In this episode, I sit down with Sylvana Rochet – the leadership advisor trusted by execs from Tesla, Slack and Apple – to talk about how to lead through the chaos of high-stakes transitions without leaving your people behind. Whether it’s an IPO, a layoff, or a burnout-fuelled exit, Sylvana helps leaders get clear, stay human, and lead with intention.

We dig into the real blind spot most execs miss: the emotional fallout of change. You can’t just tick off the legal and financial to-do list and expect the team to bounce back by Thursday. We unpack how slowing down, asking better questions, and connecting to your true intentions can transform the way you show up and lead. Whether you're scaling fast or just figuring out what’s next, this one’s gold.

How to lead through big transitions without losing your people

Plan for the people – Most leaders focus on logistics and forget the emotional reality of transition. Your people need space to process. Give it to them.

Slow down to speed up – Honour the human side of change now and you’ll move faster later with a team that’s energised and bought in.

Use the three C’s – Clarity, curiosity and courage. Get clear on your intention, get curious about what you don’t know, and find the guts to do what’s right, even when it’s hard.

Set your intention – Every conversation, every decision, every day. Don't drift. Be intentional with how you show up and what you want to create.

Practise X-ray listening – Go deeper than the first answer. Ask better questions. Listen for what’s said and unsaid. That’s where the truth is.

Timeline summary

[02:55] – The leadership blind spot in transitions: ignoring the human element [06:33] – “Slow down now so you can go faster later” – why pacing matters [07:37] – The Three C’s: clarity, curiosity and courage – your go-to framework [12:01] – “Your real intention? To prove you’re as good as your sibling.” [14:13] – The billboard test: What is your intention? [19:03] – How to practise X-ray listening and actually hear what matters [23:39] – Listening as an act of relationship, not just a transaction [25:00] – Transition coaching: clarity, courage and what's next [27:16] – Build an identity that no one can take from you [27:41] – Book rec: The Courage to Be Disliked and why it’ll blow your mind

Links & resources

📘 Book recommendation: The Courage to Be Disliked by Ichiro Kishimi and Fumitake Koga 🔗 Connect with Sylvana Rochet on LinkedIn

If this episode sparked something for you, share it with a fellow leader going through change. And don’t forget to rate, follow and review Leadership that Sells – let’s help more managers lead first and sell more.

What’s the smartest way to take over a team without falling into the usual traps? In this episode, I’m joined by Carl Sharperson Jr. — a former Marine Corps pilot, corporate VP and leadership coach who’s worked with brands like Chick-fil-A, BMW and Lockheed Martin. Carl shares the exact process he uses to walk into a new team and turn it into a high-performing system (not just a team).

We get into how authenticity and resilience aren’t just personal values — they’re strategic leadership tools. Carl breaks down his "join-up" approach for building trust, getting buy-in and turning adversity into fuel. No theory here. Just straight-up, battle-tested tactics from someone who’s lived it in the military, the boardroom and life-or-death moments. If you’re a leader stepping into a new role — or rebuilding a struggling team — this one’s essential.

Build trust with a “join-up” conversation — start with your own story Ask what the org can do better, from their perspective Set expectations and invite the truth, even if it’s uncomfortable Ask: “How can I help you?” Solve one problem, earn long-term loyalty Co-create the vision, strategy and plan — don’t dictate Focus on the system: people, processes, relationships and metrics Teach resilience: if you quit once, it gets easier to quit again

[04:52] - The P&G plant that outperformed by building trust and diversity [11:07] - Carl’s join-up method: the conversation every new leader should have [13:20] - “Help them with one problem, and you’ve got a friend for life” [16:13] - Turning trust into results with clear, co-created goals [20:01] - Why high performance means building systems, not just teams [24:46] - Resilience in action: what football, cancer and leadership have in common [31:33] - Why you should go with their solution, even if yours is better [36:08] - The real leadership challenge execs confess too late: balance [40:08] - Carl’s message to the world: “Love covers a multitude of sins”

👉 www.carlsharpersonjr.com 📘 Sharp Leadership: Overcome Adversity to Lead with Authenticity — available on Amazon

If this episode helped shift your perspective, do me a favour: rate, follow, share or leave a review. Let’s help more leaders lead first and sell more.

In this episode of Leadership That Sells, I sit down with Dmytro Tymoshchuk, serial entrepreneur, co-founder of DST Group and CEO of ToolsOn, a platform that’s set to transform how digital businesses manage operations. But what starts as a chat about building software quickly reveals a deeper superpower: Dmytro is a master at finding hidden talent and unlocking people’s potential.

We talk about his journey from engineer to entrepreneur, the challenges of managing complex businesses with duct-tape tools like Excel, and the real reason so many startups fail. Dmytro explains how he built not one but two successful companies by spotting greatness in people others overlook—whether it’s a prompt engineer hiding in a basement or a future CTO working their way up from the ground floor.

We get into practical ways to identify raw talent, the questions that matter in an interview, and how to turn people’s passion into performance. If you're tired of hiring the obvious candidates and want to start finding the difference-makers, this one’s for you.

- Look for people already creating things, even if it's not in your field.

- Prioritise hands-on experience over academic abstraction.

- Pay attention to how they speak—clear, precise language often signals deep thinking.

- Give them a real challenge with purpose and autonomy, then see how they run with it.

- Offer remote flexibility as a serious advantage to attract motivated self-starters.

- Nurture internal talent—developing leaders from within often beats hiring externally.

[02:01] – “I'm a geek who doesn't code” – how Dmytro helps engineers make better decisions [04:22] – The pain of patchwork tools: why ToolsOn is built for digital-first operations [10:10] – “We're not building a Swiss army knife” – how a framework beats a feature list [14:45] – 100 customer interviews in 2 months: solving problems people actually care about [22:34] – Behind the build: the 13-year journey of trust and team chemistry [29:03] – Finding a prompt engineer in a music producer’s basement [36:34] – The roadmap mindset: how to turn talent into scalable execution [43:40] – Why you should train people to be great at what they’re already good at [46:57] – “Be responsible and live by your conscience” – wisdom from Dmytro’s grandmother

• Connect with Dmytro on LinkedIn

If this episode made you think differently about talent, teams or your own leadership potential, do me a favour: follow the show, share it with someone who needs to hear it, and leave us a quick rating or review. Let’s build better leaders, one episode at a time.