I have always been quite cynical about ESG and CSR initiatives from companies. They always struck me as 'Do as I say, not what I do'.

My favorite examples include a 'Big Oil' company preferring suppliers with a 'green' supply chain, a Financial Services companies directly contributing to the Euro crisis but giving their employees an afternoon off to paint schools in derelict areas 'to give back to society', companies that started 'recalibrating' their DEI efforts in the aftermath of the last presidential election in the US, and ESG leaders flying en masse to conferences in New York to discuss how make the world a more sustainable place.

Sander Tideman is founder of Triple Value Leadership. A former international lawyer and finance executive, he is a specialist in leadership development and organizational transformation, motivated by building the capacity to address the unprecedented social and ecological challenges of this age.

In the 31th episode of the Leadership 2.0 podcast, I interview Sander about the question if and how organizations and our society should adopt ESG and CSR concepts.

During our conversation, we discussed the following topics:

1. The Growth Triangle
2. What would happen if companies did not consider their environmental and societal impact as 'for free'
3. Greenwashing: Why should we take ESG and CSR seriously?
4. The (in) capacity of Public Companies to address ESG issues
5. Do we not make it too easy for companies to transfer their burden to our society?
6. The Development Stages of ESG in organisations
7. The link between CSR and Business Results
8. Best Practice Companies
9. The Adoption of CSR by B2B companies
10. Resilient Companies
11. What is Triple Value Leadership?
12. The Regenerative Capacity of Mankind
13. Integrating Triple Value Leadership in Executive Coaching
14. The Current Status and Outlook of CSR
15. Final Thoughts

► About Sander

Sander Tideman is a researcher, author, entrepreneur and executive coach in sustainable leadership. He works with leaders to build flourishing organizations equipped to address the unprecedented challenges of today. He has worked for and consulted with leading organizations on three continents.

A former international lawyer, senior finance executive and board member of companies and NGOs, he is the founding director at Triple Value Leadership. He is also executive director of Garrison Institute International and a Senior Faculty member of Mobius Executive Leadership in Boston and Rotterdam School of Management, Erasmus University, in the Netherlands.

Sander started his career in 1986 by practicing law at Baker & McKenzie (Amsterdam and Taipei office). In 1989 he turned to international finance by becoming Country Director for ABN AMRO Bank in China (responsible for offices in Beijing and Shanghai), Vice President Structured Finance at ABN AMRO Bank in Amsterdam and Regional Manager Eastern Europe and Asia for Triodos Bank. As a consultant he worked on assignments for UNDP, The World Bank/IFC and the Asian Development Bank.  

He co-founded and managed Spirit in Business (Massachusetts), worked for Teleos Leadership Institute (Philadelphia), co-founded and managed the Global Leaders Academy (London/Amsterdam), co-founded the Bridge Fund Europe and served as CEO of Mind & Life Europe (Switzerland). He also served on the executive board of the Netherlands Council for Sustainable Development/NCDO. The government of Bhutan asked him to co-create the first international conference on Gross National Happiness in Bhutan, which spearheaded a global movement in well-being economies.

► Book: 'Triple Value Leadership: Creating Su

Any questions or comments? Press this link and send me a message!

'We live in the most Generationally Diverse Demographic' (Rebecca Robins).

Unfortunately, generational differences are often seen as a source of problems - sometimes misunderstood, and exaggerated by social media..

However, what would happen if we saw Generational Differences as Opportunities instead of Issues?

This is precisely the topic of the book 'Five Generations at Work: How We Win Together, For Good' by Rebeca Robins and Patrick Dunne.

In the 30th episode of the Leadership 2.0 podcast, I interview Rebeca Robins and Patrick Dunne about 'Maximising the business opportunity of generational diversity'

During our conversation, we discussed the following topics:

• Are generational differences real?
• Friction Points and Stereotypes
• Respect between Generations
• Turning Generational Labels into Generational Lenses
• Using Generational Lenses to gain a Competitive Advantage
• Are Family Companies ahead of Publicly Traded Companies? 
• Generational Differences and Brand Relevance
• Ageism, Social Tension, and having 'an Africa Strategy'
• Do younger Generations want to Learn from older ones?
• Next Generation Boards versus Focus Groups
• Final Thoughts 

► About Rebeca Robins

Rebecca Robins is a global advisor and expert in brands, leadership and cultures of excellence, also advising on inter-generational collaboration in the five generational workplace. Her work spans leading brands and organisations across the world, including: AstraZeneca, British Airways, Burberry, HUGO BOSS, LEGO, LVMH, Reuters, alongside Universities, founder and family businesses. Rebecca is the author of two industry-leading books on brands and culture, and also writes for numerous leading publications. A postgraduate of Cambridge University, Rebecca is ever at the intersection of education and industry as lecturer and programme advisor, and is a Board Trustee at The EY Foundation.

► About Patrick Dunne

Patrick Dunne is an experienced Chair with extensive experience of working with boards in Europe, Africa, Asia and North America. Currently Chair of board consultancy Boardelta and the charities the Royal Voluntary Service and ESSA- Education Sub Saharan Africa.
He gained this experience with Air Products and FTSE100 3i Group plc where he was Communications Director, a member of its Operating Committee and Chairman of its Operational Risk forum.
Patrick is author of the award-winning book “Boards” and co-author of "Five Generations at Work",  a member of the Higgs Review and  Visiting Professor at Cranfield University.
He also has extensive experience of developing social enterprises, most notably with Leap Confronting Conflict, the EY Foundation and Warwick in Africa.
Patrick was awarded an OBE in the Kings Honours list in 2023 for services to charity and philanthropy in Africa and the UK.

► 'The Book: Five Generations at Work - How We Win Together, For Good'

https://www.amazon.com/Five-Generations-Work-Together-Good/dp/139425220X

Any questions or comments? Press this link and send me a message!

In many organizations Learning & Development (L&D) is seen as a 'Nice to Have'. Unfortunately, this is often reflected their (bland) L&D offerings, which, more often than not, are generic and fail to address the strategic issues organizations need to address

However, what would happen if organizations truly would treat Learning & Development as a strategic instrument?

In the 29th episode of the Leadership 2.0 podcast, I interview Nick van Dam about 'The Strategic Value of Learning & Development'. 

During our conversation, we discussed the following topics:

• Where Nick’s interest in Learning & Development (L&D) stems from
• How Nick put L&D on the map of McKinsey and Deloitte
• How to link L&D to business strategy
• How to determine the ROI of L&D
• If L&D efforts should be limited to Soft Skills
• A strength-based approach to L&D
• The implications of Generational Differences for L&D
• Has the role of L&D changed over the years?
• What world class L&D organizations look like
• Nick’s latest book: 'The Best Version of Me'
• Final Thoughts

► About Nick van Dam

Dr. Nick van Dam is an internationally recognized thought leader, advisor, executive coach, researcher, facilitator, and best-selling (co-) author of more than 29 books on Leadership, Organizational Behavior, and Corporate Learning & Talent Management. Dr. van Dam has over 30+ years of business experience as a former Partner, Global Chief Learning Officer, HR Executive, and Client Advisor at Siemens, Deloitte and McKinsey. As an advisor or faculty, he has served over 100 clients around the world.

He is (visiting) Professor at The University of Pennsylvania , Harvard Business School-
Corporate Learning, IE Business School, and Nyenrode Business University. Nick is

Director of the IE Business School, Center for Corporate Learning and Talent Management. He is the Director of the IE Business School, Global HR Leadership Program and Global L&D Leadership Program. He is a core faculty member of CEDEP. (INSEAD Campus, France) and a co-founder of Pathos Leadership Institute. Nick is an External Senior Advisor
and Faculty member at McKinsey & Company.

He has written numerous articles for various publications and has been quoted by Bloomberg Businessweek, The Financial Times, Fortune Magazine, Harvard Business Review, Times of India, Information Week, CLO Magazine, and The Wall Street Journal.

His lifelong learning journey has included studies in economics and business economics (BEd, Vrije Universiteit, Amsterdam), organizational sociology (MA), Universiteit van Amsterdam), psychodynamic psychology (EMC, INSEAD) and human capital development (PhD, Nyenrode Business University). 

Nick has lived in the US, Spain and The Netherlands. Throughout his career, he has spent time in various countries, with significant periods in Asia, particularly in India. 
Leaders around the world value his inspiring, engaging, and application-oriented
teaching/facilitation style tremendously.
 
► Books (selection)

Van Dam, N.H.M., et al. (April 2024) The Best Version of Me: Boosting Your Well-Being, Lulu Publishing.

Van Dam, N.H.M., Marcus, J. (2023). Handbook Organization & Management (5th edition), Noordhoff Publishers.

Brassey, J., van Dam, N.H.M., Van Witteloostuijn, A. (2022) Authentic Confidence. Vakmedianet.

Feser, C., Nielsen, N., Rennie, M., editors (2018) Leadership at Scale. HBG (Nick has co-authored 4 chapters)

Rogers, E., & van Dam, N.H.M. (2014). YOU! The Positive Force in Change: Leveraging Insightsfrom Neurosciences and Positive Psychology. Raleigh (NC): Lulu Publishing.

Any questions or comments? Press this link and send me a message!

Many people in the workplace wrestle with combining their ethical and spiritual convictions on the one hand, and what they feel is required of them to progress their careers or simply to stay in their roles.

For people who experience this tension and want to address it, 'Heroic Leadership - Best Practices from a 450-Year-Old Company That Changed the World' by Chris Lowney. ' will be a great read!

Chris Lowney, is a one-time Jesuit seminarian, who currently chairs the board of CommonSpirit Health, America’s largest not-for-profit healthcare system with 140 hospitals and more than 150,000 employees. Previously, he served as a Managing Director of J.P. Morgan & Co. in Tokyo, Singapore, London and New York.

In the 28th episode of the Leadership 2.0 podcast, I interview Chris Lowney about Heroic Leadership. During our conversation, we discussed the following topics:

• What is Jesuitism?
• Chris's involvement with Jesuitism
• The four Key Values of Jesuitism: Self-Awareness, Ingenuity, Love, and Heroism
• The Jesuits and Agility
• 'Greater Love than Fear' as a Leadership Principle
• Leadership as an Activity
• The Concept of Indifference
• Self-Compassion
• Serving a Higher Purpose in Competitive Work Environments
• A Call to Action - Heroic Leadership - The Workbook
• Why Everyone is a Leader

 
► Resources

Chris has authored six books, including the bestselling Heroic Leadership, which has been translated into eleven languages and was named to the recommended reading list of the Commandant of the United States Marine Corps. His latest work, Make Today Matter: 10 Habits for a Better Life (and World), won an Independent Press Award.

You can find more information about his books (including the workbook on Heroic Leadership that was just published) here: https://chrislowney.com/wp/books/

Any questions or comments? Press this link and send me a message!

Most of us are acutely aware of the gap between how our organizations aspire to operate and the everyday reality of working within them.

In 'Badly Behaved People', executive coach Zena Everett describes many highly recognizable real-world cases illustrating how this discrepancy can manifest itself—and how it can be addressed. What I especially like about this book is how Zena Everett makes complex psychological concepts accessible (without oversimplifying them) and demonstrates how they can be applied in the workplace.

In our conversation about this book, Zena and I discussed the following topics:

• Why Zena wrote Badly Behaved People
• ‘Healthy Competitive Friction’ versus ‘Mindless Harmony’
• Culture: ‘Lived experiences’ or ‘Statements behind the Reception’?
• Dealing with Childhood Experiences in Executive Coaching
• If we cannot trust our perception, what is the alternative?
• Emotional Intelligence and Anger Management
• Career Advice for Introverts
• What if your line manager has a Narcissistic Personality Disorder (NPD)?
• ‘Scrappy Careers’ versus ‘Listening to our Inner Voice’
• Final Thoughts

► About Zena Everett

'Zena Everett has a global leadership coaching and speaking practice, with a reputation for evidence-based content and practical takeaways, delivered in a very entertaining way.  

Originally a recruitment entrepreneur, Zena sold her business and studied an MSc in Career Management and Coaching and other post graduate qualifications in psychological coaching and leadership (MIT). She has coached on the Executive MBA Programme at Oxford University’s Saïd Business School and is a member of the Associate Faculty at Henley Business School.  Her focus is on replacing bad behaviour and crazy busyness with productive, thriving and profitable team relationships. 

Zena believes that real success comes from flipping our focus away from ourselves, and onto the problems that we, uniquely, can solve for others.  It’s not about us and our egos: it’s what we can do for others that matters'. 

► Resources

Email Zena Everett: [email protected] 

Book 'Badly Behaved People': https://www.zenaeverett.com/badly-behaved-people/

Other books by Zena Everett: https://www.zenaeverett.com/books/

Website Zeba Everett: https://www.zenaeverett.com/

Any questions or comments? Press this link and send me a message!

Even though, for years, we have had a vast array of change management theories and methodologies at our disposal (Kotter, Lewin, Kubler-Ross, Bridges, ADKAR, etc.), it still proves to be very hard for us as leaders and consultants to implement real, sustainable change (transformation). Most change projects fail (70% according to McKinsey), or end with a superficial victory declaration, after which the organization often falls back to  'the way we DID things here'.

 'Why is that?' That very question drove Daniël Wolfs, experienced change consultant and co-founder of The Change Studio, to write his thought-provoking book De Veranderfilosoof (The Change Philosopher) on how we can approach transformation in a deeper, more human, and more sustainable way.'

In our conversation about this book, we discussed the following topics:

1. The Why of this book
2. Fake News’ in Organizations
3. ‘Storytelling’ versus ‘Storyselling’
4. Preventing entropy in change processes
5. The ‘Shifting Baseline’ Syndrome
6. The Soul of Organizations
7. The Plessner Paradox: Individual identities in collective change processes
8. Focusing on the change instead of the outcome
9. Why Daniel is fascinated by change
10. Final thoughts

► About Daniël Wolfs

Daniël Wolfs is co-founder and co-owner of The Change Studio, where he works with clients and colleagues on modern approaches to organizational change and leadership. The guiding principles: Lead. Inspire. Create.
 
He is the author of the book 'De Veranderfilosoof '- op zoek naar de kern van verandering ('The Change Philosopher - Searching for the core of change'), in which he explores both the visible and invisible dynamics of organizational change.
Drawing on philosophy, systems thinking, and real-world cases, he challenges conventional change management with fresh perspectives and provocative questions.
 
Daniël has spent his career helping leaders and organizations navigate complex transformations—by making change tangible in the day-to-day, and by creating space for the kind of conversations that actually move people.
Whether guiding leadership teams, designing change journeys, or deconstructing old patterns, his work is rooted in connection, reflection, and practical momentum.
 
Through writing, speaking, and advising, he continues to explore how we can make change not just possible—but meaningful.

PS: 'Publisher beware': the book has just been published in Dutch, so please contact the author in case your are interested to publish a translation (email below)!

► Resources

Email Daniël Wolfs: [email protected]

The Book

The Change Studio

Podcast episode Murray Stein

Any questions or comments? Press this link and send me a message!

Most organizations use complex tools and processes, and are often supported by external consultants to analyze and (re) shape their culture. When I heard Manuela Staub on a seminar describing the pragmatic, inclusive, and effective way the leadership team at Zurich Airport approached their culture change program (in the midst of the COVID19 pandemic!), I immediately knew I wanted to interview her for my Leadership 2.0 podcast...

In our conversation, we discussed the following topics:

00:00 About Zurich Airport 
02:13 The Why of the culture change
06:50 The COACH values
08:39 Identifying the cultural values
10:08 Why no external consultants were used
11:41 Implementing the new values
17:21 Embedding the new values in HR processes 
19:39 An example of the impact of these values
22:00 Are cultural values industry specific


► About Manuela Staub

Manuela Staub joined Flughafen Zürich AG as Head of Corporate Communications in 2020. In June 1st, 2022, she became a member of the management board and Head of the People & Communications. In this role she is responsible for People & Culture, Corporate Communications, Public Affairs, and Visitor Services & Events. 

Manuela studied Communications Management (University of Lugano) and Strategic HR Management (University of Skt. Gallen). Prior to joining Zurich Airport, she worked in a number of different roles in Swisscom. Additionally, she is the co-founder of 'the Boardroom', an organization aiming to bridge the gender gap in the boardroom.

► Resources

Purpose and strategy Zurich Airport https://www.flughafen-zuerich.ch/en/company/flughafen-zuerich/about-us/strategy

Any questions or comments? Press this link and send me a message!

In this episode I interview Deborah Perry Piscione about her latest book: ‘Employment Is Dead: How Disruptive Technologies Are Revolutionizing the Way We Work’, which she wrote together with Josh Drean. 

The central theme of this book is that traditional employment models are becoming outdated due to the evolving needs and expectations of the modern workforce, facilitated by disruptive technologies. 

This will lead to the end of the traditional employment model, as well as the traditional form as companies, as we know them today.

In our conversation, Deborah and I touched on the following topics:

• What is the new workforce, what do they want, and why?
• The importance of Blockchain for the future of work
• Companies that are early movers in this space
• The Gig Economy: Utopia or Dystopia
• How individuals should prepare themselves for the future of work
• Implications for our education system
• How should established companies prepare themselves 
• The role HR should play in this transition
• The role for national governments  
• The popularity of the book 
•  Final Thoughts

► About Deborah Perry Piscione 

As a serial entrepreneur, Deborah (co) founded five companies, including the Work3 Institute, an advisory firm that helps enterprises evolve into an AI, web3 + work3 future of business, and where she is serving as CEO. Deborah Is also a thought leader in innovation, AI + web3, advisor, New York Times bestselling author, LinkedIn author, serial entrepreneur, and global keynote speaker. 

Earlier books (co) authored by Deborah Perry Piscione are  'Secrets of Silicon Valley: What Everyone Else Can Learn From the Innovation Capital of the World', 'The Risk Factor: Why Every Organization Needs Big Bets, Bold Characters, and the Occasional Spectacular Failure ', and 
'The People Equation: Why Innovation Is People, Not Products'

She also developed Improvisational Innovation™, a bottom-up methodology that engages all the talents of the entire organization, helps the organization shift to a growth mode, and addresses the question on how to identify, source, data-mine and execute upon new ideas from any employee.

► Resources

• Employment is Dead https://www.amazon.com/Employment-Dea...
  
  
• Work3 Institute https://work3.me/

Any questions or comments? Press this link and send me a message!

Ralph Schonenbach is a serial entrepreneur with over two decades of global experience, as well as an author. His work centers around developing and nurturing relationships. In this episode of the Leadership 2.0 podcast we talk about his latest start-up, Meerkat.ai, as well as about his book 'Relationships matter'.

In this conversation, we touch on the following topics:

• Why relationships matter
• Why his latest start-up is called 'Meerkats.ai'
• The value Meerkats.ai delivers for clients
• Example of a use case
• The businessmodel of Meerkats.ai 
• Data Privacy
• Getting to know Meerkats.ai – Participate in the pilot ([email protected])
• Why his book 'Relationships matter' starts with "self-management"
• Why the book is not restricted to professional relationships
• Are (all) professional relationships transactional
• Re) building relationship when you need them
• The unique value face-to-face relationships and communities can offer the business world that digital relationships and communities cannot
• What Ralph means with 'digital etiquette.'
• Final thoughts

► About Ralph Schonenbach

Ralph Schonenbach started his career in Andersen Business Consulting, and moved on to Ernst & Young and later CGI. Subsequently, he co-founded the Trestle Group Consulting and Foundation. In 2016 he co-founded Envoy, in 2019 Aidentified, and in 2024 Meerkats.ai. He also found the time to write, and in 2025 published 'Relationships Matter: From Self-Discovery to an Enriched Life'.

► Resources

- Ralph's book: Relationships matter

- Register here to participate in the pilot: [email protected]

- Ralph Schonenbach on LinkedIn

Any questions or comments? Press this link and send me a message!

The image of the banking industry has been severely tarnished by the financial crisis (2007-2008), which led to increasing regulatory and compliance demands. At the same time, the industry is experiencing emerging competition from FinTechs, evolving business models, and disruptive technologies. In light of these challenges, I recently spoke with Ralph Hamers, to explore his views on what effective leadership in the banking sector entails.

In our conversation, we touched on the following topics:

1 Why Ralph decided to join the banking industry
2 When and why did innovation become an important theme for him?
3 How 'traditional' banks should deal with Fintech companies
4 The culture change required in traditional banks
5 Addressing the image of the banking industry
6 The impact of technological developments on compliance costs
7 How to create successful top teams in the banking world
8 How to develop and foster a collective ethical mindset
9 Final thoughts

► About Ralph Hamers

Ralph Hamers advises both established and emerging players in the finance and digital industries. As former CEO of ING and UBS, he successfully led these global banks through significant transformations.

Any questions or comments? Press this link and send me a message!