Friday, August 14, 2026
7:30 a.m. to 9:00 a.m.
Fort Tectoria (open in Google Maps)
Presented by VIATEC
Host: Rob Bennett on LinkedIn
Featuring: Chad Quinn on LinkedIn (Chair)
Last session we opened the floor, and almost every rascally problem in the room was a people problem. So this time, let's go one level up and talk about talent on the leadership team itself. Making changes at that level can be the hardest thing a leader has to do. The person on your mind may be someone you have worked with for years and grown to know quite well. We will open with a quick check-in. If the room weighed in on your problem last time, we would love to hear how it went. Maybe the advice worked, maybe it flopped, maybe you quietly ignored all of us. Every version is welcome, and so is just listening. Then bring the leadership problem you would value another perspective on. It might be a leader you are no longer sure about, a loyal one the company has outgrown, a seat you cannot fill at the level you need, or a change you keep putting off. It might also be the bigger question of whether you have the strongest team you could have, or just the one you have gotten used to. As always, it does not need to be polished, resolved, or from the software industry. It does not even need to be a problem at all. If you have navigated a change like this before, tell us how you got through it, what worked, and what you wish you had done differently. We will be talking about real people, so the usual rules carry extra weight. This is an in-person and confidential conversation. No recordings, no notetakers, no broadcasting. What is shared in the room stays in the room. The aim is for you to leave with a sharper read, a borrowed playbook, or the nudge to finally make the call. For more information on joining VIATEC Peer Roundtables, please contact Rob Bennett by e-mail at [email protected] describing how you meet the eligibility criteria for this roundtable.
Anu's Take
If there is a leadership decision you have been carrying around for a year, this is the room for it. July opened the floor and nearly every problem turned out to be a people problem, so August goes one level up, to the talent on the leadership team itself. The format opens with a report back on whether last month's advice worked or got quietly ignored, which is more accountability than most peer groups ask for. No recordings, no notetakers, no broadcasting, which in 2026 is the whole reason anyone says the real thing.
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Published Monday, July 27, 2026 by Anu Jolliffe on LinkedIn
Nearly every problem in that room turned out to be a people problem, which is exactly what I keep running into: an adoption plan lives or dies on the people, not the tooling.