In this episode, we discuss: The pitfalls on the path to exit. We are joined by Dirk Sahlmer, Head of Origination at saas.group.

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We chat about the following with Dirk Sahlmer:

• How should leaders balance ambitious growth metrics with the realities of current team capacity?
• When does leadership involvement cross the line into micromanagement—and how can you avoid it?
• Can offshoring and distributed teams truly maintain a unified culture and performance standard?
• What does a “bootstrap future” look like, and is it a viable model for scaling sustainably?
• How can a central operations team best support rapid growth without slowing innovation?

• https://www.linkedin.com/in/dirksahlmer/
• https://www.saas.wtf

Dirk Sahlmer is the Head of Origination at saas.group, a serial acquirer of small, capital-efficient SaaS companies. Known for his insightful LinkedIn posts and newsletter articles on SaaS industry trends and M&A topics, he is a respected voice in the SaaS community.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

00:07:06 – Measuring progress towards the future vision

00:10:30 – Leadership decisions in action

00:13:13 – Workforce shifts and offshoring

00:17:57 – The “bootstrap future”

00:20:49 – Building a central operations team

00:22:59 – Avoiding micromanagement

In this episode we discuss: How does AI change the approach to professional development? We are joined by Anna Tavis, Clinical Professor and Chair of the Human Capital Management Department at NYU’s School of Professional Studies.

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We chat about the following with Anna Tavis:

• If career growth is no longer about climbing the ladder, how should we redefine success in professional development?
• Are our current learning systems truly preparing people for real work, or are they just ticking boxes outside the flow of everyday tasks?
• Could AI-powered coaching finally make professional development as personalised and responsive as a sports coach with their athletes?
• What happens to the manager’s role when AI takes over much of the supervision—does it free them to become genuine mentors?
• How do we ensure AI-driven development tools enhance equity and well-being, rather than deepen existing gaps?

• linkedin.com/in/annatavis
• https://www.sps.nyu.edu/homepage/academics/divisions-and-departments/division-of-programs-in-business/human-capital-management/coaching-and-technology-summit.html
• https://www.amazon.com/Humans-Work-Practice-Creating-Workplace/dp/1398604232
• https://www.amazon.com/Digital-Coaching-Revolution-Employee-Development/dp/1398612510

Dr. Anna Tavis is Clinical Professor and Chair of the Human Capital Management Department at NYU’s School of Professional Studies. Recognised on the Thinkers50 Radar (2020) and among the Top 100 Global Influencers in People Analytics (2023, 2024), she co-authored Humans at Work (2022) and The Digital Coaching Revolution (2024).

Her global career spans business, consulting, and academia, including senior roles at Motorola, Nokia, United Technologies, and AIG Investments, as well as faculty positions at Columbia University, Williams College, and Fairfield University.

Her Harvard Business Review articles, “HR Goes Agile” and “The Performance Management Revolution,” co-authored with Dr. Peter Cappelli, have been featured in HBR’s Must Reads, Definitive Management Ideas of the Year, and Agile: The Insights You Need.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

00:13:29 – Defining professional development

00:15:21 – Why traditional tools fall short

00:18:30 – AI-driven coaching in action

00:25:04 – Rethinking career growth

00:30:24 – Responsible AI rollout

In this episode we discuss: Authenticity in Leadership. We are joined by Matthew Stone, from ME Consulting and Creating Liberating Working Cultures.

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We chat about the following with Matthew Stone:

• What message are you sending when you cancel a one-on-one — and is it the one you want employees to hear?
• Could listening more than you speak be the simplest way to strengthen trust and engagement?
• One-on-ones aren’t just meetings — how can they become your most powerful tool for retention and inclusion?
• Without proper training, are managers unknowingly missing the real value of one-on-ones?
• How can ending every one-on-one with clear commitments turn talk into tangible results?

• www.emeiconsulting.com

Matthew has spent decades working with some of the world’s leading organisations supporting their cultural evolution. He has designed and led transformational programmes at Group Board and Executive level on an individual and team basis in the areas of leadership, strategy, delivery and performance management and has advised on the attraction, development and retention of leading industry talent.

Through his direct experience in multiple settings, he understands organisational ecosystems from Board to early careers and their associated challenges. A master coaching practitioner,

Matthew has spent his life exploring and embracing techniques and philosophies from around the world committing his life to building and refining approaches to individual and collective development. These include an understanding of who we are and who we could be at depth, pathways that engineer our optimal development and the interplay of peer to peer development.

To learn more about Beth and Brandon or to find out about sponsorship opportunities click here.

18:14 – Curiosity over metrics in accountability conversations

31:06 – The starting point for emotional intelligence

35:28 – Building trust during onboarding

36:42 – The value of executive coaching

38:46 – Vulnerability as a leadership tool

41:26 – Preparing for difficult conversations

43:36 – One takeaway for leaders