『Let's talk Transformation : The business leaders podcast』のカバーアート

Let's talk Transformation : The business leaders podcast

Let's talk Transformation : The business leaders podcast

著者： Suzie Lewis
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"Let's talk Transformation" is a podcast for busy yet curious leaders and executives who want to stay ahead of the curve and relevant in the age of AI. Join strategic yet practical conversations with experienced leaders ready to vulnerably share knowledge & learnings. You will be able to operationalise these insights and immediately apply with your team & peers to drive more inclusive & collaborative environments for sustainable transformation & innovation in the workplace and beyond. Hosted by Suzie Lewis, bilingual & bicultural, holding over 20 years of transformation experience in different sized organisations. Her approach is systemic, working on invisible dynamics to improve the quality & speed of decision making and creating a culture of learning. https://transformforvalue.comCopyright 2026 Suzie Lewis マネジメント マネジメント・リーダーシップ リーダーシップ 経済学
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  • #187 Shaping the future of AI with Dr Julia Stamm

    #187 Shaping the future of AI with Dr Julia Stamm
    2026/09/07
    "AI is taking our jobs” is a false binary.The conversation around artificial intelligence currently feels trapped in a binary loop. We hear that AI is either the ultimate savior of our productivity or an existential threat to our employment, and leaders often feel pressured to adopt these tools at breakneck speed, forcing them into a cycle of command-and-control mandates.This high-pressure approach often ignores the most important factor in any technological shift: the people who use it. The real risk isn’t the machine, it’s the lack of human agency in the design process. Julia and I discuss that when we treat AI as a neutral tool, we ignore the biases baked into its development. The most successful leaders I observe aren’t just deploying software. They are facilitating spaces where teams define the problem before jumping to the tool.If you aren’t asking “Who gets to shape this technology?” you are likely missing the most critical part of your innovation strategy. True progress requires shifting from automated efficiency to human flourishing.The future of AI is not predetermined. It is a work in progress that is being written by our choices today, and by shifting our focus from the speed of adoption to the quality of our human interactions, we can build systems that truly serve us. We must move toward a future where technology supports human flourishing, and that requires us to maintain our agency, voice our values, and build together with intention.The most important shift we can make is moving from “AI adoption” to “purposeful design.” We often treat technology like an inevitable wave that just washes over our organisations. Instead, we need to ask what our specific goals are as human beings. Only after we define our purpose can we look at whether a tool actually supports that vision.Practical change happens when we foster communities of practice. You don’t have to be a tech expert to have a say. By finding peers and sharing what is working—and what is not—you build the confidence to push back when a tool doesn’t align with your values. It’s about creating those small pockets of sanity and collaboration, even within massive, fast-moving systems. The goal should never be to automate the human out of the loop, but rather to utilise AI to strip away the bureaucracy and ego that keep us from collaborating effectively.When we prioritise the human experience, we ensure that the technology we deploy today serves the sustainable, equitable goals of tomorrow.What is one way your team has pushed back against “tech-first” thinking to ensure better outcomes?The main insights you'll get from this episode are :Bringing different disciplines and approaches together to build a positive future for everyone.What are we trying to fix? Who diagnosed the problem? Who is building the tech? Whose visions of the future are we receiving?Social entrepreneurs seek to have impact by tackling systemic problems, but they get very little visibility.Showcasing this non-mainstream approach importantly brings hope and optimism.To shift the paradigm of fear around AI requires remembering that the direction is not fixed and a community of changemakers take a different view.Providing a forum for things to happen via communities of practice creates a foundation to build on.There is great potential in the tech but it must be shaped correctly based on shared values and a specific understanding of the benefits.This requires courage and permission to share and ask questions about AI and its use. Women tend to bring a different approach, e.g. careful, impact-driven, listening, empathetic.Managing the speed and narrative of AI is pivotal – humans still need to put in the work for it to be the gamechanger we want.AI adoption is about the transformational element and the promise of being able to do things differently.There are no quick fixes, and a more nuanced approach is increasingly gaining ground (to formulate a strategy to present to decision-makers).The future is not determined, there is no certainty, which gives room for influence – we are all building the future, but this requires trust.We must challenge this uncertainty, tell AI what we want support with, and ask the right questions: what are the trade-offs? what do we feel comfortable with? First formulate the goal and then determine how can AI help us realise it, not the other way round.Vital to focus on human flourishing, take a long-term view, be sceptical about promises and take time to develop AI.find out more about Julia and her work here : https://www.sheshapes.ai/https://www.linkedin.com/in/dr-julia-stamm/ For more information on this episode please visit www.transformforvalue.com/podcastTo carry on developing your leadership and building a relevant & high performing team, connect with me here : https://calendly.com/transformforvalue/connect
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    39 分
  • #186 How to Influence People: Move Minds Without Force with JonRobert Tartaglione

    #186 How to Influence People: Move Minds Without Force with JonRobert Tartaglione
    2026/08/31
    "Minds do not open from the outside through force.."In fact, we are the only people who can change our own minds - we explore this and more in this episode as we delve into the neuroscience of influence - how the brain works as a social survival machine and not a computer, and what this means for persuading and influencing people in the workplace.AI is creating a crisis of humility. We are increasingly using technology to handle the “heavy lifting” of critical thinking. The risk? We believe we understand complex problems better than we actually do.We discuss what JonRobert calls the “illusion of explanatory depth.” where we confuse familiarity with mastery.One simple solution: ask “how” questions. When you force yourself—or your team—to explain the mechanism of a decision, you quickly identify the gaps in your logic.AI can propose strategies, but it cannot manage the social dynamics of execution. Humans still need to build the trust, align the incentives, and navigate the identity-based resistance to change. Yet the harder you push, the harder people resist. It is a fundamental law of human behavior called psychological reactance.We have all been there. You present a perfect, logical case for change. You expect buy-in. Instead, you get defensive silence or active pushback.But we also know that human minds do not open through force from the outside. They open from the inside. People are 90% more likely to adopt a change when they generate the reasons for it themselves.If you want to move people, stop talking and start architecting the right conditions. The future of leadership is not about managing output; it is about managing human experience. As you move forward, remember that your brain and the brains of your team members are social survival machines. They crave belonging, they defend their autonomy, and they look to others to define acceptable behavior.If you are a leader, your goal is to design a culture that satisfies the need for belonging while protecting individual agency. This means choosing your words with intent. There is no shortcut for doing the hard, messy work of understanding human dynamics. You cannot automate empathy, and you cannot outsource the development of trust. If you want to transform your organization, start by changing how you show up.Don’t let the ease of AI replace the hard work of deep human thinking.The main insights you'll get from this episode are :The human brain is a social survival machine, not a computer – we are rationalising creatures and seek out the data and evidence we want.Belonging is a survival instinct and while society has evolved, our patterns haven’t and our social nature matters.The paradox of persuasion comes into play in sustainable change, which is often compliance disguised as change.Our psychological reaction to persuasion is to defend our autonomy; changing minds requires opening them from the inside.The solution is self-generated persuasion, whereby we are more convinced by reasons we have come across ourselves = agency.Change requires a culture where people don’t have to try and fit in but aims instead for holistic belonging.Belongingness impacts people’s decisions and behaviour, e.g. social norm adherence, but norms can be misperceived.Engagement surveys in organisations do not ask the right questions to identify misperceived norms – making misperception public is impactful.AI brings many wonderful things to organisations and is paradigm-shifting for efficiency and scale, but it also entails the thesis-antithesis-synthesis dynamic.The challenge of AI is to accept that it can’t do everything better than we can; it is creating a crisis of humility and exacerbating the illusion of explanatory depth.Hasty decisions involving AI will come home to roost and leave ultimate responsibility to humans, who need to question (their) assumptions.AI can propose strategies, but people still need to buy into them – this involves social dynamics managed by human leaders to bridge the critical gap.Today’s leaders need to focus on three main things:help people understand that the human brain is not a logic machinetake a persuasive/subtle approach to people (and change)understand that data does not exist in a vacuum and pay attention to messagingAI can be used to deliberately create the space and opportunities for people to hone their uniquely human skills and to encourage behaviour change.Find out more about JonRobert and his work here :https://influence51.com/https://www.linkedin.com/in/jonrobert-tartaglione-ph-d-21b26770/For more information on this episode please visit www.transformforvalue.com/podcastTo carry on developing your leadership and building a relevant & high performing team, connect with me here : https://calendly.com/transformforvalue/connect
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    53 分
  • #185 The Basics for Successful AI Adoption with Ryan Drumheller

    #185 The Basics for Successful AI Adoption with Ryan Drumheller
    2026/08/24

    "Imagine you are holding a glass of mud. Adding more water doesn’t make it drinkable; it just creates a bigger mess".

    The narrative that AI will replace thousands of jobs is often a convenient excuse for poor management. Ryan and I challenge the narrative of mass AI-driven layoffs. He observes that in mid-sized and smaller businesses, the focus is increasingly on repurposing talent. If you have an employee doing a repetitive, low-value task, don’t fire them—give them the tools to do something that actually drives revenue or improves customer retention.

    Many organizations are falling into the same traps they faced during the digital transformation era a decade ago, and fixing the tools and processes, but not looking at what it means for humans and human systems. When we treat humans as a cost to be eliminated rather than an asset to be upskilled, we lose the institutional knowledge that keeps a business alive. True ROI comes from augmenting human capabilities, not erasing them.

    Successful AI implementation depends on returning to basic project management and strategic planning. Businesses often struggle because they treat AI as a “shiny object” rather than a tool that requires specific goals. Ryan highlights that the most effective approach begins with identifying quick wins and long-term objectives before selecting any technology. Proper governance, including data auditing and clear project requirements, must precede deployment to ensure the system delivers a positive return on investment.

    Does your organization have a plan to reskill team members, or are you just looking at the headcount & productivity figures?

    The main insights you'll get from this episode are :

    • Clients can’t make decisions quickly enough during AI rollouts to keep up with AI and often don’t have a plan due to shiny object syndrome.
    • AI adoption requires a plan first, tools later - human-driven problems hold things up; strategy and context must precede upskilling and training.
    • HITL should be everywhere or wherever needed to avoid AI drift - process(es) need(s) an owner, accountability and a feedback loop.
    • An AI governance team must determine the requirements for a project and work backwards to make sure the criteria are in place.
    • New jobs are cropping up, e.g. AI Officer, and rollout involves some trial and error to find bespoke solutions and bring value to a company.
    • Collective budgeting/accountability models do not yet represent real collaboration; structure and authority must be in place.
    • Adoption in large organisations is more difficult (logistics) and depends on the industry; small companies can factor in the human element more easily.
    • The quiet cost of AI is leadership identity; AI leadership is not competent at present, so good employees need to be involved rather than the leaders.
    • A company needs a reason to have AI, with measurables and goals – preparation is key, i.e. seeking help (early on) and conducting research.
    • The biggest blind spot at C-Suite level is relying on headlines and listening to hearsay instead of thinking things through, resulting in rushed/failed projects.
    • Despite a dearth of data, immediate future will likely see job losses, but new roles – and opportunities – will be created that bring more satisfaction.
    • We must go back to basics and logic, using the smartest individuals who know what is going on inside the company to involve employees at an early stage.
    • Constant experimentation will increase ROI and generate positive experiences.

    Find out more about Ryan and his work here :

    https://www.linkedin.com/in/ryan-drumheller/

    https://www.stellarhorn.com/

    https://www.youtube.com/@DeclineinvitePodcast

    For more information on this episode please visit www.transformforvalue.com/podcast

    To carry on developing your leadership and building a relevant & high performing team, connect with me here : https://calendly.com/transformforvalue/connect
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    36 分
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