Hosted by Claire Gray, Leadership & Team Coach and Facilitator, this podcast is here to support you as a leader, no matter what your experience level, with bite-sized leadership learnings. Packed with practical tools, tips, actions and insights, that you can immediately apply, so you can lead confidently now.
Where does a leader’s time actually go? It is not only swallowed by meetings and email. Some of the biggest drains on our time never appear in the calendar. In this episode of the Thriving Leaders Podcast, I speak with Neal Schore, co-founder and CEO of The 25th Hour Group, former founder, president and CEO of Triton Digital, executive coach and author of The 25th Hour: How to Thrive (And Gain Ridiculous Amounts of Time) by Getting Out of Your Own Way. Neal challenges the way we typically think about time management. What if the problem is not simply an overloaded calendar, but the patterns quietly consuming our attention and energy? Neal offers a different perspective on where leaders lose time without realising it—and what it takes to break the pattern. In this episode, we cover: Why conventional time-management tactics only address part of the problem How fear, defensiveness and the need for control quietly consume time Why commiserating can masquerade as collaboration How asking yourself a simple question can prevent misinterpretation and improve performance How to stop reacting, interrupting or assuming the worst How the 10% meeting rule creates space and sharpens focus The words to eliminate from your vocabulary that can create avoidable ambiguity How small disruptions to familiar routines can strengthen awareness and creativity Why leaders need to become more comfortable with discomfort How probability-weighting a fear can stop hours of unproductive “swirling” Why “It’s my fault” is an exercise in agency rather than blame How a leader’s behaviour becomes a model for the wider team Neal’s message is not that leaders will never overthink or react defensively. It is that we can notice it sooner, manage ourselves more deliberately and stop giving away so much time. If you are working flat out but still feel as though there is never enough time, this conversation offers a different place to begin. Links and resources: Neal Schore on LinkedIn The 25th Hour Group The 25th Hour by Neal Schore SCARF Model by Dr David Rock Visit Thriving Culture website Brown, D. (2016). Compliance Test [video excerpt from Derren Brown: Pushed to the Edge]. Channel 4. Later released by Netflix as Derren Brown: The Push. Watch the excerpt on YouTube. Subscribe to the Thriving Leaders Podcast for practical conversations about leadership, team performance and creating thriving workplace cultures.
Why do some teams consistently outperform others, even when they have similar talent, experience and resources? The answer often isn't strategy, structure or capability. It's how people experience leadership every single day. In this episode, I'm joined by Kristy Macfarlane, Deputy CEO of Diversity Partners, executive coach and one of Australia's leading experts in inclusive leadership. Over the past decade, Kristy has helped hundreds of organisations build workplaces where people feel respected, trusted and able to contribute at their best. Before joining Diversity Partners, she led Diversity and Inclusion at NAB and has held leadership, talent and capability roles across Australia and the UK. This conversation goes well beyond diversity and inclusion. We explore the everyday leadership behaviours that shape team culture. The decisions leaders make in recruitment, performance conversations, promotions, meetings and feedback all influence whether people feel safe to contribute or quietly begin to disengage. Kristy shares practical examples that any leader can apply immediately. From reducing unconscious bias and creating fairer opportunities to encouraging different perspectives and strengthening psychological safety, this episode is full of practical leadership ideas that improve both team performance and wellbeing. In this episode, we cover What inclusive leadership actually looks like in practice The six behaviours shared by highly inclusive leaders Why psychological safety starts with everyday leadership decisions How unconscious bias influences recruitment, promotions and performance reviews Why leaders should focus on culture add instead of culture fit The "moments that matter" that shape trust and belonging Practical ways to support neurodiverse team members How AI could reduce bias or unintentionally reinforce it What "Sunflower Bias" is and why leaders should stop speaking first in meetings One simple question every leader can ask to better support their team Perhaps the biggest idea running through this conversation is that culture isn't created through policies or annual initiatives. It's built through hundreds of small leadership choices that most people barely notice. Who gets invited into the discussion. Who receives the stretch opportunity. Whose opinion gets heard. Whether curiosity replaces assumption. Those moments shape whether people feel confident to contribute, challenge ideas and do their best work. If you're leading people, this conversation will encourage you to look at your own leadership through a different lens. Learn more about Diversity Partners: Website: https://diversitypartners.com.au/ LinkedIn: https://www.linkedin.com/company/diversity-partners/ Connect with Kristy Macfarlane on LinkedIn: https://www.linkedin.com/in/kristy-macfarlane-934472109/
The pace of change isn't slowing down. AI continues to evolve, climate challenges are becoming more visible, organisations are under pressure to adapt, and many leaders are wondering how to make sense of it all. The question isn't whether things will change. It's whether we're willing to change with them. In this episode, I'm joined by Caroline Stokes, global leadership strategist, executive coach, Thinkers50 Radar Class of 2026 member, and author of Aftershock to 2030. Caroline has spent decades helping CEOs and leadership teams prepare for what's next, long before many of these conversations became mainstream. Together, we explore what leadership looks like in a world where technology is accelerating, information is everywhere, and certainty is becoming harder to find. Rather than trying to predict every change ahead, Caroline challenges leaders to build the capability to continually adapt, learn and reinvent. In this episode, we cover: Why reinvention is becoming one of the most important leadership capabilities What polymathic leadership means and why systems thinking matters How curiosity helps leaders make better decisions in complex environments Why AI should strengthen human leadership, not replace it The growing importance of collaboration across teams, functions and organisations Practical advice for leading people through change without leaving them behind Why organisations need new operating systems, not just new technology How leaders can prepare themselves and their teams for a future that is constantly evolving There is so much conversation right now about AI, the future of work, and what leaders need to do differently. What I appreciated about this discussion is that it goes beyond the technology itself. It's really a conversation about how we think, how we learn, and how we prepare ourselves and our teams for a future that will continue to evolve. If you're leading through change, or simply trying to make sense of everything that's happening around us, I think you'll really enjoy this conversation with Caroline.
What if the answers to some of your biggest leadership challenges are already sitting inside your team, but nobody is saying them out loud? In this episode, I sit down with Jeff Wetzler, founder of Ask Approach, co-founder of Transcend, former Chief Learning Officer at Teach For America, and author of Ask: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs in Leadership and Life . The reality is that the people around us know things we don't. They have ideas, perspectives, concerns, and feedback that could help us make better decisions, avoid mistakes, and navigate challenges more effectively. Yet so often those insights never get shared. Jeff has spent decades helping leaders understand why this happens and, more importantly, what we can do about it. In this conversation, we explore why people hold back what they're really thinking, how authority changes conversations, and the practical habits leaders can develop to hear more of what matters. We also dive into curiosity, listening, psychological safety, feedback, and what Jeff calls "the unspokens" that exist in every team and organisation. In this episode, we cover: Why people hold back feedback, concerns, ideas, and perspectives from leaders The hidden cost of the "unspokens" inside teams and organisations How power and authority make it harder for leaders to hear the truth The four things leaders are least likely to hear from their people Jeff's ASK Approach and the five practices that unlock collective intelligence Why curiosity is a choice, not a personality trait How to create environments that feel safe enough for people to speak up The difference between quality questions and the questions that shut down learning Why most leaders think they're better listeners than they actually are How to encourage more honest feedback, especially as you become more senior The role AI can play in helping leaders become more curious, reflective, and effective Many of the answers we are looking for already exist somewhere in the organisation. The challenge is that people don't always tell us what they know, what they're worried about, or what they're seeing. My favourite part was Jeff's perspective on curiosity. We often think of curiosity as something you either have or you don't. Jeff challenges that idea and offers a much more practical way of thinking about it. I also found myself reflecting on how easy it is, particularly when we're busy or under pressure, to move too quickly into problem-solving mode. Sometimes the most valuable thing we can do as leaders is pause long enough to ask another question. If you're leading a team and want to hear more of what people are really thinking, I think you'll get a lot from this conversation.
The way we think becomes the way we lead. Our habits, emotions, assumptions, and internal stories shape how we show up every day, often without us even realising it. In this episode, Sue Langley explores the science behind human flourishing and why understanding ourselves may be one of the most important leadership capabilities of all. I’m joined by Sue Langley, one of Australia’s leading experts in positive psychology, emotional intelligence, and neuroscience. Sue is the founder and CEO of The Langley Group and has spent decades helping leaders, teams, and organisations apply the science of human flourishing in practical and meaningful ways. She’s known for translating complex research into tools leaders can actually use every day. This conversation is packed with practical insights, powerful stories, and simple shifts that can help us better understand our emotions, strengthen our relationships, and lead with greater awareness and intention. In this episode, we cover: Why habits are not just behavioural, but also emotional and cognitive The neuroscience behind thought patterns and emotional regulation How leaders can strengthen emotional intelligence over time Why wellbeing directly impacts performance and decision-making The difference between powering through versus recognising emotional overload Why positive psychology is not about “being positive all the time” The role of psychological safety, empathy and emotional awareness in leadership How leaders can create healthier conversations and stronger relationships at work through active constructive responding Why accountability and wellbeing must coexist in thriving teams The importance of finding wellbeing strategies that genuinely work for you My favourite part of this conversation was Sue's discussion about active constructive responding. The questions we ask matter. When we respond with curiosity instead of judgement, possibility instead of limitation, we create space for better thinking, stronger relationships, and better outcomes. What might change if, instead of asking why something won't work, we started asking what could make it possible? If there’s one idea from this conversation that stayed with you, share this episode with someone who’d appreciate it too. Until next time, keep leading with curiosity and heart.
If you've been feeling stretched, reactive, or like you're constantly doing more without actually moving the needle, this episode is for you. I'm joined by Jennifer Garvey Berger, CEO and co-founder of Cultivating Leadership, Harvard-educated developmental psychologist, and one of the world's leading thinkers on adult development, complexity, and leadership. Jennifer is the author of four widely acclaimed books: Changing on the Job, Simple Habits for Complex Times, Unlocking Leadership Mind Traps, and Unleash Your Complexity Genius. I first came across her work through colleagues at Harvard Kennedy School, and I've been a fan ever since. This conversation goes deep on why complexity isn't just a business problem, it's a nervous system problem, and what leaders can actually do about it. We explore how polarity thinking reframes some of the most persistent tensions in organisations, why psychological safety isn't about comfort, and what it means to lead with embodied intelligence in a world where AI is changing everything. So many nuggests of gold in this episode. In this episode, we cover: Why complexity is experienced as a threat by the nervous system, and how that drives leaders and teams into reactive busyness instead of purposeful action The honest bind leaders are in right now: needing to project hope while being unable to guarantee anything What it really means to lead from the body, not just the head, and why Jennifer shifted from being a sceptic to a convert The power of polarity thinking: how holding two interdependent goods at once transforms cross-functional collaboration and team dynamics Why psychological safety is not about comfort, it's about the capacity to be in discomfort together How AI is changing the way we connect (including why nervous systems can't co-regulate through a screen the way they can in person) What thriving teams actually have in common: genuine liking, not just functional respect I loved this conversation for so many reasons, but the thing that really resonated with me was Jennifer's reframe of busyness. When leaders and team members say 'I'm just so busy right now', she suggests what they're really saying is 'I'm afraid.' And busyness becomes the modern response to a frightening world. It connects to something I see constantly in my work: leaders who are doing a lot, but not necessarily doing the right things. Pushing harder on what no longer works. Jennifer's reminder that doubling down is often a fear response, not a strategy, is one I'll be taking into my work with teams. Teams thrive when leaders slow down enough to actually show up. If this conversation sparked something for you, share it with a leader in your world who's navigating complexity right now. And if you haven't already, follow the Thriving Leaders Podcast so you never miss an episode.
Most of us know the feeling. There's someone at the table we don't agree with, don't particularly like, or don't quite trust, and the situation isn't going away. Whether it's a difficult peer, a misaligned executive, a stakeholder relationship that's gone a bit stale, or a cross-functional partnership that feels like it's going nowhere, the instinct is often the same: work around it, avoid it, or wait it out. And as Adam Kahane will tell you, that rarely works. Adam Kahane is founding partner of Reos Partners, a global organisation specialising in collaborative approaches to complex challenges. Over more than 35 years, he has worked in over 50 countries supporting governments, corporations, and civil society through some of the world's most difficult situations, from the democratic transition in post-apartheid South Africa to peace processes in Colombia. He is the author of six books, including the newly revised Collaborating with the Enemy: How to Work with People You Don't Agree with or Like or Trust (Second Edition, 2025), which carries a foreword from Nobel Peace Laureate Juan Manuel Santos. Nelson Mandela described his earlier work as addressing "the central challenge of our time: finding a way to work together to solve the problems we have created". In this conversation, Adam unpacks why working across difference is becoming harder just as it's becoming more essential, and what leaders can actually do about it. We explore his concept of "enemyfying", the limits of conventional collaboration, and why the real breakthrough in any difficult collaboration is rarely about changing the other person. In this episode, we cover: Why our capacity to work across difference is declining just as the need for it is increasing, and what's driving that gap What "enemyfying" actually means, why we all do it, and why it's such an unhelpful starting point for getting anything done The difference between conventional collaboration and stretch collaboration, and how to know which one your situation actually calls for Why telling people to "think of the whole" or "leave your interests at the door" is often unrealistic, and in many cases manipulative How complexity and conflict change the rules of collaboration entirely The four options we have in any difficult situation, and why collaboration is just one of them What Adam calls "The Click", the turning point moment that shifts a stuck group toward real progress The most practical thing you can do when you're tempted to keep telling someone they're wrong I loved Adam's framing that working with people we don't agree with, like, or trust is not a new idea at all. What's new is how much we've retreated from it, and how much the quality of our leadership, our teams, and our organisations depends on us getting better at it again. If this conversation resonated, share it with a leader or team navigating a difficult stakeholder relationship, a silo situation, or a collaboration that feels more stuck than it should be.
What if your team is using the same words, but imagining completely different futures? This conversation is a powerful reminder that alignment is not about sameness, it is about helping people see clearly, think together, and move forward with intention. In this episode, I’m joined by Rebecca Sutherns, trusted advisor, bestselling author, master facilitator, certified coach, and someone I deeply admire for the way she helps people unlock courage, clarity and momentum. With more than 25 years of experience, Rebecca works with mission-driven organisations to help leaders reimagine what’s next and get aligned on what matters most. In our conversation, we explore what it really takes to get people “watching the same movie” in teams and organisations. Rebecca shares why strategy needs more imagination, why leaders need to get clearer about the problem they are actually solving, and why waiting for perfect information can become the very thing that keeps teams stuck. This is such an important conversation right now because so many leaders are navigating complexity, competing perspectives, and decision fatigue. Rebecca brings a grounded, practical lens to all of it, and I think you’ll walk away with fresh ways to lead better conversations and better decisions. Let’s dive in. In this episode, we cover: Why teams can use the same words but still be picturing completely different futures How to create a vivid shared vision, not just another polished vision statement Why “what problem are we solving?” is one of the most important questions a leader can ask How to clarify decision-making criteria before people get attached to their preferred solution Why waiting for full information is often just a stall tactic in disguise How facilitation slows teams down at the beginning so they can move faster later Why thriving teams do not just predict the future, they help create it I loved this conversation because Rebecca puts language to something so many leaders experience but struggle to name. My favorite part was her reminder that alignment is not about making everyone the same, it is about making thinking visible so people can understand each other, challenge well, and move forward with intention. The future does not just happen to teams. The strongest teams help shape it. If this episode resonated with you, share it with a leader, facilitator or executive team who is working through complexity and trying to make better decisions together.
So many leaders are not short of ideas. What they are short of is space, confidence, and permission to bring those ideas to life. In fast-moving workplaces, creativity can feel like something we will get to later, but as Paul Fairweather reminds us in this conversation, later rarely comes. In this episode, I’m joined by Paul Fairweather, creative leadership speaker, workplace culture facilitator, former CEO of a 55-person architectural practice, award-winning architect, artist, and author of Bold, Brave, and A Bit Quirky. Paul helps leaders and teams reconnect with their creative confidence, not as a nice-to-have, but as a vital capability for problem-solving, connection, and innovation in a world increasingly shaped by AI. In our conversation, we explore what creativity really means, why so many capable people don’t see themselves as creative, and how leaders can create the conditions for more original thinking at work. We also unpack the tension between AI and human creativity, why uncertainty is part of the creative process, and what practical leaders can do to build more creative, thriving teams. This is such an important conversation right now, because in a world that is becoming faster, noisier, and more automated, the human skills of curiosity, creativity, courage, and connection matter more than ever. In this episode, we cover: Why creativity is often misunderstood, and why it is about far more than art How Paul defines creativity as identifying potential or opportunity, then fostering its development What leaders can learn from staying longer in uncertainty, instead of rushing too quickly to clarity The difference between using AI as a helpful tool, versus using it as a substitute for original thought Why many adults have had their creative confidence diminished over time, and how to rebuild it How simple, practical exercises can help teams think differently and unlock fresh ideas What thriving teams need in order to create, connect, and contribute more meaningfully together I loved Paul’s reminder that creativity is not just about ideas, it is also about the courage to do something with them. Thriving teams are not built by speed alone. They are built when leaders create enough safety, space, and confidence for people to think, experiment, and contribute in more meaningful ways. Creativity thrives when leaders make space for uncertainty, not just answers. If this episode resonated, share it with a leader, teammate, or creative thinker who needs a reminder that their ideas still matter. Until next time, keep leading with curiosity and heart.
Many leaders know collaboration matters, but far fewer have figured out how to make it work across silos, competing priorities, and complex stakeholder relationships. In this episode, I’m joined by Dr. Heidi Gardner, Distinguished Fellow at Harvard Law School, former Harvard Business School professor, Thinkers50 ranked thought leader, and co-author of Smart Collaboration and Smarter Collaboration. In this conversation, we explore what smarter collaboration really looks like in today’s workplace, and why working across boundaries is both more necessary and more difficult than ever. Heidi shares practical insights on trust, healthy conflict, over-collaboration, stakeholder alignment, and the leadership behaviours that create the conditions for innovation and high performance. In this episode, we cover: Why hyper-specialisation makes collaboration harder, just as the problems leaders face become more complex and multidisciplinary The importance of starting with a shared goal and being clear on each person’s role How over-collaboration drains time, energy, and trust in the very idea of collaboration Why conflict is not the problem, but unmanaged conflict is The difference between competence trust and character trust, and why both matter How leaders can create space for challenge, curiosity, and better decision-making under pressure Navigating collaboration within your team and cross-functional collaboration Practical ways to align with stakeholders, navigate conflicting priorities, and communicate progress toward big goals I loved Heidi’s reminder that collaboration is not about involving everyone in everything. It is about being intentional, drawing on the right expertise at the right moment, and creating enough trust for people to challenge each other without tipping into relationship conflict. Which is especially important in the complex environments teams are operating in. Smarter collaboration is not more collaboration, it’s better collaboration. If this episode resonated, share it with a leader or team who are navigating silos, stakeholder tension, or the complexity of cross-functional work. Links: Smart Collaboration Smarter Collaboration Collaborating with GenAI: Lessons from Heineken’s Use of the “PowerBot” Using GenAI as a Collaborative Teammate
Many leaders are working hard to build cultures of trust, connection, and performance, yet people still leave work feeling unseen, overlooked, or undervalued. In this conversation, I sat down with Zach Mercurio, researcher, speaker, leadership development facilitator, and author of The Power of Mattering and The Invisible Leader , to explore why the need to matter is so fundamental to how we experience work and leadership. What I loved about this conversation is that Zach brings together deep research with practical leadership insight. We explore why mattering is more than belonging or inclusion, how meaningful work is shaped through everyday interactions, and why psychological safety may actually be mattering in disguise. This is such an important conversation for leaders who want to build thriving teams where people feel seen, heard, valued, and needed. In this episode, we cover: (00:00) – Introduction (00:46) – Introduction to Zach Mercurio (02:20) – Why mattering is a fundamental human need (03:05) – The research behind meaningful work (35:23) – Belonging vs inclusion vs mattering (37:08) – Why do perks not matter (37:33) – Mattering and psychological safety (39:05) – How leaders become a secure base (44:47) – Recognition vs affirmation (45:13) – How to help people see their unique contribution (53:04) – The one question leaders should ask their team (53:52) – Final Thoughts This is a refreshing reminder that people do not just want to belong, they want to know they are significant. They want to feel seen, heard, valued, and needed, and when that happens, it changes how they show up, how they contribute, and how safe they feel to learn, speak up, and grow. It also made me reflect on how easy it is for leaders to focus on structure, process, and performance, while overlooking the small daily moments that communicate care and value. This conversation is a reminder that thriving teams are built in those moments. When people feel that they matter, they act like they matter. If this episode resonated with you, share it with a leader who is trying to build a more human, grounded, and psychologically safe team.
There is a lot of noise right now about artificial intelligence. Excitement. Fear. Big predictions about job losses. Quiet uncertainty in leadership teams. If you’re wondering what AI actually means for your team, your culture, and your role as a leader, this episode is essential listening. I’m joined by Dawid Naude, Founder and CEO of Pathfinder, Australia’s leading AI accelerator and an official service partner to OpenAI across Australia and New Zealand. Dawid is one of the region’s most respected AI educators, known for translating complex technology into real world business impact. AI is not just changing what teams can do, it is changing what leadership exposes. Dawid unpacks what’s just shifted, AI agents that can act inside your tools, and why this will amplify your leadership habits, good and bad. We also explore the risks most people are not talking about yet, and what thriving teams will need if they want to stay human in a world that is accelerating. This is a grounded and practical conversation about leading through one of the biggest shifts of our time. I n this episode, we cover: (00:00) – Introduction (00:45) – Introduction to Dawid Naude (03:59) – The rise of AI agents and what “AI with hands” means for workflows and decision-making (08:13) – Whether entry-level white-collar jobs are really at risk, and what history teaches us about automation (11:16) – Why human judgement, curiosity, and accountability will become even more valuable (12:13) – Why AI is no longer just a productivity tool, but a strategic thought partner for leaders (19:54) – Data privacy myths and the real risks leaders should understand (26:18) – How AI could impact psychological safety, collaboration, and team dynamics (29:57) – The critical leadership capability of using AI for reflection, self-awareness, and empathy (35:00) – The tools leaders should explore now, including ChatGPT, Claude, Gemini, and Copilot (47:58) – Final thoughts What I loved about this chat was the tools and how to effectively use them. I’ve walked away with a list of things I’m wanting our team to put in place, including connecting systems, using AI as a strategic thought partner in different ways. If leaders only use AI to draft emails or summarise meetings, we are missing the opportunity. The real power lies in using AI to stretch our thinking, challenge our assumptions, and hold up a mirror to our leadership behaviours. And yet, this technology also tests us. It asks whether we will become more disconnected from each other, or more intentional about human connection. Thriving teams in the age of AI will not be built on efficiency alone. They will be built on clarity, curiosity, accountability, and human leadership. If this conversation sparked new ideas for you, share it with another leader navigating the future of work. And if you are exploring how to build a thriving, future ready team, this episode is a powerful place to begin. Until next time, keep leading with curiosity and heart.
In a world where remote work and high-performance teams are no longer optional, how do leaders build trust, accountability and culture without control? I’m joined by Ryan Griffin, Managing Director of Chunky Duck (remote‑first digital agency), where empowerment, transparency and asynchronous communication aren’t just buzzwords, they are the backbone of a thriving team built for growth and adaptability. Ryan’s leadership approach champions process thinking, psychological safety, and outcomes-focused autonomy. This episode speaks directly to leaders that want to thrive across any geography or structure, without micromanagement. I n this episode, we cover: (00:00)– Introduction (00:45) – Introduction to Ryan Griffin (05:13) – The remote-first model at Chunky Duck (07:00) – What process thinking really is and why it matters for remote teams (12: 33) – Why marginal gains matter more than perfection, and how small cultural shifts compound into big impact (18:03) – How psychological safety fuels trust, creativity and team performance (21:32) — What leaders everywhere can learn about asynchronous communication, empowerment, and autonomy (29:45) – How to move thinking from billable utilisation to effective utilisation and outcomes (32:53) – Where AI enhances internal workflows without replacing people or culture (35:05) – Final Thoughts This episode crystalised for me the importance of designing culture intentionally, not accidentally. The way Ryan describes empowerment and autonomy isn’t abstract; it’s a strategic leadership lever that aligns closely with how organisations build leadership capability and high-trust cultures. Leaders who invest in psychological safety, clear process frameworks, and autonomy see not just performance gains, but sustainable engagement, ownership and innovation. Leading well means trusting people with clarity, not controlling every action. About Ryan Griffin Ryan Griffin is Managing Director of Chunky Duck — a fully remote Australian-owned digital agency specialising in strategy, creative and performance marketing services. Their approach emphasises independence, transparency, asynchronous communication and empowerment, showing how distributed teams can deliver exceptional results without office-centric structures. Link/s: Website: https://chunkyduck.com/ Instagram: https://www.instagram.com/therealchunkyduck/ LinkedIn: https://www.linkedin.com/in/griffinryan/ If you lead teams, build culture, or support leaders, share this episode with someone shaping remote or hybrid work environments. Follow the Thriving Leaders Podcast for more insights on building psychologically safe, high-performing teams that thrive through trust, clarity and purpose. Visit thrivingculture.com.au to explore leadership development, team alignment programs, coaching and strategic culture design.
What if your leadership message could be clear, memorable, and deeply human—all in under 60 seconds? In this episode, we’re joined by Erin O’Dwyer, award-winning journalist, narrative strategist, and founder of Good Prose Studio. With a career spanning major mastheads like The Guardian, Vogue, and Australian Geographic, Erin now works with leaders, founders and authors to shape stories that influence and inspire. This conversation is a masterclass in practical storytelling for leaders. Erin breaks down what makes a great elevator pitch, why your origin story matters more than your resume, and how clear communication can elevate trust, credibility , and connection within your team. Whether you’re speaking to a board, running a team meeting, or introducing yourself at a conference, this episode will help you articulate who you are, what you stand for, and why it matters. In this episode, we cover: – How to distil your elevator pitch into one post-it note – The difference between storytelling and strategy (and why leaders need both) – Why origin stories are powerful even when they feel “ordinary” – The storytelling structures that help leaders communicate with impact – Why clarity and simplicity should guide your communication style – The risks of internal and external narrative misalignment – How storytelling fosters trust, alignment, and performance What stayed with me most was Erin’s belief that every leader has a story worth telling. And not just any story—but one that signals what you care about, what you stand for, and how you show up. When we share that story with clarity and courage, we build the kind of trust that teams thrive on. Would love to hear what you go out of this podcast.
Ever feel like the pace of leadership is pulling you in a hundred directions, leaving no space to reflect or recharge? You're not alone. In this episode, I explore what it truly means to lead with presence, impact, and a sustainable rhythm that fuels both your purpose and your wellbeing—with the thoughtful and wise Digby Scott. Digby is a leadership coach, speaker, author, and host of the Dig Deeper Podcast. Known for his ability to create high-trust, deep-learning environments, he’s worked across sectors and continents, guiding leaders to grow with clarity, courage, and integrity. He’s also the author of Change Makers and Out There, and a passionate advocate for redesigning work and life around what matters most. In this energising and deeply reflective conversation, Digby and I unpack what it means to lead sustainably in a world that glorifies busyness. We explore how leaders can create space, stay grounded in their purpose, and build thriving teams by asking better questions and taking a systems view. This episode is a masterclass in shifting from reactive leadership to creative, lasting impact. In this episode, we cover: (00:00) – Introduction(01:24) – Introduction to Digby Scott(13:08) – The critical difference between reactive and creative leadership(15:43) – How to cultivate unhurried productivity for sustainable impact(18:37) – Why “legacy” leadership needs a rebrand(27:09) – What it really takes to influence a system as a leader(36:19) – The four-question framework that unlocks deeper team conversations(39:48) – Creating lasting impact through trust, curiosity, and shared purpose(42:22) – Letting go of ego and embracing host leadership over hero leadership(50:31) – Final thoughts What really stayed with me from this conversation was Digby's phrase "high intention, low attachment." It's such a powerful reminder that leadership isn't about controlling outcomes but about creating the conditions for others to thrive. When we lead from that place, we unlock something truly generative. I also loved his four-question framework, which he has so generously shared here: https://digbyscott.com/thoughts/the-four-questions-that-change-everything Link/s: – The Four Questions That Change Everything: https://digbyscott.com/thoughts/the-four-questions-that-change-everything – Questions Toolkit: https://digbyscott.com/questionstoolkit – Digby’s website: https://digbyscott.com/ – Digby’s LinkedIn profile: https://www.linkedin.com/in/digbyscott/
Some people walk into a room and instantly connect. Others? They lose the room without even realising it. What makes the difference isn’t just charisma—it’s storytelling. In this episode, I sit down with the incredible Gabrielle Dolan, a global authority on strategic storytelling who’s helped leaders at Amazon, Salesforce, and the Obama Foundation communicate with impact. Gabrielle’s work centers on real, jargon-free communication—and she’s just released her newest book Story Intelligence: The Craft of Authentic Storytelling Made Smarter with AI. Together, we unpack how storytelling goes far beyond “engagement.” It’s how leaders build trust, inspire change, and lead with clarity. You’ll hear real-world examples of how storytelling transforms leadership, from shaping values to guiding teams through uncertainty, and how we can use AI to support storytelling without losing our voice. In this episode, we cover: – Why storytelling is the most underused leadership superpower – How personal stories (not just work ones) create deep human connection – Four types of stories every leader should master – How storytelling can make company values and strategy stick – The right way to use AI as a storytelling coach, not a crutch – What makes a story sound “braggy,” and how to avoid it – How to create culture and psychological safety through narrative My biggest takeaway? You can choose communication that’s easy, or communication that’s effective. And storytelling is what makes communication not only effective, but unforgettable. What stood out to me most is Gabrielle’s reminder that a personal story, told with purpose, doesn’t just convey information, it builds connection. It’s how we create meaning. And in leadership, meaning is everything. What’s one story only you can tell? And what might shift if you told it?
What happens when you combine clinical depth, corporate wisdom, and a passion for thriving teams? In this powerful conversation, we explore the idea of relational intelligence and why it’s emerging as the next evolution beyond emotional intelligence. From psychological safety and the hidden signs of burnout to the real human impact of AI on our teams, Mark shares a refreshing take on what leadership truly demands today. This is one of those conversations that will stick with you. In this episode, we cover: (00:00) – Introduction (04:48) – Why relational intelligence is more than emotional intelligence with a makeover (13:04) – How to tune into the emotional soundtrack of your team (21:15) – Why success for a team is ultimately a feeling, not a number (22:37) – Simple ways to create a culture of trust, mattering, and safety (33:06) – The leadership mindset shift from rescuing to holding space (37:15) – How shadow AI use is eroding team conversations and coaching moments (48:07) – The link between burnout and suppressed emotions (and how to spot it early) (54:41) – Final Thoughts Thriving teams aren’t just smarter—they’re more connected. What really stayed with me from this episode is Mark’s beautiful metaphor: "Don’t just look at the dancers, pay attention to the dance." As leaders, we often get caught up in individual behaviors, but it's the collective rhythm of our teams—the unspoken soundtrack—that tells the real story. Our role isn’t to rush in and rescue, but to hold space with curiosity and care, especially in moments of change, fear, or disconnect. That’s what makes a team thrive.
In this episode, we unpack how to make numbers meaningful, how to avoid the common traps and biases leaders fall into, and why shifting from data-driven to data-informed leadership changes everything. Whether you’re a leader, a team member, or someone who’s ever felt overwhelmed by dashboards and KPIs, this conversation will help you see data through a whole new lens. In this episode, we cover: (00:00) – Introduction (01:30) – Smarter decisions through better data use (04:15) – Data-driven vs data-informed leadership (08:55) – Building data literacy in your team (17:45) – Common data traps and biases (25:25) – Creating a healthy, human-centered data culture (31:30) – Making strategy actionable with metrics (40:15) – Visualising and analysing with AI tools like ChatGPT (44:30) – Data as a starting point for meaningful conversations (46:45) – Final Thoughts Numbers on their own don’t drive performance — people do. The real power of data lies in the stories we tell about it, the conversations it sparks, and the actions it inspires. If this episode shifts how you think about data, I’d love to hear what stood out. Leave a review, share your insights, or forward this to a leader who’s ready to make data more human.
I first met Megumi Miki back in 2009, and even then, I could feel the quiet power she carried into every room. Megumi is a Japanese-Australian speaker, author, and leadership consultant whose work has deeply influenced how I think about leadership. She’s the author of the award-winning book Quietly Powerful: How Your Quiet Nature Is Your Hidden Leadership Strength , and she’s on a mission to challenge outdated assumptions about what leadership should look and sound like. In this episode, Megumi and I dive into the idea that you don’t need to be loud to lead powerfully. We explore how quiet leaders often bring deep listening, humility, and intentionality that transform team cultures. This conversation felt like a breath of fresh air—and a much-needed reframe for anyone who’s ever felt pressure to be someone they’re not in order to lead. Whether you’re a leader, a team member, or someone simply curious about different leadership styles, this episode offers powerful insights on inclusion, psychological safety, and the true nature of influence. In this episode, we cover: (00:00) – Introduction (04:35) – Why Quietly Powerful is not an oxymoron—but essential (10:20) – How Megumi’s personal and professional experiences sparked the Quietly Powerful movement (28:37) – The real reasons people are quiet (30:47) – The double-glazed glass ceiling: quietness, gender, and cultural bias in leadership (34:51)– What inclusive decision-making really looks like (46:30) – How leaders can create space for all voices—especially the ones not being heard (43:45) – Final Thoughts Quiet doesn’t mean introverted or less. In fact, it might mean more. This conversation reminded me that some of the most impactful leaders I’ve worked with led not from the front—but from beside, behind, and within. The ones who create space, not just take it. If this episode resonated with you, I’d love to hear what stood out. Share your thoughts, leave a review, and forward this episode to someone whose quiet strength deserves to be seen and celebrated.
Michelle McQuaid is one of the most trusted voices in workplace wellbeing today. An award-winning researcher, LinkedIn Top Voice for Mental Health, and honorary fellow at Melbourne University’s Centre for Wellbeing Science, Michelle has authored nine bestselling books and hosted over 250 podcast interviews. In this episode, Michelle brings her signature blend of science, zest, and practicality to a conversation that every leader needs right now. From climbing Kilimanjaro to leading workplace research, Michelle shares insights that are impacting us all. We explore how leaders and teams can navigate the complex emotional landscape of today’s workplaces with more compassion, curiosity, and courage. In this episode, we cover: (00:00) – Introduction (03:06) – What “quiet cracking” really means—and why it’s different from burnout (05:19) – The hidden impact of gender norms on wellbeing (11:58) – Five signs someone on your team may be quietly cracking (and what to do about it) (18:07) – The five HEART practices for protecting against quiet cracking (37:33) – How to create secure attachment—within yourself and your team (40:50) – The neuroscience of “safe enough” and why it’s the real foundation for change (52:59) – Final Thoughts Michelle’s clarity around the quiet ways leaders and team members are fraying—while still looking "fine" on the outside. The term quiet cracking gave language to a feeling many of us haven’t been able to name. But even more powerfully, Michelle doesn’t just diagnose the challenge—she equips us with practical, science-backed tools to lead through it. If we want thriving teams, we must get more comfortable with discomfort, more honest in our conversations, and more courageous in our compassion. As Michelle says, “None of us have it all figured out—and what a relief that is.” If this conversation sparked ideas, comforted your inner overachiever, or gave you practical tools to support your team, we’d love for you to share this episode with a leader or teammate who might be quietly cracking.
