Podcast appearances and mentions of sarah dalton

The senior doctor's union says a pay increase offered in negotiations with Health New Zealand doesn't seem to have changed. About 5,000 senior doctors have been striking today, after eight months of failed bargaining. Health Minister Simeon Brown is urging members to resume talks. Salaried Medical Specialists Association executive director, Sarah Dalton, says what's being offered won't attract or retain talent. "What would be really helpful would be for the Minister to think about what funds they make available to Te Whatu Ora to help them sort this out." LISTEN ABOVESee omnystudio.com/listener for privacy information.

On the Heather du Plessis-Allan Drive Full Show Podcast for Thursday, 1 May 2025, the Health Minister has called striking doctors back to negotiating table. Doctors union boss Sarah Dalton speaks to Heather. ACT leader David Seymour wants to cut a significant number of Ministries to save more money but he won't say which ones he would cut. The ComCom explains why it won't do a market study into the price of air travel in New Zealand. Plus, a groundbreaking new study has for the first time linked vaping with irreversible lung disease. Get the Heather du Plessis-Allan Drive Full Show Podcast every weekday evening on iHeartRadio, or wherever you get your podcasts. LISTEN ABOVESee omnystudio.com/listener for privacy information.

The Association of Salaried Medical Specialists says the pay offer from Health New Zealand would have amounted to a pay cut, when inflation is taken into consideration. Executive director Sarah Dalton spoke to Corin Dann.

Senior doctors will be walking off the job in May, looking for a 12 percent pay rise. The Association of Salaried Medical Specialists announced a 24-hour strike would take place starting on May 1. It could affect 4300 planned procedures or first specialist appointments - and up to 4300 radiology appointments. Association executive director Sarah Dalton says claims specialists make more than $300,000 dollars a year are wrong. "It's probably closer to $240,000 - which still sounds like a lot, right? But we have to think about what senior doctors actually do." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Half of the Government's $400m savings target has come out of Heath NZ in the form of contractors and consultant spending. The Association of Salaried Medical Specialists Executive director Sarah Dalton says isn't happy about the cuts. "This seems flagrant in terms of taking the short-term option, not looking a little bit further down the road," she said. LISTEN ABOVE. See omnystudio.com/listener for privacy information.

There are fears public health doctors are losing their ability to speak freely. They're being told they need permission before speaking out on regional issues which could impact public health. Health Minister Simeon Brown says he's fed up with them giving advice on things like fast-food. Association of Salaried Medical Specialists Executive Director Sarah Dalton told Francesca Rudkin Brown is overstepping. She says there are widespread concerns of attempts to silence doctors – to stop them speaking up on public health and patient safety issues. LISTEN ABOVE See omnystudio.com/listener for privacy information.

In this episode of The Brainy Business podcast, Melina Palmer is joined by Barry Conchie and Sarah Dalton, co-authors of The Five Talents that Really Matter. Barry and Sarah share their extensive research on leadership effectiveness, revealing the five key talents that drive extraordinary performance. Their work, based on studying over 58,000 executive leaders, aims to dispel the myths in leadership literature by focusing on traits that truly predict high performance. Barry and Sarah share the importance of talent assessment in the hiring process, emphasizing how innate talents are stable, resistant to change, and highly predictive of behavior. They discuss the challenges organizations face in selecting the right leaders and how their research can help reduce error rates in selection decisions. The conversation also highlights the significance of building diverse teams and moving beyond the concept of "cultural fit" to achieve high performance. In this episode: Discover the five talents that define exceptional leadership and how they impact organizational performance. Learn about the process of assessing talents and the importance of innate traits in predicting leadership success. Understand the pitfalls of relying on "chemistry" and "cultural fit" in hiring decisions. Explore the role of self-assessment and team dynamics in developing effective leadership. Gain insights into asking the right interview questions to identify high-performing candidates. Visit this episode's page for important links, top recommended books and episodes, and a full transcript. Looking to explore applications of behavioral economics further?  Learn With Us on our website. Subscribe to Melina's Newsletter Brainy Bites on LinkedIn Let's connect: Send Us a Message Melina on LinkedIn The Brainy Business on Youtube The Brainy Business on Instagram

Sarah Dalton is the co-author of “The Five Talents that Really Matter,” and in this episode, she breaks down the five core leadership talents: setting direction, harnessing energy, exerting pressure, increasing connectivity, and controlling traffic, explaining how they shape effective leadership. She emphasizes the importance of identifying rare, innate leadership qualities over relying on traditional resume markers. Sarah challenges common hiring biases, encourages structured selection processes, and advocates for building balanced teams through intentional talent optimization.       Key Takeaways [02:37] Sarah Dalton shares her background as a partner at Conchi Associates and discusses how her expertise in talent assessment and team development extends to mentoring children in their growth and self-awareness. [03:20] Sarah emphasizes her goal with The Five Talents that Really Matter—to prevent under qualified managers from being promoted by identifying rare and essential leadership talents. [04:54] She highlights common hiring biases, such as selecting candidates based on similarities to oneself, which often results in non-predictive decisions for future performance. [08:20] Sarah introduces the five core leadership talents: setting direction, harnessing energy, exerting pressure, increasing connectivity, and controlling traffic, emphasizing their diverse expressions in leadership styles. [10:07] She discusses the importance of balancing action orientation with reflective thinking, noting how successful leaders manage both qualities effectively. [14:20] Sarah explains the importance of structured selection assessments to avoid hiring decisions based on chemistry rather than true leadership potential. [16:11] About the book that includes specific interview questions designed to identify leadership potential and guidance on how to interpret responses effectively. [18:29] Sarah challenges the notion that a leader's greatest strength can also be a weakness, emphasizing that the absence of balancing talents is the real issue. [22:19] She describes how the five talents can be applied to team dynamics, advocating for leveraging individual strengths while acknowledging no team is perfectly balanced. [26:24] Sarah stresses the importance of a clearly defined decision-making process to prevent team conflict, especially when one member naturally plays a more deliberative role. [35:26] Her top leadership takeaway: build strong, positive relationships with team members and hold them to high standards by encouraging diverse perspectives and deeper thinking. [38:59] Closing quote: Remember, "Talent wins games, but teamwork and intelligence win championships." — Michael Jordan Quotable Quotes “Great leadership isn't about promoting those most like us—it's about identifying rare talents that drive superior performance.” “True talent isn't just found on a resume. It's the enduring qualities of thought and character that define long-term success.” “A leader's strength isn't their downfall—it's the absence of balancing qualities that creates blind spots.” “The most effective leaders know when to take decisive action and when to slow down and think critically.” “The best teams aren't perfectly balanced—they're optimized for the strengths they already possess.” “The quality of your leadership is reflected in how well you develop and empower those around you.” “Hiring decisions should be guided by talent assessments, not chemistry or personal bias.” “A strong leader builds relationships deep enough to understand what drives each individual's success.” “When facing decisions, ask yourself: Who have I talked to? What have I learned? Have I considered more than one option?” “Leadership isn't about being perfect—it's about holding yourself and others to a higher standard of thinking.” "Talent wins games, but teamwork and intelligence win championships." — Michael Jordan   This is the book mentioned in this episode   Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Sarah Dalton's LinkedIn | Sarah Dalton's Website | Sarah Dalton's Twitter |  

What if you could predict the success of leaders with precision in your organization? In our latest episode, we unlock the secrets behind effective leadership with our guests, Barry Conchie and Sarah Dalton, the brilliant minds behind "The Five Talents That Really Matter." Barry and Sarah bring a wealth of experience in leadership assessment, dissecting the critical elements that define exceptional leaders and how these talents—setting direction, driving motivation, influencing others, building connectivity, and managing execution—uniquely contribute to long-term success.Join us as we challenge the traditional approaches to leadership selection and development. We explore the flaws of popular tools like the Myers-Briggs and instead focus on the predictive power of data-driven assessments. Barry and Sarah highlight how evidence-based tools offer profound insights into a leader's potential, far beyond the superficial analysis of many widely used methods. We also dive into the pitfalls of conventional interview questions and spotlight the importance of crafting questions that truly predict performance, avoiding the common traps that many organizations fall into.Cultural fit versus cultural enhancement takes center stage in our discussion on the evolving workplace landscape. We examine the notion that unique perspectives and talents should triumph over mere likability in team dynamics. Our conversation extends to the importance of self-awareness and strategic thinking in leadership roles, highlighting the rarity of genuine strategic processing. Discover how to steer clear of the “fast cars without steering wheels” scenario in leadership, and why fair and unbiased assessment tools are crucial for identifying diverse talent. Whether you're looking to refine your leadership selection process or uncover robust leadership capabilities, this episode is packed with actionable insights and expert advice.What You'll Learn:• Discover the five critical talents for executive success.• Explore how structured interviews can provide a nuanced understanding of leadership capabilities beyond traditional methods.• Learn why cultural enhancement is crucial for a dynamic and inclusive workplace.• Understand the common pitfalls in leadership selection and how data-driven assessments can help identify truly effective leaders.Podcast Timestamps:(00:00) - Truly Predicting Leadership Success(08:15) - Predictive Validity of Leadership Assessment(17:22) - Leadership Talent Assessment(22:48) - Common Unhelpful Interview Questions(31:17) - Rethinking Cultural Fit in Leadership(35:50) - Leadership Development(48:38) - The Importance of Self-Awareness in LeadershipMore of Barry & Sarah:Sarah on LinkedIn:https://www.linkedin.com/in/sjdalton/ Barry on LinkedIn:https://www.linkedin.com/in/barryconchie/ Key Topics Discussed:Positive Leadership, Leadership Selection, Organizational Performance, Leadership Assessment, Cultural Fit, Myers-Briggs, Predicting Performance, Team Dynamics, Self-Awareness, Predicting Success, Critical Thinking, Empathy, Effective Leaders, Personality Assessments, CEO SuccessMore of Do Good to Lead Well:Website:https://craigdowden.com/LinkedIn:https://www.linkedin.com/in/craigdowden/

Welcome to the Sustainable Clinical Medicine Podcast! In Episode 108, host Dr. Sarah Smith is joined by Dr. Sarah Dalton, a pediatric emergency medicine specialist from Sydney, Australia. Together, they explore the challenges and innovations in creating sustainable career paths for clinicians within complex healthcare systems. Dr. Dalton shares her unique journey through medicine, likening herself to a 'platypus' with diverse interests that have led her to integrate pediatrics, acute care, and quality improvement. Listeners will gain insights into her work in clinical leadership, her focus on patient experience and quality improvement in emergency settings, and her role in implementing electronic medical records across New South Wales. Dr. Dalton also discusses balancing clinical and nonclinical roles, the significance of self-care, and the value of coaching for medical professionals. Join us as we delve into practical approaches and systemic solutions aimed at enhancing the sustainability of medical careers. Here are 3 key takeaways from this episode: Quality Improvement in Healthcare: Dalton emphasized the importance of quality improvement as a structured approach to solving healthcare system issues. By leveraging PDSA cycles, clinicians can effectively enhance patient experiences and streamline processes. System-Level Change and Leadership: Leading large-scale healthcare initiatives, such as implementing electronic medical records across hospitals, requires authentic engagement and a clear vision of benefits for clinicians and patients alike. Balancing Work and Wellness: Dalton shared her strategy for maintaining a sustainable work-life balance, highlighting the importance of setting boundaries and incorporating regular breaks to recharge. Dr. Sarah Dalton Bio: Dr Sarah Dalton has a clinical background as a Paediatric Emergency Physician, and a long history of medical leadership roles including previous President of the Paediatric and Child Health Division of the Royal Australasian College of Physicians. Sarah has worked in different clinical and managerial roles across NSW over the last 25 years, including several executive leadership roles within NSW Health. Sarah has completed a Fulbright Scholarship in Clinical Leadership and is an experienced executive coach and facilitator who primarily works with healthcare leaders. -------------- Would you like to view a transcript of this episode? Click here **** Charting Champions is a premiere, lifetime access Physician only program that is helping Physicians get home with today's work done. All the proven tools, support and community you need to create time for your life outside of medicine. Learn more at https://www.chartingcoach.ca **** Enjoying this podcast? Please share it with someone who would benefit. Also, don't forget to hit “follow” so you get all the new episodes as soon as they are released. **** Come hang out with me on Facebook or Instagram. Follow me @chartingcoach to get more practical tools to help you create sustainable clinical medicine in your life. **** Questions? Comments? Want to share how this podcast has helped you? Shoot me an email at admin@reachcareercoaching.ca. I would love to hear from you.

Large parts of Auckland Hospital were without water on Wednesday night, due to a leak in one of the hospital's wards. Association of Salaried Medical Specialists executive director Sarah Dalton spoke to Corin Dann.

Key Takeaways-Effective leadership requires aligning one's capabilities with the demands of the role. - Making better hiring decisions is crucial for organizational success. Companies often rely on superficial indicators like likability rather than assessing innate talents that predict performance. Understanding these talents can lead to better team dynamics and overall effectiveness.-Leaders must cultivate self-awareness regarding their strengths and weaknesses.-A common myth is that anyone can become a great leader through motivation and training. However, not everyone possesses the innate qualities necessary for effective leadership, and organizations should be mindful of this when promoting individuals.-Successful teams consist of individuals with complementary talents.BARRY CONCHIE is the founder and president of Conchie Associates. He is an expert in psycho- metric talent assessments, leadership research and development, team building, and succession planning. Barry consults with company boards, CEOs, and leadership teams of leading organizations across the globe. He researches leadership effectiveness and decision-making heuristics from his home outside Boulder, Colorado. SARAH DALTON is a partner at Conchie Associates. She is uniquely positioned to provide leaders and teams with the tools to evaluate their effectiveness and develop their leadership strengths. Sarah completed her master's degree in industrial and organizational psychology from Colorado State University. She is based in Denver, Colorado.They are the authors of THE FIVE TALENTS THAT REALLY MATTER: How Great Leaders Drive Extraordinary Performance (Hachette Go; August 27, 2024).LinkedIn: https://www.linkedin.com/in/barryconchie/ https://www.linkedin.com/in/sjdalton/Join The “Now” Newsletter: https://now.katierichardson.com/newsletterAbout Katie Richardson:Katie, once a girl who just liked to have fun, transformed into a globally recognized designer and entrepreneur. With expertise in woodworking, welding, drawing, and sewing, she crafted her own path. Despite initial doubts and imposter syndrome, Katie defied expectations by establishing Puj, a business that now boasts its products in 2,000 US stores and 26 countries, delighting over 1 million customers worldwide. Her greatest aspiration is to inspire women across the globe. Renowned shows like the Ellen Degeneres Show, Rachael Ray Show, Today Show, and Entrepreneur Magazine have featured her, while influential figures like Martha Stewart, Matt Damon, Camilla Alves, Mario Lopez, Robert Downey Jr., Kourtney Kardashian, Bill & Giuliana Rancic, and Pam Beesley have embraced her products. Today, Katie is a coach, mother of four, wife, author, and powerful speaker.Connect with Katie:Website: https://katierichardson.com/CASE STUDIES: https://now.katierichardson.com/casestudyLinkedIn: https://www.linkedin.com/in/katie-richardson-creatorApple Podcasts: https://podcasts.apple.com/us/podcast/whats-working-now/id1515291698BuzzSprout: https://www.buzzsprout.com/1847280Spotify: https://open.spotify.com/show/2kV8cL7eTZ70UAXMOtcBbrNewsletter: https://now.katierichardson.com/newsletter

Sarah Dalton is a partner at Conchie Associates, a consulting firm that uses psychometric assessments to help CEOs and Boards select talented leaders. She is the author of the book, The Five Talents that really Matter, with co-author Barry Conchie. Sarah earned a Masters degree in Industrial and Organizational Psychology from Colorado State University. In this episode we discuss the following: To achieve our potential, it is most effective to focus on areas where we have some natural ability and curiosity. Motivation and hard work can only take us so far. Rather than constantly working on our weaknesses, it is often more effective to harness our strengths.   Connect on Social Media: X: https://twitter.com/nate_meikle LinkedIn: https://www.linkedin.com/in/natemeikle/ Instagram: https://www.instagram.com/nate_meikle/ Youtube: https://www.youtube.com/@nate.meikle

The Government's being accused of having no vision for the struggling health sector. The Health Minister's announced $20 million dollars to hire 50 senior doctors, and $10 million for senior specialist nurses and allied health professionals. The Nurses Organisation says the funding is only a 0.2% increase in investment for nurses. Association of Salaried Medical Specialists Executive Director Sarah Dalton told Mike Hosking she doesn't want to rain on the parade, but she doesn't think it achieves anything. She says it's disappointing, given the report released last year that states New Zealand is short by 1,700 doctors and GPs. Dalton says nothing that has happened since has referred to that data or tried to address it in any concrete or tangible way. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Patients referred for hospital treatment aren't even making it onto waiting lists. RNZ's obtained part of a letter to a GP from an orthopaedic clinic that confirms some referrals are being knocked back. It says the decision's forced on them by a lack of resources to let them see all referred patients within the limits of Ministry of Health waiting time targets. Association of Salaried Medical Specialists executive director Sarah Dalton says she thinks they're trying to inject some realism into the situation. "I think the point they're making is that if they put someone on a waiting list like that at this time, that person is never going to make their way up." LISTEN ABOVESee omnystudio.com/listener for privacy information.

ACT Party leader David Seymour is questioning the cost-benefit analysis for a proposed new medical school at Waikato University - estimated to cost $380 million. Sarah Dalton from the Association of Salaried Medical Specialists spoke to Ingrid Hipkiss.

In the second part of our two-part series, authors Barry Conchie and Sarah Dalton continue their chat with host Lloyd Freeman. Following the first part of our discussion, the conversation now shifts to solutions, exploring how organizations can improve diversity through objective assessments and data-driven hiring.The authors examine the role of Chief Diversity Officers, highlighting the importance of proper resourcing and skills to drive change. The guests also share some best practices for improving talent acquisition and leveraging data to eliminate biases from hiring decisions. The episode concludes with optimism, focusing on how shifting mindsets and practices can create more diverse and inclusive leadership teams.Dimensions of Diversity is a podcast created by Buchanan Ingersoll & Rooney, highlighting diversity in the workplace. Hosted by Lloyd Freeman, Chief Diversity & Inclusion Officer, the podcast features meaningful conversations with industry and community leaders working to advance D&I.

In the first part of our two part series, Dimensions of Diversity host Lloyd Freeman welcomes Barry Conchie and Sarah Dalton, authors of Five Talents that Really Matter: How Great Leaders Drive Extraordinary Performance. Barry and Sarah discuss the systemic issues in leadership selection, focusing on biases around education, experience, and likability.They explore how affinity and confirmation biases impact leadership choices and emphasize the need for demographic diversity and diversity of thought. Sarah introduces the "lazy brains" concept and how likability skews appointments, while Barry critiques organizations' reliance on subjective measures.Dimensions of Diversity is a podcast created by Buchanan Ingersoll & Rooney, highlighting diversity in the workplace. Hosted by Lloyd Freeman, Chief Diversity & Inclusion Officer, the podcast features meaningful conversations with industry and community leaders working to advance D&I.

Segment 1 with Barry Conchie begins at 0:00.What talents does it take to be a great leader?My first guest is Barry Conchie who is the founder and president of Conchie Associates and author of " The Five Talents That Really Matter: How Great Leaders Drive Extraordinary Performance", with his business partner Sarah Dalton. He is an expert in psycho- metric talent assessments, leadership research and development, team building, and succession planning.Segment 2 with Roger Gerard begins at 17:30.Who are you as a leader? Do you own the room? Do you lead with purpose? Does your leadership inspire others?My second guest is Dr. Roger A. Gerard is the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. A sought-after speaker, Dr. Gerard is the author of "Owning the Room and Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis."Become a supporter of this podcast: https://www.spreaker.com/podcast/the-small-business-radio-show--3306444/support.

Fresh off a pledge not to cut senior medical staff, RNZ can reveal Health NZ's latest plan is to reduce the number of chief medical officers in the country's hospitals. Sarah Dalton heads the union for senior specialist doctors and she spoke to Guyon Espiner.

In this episode of The Above The Business Podcast, Bradley sits down with Barry Conchie and Sarah Dalton, the insightful authors of The Five Talents That Really Matter: How Great Leaders Drive Extraordinary Performance. With years of experience in leadership development and a wealth of research behind them, Barry and Sarah provide a refreshing perspective on what truly makes a leader exceptional.In this episode, Bradley, Barry, and Sarah focus on…Dispelling Leadership Myths: Barry and Sarah challenge conventional beliefs about leadership, providing a scientific model that reveals the true drivers of success.A Template for Development: Their book serves as a practical guide for managers and leaders to assess and enhance their capabilities based on validated research.Real-World Insights: Listeners will gain insights into the behaviors and mindsets of successful leaders, as well as actionable strategies to implement in their organizations.Barry is the founder and president of Conchie Associates, specializing in psychometric talent assessments and leadership research. He consults with boards, CEOs, and leadership teams globally, focusing on leadership effectiveness and decision-making heuristics. Based outside Boulder, Colorado, Barry's expertise shapes the way organizations cultivate high-performing leaders.Sarah is a partner at Conchie Associates and holds a master's degree in industrial and organizational psychology from Colorado State University. With her unique approach, Sarah empowers leaders and teams to evaluate their effectiveness and enhance their leadership strengths. She operates from Denver, Colorado, contributing her insights to drive team success.Their book, The Five Talents That Really Matter, is a groundbreaking exploration into the traits that set high-performing leaders apart. Drawing from extensive research and interviews with global leaders, Barry and Sarah debunk common myths about leadership and outline five evidence-based talent dimensions essential for driving extraordinary performance:Setting Direction: High-performing leaders navigate complexity and inspire employees with a compelling vision.Building Energy: These leaders exemplify a strong work ethic and prioritize the development and recognition of their top talent.Exerting Pressure: Talented leaders challenge the status quo, advocating for change and improvement while refusing to accept mediocrity.Increasing Connectivity: They prioritize relationships, fostering a culture of followership through ethical behavior and genuine care.Controlling Traffic: High-performing leaders establish organizational protocols while remaining adaptable to changing circumstances.Join us for a conversation that will transform how you view leadership and provide practical tools to drive performance in your organization. Whether you're a seasoned executive or an aspiring leader, this episode promises invaluable insights from two of the industry's foremost experts.Thanks to our sponsors...BlueprintOS equips business owners to design and install an operating system that runs like clockwork. Through BlueprintOS, you will grow and develop your leadership, clarify your culture and business game plan, align your operations with your KPIs, develop a team of A-Players, and execute your playbooks. Download the FREE Rainmaker to Architect Starter Kit at https://start.blueprintos.com! Autopilot Recruiting is a continuous recruiting service where you'll be assigned a recruiter that has been trained to recruit on your behalf every business day. Go to www.autopilotrecruiting.com to get started.Coach P found great

Hear Barrie Conchie share the results of his research with Sarah Dalton to identify the most important skills leaders need today. They believe setting direction, building energy, exerting pressure, increasing connectivity, and controlling traffic are focus areas, as presented in their book, The Five Talents That Really Matter. For more information visit conchie.com

This week on DisrupTV, we interviewed John Kreul, Chief Information & Digital Officer at Jewelers Mutual Group, Krystle C., Senior Vice President, Marketing & Digital Business at Jewelers Mutual Group and Barry Conchie and Sarah Dalton, Co-authors of The Five Talents That Really Matter: How Great Leaders Drive Extraordinary Performance. This episode featured discussions on leadership talents, data technology, and customer personalization. John Kreul and Krystle Craycraft from Jewelers Mutual Group discussed their 111-year-old company's transformation into a digital-first business, leveraging AI and data analytics to enhance customer experiences. They highlighted the importance of personalized insurance and the need for frictionless customer interactions. Barry Conchie and Sarah Dalton, authors of "The Five Talents That Really Matter," emphasized the significance of traits like setting direction, harnessing drive, exerting pressure, building connectivity, and controlling traffic in effective leadership. They also discussed the potential of AI in enhancing leadership assessments and decision-making. DisrupTV is a weekly podcast with hosts R "Ray" Wang and Vala Afshar. The show airs live at 11:00 a.m. PT/ 2:00 p.m. ET every Friday. Brought to you by Constellation Executive Network: constellationr.com/CEN.

Barry Conchie, Founder and President of Conchie Associates, and business partner Sarah Dalton, explain why the common discussion around what defines leadership has been "immature, inaccurate, and ineffective", and they lay out which 5 skills REALLY matter in leadership, based on wide-spanning research and data.Hear Barry and Sarah's full interview in Episode 469 of The Action Catalyst.

What are the core talents that truly distinguish high-performing leaders from the rest? Kevin welcomes Barry Conchie and Sarah Dalton to the issue of ineffective leadership. Barry and Sarah explore the essential leadership talents scientifically identified through extensive research involving over 60,000 leaders. They emphasize the importance of selecting leaders based on innate talents rather than just skills or aspirations. The five key talents they highlight are: Setting Direction - The ability to establish clear goals and a strategic vision that aligns with organizational values. Harnessing Energy - Motivating and energizing a team towards achieving these goals. Exerting Influence - Not just persuading others but changing minds through constructive debate and advocacy. Building Connectivity - Creating strong, meaningful relationships within the organization. Controlling Traffic - Ensuring efficient execution of plans by managing processes and adapting to changes. Listen For 00:08 Introduction and Overview 00:31 Kevin Eikenberry's Welcome 01:22 Introduction to Barry Conchie and Sarah Dalton 03:03 Why the Book was Written 05:02 Key Questions Addressed in the Book 06:14 Barry and Sarah's Collaboration Story 07:34 Surprising Insights from Leadership Assessment 09:59 What We're Getting Wrong About Leadership 11:17 The Importance of Leadership Talents 12:22 Understanding "Controlling Traffic" as a Leadership Talent 14:00 The Five Core Leadership Talents 18:31 Exerting Influence and Changing Minds 24:39 The Changing World of Leadership 26:01 Improving Leadership Selection and Interview Practices 30:09 Closing Thoughts and Next Steps Meet Barry & Sarah Their Story: Barry Conchie and Sarah Dalton are the authors of, THE FIVE TALENTS THAT REALLY MATTER: How Great Leaders Drive Extraordinary Performance. Barry is the founder and president of Conchie Associates. He is an expert in psycho-metric talent assessments, leadership research and development, team building, and succession planning. Barry consults with company boards, CEOs, and leadership teams of leading organizations across the globe. He researches leadership effectiveness and decision-making heuristics from his home outside Boulder, Colorado. Sarah is a partner at Conchie Associates. She is uniquely positioned to provide leaders and teams with the tools to evaluate their effectiveness and develop their leadership strengths. Sarah completed her master's degree in industrial and organizational psychology from Colorado State University. She is based in Denver, Colorado. https://www.conchieassociates.com/ Book Recommendations The Five Talents That Really Matter: How Great Leaders Drive Extraordinary Performance by Barry Conchie, Sarah Dalton Innate: How the Wiring of Our Brains Shapes Who We Are by Kevin J. Mitchell  Being You: A New Science of Consciousness by Anil Seth War and an Irish Town by Eamonn McCann The Timeless Way of Building by Christopher Alexander Like this? Cracking the Leadership Code with Alain Hunkins Conscious Leadership with Carter Phipps Essentials for Leadership Impact with Chuck Wachendorfer and Doug Lennick Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes    Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP  

Barry Conchie, Founder and President of Conchie Associates, and business partner Sarah Dalton, discuss their research taken from over 58K executive leaders, including insights on holding two conflicting truths together, how people don't change, but the context they exist in does, being both rigid and flexible like an air traffic controller, why likeability is not an indicator of job performance (but it sure informs a lot of hiring), the ROI of a tortoise vs. a squirrel, identifying the 5 talents that REALLY matter in leadership, and how sometimes leaders just can't be made.

Welcome to Podcast 6 of The Five Talents that Really Matter. Over the last 5 podcasts, I have wondered -- "What happens if you do not possess the talents that really matter?" It goes without saying that there are people in leadership positions today that do not possess those talents. So, we arrive at the Four harsh Truths: 1. Not everyone is or can be a leader. If you go into any organization, you can quickly see those that are leaders versus those in leadership positions that do not have the natural talents to effectively lead. In earlier podcasts, we talked about the fact that talents are innate. They are consistent over time and resistant to change. They are pervasive—present in our daily work and personal lives. In a world of nature versus nurture—innate talents are nature. Barry makes the point in this episode that organizations must stop lying to their employees and telling them that everyone can be a leader. Everyone has their level – and people can still make significant contributions to their organization without occupying a leadership role that doesn't suit their natural dispositions. 2. We might never solve the lack of workplace diversity. Organizations have disproportionately hired in favor of a privileged group. We know that the biases that cause discriminatory hiring do not change through training programs. Your organization does not need a Chief Diversity Officer to take the right actions, but you should be well-versed in psychometric assessment as an important step toward mitigating unchecked biases that disadvantage talented candidates. 3. Leadership characteristics are hard to develop. Leadership cannot be taught to those who do not possess the natural talents to succeed. Barry and Sarah remind us that if everyone could learn leadership, we would not see such a dearth of Talent at the top of companies. 4. Personalities and Talents aren't the same thing. Here is the takeaway that is significant—If you want to use assessments that matter, predictability is the key—results should be stable over time, and they should be valid predictors of performance. Talent assessments are not the same thing as a personality inventory. Talent assessments that are built to measure potential and predict success are more reliable, valid, and fair. Join Barry Conchie and Sarah Dalton for the discussion on the Four Harsh Truths—and learn about how you can be brilliant and contribute even if you do not possess the Five Talents that Matter.

In this podcast, our authors, Barry Conchie and Sarah Dalton, take us through the last three Talents in this series. Our conversation is organic moving between Harnessing Energy, Exerting Pressure, and Increasing Connectivity. Here are high level ideas around these talents: Harnessing energy: Every organization needs energy to function. Leaders need energy to power themselves, as well as power others. The authors offer a great metaphor, that of being the manager of a power plant. Without energy, things do not get done. Energy drives performance and commitment. People are drawn to high energy organizations and high energy leaders. Exerting Pressure: What I love about this discussion in the book is that we learn the nuance of how inspiring others to action and effective influencing helps leaders meet the expectations they have set. Increasing connectivity: It would be impossible to move an organization forward without focusing on relationships. Here are three critical issues for leaders that help build relationships that matter. High performing leaders display elevated self-awareness and the ability to read others. The best leaders build close relationships and invest in their high performers. High Performing leaders are accountable for the overall integrity of the organizational network. They hold themselves and others to the highest ethical standards. Join in listening to this podcast to gain the insights that shape how these Talents drive personal and organizational success. Learn what Barry and Sarah discovered in their research, and why these Talents drive leadership success.

Welcome back to FUTUREPROOF.! In today's episode, we're hanging out with Barry Conchie and Sarah Dalton, the dynamic duo behind the eye-opening book, "The Five Talents That Really Matter." Barry, a renowned leadership guru and New York Times bestselling author, alongside his partner Sarah, takes us on a deep dive into the genetic makeup of great leaders. They're here to bust some big leadership myths and share killer insights from their extensive research.What we discuss today:Busting Leadership Myths: They tackle some common misconceptions about what leadership really entails.Backed by Science: Discover how their rigorous Executive Leadership Assessment influenced their groundbreaking findings.Unexpected Leader Traits: Barry and Sarah reveal some surprising traits of top-performing leaders.Experience vs. Talent: They explain why more years on the job doesn't always mean better leadership skills.Climbing the Wrong Ladder: How do ineffective leaders end up at the top, and what can we do about it?Search Firms' Role: The impact of search firms in perpetuating poor leadership and how to break the cycle.Overlooking the Strategists: Why strategic thinkers often get sidelined and how companies can better value these key players.Join us as we decode what really makes leaders tick, with insights that might just change how you view the leadership ladder.

Daniel Buitrago & Brandon Fifield sit down with BHA (Back Country Hunters & Anglers) Alaska Chapter coordinator Mary Glaves and local board member Sarah Dalton-Oates to discuss the latest & greatest going on with BHA Alaska!   Favorite alaskan beer, Alaska Brewing “Wild-Ness” Public land pale ale, Forbidden Peak Brewery, Pink Boots initiative, dip netting chaos, over harvest message, Hooters Season, Grouse hunting, Sarah Dalton-Oates becoming a board member w/BHA, invasive species removal in kodiak, Mary's Muskox harvest, Mary's intro, history and background, Lidar work, getting hired on w/BHA, spread Hunters & Angler Brooks Range Initiative, BHA Ambler Road victory, Tongas rainforest awareness, Juneau/Douglas new bridge access, Stevie Gawrlyuk badass in Juneau, Women bare to entry into the outdoor world, ladies range day, hunting trips, BHA Armed forces Initiative   Visit our Website - www.alaskawildproject.com Follow us on Instagram - www.instagram.com/alaskawildproject Watch the show on YouTube - www.youtube.com/@alaskawildproject $upport the show on Patreon - www.patreon.com/alaskawildproject

Welcome to the fourth podcast in The Five Talents that Really Matter series.  In this podcast we begin to introduce the five talents, beginning with Setting Direction and Controlling Traffic.   There is a familiar phrase: “If you don't know where you are going, you'll probably end up somewhere else."  While setting direction is where all great strategies begin, in our conversation with Barry Conchie and Sarah Dalton, the authors of The Five Talents, we learn that it might be one of the rarest talents. Successfully setting direction requires: 1. The destination has to be a place worth going to—a destination where people want to come along. 2. Getting people to come along is not just a matter of telling people your direction, you have to engage them—it requires listening, connection, and the ability to articulate a compelling picture around why you are going there. 3. It is important to connect each person to the destination and the work they are doing;  people have to know how they create value and how their contribution to work matters. Many times, however, leaders can propose a direction, and it is met with skepticism because the direction was formulated in a vacuum, or it was the result of consultants formulating a direction that is not authentic to where the organization needs to go to be a success in the marketplace.  What we know is that it is difficult to inspire people and build a shared commitment to the future state.   What we learn from Barry and Sarah is that you need to pay attention to the terrain.  Having a map is the beginning, but understanding the terrain is essential, and that is where controlling traffic is important.  It requires agility, adjusting to market conditions, recognizing opportunities that lie ahead, making sure that the organization is positioned for success.   What I love about this conversation is that Barry and Sarah give us notable examples of how the best leaders can control traffic.  Execution capability is essential—the ability to effectively execute and orchestrate action. Join the conversation on Setting Direction and Controlling Traffic to learn more. The Five Talent that Really Matter is available on August 27th.

As part of researching The Five Talents that Really Matter, Barry Conchie and Sarah Dalton, the co-authors, conducted and reviewed 58,000 talent assessments. Their research was global in nature, and they studied leaders at every organization level. Their findings challenge the status quo and call out for leaders, at times, things they may not have wanted to know. The key learnings offer us insight into how we have been making decisions, unaware of their impact. Understanding these insights can help us make better choices and deliver better business performance. Let ‘s look at just a few of the learnings here...and then listen to the podcast to get the whole story. For example, when we are selecting candidates, we think of ourselves as objective—looking for whom we think would be the best candidate for a given role. If you ask leaders if they intentionally select people like themselves, they generally disagree. They think of themselves as seeking talent diversity. In fact, just the opposite was true, leaders had succeeded in “self-replication.” Even though it has been known for decades that “talent diversity predicts stronger collective performance advantages.” Have you ever heard leaders profess that they welcome all points of view and love to be challenged? Well, the reality is that dissention is often not welcomed. How do you know if this is going on in your team? If your team is discussing a complicated issue and no one is speaking up—then disagreement is not welcomed—yet leaders perceive themselves as welcoming dissent. If team members are having a meeting after the meeting to talk about the real issues—the leader does not welcome dissent and may not even see it. Do organizations have a bias for action-oriented leadership versus those with a keen eye for strategy? Would you ever hire someone you personally dislike even if they were highly talented? How often do you hire for likeability and are not even aware of it? Why does it take some leaders a longer time to terminate poor performers? In this podcast we will discuss the 18 insights and how you can use these findings to make better talent decisions—both in how you select and develop leaders.

With consistent churn in leadership roles at all organization levels, we have to step back and ask the question: - What are we missing in our selection process? - How do we continually make poor selection decisions? - And why aren't we doing better? Let us start with how we can get caught in the “likeability trap.” Barry Conchie and Sarah Dalton, in The Five Talents that Really Matter, found that likeability factors have a significant impact on how a candidate is perceived. The problem is that likeability will not correlate with whether the candidate can perform in a specific role. Throughout my career I have seen organizations select highly likeable candidates that go on to fail in the job, often within the first 6-12 months. In the selection discussions, likeability is often defended as the criteria and can often win out over the discussion on potential performance. In this podcast, join the conversation to learn more about: 1. How we can mislead candidates. Do you think it is possible to mislead candidates in face-to-face interviews? I have seen this multiple times—candidates feel they had great interviews, and then are shocked when they do not get the role. Misleading candidates can not only create negative experiences for them, it can also damage a company's brand. 2. How 360 Assessments are subjective at best and biased at worst. 3. How misaligned incentives with search firms can advocate for candidates that may not be the best choice. In this session, Barry and Sarah offer a path forward for how to audit and evaluate your selection process. “Their strategy is to introduce tools and processes that guide the hiring, selection, succession, and promotion decisions toward a defined structure that has measurable outcomes.” With each leadership selection decision, company performance is on the line—we can improve selection and have an enormous positive impact.

Every now and then a book comes along that challenges the status quo.  A book that has the capacity to help us look at what we are doing today and see that we can do better.  The Five Talents that Really Matter is such a book.  Barry Conchie and Sarah Dalton, through scientific research, have identified the talents that really matter.  They cut through all the noise surrounding what leaders do and how the absolute best achieve success. Talents are different from what we see in the market today—they are not a product of competency models or building lists of experiences or capabilities—they are not the output of 360 assessments from leaders or peers that can often suggest room for improvement.  “Talents cannot be learned or taught.   They are the natural characteristics we are all born with.” Talents are a part of who we are and how we think (innate), consistent over time and resistant to change (enduring), and present in our daily work and in our lives (pervasive). So, what are the Talents that really matter? Setting Direction Harnessing Energy Exerting Pressure Increasing Connectivity Controlling Traffic In this first podcast in the 5 Talents that Really Matter Series, we meet Barry and Sarah, learn about how they arrived at the five talents, and receive an overview of how the current way we evaluate and hire talent is flawed, and what can be done moving forward to select and develop talent with a high probability of success. At a time when several studies have shown between 50-70% of new CEOs fail within the first 18 months (CEB), and 50% of externally hired executives and 35% of internally promoted leaders fall short of performance expectations (DDI), isn't it time for a new approach?

The head of the union for senior doctors says putting a commissioner in charge of Te Whatu Ora Health New Zealand will not help to fix the health system. Association of Senior Medical Specialists executive director Sarah Dalton spoke to Corin Dann.

Medical jobs are going unfilled due to a crackdown on hospital recruitment, despite health agency Te Whatu Ora's claims to the contrary. RNZ has heard from multiple hospital workers reporting vacant clinical positions and saying the recruitment process is "overly complex and bureaucratic." Te Whatu Ora declined to come on the programme. Health New Zealand Chief Executive Margie Apa says it has exceeded its recruitment expectations despite medical jobs going unfilled due to a hospital hiring pause. Association of Salaried Medical Specialists executive director Sarah Dalton spoke to Guyon Espiner.

A North Shore Hospital is opening - without the staff or money to care for extra surgery patients. The two-storey Tōtara Haumaru has eight surgical theatres, an endoscopy suite and 150 beds. But Health New Zealand delayed its opening in April, saying it hadn't determined an operating budget, nor staff to run it. Association of Salaried Medical Specialists Chief Executive, Sarah Dalton, says problems won't ease anytime soon. "They'll say it's not a freeze, but it's as close as you can get without seeing ice. So recruitment has really slowed down and money is very tight." LISTEN ABOVESee omnystudio.com/listener for privacy information.

Health New Zealand has ordered an immediate hiring freeze on all non-frontline roles. Executive director of the Association of Salaried Medical Specialists, Sarah Dalton, spoke to Ingrid Hipkiss.

On today's episode, Health New Zealand Te Whatu Ora has announced a hiring freeze on non-frontline staff, we talk to the executive director of the Association of Salaried Medical Specialists, Sarah Dalton. The Chinese Premier Li Qiang is in the country, Otago University associate professor Nicholas Khoo gives his thoughts on the visit, political journalists Anneke Smith and Claire Trevett cover the MP allowance debate in our weekly political panel, and Kerry-Anne Walsh gives us all the latest news from Australia.

The Government's first Budget doesn't contain money for the lifesaving cancer treatments National promised in the election campaign. Association of Salaried Medical Specialists executive director Sarah Dalton joins Lisa Owen.

There's hopes today's Budget will go some way to addressing staff shortages in the health sector.  The Budget's release comes amid strike action from both junior doctors and blood workers.  Sarah Dalton from the Association of Salaried Medical Specialists told Mike Hosking that it'll take an extra $1.8 billion just to keep the health system ticking over as it is.  She said that they would love to see funding tagged specifically to staffing increases, to ensure it goes where it needs to.  Dalton told Hosking that there's plenty of services who need more staff, and the employer agrees, but they're not willing or able to do anything about it.   LISTEN ABOVE See omnystudio.com/listener for privacy information.

The children's ward at Rotorua Hospital is missing a third of its beds, after Te Whatu Ora halted an upgrade to review costs. Association of Salaried Medical Specialists executive director Sarah Dalton spoke to Corin Dann.

Dr Sarah Dalton is a Paediatric Emergency Physician and previous President of the Paediatric and Child Health Division of the Royal Australasian College of Physicians.Sarah has worked in different clinical and leadership roles across NSW over the last 20 years, from regional centres to specialist tertiary units and from community care to acute care retrieval services.Sarah completed a Fulbright Scholarship in Clinical Leadership and she has held executive leadership roles is several NSW Health entities with a current role in digital health leadership.Sarah's leadership strengths see her apply coaching conversations to support her team to unlock their own solutions and enable her to optimise her interactions and outcomes with key stakeholders. This practice inspired Sarah to complete the INSEAD Coaching Certificate and she now offers coaching to healthcare professionals.In this episode, Sarah and I chatted about:Her leadership roles Her leadership style Her leadership journey The leaders that helped her rise The challenges she faced on her journey How she navigated those challenges How she thinks you can become a strong and kind leader Her ‘take home' leadership messages for the listeners, and What she is currently excited to be working on.Sarah can be found and/or contacted via the following online platform addresses:Websites: https://www.capstan.com.auEmail: sarah.dalton@capstan.com.auLinkedIn: https://www.linkedin.com/in/sarah-dalton-64a25348/Please reach out to Dr Harrison for individual coaching and/or organisational training via dr.adam@coachingmentoringdoctors.com.His web address and social media profile links / handles include:www.dradamharrison.comhttps://www.linkedin.com/in/dradamharrison/www.youtube.com/c/DrAdamPhysicianCoachhttps://www.facebook.com/coachingmentoringdoctors/https://www.instagram.com/dradamharrison/

Te Whatu Ora has detailed more cost-cutting expectations to health professionals, such as no backfill onwards if staff are sick, and an end to double shifts which pay overtime.  Executive director of the Association of Salaried Medical Specialists, Sarah Dalton speaks to Lisa Owen.

Senior doctors at public hospitals debated asking Te Whatu Ora to pay for private health insurance for them, the vote to include it in a union claim got more than 40 percent backing but not the majority it needed to pass. Association of Salaried Medical Specialists' executive director Sarah Dalton spoke to Ingrid Hipkiss.

On today's episode we hear from Finance Minister Nicola Willis on cuts to the public sector, Winston Peters condemns Iran's attack on Israel and calls for calm in the region, the banking sector is calling on the Government to help resourcing the national Anti-Scam Centre, Wellington Regional Councillor Thomas Nash discusses the proposal for a 'mega-tunnel' under Wellington, the Renters Association spokesperson Luke Somervell says pet bonds will open the door for price gauging, and Association of Salaried Medical Specialists' executive director Sarah Dalton says demand for private health insurance is growing.

North Shore Hospital's emergency department is again leaving patients in corridors. The Auckland hospital had successfully maintained a strict no corridor policy since a highly critical inquiry 15 years ago. But overcrowding is forcing the change. Sarah Dalton of the Association of Salaried Medical Specialists spoke to Corin Dann.

Step into the world of peace and productivity with Sarah Dalton, the mastermind behind the new Peace and Productivity Planner!If you've tried all the planners, time management techniques, and life hacks, only to feel overwhelmed by your ever-growing to-do list and the demands on your time, this episode is your guide to refocus and prioritize what matters most. In this episode, Sarah shares her four-step method that focuses on mindset, core values, vision, energy management, seasonal living, goal setting, and planning rhythms. It's time to find both peace and productivity in your everyday life! You won't want to miss this episode for a fresh perspective on intentional living with the incredible Sarah Dalton!Connect with Sarah:The Peace and Productivity PLANNER | The Peace and Productivity Podcast---READY TO LIVE BY DESIGN, AND NOT BY DEFAULT?

From the BBC World Service: Russian President Vladimir Putin has said that the landmark Black Sea grain deal with Ukraine will not be restored until the West meets Moscow’s demands on its agricultural exports. BBC’s Victoria Craig joins us from Ankara in Turkey to discuss the latest developments. Also, Sarah Dalton, Head of the Doctors’ Union in New Zealand, explains why thousands of her members are going on strike for the first time ever. Finally, the BBC’s Leanna Byrne explores the impact of post-pandemic home working.

From the BBC World Service: Russian President Vladimir Putin has said that the landmark Black Sea grain deal with Ukraine will not be restored until the West meets Moscow’s demands on its agricultural exports. BBC’s Victoria Craig joins us from Ankara in Turkey to discuss the latest developments. Also, Sarah Dalton, Head of the Doctors’ Union in New Zealand, explains why thousands of her members are going on strike for the first time ever. Finally, the BBC’s Leanna Byrne explores the impact of post-pandemic home working.