We Not Me

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 listenUnderstand the trajectory and implications of AI evolution, and what this means for teams and workflowsNavigate the human impact of AI adoption in your organisationMove beyond AI as a differentiator to focus on human connection and diverse thought as the true sources of organisational strengthEpisode highlights[00:12:47] The evolution of AI[00:16:55] AI and teams[00:17:37] Facts emerging from our continued use of AI[00:29:01] The case for responsible AI[00:32:15] The case against the "company of one"[00:41:50] Driving shareholder value while being human-centred[00:43:43] Suni's media recommendation[00:44:05] Larry's media recommendation[00:45:12] Takeaways from Pia and DanLinksConnect with Larry via LinkedInConnect with Sunaina via LinkedInTrustMe.aiSuni’s podcast recommendations:Pioneers of AIThe AII Daily BriefKPop Demon Hunters – Larry’s recommendationHumankind, by Rutger BregmanTrack 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 listenIdentify the hidden costs of misalignment in your team, from wasted meeting time to breakdowns in relationships that drain energy both at work and at homeApply a disciplined approach to decision-making that balances speed with rigour through five key strandsReclaim control of your calendar by conducting a time audit that reveals the gap between what you say matters and where you actually spend your energyEpisode highlights[00:09:18] Alignment, themes, and relationships[00:11:06] How to get alignment[00:12:32] What happens when alignment isn't found[00:15:48] Asking the right questions[00:17:32] Decision-making is compromised[00:18:40] The five key components of a decision-making framework[00:26:17] How to move more slowly[00:28:41] How will AI affect decision-making?[00:31:44] What are you prioritising for?[00:37:23] What to try this[00:39:57] Susan's media recommendation[00:40:43] Takeaways from Pia and DanLinksConnect with Susan via LinkedInTeam #1, by Patrick LencioniAI-Generated “Workslop” Is Destroying ProductivityHow to turn a group of strangers into a team – Susan’s media recommendationTrack 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 listenReframe your understanding of social mobility as social justice, focusing on creating opportunities for people to fulfil their potential rather than just climbing career laddersCreate an environment where people feel comfortable being their authentic selves by asking powerful questions and actively listeningBuild more diverse, successful teams by recognising that different voices at the table lead to better outcomes, challenging conventional thinking about "hiring for fit"Episode highlights[00:09:32] What is social mobility?[00:15:24] How social mobility helps business[00:18:59] How to implement social mobility in your organisation[00:26:31] Arad's media recommendation[00:29:43] Takeaways from Dan and PiaLinksConnect with Arad via LinkedInArad’s media recommendations: the Inward trilogy by Yung Pueblo:InwardClarity & 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 listenAchieve broader business goals while reducing cognitive load on staffDevelop young team members into capable leaders through progressive responsibilityCreate safe spaces for growth regardless of employees’ long-term career plansEpisode highlights[00:08:38] Helping the next generation of leaders[00:14:21] Turning a culture around[00:18:23] Creating a stable launchpad for new careers[00:24:38] Leading with kindness and humility[00:27:58] Be mindful of your leadership shadow[00:29:20] Mel's media recommendation[00:30:11] Takeaways from Pia and DanLinksConnect 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 youBuild team trust by first establishing clarity around roles, goals and processes rather than focusing directly on trust-building exercisesCreate effective one-page team documents that capture why the team exists, their collective goals, and non-negotiable behavioursDrive better team performance by shifting from individual KPIs to collective team goals that encourage collaboration rather than competitionEpisode highlights[00:09:34] How teams are coping with change today[00:15:30] What we mean by trust[00:20:03] The trust gap[00:26:29] Case studies on building trust[00:33:12] What can you do?[00:34:59] Pia and Juliet's media recommendations[00:37:24] Takeaways from Pia and DanLinksThe Five Dysfunctions of a Team: A Leadership Fable, by Patrick LencioniYou Can’t Ask That – Pia’s mdia recommendationThe Ministry of Time, by Kaliane BradleyConnect with Juliet via LinkedInTrack and improve your team performance with SquadifyLeave us a voice note

Humans are crucial to AI adoption. While AI technology continues to advance, its effective implementation in business depends on people working with it rather than being replaced by it.Inclusive AI means finding the right balance between technological advancement and human insight, rather than seeing AI as a simple push-button solution to complex knowledge work.Susi O’Neill is a consultant, author, and speaker on frontier technology. She helps organisations implement AI effectively, analyses AI trends, and distills insights in her newsletter.Three reasons to listenTo move past the hype and see how humans will continue to be essential in an AI-enhanced workplaceTo start implementing an effective approach to AI adoption in your organisationTo develop a more balanced perspective on technological change than the one propagated by Silicon ValleyEpisode highlights[00:05:19] The nebulous nature of AI[00:11:17] Change is the constant[00:16:06] The falacy of the competetive advantage[00:18:16] Inclusive AI[00:26:18] How do we use AI responsibly?[00:29:05] Squadify's AI governance[00:33:06] Take your first step into AI[00:37:41] Suzi's media recommendations[00:40:32] Takeaways from Dan and PiaLinksTrack and improve your team performance with SquadifyLeave us a voice noteConnect with Suzi via LinkedInRethinking the Hype Cycle – Suzi’s newsletterWomen Leaders in Tech Outpace Men Counterparts in Generative AI AdoptionChannel 4 Corporate AI PrinciplesSupremacy, by Parmy OlsonThreads (1984)Offal

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 frameworkA: Accountability over approval. Don’t lead to be liked; lead to be trusted.D: Debrief, don’t rescue. When mistakes happen, resist fixing them for your team.U: Uncomfortable is useful. Don’t smooth the edges; people grow through the stretch.L: Let go of control. Ask “Have I made it clear what success looks like?”T: Trust before proof. Trust people before they’ve earned it.S: Say less, ask more. Use questions to help people think for themselves.Episode highlights[00:09:03] What new leaders think leadership is[00:10:37] The "cool mum" approach to leadership[00:14:12] What we mean when we talk about respect[00:15:39] We're getting psychological safety wrong[00:20:07] Findings from Google's Project Aristotle[00:23:43] How to garner respect as a new leader[00:24:39] Robyn's ADULTS framework[00:30:32] Robyn's media recommendation[00:31:57] Takeaways from Pia and DanLinksConnect with Robyn via LinkedInWe Used to be Journos – Robyn’s podcast recommendationTrack 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 listenTo be mindful of performative workplace benefits that don't actually improve employee experienceTo identify misleading claims about "enhanced" benefits that barely exceed statutory minimumsTo understand how organisational silos and conflicting KPIs lead to workplace policies that prioritise appearance over substanceEpisode highlights[00:06:48] What constitutes a good place to work?[00:10:55] Amy's response to the New York Times Best Business to Work article[00:17:09] Allies in name only[00:22:14] Why aren't companies doing the right thing?[00:25:27] Are things getting worse?[00:26:39] What can we do about it?[00:33:20] Amy's media recommendation[00:36:08] Takeaways from Dan and PiaLinksConnect with Amy via LinkedInAmy’s response to the Sunday Times Besst Places to Work articleHalt and Catch Fire – Amy’s TV recommendationBuilding a thriving culture from the outside in – Episode 58, with Tom Wedge and Marcus SwalwellTrack 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 listenTo learn how to structure change-focused conversationsTo help you make more effective affirmations instead of offering general praiseTo learn how to share information more effectively, to ensure others are ready to receive and engage with itEpisode highlights[00:07:17] Motivational interviewing[00:10:28] Making specific affirmations[00:12:48] Ask, offer, ask[00:15:26] When to ask questions[00:19:23] How to become a better listener[00:21:19] Fitting motivational interviewing into existing skillsets[00:22:46] Busynesss overriding business[00:28:22] Guiding, influencing, or leading conversations[00:31:28] Reflect more, ask less[00:32:58] Dan's media recommendations[00:35:11] Takeaways from Pia and DanLinksConnect with Jeff via LinkedInTeam of Teams: New Rules of Engagement for a Complex World, by David Silverman, Stanley McChrystal, Tantum Collins, & Chris FussellMoral Ambition: Stop Wasting Your Talent and Start Making a Difference, by Rutger BregmanTrack 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 listenTo understand different generational perspectives on hybrid work, from senior leaders pushing for office returns to younger workers concerned about isolation and development opportunitiesTo navigate the evolving definition of hybrid work and how it varies across organisationsTo better grasp how employee choice and control over both where and when to work has become central to how workers define hybrid arrangementsEpisode highlights[00:11:54] What is"hybrid working"?[00:17:14] Is hybrid always a positive?[00:23:39] What do workers want?[00:24:31] Hybrid's benefits for inclusion[00:27:28] What hybrid is missing[00:30:57] Caveats on returning to the office[00:37:23] Matthew's guiding principle[00:40:50] Matthew's media recommendation[00:42:10] Takeaways from Dan and PiaLinksConnect with Matthew via LinkedInThe Prophet and the Idiot, by Jonas JonassonTrack 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 listenTo understand how poor treatment affects workplace performanceTo transform your perspective on workplace behaviour from an individual issue to a collective cultural challengeTo see how even the experts struggle with self-regulation in challenging situations, and what to do when that happensEpisode highlights[00:10:40] How behaviour impacts performance[00:14:03] Even the experts get it wrong[00:18:31] What is univil behaviour?[00:21:42] Why civility matters in business[00:23:10] When is it time to change your behaviour?[00:33:14] The case against hot takes[00:35:45] What to do next[00:38:13] Chris' media recommendations[00:39:27] Takeaways from Dan and PiaLinksConnect with Chris via LinkedInCivility Saves LivesThe Culture Code, by Daniel CoylkeYou Can't Outrun the Radio, by Jonathan ByrdTrack 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 listenShift your thinking to create more opportunities for kindnessBuild stronger teams without defaulting to competitive behaviourCreate ripple effects of positive change by understanding how self-kindness and kindfulness influence team dynamicsEpisode highlights[00:11:24] When you're kind, you win[00:14:05] The scarcity mindset[00:17:06] How we can develop kindness[00:19:07] The myth of the business bastard[00:22:17] Psychological safety in teams[00:23:20] Case study: Timpson[00:27:37] How to build an abondance mindset[00:28:42] Kindness vs niceness[00:30:10] Case study: Jacinda Ardern[00:32:04] Kindness and difficult decisions[00:35:53] Kindness starts with you[00:37:57] Graham's media recommendations[00:40:18] Takeaways from Pia and DanLinksConnect with Graham via LinkedInKind: The Quiet Power of Kindness at Work – Graham’s most recent bookWhy Has Nobody Told Me This Before? by Dr Julie SmithMoral Ambition: Stop Wasting Your Talent and Start Making a Difference, by Rutger BregmanTrack 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 listenTo understand how business agility can help solve multifaceted problems in uncertain environmentsTo build effective teams that break down silos and harness diverse skillsTo focus on solving real business challenges rather than getting caught up in tools and terminologyEpisode highlights[00:09:16] The Agile mindset[00:13:46] Misconceptions around Agile[00:18:19] Agile people teams[00:23:05] Teams in name only[00:24:17] The challenges in adopting Agile[00:27:11] The evidence for Agile[00:31:58] Common objections to Agile[00:40:05] Leaders need to embrace complexity[00:41:26] What does "done" look like?[00:44:20] Protecting time for deep work[00:46:10] Where to start[00:48:58] Natal's media recommendation[00:50:35] Takeaways from Dan and PiaLinksConnect with Natal via LinkedInOn the Level – Margaret Heffernan’s Substack newsletterTrack and improve your team performance with SquadifyLeave us a voice note

Most change initiatives fail because they focus solely on technical aspects like planning, roles, and measures, while neglecting the human element – particularly the need for people to understand why changes are happening and to feel heard throughout the process.Jeffrey Wetherhold is a behavioral scientist who’s built his career around organisational change management. He transitioned from behavioural science to community health, and now runs his own change management consultancy.This conversation will help youBetter understand why traditional technical change management approaches often failRecognise and address the most fundamental barrier to organisational changeMove beyond labels like "resistant" or "averse" and focus on different perspectivesEpisode highlights[00:07:46] Understanding change management[00:11:21] When change feels weaponised[00:13:04] Overcoming resistance to change[00:15:05] Mmotivational interviewing.[00:17:47] Where to begin having the change conversation[00:23:12] Caught in the middle[00:27:01] The hierarchy of needs[00:30:30] What you can do today[00:32:44] Jeff's media recommendations[00:34:23] Takeaways from Dan and PiaLinksConnect with Jeff via LinkedInHow Minds Change: The New Science of Belief, Opinion and Persuasion, by David McRaneyBuild Something Better – The Raw Signal Group newsletterTrack and improve your team performance with SquadifyLeave us a voice note

Spiritual intelligence in leadership goes far beyond simply posting mission statements on walls - it's about cultivating fundamental qualities like purpose, gratitude, humility and presence that create genuinely harmonious and productive workplaces.Research shows that leaders who embrace these qualities build teams with higher morale, greater commitment, and even better financial results.Yosi Amram is an expert in spiritual intelligent leadership and a former Silicon Valley entrepreneur, leaving that role to become a clinical psychologist. His research on spiritual intelligence has been cited over a thousand times, proving that spiritual intelligence gets results.Three reasons to listenDiscover the 22 key qualities that contribute to better leadership and organisational outcomesUnderstand practical ways to reduce workplace toxicity and politicsExplore how qualities like gratitude and humility can transform team dynamics and create more harmonious work environmentsEpisode highlights[00:11:25] Spiritual intelligence[00:21:13] Separation of church and state[00:24:34] Separating from the ego[00:29:48] Internal family systems[00:31:32] Overidentifying with the job[00:33:51] Where to start[00:37:54] Yosi's media recommendation[00:39:06] Takeaways from Pia and DanLinksSpiritually Intelligent Leadership – Yosi‘s bookNo Bad Parts, by Richard SchwartzTake the Spiritual Intelligence assessmentTrack and improve your team performance with SquadifyAtomic Habits, by James ClearLeave us a voice note

Effective leadership remains fundamentally the same regardless of location. It's the context that changes, not the core principles. The key is to think “leadership first, location second".While the physical setting may vary, the essential aspects of human behaviour, interaction, and needs remain constant, making it crucial for leaders to maintain their foundational leadership skills while adapting to new working environments.Kevin Eikenberry is an author, business owner, speaker, and podcaster. He co-wrote The Long Distance Leader and runs the Remote Leadership Institute. He’s been leading remote teams for about 15 years and specialises in remote and hybrid leadership training.Three reasons to listenLearn principles that remain relevant even as workplace dynamics continue evolvingUnderstand why many leaders push for return-to-office, through a compassionate lensDiscover how the pandemic transformed leadership practices, particularly in developing greater empathy and attention to individual team member circumstancesEpisode highlights[00:07:59] Writing The Long Distance Leader[00:13:21] Why many leaders prefer to bring people back to the office[00:18:05] Recapturing the magic[00:21:57] The shifting social views of work in history[00:24:35] Mindset and skillset for remote leadership[00:27:34] The problem with "busy"[00:30:49] Intention without action[00:32:04] Flexible Leadership[00:34:37] Kevin's media recommendations[00:35:50] Takeaways from Pia and DanLinksThe Long-Distance Leader: Rules for Remarkable Remote and Hybrid Leadership, by Kevin Eikenberry and Wayne TurmelBuilding Confidence in Yourself & Others – Kevin’s free masterclass for podcast listenersThe Remarkable Leadership PodcastConnect with Kevin via LinkedInBooks by Og MandinoTrack and improve your team performance with SquadifyLeave us a voice note

Most managers are unprepared for their roles, with 82% having no management training at all. Effective team leadership needs structured, accessible tools to help managers build psychological safety, connection, and engagement with their teams.Jennifer Dulski is the founder and CEO of Rising Team, a software-guided interactive learning platform for managers to develop their teams. Rising Team helps leaders build insights and deeper connections with their teams through structured development kits and short sessions that can be conducted virtually or in-person.Three reasons to listenLearn how software is helping managers develop their teams more effectivelyUnderstand how to measure and improve psychological safety, connection, engagement, and retention in teamsDiscover practical tools for team development that work for both office teams and frontline workersEpisode highlights[00:10:01] Rising Team[00:21:26] The four Cs of developing leaders[00:23:20] The increase in overwhelming challenges faced by managers[00:26:50] "Can every manager really do it?[00:29:50] Making space for different cognitive styles and skillsets[00:32:30] Create a personal user manual[00:34:45] Advice for senior execs[00:37:21] Jennifer's media recommendation[00:39:00] Takeaways from Pia and DanLinksConnect with Jennifer via LinkedIn6 Lessons All Leaders Can Learn From MaverickRising TeamA Path Appears: Transforming Lives, Creating Opportunity, by Nicholas Kristof & Sheryl WuDunnLessons in Chemistry – Jennifer’s TV recommendationTrack and improve your team performance with SquadifyLeave us a voice note

Engagement surveys and team data are tools for understanding and supporting teams, not targets to achieve or sticks to beat people with.Simply gathering data for the sake of a good score is counterproductive and potentially disengaging. This information should be used to genuinely understand team dynamics, spot trends, and identify areas where support is needed to build authentic engagement and commitment to the organisation.Jenni McNeil is the head of Information Security at Contact Energy in New Zealand. She leads a geographically diverse team focused on protecting the cyber resilience of the organisation. Jenni started in sales and became a manager at 25, switching to technology as an IT support technician before pivoting to cybersecurity.Her current team includes a mix of experience levels, from recent graduates to industry veterans with 25 years of experience, spread across different locations.Three reasons to listenLearn how to effectively monitor team dynamics in a remote work environment through digital listening and virtual water-cooler spacesUnderstand the true value of engagement surveys as tools for understanding workforce trends and identifying areas for support, not just scoring metricsDiscover strategies for managing geographically dispersed teams while maintaining connection without micromanagingEpisode highlights[00:08:53] Leading a geographically-spread team[00:11:21] Pros and cons of engagement surveys[00:18:24] Ethics of AI in employee engagement[00:24:17] What to read when gathering data[00:26:30] Holding the data lightly[00:29:17] Jenni's media recommendations[00:30:32] Takeaways from Pia and DanLinksConnect with Jenni via LinkedInA Court of Thorns and Roses, by Sarah J MaasIn Pursuit of the Secure Board (Spotify-only show)Track and improve your team performance with SquadifyLeave us a voice note

Organisational effectiveness isn't just about making team members more productive, but properly structuring teams and understanding how they work together.Small teams with high trust can make decisions quickly and maintain better context of what they're building, while being mindful of the cognitive load placed on members.Matthew Skelton is the author of Team Topologies. He developed patterns for team organisation and devops that were adopted by companies like Netflix and Accenture. His work focuses on how to structure teams effectively in organisations, particularly looking at concepts like team cognitive load and team interaction modes.Three reasons to listenLearn how small teams can achieve faster results and deliver value more effectively to usersUnderstand the principles behind Amazon's "two pizza team" approach, including how trust enables quick decision-making in small groupsDiscover how organisations often lack self-awareness and how this becomes a major obstacle to their successEpisode highlights[00:11:47] The road to Team Topologies[00:17:18] Why collaboration is not the only answer[00:22:05] Creating flow for small teams[00:23:34] Making work humane[00:28:10] The Uswith example[00:30:45] Alternative schools of thought[00:34:56] Impact on team leaders[00:37:31] Conway's law[00:40:48] Decoupling of teams and architecture[00:46:08] Matthew's media recommendations[00:48:59] Takeaways from Pia and DanLinksTeam Topologies: Organizing Business and Technology Teams for Fast Flow –Matthew’s bookThe jazz ensemble: the ultimate team? – We Not MeTeam Topologies’ Uswitch case studyConway's lawEmpowered Agile Transformation: Beyond the Framework, by Alexandra StokesArchitecture Modernization, by Nick TuneFrozen II (2019)Leave us a voice note

AI technology has the potential to enhance team dynamics and human relationships… if used thoughtfully. In this episode, Dan and Pia explore how AI can help with team communication and collaboration, while raising questions about finding the right balance between AI assistance and maintaining genuine human connection.For this episode, Dan and Pia are joined by ChatGPT, using OpenAI's advanced voice technology to participate in the conversation and provide answers to questions. ChatGPT is assisted by Squadify’s Chief Technology Officer Ian Smith.Three reasons to listenExplore the challenges of hybrid teams and practical strategies for maintaining effective communication when team members work from different locationsDiscover approaches for transforming groups from "Teams in name only" into truly collaborative teams that achieve shared goalsSee where ChatGPT excels and falls down when answering questions (and how well it can maintain accents)Episode highlights[00:10:41] The challenges faced by hybrid teams[00:12:42] Teams in name only[00:15:11] Dealing with difficult team members[00:19:38] The ideal size of a team[00:21:07] Challenges faced by cross-functional teams[00:22:50] Qualities of high-performing leaders[00:24:18] ChatGPT's book recommendation[00:25:55] Takeaways from Pia and DanLinksThe Wisdom of Teams: Creating the High-Performance Organization, by Jon Katzenbach and Douglas SmithResearch by Richard HackmanThe Five Dysfunctions of a Team, by Patrick LencioniTeam of Teams: New Rules of Engagement for a Complex World, by Stanley McChrystalTrack and improve your team performance with SquadifyLeave us a voice note