Podcasts about Shared leadership

Executive Director Janelle Miller Moravek of Youth and Family Counseling takes us behind the curtain of what it really means to make HR the Executive Director's greatest ally. This isn't just an HR pep talk—it's a dive into how transactional excellence, emotional intelligence, and succession planning can transform your organization's culture, resilience, and impact.Topics:00:00 Introduction and Welcome  01:50 About Youth and Family Counseling  03:29 HR's Role in Organizational Growth  05:31 What Is Transactional Excellence?  07:25 When Staff Leave: Root Causes  08:54 Counseling Work vs Other Sectors  11:08 HR as Organizational Design  13:42 Planning Your Work, Working Your Plan  16:00 Resilience in a Multigenerational Workforce  17:23 Succession Planning Without Panic  20:24 Cross-Training and Shared Leadership  23:09 Mental Health for Mental Health Providers  24:10 HR as Organizational Scaffolding  25:22 Fractional vs Full-Time HR  27:17 Real-Life Lessons from a Fortune 100 CEO  28:29 Closing Thoughts and Key Takeaways  31:15 Final Message: Stay Well to Do Well  Janelle brings real-world insights from her 15-year journey leading a nonprofit mental health organization that grew from a $680,000 budget to $2.8 million and expanded to three locations. What's her secret? A thoughtful, strategic approach to human resources.“We've always had to create an experience for our employees that attracts the talent we need,” she shares. In a sector where nonprofits can't match private sector salaries, Janelle emphasizes designing career ladders and crafting meaningful employee experiences as key levers in recruitment and retention.She also doesn't shy away from accountability: “We need to look back at ourselves. Our staffing changes often come about because of something we've done.” Her refreshing honesty sets the tone for a discussion that's as practical as it is reflective.From the nitty-gritty of job descriptions to navigating a multigenerational workforce and preparing for the “silver tsunami” of retirements, Janelle urges leaders to embrace HR not just as a compliance mechanism, but as strategic scaffolding that supports every function in the organization.The episode explores how nonprofits—especially smaller ones—can structure succession planning without fear, cultivate middle management, and share leadership in ways that increase organizational capacity and decrease burnout.As she puts it, “HR is scaffolding. It's how you manage the work and the people—it can't just be the ED holding it up.”If you're a nonprofit leader navigating hiring woes, team development, or succession worries, watch this for a generous dose of real-world experience mixed with humor, clarity, and heart.Find us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

What happens when church leadership stops being a one-man show? In this episode, we sit down with Dave Harvey, President of The Great Commission Collective, to discuss his book The Plurality Principle We dive into why shared leadership isn't just a good idea, but a biblical necessity, how to navigate power dynamics among elders, and what happens when churches get plurality wrong. Dave shares insights on leading well, avoiding burnout, and creating a team that thrives—not one that just survives. We also discuss the role of a “first among equals” and why accountability is essential for long-term health in church leadership. Resources from this episode: Dave Harvey's Website → https://revdaveharvey.com/ Am I Called? (Helping Leaders Discern Their Calling) → https://amicalled.com/ Great Commission Collective → https://www.gccollective.org/ Tim Keller on Leadership & Church Dynamics → https://gospelinlife.com/manual-paper/leadership-and-church-size-dynamics/ Support the Podcast Support us on Patreon Website: thatllpreach.io IG: thatllpreachpodcast YouTube Channel

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠It's YOUR time to #EdUpIn this episode, President Series #351,  (Powered By ⁠⁠⁠Ellucian⁠⁠⁠), & brought to YOU by Ellucian LIVE 2025 & HigherEd PodConYOUR guest is ⁠⁠Dr. Susan Elrod, Former Chancellor of Indiana University South BendYOUR cohost is Dr. Mary Papazian, Executive Vice President, Association of Governing Boards (AGB)YOUR host is ⁠⁠Dr. Joe SallustioHow does shared leadership drive institutional change & success?What role does scientific thinking play in higher ed leadership?How can leaders effectively navigate campus politics & resistance?Why is context crucial for implementing strategic change?How can institutions balance rapid change & thoughtful engagement?Topics include:Change Leadership ToolkitPost-pandemic transformationBudget sustainability strategiesCollaborative decision-makingLeadership development & coachingListen in to #EdUpDo YOU want to accelerate YOUR professional development?Do YOU want to get exclusive early access to ad-free episodes, extended episodes, bonus episodes, original content, invites to special events, & more?Then ⁠⁠⁠⁠⁠⁠BECOME A SUBSCRIBER TODAY⁠⁠ - $19.99/month or $199.99/year (Save 17%)!Want to get YOUR organization to pay for YOUR subscription? Email ⁠⁠⁠EdUp@edupexperience.comThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at ⁠⁠⁠⁠⁠⁠⁠⁠⁠The EdUp Experience⁠⁠⁠⁠⁠⁠⁠⁠⁠!We make education YOUR business!

In dieser Folge erfährst du: ✨ Warum du aufhören solltest, auf den perfekten Moment zu warten ✨ Weshalb es so wichtig ist, die eigene Vision klar zu haben ✨ Wie du es schaffst, dich aus limitierenden Mustern zu befreien ✨ Welche Rolle dein Umfeld spielt und warum du dich mit Menschen umgeben solltest, die dich wachsen sehen wollen ✨ Wie Petra Gruber es geschafft hat, in einer männerdominierten Branche Karriere zu machen – und sich gleichzeitig ihre persönliche Freiheit zu bewahren Über meine Gästin: Petra Gruber ist eine inspirierende Führungskraft, die ihren ganz eigenen Weg gegangen ist. Von der ersten Frau in ihrer Familie, die studiert hat, über ihren mutigen Aufstieg in eine leitende Position, bis hin zum Bau ihres eigenen Hauses – Petra zeigt, dass Unabhängigkeit und Selbstbestimmung möglich sind, wenn man seinen eigenen Weg geht. Wichtige Takeaways:

Jasmine K. Kullar - Training Teacher Leaders in a PLC at Work: A Guide to Cultivating Shared Leadership. This is episode 746 of Teaching Learning Leading K12, an audio podcast. Jasmine K. Kullar, EdD, is a chief school leadership officer overseeing over 100 schools in a large metropolitan school district in Georgia. She is also a faculty member in the College of Professional Studies Educational Leadership Department at a postsecondary institution outside of Atlanta, where she has been involved with the national University Principal Preparation Initiative (UPPI) in redesigning university educational leadership programs. Prior to these roles, Dr. Kullar was an assistant superintendent, and a middle school principal. With over fifteen years of school leadership experience, Dr. Kullar has worked at the elementary, middle, and high school levels in both Canada and the United States. Her journey with professional learning communities (PLCs) began in her first year of teaching, when she attended a PLC workshop and heard Dr. Richard DuFour and Dr. Robert Eaker. Since then, she has been implementing PLC tenets. When she became a school administrator, she led her school to become the first school in the state of Georgia to receive Model PLC at Work® status and garnered statewide attention for professional learning communities. She is the author of several books …Connecting Through Leadership: The Promise of Precise and Effective Communication in Schools; coauthor of Building Your Building: How to Hire and Keep Great Teachers; and others… Our focus today is Jasmine's book - Training Teacher Leaders in a PLC at Work: A Guide to Cultivating Shared Leadership. Awesome conversation! So much to learn! Please share. Before you go... You could help support this podcast by Buying Me A Coffee. Not really buying me something to drink but clicking on the link on my home page at https://stevenmiletto.com for Buy Me a Coffee or by going to this link Buy Me a Coffee. This would allow you to donate to help the show address the costs associated with producing the podcast from upgrading gear to the fees associated with producing the show. That would be cool. Thanks for thinking about it.  Hey, I've got another favor...could you share the podcast with one of your friends, colleagues, and family members? Hmmm? What do you think? Thank you! You are AWESOME! Connect & Learn More: https://www.solutiontree.com/training-teacher-leaders-in-a-plc-at-work.html https://www.solutiontree.com/jasmine-k-kullar.html www.allthingsplc.info pd@SolutionTree.com Length - 37:46

In this episode of A LOAD OF BS ON SPORT, we're joined by Springboks captain Siya Kolisi, who opens up about his remarkable journey from the townships to becoming South Africa's first black captain. With disarming honesty and humility, Siya shares insights into leadership, the pressures of representing a nation, and the power of vulnerability in modern sport.The Evolution of LeadershipSiya discusses his unique approach to captaincy, revealing how his first game as captain - being 21-0 down - shaped his leadership philosophy. He explains why traditional "hero" leadership doesn't work in modern rugby and how shared leadership has been key to the Springboks' success."I believe in shared leadership. Sometimes the best thing a captain can do is step back and let others lead. The main thing is the team, not the individual."The Rassie EffectWe delve into the transformative impact of Rassie Erasmus on both Siya personally and the Springboks as a team. Kolisi shares intimate details about their relationship and how Erasmus's coaching philosophy has created an environment of trust and excellence.Beyond the ArmbandSiya opens up about his personal struggles, including his battle with alcohol and the importance of mental health in professional sport. He discusses how therapy has helped him become not just a better leader, but a better person."I'm not perfect. I want people to know I'm not perfect. That's how we grow - by acknowledging our weaknesses and working on them."The Weight of HistoryWe explore the significance of being the first black Springboks captain and how Siya balances this historical responsibility with his personal identity. He shares powerful insights into representing hope in post-apartheid South Africa while staying true to his roots in Zwide township.Building LegacyThe conversation turns to Siya's work off the field through his foundation and his vision for life after rugby. He discusses the importance of giving back to the community and using his platform for positive change."Rugby is what I do, not my life. I want to make a difference that goes beyond the sport."This episode offers unique insights into modern leadership, the power of vulnerability, and how sport can be a vehicle for social change. Siya's story is not just about rugby - it's about hope, resilience, and the courage to lead with heart.Key Discussion Points:The evolution from traditional to shared leadership in modern rugbyThe role of vulnerability in effective leadershipRassie Erasmus's impact on South African rugbyMental health and professional sportRugby as a force for social change in South AfricaBuilding a legacy beyond the gameToday's podcast is brought to you in partnership with The Events Room. With an amazing sporting calendar in 2025, The Events Room have events happening around the Six Nation and The Lions, featuring the likes of Warren Gatland, Alun Wyn Jones, Sam Warburton and Martin Johnson, and that's just the Rugby, so get on the website at http//:www.theeventsroom.co.uk to see all their upcoming events and get bookingThe Events Room, making memorable moments happen in 2025.https://theeventsroom.co.uk/ Hosted on Acast. See acast.com/privacy for more information.

Willkommen zurück zu einer weiteren spannenden Episode unseres Podcasts „New Work – New Care“, präsentiert vom Betrieblichen Gesundheitsmanagement der Allianz. In unserer 5. Folge sprechen wir über ein Shared Leadership-Modell, das bei der Allianz genutzt wurde, um den Übergang aus einer Führungsposition in die Elternzeit reibungslos zu gestalten und gleichzeitig die Kontinuität in der Führung für das Team sicherzustellen. Zwei Führungskräfte teilen ihre Erfahrungen und Einblicke in die erfolgreiche Umsetzung ihres Tandem-Modells und berichten außerdem wie der Wiedereinstieg als Führungskraft nach der Elternzeit in Teilzeit sowie die Vereinbarkeit von Arbeit und Familie gut gelingen kann. Hör rein und nimm Anregungen mit, wie Du deine Karriere als Führungskraft als Shared Leadership oder in Teilzeit gestalten und vorantreiben kannst.

In dieser Folge von Kollektive Führung begrüßt Lea Böhm erneut Hendrik und erstmals Nico von Chili & Change, einer Organisationsberatung aus Frankfurt, die sich auf die Finanz- und Versicherungsbranche spezialisiert hat. Gemeinsam sprechen sie über den Wandel von klassischen Unternehmensstrukturen hin zur Selbstorganisation. Nico teilt seine Erfahrungen aus einer traditionellen Beratung mit Partnerstruktur und vergleicht sie mit seiner Arbeit als Mitunternehmer in einem selbstorganisierten Team. Hendrik gibt spannende Einblicke in Führungsrollen, Entscheidungsprozesse und den Umgang mit Konflikten. Ein inspirierendes Gespräch über Shared Leadership, Entscheidungslogiken und Teamdynamiken in modernen Organisationen!

EXPERTENGESPRÄCH | In Interviews mit wechselnden Gästen beobachtet Joel seit einiger Zeit den Transformations-Prozess bei der Signal Iduna. Timm Krieger ist mitverantwortlich für diesen Prozess. Im Talk mit Joel nehmen die beiden den Servicebereich genauer unter die Lupe. Timm berichtet, mit welcher Strategie der Service transformiert werden soll. Außerdem erzählt Timm, wie mithilfe eines Shared Leadership Systems in den Teams agiert wird. Du erfährst... …wie ein agiles Betriebssystem bei der Signal Iduna aussieht …wie die verschiedenen Service-Bereiche der Signal Iduna aufgebaut sind …wie die Customer Loyalty Teams funktionieren …einen Einblick in das Shared Leadership System …die verschiedenen Achsen der Transformation …mit welchen Maßnahmen Signal Iduna die Firmenkultur verändert hat …wie Signal Iduna durch mehr Autonomie mehr Kundenzufriedenheit geschaffen hat …einen Vorher-Nachher-Vergleich der Veränderungen durch die Transformation Diese Episode dreht sich schwerpunktmäßig um Digitalisierung: Und dazu haben wir uns die Besten an Bord geholt: Mit Viessmann gefolgt von Signal Iduna haben wir zwei erfolgreiche deutsche Mittelständler, die als Paradebeispiele gelten, wenn es darum geht, ein bestehendes Erfolgsgeschäft digital zu transformieren. Dazu erzählen Mitarbeiter:innen aus unterschiedlichen Bereichen wie ihre konkrete Arbeit aussieht und geben damit eine Blaupause für andere, die sich digitalisieren wollen.

Delve into the complexities of shared leadership within ministry settings. From navigating youthful leadership roles to handling crises in remote expeditions, they share personal anecdotes and insights on fostering healthy leadership cultures. Discover how embracing vulnerability, trust, and shared responsibilities can transform toxic leadership dynamics into flourishing team dynamics.The Ordinary Discipleship podcast with Jessie Cruickshank and the rest of the Whoology team is a journey through the fascinating intersection of neuroscience and narrative to ignite the disciplemaker in you.  Delve into the transformative power of storytelling, exploring how our brains are wired for transformation and discover the extraordinary in the ordinary. From understanding the biological roots of storytelling to unlocking the secrets of spiritual maturity, each episode offers insights to empower you to become a more effective disciplemaker and deepen your spiritual growth.--ORDER Jessie's newest book, Ordinary Discipleship: How God Wires Us for the Adventure of Transformation → https://a.co/d/51j86DGFor more great stuff, check out: Ordinary Discipleship by Whoology: https://whoology.coFollow us on social media:https://instagram.com/ordinarydiscipleshiphttps://facebook.com/ordinarydiscipleshipFollow Jessie on social media:Instagram: https://instagram.com/yourbrainbyjessFacebook: https://www.facebook.com/jessica.s.cruickshank/Twitter: https://twitter.com/yourbrainbyjessJessie Cruickshank is a disciple-maker, wilderness guide, and ordained minister. She has trained thousands of people how to survive when their life depended on it and earned a Master's degree in experiential education at Harvard to learn how the brain works to help people train more effectively.The key to discipleship is not more information, but learning how to create intentional environments where people can learn and grow. By working with the brain and treating individuals as whole persons, you too can discover how God wired our brains for transformation. You already have all the tools you need, it is time to activate them in you and your church.

Während weit über 30% der Menschen in Teilzeit arbeiten, tut das nur ein ganz kleiner Anteil an Führungskräften. Warum eigentlich?

In der heutigen Episode beschäftigen wir uns mit dem Thema Shared Leadership. Das ist ein Führungsansatz, bei dem die Verantwortung und Entscheidungsfindung auf mehrere Personen verteilt wird, anstatt sich auf eine einzelne Führungskraft zu konzentrieren. Befürworter schätzen die erhöhte Flexibilität, die Vielfalt der Skills und Perspektiven sowie die Auswirkung auf die Work-Life-Balance der Führungskräfte. Kritiker befürchten hingegen gesteigertes Konfliktpotenzial, Verantwortungsdiffusion und einen erhöhten Abstimmungsaufwand. • Wie funktioniert ein solches Modell in der Praxis? • Lässt es sich in jedem Kontext umsetzen? • Wie kann man den Erfolg überhaupt messen? • Und überwiegen am Ende die Vor- oder die Nachteile? Über diese Fragen spricht Dr. Martin Wolfslast, Berater bei zeb, mit Theresa Banken und Natalie Schlemo, die seit 1,5 Jahren das erste Shared-Leadership-Modell im zeb leben. Beide sind bei zeb Head of Talent Attraction.

In Episode 124 of “The Trusted Advisor,” RSPA CEO Jim Roddy talks leadership with two Heartland executives: Andre Nataf, Sr. Vice President of POS Distribution, and Maddie Stockwell, Sr. Director of the Heartland POS Dealer Channel. Among the topics discussed are how to navigate shared leadership responsibilities, tactics to bridge generational divides, and the importance of building a team that aligns with company values. “The Trusted Advisor,” powered by the Retail Solutions Providers Association (RSPA), is an award-winning content series designed specifically for retail IT VARs and software providers. Our goal is to educate you on the topics of leadership, management, hiring, sales, and other small business best practices. For more insights, visit the RSPA blog at www.GoRSPA.org.  The RSPA is North America's largest community of VARs, software providers, vendors, and distributors in the retail, restaurant, grocery, and cannabis verticals. The mission of the RSPA is to accelerate the success of its members in the retail technology ecosystem by providing knowledge and connections. The organization offers member-to-member warm introductions, education, legal advice, industry advocacy, and other services to assist members with becoming and remaining successful. RSPA is most well-known for its signature events, RetailNOW and Inspire, which provide face-to-face learning and networking opportunities. Learn more by visiting www.GoRSPA.org. 

Grab your free Toddler Toolkit now and bring balance back to your toddler classroom. Click the link to download! https://memberships.kartra.com/page/toddlerclassroomtoolkit In this episode of The Teacher's Lounge, we discuss three easy strategies to improve collaboration between co-teachers and floating teachers. You'll discover how assigning clear tasks, asking for input, and encouraging shared leadership can strengthen teamwork. We also share a success story about how these strategies positively impacted a classroom, benefiting both teachers and students. Tune in for practical tips to create a more efficient and harmonious classroom environment!The Teachers Lounge – • Offering early education teachers a tool to set your classroom onto a path of success and build a cohesive and strong team of educators. (theearlyeducationteacherslounge.com)SocialsFACEBOOK:  (1) The Early Education Teachers Lounge | FacebookINSTAGRAM:  The Teacher's Lounge (@eecteacherslounge) • Instagram photos and videosPINTEREST:  (4) Pinterest

As Pastor Erin transitions to join her husband in the work of @blksouth full time, she preaches her final sermon at Kaleo Phoenix on Sunday, October 20th at 5:30pm. It's the story of her formation at Kaleo Phoenix with insight on things most people don't know. For more information about Kaleo visit kaleophx.com or follow us on social media @kaleophx. To stay in touch with Pastor Erin and Kendall Dooley, join their mailing list at blksouth.org or follow their work on social media @blksouth.

In this episode, Sean engages with David and Mike, co-lead pastors at McLean Bible Church, as they share their experiences of transitioning into a unique shared leadership model. David reflects on how Mike's leadership was essential to the church's growth, prompting him to take a step back to focus more on global missions. Mike, in turn, reflects on the importance of cultivating a personal relationship with God, especially for ministry leaders. Together, they explore the challenges and benefits of co-leading and how God's guidance has shaped their journey. Welcome to Episode 118 of the Leaders in Living Rooms Podcast with Sean Morgan.

This message is brought to us by Pastor Jason. The New Testament lesson is from Romans 12:verses 3-8, and the Old Testament Lesson is from Exodus Chapter 18, verses 13-23.

Fränzi Kühne hat in ihrer Karriere so einige neue Maßstäbe gesetzt: 2008 gründete sie mit gerade einmal 25 Jahren Deutschlands erste Social Media Agentur, neun Jahre später wurde sie bei der Freenet AG zu Deutschlands jüngster Aufsichtsrätin und während der Corona-Pandemie schrieb und veröffentlichte sie ihren SPIEGEL-Beststeller „Was Männer nie gefragt werden. Ich frage trotzdem mal.“ Als kurz darauf eine neue Herausforderung im Vorstand der Edding AG winkte, war für Fränzi klar: Diesen Schritt möchte sie unbedingt machen, ihre zwei Töchter dürfen dabei jedoch nicht zu kurz kommen. Für Edding kein Problem und so wurde Fränzi Kühne im März 2022 im Job-Tandem mit Boontham Temaismithi zum Chief Digital Officer des Familienunternehmens berufen. Dass das Job-Sharing nicht nur dem Familienleben zugutekommt, sondern auch strategisch einen echten Mehrwert bietet, wird im Gespräch mit Podcast-Host Carsten Puschmann schnell deutlich: „Die Entscheidungen, die wir treffen, sind automatisch schon durch zwei Köpfe gegangen, also damit auch schlauer als Entscheidungen, die nur durch einen Kopf gegangen sind.“ Welche Tipps die Co-Vorständin für die Planung und Umsetzung eines Job-Tandems hat und woher sie den Mut nimmt, immer wieder neue Wege zu gehen, erzählt Fränzi Kühne in dieser Folge „How to Hack“. Unsere allgemeinen Datenschutzrichtlinien finden Sie unter https://art19.com/privacy. Die Datenschutzrichtlinien für Kalifornien sind unter https://art19.com/privacy#do-not-sell-my-info abrufbar.

Introduction:  James Scouller spent 15 years researching and writing his trilogy of books, how to build winning teams again and again…   He led three international Companies as CEO for eleven years before he founded his executive coaching practice, The Scouller Partnership in 2004. Today he coaches Leaders and their teams. James is the author of the bestselling book, The Three levels of Leadership: how to develop your leadership presence, knowhow and skill. He is the holder of two postgraduate coaching qualifications, and he has trained in applied psychology at the UK Institute of Psychosynthesis. In addition, James holds a 4th Dan Black belt in Aikido. He lives in London with his wife Tricia. Podcast episode Summary:  This episode explores what you need to know, what you need to do and how you do it to become a winning team. James shares his passion for teams and his quest to reveal what it takes to build real teams. It takes effort. Questions asked & points made throughout the Episode:   o    How would you like to fill in the gaps, in terms of my introduction? James is an ex-CEO and that is an important part of his identity. James firmly believes that if individuals and team want to grow they need to address their unnoticed psychological obstacles. Peoples biggest obstacles are not to do with technical stuff, but it is more to do with psychological blocks. James believes that most people, if they can recognise these psychological blocks and work on them they can not only see greater improvement in work results but also greater levels of personal satisfaction. James has been working for nearly 48 years. 20 years ago he decided to set up on each own as a Coach, to train as a coach and along the way he wrote the book The three levels of leadership which he calls a self-help psychological manual and for the last 10 years his focus has been on writing the trilogy on teams. -that's James story in a can.   o    What does your first book unearth in terms of the psychological principles you speak?  The first book has a role in the trilogy to describe what you really need to know about teams. What you need to know about teams is firstly the distinction between what a team is and is not, the definition of a team and the many alternative work group units. You also need to know about the psychological forces that are going on beneath the surface and if you do not know about them you are going to end up a victim of them and you will not act and succeed as a genuine team. The third big thing that you need to know is the commit, combust, combine model which James explains is a psychological model but it is also a practical model and a team can use it to determine which issue they are facing.   o    How do you help teams you work with through the collective forces and individual forces material you describe in your book? James is clear that he doesn't, certainly not in the way he described in the book. He does not take teams into the dual forces model, it is a little academic and doesn't give a team an immediate “so what”. James remains as a coach with his clients and not an educator, although now the books are out he may find himself having to spend more time in an educative role. What James really wants teams to know is that there is stuff going on beneath the surface. He will use a scaling question from 0-10 where he asks a team how well they can skilfully assert themselves in a conversation 1:1 and with the same question in a group. Typically the response is much lower in the group setting and this helps sensitise a group to the knowing that something more is going on in a group setting. This question and revealing is about as much as James will ever do with a team when it comes to the dual forces model. James will more readily use the other psychological model, Commit, Combust, Combine as well as the material from his second book with teams. James wants to make his sessions with teams as experiential & as developmental as possible. James will always explain The Team Progression Curve, which features in book one, which differentiates the different work groups such as task group, potential teams, pseudo teams, real teams and high performing teams. James find that most teams and in particular senior teams like this mapping. Teams get it, it intuitively makes sense and they see things that they didn't know that there is a choice of unit and there is a trap called the Pseudo Team. On the same flip chart James will draw arrows on the ascent between the potential team to the real team that shows Commit, Combust and Combine. James is intent on allowing the teams he works with experience what each of these psychological elements feels like and it is only when he is bowing out of a team coaching assignment he will refer back to the explanation of the Commit Combine and Combine model. Instead James gives teams the team fixer model, book three so the team can self-diagnose. In summary James does not give his teams intellectual food on the models discussed in book one.   o    How did you find the synthesis of these three models helped you and your practice? I am a synthesiser. The world of applied psychology frustrates James because he finds that there are so many people describing the same things using different language. The work has an application for James because he can assess which issue is foremost in terms of commit, combust and combine to help him figure out which of the seven principles and action keys, in his 7 principles model described in book two will be most useful for the team and which to zoom in on.    o    James what do listeners to this podcast need to know in terms of the interplay between the three models described in book one? The only thing that team members or team coaches need to take away from this conversation is that there is a model, a dual forces model that explains what is happening beneath the surface that is making it difficult for teams to form easily. James wrote book one to make the point that if a team does not take the material seriously enough it is unlikely to succeed in building teams. He wanted to create some pain to make the point. Book one is going to be of far more interest to psychologists and coaches than to teams other than to make this important point, you have to understand it takes effort to build winning teams. The Commit, Combust, Combine model is much better for teams to help them answer the question “what do I do with this information?” o    Can you give the listeners a thumbnail sketch of each of the three elements in Commit, Combust and Combine? James starts by saying that the world has been fascinated with the idea of Psychological Safety and he will put it in perspective with respect to the C-C-C model. Trust and Psychological Safety are not the first immediate issue with a team. Commit, Combust, Combine is an attempt by James to take the brilliant work of William Schutlz who first came up with a model called FIRO-Elements in 1950, to make this work applicable to teams. Commit is the first issue for Teams. Commit is all about engagement. It asks am I psychologically in this team or am I not? This is not about whether you are physically present on a team, very often you do not have a choice but you do have a choice about whether or not you commit to the team. The commit issue gets revealed with these questions; what is this team going to be like?, is this going to be a good team, what do we have to do here? How does the Leader react to me? How are other people reacting to me? Can I sense a role that adds value to what I think this team is about? Do I feel included and noticed based on  the behaviour of other people towards me and on my experience to date? If team members can say, yes I understand why this team is here, I like the purpose of the team, I can be part of this and I feel noticed & valued and the leader pays attention to me and I can see a role for myself here, then they will likely declare “I'm in” That the simple way of describing the Commit issue and what has to happen to navigate through it successfully. This phase can go on indefinitely and many work groups do not get past the commit issue.   o    Is ambivalence the shadow of commit? Yes because if a team is unclear about the aim of a group, or they do not care about the aim, or they cannot see a role for them in the team then they are unlikely to be able to commit and the result is ambivalence.   o    How long does it take to help a team see their order of Commit? The elements commit, combust and combine do not work like a ladder or linearly. There can be recycling of issues. Moving through or getting commitment can take minutes or months especially with work teams who can often be so fuzzy about their purpose.   o    If we continue with Combust and Combine what do they both mean? When Commit is resolved enough and enough people declare “I'm in” this is when the combust issue emerges. Combust is essentially about Power. Now the team is asking itself questions like; how do we get things done here? How do we make decisions here?, Is that clear and acceptable? Individually questions are asked like; what is my part in those decisions?, how happy am I with my influence over those decisions? Combust is all around influence, power and role. In commit we are trying to sense our role and in combust we are trying to settle into a role that meets our power needs. Not everyone has the same power needs. Combust is resolved when people are happy with their role, influence and how decisions are made.   o    How was the choice of the word combust made? Is it indicative of this phase that combustion will be likely? James lets us into a secret about the naming of his model. He shares that Bruce Tuckman admitted that the real success of his model was because it has a neat rhyming to it and similarly James wanted a memorable model. Psychological Safety comes in at the third issue of the C-C-C model. James restates that in his view, based on research by William Schultz, Psychological Safety it is not the first issue. Combine is a bit more intricate because there are two sides to it. The first side of combine is about trust  & intimacy and the second side is about focus. This is where we have questions like; Is it safe to say what I am really thinking? Who can I trust here? Do I trust? Is it safe to be the real me or if I express myself naturally and honestly will I find myself being rejected. Is it ok to be open, to say what is really on my mind. The other side of combine is about focus. The first two and half parts of the C-C-C model has been about the individual. This second half of the combine issue is about the team or “we” This is where a team member asks if they are prepared to put the groups agenda ahead of their own. The focus needs to be on “we” if the team is to navigate Combine successfully.   o    How do you segue into your 7 principles model? If you apply these 7 principles in a sequence that makes sense in the situation you are in, you will nail the three psychological issues of Commit, Combust and Combine to form a winning team. The 7 principles and the action keys underneath them are designed to try to help a team address the issues described in the commit, combust & combine model.   o    How does resistance feature and where? Because James works mostly with senior teams he finds that they are likely to resist when team coaching is introduced. If you can work quickly on helping a team work on something to do with commit you will find the scales of resistance drop. There are occasions if teams have gotten into the habit of lying to each other and are well down the path of becoming a pseudo team, James will work to help the team become more genuine with each other, otherwise James will start with a team's motivating purpose. It's a great piece of work to starting being honest with each other and feeling valued & noticed and feeling that their collective objective is something they care about.   o    What is the difference between a team's basic purpose & their motivating purpose? The motivating purpose comes from James first book where he describes Leadership as paying attention to four dimensions, and the first of the four dimensions is motivating purpose. A motivating purpose for an organisation is a vision and for a team a motivating purpose Is their number one goal. The distinction between basic purpose and a motivating purpose is an essential distinction. So many thought leaders and books blur the two. A basic purpose and a motivating purpose are connected and distinct. A basic purpose answers the question “why do we exist” and a team needs to get that clear because it signals what kinds of skills and people are required to fulfil the purpose. Most teams that James works with do know what their basic purpose is and it is not a problem for the team, however on two occasions he has met teams where the basic purpose was not clear and its affects were devastating. James has described the two cases in his second book. Sometimes it's enough that a basic purpose says something like “our job is to lead the company to enjoy continued success and growth” A motivating purpose brings urgency, it is much more localised and specific. It answers the question, what is the most important thing we have to get done together in the next 3-12 months. This purpose will reflect the basic purpose but it is much more here and now. A motivating purpose is a device for building a team. You are not going to have commitment if nobody knows exactly what they are committing to and typically the basic purpose is not enough. If you have a sensational basic purpose like “to get Tara Nolan to the moon by Christmas and bring her back safely” that is a serious purpose or for a project team it could be “to save the business from going under by finding €15 million in savings by the end of February” That is a basic purpose that can function as a motivating purpose. A basic purpose if often more philosophical.  A Motivating Purpose is very specific and urgent expressed in emotional language, with no more than three metrics and targets against these metrics and you check to see that team members care about its achievement and if they don't they will feel pretty awful they will feel that they have let themselves down. As a device developing a motivating purpose helps a team speed through the commit issue.   o    What is Leadership in your 7P model? It is the third principle that James calls shared flexed principled leadership. Essential for Leaders to grasp. The word leadership is a massive problem for executives. They have a very unhelpful mental model about Leadership. It is not a person, an office or a role, it is a process, it is in fact a four dimensional process, the process of paying attention to a motivating purpose, task progress and results, upholding group unity and paying attention to individual nuances. This definition according to James is very significant. People need to make a shift in the way they see leadership. The way Leaders see leadership is making it difficult to lead a team and the way team members see leadership makes it difficult for them to share leadership. Asked to define leadership most people say something reasonable like, “leading a team of people to realise its purpose” James will then ask and “how useful is that definition in guiding you about what you do and how you do it? To which he will invariably get the response “not helpful at all” When James digs further to probe the definition of leadership he gets answers like “leadership is done by people with remarkable capabilities who get sensational results” This definition affected James when he was a CEO and it has affected every CEO client he has met and sadly we are not aware of it consciously. This definition sets up leaders to feel an incredible inadequacy and it can set off defensive behaviours like becoming task obsessed, micro managing, or over criticising because leaders are simply terrified of failing. Leaders and the people they are trying to lead are conflating leadership with leader. Shared Leadership as a principle recognises that there is an official leader, who in difficult circumstances will make the ultimate decision if the team is stuck and everyone is there to move things along in terms of the four dimensions mentioned. Shared leadership means everyone is paying attention to the four dimensions  of leadership which for James means motivating purpose, task progress and results,  team unity and individual nuances. Interestingly The SAS, Rangers, Special forces in the USA have got the idea of shared leadership that is so obvious on a sports team. Hierarchy means nothing to these entities. In business we haven't yet grasped the idea of shared leadership.   o    James what keeps us attached to this idea of Leadership? The false idea of what leadership means and its conflation with the leader and the second thing is that people are unaware of the distinction between performance groups and real teams.   o    James in your third book you call out your team fixer approach to apply the material from book two, what surprised you? How difficult it was to answer the frequently asked questions. James wrote answers to 40 and about 5 or 6 were really tricky.   o    What is the current state of teams and what would you like to see happen? There are a couple of myths I would like to bust and a trap I would like everyone to know. Myth number one: Team building is not rocket science and we do not have to put great effort into it. Team building is tougher than rocket science, you do have to put effort into the process. Putting a rocket into space can be solved with mathematics. Teams are comprised of human beings, different human beings with free will. Members can change their minds at any time and you have these subterranean forces causing havoc. Building winning teams is demanding. Why do so many elite sports team leaders gets fired every season? This work is difficult and these leaders, sports leaders have been learning the art for years unlike business leaders. Myth number two: Team building is not easy to do consistently. If you put the effort in you will get better results and you will enjoy the experience The trap is the trap of a pseudo team. Jon Katzenbach and Douglas Smith came up with the  term sixty years ago. Most people do not know it or have forgotten it and James has resurrected it. James invites us to visualise the team progression curve and to see that between the potential team and the real team there is marshland or quicksand. This represents the pseudo team trap. A pseudo team trap is a common one. They are not rare and probably more common the more senior you go. The pseudo team chases the idea of being a genuine team, not because they have a collective something that they have to achieve together but because they assume it is what you do in the 21st century. These types of teams put all the emphasis on teamwork, being emotionally supportive, asking supportive questions being nice to each other. Essentially this team is pursuing harmony above all else and they end up achieving poor results because they lose their focus and they give teams a bad name. Pseudo teams do not have a highly motivating performance goal that demand they pool their efforts.   o    How would you like to close. This is not an easy area. This work is difficult and it is why top team sports coaches get fired. Accept this work is difficult. If you put the effort in you can learn the art. You have to practice. You can realise that working on a team can become one of the most interesting and joyful of experiences. You have to put effort in and there are things to learn but you can do it!   o    How can we be in touch with you? www.leadershipmasterysuite.com and for listeners who are interested if you add /GOT you will go to a welcome page where James has offered sets of tools to download for free.   Resources shared across this podcast  o    www.leadershipmasterysuite.com o    www.leadershipmasterysuite.com/GOT o    How to build winning teams again and again – a trilogy by James Scouller

Adrianna Kezar is the Dean's Professor of Leadership, Wilbur-Kieffer Professor of Higher Education and Director of the Pullias Center for Higher Education at the University of Southern California. Dr. Kezar holds a Ph.D. and M.A. in higher education administration from the University of Michigan and a B.A. from the University of California, Los Angeles. She joined the faculty at USC in 2003 after serving at the University of Maryland and George Washington University as a faculty member. Dr. Kezar is a national expert of change and leadership in higher education and her research agenda explores the change process in higher education institutions and the role of leadership in creating change. Adrianna's change and leadership research has been used by government agencies, accreditation bodies, foundations, state systems, consortium, and individual campuses to forward change agendas and initiatives and me leadership research has been used to design leadership development among national associations, consortium of colleges, and campus-based leadership programs. She also regularly consults for campuses and national organizations related to her work on diversity/equity/inclusion, non-tenure track faculty, STEM reform, collaboration, and governance. She is an international expert on the changing faculty and she directs the Pullias Center's Delphi Project on the Changing faculty and Student Success. She is regularly quoted in the media related to her research including: New York Times, Wall Street Journal, Washington Post, USA Today, The Atlantic, PBS, NPR (national and local stations), Al-Jazerra, Chronicle of Higher Education, Inside Higher Education, among others. Kezar is a national expert on change, governance and leadership in higher education. Dr. Kezar is well published with 25 books/monographs, more than 130 journal articles, and over 100 book chapters and reports. Recent books include: Shared Leadership in higher Education: Responding to a Changing Environment (2021) (Stylus Press); The Gig Academy (2019) (Johns Hopkins Press), and Administration for Social Justice and Equity (2019) (Routledge). She has acquired over $22 million dollars in grant funding and has worked on grant-funded projects exceeding $35 million dollars on a variety of projects to fundamentally improve higher education.  She is currently principal Investigator for the PASS Project: A mixed methods study of a comprehensive college transition and success program for low income students funded by The Buffett Foundation. She is an AERA fellow and has received national awards for her editorial leadership of the ASHE-ERIC report series from ASHE, for developing a leadership development program for women in higher education from ACE, and for her commitment to service learning from the National Society for Experiential Learning. Transcript

Recorded on July 28, 2024. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

In today's lesson we will cover QPoint 3.1, SHARED LEADERSHIP, of the Lead Right Series, Influence Through Combination. QSource is F3's leadership philosophy and it is designed to be used by F3 members to improve their leadership skills for the benefit of their families, workplaces, and neighborhoods, BUT QSource is based on timeless principles useful for any group that wants to improve leadership skills. Leadership is a skill that a person must learn and master during their lifetime. Because it is a skill, a person must commit to learning to lead in the same way that you would learn anything, with practice. The degree to which you will ultimately master it will depend both upon your natural ability and your willingness to practice. Because we are all born with some leadership ability, even a man with very little natural skill can still be an effective leader if he is willing to practice hard. But a man who will not practice at all will never master the skill. The decision to become an effective leader is your choice. No one else can make it for you.

First Covenant Church

Recorded on May 26, 2024. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

Feeling stuck, dissatisfied, or impatient about getting ahead at work? Wondering whether your talent and hard work are enough to propel your career as fast as possible? Optimizing the guidance your HR department can provide could show you the way. This episode's guest expert has over 12 years of experience in Human Resource and Organization Development Consulting and Coaching and has spoken at global forums as a Shared Leadership and John Maxwell Coach. The founder of Integral HR Philippines and associate partner for LIM Global, he has Economics and Master of Industrial Relations and Human Resource Development degrees from UP Diliman and is currently taking his PhD in Organization Development. He is also the current President of the Business Network International Taguig's Iconic chapter.

Recorded on April 21, 2024. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

On this 3rd Sunday of Eastertide, Kendall Dooley guides us through building community, power, courage, and intimidation in Acts 4:5-12.⁠ Recorded on April 21, 2024. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

Segment 2, April 13th, 2024 Last year two iconic, regional organizations in the Charlotte-area decided to utilize a Shared Leadership structure to reduce administrative costs & the align the similar pursuits of both organizations.  The CEO & Executive Director of the Catawba Riverkeeper & Daniel Stowe Botanical Garden, John Searby, joined Bill Bartee on the Carolina Outdoors to discuss how & why the decision happened. Show Highlights: The organizations were more alike that many thought. Both had scientists, infrastructure to aid, & were working in adjacent spaces. Shared CEO, CFO, HR, & education duties help create more efficiencies with Shared Leadership services. We learn the Catawba Riverkeeper advocates, manage, & educate regarding the 8,900 miles of waters of the Catawba/Wateree basin The Catawba River has been the life water in this area for thousands of years: from indigenous people to modern Carolinas' drinking water, transportation, food & power generation It flows through 26 counties in North and South Carolina & has been called the “Hardest working river in America.” Catawba Riverkeeper is headquartered in McAdenville, NC Daniel Stowe Botanical Gardens is located on the banks of Lake Wylie in Belmont, NC Made up of 380 acre campus features manicured gardens, trails, & an Orchid Conservatory Things You'll Learn by Listening: Summer Camps are upcoming at Daniel Stowe Botanical Gardens & Kayak Rentals & Monthly Eco-Tours are happening with Catawba Riverkeeper Collaboration of organizations that have some similarity is a goal in order to reach each organizations goals. The Carolina Outdoors is powered by the Charlotte fly shop, Jesse Brown's.

Recorded on April 7, 2024. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

The season of Easter, often known as Eastertide, continues as we follow the risen Jesus and discern what it means to practice the ways of Jesus, together as the multiethnic family of God. In this episode, Pastor Chris guides us through the holy metaphor of soil as we embark on the new season and future of Kaleo. 

In this episode, our board member, Emma Tautolo preaches on Palm Sunday. Palm Sunday marks the beginning of Holy Week, leading up to Easter Sunday.

On this final Sunday of Lent, Pastor Erin guides us through John 12:20-33 and how Jesus invites us to see ourselves as buried seeds. ⁠There's also references to the book, Buried Seeds, by Alexia Salvatierra and Brandon Wrencher. Click here to purchase the book! For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx. Recorded on March 17, 2024. 

On this 4th Sunday of Lent, Pastor Chris guides us as we come together to reflect on the life and death of Jesus, focusing more on Him and less on ourselves. For more information about kaleo, visit kaleophx.com or follow us on social media @kaleophx.

Contact us and Get more information!  Website: http://www.fpcsachurch.org/  Email: firstsouthamboy@optimum.net  YouTube Page: https://www.youtube.com/channel/UCFuGhQ2f12YA3gHe0oy8Qfw  Facebook Page: https://www.facebook.com/FPCSAMBOY    Join us for Worship!  Sundays at 10:30am  First Presbyterian Church of South Amboy 150 N Broadway, South Amboy NJ 08879 

In this episode our friend and Board Member, Emma Sounart, guides us through Transfiguration Sunday, reading Mark 2:2-9. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx. 

This service was the first public showing of the @blksouth film! In this episode Kendall Dooley talks about his personal journey from unity to solidarity, exploring what it means to stand in solidarity, like Jesus, with the most marginalized aspects of your own story. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx. 

In this episode, we journey through Jesus driving out an impure spirit in Mark 1:21-28 with Pastor Chris. For more information about Kaleo, visit kalephx.com or follow us on social media @kaleophx. 

In this episode, Tina Estes teaches us about illuminating Christianity and encourages to find solace as we begin this new journey in a new space. ⁠For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

On the first Sunday of Epiphany, Pastor Erin guides us through the Warmth of Other Suns and explores Jesus' call to envision a new world in Mark 4:12-17, 23-25. For more information about Kaleo, visit kaleophx.com or follow us on social media @kaleophx.

Connie's motivational quote for today is by – Ryunosuke Satoro, “Individually, we are one drop.  Together, we are an ocean.'”  Recently, have you read any articles about new leadership skills needed to succeed?  Leadership skills like agility, empathy, respectful communication, listening to employees, and more.  As I reflect, leaders from around the globe are waking up to what true leadership should have been all along and that we have been blindly using the model used throughout corporate cultures, at least during my 40-year career.  I believe that not having a tangible and duplicatable leadership culture will cost organizations millions of dollars in lost productivity and, ultimately, lost revenue. So, what is a great model to follow?  I'm glad you asked!   Watch it on YouTube: https://youtu.be/oTF2xqZ0Tiw   About Kevin Hancock:  Kevin is the managing owner and chairman of one of America's oldest family businesses, an award-winning author, and a nationally recognized public speaker.  Hancock Lumber is a nine-time recipient of the ‘Best Places to Work in Maine' award.   Kevin has three books published: Not For Sale: Finding Center in the Land of Crazy Horse The Seventh Power: One CEO's Journey into the Business of Shared Leadership 48 Whispers from Pine Ridge and the Northern Plains   Kevin also partners with the executive coaching firm SSCA to provide senior management training programs around shared leadership, dispersed power, and deep employee engagement. Kevin is a frequent visitor to the Pine Ridge Indian Reservation in South Dakota and an advocate of strengthening the voices of all individuals—within a company or a community —through listening, empowering, and shared leadership.    How to Get in Touch With Kevin Hancock:  Website:   https://thebusinessofsharedleadership.com/ Books:  https://www.thebusinessofsharedleadership.com/resources/books/ Leadership Program:  https://www.thebusinessofsharedleadership.com/about/workshop/ Stalk me online! LinkTree: https://linktr.ee/conniewhitman Download Free Communication Style Assessment: https://whitmanassoc.com/csa/    Subscribe to the Changing the Sales Game Podcast on webtalkradio.com, your favorite podcast streaming service or YouTube.  New episodes post every week - listen to Connie dive into new sales and business topics or problems you may have in your business.

On this episode of the Healthcare Education Transformation Podcast, Dr. Angela Sontelli Gisselman discusses shared leadership in healthcare and higher education. Shared leadership is a model that distributes responsibilities and roles among team members, allowing for more efficient decision-making and preserving legacy within an organization. Dr. Gisselman emphasizes the importance of efficiency in meetings and the need for a defined purpose and clear communication. She also highlights the benefits of shared leadership, including exposure to different aspects of an organization, collaboration, and the development of future leaders. Dr. Gisselman shares insights on implementing shared leadership and encourages collaboration with international colleagues to learn from their experiences.Key Takeaways:- Shared leadership allows for distributed responsibilities and roles, leading to more efficient decision-making and preserving legacy within an organization.- Efficiency in meetings is crucial, with a clear purpose and defined outcomes to avoid wasting time.- Shared leadership provides opportunities for exposure to different aspects of an organization and collaboration with colleagues from various disciplines.- Allocating sufficient administrative time and workload is essential for individuals in leadership positions to excel in their roles.- Collaboration with international colleagues can provide valuable insights and help advance healthcare education and practice.Feel free to reach out to Dr. Angela Sontelli Gisselman at:https://twitter.com/ASGPhysioEmail: angela.gisselman@tufts.eduIf you are taking the NPTE or are teaching those about to take the NPTE, visit the NPTE FInal Frontier at www.NPTEFF.com and use code "HET" for 10% off all purchases at the website...and BREAKING NEWS!!!! They now have an OCS review option as well... You're welcome! You can also reach out to them on Instagram @npteff If you're a PT and you have student loan debt, you gotta talk to these guys. What makes them unique is that they view financial planning as like running hurdles on a track. And for PTs, the first hurdle many of us run into is student loan debt. Varela Financial will help you get over that hurdle. They not only take the time to explain to you which plans you individually qualify for and how those plans work, but they ALSO take the time to show you what YOUR individual case looks like mapped out within each option. So if you're looking for help on your student loan debt, or any area of your personal finances, we highly recommend working with them. You can check out Varela Financial out at varelafinancial.com. Feel free to reach out to us at: http://healthcareeducationtransformationpodcast.com/ https://www.facebook.com/HETPodcast https://twitter.com/HETpodcast Instagram: @hetpodcast @dawnbrown_pt @pteducator @dawnmagnusson31 @farleyschweighart @mail.in.stew.art @ujima_institute For more information on how we can optimize and standardize healthcare education and delivery, subscribe to the Healthcare Education Transformation Podcast on Apple Podcasts or wherever you listen to podcasts.

New leadership is constantly emerging in organizations — how can we find ways to celebrate, honor, and document important stories of shared leadership and healthy transitions? As our current Co-Directors, Ana Conner and Kiyomi Fujikawa, prepare to transition out of their roles in early 2024 and two new leaders join us, we're reflecting on a long lineage of transformative leadership that has shaped and guided our organization over the years. We're excited to have some impactful folks from throughout our organization's history speak to the power of shared leadership. We'll be hearing from one of Third Wave's founders Amy Richards, Program Officer at the Foundation for a Just Society and former Third Wave Board Member Paulina Helm-Hernandez, the current Co-Chairs of our Advisory Council Loan Tran and Adjoa Sankofia Tetteh, former Director of Third Wave Rye Young, and Executive Director at New York Foundation and former Third Wave Board Member Rickke Mananzala. We'll also be hearing from a few current Third Wave staff members, including Communications Officer Monica Trinidad and Development Associate Jillian Jacobs, as they reflect on how both they and our organization has grown and shifted in the last five years. Total Run Time: 36:17 Date Release: December 13, 2023 An english transcription of the podcast episode, list of guests, and links to things mentioned in podcast episode will be available on our website on Thursday, December 14, 2023 at https://www.thirdwavefund.org/podcasts.

On this second Sunday in the season of Advent, Pastor Erin guides us through Mark 1:1-8 and the power of imagining peace.⁠ Advent marks the beginning of the liturgical year and serves as a period of anticipation and preparation for the celebration of the birth of Jesus Christ at Christmas.⁠

We hope you are well Bootcampers! Jimbo has been released from his quarantine and Bob is feeling a little under the weather, but do not fear loyal Bootcamper we held forth and produced another EP for you that is an important listen. Leadership is often lonely and challenging, that’s why it is vitally important to […]

In this episode, our good friend, Kendall Dooley guides us through the first Sunday in the season of Advent. Advent marks the beginning of the liturgical year and serves as a period of anticipation and preparation for the celebration of the birth of Jesus Christ at Christmas.⁠ For more information about Kaleo, visit kaleophx or follow us on social media @kaleophx.

We are excited to wrap up our special 4-part series on Character Education today. If you missed the first 3 episodes in this series, be sure to go back to hear all of the wonderful wisdom. As we enter episode 4 in this series, we are going to be chatting specifically about shared leadership and the Practical Wisdom Framework. Resource Links: Our Framework for Purposeful Cultures of Character The SSC for our Free Resources Leading with Virtue Free PD courses The Jubilee Center for Character and Virtues teacher resources, The Jubilee Center for Character and Virtues – The Character Teaching Inventory (also attached)/ Teaching Character Education: What Works What Works in Character Education by Berkowitz and Bier Character.org PRIMED by Berkowitz Karen Bohlin's Practical Wisdom Framework

Aki Salmi: Indicators of a Thriving Agile Team When Uncertainty Rules Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. In this episode, Aki emphasizes the importance of growth within a team, regardless of whether the path forward is uncertain. He provides insightful tips, such as tracking the effectiveness of retrospectives and monitoring the nature of discussions. Aki prompts reflection on whether the team is delving into systemic issues or getting stuck in "but" statements. He encourages listeners to observe where the team's focus lies and whether they exhibit curiosity towards their work, asking exploratory "what if" questions. Featured Retrospective Format For The Week: The Empty Table Retrospective In this segment, Aki shares his preferred retrospective format inspired by "Agile Retrospectives" by Larsen and Derby. He gives the tip that it's a lot easier for Scrum Masters when we don't run retrospectives for our own teams. Aki introduces the "Empty Table" retro, emphasizing the significance of a thorough check-in. Participants imagine an empty table to gather insights and events. He used to employ dot-voting extensively, but later decided there were better methods to select the topics for discussion. He suggests a different approach for topic selection to promote shared leadership. He stresses the importance of active listening and embraces silence as a valid contribution.   [IMAGE HERE] Retrospectives, planning sessions, vision workshops, we are continuously helping teams learn about how to collaborate in practice! In this Actionable Agile Tools book, Jeff Campbell shares some of the tools he's learned over a decade of coaching Agile Teams. The pragmatic coaching book you need, right now! Buy Actionable Agile Tools on Amazon, or directly from the author, and supercharge your facilitation toolbox!    About Aki Salmi Aki is a software crafter and shares the joy of coding and the value of empathy at work. That is, Aki works on ones and zeros (code) and everything else (humans). You can link with Aki Salmi on LinkedIn.   

Ever had a staff member who shares lots of opinions on things that maybe don't apply to her? You probably want to acknowledge her concerns but also encourage her to "stay in your lane!" On this week's episode, Karen and Christy talk about: - why you should feel grateful when staff bring complaints out of their "lane" - how to use teams to improve decision-making and reduce complaints - setting ground rules for sharing feedback This podcast is sponsored by Just Right Reader and Peer-Driven PD. 

Andrew Mitchell: From Command and Control to Shared Leadership, a Project Manager's transition to the Scrum Master role Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. In this episode, Andrew shares his experience as a new Scrum Master and the mistake he made by trying to replicate a command and control leadership style. The team was demotivated and lacked trust, and Andrew initially felt the need to have all the answers despite his limited experience. However, he learned the importance of admitting mistakes and building trust with the team. He also discusses the transition from project manager to Scrum Master, emphasizing the need to let go of control and embrace shared leadership. Lastly, he advises embracing silence to foster deeper thinking and collaboration.   [IMAGE HERE] Recovering from failure, or difficult moments is a critical skill for Scrum Masters. Not only because of us, but also because the teams, and stakeholders we work with will also face these moments! We need inspiring stories to help them, and ourselves! The Bungsu Story, is an inspiring story by Marcus Hammarberg which shows how a Coach can help organizations recover even from the most disastrous situations! Learn how Marcus helped The Bungsu, a hospital in Indonesia, recover from near-bankruptcy, twice! Using Lean and Agile methods to rebuild an organization and a team! An inspiring story you need to know about! Buy the book on Amazon: The Bungsu Story - How Lean and Kanban Saved a Small Hospital in Indonesia. Twice. and Can Help You Reshape Work in Your Company.   About Andrew Mitchell Andrew prioritizes people when building products, aiming for happy and engaged employees who create great products and serve customers well. He emphasizes trust, psychological safety, servant leadership, and believes Scrum is the best framework to achieve these goals. He was also a host of the Product Owner Summit 2023, where we collaborated. You can link with Andrew Mitchell on LinkedIn.