Many people in the workplace wrestle with combining their ethical and spiritual convictions on the one hand, and what they feel is required of them to progress their careers or simply to stay in their roles.

For people who experience this tension and want to address it, 'Heroic Leadership - Best Practices from a 450-Year-Old Company That Changed the World' by Chris Lowney. ' will be a great read!

Chris Lowney, is a one-time Jesuit seminarian, who currently chairs the board of CommonSpirit Health, America’s largest not-for-profit healthcare system with 140 hospitals and more than 150,000 employees. Previously, he served as a Managing Director of J.P. Morgan & Co. in Tokyo, Singapore, London and New York.

In the 28th episode of the Leadership 2.0 podcast, I interview Chris Lowney about Heroic Leadership. During our conversation, we discussed the following topics:

• What is Jesuitism?
• Chris's involvement with Jesuitism
• The four Key Values of Jesuitism: Self-Awareness, Ingenuity, Love, and Heroism
• The Jesuits and Agility
• 'Greater Love than Fear' as a Leadership Principle
• Leadership as an Activity
• The Concept of Indifference
• Self-Compassion
• Serving a Higher Purpose in Competitive Work Environments
• A Call to Action - Heroic Leadership - The Workbook
• Why Everyone is a Leader

► Resources

Chris has authored six books, including the bestselling Heroic Leadership, which has been translated into eleven languages and was named to the recommended reading list of the Commandant of the United States Marine Corps. His latest work, Make Today Matter: 10 Habits for a Better Life (and World), won an Independent Press Award.

You can find more information about his books (including the workbook on Heroic Leadership that was just published) here: https://chrislowney.com/wp/books/

Any questions or comments? Press this link and send me a message!

Most of us are acutely aware of the gap between how our organizations aspire to operate and the everyday reality of working within them.

In 'Badly Behaved People', executive coach Zena Everett describes many highly recognizable real-world cases illustrating how this discrepancy can manifest itself—and how it can be addressed. What I especially like about this book is how Zena Everett makes complex psychological concepts accessible (without oversimplifying them) and demonstrates how they can be applied in the workplace.

In our conversation about this book, Zena and I discussed the following topics:

• Why Zena wrote Badly Behaved People
• ‘Healthy Competitive Friction’ versus ‘Mindless Harmony’
• Culture: ‘Lived experiences’ or ‘Statements behind the Reception’?
• Dealing with Childhood Experiences in Executive Coaching
• If we cannot trust our perception, what is the alternative?
• Emotional Intelligence and Anger Management
• Career Advice for Introverts
• What if your line manager has a Narcissistic Personality Disorder (NPD)?
• ‘Scrappy Careers’ versus ‘Listening to our Inner Voice’
• Final Thoughts

► About Zena Everett

'Zena Everett has a global leadership coaching and speaking practice, with a reputation for evidence-based content and practical takeaways, delivered in a very entertaining way.

Originally a recruitment entrepreneur, Zena sold her business and studied an MSc in Career Management and Coaching and other post graduate qualifications in psychological coaching and leadership (MIT). She has coached on the Executive MBA Programme at Oxford University’s Saïd Business School and is a member of the Associate Faculty at Henley Business School. Her focus is on replacing bad behaviour and crazy busyness with productive, thriving and profitable team relationships.

Zena believes that real success comes from flipping our focus away from ourselves, and onto the problems that we, uniquely, can solve for others. It’s not about us and our egos: it’s what we can do for others that matters'.

► Resources

Email Zena Everett: zena@zenaeverett.com

Book 'Badly Behaved People': https://www.zenaeverett.com/badly-behaved-people/

Other books by Zena Everett: https://www.zenaeverett.com/books/

Website Zeba Everett: https://www.zenaeverett.com/

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Even though, for years, we have had a vast array of change management theories and methodologies at our disposal (Kotter, Lewin, Kubler-Ross, Bridges, ADKAR, etc.), it still proves to be very hard for us as leaders and consultants to implement real, sustainable change (transformation). Most change projects fail (70% according to McKinsey), or end with a superficial victory declaration, after which the organization often falls back to 'the way we DID things here'.

'Why is that?' That very question drove Daniël Wolfs, experienced change consultant and co-founder of The Change Studio, to write his thought-provoking book De Veranderfilosoof (The Change Philosopher) on how we can approach transformation in a deeper, more human, and more sustainable way.'

In our conversation about this book, we discussed the following topics:

1. The Why of this book
2. Fake News’ in Organizations
3. ‘Storytelling’ versus ‘Storyselling’
4. Preventing entropy in change processes
5. The ‘Shifting Baseline’ Syndrome
6. The Soul of Organizations
7. The Plessner Paradox: Individual identities in collective change processes
8. Focusing on the change instead of the outcome
9. Why Daniel is fascinated by change
10. Final thoughts

► About Daniël Wolfs

Daniël Wolfs is co-founder and co-owner of The Change Studio, where he works with clients and colleagues on modern approaches to organizational change and leadership. The guiding principles: Lead. Inspire. Create.

He is the author of the book 'De Veranderfilosoof '- op zoek naar de kern van verandering ('The Change Philosopher - Searching for the core of change'), in which he explores both the visible and invisible dynamics of organizational change.
Drawing on philosophy, systems thinking, and real-world cases, he challenges conventional change management with fresh perspectives and provocative questions.

Daniël has spent his career helping leaders and organizations navigate complex transformations—by making change tangible in the day-to-day, and by creating space for the kind of conversations that actually move people.
Whether guiding leadership teams, designing change journeys, or deconstructing old patterns, his work is rooted in connection, reflection, and practical momentum.

Through writing, speaking, and advising, he continues to explore how we can make change not just possible—but meaningful.

PS: 'Publisher beware': the book has just been published in Dutch, so please contact the author in case your are interested to publish a translation (email below)!

► Resources

Email Daniël Wolfs: daniel@thechangestudio.nl

The Book

The Change Studio

Podcast episode Murray Stein

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Most organizations use complex tools and processes, and are often supported by external consultants to analyze and (re) shape their culture. When I heard Manuela Staub on a seminar describing the pragmatic, inclusive, and effective way the leadership team at Zurich Airport approached their culture change program (in the midst of the COVID19 pandemic!), I immediately knew I wanted to interview her for my Leadership 2.0 podcast...

In our conversation, we discussed the following topics:

00:00 About Zurich Airport
02:13 The Why of the culture change
06:50 The COACH values
08:39 Identifying the cultural values
10:08 Why no external consultants were used
11:41 Implementing the new values
17:21 Embedding the new values in HR processes
19:39 An example of the impact of these values
22:00 Are cultural values industry specific


► About Manuela Staub

Manuela Staub joined Flughafen Zürich AG as Head of Corporate Communications in 2020. In June 1st, 2022, she became a member of the management board and Head of the People & Communications. In this role she is responsible for People & Culture, Corporate Communications, Public Affairs, and Visitor Services & Events.

Manuela studied Communications Management (University of Lugano) and Strategic HR Management (University of Skt. Gallen). Prior to joining Zurich Airport, she worked in a number of different roles in Swisscom. Additionally, she is the co-founder of 'the Boardroom', an organization aiming to bridge the gender gap in the boardroom.

► Resources

Purpose and strategy Zurich Airport https://www.flughafen-zuerich.ch/en/company/flughafen-zuerich/about-us/strategy

Any questions or comments? Press this link and send me a message!

In this episode I interview Deborah Perry Piscione about her latest book: ‘Employment Is Dead: How Disruptive Technologies Are Revolutionizing the Way We Work’, which she wrote together with Josh Drean.

The central theme of this book is that traditional employment models are becoming outdated due to the evolving needs and expectations of the modern workforce, facilitated by disruptive technologies.

This will lead to the end of the traditional employment model, as well as the traditional form as companies, as we know them today.

In our conversation, Deborah and I touched on the following topics:

• What is the new workforce, what do they want, and why?
• The importance of Blockchain for the future of work
• Companies that are early movers in this space
• The Gig Economy: Utopia or Dystopia
• How individuals should prepare themselves for the future of work
• Implications for our education system
• How should established companies prepare themselves
• The role HR should play in this transition
• The role for national governments
• The popularity of the book
• Final Thoughts

► About Deborah Perry Piscione

As a serial entrepreneur, Deborah (co) founded five companies, including the Work3 Institute, an advisory firm that helps enterprises evolve into an AI, web3 + work3 future of business, and where she is serving as CEO. Deborah Is also a thought leader in innovation, AI + web3, advisor, New York Times bestselling author, LinkedIn author, serial entrepreneur, and global keynote speaker.

Earlier books (co) authored by Deborah Perry Piscione are 'Secrets of Silicon Valley: What Everyone Else Can Learn From the Innovation Capital of the World', 'The Risk Factor: Why Every Organization Needs Big Bets, Bold Characters, and the Occasional Spectacular Failure ', and
'The People Equation: Why Innovation Is People, Not Products'

She also developed Improvisational Innovation™, a bottom-up methodology that engages all the talents of the entire organization, helps the organization shift to a growth mode, and addresses the question on how to identify, source, data-mine and execute upon new ideas from any employee.

► Resources

• Employment is Dead https://www.amazon.com/Employment-Dea...
  
  
• Work3 Institute https://work3.me/

Any questions or comments? Press this link and send me a message!

Ralph Schonenbach is a serial entrepreneur with over two decades of global experience, as well as an author. His work centers around developing and nurturing relationships. In this episode of the Leadership 2.0 podcast we talk about his latest start-up, Meerkat.ai, as well as about his book 'Relationships matter'.

In this conversation, we touch on the following topics:

• Why relationships matter
• Why his latest start-up is called 'Meerkats.ai'
• The value Meerkats.ai delivers for clients
• Example of a use case
• The businessmodel of Meerkats.ai
• Data Privacy
• Getting to know Meerkats.ai – Participate in the pilot (pilot@meerkats.ai)
• Why his book 'Relationships matter' starts with "self-management"
• Why the book is not restricted to professional relationships
• Are (all) professional relationships transactional
• Re) building relationship when you need them
• The unique value face-to-face relationships and communities can offer the business world that digital relationships and communities cannot
• What Ralph means with 'digital etiquette.'
• Final thoughts

► About Ralph Schonenbach

Ralph Schonenbach started his career in Andersen Business Consulting, and moved on to Ernst & Young and later CGI. Subsequently, he co-founded the Trestle Group Consulting and Foundation. In 2016 he co-founded Envoy, in 2019 Aidentified, and in 2024 Meerkats.ai. He also found the time to write, and in 2025 published 'Relationships Matter: From Self-Discovery to an Enriched Life'.

► Resources

- Ralph's book: Relationships matter

- Register here to participate in the pilot: pilot@trymeerkat.ai

- Ralph Schonenbach on LinkedIn

Any questions or comments? Press this link and send me a message!

The image of the banking industry has been severely tarnished by the financial crisis (2007-2008), which led to increasing regulatory and compliance demands. At the same time, the industry is experiencing emerging competition from FinTechs, evolving business models, and disruptive technologies. In light of these challenges, I recently spoke with Ralph Hamers, to explore his views on what effective leadership in the banking sector entails.

In our conversation, we touched on the following topics:

1 Why Ralph decided to join the banking industry
2 When and why did innovation become an important theme for him?
3 How 'traditional' banks should deal with Fintech companies
4 The culture change required in traditional banks
5 Addressing the image of the banking industry
6 The impact of technological developments on compliance costs
7 How to create successful top teams in the banking world
8 How to develop and foster a collective ethical mindset
9 Final thoughts

► About Ralph Hamers

Ralph Hamers advises both established and emerging players in the finance and digital industries. As former CEO of ING and UBS, he successfully led these global banks through significant transformations.

Any questions or comments? Press this link and send me a message!

‘We want to help candidates to move from jobs they like, to jobs they love’ - Victor Akwunwa.

The commoditization of human capital in recruitment processes leads to unsatisfactory outcomes for the companies and the candidates concerned. For companies, recruitment has become a volume game where KPI’s have replaced quality. For candidates because the unique value they can bring to organizations is not acknowledged in traditional recruitment processes.

I recently had a conversation with Victor Akwunwa, the Chief Sales Officer of Found, a Swiss start-up company that wants to disrupt this traditional approach. During our conversation, we discussed the following topics:

• What is Found
• Why recruitment is ready for disruption
• The operating model of Found
• The Technology Found uses
• Identifying the culture of the client
• The target markets of Found
• The long-term goals of Found
• The (dis)advantages of being a Swiss Based Start-Up
• Giving up a blossoming corporate career to join a start-up

► About Found;

Found is a Swiss start-up that aims to change how hiring works. In their own words:

‘The hiring process can be bleak. Job boards prioritise volume over accuracy, leading to talent being overlooked amid overwhelming numbers of applications. Meanwhile, traditional recruiters cling to outdated practices, relying on subjective judgment, and charging exorbitant fees.
We believe it's time for change. We're dismantling outdated recruitment models using the power of data and technology. Our approach uses fast, data-driven AI matching and has employers pitch to talent, instead of talent having to apply.
The result? A revolution in recruitment with companies finding the perfect talent, and talent finding their perfect job.'
Website Found

► About Victor Akwunwa

Victor Akwunwa obtained a Master of Science Degree (with honors) at the Tilburg University in the Netherlands. In 2015 he joined the Adecco Group, a global staffing company, where he quickly rose through the ranks through a variety of sales, and other customer-facing roles. In 2023 he joined the start-up Found as Head of Sales, and subsequently was promoted to Chief Sales Officer (CSO).
LinkedIn Profile Victor Akwunwa

► Important keywords and concepts in this conversation:

Community-based hiring - Operating model - Driving value for talent - Matching accuracy - Talent Talent Segments - Start-up - Swiss start-up - Neuroscience - Overcommodization recruitment - Acceptance rate Neural networks - Building versus operating the machine - IFL -Culture Venture capital

► Blogposts about Recruitment by Dirk Verburg:

⇨ The Corporate Recruitment process is ready for disruption
⇨ Corporate Recruiters should stop spraying & praying

Any questions or comments? Press this link and send me a message!