Missing Conversations

Altus Growth Partners

How do you create extraordinary and meaningful outcomes that take care of people, your organization and the future you care about? We at Altus believe all results, those that you want and those that you don't, are generated by conversations. When conversations are missing, people and results suffer—learning to see the missing conversations is where to begin. Helping you and your teams have the right conversations with the right people to get the results you desire is what Altus is all about. Through in-depth interviews with incredible guests, we explore the power and practices of conversations. In each interview, you'll learn how to see the missing conversations to enhance your leadership influence and impact and ignite a world of difference, one conversation at a time. If you're aiming for bold change and growing your leadership, teams and organization to create extraordinary results, we want to talk to you! Schedule your confidential conversation. altusgrowth.com/contact.

  1. 15H AGO

    Episode #78: Why the Leaders Who Ask Better Questions Create the Best Outcomes

    Many leaders believe they need to have the answers. But some of the most powerful outcomes begin when a leader asks the question no one else thought to ask. In this episode of Missing Conversations, Altus executive coaches and hosts Dan Winter and Lynette Winter sit down with Bruce Schuman, a finance leader who has spent more than 30 years helping organizations navigate growth, innovation, workforce transformation, and operational scale inside companies like Intel, Vacasa, Kiavi, and now Universal Technical Institute. Bruce shares why the leaders and teams who create the strongest business outcomes are often the ones willing to slow down long enough to challenge assumptions, rethink the problem, and create the conditions for better thinking across the organization. Together, they explore leadership development, organizational alignment, innovation culture, workforce transformation, decision-making under pressure, and what it really takes to scale an organization without losing trust, clarity, or connection along the way. Listen in to learn how stronger questions, deeper partnership, and a culture of development can help your team lead more effectively through growth, uncertainty, and change. Key Moments You'll Want to Hear 01:48: What great CFOs do: moving beyond cost control to execute a bold vision responsibly and sustainably. 03:34: Why the leaders shaping the best business outcomes ask better questions instead of rushing to provide faster answers. 05:00: Decision-making under uncertainty: why high-performing teams move before conditions are perfect and learn faster because of it. 06:52: One of the costliest executive mistakes? Solving the wrong problem with operational excellence. 10:09: The cultural shift organizations need most: moving teams from task ownership to shared accountability. 11:00: What real cross-functional partnership sounds like: respectful pushback, challenging assumptions, and solving the right business problem together. 12:30: Bruce shares what leaders often underestimate when transitioning from large enterprises to faster-moving, high-growth organizations. 15:04: How finance teams become strategic growth partners instead of reporting functions and why that changes company performance. 17:13: How leaders earn influence and become trusted partners in the organization. 19:10: Why Bruce refuses to build "scorekeepers." He wants people on the field changing the game. 20:44: How one department's mindset can reshape organizational culture, collaboration, and decision-making across the company. 21:23: Why conversations after the meeting often shape culture more than the executive meeting itself. 24:52: Bruce shares the moment he realized finance was unintentionally slowing innovation by demanding certainty too early. 26:40: How leaders create innovation cultures: fund experimentation, tolerate smart failure, and stop forcing every initiative through the same ROI lens. 28:06: Leaders often say they want honest feedback. Bruce explains why few organizations create the trust required for people to actually give it. 29:54: The leadership growth edge: helping high performers acknowledge where they struggle so they can lead at a higher level. 30:22: How organizations create learning cultures where people feel safe admitting uncertainty and asking for help. 32:15: How strong leaders maintain high standards without creating fear, rigidity, or burnout across teams. 33:29: Why adaptive leadership requires holding firm to the mission while staying flexible about how teams achieve it. 35:40: How leaders scale organizations without losing people, culture, trust, or performance during rapid growth. 36:43: The workforce transformation challenge many leaders still underestimate and why skilled trades shortages could reshape the economy. 39:58: Bruce explores how outdated perceptions of success are shaping the future workforce pipeline and limiting career visibility for younger generations. 43:05: Bruce's advice to emerging leaders: seek uncomfortable roles, honest feedback, and managers willing to invest deeply in your growth. 46:24: One of the fastest ways leaders build trust: showing teams how to receive uncomfortable feedback without defensiveness. 47:59: How leaders help organizations adapt to a "new normal" without exhausting people or overwhelming the culture. By the end of this conversation, you'll hear answers to: How do leaders create a culture where people speak up, challenge assumptions, and contribute better ideas? Many organizations unintentionally train people to stay in their lane. Bruce Schuman shares that strong partnership cultures are built when leaders move beyond simply asking teams to complete tasks and instead invite them into the bigger business challenge. That means creating an environment where people can respectfully push back, ask better questions, and challenge assumptions in service of a stronger outcome for the company. Bruce explains that trust grows when leaders consistently show they want people's thinking, not just their execution. Over time, that shift changes teams from scorekeepers reporting results into strategic partners helping shape them. Timestamps: 10:09, 11:00 How do leaders balance high standards with team development during periods of rapid growth? Bruce explains that growth requires both accountability and humanity. Leaders cannot lower the bar simply because growth becomes uncomfortable, but they also cannot ignore what people are navigating emotionally and operationally during transformation. At Universal Technical Institute, Bruce and the leadership team are helping employees adapt to a completely new pace of growth while continuing to invest deeply in development, support, and transparency. Rather than treating development as a separate initiative, Bruce sees coaching, feedback, and partnership as fundamental leadership responsibilities that happen alongside delivering business results. Timestamps: 32:15, 35:40 How can organizations innovate faster without creating unnecessary risk? One of Bruce's biggest leadership lessons came during his years at Intel, when he realized finance was unintentionally slowing innovation by demanding too much certainty too early. In the episode, he shares how organizations often hold every initiative to the same rigid ROI standards, which can prevent experimentation and breakthrough thinking. Bruce argues that leaders must learn to distinguish between decisions that require precision and decisions that require learning. The teams that innovate best are willing to move, test, adapt, and learn quickly instead of waiting for perfect information. Innovation cultures are built when leaders create room for experimentation while staying grounded in shared purpose, strategic clarity, and long-term outcomes. Timestamps: 24:52, 26:40 We accomplish the best outcome for the company when we're willing to ask the right questions, step back, and frame the problem correctly. ~ Bruce Schuman   About Bruce Schuman   Bruce Schuman is CFO of Universal Technical Institute (UTI), the nation's largest workforce education provider in transportation, skilled trades, and healthcare. He brings 30+ years of senior finance leadership in tech and high-growth companies, and is known for building strong teams and scaling performance. He previously served as CFO at Vacasa and Kiavi, and spent 27 years at Intel in VP and Divisional CFO roles. You can find him on LinkedIn at: https://www.linkedin.com/in/bruceschuman/. About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #TeamDevelopment #FinanceTeam #WorkplaceCulture

    51 min

  2. MAY 7

    Episode #77: Why Smart Teams Still Struggle to Execute, and What Leaders Are Missing in Their Conversations

    What do leaders actually get paid to do? Most will say strategy, execution, or results. But watch closely, and you'll see something else: leaders spend their days in conversations, shaping how people think, what they commit to, and what gets done. In this episode of Missing Conversations, hosts Dan Winter and Don DeVito sit down with Chalmers Brothers—best-selling author, certified personal and executive coach, consultant, seminar leader, and speaker, whose work began with a life-changing realization about language, self-awareness, and the unseen forces behind performance—to explore why leaders don't just drive outcomes, they shape the conditions that make those outcomes possible. Drawing from decades of work with leaders and teams, Chalmers connects the dots between how we interpret situations, the conversations we lead, and the trust, alignment, and accountability that follow. Chalmers offers a practical way to approach challenges like misalignment, difficult conversations, and disengagement without defaulting to pressure or control. If you've ever wondered why smart teams still struggle to execute, or how to create an environment where people contribute fully and think together, listen in. Then, notice what changes in the very next conversation you lead.  Key Moments You'll Want to Hear 01:43: From engineer to leadership coach: the moment Chalmers realized results don't change until how we see ourselves does. 05:07: Why a "right answer" mindset limits leaders, and how letting go of it is the key to better outcomes. 06:35: What do leaders actually get paid to do? The answer: lead conversations that shape performance and culture. 09:21: How leadership expectations have changed in 2026, and the competencies leaders need to have today. 14:55: The Observer–Action–Results model explained: why leaders get stuck repeating actions that no longer work. 19:00: How to build self-awareness as a leader: noticing your assumptions, interpretations, and internal narratives. 23:24: Why communication breaks down: your team hears something different than what you think you said. 27:33: The link between conversations and business results: why having the conversation you are avoiding produces the quality results you want. 29:25: How to have difficult conversations at work: a practical framework for direct feedback grounded in care. 33:02: How to run better meetings: declare the type of conversation upfront. 34:19: Why trying to "win" conversations damages trust, alignment, and long-term performance. 35:58: How to think differently as a leader: shift from reacting to situations → observing how you interpret them. 43:45: How leaders influence team culture and morale: shaping moods, engagement, and energy through conversations. 47:19: Acceptance vs resignation: how leaders move forward when they can't control the situation. 51:07: Why shared understanding drives execution: how leaders align teams on goals, values, and expectations. By the end of this conversation, you'll hear answers to: How do leaders create alignment when teams interpret the same message differently?  Alignment breaks down not because leaders are unclear, but because people interpret what's said through their own experiences and assumptions. In the episode, Chalmers highlights that leaders don't succeed by simply stating expectations. They succeed when others leave the conversation with a shared understanding of what was meant. That requires checking how the message was received, not just how it was delivered. When leaders take responsibility for how meaning is created, not just communicated, teams move from polite agreement to real coordination and follow-through. Timestamps: 23:24, 24:46, 26:22  How can leaders have difficult conversations without damaging trust or relationships? Avoided conversations don't disappear. They show up as misalignment, frustration, and underperformance. Chalmers introduces the idea of "carefrontation": entering a difficult conversation grounded in care for the person, clarity about what matters, and honesty about what's at stake. Instead of leading with critique, leaders first establish what they care about, what they're committed to, and why the conversation matters. That changes the experience from confrontation to partnership, where feedback strengthens trust instead of weakening it. Timestamps: 29:23, 30:13, 32:17 Why do capable teams still struggle to execute, and what can leaders do differently? Most organizations don't struggle because of a lack of intelligence or effort. They struggle because of the conversations they're not having. In the episode, Chalmers makes a direct connection: the quality of results an organization produces reflects the quality of conversations happening inside it. Missed, rushed, or avoided conversations create gaps in understanding, ownership, and coordination. Leaders change results not by pushing harder, but by addressing what's unsaid, creating space for the conversations that clarify direction, surface blind spots, and move the team forward together. Timestamps: 27:33, 28:06, 33:02  The way that we observe influences the actions that we take and the results we do produce. ~ Chalmers Brothers   About Chalmers Brothers   Chalmers Brothers is a leadership development expert with a 36-year career focused on helping leaders and teams strengthen workplace culture, accountability, communication, and trust. He is the best-selling author of Language and the Pursuit of Happiness and Language and the Pursuit of Leadership Excellence, both widely used in leadership and coaching programs. Chalmers has spent more than two decades as a trusted speaker for Vistage CEO advisory boards and previously served as a Vistage Chair. His work is grounded in a practical understanding of how language, relationships, and self-awareness shape performance. You can find him on LinkedIn at: https://www.linkedin.com/in/chalmersbrothers/ About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #LeadershipDevelopment #SelfAwareness #EffectiveConversations

    55 min

  3. APR 30

    Episode #76: How the Best Leaders Build Trust, Resolve Conflict, and Strengthen Teams Through Love

    What if the missing ingredient in your leadership isn't strategy, structure, or skill? It's love. In this episode of Missing Conversations, hosts and Altus executive coaches, Steven Jones and Amy Vodarek, sit down with relationship strategist, coach, and author Joëlle Lydon for a conversation that will reframe how you think about teams, conflict, and commitment. After years of experiencing love as a currency, something earned through good behavior and performance, Joëlle rebuilt her understanding of how people connect, repair, and grow, then built a practice helping others do the same. Her book, Unbreakable Us: Removing the Barriers to Love, offers a roadmap for smart, self-aware people who are tired of the emotional roller coaster in their relationships. Through the Japanese legend of the red thread, the concept of the sacred third, and her wings-and-branches framework, Joëlle  gives leaders a practical, grounded way to move from "me vs. you" to "what are we building together?"  Listen in to discover why one of the most important investments you can make in your team's performance, trust, and future begins with love and one simple question that can reorient any relationship, conflict, or commitment.  Key Moments You'll Want to Hear 01:33: Why "love" belongs in leadership conversations. 03:39: How healing impacts how we relate and expands our capacity to serve others. 05:21: The red thread metaphor: the Japanese legend showing that even in disagreement, connection still exists. 07:35: The three most patterns keeping people stuck: performance, self abandonment, treating love like a mood. 11:41: How we move beyond "me vs. you" and protect the space we are creating together. 14:05: Why smart leaders repeat unhelpful patterns. 18:57: How to build the capacity to choose differently when it matters most. 22:31: Why love is a living system, not a feeling. 25:33: A powerful leadership practice: notice when you're protecting ego over purpose, then choose what strengthens the relationship instead. 29:24: What it means to create a shared understanding and shared agreement with others. 34:23: The branch will break. What Joëlle learned about building on wings instead, and what it means to lead a team that doesn't need the world to hold them up. 38:11: Dependence. Independence. Interdependence. Why the future belongs to teams that can think for themselves and succeed together. 42:01: How conflict is an invitation to upgrade how people work, communicate, and move forward together. 45:30: The one question we can ask to better serve each other. By the end of this conversation, you'll hear answers to: How do leaders build trust on teams when pressure is high? Trust grows when people stop protecting only themselves and start acting in service of what they are building together. In the episode, Joëlle explains that strong relationships are created through consistent deposits: repairing quickly, honoring commitments, speaking honestly, and making decisions with the shared mission in mind. When leaders shift from "me vs. you" to "what serves the team," trust becomes something they build on purpose rather than hope for by chance. Timestamps: 11:41, 25:33, 29:24, 45:30 How can executive teams handle conflict without damaging relationships? Conflict does not have to signal failure. Joëlle reframes it as a sign that the relationship or team is ready for an upgrade. Avoided tensions often create stagnation, side conversations, and unnecessary distance. The better move is to slow down, stay grounded, and enter the conversation with respect, curiosity, and a focus on what strengthens the relationship. When leaders do that, conflict becomes a path to better communication, stronger alignment, and smarter decisions. Timestamps: 14:05, 18:57, 42:01, 45:30 How do leaders create resilient teams that can adapt to change? Resilient teams are not built on perfect conditions or constant external stability. They are built on inner capacity: the ability to stay steady, choose wisely under pressure, and respond when circumstances shift. Through Joëlle's wings-and-branches metaphor, leaders are reminded that structures, roles, and circumstances can change at any time. Teams grow stronger when people develop the confidence, accountability, and interdependence to adjust together and keep moving forward. Timestamps: 18:57, 34:23, 38:11, 45:30 Love is a living system. ~ Joëlle Lydon   About Joëlle Lydon   Joëlle Lydon is a Certified Relationship Coach, author, educator, and Intentional Creativity® teacher who helps individuals and couples build emotionally intelligent, deeply connected relationships. Blending creativity, neuroscience, and decades of teaching, her work guides people beyond old patterns into courageous connection and lasting relational transformation—in love, leadership, and life.  You can find her on LinkedIn at: https://www.linkedin.com/in/Joëlle lydon/   https://Joëlle lydon.com ; Facebook: https://www.facebook.com/YourLovebyDesign/  Instagram: https://www.instagram.com/Joëlle lydon/    About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #TeamRelationships #ConflictResolution #Love

    50 min

  4. APR 9

    Episode #75: How to Handle Conflict on Leadership Teams: Turning Tension into Trust, Alignment, and Better Results

    What happens to your team when two people are in conflict, and what does it take to get everyone back on track? In this episode of Missing Conversations, Altus executive coaches Dan Winter, Lynette Winter, and Amy Vodarek draw on decades of experience working alongside senior leaders and teams to explore what sits beneath team friction and how it reflects the way a team is operating. They unpack why conflict extends beyond the individuals involved, the cost of side conversations, and what shifts when leaders change how they listen, name their intent, and ask, "Where could I be wrong?" You'll hear practical ways to move from judgment to curiosity, turn reactions into productive action, define and communicate clear standards, and initiate the conversations that shape your team's future. If you're navigating misalignment, strained relationships, or a team not performing at the level you know it can, listen in for what you can do to achieve a better result. Key Moments You'll Want to Hear 00:57: Why leadership teams struggle with alignment and trust. 02:15: How conflict between two executives impacts overall team performance. 04:22: The cost of "the meeting after the meeting" for executive teams. 06:31: How to change your listening from judgment to possibility. 08:56: Why leaders should ask, "Where could I be wrong?"" 15:41: Why high-performing teams make standards of behavior visible. 17:52: How strong teams share responsibility for team health. 21:36: How leaders can effectively influence change within their executive teams. 26:10: What your emotions and mood are really telling you. 28:06: How leaders can turn frustration into productive team conversations. 32:24: How naming your intent builds trust in relationships. 37:17: Final thoughts on what leaders can do when there's an unhealthy dynamic on their team. By the end of this conversation, you'll hear answers to: How do you manage conflict between team members? Managing conflict starts by seeing it as a team dynamic, not a problem between two individuals. When leaders step in to "fix the two people," they miss how the tension is shaping the entire team's ability to coordinate and perform. The more effective move is to bring the conversation back to the team: naming what's happening, getting clear on what the team is committed to, and establishing shared standards for how disagreements are handled. From there, leaders shift how they listen, moving from judging who's right to understanding what each person is seeing, and creating space for a more productive conversation to emerge. Timestamps: 02:15, 06:31, 15:41, 22:05 What can team members do to resolve conflict? Team members don't have to wait for the leader to act. They can take responsibility for the health of the team. That starts with noticing their own assumptions and asking questions like, "Where could I be wrong?" or "What else might be true?" It also means initiating a direct conversation with one of the people involved, sharing how the dynamic is impacting them and the team, and asking, "How can I support you?" or "Are you open to talking this through?" These moves shift the dynamic from frustration and side conversations to shared ownership and forward movement. Timestamps: 08:56, 09:44, 28:06, 37:55 How does conflict impact the whole team? Conflict between two people quickly becomes a team issue. Even when it's not openly expressed, everyone feels it. People start holding back, avoiding certain topics, or working around the tension. The team begins to operate in a mood of frustration or resignation, and conversations move outside the room into "meetings after the meeting." Over time, this erodes trust, weakens alignment, and limits the team's ability to perform at the level they need to. Timestamps: 03:05, 04:22, 12:09 One of the fastest ways to build trust is to name our intent. ~ Lynette Winter   About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #TeamDynamics #ConflictResolution #TeamCommunication

    41 min

  5. APR 2

    Episode #74: What Problem Are We Trying to Solve? Leadership in the Age of AI

    AI is changing the speed of decision-making. It's also asking something new of the people making those decisions. In this episode, executive coaches Pam Fox Rollin and Sharon Richmond talk with Ann K. Klein, a software executive advisor and board member who has spent decades leading at the intersection of healthcare and enterprise technology. From building category-defining platforms at Siebel Systems and Vlocity to guiding companies through major transitions as CEO, Ann brings a rare combination of operator and investor perspective. She shares what she's seeing inside executive teams and boards right now, from how AI is compressing decision timelines to how business models, pricing, and competitive advantage are being redefined.  Listen in to hear why the leaders who will navigate the age of AI well are the ones willing to pause, question, and become more intentional about the problems they are solving and the decisions they are making. Key Moments You'll Want to Hear 01:58: The conversations about AI organizations are missing, and the better questions to ask. 05:00: Why are some companies moving faster with AI while others fall behind. 08:55: How AI is changing the way strategic decisions get made at the executive level. 12:35: What happens when every competitor can see the same opportunities at the same time. 15:57: Why so many executives struggle with decision-making, and what it takes to do it well. 22:22: How leaders can slow down thinking without slowing down the business. 25:21: What to do when strategy has to move fast, but also be right. 30:38: How AI is reshaping business models, not just workflows. 37:19: What CEOs can do when investor expectations no longer match reality. 38:53: How executive teams and boards stay aligned when everything is changing fast. By the end of this conversation, you'll hear answers to: How can leaders build trust and alignment around AI strategy? Trust and alignment come from how leaders structure the conversation. The most effective teams start by getting clear on the problem they're solving and why it matters now, rather than jumping straight to the technology. From there, leaders help others make sense of what's changing by communicating in a few clear themes, not a flood of detail. In practice, that often means engaging board members early on important shifts, being transparent about what's still uncertain, and reinforcing that while AI can inform decisions, leadership still owns them. When people understand both the direction and the reasoning, alignment becomes much easier to sustain. Timestamps: 22:22, 25:00, 37:19, 38:53 How is AI changing decision-making for executive teams? AI is compressing the time it takes to analyze information and model scenarios, turning work that once took months into something that can happen in days. As a result, executive teams are being asked to make more decisions, more quickly, often with more visibility into the business than they've ever had before. But the core challenge remains: someone still has to make the decision and be accountable for it. What's changing is what good decision-making requires. Leaders need to understand the assumptions behind the analysis, assess trade-offs clearly, and decide with intention, not just speed. Timestamps: 08:55, 17:36 Why are some companies moving faster with AI than others? The difference is often less about technology and more about how leaders engage. Organizations that move faster tend to have leaders who are curious, willing to make time to learn, and able to step back and rethink the fundamentals of their business. In contrast, others try to layer AI onto existing processes without questioning whether those processes still make sense. There are also real structural differences between industries, but even in large organizations, progress tends to come from leaders who are willing to ask better questions and revisit first principles. That willingness to rethink is what creates momentum. Timestamps: 05:00, 07:10 What problem are we trying to solve? ~ Ann K. Klein   About Ann K. Klein   Ann Klein is an enterprise executive with expertise in AI/machine learning and CRM (sales, quoting, marketing, service). The bulk of her experience is in the health and insurance industries. As interim CEO of Vineti, a software company offering cell and gene therapy supply chain solutions, Ann led the restructuring and private sale of the company, where she continues to hold a board position (through 2026). Ann was a founding employee (General Manager, Healthcare) at Vlocity (now Salesforce Industries) where she designed and launched the first health application. At Siebel Systems (now Oracle), she created the first healthcare product (for payors), received a patent for group insurance quoting applications, and subsequently managed the health and insurance verticals (across product and go to market). You can connect with Ann on LinkedIn at:https://www.linkedin.com/in/annklein/    About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #AI #DecisionMaking #Healthcare

    46 min

  6. MAR 26

    Episode #73: Why Teams Struggle with Trust, Feedback, and Alignment, and What Leaders Can Do Differently

    Early in his leadership, Michael Saxe-Taller found himself avoiding a difficult team member. Then, he made a decision. He decided to see him differently. The choice didn't just create a better relationship, it reshaped how Michael understood leadership itself. In this episode of Missing Conversations, Altus executive coaches Eva Orbuch and Heather Neely sit down with Michael, a lifelong community builder who spent over a decade as Executive Director of Kehilla Synagogue. Drawing from his roots in community organizing and years of leading through tension, change, and growth, Michael shares what he learned along the way: how trust forms on a team (and why it starts with the leader), how tension spreads when it's left unspoken, how to receive feedback without becoming defensive, and what it takes to lead with steadiness and care when the world around your organization feels anything but stable. Key Moments You'll Want to Hear 02:12: Connection and community: the key drivers of great leadership. 04:16: A story about how leaders build trust with difficult team members. 07:59: Leadership principles to follow no matter the industry. 10:48: How structure creates clarity. 13:19: The real role of an executive leader. It's not authority over people. 15:26: How to build trust across your team. 19:20: The one action leaders can take when your team doesn't know how to talk to each other. 22:46: Why it's so hard for leaders to get honest feedback, and what you can do differently. 26:23: How leaders can stay open instead of defensive in hard conversations. 29:45: The capability leaders need most in complex environments and times. 30:26: What happens to team culture under pressure or crisis, and how leaders can respond. 33:02: How leaders avoid burnout while staying committed to their work. 35:28: What leaders gain from stepping away. By the end of this conversation, you'll hear answers to: How do leaders build trust in teams? Trust on teams begins with the leader. Michael shares that when leaders listen with genuine interest, act with integrity, and create space for people to speak openly, they set the tone for how others relate. As people experience consistency and openness from the leader, they begin to extend that same trust to each other. Over time, this creates a culture where collaboration feels natural and commitments become more reliable. Timestamps: 04:16, 15:26, 17:35, 22:46 What helps leaders receive feedback in a way that strengthens trust and learning? Leaders strengthen their teams when they create an environment where feedback is both welcome and useful. Michael shares that staying present, managing reactivity, and listening for what's true, without needing to immediately defend or explain, opens the door for more honest input. As leaders practice this, teams begin to trust that their perspectives matter, leading to clearer communication, better decisions, and stronger alignment. Timestamps: 22:46, 26:23, 28:38 How can leaders stay grounded and lead effectively during times of uncertainty and pressure? Leadership is tested most when the environment becomes more complex and demanding. Michael reflects on leading through COVID, social tension, and broader societal challenges, and what he noticed in himself and his team. What made the difference wasn't more control. It was staying connected to values, maintaining care for people, and creating space for honest conversation even when things felt strained. At the same time, he highlights the importance of including yourself in the equation, recognizing that sustainable leadership requires attention to your own capacity, energy, and well-being. When leaders stay grounded in what matters, they create steadiness that others can rely on. Timestamps: 30:26, 32:32, 33:02, 35:28 They had to be able to trust me for me to be able to build a culture of them trusting each other.   About Michael Saxe-Taller Michael Saxe-Taller is a Berkeley native who has dedicated his adult life to building communities and developing leaders. After more than a decade, he recently stepped down as Executive Director of Kehilla Synagogue, a progressive community of 550 households in Oakland/Piedmont. Previously, Michael served as a community organizer with the Industrial Areas Foundation across Sonoma, Marin, and Napa Counties. His career in strengthening Jewish communities includes roles as Associate Director of Berkeley Hillel, Director of Adult Programs at the JCC in Manhattan, and Program and Membership Director at Congregation Kol Shofar in Marin County. He has also collaborated with numerous alliance-building organizations throughout the Bay Area.    You can connect with Michael on LinkedIn at: https://www.linkedin.com/in/michaelsaxetaller/    About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #CommunityBuilding #JewishCommunity #TeamBuilding

    39 min

  7. MAR 19

    Episode #72: What Leaders Miss When People Feel Invisible, and the Questions That Build Trust, Belonging, and Stronger Teams

    What happens when people feel invisible, and what becomes possible when leaders learn to truly see them? Leaders who learn to recognize the unseen experiences people carry into work create stronger trust, deeper engagement, and teams that contribute more fully. In this episode of Missing Conversations, hosts Altus executive coaches, Steven Jones and Ellen Burton, sit down with transdisciplinary artist, researcher, and social innovator Gabrielle Senza, whose In/Visibility Lab has gathered more than 500 anonymous reflections on belonging, safety, identity, and hope. Drawing from their own lived experience of feeling both unseen and painfully exposed, Gabrielle has spent years creating spaces where people can speak honestly about what matters most to them, and in doing so, offers leaders a powerful lens on trust, human connection, and the conditions that allow teams to contribute their best.  Together, Steven, Ellen, and Gabrielle explore what leaders can learn from these voices: how better questions open deeper conversations, why people give more when they feel respected and understood, and how creating space for genuine human connection strengthens culture, collaboration, and performance. If you care about building teams where people can bring their full capacity to the work and to one another, listen in. 🎧 Key Moments You'll Want to Hear 02:26: Why conversations about identity and belonging must begin with care. 03:04: Inside Gabrielle Senza's Invisibility Lab: how one artist turned the experience of being unseen into a living archive of more than 500 human stories. 06:20: The questions that unlock honesty, reflection, and deeper understanding. 09:21: Gabrielle's personal story of growing up both invisible and exposed, and how that contradiction shaped their work and leadership. 11:34: How leaders create workplaces where people can show up fully. 12:38: Why creativity, leadership, and meaningful work all begin with a deeper intimacy with ourselves and with others. 14:32: What leaders can learn from slowing down enough to truly witness another person. 16:24: "What's your magic?" A human invitation that can change how leaders see the people in front of them. 17:16: What becomes possible when we stop reducing people to labels, roles, or assumptions. 19:44: What prejudice, erasure, and control cost a team: creativity, trust, safety, and the willingness to contribute fully. 21:49: One leadership question that can change a team: Am I creating the conditions for this person to show up fully? 22:28: Why people contribute more when they feel purpose, ownership, and belonging. 26:01: The hidden cost of assumptions about identity, difference, and who has value to add. 28:35: What leaders and teams miss when they only listen to what feels familiar, comfortable, or affirming. 29:53: How creativity can open difficult conversations without shame, fear, or defensiveness. 30:47: A better question than "What do you do?" and how it changes the quality of connection. 33:52: How leaders can protect their own capacity while holding space for the experiences and emotions of others. 38:20: An invitation to leaders: remember that every person in front of you carries a story you cannot see. 39:35 A simple dyad practice teams, partners, and families can use to help people feel seen, heard, and understood. 43:27 Why asking people what they love about their work creates a richer conversation and greater connection. 44:07 Final takeaway: leadership begins with seeing people more fully, and asking questions that invite them to be known. By the end of this conversation, you'll hear answers to: Why do people feel invisible at work, and why does that matter for leadership? People feel invisible when their experiences, identity, and perspective are overlooked or reduced to a role or label. When leaders unintentionally create environments where people feel unseen, teams often respond by holding back ideas, creativity, and commitment. Gabrielle Senza's In/Visibility Lab, which has gathered more than 500 anonymous reflections on belonging and identity, reveals how deeply people want to be acknowledged as human beings—not just employees. Leaders who create space for people to feel seen and respected build stronger trust, engagement, and collaboration across teams. Timestamps: 03:04, 09:21, 19:44, 26:01 How can leaders create teams where people feel safe to contribute fully? Leaders create stronger teams by designing conditions where people feel respected, heard, and able to bring their perspective without fear of dismissal or judgment. That begins with listening differently, slowing down enough to understand the experiences people carry, and asking questions that invite reflection rather than quick answers. When people feel purpose, ownership, and belonging, they are far more likely to contribute their insight and energy to the work. Timestamps: 11:34, 21:49, 22:28, 28:35 What questions can leaders ask to build trust, connection, and belonging? Better leadership often starts with better questions. Gabrielle suggests moving beyond routine workplace questions like "What do you do?" and instead asking questions that reveal what matters to people, such as "What's your magic?" or "What do you love about your work?" These questions invite people to share their strengths, motivations, and values, creating richer conversations and stronger relationships across teams. Even simple practices like structured listening exercises can help people feel genuinely heard and understood. Timestamps: 06:20, 16:24, 30:47, 39:35, 43:27 Remember that we have humans with hearts in front of us. These are souls. So let's connect.   About Gabrielle Senza Gabrielle Senza is a transdisciplinary artist, researcher, and social innovator whose practice blends visual art, performance, and participatory inquiry. Her work explores visibility, compassion, and human connection across social, political, and environmental contexts, emphasizing creative activism and cross-cultural research. Senza's art investigates the phenomenon of invisibility—who and what society sees, ignores, or suppresses. Through interactive installations, sound, and participatory performances, she engages audiences as co-researchers in making hidden systems and emotions visible. Her In/Visibility Lab functions as a mobile research and performance platform exploring empathy, social justice, and ecological awareness through public experimentation and workshops. An advocate for creative inquiry, Senza has taught and lectured at institutions including Cooper Union, Bard College at Simon's Rock, and MASS MoCA. She continues to curate, publish, and collaborate internationally while advancing dialogue on visibility, belonging, and environmental responsibility through creative engagement. You can connect with Gabrielle on LinkedIn at: https://www.linkedin.com/in/gabriellesenza/    About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #Leadership #Identity #Belonging

    46 min

  8. MAR 12

    Episode #71: When Care Drives What's Possible: Solving the Healthcare Workforce Crisis

    What do you do when a workforce crisis threatens the future of healthcare? Van Ton-Quinlivan, CEO of Futuro Health, designed a bold, people-first solution that is actively changing what's possible for the industry and for those who serve in it and the patients who depend on it. A Vietnam refugee who experienced firsthand what it means to face a system that wasn't built for you, Van turned those early lessons into a leadership philosophy rooted in courage, care, and paying it forward. Today, she leads one of the most innovative approaches to workforce development in the country, removing financial barriers, building allied health pipelines, and creating pathways for people who want to work in healthcare but don't know how to break in. In this episode, Van shares what innovators and C-suite leaders across every industry need to hear: how to build coalitions through influence, how to listen in ways that surface real needs, and how AI can expand human capability rather than replace it. With an aging population and shrinking talent pipelines, the leaders who win won't be the ones who wait. They'll be the ones who invest boldly in people and possibility.  🎧 Listen in as hosts, Altus executive coaches Pam Fox Rollin and Dan Winter, draw out insights you can apply immediately to your teams, your strategy, and the kind of future worth building together. Key Moments You'll Want to Hear 02:15: What's driving the healthcare workforce shortage, and why investing in allied healthcare workers may be the solution. 04:09: Why Van Ton-Quinlivan left a billion-dollar public education system to build Futuro Health. 08:12: The three barriers keeping talented adults out of healthcare: rigid education pathways, confusing credential navigation, and lack of support. 10:26: How leaders build listening circles that surface the real needs of workers, teams, and communities. 12:40: Why naming an initiative helps large organizations align and act. 15:14: How leaders design incentives that increase cross-department collaboration. 17:50: How leaders help people break from "the way we've always done it" and move toward a shared future. 23:13: Why leaders who know what they truly care about unlock courage, resilience, and stronger decision-making. 26:38: How effective leaders balance expertise with curiosity and orchestrate learning so teams discover solutions together. 29:27: How healthcare employers are thinking about AI and workforce development, and what it signals for leaders redesigning roles. 35:15: Why AI's greatest value in healthcare is extending human capability, not replacing it. 36:09: Three real stories of career transformation, and what they reveal about designing pathways that include overlooked talent. 41:57: Coalition of the willing vs. coalition of the committed, and why commitment unlocks innovation inside teams. 43:25: Final takeaway: how leaders unlock their superpower by naming the commitments that drive their leadership. By the end of this conversation, you'll hear answers to: What's driving the healthcare workforce shortage? The shortage is largely demographic. The population is aging rapidly, increasing demand for care while the number of working-age adults continues to decline. Much of the solution lies in expanding and supporting allied health roles—EMTs, medical assistants, lab technicians, patient care coordinators—who make up about 65% of the healthcare workforce but are often overlooked in workforce planning. Timestamp: 02:15 How do leaders uncover what workers actually need? Leaders uncover real needs by listening directly to the people experiencing the system. Van describes building listening circles and focus groups, including conversations in multiple languages, to hear the lived experiences of adult learners and workers. These conversations revealed the real barriers: inflexible training, confusing credential pathways, and lack of mentorship and support. Timestamp: 10:26 How do executives increase collaboration across departments? Collaboration rarely happens because leaders simply ask for it. It happens when incentives reward coordination. Van explains how organizations can design grants, initiatives, or internal projects that require teams to work together. When collaboration becomes the path to opportunity and resources, people build the relationships and systems needed to make it work, and repeat the behavior. Timestamp: 15:14 How should leaders think about AI and workforce strategy? Rather than replacing workers, AI is more likely to extend the capabilities of healthcare teams. As technical knowledge becomes more accessible through AI tools, the most valuable human skills will be relational: empathy, judgment, communication, and coordination across care teams. Leaders must redesign roles and workforce development pathways with this shift in mind. Timestamps: 29:27, 35:15 I found that when I really care about the issues, then I'm able to become fierce and go beyond my perception of myself.   About Van Ton-Quinlivan  Founder and CEO, Van Ton-Quinlivan, leads Futuro Health, whose nonprofit mission is to improve the health and wealth of communities by growing the largest network of allied healthcare workers in the nation. She is a nationally recognized thought leader and workforce strategist, with a distinguished career spanning the public, private, and nonprofit sectors. A former Executive Vice Chancellor of the California Community Colleges, she has been recognized by the Obama White House as a Champion of Change, honored with the California Steward Leader Award, and served as a mediaX  Distinguished Visiting Scholar at Stanford University. Her work has been recognized by the World Health Organization, National Governors Association, and the New York Times. A Governor Newsom appointee to California's Health Workforce Education and Training Council, she is a podcast host and author of best-seller book, WorkforceRx: Inclusive and Agile Strategies for Employers, Educators, and Workers In Unsettled Times. You can connect with Van on LinkedIn at: https://www.linkedin.com/in/vtquinlivan/    About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/  About the Book  Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what's needed and take effective action: What two promises turn a group into a team. How to engage people to make those promises. How to invite responsibility and accountability. How to include and inspire people across differences. How to build and rebuild trust, and more! Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today! Order from Amazon: https://www.amazon.com/Growing-Groups-into-Teams-Real-life-ebook/dp/B0CJLC23VS   Order directly: https://shop.ingramspark.com/b/084?l8SxF4Aexn9gq08iz7jFBbwutleujrftoZ2wAOFzCVH   If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we'd love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min. Follow us on social media: https://www.linkedin.com/company/altus-growth-partners https://www.facebook.com/AltusGrowth https://www.instagram.com/altusgrowthpartners/   Keywords:    #Healthcare #WorkforceDevelopment #TalentPipeline

    46 min
See All (78)

4.7
out of 5
14 Ratings

About

How do you create extraordinary and meaningful outcomes that take care of people, your organization and the future you care about? We at Altus believe all results, those that you want and those that you don't, are generated by conversations. When conversations are missing, people and results suffer—learning to see the missing conversations is where to begin. Helping you and your teams have the right conversations with the right people to get the results you desire is what Altus is all about. Through in-depth interviews with incredible guests, we explore the power and practices of conversations. In each interview, you'll learn how to see the missing conversations to enhance your leadership influence and impact and ignite a world of difference, one conversation at a time. If you're aiming for bold change and growing your leadership, teams and organization to create extraordinary results, we want to talk to you! Schedule your confidential conversation. altusgrowth.com/contact.

Information

  • Creator
    Altus Growth Partners
  • Years Active
    2023 - 2026
  • Episodes
    78
  • Rating
    Clean
  • Copyright
    © 2023
  • Show Website
    Missing Conversations