Explorez tous les épisodes du podcast Thriving Leaders Podcast
| Titre | Date | Durée | |
|---|---|---|---|
| Why People Stay Silent at Work with Megan Reitz | 13 oct. 2026 | 00:56:03 | |
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 | |||
| Best Of | Kindness and Accountability: Can Your Team Have Both? | 06 oct. 2026 | 00:09:00 | |
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 | |||
| Stop Picking Sides – Why Both/And Thinking Matters with Wendy Smith | 28 sept. 2026 | 00:55:08 | |
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:
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. Resources mentioned: Explore more leadership and team conversations: https://www.youtube.com/@thrivingculture Subscribe for practical conversations about leading people and helping teams thrive. #Leadership #BothAndThinking #ThrivingTeams | |||
| Best Of | Is Your Team Talking Without Really Communicating? | 21 sept. 2026 | 00:09:46 | |
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:
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 | |||
| Why Strategy Fails (and How to Make It Real) with Alicia McKay | 14 sept. 2026 | 00:59:25 | |
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:
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 You Don’t Need an MBA: Leadership Lessons That Cut Through the Crap Local Legends: How to Make a Difference in Local Government Resources and links
Subscribe to the Thriving Leaders Podcast for practical conversations about leadership, team performance and creating thriving workplace cultures. | |||
| Best Of | Why Strong Teams Ask for Help | 07 sept. 2026 | 00:08:11 | |
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. Learn more: https://thrivingculture.com.au Subscribe for practical conversations about leadership, psychological safety, accountability and creating teams where people can do their best work. #PsychologicalSafety #HighPerformingTeams #Leadership | |||
| How to Get People Contributing in Meetings with Chad Littlefield | 31 août 2026 | 00:59:34 | |
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:
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. And he leaves us with a question that is worth returning to — as leaders, as teams and as human beings. Chapters
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| Best Of | How to Disagree Without Making It Personal | 24 août 2026 | 00:07:12 | |
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 | |||
| Neurodiversity at Work: Beyond Labels to Belonging with Mariane Power | 17 août 2026 | 00:59:30 | |
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:
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.
Resources
Subscribe to the Thriving Leaders Podcast for practical conversations about leadership, team performance, psychological safety and building cultures where people can thrive. #NeurodiversityAtWork #InclusiveLeadership #ThrivingLeaders | |||
| Best Of | Build Team Trust by Valuing Different Strengths | 10 août 2026 | 00:08:17 | |
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: https://www.youtube.com/@thrivingculture Watch the complete conversation with Claire de Carteret: https://youtu.be/wZFFB0NBVrM?si=X01gmOieAFenLIOD Chapters 00:00 How to build trust quickly 01:00 The hidden bias towards speed 02:00 Seeing different working styles as advantages 03:00 Why differences strengthen teams 04:00 Leveraging strengths and team blind spots 05:00 Finding complementary partnerships 06:00 Strengths and difficult conversations 07:00 When feedback feels punitive 08:00 Strengths don’t mean ignoring weaknesses #teamtrust #strengthsbasedleadership #highperformingteams | |||
| The 25th Hour: How Leaders Can Stop Giving Away Time with Neal Schore | 03 août 2026 | 00:52:56 | |
Where does a leader’s time actually go? It is not only swallowed by meetings and email. Some of the biggest drains on our time never appear in the calendar. In this episode of the Thriving Leaders Podcast, I speak with Neal Schore, co-founder and CEO of The 25th Hour Group, former founder, president and CEO of Triton Digital, executive coach and author of The 25th Hour: How to Thrive (And Gain Ridiculous Amounts of Time) by Getting Out of Your Own Way. Neal challenges the way we typically think about time management. What if the problem is not simply an overloaded calendar, but the patterns quietly consuming our attention and energy? Neal offers a different perspective on where leaders lose time without realising it—and what it takes to break the pattern. In this episode, we cover:
Neal’s message is not that leaders will never overthink or react defensively. It is that we can notice it sooner, manage ourselves more deliberately and stop giving away so much time. If you are working flat out but still feel as though there is never enough time, this conversation offers a different place to begin. Links and resources:
Subscribe to the Thriving Leaders Podcast for practical conversations about leadership, team performance and creating thriving workplace cultures. | |||
| Best Of | Why Everything Feels Urgent at Work | 27 juil. 2026 | 00:08:08 | |
When everything feels urgent, teams become trapped in reactive work—and the strategic priorities that matter most keep getting pushed aside. In this Best Of conversation, productivity expert and bestselling author Dermot Crowley explains why workplace urgency is not simply a personal time-management problem. It can become part of the team’s culture, particularly when people feel they must immediately respond to every request from a senior leader. In this Best Of, we discuss: – Why teams become stuck in constant firefighting – The two reactive patterns that reduce productivity – Why a request from the boss is not automatically urgent – How leaders can unintentionally create urgency for their teams – The importance of giving people permission to negotiate priorities – Why teams should consider importance before urgency – How clearer expectations can help people focus on work with greater impact Dermot Crowley is a productivity expert, bestselling author and founder of Adapt Productivity. He has spent more than 25 years helping leaders and teams work more effectively. His books include Smart Work, Smart Teams, Lead Smart and Urgent. Claire Gray is a leadership and team facilitator, executive coach, keynote speaker and author of Thriving Leaders and Thriving Teams. Through Thriving Culture, Claire helps leaders build aligned, accountable and high-performing teams. If you want practical conversations about leadership, team effectiveness, accountability and workplace culture, subscribe to the Thriving Culture channel. What creates the most unnecessary urgency in your team, and what would help your people focus on what is genuinely important? Chapters 00:00 Why everything feels urgent 00:38 A proactive approach to priorities 01:40 Scheduling work before it becomes urgent 02:45 The two reactive work zones 04:00 It’s not urgent because it came from the boss 05:00 How leaders unintentionally create urgency 06:10 Importance before urgency 07:35 When everything is urgent, nothing is #leadership #teamproductivity #workplaceculture | |||
| Inclusive Leadership: The Small Leadership Moments That Matter | 19 juil. 2026 | 00:53:21 | |
Why do some teams consistently outperform others, even when they have similar talent, experience and resources? The answer often isn't strategy, structure or capability. It's how people experience leadership every single day. In this episode, I'm joined by Kristy Macfarlane, Deputy CEO of Diversity Partners, executive coach and one of Australia's leading experts in inclusive leadership. Over the past decade, Kristy has helped hundreds of organisations build workplaces where people feel respected, trusted and able to contribute at their best. Before joining Diversity Partners, she led Diversity and Inclusion at NAB and has held leadership, talent and capability roles across Australia and the UK. This conversation goes well beyond diversity and inclusion. We explore the everyday leadership behaviours that shape team culture. The decisions leaders make in recruitment, performance conversations, promotions, meetings and feedback all influence whether people feel safe to contribute or quietly begin to disengage. Kristy shares practical examples that any leader can apply immediately. From reducing unconscious bias and creating fairer opportunities to encouraging different perspectives and strengthening psychological safety, this episode is full of practical leadership ideas that improve both team performance and wellbeing. In this episode, we cover
Perhaps the biggest idea running through this conversation is that culture isn't created through policies or annual initiatives. It's built through hundreds of small leadership choices that most people barely notice. Who gets invited into the discussion. Who receives the stretch opportunity. Whose opinion gets heard. Whether curiosity replaces assumption. Those moments shape whether people feel confident to contribute, challenge ideas and do their best work. If you're leading people, this conversation will encourage you to look at your own leadership through a different lens. Learn more about Diversity Partners: Website: https://diversitypartners.com.au/ LinkedIn: https://www.linkedin.com/company/diversity-partners/ Connect with Kristy Macfarlane on LinkedIn: https://www.linkedin.com/in/kristy-macfarlane-934472109/ | |||
| Best Of | How Leadership Teams Make Better Decisions | 13 juil. 2026 | 00:03:45 | |
Why do leadership teams leave meetings believing they are aligned, only to discover later that little has changed? Often, silence is mistaken for agreement. People may support a decision in the room without feeling heard, committed or clear about what happens next. In this Best Of episode of the Thriving Leaders Podcast, I revisit my conversation with Professor David Clutterbuck, one of the world’s leading thinkers in coaching, leadership and team development. David shares a simple framework that helps teams hear different perspectives before moving into discussion. It can lead to healthier debate, clearer decisions and stronger commitment without requiring everyone to get their own way. In this Best Of, we discuss: – The three questions every leader should ask before team discussions – Why consensus is not the same as agreement – How to encourage healthy debate without creating conflict – Why feeling heard matters more than getting your own way – Practical ideas to improve leadership team decision-making immediately Better decision-making does not mean everyone gets the outcome they wanted. It means people have had a genuine opportunity to contribute, understand the different perspectives and support the way forward. If your team regularly revisits decisions, leaves actions unfinished or discovers disagreements after the meeting, this conversation offers a practical way to approach decisions differently. Watch my full conversation with David Clutterbuck here: https://youtu.be/weAsD-_7jls Subscribe to Thriving Culture for practical conversations about leadership, team alignment, psychological safety, accountability and building thriving teams. #LeadershipTeams #DecisionMaking #TeamAlignment | |||
| Leading Through Aftershock: AI, Change and the Reinvention of Leadership | 06 juil. 2026 | 00:54:22 | |
The pace of change isn't slowing down. AI continues to evolve, climate challenges are becoming more visible, organisations are under pressure to adapt, and many leaders are wondering how to make sense of it all. The question isn't whether things will change. It's whether we're willing to change with them. In this episode, I'm joined by Caroline Stokes, global leadership strategist, executive coach, Thinkers50 Radar Class of 2026 member, and author of Aftershock to 2030. Caroline has spent decades helping CEOs and leadership teams prepare for what's next, long before many of these conversations became mainstream. Together, we explore what leadership looks like in a world where technology is accelerating, information is everywhere, and certainty is becoming harder to find. Rather than trying to predict every change ahead, Caroline challenges leaders to build the capability to continually adapt, learn and reinvent. In this episode, we cover:
There is so much conversation right now about AI, the future of work, and what leaders need to do differently. What I appreciated about this discussion is that it goes beyond the technology itself. It's really a conversation about how we think, how we learn, and how we prepare ourselves and our teams for a future that will continue to evolve. If you're leading through change, or simply trying to make sense of everything that's happening around us, I think you'll really enjoy this conversation with Caroline. | |||
| Best Of | Amy Edmondson on Trust vs Psychological Safety | 29 juin 2026 | 00:06:08 | |
One of the biggest misconceptions in leadership is that trust and psychological safety are the same thing. They're closely connected, but they're not interchangeable, and understanding the difference changes how you lead teams. In this Best Of conversation, I sit down with Amy Edmondson to unpack where trust and psychological safety overlap, where they differ, and why leaders need to pay attention to both. We also explore why people within the same team can have completely different experiences of psychological safety. Factors like tenure, status, previous workplaces, and individual experiences all shape whether someone feels comfortable speaking up, asking for help, or challenging an idea. If you've ever wondered why some people contribute freely while others stay silent, even in the same meeting, this conversation offers valuable insight into what's really happening beneath the surface. In this Best Of, we discuss: – Trust vs psychological safety – Why vulnerability matters – Why people stay silent – How leaders build psychological safety – Why team members experience safety differently – Creating environments where people speak up Subscribe for more conversations on leadership, thriving teams, psychological safety, accountability and workplace culture. | |||
| The Hidden Wisdom Your Team Isn't Sharing with Jeff Wetzler | 22 juin 2026 | 00:52:57 | |
What if the answers to some of your biggest leadership challenges are already sitting inside your team, but nobody is saying them out loud? In this episode, I sit down with Jeff Wetzler, founder of Ask Approach, co-founder of Transcend, former Chief Learning Officer at Teach For America, and author of Ask: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs in Leadership and Life. The reality is that the people around us know things we don't. They have ideas, perspectives, concerns, and feedback that could help us make better decisions, avoid mistakes, and navigate challenges more effectively. Yet so often those insights never get shared. Jeff has spent decades helping leaders understand why this happens and, more importantly, what we can do about it. In this conversation, we explore why people hold back what they're really thinking, how authority changes conversations, and the practical habits leaders can develop to hear more of what matters. We also dive into curiosity, listening, psychological safety, feedback, and what Jeff calls "the unspokens" that exist in every team and organisation. In this episode, we cover:
Many of the answers we are looking for already exist somewhere in the organisation. The challenge is that people don't always tell us what they know, what they're worried about, or what they're seeing. My favourite part was Jeff's perspective on curiosity. We often think of curiosity as something you either have or you don't. Jeff challenges that idea and offers a much more practical way of thinking about it. I also found myself reflecting on how easy it is, particularly when we're busy or under pressure, to move too quickly into problem-solving mode. Sometimes the most valuable thing we can do as leaders is pause long enough to ask another question. If you're leading a team and want to hear more of what people are really thinking, I think you'll get a lot from this conversation. | |||
| The Science of Human Flourishing with Sue Langley | 08 juin 2026 | 00:53:39 | |
The way we think becomes the way we lead. Our habits, emotions, assumptions, and internal stories shape how we show up every day, often without us even realising it. In this episode, Sue Langley explores the science behind human flourishing and why understanding ourselves may be one of the most important leadership capabilities of all. I’m joined by Sue Langley, one of Australia’s leading experts in positive psychology, emotional intelligence, and neuroscience. Sue is the founder and CEO of The Langley Group and has spent decades helping leaders, teams, and organisations apply the science of human flourishing in practical and meaningful ways. She’s known for translating complex research into tools leaders can actually use every day. This conversation is packed with practical insights, powerful stories, and simple shifts that can help us better understand our emotions, strengthen our relationships, and lead with greater awareness and intention. In this episode, we cover:
My favourite part of this conversation was Sue's discussion about active constructive responding. The questions we ask matter. When we respond with curiosity instead of judgement, possibility instead of limitation, we create space for better thinking, stronger relationships, and better outcomes. What might change if, instead of asking why something won't work, we started asking what could make it possible? If there’s one idea from this conversation that stayed with you, share this episode with someone who’d appreciate it too. Until next time, keep leading with curiosity and heart. | |||
| Your Busyness Is a Fear Response: How our Nervous System Responds to Complexity with Jennifer Garvey Berger | 25 mai 2026 | 00:52:44 | |
If you've been feeling stretched, reactive, or like you're constantly doing more without actually moving the needle, this episode is for you. I'm joined by Jennifer Garvey Berger, CEO and co-founder of Cultivating Leadership, Harvard-educated developmental psychologist, and one of the world's leading thinkers on adult development, complexity, and leadership. Jennifer is the author of four widely acclaimed books: Changing on the Job, Simple Habits for Complex Times, Unlocking Leadership Mind Traps, and Unleash Your Complexity Genius. I first came across her work through colleagues at Harvard Kennedy School, and I've been a fan ever since. This conversation goes deep on why complexity isn't just a business problem, it's a nervous system problem, and what leaders can actually do about it. We explore how polarity thinking reframes some of the most persistent tensions in organisations, why psychological safety isn't about comfort, and what it means to lead with embodied intelligence in a world where AI is changing everything. So many nuggests of gold in this episode. In this episode, we cover:
I loved this conversation for so many reasons, but the thing that really resonated with me was Jennifer's reframe of busyness. When leaders and team members say 'I'm just so busy right now', she suggests what they're really saying is 'I'm afraid.' And busyness becomes the modern response to a frightening world. It connects to something I see constantly in my work: leaders who are doing a lot, but not necessarily doing the right things. Pushing harder on what no longer works. Jennifer's reminder that doubling down is often a fear response, not a strategy, is one I'll be taking into my work with teams. Teams thrive when leaders slow down enough to actually show up. If this conversation sparked something for you, share it with a leader in your world who's navigating complexity right now. And if you haven't already, follow the Thriving Leaders Podcast so you never miss an episode. | |||
| Working with People You Don't Agree With, Like, or Trust with Adam Kahane | 11 mai 2026 | 00:54:10 | |
Most of us know the feeling. There's someone at the table we don't agree with, don't particularly like, or don't quite trust, and the situation isn't going away. Whether it's a difficult peer, a misaligned executive, a stakeholder relationship that's gone a bit stale, or a cross-functional partnership that feels like it's going nowhere, the instinct is often the same: work around it, avoid it, or wait it out. And as Adam Kahane will tell you, that rarely works. Adam Kahane is founding partner of Reos Partners, a global organisation specialising in collaborative approaches to complex challenges. Over more than 35 years, he has worked in over 50 countries supporting governments, corporations, and civil society through some of the world's most difficult situations, from the democratic transition in post-apartheid South Africa to peace processes in Colombia. He is the author of six books, including the newly revised Collaborating with the Enemy: How to Work with People You Don't Agree with or Like or Trust (Second Edition, 2025), which carries a foreword from Nobel Peace Laureate Juan Manuel Santos. Nelson Mandela described his earlier work as addressing "the central challenge of our time: finding a way to work together to solve the problems we have created". In this conversation, Adam unpacks why working across difference is becoming harder just as it's becoming more essential, and what leaders can actually do about it. We explore his concept of "enemyfying", the limits of conventional collaboration, and why the real breakthrough in any difficult collaboration is rarely about changing the other person. In this episode, we cover:
I loved Adam's framing that working with people we don't agree with, like, or trust is not a new idea at all. What's new is how much we've retreated from it, and how much the quality of our leadership, our teams, and our organisations depends on us getting better at it again. If this conversation resonated, share it with a leader or team navigating a difficult stakeholder relationship, a silo situation, or a collaboration that feels more stuck than it should be. | |||
| Rebecca Sutherns on Team Alignment, Strategy, and Smarter Decisions | 27 avr. 2026 | 00:52:08 | |
What if your team is using the same words, but imagining completely different futures? This conversation is a powerful reminder that alignment is not about sameness, it is about helping people see clearly, think together, and move forward with intention. In this episode, I’m joined by Rebecca Sutherns, trusted advisor, bestselling author, master facilitator, certified coach, and someone I deeply admire for the way she helps people unlock courage, clarity and momentum. With more than 25 years of experience, Rebecca works with mission-driven organisations to help leaders reimagine what’s next and get aligned on what matters most. In our conversation, we explore what it really takes to get people “watching the same movie” in teams and organisations. Rebecca shares why strategy needs more imagination, why leaders need to get clearer about the problem they are actually solving, and why waiting for perfect information can become the very thing that keeps teams stuck. This is such an important conversation right now because so many leaders are navigating complexity, competing perspectives, and decision fatigue. Rebecca brings a grounded, practical lens to all of it, and I think you’ll walk away with fresh ways to lead better conversations and better decisions. Let’s dive in. In this episode, we cover:
I loved this conversation because Rebecca puts language to something so many leaders experience but struggle to name. My favorite part was her reminder that alignment is not about making everyone the same, it is about making thinking visible so people can understand each other, challenge well, and move forward with intention. The future does not just happen to teams. The strongest teams help shape it. If this episode resonated with you, share it with a leader, facilitator or executive team who is working through complexity and trying to make better decisions together. | |||
| Creativity is Not a Luxury, Building Creative Confidence with Paul Fairweather | 13 avr. 2026 | 00:40:16 | |
So many leaders are not short of ideas. What they are short of is space, confidence, and permission to bring those ideas to life. In fast-moving workplaces, creativity can feel like something we will get to later, but as Paul Fairweather reminds us in this conversation, later rarely comes. In this episode, I’m joined by Paul Fairweather, creative leadership speaker, workplace culture facilitator, former CEO of a 55-person architectural practice, award-winning architect, artist, and author of Bold, Brave, and A Bit Quirky. Paul helps leaders and teams reconnect with their creative confidence, not as a nice-to-have, but as a vital capability for problem-solving, connection, and innovation in a world increasingly shaped by AI. In our conversation, we explore what creativity really means, why so many capable people don’t see themselves as creative, and how leaders can create the conditions for more original thinking at work. We also unpack the tension between AI and human creativity, why uncertainty is part of the creative process, and what practical leaders can do to build more creative, thriving teams. This is such an important conversation right now, because in a world that is becoming faster, noisier, and more automated, the human skills of curiosity, creativity, courage, and connection matter more than ever. In this episode, we cover:
I loved Paul’s reminder that creativity is not just about ideas, it is also about the courage to do something with them. Thriving teams are not built by speed alone. They are built when leaders create enough safety, space, and confidence for people to think, experiment, and contribute in more meaningful ways. Creativity thrives when leaders make space for uncertainty, not just answers. If this episode resonated, share it with a leader, teammate, or creative thinker who needs a reminder that their ideas still matter. Until next time, keep leading with curiosity and heart. | |||
| Collaboration, Prioritisation and Breaking Down Silos with Dr. Heidi Gardner | 30 mars 2026 | 00:51:13 | |
Many leaders know collaboration matters, but far fewer have figured out how to make it work across silos, competing priorities, and complex stakeholder relationships. In this episode, I’m joined by Dr. Heidi Gardner, Distinguished Fellow at Harvard Law School, former Harvard Business School professor, Thinkers50 ranked thought leader, and co-author of Smart Collaboration and Smarter Collaboration. In this conversation, we explore what smarter collaboration really looks like in today’s workplace, and why working across boundaries is both more necessary and more difficult than ever. Heidi shares practical insights on trust, healthy conflict, over-collaboration, stakeholder alignment, and the leadership behaviours that create the conditions for innovation and high performance. In this episode, we cover:
I loved Heidi’s reminder that collaboration is not about involving everyone in everything. It is about being intentional, drawing on the right expertise at the right moment, and creating enough trust for people to challenge each other without tipping into relationship conflict. Which is especially important in the complex environments teams are operating in. Smarter collaboration is not more collaboration, it’s better collaboration. If this episode resonated, share it with a leader or team who are navigating silos, stakeholder tension, or the complexity of cross-functional work. Links:
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| Your Team Is Not Disengaged. They Don’t Feel Like They Matter with Zach Mercurio | 16 mars 2026 | 00:56:27 | |
Many leaders are working hard to build cultures of trust, connection, and performance, yet people still leave work feeling unseen, overlooked, or undervalued. In this conversation, I sat down with Zach Mercurio, researcher, speaker, leadership development facilitator, and author of The Power of Mattering and The Invisible Leader, to explore why the need to matter is so fundamental to how we experience work and leadership. What I loved about this conversation is that Zach brings together deep research with practical leadership insight. We explore why mattering is more than belonging or inclusion, how meaningful work is shaped through everyday interactions, and why psychological safety may actually be mattering in disguise. This is such an important conversation for leaders who want to build thriving teams where people feel seen, heard, valued, and needed. In this episode, we cover: (00:00) – Introduction (00:46) – Introduction to Zach Mercurio (02:20) – Why mattering is a fundamental human need (03:05) – The research behind meaningful work (35:23) – Belonging vs inclusion vs mattering (37:08) – Why do perks not matter (37:33) – Mattering and psychological safety (39:05) – How leaders become a secure base (44:47) – Recognition vs affirmation (45:13) – How to help people see their unique contribution (53:04) – The one question leaders should ask their team (53:52) – Final Thoughts This is a refreshing reminder that people do not just want to belong, they want to know they are significant. They want to feel seen, heard, valued, and needed, and when that happens, it changes how they show up, how they contribute, and how safe they feel to learn, speak up, and grow. It also made me reflect on how easy it is for leaders to focus on structure, process, and performance, while overlooking the small daily moments that communicate care and value. This conversation is a reminder that thriving teams are built in those moments. When people feel that they matter, they act like they matter. If this episode resonated with you, share it with a leader who is trying to build a more human, grounded, and psychologically safe team. | |||
| AI Is Moving Fast. Are Leaders Ready? Here’s what you need to know! | 02 mars 2026 | 00:49:41 | |
There is a lot of noise right now about artificial intelligence. Excitement. Fear. Big predictions about job losses. Quiet uncertainty in leadership teams. If you’re wondering what AI actually means for your team, your culture, and your role as a leader, this episode is essential listening. I’m joined by Dawid Naude, Founder and CEO of Pathfinder, Australia’s leading AI accelerator and an official service partner to OpenAI across Australia and New Zealand. Dawid is one of the region’s most respected AI educators, known for translating complex technology into real world business impact. AI is not just changing what teams can do, it is changing what leadership exposes. Dawid unpacks what’s just shifted, AI agents that can act inside your tools, and why this will amplify your leadership habits, good and bad. We also explore the risks most people are not talking about yet, and what thriving teams will need if they want to stay human in a world that is accelerating. This is a grounded and practical conversation about leading through one of the biggest shifts of our time. In this episode, we cover: (00:00) – Introduction What I loved about this chat was the tools and how to effectively use them. I’ve walked away with a list of things I’m wanting our team to put in place, including connecting systems, using AI as a strategic thought partner in different ways. If leaders only use AI to draft emails or summarise meetings, we are missing the opportunity. The real power lies in using AI to stretch our thinking, challenge our assumptions, and hold up a mirror to our leadership behaviours. And yet, this technology also tests us. It asks whether we will become more disconnected from each other, or more intentional about human connection. Thriving teams in the age of AI will not be built on efficiency alone. They will be built on clarity, curiosity, accountability, and human leadership.
If this conversation sparked new ideas for you, share it with another leader navigating the future of work. And if you are exploring how to build a thriving, future ready team, this episode is a powerful place to begin.
Until next time, keep leading with curiosity and heart. | |||
| Process Thinking: Rethinking Productivity and Remote Leadership | 16 févr. 2026 | 00:36:26 | |
In a world where remote work and high-performance teams are no longer optional, how do leaders build trust, accountability and culture without control? I’m joined by Ryan Griffin, Managing Director of Chunky Duck (remote‑first digital agency), where empowerment, transparency and asynchronous communication aren’t just buzzwords, they are the backbone of a thriving team built for growth and adaptability. Ryan’s leadership approach champions process thinking, psychological safety, and outcomes-focused autonomy. This episode speaks directly to leaders that want to thrive across any geography or structure, without micromanagement. In this episode, we cover: (00:00)– Introduction (00:45) – Introduction to Ryan Griffin (05:13) – The remote-first model at Chunky Duck (07:00) – What process thinking really is and why it matters for remote teams (12: 33) – Why marginal gains matter more than perfection, and how small cultural shifts compound into big impact (18:03) – How psychological safety fuels trust, creativity and team performance (21:32) — What leaders everywhere can learn about asynchronous communication, empowerment, and autonomy (29:45) – How to move thinking from billable utilisation to effective utilisation and outcomes (32:53) – Where AI enhances internal workflows without replacing people or culture (35:05) – Final Thoughts This episode crystalised for me the importance of designing culture intentionally, not accidentally. The way Ryan describes empowerment and autonomy isn’t abstract; it’s a strategic leadership lever that aligns closely with how organisations build leadership capability and high-trust cultures. Leaders who invest in psychological safety, clear process frameworks, and autonomy see not just performance gains, but sustainable engagement, ownership and innovation. Leading well means trusting people with clarity, not controlling every action. About Ryan Griffin Ryan Griffin is Managing Director of Chunky Duck — a fully remote Australian-owned digital agency specialising in strategy, creative and performance marketing services. Their approach emphasises independence, transparency, asynchronous communication and empowerment, showing how distributed teams can deliver exceptional results without office-centric structures. Link/s: Website: https://chunkyduck.com/ Instagram: https://www.instagram.com/therealchunkyduck/ LinkedIn: https://www.linkedin.com/in/griffinryan/ If you lead teams, build culture, or support leaders, share this episode with someone shaping remote or hybrid work environments. Follow the Thriving Leaders Podcast for more insights on building psychologically safe, high-performing teams that thrive through trust, clarity and purpose. Visit thrivingculture.com.au to explore leadership development, team alignment programs, coaching and strategic culture design. | |||
| From Elevator Pitches to Origin Stories: Storytelling Tools Every Leader Needs | 02 févr. 2026 | 00:39:48 | |
What if your leadership message could be clear, memorable, and deeply human—all in under 60 seconds? In this episode, we’re joined by Erin O’Dwyer, award-winning journalist, narrative strategist, and founder of Good Prose Studio. With a career spanning major mastheads like The Guardian, Vogue, and Australian Geographic, Erin now works with leaders, founders and authors to shape stories that influence and inspire. This conversation is a masterclass in practical storytelling for leaders. Erin breaks down what makes a great elevator pitch, why your origin story matters more than your resume, and how clear communication can elevate trust, credibility , and connection within your team. Whether you’re speaking to a board, running a team meeting, or introducing yourself at a conference, this episode will help you articulate who you are, what you stand for, and why it matters. In this episode, we cover: – How to distil your elevator pitch into one post-it note – The difference between storytelling and strategy (and why leaders need both) – Why origin stories are powerful even when they feel “ordinary” – The storytelling structures that help leaders communicate with impact – Why clarity and simplicity should guide your communication style – The risks of internal and external narrative misalignment – How storytelling fosters trust, alignment, and performance What stayed with me most was Erin’s belief that every leader has a story worth telling. And not just any story—but one that signals what you care about, what you stand for, and how you show up. When we share that story with clarity and courage, we build the kind of trust that teams thrive on. Would love to hear what you go out of this podcast. | |||
| Leading Lasting Impact with Digby Scott | 19 janv. 2026 | 00:52:28 | |
Ever feel like the pace of leadership is pulling you in a hundred directions, leaving no space to reflect or recharge? You're not alone. In this episode, I explore what it truly means to lead with presence, impact, and a sustainable rhythm that fuels both your purpose and your wellbeing—with the thoughtful and wise Digby Scott. Digby is a leadership coach, speaker, author, and host of the Dig Deeper Podcast. Known for his ability to create high-trust, deep-learning environments, he’s worked across sectors and continents, guiding leaders to grow with clarity, courage, and integrity. He’s also the author of Change Makers and Out There, and a passionate advocate for redesigning work and life around what matters most. In this energising and deeply reflective conversation, Digby and I unpack what it means to lead sustainably in a world that glorifies busyness. We explore how leaders can create space, stay grounded in their purpose, and build thriving teams by asking better questions and taking a systems view. This episode is a masterclass in shifting from reactive leadership to creative, lasting impact. In this episode, we cover: (00:00) – Introduction(01:24) – Introduction to Digby Scott(13:08) – The critical difference between reactive and creative leadership(15:43) – How to cultivate unhurried productivity for sustainable impact(18:37) – Why “legacy” leadership needs a rebrand(27:09) – What it really takes to influence a system as a leader(36:19) – The four-question framework that unlocks deeper team conversations(39:48) – Creating lasting impact through trust, curiosity, and shared purpose(42:22) – Letting go of ego and embracing host leadership over hero leadership(50:31) – Final thoughts What really stayed with me from this conversation was Digby's phrase "high intention, low attachment." It's such a powerful reminder that leadership isn't about controlling outcomes but about creating the conditions for others to thrive. When we lead from that place, we unlock something truly generative. I also loved his four-question framework, which he has so generously shared here: https://digbyscott.com/thoughts/the-four-questions-that-change-everything Link/s: – The Four Questions That Change Everything: https://digbyscott.com/thoughts/the-four-questions-that-change-everything – Questions Toolkit: https://digbyscott.com/questionstoolkit – Digby’s website: https://digbyscott.com/ – Digby’s LinkedIn profile: https://www.linkedin.com/in/digbyscott/ | |||
| The One Skill Every Leader Needs in the Age of AI: Storytelling with Gabrielle Dolan | 08 déc. 2025 | 00:49:44 | |
Some people walk into a room and instantly connect. Others? They lose the room without even realising it. What makes the difference isn’t just charisma—it’s storytelling. In this episode, I sit down with the incredible Gabrielle Dolan, a global authority on strategic storytelling who’s helped leaders at Amazon, Salesforce, and the Obama Foundation communicate with impact. Gabrielle’s work centers on real, jargon-free communication—and she’s just released her newest book Story Intelligence: The Craft of Authentic Storytelling Made Smarter with AI. Together, we unpack how storytelling goes far beyond “engagement.” It’s how leaders build trust, inspire change, and lead with clarity. You’ll hear real-world examples of how storytelling transforms leadership, from shaping values to guiding teams through uncertainty, and how we can use AI to support storytelling without losing our voice. In this episode, we cover: – Why storytelling is the most underused leadership superpower – How personal stories (not just work ones) create deep human connection My biggest takeaway? You can choose communication that’s easy, or communication that’s effective. And storytelling is what makes communication not only effective, but unforgettable. What stood out to me most is Gabrielle’s reminder that a personal story, told with purpose, doesn’t just convey information, it builds connection. It’s how we create meaning. And in leadership, meaning is everything. What’s one story only you can tell? And what might shift if you told it? | |||
| Relational Intelligence: How to Hear the Hidden Music of Your Team with Mark Butler | 26 nov. 2025 | 00:57:56 | |
What happens when you combine clinical depth, corporate wisdom, and a passion for thriving teams? In this powerful conversation, we explore the idea of relational intelligence and why it’s emerging as the next evolution beyond emotional intelligence. From psychological safety and the hidden signs of burnout to the real human impact of AI on our teams, Mark shares a refreshing take on what leadership truly demands today. This is one of those conversations that will stick with you. In this episode, we cover: (00:00) – Introduction (04:48) – Why relational intelligence is more than emotional intelligence with a makeover (13:04) – How to tune into the emotional soundtrack of your team (21:15) – Why success for a team is ultimately a feeling, not a number (22:37) – Simple ways to create a culture of trust, mattering, and safety (33:06) – The leadership mindset shift from rescuing to holding space (37:15) – How shadow AI use is eroding team conversations and coaching moments (48:07) – The link between burnout and suppressed emotions (and how to spot it early) (54:41) – Final Thoughts Thriving teams aren’t just smarter—they’re more connected. What really stayed with me from this episode is Mark’s beautiful metaphor: "Don’t just look at the dancers, pay attention to the dance." As leaders, we often get caught up in individual behaviors, but it's the collective rhythm of our teams—the unspoken soundtrack—that tells the real story. Our role isn’t to rush in and rescue, but to hold space with curiosity and care, especially in moments of change, fear, or disconnect. That’s what makes a team thrive. | |||
| How to Turn Data into Stories and Stories into Action with Dr Selena Fisk | 12 nov. 2025 | 00:49:26 | |
In this episode, we unpack how to make numbers meaningful, how to avoid the common traps and biases leaders fall into, and why shifting from data-driven to data-informed leadership changes everything. Whether you’re a leader, a team member, or someone who’s ever felt overwhelmed by dashboards and KPIs, this conversation will help you see data through a whole new lens. In this episode, we cover: (00:00) – Introduction (01:30) – Smarter decisions through better data use (04:15) – Data-driven vs data-informed leadership (08:55) – Building data literacy in your team (17:45) – Common data traps and biases (25:25) – Creating a healthy, human-centered data culture (31:30) – Making strategy actionable with metrics (40:15) – Visualising and analysing with AI tools like ChatGPT (44:30) – Data as a starting point for meaningful conversations (46:45) – Final Thoughts Numbers on their own don’t drive performance — people do. The real power of data lies in the stories we tell about it, the conversations it sparks, and the actions it inspires. If this episode shifts how you think about data, I’d love to hear what stood out. Leave a review, share your insights, or forward this to a leader who’s ready to make data more human. | |||
| Redefining Leadership: The Power of Quiet with Megumi Miki | 29 oct. 2025 | 00:48:22 | |
I first met Megumi Miki back in 2009, and even then, I could feel the quiet power she carried into every room. Megumi is a Japanese-Australian speaker, author, and leadership consultant whose work has deeply influenced how I think about leadership. She’s the author of the award-winning book Quietly Powerful: How Your Quiet Nature Is Your Hidden Leadership Strength, and she’s on a mission to challenge outdated assumptions about what leadership should look and sound like. In this episode, Megumi and I dive into the idea that you don’t need to be loud to lead powerfully. We explore how quiet leaders often bring deep listening, humility, and intentionality that transform team cultures. This conversation felt like a breath of fresh air—and a much-needed reframe for anyone who’s ever felt pressure to be someone they’re not in order to lead. Whether you’re a leader, a team member, or someone simply curious about different leadership styles, this episode offers powerful insights on inclusion, psychological safety, and the true nature of influence. In this episode, we cover: (00:00) – Introduction (04:35) – Why Quietly Powerful is not an oxymoron—but essential (10:20) – How Megumi’s personal and professional experiences sparked the Quietly Powerful movement (28:37) – The real reasons people are quiet (30:47) – The double-glazed glass ceiling: quietness, gender, and cultural bias in leadership (34:51)– What inclusive decision-making really looks like (46:30) – How leaders can create space for all voices—especially the ones not being heard (43:45) – Final Thoughts Quiet doesn’t mean introverted or less. In fact, it might mean more. This conversation reminded me that some of the most impactful leaders I’ve worked with led not from the front—but from beside, behind, and within. The ones who create space, not just take it. If this episode resonated with you, I’d love to hear what stood out. Share your thoughts, leave a review, and forward this episode to someone whose quiet strength deserves to be seen and celebrated. | |||
| Quiet Cracking and Leading Change with Dr Michelle McQuaid | 15 oct. 2025 | 00:56:30 | |
Michelle McQuaid is one of the most trusted voices in workplace wellbeing today. An award-winning researcher, LinkedIn Top Voice for Mental Health, and honorary fellow at Melbourne University’s Centre for Wellbeing Science, Michelle has authored nine bestselling books and hosted over 250 podcast interviews. In this episode, Michelle brings her signature blend of science, zest, and practicality to a conversation that every leader needs right now. From climbing Kilimanjaro to leading workplace research, Michelle shares insights that are impacting us all. We explore how leaders and teams can navigate the complex emotional landscape of today’s workplaces with more compassion, curiosity, and courage. In this episode, we cover: (00:00) – Introduction (03:06) – What “quiet cracking” really means—and why it’s different from burnout (05:19) – The hidden impact of gender norms on wellbeing (11:58) – Five signs someone on your team may be quietly cracking (and what to do about it) (18:07) – The five HEART practices for protecting against quiet cracking (37:33) – How to create secure attachment—within yourself and your team (40:50) – The neuroscience of “safe enough” and why it’s the real foundation for change (52:59) – Final Thoughts Michelle’s clarity around the quiet ways leaders and team members are fraying—while still looking "fine" on the outside. The term quiet cracking gave language to a feeling many of us haven’t been able to name. But even more powerfully, Michelle doesn’t just diagnose the challenge—she equips us with practical, science-backed tools to lead through it. If we want thriving teams, we must get more comfortable with discomfort, more honest in our conversations, and more courageous in our compassion. As Michelle says, “None of us have it all figured out—and what a relief that is.” If this conversation sparked ideas, comforted your inner overachiever, or gave you practical tools to support your team, we’d love for you to share this episode with a leader or teammate who might be quietly cracking. | |||
| Customer Service as a Leadership Strategy with Monique Richardson | 01 oct. 2025 | 00:47:26 | |
This conversation was a powerful reminder of how leadership grounded in service can transform teams, uplift culture, and create safer, more human workplaces. Mon generously shared not only practical tools and strategies—but also personal stories of grief, resilience, and what it means to keep showing up when life gets hard. Whether you lead a frontline or an executive team, there’s something in this episode for you. In this episode, we cover: (00:00) – Introduction (01:16) – Why service isn’t just a department—it’s a leadership mindset (04:07) – Mon’s most memorable customer service moment (it involves chocolate and the Ritz!) (14:48) – What leaders need to know about psychological safety and customer aggression (22:11) – A simple but powerful de-escalation framework (that works beyond customer service) (38:18) – How to build service culture in the face of silos, turnover, and burnout (39:28) – The three behaviours leaders must master (42:53) – Why acting on feedback (and closing the loop) is key to team engagement (44:48) – Final Thoughts If there’s one thing I’m taking from this episode, it’s this: service starts on the inside. When we create exceptional experiences for our people, we unlock extraordinary experiences for our customers. Mon has such a gift for making people feel seen. And her stories—particularly around writing her new book in Italy while processing deep personal loss—reminded me that great leadership isn’t about being perfect. It’s about presence. It’s about showing up even when it’s hard. That’s what thriving leaders do. If this episode resonated with you, I’d love to hear from you. Share it with a fellow leader, tag us on LinkedIn, or drop me a note. These conversations are only the beginning. | |||
| From Resistance to Results: How Greg Pickering from AFCA Turned Team Performance | 17 sept. 2025 | 00:52:32 | |
What happens when a team is deeply engaged—but underperforming? In this episode, I sit down with Greg Pickering, Senior Manager at the Australian Financial Complaints Authority (AFCA), to explore what it really takes to lead complex, emotionally demanding teams toward high performance—without losing sight of trust, fairness, or being human. Greg brings a rich blend of leadership experience, personal insight, and even a touch of theatrical flair from his life in arts and podcasting. Together, we unpack how he led a cultural transformation inside one of AFCA’s teams—turning friction into flow, and resistance into results. Whether you're managing change, leading other leaders, or committed to building psychological safety at scale, this conversation offers practical insight and honest reflection on the messy, human side of leadership. In this episode, we cover: (00:00) – Introduction (07:36) – Why 100% employee engagement doesn’t always mean high performance (11:32) – How unconditional positive regard can unlock trust and candor (15:21) – Using data not just to measure—but to listen and understand (17:13) – What it takes to reestablish fairness in complex team dynamics (24:53) – How Greg balanced care and accountability to shift team performance (34:38) – What vulnerability, clarity, and psychological safety look like in action (37:12) – Leadership lessons from transforming a high-resistance, high-impact team (47:58) – Final Thoughts What struck me most was how Greg uses data not just to inform—but to connect. By digging into the deeper story beneath performance and engagement, he uncovered insights that reshaped team dynamics in powerful, lasting ways. His approach shows that setting clear expectations and holding people accountable isn't harsh—it’s one of the most respectful things we can do when we lead with care. | |||
| Beyond Billables: Rethinking Leadership and Teams in Professional Services | 03 sept. 2025 | 00:51:25 | |
What does it take to build a law firm that challenges the traditional model—and thrives? In this episode, I sit down with the leaders from Hive Legal, a values-led firm that has reimagined what it means to work in legal services. From purpose-driven strategy to radical flexibility, this conversation explores how a commitment to trust, innovation, and team alignment has shaped their success. We dive into the realities of leading with integrity, building psychological safety, and creating an environment where people genuinely want to show up, collaborate, and grow. Whether you're leading a professional services team or rethinking how your workplace shows up in the world—this episode offers practical insight and inspiration. In this episode, we cover: (00:00) – Introduction (02:58) – How Hive Legal pioneered flexible work long before it became the norm (09:33) – Why trust isn’t a statement on a wall — it’s something leaders practise daily (26:53) – How courageous conversations create clarity, connection and healthier team dynamics (30:04) – Leading through disruption with purpose, direction and intentional intent (34:24) – What distributed leadership looks like when your values genuinely guide behaviour (38:00) – Creating a culture that balances wellbeing with high performance (48:06) – Final Thoughts What struck me most was how clearly this team lives their values—not just words, but as a daily practice. When you create a culture based on trust and flexibility, you get teams who show up with energy, ownership, and a real sense of belonging. Hive Legal is proof that building thriving cultures isn’t fluffy—it’s strategic. If this episode sparked something in your own leadership practice or team culture, I’d love to hear your reflections. | |||
| AI and Large Language Model’s (LLMs) in Thriving Teams | 20 août 2025 | 00:57:44 | |
In this episode, I speak with Justin Williams, a leader with deep expertise in AI and Large Language Models (LLMs), digital transformation, and the human impact of innovation. Justin approaches the AI conversation not from a place of hype, but from one of grounded insight, clear values, and a commitment to learning. Together, we explore how AI is reshaping leadership, team dynamics, and the very nature of work—and what it takes for leaders to remain not just relevant, but truly human, as technology evolves. Whether you're AI-curious or already experimenting with tools, this conversation will stretch your thinking and equip you to lead with clarity, courage, and ethics. In this episode, we cover: (00:00) – Introduction (03:40) – How businesses use AI (06:42) – What AI actually is (11:02) – What AI actually means for leaders and teams today (13:56) – Risks: accuracy & prompts (16:39) – Do we have the skills to review AI? (23:01) – Privacy & transcription concerns (28:49) – Will AI reduce collaboration? (32:06) – Critical thinking becomes essential (38:01) – Tech vs human connection (42:03) – Practical ways to build trust, clarity, and energy in AI-enabled teams (49:12) – Environmental cost of AI (52:36) – Final Thoughts I particularly loved leaders need to frame the lens of learning. It’s a powerful reminder that staying present, people-focused, and open to learning is what will keep us ahead. | |||
| Olympic-Level Leadership Lessons with Matt Carroll | 06 août 2025 | 00:46:07 | |
What does it take to lead an Olympic-level team? Not on the field—but behind the scenes? In this episode, I’m joined by Matt Carroll AM, one of Australia’s most accomplished sports administrators. As the former CEO of the Australian Olympic Committee from 2017 to 2025, Matt led teams through some of the most complex Olympic cycles in history—including the Tokyo Games during the pandemic, the Paris Games, and the early planning for Brisbane 2032. Matt’s leadership legacy goes well beyond sport. Matt’s career spans more than 30 years, across rugby, football, and sailing—including pivotal roles with Rugby World Cup 2003, the A-League, and Japan Rugby. He was appointed a Member of the Order of Australia in 2004 for his service to sport. Together, we unpack what it takes to build thriving teams in high-pressure, high-stakes environments—and how purpose, trust, and clarity shape performance at every level. In this episode, we cover: (00:00) – Introduction (05:24) – What Olympic-level leadership looks like off the field (08:10)– How to build alignment between home and away teams (10:12) – Why strategic planning in “quads” (four-year cycles) keeps teams focused and accountable (23:44) – How trust and mutual respect underpin high performance—even when no one’s watching (25:56) – What Matt learned from managing the Tokyo Games during a global pandemic (29:41) – The power of stakeholder alignment across government, sponsors, sports, and community (39:22)– Why every role matters—no matter how visible—and how to build a “one team” mindset (43:10) – Final Thoughts One of my favourite takeaways? Matt’s story about the “home and away” teams during the Tokyo Games reminded me that contribution isn’t measured by visibility—it’s measured by alignment to purpose. When everyone understands what we’re doing, why it matters, and how we’ll get there, we unlock extraordinary performance—together. If this conversation sparked ideas for how you can lead with more purpose, clarity and connection—we’d love to hear your reflections. Thanks for joining The Thriving Leaders Podcast. Keep on thriving. | |||
| Kindness, Accountability and Trust at Insync with Jeremy Summers | 23 juil. 2025 | 00:39:41 | |
Jeremy Summers is the CEO of Insync, a consultancy known for its data-driven approach to culture, engagement, and leadership. With a rich background in financial services and operational excellence, Jeremy brings both strategic acumen and grounded leadership to the table. In this conversation, Jeremy and I explore how they have built a people-first, high performing organisation. We discuss what it looks like to lead with kindness and courage—especially in the face of rapid change, hybrid work, and big-budget competitors. We discuss how Insync’s deliberate design choices—from dissolving the traditional executive team to embedding psychological safety into everyday behaviors—have enabled both cultural strength and commercial success. In this episode, we cover: (00:00) – Introduction (08:40) – Why Jeremy disbanded the executive leadership team—and what replaced it (13:34) – The importance of aligning visible behaviors with psychological safety (16:56) – How to build a feedback culture anchored in kindness, accountability and trust (24:32) – Rituals that keep hybrid teams connected, including coffee roulette and peer-led learning (30:52) – How Insync competes with global SaaS giants through its people (32:59) – What sustainable accountability actually looks like in practice (36:25) – Final Thoughts "Kindness isn’t softness—it’s the foundation for sustainable high performance." If you're leading in a hybrid world, wondering how to deepen connection, without losing momentum, this episode is full of insight and practical inspiration. Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: Purchase here International: Amazon, Booktopia, Barnes & Noble Audio: Audible & Spotify For all other resources:
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| Building Better Conversations, Boundaries and Teams with Grant Gemmell | 09 juil. 2025 | 00:56:05 | |
Grant Gemmell is the Managing Director at Facet5 Global, and someone I’ve had the privilege of working alongside for over 15 years. His deep expertise in personality science—and his commitment to unlocking human potential—has shaped how I think about team dynamics, psychological safety, and the value of quality conversations at work. In this conversation, we go deep into what it takes to build truly thriving teams. We explore how rituals, boundaries, and better dialogue can radically improve the way teams connect, collaborate, and perform. In this episode, we cover: (00:00) – Introduction (03:33) – Why personality should be seen as a lens, not a label—and how that shift transforms team culture (05:06) – The role of mutual understanding and respect in building psychological safety (08:59) – How clear personal boundaries support trust, wellbeing, and long-term performance (11:04) – What happens when teams misuse personality tools—and how to course-correct (17:37) – Grant’s five “super skills” of meaningful, high-quality conversations (21:10) – Simple, powerful rituals that sustain connection in hybrid and dispersed teams (47:31) – The most urgent leadership shifts needed right now—and the surprising trends to watch (52:40) – Final Thoughts
If you're curious about the real inner workings of high-performing teams, this conversation is for you. Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: Purchase here International: Amazon, Booktopia, Barnes & Noble For all other resources:
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| Peernovation: Unlocking Team Potential with Leo Bottary | 25 juin 2025 | 00:54:22 | |
In this episode, I sit down with Leo Bottary—author of Peernovation and founder of Peernovation, LLC—to explore what truly makes teams thrive in today’s complex and collaborative work environments. With a rich background in CEO advisory groups and an unwavering commitment to psychological safety, Leo brings deep insight into the power of peers to transform team dynamics. From the core principles of servant leadership to the vital role of psychological safety in innovation and performance, Leo shares how the very best teams operate—and how leaders can intentionally create those conditions. In this episode, we cover: (00:00) – Introduction (03:33) – Why personality should be seen as a lens, not a label—and how that shift transforms team culture (05:06) – The role of mutual understanding and respect in building psychological safety (08:59) – How clear personal boundaries support trust, wellbeing, and long-term performance (11:04) – What happens when teams misuse personality tools—and how to course-correct (17:37) – Grant’s five “super skills” of meaningful, high-quality conversations (21:10) – Simple, powerful rituals that sustain connection in hybrid and dispersed teams (47:31) – The most urgent leadership shifts needed right now—and the surprising trends to watch (51:38) – Final Thoughts One of my favourite takeaways? Thriving teams are intentional and create habits and rituals such as celebrating wins, reflect on progress and embed learning. I also love his tips when asking for help, which can feel uncomfortable. This episode is a must-listen for leaders who want to tap into the collective intelligence of their teams and create cultures where accountability, trust, and performance go hand-in-hand. I’d love to hear what stood out for you—let’s connect on LinkedIn and keep the conversation going. Link/s:
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| When Everyone Leads: A Deep Dive into Adaptive Leadership with Kaye Monk-Morgan | 04 juin 2025 | 00:48:27 | |
In this episode, I sit down with Dr. Kaye Monk-Morgan—President and CEO of the Kansas Leadership Center—to unpack what it really means to lead in today’s civic and organisational environments. Kaye brings three decades of leadership wisdom and a sharp lens on adaptive challenges, systems change, and collective accountability. From her roots in education to influencing public leadership across Kansas and beyond, Kaye offers rich, practical insights into how leadership can (and must) be practiced by everyone—not just those with authority.
In this episode, we cover: (00:00) – Introduction (06:30) –Why authority ≠ leadership, and why teams should stop relying on hierarchy. (08:55) – How to tell the difference in real time and why teams get stuck when they confuse them. (12:45) – Homelessness, parking, public planning and parks done differently. (19:50) – Individual, shared, and systemic accountability that builds stronger teams. (23:25) – Inviting challenge (not conflict) and how teams disagree productively. (30:45) –Using productive tension to keep teams out of comfort and out of distress. (37:50) –Seeing multiple perspectives without taking things personally. (41:12) – Progress vs. perfection when outcomes are uncertain. (45:35) – Final Thoughts One of my favourite takeaways? Leadership doesn’t always mean stepping up—it often means stepping aside, giving the work back, and creating space for others to lead. This episode is a must-listen for anyone navigating complex change or seeking to build a thriving culture where leadership is truly everyone’s business. I’d love to hear what stood out for you—let’s connect on LinkedIn and keep the conversation going. | |||
| Coaching the System with David Clutterbuck | 21 mai 2025 | 00:54:58 | |
In this episode, I sit down with Professor David Clutterbuck—pioneer of team coaching, co-founder of the EMCC, and author of over 70 books—to explore what makes teams thrive in today’s complex environments. A deeply insightful conversation that transforms how we think about teams. From the science of team dynamics to building cultures of accountability and coaching, David shares frameworks and stories that every leader should hear. In this episode, we cover: (00:00) – Introduction (06:18) – What it means to see teams as complex adaptive systems (10:36) – The six essential PERILL elements that influence team performance (17:44) – How to navigate stakeholder complexity and team alignment (23:04) – Dialogue vs debate (26:30) – Psychological safety (31:42) – Teams coaching themselves (33:59) – Rapid teaming & onboarding (36:03) – Distributed leadership (48:35) – AI & trust in teams (51:51) – Final Thoughts One of my favourite takeaways? The difference between discussion, debate, and dialogue. Teams that truly thrive don’t argue or compromise—they find new meaning together. This conversation is full of practical strategies for building teams that don’t just function—they flourish. I’d love to hear what stood out for you—let’s connect on LinkedIn and keep the conversation going. Physical: Purchase here International: Amazon Booktopia Barnes & Noble Audio: Audible Spotify
For all other resources: – Learn more about our leadership programs – Join our fortnightly newsletter – Want to connect directly with Claire? claire.gray@thrivingculture.com.au – Follow on LinkedIn – Visit: www.thrivingculture.com.au | |||
| Strengths, Engagement & Work Besties with Claire de Carteret | 07 mai 2025 | 00:54:21 | |
I’m thrilled to share the latest episode of the Thriving Leaders Podcast, featuring an insightful conversation with Claire de Carteret, Managing Director of Gallup APAC. If you’ve ever wondered what truly drives high performance in teams, this episode is a must-listen. Gallup is renowned for its global research on engagement, wellbeing, and leadership. Claire brings the data to life with real-world strategies that leaders can apply immediately. We talk about the 12 conditions required for high performance, how to shift away from outdated hierarchies, and why "having a best friend at work" is more than just a feel-good phrase. In this episode, we cover: (00:00) - Introduction (03:07) – Engagement = Performance Why engagement matters more than motivation. (06:19) – 12 elements of high-performing teams. (10:22) – Why does work need a reframe. (15:31) – One meaningful check-in change everything. (17:46) – What People Need from Leaders (18:48) – Strengths at Work using strengths daily boosts engagement. (23:53) – A powerful team trust-building exercise. (29:13) – Why connection drives safety and performance. (32:52) – Intentional conversations build trust. (38:17) – Leveraging Strengths using differences as advantages. (50:03) – Final Thoughts One of my favourite takeaways? Claire’s simple but powerful strategy: One meaningful conversation a week. That alone can shift the dynamic of your team. If you're committed to building a thriving team culture, this episode will give you fresh ideas and evidence-based frameworks to do just that. I’d love to hear what resonates with you. Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: Purchase here International: Amazon Booktopia Barnes & Noble For all other resources: – Learn more about our leadership programs – Join our fortnightly newsletter – Want to connect directly with Claire? claire.gray@thrivingculture.com.au – Follow on LinkedIn – Visit: www.thrivingculture.com.au | |||
| From Busy to Effective: Mastering Team Productivity with Dermot Crowley | 09 avr. 2025 | 00:59:21 | |
In this Thriving Leaders Podcast I meet with Dermot Crowley—productivity expert, bestselling author, and founder of Adapt Productivity. Dermot’s practical and people-focused approach to productivity has reshaped how thousands of professionals manage their time and teams. In this episode, we dive into the critical habits and systems that allow leaders and teams to perform at their best—without burning out. We explore what causes teams to get bogged down in busy work and how they can reclaim their time and energy through smarter collaboration, clear communication, and prioritisation that actually works. This conversation is full of actionable strategies to help leaders go beyond individual productivity and build team cultures that thrive on clarity, consistency, and effectiveness. In this episode, we cover: One of my favourite takeaways? “Make work visible.” Whether it’s through Asana, Planner, or another tool, clear visibility helps teams align, prioritise, and collaborate without chaos. Whether you're a seasoned leader or new to leading teams, you’ll find actionable gems that can transform the way your team works—starting tomorrow. Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: International: For all other resources: | |||
| Learning teams: Psychological Safety, Accountability, and Failure with Amy Edmondson | 25 mars 2025 | 00:48:31 | |
Chatting with Amy Edmondson about what makes a thriving team has been a career highlight! (00:00) – Introduction (02:15) – The Real Difference Between Trust and Psychological Safety—and Why Both Matter (10:30) – How to Create High-Quality Conversations in Your Team (18:45) – Why We Need to Reframe Accountability as a Privilege, Not a Punishment (27:20) – Why Leaders Shouldn’t Talk About Psychological Safety—and What to Focus on Instead (35:50) – The Power of Intelligent Failure and How to Unlearn the Fear of Getting It Wrong (45:00) – Final Thoughts One of my favourite takeaways? Psychological safety isn’t the goal—it’s the environment that allows us to reach our goals. Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: Purchase here For all other resources:
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| Episode 19: Leading Change | 12 mars 2025 | 00:11:16 | |
This is our last episode of Season 1 of the Thriving Leaders podcast. Change is normal, but it can be uncomfortable. We are constantly evolving, improving and adapting the way we do things. Thriving leaders need to lead and communicate change effectively. This creates certainty even when we live in an ambiguous world. To assist you in communicating and leading change, we cover:
That brings season one - Thriving Leaders: Learn the Skills to Lead Confidently – to an end. Thank you for tuning in, for taking notes, for sharing this podcast with your friends and colleagues, and, most importantly, for applying the teachings of this book so you can become a thriving leader and start leading confidently now. Stay tuned for Season 2! Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: Purchase here For all other resources:
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| Episode 18: A Structure for Communicating | 29 janv. 2025 | 00:07:08 | |
Following on from our previous 2 episodes on Communication (ep. 16 Communication and ep. 17 Communicating with Purpose), we continue the conversation by diving into structuring your communication so its most effectively received. In this episode, we explore:
Once you master the art of structuring your communication, then it’s time to communicate change to your team. In our next episode, we cover Communicating and Leading Change. Be sure to tune in. Where to get the book, Thriving Leaders: Learn the Skills to Lead Confidently: Physical: Purchase here For all other resources:
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| Episode 17: Communicating with Purpose | 04 déc. 2024 | 00:12:10 | |
When we connect people to purpose, we inspire them. Purpose is a key driver of employee engagement.
In our next episode, we go deeper into communication with a structure for communication. Subscribe now so you don’t miss it. | |||
| Episode 16: Communication | 20 nov. 2024 | 00:25:41 | |
Everyone needs to be effective at communication—thriving leaders even more so. It is the most universal skill. Effective communication is how thriving leaders engage and inspire their people to follow them. In the next 4 episodes, we will be breaking down effective communication. In this episode, we cover:
In our next episode, we take communication another step further by connecting it to purpose. Stay tuned. | |||