Introduction to the Guest

Neda Sahebelm is an I/O Psychologist and seasoned Ops leader who’s helped multiple businesses achieve exponential outcomes. Over the last decade, she’s built and scaled high-performing teams at the likes of FOX and National Geographic EMEA through to their Disney acquisition, and EdTech unicorn, Multiverse, from pre-seed to post Series D. Neda now runs keshty, where she partners with startups as Fractional COO and Scale Advisor with a particular emphasis on minority-led tech for good.

Summary

In this episode of Tribe Talks, Neda Sahebelm shares her journey into organizational psychology, emphasizing the importance of ethical scaling and leadership in creating healthy workplace cultures. She discusses the challenges of mergers and acquisitions, the significance of diagnosing team health, and the role of communication in maintaining trust during rapid growth. Neda also highlights the future of team psychology in the context of remote work and the exciting developments in the tech for good space.

Takeaways

• Neda enjoys pottery and exploring new restaurants.

• Organizational psychology focuses on building healthy workplaces.

• Ethical scaling prioritizes sustainable growth over rapid expansion.

• Leadership plays a crucial role in team engagement and culture.

• Transparency during exits can improve team morale.

• Organizational psychology is about creating high-performing teams.

• Mergers can be challenging without clear cultural compatibility.

• Data-driven approaches help diagnose team health.

• Effective communication fosters trust in remote teams.

• Tech for Good is becoming more impactful and profitable.

Introduction to the Guest

Luca Dellanna is a distinguished management advisor and author of over ten books, recognized for his expertise at the intersection of risk management, operational know-how, and behavioral psychology. Luca began his career at DuPont's consulting unit in Frankfurt, focusing on managerial excellence across Europe. In 2015, he returned to Turin, Italy, to establish a private consulting practice that serves clients globally, including in Italy, France, the United States, India, and Singapore. Luca's work has been featured at prominent conferences and podcasts like Nudgestock and EconTalk, and he is followed by over 25,000 readers worldwide. Known for his practical approach, Luca emphasizes not only what the right actions are but also how to execute them effectively.

Summary

In this conversation, Luca Dellanna discusses how organizations can become more anti-fragile by focusing on both strategic considerations and the importance of individual interactions within the company. He emphasizes that while survival is crucial, the reactions to employee concerns play a significant role in fostering a resilient company culture.

Takeaways

• Organizations must ensure they can survive economic downturns.

• Cash reserves are essential for enduring tough times.

• Strategic considerations are just the table stakes.

• The individual manager's role is crucial in resilience.

• Encouraging open communication is vital for anti-fragility.

• Reactions to employee concerns shape company culture.

• A fragile company discourages problem reporting.

• Resilience is built through positive interactions.

• Anti-fragility requires a proactive approach to management.

• Creating a safe space for questions enhances resilience.

Introduction to the Guest

Bre McQuade is the Director of Operations and Experience at Operations Nation, known for hosting the largest operations conference in Europe. They are an international community-powered knowledge hub for operations leaders. She is passionate about placing people and systems at the heart of organizational growth. Bre specializes in facilitating connections and learning among teams, championing design thinking, and leading transformative courses for aspiring and first-time COOs across an international community. Her approach combines strategic and empathetic elements, focusing on authenticity, vulnerability, and genuine engagement, with a deep understanding of human behavior across cultures.

Summary

In this engaging conversation, Bre McQuade shares her insights on the nuances of company culture versus team culture, the common misconceptions leaders have when building effective teams, and the importance of communication in preventing breakdowns. She emphasizes the need for emotional authenticity in leadership while maintaining structure, and discusses the challenges of fostering psychological safety in diverse teams. Bre also highlights the balance between empathy and strategy in decision-making, and the significance of creating an environment where individuals feel safe to be vulnerable and accountable.

Takeaways

• Company culture and team culture are deeply interlinked.

• Effective teams require a multitude of elements, not just grand gestures.

• Communication breakdowns often stem from a lack of awareness of team needs.

• Psychological safety is crucial for team performance and accountability.

• Vulnerability in leadership invites others to connect authentically.

• Cultural differences can impact how individuals engage in vulnerability.

• Empathy and strategy should coexist in decision-making processes.

• Intentionality in meetings fosters connection and accountability.

• Regular check-ins can enhance team dynamics and trust.

• Creating a safe space for conflict can improve psychological safety.

Introduction to the Guest

Sarah is the founder of Florescence Consulting, a boutique People & Culture Consultancy which partners with organisations to help individuals and cultures flourish. With a background in HR leadership and an MSC in Positive Psychology, Sarah brings a unique blend of scientific insight and real-world experience to her work in people and culture transformation. Sarah specialises in leadership and personal development coaching, working with mid-senior professionals both within organisations and independently. Her work focuses on psychological safety, strengths-based growth, and authentic, values-driven leadership. A former senior HR leader turned consultant and coach, Sarah is passionate about helping people unlock their potential and thrive, both at work and in life.

Summary

In this conversation, Sarah Sen discusses the importance of organizational culture, team dynamics, and the role of leadership in fostering a healthy work environment. She emphasizes the need for intentionality in shaping culture, the significance of psychological safety, and the impact of community on employee engagement. Through various examples and insights, Sarah highlights the challenges organizations face in maintaining a positive culture, especially during periods of growth and change. She also explores the future of work in the context of hybrid models and the influence of technology on human connection.

Takeaways

• Embedding new ways of working can increase engagement and productivity.

• Healthy culture is where people feel safe, valued, and aligned to a shared purpose.

• Culture drives performance and belonging in an organization.

• Intentional focus on culture prevents negative default behaviors.

• Engagement surveys reveal deeper insights into employee satisfaction.

• Regular listening and strengths-based recognition enhance team dynamics.

• Leadership vulnerability fosters psychological safety.

• Fast-growing organizations often overlook cultural infrastructure.

• Community and human connection are essential for a thriving workplace.

• Investing in culture leads to better productivity and employee retention.

Introduction to the Guest

Pietro Boccaccini is a highly accomplished lawyer with 15+ years of professional experience, specializing in privacy, data protection, cybersecurity, and artificial intelligence. He is dedicated to helping clients across various industries manage their data effectively and lawfully. Since 2021, Pietro has led Deloitte Legal's Data Protection Team in Italy, providing comprehensive legal guidance on data protection and valorization. His expertise also includes serving as a Data Protection Officer (DPO) for multinational groups, ensuring top-tier compliance. Beyond his professional role, Pietro is an active member of the legal community, serving as an expert for the European Data Protection Board (EDPB), a lecturer in Legal Informatics at the University of Milan, and a residential affiliate of the Information Society Law Center (ISLC).

Summary

In this conversation, Pietro Boccaccini shares insights on building a thriving team culture within a legal context, emphasizing the importance of happiness, trust, and communication. He discusses the challenges of managing conflicts, the significance of KPIs, and the evolving landscape of data protection and AI. Pietro highlights the need for curiosity and creativity in leadership, especially in adapting to technological changes.

Takeaways

• A thriving team culture is built on happiness and trust.

• Selecting motivated individuals is crucial for team success.

• Conflicts can lead to valuable outcomes if managed well.

• Ongoing feedback is more effective than formal reviews.

• Team compactness is essential for achieving common goals.

• Different perspectives can enhance project outcomes.

• AI and data protection are rapidly evolving fields.

• Leaders must be curious and creative to adapt to changes.

• Monitoring AI technologies is critical for safety.

• Building a team from scratch presents unique challenges.

Introduction to the Guest

Oleksandr (Sasha) Komarevych is a seasoned Portfolio Manager at B4i - Bocconi for Innovation, bringing over a decade of experience in the startup ecosystem. He is adept at connecting innovative founders with investors and corporate partners to drive sustainable growth. Sasha has played a crucial role in supporting over 60 startups, which have collectively raised more than €41 million in funding and boast an impressive 85% post-acceleration survival rate. His expertise lies in guiding early-stage companies through critical development phases, from idea validation to achieving product-market fit and securing strategic investments. Additionally, as the founder of StartupReporter.eu, Sasha has documented the journeys of more than 200 European startups, providing valuable insights and visibility to emerging innovations. He is passionate about bolstering Milan's position as a leading innovation hub in Europe.

Summary

In this conversation, Sasha shares insights from his multicultural experiences and how they shape team dynamics in startups. He emphasizes the importance of communication, feedback, and clarity in building effective teams. Sasha discusses patterns observed in thriving teams, the role of leadership in fostering a culture of openness, and the significance of measuring team performance and health. He also highlights the evolution of founders, resilience in funding environments, and the dynamics of scaling teams. Finally, Sasha provides valuable advice for aspiring founders and reflects on current trends in the startup world.

Takeaways

• Multicultural experiences enhance understanding of team dynamics.

• Team culture is defined by communication styles and practices.

• Clarity in communication is crucial for team success.

• Fast decision-making is a key trait of thriving teams.

• A culture of feedback fosters growth and improvement.

• Leaders should listen to their teams but also make decisions.

• Measuring team alignment is essential for performance.

• Resilience in startups comes from a learning mindset.

• Celebrating milestones is important for team morale.

• Understanding the 'why' behind a startup is vital for founders.

Introduction to the Guest

Julian Stodd, a writer, artist, consultant, and explorer, is the author of The Social Leadership Handbook and Exploring the World of Social Learning. He is the leader of the Social Age movement and is currently conducting research and writing on Dynamic Change and the Landscape of Trust. Stodd's work delves into how systems, societies, and structures—both technical and human—function. His primary focus is the Social Age, where he documents changes and helps make sense of their implications across various domains, including leadership, learning, culture, change, trust, and humility. He founded Sea Salt Learning, a global, cross-sector consultancy, to translate his ideas into practice. Sea Salt Learning acts as a "safe harbor for independent thinkers," boasting a diverse global team that combines traditional strengths with innovative learning approaches. Stodd shares his insights and stories through his blog, which features over 2,000 articles and is updated daily.

He has written fifteen plus books so far, with more on the way.

You can find Julian on Twitter @julianstodd.

Summary

In this conversation, Julian Stodd discusses the evolving landscape of leadership and organizational dynamics in the context of the social age. He emphasizes the importance of social leadership, trust, and team dynamics, and how organizations must adapt to thrive in a rapidly changing environment influenced by technology and societal shifts. Stodd shares insights on building high-performing teams, the significance of trust, and the need for leaders to embrace uncertainty and foster community. He also explores the future of work and the challenges organizations face in navigating change.

Takeaways

• The social age is characterized by radical connectivity and diverse technology ecosystems.

• Social leadership combines formal authority with social authority, emphasizing trust and community.

• High-performing teams require trust, distributed agency, and a culture of dialogue.

• Trust is built through explicit communication and shared understanding.

• Organizations must adapt to both evolutionary and revolutionary changes in their systems.

• Leaders should embrace ambiguity and foster environments that allow for experimentation.

• Community building is essential for effective leadership in the social age.

• KPIs in the social domain often rely on qualitative measures and community mapping.

• Listening to diverse voices within an organization is crucial for identifying issues.

• The future of work will involve more distributed organizations and a need for adaptability.

Introduction to the Guest

Clients that Mike works with are senior leaders in their company and often the CEO, but include executives heading to the top and high potentials. Mike focuses on one-to-one engagements with his clients to help them identify their personal growth needs so that they can achieve more and excel. He facilitates team workshops to enable business leaders to clarify goals, their personal contribution, and determine the level of personal commitment necessary to achieve them. Mike established himself as an HR leader and executive working at FTSE 100/250 companies prior to moving across to the rapidly evolving Fintech sector. For the past 10 years Mike has focussed on Executive Coaching and building high performance teams. He is skilled in stimulating personal growth and holds a Diploma in Executive Coaching from the AoEC, and the prestigious ICF and EMCC accreditations. He is also licensed to use psychometric, organimetric, and EQ profiling tools.

Summary

In this conversation, Mike shares his insights on building a thriving team culture, the evolution of leadership styles, and the importance of emotional intelligence in organizations. He discusses the disconnect often found in leadership, the role of individual psychology versus collective traits, and the significance of diversity in team dynamics. Mike also emphasizes the need for self-awareness and adaptability in leaders, while sharing tools for diagnosing team health and the potential pitfalls of leadership failures. He concludes with his coaching philosophy and future endeavors.

Takeaways

• A thriving team knows its purpose and individual contributions.

• Leadership should involve everyone in the decision-making process.

• Volunteerism in leadership can lead to powerful outcomes.

• Clarity in leadership is essential for team success.

• Short-term success can be achieved through coercion, but it's not sustainable.

• Self-awareness is crucial for effective leadership.

• Diversity in teams enhances problem-solving and creativity.

• Emotional intelligence is key to understanding team dynamics.

• Leaders should not believe their own hype and remain humble.

• Coaching can significantly enhance individual and team performance.