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Excellent podcast Lisa and Duncan with so many valid points made. Here are some of the many that resonated... - Leadership and Management Development is best when it is specific and aligned with the needs of the business and not generic - It is fundamental for success for organisations to have a Talent and People Philosophy - It has to be transparent - Leaders and Managers have to upskill to have both performance and development conversations...and they are very different. - Equally important is understanding the difference between performance and potential - Real plays instead of role plays accelerate learning transfer. - I am a fan of the nine-box grid and a couple of other models that give managers and leaders and framework to know and understand their people and to have relevant and timely conversations. - Frameworks are equally important for feedback and engaging with people - It is important to have honest, respectful, and challenging conversations with people at different stages of their careers. Outstanding podcast. If I could offer one challenge. I agree that the individual should take the lead in their own development...but this is not easy. Development in the organisation should be owned by the business giving them what they want and need for success. The managers and leader should then be accountable and responsible for both performance and development...then the individual will engage. I get that some will do this anyway but we have a responsibility to develop all people.

Many thanks, Lisa and Gemma. i think you two make a balanced and effective team. I enjoyed listening to the content and Martin did a great job facilitating the conversation. What resonated most for me was the impact of the word "transform." It is intended to be inspiring but in actual fact, it can be very draining and overwhelming for many. Like you, I think I will ban the use of the word in the context of change.. I was enthused by the points you were making about using data as your mentor. I have observed that a lot of organisations do participate in surveys but then don't know how to interpret the data and use it to inform and support decisions. It is a really important to take the time to do this as you will then focus your precious time, investment and actions to be efficient and effective.

I grabbed a cup of coffee and listened to understand the perspectives and insights of others. This podcast has enabled me to both challenge a validate my thinking on people development. I have a few things that i need to reflect on. Thank you for sharing your experience and expertise.

What an inspiring hour. A humble guy doing great work to serve his colleagues and the wider community.

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Lisa LLoyd, you navigate how people and especially leaders tick, without talking them down from their weighty positions, you enable them to tap into a more rounded self-awareness that promotes connected people management and compassionate leadership

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