『Missing Conversations』のカバーアート

Missing Conversations

Missing Conversations

著者： Altus Growth Partners
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今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 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.2023 経済学
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  • Episode #74: What Problem Are We Trying to Solve? Leadership in the Age of AI

    Episode #74: What Problem Are We Trying to Solve? Leadership in the Age of AI
    2026/04/02
    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 ...
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    46 分
  • Episode #73: Why Teams Struggle with Trust, Feedback, and Alignment, and What Leaders Can Do Differently

    Episode #73: Why Teams Struggle with Trust, Feedback, and Alignment, and What Leaders Can Do Differently
    2026/03/26
    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 ...
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    39 分
  • Episode #72: What Leaders Miss When People Feel Invisible, and the Questions That Build Trust, Belonging, and Stronger Teams

    Episode #72: What Leaders Miss When People Feel Invisible, and the Questions That Build Trust, Belonging, and Stronger Teams
    2026/03/19
    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 ...
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    46 分
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