Welcome to Episode 49 and Season 3 of Leading People with Me , jerry Murray . When I kicked off this podcast back in January 2021 , little did I know it would grow into this wonderful community we've built together . So a massive thank you to each incredible guest who shared their wisdom and to you , our listeners , both the loyal followers and those just joining us .
Your support means the world . Remember to hit subscribe on your go-to podcast app to stay updated with all our latest episodes . And hey , if you enjoy our chats , why not share the love ? Pass a link on to your friends and colleagues . This season we're shaking things up a bit .
We're broadening our horizons to include some of the brightest minds in the business world , alongside our usual lineup of authors and thinkers , from HR mavens to leadership gurus . You'll get insider views on navigating leadership and talent management in today's dynamic environment . Expect real stories , challenges and cutting edge practices .
Let's give you a little taster of what's in store . First up , we have Eva Maurer shining a light on the evolution of HR development and change management . She's rethinking how we support and facilitate learning in the workplace , moving away from old school teaching to a more collaborative approach .
So I think , well , I really started with the idea that HR needs to be the very clever , smart person who knows , for example , what effective leadership means .
So very often we are hired and then someone is telling us how we are in the middle of a change process and you need to push and be the driver of this change process , and then we are starting to create products and it doesn't work .
Very often it doesn't work and there is a lot of resistance , and what I've learned is to take this resistance as a really value-adding information .
Then Gustavo Rossetti joins us with his fresh perspective on employee engagement and leadership's role in shaping culture and expectations .
And also one thing that's important it's collective . It's like collective trust . Trust happens between two people . Psychological safety is something that the entire team provides , so we all make it happen . It's not just a leader's responsibility .
The leader can do a lot of things , they can model it , but if the team members don't contribute to it , it's like a safety net that people are holding . So when I take the leap , it's going to be safe for me to take that risk . So how can we do it ? It's about modeling participation .
We know that , for example , turn-taking , making sure that each team member has their chance to speak up . It's critical . We always say that leaders should always go last , to make sure they don't influence people with their own ideas . However , there are exceptions .
When we want to model a risk-taking , when we want to model boldenurability for example , acknowledging our own mistakes we would like the leaders to be the first to talk , so they basically create that environment .
After that , Sebastian Tranchon takes us behind the scenes of HR in the automotive sector , sharing how to balance high performance with a nurturing work culture .
Then I learned a wonderful way of behaving like an authentic leader in Toyota and I really fell in love with one word and I shared this word with all my teams since then . So it's a Japanese word , mendomi , and it's really powerful because it's combined two different notions .
The first one is being very demanding , setting high expectations , high standards , and the second notion is benevolence , caring , being kind , taking care of the others . And the Japanese often explain as treat your team members as you would treat your own family members , because with your kids , for example , you have strong ambitions for your kids , strong expectations .
You are very demanding with them , you want them to have a good result at school , you want them to succeed in their career , you want them to be very happy . So you are really setting the bar very high , but at the same time , you take care of them , you develop them , you give them your own time , your listening , and so on .
And we welcome back Brian Moran , who's challenging us to rethink accountability , craming it as a choice and commitment rather than a burden .
But we have a very different view of accountability , and that's what makes it uncommon is that I think most people think about accountability and certainly experience accountability as negative consequences . Most of the places you hear accountability spoken about is in a situation where someone's done something wrong and someone in authority is going to punish them .
And that is not accountability . I mean , that's consequences .
But you watch the news tonight , doesn't matter where you're at in the world , and someone will have done something they shouldn't have and someone's going to say , hey , we're going to hold this person accountable , and what they're talking about is they're going to punish them , they're going to prosecute them , they're going to find them , they're going to put them in
something like that , and that's fine , right , but that's not accountability , that's consequences . And so we're kind of on a quest to help people really understand what accountability is and the true power of it .
With so much to look forward to , we're returning to a bi-weekly release schedule to keep the insights coming . We're also rolling out some special offers from our guests , so be sure to peek at the show notes for some exclusive goodies . And , in the spirit of community , we're now on LinkedIn , facebook and ex . You know the artist formerly known as Twitter .
Follow us there for regular nuggets of wisdom on leadership , hr and talent management . You'll find all the links in the show notes . And before we sign off , I have a wee favour to ask you . If you liked today's preview and are buzzing for season three , please drop us a review on your favourite podcast platform .
Your feedback is like gold dust , because it helps us grow and reach more folks who are enthusiastic about leadership , just like you . So please go on , give us your thoughts . It truly makes a difference and , in the same vein , we're also keen to hear from you . Have you got questions , topics or ideas you're burning to explore ?
Shoot them our way , because we're toying with the idea of a Q&A segment . If we get enough of your curious questions , we'll make it happen , because your voice could shape the future of leading people , making our conversations even more engaging and relevant for our listeners .
Next up , we dive deeper with Eva Maurer exploring transformative strategies in HR that are redefining leadership and learning . Trust me , you won't want to miss her game-changing insights . So until next time , keep leading , keep learning and keep connecting .