#21 Burnout is Not Caused by Workload, with Katherine Dudtschak, Former Banking CEO & Conscious Leadership Advisor

#25 AI Transformation Without Losing Culture with Chris Farr, Operations Executive at Invision Technologies

In this episode of the Built by People Leaders podcast, host Daria Rudnik speaks with Chris Farr, Operations Executive at Invision Technologies, about leadership, organizational growth, and how HR can become a true operational partner during periods of rapid change and AI transformation. Drawing from his experience leading teams in the MSP and technology space, Chris shares practical insights on scaling businesses without losing culture, building trust during uncertainty, and why communication is the foundation of effective leadership. The conversation explores how HR supports growth far beyond hiring — through onboarding, process building, coaching leaders through difficult conversations, and helping organizations maintain alignment during constant change. Chris also discusses the importance of leaders listening to employees instead of making decisions in isolation, and why trust must be built long before companies face restructuring, mergers, or other difficult transitions. Takeaways * Trust must exist before organizations go through change — employees accept uncertainty more easily when leadership credibility is already established. * HR creates the most value when it helps scale culture, communication, and operational consistency during growth. * Leaders make better decisions when they stay close to frontline employees instead of operating in isolation. * Successful AI adoption starts with improving employee efficiency and reducing repetitive work, not replacing people. * Companies need clear AI governance and employee education to avoid security, compliance, and operational risks. * AI transformation is ultimately a leadership and communication challenge as much as a technology challenge. www.invtech.com [http://www.invtech.com] https://www.linkedin.com/in/chris-farr-409b3585/ [https://www.linkedin.com/in/chris-farr-409b3585/] Chapters 00:00 Introduction to the Podcast and Guest 01:08 Chris Farr's Leadership Journey 01:58 The Role of HR in Organizational Growth 03:15 Strategic Support from HR 04:25 Shared Responsibility for Company Culture 04:55 Successful HR Partnerships 06:07 Collaboration Between HR and Business Leaders 06:56 Finding Balance in HR Leadership 08:18 The Essence of Great Leadership 09:36 Learning from Leadership Experiences 10:31 Navigating Change in Fast-Growing Companies 11:05 Supporting Employees Through Change 12:25 Handling Uncertainty and Transparency 14:58 AI's Impact on Workplaces 16:01 AI as a Tool for Efficiency 17:52 AI Adoption in Organizations 20:19 The Role of AI Officers 22:17 HR's Role in AI Transformation 24:04 Building AI Governance 25:01 Rapid Fire Questions and Conclusion

#24 Hiring Executives in 2026: What Startups Keep Getting Wrong — with John Pezoulas, Co-Founder of Ready Set Exec

In this episode of the Built by People Leaders podcast, host Daria Rudnik speaks with John Pezoulas, co-founder and managing partner of Ready Set Exec [https://readysetexec.com/], about the realities of executive hiring in startups and scaling companies. With from more than 20 years in recruitment and executive search, John shares why recruiting is ultimately about helping people find opportunities where they can succeed — not just filling roles. The conversation explores how startups often overhire for titles they don’t actually need yet, why great recruiters rely more on curiosity and research than industry background alone, and how executive turnover can quietly damage business momentum and team trust. John also explains why founders need to balance ambition with realistic compensation, how employer branding became essential for attracting senior talent, and why companies should treat recruitment as a long-term culture-building exercise rather than a transactional process. Takeaways * Strong recruiters succeed because they learn fast, not because they already know every industry. Curiosity, research, and the ability to deeply understand a business matter more than starting as a subject-matter expert. * Startups often hire for aspirational titles instead of current business needs. A company may not need a C-level executive yet — sometimes a strong director plus fractional leadership creates better results at an earlier stage. * Executive turnover creates hidden operational costs beyond replacement fees. Every leadership change disrupts trust, team dynamics, decision-making speed, and institutional knowledge across the company. * Employer branding is no longer optional for startups hiring senior talent. Candidates increasingly evaluate founders’ visibility, company reputation, and online presence before considering high-risk opportunities. * Recruitment is fundamentally a culture-building function. Every leadership hire reshapes how teams collaborate, communicate, and perform together over time. https://www.linkedin.com/in/johnpezoulas/ [https://www.linkedin.com/in/johnpezoulas/] readysetexec.com [http://readysetexec.com] Chapters 00:00 Introduction to Recruitment and Career Paths 02:22 The Satisfaction of Recruitment 05:38 Understanding the Role of Recruiters 06:27 The Importance of Industry Knowledge 10:09 Consultation and Strategy in Executive Search 14:29 Navigating Startup Hiring Challenges 20:01 Retention of Executive Leaders 23:50 The Cost of Turnover in Leadership 26:52 Onboarding and Team Dynamics 27:50 Job Market Predictions for 2026

#23 Why Most L&D Fails (And How to Fix It) with Jason Aydelott, Fractional Chief Learning Officer

In this episode of the Built by People Leaders podcast, host Daria Rudnik speaks with Jason Aydelott, Fractional Chief Learning Officer and L&D strategist, about how Learning & Development can evolve from a cost center into a measurable business driver. Drawing on over 25 years of experience, Jason explains why most L&D functions struggle to prove impact—and how shifting from content creation to performance consulting changes everything. The conversation explores how to align learning initiatives with real business KPIs, why measurement should not start with tools but with design, and how L&D leaders can influence decision-making by asking better questions instead of pushing solutions. Jason also shares a practical example of redesigning onboarding to cut training time in half while doubling speed to proficiency. The episode also dives into the future of work in the age of AI—how organizational structures are flattening, why individual contributors are becoming managers of AI agents, and why “soft skills” should be reframed as critical human skills that drive business outcomes. Takeaways * L&D proves its value when it starts with business KPIs, not training needs. ROI becomes clear when learning is directly tied to performance metrics like revenue, CSAT, or time to proficiency. * Measurement doesn’t fix bad design. If learning isn’t built around real outcomes from the start, no AI tool or dashboard will make it look valuable later. * Asking better questions is more powerful than pushing solutions. L&D becomes strategic when it uncovers root causes instead of blindly delivering requested training. * AI won’t replace people—but it will change what “individual contributor” means. Employees will need leadership-level thinking to manage AI agents effectively. * Most training fails because it focuses on content instead of practice. Real performance improvement comes from building experiences, not delivering information. You’ll also learn how AI is reshaping leadership, why “soft skills” should be redefined as human skills, and how L&D leaders can step into a strategic role within the organization.   https://jasonaydelott.com/ [https://jasonaydelott.com/]  https://www.linkedin.com/in/jasonaydelott/ [https://www.linkedin.com/in/jasonaydelott/]

#22 Leading Through Change & Career Growth with Ochuko Dasimaka, Global HR Leader at Rio Tinto

In this episode of Built By People Leaders, Daria Rudnik sits down with Ochuko Dasimaka, Career Strategist, HR Leader, and Founder of Career Heights Consulting, to explore what it really takes to build a successful career—and lead people through complex organizational change. With experience across global companies like Shell, Amazon, Unilever, and Rio Tinto, Ochuko shares her perspective on navigating large-scale transformations, including restructurings and business closures, while maintaining trust, transparency, and dignity for employees. The conversation dives into the evolving role of HR as a strategic partner, not just a support function, and how leaders can take real ownership during difficult moments like layoffs and organizational shifts. Ochuko also brings her expertise in career coaching, sharing how professionals can take control of their career paths and position themselves for long-term growth. Key topics include: * How to lead people through restructurings and layoffs with empathy * Why transparency and overcommunication matter in times of change * The role of HR as a strategic partner (not a “cleanup” function) * How to align leadership accountability during difficult decisions * Career strategy: becoming the CEO of your own career * Supporting employees through transitions and redeployment https://www.linkedin.com/in/ochukodasimaka [https://www.linkedin.com/in/ochukodasimaka?utm_source=share_via&utm_content=profile&utm_medium=member_android] Www.careerheights.org [Www.careerheights.org]  https://www.instagram.com/careerheights/ [https://www.instagram.com/careerheights/?from_lookaside=1]

#21 Burnout is Not Caused by Workload, with Katherine Dudtschak, Former Banking CEO & Conscious Leadership Advisor

What happens when success is no longer enough? In this deeply personal and thought-provoking conversation, Daria Rudnik speaks with Catherine Dudtschak—former banking CEO turned Conscious Leadership Advisor—about the hidden cost of high performance and the journey toward authentic, essence-led leadership. After more than 30 years in executive leadership, Catherine shares how burnout, identity suppression, and a personal breaking point led her to redefine leadership—not as control or performance, but as integration, presence, and purpose. Together, they explore what it really takes to build human-centered organizations, why most companies still operate from fear, and how leaders can move toward a more sustainable, inclusive, and regenerative way of working. This episode is for leaders who have mastered the external game—and are ready for something deeper. Key Takeaways * Sustainable leadership starts with inner integration, not external achievement. Your effectiveness as a leader is defined less by your skills and more by how aligned you are with your true self. * Burnout is not caused by workload—it’s caused by misalignment. When people operate too long from roles and expectations instead of their essence, breakdown becomes inevitable. * Organizations operate from two modes: fear or nurturing. Fear-driven systems create competition and fragmentation. Nurturing systems create resilience, collaboration, and long-term value. * Culture transformation must be CEO-led—but HR is the amplifier. Without personal evolution at the top, cultural change remains superficial and unsustainable. * Human potential cannot be measured by experience alone. True capability comes from the integration of three dimensions: essence, physical/inherited self, and lived experience. * Most transformative leaders are shaped by personal crisis. Deep leadership evolution often begins when identity breaks—and a more authentic self emerges. https://sincerelykatherine.com/ [https://sincerelykatherine.com/]  https://www.linkedin.com/in/katherine-dudtschak-icd-d-7673a036/ [https://www.linkedin.com/in/katherine-dudtschak-icd-d-7673a036/]    Chapters 00:00 Introduction to Conscious Leadership 01:37 Catherine's Journey: From Banking to Authentic Leadership 07:51 The Importance of Embracing One's Essence 13:50 Creating Inclusive Workplaces: Real-World Examples 19:01 The Role of Leadership in Cultural Change 23:14 The Human Condition: Collaboration vs. Competition 38:54 Conclusion and Key Takeaways