The People Performance Podcast - Brought to you by T2

In this Leader Lounge episode, Martin Johnson, dives into the history and science of human behaviour. He explores the evolution of personality testing, from the early observations of Aristotle and Socrates to the foundational psychological work of Freud and Jung.The discussion centres on OCEAN, also known as the Big Five personality traits: Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. Martin breaks down what each trait means for your daily behaviours, explains how 50% of certain traits like neuroticism are genetically hardwired, and shares his own results to illustrate how self-awareness can help you develop better coping mechanisms for professional and personal growth.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

Welcome back Listeners! This 2026 first episode of the People Performance Podcast features  Scott Morrison and our newest T2 Senior Consultant, Alex Mather.Scott and Alex discuss the importance of shifting focus to a human-centered approach in learning and development (L&D) for 2026. Alex, who has over 20 years in the L&D space , stresses that leaders should focus less on performance and more on the people, what motivates them and what they are trying to achieve.The conversation offers actionable advice for leaders, especially at the start of the new year, to avoid burnout and sustain performance:Model the behaviour you want to see in your team, and take initiative to organise your own regular check-ins with your manager.Protect your space by blocking out non-negotiable reflection time, such as at least 30 minutes a week in your diary.Integrate L&D into the business as usual routine rather than treating it as a special, one-off event.Conduct regular team check-ins and build an environment of psychological safety to ensure honest engagement.Alex shares that his purpose is to develop awareness in himself and others so they can be as effective and healthy as possible.Social LinksInstagram - https://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode of the People Performance Podcast, Martin Johnson, is joined by former Navy SEAL commander and author Rich Diviney. The discussion centres on human performance, focusing primarily on Rich's second book, Masters of Uncertainty, and related concepts.The main topics covered include:Uncertainty, Anxiety, and Fear: Martin and Rich discuss how humans deal with uncertain situations and pressure. Fear is hypothesised to be the combination of external uncertainty and internal anxiety. Anxiety is described as "fiction" because it is always focused on the future. They explore the neurological and evolutionary reasons for the fear response (the "lizard" or "chimp" brain taking over) and the goal of mastering oneself to "degrade fear" and perform effectively.Moving Horizons (Duration, Pathway, Outcome): This technique is presented as a way to "buy down uncertainty". It involves taking a large, overwhelming situation and chunking it down into an immediate goal, creating a new, controllable Duration, Pathway, and Outcome (DPO). This process helps prevent feeling overwhelmed by the entire situation and gives the brain a reward (dopamine hit) for reaching the shortened horizon.Optimal Performance: Martin and Rich argue against the societal pressure (often driven by social media) to be at "peak" performance all the time. Optimal performance is instead defined as doing the best you can with the time and resources available, which includes moments of high flow, "gutting it out," and even recovery.Trust and The Attributes: The conversation briefly touches on Rich Diviney's first book, The Attributes, which profiles 41 human attributes. They discuss trust as being built on four factors: Competence, Consistency, Character, and Compassion. They also emphasise a leader's responsibility to model the desired behaviours first and reward them.Social Links Instagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode of the People Performance Podcast, T2 consultants James Cooper and Spencer Locker, deep-dive into leadership styles based on the situational leadership model used by T2. The key takeaway is that effective leaders must be able to adapt and deploy the most appropriate leadership style for a given situation and the mindset of the person they are leading, rather than relying on a single, default style.The six leadership styles discussed are:Visionary : Getting people behind the long-term dream or "flag on the hill". It sells the why without giving day-to-day steps. Deploying it inappropriately can be ineffective if people are missing strategy or need immediate answers.Amiable : Focuses on peace, harmony, and promoting trust within the team and environment (psychological safety). Coaching : Utilising coach-like skills for development and improvement. It involves helping people find their own ways to address strengths and weaknesses. It is deployed when people are open to development but may not be performing as desired.Collaborative : Proactively bringing people together to be inclusive and involve them in decision-making, especially in newly established but knowledgeable teams. This style can establish a collaborative culture where the leader may eventually step back to be just the decision-maker.Pace Setting : Setting high standards and moving at pace, but only when appropriate and with competent people. It should not be mistaken for micromanaging; it is about providing high-quality intelligence and giving people the freedom to apply themselves. It is used to challenge and push people beyond competency to avoid complacency.Directive : Characterised by a lack of ambiguity and absolute clarity, not aggression or confrontation. It's a "call to action" and is appropriate in critical situations, like emergency services, where clear instructions are paramount. In a performance context, it gives a clear choice with consequences for growth or further conversation.Social Links Instagram – ⁠https://www.instagram.com/peopleperformancepodcast/⁠LinkedIn – ⁠https://www.linkedin.com/company/t2-thepeopleperformancepeople⁠TikTok – ⁠https://www.tiktok.com/@peopleperformancepod⁠

In this Leader Lounge episode Martin discusses the linked concepts of cognitive dissonance and confirmation bias.Cognitive DissonanceDefinition: The mental discomfort experienced when a person holds two or more conflicting beliefs or when their actions contradict their beliefs/values. It's the psychological tension of knowing something isn't right or won't serve you well, but doing it anyway.Example: Knowing smoking is bad for you but doing it regardless.Result: It can feel uncomfortable and create a strong desire for avoidance.Confirmation BiasDefinition: The tendency to search for, interpret, and recall information in a way that confirms your pre-existing beliefs, while ignoring or downplaying contradictory evidence.Process: When you predetermine an outcome, you reframe evidence that suggests you are wrong or search for opposing evidence to back up your own narrative. This is done to avoid challenging your own beliefs.Link to Dissonance: Confirmation bias is presented as the strategy for dealing with cognitive dissonance. Because admitting you are wrong is difficult and uncomfortable, confirmation bias provides an easier way to justify your actions and avoid confronting reality.Closed Loop Thinking (Confirmation Bias): Pre-determining the outcome, closing off the loop, and only seeking information that confirms your initial position.Open Loop Thinking (The Strategy): Not pre-determining the outcome or fixing views too early, and instantly asking, "Am I right?".This is a positive approach because it pauses natural confirmation bias.It involves seeking facts, evidence, reflection, and other people's points of view (especially those with polar opposite views).This vulnerability and effort can lead to a more balanced position and help seek the truth.Martin also talks about external influences, such as friends who only validate your narrative or social media, can supercharge confirmation bias. Ultimately, the choice is between fighting to reinforce your narrative (confirmation bias/stubbornness) or choosing the harder path of open-loop thinking, admission, accountability, and vulnerabilitySocial LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this Leader Lounge episode, Martin discusses the Attributes psychometric profile, a tool that stack-ranks 41 human attributes. Martin focuses on attributes that often divide opinion or cause discomfort:Narcissism: Defined as the desire to stand out, be noticed, recognised, or adored. It is not the same as narcissistic personality disorder. A normal level of narcissism is in everyone and can fuel high-achieving behavior.Cunning: The ability to consider problems from unusual or unorthodox perspectives to achieve a goal. It is a strength for problem-solving, as the "cunning mind" questions rules and boundaries.Task Switching: The ability to shift among tasks and contexts effectively without delay (not the debunked myth of multitasking).Empathy vs. Compassion:Empathy: The ability to feel what someone else feels.Compassion: The ability to show sympathy and concern (appreciating how someone feels without feeling it yourself). Low empathy can be an asset when making difficult decisions.Humility vs. Vulnerability:Humility: Self-awareness of one's own strengths and weaknesses.Vulnerability: The willingness to share those strengths and weaknesses with others.Generosity vs. Selflessness:Generosity: Giving more than necessary; often involves mutual benefit/reciprocation.Selflessness: Placing others' needs above one's own, despite personal risk or detriment. Selflessness is unsustainable long-term and can lead to resentment.Martin concludes that high is not good and low is not bad; understanding your unique attribute stack is key to becoming more self-aware.Social Links Instagram – https://www.instagram.com/peopleperformancepodcast/LinkedIn – https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok – https://www.tiktok.com/@peopleperformancepod

WARNING! This episode contains topics of suicide and Mental Health, which viewers may find distressing.This episode of the People Performance podcast features an interview with special guest Mark Peart, a former RAF member, current Firefighter, Mental Health Advocate and winner of SAS Who Dares Wins series four.A central, and challenging, theme of the discussion is mental health and overcoming adversity. Mark speaks candidly about the tragedy of his wife, Chelsey, taking her own life in 2018 , sharing the intensity of his grief and the importance of finding purpose and speaking to people when struggling.The conversation focuses on Mark's life, his background, and his journey as an endurance athlete who takes on "ridiculous challenges" like ultramarathons and multi-day events, to help him have a purpose in life.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

Do you ever feel a little "funky" in your role? That subtle feeling of misalignment can be a major barrier to both your personal fulfillment and high performance.In this episode, James and Tracy dive deep into the crucial concept of Role Alignment and show you how to find your professional "sweet spot" the perfect intersection where your strengths, passions, and the needs of your role are in complete sync.We explore how to decode the signs of misalignment and introduce the simple yet powerful Wheel of Role Alignment self-check. Learn how using this tool to assess your current situation can open up great conversations, boost your sense of fulfillment, and lead to better transparency and communication with your team and line manager.If you want to stop performance problems before they start and master your professional narrative, it's time to check yourself and ensure your ride to success is as smooth as possible.

In this Leader Lounge episode Martin Johnson, focuses on the concept of worldview. Worldview is defined as having two parts: your current mental model of how the world is structured and works, and how much you agree with that framework. It informs everything you do, including your thoughts, behaviours, and decisions.Martin encourages listeners to explore their worldview by answering five key, deep-seated questions:How do I believe the world was created? (Religious/Pantheism vs. Scientific/Humanism) How do I believe the world operates? (Political, societal, and environmental position; e.g., Capitalism vs. Socialism) Do I agree with or accept the way the world operates? What are my motivations and values? (Moral position) What happens to us when we die? (Often informed by the first question) The episode also discusses several paired elements of a worldview:Humanism (World is natural, based on science/reason) vs. Pantheism (World created by God/supreme entity).Optimism (Hope is key, anything is possible) vs. Pessimism (World is corrupt, skepticism, mistrust).Moralism (Belief the world should be fair and just with shared morals) vs. Moral Subjectivism (Morals and values are subjective due to different cultures/circumstances).Individualism (Self-reliant, control your own destiny) vs. Collectivism (Things should be done together for the greater good of all).Stoicism (Must be strong and endure pain/challenge) vs. Entitlement (Deserve pleasure, comfort, reward, and happiness).The discussion concludes by explaining that your worldview determines your locus of control. An internal locus of control means you believe you control your life and attribute success/failure to your efforts. An external locus of control means you believe life is governed by environment/circumstance and attribute success/failure to external factors like luck. Martin stresses that a healthy internal locus of control is essential for overcoming life's complexities.If listeners want to find out what world view they have pease visit - trans2performance.com/worldview.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

Is your organisational change initiative wobbling? Are your teams confused, anxious, or actively pushing back?In this episode, Tracy and Scott break down the powerful Lippitt-Knoster Model for Managing Complex Change. This six-element framework is a simple, durable diagnostic tool for sustaining any transformation, from company-wide shifts to individual projects.You Will Learn:The Six Elements: Understand the critical roles of Vision, Consensus, Skills, Incentives, Resources, and an Action Plan.The Change Equation: Discover why a missing element doesn't just slow progress, it causes predictable, destructive negative behaviours (confusion, anxiety, rebellion, etc.).Diagnose & Fix: Use the model to immediately diagnose why past changes have failed and how to proactively design your next initiative for success.Why Vision Fails: Get clear on how to translate your 'flag on the hill' into specific, relevant roles for every team member to eliminate Confusion.Beyond Agreement: Learn the difference between simple compliance and genuine Consensus to prevent Rebellion and active sabotage.Stop fighting symptoms and start building lasting change using this proven framework.

This episode of the People Performance Podcast features an interview with Endurance Swimmer Lewis Pugh, focusing on the concepts of purpose, mindset, and performance under pressure.Drawing on his experiences as an extreme endurance swimmer including iconic challenges in the North Pole and Mount Everest, Pugh discusses what it takes to survive and succeed in high-consequence environments. Key takeaways include:Mindset for Success: The importance of an "unrelenting pursuit of excellence" and adopting the mentality of a "realistic optimist."Adaptability and Change: The necessity of quickly adapting to conditions, epitomised by the mantra, "You change or you drown."The Future: A discussion on major challenges facing future generations, including climate change and societal polarisation, and the vital role of listening in bridging divides.📢 Lewis will be joining us as a speaker at our 2026 T2 Leadership Retreat, book you place here, you do not want to miss this! - https://trans2performance.com/t2retreat Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

This episode of the People Performance Podcast features host Martin Johnson and guest Sean Royce, a long-serving business leader.The conversation covers Sean's career journey, his transition from where he started as a graduate trainee and rose to become the Managing Director and essentially CEO. He also discusses his more recent work with the high-growth company Quick Line.Key Takeaways:Leadership Style: Sean describes his style as a "collegiate type leader" who believes that "leadership is shared, it's not imposed. So you've got to earn that respect."Hiring Philosophy: He emphasises looking for potential hiring for "tomorrow as well as today" prioritising drive and attitude over immediate competence.Business Vision: He advocates for building businesses that are sustainable for "decades," which requires establishing the right culture, environment, and leadership from the outset.Leading Through Crisis: He stresses the importance of a leader maintaining confidence during difficult times, as "confidence breeds confidence" in the wider team.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepodWebsite - https://trans2performance.com

In this episode Tracy Roberts is joined by Introverted Finance Leader Jane Playle. They deep dive into two transformative areas of professional development: Introverted leadership and Self-development.They challenge the traditional view of leadership, highlighting how an individual's "quieter style" can actually be their most profound strength and tool for influence. They explore practical strategies for success, tackling common challenges like networking and public speaking, and offering advice for both introverts and the managers who lead them to make space for all personality types.More broadly, the discussion centers on a powerful mindset shift: learning how to view limitations not as roadblocks, but as opportunities for innovation. The core message is one of reframing personal obstacles by saying, "I won't do it like that, but what I can do is do it like this." Tune in to learn how to capitalise on your unique way of thinking, leverage your natural strengths, and capture every opportunity for self-development in your career.Social LinksWebsite - https://trans2performance.comInstagram - https://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this Leader Lounge episode, Martin talks about what it means to have a growth mindset.A growth mindset is defined as the belief that abilities and intelligence can be developed through dedication, effort, and learning, as opposed to being fixed or innate.The episode delves into five key elements of a growth mindset, including:Thinking Big: The process of visualising an ambitious, optimistic future outcome the "flag on the hill" that requires challenge and sacrifice but offers a significant reward.Resourcefulness: The ability to find quick and clever ways to overcome obstacles and challenges, using only what you currently have rather than what you'd like to have.Bouncing Back from Setbacks (Resilience): The ability to return to one's baseline emotional and mental state after a triumphant or traumatic event, an attribute people with a growth mindset display in abundance.Focusing on the Controllables: Managing and influencing the factors within a situation to achieve a desired outcome, which helps the individual feel back in control.Critical Thinking: The process of analysing facts, evidence, and arguments to make informed choices, which critically involves recognising and challenging one's own underlying biases, assumptions, and worldviews.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode Martin and Bernice, describe the strategic stack as a pyramid with different layers that, when properly implemented, give an organisation the greatest chance of success. Lack of clarity is the number one reason for an organisation's failure and that the strategic stack is the key to providing that clarity and direction.They break down the three main elements of the strategic stack:Mission: The mission is the organisation's "message to the world" and its external statement of purpose. It should be simple, punchy, impactful, and describe what the organisation is trying to achieve in 12 words or less.Vision: The vision is the internal goal for the organisation, describing how the mission will be achieved.Goals: Goals are the measurable, tangible milestones and outcomes that an organisation wants to achieve each year to advance its mission and vision.Social LinksInstagram - https://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode, Martin is joined by Gareth Webb, Managing Director from Fair Ways, a charity that provides a range of services for children, including fostering and education.The conversation is centred around Leadership within the charity sector, fostering and the development of children, and people in general, flourish in environments that provide a crucial balance. Martin and Gareth emphasises that while children need unconditional love and care to feel safe and secure, this must be paired with discipline, boundaries, and clear expectations. A key highlight of the episode is Fairways' "Fostering Initiative", which aims to bridge the gap between businesses and the fostering community. The goal is to encourage companies to adopt "Fostering Friendly Employer" policies. This initiative is designed to support employees who are also foster carers by providing them with practical benefits. These include flexible working arrangements and paid time off for things like training and helping a new child settle into their home. Gareth presents this initiative not only as a socially responsible act for businesses but also as a way to significantly improve the lives of vulnerable children.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode, T2 consultants Scott Morrison and James Cooper discuss the topic of meetings. The conversation focuses on effective meetings, when they are necessary, and what to do within them to make them productive.Scott and James break down and describe six different types of meetings:Information Exchange Meeting: The purpose is to share critical information, like a press conference, with a clear agenda.Status Update Meeting: This meeting is a quick "pit stop" to keep a project on track with a structured format, focusing on what has been done, what will be done, and any potential blockers. The focus is on quick updates, not a person's life story.Team Build Meeting: This type of meeting is for strengthening relationships, building trust, and fostering human connection and collaboration within a team. These sessions can include icebreakers and informal discussions to create a safe space for communication.Blue Sky Session: These are creative, mind-mapping sessions where there are no judgments or constraints, and no ideas are considered "bad". The goal is to think differently and challenge the norm.Big Decision Meeting: The purpose of this meeting is to make significant, high-impact choices. It involves reviewing options and analysing data that has been provided beforehand. The speakers use a jury deliberation as an analogy for this type of meeting.Problem Solver Meeting: This meeting is for a team to collectively identify the root cause of an issue and develop solutions. The focus is on getting to the root cause, analysing the issue, and collaboratively designing a solution.This episode also provides tips for effective meetings, including:Creating and sharing a clear agenda and expectations.Inviting only the necessary people.Designating a facilitator to keep the conversation on track.Establishing ground rules, such as no phones or distractions.Practicing good time management.Concluding the meeting with clear next steps, assigning ownership, actions, and timeframes (OAT).Join our FREE webinar "Plan, Prepare, and Persuade: Leading Change That Lasts" on September 17th, with our COO and Head of consultancy and podcast Co-Host Tracy Roberts!Click here to sign up - https://trans2performance.com/t2events/plan-prepare-persuade Follow us on social media - Instagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode Tracy is joined by special guest Carly Killen, Menopause strength & Breath-work Coach.She shares her personal journey from being a dietitian in the NHS to becoming a personal trainer and later discovering breath-work after experiencing burnout.This episode focuses on the importance of self-care, particularly breath-work, for improving both personal and professional life. Carly highlights how burnout and stress can be a result of constantly being on a "hamster wheel" of work. Tracy and Carly discuss how integrating practices like breath-work can help regulate the nervous system, improve productivity, and even enhance self-confidence and assertiveness. Carly also debunks the myth that slowing down is a waste of time, stating that a short break can lead to a significant increase in productivity.Carly also emphasises that while breathing techniques can be used for calming, they can also be used to energise and activate the body. Carly provides a practical example of a "coherence breath" that can be used to stay calm in stressful work situations and a "breath of fire" technique to increase energy and focus. Follow us on social media to watch Carly demonstrate these breathing exercises!Instagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peopleperformancepod

In this episode of the Leader Lounge, Martin discusses optimal performance and its relevance for teams and organisations. The three distinct performance models:Peak Performance ⛰️: This model involves meticulous planning to achieve a desired outcome at a specific point in time. Optimal Performance 📈: This is the model most relevant for everyday life and work. It's about responding to daily situations and doing the best you can with the time and resources you have. High Performance 🚀: This is presented as a byproduct of continuous optimal performance. A team or individual achieves high performance by maintaining an optimal performance state over a period of time while staying aligned with their goal.Martin also highlights four key attributes that enable people and leaders to perform in times of drudgery:Courage: The ability to manage fear and step into difficulty despite that fear.Discipline: The ability to remain focused to achieve an outcome despite delays. This includes both self-discipline (resisting temptation) and external discipline (accomplishing the task).Resilience: The ability to return to a baseline emotional and mental state after a stressful event.Persistence: The determined continuance in a course of action despite opposition or delay.Discover more about Martin Johnson here - https://trans2performance.com/martin-johnsonT2's ultimate goal is to develop people and organisations by focusing on fundamental principles of learning and development. We achieve this through a holistic approach that includes workshops, consultancy, coaching, and online learning, all with the aim of delivering "lightbulb moments" that make a true difference. Find out more about T2 here - https://trans2performance.com/about-us Follow us on socials - Website: https://trans2performance.comInstagram: https://www.instagram.com/peopleperformancepodcast/TiTok: https://www.tiktok.com/@peopleperformancepod

In this episode, Tracy and Bernice delve into the concept of the adaptability quotient (AQ), highlighting its crucial role in navigating and thriving in our ever-changing world. It posits that AQ, which measures an individual's capacity to adjust to new conditions and learn from experiences, is just as vital for success as the more traditionally recognised IQ (logic and knowledge) and EQ (empathy and communication).The podcast breaks down AQ into five key components:Cognitive flexibility: The ability to think creatively and consider different viewpoints, shifting your thinking when needed.Emotional resilience: The capacity to maintain emotional stability when facing change and setbacks, with the goal of bouncing back to a baseline state.Unlearning and relearning: The willingness to let go of outdated knowledge and acquire new skills.Situational awareness: The ability to effectively read and respond to your surrounding environment, including the emotional journeys of others.Growth mindset: This is viewed as a spectrum rather than a fixed state, and involves consciously developing areas where you may be less growth-oriented.Contact us/Follow on SocialsEmail:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Help@trans2performance.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Subscribe to the People Performance Podcast - Spotify, Apple, Youtube. Visit our website and social media channels:https://trans2performance.com @T2ThePeopplePerformancePeople@ThePeoplePerformancePodcastLinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeople