Great managers do not clone their teams - they unlock them.

Robert Baker reveals why the real path to higher performance starts with curiosity, authenticity, and the courage to lead people who are not just like you. If you manage people, build teams, or care about inclusive leadership, this conversation will change how you think about potential. Robert unpacks what it takes to lead diverse talent well.

After 40 years at Mercer and a career spent advising global organizations on DEI, Robert has seen first hand how stereotypes, “ideal worker” myths, and cookie-cutter hiring practices hold teams back. He explains why the best leaders build trust by being open first, owning mistakes, and creating psychological safety where people can grow. You’ll discover:

• Why curiosity is the fastest way to become a better manager
• How sharing your own experience can make your team more open and honest
• The hidden cost of hiring for “team fit” instead of real difference
• Why diverse teams make better decisions, spot more risk, and find more creative solutions
• How to support people’s strengths without forcing them into a single leadership template

Robert also shares the career lesson that changed how he leads forever, after a team member left because their ambitions were not being fully seen. From there, the conversation opens into practical advice for new managers, including how to get to know your team quickly, stay humble, and lead in a way that is actually your own. The stakes are real. If you keep hiring and managing for sameness, you miss out on talent, limit performance, and build teams that are less resilient in a changing world. If you lead with openness and flexibility, you create the conditions for people to thrive and the organization to grow. Robert is a leadership and inclusion expert, trustee of One Loud Voice for Women, the Sister Sister Global Network, and UN Women UK, and vice chair of European Women on Boards. He brings deep global experience and a clear message: inclusive leadership is not a trend - it is how you build stronger teams. Essential listening for managers, leaders, and anyone trying to turn talent into performance without falling into the trap of “more of the same.”

Timestamps

(12:14) Robert joins and sets up the conversation
(21:03) Robert’s background at Mercer and founding Potential Talent Consulting
(24:48) Why curiosity about others is the starting point for inclusive leadership
(26:12) Robert’s management style and leading through empathy
(28:13) Building trust by being open
(30:42) Learning from failure and creating psychological safety
(31:37) Building teams around strengths rather than one template
(35:06) Why stereotypes and the “ideal worker” mindset block diversity
(36:30) Hiring, qualifications, and return-to-office mandates
(40:05) A management lesson about missing a team member’s ambitions
(43:10) Why optimistic leadership matters amid AI-driven change
(44:20) Advice for new managers: know your team and be vulnerable
(46:57) Succession planning, talent development, and leaving the team stronger
(48:41) How men can support women’s networks and learn through discomfort
(51:12) What Robert would say to his six-year-old self
(53:06) Robert’s question for the next guest on neurodiversity
(54:26) Book recommendations on gender, bias, and literature
(55:16) People to follow for inclusion, allyship, and algorithmic bias
(55:54) Gloria Steinem quote on gender roles and allyship
(56:53) Interview question about changing your mind
(58:16) Songs that reflect Robert’s energy and worldview

The Authority Gap, Mary Ann Sieghart

The New Age of Sexism, Laura Bates

Forty Rules of Love, Elif Shafik

LinkedIn connections - Cindy Gallop, Dorothy Dalton, Lee Chambers, Daniele Fiandaca

Louise Humpington on AI governance, ethical leadership, and building self-awareness

In this episode, Daniel Taylor speaks with Louise Humpington, a speaker and consultant on AI governance, ethics, and law, whose career spans commercial litigation, international development, and senior nonprofit leadership. They explore why leaders need digital literacy before adopting AI, how governance should act as a preventative guardrail, and why self-awareness is essential for managing people well.

In this episode:

• She explains how her career moved from commercial litigation into third sector leadership and then into AI governance, and why that crossover gives her a strong lens on risk and responsibility.
• She argues that AI should not be adopted because it is “the shiny new thing,” but only when leaders understand what it is for, how it will be used, and what problem it is meant to solve.
• We discuss why scepticism is useful in organizations, especially when people are uneasy about change but may be spotting real risks early.
• She recommends that leaders build governance mechanisms, compliance systems, and team-wide digital literacy before rolling out AI tools.
• How management changed when she stopped trying to lead in an overly authoritarian way and instead leaned into being people-focused, informal, and authentic.
• A major theme is psychological safety: Louise says managers should create space for people to be honest, vulnerable, and upfront without fear of criticism.
• She describes reflective practices like journaling, conversation, and noticing physical stress signals such as a knot in the gut or tension in the back.
• She outlines a strategic approach to career development, using a theory of change mindset to map backward from a desired role and fill the gaps intentionally.
• She talks about reframing rejection in job searches, emphasizing that not being the right fit in one context does not mean you lack value.

Timestamps:

01:19 - Introduction to Louise and her AI governance background
03:51 - Louise’s unconventional path from litigation to ethics and development
05:17 - Why AI must be governed responsibly, not imposed on people
06:40 - Three things leaders should do before adopting AI
09:37 - Trial, sandboxing, and testing before rollout
10:04 - What kind of manager Louise was early in her career
12:48 - Management as service, not dictatorship
14:03 - How self-awareness develops through reflection and repair
16:29 - Learning from cultural difference in Papua New Guinea
20:39 - Reframing rejection and job-search resilience
23:57 - Listening to the body as an early warning system
28:37 - How Louise keeps developing herself and others
29:50 - Using a theory of change to plan career moves
33:08 - Strategic volunteering to build field experience
36:35 - Learning to value your own skills as a manager
40:07 - “Tip toe if you must, but take the first step”
41:25 - Spotting behaviour change before jumping to performance management
46:16 - Advice for new managers: listen before you tell
51:24 - Favorite quote: changing ourselves before changing humanity
52:24 - Favorite interview question revisited
53:08 - Claude chooses a song that fits Louise
55:46 - Why “Once in a Lifetime” feels right
58:12 - Closing remarks

Her favourite book was Careless Whisper by Sarah Wynn Williams

The link to the Eileen Gu social media question is https://www.youtube.com/shorts/GRsX9d8XElU

Her LinkedIn recommendation is https://www.linkedin.com/in/kirsty-hulse/

Managing Potential with Daniel Taylor and Dana James-Edwards

Daniel Taylor speaks with Dana James-Edwards, Head of the Fairness, Inclusion and Respect program at the Supply Chain Sustainability School, about people-first management, building trust with teams, and how feedback can shape better leadership.

Dana also shares a hard-won lesson from supporting a team member through redundancy, plus the habits and influences that keep her growing as a manager.

In this episode:

Dana discusses what it means to be a people-first manager, including giving people time off when they need it, protecting work-life balance, and leading with honesty and transparency.

Timestamps

00:00 - Intro and podcast restart
00:46 - Welcome to Managing Potential and guest introduction
05:04 - What the Supply Chain Sustainability School does
06:22 - Why inclusion is central to sustainability
07:19 - The industry’s largest diversity data set
08:54 - The site-worker learning app and multilingual modules
10:59 - Dana describes her management style
11:48 - People-first leadership and wellbeing
13:16 - High standards with kindness
14:16 - Trust, ownership, and speaking up early
16:40 - How she asks for feedback regularly
19:43 - Developing people around their career goals
21:03 - Recognition, visibility, and opportunities
22:18 - Bringing team members into senior rooms
22:58 - How Dana develops herself by observing others
24:58 - Her biggest learning moment as a manager
27:29 - Protecting herself during redundancy work
30:22 - Advice for new managers: kindness and attention
33:22 - The leadership belief she changed her mind about
35:53 - Why direct feedback works better for her now
38:19 - Dana’s question for the next guest
40:14 - Book recommendation: The DIY Phoenix
41:45 - Best interview question: “Tell me about yourself”
42:43 - Song choice
44:06 - Closing thoughts

Show Links

Learn more about the FIR Programme - https://www.supplychainschool.co.uk/topics/fir/

Connect with Dana

Instagram / TikTok @diversitydana

LinkedIn https://www.linkedin.com/in/diversitydana

The DIY Phoenix: How to drag yourself out of the ashes, mend your wings and start flying again by Lior Locher

https://www.amazon.co.uk/DIY-Phoenix-yourself-ashes-flying-ebook/dp/B094YPXRDN

Join Daniel Taylor as he explores leadership growth, supporting unpaid carers, and staying authentic with Nic Booth, founder of Daughterhood UK. In this episode, Nic shares her journey from social care professional to advocate, highlighting the importance of authentic leadership, embracing discomfort, and leveraging data to grow a meaningful social enterprise.

Key topics - 5-10 bullets:

• Nic's background in social care, achieving success despite limited formal academics
• How her personal experience as an unpaid carer drives her mission with Daughterhood UK
• The significance of authentic leadership and overcoming perceptions of being "too nice"
• Strategies for supporting unpaid carers in the workplace and advocating for policy change
• The power of coaching in developing leadership authenticity and tackling challenging conversations
• The importance of leaning into discomfort for personal and professional growth
• Using data and key performance indicators to drive business growth in social care
• The role of mindset and perspective in overcoming challenges and motivating others
• Practical advice for new managers: find your authentic self and surround yourself with belief
• Nic’s big hairy audacious goal for Daughterhood UK to expand across the entire UK

Timestamps:

00:00 - Introduction: Leadership, caring, and authenticity with Nic Booth
01:00 - Nic’s background: From social care to founding Daughterhood UK
02:26 - Personal journey as an unpaid carer and its influence on her mission
03:50 - The power of authentic leadership: overcoming being perceived as “too nice”
04:44 - Supporting unpaid carers in the workplace: challenges and solutions
06:55 - The importance of employer support and policy in retaining unpaid carers
08:50 - Developing leadership through coaching and authentic self-awareness
10:17 - Embracing discomfort for growth and challenging conversations
12:41 - Reflection, celebrating milestones, and managing imposter syndrome
13:34 - Power of coaching and mentorship in leadership development
15:13 - The impact of belief and mindset on achieving big goals
18:57 - Nic’s big audacious goal for Daughterhood UK expansion
19:42 - Key lessons learned: leaning into discomfort and authentic leadership
20:39 - Reflecting on achievements and the importance of taking stock
22:09 - Advice for new managers: find your authentic self and lead with conviction
23:18 - The role of data in driving social care and business success
25:48 - Intrinsic motivator: making a difference in others’ lives
26:39 - Question for future guests: how have your beliefs about leadership changed?
27:16 - Personal insight: leaning into challenging conversations for better outcomes
28:13 - Leaders must get comfortable being uncomfortable
30:39 - Book recommendation: "Traction" by Gina Wickman
30:25 - Follow on LinkedIn: Daniel Taylor and Daughterhood UK
30:39 - Inspirational quote: “You can do anything you put your mind to”
31:07 - What's your why? Reflecting on personal drivers and motivation
32:25 - Song that inspires resilience: “Lifeboat” by Ray

Links

Nic Booth MSc | LinkedIn

Jaqui Temperley | LinkedIn

(18) Daughterhood UK: Overview | LinkedIn

Daughterhood UK | Practical support for unpaid carers

In this episode, we explore how organizations can genuinely embed their culture into daily practices, moving beyond mere words to real action.

Nicholas Wardle, an award-winning culture practitioner and co-author of Monetizing the Employee Experience, shares insights from his 20-year journey supporting high-performance cultures across sectors.

Key Topics

• The importance of "less talk, more do" in cultivating authentic company culture
• How senior leadership buy-in drives meaningful culture change, exemplified by Al Saya Franchising in Kuwait
• Practical strategies for empowering employees through regular one-on-one "power chats"
• The value of continuous improvement: tools like Culture Health Index (Qi) for real-time culture assessment
• How to develop and nurture high-potential talent early in managers' careers
• The significance of authentic leadership and avoiding micromanagement
• Insights into creating a high-trust environment based on integrity and action

Timestamps

02:31 - Why words are often empty without real action in organizational culture
04:17 - Case study: Kuwait's Al Saya Franchising and senior leadership commitment
05:36 - Implementing continuous improvement with the Culture Health Index and employee action plans
08:36 - Reflections on managerial styles and building meaningful relationships
09:05 - The power of regular "power chats" for team engagement
11:15 - Promoting talent and giving teams visibility to accelerate growth
12:38 - The importance of empowering employees and trusting team members
15:18 - Developing organizational potential through consistent feedback and adaptation
16:21 - Introducing Qi, the free culture survey tool and its benefits
19:12 - Asking "Are we delivering what our customers actually need?"
20:15 - Big learning moments as a manager and avoiding common pitfalls
22:37 - Advice for new managers: the significance of personal initiative and authentic onboarding
27:19 - Guested question: What one change would increase happiness?
30:21 - Motivation and the importance of understanding intrinsic drivers
32:20 - The rewarding nature of helping others unlock their potential
34:32 - Book recommendation
37:47 - Song that describes Nicholas

Resources & Links

• Fusion by Denise Lee Young
• Monetizing the Employee Experience

· Al Sayer Franchising case study: https://www.brandexperiences.com/projects/our-recipe-for-a-great-culture-al-sayer-franchising/

· Mojo: https://mapmymojo.com/

• Brand Experiences - Supporting EX and CX
• Culture Health Index (Qi)
• Marushka Bustani - LinkedIn

Connect with Nicholas Wardle

• LinkedIn
• Twitter

Discover how AI can enhance human potential, leadership, and organizational performance. In this episode, Erica Farmer, an expert in human-AI collaboration and author of AI for People Professionals, shares practical strategies for integrating AI into work and life to unlock personal and organizational benefits.

Main Topics

• The evolving landscape of AI and its impact on management
• Neurodiversity in leadership and how AI supports diverse needs
• Practical steps for managers to embrace AI confidently
• The importance of mindset and emotional intelligence in AI adoption
• Personal development and maintaining happiness through AI and self-awareness

Key Insights

• Erica’s journey from corporate L&D to AI thought leader, emphasizing authentic learning and growth.
• The concept of the "AI dividend" — personal benefits gained from AI collaboration.
• How neurodiversity can serve as a strength when supported by AI, fostering better understanding and inclusion.
• Practical questions for leaders: How do you feel about AI? What is your personal benefit?
• The significance of mindset: Believing you can or cannot do something influences the outcome.
• The power of prompts, communication clarity, and emotional intelligence in managing AI effectively.
• Role of coaching and self-reflection in navigating career & leadership challenges.
• Identify one change to improve happiness and reduce stress using AI or self-awareness.

Timestamp Highlights

(00:00) - Introduction to Erica Farmer and her expertise
(01:15) - The importance of practical AI implementation for organizations
(02:07) - Erica’s background in corporate L&D and recent work with AI
(04:00) - The need for accessible, step-by-step AI guidance
(06:35) - Neurodivergence’s role in leadership and the potential of AI
(08:05) - How AI can support neurodivergent individuals in corporate environments
(10:07) - Developing potential through continuous learning and curiosity
(12:27) - AI as a tool for better management and communication
(15:02) - First steps for managers: understand and explore feelings about AI
(16:55) - Identifying personal "AI dividends" for wellbeing and efficiency
(17:49) - Lessons learned from managing teams and the importance of self-awareness
(22:31) - Advice for new managers: discover what truly motivates you
(26:02) - The significance of reflection and making intentional career choices
(30:22) - Final quick-hitters

Resources & Links:

• AI for People Professionals
• Book: How to Win Friends and Influence People
• Haley Byrd on LinkedIn

Connect with Erica Farmer:

• LinkedIn
• Twitter

In this episode, Michelle Parry-Slater joins Daniel Taylor and shares her insights on leadership, talent development, and the importance of curiosity, kindness, and reflection in management. She discusses her career journey, managing across continents, and lessons learned from challenging experiences.

The importance of curiosity and kindness in leadership

Developing talent through reflection and feedback

Leaders should focus on unleashing potential, not just giving answers.

Reflection is key to learning and growth in leadership.

Trust and due diligence are crucial in partnerships and projects.

Living in your joy and strengths leads to fulfillment and success.

Chapters

00:00 Introduction to Michelle Parry-Slater

01:11 The Journey of Learning and Development

03:29 Management Style and People Development

07:32 Developing Talent and Self-Awareness

10:46 Finding Joy in Work and Life

13:46 Learning from Difficult Experiences

20:44 Leading with Kindness and Curiosity

22:16 Embracing Uncertainty in Management

26:07 Strengths-Based Leadership

28:11 The Cost of Misplaced Trust

32:52 Navigating Relocation Challenges

34:01 Creating a Thinking Environment

36:05 Quick 5

Andy Lancaster https://www.linkedin.com/in/andy-lancaster/

Erica Farmer https://www.linkedin.com/in/ericafarmer/ & Egle Vinauskaite https://www.linkedin.com/in/vinauskaite/

Dani Bacon https://www.linkedin.com/in/danibacon478/ & Garin Rouch https://www.linkedin.com/in/garinrouch/

Bree Gorman. https://www.linkedin.com/in/breegormandeicoach/

Podcasts

Garin & Dani's Org Dev https://distinction.live/orgdev-podcast/

John Helmer's Learning Hack https://learninghackpodcast.com/

Learning From The Edges https://www.kairosmodernlearning.com/podcast/

Learning Uncut https://learninguncut.global/podcast/

Books

The Color Purple by Alice Walker

Time to Think by Nancy Kline

The Promise That Changes Everything by Nancy Kline

Ian Pettigrew Hope is a Strategy

Meg Peppin

http://www.mppartnership.co.uk/thinking-environment-1

LinkedIn - https://www.linkedin.com/in/michelleparryslater/

Twitter - https://twitter.com/michelleparrystl

In this episode of Managing Potential, Daniel kicks off Series Two with a fresh format and a big conversation: why AI isn’t replacing jobs—it’s repurposing them. Fresh from the CIPD Festival of Work, Daniel unpacks the shift in how organisations are using AI, moving beyond fear and into opportunity.

He explores real-world case studies—from IKEA transforming 8,500 customer service reps into interior design consultants, to Airbus embedding AI skills across its global workforce—to show how smart leaders are elevating human capability rather than cutting it.

This insight episode dives into the evolving role of managers, the skills people need to stay future‑ready, and the mindset shift required to thrive in an AI‑enabled workplace. It’s a practical, optimistic look at how leaders can guide teams through change, unlock higher‑value work, and reshape roles with confidence and empathy.

Each week, join Daniel Taylor, L&D expert, coach and management / leadership development professional, as we sit down with seasoned managers to deconstruct their greatest breakthroughs, their toughest challenges, and the life lessons they’ve gathered along the way.

If you’re looking to turn talent into performance, you’re in the right place.

Make sure to subscribe wherever you listen to a podcast so you don't miss the launch episode and to join our community.

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