Thriving Leaders Podcast – Détails, épisodes et analyse

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Thriving Leaders Podcast

Claire Gray

Business & Entrepreneuriat

Éducation

Fréquence : 1 épisode/14j. Total Éps: 65

The Thriving Leaders Podcast is hosted by Claire Gray, an Australian leadership and team facilitator, executive coach, keynote speaker and author. The podcast explores high-performing teams, psychological safety, accountability, workplace culture, difficult conversations, inclusive leadership and leading through change.

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Données mises à jour le 15/10/2026

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https://www.thrivingculture.com.au/
33 partages
https://thrivingculture.securechkout.com/preorderpayment
15 partages
https://www.booktopia.com.au/thriving-leaders-claire-gray/book/9780645624700.html
15 partages

https://www.linkedin.com/in/leadership-coach-facilitator/
15 partages
https://www.linkedin.com/in/leadership-coach-facilitator
3 partages
https://www.linkedin.com/in/marianepower/
2 partages

https://www.amazon.com/Thriving-Leaders-Learn-Skills-Confidently/dp/B0BQ5LNNL5
15 partages
https://www.amazon.com/Thriving-Leade...
2 partages
https://www.amazon.com/Thriving-Leade
1 partage

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Why People Stay Silent at Work with Megan Reitz

mardi 13 octobre 2026 • Durée 56:03

The strategy meeting ends and everyone appears to agree. Then the real conversation begins elsewhere. I’ve seen this happen in leadership teams, and it leaves me wondering: what made it difficult to say those things in the room?

I’m joined by Megan Reitz, Professor of Leadership and Dialogue at Hult International Business School and Associate Fellow at Saïd Business School, Oxford University. Megan’s work explores speaking up, listening and the role power plays in our conversations.

We talk about what leaders might miss when a team appears aligned, how we respond when someone offers a different perspective, and why finding space for a meaningful conversation can be harder than it sounds.

In this episode, we cover:

– The meeting after the meeting

– Why some voices are easier to hear than others

– What helps people speak honestly

– How our attention shapes a conversation

– Why making space to think matters for leaders

Megan gave me plenty to reflect on in my own work with teams. If you’ve ever left a meeting wondering whether everyone said what they really thought, I’d love you to listen.

Subscribe for thoughtful conversations about leadership, thriving teams and the way we work together.

Resources:

#leadership #psychologicalsafety #SpeakUpCulture

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Best Of | Kindness and Accountability: Can Your Team Have Both?

mardi 6 octobre 2026 • Durée 09:00

Can you be kind to your people and still hold them accountable?

In this Best Of episode, Jeremy and I explore a distinction that can change how we lead: the difference between being kind and being nice.

We talk about the conversations leaders sometimes avoid, and what that means for trust, accountability and the way a team works together.

Are you saying what your team needs to hear, or what feels easier to say?

Watch this Best Of to hear Jeremy’s perspective.

I’m Claire Gray, a leadership and team facilitator, executive coach and author of Thriving Leaders and Thriving Teams. Subscribe for practical conversations about leadership, team effectiveness and creating cultures where people can thrive.

https://www.youtube.com/@thrivingculture#accountability

#psychologicalsafety #ThrivingLeaders

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Stop Picking Sides – Why Both/And Thinking Matters with Wendy Smith

lundi 28 septembre 2026 • Durée 55:08

When two priorities both matter, why do leaders feel such pressure to choose one? The day-to-day work needs attention, but so does the future. A team needs room to act, but it also needs direction.

Wendy Smith has spent more than 25 years studying these recurring tensions. She joins me to explore why an either/or decision can feel so satisfying in the moment, yet leave leaders facing the same problem again.

We look at what both/and thinking asks of us in practice, including the conversations that become possible when different teams see a challenge from different sides. Wendy brings examples from organisational change, strategy and AI, and challenges the idea that holding two priorities means settling for a halfway compromise.

In this episode, we explore:

Why old and new priorities continue to compete as organisations change
The four common organisational paradoxes Wendy studies
How to spot the either/or question hidden in a difficult decision
Why both/and thinking asks for more than meeting in the middle
How listening reveals what each side actually needs
The tension between business as usual and future strategy
What AI reveals about fear, emotion and human judgement
How to separate competing demands before connecting them
Why a shared goal matters across organisational divides
How guardrails and measures help sustain two priorities
What Wendy means by balancing rather than finding a fixed balance

Wendy offers a practical starting point: name the tension, explore each side properly, then ask how you might accommodate both. It will not produce an easy answer to every decision. It can open up options that a quick choice would have kept out of view.

If your team keeps circling the same choice, this conversation may help you ask a better question.

Best Of | Is Your Team Talking Without Really Communicating?

lundi 21 septembre 2026 • Durée 09:46

What separates a meaningful team conversation from another meeting where people simply exchange information?

In this Best Of episode of the Thriving Leaders Podcast, I revisit a standout moment from my conversation with Grant about the five skills behind better team conversations.

We explore why the quality of a conversation matters more than the amount of talking taking place and how greater presence, listening, courage and intention can help teams move beyond transactional exchanges.

You’ll hear us explore:

Why more meetings do not necessarily lead to better communication
What prevents people from being fully present
The skills that create greater depth and purpose in team conversations
Simple rituals that strengthen trust and connection
How hybrid teams can bring more humanity into the way they work

If your team talks frequently but does not always reach the clarity, honesty or depth it needs, this Best Of episode offers a practical place to start.

Subscribe for more standout insights from the Thriving Leaders Podcast and practical ideas for creating stronger leaders, healthier cultures and high-performing teams.

Learn more about my work at Thriving Culture: https://thrivingculture.com.au

#teamcommunication #leadership #highperformingteams

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Why Strategy Fails (and How to Make It Real) with Alicia McKay

lundi 14 septembre 2026 • Durée 59:25

Why do so many strategies sound compelling in the boardroom but struggle to shape what people actually do?

In this episode of the Thriving Leaders Podcast, I speak with Alicia McKay, an Aotearoa New Zealand-based writer, speaker and strategist who has spent 15 years advising leaders on strategy, change and leadership. She is also the author of From Strategy to Action, You Don’t Need an MBA and Local Legends.

In this direct and thought-provoking conversation, Alicia and I challenge familiar assumptions about strategy, leadership and collaboration. We also examine what may be lost when judgement and decision-making are increasingly handed to automated systems.

If you have ever watched a strong strategy lose momentum after the planning session, this conversation will give you a different way to understand why—and what you can do about it.

In this episode, we cover:

How strategy is different in local government and the public sector than in corporate organisations
Why strategy often loses momentum after the planning process
How strategic thinking shows up in everyday leadership
What leaders may misunderstand about people and change
The transition from subject-matter expert to strategic leader
What gets in the way of cross-functional collaboration
How organisational systems influence behaviour
The relationship between trust, agency and accountability
What automation could mean for human judgement

Watch the full episode to hear Alicia’s refreshingly direct perspective on what it really takes to turn strategy into action.

About Alicia McKay

Alicia McKay is a writer, speaker and strategist based in Aotearoa New Zealand. She works with executive and elected leaders to improve strategic thinking, decision-making and leadership in complex environments.

Alicia is the author of:

From Strategy to Action: A Guide to Getting Shit Done in the Public Sector

Best Of | Why Strong Teams Ask for Help

lundi 7 septembre 2026 • Durée 08:11

Why do capable people find it so difficult to ask for help?

Leo Bottary argues that strong teams treat asking for help as an act of resourcefulness—not an admission of weakness.

In this Best Of episode of the Thriving Leaders Podcast, Leo and I explore the connection between psychological safety, feedback and shared accountability. We discuss why team members can struggle to speak up, how a simple change in language can make asking for help feel more inviting, and what happens when feedback becomes everyone’s responsibility.

Leo also shares a memorable team exercise that demonstrates how difficult it is to improve when we are effectively working blind.

You’ll hear us explore:

– Why successful people view asking for help differently

– How to turn a request for help into an invitation

– Why teams need consistent feedback loops

– The role of trusted intent when giving and receiving feedback

– How preparation and shared expectations support teams under pressure

Leo Bottary is an author, speaker, facilitator and the founder and managing partner of Peernovation. His work explores how peers help one another learn, perform and achieve more together.

Watch the full conversation: https://youtu.be/DJa8pzThdjc

I’m Claire Gray, leadership and team facilitator, executive coach, keynote speaker and author of Thriving Leaders and Thriving Teams. Through the Thriving Leaders Podcast, I share practical ideas for building stronger leaders, healthier cultures and high-performing teams.

How to Get People Contributing in Meetings with Chad Littlefield

lundi 31 août 2026 • Durée 59:34

Most meetings are designed around content. Someone presents, everyone else listens, and contribution is invited at the end with: “Any questions?”

By then, it may be too late.

Chad Littlefield believes connection is not the warm-up before the real work. It is part of the work — particularly when leaders need people to think together, speak honestly and collaborate beyond their usual teams.

Chad is the co-founder and Chief Experience Officer of We and Me, a TEDx speaker, and the co-author with his late partner, Will Wise, of Ask Powerful Questions and How to Make Virtual Engagement Easy. He also created the We! Connect Cards, which are used in more than 80 countries.

We explore how leaders can invite contribution earlier, create connection without resorting to awkward or unrelated icebreakers, and design meetings that feel more purposeful from the moment people arrive.

We also talk about a challenge I see frequently in organisations: leaders may have strong relationships within their own functions, yet struggle to build the horizontal connections needed to deliver strategy. Chad shares a practical idea for helping those relationships continue after an offsite or senior leader forum — rather than leaving everyone with good intentions that disappear once they return to work.

In this episode, we cover:

Why connection shapes the quality of the work that follows
What changes when leaders design for contribution rather than passive listening
How Chad’s Contribution Method rethinks the flow of a meeting
Why “connection before content” is different from an icebreaker
How a simple shift in format can change the energy in a room
Why teams need the right amount of connection — not necessarily more
How to extend cross-functional relationships beyond a one-off event
The question Chad believes can keep a team learning

If you lead meetings, bring large groups together or want stronger collaboration across boundaries, Chad offers a different way to think about the time people spend together.

Best Of | How to Disagree Without Making It Personal

lundi 24 août 2026 • Durée 07:12

How can teams disagree without damaging trust or making the conversation personal? Claire Gray and Dr Kaye Monk-Morgan explore how leaders can create healthier conflict and make honest challenge less risky.

In this Best Of episode of the Thriving Leaders Podcast, Kaye explains why people sometimes need explicit permission to disagree, why challenging an idea is different from challenging authority, and how shared language can help teams work through difficult conversations.

You will hear practical insights on:

– Inviting healthy challenge within a team

– Separating an idea from the person who raised it

– Avoiding groupthink without creating unnecessary conflict

– Using curiosity and shared language to depersonalise disagreement

– Creating courageous spaces for honest feedback

Dr Kaye Monk-Morgan is President and CEO of the Kansas Leadership Center. Claire Gray is a leadership and team facilitator, executive coach, speaker and author of Thriving Leaders and Thriving Teams.

Explore leadership programs, team development, coaching and more: https://www.thrivingculture.com.au

Subscribe for practical conversations about leadership, high-performing teams, psychological safety, accountability and workplace culture.

#HealthyConflict #PsychologicalSafety #Leadership

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Neurodiversity at Work: Beyond Labels to Belonging with Mariane Power

lundi 17 août 2026 • Durée 59:30

Do leaders need to know who is neurodivergent before they can lead more inclusively?

I’m joined by Mariane Power, a behavioural scientist and former clinical psychologist whose work sits at the intersection of neurodiversity and leadership. Mariane works with neurodivergent founders and executives, workplace and government teams, and elite sport. She is also the creator of Master Your Magic and host of the Jagged Brilliance series.

Many leaders want to create a more neuroinclusive workplace, but are unsure where to begin. They may be worried about using the wrong language, making assumptions or asking people to disclose something they would rather keep private.

Mariane brings a thoughtful and practical perspective to those questions. We look at what leaders can do without knowing anyone’s diagnosis, why the day-to-day experience of work matters as much as policy, and how to make space for different ways of thinking and working.

We also get into one of the harder tensions in this space: how leaders can offer flexibility and support while still having honest conversations about expectations, feedback and accountability.

In this episode, we cover:

What neuroinclusive leadership means beyond labels and formal accommodations
Why some people choose not to disclose their neurodivergence at work
What leaders can ask instead of making assumptions about what someone needs
How psychological safety shapes people’s experience of inclusion
What universal design can teach us about creating better workplaces
The opportunities and challenges facing neurodivergent leaders
How flexibility, feedback and accountability can sit alongside one another

I wanted to ask Mariane some of the questions leaders may be thinking but feel nervous to ask. What if someone does not want to disclose? What if a leader gets the language wrong? And what happens when a request for flexibility begins to affect the role, the team or the work? Mariane does not reduce these questions to easy answers. She gives leaders a more useful place to start.

If you are thinking about neurodiversity in your team, or wondering whether your workplace genuinely works for different minds, listen to the full episode and share it with someone who is part of that conversation.

Best Of | Build Team Trust by Valuing Different Strengths

lundi 10 août 2026 • Durée 08:17

How can leaders build team trust when people think, communicate and work differently? Understanding different working styles helps teams turn potential friction into stronger performance.

In this Best Of conversation, I speak with Claire de Carteret from Gallup about the relationship between strengths, leadership bias and trust within teams.

Claire shares the example of a fast-paced leader who unconsciously judged candidates according to how quickly they walked and spoke. Recognising this bias helped her appreciate what a slower, more deliberative person could bring to the team, including deeper analysis and greater awareness of risk.

In this Best Of, we discuss:

- Why different working styles can create tension in teams

- How a leader’s strengths can become a source of bias

- Why cognitive diversity makes teams stronger

- How to identify complementary strengths and partnerships

- Why strengths-based leadership makes difficult conversations easier

- Why focusing on strengths does not mean ignoring weaknesses

Claire de Carteret is a leadership expert from Gallup. In this conversation, she shares practical insights into strengths-based leadership and how leaders can get the best from people whose natural approach differs from their own.

I’m Claire Gray, a leadership and team facilitator, executive coach, speaker and author of Thriving Leaders and Thriving Teams. Through Thriving Culture, I help leaders and teams unite, align and achieve.

Subscribe for practical conversations about leadership, high-performing teams, workplace culture, psychological safety and accountability:

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