Serial entrepreneur Marc Kramer and Diana discuss what leaders can do to ensure people love coming to their meetings. Diana outlines how leaders create impact with self-disclosure. She and Marc discuss generating informal networks of relationships among staff for greater social cohesion and they encourage leaders to shift away from their content to focus on outcomes and benefits to client or organization. Marc and Diana emphasise there is no excuse for boring meetings when leaders shift from being meeting managers to being guardians of group development.

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Brad and Diana discuss how family dynamics affects peer learning, and how leaders can stimulate connections among their staff through discovering shared experiences resulting in greater social cohesion. They outline progress with culture is through working with the soft stuff of organisations. Diana shows leaders how to control the first four minutes of meetings to exceptional participation.

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This podcast explores the challenge for leaders with the resistance to change. Diana emphasises being a great leader is learnable. She and Brad discuss how to integrate new team members rapidly, and how to use continuums for participative decision making. They identify the important elements for sustainable change and how to build the power of informal networks of relationships helping people get work done. Diana identifies the exquisite question as a tool for thoughtful participation.

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Hunter and Diana discuss sociometry and its applications in organisations. They explore why people don’t want to work together, how to break down silos to create collaboration. They traverse informal and formal structures in groups, and how to refresh relationships in groups for productivity. Hunter asks Diana on the new skills required of leaders – asking exquisite questions to ensure participation and providing a process for participation to create psychological safety. Diana emphasises the power of making personal communications part of business interactions. They both champion systems thinking enabling two things: leaders to emerge from all parts of the organisation and releasing the untapped talents and experience in your organisation. The new business model is based on finding the real connectors in organisations, peoples shared experiences.

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