Introduction to the Guest
Oleksandr (Sasha) Komarevych is a seasoned Portfolio Manager at B4i - Bocconi for Innovation, bringing over a decade of experience in the startup ecosystem. He is adept at connecting innovative founders with investors and corporate partners to drive sustainable growth. Sasha has played a crucial role in supporting over 60 startups, which have collectively raised more than €41 million in funding and boast an impressive 85% post-acceleration survival rate. His expertise lies in guiding early-stage companies through critical development phases, from idea validation to achieving product-market fit and securing strategic investments. Additionally, as the founder of StartupReporter.eu, Sasha has documented the journeys of more than 200 European startups, providing valuable insights and visibility to emerging innovations. He is passionate about bolstering Milan's position as a leading innovation hub in Europe.
Summary
In this conversation, Sasha shares insights from his multicultural experiences and how they shape team dynamics in startups. He emphasizes the importance of communication, feedback, and clarity in building effective teams. Sasha discusses patterns observed in thriving teams, the role of leadership in fostering a culture of openness, and the significance of measuring team performance and health. He also highlights the evolution of founders, resilience in funding environments, and the dynamics of scaling teams. Finally, Sasha provides valuable advice for aspiring founders and reflects on current trends in the startup world.
Takeaways
Multicultural experiences enhance understanding of team dynamics.
Team culture is defined by communication styles and practices.
Clarity in communication is crucial for team success.
Fast decision-making is a key trait of thriving teams.
A culture of feedback fosters growth and improvement.
Leaders should listen to their teams but also make decisions.
Measuring team alignment is essential for performance.
Resilience in startups comes from a learning mindset.
Celebrating milestones is important for team morale.
Understanding the 'why' behind a startup is vital for founders.
Introduction to the Guest
Julian Stodd, a writer, artist, consultant, and explorer, is the author of The Social Leadership Handbook and Exploring the World of Social Learning. He is the leader of the Social Age movement and is currently conducting research and writing on Dynamic Change and the Landscape of Trust. Stodd's work delves into how systems, societies, and structures—both technical and human—function. His primary focus is the Social Age, where he documents changes and helps make sense of their implications across various domains, including leadership, learning, culture, change, trust, and humility. He founded Sea Salt Learning, a global, cross-sector consultancy, to translate his ideas into practice. Sea Salt Learning acts as a "safe harbor for independent thinkers," boasting a diverse global team that combines traditional strengths with innovative learning approaches. Stodd shares his insights and stories through his blog, which features over 2,000 articles and is updated daily.
He has written fifteen plus books so far, with more on the way.
You can find Julian on Twitter @julianstodd.
Summary
In this conversation, Julian Stodd discusses the evolving landscape of leadership and organizational dynamics in the context of the social age. He emphasizes the importance of social leadership, trust, and team dynamics, and how organizations must adapt to thrive in a rapidly changing environment influenced by technology and societal shifts. Stodd shares insights on building high-performing teams, the significance of trust, and the need for leaders to embrace uncertainty and foster community. He also explores the future of work and the challenges organizations face in navigating change.
Takeaways
The social age is characterized by radical connectivity and diverse technology ecosystems.
Social leadership combines formal authority with social authority, emphasizing trust and community.
High-performing teams require trust, distributed agency, and a culture of dialogue.
Trust is built through explicit communication and shared understanding.
Organizations must adapt to both evolutionary and revolutionary changes in their systems.
Leaders should embrace ambiguity and foster environments that allow for experimentation.
Community building is essential for effective leadership in the social age.
KPIs in the social domain often rely on qualitative measures and community mapping.
Listening to diverse voices within an organization is crucial for identifying issues.
The future of work will involve more distributed organizations and a need for adaptability.
Introduction to the Guest
Clients that Mike works with are senior leaders in their company and often the CEO, but include executives heading to the top and high potentials. Mike focuses on one-to-one engagements with his clients to help them identify their personal growth needs so that they can achieve more and excel. He facilitates team workshops to enable business leaders to clarify goals, their personal contribution, and determine the level of personal commitment necessary to achieve them. Mike established himself as an HR leader and executive working at FTSE 100/250 companies prior to moving across to the rapidly evolving Fintech sector. For the past 10 years Mike has focussed on Executive Coaching and building high performance teams. He is skilled in stimulating personal growth and holds a Diploma in Executive Coaching from the AoEC, and the prestigious ICF and EMCC accreditations. He is also licensed to use psychometric, organimetric, and EQ profiling tools.
Summary
In this conversation, Mike shares his insights on building a thriving team culture, the evolution of leadership styles, and the importance of emotional intelligence in organizations. He discusses the disconnect often found in leadership, the role of individual psychology versus collective traits, and the significance of diversity in team dynamics. Mike also emphasizes the need for self-awareness and adaptability in leaders, while sharing tools for diagnosing team health and the potential pitfalls of leadership failures. He concludes with his coaching philosophy and future endeavors.
Takeaways
A thriving team knows its purpose and individual contributions.
Leadership should involve everyone in the decision-making process.
Volunteerism in leadership can lead to powerful outcomes.
Clarity in leadership is essential for team success.
Short-term success can be achieved through coercion, but it's not sustainable.
Self-awareness is crucial for effective leadership.
Diversity in teams enhances problem-solving and creativity.
Emotional intelligence is key to understanding team dynamics.
Leaders should not believe their own hype and remain humble.
Coaching can significantly enhance individual and team performance.
Introduction to the Guest
Les Murray is a scaleup consultant, executive coach, and leadership team facilitator with over 30 years of experience partnering with CEOs, MDs, and business owners. He helps them achieve clarity on vision and strategy, sharpen organizational structure and operating culture, and develop senior teams. Murray's work focuses on designing strategy and execution, building senior teams, and inspiring leaders. He has worked with over 30 clients at FTSE 250 Board level, including Boots, Sainsbury's, Marks & Spencer, AstraZeneca, Caterpillar, and Rolls-Royce. Murray is also the author of "Lighting the Blue Touch Paper," a book scheduled for release on November 25, 2025, which focuses on how business leaders of scaleups can ignite the energy, clarity, and performance of their senior leadership team.
Summary
In this conversation, Les Murray discusses the importance of team culture, leadership, and organizational health. He emphasizes the need for clarity of purpose, trust, and effective communication within teams. Murray introduces the concepts of 'sowers', 'growers', and 'mowers' to describe different team roles and their fit within various growth stages. He also highlights the significance of radical candor in fostering honest feedback and the dangers of self-sabotage in leadership. The discussion concludes with insights into personal and professional growth, including the importance of building relationships and understanding team dynamics.
Takeaways
Team culture is defined by shared behaviors and communication patterns.
High-pressure situations reveal the true dynamics of team culture.
Clarity of purpose and defined roles are essential for team success.
Different team roles (sowers, growers, mowers) are needed at various growth stages.
Trust and communication are foundational for effective teamwork.
Investing time in team relationships leads to better outcomes.
Radical candor fosters an environment of honest feedback.
Self-sabotage often stems from short-term thinking and ego.
Curiosity and inquiry can help leaders avoid self-sabotage.
Building a strong team culture requires proactive investment in human connections.
Introduction to the Guest
David J Foster, an experienced change manager, facilitator, and board-level advisor with an Executive MBA from London Business School. He specializes in diagnosing and solving complex organizational problems through a holistic approach called organizational therapy, which focuses on empowering teams to resolve challenges sustainably. David uses tailored workshops extensively as part of his change management toolkit and has significant teaching and facilitation experience. He currently leads Change Practice within Sussex Projects at the University of Sussex, is a Trustee of Signal Film & Media, and runs select projects under Rally Strategic.
Summary
In this conversation, David discusses the concept of organizational therapy, its relevance in today's complex business environment, and how it differs from traditional consulting. He emphasizes the importance of understanding messy problems, diagnosing team dynamics, and the interplay between cultural and structural issues within organizations. David also shares insights on the common failures in transformation efforts, the dynamics of organizational culture, and the challenges modern teams face, particularly in the context of AI and virtual work. He reflects on his experiences, the importance of maintaining objectivity, and the future of his work in organizational therapy.
Takeaways
Organizational therapy focuses on helping organizations understand themselves.
The approach is more relevant today due to constant changes in the business environment.
Messy problems require a holistic view rather than a linear solution.
Diagnosing team dynamics involves building trust and understanding different perspectives.
Cultural issues and structural problems are intertwined and must be addressed together.
Failure is a natural part of complex systems and should be embraced as a learning opportunity.
Organizational culture can vary between teams, promoting diversity of thought.
Senior leadership buy-in is crucial for cultural change.
Maintaining objectivity is challenging but essential for effective therapy.
AI will highlight the value of human contributions in organizations.
Introduction to the Guest
Todd Eden transforms how leaders and teams work— by focusing on deep, practical change that sticks. An award-winning coach, facilitator, and program designer, he has helped senior leaders worldwide build trust, clarity, and performance. Before founding Bluestag, Todd held leadership roles at Rolls-Royce and Britvic, co-founded a social enterprise delivering emotional intelligence programs at UK universities, and taught leadership at Cambridge. He’s the author of the Own Life book series and a Samaritans volunteer, supporting people in crisis. At Bluestag, he helps leaders bring presence, humanity, and impact into the way they lead—every breath, every step, every day.
Summary
In this conversation, Todd Eden discusses the importance of mindfulness, emotional intelligence, and authenticity in leadership. He emphasizes the need for leaders to create space for thoughtful engagement and genuine human connection, especially in a hybrid work environment. Todd shares insights on building strong teams, measuring leadership success, and navigating conflicts through honest conversations. He also explores the role of AI in enhancing human connection and the necessity of being present in our interactions.
Takeaways
Authenticity is essential for effective leadership.
Creating space for thoughtfulness is crucial for leaders.
Emotional intelligence involves awareness of one's emotions and thoughts.
Strong teams thrive on presence and connection.
AI can enhance human connection by handling routine tasks.
Conflict often arises from misaligned goals and communication styles.
Leaders must prioritize quality conversations over tactical discussions.
Mindfulness in leadership fosters a more engaged workforce.
The importance of being present cannot be overstated in team dynamics.
Leadership development should focus on multi-dimensional growth rather than single skills.
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