Promoting the right people is one of the most critical decisions a leader can make—but all too often, internal promotions don’t work out as expected.In this episode, we explore the most common mistakes in internal promotions—and, most importantly, how to avoid them. We discuss:<ul><li>The mistake of confusing past performance with future potential</li><li>The lack of clarity and transparency about what’s truly needed for the next-level role—beyond the job description</li><li>How the Performance-Potential Matrix can help you take a more structured a highly effective  approach to succession planning</li><li>Why waiting too long to address promotion mistakes can be costly—and how to course-correct effectively</li><li>How leaders can make internal promotions a continuous, low-risk process instead of a high-stakes event</li></ul>Reflection Questions<ul><li>As a leader, how important is talent development to me? Do I spend sufficient time, or does it always get the lowest priority and then I end up trying to fire fight in the very end because I need to make a quick decision?</li><li>What have I done today in terms of talent development and succession planning? Were there opportunities where I could check on people, whether they demonstrated certain skills and competencies that would either qualify them for a different role, or have they shown certain behavior, which is a bit of an alarm bell saying this person might not be so suitable for a particular role? And if I do this regularly, can I see a bigger picture?</li></ul>About Second Crack More information about us and our work is available on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a>. Contact us now to explore how we can support your leadership development in a company-wide initiative or with <a href='https://gerritpelzer.com/'>individual executive coaching</a>: hello@secondcrackleadership.com.   Connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;Promoting the right people is one of the most critical decisions a leader can make—but all too often, internal promotions don’t work out as expected.&lt;/p&gt;&lt;p&gt;In this episode, we explore the most common mistakes in internal promotions—and, most importantly, how to avoid them. We discuss:&lt;/p&gt;&lt;ul&gt;&lt;li&gt;The mistake of &lt;b&gt;confusing past performance with future potential&lt;/b&gt;&lt;/li&gt;&lt;li&gt;The lack of &lt;b&gt;clarity and transparency&lt;/b&gt; about what’s truly needed for the next-level role—beyond the job description&lt;/li&gt;&lt;li&gt;How the &lt;b&gt;Performance-Potential Matrix&lt;/b&gt; can help you take a more structured a highly effective  approach to succession planning&lt;/li&gt;&lt;li&gt;Why waiting too long to &lt;b&gt;address promotion mistakes&lt;/b&gt; can be costly—and how to course-correct effectively&lt;/li&gt;&lt;li&gt;How leaders can make internal promotions a &lt;b&gt;continuous, low-risk process&lt;/b&gt; instead of a high-stakes event&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;em&gt;As a leader, how important is talent development to me? Do I spend sufficient time, or does it always get the lowest priority and then I end up trying to fire fight in the very end because I need to make a quick decision?&lt;/em&gt;&lt;/li&gt;&lt;li&gt;W&lt;em&gt;hat have I done today in terms of talent development and succession planning? Were there opportunities where I could check on people, whether they demonstrated certain skills and competencies that would either qualify them for a different role, or have they shown certain behavior, which is a bit of an alarm bell saying this person might not be so suitable for a particular role? And if I do this regularly, can I see a bigger picture?&lt;/em&gt;&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;About Second Crack&lt;br/&gt;&lt;/b&gt;More information about us and our work is available on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;. &lt;b&gt;Contact us now &lt;/b&gt;to explore how we can support your&lt;b&gt; leadership development &lt;/b&gt;in a&lt;b&gt; company-wide initiative&lt;/b&gt; or with&lt;b&gt; &lt;/b&gt;&lt;a href='https://gerritpelzer.com/'&gt;&lt;b&gt;individual executive coaching&lt;/b&gt;&lt;/a&gt;&lt;b&gt;: &lt;/b&gt;hello@secondcrackleadership.com.&lt;br/&gt; &lt;br/&gt;&lt;b&gt;Connect with us on LinkedIn:&lt;br/&gt;&lt;/b&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt;&lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

Promoting the right people is one of the most critical decisions a leader can make—but all too often, internal promotions don’t work out as expected. In this episode, we explore the most common mistakes in internal promotions—and, most importantly, how to avoid them. We discuss: The mistake of confusing past performance with future potentialThe lack of clarity and transparency about what’s truly needed for the next-level role—beyond the job descriptionHow the Performance-Potential Matrix can ...

The Leadership Challenge Of Promotions － How To Make The Right Call

How we think as leaders profoundly shapes our ability to navigate complexity, make sense of challenges, and involve others. In this episode, we explore the &quot;Thinking&quot; dimension of the Inner Development Goals (IDG) and why developing our thinking skills is crucial for long-term success. We share insights on how leaders can expand their perspectives, avoid oversimplifications, and strengthen their ability to make sense of complex challenges.1. Complexity AwarenessLeaders are often great at solving ‘technical’ challenges; however complex, adaptive, challenges require a different approach. We discuss why awareness of complexity is key. 2. Perspective SkillsSeeing a problem from multiple angles helps us avoid blind spots. We explore how leaders can actively seek contrasting perspectives, facilitate diverse conversations, gain deeper insights into issues, and enhance decision-making.3. Long-Term Orientation and VisioningThe pressure for short-term results often overshadows long-term priorities. We highlight why future-focused thinking is essential and how leaders can balance immediate demands with a compelling long-term vision.4. Sense-makingWhen faced with uncertainty, how do we structure the unknown? We discuss how leaders can guide teams through messy challenges, recognize emerging patterns, and align around a shared understanding.5. Critical ThinkingJumping to conclusions can be a costly mistake. We examine how leaders can challenge assumptions, test ideas, and refine their thinking before taking action.Reflection Questions<ul><li>Where might my worldview, my perspective, be limiting me? How can I expand this perspective and be more open to different perspectives?</li><li>Who has perspectives that would challenge me, and how can I invite them into a conversation?</li><li>What are the stories I make up in my own mind about a certain problem? How can I explore my own mental model, understand my story and assumptions to identify blind spots?</li></ul>Our Previous IDG Episodes<a href='https://bit.ly/SC-IDG'>The Inner Development Goals - The Leadership Model for the Future</a><a href='https://bit.ly/SC-Being'>Why Successful Leaders Focus on &quot;Being&quot; before &quot;Doing&quot;</a><a href='https://bit.ly/SC-Being'>The Thinking Skills You Never Thought of</a><a href='https://bit.ly/relating-IDG4'>A Fresh Perspective on Improving Relationships at Work</a><a href='https://bit.ly/relating-IDG4'>Five Critical Skills to Boost Collaboration in Your Organisation</a><a href='https://bit.ly/SC-act-IDG'>The Surprising Skills for Driving Change</a>About Second Crack More information about us and our work is available on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a>. Contact us now to explore how we can support your leadership development in a company-wide initiative or with individual executive coaching: hello@secondcrackleadership.com.   Connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;How we think as leaders profoundly shapes our ability to navigate complexity, make sense of challenges, and involve others. In this episode, we explore the &amp;quot;Thinking&amp;quot; dimension of the Inner Development Goals (IDG) and why developing our thinking skills is crucial for long-term success. We share insights on how leaders can expand their perspectives, avoid oversimplifications, and strengthen their ability to make sense of complex challenges.&lt;/p&gt;&lt;p&gt;&lt;b&gt;1. Complexity Awareness&lt;/b&gt;&lt;/p&gt;&lt;p&gt;Leaders are often great at solving ‘technical’ challenges; however complex, adaptive, challenges require a different approach. We discuss why awareness of complexity is key.&lt;/p&gt;&lt;p&gt;&lt;b&gt; 2. Perspective Skills&lt;/b&gt;&lt;/p&gt;&lt;p&gt;Seeing a problem from multiple angles helps us avoid blind spots. We explore how leaders can actively seek contrasting perspectives, facilitate diverse conversations, gain deeper insights into issues, and enhance decision-making.&lt;/p&gt;&lt;p&gt;&lt;b&gt;3. Long-Term Orientation and Visioning&lt;/b&gt;&lt;/p&gt;&lt;p&gt;The pressure for short-term results often overshadows long-term priorities. We highlight why future-focused thinking is essential and how leaders can balance immediate demands with a compelling long-term vision.&lt;/p&gt;&lt;p&gt;&lt;b&gt;4. Sense-making&lt;/b&gt;&lt;/p&gt;&lt;p&gt;When faced with uncertainty, how do we structure the unknown? We discuss how leaders can guide teams through messy challenges, recognize emerging patterns, and align around a shared understanding.&lt;/p&gt;&lt;p&gt;&lt;b&gt;5. Critical Thinking&lt;/b&gt;&lt;/p&gt;&lt;p&gt;Jumping to conclusions can be a costly mistake. We examine how leaders can challenge assumptions, test ideas, and refine their thinking before taking action.&lt;/p&gt;&lt;p&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;em&gt;Where might my worldview, my perspective, be limiting me? How can I expand this perspective and be more open to different perspectives?&lt;/em&gt;&lt;/li&gt;&lt;li&gt;&lt;em&gt;Who has perspectives that would challenge me, and how can I invite them into a conversation?&lt;/em&gt;&lt;/li&gt;&lt;li&gt;&lt;em&gt;What are the stories I make up in my own mind about a certain problem? How can I explore my own mental model, understand my story and assumptions to identify blind spots?&lt;/em&gt;&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;Our Previous IDG Episodes&lt;/b&gt;&lt;/p&gt;&lt;p&gt;&lt;a href='https://bit.ly/SC-IDG'&gt;The Inner Development Goals - The Leadership Model for the Future&lt;/a&gt;&lt;/p&gt;&lt;p&gt;&lt;a href='https://bit.ly/SC-Being'&gt;Why Successful Leaders Focus on &amp;quot;Being&amp;quot; before &amp;quot;Doing&amp;quot;&lt;/a&gt;&lt;/p&gt;&lt;p&gt;&lt;a href='https://bit.ly/SC-Being'&gt;The Thinking Skills You Never Thought of&lt;/a&gt;&lt;/p&gt;&lt;p&gt;&lt;a href='https://bit.ly/relating-IDG4'&gt;A Fresh Perspective on Improving Relationships at Work&lt;/a&gt;&lt;/p&gt;&lt;p&gt;&lt;a href='https://bit.ly/relating-IDG4'&gt;Five Critical Skills to Boost Collaboration in Your Organisation&lt;/a&gt;&lt;/p&gt;&lt;p&gt;&lt;a href='https://bit.ly/SC-act-IDG'&gt;The Surprising Skills for Driving Change&lt;/a&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Second Crack&lt;br/&gt;&lt;/b&gt;More information about us and our work is available on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;. &lt;b&gt;Contact us now &lt;/b&gt;to explore how we can support your&lt;b&gt; leadership development &lt;/b&gt;in a&lt;b&gt; company-wide initiative&lt;/b&gt; or with&lt;b&gt; individual executive coaching: &lt;/b&gt;hello@secondcrackleadership.com.&lt;br/&gt; &lt;br/&gt;&lt;b&gt;Connect with us on LinkedIn:&lt;br/&gt;&lt;/b&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt; &lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

How we think as leaders profoundly shapes our ability to navigate complexity, make sense of challenges, and involve others. In this episode, we explore the "Thinking" dimension of the Inner Development Goals (IDG) and why developing our thinking skills is crucial for long-term success. We share insights on how leaders can expand their perspectives, avoid oversimplifications, and strengthen their ability to make sense of complex challenges. 1. Complexity Awareness Leaders are often great at so...

Re-THINKING Leadership: Exploring the Inner Development Goals

We continue to explore how to make corporate transformation more successful by more intentional and meaningful involvement of employees.In this episode, we’re joined by Ilkka Mäkitalo, founder of Howspace, to explore how leaders can create better involvement that taps into collective intelligence, leverages technology, and fosters deeper engagement.Key Themes1. Engage Thoughtfully and Intentionally   Involvement isn’t just about participation; it’s about designing thoughtful interactions. Ilkka emphasizes collaboration design, ensuring processes facilitate meaningful two-way dialogue rather than one-way communication. A well-structured dialogue fosters ownership and builds trust.2. Focus on Team Involvement More than Individual Involvement   Involving entire teams rather than individuals can lead to deeper, more collaborative discussions. Regular team discussions integrated into existing schedules ensure that transformation efforts don’t feel like an added burden but a shared opportunity for input.3. Scale-Up Involvement with Help of Technology   Technology and AI can let us scale up involvement, enabling thousands of voices to be heard without logistical barriers. Tools like Howspace facilitate quick, collective input and synthesize insights, making large-scale involvement practical and efficient.4. The Courage to Lead with Humility   Ilkka highlights the importance of leaders embracing a “not knowing position.” Humble leadership—asking questions and being open to learning—can foster trust and unlock meaningful dialogue and collective wisdom.5. Transparency and Context in Decision-Making   A transparent process helps employees understand how decisions are made, even if their suggestions aren’t directly implemented. Sharing the broader context aligns individual contributions with organizational priorities.Reflection Questions<ul><li>Reflect on your other qualities as a leader. Why do other people admire you as a leader, besides your knowledge? How might this help you have the courage to let others know “you don’t know”?</li><li>How can we foster humility and openness in our own practices to inspire and empower others?</li><li>When you think about change strategies, even meeting practices in your organization, how are those orchestrated, and who actually owns those processes? Who is designing the collaboration? Is it by intention or is it “as we have always done it”?</li><li>How might you as leader reframe the transformation process from a decision-making process to a learning process? How would it help me invite others, stay more open, and take a “not knowing” position?</li></ul> About Ilkka MäkitaloIlkka is the founder of <a href='http://www.howspace.com'>Howspace</a> and you can connect with him on LinkedIn <a href='https://www.linkedin.com/in/ilkkamakitalo/'>here</a>. You can find Howspace’s guide to transformation <a href='https://howspace.com/guides/organizational-transformation-guidebook/'>here</a>. About Second Crack More information about us and our work is available on our website: <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a> For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com. Connect with us on LinkedIn: <a href='https://www.linkedin.com/in/martinaldergard/'>Martin Aldergård</a> <a href='https://www.linkedin.com/in/gerritpelzer/'>Gerrit Pelzer</a>

<description>&lt;p&gt;We continue to explore how to make corporate transformation more successful by more intentional and meaningful involvement of employees.&lt;/p&gt;&lt;p&gt;In this episode, we’re joined by Ilkka Mäkitalo, founder of Howspace, to explore how leaders can create better involvement that taps into collective intelligence, leverages technology, and fosters deeper engagement.&lt;/p&gt;&lt;p&gt;&lt;b&gt;Key Themes&lt;/b&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;1. Engage Thoughtfully and Intentionally&lt;/b&gt;&lt;/p&gt;&lt;p&gt;   Involvement isn’t just about participation; it’s about designing thoughtful interactions. Ilkka emphasizes collaboration design, ensuring processes facilitate meaningful two-way dialogue rather than one-way communication. A well-structured dialogue fosters ownership and builds trust.&lt;/p&gt;&lt;p&gt;&lt;b&gt;2. Focus on Team Involvement More than Individual Involvement&lt;/b&gt;&lt;/p&gt;&lt;p&gt;   Involving entire teams rather than individuals can lead to deeper, more collaborative discussions. Regular team discussions integrated into existing schedules ensure that transformation efforts don’t feel like an added burden but a shared opportunity for input.&lt;/p&gt;&lt;p&gt;&lt;b&gt;3. Scale-Up Involvement with Help of Technology&lt;/b&gt;&lt;/p&gt;&lt;p&gt;   Technology and AI can let us scale up involvement, enabling thousands of voices to be heard without logistical barriers. Tools like Howspace facilitate quick, collective input and synthesize insights, making large-scale involvement practical and efficient.&lt;/p&gt;&lt;p&gt;&lt;b&gt;4. The Courage to Lead with Humility&lt;/b&gt;&lt;/p&gt;&lt;p&gt;   Ilkka highlights the importance of leaders embracing a “not knowing position.” Humble leadership—asking questions and being open to learning—can foster trust and unlock meaningful dialogue and collective wisdom.&lt;/p&gt;&lt;p&gt;&lt;b&gt;5. Transparency and Context in Decision-Making&lt;/b&gt;&lt;/p&gt;&lt;p&gt;   A transparent process helps employees understand how decisions are made, even if their suggestions aren’t directly implemented. Sharing the broader context aligns individual contributions with organizational priorities.&lt;/p&gt;&lt;p&gt;&lt;b&gt;Reflection Questions&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Reflect on your other qualities as a leader. Why do other people admire you as a leader, besides your knowledge? How might this help you have the courage to let others know “you don’t know”?&lt;/li&gt;&lt;li&gt;How can we foster humility and openness in our own practices to inspire and empower others?&lt;/li&gt;&lt;li&gt;When you think about change strategies, even meeting practices in your organization, how are those orchestrated, and who actually owns those processes? Who is designing the collaboration? Is it by intention or is it “as we have always done it”?&lt;/li&gt;&lt;li&gt;How might you as leader reframe the transformation process from a decision-making process to a learning process? How would it help me invite others, stay more open, and take a “not knowing” position?&lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Ilkka Mäkitalo&lt;/b&gt;&lt;/p&gt;&lt;p&gt;Ilkka is the founder of &lt;a href='http://www.howspace.com'&gt;Howspace&lt;/a&gt; and you can connect with him on LinkedIn &lt;a href='https://www.linkedin.com/in/ilkkamakitalo/'&gt;here&lt;/a&gt;. You can find Howspace’s guide to transformation &lt;a href='https://howspace.com/guides/organizational-transformation-guidebook/'&gt;here&lt;/a&gt;.&lt;/p&gt;&lt;p&gt;&lt;br/&gt;&lt;/p&gt;&lt;p&gt;&lt;b&gt;About Second Crack&lt;br/&gt;&lt;/b&gt;More information about us and our work is available on our website: &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;&lt;br/&gt; &lt;br/&gt; For questions, feedback, or suggestions, or to explore how we can help you develop your leadership, email us at hello@secondcrackleadership.com.&lt;br/&gt; &lt;br/&gt; &lt;b&gt;Connect with us on LinkedIn:&lt;br/&gt;&lt;/b&gt;&lt;a href='https://www.linkedin.com/in/martinaldergard/'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt; &lt;a href='https://www.linkedin.com/in/gerritpelzer/'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

We continue to explore how to make corporate transformation more successful by more intentional and meaningful involvement of employees. In this episode, we’re joined by Ilkka Mäkitalo, founder of Howspace, to explore how leaders can create better involvement that taps into collective intelligence, leverages technology, and fosters deeper engagement. Key Themes 1. Engage Thoughtfully and Intentionally    Involvement isn’t just about participation; it’s about designing thoughtful int...

Transformation and the Power of Involvement - with Ilkka Mäkitalo

In today’s episode, we present a free audio version of Gerrit Pelzer&apos;s chapter Soft Skills Through the Lens of Hard Science: Insights into Why Leaders Need to Know About the Brain from the book Brains Inspiring Businesses.* In this chapter, Gerrit highlights three essential insights every leader should know about the brain: Each brain is unique—this influences motivation and the conditions under which people can be their best. Emotions drive all our actions, including at work—yet they’re often overlooked in the corporate world. Human relationships are fundamental—a critical yet undervalued factor in workplace success. Each section includes reflection questions designed to help leaders deepen their self-awareness and enhance their leadership skills. Time Stamps 0:11 Introduction 5:50 Excerpt from Goethe’s Faust (German original followed by English translation) 9:36 Background and the common mistake of trying to operate organisations like machines 24:55 Uniqueness: Why every brain and every person is different 35:05 Reflection Questions for Leaders: Values and Motivation 36:02 Emotions at Work: The underestimated role of emotional processes at work 44:31 Reflection Questions for Leaders: Emotions 46:02 The Power of Relationships: The foundation of health, well-being, and performance at work 1:00:35 Reflection Questions for Leaders: Relationships 1:01:40 ConclusionA visualization of Paul Brown’s model of The Eight Basic Emotions is available <a href='https://bit.ly/8Emotions'>here</a>. Want more? If you’d like a PDF copy of Gerrit’s chapter, Soft Skills Through the Lens of Hard Science: Insights into Why Leaders Need to Know About the Brain, simply email him at mail@gerritpelzer.com ABOUT SECOND CRACK Learn more about us and our work at <a href='https://secondcrackleadership.com/'>secondcrackleadership.com</a>. For questions , comments or feedback, email us at hello@secondcrackleadership.com. Follow us on LinkedIn <a href='https://linkedin.com/in/martinaldergard'>Martin Aldergård</a> <a href='https://linkedin.com/in/gerritpelzer'>Gerrit Pelzer</a> * Citation: Pelzer, G. (2024). Soft Skills through the Lens of Hard Science: Insights into Why Leaders Need to Know about the Brain. In: P. Brown and N. Das Goshal, eds., Brains Inspiring Businesses for Leaders. Edinburgh: Ideas for Leaders Publishing.

<description>&lt;p&gt;In today’s episode, we present a free audio version of Gerrit Pelzer&amp;apos;s chapter &lt;b&gt;&lt;em&gt;Soft Skills Through the Lens of Hard Science: Insights into Why Leaders Need to Know About the Brain&lt;/em&gt;&lt;/b&gt; from the book &lt;b&gt;&lt;em&gt;Brains Inspiring Businesses&lt;/em&gt;&lt;/b&gt;&lt;em&gt;.*&lt;br/&gt;&lt;br/&gt;&lt;/em&gt;In this chapter, Gerrit highlights three essential insights every leader should know about the brain:&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Each brain is unique&lt;/b&gt;—this influences motivation and the conditions under which people can be their best.&lt;br/&gt;&lt;b&gt;Emotions drive all our actions&lt;/b&gt;, including at work—yet they’re often overlooked in the corporate world.&lt;br/&gt;&lt;b&gt;Human relationships are fundamental&lt;/b&gt;—a critical yet undervalued factor in workplace success.&lt;br/&gt;&lt;br/&gt;Each section includes &lt;b&gt;reflection question&lt;/b&gt;s designed to help leaders deepen their self-awareness and enhance their leadership skills.&lt;/p&gt;&lt;p&gt;&lt;br/&gt;&lt;b&gt;Time Stamps&lt;br/&gt;&lt;br/&gt;&lt;/b&gt;0:11 &lt;b&gt;Introduction&lt;/b&gt;&lt;br/&gt;5:50 Excerpt from Goethe’s &lt;b&gt;&lt;em&gt;Faust&lt;/em&gt;&lt;/b&gt; (German original followed by English translation)&lt;br/&gt;9:36 &lt;b&gt;Background&lt;/b&gt; and the common mistake of trying to operate organisations like machines&lt;br/&gt;24:55 &lt;b&gt;Uniqueness&lt;/b&gt;: Why every brain and every person is different &lt;br/&gt;35:05 &lt;b&gt;Reflection Questions for Leaders: Values and Motivation&lt;/b&gt;&lt;br/&gt;36:02 &lt;b&gt;Emotions at Work&lt;/b&gt;: The underestimated role of emotional processes at work&lt;br/&gt;44:31 &lt;b&gt;Reflection Questions for Leaders: Emotions&lt;/b&gt;&lt;br/&gt;46:02 &lt;b&gt;The Power of Relationships&lt;/b&gt;: The foundation of health, well-being, and performance at work&lt;br/&gt;1:00:35 &lt;b&gt;Reflection Questions for Leaders: Relationships&lt;/b&gt;&lt;br/&gt;1:01:40 &lt;b&gt;Conclusion&lt;/b&gt;&lt;/p&gt;&lt;p&gt;A visualization of Paul Brown’s model of &lt;b&gt;The Eight Basic Emotions&lt;/b&gt; is available &lt;a href='https://bit.ly/8Emotions'&gt;here&lt;/a&gt;.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Want more?&lt;br/&gt;&lt;/b&gt;If you’d like a &lt;b&gt;PDF copy of Gerrit’s chapter&lt;/b&gt;, &lt;b&gt;&lt;em&gt;Soft Skills Through the Lens of Hard Science: Insights into Why Leaders Need to Know About the Brain&lt;/em&gt;&lt;/b&gt;, simply email him at mail@gerritpelzer.com&lt;br/&gt;&lt;br/&gt;&lt;b&gt;ABOUT SECOND CRACK&lt;br/&gt;&lt;/b&gt;Learn more about us and our work at &lt;a href='https://secondcrackleadership.com/'&gt;secondcrackleadership.com&lt;/a&gt;. For questions , comments or feedback, email us at hello@secondcrackleadership.com.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Follow us on LinkedIn&lt;br/&gt;&lt;/b&gt;&lt;a href='https://linkedin.com/in/martinaldergard'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt;&lt;a href='https://linkedin.com/in/gerritpelzer'&gt;Gerrit Pelzer&lt;/a&gt;&lt;br/&gt;&lt;br/&gt;* Citation: Pelzer, G. (2024). Soft Skills through the Lens of Hard Science: Insights into Why Leaders Need to Know about the Brain. In: P. Brown and N. Das Goshal, eds., &lt;em&gt;Brains Inspiring Businesses for Leaders&lt;/em&gt;. Edinburgh: Ideas for Leaders Publishing.&lt;/p&gt;</description>

In today’s episode, we present a free audio version of Gerrit Pelzer's chapter Soft Skills Through the Lens of Hard Science: Insights into Why Leaders Need to Know About the Brain from the book Brains Inspiring Businesses.*  In this chapter, Gerrit highlights three essential insights every leader should know about the brain:  Each brain is unique—this influences motivation and the conditions under which people can be their best. Emotions drive all our actions, including at work—yet they’re of...

Why Leaders Need to Know About the Brain: An Audiobook Special

In this episode we explore a timely and vital question: What can women bring to leadership that men can&apos;t? Joining us are two accomplished women leaders from traditionally male-dominated industries: <a href='https://www.linkedin.com/in/melanie-maas-brunner/'>Dr. Melanie Maas-Brunner</a>, a former BASF board member, and <a href='https://www.linkedin.com/in/evelyn-chau-39149a19/'>Evelyn Chau</a>, a director in the global banking industry. Together we dive into the unique contributions women bring to leadership, the challenges, and what we can all learn from a more diverse approach to leadership. KEY MESSAGES AND LESSONS Authentic Leadership Melanie and Evelyn stress the importance of authenticity in leadership, particularly for women. Rather than adopting traditionally male leadership styles, women can excel by embracing traits like empathy, collaboration, and open communication—qualities that enhance trust and innovation in teams. Overcoming Gender Bias The discussion tackles stereotypes, such as the perception of assertive women as &quot;too aggressive&quot; or the tendency for women to underestimate their abilities compared to men. Evelyn shares strategies to navigate biases, build confidence, and network effectively. The Business Case for Diversity Research shows diverse leadership teams outperform less diverse ones. Melanie and Evelyn argue that women bring critical skills to crisis management, including emotional intelligence and an ability to integrate diverse viewpoints. These strengths create a more resilient and innovative organizational culture. ACTIONABLE TIPS<ul><li>Be vocal about your career goals and achievements while staying authentic.  </li><li>Build internal networks with mentors and allies.  </li><li>Clarify your personal priorities, including work-life balance, to ensure a sustainable leadership journey.  </li><li>Lean into empathy and collaboration while confidently claiming space at the table.  </li></ul>REFLECTION QUESTIONS<ul><li>Are you creating opportunities for all voices to be heard on your team?  </li><li>How can you, regardless of gender, mentor and support diverse leadership in your organization?  </li><li>What steps can you take to ensure your leadership is authentic and values-driven?  </li></ul>ABOUT OUR GUESTS Dr. Melanie Maas-Brunner: Former Chief Technology Officer at BASF, now a non-executive director focused on sustainability and innovation.  Evelyn Chau: Director of Corporate Banking at HSBC Sweden, with expertise in international finance and mentoring emerging leaders.   ABOUT SECOND CRACK Learn more about us and our work at <a href='https://secondcrackleadership.com'>secondcrackleadership.com</a>. For questions or feedback, email us at hello@secondcrackleadership.com. Follow us on LinkedIn   <a href='https://linkedin.com/in/martinaldergard'>Martin Aldergård</a> <a href='https://linkedin.com/in/gerritpelzer'>Gerrit Pelzer</a>

<description>&lt;p&gt;In this episode we explore a timely and vital question: &lt;b&gt;What can women bring to leadership that men can&amp;apos;t?&lt;/b&gt; Joining us are two accomplished women leaders from traditionally male-dominated industries: &lt;a href='https://www.linkedin.com/in/melanie-maas-brunner/'&gt;Dr. Melanie Maas-Brunner&lt;/a&gt;, a former BASF board member, and &lt;a href='https://www.linkedin.com/in/evelyn-chau-39149a19/'&gt;Evelyn Chau&lt;/a&gt;, a director in the global banking industry. Together we dive into the unique contributions women bring to leadership, the challenges, and what we can all learn from a more diverse approach to leadership.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;KEY MESSAGES AND LESSONS &lt;br/&gt;&lt;/b&gt;&lt;br/&gt;&lt;b&gt;Authentic Leadership&lt;br/&gt;&lt;/b&gt;Melanie and Evelyn stress the importance of authenticity in leadership, particularly for women. Rather than adopting traditionally male leadership styles, women can excel by embracing traits like empathy, collaboration, and open communication—qualities that enhance trust and innovation in teams.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Overcoming Gender Bias&lt;br/&gt;&lt;/b&gt;The discussion tackles stereotypes, such as the perception of assertive women as &amp;quot;too aggressive&amp;quot; or the tendency for women to underestimate their abilities compared to men. Evelyn shares strategies to navigate biases, build confidence, and network effectively.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;The Business Case for Diversity&lt;br/&gt;&lt;/b&gt;Research shows diverse leadership teams outperform less diverse ones. Melanie and Evelyn argue that women bring critical skills to crisis management, including emotional intelligence and an ability to integrate diverse viewpoints. These strengths create a more resilient and innovative organizational culture.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;ACTIONABLE TIPS&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;&lt;b&gt;Be vocal&lt;/b&gt; about your career goals and achievements while staying authentic.  &lt;/li&gt;&lt;li&gt;&lt;b&gt;Build internal networks&lt;/b&gt; with mentors and allies.  &lt;/li&gt;&lt;li&gt;&lt;b&gt;Clarify your personal priorities&lt;/b&gt;, including work-life balance, to ensure a sustainable leadership journey.  &lt;/li&gt;&lt;li&gt;&lt;b&gt;Lean into empathy and collaboration&lt;/b&gt; while confidently claiming space at the table.  &lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;REFLECTION QUESTIONS&lt;/b&gt;&lt;/p&gt;&lt;ul&gt;&lt;li&gt;Are you creating opportunities for all voices to be heard on your team?  &lt;/li&gt;&lt;li&gt;How can you, regardless of gender, mentor and support diverse leadership in your organization?  &lt;/li&gt;&lt;li&gt;What steps can you take to ensure your leadership is authentic and values-driven?  &lt;/li&gt;&lt;/ul&gt;&lt;p&gt;&lt;b&gt;ABOUT OUR GUESTS&lt;br/&gt;Dr. Melanie Maas-Brunner:&lt;/b&gt; Former Chief Technology Officer at BASF, now a non-executive director focused on sustainability and innovation.  &lt;br/&gt;&lt;b&gt;Evelyn Chau: &lt;/b&gt;Director of Corporate Banking at HSBC Sweden, with expertise in international finance and mentoring emerging leaders. &lt;br/&gt; &lt;br/&gt;&lt;b&gt;ABOUT SECOND CRACK&lt;/b&gt; &lt;br/&gt;Learn more about us and our work at &lt;a href='https://secondcrackleadership.com'&gt;secondcrackleadership.com&lt;/a&gt;. For questions or feedback, email us at hello@secondcrackleadership.com.&lt;br/&gt;&lt;br/&gt;&lt;b&gt;Follow us on LinkedIn &lt;/b&gt; &lt;br/&gt;&lt;a href='https://linkedin.com/in/martinaldergard'&gt;Martin Aldergård&lt;/a&gt;&lt;br/&gt;&lt;a href='https://linkedin.com/in/gerritpelzer'&gt;Gerrit Pelzer&lt;/a&gt;&lt;/p&gt;</description>

In this episode we explore a timely and vital question: What can women bring to leadership that men can't? Joining us are two accomplished women leaders from traditionally male-dominated industries: Dr. Melanie Maas-Brunner, a former BASF board member, and Evelyn Chau, a director in the global banking industry. Together we dive into the unique contributions women bring to leadership, the challenges, and what we can all learn from a more diverse approach to leadership.  KEY MESSAGES AND LESSON...

Lessons From Women In Leadership − With Dr. Melanie Maas-Brunner and Evelyn Chau

Leadership Consultant Martin Aldergard and Executive Coach Gerrit Pelzer explore everyday leadership dilemmas and paradoxes. Get ready for thought-provoking questions which invite self-reflection and help you grow as a leader. More info: https://secondcrackleadership.com

Second Crack — The Leadership Podcast

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