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James Felton & Keith Hadley created this podcast to create a space for executives, consultants and coaches to share their wisdom, stories, and advice, focused on organizational health and best practices for leaders. They are both Executive Consultants at The Table Group, committed to helping create successful companies, with cohesive teams, and engaged employees. Listen to the podcast on every platform @ The Organizational Health Advantage or watch on YouTube @OrgHealthAdvantagePodcast
In this episode, Keith and James explore one of the most important mindset shifts leaders can make: to see yourself as a victim of circumstances or as an agent of change.The conversation centers on three simple but powerful questions: What is our current reality? What needs to change? And what is my responsibility in making that happen?
What does “Working Genius” look like at the leadership level? In this episode, Keith and James explore which types of work leaders must personally own—and which they can delegate.They make the case that leaders don’t need to excel at all six Working Genius areas, but they must take responsibility for three critical roles: creating space for wonder, driving discernment to clear decisions, and ensuring teams stay focused through galvanizing.Along the way, they unpack common leadership pitfalls—like skipping strategic thinking, overvaluing personal ideas, or failing to maintain momentum after decisions are made—and offer practical ways to lead more intentionally based on your strengths.A sharp, thought-provoking conversation for leaders looking to better understand their role in driving clarity, focus, and execution.
Rapid growth and acquisitions don’t strengthen organizations on their own—alignment does. In this episode, George Abatjoglou of EMSMC shares how the company transformed from a collection of regional EMS service providers into a unified national organization, and how organizational health became the foundation for navigating change, building trust, and creating lasting alignment across teams. From defining a purpose employees could genuinely connect to—“helping first responders answer the call”—to integrating teams across multiple acquisitions and countries, this conversation explores what it really takes to scale culture intentionally.George also dives into the practical side of embedding organizational health into daily operations through leadership cascades, recognition systems, storytelling, and values-driven communication that moved beyond posters and mission statements. A must-listen for leaders managing growth, acquisitions, remote teams, or culture transformation while trying to keep people connected to meaningful work.
How do great leaders prepare for and run effective offsites? In this episode, Keith and James break down the principle of “Go first, Go last,” showing how leaders can set the tone with vulnerability and clarity, create space for real discussion, and step in at the end to drive decisions.They share practical techniques for signaling decision confidence, encouraging honest dialogue, avoiding influencing the room too early, and balancing the dual role of participant and facilitator.While centered on offsite preparation, these insights apply to any team setting—helping leaders build alignment, foster better conversations, and drive more decisive outcomes.
In this episode of the Org Health Advantage podcast, Keith and James sit down with Ryan Wall, CEO of FHI, to explore his leadership journey in a multi-generational, family-owned business and the role organizational health has played in its evolution. He shares how FHI grew from a labor provider into a broader supply chain solutions company, navigating rapid growth and shifts in its business model while staying grounded in its foundation of "Hard Work Done Right".Ryan outlines the team norms that reshaped how the leadership team operates, including “Team One” and “Giddy Up,” and explains the company’s strategic anchor of “Lead from the Heart,” which guides decisions through service, care, and measurable impact. The conversation also highlights the influence of his father, the company’s founder—a visionary, high-intensity leader—and how Ryan has developed his own leadership style by bringing greater clarity, structure, and intentional vulnerability.Along the way, he addresses key leadership challenges while offering practical insights on building aligned teams through clear norms, structured meetings, disciplined decision-making, and well-defined purpose, values, and strategy.
Growth doesn’t break companies—lack of clarity does.In this episode, Jason McCann, CEO of Vari, shares how the company scaled rapidly and how organizational health became the key to navigating both rapid growth and major disruption. From defining core values to leading through crisis, this conversation reveals how clarity and culture drive long-term success.He also dives into what it really takes to lead at scale—from maintaining alignment across teams to consistently reinforcing values when pressure is highest.A must-listen for founders, executives, and anyone building teams in high-growth environments.
What really gets in the way of high-performing teams?In this episode, Keith and James unpack the Five Behaviors of Cohesive Teams—and more importantly, the common habits, fears, and cultural patterns that prevent teams from actually living them out. From a lack of vulnerability and avoidance of healthy conflict to unclear decision-making and weak accountability, they explore why teams struggle and how to move forward.If you’re a leader or team member looking to build stronger trust, have better conversations, and drive meaningful results, this episode will challenge you to lean into the discomfort that real teamwork requires.
Clarity is the stabilizing force inside high-performing organizations — but it must reflect what is authentically true about the business and the team leading it.In this episode, Keith and James explore the six critical questions of organizational clarity and, more importantly, when it’s time to revisit them. While a company’s core purpose and values should represent its enduring DNA, even those foundational elements can drift, feel inauthentic, or lose their practical impact over time. Meanwhile, strategy, priorities, and roles must be revisited more frequently as markets shift and organizations evolve.We break down:The 6 essential clarity questions every leadership team must answerWhich elements should rarely change — and which should be reviewed regularlyHow to tell when your purpose or values are no longer authenticWhether you're a CEO, founder, or executive leader, this conversation will help you diagnose clarity erosion before it turns into organizational confusion.Because clarity isn’t permanent — but disciplined clarity builds enduring organizations.
Being a leader is about responsibility.Being a leader of leaders is about restraint.In this episode, we explore why the most effective CEOs stop executing — and start designing the conditions for others to lead.Leadership expert Alan Millard breaks down what it truly means to become a leader of leaders, from why micromanagement limits growth to how great CEOs shift their focus toward the future and intentionally “do themselves out of a job.” You’ll learn how to delegate at the mission level, balance execution with strategy and organization-building, and build resilient teams that thrive without constant oversight. If you’re a founder, CEO, or senior leader ready to step out of the weeds and into real leadership, this episode is for you.
In this episode of The Org Health Advantage, Keith Hadley and James Felton sit down with Andrew Keyt for a candid conversation on what really makes family businesses thrive—or unravel. From founder-to-sibling-to-cousin dynamics to the hidden “hats” people wear, Andrew reveals why most family enterprises don’t fail from strategy—they fail from unresolved relationships. You’ll hear how healthy governance creates clarity, how leaders earn credibility in the “successor’s curse,” why dividends can mask deeper emotional stories, and how to balance “business first” decisions with “family always” commitment.
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