100 episodes

The People Leaders Podcast is a resource for managers and business leaders creating high performing teams. Join leadership and team development experts Jan and Michelle Terkelsen each week and explore both subjects from every angle.

Through practical tips, valuable insights, and compelling interviews with leadership experts around the world, you’ll learn how to bring out the best in your staff and how to give your best as a leader.

We cover issues such as workplace communication, understanding the self and each other, the Myers Briggs Type Indicator (MBTI), managing virtual teams, our very own High Performing Team Assessment Tool and much more.

Our goal with the podcast is to reduce workplace stress and increase job satisfaction for leaders, managers and their teams worldwide.

https://expertsonair.fm/people-leaders/

The People Leaders Podcast Jan and Michelle Terkelsen

    • Management
    • 5.0, 10 Ratings

The People Leaders Podcast is a resource for managers and business leaders creating high performing teams. Join leadership and team development experts Jan and Michelle Terkelsen each week and explore both subjects from every angle.

Through practical tips, valuable insights, and compelling interviews with leadership experts around the world, you’ll learn how to bring out the best in your staff and how to give your best as a leader.

We cover issues such as workplace communication, understanding the self and each other, the Myers Briggs Type Indicator (MBTI), managing virtual teams, our very own High Performing Team Assessment Tool and much more.

Our goal with the podcast is to reduce workplace stress and increase job satisfaction for leaders, managers and their teams worldwide.

https://expertsonair.fm/people-leaders/

    Understanding Different Personalities: The Seven Myths Of Introversion and Extroversion

    Understanding Different Personalities: The Seven Myths Of Introversion and Extroversion

    In this very special episode — our 100th episode — we’re in myth-busting mode and are taking a look at the common misconceptions of introverted and extroverted personality types. 

    It’s no secret that we’re lovers of the Myers-Briggs Type Indicator (MBTI) and using it to understand your own and your team’s personality types. There are certain things that we see time and time again when it comes to understanding — or a lack thereof — of the different personality types out there. 

    It’s your role as a people leader to find the uniqueness in each person. When you really look at the underlying motivation for behaviours, it makes life so much simpler. Knowledge is definitely power. So we’re here to help uncover the seven myths of introversion and extroversion. 

    Episode highlights: 
    Our personal relationships with introverts and extroverts - Michelle is married to an extrovert and Jan is married to an introvert.
    How we use our personal relationships to teach our Myers-Briggs Type Indicator (MBTI) workshops.
    “When you really look at the underlying motivation for behaviours, it makes life so much simpler. Knowledge is power.”
    Research shows there are slightly more introverts in Australia and slightly more extroverts in America.
    Myth #1 - Extroverts are happier. They are more likely to express their thoughts and feelings. Introverts tend to have a rich internal life so analyse more and keep to themselves. 
    Myth #2 - Introverts don’t like to socialise. Perhaps one of the biggest misconceptions. Introverts do like to socialise, they just do it in a different way, on their own terms. 
    Myth #3 - Extroverts are more confident. Extroverts come across as more confident because of their body language and openness. On the flip side, introverts appear calm, but it’s not always the case. 
    Myth #4 - Extroverts are superficial. Extroverts love breadth of relationships and events, while introverts love the depth. 
    Myth #5 - Introverts are less emotional. They tend to bottle up their emotions more, so it’s important to check in with introverted people rather than assuming they are okay. 
    Myth #6 - Extroverts love to network. Because extroverts are good at making small talk, it’s assumed they are great networkers. Really, introverts can be just as good because they can delve deeper and foster stronger relationships. 
    Myth #7 - Introverts don’t contribute as much. Giving an introvert the opportunity to speak up in meetings is key. They might contribute in other ways, such as listening and being fully present. 
    “The MBTI is a great tool to use to broaden your level of staff awareness and understand the impact you might be having on other people. If you’re going to work on anything, understanding yourself and your impact will bring you a rich life.”
    Our hopes for helping people leaders through this significant time of change with our virtually run workshops.  
    For more information on our MBTI workshops, visit the People Leaders website. 

    People Leaders Quick Links:
    People Leaders Website - https://peopleleaders.com.au/
    People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0
    Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/
    Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/
    People Leaders Facebook- https://www.facebook.com/PeopleLeaders/
    People Leaders Twitter - https://twitter.com/PeopleLeaders
    People Leaders Instagram- https://www.instagram.com/people.leaders

    • 29 min
    If Not Now, When? Don’t Put High Performance On Hold...

    If Not Now, When? Don’t Put High Performance On Hold...

    We’ve had a lot of mixed responses from clients considering engaging us for leadership and team-building programs since Covid-19 restrictions took hold back in March.

    All the leaders and organisations we’ve spoken to recognise that the team dynamic and organisational culture have had to adapt to the new ways of working, and that in many ways these changes will be permanent.

    Where people get stuck though is deciding on how and when to get us in to facilitate some work with their teams. Some say it’s “too important to wait so let’s move on it now, even if we have to do it online,” while others say, “it’s too important to do online, so let’s wait until we can get together face-to-face and do it then.”

    We did a podcast on this very subject, which you can listen to below, and one of the most important points we make on that podcast is this…

    “If it's not now, when are you going to make those changes as a team? The most successful teams have been the ones that have continued to put learning and development, team building, working on themselves, up there with getting the work done and staying safe.

    And so the teams that are waiting, waiting, waiting till this is over, you will have missed the boat. You will have missed the opportunity, one of the best and biggest opportunities that you're ever going to have as a team to inch up to that high-performing mark is now.”

    We cannot stress that point enough, the opportunity cost of waiting until face-to-face facilitation becomes a reality again far and away exceeds any perceived benefit of face-to-face facilitation over online facilitation.

    We say perceived benefit because in our experience, online facilitation can be just as effective as face-to-face facilitation.

    But don’t take our word for it. Here’s some feedback from an HR Manager who asked us to put together a series of webinar-based workshops for their organisation…

    "Wow. I was a bit hesitant to go ahead with the online program but you have delivered way beyond my expectations. I didn't realise something online could be so dynamic and effective, and the feedback from those who participated has been outstanding. Thank you once again and looking forward to the next one". - HR Manager (Government Owned Corporation) Victoria.

    In the podcast we outline some examples of workshops that we’ve been presenting successfully online and included some snippets of content. 

    Here’s a quick summary of those and, of course, if you’ve got another need you want met, we’d be happy to put together a bespoke workshop for you.   

    MBTI (Myers Briggs Type Indicator) Team Sessions - 2 and 4 hour sessions and customised MBTI reports for your team members

    Wellbeing Strategies While Working  From Home - Just what it says on the box!

    How To Run Effective Team Meetings, ‘Check Ins’ And ‘Catch Ups’ In A Virtual Environment - Let’s get rid of Zoom/Teams fatigue and get everyone engaged again!

    Team Building Sessions – Icebreakers and  team-building activities in a virtual environment

    Establishing  Good Rhythms And Routines - So essential with a fragmented workforce

    How To Cope With Change And Uncertainty – Strategies and ideas to implement at the individual and team level

    “Lock In the Learning” - how to establish new ways of working in a Covid-affected world

    These sessions can be two hours or longer, depending on what the group needs, and start from only $1500 (+ GST for Australian clients) and deliver benefits that far exceed the cost.

    We can also conduct LSI Assessments and follow-up coaching if required to ensure your leaders are working at their best.

    The bottom line is, high performance is critical now and too important to put off till things get ‘back to normal’.

    That's worth repeating. High performance is critical now and too important to put off till things get ‘back to

    • 18 min
    Zoe Routh Interview: Loyalty, Advocacy, Leadership

    Zoe Routh Interview: Loyalty, Advocacy, Leadership

    We have an information-packed episode with Zoe Routh. In this episode, Zoe talks about the gig economy and this pandemic, strategies for leaders on retaining talent, her definition of loyalty in the workplace, on being an elder-archetype leader, and more.

    Zoë Routh is one of Australia’s leading experts on people stuff - the stuff that gets in our way of producing results, and the stuff that lights us up. She believes developing people skills is the gateway to better decisions and greater results. She has worked with individuals teams  internationally and in Australia since 1987. From the wild rivers of northern Ontario to the remote regions of Australia, Zoë has spent the last thirty years showing teams struggling with office politics and silos how to work better together.

    Zoë is the author of three books: Composure - How centered leaders make the biggest impact, Moments - Leadership when it matters most and Loyalty - Stop unwanted stuff turnover, boost engagement, and build lifelong advocates. Her past leadership roles include Chair of the Outdoor Council of Australia, President of the Chamber of Women in Business, and Program Manager at the Australian Rural Leadership Foundation. Zoë is also the producer of the Zoë Routh Leadership Podcast. Her fourth book, People Stuff - Simple tools for better leadership,

    is due out May 2020.

    Episode Highlights: 
    Who is Zoe Routh?
    Zoe Routh shares with us her past affiliations, experiences, and her first marathon experience.
    Zoe talks about the gig economy and why digital nomads chose to be digital nomads.
    It's interesting how the gig economy and digital nomads were well ahead of the curve in terms of being prepared for a pandemic.
    "What motivates us most is not necessarily money, but purpose, mastery and autonomy." - Dan Pink
    “We look at the gig economy and the digital nomads, autonomy probably sits as the primary reason why people go into that kind of work conditions where they're their own boss.They have the freedom to operate where and how they choose, making their own hours. And this makes for very engaged workers because they're doing it on their own terms.”
    Zoe talks about research from Osi Tanner about what makes really good work.
    "The number one thing they (Osi Tanner and team) found that made a difference, a real difference to engagement and making good work is recognition."
    On the topic of recognition for teams in the workplace: “It doesn't cost much. It doesn't take much time and it has such a profound impact on how people feel about their work.”
    A discussion on how the pandemic made most of us into digital nomads, how it amped up our ability to learn technology, being autonomous, and more.
    "Health. Wellbeing. Put that at the forefront of everything that you do. Get yourself into a rhythm of looking after your health and wellbeing, because that is what's going to sustain you through this. And of those people that have done that, you can see them they're sort of rolling through quite nicely."
    Zoe shares some tips for leaders regarding some of the things that could be done to retain those people that are considered talent.
    "There's a lot of macro trends in the work environment that are working counter to this desire for leaders to keep their staff around. As a leader, if you just want to hang on to people and you're expecting loyalty to equal longevity in a workplace, you're going to be sadly disappointed.
    "I think we need to redefine loyalty, first of all, as advocacy, not longevity."
    "As a leader, we need to spin our focus a little bit from trying to keep people and focus more on creating such an amazing work life experience for people, an employee experience for people, that they will be advocates, no matter how long they stick around for you."
    "Isn't it interesting that leaders think that they're doing the right thing by actually offering all these perks

    • 36 min
    Franziska Iseli Interview - Courageous Leadership and Personal Branding

    Franziska Iseli Interview - Courageous Leadership and Personal Branding

    In this episode, Franziska shares some wonderful ideas and tips on courageous leadership, concepts of imperfection and how it is helpful for leaders and teams, personal branding, and more.

    Franziska is an internationally renowned speaker, entrepreneur, adventurer. She's known for her thought leadership and for pushing boundaries. Franziska is a maverick entrepreneur, leading marketing strategist, mad adventurer, author and the co-founder BasicBananas.com, Oceanlovers.com, MomentsofHumanity.com, TheBusinessHood.com and SaltyLipsBand.com. 

    This episode is one knowledge-packed and fun episode to listen to. 
    On winning a number one female speaker award - "I am often the only female speaker so it's a little bit easier to win that award."
    Franziska shares her take on courageous leadership.
    "There's a huge difference between courageous leadership where you lead with a vision and then there's the managers where it's more about the KPIs and the goals, and you need both.“
    “The only thing that is certain right now is uncertainty. So having leaders that are leading with courage is so important.”
    The three components a courageous leader must have - vision, principle, intuition
    “Logic is not going to get us anywhere right now because none of this stuff is logical. It's, it's quite nonsensical, a lot of it.”
    The courage effect
    "Courage is contagious. And leading with these principles is contagious. Naturally as a leader, and if you have team members, they look up to you, whether you know it or not or whether you think they do or not, they do, and they will copy you."
    "The courage effect is about leading by example, not pointing the finger or forcing something onto people. And then naturally some people will fall away from your teams. Naturally some people will deselect themselves and that's good."
    Franziska shares some ideas and her thoughts on how to keep teams engaged.
    The concept of imperfection (relating to teams) and the comparison trap
    "Give people ownership and expect people to own their results. And you can do this by encouraging people to fail, to make mistakes, not getting upset about failures, but actually rewarding almost failures."
    “What often happens is that we as humans, as a society, are so obsessed with perfection. And it comes often from comparing ourselves and looking at what other people are doing.”
    Bottom-up leadership
    "(As a leader) You want to get your team to engage in your vision and principles and drive the culture."
    Franziska’s tips for leaders who want to enhance their personal brand within an organisation
    "Personal branding needs to come from you. It needs to be authentic."
    The brand alchemy method
    "The more that the person can get clarity on what they're good at, the more they can bring that into the business."
    What Franziska is working on at the moment that is exciting her

    Useful Links: 

    Franziska Iseli on LinkedIn - https://www.linkedin.com/in/franziskaiseli/ 

    Franziska Iseli Website - https://www.franziskaiseli.com/ 

    People Leaders Quick Links:
    People Leaders Website - https://peopleleaders.com.au/
    People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0
    Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/
    Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/
    People Leaders Facebook- https://www.facebook.com/PeopleLeaders/
    People Leaders Twitter - https://twitter.com/PeopleLeaders
    People Leaders Instagram- https://www.instagram.com/people.leaders

    • 31 min
    James Sinclair Interview - Talent Retention With A Difference

    James Sinclair Interview - Talent Retention With A Difference

    In this episode, we interview James Sinclair, the Chief Executive of EnterpriseAlumni. His primary role is in recruitment but he is really making a name for himself teaching organisations how to maintain relationships with staff when they do leave. He also contributes to various media on the future of work and large enterprise innovation and entrepreneurship.

    He shared some fantastic insights around how to create diversity in high-performing teams, clear opinions on exit interviews, setting up your own talent pool and tapping on it to future-proof yourself and your organisation.

    Episode Highlights: 
    James talks about him being an ENTJ - its gifts and downfalls.
    "We come to opinions very quickly. We're willing to trust guts, we're willing to run fast and we do listen and we take it on board. We just don't always recognise and we don't always perhaps take the moment to say 'Thank you for your opinion. Thank you for your idea. I hear you.'"
    EnterpriseAlumni and James' role and responsibilities
    Letting talent leave without continuing a relationship and keeping the door open is like having an asset walk off your balance sheet
    James' thoughts about exit interviews
    "The only real way to know how great you are is to work with you. "
    "Respecting that leaving is inevitable is such an important thing."
    "There's a lot of conversation that people don't leave companies, they leave managers some of the time. Other times it's because there's another opportunity that's just better that perhaps you couldn't get in this organisation. Or if you think about career growth, most people grow into a next job that they're not quite ready for"
    "Treat everyone like a customer at every single step of the way. Your employee experience should be a consumer-like experience. If you wouldn't do it to a customer, don't do it to an employee."
    James’ opinion on creating diversity for high-performing teams
    "High-performing teams come from small teams with diverse opinions, little budget and unfair goals and unfair expectations."
    "Ideas are the easy part. The execution is always the hard part of a high-performing team."
    "One of the great things you can do with a high-performing employee that you think might get trapped or stopped in your organisation is to kick them out and essentially kick them to another company. And I'm sure, again, my data's a little bit wrong somewhere, but kick them somewhere. Let them get that experience, let them get everything they're looking for and then actively nurture them, actively talk to them and recruit them back into that senior role as and when they're ready because they're going to walk in hot and ready to perform."
    "You can't judge people on competencies. It doesn't work because two people with identical competencies could be very different performers, thinkers, all of those things."
    "This concept of having this pool of alumni, whether you're a small business or a Fortune 500, is no different. There's no reason not to maintain some sort of a connection to these people to get the recruiting costs, which are dramatic."
    "High-performing teams are performance-based results. I don't care if you work for a minute or a hundred hours. Results. That's the business I'm in and I think that's what remote teams are going to suddenly uncover.”
    "There is a real spotlight on your ability to communicate very clearly as a manager based on the performance outcomes, not just, “These are the things I want you to do”. It's always about, "What is the result that we're looking for?"
    "That's why they tell you in design thinking, never have a negative view against someone else's idea, even if it's awful, because it just might set off a flash that is a better idea or a new idea. And I'm a massive believer of that."
    EnterpriseAlumni’s Covid-19 response and recovery.
    How managers can future-proof themselves.
    Using F words at work...
    What advi

    • 30 min
    Covid 19 and Your Financial Wellbeing

    Covid 19 and Your Financial Wellbeing

    In today's episode, we are graced again by the presence of Vivian Goh as she talks about financial wellbeing during the Covid-19 pandemic.

    Vivian is the founder and coach of Simple Wealth Coaching (SWC). She also discusses how you can, step by step, start getting your financial house in order and automating your budget so you can prepare and make sense of the current changes in the economy and the impact on your life.
    An overview discussion by Vivian of what's happening in our current financial markets and its impact on us.
    In Australia, we have not actually experienced a recession for over 20 years.
    "Recession, in terms of the financial markets, happens usually in a cycle - every 7 to 10 years."
    "Whenever there is growth, there will always be recession."
    "Recession isn't really a good or bad thing but it is just how the money system goes. It's made up of ups and downs, and we're just experiencing one of the downs."
    What can we do to get our house in order in terms of our finances?
    "The people who are riding this wave with resilience are the ones who were already investing in their personal development and growth and are actually doing really well at this time."
    To get clarity about your financial wellbeing, you list down everything and get clear.
    Vivian shares some support websites where we can get more information and tools essential to checking our financial well-being
    MoneySmart.gov.au - https://moneysmart.gov.au/
    Speak to your accountant directly to see if you're qualified for "JobKeeper" or a "JobSeeker” allowance.
    Vivian shares some key steps on how to get your financial house in order.
    1. Know clearly where you are at a financial standpoint. Be very specific.
    2. Set a goal for the next 3 months.
    3. Employ the necessary resources with clear intention.
    "It's quite common to find $20,000 of missing money a year."
    Would Vivian advise working with a financial coach or planner when getting your financials planned out? 
    "Start investing in yourself."
    Vivian shares with us her Covid-19 Financial Coaching Package and an overview of this program.
    "Transform your relationship with money so that money is something that you can really relate to, in a confident way, in a loving way."
    A recession can be the best time to invest or spend money as often things are cheap
    “We talk about automating our processes within the team environment, but automating your budget makes absolute sense."

    Useful Links: 

    Vivian Goh on LinkedIn- https://www.linkedin.com/in/vivian-goh-simple-wealth/ 

    Simple Wealth Coaching on LinkedIn - https://www.linkedin.com/company/simple-wealth-coaching/ 

    Simple Wealth Coaching Website - https://www.simplewealthcoaching.com.au/ 

    People Leaders Website - https://peopleleaders.com.au/
    People Leaders on LinkedIn - https://www.linkedin.com/company/people-leaders-pty-ltd/?trk=cws-cpw-coname-0-0
    Jan Terkelsen on LinkedIn - https://www.linkedin.com/in/janterkelsen/
    Michelle Terkelsen on LinkedIn - https://www.linkedin.com/in/michelle-terkelsen-creating-high-performing-teams-a992744/
    People Leaders Facebook- https://www.facebook.com/PeopleLeaders/
    People Leaders Twitter - https://twitter.com/PeopleLeaders
    People Leaders Instagram- https://www.instagram.com/people.leaders

    • 22 min

Customer Reviews

5.0 out of 5
10 Ratings

10 Ratings

Jazzhadaspazandawaz ,

Great practical tips for managers

Great tips thanks

JANNINEB ,

VERY PRACTICAL AND CLEAR

Really enjoying how practical and clear the content is. I was able to apply these tips immediatly in my company. Very useful. Thank you!

LenoreC ,

Practical framework for team leaders

In the People Leaders podcast, Jan and Michelle present a really useful framework for assessing and strengthening the performance of work teams. If you are a team leader looking for some helpful insights and tips to help you reenergise yourself and your colleagues, take a listen!

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