Leader2Leader with Tom Athenour

This conversation is about why so many teams stall at "good enough" and what leaders can do to move from vague teamwork goals to measurable improvement. Gordy shares how his work with about 5,000 teams led to a revamped assessment, a new practical book for line and staff managers, and a clearer model for when a team should function as a true team versus a group or hybrid. The big idea is simple: feedback alone does not improve performance. Leaders need a roadmap, a diagnostic, and then tools plus an action plan to keep the team moving.

Key topics

• We discuss why the team assessment survey was revamped after analyzing data from about 5,000 teams around the world.
• Gordy explains that the survey is designed to help teams have better conversations about purpose, strengths, gaps, stakeholder expectations, and avoided issues.
• He makes the case that not every team needs to be high performing, but most teams can still become more effective and efficient.
• He uses the "scale" analogy to show that diagnostics tell you what is wrong, but not how to fix it.
• Gordy shares research showing that some teams improved by 50 to 60 points on a 100-point scale after they took action between time one and time two assessments.
• He introduces the distinction between the earlier book entitled "Ignition," aimed at facilitators and consultants, and the new book being written for line and staff managers who need practical guidance.
• The leadership gap, as he sees it, is that most development focuses on self-awareness and one-on-one management skills, while the team level gets neglected.
• Gordy says organizations often take teamwork for granted even though teams are the vehicle by which work gets done.
• He argues that leaders need a shared mental model for teamwork so everyone knows what "good" looks like and how to build it.
• He describes Red Bull's adoption of a common framework and training for about 3,000 people managers as an example of making teamwork language and expectations consistent.
• For senior leadership teams, he stresses the need to decide when to operate as a group and when to operate as a team, especially to avoid "analysis paralysis" and FOMO-driven over-inclusion.
• He highlights the importance of stakeholder feedback, not just internal self-ratings, because many teams overestimate how effective they really are.
• He notes that leaders and team members often live inside a reality distortion field, especially higher up the org chart, where information gets spun to protect reputations.
• The conversation closes with a practical three-step sequence: choose a teamwork framework, assess the team, and then use tools and an implementation plan to address the gaps.

Action items

• Pick a clear teamwork framework or mental model before trying to improve the team.
• Use an assessment to identify the team's real strengths and gaps.
• Gather stakeholder feedback, not just internal self-ratings.
• Decide whether a specific issue is a group issue or a team issue.
• Build an action plan with follow-up so the team does not lose momentum.

Resources & Links:

• Curphy Leadership Consulting
• IGNITION: A Guide to Building High Performing Teams Book
• The Rocket Model

Connect with Gordy Curphy:

• Gordy Curphy: LinkedIn

Podcast Sponsor:

• StarQuest Group
• LinkedIn

In this episode, Rhett Keisler shares his entrepreneurial journey from corporate finance to brewing and beverage ventures, highlighting the importance of a resilient mindset toward failure. Discover how structured frameworks, honest self-assessment, and fostering a supportive culture can fuel innovation and growth even in competitive markets.

Main Topics:

• The role of failure in entrepreneurial success
• Building a culture that encourages risk-taking and innovation
• Practical frameworks for managing risk and uncertainty
• Lessons learned from launching and pivoting beverage products
• Strategies for leaders to foster psychological safety and experimentation

Resources & Links:

• Beverage Ranch
• The Harvard Business Review: Mental Models
• Charlie Munger's Mental Models

Connect with Rhett Keisler:

• LinkedIn
• Twitter

Podcast Sponsor:

• StarQuest Group
• LinkedIn

In this conversation, Ron Redell, president of DoubleLine, shares insights on leadership, risk management, and building a high-performing successful organization. Drawing from his sports background and decades of experience in money management, he discusses the nine attributes of effective leadership, including ownership, adaptability, and communication, and how these principles can be applied to foster a resilient and high-performing culture.

My Key Takeaways

• The nine attributes of effective leadership ("Commander" model).
• The importance of ownership and personal responsibility.
• Adapting to market changes and risk management.
• Building a strong organizational culture.
• Measuring success and fostering trust.

The 9 Attributes of the COMMANDER framework:

• Communication
• Ownership
• Motivate
• Move/Action
• Adaptability
• Never Stop Learning
• Delegate
• Empathy
• Reliability

Contact Information:

LinkedIn: Ron Redell, https://www.linkedin.com/in/ron-redell-1126a9/

Doubline: https://doubleline.com/

Podcast Sponsor: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

In this insightful conversation, Tom Athenour and Karen Posey discuss expert strategies for creating enterprise value, building effective leadership teams, and developing future leaders in mid-market companies. Discover practical tips on aligning your first team, leveraging stakeholder feedback, and rethinking leadership development to accelerate growth.

Summary of Episode Takeaways

• More focus in mid-market companies needs to be placed on creating enterprise value.
• To create that enterprise value, execs need to build and align their first leadership team.
• A key strategic objective needs to be rethinking leadership development and succession planning.
• It's important to engage stakeholders for strategic insights.
• Very important to create a consistent operating rhythm

Contact Information:

www.kpstrategies.net

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

Reading Resources:

A CEO for All Seasons

The Journey of Leadership

Podcast Company Sponsor:

StarQuest Group: www.starquestgroup.com

Host Contact Information:

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

In this conversation, Tom Athenour and Donna Zajonc explore the integration of psychology and business through the lens of the Empowerment Dynamic framework. They discuss the Drama Triangle, which includes the roles of Victim, Rescuer, and Persecutor, and how these roles manifest in workplace dynamics. Donna emphasizes the importance of shifting from a Rescuer mindset to a Coaching approach, encouraging leaders to empower their teams rather than take over responsibilities.

The discussion also highlights the significance of self-observation, intention, and the difference between problem-focused and outcome-focused thinking in leadership. Donna shares insights on the legacy of her late husband and co-founder, David Emerald, and the ongoing work that the center is doing worldwide to promote the Empowerment Dynamic in various organizational settings.

My Key Takeaways

• The speed of life is increasing, leading to more stress and anxiety.
• The Drama Triangle consists of the Victim, Rescuer, and Persecutor roles.
• Shifting from Rescuer to Coach empowers others to take responsibility.
• Self-observation is key to recognizing our roles in the Drama Triangle.
• Leaders should focus on outcomes (what they want) rather than just problems.
• Understanding intention can help shift from controlling to encouraging behaviors.
• The Empowerment Dynamic promotes creativity and agency in individuals.
• Recognizing triggers can help prevent falling into reactive roles.
• The legacy of David Womeldorf continues to inspire the work in the Empowerment Dynamic.
• Creating a world that works for all is the ultimate goal of this framework.

Contact Information:

Donna Zajonc LinkedIn Profile: https://www.linkedin.com/in/donna-zajonc-mcc-612455/

Books by Donna Zajonc and David Emerald

• The Power of TED*: The Empowerment Dynamic: 10th Anniversary Edition
• 3 Vital Questions: Transforming Workplace Drama
• Who Do You Want to Be on the Way to What You Want?: Coaching with the Empowerment Dynamic

Podcast Sponsor: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

In this conversation, Tom Athenour and Lisa Lahey explore the intricacies of organizational development and transformation, emphasizing the importance of understanding the difference between informational and transformational learning.

They discuss the role of leadership in fostering a deliberately developmental organization, the challenges leaders face in navigating change, and the significance of self-reflection and feedback in personal and organizational growth.

Lisa introduces the immunity to change framework, highlighting how leaders can identify self-protective mechanisms and challenge their assumptions to foster a more adaptive and strategic approach to leadership.

Takeaways

• Development is about expanding our inner landscape.
• Leaders must recognize the difference between technical and adaptive challenges.
• Creating a culture that welcomes mistakes is essential for growth.
• Self-reflection is crucial for effective leadership.
• Immunity to change helps leaders identify self-protective behaviors.
• Assumptions can limit a leader's ability to grow.
• Feedback from others is vital for personal development.
• Strategic thinking requires dedicated time and space.
• Curiosity is a key driver of leadership development.
• Organizational culture impacts individual growth opportunities.

Contact Information:

Lisa Lahey: LinkedIn Profile

Books by Robert Kegan and Lisa Laskow Lahey

Immunity to Change: How to Overcome It and Unlock the Potential within Yourself and Organization.

An Everyone Culture: Becoming a Deliberately Developmental Organization

Podcast Sponsor: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

In this episode, Tom Athenour welcomes listeners to season 2 of the Leader-to-Leader podcast, emphasizing the importance of holistic leadership and personal development. He discusses the significance of setting intentions for the new year and introduces the One Big Thing (OBT) framework, which helps individuals focus on one key area for growth.

The conversation highlights the need for accountability and the role of community in achieving personal and professional goals, while also looking forward to future episodes that will delve deeper into building sustainable change and vibrant organizational cultures.

Our Top 7 Key Takeaways:

• Setting intentions for the new year is crucial for personal growth.
• The One Big Thing (OBT) framework helps focus development efforts.
• Accountability is essential for achieving personal goals.
• Community support enhances individual growth and change.
• Leaders should identify what to do less of to improve.
• Practicing new behaviors is key to leadership development.
• Building vibrant cultures requires sustainable change efforts.

If you have ideas or suggestions on podcast topics or speakers, please email us at [email protected].

Podcast Sponsor: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

In this conversation, Parag Parekh, Chief Digital Officer at IKEA, shares insights into the evolution of retail, the importance of omni-channel strategies, and the challenges faced by leaders in adapting to rapid changes in the market. He discusses IKEA's journey from a traditional brick-and-mortar retailer to a digital-first organization, emphasizing the need for agility, collaboration, and a customer-centric approach. Parag also highlights the significance of fostering an entrepreneurial culture within teams and the role of AI in shaping the future of retail.

Parag Parekh has over 20 years of experience in digital leadership across retail, consumer products and industrial sectors. He has held influential roles at companies such as Adidas, General Electric (GE), and Tata. Parag has an MBA in Information Technology from NMIMS and completed an executive development program at Harvard Business School.

Following are several takeaways from our conversation.

• IKEA has evolved from a traditional retailer to an omni-channel leader.
• The concept of flat-pack furniture revolutionized the furniture industry.
• Leadership requires adaptability and resilience in times of change.
• The omni-channel approach allows seamless customer experiences across platforms.
• IKEA's history is rooted in innovation and customer-centric solutions.
• The retail landscape is rapidly changing due to technology and consumer behavior.
• Fostering a culture of entrepreneurship is key to organizational success.
• AI will play a significant role in the future of retail.
• Believing in oneself and learning from failures are essential for growth.

For further questions, please contact Parag on LinkedIn and reference the L2L Podcast Series:

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

To contact the StarQuest Group or Tom Athenour, please use the following links:

Website: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

Back in 2014, one of the biggest transformations in modern business history kicked off at Microsoft when Satya Nadella took over the reins as CEO from Steve Balmer. Today, Satya is largely credited with changing the business of Microsoft from a traditional software company into a cloud-first, mobile-first powerhouse—with a current market cap of more than $3.6 trillion.

In this episode, Tom Athenour sits down with Takuya Hirano, the former president and CEO of Microsoft Japan. Takuya was a member of the executive team and had a front-row seat to how Nadella and the executive team reshaped Microsoft's vision, culture and strategy.

Takuya left Microsoft in 2023 after 17 years, and today he is on several boards including Fujitsu, and is also an executive advisor to KKR & Co. and Honda Motor Company. He is also the co-founder of Three Fields Advisors, a consulting firm that helps businesses scale internationally by providing expert advice on market expansion, mergers and acquisitions (M&A), partnerships, and market analysis.

Following are several takeaways from our conversation.

• Microsoft's transformation was driven by a new worldview.
• True organizational transformation requires a shift in organizational culture.
• Courage and self-awareness are crucial for leaders to execute on a culture change.
• Operationalizing culture change is essential for success.
• Revenue models must adapt during transformation.
• Defining success goes beyond traditional metrics.
• Engaging with customers is key to business strategy.
• Leaders must embrace continuous learning and curiosity.
• Cultural change can be intentional and achievable.

Contact Information:

LinkedIn: https://www.linkedin.com/in/takuya-hirano/

Three Fields Advisors: https://www.threefieldsadvisors.com/

Podcast Sponsor: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/

In this episode, Tom Athenour and Mitch Harrison delve into the pressing issue of burnout, exploring its symptoms, personal experiences, and effective strategies for recovery. Mitch shares his journey through burnout and the development of a framework that emphasizes the importance of balancing stress with replenishment.

The discussion highlights the five key areas—Rest, Release, Receive, Recreation, and Relationships—that are essential for maintaining mental health and productivity. They also emphasize the need for leaders to model self-care and create a culture that supports personal replenishment.

Contact Information:

[email protected]: Refill Coaching: www.refillcoaching.com

Book:

Running on Full: A Plan to Beat Burnout and Replenish Your Inner Tank, by Mitch Harrison

Podcast Sponsor: www.starquestgroup.com

LinkedIn: https://www.linkedin.com/company/starquest-group/?viewAsMember=true

Tom Athenour: https://www.linkedin.com/in/tomathenour/