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 listen Episode highlights Links Connect with Betina via LinkedInDoing Silence: How Silence Is Produced in MeetingsThe Stupidity Paradox: The Power and Pitfalls of Functional Stupidity at WorkHarnessing the power of silenceLeave 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 listen Episode highlights Links Connect with Ian via LinkedInConversations on LoveAnt 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 listen Episode highlights Links Leave 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 itThe Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation

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 listen Episode highlights Links Connect with Jose via LinkedInWork From Home and the Office Real Estate ApocalypseWorking Remotely? Selection, Treatment, and the Market for Remote WorkChecks and BalanceLeave 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 listen Episode highlights Links Connect with Iain via LinkedInThe Leadership Pipeline: How to Build the Leadership Powered CompanySame as Ever: Timeless Lessons on Risk, Opportunity and Living a Good LifeTeam #1Leave 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 listen Episode highlights Links Connect with Greg via LinkedInConnect with Tom via LinkedInTom’s websiteDisputed Inheritance: The Battle over Mendel and the Future of BiologyWoman First and a Philosopher Second: Relative Attentional Surplus on the Wrong PropertyThe Structure of Scientific RevolutionsLeave 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 listen Episode highlights Links Connect with Simon via LinkedInUnreasonable Hospitality: The Remarkable Power of Giving People More Than They ExpectTeam of Teams: New Rules of Engagement for a Complex WorldChef JourneysLeave 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 listen Episode highlights Links Leave us a voice noteConnect with Jon via LinkedInThe Book of Forgiving: The Fourfold Path for Healing Ourselves and Our World

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 listen Episode highlights Links Connect with Tania via LinkedInHigh Conflict: Why We Get Trapped and How We Get OutLeave 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 listen Episode highlights Links Leave us a voice noteGet a copy of the latest Squadify reportConnect with Julia via LinkedInThe Age of AIImpromptu: Amplifying Our Humanity Through AI

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 listen Episode highlights Links Connect with Chris via LinkedInPatrick LencioniThe Coach in the Operating RoomLeave 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 listen Episode highlights Links Connect with Bastian via LinkedInNoise Free: Rethinking How We TalkLeave 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 listen Episode highlights Links Connect with Richie via LinkedInWhite Ribbon AustraliaWhite Ribbon UKTestosterone: The story of the hormone that dominates and divides usOf Boys and Men: Why the modern male is struggling, why it matters, and what to do about itWhat About Men?Asking for itLeave 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 listen Episode highlights Links Connect with Tony via LinkedInCritical teamsLeave 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 listen Episode highlights Links Connect 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 listen Episode highlights Links Connect 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 listen Episode highlights Links Connect 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 listen Episode highlights Links Connect 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 listen Episode highlights Links What can we learn from other animals?Leave 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 listen Episode highlights Links Connect with Jon via LinkedInJon’s Inner Management courseKick Out Your BossThe ups and downs removing the hierarchy from a teamThere are no solutions, only trade-offsThe Status Game: On Human Life and How to Play itLocus of controlIndividual identity in teamsLeave us a voice note