In this episode, facilitator and author of The 10 Permissions, Jillian Reilly joins Tamara and Kathryn for a powerful conversation about what it really means to question the status quo, not as rebellion, but as a deeply human act of listening inward, honouring integrity, and navigating uncertainty with courage.

Jillian reflects on the early moment she realised the “default path” wasn’t hers, and how that instinct, before she had language for it, shaped a very different trajectory. She shares candidly about her rapid rise in international development, the disillusionment that followed, and the difficult decision to step away from work that no longer aligned with her values.

Together, they explore the myth of the secure linear career, the tension between privilege and risk, and why adaptability is becoming essential as institutions no longer guarantee stability. Jillian also reflects on how young people are still trained to seek external validation, even as the world increasingly demands creativity, originality and inner authority.

Key takeaways

• Intuition is a valid guide. Many people are never taught they’re allowed to trust their inner voice.

• Questioning the status quo often starts as a feeling, not a logical plan.

• Integrity requires alignment. Staying in roles that contradict our values creates deep internal conflict.

• Courage is contextual. There’s an important difference between discomfort and real danger.

• The “secure path” is disappearing. The old promises of safety through compliance no longer hold.

• Adaptability is now a core life skill. Reinvention and entrepreneurial thinking are becoming essential.

• Human skills matter more than ever. Creativity, connection and originality rise as knowledge becomes commodified.

• Young people need permission to explore. Pivoting, experimenting and puzzling things out matter more than following a script.

• Optimism is a form of agency. It allows people to reclaim their power and shape their own path.

• The future requires puzzling, not predicting. Uncertainty brings risk and a wider field of possibility.

Links

The Ten Permissions - Rewrite the Rules. Design Your Life.

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Radical Engagement for Fractured Times — Episode Summary

In this episode, systems change practitioner, author and long‑time collaborator across conflict lines Adam Kahane joins us to explore what it means to engage radically in a world that is fracturing at speed. Drawing on his decades of work in some of the world’s most divided contexts - from South Africa’s transition to democracy to multi‑stakeholder conflicts across business, politics and civil society - Adam reflects on why our old models of leadership no longer work in the volatility we now face.

He invites us to rethink how we show up with those we don’t agree with, like or trust, and why transforming systems requires us to step forward with difference rather than retreat from it. In a moment where political polarisation is deepening and institutions are cracking under pressure, Adam offers a grounded, hopeful and deeply practical way of navigating uncertainty: through radical engagement, everyday habits, and the courage to collaborate across boundaries without abandoning our values.

• Radical engagement is a foundational habit for transforming systems, requiring us to lean in rather than stand back.
• We don’t need full alignment to move forward. Progress often begins with small, imperfect steps taken together.
• Collaborating with people we don’t agree with, like or trust is increasingly essential, and increasingly difficult, in today’s polarised world.
• Disagreement is not a barrier to collaboration; learning to disagree well is a leadership skill we urgently need.
• Cracks in our systems reveal both danger and possibility, they expose what’s been hidden and invite new ways of working.
• Understanding others doesn’t mean agreeing with them; it means seeing more of the system so we can act more wisely.
• Leaning forward, listening deeply and looking for what’s unseen helps us move beyond superficial engagement.
• Systemic change is always a collective act, never the work of one person or one organisation.
• Working across difference clarifies our values and boundaries, rather than diluting them.
• Feeling our way forward, one step at a time, is often the only viable path in volatile, uncertain environments.

Links

Adam Kahane

Connect with Tamara

LinkedIn:Tamara Zaple Rolfs FCCT | LinkedIn

Email: [email protected]

Connect with Kathryn

LinkedIn: Kathryn Gorman FCCT | LinkedIn

Email: [email protected]

Feedback

Thank you for listening to Beyond the Status Quo. Please do connect with us or like and share the Podcast. If you have any feedback, please email us or click on this link to a short feedback form: https://forms.gle/7H2NZDvC92Go56ZE8

It helps us to improve the podcast and make sure it is giving you what you need. Thank you!

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In this episode, leadership thinker, researcher and author Megan Reitz joins us to explore what it means to create spaciousness in a world that feels increasingly frantic, noisy and attention‑hungry. Drawing on her research into mindfulness, speaking truth to power and the dynamics of attention, Megan reflects on how modern workplaces have become “pathologically busy” and why so many leaders struggle to pause, listen and make wiser choices. She ultimately invites us to rethink how we use our attention, how we define achievement, and how we might reclaim the space needed for more human, thoughtful leadership.

• Spaciousness enables wiser, more grounded leadership.
• Modern workplaces often confuse activity with effectiveness.
• Our attention is constantly pulled, shaped and colonised by noise and urgency.
• Leaders profoundly influence whether others feel able to speak up.
• Psychological safety requires leaders to examine their own habits, not “fix” others.
• Pausing is a radical act in environments addicted to speed and certainty.
• Mindfulness helps create space between stimulus and response.
• Intergenerational tensions often reflect broader societal pressures, not simple differences in attitude.
• Success needs redefining beyond productivity and constant busyness.
• Creating reflective space is essential for insight, connection and meaningful change.

Links

Megan Reitz

Connect with Tamara

LinkedIn:Tamara Zaple Rolfs FCCT | LinkedIn

Email: [email protected]

Connect with Kathryn

LinkedIn: Kathryn Gorman FCCT | LinkedIn

Email: [email protected]

Feedback

Thank you for listening to Beyond the Status Quo. Please do connect with us or like and share the Podcast. If you have any feedback, please email us or click on this link to a short feedback form: https://forms.gle/7H2NZDvC92Go56ZE8

It helps us to improve the podcast and make sure it is giving you what you need. Thank you!

Hosted on Acast. See acast.com/privacy for more information.

Summary

In this episode, Nick Osborne, the founding CEO of Maritime Academy Trust, discusses his journey in education, emphasising the importance of questioning the status quo, the role of humour in leadership, and the necessity of vulnerability. He shares insights on positive disruption in education, the significance of board support, and building trust within organisations. Nick encourages leaders to focus on their passions and highlights the need for honesty and openness in addressing challenges. The conversation concludes with a message of hope and the idea that everyone is navigating their paths, often making it up as they go along.

Takeaways

• Questioning the status quo is essential for growth.
• Humour can create bonds and foster honesty in the workplace.
• Vulnerability is a powerful leadership trait.
• Positive disruption is necessary for educational improvement.
• Support from the board is crucial for implementing change.
• Building trust requires honesty and openness.
• Finding joy in work enhances resilience and effectiveness.
• Education systems have more autonomy than often perceived.
• Sharing failures is as important as celebrating successes.
• Hope can be found in the freedom to pursue passions in education.

Links

Maritime Academy Trust - Home

Connect with Tamara

LinkedIn: (1) Tamara Zaple Rolfs FCCT | LinkedIn

Email: [email protected]

Connect with Kathryn

LinkedIn: (1) Kathryn Gorman FCCT | LinkedIn

Email: [email protected]

Feedback

Thank you for listening to Beyond the Status Quo. Please do connect with us or like and share the Podcast. If you have any feedback, please email us: it helps us to improve the podcast and make sure it is giving you what you need. Thank you!

Hosted on Acast. See acast.com/privacy for more information.

In this episode of Beyond the Status Quo, hosts Tamara Zaple Rolfs and Kathryn Gorman discuss the importance of challenging the status quo in leadership, the dynamics of power in organisations, and the role of resilience and self-awareness in effective leadership with organisational coach and mentor, Astrid Korin. They explore how education shapes leadership styles and the necessity of creating psychological safety within organisations to foster growth and innovation. The conversation emphasises the need for leaders to be authentic, aware, and compassionate while navigating complex systems and challenges.

Key takeaways

• Challenging the status quo can be subtle and collaborative.
• Resilience in leadership is a continuous practice, not a goal.
• Self-awareness is crucial for authentic leadership.
• Education often perpetuates compliance rather than creativity.
• Creating psychological safety is essential for effective leadership.
• Power dynamics in organisations can hinder collaboration.
• Leaders must support others to grow and learn.
• Compassionate leadership does not equate to lowered expectations.
• Awareness of human behavior is vital for effective leadership.
• Unlearning compliance is necessary for thriving in the workplace.

You can find more information about Astrid's work and her course 'Inside Out' here Transformational coaching — Astrid Korin Coaching

If you are interested in the theory and practice of Psychological Safety, then the go-to text is here Psychological Safety – Amy C. Edmondson

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In this reflective conversation, Tamara Zaple Rolfs and Kathryn Gorman discuss their insightful podcast episode with David Liddell, focusing on the importance of translating theory into action within leadership and organisational culture. They explore the evolution of leadership towards integrative approaches that prioritize listening and valuing diverse voices, as well as the role of conflict in fostering positive change. The discussion emphasises the need for intentionality in creating a culture that aligns business needs with human values, highlighting the complexities and challenges leaders face in this endeavour.

Takeaways

• Theory into action is essential for effective leadership.
• Leaders must be culture architects, designing intentional workplace cultures.
• Listening to diverse voices is crucial for conflict resolution.
• Conflict can be a positive force for change.
• Leadership today requires integrating various values and perspectives.
• Creating a values-driven culture is complex and challenging.
• Psychological safety is increasingly recognised in workplace dynamics.
• Humanity should be central to organisational policies.
• Business needs and people’s needs can coexist harmoniously.
• Courage and bravery are necessary in questioning the status quo.

Useful Links

David Liddle. | The TCM Group

Recommended Reading | The TCM Group

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In this episode of Beyond the Status Quo, David Liddell, a recognized authority in people, culture, and conflict management, shares his insights on challenging the status quo in organisations. He discusses the importance of transformational leadership, the need for connection and belonging in workplaces, and the role of policies in shaping organisational culture. David introduces his Align Model, emphasising the significance of listening, inclusion, and nurturing growth. He advocates for constructive conflict and the necessity of a counter narrative in today's polarised society, encouraging leaders to be courageous and open to challenges.

Takeaways

• David Liddell emphasizes the importance of breaking the status quo in organisations - but not recklessly
• Transformational leadership requires a focus on connection and belonging.
• Policies should be designed to foster positive behaviours and culture.
• Conflict can be constructive if approached with psychological safety.
• The Align Model offers a framework for effective leadership and organisational culture.
• Listening and inclusion are critical for effective leadership.
• Organisations must create a counter narrative to divisive societal messages.
• Values should be lived and reflected in organisational policies.
• Leaders should be open to challenges and different perspectives.
• Courage and collaboration are essential for meaningful change.

Useful links

David Liddle. | The TCM Group

Transformational Culture: Develop a People-Centred Organization for Improved Performance : Liddle, David: Amazon.co.uk: Books

Recommended Reading | The TCM Group

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In this conversation, Tamara and Kathryn discuss their insights from a recent interview with Wayne, focusing on challenging educational norms, reframing autonomy, the courage of conviction in leadership, and the importance of community engagement. They explore how effective leadership requires understanding the unique needs of different communities and the balance between authority and flexibility in educational settings.

Takeaways

• Challenging the norms within education is essential for progress.
• Reframing autonomy can empower leaders to make effective decisions.
• Courage of conviction allows leaders to say no to directives that don't fit their context.
• Understanding the specific needs of communities is crucial for effective leadership.
• Every school can be outstanding in different moments, depending on context.
• Listening deeply to communities enhances leadership effectiveness.
• Agency in education empowers individuals to drive change.
• Delegating tasks and accountability are often misunderstood in educational settings.
• Storytelling is a powerful tool for sharing insights and experiences.
• Cross-sector learning can enhance educational practices.

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In this insightful conversation, Wayne Norrie OBE, CEO of Greenwood Academy Trust, discusses his journey in education, emphasising the importance of challenging the status quo, community engagement, and the need for autonomy in schools. He shares his experiences of leadership, the significance of inspirational role models, and the systemic issues facing the education sector today. Wayne advocates for a focus on critical thinking and listening skills, highlighting the need for a more flexible and responsive education system that prepares students for a complex world.

Takeaways

• Wayne Norrie is a rebel CEO advocating for underserved communities.
• Challenging the status quo often starts from early life experiences.
• Leadership should focus on place-based approaches rather than one-size-fits-all models.
• Autonomy in schools is crucial for effective community engagement.
• Engaging communities requires a bottom-up approach, starting from individual schools.
• Inspirational leaders like Sue Campbell and Jacinda Ardern emphasise kindness and tenacity.
• The education system needs to address systemic issues, particularly around SEND.
• Positivity in education can be found in the classroom experience with students.
• Schools must prepare students for a complex and rapidly changing world.
• Listening is a vital skill that needs to be taught and practiced.

Further reading and resources

Greenwood Academies Trust - Home

Future of Education and Skills 2030/2040 | OECD

fedNationalEducationFutures - FED Education

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In this conversation, Kathryn and Tamara reflect on their conversation with Shane Leaning and explore the significance of curiosity in leadership, discussing the barriers that prevent leaders from asking questions and the importance of creating a psychologically safe environment. They also delve into the double diamond model as a framework for collaborative problem-solving and the role of uncertainty in leadership.

Takeaways

Leaders need to be curious to guide change.

Time constraints hinder leaders from asking questions.

Leaders are often expected to have all the answers.

Empowering others is crucial for effective leadership.

Creating a safe environment encourages risk-taking.

Curiosity fosters trust within teams.

The double diamond model aids in collaborative solutions.

Uncertainty can create psychological discomfort.

A supportive culture is essential for open dialogue.

Leaders should focus on asking questions rather than providing answers.

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