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Leadership isn’t just something we learn. It’s something we step into, often in moments we don’t get to rehearse.  Sharifa Austin is a Senior Director, People Development & Organizational Effectiveness at Universal Music Group. She approaches leadership as something to be designed, built for the moments that matter most. This approach has been shaped inside a global business where leadership is tested in real time. Her work reframes leadership through a performance lens: not as something to perfect, but something to prepare for with intention.  In this episode, Sharifa shares her intentional leadership design framework: Soundcheck, Spotlight, Setlist, Showtime. Leaders, she'll tell you, aren't just soloists. They're conductors, shaping how others come in, align, and deliver. This episode was captured in front of a live audience, with audience Q&A included.  About Sharifa Austin: Sharifa Austin is the Senior Director, People Development & Organizational Effectiveness at Universal Music Group. She is a leadership strategist known for designing innovative, business-aligned development experiences across some of the world’s most iconic music labels—including Interscope, Capitol, Def Jam, Republic, and Motown. At Universal Music Group, she has built and scaled a global leadership ecosystem that is reshaping how leaders grow, influence, and perform in high-pressure creative environments. Trusted by senior executives for her insight and strategic clarity, Sharifa blends cultural fluency with cutting-edge program design. She holds a Bachelor of Arts with Specialization in Marketing from California State University Los Angeles and is a recognized as a thought partner in redefining leadership and people strategy for the next era of work. Connect with Sharifa on Linkedin.

AI has flattened the information gap. Knowledge is no longer the differentiator. So what separates great leaders? Emotional intelligence: judgment, presence, the ability to read a room and know when to pause. Successful teams are building a system where EQ behaviors are a part of the organization's DNA. Ash Panjwani has spent her career building leadership systems grounded in EQ at companies like Twilio, VMware, OneTrust, and Procore. In this episode, she explains why EQ can't be bolted on as another training program, and how to hardwire it into the decisions that already shape your organization: who you hire, who you promote, how you give feedback, how you hold leaders accountable. Things to listen for: (06:09) Leadership starts with behavior, not programs (10:41) Clear expectations and shared language for growth (19:08) Accountability in onboarding, promotions, and reviews (07:03) Moving from programs to behavior-driven systems (16:46) Emotional intelligence in the age of AI (18:14) Developing judgment, trust, and situational awareness (11:44) Coaching and feedback strategies for leaders (17:15) Standing out as a leader in an AI-augmented world (21:35) Designing programs that reflect real work contexts (23:39) Takeaways for L&D and people teams About Ash Panjwani: Ash Panjwani is the founder of wrkhappy, where she builds performance and leadership infrastructure for scaling tech companies. Before launching wrkhappy, she spent over a decade designing leadership and performance systems inside Twilio, VMware, OneTrust, and most recently Procore, where she led talent development. Ash is an I/O psychologist by training and an operator by practice, and writes regularly on what it takes to develop leaders in the AI era. Connect with Ash on LinkedIn. Learn more about wrkhappy.

Your managers are leading people they've never met in person, on teams that include both humans and AI agents. Most leadership programs weren't built for that. Kameko Leung has built leadership development programs at Zillow, Michael Page, and now Pinterest, and she knows what it takes to develop leaders for that reality. She breaks down what distributed leadership requires: the operating systems, trust-building practices, and program design that make it work. Things to listen for:(01:47) Developing leadership in a distributed environment(03:28) Adapting leadership programs for remote teams(08:11) Building trust and collaboration in virtual teams(10:59) Developing leadership instincts in remote environments(13:50) Integrating AI into leadership training and development(16:54) Using AI to improve feedback and manager training(18:55) Coaching circles and peer-led leadership development(21:15) The evolving role of managers in an AI-augmented world(24:14) What strong AI leadership actually looks like(25:40) How AI is changing learning and development roles(27:47) Leadership advice for building trust in virtual teams About Kameko Leung: Kameko Leung manages Leadership Development programming for Pinterest and is the Founder of Bloom Mindset Consulting. With over 10 years of experience in learning and development, Kameko has experience providing the right developmental opportunities for leaders at each transition stage of their career journey - from aspiring manager to executive. With a special focus on leading and managing remotely, Kameko has worked with teams across tech, education, recruitment, engineering, sales, and non-profit to support leaders to evolve their practices and strategies for today's work environment. Kameko is a CPTD credential holder and actively involved in the talent development community. Connect with Kameko on LinkedIn and check out her dog treat company: The Seattle Barkery.

T. Rowe Price doesn't do one-off training programs. They engineer leadership. Ryan Smith leads Global Leadership and Career Development at T. Rowe Price, where he's spent nearly four years building a company-wide learning system that reaches leaders at every level, from the C-suite to frontline associates. The foundation: a belief that everyone, regardless of title, has the capacity to lead. He shares how they built their leadership academies, why co-creation was non-negotiable at every level, foolproof tactics to get buy-in from the C-suite, and how they turn a learning event into lasting behavior change. Things to listen for:(00:00) Introducing Ryan Smith(01:13) The “everyone is a leader” mantra(02:39) The difference between leaders and managers(05:51) Why systems of learning became a priority(09:33) Defining a system of learning(10:28) Leadership academies and behavior frameworks(12:27) Insights from the Executive Leadership Academy(13:37) Building manager capability(15:16) Building communities of practice(17:10) Driving adoption and executive buy-in(19:56) Connecting learning systems to organizational metrics(23:02) Measuring engagement and performance(24:30) First steps for leadership development strategy(25:53) Best leadership advice Ryan has received About Ryan Smith:Ryan Smith is the Head of Global Leadership and Career Development at T. Rowe Price, where he focuses on career mobility and building scalable leadership systems that develop leaders at every level of the organization. Before joining T. Rowe Price, Ryan spent 15 years at Truist, leading leadership and professional development for more than 45,000 employees. His work centers on creating equitable access to leadership development and aligning learning with real business outcomes. Connect with Ryan on LinkedIn.

We’re back with a Quick Question: one big question, one expert answer, in five minutes.  Mike Taylor explains why learning teams often underestimate the role of attention, and how ideas from cognitive and marketing psychology can improve the way training is designed. He shares six simple attention triggers that make learning more relevant, tangible and memorable, and shows how L&D teams can move from one-off courses to campaign-style learning. About Mike:  With over two decades of experience as a learning consultant, Mike has been a driving force behind transformative instructional design and organizational performance. He is a Learning Consultant at Nationwide, a faculty member in Franklin University's Graduate Instructional Design and Technology program, and co-author of the book, Think Like a Marketer, Train Like an L&D Pro. His work bridges the gap between academic theory and real-world practice, equipping future learning professionals with the skills to excel in today's dynamic landscape.  Connect with Mike here. Check out his book and his newsletter.

Building a manager development program from scratch is hard. But scaling it is harder. Sarah Bright leads Learning & Development at Darktrace. She built a tiered manager development program from scratch, training 75% of all managers across 20 learning cohorts in two years. She shares how her team designed a program that adapts to a fast-moving business, the core competencies that define great managers, and how to measure the real impact of leadership development. Things to listen for:(00:00) Welcome to How to Make A Leader(01:13) Building the L&D function from scratch(02:33) Getting buy-in for manager development(03:49) The first version of Darktrace’s manager program(05:10) Tiered manager development curriculum(06:39) Core competencies for developing leaders(08:31) Measuring the success of L&D initiatives(12:20) Creating a thriving manager community(15:26) What's next for L&D at Darktrace(19:19) One piece of leadership advice About Sarah Bright: Sarah Bright is the Head of Learning and Development at Darktrace, where she leads global initiatives that support more than 2,500 employees, including scalable learning pathways, clear career progression frameworks and manager development programmes. She started at Darktrace as a Sales Operations Analyst, where identifying trends and patterns contributed to her evidence-based approach to people development.   This analytical mindset influences how she creates systems that help people feel clearer, more engaged, and able to progress in their careers. Sarah is passionate about combining data, storytelling, and emerging learning technologies to create development experiences that empower employees to grow with confidence and purpose. Connect with Sarah on LinkedIn. Learn more about Darktrace.

Introducing Quick Questions: one big question, one expert answer, in five minutes. Giving constructive feedback is uncomfortable for most leaders. Amy Gallo is a best-selling author and contributing editor at Harvard Business Review who has written extensively about communication, conflict, and feedback. She explains why intention matters just as much as wording, and shares a straightforward framework that makes difficult conversations feel more grounded and productive. She also explains how L&D teams can help leaders practice feedback before the stakes are high. About Amy:  Amy Gallo is a workplace expert who writes and speaks about effective communication, interpersonal dynamics, gender, difficult conversations, and feedback. She is the best-selling author of Getting Along: How to Work with Anyone (Even Difficult People) and the HBR Guide to Dealing with Conflict, as well as hundreds of articles for Harvard Business Review.  https://www.amyegallo.com/

Jonny Thomson isn’t an L&D professional. He’s someone who’s spent years figuring out how to earn learners’ attention.  After teaching philosophy in Oxford, Jonny shifted to short-form educational content, building an audience of over two million people across social platforms. He’s spent years capturing attention, encouraging curiosity, and making learning content that resonates with his audience and followers of Mini Philosophy.  In this conversation, he talks about microlearning as less of a format, and more of an activation tool. A tool that can capture attention and curiosity, and points learners toward deeper exploration. If you’re responsible for designing, enabling, or influencing learning at scale, this episode will provide practical ways to use microlearning more deliberately. Things to listen for:(00:00) Introducing Jonny Thomson(03:04) How to capture attention in 90 seconds(05:31) Why learning remains human(06:56) How to make microlearning feel natural and not forced(07:49) Everyday moments that create authentic learning(08:19) Three things to make microlearning succeed(12:15) The three virtues of a successful leader About Jonny Thomson:Jonny Thomson taught philosophy in Oxford for more than a decade before turning to writing full-time. He’s a columnist at Big Think and is the award-winning, bestselling author of three books that have been translated into 22 languages. Jonny is also the founder of Mini Philosophy, a social network of around two million curious, intelligent minds. He's known all over the world for making philosophy accessible, relatable, and fun. To learn more about Jonny, check out Mini Philosophy on Substack or Instagram. YouTube Content ID: MV0ZLFAMVUI3WWRB

Most leadership development programs look good on paper but fall short in practice. Leaders often miss the real support, core skills, and clear metrics they need to succeed. Over the last few months, Lavinia Mehedințu, co-founder of Offbeat, spoke with over 150 L&D professionals to understand what’s working, what’s not, and how people feel about leadership development heading into 2026. In this episode, she breaks down the findings and shares five recommendations for improving your leadership development programs. Her insights focus on what leaders truly need: practical support, clearer measures of success, and more opportunities to learn from one another. You’ll learn: What’s missing from our leadership development programs Program cocreation and the “IKEA effect”The most effective learning modality (hint: it’s peer learning)How to measure leadership performance with confidence Things to listen for:(00:00) Introducing Lavinia Mehedințu(01:17) What 158 L&D professionals revealed about the state of leadership development(03:52) Clear performance metrics: the challenge(07:42) The gaps in how leaders use AI(10:54) Creating systems that support collaboration(13:32) Co‑creation and the ‘IKEA effect’(18:11) Why peer learning remains a powerful tool(20:13) How delivery and communication shape adoption(25:03) A simple first step for measuring leadership performance(29:06) Where L&D teams should focus next year(30:50) Leadership advice and book recommendations To learn more about Lavinia, check out her LinkedIn and Offbeat’s website. Check out their upcoming conference, Offbeat Fest in London in May 2026.  Want to learn more about getting Big Think+ for your business? Schedule a call with us at https://www2.bigthink.com/request-a-demo-big-think-plus  About Lavinia Mehedintu: Lavinia Mehedintu has been designing learning experiences and career development programs for the past 11 years both in the corporate world and in higher education. As a Co-Founder and Learning Architect at Offbeat, she’s applying adult learning principles so that learning & people professionals can connect, collaborate, and grow. She’s passionate about social learning, behavior change, and technology and constantly puts in the work to bring these three together to drive innovation in the learning & development space. Content ID: MV0ZLFAMVUI3WWRB

Every great learning culture starts with one thing: a clear philosophy of how people grow.  Dwayne Britton has spent his career shaping culture and capability at Apple, Lululemon, Adidas, Zalando, and On. Across each, he’s learned that lasting impact comes when learning is guided by philosophy, not just programming. In this episode, Dwayne shares how L&D teams can redefine their role from content creators to cultural amplifiers, by building a learning philosophy that connects business strategy, brand identity, and human growth. You’ll learn: The difference between a learning culture and a learning philosophyHow a learning philosophy positions L&D as a strategic partnerThe SPARK framework Dwayne used at On to connect learning to cultureHow to align brand, business, and learning goals How to identify your organization’s learning beliefs Things to listen for: (00:00) Introducing Dwayne Britton (02:19) Dwayne’s path from musical theater to L&D (04:36) What defines a learning culture vs. philosophy (06:47) Three realms every L&D program should serve (10:03) The question that defines your learning philosophy (12:20) The SPARK method for scaling learning (15:06) How to get leadership buy-in for new L&D initiatives (19:36) Advice for L&D teams to increase cultural impact To learn more about Dwayne, check out his LinkedIn, his website, and his musical background.  Want to learn more about getting Big Think+ for your business? Schedule a call with us at https://www2.bigthink.com/request-a-demo-big-think-plus About Dwayne Britton:Dwayne Britton brings 15+ years at the intersection of learning, culture and brand. He’s shaped programs at Apple, Adidas, Zalando and Lululemon, and led Global Learning & Development at On. Through his Berlin-based consultancy, DAY|WON, Dwayne provides fractional L&D leadership for startups, scale-ups and internal teams, with a focus on brand-led onboarding, culture building and collaboration. He partners with leaders to design clear, practical programs and workshops that align teams, clarify decisions and build momentum.Dwayne also serves as an L&D Strategic Advisor to Manageable, a UK startup helping managers build the confidence and habits to lead well.

Technical expertise doesn’t automatically translate into leadership traits. So how do we help engineers, scientists, and specialists become confident and effective managers? Leadership development expert and former SpaceX trainer, Matt Gjertsen, shares how to grow strong leaders inside technical organizations. Drawing on 15 years of experience across aerospace, defense, and emerging tech, Matt specializes in turning skilled technical professionals into confident, effective leaders. You’ll learn: Why leadership is often the biggest blocker to scale, not technologyHow to engage technical employees in learning (even the skeptical ones)Why engineers are uniquely suited to lead and what holds them backThe mindset shift new technical managers must make Things to listen for: (00:00) Introducing Matt Gjertsen (02:09) Why technical leadership is a unique challenge (03:21) Scaling hard tech requires solving people problems (05:23) The leadership gap in reindustrialization and the trades (07:59) A humbling mindset shift: You can’t lead alone (10:12) Why engineers are better at conflict than you think (13:13) Getting skeptical technical leaders to buy in (15:01) Designing leadership programs that drive measurable change (16:27) Microlearning done right: Narrow goals, real impact (19:16) How to get employees to engage in training (22:54) Start small: The fastest way to executive buy-in To learn more about Matt, check out his LinkedIn and his website. Want to learn more about getting Big Think+ for your business? Schedule a call with us at https://www2.bigthink.com/request-a-demo-big-think-plus About Matt Gjertsen: Matt Gjertsen is a graduate of the United States Air Force Academy and former Air Force Instructor Pilot with 2500 flight hours. After leaving active duty, he spent over 4 years leading the training and development team at SpaceX before founding Better Every Day Studios in 2021.  Matt’s 20 years of experience working with and leading high performing teams all over the world has given him a unique perspective on what it takes to lead teams in this ever changing world. He has previously shared these lessons with organizations like the XPRIZE Foundation, Lockheed Martin, and NASA.  He and his team and Better Every Day Studios are now on a mission to train better managers, build better companies, and create a better world.

Ingrid Hu Dahl believes the most effective leaders are those who intentionally break rules, challenging the status quo.  With diverse experience as a punk-rock musician, executive coach and L&D leader at Gap, Meta and Capital One, Ingrid offers a radically human perspective on leadership - one that is rooted in rebellion and genuine connection. She shares personal stories and learnings about why the best leaders are the rebels who dare to challenge the status quo and lead with authenticity.  You’ll learn: Why rebellion is a powerful force in leadershipFast reset tools to reduce workplace stressHow to break toxic patterns in traditional leadership culturesHow to lead with empathy and inclusion in high-stress environments Things to listen for: (00:00) Introducing Ingrid Hu Dahl (02:43) Rebellion as a foundation for authentic leadership (04:07) The parallels of young musicians and high-performing teams (05:41) Coaching executives through fear, doubt, and isolation (10:09) Leading with empathy in high-stress environments (12:07) Fast reset tools to reduce workplace stress (16:20) Writing a memoir and not a leadership book (21:49) Breaking toxic patterns in traditional leadership cultures (25:12) Bringing experimentation and play into team culture (28:38) Daily behaviors that define inclusive leadership today (33:40) Advice for leaders who are ready to rebel To learn more about Ingrid, check out her website and her book Sun Shining On Morning Snow. Want to learn more about getting Big Think+ for your business? Schedule a call with us at https://www2.bigthink.com/request-a-demo-big-think-plus About Ingrid Hu Dahl: Ingrid Hu Dahl is an author, speaker, and leadership coach. She is the founder of a coaching and consulting business dedicated to empowering the next generation of leaders. With over two decades of experience in learning and development, she brings her expertise to a wide range of industries, from corporate and media to nonprofit and social justice organizations.  A TEDx speaker and a founding member of the Willie Mae Rock Camp in Brooklyn, Ingrid has a lifelong passion for amplifying underrepresented voices. She has written, filmed, and directed two short films exploring identity, representation, and the mixed-race experience. And, she has toured in multiple rock bands, playing bass, guitar, synth, drums, and singing. Ingrid is certified by the International Coaching Federation and the Center for Creative Leadership. She is a global lecturer and speaker, and an advisory board member for the Institute for Women’s Leadership at Rutgers University. She lives in Sausalito, California, with her wife, Courtney, and their dog, Palo Santo. Invite Ingrid to be a speaker, facilitator, consultant or leadership coach: www.IngridHuDahl.com Buy Ingrid's book and get it signed at one of her upcoming events: www.SunShiningonMorningSnow.comCheck out Ingrid's interview in Authority Magazine: “The Hidden Superpower of Every Great Leader: Ingrid Hu Dahl On Uncovering the Traits That Separate Good Leaders from Exceptional Ones”Read Ingrid's article for Women in Leadership: “Leading with Heart and Wading Through Fear—How Women Can Drop Control and Embrace Their Power”

Suzy Welch has helped thousands find clarity on the question: What am I meant to do with my life?  In this conversation, she shares the 3-circle methodology behind her wildly popular “Becoming You” methodology, which she also teaches at NYU Stern School of Business. She explains why knowing your true values is more powerful than skills training alone, and offers a practical path to purpose, at any stage of your career. You’ll learn: Why most people don’t know their true values—and how to find yoursHow personal values, aptitudes, and economically viable interests intersect to reveal purposeHow value conflicts show up in leadership and career choicesWhy aligning personal and organizational values can transform teamsWhat leaders can do to help others live and work with purposeThis was our first ever live recorded podcast conversation in front of an audience - you’ll hear audience interaction throughout, and Q&A at the end of the episode.  Take The Values Bridge test Suzy references here: https://thevaluesbridge.com/ Read Suzy’s book, Becoming You here: https://www.suzywelch.com/books/becoming-you-the-proven-method-for-crafting-your-authentic-life-and-career/  About Suzy Welch: Suzy Welch is an award-winning NYU Stern School of Business professor, acclaimed management researcher, and New York Times best-selling author, most recently with “Becoming You: A Proven Method for Crafting Your Authentic Life and Career,” which is also a #1 bestseller on Amazon. A graduate of Harvard University and Harvard Business School, Professor Welch is a frequent guest of the Today Show and an op-ed contributor to the Wall Street Journal. Her podcast, “Becoming You” is one of America’s most listened to career podcasts. She serves on the boards of public and private companies, and is the Director of the NYU | Stern Initiative on Purpose and Flourishing. As the founder and CEO of Becoming You Labs, Professor Welch, who received her PhD in business from the University of Bristol, has developed several digital assessment tools, including The Values Bridge and PIE360. Two more assessment instruments, the Career Traits Compass and the Holland Bridge, are currently in the final stages of beta testing.

Nearly 8 out of 10 workers feel stressed at work, and most say it's leaving them completely drained. If you're seeing warning signs on your team or feeling the impact yourself, this deep dive into the burnout epidemic will give you the science-backed strategies you need. Dr. Ethan Kross, neuroscientist at the University of Michigan and author of Chatter and Shift, breaks down what's actually happening in your brain when stress feels debilitating. Jennifer Moss, workplace wellness expert and author of Why Are We Here? and The Burnout Epidemic, shares the organizational strategies that companies like Google and TD Bank use to transform their workplace cultures. Together, they deliver both the "why" behind burnout and the "how" to fix it, giving you actionable frameworks to implement immediately. You'll learn: The science behind burnout and brain functionCase studies from Deloitte, Google and TD Bank on how they’re improving workplace cultureIntroduction to the WOOP framework to help employees build resilienceThe leadership practices that genuinely transform team mental fitness and engagement Things to listen for: (00:00) Introducing Dr. Ethan Kross and Jennifer Moss (01:24) The science behind stress and burnout in the workplace (03:51) How chronic stress affects focus and performance (06:03) Emotional regulation and the impact on internal dialogue (08:07) How stress alters brain function and decision-making (09:01) The threat mode response and its influence on behavior (15:19) The role of uncertainty and lack of control in workplace dissatisfaction (17:53) Why culture plays a major role in mental fitness (21:44) Building mental fitness muscles for long-term success (25:23) Using the WOOP framework to handle negative emotions (30:03) How leaders can help teams regain a sense of control To learn more about Ethan, check out his website, most recent TED talk, and his books, Shift and Chatter. And to learn more about Jennifer, check out her website and her books, The Burnout Epidemic, Why Are We Here, and Unlocking Happiness at Work. Want to learn more about getting Big Think+ for your business? Schedule a call with us at https://www2.bigthink.com/request-a-demo-big-think-plus

In this episode of How to Make a Leader, we're joined by Al Dea, founder of Edge of Work consulting and a respected voice in talent and leadership development. Al breaks down why true leadership success hinges on a human-centric approach focused on two essential drivers: viewing leaders as developers of people and building social capital within organizations. Drawing from his extensive experience as a consultant, keynote speaker, and podcast host, Al shares practical insights on how day-to-day leadership actions directly impact talent development. He challenges the notion that employee growth belongs solely to HR and L&D departments, revealing the common mistakes leaders make when developing their teams and offering actionable strategies that extend beyond traditional training programs. You'll discover: Why developing your people is the highest-impact leadership investmentPractical ways to implement human-centric leadership principlesHow to build and leverage social capital to enhance team performanceEffective development strategies that don't require formal training programs Things to listen for: (00:00) Introducing Al Dea (01:13) The evolution of workplace dynamics (07:10) Defining human-centric leadership in real terms (09:41) Leaders as developers of people (12:09) Building growth into your weekly workflow (15:28) How HR and L&D scale development (18:02) Why investing in people ultimately saves time (20:23) Common mistakes leaders make when developing others (25:02) How to build social capital (and why it matters) (31:26) A leadership development program that built real connections (34:35) How to measure development and social capital To learn more about Al and his work, check out his Linkedin profile, his website, and his podcast. Interested in attending an interview live? Find out more at bigthink.com/plus/events Want to learn more about getting Big Think+ for your business? Schedule a call with us at https://www2.bigthink.com/request-a-demo-big-think-plus