Redefiners

After four years and 100 episodes of extraordinary conversations with world-class leaders, what are the most powerful leadership lessons that have emerged? In this milestone episode, hosts Simon Kingston and Marla Oates dig through the Redefiners archives to share the top 10 leadership insights.   From Ruth Porat's revelation that not having a rigid career plan was her secret weapon, and Debra Martin Chase's unshakeable determination in Hollywood, to Will Guidara's $2 hot dog that redefined hospitality excellence—these aren't just inspiring anecdotes. They're battle-tested lessons from leaders who've built careers with real impact across technology, finance, entertainment, hospitality, and global governance.  Simon and Marla reveal their most memorable moments from conversations with CEOs like Adena Friedman at Nasdaq, Brad Smith at Microsoft, Tony Capuano at Marriott, and Dr. Ngozi Okonjo-Iweala at the World Trade Organization. They explore how these leaders navigated everything from AI transformation and crisis management to building authentic cultures and making unpopular decisions.  "Do people need to learn before they leap? I actually think they need to leap in order to learn.” – Brad Smith, Microsoft Vice Chair and President   Four things you'll learn from this episode: Why the most successful leaders embrace uncertainty and leave their doors open to unexpected opportunities How to build the resilience and grit needed to navigate setbacks and transform failure into your competitive advantage The critical importance of putting people first during times of crisis and organizational transition Why authentic leadership—being unapologetically yourself—creates the strongest foundation for long-term successFeatured leaders: Ruth Porat, President and Chief Investment Officer, Alphabet and Google Adena Friedman, Chair and CEO, Nasdaq Debra Martin Chase, Film and Television Producer Brad Smith, Vice Chair and President, Microsoft David Rubenstein, Co-Founder and Co-Chairman, Carlyle Group Dee Caffari, Record-Breaking Yachtswoman Dr. Ngozi Okonjo-Iweala, Director-General, World Trade Organization Tony Capuano, President and CEO, Marriott International Bill Roedy, Former Chair and CEO, MTV International Sarah Mensah, President, Jordan Brand Will Guidara, Restauranteur and Author  

C-suite executives face an unprecedented cascade of simultaneous challenges—AI transformation, regulatory upheaval, geopolitical instability, and economic turbulence. Unlike previous generations who weathered single crises, today’s leaders must navigate sustained uncertainty that many have never experienced before.  So, how can the right mentor transform leadership under pressure? And what makes mentorship relationships truly effective for senior executives?  In this episode of Leadership Lounge, we talk to three of our trusted advisors—Kurt Harrison, Amanda Foster, and Jeffrey Cheng—who share their perspectives on: Why seeking the support of a mentor doesn’t equate to weakness Why finding mentors with experiential alignment is more important than industry experience Why vulnerability and authenticity are critical in building fruitful mentor-mentee relationships The common mistakes leaders make when entering mentorship engagements  "Mentorship is not remedial. It's developmental, and it's all part of an agile, constantly learning mindset, which keeps executives fresh in how they look at the future rather than looking backwards."  Amanda Foster, Leadership Advisor, Russell Reynolds Associates  Four things you'll learn from this episode: Seek mentors who've weathered multiple crises—their battle-tested wisdom is invaluable when facing today's sustained uncertainty. Mentorship isn't remedial—it's about gaining fresh perspectives that keep even experienced leaders sharp. Having an external mentor means a leader can be vulnerable without career consequences—they can discuss real struggles openly. Come prepared with clear goals and be genuinely open—mentorship is a relationship, not a transaction. In this episode, we will cover: (00:01:56) How sustained uncertainty differs from episodic crises and why this changes mentorship needs (00:04:02) Why cross-industry mentor-mentee pairings are often the most successful (00:10:07) The importance of building authentic mentorship relationships (00:14:18) How external mentors provide objective perspectives often impossible internally (00:15:48) Strategies for maximizing value from mentor relationships through preparation and goal-setting  A closer look at the research from this episode: Global CEO Turnover Index | Russell Reynolds Associates Global Leadership Monitor | Russell Reynolds Associates 

Transformation is no longer a project with a distinct beginning, middle, and end—it's the water leaders swim in. For leaders, the ability to lead through perpetual transformation has become mission critical.   In this episode of Leadership Lounge, we talk to four of our trusted advisors—Bob Marcus, Hetty Pye, Sean Dineen, and Alain Ishak—who share their perspectives on: How to build cultures that thrive on continuous change without burning out teams The evolution from decision-maker to enabler and why this identity shift can be psychologically challenging for leaders What "AI-ready leadership" looks like and how to move beyond the pilot phase The balance between top-down conviction and bottom-up creativity in transformation efforts   "Organizations change when people change, and people change when leaders change. Leaders need to role model and project the changes they want to see in the world." Bob Marcus, Leadership Advisor, Russell Reynolds Associates   Four things you'll learn from this episode: The most effective leaders maintain a consistent, compelling vision while demonstrating tactical agility—providing direction and stability even when the path forward requires continuous course correction. Leaders must flex different muscles and manage competing polarities depending on context to effectively spearhead transformation—sometimes leading from the front, sometimes from behind, balancing disruption with pragmatism. The shift from expert decision-maker to enabler requires leaders to accept that their value comes from asking better questions, rather than having all the answers. Organizations can have the best technical infrastructure, but without leaders who embrace AI and role model its use in strategy, decision-making, and operations, transformation efforts will fall flat.   In this episode, we will cover: (00:00:08) Why traditional five-year roadmaps no longer work in today's accelerated business environment  (00:03:03) What perpetual transformation means and why it's become critical for survival (00:06:52) Why leaders must view C-suite colleagues as their first team. (00:08:36) The importance of productive conflict and unified decision-making (00:11:30) Why culture change is 70% of transformation success (00:13:18) What AI-ready leadership looks like in practice (00:15:42) How to move beyond the AI pilot phase (00:17:27) Strategic disruptors and their role in challenging the status quo   A closer look at the research from this episode: Strategy Decode and Activation, Russell Reynolds Associates, 2025 

While the terms “uncertainty” and “volatility” get thrown around a lot, they certainly describe what’s going on now in global markets, especially when it comes to private equity. In this episode of Redefiners, Clarke Murphy and Marla Oates talk with Bain Capital Co-Managing Partner John Connaughton to get his take on leading through change.   As someone who has successfully managed through several periods of volatility during his more than 36-year career with Bain Capital, John takes us through how he’s been able to look past current unpredictability with an eye towards the long term. He shares tips and key learnings on how to increase adaptability and agility across the firm, including AI adoption and transformation. He talks about recruiting and retaining top talent, and the top traits he looks for in leaders. Plus, he shares his thoughts on how universities can help redefine the skills needed for next generation leaders to excel in a rapidly changing world.  We'll also hear from Chris Davis, a leadership advisor in our New York City office, who will discuss the critical leadership traits financial services CEOs need to master AI transformation.   Four things you’ll learn from this episode: How to find and keep the best talent, including the top traits to look for in leadership How to build resilience and adaptability in teams to deal with uncertainty and change How technology and AI impacts investment strategy and growth How educational institutions need to redefine what skills will be needed in a rapidly changing world

The world has gone through several technology transformations in the past 30+ years. From the launch of the Internet to the rise of mobile, cloud computing, digital transformation, and now AI transformation. In our second live recording of Redefiners, Clarke Murphy goes in-studio at Goldman Sachs to talk with someone who’s been through it all and continues to lead through change.  As CIO at Goldman Sachs, Marco Argenti is redefining how business is done with the help of AI at one of the world’s leading financial services firms. Marco takes us through his career in tech leadership roles at AWS, Nokia, and now Goldman Sachs, and shares his key lesson of focusing on the “why” before figuring out the “what” and the “how” when it comes to creating IT solutions. He discusses the three leadership skills that are critical when it comes to AI and how to balance the pace of AI business adoption with employee demands for faster change. He also talks about his commitment to cancer research and how AI will be a game changer when it comes to accelerating both research and new treatments.  We'll also hear from Jennifer Flock, a leadership advisor in our Paris office, who explores what it takes for leaders to build transformation capabilities that last.  Four things you’ll learn from this episode: How to manage the pace of change and growing expectations of AI What are the key business challenges AI is helping to solve now and how will that evolve in the near future How leaders need to redefine how they manage a hybrid workforce of people and AI agents and how to create a cross-functional approach to AI across the C-suite  How AI is accelerating cancer research and treatment  If you enjoyed this episode, you might also like these Redefiners episodes: The Only Certainty Is Change: Nasdaq CEO Adena Friedman on AI, Innovation & Market Evolution Leadership Lounge: Unleashing AI’s potential: Are you ready to lead the charge? AI or Die: A Conversation with Coveo Chairman and CEO Louis Têtu Leadership Lounge: How to Future-Proof Your Leadership Exploring the Art of Possible with Google and Alphabet President and Chief Investment Officer Ruth Porat

Today, leaders are working side-by-side with up to five different generations. This creates both significant challenges and unique opportunities for building cohesive, high-performing teams.  In this episode of Leadership Lounge, we talk to three of our trusted advisors—Kat Armstrong, Paco Ruiz-Maza, and Michelle Mion—who share their perspectives on:  The leadership behaviors that foster truly inclusive multi-generational cultures How to manage productive conflict that arises from generational differences Effective cross-generational knowledge sharing strategies, including mentoring and shadow boards How emerging leaders develop critical thinking skills alongside AI adoption How to navigate the tension between preserving legacy and embracing innovation  "It's managing conflict, not avoiding conflict. An adequately managed conflict, dispute, or conversation can be highly productive and enlightening for both sides." - Paco Ruiz-Maza Leadership Advisor, Russell Reynolds Associates  Four things you'll learn from this episode  Curiosity drives collaboration. Leaders who cultivate open dialogue and demonstrate genuine curiosity about different perspectives create environments where feedback flows freely in all directions, enhancing productivity across generations. Productive conflict is powerful. Rather than avoiding generational disagreements, effective leaders create channels for constructive conflict by parking formal hierarchies and viewing disagreement as an opportunity for innovation. Knowledge sharing works both ways. Innovative approaches like shadow boards and ‘skip meetings’ create valuable exchanges where both younger and more experienced team members learn from each other's unique perspectives and expertise. Balance AI with human judgment. While 86% of leaders are implementing AI, ensuring emerging leaders develop foundational critical thinking skills remains crucial—AI enhances but cannot replace human expertise and judgment. 

Born in France almost 50 years ago, Decathlon has grown into the world’s largest sporting goods retailer with over 1,700 stores in more than 70 countries. On today’s episode of Redefiners, Simon Kingston is joined by our new co-host, Marla Oates, as they sit down with former CEO of Decathlon Barbara Martin Coppola.  Barbara takes us through her globe-hopping journey in leadership roles across several industries, including technology, home furnishings, food delivery, and consumer electronics before she came to the CEO role at Decathlon. She talks about the need for a clear North Star to enable transformation, creating a culture of innovation, driving a circular product strategy, and redefining Decathlon’s customer experience in-store and online. Plus, as a member of the board of directors at INSEAD, she shares her insights on how educational institutions’ next generation leaders need to redefine what skills will be needed in a rapidly changing world.  We'll also hear from Pam Fitzpatrick, Global Head of Sustainability at Russell Reynolds Associates. Pam will discuss key insights from our 2024 Sustainability Report and the commitments we’ve made as a firm.  Four things you’ll learn from this episode: How a North Star and guiding purpose can shape overall business strategy and leadership development How to build a culture of innovation while maintaining a clear vision of quarterly, annual, and longer-term goals How a circular product strategy impacts product life cycle from design and distribution through end of life How educational institutions and young people need to redefine the skills needed in a rapidly changing world  If you enjoyed this episode, you might also like these Redefiners episodes: Paws, Purpose & Profit: A Conversation with Pets at Home CEO Lyssa McGowan Leadership Lounge: Beyond Handshakes – How to Build Trust and Transform Executive Team Performance Unpacking Leadership Lessons with Marriott International President and CEO Tony Capuano Leadership Lounge: What do top-performing teams have in common? Outwork the Competition: Jordan Brand’s Winning Strategy with President Sarah Mensah Leadership Lounge: How to develop your personal leadership brand 

Identifying and developing the next generation of leadership talent is critically important. No decision will have a bigger impact on the performance of an organization and its enduring legacy. Yet, many leaders struggle with effective succession planning.    In this episode of Leadership Lounge, we talk to three of our trusted advisors—James Diggines, Rebecca Slan Jerusalim, and Stacey Shapiro—who share their perspectives on: The critical first steps CEOs should take to build effective succession processes How to spot leadership potential beyond the obvious candidates Common succession planning mistakes that can derail organizations Strategies for keeping unsuccessful candidates engaged and motivated How succession decisions can transform organizational culture     "Too often succession is really a check the box exercise at a critical point in time, as opposed to having a long-term focus."Rebecca Slan Jerusalim, Leadership Advisor, Russell Reynolds Associates   Four things you'll learn from this episode: Timing is everything in succession planning. Start succession planning as soon as you step into a new leadership role. The longer the duration, the easier it is to develop internal talent. Succession isn't replacement—it's development. Effective succession encompasses long-term talent development. Organizations must actively identify and invest in key talent year-over-year. Keep your talent pipelines broad and dynamic. Resist the urge to quickly converge on one or two candidates. Business conditions shift, and what you need in a leader today may differ dramatically from what you need tomorrow. Transparency builds loyalty. When succession decisions are made, providing clear feedback and development opportunities to unsuccessful candidates can retain crucial senior talent.A closer look at the research from this episode: Board Culture and Director Behavior Study | Russell Reynolds Associates Global CFO Turnover Index | Russell Reynolds Associates Russell Reynolds Associates Global CHRO Turnover Index | Russell Reynolds Associates Russell Reynolds Associates  SHRM Succession Planning ROI Study | Society for Human Resources Management 

Many of us have heard the expression “doing good is good for business.” In this episode, Simon Kingston sits down with former MTV International Chairman and CEO Bill Roedy about how he put this concept into practice on a truly global scale.  Bill takes us on his journey of how he redefined broadcast television, launching the most channels in television history with more than 200 global channels and 20 brands, including MTV, Nickelodeon, Comedy Central, and numerous others. He discusses how and why he started MTV’s Staying Alive Foundation, Suga, and other social responsibility initiatives to realize the ethos of “doing good is good for business.” And Bill shares his journey from West Point to MTV to GAVI and beyond.   We'll also hear from Andrew White, a leadership advisor who specializes in executive assessment and development, who will discuss why curiosity and adaptability are essential leadership traits in today's business environment.  Four things you’ll learn from this episode: Why doing good is good for business and how to achieve it at scale How to navigate the various challenges when launching a media startup How to deal with uncertainty and risk to realize global growth  How to adapt a business background to serve in global non-profits and NGOs If you enjoyed this episode, you might also like these Redefiners episodes:Talking Transformational Leadership with RRA’s CEO Constantine Alexandrakis Leadership Lounge: Boardroom Bound: How to Navigate Your Journey from Executive to Board Director Action Creates Hope: A Conversation with IRC President and CEO David Miliband Leadership Lounge: How to develop your personal leadership brand The Business of Football with Los Angeles Rams COO Kevin Demoff Leadership Lounge: Advice on when—and how—to weigh in on social issues

Today's senior executives operate in an environment where trust has never been more critical, or more fragile. According to the latest Edelman Trust Barometer, trust in business leaders is at an all-time low, with people's fear that business leaders are dishonest increasing by 12% in the last year.  So, as a leader, how can you cultivate trust within your team and organization?  In this episode of Leadership Lounge, we talk to three of our trusted advisors—Henryk Krajewski, Emmy Melville, and Ilana Abramowicz—who share their perspectives on: How trust is evolving in today's fast-paced business environment The specific behaviors that distinguish highly trusted executives Practical strategies for building and rebuilding trust within teams How to accurately assess trust levels rather than relying on gut feeling  “Don’t take somebody else’s credit. If you make a mistake, you own it. You don’t bury somebody else.”Ilana Abramowicz, Leadership Advisor, Russell Reynolds Associates  Four things you'll learn from this episode:Trust is built on consistency. You need to demonstrate that you can follow through on your promises and commitments, no matter how small. Trust isn’t something that’s nice-to-have in an organization. It needs to be intentionally built at a foundational level. Transparent communication is vital for trust—sharing relevant information openly, explaining decisions clearly, and being forthright about challenges creates a culture where trust can flourish. Trusted leaders give credit, own mistakes (even if minimal), and maintain confidentiality.   In this episode, we will cover: The four fundamental components that make up trust in the leadership context Why trust should be a foundational priority rather than an afterthought Why trust is critical for accelerating decision-making and enabling productive conflict The ‘1% rule’ for initiating trust repair when relationships have fractured The connection between trust and concrete business outcomes How differing trust languages can create unintended barriers within teams Why timing is critical in addressing trust breaches before they become permanent  A closer look at the research from this episode: Edelman Trust Barometer  How CEOs Can Build and Maintain a High-Performing C-suite | Russell Reynolds Associates The New CEO | Russell Reynolds Associates 

When it comes to global financial markets, the only certainty is the likelihood of uncertainty and change. The world is in a period of transformation on multiple levels fueled by AI and technology innovation, shifting economic policies, and infrastructure modernization. At the foundation of all of this transformation is the unrelenting need for long-term capital.  In today’s special in-studio episode, Clarke Murphy sits down with a leader who’s not only deftly navigating her organization through change in her role as Nasdaq CEO, but she’s doing it all at the speed of global capital. Adena Friedman talks about Nasdaq’s evolution from the world’s first electronic stock exchange to its current role as a global technology company serving the broader financial system and capital markets. She digs into her career journey from intern to CEO at Nasdaq, how Nasdaq stays on the leading edge of technology and innovation, and how to compete for and keep top tech talent. And she discusses the $80 trillion investment opportunity to bring every society in every economy forward to face the realities of the world that we're living in today.  We'll also hear from Tristan Jervis, a leadership advisor specializing in AI transformation, who will discuss the four critical steps CEOs can take to build AI-powered organizations.  Four things you’ll learn from this episode: Adena’s personal story, career and leadership journey, and advice on how to navigate change and uncertainty What to do to take advantage of impending changes to the global economy  How to nurture and grow a culture of innovation to stay ahead of disruption How Nasdaq competes for and keeps top tech and AI talent   If you enjoyed this episode, you might also like these Redefiners episodes: Talking Tough Decisions with TCW President and CEO Katie Koch Leadership Lounge: How to Future-Proof Your Leadership Elections, Geopolitics, and Global Business: A Conversation with Former President of the European Commission José Manuel Barroso Leadership Lounge: Unleashing AI’s potential: Are you ready to lead the charge? Private Investment Guru David Rubenstein Goes Public on How to Be a Successful Leader & Investor Leadership Lounge: What do top-performing teams have in common? 

Today's board directors operate in a complex business landscape, balancing strategic guidance, technological innovation, and heightened governance expectations. They must provide critical leadership while navigating rapid change and increasing stakeholder scrutiny.  So, as an executive, do you have what it takes to thrive in a board role? And how can you maximize your impact once you're there?In this episode of Leadership Lounge, we talk to some of our trusted advisors—Maggie Benkert, Edward Mason, and Rusty O'Kelley—who share their perspectives on: How to evaluate whether a board opportunity is the right fit What board chairs are looking for in new directors The behaviors that set exceptional board directors apart How to build effective relationships with fellow board members  "I advise clients and candidates to be really selective about taking a board role. You want to find an opportunity where you can add considerable value, but it's also developmental or stretching for you, and helps support you in your career."  Ed Mason, Leadership Advisor, Russell Reynolds Associates.  Four things you'll learn from this episode:Be strategic and selective when pursuing board opportunities. Ensures it aligns with your career goals, skills, and values. Board selection committees value ‘T-shaped’ leaders who bring both breadth across strategic decision-making and depth in specialized focus areas. The most effective board directors demonstrate five key behaviors: sound judgment, constructive engagement, integrity, asking the right questions, and bringing independent perspectives. Don’t underestimate the importance of building strong connections with fellow board members. Small gestures can make a big difference.   In this episode, we will cover: What questions executives should ask themselves before pursuing board opportunities. Three key things boards look for when appointing new directors. The importance of speaking the language of governance rather than management during board interviews. Practical strategies for building relationships with fellow board members. How to maximize your contribution and stay effective throughout your board tenure.  A closer look at the research from this episode: 2025 Board Culture and Director Behavior Study, Russell Reynolds Associates

The global pet industry is expected to grow from $320 billion today to nearly $500 billion by 2030, as more pet parents treat their pets like their own children, often sparing no expense on their pets’ nutrition, health, and wellness.   As we celebrate International Women’s Day, today’s episode features a conversation with Simon, Hoda and Lyssa McGowan, CEO of Pets at Home, the UK’s leading pet care business. Lyssa will “shed” some light on how she’s “grooming” Pets at Home for growth by creating an omnichannel pet care platform in the UK. She talks about how she balances keeping what works in a purpose-driven organization while adding new capacity in data and technology. She’ll also share her insights on how and when she uses customer feedback to develop new products and services.  We'll also hear from Hetty Pye, leadership advisor and co-founder of RRA Artemis, a movement designed to accelerate the development of women from the world’s most influential organizations into the CEO seat. Hetty will discuss our latest research on the media’s representation of women CEOs.   Four things you’ll learn from this episode: What are the key barriers getting in the way of more women becoming CEOs and how to get past them How to lead through rapid scaling and a subsequent slowdown  How a unified customer platform, data, and AI create consistent customer experience at scale  What role customer feedback plays in shaping product and service innovations  If you enjoyed this episode, you might also like these Redefiners episodes: Exploring the Art of Possible with Google and Alphabet President and Chief Investment Officer Ruth Porat Leadership Lounge: How to develop your personal leadership brand Talking Tough Decisions with TCW President and CEO Katie Koch Leadership Lounge: Why are there so few women in the CEO seat? Leadership Lounge: How to nail your first year as CEO Outwork the Competition: Jordan Brand’s Winning Strategy with President Sarah Mensah 

The world needs more metals, minerals, and natural resources to fuel the global economy, power the energy transition, and feed a growing population. As the CEO of the world’s largest mining company, BHP’s Mike Henry is redefining his business in a competitive industry which is projected to grow to $2.8 trillion by 2028.  In today’s episode, Clarke digs into Mike’s leadership lessons and insights, including his career journey, his CEO transition in the midst of two major crises, and the advantages of being a global citizen living and working in multiple countries. Mike shares how he balances growth alongside risk, safety, and respecting communities in the company’s mining efforts. He also talks about the BHP Operating System, which serves as the foundation for how BHP’s 90,000 employees continuously improve and make decisions in the face of uncertainty on a day-to-day basis.   Four things you’ll learn from this episode: How BHP is decarbonizing and becoming more sustainable while meeting growing global demand How an Operating System can help ground company culture and drive continuous improvement across the organization How to balance growth with risk, safety, and working with local governments and communities How technology and an internal venture capital arm can power a culture innovation  If you enjoyed this episode, you might also like these Redefiners episodes: Talking Transformational Leadership with RRA’s CEO Constantine Alexandrakis AI or Die: A Conversation with Coveo Chairman and CEO Louis Têtu Leadership Lounge: How to develop your personal leadership brand Waste In, Shareholder Value Out: A Conversation with WM President and CEO Jim Fish Putting Sustainability Talk into Action with former Enel CEO Francesco Starace Leadership Lounge: What do top-performing teams have in common? How the Barely Possible Can Overcome the Barely Solvable with First Mode’s Chris Voorhees 

We explore how family enterprise leaders can strike the right balance between preserving their organization's legacy and adapting to an evolving business landscape.  How can family enterprise leaders stay ahead in a fast-changing world?  Family enterprises are the backbone of economies worldwide, but their leaders face an increasingly critical challenge: how to preserve their organizations' legacies in a fast-changing world.  What makes some family enterprises thrive across generations while others struggle to adapt? How can leaders maintain what made their organization successful while meeting the demands of a new business landscape? And what skills will the next generation of family enterprise leaders need to navigate an increasingly complex future?  In this episode of Leadership Lounge, we talk to some of our trusted advisors—Justus O'Brien, Anupama Puranik, Diego Esteban, and Peter Gramkov—who share their perspectives on: How successful family enterprises maintain their core values while adapting to market changes Why engaging the next generation is critical for innovation and growth How to navigate tension during periods of transformation What skills future family enterprise leaders will need to thrive  "One key skill that leaders need is emotional intelligence. You need to understand what is going on in the family. You need to understand the values. But it's super important not only to understand potentially one generation, but several generations.” Peter Gramkov, Leadership Advisor, Russell Reynolds Associates.  Four things you'll learn from this episode  Values and traditions are the heart of every family enterprise. Next-generation leaders must understand the importance of carrying them forward.  Keeping pace with transformation can be the difference between whether a family enterprise can endure across generations—or not. The most successful family enterprises approach succession proactively rather than in reaction to a leadership departure or crisis. Exceptional family enterprise leaders combine strong business acumen with emotional intelligence, active listening, and the confidence to challenge constructively.  In this 17-minute episode, we will cover: (00:01:31) How successful family enterprises balance preservation and progress (00:06:06) The role of independent board directors in driving change  (00:09:23) How to create personalized development paths for future leaders  (00:12:20) Why active listening skills are critical for transformation  (00:13:47) What the future holds for family enterprises globally  A closer look at the research from this episode: Family Enterprise Advisory  Global Leadership Monitor H1 2024  Listen now on Apple, Spotify, and YouTube.

Artificial Intelligence (AI) is a key topic in C-suite and board room discussions these days; one with the potential to redefine or at least impact every aspect of business and society. Leaders around the world and across industries are racing to figure out how to best implement the technology to gain efficiencies, increase productivity, and ultimately grow their business.   Today, Hoda and Simon talk with serial entrepreneur and Coveo Chairman and CEO Louis Têtu to help shed some light on how leaders can harness the power of AI in their business. With more than 25 years in the tech industry, Louis shares his perspectives on how leaders can take advantage of AI transformation and what mistakes to look out for. He’ll talk about the importance of AI ethics, and how leaders can navigate the culture change that AI brings to an organization. He’ll also share how AI and GenAI can create better experiences for their customers and employees. And as someone who’s worked with and served on several boards, he’ll talk about what goes into building a successful board and the power of optimism.  We'll also hear from Harpreet Khurana, Chief Digital and Data Analytics Officer at RRA. Harpreet will outline the risk when organizations don’t use AI ethically and sets out RRA’s people-first approach to responsible AI. Read more about our RRA’s Responsible AI Principles.   Four things you’ll learn from this episode: How leaders can leverage AI in their organizations and how that might impact how they lead their teams What leaders need to keep in mind when it comes to AI ethics and culture change What goes into building a successful board Leadership tips on building a successful company  If you enjoyed this episode, you might also like these Redefiners episodes: Talking Transformational Leadership with RRA’s CEO Constantine Alexandrakis Exploring the Art of Possible with Google and Alphabet President and Chief Investment Officer Ruth Porat Leadership Lounge: Unleashing AI’s potential: Are you ready to lead the charge? Driving Transformation with Volvo Cars President and CEO Jim Rowan Leadership Lounge: How can leaders succeed in a Gen-AI-driven world? A Front Row Seat to the AI Revolution with Microsoft Vice Chair and President Brad Smith – Part 1 and Part 2 

In today’s fast-paced, competitive business landscape, hiring and developing future-ready, transformational C-suite leaders is critical to organizational success. Making the wrong hiring decision can often lead to higher costs, damage to workplace culture, or worse. So what are the key things to keep in mind as you think about the leaders who can help take your organization to the next level?   In our first episode of Season 5, Simon sits down with Russell Reynolds Associates’ own CEO, Constantine Alexandrakis, to talk about what to look for in transformational C-suite leaders and how to use leadership assessment tools – like RRA’s Leadership Portrait – to find them. He’ll reveal how to take the next step in building transformational teams and what makes them successful. He’ll also share tips from his own CEO journey and the steps he took to prepare for that transition to nail his first year in the role.   We'll also hear from Erin Zolna, a leadership advisor in our New York office, who will outline our latest research on the skills that leaders need in a fast-changing world.  Four things you’ll learn from this episode: How to start well when stepping into a new CEO role How to assess transformational leaders and why it’s important before they take on leadership roles What makes transformational teams different and how they operate What C-suite leaders are thinking about AI and the top challenges they’re facing  If you enjoyed this episode, you might also like these Redefiners episodes: Exploring the Art of Possible with Google and Alphabet President and Chief Investment Officer Ruth Porat Leadership Lounge: How to Future-Proof Your Leadership Talking Tough Decisions with TCW President and CEO Katie Koch Leadership Lounge: How to nail your first year as CEO Unpacking Leadership Lessons with Marriott International President and CEO Tony Capuano 

Leaders have to make tough decisions and overcome adversity, often navigating through uncertainty and challenges along their leadership journeys. In this final episode of 2024, we’ll take a look back at the conversations we’ve had with the incredible leaders who joined us on Redefiners this past season to share their leadership stories and insights.   Hoda and Simon dig into the Season 4 archives to highlight how guests have led, and in some cases redefined, their organizations in an unprecedented year of change. Topics include AI and tech transformation, CEO transitions, geopolitical uncertainty and national elections, boards, climate change and sustainability, and more. And continuing our end of year holiday tradition, Hoda and Simon put themselves in our guests’ shoes to answer some fun end of year rapid fire questions.  Redefiners will return with more conversations with global leaders in January 2025, so be sure to follow and subscribe to the podcast so you don’t miss an episode!   In the meantime, you can listen to and watch all Redefiners episodes at https://www.russellreynolds.com/en/insights/podcasts/redefiners or wherever you get your podcasts.  Happy holidays! 

Change is something all leaders deal with at various points in their careers. Whether it’s technological change, organizational change, or perhaps even changing careers or industries. Our guest today has managed through all of that change and more.  In today’s episode, Clarke and Hoda talk with Ruth Porat, President and Chief Investment Officer at Alphabet and Google. Ruth shares her story of career change, transitioning from her long-time role as CFO at both Morgan Stanley and Google to leading investments and philanthropic efforts at Google. Through it all, she talks about how she’s led through both business and personal change and uncertainty – including the financial meltdown in 2007-2008 when she was with Morgan Stanley, the fast-paced change that comes with technology transformation at Google, as well as her own personal battle with cancer. She’ll also talk about the promise of AI, especially in science, healthcare, education, climate, and other key areas.   We'll also hear from Robert Voth, a Managing Director in our Chicago office, who will discuss the critical challenge of CEO succession facing banking leadership today.   Four things you’ll learn from this episode: How to lead through uncertainty and change What steps leaders can take to ensure they’re preparing their organizations and people for the changes AI will bring What skills organizations should look for when it comes to finding technology and AI-enabled leaders How to consider future-looking investment swings when there’s no guarantee they’ll pay off  If you enjoyed this episode, you might also like these Redefiners episodes: Science Fiction to Science Fact: A Conversation with Sanofi CEO Paul Hudson Reimagining Patient Care: A Conversation with Healthcare Innovator Ashley McEvoy Trust Your Gut: AXA’s Thomas Buberl Talks Transformation and Reinvention Talking Tough Decisions with TCW President and CEO Katie Koch From Server to COO: Kat Cole’s Journey to the Top 

We share how leaders can master the art of giving and receiving regular, effective feedback—and the benefits when they get it right.  As the end of the year draws closer, you’re likely reflecting on your team’s performance—and how to give feedback that helps your leaders develop and improve. But, these types of conversations aren’t always easy to navigate.   So, what skills are important to hone when giving feedback? And what are some of the common pitfalls you may encounter when having these honest conversations?    But it’s not just about giving feedback. It’s also important that you’re getting the feedback you need to develop. So, how can you encourage honest, upward feedback? And what benefits will you see when you act on it? In this episode of Leadership Lounge, we talk to some of our trusted advisors—Dee Fitzgerald, David Lange, and Silvia Lago—who share their perspectives on:    How to give actionable upward feedback What to do when someone disagrees with you during a feedback session The skills required to receive feedback effectively  How leaders can create a feedback-rich culture.   “If the direct report feels like there's an environment of psychological safety…upward feedback actually becomes something that a direct report will offer regularly and proactively to their leaders.”  David Lange, Leadership Advisor, Russell Reynolds Associates.   Listen now on Apple, Spotify, and YouTube.    Four things you’ll learn from this episode   Effective feedback focuses on specific behaviors, not personality. Frame feedback constructively to enable growth and development, avoiding subjective or contradictory comments. Creating a culture of psychological safety is essential for encouraging honest, upward feedback, which requires leaders to actively solicit input at all levels. It’s important to hone key skills, including actively listening to feedback, asking clarifying questions, and approaching it as a collaborative dialogue, rather than defensively. Integrating feedback into regular interactions, rather than relying on annual reviews, and seeking diverse perspectives through mentors or team debriefs, helps leaders continuously grow and innovate.  In this 17 minute episode, we will cover:   (1:32) How leaders can frame their feedback to ensure it’s delivered effectively.  (3:09) Why it’s critical feedback is a two-way conversation.  (5:06) What’s at the root of all effective upward feedback.   (7:18) The two key ways CEOs can generate constructive, unfiltered feedback.  (9:53) Why nothing should come as a surprise at an end-of-year review.    (10:33) Why active listening is such an important trait for leaders receiving feedback.  A closer look at the research from this episode:   Walk the Talk: Inclusive Leadership Development Moves the Needle On DE&I | Russell Reynolds Associates  Listen now on Apple, Spotify, and YouTube.