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Missing Conversations

Missing Conversations

De : Altus Growth Partners
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 How do you create extraordinary and meaningful outcomes that take care of people, your organization and the future you care about? We at Altus believe all results, those that you want and those that you don't, are generated by conversations. When conversations are missing, people and results suffer—learning to see the missing conversations is where to begin. Helping you and your teams have the right conversations with the right people to get the results you desire is what Altus is all about. Through in-depth interviews with incredible guests, we explore the power and practices of conversations. In each interview, you'll learn how to see the missing conversations to enhance your leadership influence and impact and ignite a world of difference, one conversation at a time. If you're aiming for bold change and growing your leadership, teams and organization to create extraordinary results, we want to talk to you! Schedule your confidential conversation. altusgrowth.com/contact.2023 Economie
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  • Episode #75: How to Handle Conflict on Leadership Teams: Turning Tension into Trust, Alignment, and Better Results

    Episode #75: How to Handle Conflict on Leadership Teams: Turning Tension into Trust, Alignment, and Better Results
    Apr 9 2026
    What happens to your team when two people are in conflict, and what does it take to get everyone back on track? In this episode of Missing Conversations, Altus executive coaches Dan Winter, Lynette Winter, and Amy Vodarek draw on decades of experience working alongside senior leaders and teams to explore what sits beneath team friction and how it reflects the way a team is operating. They unpack why conflict extends beyond the individuals involved, the cost of side conversations, and what shifts when leaders change how they listen, name their intent, and ask, "Where could I be wrong?" You'll hear practical ways to move from judgment to curiosity, turn reactions into productive action, define and communicate clear standards, and initiate the conversations that shape your team's future. If you're navigating misalignment, strained relationships, or a team not performing at the level you know it can, listen in for what you can do to achieve a better result. Key Moments You'll Want to Hear 00:57: Why leadership teams struggle with alignment and trust. 02:15: How conflict between two executives impacts overall team performance. 04:22: The cost of "the meeting after the meeting" for executive teams. 06:31: How to change your listening from judgment to possibility. 08:56: Why leaders should ask, "Where could I be wrong?"" 15:41: Why high-performing teams make standards of behavior visible. 17:52: How strong teams share responsibility for team health. 21:36: How leaders can effectively influence change within their executive teams. 26:10: What your emotions and mood are really telling you. 28:06: How leaders can turn frustration into productive team conversations. 32:24: How naming your intent builds trust in relationships. 37:17: Final thoughts on what leaders can do when there's an unhealthy dynamic on their team. By the end of this conversation, you'll hear answers to: How do you manage conflict between team members? Managing conflict starts by seeing it as a team dynamic, not a problem between two individuals. When leaders step in to "fix the two people," they miss how the tension is shaping the entire team's ability to coordinate and perform. The more effective move is to bring the conversation back to the team: naming what's happening, getting clear on what the team is committed to, and establishing shared standards for how disagreements are handled. From there, leaders shift how they listen, moving from judging who's right to understanding what each person is seeing, and creating space for a more productive conversation to emerge. Timestamps: 02:15, 06:31, 15:41, 22:05 What can team members do to resolve conflict? Team members don't have to wait for the leader to act. They can take responsibility for the health of the team. That starts with noticing their own assumptions and asking questions like, "Where could I be wrong?" or "What else might be true?" It also means initiating a direct conversation with one of the people involved, sharing how the dynamic is impacting them and the team, and asking, "How can I support you?" or "Are you open to talking this through?" These moves shift the dynamic from frustration and side conversations to shared ownership and forward movement. Timestamps: 08:56, 09:44, 28:06, 37:55 How does conflict impact the whole team? Conflict between two people quickly becomes a team issue. Even when it's not openly expressed, everyone feels it. People start holding back, avoiding certain topics, or working around the tension. The team begins to operate in a mood of frustration or resignation, and conversations move outside the room into "meetings after the meeting." Over time, this erodes trust, weakens alignment, and limits the team's ability to perform at the level they need to. Timestamps: 03:05, 04:22, 12:09 One of the fastest ways to build trust is to name our intent. ~ Lynette Winter About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It's in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose. Because when leaders and teams are truly working together, they expand what's possible and the meaningful impact they can make in their lives, their organizations, and the world around them. You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/ About the Book Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams. Through real-life ...
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    41 min
  • Episode #74: What Problem Are We Trying to Solve? Leadership in the Age of AI

    Episode #74: What Problem Are We Trying to Solve? Leadership in the Age of AI
    Apr 2 2026
    AI is changing the speed of decision-making. It's also asking something new of the people making those decisions. In this episode, executive coaches Pam Fox Rollin and Sharon Richmond talk with Ann K. Klein, a software executive advisor and board member who has spent decades leading at the intersection of healthcare and enterprise technology. From building category-defining platforms at Siebel Systems and Vlocity to guiding companies through major transitions as CEO, Ann brings a rare combination of operator and investor perspective. She shares what she's seeing inside executive teams and boards right now, from how AI is compressing decision timelines to how business models, pricing, and competitive advantage are being redefined. Listen in to hear why the leaders who will navigate the age of AI well are the ones willing to pause, question, and become more intentional about the problems they are solving and the decisions they are making. Key Moments You'll Want to Hear 01:58: The conversations about AI organizations are missing, and the better questions to ask. 05:00: Why are some companies moving faster with AI while others fall behind. 08:55: How AI is changing the way strategic decisions get made at the executive level. 12:35: What happens when every competitor can see the same opportunities at the same time. 15:57: Why so many executives struggle with decision-making, and what it takes to do it well. 22:22: How leaders can slow down thinking without slowing down the business. 25:21: What to do when strategy has to move fast, but also be right. 30:38: How AI is reshaping business models, not just workflows. 37:19: What CEOs can do when investor expectations no longer match reality. 38:53: How executive teams and boards stay aligned when everything is changing fast. By the end of this conversation, you'll hear answers to: How can leaders build trust and alignment around AI strategy? Trust and alignment come from how leaders structure the conversation. The most effective teams start by getting clear on the problem they're solving and why it matters now, rather than jumping straight to the technology. From there, leaders help others make sense of what's changing by communicating in a few clear themes, not a flood of detail. In practice, that often means engaging board members early on important shifts, being transparent about what's still uncertain, and reinforcing that while AI can inform decisions, leadership still owns them. When people understand both the direction and the reasoning, alignment becomes much easier to sustain. Timestamps: 22:22, 25:00, 37:19, 38:53 How is AI changing decision-making for executive teams? AI is compressing the time it takes to analyze information and model scenarios, turning work that once took months into something that can happen in days. As a result, executive teams are being asked to make more decisions, more quickly, often with more visibility into the business than they've ever had before. But the core challenge remains: someone still has to make the decision and be accountable for it. What's changing is what good decision-making requires. Leaders need to understand the assumptions behind the analysis, assess trade-offs clearly, and decide with intention, not just speed. Timestamps: 08:55, 17:36 Why are some companies moving faster with AI than others? The difference is often less about technology and more about how leaders engage. Organizations that move faster tend to have leaders who are curious, willing to make time to learn, and able to step back and rethink the fundamentals of their business. In contrast, others try to layer AI onto existing processes without questioning whether those processes still make sense. There are also real structural differences between industries, but even in large organizations, progress tends to come from leaders who are willing to ask better questions and revisit first principles. That willingness to rethink is what creates momentum. Timestamps: 05:00, 07:10 What problem are we trying to solve? ~ Ann K. Klein About Ann K. Klein Ann Klein is an enterprise executive with expertise in AI/machine learning and CRM (sales, quoting, marketing, service). The bulk of her experience is in the health and insurance industries. As interim CEO of Vineti, a software company offering cell and gene therapy supply chain solutions, Ann led the restructuring and private sale of the company, where she continues to hold a board position (through 2026). Ann was a founding employee (General Manager, Healthcare) at Vlocity (now Salesforce Industries) where she designed and launched the first health application. At Siebel Systems (now Oracle), she created the first healthcare product (for payors), received a patent for group insurance quoting applications, and subsequently managed the health and insurance verticals (across product and go to market). You can connect with Ann on LinkedIn at:https://www.linkedin.com/in/annklein/ About Altus ...
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    46 min
  • Episode #73: Why Teams Struggle with Trust, Feedback, and Alignment, and What Leaders Can Do Differently

    Episode #73: Why Teams Struggle with Trust, Feedback, and Alignment, and What Leaders Can Do Differently
    Mar 26 2026
    Early in his leadership, Michael Saxe-Taller found himself avoiding a difficult team member. Then, he made a decision. He decided to see him differently. The choice didn't just create a better relationship, it reshaped how Michael understood leadership itself. In this episode of Missing Conversations, Altus executive coaches Eva Orbuch and Heather Neely sit down with Michael, a lifelong community builder who spent over a decade as Executive Director of Kehilla Synagogue. Drawing from his roots in community organizing and years of leading through tension, change, and growth, Michael shares what he learned along the way: how trust forms on a team (and why it starts with the leader), how tension spreads when it's left unspoken, how to receive feedback without becoming defensive, and what it takes to lead with steadiness and care when the world around your organization feels anything but stable. Key Moments You'll Want to Hear 02:12: Connection and community: the key drivers of great leadership. 04:16: A story about how leaders build trust with difficult team members. 07:59: Leadership principles to follow no matter the industry. 10:48: How structure creates clarity. 13:19: The real role of an executive leader. It's not authority over people. 15:26: How to build trust across your team. 19:20: The one action leaders can take when your team doesn't know how to talk to each other. 22:46: Why it's so hard for leaders to get honest feedback, and what you can do differently. 26:23: How leaders can stay open instead of defensive in hard conversations. 29:45: The capability leaders need most in complex environments and times. 30:26: What happens to team culture under pressure or crisis, and how leaders can respond. 33:02: How leaders avoid burnout while staying committed to their work. 35:28: What leaders gain from stepping away. By the end of this conversation, you'll hear answers to: How do leaders build trust in teams? Trust on teams begins with the leader. Michael shares that when leaders listen with genuine interest, act with integrity, and create space for people to speak openly, they set the tone for how others relate. As people experience consistency and openness from the leader, they begin to extend that same trust to each other. Over time, this creates a culture where collaboration feels natural and commitments become more reliable. Timestamps: 04:16, 15:26, 17:35, 22:46 What helps leaders receive feedback in a way that strengthens trust and learning? Leaders strengthen their teams when they create an environment where feedback is both welcome and useful. Michael shares that staying present, managing reactivity, and listening for what's true, without needing to immediately defend or explain, opens the door for more honest input. As leaders practice this, teams begin to trust that their perspectives matter, leading to clearer communication, better decisions, and stronger alignment. Timestamps: 22:46, 26:23, 28:38 How can leaders stay grounded and lead effectively during times of uncertainty and pressure? Leadership is tested most when the environment becomes more complex and demanding. Michael reflects on leading through COVID, social tension, and broader societal challenges, and what he noticed in himself and his team. What made the difference wasn't more control. It was staying connected to values, maintaining care for people, and creating space for honest conversation even when things felt strained. At the same time, he highlights the importance of including yourself in the equation, recognizing that sustainable leadership requires attention to your own capacity, energy, and well-being. When leaders stay grounded in what matters, they create steadiness that others can rely on. Timestamps: 30:26, 32:32, 33:02, 35:28 They had to be able to trust me for me to be able to build a culture of them trusting each other. About Michael Saxe-Taller Michael Saxe-Taller is a Berkeley native who has dedicated his adult life to building communities and developing leaders. After more than a decade, he recently stepped down as Executive Director of Kehilla Synagogue, a progressive community of 550 households in Oakland/Piedmont. Previously, Michael served as a community organizer with the Industrial Areas Foundation across Sonoma, Marin, and Napa Counties. His career in strengthening Jewish communities includes roles as Associate Director of Berkeley Hillel, Director of Adult Programs at the JCC in Manhattan, and Program and Membership Director at Congregation Kol Shofar in Marin County. He has also collaborated with numerous alliance-building organizations throughout the Bay Area. You can connect with Michael on LinkedIn at: https://www.linkedin.com/in/michaelsaxetaller/ About Altus Growth Partners At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results. We care deeply about helping leaders and teams ...
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    39 min
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