Future Of Work Mastery (ex Enterprise Agility Mastery)

Discover why relying on corporate training alone can stunt your career growth. Learn to treat yourself as the product and owner of your journey. The hosts unveil the importance of personal responsibility and self-directed learning in a competitive landscape. They discuss how to create effective learning pathways with AI and highlight the value of mentorship and genuine expertise. It's a compelling call to take charge of your professional development for lasting success in an ever-evolving job market.

In this episode, Ian Banner and Steve Forbes tackle one of the most contentious debates in modern software development: why teams are slowly moving from traditional Scrum practices. Drawing from the latest State of Agile Report data, they reveal how Scrum adoption has plummeted from 58% to 51% whilst Kanban and custom frameworks surge ahead.But this isn't another "Agile is dead" rant. Instead, Ian and Steve make a provocative case that whilst Agile principles remain vital, lockstep time boxing has become a relic of the 1990s. They explore how modern tools—from Git to AI—have fundamentally changed the game, making two-week sprints feel like an eternity in today's development cycles.The conversation dives deep into practical alternatives, from "sneaky peeks" for product owners to strategic six-week reviews for stakeholders. Steve shares war stories from teams that have successfully implemented mixed cadences, whilst Ian provides hard-won insights about avoiding the "Frankenstein hybrid" trap that combines the worst of all methodologies.This episode offers a blueprint for evolving beyond rigid frameworks whilst maintaining the discipline that makes Agile effective.Chapters00:00 Introduction and Initial Thoughts06:01 Transitioning from Scrum to Kanban12:04 Defining Agile Frameworks17:57 The Evolution of Software Development Practices25:57 Retrospectives: Frequency and Necessity34:47 Planning: Short-term vs Long-term Perspectives40:51 Strategic Value and Measuring SuccessThe latest State of Agile Reporthttps://linktr.ee/ianbanner This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

Ian Banner teams up with Erik Hansen from Seattle and Maria MacCloud from New York to tackle one of the most costly leadership challenges in the knowledge economy: the inability to switch between tactical execution and strategic vision seamlessly. Drawing from real-world examples of decision paralysis and organisational dysfunction, they explore why most leaders excel at either firefighting or long-term planning, but rarely both simultaneously. Eric shares insights about how Scrum methodology can build "varifocal" thinking into team DNA, while Maria introduces the powerful OODA loop framework for faster organisational orientation. Ian reveals his personal journey from tactical firefighter to strategic thinker, including the uncomfortable realisation that he might have let some fires burn just to look heroic. Together, they unpack the warning signs of temporal misalignment, the art of "reading the room's timeframe," and practical techniques for building what they call "bifocal teams" that can execute brilliantly whilst maintaining strategic context. Whether you're struggling with endless prioritisation debates, watching brilliant teams argue past each other, or trying to connect daily execution with quarterly objectives, this conversation provides actionable frameworks for developing temporal intelligence. Click the audio link to discover which timeframe you default to and learn how to build the competitive advantage of "bifocal leadership."Chapters00:00 Introduction to VariFocal Leadership02:52 The Tension Between Short-Term and Long-Term Goals05:58 The Importance of Team Collaboration09:01 Reading the Moment: Understanding Context11:51 Utilising Scrum for Focal Leadership14:49 The OODA Loop and Its Relevance18:06 Empowering Teams to Be Very Focal20:46 Wrap-Up and Key Takeaways This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

IntroductionIan Banner and Steve Forbes explore a revolutionary approach to leadership that most MBA programs never teach. Steve shares his fascinating research journey into why cultures become toxic and how leaders often get trapped in inappropriate archetypes for their situations. Ian brings his characteristic energy and real-world examples, including stories about cement trucks, Yoda's backwards speech patterns, and why some coaches claiming to "speak truth to power" are just wearing grown-up clothes. Together, they map out practical frameworks for conscious archetype switching that C-level leaders can implement immediately. Whether you're struggling with organisational dysfunction, leading transformation initiatives, or want to expand your leadership toolkit beyond traditional command-and-control models, this conversation provides actionable insights for the future of work. You can listen to discover which archetype you default to and learn how to consciously shift your leadership stance based on your organisation's needs.TakeawaysLeadership requires different stances; one size doesn't fit all.Toxic cultures often stem from leaders not adapting their archetypes.The Sage archetype brings wisdom and insight, guiding others.The Magician archetype catalyses change and transformation.The Lover archetype fosters connection and empathy among team members.The Jester archetype disrupts patterns and encourages playfulness.The Knight archetype embodies courage and the pursuit of quests.The Everyman archetype promotes inclusivity and teamwork.The Caregiver archetype nurtures and supports team members.The Ruler archetype establishes order and clarity in leadership.Chapters00:00 Introduction to Leadership Archetypes02:52 Exploring Toxic Cultures and Leadership Styles06:04 The Twelve Archetypes of Leadership09:05 Deep Dive into the Sage Archetype12:02 Understanding the Magician Archetype15:06 The Lover Archetype: Building Connections17:56 The Jester: Disruption and Playfulness20:54 The Knight: Quest and Achievement23:46 The Everyman: Team Player26:56 The Caregiver: Nurturing and Support29:51 The Ruler: Order and Control33:13 The Creator: Innovation and Imagination36:05 The Explorer: Seeking New Horizons38:11 The Rebel: Challenging the Status Quo This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

In this episode, Ian Banner and Steve Forbes dive deep into one of the most practical frameworks for building authentic organisational culture: the Care Ladder. Moving beyond generic corporate values that gather dust on office walls, they explore how teams can discover what they genuinely care about and turn those insights into powerful decision-making tools.Steve introduces the Care Ladder concept—a prioritised hierarchy of team values that forces hard choices and creates real clarity when competing priorities clash. Ian shares creative facilitation techniques, from bubble sorting to physical movement exercises, that help teams uncover their authentic values through structured discovery processes.The conversation reveals why cultural change must occur indirectly through values, behaviours, and systems rather than through top-down mandates. They explore the ancient wisdom of "know yourself" and how team self-knowledge becomes the foundation for sustainable transformation. Whether you're leading organisational change or trying to align your team around shared priorities, this episode provides actionable frameworks you can implement immediately.Chapters00:00 Introduction to Care Values01:02 Understanding the Care Ladder04:56 Implementing the Care Ladder in Teams09:59 Facilitating Team Values Discussions16:38 The Relationship Between Values and Culture18:56 Indirectly Changing Culture Through Values23:48 Conclusion: The Importance of Caring in Teams This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

IntroductionIn this episode of Future of Work, Ian Banner and Steve Forbes dive into one of leadership's most challenging dilemmas: the tension between caring deeply and focusing strategically. They explore why leaders must be intentionally selective about what they care about rather than trying to care equally about everything.Drawing on insights from business titans like Warren Buffett, Satya Nadella, and Yvon Chouinard, Ian and Steve unpack the paradox that caring about everything often means you effectively care about nothing. Their conversation explores how successful organisations, from Google to Patagonia, convey their values through carefully chosen priorities, thereby creating clarity and alignment.Whether you're struggling with meeting time boxes that seem sacred in agile environments or trying to establish organisational values that actually drive behaviour, this episode offers practical frameworks for determining what truly deserves your attention. As Steve notes, "We should definitely care, but we should be intentionally selective about what we care about."Listen now to discover how to create your own "care ladder" – a strategic prioritisation approach that can transform your leadership effectiveness and organisational culture.TakeawaysCaring is essential for effective leadership.Empathy enhances innovation and potential.It's impossible to care about everything.Focus on outcomes rather than processes.Selective caring helps prioritize what matters.Public values may differ from private values.Intentionality in caring defines company culture.Team agreements should reflect collective priorities.Caring deeply fosters trust and respect.Successful people prioritize what they care about.Chapters00:00 The Dichotomy of Caring: An Introduction02:55 The Importance of Caring in Leadership05:40 The Burden of Caring: When Too Much is Overload09:06 Caring vs. Not Caring: Finding Balance11:53 The Power of Selective Caring14:44 The Care Ladder: Prioritizing What Matters16:19 Public vs. Private Values in Organizations18:57 Intentional Caring: Defining Team Values22:18 Company Values: What Do They Really Care About?25:03 Conclusion: The Importance of Intentionality in Caring This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

Thanks to Ian for generating This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

SummaryIn this episode, the Future of Work crew discusses the evolving dynamics of teams, emphasising the 51% principle where a smaller number of highly engaged individuals can outperform larger teams. They explore the roles of givers, takers, and matchers in relationships, the importance of unstructured time for building trust, and how AI can enhance personal connections and note-taking. The conversation also highlights the significance of creating bonding opportunities within teams to foster collaboration and emotional intelligence.Takeaways* The 51% principle suggests that fewer, highly engaged team members can achieve more than larger teams.* Generosity and altruism lead to greater success in both personal and professional lives.* It's important to ensure reciprocity in relationships to avoid being exploited as a giver.* Unstructured time is crucial for building trust and deeper connections among team members.* Open-ended questions facilitate more meaningful conversations and connections.* AI tools can help capture and organize personal information about colleagues for better interactions.* Creating bonding opportunities in teams can enhance collaboration and trust.* Team dynamics can shift based on the roles of givers, takers, and matchers.* In-person bonding events can strengthen team relationships beyond work-related tasks.* The use of AI in note-taking can streamline the process of remembering personal details about colleagues.Chapters00:00 Introduction and Team Dynamics03:08 The 51% Principle and High-Performance Teams06:06 Givers, Takers, and Matchers in Relationships09:10 Unstructured Time and Building Trust12:07 AI in Team Interactions and Note-Taking18:08 Creating Bonding Opportunities in Teams22:07 Utilizing AI for Personal Connections27:07 Final Thoughts and Reflections This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

In this episode…What really makes a team a team? In a fast-moving world of AI tools, remote work, and endless meeting invites, the answer might surprise you. In this lively conversation, Ian Banner and Stephen Forbes strip team-building back to its essentials: shared purpose, trust, and the quiet power of unstructured time.They explore why the best teams in 2025 might only need three people, how to intentionally foster connection, and why being a “51% person” can transform team culture. You’ll hear stories from the front lines of enterprise coaching and agile transformation, including practical metrics like the “six and twenty-four hour” rule for trust, and why high-functioning teams always create shared history—whether in an office or on Zoom.This episode isn’t theory. It’s packed with field-tested insights for C-level leaders, enterprise coaches, and transformation pros who want better outcomes and more resilient teams in the era of AI and hybrid work. If you’ve ever wondered why some teams click and others stall, or how to build culture with fewer people and more impact, this one’s for you.TakeawaysA team is defined by the strength of individual relationships.Team size can impact the effectiveness of collaboration.Unstructured time is essential for building connections.The 51% principle encourages individuals to put in more effort in relationships.Common purpose unites teams and drives performance.Shared history enhances team cohesion and effectiveness.Effort in relationships can lead to better team dynamics.Smaller teams may foster stronger connections.Unstructured interactions can lead to deeper understanding.Intentionality in building relationships is crucial for team success.Chapters00:00 The Essence of Team Dynamics03:07 The Role of Unstructured Time in Team Building06:01 The 51% Principle: Effort in Relationships09:11 Navigating Team Relationships and HistoryFor links and show notes, please go to https://linktr.ee/ianbannerThanks for reading The Future of Work Mastery! This post is public so feel free to share it.Thanks for reading The Future of Work Mastery! Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit futureofwork.site

The discussion dives into how AI transforms workplaces, emphasizing the need for hands-on experience. Leaders are urged to empower teams for creative engagement with AI tools. The concept of vibe coding showcases how AI can assist in coding tasks, while listeners are encouraged to tackle challenges to unlock their potential. They explore AI not as a threat, but as an augmentation tool. Additionally, there's a fascinating look at using AI for storytelling, touching on its evolution toward human-like communication. It's about building with AI to truly understand its capabilities.