Introduction

In this episode, Ian Banner and Maria MacCloud tackle one of the most uncomfortable truths in professional development: your company cannot and will not take complete responsibility for training you for success.

Together, they explore why generic corporate training programmes are like fast food for your career - satisfying in the moment but lacking the nutrition for sustained growth.

Ian introduces his powerful concept of treating yourself as both the product and the product owner of your own career, whilst Maria provides candid perspectives on navigating development opportunities when budgets are tight and competition with peers is real.

They dive deep into learning pathways, the three-expert rule for finding genuine thought leaders, and how AI tools can accelerate your research whilst highlighting why human discernment remains irreplaceable.

This isn't just another conversation about professional development - it's a manifesto for taking complete ownership of your career trajectory in an industry that changes faster than most training programmes can adapt.

Sound Bites

"Your job is to do your job 90% of the time."

"Your career is your responsibility."

"Rising tides lift all boats."

Chapters

00:00 Introduction and Technical Issues

02:34 Taking Ownership of Your Training

05:27 The Limitations of Corporate Training

08:09 Navigating Learning Opportunities

11:24 The Importance of Learning Pathways

14:20 Creating a Learning Pathway

17:11 Utilising AI for Learning

20:07 The Role of Experience in Learning

23:17 Accountability and Support in Learning

26:06 Final Thoughts on Career Development

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In this episode, Ian Banner and Steve Forbes tackle one of the most contentious debates in modern software development: why teams are slowly moving from traditional Scrum practices. Drawing from the latest State of Agile Report data, they reveal how Scrum adoption has plummeted from 58% to 51% whilst Kanban and custom frameworks surge ahead.

But this isn't another "Agile is dead" rant. Instead, Ian and Steve make a provocative case that whilst Agile principles remain vital, lockstep time boxing has become a relic of the 1990s. They explore how modern tools—from Git to AI—have fundamentally changed the game, making two-week sprints feel like an eternity in today's development cycles.

The conversation dives deep into practical alternatives, from "sneaky peeks" for product owners to strategic six-week reviews for stakeholders. Steve shares war stories from teams that have successfully implemented mixed cadences, whilst Ian provides hard-won insights about avoiding the "Frankenstein hybrid" trap that combines the worst of all methodologies.

This episode offers a blueprint for evolving beyond rigid frameworks whilst maintaining the discipline that makes Agile effective.

Chapters

00:00 Introduction and Initial Thoughts

06:01 Transitioning from Scrum to Kanban

12:04 Defining Agile Frameworks

17:57 The Evolution of Software Development Practices

25:57 Retrospectives: Frequency and Necessity

34:47 Planning: Short-term vs Long-term Perspectives

40:51 Strategic Value and Measuring Success

The latest State of Agile Report

https://linktr.ee/ianbanner

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Ian Banner teams up with Erik Hansen from Seattle and Maria MacCloud from New York to tackle one of the most costly leadership challenges in the knowledge economy: the inability to switch between tactical execution and strategic vision seamlessly. Drawing from real-world examples of decision paralysis and organisational dysfunction, they explore why most leaders excel at either firefighting or long-term planning, but rarely both simultaneously. Eric shares insights about how Scrum methodology can build "varifocal" thinking into team DNA, while Maria introduces the powerful OODA loop framework for faster organisational orientation. Ian reveals his personal journey from tactical firefighter to strategic thinker, including the uncomfortable realisation that he might have let some fires burn just to look heroic. Together, they unpack the warning signs of temporal misalignment, the art of "reading the room's timeframe," and practical techniques for building what they call "bifocal teams" that can execute brilliantly whilst maintaining strategic context. Whether you're struggling with endless prioritisation debates, watching brilliant teams argue past each other, or trying to connect daily execution with quarterly objectives, this conversation provides actionable frameworks for developing temporal intelligence. Click the audio link to discover which timeframe you default to and learn how to build the competitive advantage of "bifocal leadership."

Chapters

00:00 Introduction to VariFocal Leadership

02:52 The Tension Between Short-Term and Long-Term Goals

05:58 The Importance of Team Collaboration

09:01 Reading the Moment: Understanding Context

11:51 Utilising Scrum for Focal Leadership

14:49 The OODA Loop and Its Relevance

18:06 Empowering Teams to Be Very Focal

20:46 Wrap-Up and Key Takeaways

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Introduction

Ian Banner and Steve Forbes explore a revolutionary approach to leadership that most MBA programs never teach. Steve shares his fascinating research journey into why cultures become toxic and how leaders often get trapped in inappropriate archetypes for their situations.

Ian brings his characteristic energy and real-world examples, including stories about cement trucks, Yoda's backwards speech patterns, and why some coaches claiming to "speak truth to power" are just wearing grown-up clothes.

Together, they map out practical frameworks for conscious archetype switching that C-level leaders can implement immediately. Whether you're struggling with organisational dysfunction, leading transformation initiatives, or want to expand your leadership toolkit beyond traditional command-and-control models, this conversation provides actionable insights for the future of work.

You can listen to discover which archetype you default to and learn how to consciously shift your leadership stance based on your organisation's needs.

Takeaways

Leadership requires different stances; one size doesn't fit all.

Toxic cultures often stem from leaders not adapting their archetypes.

The Sage archetype brings wisdom and insight, guiding others.

The Magician archetype catalyses change and transformation.

The Lover archetype fosters connection and empathy among team members.

The Jester archetype disrupts patterns and encourages playfulness.

The Knight archetype embodies courage and the pursuit of quests.

The Everyman archetype promotes inclusivity and teamwork.

The Caregiver archetype nurtures and supports team members.

The Ruler archetype establishes order and clarity in leadership.

Chapters

00:00 Introduction to Leadership Archetypes

02:52 Exploring Toxic Cultures and Leadership Styles

06:04 The Twelve Archetypes of Leadership

09:05 Deep Dive into the Sage Archetype

12:02 Understanding the Magician Archetype

15:06 The Lover Archetype: Building Connections

17:56 The Jester: Disruption and Playfulness

20:54 The Knight: Quest and Achievement

23:46 The Everyman: Team Player

26:56 The Caregiver: Nurturing and Support

29:51 The Ruler: Order and Control

33:13 The Creator: Innovation and Imagination

36:05 The Explorer: Seeking New Horizons

38:11 The Rebel: Challenging the Status Quo

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In this episode, Ian Banner and Steve Forbes dive deep into one of the most practical frameworks for building authentic organisational culture: the Care Ladder. Moving beyond generic corporate values that gather dust on office walls, they explore how teams can discover what they genuinely care about and turn those insights into powerful decision-making tools.

Steve introduces the Care Ladder concept—a prioritised hierarchy of team values that forces hard choices and creates real clarity when competing priorities clash. Ian shares creative facilitation techniques, from bubble sorting to physical movement exercises, that help teams uncover their authentic values through structured discovery processes.

The conversation reveals why cultural change must occur indirectly through values, behaviours, and systems rather than through top-down mandates. They explore the ancient wisdom of "know yourself" and how team self-knowledge becomes the foundation for sustainable transformation. Whether you're leading organisational change or trying to align your team around shared priorities, this episode provides actionable frameworks you can implement immediately.

Chapters

00:00 Introduction to Care Values

01:02 Understanding the Care Ladder

04:56 Implementing the Care Ladder in Teams

09:59 Facilitating Team Values Discussions

16:38 The Relationship Between Values and Culture

18:56 Indirectly Changing Culture Through Values

23:48 Conclusion: The Importance of Caring in Teams

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

Introduction

In this episode of Future of Work, Ian Banner and Steve Forbes dive into one of leadership's most challenging dilemmas: the tension between caring deeply and focusing strategically. They explore why leaders must be intentionally selective about what they care about rather than trying to care equally about everything.

Drawing on insights from business titans like Warren Buffett, Satya Nadella, and Yvon Chouinard, Ian and Steve unpack the paradox that caring about everything often means you effectively care about nothing. Their conversation explores how successful organisations, from Google to Patagonia, convey their values through carefully chosen priorities, thereby creating clarity and alignment.

Whether you're struggling with meeting time boxes that seem sacred in agile environments or trying to establish organisational values that actually drive behaviour, this episode offers practical frameworks for determining what truly deserves your attention. As Steve notes, "We should definitely care, but we should be intentionally selective about what we care about."

Listen now to discover how to create your own "care ladder" – a strategic prioritisation approach that can transform your leadership effectiveness and organisational culture.

Takeaways

Caring is essential for effective leadership.

Empathy enhances innovation and potential.

It's impossible to care about everything.

Focus on outcomes rather than processes.

Selective caring helps prioritize what matters.

Public values may differ from private values.

Intentionality in caring defines company culture.

Team agreements should reflect collective priorities.

Caring deeply fosters trust and respect.

Successful people prioritize what they care about.

Chapters

00:00 The Dichotomy of Caring: An Introduction

02:55 The Importance of Caring in Leadership

05:40 The Burden of Caring: When Too Much is Overload

09:06 Caring vs. Not Caring: Finding Balance

11:53 The Power of Selective Caring

14:44 The Care Ladder: Prioritizing What Matters

16:19 Public vs. Private Values in Organizations

18:57 Intentional Caring: Defining Team Values

22:18 Company Values: What Do They Really Care About?

25:03 Conclusion: The Importance of Intentionality in Caring

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Thanks to Ian for generating

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

Summary

In this episode, the Future of Work crew discusses the evolving dynamics of teams, emphasising the 51% principle where a smaller number of highly engaged individuals can outperform larger teams. They explore the roles of givers, takers, and matchers in relationships, the importance of unstructured time for building trust, and how AI can enhance personal connections and note-taking. The conversation also highlights the significance of creating bonding opportunities within teams to foster collaboration and emotional intelligence.

Takeaways

* The 51% principle suggests that fewer, highly engaged team members can achieve more than larger teams.

* Generosity and altruism lead to greater success in both personal and professional lives.

* It's important to ensure reciprocity in relationships to avoid being exploited as a giver.

* Unstructured time is crucial for building trust and deeper connections among team members.

* Open-ended questions facilitate more meaningful conversations and connections.

* AI tools can help capture and organize personal information about colleagues for better interactions.

* Creating bonding opportunities in teams can enhance collaboration and trust.

* Team dynamics can shift based on the roles of givers, takers, and matchers.

* In-person bonding events can strengthen team relationships beyond work-related tasks.

* The use of AI in note-taking can streamline the process of remembering personal details about colleagues.

Chapters

00:00 Introduction and Team Dynamics

03:08 The 51% Principle and High-Performance Teams

06:06 Givers, Takers, and Matchers in Relationships

09:10 Unstructured Time and Building Trust

12:07 AI in Team Interactions and Note-Taking

18:08 Creating Bonding Opportunities in Teams

22:07 Utilizing AI for Personal Connections

27:07 Final Thoughts and Reflections

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

In this episode…

What really makes a team a team? In a fast-moving world of AI tools, remote work, and endless meeting invites, the answer might surprise you. In this lively conversation, Ian Banner and Stephen Forbes strip team-building back to its essentials: shared purpose, trust, and the quiet power of unstructured time.

They explore why the best teams in 2025 might only need three people, how to intentionally foster connection, and why being a “51% person” can transform team culture. You’ll hear stories from the front lines of enterprise coaching and agile transformation, including practical metrics like the “six and twenty-four hour” rule for trust, and why high-functioning teams always create shared history—whether in an office or on Zoom.

This episode isn’t theory. It’s packed with field-tested insights for C-level leaders, enterprise coaches, and transformation pros who want better outcomes and more resilient teams in the era of AI and hybrid work. If you’ve ever wondered why some teams click and others stall, or how to build culture with fewer people and more impact, this one’s for you.

Takeaways

A team is defined by the strength of individual relationships.

Team size can impact the effectiveness of collaboration.

Unstructured time is essential for building connections.

The 51% principle encourages individuals to put in more effort in relationships.

Common purpose unites teams and drives performance.

Shared history enhances team cohesion and effectiveness.

Effort in relationships can lead to better team dynamics.

Smaller teams may foster stronger connections.

Unstructured interactions can lead to deeper understanding.

Intentionality in building relationships is crucial for team success.

Chapters

00:00 The Essence of Team Dynamics

03:07 The Role of Unstructured Time in Team Building

06:01 The 51% Principle: Effort in Relationships

09:11 Navigating Team Relationships and History

For links and show notes, please go to https://linktr.ee/ianbanner

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This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

Podcast Summary

In this episode, Ian and Steve discuss the challenges and opportunities presented by AI in the workplace. They explore the importance of empowering teams to discover and implement AI tools effectively, contrasting solution-led and problem-led leadership styles. The conversation emphasizes the need for hands-on experience with AI, encouraging listeners to engage in creative challenges that enhance their understanding of AI applications. They also introduce the concept of vibe coding, where AI assists in coding tasks, and provide practical tips for navigating the evolving AI landscape.

Takeaways

AI tools are everywhere, but many feel overwhelmed.

Leaders must enable their teams to benefit from AI.

Intrinsic motivation fosters better team dynamics.

Problem-led leadership encourages innovation.

Hands-on experience with AI leads to deeper understanding.

Creative challenges can enhance AI skills.

Vibe coding allows individuals to perform multiple roles.

Understanding the AI landscape is crucial for success.

Building something with AI is essential for learning.

AI can augment our capabilities in the workplace.

Sound Bites

"AI is a train that's coming."

"The struggle is where the growth is."

"If you build it, then you will understand it."

"Learn the landscape by building something."

"AI is not automatically the answer."

"We are living in the future."

Chapters

00:00 Introduction to AI in the Workplace

02:48 Understanding AI Implementation Challenges

06:03 Leadership Styles: Solution-Led vs Problem-Led

08:58 Empowering Teams with AI Tools

11:55 Building Skills Through Challenges

14:52 Creative AI Challenges and Applications

18:02 The Importance of Building with AI

20:47 Vibe Coding: The Future of Development

24:06 Navigating the AI Landscape

26:50 Quick Tips for Using AI Tools

30:01 Final Thoughts and Challenges Ahead

For links and show notes, please go to https://linktr.ee/ianbanner

Thanks for listening to The Future of Work Mastery Podcasts! Subscribe for free to receive new posts and support my work.

This post is public so feel free to share it.

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site