Podcasts about team success

Craig Carton and Big Mac revel in the New York Knicks' monumental NBA Championship victory, discussing the city's transformation into "Titletown USA." They break down Jalen Brunson's superstar performance, critique Victor Wembanyama's post-series antics, and praise Leon Rose for building a title-winning roster without homegrown first-rounders. 01:20 - Knicks Are NBA Champions 04:50 - Craig: The Good Luck Charm 08:50 - Dominating the Postseason Path 12:50 - Blasting Victor Wembanyama 16:10 - Adam Silver's Trophy Prediction 19:40 - Building a Champion Roster 25:35 - New York City Celebrations 30:05 - Responding to Doubters 33:55 - Character of a Champion 38:10 - Towns and Team Success

What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

Brad Evans and Pat Boyle reveal who they think will take home the National League Cy-Young, leading to a debate if team success should matter when it comes to the award. Plus, is tonight a smash spot for the Dodgers and are the Phillies actually live to turn their season around?

Gustavo Razzetti: Forward Talk Gustavo Razzetti is a culture change instigator, speaker, and CEO of Fearless Culture, a culture design consultancy. He helps leaders build teams that talk about what matters—even when it's uncomfortable–through his books and tools, including the Culture Design Canvas. He is the author of Forward Talk: The Bold New Method for Getting Teams Unstuck (Amazon, Bookshop)*. The beauty of a team is that we can get so much more done with collaboration. It also means that sometimes we surrender our responsibility to others. In this conversation, Gustavo and I explore what to do when a team gets stuck. Key Points Conversations are the foundation of collaboration. Without them, teams quickly build conversational debt. We don't stay silent because we're scared. Rather, we stay quiet because we surrender our responsibility to others. Many of us overestimate our courage. We believe that we'll say something, but studies show that often we do not. Forward Talk accomplishes two things: (1) addresses the real issue and (2) focuses on the future. See information as an opportunity instead of an obstacle. Courage can begin with admitting what you don't know. Perspective is the choice to share your views instead of surrendering your judgment to social pressure. Responsibility is a commitment to understand the systemic issues instead of entering into blame. Resources Mentioned Forward Talk: The Bold New Method for Getting Teams Unstuck by Gustavo Razzetti (Amazon, Bookshop)* Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Getting Better at Internal Communication, with Roy Schwartz (episode 687) Help Your Team Coach Each Other, with Keith Ferrazzi (episode 709) What Really Matters for Team Success, with Colin Fisher (episode 748) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

What actually builds a winning culture?In this episode, we're joined by former West Perth premiership player, captain, and head coach Jason Salecic to break down the real foundation behind successful teams — trust. Not the buzzword, but the lived standard that shapes culture, leadership, and performance.We dive into what it takes to create an environment where people buy in, hold each other accountable, and understand their role within something bigger than themselves. From football clubs to everyday organisations, the same principles apply — and when trust is missing, everything cracks.This is a deep conversation on leadership, resilience, and finding your place in the collective.If you've ever been part of a team, led one, or struggled to find your role — this one hits.PATREON Support The Hard Yarns and get access to exclusive drops, content, live shows and promo codes : www.patreon.com/thehardyarnspodcast FIND US Email: info@thehardyarns.com Instagram: @thehardyarnspodcast YouTube: https://youtube.com/@thehardyarnspodcastTikTok: @thehardyarnspodcast Web: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.thehardyarns.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ SPONSORS The Smart Business Lounge - https://www.thesmartbusinesslounge.com.auAll Trades Cover - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.alltradescover.com.au⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Crafted Finance - https://www.craftedfinance.com.auHard Yarns is Produced by B32media ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#hardyarns⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#comedy⁠⁠⁠⁠⁠⁠⁠

Servant Leadership in Action: Building People-First Workplace Cultures with Scott DoggettIn a recent episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge sat down with Scott Doggett, the Founder and Chief Servant Leader of the National Academy of Leadership Development, to discuss the transformative power of human-centered management. Scott, who authored Priceless: See People Differently, Lead People Better, shares his journey of personal transformation—moving from a sedentary lifestyle to completing the grueling Disney Dopey Challenge—and how those lessons in consistency and resilience translate to the boardroom. This conversation serves as a strategic roadmap for executives and founders who want to move beyond traditional top-down management to create high-performance cultures rooted in mutual respect and servant leadership.Flipping the Script: Why Servant Leadership is the Modern Competitive AdvantageThe traditional corporate hierarchy often operates on a model where employees exist primarily to serve the goals and whims of their leaders, a structure that frequently leads to burnout and cultural erosion. Scott Doggett explains that servant leadership flips this pyramid, positioning the leader as the foundational support system whose primary role is to provide the tools, autonomy, and emotional safety employees need to excel. By focusing on empowerment rather than coercion, leaders can tap into "discretionary effort"—that extra mile an employee chooses to go because they feel genuinely valued, not because they are mandated to do so. This shift is particularly critical in the post-pandemic landscape, where many organizations have seen a decline in morale due to a lack of intentional culture-building.Beyond cultural wellness, servant leadership provides a framework for navigating the anxieties brought about by rapid technological shifts like Artificial Intelligence. Scott notes that the high failure rate of AI initiatives—often cited between 80% and 90%—is rarely due to the technology itself, but rather the human resistance sparked by fear and uncertainty. When leaders approach these transitions as "servants," they involve their teams early, frame the technology as a tool for human enhancement rather than replacement, and invest heavily in the necessary training to build competence and confidence. By seeing the person behind the performance and removing the dehumanizing labels often used in HR, leaders create an environment where innovation can actually take root because people feel secure enough to experiment.Measuring the success of a people-first culture requires looking past surface-level metrics to the lived experience of the workforce. While traditional KPIs are important, Scott emphasizes that organizational health is best reflected in high retention rates and the willingness of team members to advocate for the company from the inside out. Implementing these changes isn't a one-time event but a continuous process that begins with senior leadership modeling the desired behaviors. Through immersive workshops and ongoing coaching, organizations can move from a state of "AI anxiety" and cultural disconnection to a resilient, adaptable environment where employees are seen, respected, and empowered to do the best work of their lives.About Scott DoggettScott Doggett is the Founder and Chief Servant Leader of the National Academy of Leadership Development. A passionate advocate for people-first management, Scott transitioned from a successful corporate career to focus on helping organizations bridge the gap between performance and humanity. He is a dedicated endurance athlete and the author of Priceless: See People Differently, Lead People Better, a book designed to help leaders uncover the untapped potential in their teams through empathy and service.About National Academy of Leadership DevelopmentThe National Academy of Leadership Development is a premier training organization dedicated to embedding servant leadership principles into corporate DNA. Through immersive one-day workshops, long-term executive coaching, and legacy planning, the Academy helps leaders at all levels develop the mindset and skills necessary to lead effectively in a modern, complex world. Their faculty focuses on real-world application, ensuring that cultural transformation leads to measurable organizational health.Links Mentioned in This EpisodeNational Academy of Leadership Development Official Website: nationalald.comScott Doggett on LinkedIn: linkedin.com/in/scottdoggett/Key Episode HighlightsThe Servant Leadership Flip: Moving from a model where employees serve the leader to one where the leader empowers the team.Overcoming AI Anxiety: Why 80–90% of tech initiatives fail due to human resistance and how servant leadership can fix it.Discretionary Effort: Understanding how genuine respect and appreciation drive employees to go "above and beyond" voluntarily.The Dopey Lesson: How the discipline of marathon training mirrors the consistency required for long-term cultural transformation.Beyond Labels: Why separating a person from their performance is the key to seeing untapped potential and fostering growth.ConclusionThe conversation with Scott Doggett highlights that the most successful organizations of the future will be those that prioritize the human element over the machine. By embracing servant leadership and prioritizing the well-being and growth of employees, leaders can build resilient cultures that thrive even in times of technological disruption.More from The Thoughtful Entrepreneur

In this episode of the Grow A Small Business Podcast, host Troy Trewin interviews Katrina "Kat" High shares her journey from being laid off in the pharma industry to co-founding Artemis Factor, a strategic consulting firm serving pharma and biotech clients. She explains how the business grew from three founders to a team of more than 50 people through bootstrapping and strong industry relationships. Kat highlights the importance of delegation, building the right support systems, and not trying to do everything alone. A unique part of her approach is hiring talented professionals impacted by layoffs and helping rebuild their confidence and careers. She also discusses balancing fast growth, maintaining company culture, and focusing on meaningful impact on employees and patients. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? According to Katrina "Kat" High, the hardest thing in growing a small business is dealing with external factors that you cannot anticipate, because business owners often face unexpected changes in the market, economy, or industry that are outside their control. She emphasized that since you never fully know what challenges are coming, the key is to stay prepared by maintaining strong cash flow, building a reliable team, keeping clear communication with employees, and working closely with advisors so you can handle whatever situation arises. What's your favorite business book that has helped you the most? Katrina "Kat" High shared that one of her recent favorite resources that has helped her is content around money mindset, particularly the "Let Them" concept discussed on the Mel Robbins podcast, which she found useful for handling challenges in her current stage of business. She mentioned that instead of sticking to one all-time favorite book, she prefers reading books and listening to podcasts that match the specific season or challenges she is facing, so the advice feels practical and relevant to her situation at that time. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? Katrina "Kat" High recommends tapping into a mix of practical and mindset-focused resources, including project management and AI-focused podcasts to stay current with industry trends, alongside investing podcasts to build broader business awareness. She also highlights the value of continuously learning through audiobooks and physical books depending on your season of business, and mentions mindset-driven content like the The Mel Robbins Podcast as helpful for navigating challenges. Overall, her approach is to consistently expose yourself to diverse learning channels—audio, reading, and niche podcasts—so you can grow both your technical skills and decision-making as a small business owner. What tool or resource would you recommend to grow a small business? Katrina "Kat" High recommends implementing a strong Customer Relationship Management (CRM) system as a foundational tool to grow a small business, emphasizing that having a centralized way to track client interactions, manage leads, and maintain relationships is critical for sustainable growth. A good CRM helps streamline sales processes, improves communication, and ensures no opportunities fall through the cracks, allowing business owners to stay organized while scaling. She suggests choosing a CRM that fits your business needs and using it consistently, as it becomes a key driver in building long-term client relationships and making smarter, data-informed decisions. What advice would you give yourself on day one of starting out in business? Katrina "Kat" High would tell herself to just get started and not wait for everything to be perfect, because clarity and confidence come from taking action, not overplanning. She emphasizes that you won't be able to map everything out from day one, and that's okay—what you learn along the journey will guide your next steps. Instead of striving for perfection, focus on progress, stay adaptable, and trust that each experience will give you the insight needed to grow and make better decisions as your business evolves. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.     Quotable quotes from our special Grow A Small Business podcast guest: You cannot do it all yourself learn to ask for support early – Katrina "Kat" High Progress beats perfection just get started and figure it out along the way – Katrina "Kat" High Stay adaptable because what you learn today shapes your success tomorrow – Katrina "Kat" High      

Small Market Team Success + Can Virginia have a Pro Team? by Ed Lane

Forge FC head coach and sporting director Bobby Smyrniotis was the guest on this Sportsline Podcast. The two-time CPL Coach of the Year spoke about his transition from player to manager, the Hammers' consistent success, and what continues to motivate him.

Most companies say the customer comes first. But in meeting rooms across every industry, business decisions get made every day without a single thought about how they will land on the people paying the bills. Dan Gingiss has spent his career asking one question: what would happen if leaders simply kept the customer in the room? In this episode of Boss Better Now, Joe Mull sits down with Dan Gingiss, a customer experience keynote speaker and author who led digital CX teams at Discover, Humana, and McDonald's. Dan traces his path from Domino's delivery driver to Fortune 500 executive and shares what each step taught him about the irreversible link between how leaders treat their people and how those people treat customers. Dan unpacks why customer experience is not a department but a company-wide discipline, how a manager can build trust with a new team before anyone has earned it, and what he calls "collective lift," the undervalued skill of raising the performance of everyone around you. He also challenges one of the most reflexive assumptions in leadership: that your best individual performer is your best candidate for management. In this episode, you'll learn:

Jerry returns and we heard from Carson Benge as he hit a HR in his MLB debut. We also heard from Freddy Peralta, who said he asked the offense for some runs. Jerry Seinfeld was on with Tommy Lugauer and they talked about Pete Alonso going to the Orioles. Larry David is in a new commercial for YES with Michael Kay. Rick Pitino talked about a particular time the team really came together this season. The Moment of The Day: McGonigle, McGonigle.

Why do some people take ownership of outcomes while others blame circumstances, luck, or other people?In this episode, Bernice Casserly and Rich McCarthy explore the concept of Locus of Control, the belief system that shapes how we interpret success, failure, and responsibility.They discuss how this mindset influences leadership behaviour, team culture, and performance, and how leaders can develop a stronger sense of ownership and accountability.If you've ever wondered why some teams take responsibility and move forward while others stay stuck in excuses, this conversation is for you.

Most women in digital can do the work. The harder part is explaining it in a way that actually lands — with the right clients, in the right rooms, at the right price.That's the problem host Amy Vaughan tackles in this week's episode of The Power Lounge with guest Orly Zeewy, author and self-described "facilitator of light bulb moments." Orly has spent years helping women entrepreneurs cut through the noise of their own messaging — not by adding more to it, but by stripping it down to what clients actually need to hear.In this conversation, they get into why so many women default to underselling themselves, how to identify your zone of genius and communicate it with confidence, and what a LinkedIn profile needs to do in the 7 seconds before someone decides to keep scrolling. Orly also speaks frankly about pricing — why women consistently undercharge, how brain science plays into it, and what it costs the women who come after you when you do.If your messaging feels scattered, your LinkedIn feels like everyone else's, or you're not charging what your work is worth, this episode gives you a clear place to start.Chapters:00:00 - Introduction00:10 - "Clarifying Your Digital Brand"06:40 - Defining Your Zone of Genius08:53 - Zone of Genius vs Competency12:12 - LinkedIn Profile Mistakes17:20 - "Crafting a Targeted LinkedIn Pitch"19:46 - "Discovering Your True Gift"24:47 - LinkedIn Strategy for Transitioning Careers27:05 - "Women, Money, and Mindset"31:48 - Confidently Owning Your Worth32:34 - Educate Clients for Better Value37:48 - "Power Pose and Perception"42:03 - "Targeting Startups for Team Success"43:27 - Masterclass: Luxury Language for Women46:37 - "Ask, Give, Grow Philosophy"48:59 - "Join Together Digital Community"49:20 - OutroQuotes:Amy Vaughan:"We have to fall in love with the problems we're trying to solve, not just the solutions. When you show up to help and uplift, your brilliance becomes impossible to ignore."Orly Zeewy:“Messaging is simply sharing the real value you bring and the problems you solve. If it's true, it isn't bragging.”Key Takeaways:Messaging Is a Mindset—Not a MegaphoneZone of Genius > Zone of CompetencyFirst Impressions on LinkedIn MatterTransformation, Not ExplanationDon't Go It Alone—Ask for Outside PerspectiveRaise the Bar—And Your PricesCommunity & Coaching Change EverythingEmbrace the “Why Not Me?Connect with the guest Orly Zeewy:LinkedIn: https://www.linkedin.com/in/orlyzeewy/Website: https://zeewybrands.com/elevate-your-brand/Purchase Orly's book: https://bit.ly/readylaunchbrand%20The Clarity Hour:This is a monthly event by Orly Zeewy. If you're feeling fuzzy about your messaging and want to learn how to get clear, here's the link to register: https://us02web.zoom.us/meeting/register/_PFctwRZRN6MK24ttI28rg#/registrationConnect with the host Amy Vaughan:LinkedIn: http://linkedin.com/in/amypvaughanPodcast: https://www.togetherindigital.com/podcast/Learn more about Together Digital and consider joining the movement by visiting Home - Together DigitalProduced by Heartcast Media: http://www.heartcastmedia.comSupport the show

Chris Russell breaks down why tanking continues to hurt the NBA as a whole and damage individual franchises in the long run, arguing that intentional losing erodes competitiveness, player development, and fan trust. The discussion includes audio from NBA Commissioner Adam Silver addressing the league's ongoing battle with tanking, sparking further reaction from Russell. He pushes back on the idea that losing on purpose is a necessary path to success, emphasizing that teams don't have to tank to land a superstar or build a championship contender, and that smart team-building, development, and culture are far more reliable paths to sustained success in the NBA.

Happiness can be tricky for entrepreneurs, especially when the outside world thinks you've already “made it.” In this episode, Dan Sullivan shares a simple daily framework for staying genuinely happy as an entrepreneur, regardless of what's happening in your business, your relationships, or the larger world around you.Here's some of what you'll learn in this episode:Why an entrepreneur's happiness depends on three simple ingredients.How to measure your daily achievement in a way that actually feels like progress.What excites Dan most about creating and sharing a brand-new thinking tool.Why your greatest value shows up when you spend your time doing activities you genuinely love. Show Notes: Entrepreneurial happiness comes from a way of being that you practice every day, not a goal or a destination. The first ingredient for a happy entrepreneurial life is making real daily progress, not just occasional big wins. Measuring yourself against an ideal future is like measuring your distance to the horizon line—you never feel any closer. You feel genuinely successful when you measure progress against where you started and what you've actually achieved. A simple end-of-day reflection on what you accomplished turns an ordinary day into a tangible gain you can build on tomorrow. The second ingredient for a happy entrepreneur is liking who you are, which means appreciating how you handle setbacks, not pretending you've never made mistakes.When you give yourself grace for past decisions, it becomes much easier to extend that same grace to other people. Even if you don't achieve your goal, you can be pleased with how you went about things. Being truly useful to other people each day is the third ingredient that makes entrepreneurial happiness feel complete.Strategic Coach® is built on hundreds of thinking tools that help entrepreneurs reframe situations and recognize the progress they're actually making. These three ingredients—progress, self-liking, and usefulness—keep you grounded in the present instead of trapped in past regrets or future fantasies. Of the three, liking who you are carries special weight because without self-respect, progress and usefulness don't feel satisfying.It's hard to feel useful doing work you're not good at or don't enjoy, so designing your role around your Unique Ability® is crucial for happiness. Greater self-awareness helps you like yourself more because you understand which situations you handle well and which ones you should avoid or delegate. Dan describes happiness as living in “local reality”—what's real, available, and actionable right now, instead of chasing someone else's reality.Viewing each day through this three-part lens is a practical way to keep your entrepreneurial confidence high, no matter what challenges arise. Resources: The Gap And The Gain by Dan Sullivan with Dr. Benjamin Hardy Shannon Waller's Team Success podcast Unique Ability® The Positive Focus®

How do the best leaders unlock extraordinary results in their teams? In this week's episode, John Maxwell reveals how empowering others not only helps them reach their potential, but also equips them to pass on that growth beyond themselves!  After his lesson, Mark Cole and Chris Robinson dive into practical strategies and real-world examples to help you apply empowerment in your own leadership journey right away.  Key takeaways:  The strongest teams thrive when leaders actively demonstrate that they need their people and invite them to contribute.  Empowerment is more than delegation; it's giving team members authority, resources, and trust to lead.  "You can choose control or growth, but not both." — Craig Groeschel Our BONUS resource for this episode is the How Empowerment Fuels Team Success Worksheet, which includes fill-in-the-blank notes from John's teaching. You can download the worksheet by visiting MaxwellPodcast.com/Empowerment and clicking "Download the Bonus Resource." This episode is sponsored by BELAY: Leaders, stop trying to do it all yourself. The best leaders know their limits, operate out of their strengths, and set others up for success. Find freedom with BELAY — pairing you with vetted U.S. virtual assistants so you can focus on what matters. To help you get started, BELAY is offering Maxwell Leadership listeners a free download of their resource, The Future of Executive Partnership: Why AI Isn't Enough. Just text MAXWELL to 55123 for FREE access. References:  Watch this episode on YouTube! Accelerate your growth with the Maxwell Leadership App (start your 7-day free trial today with code PODCAST7!) Three Indicators of an Empowering Leader Podcast Episode How to Live with Purpose Every Day Podcast Episode Join the Maxwell Leadership Certified Team

In this episode of the Leadership and Learning Podcast, host Randy Goruk explores a fundamental question faced by leaders: when should you give your team credit for accomplishments, and when (if ever) should you take credit yourself? Drawing on real coaching conversations and timeless leadership wisdom, Randy emphasizes why team success is never about the individual leader, but about collective achievement. Listeners will hear actionable tips on supporting and inspiring teams ·         Why humility is a crucial leadership trait that builds trust and respect. ·         Practical ways leaders support their teams. ·         How a leader's behind-the-scenes work contributes to overall team success. ·         That team achievements are a collective success. ·         Inspiring examples and quotes underscoring the value of humility in leadership. ·         Randy's personal mantra.   ·         Leadership tips on achieving a positive, engaged work environment.

In this episode, Susan Charlesworth, a specialist in human performance and former astronaut trainer for the European and UK Space Agencies, shares insights from her career in aviation psychology and leadership coaching. She discusses her path from early studies in psychology and aviation to working with astronauts and mission controllers, focusing on topics like leadership, teamwork, and communication. Susan Charlesworth explains the differences between structured, technical training environments and the realities of leadership in everyday organizations, highlighting the importance of trust, self-awareness, and adapting leadership frameworks to individual needs. The conversation also touches on the challenges technical professionals face as they move into management roles and the value of coaching and personalized development. Listeners interested in leadership development, especially within technical fields, will find practical advice and thoughtful reflection throughout the discussion.

LB Devin Lloyd and C Robert Hainsey speak with the media on Monday of the Wild Card round during the 2025 NFL Season.See omnystudio.com/listener for privacy information.

Michelle and Chase revisit Episode 153: Leader Development is Crucial for Team Success. In this special highlight episode, they explore why ongoing leader development matters more than ever. Tune in to hear key insights on how continuous growth helps leaders stay relevant, inspire their teams, set the right example, and drive organizational success in an ever-changing workplace.   You can listen to the entire episode here: Career Dreams Podcast: Episode 153 - Leader Development is Crucial for Team Success Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

Reacting to the Differing Results in Memphis Hoops from Last Night; Eric Hasseltine on the Grizzlies' Win in Minnesota Last Night, Team Success via Depth, Grizzlies' MVP Thus far & MORE!

Are your most ambitious years behind you, or still ahead? Dan Sullivan and Gord Vickman explain The Six-Year Framework™ from Dan's latest book, Always More Ambitious, and share why recent capabilities are the best fuel for your future. They also discuss how to stay smart in a distracted world so teamwork and technology keep you calm, creative, and increasingly ambitious at every age. Show Notes: The Six-Year Framework keeps you focused on three years of recent achievements and three years of future growth.​ There's a direct connection between capability and ambition: expanding one naturally expands the other.​ The real fuel for your next jump isn't more goals—it's taking your strongest capabilities and deciding where you want them to go next.​ Teamwork and technology are the two biggest multipliers behind entrepreneurs' best decades.​ Pairing your smartest past decisions with your most exciting new possibilities makes the future feel bigger and more achievable overnight.​ A fixed six-year window gives you a clear sense of progress instead of the stress of chasing a constantly moving goalpost. Entrepreneurs need to resist getting lost in new tech and instead let their team find and build the right tools.​ Deciding that your later decades will be your most ambitious changes how you use every year between now and then.​ Resources:Always More Ambitious by Dan Sullivan Perplexity Shannon Waller's Team Success podcast The Strategic Podcast Network

Galway senior camogie selector and St Thomas' senior hurler Damien Finnerty joins Paul on this week's PodcastSubscribe for more content!If you have any questions or thoughts for upcoming podcasts, email the maroonwhitepod@gmail.com.

The automated "Great job, team!" email blasted to 47 people at 4:37 PM on a Friday isn't authentic appreciation. Neither is the generic gift basket ordered by someone in HR who's never met your top performer, or the corporate recognition program where nobody actually feels valued. These things look like recognition, but your people know the truth: leadership is outsourcing one of the most human tasks—seeing the people who show up every day and make things happen. And your teams feel the disconnect. As Jeb Blount Jr. recently said on the Sales Gravy Podcast: "Don't make your appreciation to customers, to your team, to yourself a completely outsourced behavior. It will be cheap, and everyone will know it." Authentic appreciation can't be delegated to your human resources team or automated through your CRM. And that's exactly why it works. Where Sales Leaders Go Wrong with Recognition Most sales leaders fall into one of two camps. Camp one believes they don't have time for appreciation because they're focused on results. The numbers are what matter. Recognition is soft skills territory—nice to have, but not essential. Camp two wants to show appreciation but defaults to the path of least resistance. They sign the company card. Approve the budget for the year-end gift. Forward the congratulatory email from the VP. Box checked. Both camps are missing what actually moves people. Recognition that matters requires you to see the work that often goes unseen. It demands that you pause long enough to notice not just the outcome, but the effort behind it. That's not something you can outsource. Why Small Moments Compound Into Big Results There's a concept in professional development about making 1% improvements every single day. Over 365 days, those tiny adjustments compound into exponential growth. Authentic appreciation works the same way. You don't need a massive recognition program. You don't need elaborate gestures or expensive rewards. You need consistency in the small moments that tell your team: I see you, and what you are doing matters. Consider the sales rep who stays late to prep for tomorrow's presentation. The account manager who defuses a client issue before it reaches your desk. The teammate who mentors the new hire without being asked. These moments happen every day, and most leaders miss them entirely because they're scanning for the big wins. But your team isn't just looking for recognition when they close the monster deal. They're looking for it on Tuesday afternoon when they're grinding through their 50th prospecting call. They're looking for it when they've had a brutal week and still show up ready to perform. Small acts of authentic appreciation in these moments build trust faster than any annual award ceremony ever will. 3 Elements of Authentic Appreciation Authentic appreciation has three non-negotiable elements. Specific means recognizing exactly what someone did and why it mattered. Not "great work on that account," but "the way you handled that objection about pricing showed real creativity—you reframed value instead of dropping price, and that's exactly the approach we need more of." Timely means you don't wait for the quarterly review or the annual celebration. You recognize the effort when it happens, while it's still fresh and meaningful. Personal means you deliver it in a way that resonates with that individual. Some people want public recognition. Others prefer a quiet conversation. Some treasure a handwritten note. Others just want to hear it directly from you in the moment. Here's what this looks like in real leadership: One sales leader makes it a practice to handwrite notes to team members. Not emails. Not Slack messages. Actual pen-on-paper notes. Some are two sentences. Some are three paragraphs. But everyone is specific to something that person did and why it mattered to the team. Is it efficient? No. Does it scale? Not really. But those notes end up on office walls, in desk drawers, and tucked into planners. Years later, people still have them. That's the difference between authentic and outsourced. Integrate Authentic Appreciation Into How You Already Work Most sales leaders know they should show more appreciation. They feel guilty about it. They add it to their to-do list. And then the day gets away from them. The problem is treating appreciation as an extra task instead of integrating it into what you're already doing. You're already having one-on-ones. Reviewing deals. Walking the floor or jumping on calls. The question isn't whether you have time—it's whether you're paying attention in those moments. When reviewing pipeline, don't just look at the numbers. Notice the effort. "I see you've been hitting activity goals consistently for six weeks straight. That discipline is setting you up for a strong Q1." When someone sends an update email, reply with more than “thanks.” Take 30 seconds to acknowledge what they did: "This breakdown made my job easier. I didn't have to dig for answers. That kind of communication makes our team more efficient." These aren't grand gestures. They're small moments of paying attention and responding like a human being who notices when people do good work. Building a Culture Where Authentic Appreciation Flows Both Ways The best team cultures don't just flow from leader to team member; they flow in every direction. When you model authentic appreciation, your team starts doing it for each other. They notice the work that happens behind the scenes. They start going the extra mile. The culture shifts from everyone waiting for the leader's approval to everyone building each other up. One practice that works: create space in team meetings for peer recognition. Not forced or formal—just an open moment where anyone can call out something they appreciated from a teammate that week. Keep it optional. Keep it genuine. You'll be surprised how quickly it becomes part of your team's rhythm. Additionally, most high performers are terrible at acknowledging their own progress. They hit a goal and immediately move to the next one without pausing to appreciate what they just accomplished. In coaching sessions, start by asking: “What's a win from this week?” Make them say it out loud. Make them acknowledge their own growth. That internal recognition builds resilience and momentum that external praise alone can't create. What Happens When You Get This Right When you stop outsourcing appreciation and start building it into your leadership, everything shifts. Retention improves. People stay where they feel seen and valued. They leave when they feel invisible. Team energy changes. Appreciated people bring more to the table. They take ownership. They go the extra mile because they want to. Difficult conversations get easier. When someone knows you genuinely care about their success, they're more open to feedback and coaching. Culture becomes magnetic. Top performers want to work on teams where their contributions matter. They can feel the difference between authentic and transactional leadership from a mile away. Take Action This Week Stop waiting for the perfect appreciation program or the right company initiative. Start with what you can control right now. This week: Write one handwritten note to someone on your team. Be specific about what they did and why it mattered. In your next one-on-one, ask “What's a win from this week?” and let them acknowledge their own progress. Catch someone doing something right—however small—and tell them in the moment. End your next team meeting with clear recognition for one person. Not generic praise, tell them exactly what you noticed and why it mattered. This month: Create a recognition moment in every team meeting. Make it specific, not generic. Ask yourself: What recognition do I wish I were receiving? Then give that to someone else. When reviewing pipeline or performance, comment on the effort, not just the outcome. Stop Outsourcing What Should Be Human The work you do as a sales leader matters. The people on your team matter. And the small moments where you choose to show up and recognize their effort—those matter most of all. Your team isn't waiting for the next corporate initiative or the annual awards ceremony. They're waiting for you to notice. They're waiting for you to care enough to say something about the work they're doing right now. Stop outsourcing what should be human. Lead with authentic appreciation today, and watch your team thrive.  Want to turn recognition into motivation that sticks? Our Sales Gravy University course, 4 Keys to Keeping Your Sales Team Motivated When Everything Hits the Fan, gives you the proven framework to transform appreciation into performance. Learn how to build a sales culture where people feel seen, valued, and driven — even in hard times.

The automated "Great job, team!" email blasted to 47 people at 4:37 PM on a Friday isn't authentic appreciation. Neither is the generic gift basket ordered by someone in HR who's never met your top performer, or the corporate recognition program where nobody actually feels valued. These things look like recognition, but your people know the truth: leadership is outsourcing one of the most human tasks—seeing the people who show up every day and make things happen. And your teams feel the disconnect. As Jeb Blount Jr. recently said on the Sales Gravy Podcast: "Don't make your appreciation to customers, to your team, to yourself a completely outsourced behavior. It will be cheap, and everyone will know it." Authentic appreciation can't be delegated to your human resources team or automated through your CRM. And that's exactly why it works. Where Sales Leaders Go Wrong with Recognition Most sales leaders fall into one of two camps. Camp one believes they don't have time for appreciation because they're focused on results. The numbers are what matter. Recognition is soft skills territory—nice to have, but not essential. Camp two wants to show appreciation but defaults to the path of least resistance. They sign the company card. Approve the budget for the year-end gift. Forward the congratulatory email from the VP. Box checked. Both camps are missing what actually moves people. Recognition that matters requires you to see the work that often goes unseen. It demands that you pause long enough to notice not just the outcome, but the effort behind it. That's not something you can outsource. Why Small Moments Compound Into Big Results There's a concept in professional development about making 1% improvements every single day. Over 365 days, those tiny adjustments compound into exponential growth. Authentic appreciation works the same way. You don't need a massive recognition program. You don't need elaborate gestures or expensive rewards. You need consistency in the small moments that tell your team: I see you, and what you are doing matters. Consider the sales rep who stays late to prep for tomorrow's presentation. The account manager who defuses a client issue before it reaches your desk. The teammate who mentors the new hire without being asked. These moments happen every day, and most leaders miss them entirely because they're scanning for the big wins. But your team isn't just looking for recognition when they close the monster deal. They're looking for it on Tuesday afternoon when they're grinding through their 50th prospecting call. They're looking for it when they've had a brutal week and still show up ready to perform. Small acts of authentic appreciation in these moments build trust faster than any annual award ceremony ever will. 3 Elements of Authentic Appreciation Authentic appreciation has three non-negotiable elements. Specific means recognizing exactly what someone did and why it mattered. Not "great work on that account," but "the way you handled that objection about pricing showed real creativity—you reframed value instead of dropping price, and that's exactly the approach we need more of." Timely means you don't wait for the quarterly review or the annual celebration. You recognize the effort when it happens, while it's still fresh and meaningful. Personal means you deliver it in a way that resonates with that individual. Some people want public recognition. Others prefer a quiet conversation. Some treasure a handwritten note. Others just want to hear it directly from you in the moment. Here's what this looks like in real leadership: One sales leader makes it a practice to handwrite notes to team members. Not emails. Not Slack messages. Actual pen-on-paper notes. Some are two sentences. Some are three paragraphs. But everyone is specific to something that person did and why it mattered to the team. Is it efficient? No. Does it scale? Not really. But those notes end up on office walls, in desk drawers, and tucked into planners. Years later, people still have them. That's the difference between authentic and outsourced. Integrate Authentic Appreciation Into How You Already Work Most sales leaders know they should show more appreciation. They feel guilty about it. They add it to their to-do list. And then the day gets away from them. The problem is treating appreciation as an extra task instead of integrating it into what you're already doing. You're already having one-on-ones. Reviewing deals. Walking the floor or jumping on calls. The question isn't whether you have time—it's whether you're paying attention in those moments. When reviewing pipeline, don't just look at the numbers. Notice the effort. "I see you've been hitting activity goals consistently for six weeks straight. That discipline is setting you up for a strong Q1." When someone sends an update email, reply with more than “thanks.” Take 30 seconds to acknowledge what they did: "This breakdown made my job easier. I didn't have to dig for answers. That kind of communication makes our team more efficient." These aren't grand gestures. They're small moments of paying attention and responding like a human being who notices when people do good work. Building a Culture Where Authentic Appreciation Flows Both Ways The best team cultures don't just flow from leader to team member; they flow in every direction. When you model authentic appreciation, your team starts doing it for each other. They notice the work that happens behind the scenes. They start going the extra mile. The culture shifts from everyone waiting for the leader's approval to everyone building each other up. One practice that works: create space in team meetings for peer recognition. Not forced or formal—just an open moment where anyone can call out something they appreciated from a teammate that week. Keep it optional. Keep it genuine. You'll be surprised how quickly it becomes part of your team's rhythm. Additionally, most high performers are terrible at acknowledging their own progress. They hit a goal and immediately move to the next one without pausing to appreciate what they just accomplished. In coaching sessions, start by asking: “What's a win from this week?” Make them say it out loud. Make them acknowledge their own growth. That internal recognition builds resilience and momentum that external praise alone can't create. What Happens When You Get This Right When you stop outsourcing appreciation and start building it into your leadership, everything shifts. Retention improves. People stay where they feel seen and valued. They leave when they feel invisible. Team energy changes. Appreciated people bring more to the table. They take ownership. They go the extra mile because they want to. Difficult conversations get easier. When someone knows you genuinely care about their success, they're more open to feedback and coaching. Culture becomes magnetic. Top performers want to work on teams where their contributions matter. They can feel the difference between authentic and transactional leadership from a mile away. Take Action This Week Stop waiting for the perfect appreciation program or the right company initiative. Start with what you can control right now. This week: Write one handwritten note to someone on your team. Be specific about what they did and why it mattered. In your next one-on-one, ask “What's a win from this week?” and let them acknowledge their own progress. Catch someone doing something right—however small—and tell them in the moment. End your next team meeting with clear recognition for one person. Not generic praise, tell them exactly what you noticed and why it mattered. This month: Create a recognition moment in every team meeting. Make it specific, not generic. Ask yourself: What recognition do I wish I were receiving? Then give that to someone else. When reviewing pipeline or performance, comment on the effort, not just the outcome. Stop Outsourcing What Should Be Human The work you do as a sales leader matters. The people on your team matter. And the small moments where you choose to show up and recognize their effort—those matter most of all. Your team isn't waiting for the next corporate initiative or the annual awards ceremony. They're waiting for you to notice. They're waiting for you to care enough to say something about the work they're doing right now. Stop outsourcing what should be human. Lead with authentic appreciation today, and watch your team thrive.  Want to turn recognition into motivation that sticks? Our Sales Gravy University course, 4 Keys to Keeping Your Sales Team Motivated When Everything Hits the Fan, gives you the proven framework to transform appreciation into performance. Learn how to build a sales culture where people feel seen, valued, and driven — even in hard times.

  You likely know the word Waco, but what do you think when I say the name Gary Noesner? Well, Gary was there during Waco and many other incidents throughout his decades long career in the FBI. Today on the Crisis Cop podcast you're going to learn more about Gary Noesner. Be sure to Like Subscribe and Share this episode of The Crisis Cop Podcast on The 2GuysTalking Podcast Network via WhatCopsWatch.Com...   The Crisis Cop Podcast Podcast Links Bar:  Connect with The Host!     Subscribe to This Podcast Now!   This program is one of the many parts of The WhatCopsWatch.Com Effort! Rate this podcast on Apple Podcasts. the Ultimate success for every podcaster is FEEDBACK! Not an Apple Podcasts user? No problem! Be sure to cherck out any of the other many growing podcast directories online to find this and many other podcasts on The 2GuysTalking Podcast Network!   Housekeeping -- The Editor Corps - Make Your Podcast Soar: There's only one question to ask: Why are YOU still editing your podcast? Reclaim the time you spend on editing (easily at least twice the time you spend on capturing the program) to make more great content by enlisting "The Editor Corps" who will "Make Your Podcast Soar!" http://EditorCorps.Com -- The Voice Farm: Fred Wilkerson, Mike's Father that died in the first few days of 2018, always dreamed of a place that those interested in Voiceover could go to learn more about the industry and experience - without all the BS that goes with it. We build it four and a half years go and it continues to provide new voiceover artists and businesses looking for voiceover talent a place to go and secure great voiceover artists. http://VoiceFarmers.Com   Two Great Ways to Listen/Watch! We are proud to provide you both a dedicated AUDIO and VIDEO presentation for this program! To Listen Now: Hit the play button in the player on this page or hit the Subscribe button on your favorite Podcast Directory to instantly get these episodes when they release! To Watch Now: Visit this program on YouTube, or hit the window located below to see the hosts, guests and light bulb moments that make this program special! https://youtu.be/2LgI3OosOdw?si=2-huzk1Bbev-pBAm The Detailed Shownotes for This Episode of The Crisis Cop Podcast: Looking for the detailed links, information and references used inside this episode? Read on below to find them all and remember to reach out to ask if there's something else you'd like to see from this episode!   Timestamps for This Episode of The Crisis Cop Podcast: 00:00 FBI Negotiator's Extensive 30-Year Career 03:15 Origins of FBI Negotiation Training 08:26 "Lessons from Hostage Negotiations" 10:32 "Waco: Negotiation Success and Challenges" 13:34 "Conflicting Strategies in Negotiations" 17:37 "Tragedy and Blame on Koresh" 21:15 Development of the HOBAS Data System 28:04 Team Collaboration Enhances Negotiation Success 33:18 "Former FBI Agent Shares Story" 34:11 "Journey of Writing and Editing" 40:04 Formation of National Negotiation Collective 42:03 Guidelines for Viable Negotiation Programs 46:07 July 4th, Beeper, and Crisis 50:25 "Empathy and Connection in Negotiation" 52:32 "Expert Insights on Negotiation Strategies" 55:05 Advocating for Negotiation-Driven Solutions 58:10 "Reflecting on Negotiations and Saving Lives"   Questions Answered Inside This Episode of Cops and Robbers Talk: Gary Noesner - Crisis Negotiator describes “stalling for time” as a core negotiation strategy. What are the potential advantages and disadvantages of this approach in high-stakes crisis situations? The episode covers some common misconceptions about the Waco incident. Based on Gary Noesner - Crisis Negotiator's perspective, how do media narratives shape public understanding of law enforcement actions during major crises? Negotiations are often described as a team effort, contrary to Hollywood portrayals of lone negotiators. What are the key roles on a negotiation team, and how do they contribute to successful outcomes? Gary Noesner - Crisis Negotiator emphasizes the importance of “active listening” skills. Why do you think active listening became such a transformative practice in crisis negotiation, and can you think of examples outside law enforcement where these skills are essential? The episode discusses how organizational leadership can sometimes be at odds with negotiation teams during incidents like Waco. What are some strategies negotiators can use to gain and maintain the trust of incident commanders? Reflecting on the aftermath of Waco, what lessons were learned that changed FBI and police procedures in crisis negotiations going forward? Are these changes still relevant today? The HOBA system was developed to gather statistics on negotiation situations. How can data collection and analysis improve future crisis negotiation tactics and outcomes? Gary Noesner - Crisis Negotiator argues that “negotiations never fail.” Do you agree with this statement? Why or why not? What advice from Gary Noesner - Crisis Negotiator's career do you think is most applicable for someone just starting out in crisis negotiation or any other high-pressure communications field? The episode touches on the international and national collaboration between negotiators (Gary Noesner - Crisis Negotiator mentions NCNA and international working groups). How important is collaboration across departments, regions, or countries in building stronger crisis negotiation practices?   Links from this Episode: -- Get All of Pat's Books via Amazon Now!    - Crisis Cops: The Evolution of Crisis Negotiation in America      - Crisis Cop 2: More Stories from the Front Lines of Crisis Negotiation      - Calming the Chaos: My Life as a Crisis Negotiator in the St. Louis Area 2GuysTalking Podcast Network Link to the Network's homepage to provide listeners with more background. 2GuysTalking Podcast Network Guest Introduction: Gary Noesner Discover Gary's decades-long FBI career and role in major incidents like Waco. More info: Gary Noesner's Official Site Gary Noesner's Book: “Stalling for Time” Real stories and negotiation lessons from his FBI career. Find the book: Stalling for Time on Amazon Waco Insight Gary's perspective on the negotiation at Waco and unraveling the truth behind common misconceptions. Reference: Waco: The Series on Paramount HOBAS System The Hostage Barricade Database System developed after Waco, tracking negotiation statistics. Learn more: FBI HOBAS Overview Active Listening Skills in Negotiation Why active listening became the centerpiece of FBI training, thanks to Gary's influence. Training resource: Active Listening Skills in Law Enforcement The National Council of Negotiation Associations (NCNA) National guidelines and best practices for negotiation teams, co-founded by Gary. Details: NCNA Official Guidelines Icons of Influence New video series with Gary, Jack Cambria, and Andy Prisco, sharing negotiation wisdom. Watch: Jumpstart Mastery - Icons of Influence Radio and Television News Directors Association Guidelines Best practices for news media at crisis scenes. Find the guidelines: RTNDA Codes of Ethics VoiceFarmers Voiceover Academy Voiceover training and services, as featured in the episode. Learn more: VoiceFarmers.com BlueBaggersProject.com – Roleplaying for Crisis Training Help train crisis negotiators by joining the Blue Baggers Project. Support and info: BlueBaggersProject.com Perpetual Advertising How podcast advertising offers replayability and long-term impact. Get details: Two Guys Talking - Perpetual Advertising   Be sure to Like, Subscribe & Share Everywhere!   ==== Connect with Pat Doering - The Crisis Cop Today! — Pat Doering on Facebook — Pat Doering on LinkedIn — Pat Doering on Instagram — Crisis Cop on the Web -- Crisis Cop on YouTube   ==== Help Us Tell People About 10+ Years of WhatCopsWatch.Com: On the Web: https://whatcopswatch.com/ At Apple Podcasts: https://podcasts.apple.com/us/podcast.... At Spotify: https://open.spotify.com/show/2VV1HL9.... On Amazon Music: https://music.amazon.com/podcasts/b46.... On Facebook: / whatcopswatch     Calls to the Audience Inside this Episode: — Did you know that it ALL STARTED with John & Al's Sporting Goods? What was your favorite light bulb moment that YOU discovered in this episode? Tell us Your Perspective About This Episode Now!   Be an Advertiser/Sponsor for This Program!   Tell us what you think! It's never too late to be an advertiser in this podcast, thanks to Perpetual Advertising! Contact CrisisCop.Com now and learn more about why podcasting allows your advertising dollar to live across millions of future listeners – FOREVER!   Tell Us What You Think About The Crisis Cop Podcast: Tell us what you think and we'll use your comments in a future ALL-FAN-INPUT Episode! Educating the public is what we've based all of our programming on and we're eager to connect with others who are doing it! Know about another podcast , YouTuber or other media generator making a difference in the way of perspective when it comes to law enforcement? Tell us about them now and we'll link to them and have them on a future episode of CrisisCop.Com!   The Host of this Program: Pat Doering Pat Doering began his career as a police officer in 1996 and has served as a Police Hostage Negotiator since 2004. He has received formal negotiation training from the FBI, the London Metropolitan Police (Scotland Yard), and the Negotiation Program at Harvard University. As a graduate of the FBI National Academy (Class 248),

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

Justin McKenna, Director of Basketball Performance at Bucknell University, joins the Samson Strength Coach Collective to discuss his journey through the strength and conditioning world—from small-school beginnings to experiences at powerhouse programs like Duke and Kentucky. He dives into the importance of being adaptable, filling additional roles that support overall team operations, and developing systems that promote athlete ownership. Throughout the conversation, Justin highlights the role of nutrition, communication, and individualized training in maximizing performance. His perspective emphasizes that success in basketball performance isn't just about sets and reps, but about providing athletes with the tools, environment, and autonomy to grow.Key Takeaways:Justin's path from Division III athlete to Power 5 performance coach shaped his coaching versatility.Building genuine relationships is foundational for athlete buy-in.Nutrition and recovery innovations play a critical role in modern performance.Strength coaches must adapt to increasing demands and evolving athlete needs.Autonomy fosters investment—athletes perform better when they have a say.Individualized training strategies are essential in basketball performance.Creativity and alternative environments can keep athletes engaged.Strength coaches often fill additional roles beyond the weight room.Life skills built in sport can prepare athletes for long-term success.Quote:“Because at the end of the day, like if they're more invested, if they feel like they have a stake in what we're doing, they're going to give better outputs.” — Justin McKenna

In this week's episode, Jan O'Brien and Matt Emerson dive into the core leadership skills every real estate team leader and broker must master to create a high-performing, connected, and growth-focused team. You'll learn how to lead with emotional intelligence, clarity, and humility — the hallmarks of what Jim Collins calls Level 5 Leadership in Good to Great. Whether you're leading two agents or twenty, this episode will help you develop the mindset and habits that transform culture and performance. Find our show notes at https://www.wbnlpodcast.com  

On this episode of the Off the Blue Podcast presented by Select Health, Boise State women's golfer Leia Chung joins the show to discuss her recent wins, her mental approach, growing up in Hawai'i, and much more.Timestamps- 0:00 - 1:00 - Intro, 1:01 - 1:44 -Earning First Wins, 1:45 - 2:29 - Team Success, 2:30 - 3:44 - Mental Game, 3:45 - 7:00 - Practice + Growth, 7:01 - 7:45 - Coach Downs, 7:46 - 9:30 - Growing up in Hawai'i, 9:31 - 12:20 - Life in Boise, 12:21 - 14:20 - Watching the Pros, 14:21- 16:15 - What's Next?, 16:16 - 17:15 - Mentoring Teammates, 17:16 - 18:58 - Support from Bronco Nation.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Welcome BACK to The Lions Den!This week, Andrew Rappelyea goes in-depth with Anthony Donkoh, the inspiring offensive lineman for Penn State football, as he shares his incredible journey from Ghana to becoming a Nittany Lions star! From his upbringing in Virginia with Ghanaian immigrant parents to embracing his role as a leader on the field, Anthony's story is one of resilience, faith, and dedication.Here's what to expect:- Anthony's early love for football and how Pop Warner days shaped his passion for the game - The big picture of his high school football journey, from freshman team to varsity standout - Keys to success: overcoming injuries, embracing challenges, and staying motivated - His connection with Penn State coaches and what solidified his decision to commit early- How his faith and family drive him to achieve greatness on and off the field- A behind-the-scenes look at Penn State football's unique team culture and brotherhoodFOLLOW STATE MEDIA HERE:► TWITTER | ⁠https://twitter.com/StateMediaPSU⁠► TIKTOK | ⁠https://www.tiktok.com/@statemediapsu⁠► INSTAGRAM | ⁠https://www.instagram.com/statemediapsu/⁠► YOUTUBE | ⁠https://www.youtube.com/@StateMediaPSU?sub_confirmation=1⁠► FACEBOOK | https://www.facebook.com/profile.php?id=61558183472272CHAPTERS:00:00 - Intro07:29 - Football Journey13:54 - Recruitment Process19:50 - Gratitude for Playing Opportunities23:10 - Team Success and Individual Recognition24:34 - Overcoming Loss and Adversity26:38 - Relationship with Coach Franklin36:04 - Personal Motivation#collegefootball #nfl #cfb #pennstate #weare #happyvalley #football #sunday #saturday

Alex Sloley: When Toxic Leadership Creates Teams That Self-Destruct Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "They would take notes at every team meeting, so that later on they could argue with team members about what they committed to, and what they said in meetings." - Alex Sloley Alex recounts working with a small team where a project manager created such a toxic environment that one new hire quit after just eight hours on the job. This PM would belittle team members publicly, take detailed notes to use as weapons in contract negotiations, and dominate the team through intimidation. The situation became so severe that one team member sent an email that sounded like a suicide note. When the PM criticized Alex's "slide deck velocity," comparing four slides per 15 minutes to Alex's one, he realized the environment was beyond salvaging. Despite coaching the team and attempting to introduce Scrum values, Alex ultimately concluded that management was encouraging this behavior as a control mechanism. The organization lacked trust in the team, creating learned helplessness where team members became submissive and unable to resist. Sometimes, the most important lesson for a Scrum Master is recognizing when a system is too toxic to change and having the courage to walk away. Alex emphasizes that respect—one of the core Scrum values—was completely absent, making any meaningful transformation impossible. In this segment, we talk about “learned helplessness”.  Self-reflection Question: How do you recognize when a toxic environment is being actively encouraged by the system rather than caused by individual behavior? What are the signs that it's time to exit rather than continue fighting? Featured Book of the Week: The Goal by Eliyahu M. Goldratt Alex describes his complex relationship with The Goal by Goldratt—it both inspires and worries him. He struggles with the text because the concepts are so deep and meaningful that he's never quite sure he's fully understood everything Goldratt was trying to convey. The book was difficult to read, taking him four times longer than other agile-related books, and he had to reread entire sections multiple times. Despite the challenge, the concepts around Theory of Constraints and systems thinking have stayed with him for years. Alex worries late at night that he might have missed something important in the book.  He also mentions reading The Scrum Guide at least once a week, finding new tidbits each time and reflecting on why specific segments say what they say. Both books share a common thread—the text that isn't in the text—requiring readers to dig deeper into the underlying principles and meanings rather than just the surface content. [The Scrum Master Toolbox Podcast Recommends]

Renee Troughton: The Hidden Cost of Constant Restructuring in Agile Organizations Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "Trust and safety are the most fundamental foundations of a team to perform. And so you are just breaking the core of teams when you're doing this." Renee challenges us to look beyond team dysfunction and examine the "dirty little secrets" in organizations—leadership-driven anti-patterns that destroy team performance. She reveals a cyclical pattern of constant restructuring that occurs every six months in many organizations, driven by leaders who avoid difficult performance management conversations and instead force people through redundancy rounds. This creates a cascade of fear, panic, and victim mindset throughout the organization. Beyond restructuring, Renee identifies other destructive patterns including the C-suite shuffle (where new CEOs bring in their own teams, cascading change throughout the organization) and the insourcing/outsourcing swings that create chaos over 5-8 year cycles. These high-level decisions drain productivity for months as teams storm and reform, losing critical knowledge and breaking the trust and safety that are fundamental for high performance. Renee emphasizes that as Agile coaches and Scrum Masters, we often don't feel empowered to challenge these decisions, yet they represent the biggest drain on organizational productivity. Self-reflection Question: Have you identified the cyclical organizational anti-patterns in your workplace, and do you have the courage to raise these systemic issues with senior leadership? Featured Book of the Week: Loving What Is by Byron Katie "It teaches you around how to reframe your thoughts in the day-to-day life, to assess them in a different light than you would normally perceive them to be." Renee recommends "Loving What Is" by Byron Katie as an essential tool for Scrum Master introspection. This book teaches practical techniques for reframing thoughts and recognizing that problems we perceive "out there" are often internal framing issues. Katie's method, called "The Work," provides a worksheet-based approach to introspection that helps identify when our perceptions create unnecessary suffering. Renee also highlights Marshall Rosenberg's "Nonviolent Communication" as a companion book, which uses language to tap into underlying emotions and needs. Both books offer practical, actionable techniques for self-knowledge—a critical skill for anyone in the Scrum Master role. The journey these books provide leads to inner peace through understanding that many challenges stem from how we internally frame situations rather than external reality. We have many episodes on NVC, Nonviolent Communication, which you can dive into and learn from experienced practitioners.  [The Scrum Master Toolbox Podcast Recommends]

Can sharing personal stories at work really boost your well-being and productivity? In my latest solo episode, I explore the fascinating dynamics of self-disclosure in the workplace, drawing insights from recent research. Discover how sharing positive experiences can elevate emotional well-being, enhance work energy, and foster deeper connections with colleagues, while venting about negative experiences might have the opposite effect.We also examine the motivations behind why we share, including connecting, venting, or seeking advice, and how they impact our well-being. To close, we consider the intriguing interplay of mismatched intentions, where what we are looking for is not returned and how Craig also unpacks the intriguing concept of response mismatches, where the intention to connect can be misaligned and strategies we can use, as both a sharer and listener, to avoid this unfortunate outcome.Tune in as explore an issue that we all face and learn evidence-based practices that can deepen the quality of our communication and connection.What You'll Learn- How sharing positive experiences can boost your energy and strengthen connections with colleagues- The potential downsides of venting- The crucial role of intentions in self-disclosure; why we share impacts what we receive in return- The role of intention in improving the quality of our conversations- How to avoid misalignment between our intentions and our impactKEYWORDSPositive Leadership, Group Dynamics, Positive Communication, Self-Disclosure, Emotional Well-being, Mental Health, Managing Professional Relationships, Lead with Intention, High-Quality Conversations, Team Success, The Power of Vulnerability, Emotional Regulation, Support, CEO SuccessRESOURCESDo you have a minute? The cognitive and emotional consequences of self-disclosures at work - PubMed: https://pubmed.ncbi.nlm.nih.gov/40424152/

Tom Molenaar: How to Spot and Fix Lack of Trust in Scrum Teams Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "When people don't speak up, it's because there's no trust. The team showed that they did not feel free to express their opinions." Tom describes working with a team that appeared to be performing well on the surface - they were reaching their goals and had processes in place. However, deeper observation revealed a troubling dynamic: a few dominant voices controlled discussions while half the team remained silent during ceremonies. Through one-on-ones, Tom discovered team members felt judged and unsafe to express their ideas. Using the Lencioni Pyramid as a framework, he helped the team address the fundamental lack of trust that was preventing constructive conflict and genuine collaboration. Featured Book of the Week: Empowered by Marty Cagan Tom recommends "Empowered" by Marty Cagan as a book that significantly influenced his approach to team coaching. The book focuses on empowering teams and organizations to deliver great products while developing ordinary people into extraordinary performing teams. Tom appreciates its well-structured approach that covers all necessary elements without getting lost in details. The book provides practical tools for effective coaching, including techniques for regular one-on-ones, active listening, constructive feedback, setting clear expectations, celebrating success, and creating a culture of learning from failure. [The Scrum Master Toolbox Podcast Recommends]

Terry Haayema: The High Cost of Unsafe Agile Retrospectives Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "She was kind of like the mum for the team... she was actually the glue that held the team together." Terry tells the story of a team that was functioning like a feature factory until a business analyst became their champion and "team mom." This BA supported everyone through agile transformation and helped build trust and healthy conflict. However, when she mentioned something in a retrospective that led to her being put on performance management and eventually leaving, the team rapidly self-destructed. They lost their sense of belonging and teamness, retreating back to working as independent professionals rather than collaborating. The story illustrates how leadership actions can instantly destroy weeks or months of trust-building work, and how critical psychological safety is for sustainable team performance. For more critical points on how to be a great leader, check this episode with Captain David Marquet, a thought leader in the leadership space who wrote Turn the Ship Around!  Featured Book of the Week: The Five Dysfunctions of a Team by Patrick Lencioni Terry credits The Five Dysfunctions of a Team by Patrick Lencioni as massively influential in his career, particularly praising how Lencioni demonstrates that without trust as a foundation, teams cannot achieve anything else. The book's framework shows how lack of trust prevents healthy conflict, which prevents commitment, which prevents accountability, which prevents results. Terry found the way Lencioni illustrates these dysfunctions and their cascading effects to be incredibly valuable for understanding team dynamics and what's needed to build high-performing teams. In this segment, we also refer to Agile Software Development with Scrum, by Schwaber and Beedle. Self-reflection Question: What would happen to your team's dynamics if your most supportive, trust-building team member suddenly left tomorrow? [The Scrum Master Toolbox Podcast Recommends]

Remember that gut-clenching fear of speaking up in class? Organizational psychologist Rafael Chiuzi reveals how that same feeling shows up in the workplace, limiting productivity and the free exchange of ideas. Backed by decades of research and hands-on consulting, he unpacks the science of psychological safety — and shares three actionable steps to build teams where curiosity thrives and courage replaces fear.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyouTEDSports: ted.com/sportsTEDAI Vienna: ted.com/ai-viennaTEDAI San Francisco: ted.com/ai-sf Hosted on Acast. See acast.com/privacy for more information.

Shawn Dsouza: The Database Migration Disaster— Why Software Development Teams Need Psychological Safety Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Shawn worked with a skilled team migrating a database from local to cloud-based systems, supported by a strong Product Owner. Despite surface-level success in ceremonies, he noticed the team avoided discussing difficult topics. After three months of seemingly smooth progress, they delivered to pre-production only to discover 140 critical issues. The root cause? Unspoken disagreements and tensions that festered beneath polite ceremony facades. The situation deteriorated to the point where a senior engineer quit, teaching Shawn that pausing to address underlying issues doesn't cost time—it builds sustainability. In this segment, we refer to the episodes with Mahesh Jade, a previous guest on the Scrum Master Toolbox podcast. Featured Book of the Week: The Advice Trap by Michael Bungay Stanier Shawn discovered this transformative book when he realized he was talking too much in team meetings despite wanting to add value. The Advice Trap revealed how his instinct to give advice, though well-intentioned, was actually self-defeating. The book taught him to stay curious longer and ask better questions rather than rushing to provide solutions. As Shawn puts it, "The minute you think you have the answer you stop listening"—a lesson that fundamentally changed his coaching approach and helped him become more effective with his teams. Self-reflection Question: When working with teams, do you find yourself jumping to advice-giving mode, or do you stay curious long enough to truly understand the underlying challenges? [The Scrum Master Toolbox Podcast Recommends]

Scott Stirrett, the inspiring entrepreneur and author, graces us with his presence to unravel the wisdom behind his latest book, "The Uncertainty Advantage: Launching Your Career in an Era of Rapid Change." Scott candidly shares personal battles with anxiety, OCD, burnout, and imposter syndrome, revealing how vulnerability and storytelling can transform uncertainty into a powerful tool for growth. Through Scott's lens, we explore the idea that embracing the unknown can unlock untapped potential and drive both personal and professional success.We tackle the pressing issue of burnout, distinguishing it from typical stress and uncovering how mindfulness can be a key player in managing it. Scott and I dive into practical strategies that help identify burnout's root causes, often hidden in misalignment with personal values or toxic environments, and offer actionable advice on mitigating its effects. For those skeptical about mindfulness, we share simple practices to integrate reflection into daily life, helping build resilience and safeguard mental health amidst chaos.As the world of work evolves, the conversation shifts toward the future, where skills like collaboration and communication become indispensable. We discuss how embracing intelligent failures and risk-taking leads to success, highlighting the myth of the singular big risk and emphasizing the importance of a strong support network. Leaders will find valuable insights on fostering a culture that thrives in uncertainty, celebrating both achievements and failures, and making informed decisions with limited data. This episode is packed with enriching perspectives on navigating uncertainty with confidence and compassion.What You'll Learn- How to embrace and leverage uncertainty for personal and professional growth- Unpacking mindfulness for skeptics- Strategies for conquering burnout and maintaining well-being - Insights into mastering intelligent risk-taking- The power and practice of self-compassion- Strategies for maximizing team clarity, alignment, and trustPodcast Timestamps(00:00) – A Personal Window into the Uncertainty Advantage(08:03) – The Role of Mindfulness in Managing Burnout(14:55) – The Power of Self-Compassion in for Navigating Uncertainty(18:45) – Dealing with Impostor Syndrome(27:02) – The Upside of Stress(35:24) – Failure as a Path to Success(41:58) – How to Build Resilient and Adaptable Teams|Connect with Scott Stirrett:Website: https://www.scottstirrett.com/LinkedIn: https://www.linkedin.com/in/scottstirrett/Buy the Book: https://www.scottstirrett.com/the-uncertainty-advantageSubstack: https://scottstirrett.substack.com/archiveKEYWORDSPositive Leadership, Group Dynamics, Team Success, Navigating Uncertainty, Managing Burnout, Practicing Mindfulness, Increasing Resilience, Stress Management, Dealing with Imposter Syndrome, The Power of Vulnerability, Emotional Regulation, Anti-Fragility, RULER, Intelligent Failures, Self-Compassion Support, Adaptability, CEO Success

Bernie Maloney: The Triangulation Technique—Coaching Agile Teams Through Challenges Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Bernie identifies critical patterns that cause teams to self-destruct, with lack of clarity about intention being the most common culprit. When teams are treated as mere "task workers" without clear vision, strategy, or goals, they become depressed and directionless. Some teams seek forgiveness after failed experiments, while others get stuck seeking permission without taking enough self-leadership. Bernie emphasizes that waiting for direction is fundamentally self-destructive behavior, and Scrum Masters must create safety for teams to reach high performance. He introduces the coaching technique of triangulation, where problems become a third point that coach and coachee examine together, side by side, rather than facing each other in opposition. In this segment, we talk about “What the Duck”, a Lego Serious Play workshop. Featured Book of the Week: Start with Why by Simon Sinek Bernie champions "Start with Why" by Simon Sinek as essential reading for Scrum Masters working to transform team culture. He explains that compelling stories are how leaders truly influence others, following the sequence of Attention-Emotion-Reason. This book helps Scrum Masters understand that their job fundamentally involves changing culture, and leaders must demonstrate the change they want to see. Bernie connects this to the broader leadership challenge of developing coaching and mentoring skills within organizational structures. During this segment, we also refer to the following books:  Drive, By Dan Pink Change the Culture, Change the Game, by Connors et al. The Secret Language of Leadership, by Denning Too Many Bosses, Too Few Leaders, by Peshawaria The Geek Way, by McAfee Right Kind of Wrong, by Edmondson   Self-reflection Question: What patterns of self-destructive behavior might your teams be exhibiting, and how could you help them move from seeking permission to taking ownership? [The Scrum Master Toolbox Podcast Recommends]

Colin Fisher: The Collective Edge Since his days as a professional jazz trumpet player, Colin Fisher has been fascinated by group dynamics. Today, he is an Associate Professor of Organizations and Innovation at University College London's School of Management, researching the hidden processes of helping groups and teams in situations requiring creativity, improvisation, and complex decision-making. He is the author of The Collective Edge: Unlocking the Secret Power of Groups (Amazon, Bookshop). Most of us assume that the best thing we can do for our teams is to be a great coach as they're working together. That absolutely helps, but the research says that only 10% of group effectiveness is what we do once the team is underway. In this conversation, Colin and I explore how to get a lot better at the other 90%. Key Points The house always wins. If the structure isn't right for the team to succeed, little else matters in the long run. Leaders tend to put a majority of their attention on coaching teams in progress instead of the more significant work at the start of structuring and launching teams. Work on fixing structural problems before you focus on fixing the process. 60% of group effectiveness is determined by structure, 30% by the launch, and 10% by expert coaching. Critical for structure is the team goal being clear, important, and challenging. Be sure to document it. Negotiate roles, tasks, and jobs to support structure. Determine early how to articulate progress and highlight small wins. Ask yourself if the group has the right people to achieve the objective. Deep diversity that supports the goal is essential. Surface discussions about norms at the start, especially related to communication and storage of information. At a team launch, articulate why everyone is there, discuss key norms, and schedule a midpoint to reflect and align. Resources Mentioned The Collective Edge: Unlocking the Secret Power of Groups (Amazon, Bookshop) by Colin Fisher Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Create Team Guidelines, with Susan Gerke (episode 192) How to Generate Quick Wins, with Andy Kaufman (episode 496) How to Increase Team Performance Through Clarity, with David Burkus (episode 657) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Step into the fascinating world of group dynamics with our special guest, Colin Fisher, an associate professor at University College London and the creative mind behind the upcoming book, "The Collective Edge: Unlocking the Secret Power of Groups." Drawing from his rich experiences in research and consulting, Colin shares how groups can achieve greatness that far exceeds individual contributions. He highlights the importance of treating groups as unique entities, crucial for problem-solving and enhancing collaboration in daily and professional settings.Explore the secrets behind effective team composition as Colin guides us through the critical elements of social sensitivity, skill diversity, and intrinsic motivation. We underline the importance of forming teams with members who are socially aware and genuinely invested in their tasks. The discussion delves into empathy's role in team performance, offering actionable insights for leaders striving to build more cohesive and dynamic teams.We also tackle the complexities of remote and hybrid work environments and stress the importance of psychological safety, enabling team members to challenge norms without fear. From enhancing trust and communication to fostering adaptability, this conversation provides an evidence-informed roadmap for anyone seeking to unlock the full potential of their teams.What You'll Learn- Effective team composition through social sensitivity, skill diversity, and intrinsic motivation- The role of empathy in team performance and strategies for building cohesive, dynamic teams- The power of curiosity and inquiry in welcoming diverse perspectives and enhancing team dynamics- Challenges and opportunities in remote and hybrid work environments, emphasizing psychological safety and adaptability- Strategies for maximizing team clarity, alignment, and trustPodcast Timestamps(00:00) - The Power of Group Dynamics(15:09) - Effective Team Composition Through Social Sensitivity(20:21) - Improving Team Dynamics Through Inquiry(31:11) – Leading Remote and Hybrid Teams(42:16) - Maximizing Team Clarity and Alignment(50:31) - Dynamic Team Charters and Coaching InsightsKEYWORDSPositive Leadership, Group Dynamics, Team Success, Social Sensitivity, Intrinsic Motivation, Empathy, Remote Work, Psychological Safety, Building Trust, Improving Team Communication, Team Building, Establishing Clear Goals, Maximizing Alignment, Elevating Curiosity, Active Listening, Continuous Communication, CEO Success

Mariano Gontchar: Breaking Down The Clan Mentality In Agile Teams Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Mariano encountered a competent team that was sabotaging itself through internal divisions and lack of trust. The team had formed clans that didn't trust each other, creating blind spots even during retrospectives. Rather than simply telling the team what was wrong, Mariano created an anonymous fear-based retrospective that revealed the root cause: a Product Owner who behaved like a boss and evaluated team members, creating a culture of fear. His approach demonstrates the power of empowering teams to discover and solve their own problems rather than imposing solutions from above. Self-reflection Question: What fears might be hiding beneath the surface of your team's dynamics, and how could you create a safe space for them to emerge? Featured Book of the Week: Turn the Ship Around! by David Marquet Mariano recommends "Turn the Ship Around!" by David Marquet (we have an episode with David Marquet talking about this book, check it here). Mariano highlights the fascinating story and introduction to the leader-leader model, which differs significantly from the traditional leader-follower approach. This book resonates with Mariano's journey from directive leadership to facilitative leadership, showing how empowering others rather than commanding them creates more effective and engaged teams. [The Scrum Master Toolbox Podcast Recommends]

Chad Hyams and Bob Stewart explore the dynamics of competition in professional environments. They discuss six critical lessons for fostering healthy competition: prioritize self-competition, recognize when rivalry turns toxic, learn from competitors, utilize competition to foster team growth, ensure competition energizes rather than exhausts, and celebrate the process over the end result. With insights into turning rivalry into beneficial outcomes, this episode dives into creating a culture where competition drives growth and improvement, ensuring you become better than your past self. Discover strategies to make your competitive environments rewarding and growth-oriented. ---------- Connect with the hosts: •    Ben Kinney: https://www.BenKinney.com/ •    Bob Stewart: https://www.linkedin.com/in/activebob •    Chad Hyams: https://ChadHyams.com/ •    Book one of our co-hosts for your next event: https://WinMakeGive.com/speakers/ More ways to connect: •    Join our Facebook group at www.facebook.com/groups/winmakegive •     Sign up for our weekly newsletter: https://WinMakeGive.com/sign-up •     Explore the Win Make Give Podcast Network: https://WinMakeGive.com/ Part of the Win Make Give Podcast Network

Salum Abdul-Rahman: From Isolation to Integration—Rebuilding Agile Team Connection For Remote Teams Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Salum describes working with a grocery ecommerce team during COVID that fell into the trap of prioritizing individual convenience over team collaboration. Remote work led team members to design their work around personal preferences, with the lead developer becoming increasingly isolated and unresponsive to team communication. This anti-pattern of "what works for me" over "what works for the whole team" created significant dysfunction. Despite management intervention, the situation required creative solutions like organizing face-to-face sessions and shared working sessions with digital whiteboards to rebuild team cohesion. Featured Book of the Week: Agile Retrospectives One of the most important roles of Scrum Masters is to help teams develop themselves. Salum emphasizes that you can't tell the team what to do - you have to help them discover it themselves. "Agile Retrospectives" provides the foundation for running meaningful retrospectives that become the key tool for team self-development. The book's emphasis on variation and building retrospectives to match your team's needs and maturity level makes it essential for empowering teams to grow and evolve continuously. Self-reflection Question: How might your team's current work arrangements prioritize individual convenience over collective effectiveness, and what steps could you take to shift this balance? [The Scrum Master Toolbox Podcast Recommends]

Irene Castagnotto: Three Toxic Conditions That Destroy Agile Team Effectiveness Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Irene encountered a team where everything appeared perfect on the surface, but underneath lay a complete lack of transparency. The team displayed negativity while their manager prevented them from taking responsibility, asking them to complete tasks without explaining the reasoning. These three toxic conditions—negativity, lack of transparency, and micromanagement—combined to destroy the team's effectiveness. Initially hesitant to speak up, Irene ultimately chose to leave. Reflecting on this experience, she emphasizes the importance of addressing problems directly with leadership rather than simply escaping the situation. In this segment, we refer to the 5 monkeys experiment, as comment on conditioning that happens in groups. Featured Book of the Week: Switch by the Heath Brothers Switch: How to Change Things When Change Is Hard by the Heath Brothers focuses on understanding change and why it's challenging for people. According to Irene, change isn't difficult because people resist it, but because it creates internal conflict within us. The Heath Brothers explain the three essential elements needed for successful change: the rational rider (logical thinking), the emotional elephant (feelings and motivation), and the path (the environment and systems). The book provides practical guidance on how to facilitate change and help people navigate transitions effectively, emphasizing the importance of celebrating achievements throughout the change process. Self-reflection Question: What internal conflicts might be preventing positive changes in your team, and how can you address both the rational and emotional aspects of resistance? [The Scrum Master Toolbox Podcast Recommends]

Somya Mehra: How Upper Management Can Destroy a High-Performing Team in Minutes Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. While working as a business analyst at a startup building an exam evaluation product for universities, Somya witnessed a well-functioning team with good collaboration and timely delivery. However, upper management began challenging the team lead and Scrum Master, accusing the team of padding story points. When leadership confronted the team, the tech lead threw the entire team under the bus, breaking all trust. The CEO's declaration that he could detect padding in estimates shattered the relationship between developers and leadership, leading team members to want to leave. Featured Book of the Week: Agile Retrospectives by Larsen and Derby Somya recommends "Agile Retrospectives" by Larsen and Derby because doing Scrum right means doing retrospectives right. As someone who wanted to excel as a retro facilitator, she found this book invaluable due to its excellent reviews and practical examples. The book provides several examples of how to facilitate retrospectives effectively, making it her go-to recommendation for Scrum Masters wanting to improve their retrospective facilitation skills. Self-reflection Question: How do you maintain trust between your team and leadership when management questions the team's estimates or performance? [The Scrum Master Toolbox Podcast Recommends]

Florian Georgescu: When Knowledge Hoarding Destroys Team Dynamics Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Florian describes a payment system development team where an experienced tech lead unknowingly created a dangerous dependency. This senior developer, while well-intentioned, became the single point of knowledge and decision-making for the entire team. Other developers began copying his behavior, creating a culture where team members were afraid to ask questions for fear of appearing incompetent. When this key developer left, the team fell apart - planning sessions became confusing, technical discussions stalled, and two junior developers quit citing lack of learning opportunities. The story demonstrates how knowledge hoarding, even when unintentional, can destroy team resilience and create toxic dynamics that stifle growth and collaboration. In this segment, we refer to the Monday episode with Florian as context for the story he shares on this episode. Self-reflection Question: How might knowledge hoarding be happening in your team, and what steps could you take to encourage more distributed learning and decision-making? Featured Book of the Week: The Responsibility Process by Christopher Avery Florian The Responsibility Process by Christopher Avery particularly valuable for understanding the stages people go through when taking responsibility. The book's framework helped him process his own burnout experience and provides crucial insights for helping teams accept responsibility for their outcomes. Florian emphasizes how the responsibility process is essential for understanding what you can influence when you want to take ownership, making it a powerful tool for both personal growth and team development. In this segment, we refer to the Responsibility Process, by Christopher Avery, who was a previous guest on our Audiobook project: Tips From the Trenches, Scrum Master Edition.  [The Scrum Master Toolbox Podcast Recommends]

In this inspiring episode, Dr. Cindra Kamphoff sits down with Alden Mills—former Navy SEAL platoon commander, championship rower, best-selling author, inventor, and entrepreneur. Alden's life is a masterclass in resilience and reinvention. From overcoming childhood asthma to leading Navy SEAL teams and building a $95M business with the Perfect Pushup, Alden shares how the unstoppable mindset shaped every chapter of his extraordinary journey. Alden is the author of Be Unstoppable, Unstoppable Teams, and Unstoppable Mindset, and was named Entrepreneur magazine's #1 virtual speaker. In this episode, he reveals the mental strategies that helped him turn adversity into advantage, failure into fuel, and vision into impact. You'll learn: Why being “unstoppable” is a choice—and how to practice that choice daily The story behind the mantra: “No one defines what you can and can't do” How Navy SEAL leadership skills apply directly to business, family, and life The CARE Loop framework and how to build high-trust, high-performing teams The 8 essential actions from Be Unstoppable, including “Plan in Pencil” and “Understand Your Why” Alden also unpacks how setbacks have fueled his biggest comebacks and what mental toughness means at the highest levels of performance. Whether you're leading a team, building a business, or chasing a personal goal—this episode will help you unlock your unstoppable potential.

Remember that gut-clenching fear of speaking up in class? Organizational psychologist Rafael Chiuzi reveals how that same feeling shows up in the workplace, limiting productivity and the free exchange of ideas. Backed by decades of research and hands-on consulting, he unpacks the science of psychological safety — and shares three actionable steps to build teams where curiosity thrives and courage replaces fear.Want to help shape TED's shows going forward? Fill out our survey!For a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyou Hosted on Acast. See acast.com/privacy for more information.