"When you align individual motivation with the broader mission, that’s when magic happens and teams thrive.” - James Thorman

What does it take to lead a team with purpose, ignite individual motivation, and build a thriving, high-performing culture? In this episode of Transformative Leadership Conversations, James Thorman, a seasoned leader with a wealth of experience from his time at A Place for Mom and other roles, joins me to dive deep into the core elements of effective leadership. He explains how understanding the unique motivations of individuals within a team is crucial for achieving collective success. Through thoughtful leadership strategies and a commitment to aligning personal and organizational goals, James explores how teams can be nurtured to reach their full potential. He shares valuable insights into building a team culture that fosters growth, collaboration, and high performance. From senior leadership lessons to practical tools for day-to-day team dynamics, James provides a comprehensive look at what it takes to lead a motivated team that is driven by both personal satisfaction and the company's mission.

Hear James and I discuss:

• Understanding Motivations: James reflects on an early lesson in his career, learning from his colleague Tatiana that people’s motivations differ and aren’t always aligned with our own. He emphasizes how crucial it is to understand those differences to unlock the full potential of your team.
• Aligning People with Purpose: As leaders, it’s vital to connect personal motivations with the greater mission of the organization. James elaborates on the importance of ensuring that individual goals align with company goals. When people are invested in the purpose and mission, their drive to succeed becomes much stronger.
• The Importance of Company Ethos: As you rise through the ranks, James explains the need to deeply understand your company’s ethos and what it will take to achieve its goals. If leaders don’t understand the mission, they risk setting their teams up for failure. He underscores how integral it is to create an environment that reflects and supports this ethos.
• Effective Leadership Strategies: James talks about some of the specific leadership practices he has found most effective in motivating teams. From setting the right tone at the top to helping employees identify what excites them, he discusses actionable insights on how to get the best out of your team.
• The Role of the Senior Leader: James shares his thoughts on the responsibilities of senior leaders in fostering team success. He talks about how understanding the broader company mission and helping employees connect to that mission is one of the keys to motivating a high-performing team.
• Building High-Performing Teams: One of the most rewarding aspects of leadership, according to James, is when everything clicks into place—when the team starts thriving, collaborating effectively, and engaging with each other. He talks about the iterative process of building a successful team, where learning and growth are constant, and how critical it is to have the right mix of motivation, mission alignment, and structure.
• Creating an Environment for Success: As much as individual motivation is important, James emphasizes that creating the right structure, cadence, and environment is just as critical. With the right team fit and the appropriate resources, teams are more likely to thrive in the long run.
• The Importance of Explicit Communication: James and Winnie discuss how senior leaders can create more effective teams by engaging in open, explicit conversations about motivation. They explore how asking team members what excites them or where they find their energy can lead to deeper, more productive discussions that help leaders tailor roles and expectations to each person’s strengths.
• The Long-Term Rewards of Team Alignment: James reflects on the ultimate payoff when everything aligns—motivated individuals, aligned company goals, and a culture that supports growth and high performance. When this happens, teams not only succeed but thrive in ways that benefit both individuals and the organization as a whole.

Resources

James Thorman on LinkedIn | A Place for Mum website

Winnie da Silva on LinkedIn | On the Web | Substack I Email - winnie@winnifred.org

"Leaders can't motivate people—and nor should they. But what you can do is foster an environment where intrinsic motivation can thrive." - Winnie da Silva

What if I told you that motivating your team isn’t your job? It sounds counterintuitive, right? As a leader, your instinct is to inspire your team to perform at their best—but real, lasting motivation comes from within. In this episode of Transformative Leadership Conversations, I challenge the traditional view of leadership by flipping the script: instead of motivating your team, focus on creating an environment where intrinsic motivation can thrive. Through meaningful one-on-one conversations, leaders can help team members clarify what drives them, align work with their passions, and ultimately improve engagement and performance. Motivation isn’t a one-size-fits-all approach—it’s personal, dynamic, and deeply impactful when done right.

Listen to me talk about:

• Motivation is Personal - What motivates you may not motivate your team. That’s okay—and understanding this is the first step to unlocking better performance and engagement.
• Leaders Can't Motivate People—And They Shouldn’t - Your role as a leader is not to "motivate" others. Instead, it's about creating the conditions where intrinsic motivation can flourish.
• Meaningful Conversations Drive Engagement - When was the last time you had a one-on-one conversation with a team member about what truly drives them? These conversations are key to building trust, uncovering motivators, and reigniting engagement.
• Intrinsic Motivation Matters More Than Perks - People are most engaged when their work aligns with intrinsic motivators like autonomy, purpose, and progress—not just external rewards like paychecks or promotions.
• Shared Responsibility: Team Members & Leaders - Motivation is a two-way street. Team members must reflect on what they want, communicate openly, and take initiative, while leaders must facilitate clarity, encourage ownership, and provide support.
• Practical Steps for Leaders:

I share a step-by-step guide for holding motivational one-on-one conversations:

• Clarify what’s important – Help team members articulate what matters most to them.
• Define the gaps – Identify where their current experience falls short of their desires.
• Problem-solve together – Collaborate to find actionable ways to align work with motivators.
• Powerful Reflective Questions for One-on-Ones - Here are six questions you can ask to help your team members uncover what drives them:
• At this point in your life and career, what are the two to three most important things you want from your job?
• On a scale of 1 to 10, how satisfied are you with your current job? What would it take to get closer to a 10?
• What parts of your job do you enjoy the most? The least?
• If you could change your job to make it more rewarding, what changes would you make?
• What’s one thing you’re not getting enough of from your work?
• What have you noticed about how your motivators have evolved over time?

Winnie da Silva on LinkedIn | On the Web | Substack I Email - winnie@winnifred.org

"Diversity of thought is very powerful. I aggressively seek out people that don’t think like me and are polar opposites of me. That’s the only way to pull yourself out of your own corner." - Mauhan Zonoozy



What if the biggest barrier to innovation isn’t a lack of ideas—but a fear of permission? In this episode of Transformative Leadership Conversations, I sat down with Mauhan Zonoozy, a strategic advisor and expert in innovation and venture building. Mauhan shared bold perspectives on why permission is a sneaky barrier to innovation—and how leaders can break free from it. We explored why people often wait for a "green light" before acting, how fear of failure holds companies back, and why the best ideas don’t come from rigid playbooks but from fresh thinking and risk-taking. Mauhan also gave us a behind-the-scenes look at how revolutionary leaders think differently, take big bets, and build the kind of confidence that fuels game-changing moves.

Hear Mauhan and I discuss:

• Stop Asking for Permission: Many people feel the need to ask for permission before taking action—but innovation thrives when people are empowered to move forward without it. This shift in mindset can be transformative for individuals and teams.
• The Illusion of Wanting Change: Companies often say they want innovation but get cold feet when change feels risky. Leaders need to recognize this pattern and push through it to create real impact.
• Fear is the Real Enemy: Playing it safe is the quickest way to stall innovation. Leaders and teams must be comfortable with the unknown and be willing to face failure head-on. Mauhan reminds us, "If you play scared, that's how you get hurt."
• Innovation Isn't a Playbook: While processes and frameworks have their place, real innovation happens when people are given space to think freely. A blank piece of paper and sticky notes may be all you need to spark groundbreaking ideas.
• Diversity of Thought is a Superpower: To break out of narrow thinking, you need to bring in diverse perspectives and people who challenge your assumptions. True creativity comes from constructive friction, not echo chambers.
• The Courage to Take Big Bets: Revolutionary executives don’t just play it safe—they take risks, often against conventional wisdom. Mauhan points to Amazon’s famous decision to invest in AWS as an example of bold, visionary thinking that changed the industry.
• The Hard Truth About Failure: It’s easy to talk about "embracing failure," but living it is much harder—especially when investors or reputations are on the line. True innovators push past the discomfort and stay committed to the process.

Resources

Mauhan Zonoozy on LinkedIn | On the Web | X (Twitter)

Winnie da Silva on LinkedIn | On the Web | Substack | Email