We Not Me

AI transformation is fundamentally a human transformation, not a technology project. Success depends on taking deliberate steps to build AI literacy across your entire organisation while managing fear and maintaining team cohesion. Most companies are still at the beginning of their AI journey. The key is to start with a clear plan that's reviewed regularly, ensure everyone from board level to front desk has basic AI literacy, and create psychological safety by addressing fears about job loss. Stephen Hunt is serial entrepreneur whose AI journey dates back to 2011, when he used machine learning and neural networks to for ad targeting. He founded the Square Wave initially as a hobby project to help him understand AI, and he now works with clients on AI transformation, providing training and helping organisations develop AI strategies. Three reasons to listen Episode highlights Links Connect with Steve via LinkedInThe Square WaveStartups DecodedTrack and improve your team performance with SquadifyLeave us a voice note

Many groups calling themselves teams are actually "TINOs" (Teams In Name Only) — collections of individuals focused on their own functional KPIs rather than collective goals. Transforming them into real teams needs three critical elements: a shared goal that transcends individual targets, genuine interdependence through cross-functional strategies, and executing together on making work visible and collaborative. Three reasons to listen Episode highlights Links Track and improve your team performance with SquadifyLeave us a voice note

Teams often struggle with hidden dysfunctions that disguise themselves as positive behaviours, like pretending everything’s fine when it isn't, making decisions in corridors rather than as a team, and heaping blame on a single person rather than addressing systemic issues. These patterns are particularly insidious because they hide under seemingly good intentions, making them difficult to spot and address. Noj Hinkins is a team coach and leadership development consultant. He’s been working with senior teams for the past 15-20 years, typically at director level and above, doing one-on-one coaching, team building, and leadership development work. He specialises in identifying dysfunctions that can hold teams back. Three reasons to listen Episode highlights Links Covert Processes at WorkSo Far So Good, by the Blue MoonTrack and improve your team performance with SquadifyLeave us a voice note

In a working world where the conversation is increasingly dominated by AI, we need to consciously prioritise human connection and old-school practices, like face-to-face conversations, physical books, and time for deep thinking, to avoid becoming trapped in a cycle of constant acceleration that ultimately undermines our wellbeing and what makes us fundamentally human. Jon Whittle is the former CEO of CSIRO's Data61, Australia's national AI research and development centre. He led a team of around 500 scientists, engineers and support staff across Australia. Jon’s working is transitioning to helping organisations understand and adopt AI in an effective, human-centred way, particularly with boards and leadership teams. Three reasons to listen Episode highlights Links Connect with Jon via LinkedInAI for BusinessCSIRO presents: Everyday AITurning Down the NoiseTrack and improve your team performance with SquadifyLeave us a voice note

Leading through uncertainty means accepting complexity rather than fighting it. The most powerful tool for doing so is clarity. While conventional wisdom suggests focusing on trust-building and communication skills, Squadify data shows that starting with clarity – specifically around shared goals, processes, and measures of success – is what actually transforms groups of individuals into cohesive teams and drives performance. Three reasons to listen Episode highlights Links Track and improve your team performance with SquadifyLeave us a voice note

Autonomy in teams requires clarity, not chaos. Successful autonomous teams need defined authority over coordination, transparent processes, and intentional facilitation to empower people whilst maintaining alignment and effectiveness. Jon Barnes is a facilitator, coach, and co-founder of Pala, and he focuses on helping teams and organisations become more autonomous. His approach spans a spectrum from making hierarchies feel less hierarchical, to helping teams operate fundamentally without line management. Three reasons to listen Episode highlights Links Connect with Jon via LinkedInHumankindLonesome DoveThe Ministry of TimeFrom the Core, by John WinelandTrack and improve your team performance with SquadifyLeave us a voice note

There's a scientific basis for understanding optimal team size, including research on connection complexity, social loafing, and performance data that challenges common assumptions about how many people should work together effectively. In this Q&A episode, Dan and Pia dive into the science and the data, to discover the optimum team size. Episode highlights Links Ringelmann effectTrack and improve your team performance with SquadifyLeave us a voice note

While AI will dramatically reshape work and careers – potentially displacing entry-level jobs and creating “companies of one” – the true competitive advantage will lie in taking a human-centric approach to AI adoption, where diverse teams maintain creativity, critical thinking and genuine human connection rather than simply automating away people to maximise shareholder returns. Larry Chao is the founding Chief Strategy and Operations Officer at trustme.ai, a startup building tools for AI governance. He’s also involved with nonprofits like Berkeley Skydeck and the Ethical AI Governance Group, where he helps empower the next generation of innovators to develop AI responsibly. Sunaina Lobo has been a Chief Human Resources Officer three times over, and is now a strategic advisor to trustme.aiand co-founder of Momentum Global HR, where she does strategic HR consulting with an AI lens. Three reasons to listen Episode highlights Links Connect with Larry via LinkedInConnect with Sunaina via LinkedInTrustMe.aiPioneers of AIThe AII Daily BriefKPop Demon HuntersHumankindTrack and improve your team performance with SquadifyLeave us a voice note

Successful team performance requires slowing down to achieve alignment before rushing into action. Spending more time upfront ensuring everyone truly understands the problem statement, decision-making roles, and priorities will save significant time, energy, and relationship breakdowns later. Without this foundational alignment, teams waste enormous amounts of time in ineffective meetings, experience constant breakdowns in execution, and carry baggage from unresolved issues that poisons future decisions. The key is to move with discipline and sophistication rather than mere speed, investing in both the technical frameworks and the relational intelligence needed to bring out the best thinking from diverse perspectives. Susan Asiyanbi is the founder and CEO of the Olori Network, an executive leadership practice that works with CEOs, executive teams, and boards, specialising in studying what the strongest executive teams and boards do differently. Three reasons to listen Episode highlights Links Connect with Susan via LinkedInTeam #1AI-Generated “Workslop” Is Destroying ProductivityHow to turn a group of strangers into a teamTrack and improve your team performance with SquadifyLeave us a voice note

Rather than trying to "fix" people or show them rungs on a ladder, social mobility comes from recognising individuals, giving them psychological safety, and allowing them to fulfil their own potential. Diverse workplaces thrive not because of tokenistic inclusion efforts, but because different voices at the table lead to better outcomes and more successful organisations. Dan and Pia are joined by Arad Reisberg, Associate Pro Vice-Chancellor at Brunel University of London, campaigner for social justice and social mobility, and co-founder of the Social Mobility Leaders Forum. Three reasons to listen Episode highlights Links Connect with Arad via LinkedInInwardClarity & ConnectionThe Way ForwardTrack and improve your team performance with SquadifyLeave us a voice note

Restaurant franchises can be powerful environments for leadership development, especially for young people. When managed with intentionality, these seemingly entry-level jobs can provide significant opportunities for personal growth, skill development, and career advancement. Melissa Nuttall, along with her partner, is the franchisee of a quick service restaurant in New Zealand. In this conversation with Pia and Dan, she lays out how good customer service and continuous training create positive work cycles that benefit both employees and customers. Three reasons to listen Episode highlights Links Connect with Melissa via LinkedInTrack and improve your team performance with SquadifyLeave us a voice note

While many teams focus on building trust to improve performance, it's actually clarity that needs to be addressed first. Research shows that teams need clear roles, goals and processes before they can effectively build trust and collaborate. This represents a significant shift from traditional thinking about team development, and the data shows that improving clarity drives up trust results, whilst working directly on trust doesn't impact clarity scores. In this episode, Squadify’s Chief Data Officer, Juliet Owen re-joins Dan and Pia to discuss the role clarity plays in driving team performance. This episode will help you Episode highlights Links The Five Dysfunctions of a Team: A Leadership FableYou Can’t Ask ThatThe Ministry of TimeConnect with Juliet via LinkedInTrack and improve your team performance with SquadifyLeave us a voice note

Leaders who are respected are 12x more likely to be seen as effective than those who are simply liked. This is because respect is tied to competence, fairness, and consistency. Respect in leadership isn't about titles or status, but about treating team members as capable adults rather than children. This helps avoid learned helplessness among teams, and creates environments where people feel safe to take risks, speak up, and even fail without fear of punishment. Robyn Djelassi is a Chief People Officer, non-executive director, and coach. She runs her own HR consultancy working with organisations across Australia, with a focus on helping organisations achieve business results through their people. Her approach to HR is a little different from the warm-and-fuzzy cliché that has permeated the industry, but is done with heart. Robyn’s ADULTS leadership framework A: Accountability over approval.D: Debrief, don’t rescue.U: Uncomfortable is usefulL: Let go of control.T: Trust before proof.beforeS: Say less, ask more.Episode highlights Links Connect with Robyn via LinkedInWe Used to be JournosTrack and improve your team performance with SquadifyLeave us a voice note

Too many "best places to work" lists focus on performative, low-cost perks like free breakfasts and dog-friendly offices. But they ignore fundamental issues like fair pay, reasonable working hours, and meaningful parental leave. Companies often use marketing language to make minimal benefits sound impressive, like claiming "enhanced parental leave" when they're barely exceeding the statutory minimum. This creates a disconnect between how organisations present themselves and the actual employee experience. Amy Wilson is a commercial consultant advisor, with a background in marketing, who helps companies grow and founders focus on what matters. She mentors young and underrepresented founders, and she joins Dan and Pia to discuss her LinkedIn post critiquing The Times’ Best “Places to Work" list. Three reasons to listen Episode highlights Links Connect with Amy via LinkedInAmy’s response to the Sunday Times Besst Places to Work articleHalt and Catch FireBuilding a thriving culture from the outside inTrack and improve your team performance with SquadifyLeave us a voice note

Effective change management hinges on the quality of our conversations. Asking questions can be an exertion of power, so motivational interviewing seeks to bring clarity and ensure information is shared in a way that respects the recipient's readiness to receive it. Jeffrey Wetherhold is a change management professional who helps organisations and teams navigate difficult changes. He specialises in motivational interviewing and uses this approach to help teams have more effective conversations during periods of change. Three reasons to listen Episode highlights Links Connect with Jeff via LinkedInTeam of Teams: New Rules of Engagement for a Complex WorldMoral Ambition: Stop Wasting Your Talent and Start Making a DifferenceTrack and improve your team performance with SquadifyLeave us a voice note

The “traditional” understanding of hybrid working is being challenged as organisations try to implement more structured approaches, creating friction with employees who developed their own interpretations of what hybrid working means during the pandemic. Matthew Davis is an associate professor at the University of Leeds. He specialises in organisational and business psychology, with extensive research experience in workplace environments. He researches and consults on hybrid work patterns, and studies how companies are adapting their workspaces and practices. Three reasons to listen Episode highlights Links Connect with Matthew via LinkedInThe Prophet and the IdiotTrack and improve your team performance with SquadifyLeave us a voice note

Treating people unkindly at work isn't just a personal issue; it's a systemic problem that affects everyone's performance. The evidence shows that when people understand how behaviour impacts performance, they're more likely to change their own conduct, reducing disrespectful behaviour in the workplace. Dr Chris Turner is an emergency medicine consultant in the UK, and the cofounder of an organisation called Civility Saves Lives. Chris rose to prominence during a local NHS crisis, where he was recognised in official inquiries for speaking truth to power. His work on workplace behaviour started with one small talk that went viral, eventually leading to TEDx talks and broader recognition. Three reasons to listen Episode highlights Links Connect with Chris via LinkedInCivility Saves LivesThe Culture CodeYou Can't Outrun the RadioTrack and improve your team performance with SquadifyLeave us a voice note

Kindness and productivity are not opposing forces in business. In fact, kindness can be a powerful driver of success when treated as a practical approach rather than just a nice-to-have value. Shifting from a scarcity mindset to an abundance mindset, and focusing on collaboration rather than competition, can transform how teams work together. Graham Allcott is an author and the founder of Think Productive, a global company that helps teams improve their work through productivity and leadership training. He’s written multiple books, including the international bestseller How to be a Productivity Ninja. His latest book, Kind, explores the relationship between kindness and business success. Three reasons to listen Episode highlights Links Connect with Graham via LinkedInKind: The Quiet Power of Kindness at WorkWhy Has Nobody Told Me This Before?Moral Ambition: Stop Wasting Your Talent and Start Making a DifferenceTrack and improve your team performance with SquadifyLeave us a voice note

Traditional ways of working are failing in today's complex world, with global engagement levels dropping and productivity losses reaching $438 billion. Adopting business agility – not just its tools and processes, but its mindset shifts – helps organisations move beyond outdated approaches and create more effective ways of working. Joining Dan and Pia is Natal Dank, an HR author, speaker, and consultant specialising in helping businesses become great workplaces. Her work particularly focuses on HR and people teams, bringing business agility principles to organisations. Three reasons to listen Episode highlights Links Connect with Natal via LinkedInOn the LevelTrack and improve your team performance with SquadifyLeave us a voice note