You Might Try This

What does it really mean to “play politics” at work? In today’s episode, Cade and Stacey challenge the idea that organizational politics is something good leaders should avoid. They explore why hard work and talent alone aren’t always enough, how influence actually flows through an organization, and why political skill can be a form of ethical leadership. Key TakeawaysYou can’t really opt out of organizational politics.Good work doesn’t always speak for itself.Political skill is a leadership skill.Integrity doesn’t mean staying out of the game.Chapters00:01:05 — Why “I Don’t Play Politics” Is a Mistake00:04:26 — Power and Politics Are Part of Organizational Life00:07:38 — The Four Skills of Political Influence00:10:42 — The Trap of Being a Workplace Purist00:14:11 — Finding the Line Between Strategy and ManipulationTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Working with your peers can be one of the hardest parts of leadership. You may have no authority over them, yet you still need their support to get things done and sometimes you're competing with those same people for promotions, resources, or influence.In today’s episode, Stacey and Cade explore why leading sideways requires a different skill set than leading up or down. They unpack the tension between cooperation and competition, why being competent isn't always enough to earn a peer's support, and how likability, reciprocity, and trust shape our ability to influence without authority.Key takeaways:Peer relationships are both cooperative and competitive.Being good to work with can matter more than being the most competent.Build reciprocity before you need something from a peer.Address tension through direct and honest communication.Chapters00:01 — Why leading your peers is so difficult05:16 — When cooperation and competition collide12:51 — Competent jerks and lovable fools18:21 — The power of reciprocityTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

What moves a career forward: great advice or someone willing to advocate for you? In this episode, Cade and Stacey explore the critical difference between mentors and sponsors, explaining why mentorship alone often isn't enough to unlock promotions, stretch assignments, and career growth. Drawing on research from Herminia Ibarra, Sylvia Ann Hewlett, and the research institute Catalyst, they unpack how sponsorship works, why it benefits both rising talent and senior leaders, and why many professionals are "over-mentored and under-sponsored." 5 key takeawaysA mentor gives advice; a sponsor advocates for youCareer decisions often happen in rooms you're not inSponsorship leads to more promotions and opportunitiesGreat leaders don't just mentor, they actively sponsor othersSmall, concrete asks make it easier for sponsors to support youChapters01:03 The Room Where Your Name Comes Up03:09 Mentors Talk to You, Sponsors Talk About You05:32The Cost of Being Over-Mentored08:19 Why Mentoring Alone Isn’t Enough10:17 What Makes Someone Sponsorable13:24 Three Ways to Build SponsorshipTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Why do some talented people get overlooked while others seem to attract every opportunity? In this episode, Stacey and Cade explore why great work doesn't always speak for itself and how visibility, not self-promotion, can shape career growth.They unpack the difference between promoting yourself and promoting your work, discuss Harvey Coleman's exposure framework, and examine research showing why self-promotion carries different consequences for women.You'll also learn three practical strategies for making your contributions easier to recognize without feeling inauthentic: craft a clear sentence about your work, share simple updates, and intentionally recognize the contributions of others.5 key takeawaysGreat work needs visibility to create opportunitiesPromote the work, not yourselfExposure helps people recognize and trust your contributionsSelf-promotion can carry a higher social cost for womenSimple, factual updates make your impact easier to seeChapters00:00 Why great work goes unnoticed05:49 The myth that work speaks for itself09:45 Visibility isn't the same as self-promotion12:39 Why visibility is harder for women17:15 Promote the work, not yourself21:20 Three ways to make your work visibleTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Leadership can be lonely, uncertain, and emotionally exhausting… but we rarely talk about pain at work. In today’s episode, Shawn Quinn shares his research on professional pain and why leaders often make things worse by rushing to solve problems or offering reassurance too quickly. Instead, he introduces a framework for helping people move through difficult moments: acknowledge emotions, create connection, build stability, and then take action. Shawn explains how leaders can support teams without becoming therapists, why hope matters, and how creating space for emotions can unlock stronger thinking, trust, and performance.Key Takeaways:Professional pain is realLeaders often move to solutions too quicklyPeople need emotional connection before actionAnchoring helps people regain stabilityHope comes from meaningful action, not forced positivityChapters 01:21 – Why Leaders Need to Talk About Professional Pain08:16 – Why Positivity Isn't Always the Answer16:25 – Processing Your Own Emotions First26:22 – Helping People Feel Seen Before Solving Problems34:05 – Anchoring People Through Uncertainty37:58 – Turning Hope Into Meaningful ActionLearn more about Shawn and Lift Consulting here: https://www.leadingwithlift.com/To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

In today’s episode of You Might Try This, Stacey and Cade explore how assumptions about age shape the way leaders see, support, and develop their teams. They unpack why generational stereotypes often influence decisions without us realizing it, from hovering over younger employees to overlooking experienced team members. Drawing on research about stereotype threat and generational differences, they discuss how leaders can replace assumptions with curiosity and see people as individuals. Key takeawaysAge-based assumptions can quietly change how leaders treat peopleGenerational differences at work are often smaller than we thinkStereotypes can create self-fulfilling prophecies through our actionsLeaders should focus on the individual, not the generationCuriosity helps uncover hidden strengths and capabilities in othersChapters 00:01:34 – How age shapes first impressions as a leader00:03:52 – Why new managers rely on assumptions00:07:25 – The science behind stereotype threat00:13:08 – How age bias changes the way leaders manage00:15:46 – The myth of generational differences at work00:22:31 – Three leadership experiments to challenge age biasTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

In today’s episode, Cade and Stacey explore why a sense of belonging is one of the most important, but overlooked, drivers of team performance. They explain that employees rarely disengage because of the work itself; instead, many quietly leave when they never feel fully included. Drawing on research, they discuss why social exclusion feels so painful, how leaders unintentionally create “centers” and “edges” within teams, and why belonging is a skill that can be intentionally built. They also share practical strategies leaders can use immediately to bring people into conversations, recognize overlooked contributions, and create stronger, more connected teams.Key takeawaysEmployees are more likely to disengage when they feel excluded from the team than because of the work or compensation.Small leadership behaviors, like inviting quieter voices into discussions and building on their ideas, can significantly strengthen inclusion.Research shows that social exclusion activates the same brain regions associated with physical pain, making belonging a fundamental human need.Leaders should actively identify who is on the "edge" of the team and create recurring opportunities for those individuals to contribute and feel included.Chapters00:00:00 - Why belonging is the foundation of great leadership00:05:01 - The science behind our need to belong00:09:24 - What being "on the edge" looks like at work00:14:20 - Belonging uncertainty and why small signals matter00:19:03 - Leadership habits that create belonging every day00:21:13 - Practical ways to bring people into the center of the teamTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Today on You Might Try This, Cade and Stacey speak with Pascal Finette, author of Outlearn, about how organizations can accelerate learning by lowering the cost of failure. Pascal explains why companies often prioritize appearing competent over actually learning. The conversation explores rapid experimentation, low-fidelity prototyping, and curiosity-driven leadership as tools for navigating uncertainty. They discuss practical methods like one-day tests, premortems, and AI-assisted feedback loops, showing how faster feedback leads to better decisions and more adaptive, resilient organizations overall growth.Key Takeaways: Make failing cheap and fast to learn fasterFear of looking bad blocks more innovation than money or talentAsk "what worked?" instead of "what went wrong?"Most decisions are reversible, so don't overthink themChapters 00:00 Why Organizations Reward Competence Over Learning06:27 The Core Idea of Outlearn: Lower the Cost of Failure11:22 Fear, Failure, and Creating Learning Cultures16:08 Lessons From Failure: What Did You Learn?20:28 Navigating Uncertainty and Making Better Decisions30:16 The Coat Hanger Principle and Rapid ExperimentationTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Leadership isn't about avoiding mistakes, it's about what happens after you make one. In today’s episode, Stacey and Cade explore why the moments after a leadership stumble can strengthen trust more than getting everything right the first time. Drawing on decades of research, they explain why leaders who own mistakes clearly, avoid defensiveness, and focus on what's next earn deeper credibility with their teams. You'll also learn the common traps leaders fall into after making mistakes and three practical exercises to help you recover well, build trust, and lead with greater confidence.5 key takeawaysOwning a mistake well can build more trust than never making a mistake at all.Leaders often undermine trust by either explaining away mistakes ("spin") or dwelling on them ("cratering").A strong recovery follows three steps: name the mistake, skip the excuses, and explain what you'll do differently next time.Addressing mistakes within 24 hours keeps small issues from becoming larger leadership problems.When leaders model accountability, they create psychological safety and encourage their teams to do the same.Chapters00:00 Why leaders lose trust after mistakes02:10 The service recovery paradox and leadership06:50 Two common mistakes leaders make after a stumble12:19 The three-step framework for owning a mistake20:08 Why it's never too late to rebuild trust22:51 Three leadership experiments to practice this weekTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Many new leaders assume that a title automatically gives them power, but they quickly discover that authority alone can only take them so far. In today’s episode, Stacey and Cade explore the difference between compliance and commitment, drawing on classic leadership research and real-world examples. They discuss why title-based authority often erodes over time, how influence is built through trust and relationships, and the hidden “currencies” that help leaders gain buy-in without relying on hierarchy.Key takeaways:Titles create compliance, but influence creates commitmentAuthority is a limited resourceThe most powerful forms of influence are earned over time through expertise, relationships, trust, and credibilityEffective influence is based on understanding what others valueLeadership success at higher levels depends less on formal authority and more on the ability to influence peers, partners, and stakeholders who do not report to youChapters00:00 — Why Titles Don’t Create Real Leadership Power05:50 — The Six Sources of Power at Work10:12 — Why Title-Based Authority Has Limits15:19 — The Five Currencies of Influence20:19 — Building Trust Through Relationship and Personal Currency24:05 — Three Ways to Increase Influence Without AuthorityTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Welcome back! In today’s episode, Stacey and Cade speak with executive coach and performance expert Jenny Evans about why stress and burnout are not just mindset problems, but deeply rooted in biology and chemistry.Jenny explains how chronic stress triggers automatic chemical responses in the body that reduce access to the prefrontal cortex, shifting decision-making toward reactive, survival-based thinking. The conversation explores why traditional advice like “manage your mindset” only addresses symptoms, not root causes.Key takeaways: Stress is primarily a physiological and chemical process, not just a mindset issueDecision quality declines as energy depletes throughout the dayRecovery, not just effort, determines sustained performanceSmall “microbursts” of movement, breath, or focus can rapidly reset energy levelsDesigning environments to support habits reduces reliance on willpowerChapters00:00 Understanding Stress as a Chemistry Problem 06:25 Why High Performers Burn Out 12:22 The Impact of Decision Fatigue 17:17 Managing Energy Instead of Time 22:35 Simple Strategies for Energy Recovery31:21 Building Long-Term Resilience as a LeaderTo learn more about Jenny, visit her website: https://www.jennyevans.com/ and check out her book: The Resiliency Revolution.To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Welcome back!In this episode, Cade and Stacey explore the hidden burnout signals that leaders and high performers often miss until it’s too late. Drawing on the original research of psychologist Herbert Freudenberger and burnout expert Christina Maslach, they unpack why burnout is rarely about laziness or lack of commitment. In fact, the people most at risk are often the ones who care the most, work the hardest, and continue producing results long after they’ve started emotionally checking out.Key Takeaways:Burnout was originally identified in highly committed, high-performing people, not disengaged employeesCynicism and loss of meaning usually appear long before exhaustion doesHigh performers often hide burnout by increasing output and “pushing through”Small losses outside work (think exercise, friendships, reflection time, hobbies) can be early warning signsLeaders can spot burnout earlier by asking better questions about energy, momentum, and meaningChapters00:00 The hidden cost of high-performer burnout 02:15 How burnout was first identified04:21 The three stages of burnout leaders miss07:34 Why high performers hide burnout so well16:20 The early signals leaders should actually watch for 26:10 Practical experiments to catch burnout early To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#Leadership#BurnoutPrevention#WorkplaceCulture#HighPerformance

Psychological safety shapes team performance more than talent alone. In this episode of You Might Try This, Stacey and Cade unpack the real meaning of psychological safety and why most organizations misunderstand it. They discuss the hidden cost of silence in organizations, how leaders accidentally shut down dissent, and why “nice” teams often make worse decisions. Stacey and Cade also share practical leadership experiments for creating environments where people feel safe enough to challenge ideas, admit mistakes, and raise concerns before problems escalate.What You’ll Learn:• Why the highest-performing teams report more mistakes, not fewer• The connection between psychological safety and decision quality• How leaders unintentionally discourage honest feedback• Why polite agreement can be more dangerous than open conflict• The role dissent plays in stronger team performance• Three practical ways to encourage more candid conversations at workChapters 00:00: Amy Edmondson and the origins of psychological safety05:08: Why teams fail when people stop speaking up09:07: The hidden cost of silence and fake agreement13:48: Why dissent makes teams smarter19:32: Leadership behaviors that destroy psychological safety26:36: Three practical experiments to build safer, more honest teams#WorkplaceCulture #leadership #Communication #workplacesafetyYou Might Try This is a leadership podcast about learning how to lead without losing yourself along the way. Through research, coaching insights, and practical experiments, Stacey Philpot and Cade Cowan help leaders navigate the real challenges of modern work.To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

When the pressure is on and the clock is ticking, most leaders don’t rise to the level of their best thinking, they fall back on instinct. In this episode of You Might Try This, Cade Cowan and Stacey Philpot break down what actually happens in high-stakes decision-making moments, and why even experienced leaders can make poor calls under pressure.What You’ll Learn:• why pressure causes even smart leaders to make worse decisions• how your brain’s “system one” thinking takes over under stress• the difference between one-way and two-way decisions and why it matters• how to interrupt reactive thinking with simple, practical questions• how to build a stronger “pattern library” for better decision-making over timeChapters00:00 How pressure impacts decision-making04:49 System 1 vs. System 2 thinking08:49 Stress, physiology, and leadership13:21 One-way doors and two-way doors18:13 Emotional pattern matching under pressure22:23 Three tools for better decisionsTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Managing up can feel uncomfortable, but avoiding it can quietly stall your career. In this episode of You Might Try This, hosts Stacey Philpot and Cade Cowan unpack why your relationship with your boss is the most important one at work. They explore the hidden risks of being “invisibly excellent” or overly agreeable, and why both approaches can limit your impact. Stacey and Cade reframe managing up as a mutual responsibility and share practical ways to build trust, increase visibility, and stay aligned. If you’ve ever felt overlooked or misunderstood, this episode offers a more intentional path forward.What You’ll Learn:• Why managing up is essential for career growth• What your boss actually needs from you (and why it matters)• The risks of being “invisibly excellent” or overly agreeable• How visibility and honesty build trust with your boss• Simple ways to stay aligned and strengthen your working relationshipChapters 00:00 Why managing up feels uncomfortable03:19 The hidden cost of ignoring your boss relationship05:03 Mutual dependence: what your boss needs from you07:21 Transparency, trust, and the “no surprises” rule10:10 Bringing judgment—not just information12:11 The trap of over-compliance and becoming invisible17:37 The risk of being “invisibly excellent”21:11 Visibility vs. bragging: reframing self-advocacy21:54 Practical experiments: boss audit, assumption check, alignment checkTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #careergrowth #management #workplacecommunication #professionaldevelopment #leadershipdevelopment #podcast

Why do we still avoid difficult conversations, even when we know the cost? In this episode, Stacey Philpot and Cade Cowan explore the hidden reflexes driving conflict avoidance and escalation at work. Drawing on neuroscience and behavioral research, they explain how our brains interpret social conflict as physical pain, triggering automatic responses like silence or aggression. The discussion goes beyond awareness to offer practical ways to get “upstream” of these reactions by identifying what you’re protecting, whether it’s your relationships, self-image, or sense of control.TakeawaysAvoidance is often a reflex, not a choiceConflict activates a biological threat responseYour default conflict style gets reinforced over timeYour reflexes are protecting something within youHow to get ahead of your reactionChapters00:00 Understanding Your Conflict Reflex01:16 Why Knowing Isn’t Enough to Change Behavior03:01 The Science Behind Conflict Avoidance and Reaction06:37 Silence vs. Escalation: Two Common Conflict Patterns11:12 Identifying Your Triggers and Contextual Responses16:48 What Your Reflex Is Protecting22:04 A Practical Method to Interrupt Your ReflexTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

Why do difficult conversations feel so much harder the longer we avoid them? In this episode, Stacey and Cade unpack the hidden “taxes” leaders pay when they delay hard conversations at work; from damaged relationships and declining performance to mental overload and unnecessary anxiety. They explore why silence often costs more than honesty. The conversation offers practical tools for leaders, including how to start difficult conversations, avoid climbing the ladder of inference, and use curiosity instead of judgment. TakeawaysAvoidance has real costsSilence is often misinterpretedThe story in your head is usually worse than realityStart with observable facts, not assumptionsChoose the right openingChapters00:00 The Cost of Avoiding Difficult Conversations01:11 The Conversation You’ve Been Putting Off03:05 The Hidden “Taxes” of Avoidance06:50 Why Leaders Avoid Giving Feedback08:22 The Cognitive Load of Unspoken Issues10:26 Why Difficult Conversations Feel Worse Than They Are 17:52 How to Start a Difficult ConversationIf you’re a leader struggling to bring up hard topics, this is the episode for you. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

In this episode of You Might Try This, Stacey Philpot and Cade Cowan welcome Executive Coach and She Leads and Succeeds host LaToya Jordan for a powerful conversation about the “good soldier” trap: the career pattern where being dependable, helpful, and highly capable can quietly limit long-term growth.Together, they unpack how high-performing professionals, especially women, can become boxed in by their own excellence as executors, fixers, and problem-solvers. From “office housework” to low-visibility, high-effort tasks, the episode explores why saying yes too often can keep leaders stuck in support roles rather than strategic ones.TakeawaysWorking harder can become the ceiling that limits career growthHigh-effort, low-visibility work often stalls advancementSaying yes to everything can reinforce the wrong professional brandStrategic visibility matters more than constant executionAsk questions before saying yes to new workChapters00:00:00 – The hidden cost of saying yes00:01:15 – When hard work stops working00:02:24 – The good soldier trap00:06:24 – Office housework & invisible labor00:09:00 – Every yes is a tradeoff00:11:53 – How to say no (without damage)00:17:48 – From note-taker to thought partner00:21:09 – Auditing your work & shifting perception00:23:56 – What leaders really look for00:28:13 – Experiments to change your trajectoryIf you’ve ever wondered why hard work alone isn’t translating into advancement, this episode offers the language, frameworks, and courage to rethink what you say yes to.#executivecoaching #careeradvancement #growth

In this episode of You Might Try This, Stacey Philpot and Cade Cowan explore why leaders avoid giving feedback. They break down the psychology behind feedback fear, including how negative feedback triggers a real pain response in the brain and threatens identity.Challenging outdated methods like the feedback sandwich (also known as a sh*t sandwich), they introduce practical tools like the SBI (situation-behavior-impact) framework, an “adjective ban,” and feedforward strategies. The result: clearer, more constructive conversations that build trust, improve performance, and turn feedback into a powerful tool for leadership growth.Takeaways Clear, direct feedback builds trust and supports growthFocusing on observable behavior instead of character judgments betters the feedback sessionAvoid the feedback sandwich and lead with clarityUse the SBI framework: situation, behavior, impactShift the conversation toward future improvementChapters1:01 – Why leaders avoid feedback7:23 – Selfishness and moral contagion10:57 – Neuroscience of negative feedback17:44 – Fundamental attribution error20:06 – Adjective ban and SBI model25:03 – Three experiments to try If you’re an emerging leader, newly promoted manager, or ambitious professional aiming for your next level, this episode will help you rethink how you create value and what to let go of to grow.#leadership #management #feedback

In this episode of You Might Try This, hosts Stacey Philpot and Cade Cowan explore a critical leadership shift many high performers never see coming: when the skills that earned you a promotion start holding you back.They unpack the “expert trap”: how relying too heavily on your own expertise can turn you into a bottleneck, undermine your team’s confidence, and quietly derail your leadership trajectory. Through real-world examples and research-backed insights, Stacey and Cade explain why rewriting your team’s work, stepping in too fast, or role-modeling instead of coaching can erode trust, limit growth, and prevent future promotions.This conversation dives into the identity shift required when moving from individual contributor to leader, the hidden costs of control, and why organizations promote leaders who build successors, not bottlenecks. You’ll also hear practical strategies for delegating without disengaging, coaching without rescuing, and creating real ownership across your team.In this episode, you’ll learn:Why being an expert can quietly damage your leadership effectivenessHow rewriting work and “saving” your team reduces capability and trustThe difference between role modeling and coaching and why it mattersHow fear, control, and identity protectiveness show up in new leadersPractical ways to delegate, build successors, and scale your impactChapters00:00 When your strengths start holding you back01:15 The promotion shift no one explains02:53 How experts become bottlenecks09:16 The gap leaders don’t see (and why it matters)12:05 Why you won’t get promoted without a successor17:22 How to stop overworking and start leadingIf you’re an emerging leader, newly promoted manager, or ambitious professional aiming for your next level, this episode will help you rethink how you create value and what to let go of to grow.#leadership #management #careergrowth

When leaders encounter resistance, the instinct is often to push harder, explain more, or shut down the conversation entirely. But what if resistance is actually a sign of engagement and silent agreement is the real danger? In this episode, Stacey and Cade unpack why a nodding team can be more harmful than a resistant one, and how leaders can turn pushback into energy, insight, and momentum.What You’ll Learn:• Why resistance is a sign of engagement, not failure• How stress responses like control and avoidance shape leadership behavior• The hidden dangers of “artificial harmony” and passive agreement• How to work effectively with skeptics, protectors, experts, and silent resisters• Practical questions leaders can use to turn resistance into insight and buy-inChapters00:00 Why every leader faces resistance 03:08 Your stress response is making it worse 05:09 Resistance vs. apathy (this changes everything) 09:58 The 4 types of people who push back 16:17 How to turn resistance into buy-in To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #management #workplaceculture

Delegation is one of the most important leadership skills, and one of the hardest to master. In this episode of You Might Try This, executive coaches Stacey Philpot and Cade Cowan unpack why delegation creates so much discomfort for managers and leaders, and how shifting from assigning tasks to delegating responsibility can transform your team, your leadership impact, and your workload.In this episode, you’ll learn:• Why delegation is about responsibility, not just tasks• The emotional barriers that make delegation so difficult• How poor delegation creates burnout and bottlenecks• A three-part framework for delegating effectively• How to launch work in a way that builds trust and ownership• Why asking better questions leads to better outcomesChapters03:09 Distinguishing tasks vs. responsibilities in delegation06:00 Common fears leaders experience when delegating10:52 Stacey’s three-part rubric for effective delegation16:35 Asking questions to guide and support delegated work24:34 Key takeaways: delegating as a process, not a one-off conversationTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#delegation #leadershipdevelopment #managementskills

In this conversation, Stacey and Cade take a closer look at social capital and why trust sits at the center of it. They break down what trust really means in practice, introducing the trust equation and its core components: credibility, reliability, and intimacy. The discussion also examines how self-interest can either strengthen or undermine trust, depending on how it shows up in our actions and decisions.Together, they explore how these dynamics play out in leadership and everyday relationships, from building influence to maintaining strong professional connections over time. The conversation offers thoughtful, practical insights into how trust is earned, how it can be damaged, and what it takes to intentionally build and sustain social capital in meaningful, lasting ways.Takeaways:Trust is an asset that accumulates over timeThe trust equation breaks down trust into credibility, reliability, and intimacySelf-interest can undermine trustworthinessEffective leaders prioritize understanding others' needsBuilding trust requires a balance of generosity and reliabilityChapters 03:08 Understanding the trust equation06:54 Credibility and leadership perception11:05 Reliability and keeping commitments13:47 Building connection and psychological safety24:53 Givers, takers, and building social capitalTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #credibility #trust

In this episode, Cade Cowan and Stacey Philpot talk about what influence really means in leadership and why it often matters more than having a title. They explore the idea of leading beyond your role and how real influence comes from how you relate to people, not the authority you’re given. Stacey breaks down the difference between “pushing” influence versus “pulling” it, sharing why influence works best when you focus on understanding what others care about instead of trying to persuade or control them. They also touch on common assumptions we make at work, like jumping to conclusions about people’s intentions, and how those habits can quietly undermine communication.Takeaways:Lead the way you wish leadership showed up for you, not just the way it’s modeled around you.When you push, you might get compliance, but not real buy-in.Influence grows when you understand people’s goals, concerns, and circumstances.Most people are looking for fairness and a sense of give-and-take.Leading with grace can strengthen trust and working relationships.How well you listen directly affects how much influence you have.Good communication creates value instead of friction.Chapters 00:00 introduction01:39 Leading without authority: influence vs persuasion06:10 The fundamental attribution error and workplace misunderstandings11:20 Push vs pull communication: why curiosity works better15:00 Understanding people: purposes, concerns, and circumstances20:40 Power dynamics at work: role, expertise, and relationships31:45 What to try: practical influence strategies that workTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #communication #persuasion

In this episode of You Might Try This, Cade Cowan and Stacey Philpot unpack the realities of stepping into leadership, especially the emotional and mental shifts that often come with a promotion. They explore why new leaders can feel isolated and overwhelmed, even when the role they worked hard for finally arrives. The conversation dives into the complex contrast of the excitement of moving up with the weight of added responsibility, changing relationships with former peers, and the pressure of managing expectations from all sides. Cade and Stacey also talk about the loneliness that can come with leadership and the trust gap that often appears when someone transitions from teammate to manager, offering insight into how organizations can better support people in these moments.TakeawaysLeadership can feel isolating, especially when responsibilities and expectations increase.Promotions often bring emotional challenges that aren’t always anticipated.Trust can shift when moving from peer to manager, requiring careful navigation.New managers must adjust how they see themselves and how they lead others.Effective leadership is rooted in helping others grow and make meaningful progress.Chapters00:00 Introduction1:27 The Isolation of leadership6:34 Earning authority and building trust11:59 The SCARF model22:16 Founder mentality and relational leadership25:56 What You Might Try To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #Authenticity #coaching

Welcome to You Might Try This!In this episode, Cade Cowan and Stacey Philpot unpack what authenticity really looks like in leadership, challenging common assumptions about transparency and vulnerability. They discuss why authenticity must be intentional and selective, the role of boundaries in professional relationships, and how leaders can stay grounded in who they are while adapting to different responsibilities.Takeaways:Authenticity is frequently mistaken for total transparency.Being “more authentic” does not automatically create stronger relationships.Authenticity should be shaped by context, audience, and role.Vulnerability can build connection, but it works best after trust and competence are established.Authentic leadership requires flexibility and a willingness to evolve.Strong professional relationships depend on clear, well-defined boundaries.Chapters00:00 Introduction1:09 Myth One: Authenticity is the same thing as transparency8:31 Myth Two: The more authenticity, the better11:32 Myth Three: Authenticity is all about staying true to your past self.14:53 Creating boundaries21:46 What You Might TryTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #Authenticity #coaching

Coming soon... a new podcast—You Might Try This!Leadership is complicated, especially when you’re figuring it out in real time.You Might Try This is a weekly podcast for people who want to lead well without , burning out, selling out, or pretending they have it all figured out. Hosted by executive coaches Stacey Philpot and Cade Cowan, the show brings decades of experience working with leaders at global brands like Nike, Google, Walmart, and Microsoft into honest, practical conversations about what leadership really looks like day to day.Each episode explores the messy, human side of work, from managing your first team and navigating power dynamics to building confidence, handling conflict, and staying grounded in high-pressure environments. Through real stories, proven frameworks, and thoughtful coaching, Stacey and Cade offer tools you can actually use, not just theories that sound good on paper.If you’re ambitious, thoughtful, and trying to grow your career while staying true to yourself, this show is for you.New episodes drop weekly. Listen wherever you get your podcasts and join the conversation on Instagram @YouMightTryThis.