Podcast
Partnering Leadership
Hosted by Mahan Tavakoli · EN
Partnering Leadership is a top global podcast designed to help CEOs and senior leaders navigate the complexities of leadership, strategy, culture, and innovation. Hosted by Mahan Tavakoli—a seasoned leadership advisor with over 25 years of experience and recognized as a top thought leader in management—the podcast brings you real-world insights and practical advice to drive meaningful results.
Mahan’s experience as a trusted advisor shapes each discussion, driving deeper insights that challenge conventional thinking and uncover innovative approaches. Drawing from his extensive advisory background, Mahan dives into candid conversations with purpose-driven CEOs and global thought leaders, exploring how they overcame their biggest challenges and achieved transformative success. Each episode provides actionable strategies, real-world examples, and proven approaches to help you navigate change, align teams, and drive lasting impact.
Hear directly from top experts such as Ram Charan, Ken Blanchard, John Kotter, Stephen M.R. Covey, Hal Elrod, Carmine Gallo, Daniel Burrus, Garry Ridge, Jacob Morgan, Emily Field, Jonah Berger, Barbara Kellerman, Rich Diviney, Andrea Sampson, Ajay Agrawal, Dave Ulrich, Jerry Colonna, Renee Cummings, Brian Johnson, Warren Berger, Gustavo Razzetti, Azeem Azhar, David McRaney, Tim Clark, Jim Detert, Gary Bolles, Greg Satell, Robert Wolcott, Alden Mills, Minter Dial, Greg Wooldridge, Pete Steinberg, Joseph Fuller, Paul Roetzer, Whitney Johnson, Ron Adner, Bob Johansen, Leidy Klotz, Paul Smith, Louis Rosenberg, Rob Sadow, Dan Turchin, Steve Robinson, Park Howell, Mark Crowley, Maz Jobrani, LaTonya Wilkins, Rob Cross, Aiden McCullen, Eduardo Briceno, Jan Rutherford, Stephen Wunker, Charlene Li, Jon Levy, Anu Gupta, John Rossman, David Marquet, Tamsen Webster, Jack Phillips, Vanessa Bohns, Patrick McGinnis, Hakeem Oluseyi, Ed Hess, and Carolyn Dewar as well as renowned leaders like David Rubenstein, Jean Case, Tony Pierce, Linda Rabbitt, Paul Daugherty, Richard Bynum, John Veihmeyer, Howard Ross, Bill Novelli, Tien Wong, Stephanie Linnartz, Chuck Robb, Doug Dennerline, Charlene Drew Jarvis, Robert Rosenberg, Diane Hoskins, Deidre Paknad, David Gardner, and Marty Rodgers, and many more!
Their insights, paired with Mahan's expertise, equip you to tackle complex challenges, foster a high-performance culture, and stay ahead in a rapidly evolving world.
Listen today to gain the tools, perspectives, and proven strategies that can transform your leadership journey.
Available on all major podcast platforms or visit https://partneringleadership.com.
31episodes
Episodes
Newest firstAll episodes
452 [BEST OF] Sangeet Paul Choudary on How AI Is Reshaping the Knowledge Economy, And What Leaders Need to Do Now
2d ago00:55:09Tap to summarizeIn this episode of Partnering Leadership, Mahan Tavakoli sits down with Sangeet Paul Choudary, one of the world’s leading thinkers on digital strategy, platforms, and the future of value creation. Sangeet is the author of the acclaimed new book Reshuffle: Who Wins When AI Transforms the Knowledge Economy, a work that reframes how leaders must think about artificial intelligence—not as a tool for faster workflows, but as a force that will rewrite the foundations of competition.Across the conversation, Sangeet challenges the familiar narrative of automation and productivity gains. Drawing on decades of research into platforms, market structure, and shifting sources of advantage, he explains why AI’s real impact will not be felt at the task level but at the level of organizational identity, industry architecture, and the assumptions leaders use to define their business. For CEOs and senior executives, his message is clear: the companies that thrive in the years ahead will be those that reexamine what game they play before investing in how fast they play it.Sangeet introduces the idea of building a “map”—a strategic view of how value is moving across your industry—before deploying AI to accelerate existing processes. He argues that leaders who rush to optimize current workflows risk becoming highly efficient at activities that no longer matter. Instead, organizations must continually reassess their model of the market, the basis of differentiation, and the capabilities that will matter one year out—a timeframe that now represents the new strategic horizon.The discussion spans far beyond theory. Through examples ranging from mining and materials to chemicals, healthcare, and creative industries, Sangeet shows how knowledge work underpins value creation in nearly every sector—and how AI will reshape that work. He also explores the growing importance of sensemaking, the role of agency inside organizations, why incumbents struggle to adapt to new architectures, and what leaders must do to prepare their people for the jobs and capabilities of tomorrow.For senior executives navigating unprecedented uncertainty, this episode offers a compelling lens on the future—not through hype, but through practical strategy. Sangeet’s insights help leaders see what they may have sensed but couldn’t yet articulate, and highlight the conversations they need to prioritize with their teams right now.Actionable TakeawaysYou’ll learn why “running faster” with AI may push your organization in the wrong direction—and how to build the right strategic map before accelerating.Hear how Sangeet reframes AI’s impact—not as workflow automation, but as a force that reshapes differentiation, identity, and industry structure.You’ll explore why knowledge work underpins value creation in far more sectors than most leaders assume—and what that means for your competitive position.Hear how to distinguish first-order effects of AI (automation) from second- and third-order effects that redefine entire markets.You’ll learn why sensemaking is no longer the job of a strategy team alone—and what leaders must do to distribute this capability across the organization.Discover how coordination, not autonomy, will become the real advantage inside AI-enabled organizations.Hear why incumbents often fail—not because they’re slow, but because they can’t shift to new architectures—and what leaders can do differently.You’ll learn why reskilling efforts fall shortConnect with Sangeet Paul ChoudarySangeet Paul Choudary LinkedInSangeet Paul Choudary SubstackReshuffle: Who Wins When AI Transforms the Knowledge Economy Connect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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451 Why Great Companies Fall Behind: AI, Legacy Thinking, and Organizational Change with Marcus East
1w ago00:46:39Tap to summarizeMarcus East has spent his career inside some of the world’s most recognized organizations, including Apple, Google, IBM, National Geographic, and Marks & Spencer. In this episode of Partnering Leadership, he joins Mahan Tavakoli to discuss the ideas behind his book, Working with Dinosaurs: How to Lead Technological Evolution from the C-Suite. The conversation goes far beyond technology. It gets to the heart of why successful organizations often struggle to adapt even when smart leaders can clearly see change coming.Marcus shares lessons from leading large-scale transformations across both technology-native companies and legacy institutions. Drawing on experiences ranging from National Geographic’s digital reinvention to the resistance he encountered at Marks & Spencer, he explains why organizational inertia is rarely caused by a lack of intelligence or strategy. More often, the barriers come from success itself. The systems, incentives, habits, and leadership behaviors that once created growth can quietly become the very things preventing change.The discussion also challenges much of the current AI hype. Marcus argues that AI will not magically fix broken organizations. In fact, organizations with weak data foundations, fragmented operating models, and outdated leadership structures may find their problems exposed even faster. The conversation explores why some companies accelerate through disruption while others become trapped defending processes, structures, and metrics that no longer fit the future they are entering.Mahan and Marcus also explore the human side of transformation. They discuss why executives often resist the very changes they publicly support, how “legacy thinking” shapes decision making, and why many transformation efforts fail between the CEO’s vision and frontline execution. Marcus offers a candid look at what distinguishes organizations that adapt successfully, including the operating models, collaboration patterns, and leadership mindsets he observed inside companies like Apple and Google.For CEOs and senior executives facing pressure to modernize while still delivering results today, this episode offers practical insight into the realities of organizational change, leadership alignment, and technological evolution. It is a thoughtful conversation about how leaders can avoid becoming trapped by the systems and successes of the past while preparing their organizations for what comes next.Actionable Takeaways:• You’ll learn why some of the biggest barriers to transformation come from leaders who were highly successful under the previous model.• Hear why Marcus believes many AI investments will fail and what separates organizations that will actually benefit from AI adoption.• You’ll hear the striking contrast between how National Geographic approached innovation versus the resistance Marcus encountered at Marks & Spencer.• Learn why many organizations struggle not because the CEO lacks vision, but because execution breaks down deep inside the organization.• Hear how legacy systems become emotional and political issues, not just technology problems.• You’ll discover why leaders cannot take everyone along on a transformation journey and what it means to build a “coalition of the willing.”• Learn the difference between organizations obsessed with process and those obsessed with customer outcomes.• Hear why companies like Apple and Google organize engineers, designers, marketers, and business leaders differently from most traditional organizations.• You’ll learn why many leadership teams measure activConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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450 Thursday Refresh: Carolyn Dewar on What Great Leaders Do Differently—From Bold Beginnings to Graceful Exits
2w ago00:44:15Tap to summarizeWhat makes a great CEO today won’t be enough tomorrow. In this episode of Partnering Leadership, Mahan Tavakoli speaks with Carolyn Dewar, McKinsey Senior Partner and coauthor of A CEO for All Seasons—a practical, research-backed roadmap for leaders navigating the full arc of CEO leadership. Building on her global work advising top executives and the success of her previous bestseller CEO Excellence, Carolyn offers a candid, timely, and deeply strategic perspective on how CEOs can lead—and let go—with clarity, discipline, and impact.Carolyn and Mahan explore the four leadership “seasons” every CEO moves through: preparation, early tenure, sustained performance, and exit. But what sets this conversation apart is its real-world focus on what actually trips up leaders—misjudged transitions, misplaced confidence, and the false comfort of past success. This isn’t theoretical leadership advice—it’s practical insight shaped by years of advising CEOs and boards during high-stakes moments.What emerges is a compelling case for fit over familiarity, foresight over reaction, and reinvention over complacency. Carolyn makes it clear that the best CEOs aren't simply great strategists—they're great at timing, sequencing, and knowing when to shift or step aside. She shares stories of leaders who planned their exits with grace and those who stayed too long—and why boards often get it wrong.If you're a CEO, board member, or senior leader shaping the next phase of your organization, this conversation will challenge how you think about leadership longevity and legacy. You’ll walk away with practical framing for making bold decisions and managing change—not just within your business, but within yourself.Actionable Takeaways• Hear how to recognize the brief “unfreezing moment” that gives new CEOs a rare chance to reshape direction, expectations, and ambition • Learn why even the most successful CEOs must reinvent themselves—or risk becoming the barrier to future growth • Discover why the best succession plans start in a CEO’s first year, not their last • You’ll learn how boards often default to “more of the same”—and why that mindset leads to costly misalignment • Explore Carolyn’s take on what only the CEO can and should do—and how over-functioning CEOs damage execution • Hear how some leaders design in tension—reverse mentors, red teams, bold advisors—to avoid echo chambers • Learn how to approach succession planning not as a person to pick, but as work to define • Find out what CEOs should leave behind in their final year—and what mistakes lock in poor transitions • You'll hear examples of how great CEOs sustain performance through S-curves while preparing for what’s next • Gain perspective on how Carolyn sees AI as a CEO’s partner, not a proxy for real leadershipConnect with Carolyn DewarA CEO for All SeasonsCarolyn Dewar LinkedInConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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449 Executive Presence Isn’t What You Think: How Leaders Actually Build Influence and Impact with Alexa Chilcutt & Carl DuPont
2w ago00:46:40Tap to summarizeExecutive presence is one of those concepts every leader knows matters, yet very few can clearly define or develop. In this episode of Partnering Leadership, Mahan Tavakoli sits down with Alexa Chilcutt and Carl DuPont, co-authors of The Presence Principle: Embodying Executive Presence to Lead with Impact. Drawing on their work in executive education at Johns Hopkins University, they unpack what presence actually looks like in practice—and why most leaders get it wrong.What makes this conversation stand out is the shift away from surface-level advice. This isn’t about “owning the room” or projecting confidence. Alexa and Carl go deeper, reframing executive presence as something that begins well before a leader speaks—and often shows up in ways they aren’t even aware of. From mindset and self-awareness to subtle behavioral cues, they highlight how leaders shape perceptions long before they intend to.The conversation also challenges a common trap: trying to “perform” leadership rather than embody it. Many leaders, especially those stepping into more senior roles, feel pressure to adopt a version of executive presence that doesn’t fit who they are. Alexa and Carl make a strong case that this approach not only fails but erodes trust over time. Instead, they point to the discipline of aligning presence with authentic strengths, while still being intentional about how those strengths are expressed.There’s also a practical edge throughout. Whether it’s understanding how the brain reacts under pressure, recognizing how attention and technology affect presence, or making small but meaningful adjustments in communication, the discussion stays grounded in real leadership behavior. These are not abstract ideas. They are habits leaders carry into every meeting, every interaction, and every decision.For CEOs and senior executives, this episode offers a sharper lens on a topic that often feels vague. It’s a reminder that leadership impact is not just about strategy or decisions, but about how consistently and intentionally you show up in the moments that matter.Actionable TakeawaysYou’ll learn why executive presence starts long before you enter the room—and how leaders often miss the most important part of that preparationHear how subtle, often unconscious signals—like voice, posture, and attention—shape how others interpret your leadershipYou’ll learn why trying to “act like a leader” can actually undermine your effectiveness, especially at senior levelsHear how top leaders build presence through small, consistent shifts rather than dramatic changesYou’ll learn how the brain’s safety vs. danger response quietly influences how you show up under pressureHear why multitasking may be eroding your leadership presence more than you realizeYou’ll learn how to balance collaboration with self-advocacy so your contributions are both recognized and trustedHear how leaders can use reflection to close the gap between how they think they show up and how others actually experience themYou’ll learn why consistency—not intensity—is what ultimately builds lasting executive presenceHear how presence directly connects to a leader’s ability to engage, align, and move people to actConnect with Alexa Chilcutt and Carl DuPontThe Presence Principle WebsiteAlexa Chilcutt LinkedInConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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448 Leaders Are Human Too: How to Talk About Mental Health Without Undermining Your Authority with Melissa Doman
3w ago00:43:06Tap to summarizeWhat does it really cost to lead when you’re expected to have all the answers, show no cracks, and carry the weight of everyone around you?In this episode of Partnering Leadership, Mahan Tavakoli sits down with Melissa Doman—organizational psychologist, leadership consultant, and author of Cornered Office: Why We Need to Talk About Leadership Mental Health. Drawing on her clinical background and deep work with leaders inside organizations, Melissa challenges one of the most persistent and damaging assumptions in leadership: that those in charge should somehow operate above the realities of being human.The conversation goes beyond surface-level discussions of well-being and into the structural and cultural narratives that shape leadership behavior. Melissa unpacks how we’ve conditioned ourselves to expect leaders to be consistently strong, composed, and unaffected—and how that expectation not only isolates leaders but also undermines trust, performance, and long-term effectiveness. She introduces a more nuanced view of leadership—one that doesn’t abandon accountability or standards, but integrates self-awareness, intentional communication, and sustainable ways of managing pressure.Importantly, this isn’t a theoretical conversation. Melissa offers practical ways leaders can begin shifting how they show up—without oversharing, without losing credibility, and without putting themselves at risk in environments that may not yet be ready for these conversations. From understanding when it’s safe to open up, to communicating with clarity so teams don’t misinterpret behavior, to building personal “non-negotiables” that protect mental well-being, the discussion is grounded in real-world leadership challenges.For CEOs and senior executives, this episode is a chance to step back and reflect on a question that rarely gets asked directly: not just how you’re leading others, but what your current approach to leadership is costing you—and what it might take to lead more effectively without carrying it all alone.Actionable TakeawaysYou’ll learn why the long-standing expectation that leaders must always appear strong and unaffected may be doing more harm than good—and what to do instead.Hear how to strike the balance between maintaining credibility and showing enough humanity to build deeper trust with your team.You’ll learn why many leaders feel pressure to “hold everything” for their teams—and how to rethink that responsibility in a more sustainable way.Hear how small shifts in communication can prevent your team from misreading your behavior and creating unnecessary anxiety or confusion.You’ll learn how to approach conversations about mental health at work without oversharing or putting your role at risk.Hear why not every organizational environment is ready for these conversations—and how to assess what’s appropriate in your context.You’ll learn how to demonstrate that high performance and personal struggle can coexist—and why that matters more than ever for modern leadership.Hear how to create “mental wellbeing non-negotiables” that protect your effectiveness without taking time away from what matters most.You’ll learn why intentionality matters when leaders open up—and how to be clear about what you’re sharing and why.Connect with Melissa DomanMelissa Doman WebsiteMelissa Doman LinkedInConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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447 The Octopus Organization: Why Traditional Leadership Breaks in a Complex World with Phil Le-Brun & Jana Werner
Apr 2100:54:08Tap to summarizeIn this episode of Partnering Leadership, Mahan Tavakoli sits down with Phil Le-Brun and Jana Werner, co-authors of The Octopus Organization. Drawing on decades of leadership experience across global organizations, they challenge one of the most deeply embedded assumptions in business: that organizations can still be run like machines.At the heart of the conversation is a stark contrast between what they call “tinman” organizations and “octopus” organizations. Tinman organizations are built for efficiency, predictability, and control. They worked in a more stable world. But today’s environment is fundamentally different. It’s complex, fast-moving, and increasingly shaped by exponential technologies like AI. And in that world, the very structures that once drove performance are now holding organizations back.Le-Brun and Werner don’t stay at the level of theory. They go deep into the patterns that keep leaders stuck, from false alignment at the top to the subtle ways leaders unintentionally kill ownership in their teams. They introduce the idea of “anti-patterns” and hold up a mirror to behaviors that feel normal but quietly undermine adaptability, speed, and innovation.The discussion also pushes into what it actually takes to lead differently. Not slogans, but practical shifts. Moving from control to agency. From certainty to curiosity. From managing activity to enabling value creation. And critically, how leaders can begin making that shift without launching another top-down transformation that ultimately fails.For senior leaders navigating AI, constant disruption, and increasing complexity, this conversation cuts through the noise. It offers a clear lens to diagnose what’s not working and a grounded path to start building organizations that can actually adapt and thrive.Actionable TakeawaysYou’ll learn why most leadership teams believe they’re aligned, yet create fragmentation and conflict across the organization.Hear how well-intentioned leaders unintentionally train their teams to avoid ownership and default to permission-seeking.You’ll discover the “anti-patterns” that quietly undermine transformation efforts, even in organizations that think they’re evolving.Hear why focusing on efficiency alone, especially with AI, may actually accelerate the wrong outcomes.You’ll learn how to spot whether your organization is still operating like a machine in a world that demands adaptability.Hear how leading organizations are shifting from control-based models to systems that enable distributed decision-making.You’ll discover why most change initiatives fail before they begin and what leaders do differently to create real momentum.Hear how to rethink failure, experimentation, and learning in a way that drives progress rather than fear.You’ll learn where to start if your organization is far from this model and why small, local changes often outperform large transformation plans.Connect with Jana Werner and Phil Le-BrunThe Octopus Organization WebsiteJana Werner LinkedInPhil Le-Brun LinkedInConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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446 How Leaders Decide What Matters as AI Reshapes Value and Uncertainty Grows, Mahan Tavakoli interviewed by Vimi Appadoo & Akilesh Deerpalsingh
Apr 1400:28:11Tap to summarizeThis episode offers a different lens on leadership in a time of accelerating change.In this conversation, Mahan Tavakoli is interviewed by Vimi Appadoo and Akilesh Deerpalsingh, senior leaders working closely with CEOs and executive teams in Mauritius through their roles at Dale Carnegie Mauritius and Baker Tilly Mauritius. The discussion emerged as part of a broader set of conversations leading up to a C-suite dialogue with senior leaders in the region.The questions they explore will sound familiar to many leadership teams right now. Not because there is a lack of information or tools, but because there is more than ever. More inputs, more options, and more pressure to act.Which raises a different kind of challenge.How do you decide what actually matters now?Where do you focus when everything feels important?And how do you move forward when the environment keeps shifting?The conversation also touches on a deeper shift that many organizations are still working through. While much of the attention remains on growth and adoption of new technologies, there is a more fundamental question underneath it all.Not just how to grow.But whether value itself is moving.Rather than offering simple answers, this discussion surfaces the kinds of tensions, trade-offs, and decisions leaders are navigating in real time, especially as AI and broader uncertainty reshape how organizations think, operate, and lead.Actionable Takeaways• You’ll hear why many leadership teams are not lacking ideas or tools, but are struggling to decide what actually deserves their focus• Hear how the question leaders are asking is quietly shifting, and why “how do we grow?” may no longer be the most useful starting point• You’ll hear the tension between speed and alignment, and why moving faster can sometimes create more friction, not less• Hear how organizations are experimenting with AI, but still wrestling with what it means to change how they actually operate• You’ll hear why adoption often stalls even when the technology is in place, and what leaders tend to underestimate about the people side of change• Hear how executives are navigating decisions when there is no clear “return to normal,” and why that mindset shift matters• You’ll hear how peer-level conversations can surface different perspectives that don’t emerge inside a single organization• Hear how leaders are thinking about focus, prioritization, and trade-offs in environments where everything feels urgentConnect and learn more:Baker Tilly Mauritius Dale Carnegie Mauritius Vimi Appadoo LinkedIn Akilesh Deerpalsingh LinkedIn For those interested, more details and registration for the C-suite leadership conversation in Mauritius on May 18, 2026 can be found here: https://bit.ly/3O7EnjwConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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445 The Hidden Cost of Change: What Leaders Miss About Loss and Resistance with Amy Jacobson
Apr 700:56:12Tap to summarizeMost leaders don’t struggle with strategy. They struggle with how people respond to it.In this episode of Partnering Leadership, Mahan Tavakoli sits down with Amy Jacobson, author of The Emotional Intelligence Advantage: Mastering Change and Difficult Conversations. Amy brings a practical, grounded perspective on emotional intelligence, shaped by her work with leadership teams navigating real organizational challenges, not theoretical models.The conversation goes beyond the usual discussion of EQ as a “nice to have.” Amy reframes emotional intelligence as a learned skill that directly impacts a leader’s ability to drive change, handle resistance, and lead difficult conversations. She challenges a common assumption many leaders hold, that if a change is logical and beneficial, people should naturally get on board. In practice, that’s rarely what happens.A central theme in the discussion is the hidden dimension of change. While leaders focus on what is being gained, employees focus on what they are losing. That gap creates resistance, even when the change itself is sound. Amy breaks down why this happens and how leaders unintentionally make it worse by overselling the positives and ignoring the emotional impact on their teams.The conversation also explores why difficult conversations often fail before they even begin. Leaders walk in prepared to prove a point rather than understand a situation. That approach triggers defensiveness and shuts down productive dialogue. Amy offers a more effective way to approach these moments, one that balances clarity with emotional awareness to drive better outcomes.This is a practical conversation for leaders who want to move beyond frameworks and understand what actually drives behavior inside their organizations.Actionable TakeawaysYou’ll learn why even the best-designed change initiatives fail when leaders overlook what people feel they are losingHear how emotional intelligence shifts from a “soft skill” to a core leadership capability in driving executionYou’ll learn why some of your most experienced and capable team members resist change the mostHear how leaders unintentionally create resistance by pushing logic before addressing emotionYou’ll learn why self-awareness is often overestimated and how that gap impacts leadership effectivenessHear how to approach difficult conversations in a way that reduces defensiveness and increases ownershipYou’ll learn why preparation for tough conversations often makes them worse, not betterHear how leaders can distinguish between employees who can grow and those who are not ready to changeYou’ll learn why balancing EQ and IQ is not optional, but essential for leadership impactConnect with Amy JacobsonAmy Jacobson WebsiteAmy Jacobson LinkedInConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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444 Thursday Refresh: Mita Mallick on The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses
Apr 200:37:50Tap to summarizeWhat if the “panic habits” leaders default to are the very things burning out their best people? In this Partnering Leadership episode, Mita Mallick—author of The Devil Emails at Midnight—joins Mahan to unpack practical ways senior leaders can replace performative urgency with clear operating rules that people can trust. You will hear why bad bosses are made, not born, and how pressure from markets, role models, and personal crises can turn ordinary leaders into micromanagers.Mita gets specific about power dynamics. A 4:30 a.m. email from the CEO trains teams to jump, even when the intent is “no rush.” She explains how to set explicit after-hours rules and model them yourself. The goal is to stop the 4 a.m. back-and-forth and restore predictable rhythms for high-stakes work.Calendars signal culture. Mita argues for a deliberate meeting cleanse, real breaks, and protected one-on-ones. You will hear why “we are not AI agents,” why canceling a meeting can be the kindest move you make this week, and how simple touch points create loyalty.Leaders also get a playbook for honest feedback. Mita shares how to create safety, why alumni calls six to twelve months after someone leaves yield the most actionable insight, and how a short journaling habit helps you see patterns in your own behavior before they damage trust.Finally, Mita challenges a core assumption: most work is not life or death. Treating it that way creates burnout. She closes with a frank read on the broken employee–employer contract and a likely shift toward more consultant-style work, which makes clarity, expectations, and operating rules even more important for CEOs and boards.Actionable TakeawaysYou will learn how to set a clear after-hours rule that stops the 4 a.m. reply spiral, including what “urgent” actually means in your context.Hear how to replace micromanagement with outcomes and guardrails when life outside work feels out of control.You will learn why your calendar is your culture, and how a simple meeting cleanse reveals time for deep work and real one-on-ones.Hear how to protect one-on-ones without turning them into therapy. Mita shares a practical cadence and a simple check-in script that builds connection.You will learn a low-cost feedback system: invite coaching, thank in the moment, follow up with changes, and never hunt “who said what.”Hear how to get clearer truth with alumni calls six to twelve months after exit interviews, when the emotion is gone and facts are usable.You will learn to write simple hybrid rules that reduce proximity bias and make global teams feel fair and seen.Hear how to reset leader expectations about urgency and burnout, starting with this line: “Most of our work is not life or death.”You will learn why culture becomes the worst behavior you tolerate and how to intervene when disengagement starts to spiral.Hear how to prepare for a future with looser roles and project-based deployment, and why clarity and operating rules will be your retention edge. Connect with Mita MallickMita Mallick LinkedIn The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses Connect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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443 What Secret Service Interrogators Know About Trust That Most Leaders Miss with Brad Beeler
Mar 3100:45:51Tap to summarizeTrust sits at the center of every meaningful leadership conversation. Yet many leaders struggle to create the conditions where people feel comfortable sharing what they really think. In this episode of Partnering Leadership, Mahan Tavakoli speaks with Brad Beeler, a former U.S. Secret Service agent and the author of Tell Me Everything: A Secret Service Agent’s Proven Strategies for Earning Trust, Revealing the Truth, and Communicating with Anyone. Drawing on more than two decades of experience conducting investigations, interrogations, and high-stakes conversations, Beeler shares insights that extend far beyond law enforcement and into the daily realities of leadership.Throughout the conversation, Beeler reframes what most people believe about interrogation and influence. Rather than intimidation or pressure, he explains that the most effective approach centers on curiosity, respect, and genuine interest in the other person. Leaders often assume that communication improves when they speak more clearly or assert authority. Beeler argues the opposite: communication improves when leaders listen more deeply and create the psychological safety that encourages others to open up.The discussion explores the subtle signals that shape every interaction long before words are spoken. From body language and first impressions to the role of environment and preparation, Beeler shares practical ways leaders can build trust quickly and authentically. He also highlights the risks of relying too heavily on digital communication, emphasizing how face-to-face interaction allows leaders to read cues, build connection, and understand what others may not explicitly say.Beeler also shares memorable stories from his time in the Secret Service, including moments when leadership required humility, empathy, and the ability to see situations from another person’s perspective. These stories illustrate how principles developed in high-pressure investigative environments translate directly to leadership, negotiation, and organizational communication.For CEOs and senior executives responsible for aligning teams, resolving conflict, and making high-stakes decisions, this conversation offers a fresh perspective on influence and trust. Beeler’s insights reveal why the fundamentals of communication—curiosity, listening, and human connection—remain the most powerful tools leaders have for understanding others and guiding organizations forward.Actionable Takeaways• You’ll learn why curiosity may be the most underrated leadership skill—and how asking better questions unlocks deeper conversations and stronger relationships.• Hear how former Secret Service agents build trust with people who initially have every reason not to talk—and what leaders can apply from those techniques.• You’ll discover why the first moments of any interaction often determine the outcome of the entire conversation.• Hear why the best communicators spend far more time listening than speaking—and how that changes the dynamic of leadership discussions.• You’ll learn how subtle cues like posture, tone, and attention shape trust long before a leader says a word.• Hear how leaders unintentionally shut down communication by shifting conversations back to themselves.• You’ll discover why psychological safety is essential for honest dialogue—and how leaders can establish it quickly.Connect with Brad BeelerBrad Beeler WebsiteBrad Beeler LinkedIn Connect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website
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