In this episode of Leadership Unlearned and Reframed, Maxine Attong and HR leader Nicolette Johnson break down acritical leadership shift: leaders—not HR—own employee engagement, performance, and culture.

They explore why technical expertise is no longer enough, how leadership directly impacts business results, and what the future of performance management, coaching, and AI in HR looks like.

If you’re a leader, manager, or HR professional, this conversation will challenge how you think about leadership,accountability, and building high-performing teams.

Topics Covered:

• Leadership vs HR: Who owns people?
• From technical expert to people leader
• Performance management redefined
• Coaching, culture, and accountability
• The future of leadership and work

In this episode of Leadership Unlearned (and Reframed), Maxine Attong speaks with Karel McIntosh, a communication professional, coach, and corporate trainer, about what it really takes for people to show up with agency—at work, at home, and in every system they belong to.

Karel unpacks why the tension between personal power and fitting into a group often comes down to identity, belief, and early conditioning (“your family is your first system”).

The conversation reframes “professionalism” as an often undefined standard that can shrink people into the “smallest version” of themselves—reducing honesty, creativity, and connection.

Together, we explore what psychological safety looks like in real life: not “touchy-feely,” but the everyday practices that create dignity, courage, and clarity.

Carol shares practical ways teams can surface the “elephant in the room,” understand differences in thinking and feeling styles, and stop mislabelling people as “difficult” when they’re often operating from coping strategies shaped by their environment.A key theme: leaders say they want empowered, expressive employees—until that empowerment shows up with feedback, opinions, risks, and voice.

The question becomes: Are leaders actually ready for the “superpowers” they’re asking people to unleash?

The episode closes with audience reflections on the loneliness of leadership, the lack of support when people move from technical expert to manager, and the need to normalize leadership as a human experience—one that benefits from coaching, mentoring, and spaces for honest reflection.

Jerry Talley is many things - academian, marriage counsellor.

In this interview he is wearing his Organisational Development hat and shares how his generosity has been a game changer and a professional definer.

In this episode of Leadership Unlearned and Reframed, Maxine Attong sits down with Leah Blue de Souza, talent development strategist, entrepreneur, and learning and development specialist with over 21 years of experience.

Leah shares what leaders often get wrong about learning and development and why many organizations fail to get real value from their training investments.

The conversation explores the difference between training and learning, the importance of having qualified L&D professionals in the role, and why too many organizations rely on emotion, likability, or habit instead of strategy, data, and sound design.

Leah also highlights a major mistake leaders make: using training to fix poor performance or avoid difficult performance conversations.

Together, Maxine and Leah unpack the need to align learning initiatives with business strategy, measure return on investment, choose the right intervention for the right issue, and stop confusing entertainment, team bonding, and real development. T

his episode is a practical and honest conversation for leaders, HR professionals, and anyone responsible for developing people at work.

#Leadership #LearningAndDevelopment #TalentDevelopment

What if leadership doesn’t “live” inside you—what if it only exists between you and others?

In this episode of Leadership Unlearned and Reframed, Maxine Attong is joined by John W. Sigmon, executive coach and former CFO/CHRO, for a powerful conversation on relational leadership, presence, and intention vs. impact—especially under stress.

John shares a practical, memorable framework: four leadership “modes” leaders can access in real time—Direct, Collaborative, Organized, and Visionary—and explains why most of us overuse one style while the others go dormant like untrained muscles.

The key move: create a brief pause for intentionality (“What version of me is needed right now?”) and practice the mode that feels uncomfortable—because that’s where your capacity expands.

If this conversation resonates, subscribe and join us live every Tuesday at 7pm Eastern for Leadership Unlearned and Reframed.

#Leadership #ExecutiveCoaching #Presence #EmotionalIntelligence #LeadershipDevelopment

In this episode of Leadership Unlearned (and Reframed), Maxine Attong, Host and executive/energy leadership coach Daniela Dragomir explore how shame shows up in leadership—often invisibly—and how it drives high performance while quietly draining leaders’ health, relationships, and sense of fulfillment. Daniela frames leadership as energy management: when leaders don’t know how to manage their inner energy, it works against them rather than for them.

Many leaders are outwardly successful but internally feel “not enough.” They may be achieving from fear, guilt, self-blame, and shame—which can “work” in the short term, but eventually creates a cost: burnout, strained relationships, and the sense that no achievement will ever satisfy.

Awareness → Acceptance → Choice

is the key model/tool that Daniela shares to help leaders recover energy that may be trapped in Shame.

We are live every Tuesday at 7.00 p.m Eastern

Author Nori Jabba joins us to share her journey from rejection to reinvention. In this candid conversation, she opens up about writing "Keeping Your Seat at the Table", navigating ageism and sexism in the workplace, and the powerful leadership lesson she learned from an unexpected HR comment: the importance of truly listening.Whether you're a mid-career professional, a leader navigating your voice, or someone redefining your place in the workplace, this episode offers wisdom, encouragement, and some serious truth bombs.🔊 Topics we cover:– Reinventing yourself in midlife– Why women over 40 are often misunderstood in the workplace– How listening can be your strongest leadership asset– Owning your voice and redefining success📚 Learn more about Nori's book: Keeping Your Seat at the Table🎧 And her audiobook journey—yes, she narrates it herself!✨ Don’t forget to like, comment, and subscribe for more real conversations about leadership, resilience, and growth.

Karl Hebenstreit shares his new book, Explicit Expectation with Maxine Attong. He focuses on the importance of explicit expectations in leadership and the transition from the traditional “Golden Rule” of leadership to a more nuanced “Platinum Rule.” Karl explains how individual perceptions of expectations can lead to miscommunication and disengagement within teams. He advocates for a shift from rigid performance management systems, which fail to adapt to changing conditions, to a more fluid, inclusive approach to leadership that fosters open communication and mutual understanding. By promoting clarity in collective goals, values, and individual motivations, leaders can create a more supportive environment that enables teams to thrive amid constant change.Highlights• 🌍 Inclusive Leadership: Leadership should be embraced by everyone, in all contexts, not limited to organizational roles.• 🏅 Platinum Rule: Moving from the “Golden Rule,” which assumes everyone thinks alike, to the more inclusive “Platinum Rule” is essential for effective leadership.• 🔄 Adaptation to Change: Change is constant, and expectations should be made explicit and adaptive to new circumstances rather than static.• ✉️ Open Communication: Leaders must create environments where explicit expectations can be discussed freely, eliminating mind-reading assumptions.• 📈 Performance Management Evolution: Traditional performance management systems are being replaced with more flexible, continuous feedback processes.• 👫 Uniting Values and Motivation: Understanding diverse motivations within teams encourages stronger connections and improved productivity.• 🌊 Embrace the Slush State: Organizations need to acknowledge that they cannot “refreeze” after change; instead, they should navigate through a fluid, evolving landscape.Key Insights• 🤝 Transformative Leadership: Leadership is a collective, participatory journey rather than a top-down approach. When every individual takes ownership of their leadership potential, they create a more cohesive and empowered community.• 💬 Communication is Crucial: The explicit communication of expectations between leaders and team members fosters trust and engagement. It’s essential to have honest dialogues about needs and perceptions, ensuring everyone is heard and understood.• 🌟 Value the ‘How’ Over the ‘What’: Organizations often emphasize outcomes (the ‘what’) but neglect the process (the ‘how’), which is where core values are expressed. Emphasizing the ‘how’ leads to healthier workplace cultures that prioritize integrity and social responsibility.• 🔄 Agility in Leadership: Adapting leadership styles to the fluid nature of modern work environments is key. This demands an ongoing evaluation of performance objectives and team dynamics to remain relevant and responsive.• 🏆 Diversity of Thought: Leaders who understand varied motivation types not only reduce attrition rates but also enhance team performance by aligning individual strengths and passions with organizational goals.• 🌐 The Role of Community: In a competitive corporate landscape, fostering a community-oriented work culture enables organizations to thrive. This transforms competition into collaboration, enhancing overall satisfaction and performance.• ⏳ Revisiting Organizational Values: Corporate values often become outdated; therefore, regularly evaluating mission and vision statements is critical. This ensures that they resonate deeply with both employees and the market, leading to genuine alignment and engagement.In this engaging dialogue, the emphasis lies on redefining leadership in a manner that focuses on inclusivity, clarity, and continuous adaptation to achieve excellence in a world characterized by rapid change. The leaders of tomorrow will thrive by applying innovative frameworks that integrate expectations, ethics, and emotional intelligence into the heart of their organizational practices.

.Clare Stafford Taylaur, CEO and co-founder of Conscious Consulting, and Maxine Attong delve into the importance of fostering conscious leadership, emphasizing the spiritual aspect of leadership, which integrates intellect, intuition, emotions, and experiences. Clare explains the relevance of spirituality in leadership, advocating for conscious leadership that focuses on self-awareness and understanding the connection between personal and organizational values. Highlights🌍 Leadership as Universal: Leadership is a quality inherent in everyone, extending beyond formal roles in organizations.🙏 Spirituality in Leadership: Emphasizing the integration of spirituality, emotions, and intuition into leadership practices for holistic growth.📈 Value Creation: Organizations need to create financial, social, and environmental value rather than solely focusing on profit.🔗 Conscious Culture: Building a conscious organizational culture requires aligning expressed values with actual cultural practices through methods like Barrett Values Assessment.💡 The Role of Intuition: Professionals must learn to appreciate intuition alongside rational thought in decision-making processes.💔 Accepting Dysfunction: Many organizations resist change, preferring familiar dysfunction because it serves an unacknowledged purpose.🤝 People-Centered Organizations: The future of organizations lies in prioritizing employee well-being and fostering collaboration over rigid structures.Key Insights💬 Leadership as a Soft Skill: The recognition that emotional intelligence and intuition are not just complementary to but essential in leadership roles is critical, especially for technically oriented professionals. This insight advocates for a softening of the boundaries that typically separate empirical decision-making from more intuitive practices, arguing that decision-making should engage all facets of human experience.💖 Navigating Organizational Culture: Clare's approach highlights the need for deliberately cultivating organizational culture. By using tools like Barrett Values Assessment, organizations can assess their current culture, identify gaps between espoused and actual values, and take steps toward aligning them, thereby fostering a meaningful workplace.🌱 Resistance to Change: Recognizing the comfort embedded in dysfunction sheds light on the challenges many organizations face when trying to implement change. The awareness that some entities may prefer familiar discomfort rather than embracing a new, healthy culture provides a realistic backdrop against which consultants can work, signaling the significance of patient, guiding transformation.📊 Measuring Success Beyond Metrics: traditional measures of success often overshadow the intangible benefits of a strong organizational culture. Expanding the definition of value to include well-being as a metric for organizational success can result in a more sustained, positive impact on productivity.⏳ The Evolution of Leadership: The growing emphasis on conscious leadership reflects an evolution in how leadership is perceived and practiced. In the context of shifting generational values, this evolution represents a potential turning point where companies embrace a more humane approach to business.🌈 Synergy Between Work and Family: Clare's alignment of personal and professional life highlights the benefits of an organizational culture that respects family needs. By designing flexible systems that allow for both personal and work priorities to coexist, organizations can foster engagement and retention among their employees.📅 Future of Work: The conversation indicates a burgeoning trend toward organizations that value human impacts as much as financial ones. As the landscape of work continues to evolve, organizations are increasingly recognizing that employee satisfaction and engagement drive long-term success and innovation.

We are intelligent, we have read books, and we have the relevant experience.

Yet the best way that we can lead is with the use of ourself, once we get over ourselves.

in this episode I share how self belief can help or limit the leaders ability to lead effectively.