We Not Me

Dan Hammond & Pia Lee
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Exploring how humans connect and get stuff done together, with Dan Hammond and Pia Lee from Squadify. We need groups of humans to help navigate the world of opportunities and challenges, but we don't always work together effectively. This podcast tackles questions such as "What makes a rockstar team?" "How can we work from anywhere?" "What part does connection play in today's world?" You'll also hear the thoughts and views of those who are running and leading teams across the world.

  1. 12/19/2025

    How do you lead a team through economic uncertainty?

    Leading through uncertainty means accepting complexity rather than fighting it. The most powerful tool for doing so is clarity. While conventional wisdom suggests focusing on trust-building and communication skills, Squadify data shows that starting with clarity – specifically around shared goals, processes, and measures of success – is what actually transforms groups of individuals into cohesive teams and drives performance. Three reasons to listen Learn to befriend uncertainty and focus on what you can influenceDiscover how to build team cohesion through clarity rather than trust exercisesUnderstand how teams work together as the key performance driverEpisode highlights [00:02:31] Jamie's question[00:03:36] Befriending uncertainty[00:05:38] Are you a team, or a TINO?[00:08:51] The sixth dysfunction in teams[00:11:12] The trigger question for high performance[00:13:42] Doubling down on humanity[00:16:41] Coming up in 2026Links Track and improve your team performance with SquadifyLeave us a voice note

    20 min

  2. 12/05/2025

    Can you have a leaderless team?

    Autonomy in teams requires clarity, not chaos. Successful autonomous teams need defined authority over coordination, transparent processes, and intentional facilitation to empower people whilst maintaining alignment and effectiveness. Jon Barnes is a facilitator, coach, and co-founder of Pala, and he focuses on helping teams and organisations become more autonomous. His approach spans a spectrum from making hierarchies feel less hierarchical, to helping teams operate fundamentally without line management. Three reasons to listen Create clarity in team structures by defining authority and decision-making processes upfrontBuild psychological safety and engagement through effective facilitation techniquesBalance empowerment with appropriate holding by learning when to let go and when to provide directionEpisode highlights [00:12:22] the two types of waste in teams[00:18:10] What does leadership look like away from hierarchy?[00:21:44] Self-management in highly-pressurised teams[00:25:37] The myth of self-governance[00:27:12] Unhelpful self-management patterns[00:32:47] Jon's biggest two levers[00:35:32] Jon's media recommendation[00:36:59] Dan's media recommendation[00:41:12] Takeaways from Pia and DanLinks Connect with Jon via LinkedInHumankind, by Rutger BregmanLonesome Dove, by Larry McMurtry – Jon’s media recommendationThe Ministry of Time, by Kaliane Bradley – Dan’s media recommendationFrom the Core, by John Wineland – Pia’s media recommendationTrack and improve your team performance with SquadifyLeave us a voice note

    46 min

  3. 11/21/2025

    Is it OK to have a big team? (Q&A with Dan & Pia)

    There's a scientific basis for understanding optimal team size, including research on connection complexity, social loafing, and performance data that challenges common assumptions about how many people should work together effectively. In this Q&A episode, Dan and Pia dive into the science and the data, to discover the optimum team size. Episode highlights [00:01:27] Is it OK to have a big team?[00:04:15] The Ringelmann effect[00:07:22] What's the optimum team size?[00:08:18] When is a team a group?[00:10:20] What the Squadify data showsLinks Ringelmann effectTrack and improve your team performance with SquadifyLeave us a voice note

    12 min

  4. 11/07/2025

    Humans in the age of AI

    While AI will dramatically reshape work and careers – potentially displacing entry-level jobs and creating “companies of one” – the true competitive advantage will lie in taking a human-centric approach to AI adoption, where diverse teams maintain creativity, critical thinking and genuine human connection rather than simply automating away people to maximise shareholder returns. Larry Chao is the founding Chief Strategy and Operations Officer at trustme.ai, a startup building tools for AI governance. He’s also involved with nonprofits like Berkeley Skydeck and the Ethical AI Governance Group, where he helps empower the next generation of innovators to develop AI responsibly. Sunaina Lobo has been a Chief Human Resources Officer three times over, and is now a strategic advisor to trustme.aiand co-founder of Momentum Global HR, where she does strategic HR consulting with an AI lens. Three reasons to listen Understand the trajectory and implications of AI evolution, and what this means for teams and workflowsNavigate the human impact of AI adoption in your organisationMove beyond AI as a differentiator to focus on human connection and diverse thought as the true sources of organisational strengthEpisode highlights [00:12:47] The evolution of AI[00:16:55] AI and teams[00:17:37] Facts emerging from our continued use of AI[00:29:01] The case for responsible AI[00:32:15] The case against the "company of one"[00:41:50] Driving shareholder value while being human-centred[00:43:43] Suni's media recommendation[00:44:05] Larry's media recommendation[00:45:12] Takeaways from Pia and DanLinks Connect with Larry via LinkedInConnect with Sunaina via LinkedInTrustMe.aiSuni’s podcast recommendations:Pioneers of AIThe AII Daily BriefKPop Demon Hunters – Larry’s recommendationHumankind, by Rutger BregmanTrack and improve your team performance with SquadifyLeave us a voice note

    48 min

  5. 10/23/2025

    The three things holding back teams today

    Successful team performance requires slowing down to achieve alignment before rushing into action. Spending more time upfront ensuring everyone truly understands the problem statement, decision-making roles, and priorities will save significant time, energy, and relationship breakdowns later. Without this foundational alignment, teams waste enormous amounts of time in ineffective meetings, experience constant breakdowns in execution, and carry baggage from unresolved issues that poisons future decisions. The key is to move with discipline and sophistication rather than mere speed, investing in both the technical frameworks and the relational intelligence needed to bring out the best thinking from diverse perspectives. Susan Asiyanbi is the founder and CEO of the Olori Network, an executive leadership practice that works with CEOs, executive teams, and boards, specialising in studying what the strongest executive teams and boards do differently. Three reasons to listen Identify the hidden costs of misalignment in your team, from wasted meeting time to breakdowns in relationships that drain energy both at work and at homeApply a disciplined approach to decision-making that balances speed with rigour through five key strandsReclaim control of your calendar by conducting a time audit that reveals the gap between what you say matters and where you actually spend your energyEpisode highlights [00:09:18] Alignment, themes, and relationships[00:11:06] How to get alignment[00:12:32] What happens when alignment isn't found[00:15:48] Asking the right questions[00:17:32] Decision-making is compromised[00:18:40] The five key components of a decision-making framework[00:26:17] How to move more slowly[00:28:41] How will AI affect decision-making?[00:31:44] What are you prioritising for?[00:37:23] What to try this[00:39:57] Susan's media recommendation[00:40:43] Takeaways from Pia and DanLinks Connect with Susan via LinkedInTeam #1, by Patrick LencioniAI-Generated “Workslop” Is Destroying ProductivityHow to turn a group of strangers into a team – Susan’s media recommendationTrack and improve your team performance with SquadifyLeave us a voice note

    46 min

  6. 09/18/2025

    The business case for social mobility

    Rather than trying to "fix" people or show them rungs on a ladder, social mobility comes from recognising individuals, giving them psychological safety, and allowing them to fulfil their own potential. Diverse workplaces thrive not because of tokenistic inclusion efforts, but because different voices at the table lead to better outcomes and more successful organisations. Dan and Pia are joined by Arad Reisberg, Associate Pro Vice-Chancellor at Brunel University of London, campaigner for social justice and social mobility, and co-founder of the Social Mobility Leaders Forum. Three reasons to listen Reframe your understanding of social mobility as social justice, focusing on creating opportunities for people to fulfil their potential rather than just climbing career laddersCreate an environment where people feel comfortable being their authentic selves by asking powerful questions and actively listeningBuild more diverse, successful teams by recognising that different voices at the table lead to better outcomes, challenging conventional thinking about "hiring for fit"Episode highlights [00:09:32] What is social mobility?[00:15:24] How social mobility helps business[00:18:59] How to implement social mobility in your organisation[00:26:31] Arad's media recommendation[00:29:43] Takeaways from Dan and PiaLinks Connect with Arad via LinkedInArad’s media recommendations: the Inward trilogy by Yung Pueblo:InwardClarity & ConnectionThe Way ForwardTrack and improve your team performance with SquadifyLeave us a voice note

    34 min

  7. 09/04/2025

    Empowering the next generation of leaders in hospitality

    Restaurant franchises can be powerful environments for leadership development, especially for young people. When managed with intentionality, these seemingly entry-level jobs can provide significant opportunities for personal growth, skill development, and career advancement. Melissa Nuttall, along with her partner, is the franchisee of a quick service restaurant in New Zealand. In this conversation with Pia and Dan, she lays out how good customer service and continuous training create positive work cycles that benefit both employees and customers. Three reasons to listen Achieve broader business goals while reducing cognitive load on staffDevelop young team members into capable leaders through progressive responsibilityCreate safe spaces for growth regardless of employees’ long-term career plansEpisode highlights [00:08:38] Helping the next generation of leaders[00:14:21] Turning a culture around[00:18:23] Creating a stable launchpad for new careers[00:24:38] Leading with kindness and humility[00:27:58] Be mindful of your leadership shadow[00:29:20] Mel's media recommendation[00:30:11] Takeaways from Pia and DanLinks Connect with Melissa via LinkedInTrack and improve your team performance with SquadifyLeave us a voice note

    36 min

  8. 08/21/2025

    You don’t have a trust problem – you have a clarity problem

    While many teams focus on building trust to improve performance, it's actually clarity that needs to be addressed first. Research shows that teams need clear roles, goals and processes before they can effectively build trust and collaborate. This represents a significant shift from traditional thinking about team development, and the data shows that improving clarity drives up trust results, whilst working directly on trust doesn't impact clarity scores. In this episode, Squadify’s Chief Data Officer, Juliet Owen re-joins Dan and Pia to discuss the role clarity plays in driving team performance. This episode will help you Build team trust by first establishing clarity around roles, goals and processes rather than focusing directly on trust-building exercisesCreate effective one-page team documents that capture why the team exists, their collective goals, and non-negotiable behavioursDrive better team performance by shifting from individual KPIs to collective team goals that encourage collaboration rather than competitionEpisode highlights [00:09:34] How teams are coping with change today[00:15:30] What we mean by trust[00:20:03] The trust gap[00:26:29] Case studies on building trust[00:33:12] What can you do?[00:34:59] Pia and Juliet's media recommendations[00:37:24] Takeaways from Pia and DanLinks The Five Dysfunctions of a Team: A Leadership Fable, by Patrick LencioniYou Can’t Ask That – Pia’s mdia recommendationThe Ministry of Time, by Kaliane BradleyConnect with Juliet via LinkedInTrack and improve your team performance with SquadifyLeave us a voice note

    44 min
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Exploring how humans connect and get stuff done together, with Dan Hammond and Pia Lee from Squadify. We need groups of humans to help navigate the world of opportunities and challenges, but we don't always work together effectively. This podcast tackles questions such as "What makes a rockstar team?" "How can we work from anywhere?" "What part does connection play in today's world?" You'll also hear the thoughts and views of those who are running and leading teams across the world.

Information

  • Creator
    Dan Hammond & Pia Lee
  • Years Active
    2021 - 2025
  • Episodes
    134
  • Rating
    Clean
  • Copyright
    © Squadify
  • Show Website
    We Not Me