We Not Me

People often don't speak up in meetings out of fear, a sense of futility, a lack of confidence, or because they just can't be bothered. But active participation and speaking up can significantly advance visibility and career prospects. So leaders and participants alike need to take responsibility for making meetings meaningful and encouraging open communication.Betina Szkudlarek is a professor in International Management at the University of Sydney Business School. Betina has conducted extensive research on why people often do not voice their opinions and what can be done to encourage people to speak up. In this episode, she shares findings from her research, and offers practical steps for both leaders and participants to ensure everyone’s voice is heard… not just the loudest.Three reasons to listenUnderstand the common reasons why people often refrain from speaking up in meetings and how it impacts team dynamicsLearn strategies to encourage active participation and meaningful discussions in meetingsDiscover the importance of restructuring meeting formats to facilitate better engagement and contribution from all attendeesEpisode highlights[00:08:13] What Betina found in her research[00:12:09] Common reasons people don't speak up[00:15:34] Administrative bloat[00:17:52] Disengagement in meetings[00:22:16] Making space for introverts[00:25:53] What participants can do in meetings[00:29:55] How family dynamics play out in meetings[00:32:04] Make just one contribution[00:33:14] Betina's media recommendation[00:34:54] Takeaways from Dan and PiaLinksConnect with Betina via LinkedInDoing Silence: How Silence Is Produced in Meetings – Betina’s researchThe Stupidity Paradox: The Power and Pitfalls of Functional Stupidity at Work, by Mats Alvesson and Andre SpicerHarnessing the power of silence – Episode 85, with Bastian OvergaardLeave us a voice note

How much responsibility do leaders have for the psychological safety of their teams? Aren’t psychological hazards an HR issue?Recent changes in Australian law require employers to take steps to ensure not only the physical but also the psychological safety of their employees. This includes identifying and mitigating psychosocial hazards in the workplace, which can have a profound impact on employees' mental health. But what is “reasonable”?This week's guest is Ian Bennett, a legal expert specialising in employment and safety law. He lends his expertise to discussions on workplace safety, specifically focusing on psychological safety and psychosocial hazards in the workplace.Three reasons to listenUnderstand new legislation that necessitates employers to ensure the physical and psychological safety of their employees, currently in place in Australia, but likely to spreadLearn about the implications of these laws for team leaders and what lessons can be drawn from this approach globallyDiscover how to create healthy, productive workplaces where everyone still strives to do their best workEpisode highlights[00:08:18] Expectations on employers to provide psychological safety[00:13:40] How is new legislation being implemented?[00:16:52] The Australian public's reaction[00:20:29] What leaders should bear in mind[00:24:57] What employees are entitled to[00:27:06] Psychological safety in performance management[00:30:15] The downsides of remote work and "always being on"[00:32:14] What can leaders do today?[00:34:43] Ian's media recommendations[00:37:46] Takeaways from Dan and PiaLinksConnect with Ian via LinkedInConversations on Love, by Natasha LunnAnt Middleton’s Head Game podcastLeave us a voice note

Imposter syndrome is a common psychological pattern many of us experience. It makes us doubt our achievements, or feel like we’re going to be exposed as a fraud. Imposter syndrome is usually only experienced by high performers, but there are techniques and mindset shifts that can help us, if not “cure” imposter syndrome, then at least manage it.Clem Pickering is a coach and specialist in the area of imposter syndrome. He has a background in tech, and focuses on supporting leaders in the tech space enhance their people skills and increase their impact. Dan and Pia share their personal experiences with imposter syndrome, and together with Clem explore its prevalence, discuss the impact it has in the workplace, and uncover ways to manage it.Three reasons to listenLearn the differences between imposter syndrome and self-doubtUnderstand how imposter syndrome affects high-performing people and its prevalence across gendersDiscover coping mechanisms and strategies for dealing with imposter syndromeEpisode highlights[00:08:15] What is imposter syndrome?[00:13:10] Imposter syndrome vs self-doubt[00:16:00] Imposter syndrome and gender[00:18:23] Settling your imposter[00:22:39] Normalising imposter syndrome within teams[00:26:31] Competence vs confidence[00:31:40] First steps you can take[00:33:03] Clem's media recommendation[00:34:17] Takeaways from Pia and DanLinksLeave us a voice noteThe Secret Thoughts of Successful Women (And Men): Why Capable People Suffer from Impostor Syndrome and How to Thrive In Spite of it, by Valerie YoungThe Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth, by Amy Edmondson

The shift to working from home during the pandemic has significantly altered the way businesses operate, with many finding a balance between in-person and remote work. This change seems to be persisting even as lockdowns end, suggesting a long-term shift in our approach to work.This week, Dan and Pia are joined by Jose Maria Barrero, an assistant professor at ITAM Business School in Mexico City. He leads one of the world's biggest research studies on working from home, and how businesses are reacting to the shift to remote work due to the COVID-19 pandemic.Three reasons to listenLearn about the evolution of working from home trends over time, as observed through extensive research.Understand the dynamics and preferences of remote and hybrid work models from both the employee and employer perspectives.Discover the impact and potential future of working from home on productivity and organisational structure.Episode highlights[00:07:18] Working from home in 2020[00:12:23] Changes in expectation of paid work-from-home days[00:14:31] Digging into productivity data[00:18:40] The drivers for returning to the office[00:21:03] The impact of working-from-home on real estate[00:23:37] The picture four years from now[00:26:25] What leaders should consider today[00:28:38] The extra hour in our days[00:31:25] Jose's media recommendations[00:32:16] Takeaways from Dan and PiaLinksConnect with Jose via LinkedInWork From Home and the Office Real Estate ApocalypseWorking Remotely? Selection, Treatment, and the Market for Remote WorkChecks and Balance – Podcast from the EconomistLeave us a voice note

A successful transition to leadership calls for a significant shift in mindset. Not only do you need to enhance your existing skills, but also adopt new ones and let go of habits that may have earned you you success in the past.A transitioning leader understands the importance of team dynamics, makes space for collaboration, evolves their leadership style, and embraces continuous learning.This week, Dan and Pia are joined by Iain Gauld, the Chief Information Officer at Contact Energy in New Zealand. With a background in computer science, Iain started his career in tech with the intention of effecting change. Over time, he transitioned into team leadership and management roles, continuously learning and growing as he did so.Three reasons to listenTo learn about the transformation process from a technical role to a leadership role in a teamTo understand the dynamics of team building beyond technical skillsTo discover how to apply principles of Agile approach to enhance leadership skillsEpisode highlights[00:12:22] Moving into leadership[00:17:31] T-shaped leadership[00:20:56] Skills emerging leaders need[00:23:49] The role of psychological safety[00:28:12] Adapting and evolving as a leader[00:31:33] Leadership in the next decade[00:33:20] Iain's media recommendation[00:34:17] Takeaways from Pia and DanLinksConnect with Iain via LinkedInThe Leadership Pipeline: How to Build the Leadership Powered Company, by Ram Charan, Stephen Drotter, and James NoelSame as Ever: Timeless Lessons on Risk, Opportunity and Living a Good Life, by Morgan HouselTeam #1 by Patrick LencioniLeave us a voice note

Salience (or what we choose to focus our attention on) has a big impact on our perceptions and actions within a group. Understanding this can help us reconsider what we’re ignoring or overlooking, which can lead to more innovative and inclusive team dynamics.This week, Dan and Pia are joined by Greg Radick and Tom McClelland, a professor and lecturer respectively, who study the history and philosophy of science. They discuss the concept of salience, which points to the ideas that grab our attention, and how salience impacts scientific enquiry and teams.In their professional work, they examine how different elements become more salient or important within a community of inquirers, such as a scientific community or a team, shaping what problems are considered relevant and which ones are ignored. They also explore how these patterns of salience influence the directions of research and collaboration.Three reasons to listenTo learn about the concept of salience and its impact on team performance and problem-solvingTo understand how ignoring and attention shapes our professional and personal identitiesTo discover how the history and philosophy of science can influence our understanding of team dynamicsEpisode highlights[00:05:33] The history and philosophy of science[00:07:13] What is salience[00:14:16] Choosing what we ignore[00:15:42] The importance of pointing in a different direction[00:19:35] Identifying mavericks and outliers[00:24:53] Greg's experiment to alter salience patterns[00:31:09] Creating a more open mindset[00:34:55] Social media, misinformation, and salience[00:37:31] Media recommendations[00:39:54] Takeaways from Dan and PiaLinksConnect with Greg via LinkedInConnect with Tom via LinkedInTom’s websiteDisputed Inheritance: The Battle over Mendel and the Future of Biology – Greg’s bookWoman First and a Philosopher Second: Relative Attentional Surplus on the Wrong Property, by Ella WhiteleyThe Structure of Scientific Revolutions, by Thomas KuhnLeave us a voice note

Kitchens – like any professional environment – need effective leadership. This means staying calm, promoting clear communication, and creating a learning environment where team members feel valued and motivated. Professional kitchens run well are the epitome of the We Not Me philosophy.This week, Dan and Pia are joined by Simon Zatyrka, a former executive chef who’s spent most of his career in professional kitchens around the US. He’s the founder of the Culinary Mechanic, where he coaches chefs on leadership and building a positive culture in the kitchen, offering a mix of on-site and virtual consulting.Three reasons to listenTo understand the importance of team building and development in high-pressure environmentsTo learn about the dynamics and leadership strategies used in professional kitchensTo discover how to create a productive and positive culture within a teamEpisode highlights[00:13:55] Inside a professional kitchen[00:23:56] Having key conversations[00:25:47] When communication breaks down[00:28:11] Just so you are aware[00:29:49] Simon's leadership tip[00:31:41] Takeaways from Pia and DanLinksConnect with Simon via LinkedInUnreasonable Hospitality: The Remarkable Power of Giving People More Than They Expect, by Will GuidaraTeam of Teams: New Rules of Engagement for a Complex World, by Stanley McChrystal, David Silverman, Tantum Collins and Chris FussellChef Journeys – Simon’s podcastLeave us a voice note

If you’re taking over as team leader, you need to have open and honest conversations about the change in dynamics. If you’ve previously enjoyed a friendly relationship and you’re transitioning from buddy to boss, or you’re filling someone else’s shoes, it’s time to show humility, honour the past, embrace an uncertain future, and accept feedback from your team.This week, adaptive organisations consultant Jon Barnes rejoins the podcast. Jon helps organisations shift from rigid hierarchies or bureaucracies towards teams that manage themselves, promoting more autonomy. He’s a fan of working styles where individuals have more freedom but are also more accountable, and he focuses on helping groups collectively nurture the culture they want, together.Three reasons to listenUnderstand how to handle the "buddy to boss" transition by establishing a new social contract with your teamExplore ways to maintain mutual respect and equality in relationships, even when hierarchical structures are in placeLearn specific techniques for scheduling, giving and receiving feedback, in order to shape a constructive leadership styleEpisode highlights[00:07:42] The budy-to-boss problem[00:18:38] The perils of bringing in an outside team whisperer[00:30:29] Big shoes to fill[00:37:43] Jon's recommendation[00:39:42] Takeaways from Pia and DanLinksLeave us a voice noteConnect with Jon via LinkedInThe Book of Forgiving: The Fourfold Path for Healing Ourselves and Our World, by Mpho Tutu and Desmond Tutu

Workplace conflicts can arise from the most unexpected things, and can have severe consequences. When conflicts arise, they need to be addressed quickly, with opportunities created for open communication and understanding.Through effective mediation and a curiosity-driven approach, conflicts between team members can be resolved, ruptures can be repaired, and positive outcomes can be achieved.This week, Dan and Pia are joined by workplace mediation and conflict resolution consultant, Tania Waters. Tania has extensive experience in helping organisations address workplace conflicts and facilitating mediations between parties.She provides conflict management coaching, and specialises in creating safe spaces for open dialogue, understanding the perspectives and impacts of each party involved, and guiding them towards finding common ground.Three reasons to listenUnderstand the impact of workplace conflict on teams and their members, from passive-aggressive behaviour to the threat of physical violenceLearn about the importance of timely conflict resolution and the negative consequences of letting things simmer for too longDiscover the role of curiosity in the mediation process and how it can help to break down walls and challenge simplified narrativesEpisode highlights[00:11:51] Where conflict begins[00:13:25] What conflict looks like[00:15:37] The cost of conflict[00:17:37] The conflict resolution process[00:25:01] Pre-mediation[00:33:03] Group conflict[00:36:11] Tania's book recommendation[00:37:45] Tania's top tip[00:39:34] Takeaways from Pia and DanLinksConnect with Tania via LinkedInHigh Conflict: Why We Get Trapped and How We Get Out, by Amanda RipleyLeave us a voice note

Teams need to have a deep understanding of how to work together effectively. This means recognising the interdependencies among team members and working towards a common goal rather than operating individually.Teams also need to actively seek opportunities to collaborate and share knowledge with others. This helps them tap into collective expertise, avoiding duplication of effort, and lets them leverage resources more efficiently.Teams must also prioritise accountability and ensure they follow through on their promises. This builds trust and credibility, both internally and externally, and fosters a culture of excellence and drives sustained performance.This week, Dan and Pia are joined by Juliet Hammond to comb through the latest Squadify data, to tease out how teams can perform better.Three reasons to listenDiscover the key drivers of team performance based on Squadify's extensive data analysis.Gain valuable insights into the importance of interdependency, proactive collaboration, and delivering against commitments for high-performing teams.Explore how teams can take control of their performance by understanding how to work together effectively and fostering a psychologically safe environment.Episode highlights[00:06:40] What do we mean by "performance"?[00:11:17] Overview of the latest Squadify findings[00:19:41] Conditions for success in teams[00:25:12] Implementing these conditions for success[00:28:36] Juliet's book recommendation[00:31:37] Takeaways from Dan and PiaLinksLeave us a voice noteGet a copy of the latest Squadify reportConnect with Julia via LinkedInThe Age of AI, by Henry Kissinger, Eric Schmidt, and Daniel HuttenlocherImpromptu: Amplifying Our Humanity Through AI, by Reid Hoffman

Team conversations are more effective when there’s a safe space for open and honest communication. By creating an environment of trust, where team members feel comfortable sharing their thoughts and ideas, teams can have more productive and meaningful discussions. Building trust and promoting vulnerability are key factors in improving the quality of team conversations, but we have to go beyond lip service and recognise when people are holding back and keeping their true thoughts hidden.This week, Dan and Pia are joined by Chris Ertel, a strategic conversation designer and a thought leader in how teams work. He has over 27 years of experience as a strategy and innovation consultant. He specialises in facilitating creative problem-solving sessions for teams, and is part of Deloitte Greenhouse, a specialised unit that focuses on designing and delivering strategic conversations.Three reasons to listenLearn how to create an environment that encourages team members to share their true thoughts and feelings during conversationsUnderstand the importance of building trust within teams to facilitate open and honest communicationHear about the challenges teams face, along with strategies to overcome them in order to have more effective conversationsEpisode highlights[00:07:26] Observing team dynamics[00:09:34] The importance of humour[00:11:56] Holding a space for vulnerability[00:14:43] The fundamentals of trust[00:21:27] What else is there but teams?[00:26:43] The four elements of teams[00:28:02] Team Alchemy[00:33:49] We all need coaching[00:36:46] Improving team clarity[00:41:52] Getting clarity on how a decision is made[00:44:50] Takeaways from Dan and PiaLinksConnect with Chris via LinkedInPatrick LencioniThe Coach in the Operating Room – Article by Atul GawandeLeave us a voice note

Silence can have a profound impact on our relationships and productivity. By incorporating moments of silence into our interactions and meetings, we can create a sense of focus, concentration, and psychological safety.Silence allows us to truly listen to each-other, deepen our understanding, and foster meaningful connections. It’s a powerful tool that can enhance team dynamics and promote effective communication.This week's guest is Bastian Overgaard, author of the book Noise Free, consultant and teacher with a passion for promoting and facilitating silence in social interactions. Bastian believes that silence can enhance relationships, promote mindfulness, and create psychological safety. He conducts workshops and team-building exercises to help individuals and teams harness the power of silence for improved communication and collaboration.Three reasons to listenDiscover the surprising benefits of incorporating silence into team dynamics and communication.Learn how intentional moments of silence can enhance relationships, foster creativity, and improve decision-making.Explore different types of silence, including restorative, relational, and reflective, and how to apply them in various settings.Episode highlights[00:09:07] Discovering the power of silence[00:19:48] The danger of meetings without silence[00:23:55] Equal speaking time[00:29:14] Where and when to add silence to your meetings[00:33:29] Where silence is being deployed right now[00:38:10] Takeaways from Pia and DanLinksConnect with Bastian via LinkedInNoise Free: Rethinking How We Talk – Bastian’s bookLeave us a voice note

The world needs healthier models of masculinity. By incorporating diverse perspectives and acknowledging the impact of sociological, biological, and personal factors, we can work towards creating a more inclusive and compassionate understanding of masculinity. This can have a profound impact on the way teams work together.Richie Hardcore is well known for his contributions to promoting healthier models of masculinity. Richie has a personal journey of healing and unpacking childhood trauma, which has shaped his work in understanding and addressing issues related to masculinity. He works as a speaker, mentor, and advocate, focusing on topics like consent, sexual and domestic violence, and mental health. Richie incorporates his background in combat sports to engage hard-to-reach audiences and facilitate conversations on healthy masculinity. He aims to challenge societal norms and encourage inclusive and compassionate understandings of masculinity.Three reasons to listenTo understand the sociological, biological, and personal factors that shape our understanding of gender rolesTo work towards a more inclusive and compassionate understanding of masculinity for healthier relationshipsTo learn about the challenges and work being done to address issues like violence against women and girls, mental health, and social dynamics related to masculinityEpisode highlights[00:10:08] Why are men more prone to violence?[00:15:57] Male aggression in team settings[00:20:53] A new model of masculinity[00:24:56] Multicultural attitudes towards masculinity[00:28:18] The online push towards toxic masculinity[00:32:39] Social media's role in division[00:37:14] Richie's recommendations for change[00:39:16] Takeaways from Pia and DanLinksConnect with Richie via LinkedInWhite Ribbon AustraliaWhite Ribbon UKTestosterone: The story of the hormone that dominates and divides us, by Carole HoovenOf Boys and Men: Why the modern male is struggling, why it matters, and what to do about it, by Richard ReevesWhat About Men?, by Caitlin MoranAsking for it – Richie’s TV documentaryLeave us a voice note

Teams that embrace challenges and are open to new ideas can develop better solutions and achieve greater success. Innovation is an iterative process that needs resilience and the ability to adapt to change, and students are learning the role of teamwork within innovation today.Tony Morgan is a professor at Leeds University Business School, within the engineering and physical sciences faculty. He leads a cluster of innovation practice modules where teams of students from different areas across the university work on real-world innovation challenges.In his conversation with Dan and Pia, he sets out the importance of embracing change and turning problems into opportunities.Three reasons to listenTo discover the importance of resilience and adaptability in the innovation process through real-world examples and practical techniquesTo understand the role of teamwork and effective communication in driving successful innovation projectsTo learn how to navigate and embrace change, turning obstacles into opportunities for growth and creativityEpisode highlights[00:17:25] Dynamics within student innovation teams[00:19:30] Bringing the introverts into the conversation[00:26:30] Putting diverging and converging into practice[00:27:23] The importance of empathy in teamwork[00:33:52] Takeaways from Pia and DanLinksConnect with Tony via LinkedInCritical teams – Episode 20, with Martin BromileyLeave us a voice note

Contracts are so often focused on preparing for the worst, rather than setting up successful relationships. Effective contracts focus on establishing strong relationships, good communication, and problem-solving. Leading with these principles allows contracts to evolve from being blunt legal instruments to valuable tools for promoting collaboration and navigating uncertainties.Sally Guyer is the global CEO of World CC and a professor at Durham University. She is passionate about improving the way contracts are structured and managed, focusing on creating successful relationships and driving desired outcomes. She believes that contracts should go beyond just addressing legal aspects and must provide a scaffolding for navigating uncertainty and fostering effective governance.In her discussion with Dan and Pia, she advocates for a shift towards relational contracting and emphasises the importance of communication and an outcome-focused approach in contract management.Three reasons to listenTo explore the importance of contracts in business and society, and how they can be improved to drive successful outcomesTo learn about relational contracting and the principles that support strong and effective relationshipsTo discover how contract management can contribute to the success of organisationsEpisode highlights[00:11:37] What's wrong with contracts now[00:15:30] How to fix contracts[00:24:28] What good contracting looks like[00:33:54] Integrity of relationships[00:35:30] Takeaways from Pia and DanLinksConnect with Sally via LinkedInWorldCCLegal contracts drawn up as comic strips are being used in South AfricaLeave us a voice note

Toxic workplaces can have a devastating impact on individuals' mental health and wellbeing. Leaders need to create positive and supportive work environments where employees feel valued, heard, and safe.Building trust, fostering open communication, and addressing any signs of toxicity quickly are key to preventing the harmful effects of a toxic workplace. Empathy and active engagement are key in understanding team members’ needs and concerns. By prioritising the wellbeing of employees, organisations can cultivate a healthier and more productive work environment for everyone.Glenn Akramoff works on improving toxic workplaces in the public sector in the US. With a background in public works and experience as a city manager, Glenn is passionate about addressing toxic work environments and supporting individuals who are affected by them.In his conversation with Dan and Pia, Glenn describes how he focuses on building trust and rapport with team members, earning their respect, and creating a positive work culture. Through his work, he aims to heal organisations by helping individuals heal, and fostering a healthier and more productive work environment.Three reasons to listenTo learn about the impact of toxic workplaces on individuals and the wider organisationTo understand the factors that contribute to the development of a toxic workplaceFor practical approaches to healing and transforming toxic workplacesEpisode highlights[00:08:44] The impact of toxic workplaces[00:13:12] Unwritten rules[00:16:54] Getting permission to lead[00:23:32] Glenn's roadmap for turning toxic teams around[00:26:26] Toxic homelife to toxic worklife[00:28:34] Combatting tribalism[00:32:58] Glenn's practical tips[00:35:11] Takeaways from Pia and DanLinksConnect with Glenn via LinkedInGlenn’s companyLeave us a voice note

Creating a psychologically safe and high-performing organisation means focusing on both performance and wellbeing. Organisations need to foster a culture of learning and development, building strong leadership capabilities, and prioritising psychological safety at all levels. By balancing the delivery of services and outcomes with the support and wellbeing of staff, organisations can make a tangible difference in the lives of their clients while maintaining a positive and productive work environment.Rebecca Pinkstone is the CEO of Bridge Housing, a community housing provider in Australia. With a background in community development and a passion for providing safe and affordable homes, Beck leads the organisation in its mission to make a tangible difference in people's lives.Lee Geary is the Executive Director of People, Culture and Brand at Bridge. With a career focused on capacity building and organisational development, Lee is responsible for cultivating a psychologically safe and high-performing culture within the organisation.Through learning and development initiatives, data-driven decision-making, and leadership development, Bridge ensures that its employees have the skills and support needed to deliver quality services to their residents.Three reasons to listenFor a refresher on psychological safety and to learn about its place within high-performance teamsFor practical insights and strategies for building a psychologically safe work environmentTo hear real-life examples and experiences from Beck and Lee on their journey of creating a psychologically safe and high-performing organisationEpisode highlights[00:02:01] Meeting Rebecca & Lee[00:11:39] The challenges of social housing[00:14:26] How Bridge maintains a high sense of wellbeing[00:18:25] Getting buy-in and engagement from across the team[00:22:46] Setting values and aligned behaviours[00:28:32] Legislation around psychosocial hazards[00:32:02] Challenger safety[00:37:04] The management operating system[00:43:54] Practical steps to implementing Bridge's principles[00:48:36] Takeaways from Pia and DanLinksConnect with Rebecca via LinkedInConnect with Lee via LinkedInBridge HousingSquadify resources on Psychological SafetyLeave us a voice note

While there are plenty of stereotypes around software developers, the industry has innovated when it comes to teamwork and project management. Whether it’s methodologies like Agile or Lean, or simply recognising the competitive landscape employers are faced with, non-technical teams can learn a lot from how developers work together to get stuff done.Felipe Tabares is the head of development at Squadify. He’s held various roles in innovation, engineering, project management, and people management, and teaches passionately from his own mistakes and learning experiences. In his discussion with Dan and Pia, he emphasises the need for teams to have a clear purpose, measurable goals, competent members, and a shared fate.Three reasons to listenTo understand the challenges faced by development teams in a rapidly changing landscapeTo learn about the importance of engagement and skill development in retaining talented developersTo discover strategies for fostering a culture of learning and knowledge sharing within teamsEpisode highlights[00:08:23] What makes development teams different[00:16:01] How to move quickly in a fast-paced world of change[00:21:46] Agile and Lean for non-development teams[00:28:42] Developer to leader[00:33:53] Creating a high-performing development team[00:40:52] The importance of vulnerability[00:43:40] Takeaways from Pia and DanLinksConnect with Felipe via LinkedInLeave us a voice note

The study of animal behaviour and evolution can provide a surprising insight into our own human behaviour and societal structures. By observing and understanding how animals interact with one another, we can learn more about the factors that shape the way we live and work together.Alex Thornton is a Professor of cognitive evolution at Exeter University in the UK. He conducts experiments on animals – particularly birds of the crow family – to understand how behaviour and intelligence evolve. In his discussion with Dan and Pia, Alex draws some fascinating parallels between human behaviour and that of other animals, including evidence of democracy and compassion.Three reasons to listenTo explore the evolutionary aspects of animal intelligence and the role of social interactions in shaping behaviourTo dive into research on crows and their complex societies, providing potential insights into human social dynamicsFor a discussion on the impact of social media on human thinking and behaviour in the context of global conflictsEpisode highlights[00:12:03] Introducing the corvid family of bird[00:13:57] What crows use their large brains for[00:20:06] Leadership dynamics within corvids[00:22:06] How crows vote[00:24:10] Why human culture is cumulative[00:30:33] The evolutionary benefits of kindness[00:35:05] Wrapping up[00:36:28] Takeaways from Pia and DanLinksWhat can we learn from other animals? – Episode 45, with Beki HooperLeave us a voice note

A workplace with autonomy isn’t a utopia where everyone does whatever they want. Autonomy is a journey towards balancing freedom and choice with responsibility and accountability. It needs leaders to facilitate and coaches, and means adopting tools and processes that enable self-regulation.Jon Barnes is a consultant who has devoted most of his professional life to autonomy and self-managed teams. He helps organisations move towards self-management by coaching teams and working one-on-one with CEOs. For Jon, autonomy is about empowering teams and individuals to make decisions and take ownership of their work while fostering a culture of trust and collaboration.Three reasons to listenGain insights into the concept of autonomy and what it truly means in a workplace setting.Understand the myths and misconceptions surrounding autonomy and self-management.Learn about different decision-making processes and their effectiveness in organizations.Episode highlights[00:10:57] What is autonomy, and what is it not?[00:14:18] Who benefits from autonomy?[00:16:16] What decision-making processes realy work?[00:19:23] Challenges for autonomous team leaders[00:22:44] Challenges for autonomous team members[00:32:50] How our need for agency changes over time[00:37:27] Getting started with creating an autonomous team[00:40:07] Takeaways from Dan and PiaLinksConnect with Jon via LinkedInJon’s Inner Management courseKick Out Your Boss – Ricardo Semler documentaryThe ups and downs removing the hierarchy from a team – Episode 65 with Tom McLaughlinThere are no solutions, only trade-offs – Thomas SowellThe Status Game: On Human Life and How to Play it, by Will StorrLocus of controlIndividual identity in teams – Episode 21, with James PriorLeave us a voice note