Managing Potential Podcast

Daniel Taylor
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  • Management

The podcast for managers and future leaders where we share stories from a wide range of people and sectors.

  1. Oct 1

    Why Diverse Teams Make Better Decisions - And Hire Better Talent

    Great managers do not clone their teams - they unlock them. Robert Baker reveals why the real path to higher performance starts with curiosity, authenticity, and the courage to lead people who are not just like you. If you manage people, build teams, or care about inclusive leadership, this conversation will change how you think about potential. Robert unpacks what it takes to lead diverse talent well. After 40 years at Mercer and a career spent advising global organizations on DEI, Robert has seen first hand how stereotypes, “ideal worker” myths, and cookie-cutter hiring practices hold teams back. He explains why the best leaders build trust by being open first, owning mistakes, and creating psychological safety where people can grow. You’ll discover: Why curiosity is the fastest way to become a better managerHow sharing your own experience can make your team more open and honestThe hidden cost of hiring for “team fit” instead of real differenceWhy diverse teams make better decisions, spot more risk, and find more creative solutionsHow to support people’s strengths without forcing them into a single leadership templateRobert also shares the career lesson that changed how he leads forever, after a team member left because their ambitions were not being fully seen. From there, the conversation opens into practical advice for new managers, including how to get to know your team quickly, stay humble, and lead in a way that is actually your own.  The stakes are real. If you keep hiring and managing for sameness, you miss out on talent, limit performance, and build teams that are less resilient in a changing world. If you lead with openness and flexibility, you create the conditions for people to thrive and the organization to grow. Robert is a leadership and inclusion expert, trustee of One Loud Voice for Women, the Sister Sister Global Network, and UN Women UK, and vice chair of European Women on Boards. He brings deep global experience and a clear message: inclusive leadership is not a trend - it is how you build stronger teams. Essential listening for managers, leaders, and anyone trying to turn talent into performance without falling into the trap of “more of the same.” Timestamps (12:14) Robert joins and sets up the conversation (21:03) Robert’s background at Mercer and founding Potential Talent Consulting (24:48) Why curiosity about others is the starting point for inclusive leadership (26:12) Robert’s management style and leading through empathy (28:13) Building trust by being open (30:42) Learning from failure and creating psychological safety (31:37) Building teams around strengths rather than one template (35:06) Why stereotypes and the “ideal worker” mindset block diversity (36:30) Hiring, qualifications, and return-to-office mandates (40:05) A management lesson about missing a team member’s ambitions (43:10) Why optimistic leadership matters amid AI-driven change (44:20) Advice for new managers: know your team and be vulnerable (46:57) Succession planning, talent development, and leaving the team stronger (48:41) How men can support women’s networks and learn through discomfort (51:12) What Robert would say to his six-year-old self (53:06) Robert’s question for the next guest on neurodiversity (54:26) Book recommendations on gender, bias, and literature (55:16) People to follow for inclusion, allyship, and algorithmic bias (55:54) Gloria Steinem quote on gender roles and allyship (56:53) Interview question about changing your mind (58:16) Songs that reflect Robert’s energy and worldview The Authority Gap, Mary Ann Sieghart The New Age of Sexism, Laura Bates Forty Rules of Love, Elif Shafik LinkedIn connections - Cindy Gallop, Dorothy Dalton, Lee Chambers, Daniele Fiandaca

  2. Sep 24

    The Human Side of AI: Louise Humpington on Trust, Culture and Modern Management

    Louise Humpington on AI governance, ethical leadership, and building self-awarenessIn this episode, Daniel Taylor speaks with Louise Humpington, a speaker and consultant on AI governance, ethics, and law, whose career spans commercial litigation, international development, and senior nonprofit leadership. They explore why leaders need digital literacy before adopting AI, how governance should act as a preventative guardrail, and why self-awareness is essential for managing people well. In this episode:She explains how her career moved from commercial litigation into third sector leadership and then into AI governance, and why that crossover gives her a strong lens on risk and responsibility.She argues that AI should not be adopted because it is “the shiny new thing,” but only when leaders understand what it is for, how it will be used, and what problem it is meant to solve.We discuss why scepticism is useful in organizations, especially when people are uneasy about change but may be spotting real risks early.She recommends that leaders build governance mechanisms, compliance systems, and team-wide digital literacy before rolling out AI tools.How management changed when she stopped trying to lead in an overly authoritarian way and instead leaned into being people-focused, informal, and authentic.A major theme is psychological safety: Louise says managers should create space for people to be honest, vulnerable, and upfront without fear of criticism.She describes reflective practices like journaling, conversation, and noticing physical stress signals such as a knot in the gut or tension in the back.She outlines a strategic approach to career development, using a theory of change mindset to map backward from a desired role and fill the gaps intentionally.She talks about reframing rejection in job searches, emphasizing that not being the right fit in one context does not mean you lack value.Timestamps:01:19 - Introduction to Louise and her AI governance background 03:51 - Louise’s unconventional path from litigation to ethics and development 05:17 - Why AI must be governed responsibly, not imposed on people 06:40 - Three things leaders should do before adopting AI 09:37 - Trial, sandboxing, and testing before rollout 10:04 - What kind of manager Louise was early in her career 12:48 - Management as service, not dictatorship 14:03 - How self-awareness develops through reflection and repair 16:29 - Learning from cultural difference in Papua New Guinea 20:39 - Reframing rejection and job-search resilience 23:57 - Listening to the body as an early warning system 28:37 - How Louise keeps developing herself and others 29:50 - Using a theory of change to plan career moves 33:08 - Strategic volunteering to build field experience 36:35 - Learning to value your own skills as a manager 40:07 - “Tip toe if you must, but take the first step” 41:25 - Spotting behaviour change before jumping to performance management 46:16 - Advice for new managers: listen before you tell 51:24 - Favorite quote: changing ourselves before changing humanity 52:24 - Favorite interview question revisited 53:08 - Claude chooses a song that fits Louise 55:46 - Why “Once in a Lifetime” feels right 58:12 - Closing remarks Her favourite book was Careless Whisper by Sarah Wynn Williams The link to the Eileen Gu social media question is https://www.youtube.com/shorts/GRsX9d8XElU Her LinkedIn recommendation is https://www.linkedin.com/in/kirsty-hulse/

  3. Sep 17

    Inclusion, Honesty and Hard Lessons: Dana James‑Edwards on Modern Management

    Managing Potential with Daniel Taylor and Dana James-EdwardsDaniel Taylor speaks with Dana James-Edwards, Head of the Fairness, Inclusion and Respect program at the Supply Chain Sustainability School, about people-first management, building trust with teams, and how feedback can shape better leadership. Dana also shares a hard-won lesson from supporting a team member through redundancy, plus the habits and influences that keep her growing as a manager. In this episode:Dana discusses what it means to be a people-first manager, including giving people time off when they need it, protecting work-life balance, and leading with honesty and transparency. Timestamps00:00 - Intro and podcast restart 00:46 - Welcome to Managing Potential and guest introduction 05:04 - What the Supply Chain Sustainability School does 06:22 - Why inclusion is central to sustainability 07:19 - The industry’s largest diversity data set 08:54 - The site-worker learning app and multilingual modules 10:59 - Dana describes her management style 11:48 - People-first leadership and wellbeing 13:16 - High standards with kindness 14:16 - Trust, ownership, and speaking up early 16:40 - How she asks for feedback regularly 19:43 - Developing people around their career goals 21:03 - Recognition, visibility, and opportunities 22:18 - Bringing team members into senior rooms 22:58 - How Dana develops herself by observing others 24:58 - Her biggest learning moment as a manager 27:29 - Protecting herself during redundancy work 30:22 - Advice for new managers: kindness and attention 33:22 - The leadership belief she changed her mind about 35:53 - Why direct feedback works better for her now 38:19 - Dana’s question for the next guest 40:14 - Book recommendation: The DIY Phoenix 41:45 - Best interview question: “Tell me about yourself” 42:43 - Song choice 44:06 - Closing thoughts Show Links Learn more about the FIR Programme - https://www.supplychainschool.co.uk/topics/fir/ Connect with Dana Instagram / TikTok @diversitydana LinkedIn https://www.linkedin.com/in/diversitydana The DIY Phoenix: How to drag yourself out of the ashes, mend your wings and start flying again by Lior Locher https://www.amazon.co.uk/DIY-Phoenix-yourself-ashes-flying-ebook/dp/B094YPXRDN

  4. Aug 6

    Navigating Leadership, Unpaid Care Work, and Authenticity with Nic Booth

    Join Daniel Taylor as he explores leadership growth, supporting unpaid carers, and staying authentic with Nic Booth, founder of Daughterhood UK. In this episode, Nic shares her journey from social care professional to advocate, highlighting the importance of authentic leadership, embracing discomfort, and leveraging data to grow a meaningful social enterprise. Key topics - 5-10 bullets:Nic's background in social care, achieving success despite limited formal academicsHow her personal experience as an unpaid carer drives her mission with Daughterhood UKThe significance of authentic leadership and overcoming perceptions of being "too nice"Strategies for supporting unpaid carers in the workplace and advocating for policy changeThe power of coaching in developing leadership authenticity and tackling challenging conversationsThe importance of leaning into discomfort for personal and professional growthUsing data and key performance indicators to drive business growth in social careThe role of mindset and perspective in overcoming challenges and motivating othersPractical advice for new managers: find your authentic self and surround yourself with beliefNic’s big hairy audacious goal for Daughterhood UK to expand across the entire UKTimestamps: 00:00 - Introduction: Leadership, caring, and authenticity with Nic Booth 01:00 - Nic’s background: From social care to founding Daughterhood UK 02:26 - Personal journey as an unpaid carer and its influence on her mission 03:50 - The power of authentic leadership: overcoming being perceived as “too nice” 04:44 - Supporting unpaid carers in the workplace: challenges and solutions 06:55 - The importance of employer support and policy in retaining unpaid carers 08:50 - Developing leadership through coaching and authentic self-awareness 10:17 - Embracing discomfort for growth and challenging conversations 12:41 - Reflection, celebrating milestones, and managing imposter syndrome 13:34 - Power of coaching and mentorship in leadership development 15:13 - The impact of belief and mindset on achieving big goals 18:57 - Nic’s big audacious goal for Daughterhood UK expansion 19:42 - Key lessons learned: leaning into discomfort and authentic leadership 20:39 - Reflecting on achievements and the importance of taking stock 22:09 - Advice for new managers: find your authentic self and lead with conviction 23:18 - The role of data in driving social care and business success 25:48 - Intrinsic motivator: making a difference in others’ lives 26:39 - Question for future guests: how have your beliefs about leadership changed? 27:16 - Personal insight: leaning into challenging conversations for better outcomes 28:13 - Leaders must get comfortable being uncomfortable 30:39 - Book recommendation: "Traction" by Gina Wickman 30:25 - Follow on LinkedIn: Daniel Taylor and Daughterhood UK 30:39 - Inspirational quote: “You can do anything you put your mind to” 31:07 - What's your why? Reflecting on personal drivers and motivation 32:25 - Song that inspires resilience: “Lifeboat” by Ray Links Nic Booth MSc | LinkedIn Jaqui Temperley | LinkedIn (18) Daughterhood UK: Overview | LinkedIn Daughterhood UK | Practical support for unpaid carers

  5. Jul 30

    Why 'Less Talk, More Do' is the Secret to Building a High-Performance Culture"

    In this episode, we explore how organizations can genuinely embed their culture into daily practices, moving beyond mere words to real action. Nicholas Wardle, an award-winning culture practitioner and co-author of Monetizing the Employee Experience, shares insights from his 20-year journey supporting high-performance cultures across sectors. Key Topics The importance of "less talk, more do" in cultivating authentic company cultureHow senior leadership buy-in drives meaningful culture change, exemplified by Al Saya Franchising in KuwaitPractical strategies for empowering employees through regular one-on-one "power chats"The value of continuous improvement: tools like Culture Health Index (Qi) for real-time culture assessmentHow to develop and nurture high-potential talent early in managers' careersThe significance of authentic leadership and avoiding micromanagementInsights into creating a high-trust environment based on integrity and action Timestamps 02:31 - Why words are often empty without real action in organizational culture 04:17 - Case study: Kuwait's Al Saya Franchising and senior leadership commitment 05:36 - Implementing continuous improvement with the Culture Health Index and employee action plans 08:36 - Reflections on managerial styles and building meaningful relationships 09:05 - The power of regular "power chats" for team engagement 11:15 - Promoting talent and giving teams visibility to accelerate growth 12:38 - The importance of empowering employees and trusting team members 15:18 - Developing organizational potential through consistent feedback and adaptation 16:21 - Introducing Qi, the free culture survey tool and its benefits 19:12 - Asking "Are we delivering what our customers actually need?" 20:15 - Big learning moments as a manager and avoiding common pitfalls 22:37 - Advice for new managers: the significance of personal initiative and authentic onboarding 27:19 - Guested question: What one change would increase happiness? 30:21 - Motivation and the importance of understanding intrinsic drivers 32:20 - The rewarding nature of helping others unlock their potential 34:32 - Book recommendation 37:47 - Song that describes Nicholas Resources & Links Fusion by Denise Lee YoungMonetizing the Employee Experience·  Al Sayer Franchising case study: https://www.brandexperiences.com/projects/our-recipe-for-a-great-culture-al-sayer-franchising/ ·  Mojo: https://mapmymojo.com/ Brand Experiences - Supporting EX and CXCulture Health Index (Qi)Marushka Bustani - LinkedInConnect with Nicholas Wardle LinkedInTwitter

  6. Jul 23

    Unlocking Human - AI Collaboration with Erica Farmer

    Discover how AI can enhance human potential, leadership, and organizational performance. In this episode, Erica Farmer, an expert in human-AI collaboration and author of AI for People Professionals, shares practical strategies for integrating AI into work and life to unlock personal and organizational benefits. Main TopicsThe evolving landscape of AI and its impact on managementNeurodiversity in leadership and how AI supports diverse needsPractical steps for managers to embrace AI confidentlyThe importance of mindset and emotional intelligence in AI adoptionPersonal development and maintaining happiness through AI and self-awarenessKey InsightsErica’s journey from corporate L&D to AI thought leader, emphasizing authentic learning and growth.The concept of the "AI dividend" — personal benefits gained from AI collaboration.How neurodiversity can serve as a strength when supported by AI, fostering better understanding and inclusion.Practical questions for leaders: How do you feel about AI? What is your personal benefit?The significance of mindset: Believing you can or cannot do something influences the outcome.The power of prompts, communication clarity, and emotional intelligence in managing AI effectively.Role of coaching and self-reflection in navigating career & leadership challenges.Identify one change to improve happiness and reduce stress using AI or self-awareness.Timestamp Highlights(00:00) - Introduction to Erica Farmer and her expertise (01:15) - The importance of practical AI implementation for organizations (02:07) - Erica’s background in corporate L&D and recent work with AI (04:00) - The need for accessible, step-by-step AI guidance (06:35) - Neurodivergence’s role in leadership and the potential of AI (08:05) - How AI can support neurodivergent individuals in corporate environments (10:07) - Developing potential through continuous learning and curiosity (12:27) - AI as a tool for better management and communication (15:02) - First steps for managers: understand and explore feelings about AI (16:55) - Identifying personal "AI dividends" for wellbeing and efficiency (17:49) - Lessons learned from managing teams and the importance of self-awareness (22:31) - Advice for new managers: discover what truly motivates you (26:02) - The significance of reflection and making intentional career choices (30:22) - Final quick-hitters Resources & Links:AI for People ProfessionalsBook: How to Win Friends and Influence PeopleHaley Byrd on LinkedInConnect with Erica Farmer:LinkedInTwitter

  7. Jul 15

    Great Managers Ask Great Questions to Lead With Curiosity & Kindness

    In this episode, Michelle Parry-Slater joins Daniel Taylor and shares her insights on leadership, talent development, and the importance of curiosity, kindness, and reflection in management. She discusses her career journey, managing across continents, and lessons learned from challenging experiences.    The importance of curiosity and kindness in leadership Developing talent through reflection and feedback Leaders should focus on unleashing potential, not just giving answers. Reflection is key to learning and growth in leadership. Trust and due diligence are crucial in partnerships and projects. Living in your joy and strengths leads to fulfillment and success.   Chapters   00:00 Introduction to Michelle Parry-Slater 01:11 The Journey of Learning and Development 03:29 Management Style and People Development 07:32 Developing Talent and Self-Awareness 10:46 Finding Joy in Work and Life 13:46 Learning from Difficult Experiences 20:44 Leading with Kindness and Curiosity 22:16 Embracing Uncertainty in Management 26:07 Strengths-Based Leadership 28:11 The Cost of Misplaced Trust 32:52 Navigating Relocation Challenges 34:01 Creating a Thinking Environment 36:05 Quick 5 Andy Lancaster https://www.linkedin.com/in/andy-lancaster/ Erica Farmer https://www.linkedin.com/in/ericafarmer/ & Egle Vinauskaite https://www.linkedin.com/in/vinauskaite/ Dani Bacon  https://www.linkedin.com/in/danibacon478/ & Garin Rouch https://www.linkedin.com/in/garinrouch/ Bree Gorman. https://www.linkedin.com/in/breegormandeicoach/   Podcasts Garin & Dani's Org Dev https://distinction.live/orgdev-podcast/ John Helmer's Learning Hack https://learninghackpodcast.com/ Learning From The Edges https://www.kairosmodernlearning.com/podcast/ Learning Uncut https://learninguncut.global/podcast/   Books The Color Purple by Alice Walker Time to Think by Nancy Kline The Promise That Changes Everything by Nancy Kline Ian Pettigrew Hope is a Strategy  Meg Peppin http://www.mppartnership.co.uk/thinking-environment-1 LinkedIn - https://www.linkedin.com/in/michelleparryslater/ Twitter - https://twitter.com/michelleparrystl

  8. Jul 6

    Redefining Roles: Why AI is About Repurpose, Not Replacement

    In this episode of Managing Potential, Daniel kicks off Series Two with a fresh format and a big conversation: why AI isn’t replacing jobs—it’s repurposing them. Fresh from the CIPD Festival of Work, Daniel unpacks the shift in how organisations are using AI, moving beyond fear and into opportunity. He explores real-world case studies—from IKEA transforming 8,500 customer service reps into interior design consultants, to Airbus embedding AI skills across its global workforce—to show how smart leaders are elevating human capability rather than cutting it. This insight episode dives into the evolving role of managers, the skills people need to stay future‑ready, and the mindset shift required to thrive in an AI‑enabled workplace. It’s a practical, optimistic look at how leaders can guide teams through change, unlock higher‑value work, and reshape roles with confidence and empathy. Each week, join Daniel Taylor, L&D expert, coach and management / leadership development professional, as we sit down with seasoned managers to deconstruct their greatest breakthroughs, their toughest challenges, and the life lessons they’ve gathered along the way. If you’re looking to turn talent into performance, you’re in the right place. Make sure to subscribe wherever you listen to a podcast so you don't miss the launch episode and to join our community.  Want more? Visit ManagingPotentialPodcast.com to sign up for our newsletter and get regular leadership insights delivered straight to your inbox. Copyright: ManagingPotentialPodcast.com 2026.

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The podcast for managers and future leaders where we share stories from a wide range of people and sectors.

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