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In this episode of the People Performance Podcast, Martin Johnson, is joined by former Navy SEAL commander and author Rich Diviney. The discussion centres on human performance, focusing primarily on Rich's second book, Masters of Uncertainty, and related concepts.The main topics covered include:Uncertainty, Anxiety, and Fear: Martin and Rich discuss how humans deal with uncertain situations and pressure. Fear is hypothesised to be the combination of external uncertainty and internal anxiety. Anxiety is described as "fiction" because it is always focused on the future. They explore the neurological and evolutionary reasons for the fear response (the "lizard" or "chimp" brain taking over) and the goal of mastering oneself to "degrade fear" and perform effectively.Moving Horizons (Duration, Pathway, Outcome): This technique is presented as a way to "buy down uncertainty". It involves taking a large, overwhelming situation and chunking it down into an immediat

In this episode of the People Performance Podcast, T2 consultants James Cooper and Spencer Locker, deep-dive into leadership styles based on the situational leadership model used by T2. The key takeaway is that effective leaders must be able to adapt and deploy the most appropriate leadership style for a given situation and the mindset of the person they are leading, rather than relying on a single, default style.The six leadership styles discussed are:Visionary : Getting people behind the long-term dream or "flag on the hill". It sells the why without giving day-to-day steps. Deploying it inappropriately can be ineffective if people are missing strategy or need immediate answers.Amiable : Focuses on peace, harmony, and promoting trust within the team and environment (psychological safety). Coaching : Utilising coach-like skills for development and improvement. It involves helping people find their own ways to address strengths and weaknesses. It is deployed when people are open to development but m

In this Leader Lounge episode Martin discusses the linked concepts of cognitive dissonance and confirmation bias.Cognitive DissonanceDefinition: The mental discomfort experienced when a person holds two or more conflicting beliefs or when their actions contradict their beliefs/values. It's the psychological tension of knowing something isn't right or won't serve you well, but doing it anyway.Example: Knowing smoking is bad for you but doing it regardless.Result: It can feel uncomfortable and create a strong desire for avoidance.Confirmation BiasDefinition: The tendency to search for, interpret, and recall information in a way that confirms your pre-existing beliefs, while ignoring or downplaying contradictory evidence.Process: When you predetermine an outcome, you reframe evidence that suggests you are wrong or search for opposing evidence to back up your own narrative. This is done to avoid challenging your own beliefs.Link to Dissonance: Confirmation bias is presented as the strategy for dealing

In this Leader Lounge episode, Martin discusses the Attributes psychometric profile, a tool that stack-ranks 41 human attributes. Martin focuses on attributes that often divide opinion or cause discomfort:Narcissism: Defined as the desire to stand out, be noticed, recognised, or adored. It is not the same as narcissistic personality disorder. A normal level of narcissism is in everyone and can fuel high-achieving behavior.Cunning: The ability to consider problems from unusual or unorthodox perspectives to achieve a goal. It is a strength for problem-solving, as the "cunning mind" questions rules and boundaries.Task Switching: The ability to shift among tasks and contexts effectively without delay (not the debunked myth of multitasking).Empathy vs. Compassion:Empathy: The ability to feel what someone else feels.Compassion: The ability to show sympathy and concern (appreciating how someone feels without feeling it yourself). Low empathy can be an asset when making difficult decisions.Humility vs. Vuln

WARNING! This episode contains topics of suicide and Mental Health, which viewers may find distressing.This episode of the People Performance podcast features an interview with special guest Mark Peart, a former RAF member, current Firefighter, Mental Health Advocate and winner of SAS Who Dares Wins series four.A central, and challenging, theme of the discussion is mental health and overcoming adversity. Mark speaks candidly about the tragedy of his wife, Chelsey, taking her own life in 2018 , sharing the intensity of his grief and the importance of finding purpose and speaking to people when struggling.The conversation focuses on Mark's life, his background, and his journey as an endurance athlete who takes on "ridiculous challenges" like ultramarathons and multi-day events, to help him have a purpose in life.Social LinksInstagram - ttps://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeopleperformancepeopleTikTok - https://www.tiktok.com/@peoplepe

Do you ever feel a little "funky" in your role? That subtle feeling of misalignment can be a major barrier to both your personal fulfillment and high performance.In this episode, James and Tracy dive deep into the crucial concept of Role Alignment and show you how to find your professional "sweet spot" the perfect intersection where your strengths, passions, and the needs of your role are in complete sync.We explore how to decode the signs of misalignment and introduce the simple yet powerful Wheel of Role Alignment self-check. Learn how using this tool to assess your current situation can open up great conversations, boost your sense of fulfillment, and lead to better transparency and communication with your team and line manager.If you want to stop performance problems before they start and master your professional narrative, it's time to check yourself and ensure your ride to success is as smooth as possible.

In this Leader Lounge episode Martin Johnson, focuses on the concept of worldview. Worldview is defined as having two parts: your current mental model of how the world is structured and works, and how much you agree with that framework. It informs everything you do, including your thoughts, behaviours, and decisions.Martin encourages listeners to explore their worldview by answering five key, deep-seated questions:How do I believe the world was created? (Religious/Pantheism vs. Scientific/Humanism) How do I believe the world operates? (Political, societal, and environmental position; e.g., Capitalism vs. Socialism) Do I agree with or accept the way the world operates? What are my motivations and values? (Moral position) What happens to us when we die? (Often informed by the first question) The episode also discusses several paired elements of a worldview:Humanism (World is natural, based on science/reason) vs. Pantheism (World created by God/supreme entity).Optimism (Hope is key, anything is possible) vs. Pes

Is your organisational change initiative wobbling? Are your teams confused, anxious, or actively pushing back?In this episode, Tracy and Scott break down the powerful Lippitt-Knoster Model for Managing Complex Change. This six-element framework is a simple, durable diagnostic tool for sustaining any transformation, from company-wide shifts to individual projects.You Will Learn:The Six Elements: Understand the critical roles of Vision, Consensus, Skills, Incentives, Resources, and an Action Plan.The Change Equation: Discover why a missing element doesn't just slow progress, it causes predictable, destructive negative behaviours (confusion, anxiety, rebellion, etc.).Diagnose & Fix: Use the model to immediately diagnose why past changes have failed and how to proactively design your next initiative for success.Why Vision Fails: Get clear on how to translate your 'flag on the hill' into specific, relevant roles for every team member to eliminate Confusion.Beyond Agreement: Learn the difference bet

This episode of the People Performance Podcast features an interview with Endurance Swimmer Lewis Pugh, focusing on the concepts of purpose, mindset, and performance under pressure.Drawing on his experiences as an extreme endurance swimmer including iconic challenges in the North Pole and Mount Everest, Pugh discusses what it takes to survive and succeed in high-consequence environments. Key takeaways include:Mindset for Success: The importance of an "unrelenting pursuit of excellence" and adopting the mentality of a "realistic optimist."Adaptability and Change: The necessity of quickly adapting to conditions, epitomised by the mantra, "You change or you drown."The Future: A discussion on major challenges facing future generations, including climate change and societal polarisation, and the vital role of listening in bridging divides.

This episode of the People Performance Podcast features host Martin Johnson and guest Sean Royce, a long-serving business leader.The conversation covers Sean's career journey, his transition from where he started as a graduate trainee and rose to become the Managing Director and essentially CEO. He also discusses his more recent work with the high-growth company Quick Line.Key Takeaways:Leadership Style: Sean describes his style as a "collegiate type leader" who believes that "leadership is shared, it's not imposed. So you've got to earn that respect."Hiring Philosophy: He emphasises looking for potential hiring for "tomorrow as well as today" prioritising drive and attitude over immediate competence.Business Vision: He advocates for building businesses that are sustainable for "decades," which requires establishing the right culture, environment, and leadership from the outset.Leading Through Crisis: He stresses the importance of a leader maintaining confid

In this episode Tracy Roberts is joined by Introverted Finance Leader Jane Playle. They deep dive into two transformative areas of professional development: Introverted leadership and Self-development.They challenge the traditional view of leadership, highlighting how an individual's "quieter style" can actually be their most profound strength and tool for influence. They explore practical strategies for success, tackling common challenges like networking and public speaking, and offering advice for both introverts and the managers who lead them to make space for all personality types.More broadly, the discussion centers on a powerful mindset shift: learning how to view limitations not as roadblocks, but as opportunities for innovation. The core message is one of reframing personal obstacles by saying, "I won't do it like that, but what I can do is do it like this." Tune in to learn how to capitalise on your unique way of thinking, leverage your natural strengths, and capture every

In this Leader Lounge episode, Martin talks about what it means to have a growth mindset.A growth mindset is defined as the belief that abilities and intelligence can be developed through dedication, effort, and learning, as opposed to being fixed or innate.The episode delves into five key elements of a growth mindset, including:Thinking Big: The process of visualising an ambitious, optimistic future outcome the "flag on the hill" that requires challenge and sacrifice but offers a significant reward.Resourcefulness: The ability to find quick and clever ways to overcome obstacles and challenges, using only what you currently have rather than what you'd like to have.Bouncing Back from Setbacks (Resilience): The ability to return to one's baseline emotional and mental state after a triumphant or traumatic event, an attribute people with a growth mindset display in abundance.Focusing on the Controllables: Managing and influencing the factors within a situation to achieve a desired outcome, which

In this episode Martin and Bernice, describe the strategic stack as a pyramid with different layers that, when properly implemented, give an organisation the greatest chance of success. Lack of clarity is the number one reason for an organisation's failure and that the strategic stack is the key to providing that clarity and direction.They break down the three main elements of the strategic stack:Mission: The mission is the organisation's "message to the world" and its external statement of purpose. It should be simple, punchy, impactful, and describe what the organisation is trying to achieve in 12 words or less.Vision: The vision is the internal goal for the organisation, describing how the mission will be achieved.Goals: Goals are the measurable, tangible milestones and outcomes that an organisation wants to achieve each year to advance its mission and vision.Social LinksInstagram - https://www.instagram.com/peopleperformancepodcast/LinkedIn - https://www.linkedin.com/company/t2-thepeople

In this episode, Martin is joined by Gareth Webb, Managing Director from Fair Ways, a charity that provides a range of services for children, including fostering and education.The conversation is centred around Leadership within the charity sector, fostering and the development of children, and people in general, flourish in environments that provide a crucial balance. Martin and Gareth emphasises that while children need unconditional love and care to feel safe and secure, this must be paired with discipline, boundaries, and clear expectations. A key highlight of the episode is Fairways' "Fostering Initiative", which aims to bridge the gap between businesses and the fostering community. The goal is to encourage companies to adopt "Fostering Friendly Employer" policies. This initiative is designed to support employees who are also foster carers by providing them with practical benefits. These include flexible working arrangements and paid time off for things like training and helping a new child settle into t

In this episode, T2 consultants Scott Morrison and James Cooper discuss the topic of meetings. The conversation focuses on effective meetings, when they are necessary, and what to do within them to make them productive.Scott and James break down and describe six different types of meetings:Information Exchange Meeting: The purpose is to share critical information, like a press conference, with a clear agenda.Status Update Meeting: This meeting is a quick "pit stop" to keep a project on track with a structured format, focusing on what has been done, what will be done, and any potential blockers. The focus is on quick updates, not a person's life story.Team Build Meeting: This type of meeting is for strengthening relationships, building trust, and fostering human connection and collaboration within a team. These sessions can include icebreakers and informal discussions to create a safe space for communication.Blue Sky Session: These are creative, mind-mapping sessions where there are no judgments

In this episode Tracy is joined by special guest Carly Killen, Menopause strength & Breath-work Coach.She shares her personal journey from being a dietitian in the NHS to becoming a personal trainer and later discovering breath-work after experiencing burnout.This episode focuses on the importance of self-care, particularly breath-work, for improving both personal and professional life. Carly highlights how burnout and stress can be a result of constantly being on a "hamster wheel" of work. Tracy and Carly discuss how integrating practices like breath-work can help regulate the nervous system, improve productivity, and even enhance self-confidence and assertiveness. Carly also debunks the myth that slowing down is a waste of time, stating that a short break can lead to a significant increase in productivity.Carly also emphasises that while breathing techniques can be used for calming, they can also be used to energise and activate the body. Carly provides a practical example of a "coherence breath" that c

In this episode of the Leader Lounge, Martin discusses optimal performance and its relevance for teams and organisations. The three distinct performance models:Peak Performance ⛰️: This model involves meticulous planning to achieve a desired outcome at a specific point in time. Optimal Performance 

In this episode, Tracy and Bernice delve into the concept of the adaptability quotient (AQ), highlighting its crucial role in navigating and thriving in our ever-changing world. It posits that AQ, which measures an individual's capacity to adjust to new conditions and learn from experiences, is just as vital for success as the more traditionally recognised IQ (logic and knowledge) and EQ (empathy and communication).The podcast breaks down AQ into five key components:Cognitive flexibility: The ability to think creatively and consider different viewpoints, shifting your thinking when needed.Emotional resilience: The capacity to maintain emotional stability when facing change and setbacks, with the goal of bouncing back to a baseline state.Unlearning and relearning: The willingness to let go of outdated knowledge and acquire new skills.Situational awareness: The ability to effectively read and respond to your surrounding environment, including the emotional journeys of others.Growth mindset: This is viewed a

In this Leader Lounge episode, Martin discusses three psychological states: the neutral state, the challenge state, and the threat state. The episode breaks down each of the three psychological states:Neutral State: This is an "even-keel" state where you are busy doing nothing, avoiding pain, and seeking comfort. It's a restorative state for the brain, allowing it to enter the default mode network (DMN) for inward focus on things like reflection and future planning.Challenge State: In this state, you seek pleasure and reward and are willing to endure some pain, challenge, and discomfort to build confidence and competence. This state involves a healthy release of adrenaline and cortisol, keeping you focused on what you control and want to achieve.Threat State: This is a survival mechanism where extreme levels of adrenaline and cortisol flood the body and brain, creating a "fight or flight" response to a perceived threat. The speaker notes that while this was an evolutionary response to predators, in the modern

Martin and Kaushik Gopalan (Chief Human Resources Officer at TransUnion), delve into essential topics for today's dynamic workplace, including strategies to unlock potential and drive results through People Performance. We explore insights on effective Leadership and building high-performing teams, as well as navigating organisational transitions and fostering adaptability through Change Management. The podcast also covers understanding and leveraging diverse perspectives with Cultural Differences, highlighting the pivotal role of Human Resources in shaping company culture and success through various HR Strategies, and finally, adapting to new challenges and embracing continuous growth in Workplace Evolution.To listen to the keynote Kaushik references click here - https://youtu.be/JlsjBW0ywoc