Lenny's Podcast / episode intelligence
Speakers in the public record
Claim mix
Evidence policy
Every row below preserves an exact excerpt. Identified speakers are linked; unresolved voices are labeled and excluded from people counts.
Claim ledger
16 published records
01 / recommendation
“Leading Intelligent Teams is one, Liberating Structures is another one, and of course, Transitions by William Bridges. I also like the Leader's Guide to Participatory Decision-Making.”
02 / recommendation
“I was doing it in London. And yeah, I love thrifting, Salvation Army, Goodwill, any of these places that we have in many of the US cities, the Humana line of stores that I've been to in Europe and other places.”
03 / belief
“Your mileage may vary there, but the general idea that the company is doing well, you're growing and changing, you're trying to make things happen, I think is definitely the space I'd rather be in than the opposite.”
04 / commitment
“We are going to allocate the resources from our component-based teams into these different projects.”
05 / belief
“I feel like just people underestimate the opportunities and benefits of change, and I think that we see it as a scary thing.”
06 / belief
“I think we've helped a lot of people feel better about the endless change that they're probably going through right now.”
07 / prediction
“Okay, so I definitely want to get into the five types of reteaming as you described, but before we get there, what I find with reorgs and change is that it often leads to the biggest career opportunities because there's new roles to be filled.”
08 / preference
“We did a lot of fun stuff like that, and you could work with different people, build these larger relationships, which later makes it easier for reteaming, because then later if you reteam, you're not strangers with people, so you want to cultivate the community.”
09 / commitment
“We got to focus on this people layer because reteaming is inevitable. We might as well get better at it because we're going to have to deal with it.”
10 / recommendation
“Also with one by one, when people join, you also need to pay attention to the people who are already there and it's good for them to know when someone is joining the company; that it shouldn't be a surprise. So visualizing the hiring and the opportunities is something that I think is a really good idea.”
11 / evaluation
“" I think sometimes I get hard on myself or have very high expectations kind of achiever mentality, and I've learned through the years that it's okay to slow down.”
12 / recommendation
“Have that as part of how you operate, building this team redundancy and switching, because then it frees people to not be the only owner of a system and chained to a system.”
13 / prediction
“No one knows it's coming. And I think the reason they do that is because they don't want to distract anyone and they don't want anyone to start freaking out until it's like, "Here's the final plan.”
14 / recommendation
“In other cases at the team level, maybe you have a retrospective and you determine, "Hey, I think we'd be a bit more effective and we'd be able to deliver at a better cadence if we were two teams instead of one team.”
15 / preference
“I don't like the thought of companies downsizing or having layoffs or anything like that, but I think to myself, well, have multiple owners of a system.”
16 / prediction
“" I think that really helps because sometimes you might think, "Oh, no one's going to want to work on this.”