https://www.youtube.com/channel/UCydxWxwPyFvPx8LIjYtFi2Q  Guest Website: https://lianedavey.com/  Guest Socials: https://www.linkedin.com/in/liane-davey-2574911  #TeamworkDoctor #LianeDavey #ThoughtLoad #LeadershipDevelopment #TeamBuilding #ProductivityTips #BurnoutRecovery #UnemployablePodcast #JeffDudan #AIBurnout Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jens Nielsen is a seasoned leader with 27 years of experience in IT and telecommunications who built and operates a real estate portfolio of over 2,700 units and $250 million in assets. After witnessing businesses stall because owners remained the bottleneck, Jens now helps owners step out of the day-to-day so their companies can scale. He focuses on creating clear roles and ownership, simple priorities and a weekly operating rhythm that drives accountability, while guiding owners to let go of control and empower their teams. His work has moved companies from reactive, owner-driven operations to structured execution with KPIs and accountable management teams.In this episode we explore how real estate agents can build high-performing teams and transform their business from a job into a scalable company. Jens shares actionable strategies for structuring operations, delegating responsibility and developing leaders so agents can run a business instead of being run by it.You Can Find Jens @:Website: https://jenswnielsen.com/

Sign up for Inventium’s AI Agent Bootcamp virtual or in-person. Your organisation hit its AI adoption target. Eighty percent of staff have a licence, onboarding is done, and the usage dashboard looks great. So why does the work feel the same, or worse? Hitting an adoption target and actually getting value from AI are two completely different things, and most organisations are confusing one for the other. The truth is that a team using AI badly can actually perform worse than one not using it at all. Buried in mediocre output, drowning in documents nobody reads, and no closer to a better result for their customers. In this How I AI episode, Neo and I dig into what actually separates high-performing AI-augmented teams from the average ones, and why so many organisations are measuring the wrong things. Neo and I cover: Why adoption metrics are almost always vanity metrics, and what to measure instead. The difference between AI literacy and AI leverage, and why teams need both but rarely get past the first. How poor AI training can actually make teams less productive. Why slotting AI into an existing process is only ever an interim step, and what it looks like to genuinely re-engineer workflows. The role of AI champions within functional teams, and why workflow architecture is a distinct and critical skill most people do not yet have. Connect with Neo Aplin on LinkedIn (https://www.linkedin.com/in/neoaplin/) and via inventium.ai (https://inventium.ai), where he leads Inventium's AI training and upskilling work with organisations and teams. My latest book The Health Habit is out now. You can order a copy here: https://www.amantha.com/the-health-habit/ Connect with me on the socials: Linkedin (https://www.linkedin.com/in/amanthaimber) Instagram (https://www.instagram.com/amanthai) If you are looking for more tips to improve the way you work and live, I write a weekly newsletter where I share practical and simple to apply tips to improve your life. You can sign up for that at https://amantha-imber.ck.page/subscribe Visit https://www.amantha.com/podcast for full show notes from all episodes. Get in touch at amantha@inventium.com.au Credits: Host: Amantha Imber Sound Engineer: Martin ImberSee omnystudio.com/listener for privacy information.

"What if you train them and they leave?" It's the fear that quietly keeps most healthcare leaders from investing in their people. Matt Staub — CEO of Your Health — wants you to sit with the question his mentor once asked in return: What if you don't train them, and they stay? In this episode, Matt joins Jamie Preston for a conversation about why workforce education isn't a perk at Your Health — it's the culture. From nationally accredited apprenticeships, to a training pipeline built out of a licensing crisis, to the real people behind the success stories, this is a blueprint for leaders who want to grow something that lasts. Key topics covered: The lumberjack story: why sharpening your axe beats swinging harder every time How a shortage of licensed administrators became the catalyst for Your Health's training engine The shift from "education happens on your own time" to "this is how we behave" Real success stories — Olivia, Kristin, Taylor, McKinsey, Rebecca — and what they share Matt's three challenges for anyone ready to grow: show up, find your who, take your shot If you've ever wondered whether developing your people is worth the cost, this episode will change the math. Press play — then look around, and ask yourself who's looking at you.

A small percentage of teams perform exceptionally well and have fun while doing it. And the secret to their success isn't innate talent. It's the way they work together. Ron Friedman, psychologist and the founder of Superteams, Inc., has studied the data on these high-performing groups across industries and identified the key leadership behaviors that drive sustained outperformance--from asking questions people often avoid to creating continuous feedback loops. Friedman is the author of the HBR article "How to Build a Superteam That Keeps Getting Better," and the book Superteams: The Science and Secrets of High-Performing Teams.

Trust is one of the most fundamental elements of effective leadership—and yet, most organizations don't measure it properly. In this episode, I speak again with my good friend Alun Bedding about how we can move from talking about trust to actually quantifying and improving it. We explore why trust is essential for collaboration, leadership, and performance, and what happens when it's missing. We also dive into practical tools like the Leadership Trust Index, how to interpret trust as a lead measure, and how organizations can systematically improve trust over time. If you want to become a more effective leader and create real impact, this episode gives you both the mindset and the tools to do it.

Today's guest, Lisa Shumate, is the CEO and Founder of Maximum Q. She has built her consultancy on the foundational principle that authentic leadership is essential to driving change and innovation.    Lisa's media career spans notable leadership roles, including over 13 years as Associate Vice President and General Manager at Houston Public Media. She brings extensive experience from the television industry, with management roles at TEGNA and ABC/Disney.   She served on the PBS Board of Directors, where she provided strategic guidance for one of America's most trusted media institutions. And she most recently served as Chair of American Public Television's Board of Directors.   In this episode, we'll explore: The importance of managing your emotions as a leader The #1 factor for high-performing teams Using team charters to create ownership and empowerment How to create better working conditions and reduce reactive management Her current favorites: Book: How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion, or Job, Speaker: Martin Luther King, Jr., and Podcast: The Diary of a CEO by Stephen Bartlett More from Lisa Shumate Watch her big talk at SPEAK: Impact, "The Optimist Option." LinkedIn: https://www.linkedin.com/in/lisa-trapani-shumate-b1a62045/  Instagram: https://www.instagram.com/maxqleader/    More from Tricia  Join me LIVE for my Complimentary Monthly Workshop Explore my content and follow me on YouTube Follow me on Instagram  Connect with me on Facebook  Connect with me on LinkedIn  Visit my website at TriciaBrouk.com 

For a long time, I believed that being a strong leader meant being the one who could do it all. Execute quickly. Solve problems. Step in when needed. In this conversation, I sit down with Jim Brown, a consultant who has spent over 30 years working with boards and senior leadership teams to build healthier, higher-performing organizations. Jim shares his own leadership evolution from being the "go-to" leader who drove results, to realizing that his competence was actually limiting his team. We talk about what it really looks like to shift from being the doer to the leader who develops others and why that shift is essential if you want a team that performs without depending on you for everything. In this episode, we cover: Why high-performing leaders often become the bottleneck (without realizing it) The real reason leaders struggle to delegate What it means to move from "hero leader" to "supportive leader" Why avoiding hard conversations quietly erodes team culture How accountability and care work together not against each other Why asking better questions builds stronger, more capable teams The role of psychological safety in driving performance Jim also shares insights from his book, The Imperfect CEO, and why letting go of perfection and control is one of the most powerful things a leader can do. If you're leading a team and feeling the weight of being the one everyone depends on, this episode will challenge how you think about leadership and give you a clearer path forward. Here are the some great resources I wanted to share with you: Book a Free Clarity Call https://www.mollyasplin.com/subscribe molly@mollyasplin.com Follow Me on Instagram   Connect with Jim on LinkedIn  https://imperfectceobook.com/   Are you looking to improve performance and team effectiveness across your team? Book A Team Effectiveness Consult Here If this message resonated with you, I'd be so grateful if you'd leave a rating and review—it helps the show reach more high achievers who are ready to do life and work differently. And if you're listening today, take a screenshot of this episode & tag me on Instagram @molly.asplin so I can personally thank you and cheer you on!