THIS Leader Podcast

Telling your team "it's safe to speak up" isn't enough to create the kind of high-performing teamwork that you're looking for. In this episode, Janet Williams, founder of Progressive Discoveries and a 25-year veteran of complex, high-stakes organizations, joins me to unpack what psychological safety in an organization really is.  Here's what we dig into: Why silence is a signal, not a personality trait. When people stop talking, leaders lose access to their team's best thinking, and often don't even know it's happening. Trust is the copilot. Janet unpacks Stephen Covey's emotional bank account concept and explains why safety can't exist without consistent, daily deposits of trust. Timothy Clark's Four Stages of Psychological Safety- inclusion, learner, contributor, and challenger safety. We also chat about why Janet believes learner safety is the most critical for today's fast-changing organizations. The problem with putting people on the spot in meetings. A simple fix: share your agenda questions in advance so people can come prepared and contribute thoughtfully. Why assessment beats assumption. If you want to know where your team actually stands, a third-party instrument will get you honest answers that a direct conversation won't.  Psychological safety in the workplace isn't soft. It's what makes everything else work. Resources mentioned: Progressive Discoveries Website Janet Williams' LinkedIn Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn.Thanks for listening! New episodes are released weekly. Share with others who might benefit!

We all have our "things" that frustrate us to no end— the slow driver in the fast lane, the dish that's always left in the sink by an inconsiderate co-worker, the skyrocketing grocery bill. And without realizing it, we often retell our frustrating stories, amplify our own indignation, and exaggerate the stress that comes with these experiences time and again. In this episode, Claire explores the habit of "feeding the beast" and what it quietly costs us as leaders. In this episode, you'll hear about: How the stories we tell become the lens we lead through (so beware when your stories are negative!) The real cost of reactive leadership, and how your nervous system state is literally contagious to your team. How to use your body as an early warning system to help you catch a stress overload. Four practical self-regulation tools, including 4-7-8 breathing, daily movement, grounding, and your morning routine as infrastructure (not just habit). The philosophy shift I urge you to make. And why becoming someone who actively lowers stress is a foundational leadership practice, not a luxury. Resources Mentioned: EVOLVE — Claire's leadership development platform, built for growth-minded leaders who want real tools and real community. Learn more at https://www.clairelaughlin.com/evolve  Previous episode: How to get unstuck with Dr. Ryan Gottfredson Earlier episode: Love Letter to Life - Claire's morning routine Citations: Porges, S.W. (2011). The Polyvagal Theory: Neurophysiological Foundations of Emotions, Attachment, Communication, and Self-Regulation. W. W. Norton & Company. Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing others. NeuroLeadership Journal, 1, 1–9. — (Referenced in Ep. 9; relevant for threat response/stress activation) Join the Conversation: Are you looking for greater leadership support? What's keeping you up at night? Share your thoughts with me on LinkedIn @Claire Laughlin Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

You're working hard. You're skilled. You're committed. So why do the same frustrations keep showing up — in your team, in your organization, and if you're honest, in yourself? In this episode, I sit down with Dr. Ryan Gottfredson — Wall Street Journal and USA Today bestselling author, professor of leadership at Cal State Fullerton, and global authority on vertical development — to explore the question that changes everything: it's not what leaders need to do, it's who leaders need to be. We dig into: The difference between your Doing Side (talent, knowledge, skills) and your Being Side (mindsets, emotional regulation, internal operating system) — and why most leaders miss their "being" side The three vertical development levels — Mind 1.0, 2.0, and 3.0 — and why 64% of adults never move beyond the first What Fifth Gear leadership looks like (urgency, control, high RPMs) and why pushing harder only leads to more burnout How shifting into Sixth Gear allows you to move faster with less strain — and what it actually takes to get there Three levels of Being Side development work: surface, deeper, and deepest — and practical starting points for each Why our fears and unconscious programming, not our lack of skill, are what's really holding us back  Resources Mentioned: Ryan Gottfredson's website & free assessments (Personal Mindset Assessment + Vertical Development Assessment) Becoming Better: The Groundbreaking Science of Personal Transformation by Dr. Ryan Gottfredson The Body Keeps the Score by Bessel van der Kolk The Five Minute Journal by Intelligent Change You Are a Badass by Jen Sincero Hit Refresh by Satya Nadella  Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening! New episodes are released weekly—share with others who might benefit!

You invested in someone. You coached them, advocated for them, went to bat for them. And then — they expected more than they'd earned. If that story sounds familiar, this episode is for you. In this episode, you'll hear about: The Three E's Framework — Engagement (the goal), Enablement (your role), and Entitlement (the signal that something needs to shift) — and why knowing the difference changes how you lead. The Generational Reality — What the research actually says about entitlement in today's workplace, and how to tell the difference between genuine entitlement and something else entirely. Three Patterns to Watch — The Generosity Gap, the Empathy Trap, and the Solver Problem — common ways well-meaning leaders can unintentionally feed entitlement on their teams. Four Tactics You Can Use Now: Name expectations clearly and early  Have the direct conversation — without the lecture Distinguish empathy from accommodation Stop solving. Start asking. Resources Mentioned: EVOLVE — Claire's leadership development platform, built for growth-minded leaders who want real tools and real community. Learn more at https://www.clairelaughlin.com/evolve Join the Conversation:  Is your organization experiencing the effects of low trust? How do you know? What strategies are you using to address challenging, low-trust behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.  Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

In this Q&A episode, Claire responds to two questions from leaders navigating trust challenges they didn't create — what she calls the Trust Tax. Question 1: The Inherited Accountability Vacuum. A leader inherits a team that has always operated independently — without clear standards or consistent oversight. Now every attempt to introduce accountability is met with resistance and defensiveness. Claire's four moves for navigating this: Connect first — listen, share your story, and lead with authentic vulnerability Share your vision — give people a compelling reason to show up differently Co-create the norms — people defend what they helped build Start with new work — introduce accountability structures on fresh projects, not territory people already own Question 2: Paying Someone Else's Trust Bill. A leader is navigating the fallout of a very public organizational scandal — with a reeling team, suffering productivity, and his own integrity under the microscope. Claire's guidance: Give yourself grace first — you were betrayed too Show up human before you show up as a leader. Let your actions speak louder than your words Stay close — don't pull back during a crisis Be the buffer between organizational chaos and your team Name the elephant, regularly  Resources Mentioned:  Building a High-Trust Workplace course Join the Conversation: Is your organization experiencing the effects of low trust? How do you know? What strategies are you using to address challenging, low-trust behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

What happens when the person who helps organizations develop their people hits a wall of their own? Jeremy Hannah spent 20 years building talent ecosystems inside Fortune 500s and fast-growing companies — then burned out so completely he questioned whether he wanted to do the work at all. What followed was a globe-trotting sabbatical across 21 countries, a rediscovery of his own curiosity, and a return to this work with deeper clarity and purpose than ever. In this conversation, Jeremy shares both the personal journey and the practical frameworks leaders need to build talent pipelines that keep people engaged.  What You'll Learn Why burnout can be a signal worth listening to — and what bold action can look like on the other side. Why talent development is a team sport — and how hoarding your best people quietly destroys organizations. The Build, Buy, Borrow framework for thinking strategically about your talent landscape. Why career conversations are an act of organizational courage — even when they're uncomfortable. The real cost of not developing your people — and where to start. Key Insights 1. Burnout as a catalyst, not a failure. Jeremy's decision to sell everything and travel the world wasn't impulsive — it was a values-driven response to a life that had stopped fitting. Sometimes "more of the same" is the real risk, not the bold leap. 2. Talent development is a team sport. Leaders who protect their best people by keeping them invisible are actively undermining the company. Leadership teams need to see all of their talent collectively — not in silos. 3. The Build, Buy, Borrow framework. A practical, memorable framework for workforce strategy — paired with the People, Process, Platform lens — gives leaders a concrete architecture for building talent ecosystems that actually work. 4. Career conversations as organizational courage. Supporting people in their careers — even if that means leaving your organization — is counterintuitive retention strategy. Employees who feel genuinely supported are far more likely to return. 5. Professional athletes at the top of their game still have coaches. Why don't we look at our careers the same way? High performers need outside perspective to keep growing — not just when they're struggling, but especially when they're not. Notable Quotes "Professional athletes at the height of their career — the best in the world — still have coaches. Why don't we look at our careers the same way?" "I rediscovered my curiosity. I didn't realize I had lost it. And curiosity is all a great coach really is — asking the right questions to help create the path forward." "The goal is to support people in their career — even if that means leaving your organization. Because those people are far more likely to come back once they've gotten what they needed elsewhere." Connect with Jeremy Hannah LinkedIn & Instagram Website: viantetalent.com  Your Action Prompt Who on your team hasn't had a real career conversation in the last six months? That's your starting point.

We've all been there — a conversation shifts, our chest tightens, and we either shut down or come out swinging. Neither response is what we want, but most of us were never taught how to handle conflict well. That's exactly what this episode is about. Conflict resolution expert Maryse Postlewaite shares her Five Keys to Conflict Resolution — a practical framework built around the internal tools leaders need most:  Trust & Affirmations — Build rapport consistently, not just when things go sideways. Try starting meetings with: "If you really knew me, you'd know..." Cooperation — Practice being open to other people's ideas so when conflict arises, the muscle is already there Communication — The words we use don't always mean what we think they mean — and unpacking that gap is powerful Perspective-Taking — Your lived experience shapes how you see every situation; learning to notice your unique perspective and the perspectives of others changes everything Neuroscience — When we're triggered, our thinking brain goes offline. Knowing this — and asking for a pause — is a skill we can all develop and one that helps you stay calm Maryse shares why a five-minute investment before a conflict escalates is worth more than any roadmap, and why leading with authenticity and assuming positive intent can shift the dynamic entirely.  Resources Mentioned:  Maryse's self-paced course The Awakened Brain by Dr. Lisa Miller  Connect with Maryse on LinkedIn Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening! New episodes are released weekly—share with others who might benefit!

What if the resistance, disengagement, and burnout you're seeing on your team has nothing to do with your people — and everything to do with what's happening inside their brains?  In this episode, Claire sits down with Dr. Lisa Riegel, brain-based leadership expert and author of Aspirations to Operations, to explore the neuroscience behind why people behave the way they do at work — and what leaders can do about it. From the invisible filters that shape every person's reality, to why culture is never about the poster on the wall, to the 3-minute daily team ritual that transformed an entire hospital culture — this conversation is packed with insights that will change how you see your role as a leader. KEY TAKEAWAYS  Welcome and intro — how Lisa went from selling grease systems for tractors to brain-based leadership Why culture is not words — it's a collection of actions that become "the way we do things" The neuroscience of belonging: what happens in the brain when people feel safe vs. threatened Meet Harold and Bob — Lisa's brilliant framework for understanding how her brain processes reality  The banana and the strainer: why every person's perception of reality is different Why resistance to change usually has nothing to do with the change itself  The 3-minute hospital circle ritual that reduced a team's stress load  The "Punch It Up" culture-building program — and why voluntary, opt-in connection beats the annual pizza party every time  Lisa's 8 C Framework from Aspirations to Operations: Culture, Clarity, Coherence, Cadence, Collaboration, Coaching, Communication, and Celebration  The single most important question a leader can ask themselves when their team isn't following along Resources Mentioned: Aspirations to Operations by Dr. Lisa Riegel  NeuroWell by Dr. Lisa Riegel  Dr. Lisa Riegel's author page Learn more about Lisa's keynotes, workshops, and book studies Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening!  New episodes are released weekly—share with others who might benefit!

Low trust doesn't always announce itself. It shows up as Sunday night dread, meetings where the same issues get rehashed without resolution, silos between departments, and difficult behaviors nobody takes the time to address. In this episode — Part 2 of a short Trust Series — we zoom out from individual relationships to look at the bigger picture: what happens when low trust infects an entire team or organization?  In this episode, you'll learn: How to recognize the signs of organizational low trust — and why that "something feels off" instinct is worth paying attention to What low trust is actually costing your team (the research will surprise you)  Why remote and hybrid work has accelerated trust gaps — and what to do about it Three strategies to build and sustain trust at the team and organizational level  Resources mentioned in this episode: Stephen M.R. Covey, The Speed of Trust (Free Press, 2006) Amy Edmondson — Psychological Safety research, Harvard Business School Patrick Lencioni, The Advantage (Jossey-Bass, 2012) Gallup State of the Global Workplace Report Claire's Programs: Working Genius Assessment Building a High-Trust Workplace —  clairelaughlin.com/high-trust-workplace Team Reset Workshop — a half or full-day experience to help your team reset and recommit: clairelaughlin.com  Join the Conversation: Are you experiencing low trust in your workplace? What "tax" are you paying? What strategies are you using to address the situation and maintain resilience? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

In this episode, Claire explores the dynamics of low-trust relationships — what they feel like, how trust gets broken, and the one thing most people get wrong when they try to fix it. The Key Insight: We have a compulsion to blame the trust problem on others. The secret to clarity and the possibility of rebuilding is to bring calm curiosity to the situation and BE the solution yourself. Key Concepts Covered: The exhaustion of low-trust environments The difference between high-trust and low-trust relationships  Six trust-breaking behaviors (informed by DDI training): Avoidance, Broken Commitments, Negative Assumptions, Inconsistency, Doubt & Control, and Self-Interest The downward and upward trust spirals Why changing YOUR interpretation is the most powerful starting point  Smart trust and boundaries when relationships can't be rebuilt  Claire's personal approach to unworkable relationships Your Action Step This Week: Notice how you are interpreting people. When you feel defensive, pause and ask — is there a more generous interpretation? Then BE the solution. Use your best communication skills, treat them with respect, and let the chips fall. If it doesn't work, set the boundary. Coming Up: What happens to teams and organizations when trust is low, practical strategies for rebuilding, and an exciting new resource to help you develop these skills. Resources Mentioned: Stephen MR Covey's concept of "smart trust"  Development Dimensions International (DDI) Join the Conversation: Are you experiencing low trust in your work relationships? How do you know? What strategies are you using to address challenging, low-trust behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

What if the key to leading your team more effectively wasn't a new strategy — but a new question? In this episode, I talk with Erika Leonard, co-leader of the WorkPower Project at SafetyPowers.org, about what truly connected workplace communication looks like, and what quietly gets in the way. Erika and her team set out to build communication resources for employees with disabilities — and what they discovered changed everything. The skills that help people with disabilities navigate the workplace turn out to be the same skills every leader needs to build trust, connection, and a team that actually works. The Three Core Principles of Connected Communication Erika shares the framework that SafetyPowers.org has taught across all ages and abilities for over 30 years:  Be Aware — Self-awareness is the foundation. Are your habits still serving you, or have they become automatic and ineffective? Staying reflective keeps you from leading on autopilot. Take Charge — And not over people, but with them. Taking charge means creating space for genuine two-way conversation — not downloading your frustration or doing the work yourself. Get Help — Leaders often suffer in isolation, unsure what to do or afraid to ask. Building community and seeking out what's working for others is a leadership skill, not a weakness. The Difference Between a Good Conversation and a Great One Erika walks us through real video scenarios from the WorkPower for Employers course that show the same workplace conversation at three levels — from breakdown to breakthrough. The difference between them isn't dramatic. It's a shift in intention. One small question — "Is everything okay?" instead of "what are you doing?" — can completely change the outcome. Repair is an Underrated Leadership Skill We're all going to make mistakes. The question is what we do next. Erika and I talk about why repair — the skill of addressing miscommunication and making it right — is one of the most overlooked and most powerful tools in a leader's toolkit. When leaders model repair well, it strengthens the whole team. Are You Missing the Gold? One of the most thought-provoking parts of our conversation was this: could your standard hiring process be filtering out exactly the people you need? Erika shares practical ways to open up your recruitment approach — from offering multiple application formats to rethinking the traditional face-to-face interview — so you don't miss the "shining pieces of gold" who just don't shine in conventional settings. The Question Every Leader Should Be Asking Before you assume you know why someone is distracted, disengaged, or underperforming — pause. Ask yourself: How do I know? That shift from assumption to curiosity is where real connection begins. Resources Mentioned: WorkPower for Employers — Free video-based training modules on workplace communication and leadership skills. Explore real conversation scenarios and practical tools you can use immediately with your team. WorkPower: Skills for Getting and Keeping Jobs — A companion course made by, for, and with people who have disabilities, covering communication skills for navigating the workplace. Learn more about Ability Central Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening! New episodes are released weekly—share with others who might benefit!

In this episode, we explore feedback as one of the most loving things you can do in a professional relationship—and why avoiding hard conversations is actually unkind.  In this episode, you'll hear about: Why We Avoid Feedback: The real reasons we stay silent (and why those reasons are usually about protecting ourselves from discomfort, not protecting the other person) The Cost of Silence: How avoiding feedback leads to resentment, surface-level relationships, and even firing people who never knew they were failing  Feedback as Love: Why quality feedback is an investment in relationships and an act of hope for a better future together The ICVA Framework: My four-step approach to make feedback conversations feel less scary—Intention, Concern, Vision, Action  Real-World Example: A step-by-step walkthrough of addressing chronic meeting lateness using the iCVA framework When Feedback Goes Sideways: What to do when someone gets defensive, and how to recognize when trust needs to be built first.  Key Frameworks Referenced: Growth Mindset - Carol Dweck's research on believing people can develop, learn, and improve "Clear is Kind" - Brené Brown's principle that being honest, even when uncomfortable, is the most caring thing we can do Radical Candor - Kim Scott's approach of caring personally while challenging directly Mutual Purpose - From "Crucial Conversations" by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler—establishing shared purpose before addressing concerns Your Action Step This Week: Think about one relationship at work where things could be better. Get clear on your intention, picture the shared vision, write down your concerns using "I" statements, and brainstorm possible actions for both you and them. You don't have to have the conversation yet—just do this prep work. Join the Conversation: Is feedback hard for you? What strategies do you have for addressing challenging behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

In this episode, I welcome back Roxanne Harrison to explore how ancient wisdom can help modern leaders break free from the patterns that create burnout. As we enter the Year of the Fire Horse in the Chinese lunar calendar—a year of intense energy and transformation—Roxanne shares how each of the nine Enneagram types can navigate high-energy seasons without exhausting themselves. If you've ever felt like you're running the same patterns over and over, giving everything to everyone else, or staying so busy that you miss the richness of the present moment, this conversation offers a powerful lens for reflection and renewal.   The Year of the Fire Horse: Energy and Transformation The Chinese zodiac works in 60-year cycles, combining 12 animals with five elements (wood, fire, earth, metal, water). We're moving from the Year of the Wood Snake—which invited us to shed limiting beliefs and loosen our grip on old stories—into the Year of the Fire Horse, which calls us to rediscover freedom, adventure, and full vitality. Roxanne explains how the fire element ignites passion and transformation, while the horse represents untamed energy and movement. This combination creates an invitation: What would it look like to let go of what's holding you back and step into new energy?   Creating Rhythm, Not Rituals One of the most practical insights from this conversation is the shift from rigid rituals to natural rhythms. Instead of forcing yourself into habits that feel like "shoulds," Roxanne encourages aligning with the energy of nature—the lunar cycles, the seasons, even your own energetic patterns throughout the day. When you work with your natural rhythms instead of against them, you create sustainable practices that energize rather than deplete you.   Walking Through All Nine Enneagram Types Roxanne and I walk through each Enneagram type, exploring what each needs to loosen their grip on and what new energy they're being invited into: Type 8 (The Challenger): Let go of pushing the river and the belief that everything is a battle. Practice using just the right amount of energy instead of excessive force. Type 9 (The Peacemaker): Find a safe place to express anger and push boundaries. Getting into action clarifies priorities and commitments—anger can be a powerful motivator. Type 1 (The Perfectionist): Loosen the grip on needing to be right and appropriate. Try spontaneous dancing, get a massage, or color outside the lines of your self-imposed rules. Type 2 (The Helper): Notice when you're helping without being asked. Shift focus inward and do something creative just for you—write yourself a love letter. Type 3 (The Achiever): Catch yourself when everything becomes about goals and tasks. Try improv or something you're not guaranteed to be good at to loosen the fear of failure. Type 4 (The Individualist): Notice when you focus on what's missing or what could be. Keep a gratitude journal to anchor yourself in the present and what's actually going well. Type 5 (The Investigator): Recognize that relationships are resources, not energy drains. Reach out to someone once a week, and consider body practices like Qigong or yoga to get out of your head. Type 6 (The Loyalist): Be on the lookout when you shift from problem-solver to problem-seeker. Write down the things you thought might happen that didn't happen to shift out of hyper-vigilance. Type 7 (The Enthusiast): Slow down and be present. The richness of life includes the full wheel of emotions—sadness and struggle alongside joy—and rushing to the next thing means missing it all.   The Core Message: Notice Your Patterns Throughout our conversation, Roxanne emphasizes that our patterns aren't wrong—they're brilliant adaptive strategies that helped us survive and succeed. The work isn't about fixing yourself; it's about noticing when you're running your pattern and asking: Is this still serving me, or is it now the very thing keeping me from what I want? As Roxanne says, "Until we can catch ourselves, we won't be able to change."   Resources Mentioned: Roxanne Harrison's workshop: "Riding the Fire Horse: An Enneagram Approach to Avoid Burnout" – Sunday, March 1st at Pleasure Point Dance Studio in Santa Cruz. Registration at pleasurepointsanctuary.com Learn more about Roxanne's work at roxanneharrison.com   Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram.   Thanks for listening! New episodes are released weekly. Please share with others who might benefit!  

In this episode, you'll hear about: The Three Types of Clarity Every Leader Needs: Strategic Clarity (what work moves the needle), Responsibility Clarity (who owns what), and Progress Clarity (how we're tracking)—and why Strategic Clarity is the foundation for everything else. Claire's Personal Burnout Story: How working at a job she loved without knowing how she was measured led to exhaustion, and the specific steps she took to create her own clarity when her manager couldn't provide it. The Three Questions Framework: Powerful questions to ask your manager in a clarity conversation—What are my 3 most important outcomes? How will you know I've been successful? What leading indicators should I track? Leading Indicators That Create Progress: How to identify the weekly activities and milestones that predict success and give you that feeling of moving forward, even before final outcomes are achieved. Cascading Clarity to Your Team: Why having clarity conversations with each of your direct reports transforms team performance, shortens meetings, reduces emails, and builds true autonomy. Take Action: Quick Start - AI Prompt for Clarity: Copy and paste this into ChatGPT or Claude: "I'm a [YOUR JOB TITLE] at a [SIZE/TYPE OF ORGANIZATION]. Here's my job description: [PASTE YOUR JOB DESCRIPTION]. Here are my organization's strategic objectives for this year: [LIST THEM]. Based on this information, help me identify: The 3 most important outcomes I should be driving over the next 90 days  For each outcome, suggest 2-3 specific metrics that would indicate success For each outcome, suggest 2-3 leading indicators I could track weekly to know I'm on track. Please be specific and practical." Resources Mentioned: Creating Clarity Guide: Download the complete framework, which contains conversation templates, week-by-week implementation plans, and progress tracking tools. EVOLVE Leadership Program: Claire's new leadership development program is launching soon, with Clarity as the foundational first module. Downloading the Creating Clarity guide and you'll be notified. Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

You're committed to developing your people, but what happens when a crisis hits and you need results now? This is the tension between being patient and decisive—one of the hardest parts of leadership. My guest, Frances Robustelli, City Manager of St. Pete Beach, Florida, faced this challenge head-on. Just months into her new role, back-to-back hurricanes devastated her community, shutting down 90% of the city's structures overnight. Crisis revealed exactly where talent lived and where dysfunction amplified chaos—and forced her to make staffing decisions faster than ever before.  Fran's Framework for Building Healthy Organizations:  Days 1-60: Listen First Meet with every leadership level, especially mid-management (where culture lives or dies) Share your leadership style and expectations clearly Build trust before implementing anything new After 60 Days: Confirm and Commit  Share back what you heard—the good, bad, and the ugly  Build team commitments together (Fran created 10, let the team vote on which 2 to measure first) Link new tools that the team asks for The Secret: Reinforcement Over Complexity Use quarterly all-hands meetings for accountability Create a clear meeting cadence around what matters When things go sideways, ask: "Do we have clarity here?" Crisis reveals who we really are as leaders, and authenticity matters. As Fran says, "I'd rather be struck down being the real me than spend my life trying to please everybody." Her approach proves that developing people and delivering results aren't competing priorities—they're woven together. Resources Mentioned: Connect with Fran Robustelli and the City of St. Pete Beach at stpetebeach.org Contact me to learn about building team commitments in your organization Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on LinkedIn. Thanks for listening!  New episodes are released weekly—share with others who might benefit!

Welcome to Episode 50! We've made it to the top 1% of podcasters—and in this milestone episode, we're talking about why leadership transitions are so hard and what actually needs to change when you move to a new level.  In this episode, you'll hear about: The Peter Principle: Why people rise to their "level of incompetence" (spoiler: it's not about your capability—it's about operating at the wrong level) The Leadership Pipeline Framework: The three things that must change at every transition—your skills, time allocation, and work values The First Major Passage: Moving from individual contributor to manager, and why you can't keep doing everyone's work while also leading a team The Reality of Working Managers: How to balance your own deliverables with developing your team (even when your organization expects both) The Meeting Problem: Why you're working evenings and weekends, and what needs to shift in how you manage your calendar Key Takeaway: What got you here won't get you there. If you're struggling at a new leadership level, that's not failure—it's a sign you're at a transition point and need to retrofit your foundation. Resources Mentioned: The Leadership Pipeline by Ram Charan, Stephen Drotter, and James Noel New Program Alert: I'm launching a pilot program to help leaders retrofit their foundations! Only 25 spots available. Email [email protected] with "RETROFIT" in the subject line to learn more.  Join the Conversation: What strategies have you used to successfully manage a leadership transition? Or, what challenges have you faced when moving from one role to another?  Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

In this episode, I explore how physical fitness serves as a powerful laboratory for leadership development—and why the lessons you learn pushing your body are the exact skills you need to lead yourself and others well. The Translation Between Fitness and Leadership If you're like most leaders I work with, you've heard yourself say: "I don't leave my desk for lunch." "I don't take breaks." "I don't have time to exercise." Sound familiar? But here's the paradox—when we pause to take care of ourselves, when we refuel and connect, everything else gets better. The discipline, the ability to handle discomfort, the power of shared struggle—these lessons are waiting to transform how you lead.  Doing Hard Things Builds Capacity for Everything Else One profound shift that changes everything, is moving from "life shouldn't feel uncomfortable" to "I'm seeking discomfort because that's where growth happens." When you train yourself to show up and do the work every single day, you build a foundation that prepares you for those exceptional moments—the breakthrough idea, the difficult conversation, the crisis that demands your best. And doing hard things has other benefits: Recent research shows that lactate (a result of that burn you feel during intense exercise) actually improves cognition, brain plasticity, and long-term brain health Embracing physical discomfort can make you better at handling life's other challenges The emotional payback is exponential—walking away from doing something hard and feeling impressed and proud of yourself is incredibly powerful The Power of Shared Challenge When you experience something difficult with others—whether in a fitness class or navigating a workplace crisis—it becomes even more meaningful: There's an accountability that happens in community that you can't get working alone Shared struggle creates bonds to the team, the outcome, and the organization itself People remember how you make them feel more than anything else Support and Challenge: The Leader's Balancing Act Great instructors (and great leaders) balance on a fine line where they push you to your threshold without pushing to failure. They bring everyone up with them—sometimes above them—because the spotlight isn't for them. The best leaders create environments where each team member goes home feeling the win was their own, knowing they're capable of more than they thought. Discipline and the Decision That's Already Made Stop making exercise a daily decision. When you truly commit, you stop asking "should I work out today?" and start asking "what time?" This same principle applies to self-care, to showing up for difficult conversations, to being the leader you want to be, even when you don't feel like it. Training yourself to do hard things builds the baseline that allows you to be exceptional when it matters most Surround yourself with people who will cheer you on and allow you to take that leap Build a community that makes it hard to NOT show up   Resources Mentioned: GOAT Santa Cruz: goatsantacruz.com (mention Claire Laughlin's name for something special!) To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.  Thanks for listening! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

Welcome to Episode 48 of THIS Leader! As we step into 2026, I'm inviting you to pause before diving headfirst into another year of endless demands and obligations.  In this episode, you'll hear: The Power of Intentional Reflection: Why getting clear on what you truly want - not what you think you should want - changes everything about how you lead and live  Your Multiple Roles as Opportunities: How each role you play (leader, partner, parent, friend) is a chance to understand yourself better and show up with more generosity and joy Questions That Matter: Reflection prompts to help you envision your best days, strengthen your relationships, and identify where you can bring more patience, grace, and lightness to your life  Permission to Dream Bigger: Why this year isn't about more achievements, but about creating more meaning, connection, joy, and impact Key Reflection Questions from the Episode: What will your best days look like in 2026? Where can you let go of your grip a little and start enjoying the ride more?  Who in your life deserves more appreciation or a more consistent listening ear?  What new experiences will you invite into your life this year?  What would make this year feel significant to YOU? Join the Conversation: What practices help you stay grounded during overwhelming times?  Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share:  If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.  Until next time, lead the way!

In this episode, I sit down with Dr. Jared Fujishin—who wrote his PhD dissertation specifically on nonverbal communication—to explore how leaders can close "the trust gap" between their good intentions and actual connection with their teams. You might spend hours crafting the perfect message, but if your nonverbal signals are sending a different story, your carefully chosen words won't land. Jared breaks down the often invisible ways leaders accidentally communicate disinterest or unavailability, even when their hearts are completely in the right place.   Start with Authenticity: The Inside-Out Approach Before diving into techniques and tactics, Jared emphasizes three foundational steps: Connect to your purpose first. Are you genuinely finding joy and meaning in your work? Authentic nonverbal communication flows from this inner alignment, not from memorizing gestures or "hacks." Link back to that purpose when you don't feel like it. On tough days when fires are blazing, and your inbox is overflowing, reconnect with why you're there and what matters most. Then apply the practical strategies. Once your heart is in the right place, specific nonverbal skills become tools to express what's already inside you.   Strategy #1: Facial Expressions—Your Smile Opens Doors Your face is often the first thing people notice, yet it's the hardest element for you to monitor yourself. A genuine smile and "happy eyes" create approachability and signal safety to your team. Bring intentional warmth to meetings, even when you're exhausted Read the room—match your expression to the emotional context Remember: people can tell when you're smiling, even on phone calls, because it changes your vocal tone   Strategy #2: Timing—Responsiveness Communicates Value In our age of instant responses from AI and bots, delays can feel like dismissal. How quickly you respond—and what you say when you do—tells people whether they matter to you. Acknowledge immediately, even if you can't solve it immediately. Reply quickly to say "I see this, it's on my radar, and I'll get back to you by [specific time]." Think from their perspective. If something is important enough for them to reach out to you, it deserves a timely acknowledgment—even if it's not your top priority. Use time to level the playing field. Quick responses signal respect and reduce the power gap between you and your team.   Strategy #3: Artifacts—Put the Devices Away This is the game-changer. Physical objects in your environment—especially phones and laptops—communicate priorities louder than your words ever could. Research on "The Mere Presence Effect" shows that simply having a phone face-up on the table during a meeting drastically reduces how connected, seen, and valued people feel—even if you never look at it. When the phone is flipped face-down or put away entirely, trust and engagement skyrocket.   Practical applications: Close your laptop when someone enters your office Flip your phone face down (or better yet, put it in a drawer) Set up your office to be welcoming—comfortable seating, no massive desk barrier between you and others Create physical accountability systems (Jared built a box with his son where he deposits his phone and watch when he gets home)   The Big Takeaway: Be Fully Present In our hyper-connected, always-distracted world, being truly present with another human being might be the greatest leadership gift you can offer. Your team doesn't need perfection—they need you to show up fully, put down the screens, and communicate through every channel available that they matter.   Resources Mentioned: Learn more about Jared's work at fujifirm.com  To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.    Thanks for listening! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.  

Welcome to Episode 46! After the incredible response to my recent episode on leading change, so many of you reached out asking, "But what about when people resist anyway?" This episode is for you.  In this episode, you'll hear about: The many faces of resistance and what those behaviors are really telling you The most common sources of pushback (and why they're usually legitimate) How to lead change proactively so resistance doesn't take root What to do when you're leading a change you don't fully believe in How to engage constructively when you're the one feeling resistant Key Takeaways: Resistance usually stems from five common sources: lack of clarity about the WHY, feeling excluded from the process, disagreeing with the direction, compromised trust, or unrealistic expectations. When you see behaviors like disengagement or constant questioning, don't assume you know what's driving them—get curious and ask. If you're leading change, do your homework before implementation, include people early and often, lead with clarity and empathy, and stay curious when you encounter pushback. If you're in the middle—leading change you don't fully support—find what you can authentically stand behind and be honest about what you don't know. And if you're feeling resistant yourself? Checking out doesn't serve you. Engage constructively by asking questions, offering input, and showing up as a leader even when it's hard. Resources Mentioned:  Episode 43: Navigating Change with the 4P Framework  Episode 37: Escaping The Drama Triangle  SCARF Model (Rock, 2008) William Bridges' Managing Transitions Citations: Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing others. Bridges, W. (2009). Managing Transitions: Making the Most of Change (3rd ed.). Da Capo Press. Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review wherever you listen to your podcasts and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to this podcast! New episodes are released weekly, and I'd love for you to share them with others who might benefit. Until next time, go lead the way!

Welcome to Episode 45! In this episode, I'm sharing my all-time favorite end-of-year ritual, a powerful reflection process that transforms lessons learned into actionable guidelines for the year ahead. In this episode, you'll discover: The three essential reflection questions that reveal meaningful patterns in your year  How to turn lessons learned into memorable "guidelines"—short, powerful statements that become your North Star  Why identifying your "big wins" matters more than creating an overwhelming goal list The magic that happens when teams do this work together  How to plan for what truly matters without adding to your overwhelm Key Moments from the Episode: The episode walks you through a complete framework adapted from the book "Your Best Year Yet." You'll learn how to look beyond obvious accomplishments to find quiet victories, acknowledge disappointments without wallowing, and identify the patterns that reveal your most important lessons. I share my own guidelines like "do less," "plan the work," and "first things first"—and how these simple phrases help me redirect when I'm tempted to overcommit. You'll also hear why adding a giving-back element to your ritual creates deeper meaning and connection for your team. Resources Mentioned: "Your Best Year Yet" book Free consultation available at clairelaughlin.com Coming Soon: Episode 46 will tackle your questions about leading through change! We'll cover how to handle pushback, manage resistance, lead change you don't agree with, and navigate all the messy, complicated situations that arise. Send your questions to [email protected] Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

Last week, we explored how change affects you personally. This week, we're focusing on YOUR ROLE as a leader when change is happening—because your team is looking to you to guide them through their transitions.   In this episode, you'll hear about: Managing Your Team's Threat Responses (The SCARF Model) Status: How to provide reassurance without making promises you can't keep Certainty: Sharing what you know about the change and the process, even when details are unclear Autonomy: Giving people choices and a sense of control during uncertain times Relatedness: Creating space for emotions while guiding people back to action Fairness: Acknowledging perceptions of unfairness without fueling resistance The Stockdale Paradox: Why your team needs you to hold two truths simultaneously—unwavering faith in the future AND honest acknowledgment of current difficulties    The 4P Framework for Leading Through Change: A step-by-step approach using Purpose, Picture, Plan, and Part to help your team navigate transition Purpose: Sharing the WHY behind the change Picture: Painting a vision of the future AND the journey through uncertainty Plan: Providing the roadmap and timeline Part: Giving people a role to play in the change   Real-World Application: A detailed example of how to use the 4P Framework during organizational budget cuts and restructuring   Key Takeaways: Don't promise what you can't deliver—transparency builds trust more than false reassurance Share what you know about the process, even when outcomes are uncertain Give people choices and ways to contribute—autonomy shifts resistance to engagement Make space for emotions AND help people move toward action When people have a part to play, they become participants rather than victims of change   Resources Mentioned: Episode 43: Navigating Personal Change (listen first for foundational concepts on SCARF model, William Bridges' transition model, and the Change Heat Map)   Loooking Ahead: Episode 46 will tackle your questions about leading through change! We'll cover how to handle pushback, manage resistance, lead change you don't agree with, and navigate all the messy, complicated situations that arise. Send your questions to [email protected]!   Citations: Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing others. NeuroLeadership Journal, 1(1), 44-52. Bridges, W. (2009). Managing Transitions: Making the Most of Change (3rd ed.). Da Capo Press. Collins, J. (2001). Good to Great: Why Some Companies Make the Leap, and Others Don't. HarperBusiness. [For Stockdale Paradox]     Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.    Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!  

Change is exhausting - even when it's a good change. In this episode, I share a story about my own recent emotional roller coaster ride and walk you through the neuroscience and psychology of why navigating change hits us harder than we think. You'll learn practical frameworks to understand what's happening in your brain and a simple exercise to map what you're actually carrying so you can take better care of yourself through transitions.  In this episode, you'll hear about: The SCARF Model: Neuroscientist David Rock's framework reveals five ways your brain perceives threat during change - Status, Certainty, Autonomy, Relatedness, and Fairness. Understanding these helps you recognize why you're feeling "off." Change vs. Transition: William Bridges teaches us that change is external (the event), but transition is internal (the psychological journey). You can't skip the hard middle part. The Three Phases of Transition: Every change involves an Ending (letting go), a Neutral Zone (the uncomfortable in-between), and a New Beginning. You might be in different phases for different changes happening simultaneously. Why Positive Change Still Registers as Stress: Your brain doesn't distinguish between good and bad change - it all requires adaptation, and adaptation requires energy. The Change Heat Map Exercise: A practical three-step process to list your changes, feel the feelings without judgment, and visualize what you're navigating across four quadrants (positive/negative and chosen/imposed). Highlights of the Episode: My Personal Emotional Roller Coaster Story: How an innocent comment from my husband triggered an emotional reaction - and what it taught me about the invisible weight of navigating multiple changes. The SCARF Threat Response: Learn which of the five areas might be activated for you right now and why that matters for your emotional regulation. The Power of Naming Emotions: Using Brené Brown's Atlas of the Heart to move beyond "stressed" or "overwhelmed" and identify what you're actually feeling. Three Practical Strategies: Lower Your Expectations: Give yourself permission to operate at 75% during seasons of significant change Create Quiet Presence: Release tension through breathing, exercise, or time in nature Lean Into Your Support Network: Build deep, honest friendships with self-aware people who can hold space for your messiness. Resources Mentioned: Brené Brown's Atlas of the Heart: A comprehensive guide to understanding and naming 87 different emotions and experiences - essential for the "feel the feelings" step of the Change Heat Map. David Rock's SCARF Model: Research on how our brains respond to social threats during change.  William Bridges' Transition Model: The definitive framework for understanding the psychological journey through change. Links & References:  Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing   others. NeuroLeadership Journal.  Bridges, W. (2009). Managing Transitions: Making the Most of Change (3rd ed.). Da   Capo Press.  Brown, B. (2021). Atlas of the Heart: Mapping Meaningful Connection and the   Language of Human Experience. Random House. Join the Conversation: What practices help you stay grounded during overwhelming times? Share your thoughts with me on LinkedIn or Instagram @ClaireLaughlinConsulting. Don't forget to Subscribe & Share: If this episode resonated with you, please share it with another leader who might need this message right now.  To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @ClaireLaughlinConsulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

Just days before Thanksgiving, I'm sharing something deeply personal—a practice that keeps me grounded, energized, and honestly, keeps me from becoming a grumpy old person. This episode is about the power of soaking in what's right and good, even when life feels overwhelming.  In this episode, you'll hear about: Why gratitude can feel complicated – and why this isn't about toxic positivity or pretending hard things aren't hard The turning point – How a desperate decision to take just 10 minutes of peacefulness each morning transformed my life My daily practice – The simple steps I take each morning to fill my soul and set a positive foundation for the day The cost of chronic negativity – How focusing on what's wrong creates a downward spiral that affects you and everyone around you (remember Episode 13 on emotional contagion?) Finding balance in the both/and – How to hold space for both the joy and the tension that holidays (and life) bring When appreciation flows naturally – Why forcing gratitude doesn't work, and how to cultivate the soil so appreciation grows organically A simple invitation – One small practice you can start tomorrow morning to shift your perspective Special Offer & Resources Mentioned: "Living Your Values" course at clairelaughlin.com/livingyourvalues (Be sure to listen to the episode to get a special discount code for this course!) Episode Referenced: Episode 13: Emotional Contagion – How your emotions impact everyone around you Join the Conversation: What practices help you stay grounded during overwhelming times? Share your thoughts with me on LinkedIn or Instagram @ClaireLaughlinConsulting. Don't forget to Subscribe & Share: If this episode resonated with you, please share it with another leader who might need this message right now. To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @ClaireLaughlinConsulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

In this episode, I explore the tension between capability and genuine desire with Stephanie Sonnenshine—a former CEO who led one of California's most influential organizations through a pandemic and major transitions, then made the intentional choice to step away and pursue coaching and consulting work that truly lights her up. If you're a high-achieving leader who finds yourself saying yes to opportunities simply because you can, this conversation will help you pause and ask the more important question: Is this what I actually want? The Capability Trap: When "I Can" Becomes "I Must" Many driven leaders fall into a pattern: an opportunity presents itself, you're capable of doing it well, so you say yes. Then another opportunity comes. And another. Before you know it, you're ten years into a career path driven by competence rather than genuine desire. Stephanie shares how she navigated this exact tension—becoming CEO not because it was her lifelong goal, but because the opportunity aligned with her deep commitment to the organization's mission and her core value of integrity. The key insight? Sometimes the big role is the right choice—if it comes from internal clarity rather than external expectations. Developing Self-Awareness: The Foundation of Intentional Choices How do you know if you're being driven by what you think you should want versus what you actually want? Stephanie offers practical wisdom: Work with a coach. A skilled coach creates space for you to listen to yourself and make decisions aligned with your true motivations, not just your capabilities  Consider therapy. Particularly for leaders, therapeutic work helps you understand patterns from your family of origin and personal issues that may be driving professional choices Examine your motivations. Ask yourself: Is this work that genuinely energizes me? Or am I pursuing it because of status, external validation, or because I think I should?  Understand consequences. Every choice has an outcome—positive or negative. Spend time deciding whether you can accept those consequences before moving forward The Power of Slowing Down Decision-Making One of the most actionable insights from this conversation is about embedding pauses into your decision-making process: Create structural pauses. In organizational settings, build clarity around decision-making roles—who needs to be informed, who provides input, who must agree—so you naturally pause to gather the right voices Question your responsibility. Just because you're capable doesn't mean every decision or action is yours to own. Ask: Is this truly my decision to make? Am I responsible for everything?  Give yourself grace. You'll still push too hard sometimes (like Stephanie did, rushing to that wedding). The goal isn't perfection—it's awareness and the ability to course-correct From Regret to Clarity: Making Peace with Your Choices Stephanie shares a powerful reframe: her biggest regrets aren't about things she tried that didn't work out—they're about opportunities she didn't pursue. Like turning down the Peace Corps in her twenties because it didn't feel like "forward movement." Looking back at 50, those two years would have been invaluable. The lesson for achievement-driven leaders? Sometimes what feels like a digression or pause could be the most important move you make. The Freedom in Conscious Achievement Here's what this conversation isn't about: rejecting ambition, avoiding big opportunities, or downplaying achievement. Stephanie has no regrets about becoming CEO—it was absolutely the right choice at that time. And her transition into coaching and consulting is the right choice now. Both decisions came from internal clarity. Freedom isn't in rejecting achievement—it's in choosing it consciously, from the inside out. What resonates most: Leaders who recognize themselves in this pattern of capability-driven decisions, who feel the weight of always saying yes, and who are ready to develop a healthier relationship with achievement without losing their drive to make meaningful impact.  Resources Mentioned: Learn more about Stephanie's coaching and consulting work at Sonnenshine.com   To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks for listening! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

Do you wake up Monday mornings with subtle dread—not because you hate your job, but because you've stopped growing? You're competent, maybe even excellent, but you've plateaued. Meanwhile, opportunities surround you, but you're not sure how to position yourself to seize them. Sherri Thomas has successfully rebranded herself four times across different industries—from radio DJ to Fortune 100 career strategist. Her journey includes impressive wins (like a 56% salary increase) and devastating setbacks that taught her how to strategically navigate career transitions. The Three Types of Career Opportunities: Given opportunities: Jobs posted on boards like LinkedIn and Indeed Hidden opportunities: Positions in the corporate undercurrent that never make it to career pages—accessed through strategic networking Created opportunities: Projects and roles you generate by volunteering on high-profile initiatives. One client who hadn't been promoted in four years volunteered just two hours weekly on a high-profile project. Within four months, he was promoted. Four months later, he was promoted again—twice in one year. Sherri's Venn Diagram Exercise When feeling stuck, Sherri drew three intersecting circles representing responsibilities she wanted. After creating ten versions, she found a combination that excited her—surprisingly, it didn't include her bread-and-butter skill of marketing. Sharing this vision with her manager landed her a challenging project and a 22% raise. Stop waiting for a promotion. Identify where you can add unique value right now. Your Next Step Stop waiting for someone to move you up the ladder. Draw your own Venn diagram with three responsibilities or skill areas you want. Create ten versions. Find the combination that genuinely excites you. Then identify one high-profile project where you can volunteer your unique value—even just two hours weekly. Resources Mentioned: Sherri Thomas's books: The Bounce Back  5 Steps to a Powerful Personal Brand Connect with Sherri at YourLeadershipLab.com  Follow Sherri Thomas on LinkedIn To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks for listening!  New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this personal episode, I share my journey from chronic people-pleaser to assertive leader and reveal practical frameworks for finding your voice. Growing up too agreeable cost me career opportunities and wrong relationships. The key insight: when nothing is important to you, it's easy to get pulled into anything important to others.  Key Concepts: Three Communication Styles: Passive - Avoiding conflict, not advocating for needs Aggressive - Bulldozing over others' needs Assertive - Being honest about needs while respecting others (the sweet spot) Two Types of Assertiveness: Boundary-Setting - Saying no to protect time and energy Path-Carving - Knowing yourself and speaking up with ideas What Holds Us Back: Fear of being disliked, lack of self-knowledge, perfectionism, and imposter syndrome  Practical Frameworks: The I-Statement: "I feel [emotion] when [specific behavior] because [impact] and I need [specific request]." Workplace tip: Consider leaving off the feeling part. The Transformative Formula: Boundary + Unarguable Statement + Constructive Request Example: "I'm not able to take on another project right now. I want to keep commitments realistic so I can deliver quality work. Could we look together at which priorities should take precedence?" Assertiveness Staircase: Gentle Assertion - State boundary with request  Firm Assertion - Restate more directly with consequences Strong Assertion - Follow through on consequences Pro Tip: Practice out loud—when tense, you revert to what you've practiced most. Resources Mentioned:  "Living Your Values" course (Listen to the episode to get the discount code) To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

How much of your day do you spend trying to control things that are actually outside your control? As leaders, we plan and strategize, but often find ourselves spinning our wheels on things we simply can't influence. What if recognizing the limits of our control isn't a weakness, but the key to building stronger teams and achieving better results? Kate Terrell, former Chief Human Resources Officer with over 15 years of leading transformation at billion-dollar companies, shares how her battle with stage-four cancer taught her the most powerful leadership lesson of her career: focus relentlessly on what you can control while letting go of everything else.  Kate's Journey: From Cancer to Clarity The gratitude practice: Even on her worst days during treatment, Kate committed to writing down one thing she was grateful for—shifting from achievement-focused to appreciation-focused The control principle:  She couldn't control having cancer, but she could control her doctor, her preparation, and her engagement—a mindset that now shapes how she coaches leaders Building High-Performing Teams Kate's philosophy is clear: Hire people who are better than you, then get out of their way. She'd rather pull back someone who overstepped than constantly push someone to lean in. The real risk? Holding people back and getting only 60% of their capacity.  Kate's Development Framework: Start with genuine appreciation Describe the specific performance you need Name what you observe them doing now Clarify the gap between current and desired behavior Explain what you'll watch for going forward Follow up consistently The most powerful leaders don't seek to control outcomes—they create conditions where people can thrive.  Resources Mentioned: Connect with Kate Terrell on LinkedIn To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks for listening!  New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this transformative episode, I show you how to escape the Drama Triangle pattern that exhausts leaders and robs them of power. If you've ever said yes when you want to say no, then felt resentful about your obligations, and then got angry at others for your situation, congratulations! You've just cycled through all three Drama Triangle roles: Rescuer, Victim, and Persecutor, and you've given your power away in each position. Key Concepts: The Drama Triangle Roles: Rescuer - "Ill save the day!" Saying yes when you should say no, thinking "if I don't do it, it won't get done right" Victim - Feeling powerless, focused on what's wrong versus what you control Persecutor - Blaming others, making them wrong to make yourself right The Empowerment Triangle Alternative: We can break this cycle! Instead of a Rescuer → Be a Coach: Ask questions that empower others Instead of a Victim → Be a Creator: Focus on what you can influence and create a new future Instead of a Persecutor → Be a Challenger: Challenge people to grow Three Immediate Strategies: Pause before rescuing - ask if solving helps them grow Use questions before solutions Make clear agreements instead of assumptions  Resources Mentioned: TED: The Empowerment Dynamic  The 15 Commitments of Conscious Leadership When you move above the line into Coach, Creator or Challenger, your team becomes more capable, you reclaim energy, and problems get solved instead of managed. Visit ClaireLaughlin.com and connect at ClaireLaughlinConsulting. Stay above the line and lead the way!

In this  conversation with parent coach Allison Livingston, we explore how high achievers get emotionally hijacked in difficult situations and learn a 5-step framework to stay connected without getting hooked.  Why High Achievers Get Emotionally Hijacked High-achieving people often struggle with emotional regulation because they expect to be good at everything, including relationships. They have high expectations of themselves and others, but lack practice giving grace when things don't go as planned. This creates vulnerability to emotional enmeshment, where they try to control outcomes rather than connect authentically.  The  5 Steps to Connect Framework  Step 1: Meet Yourself Where You Are Recognize when you're triggered by tuning into physical sensations not, clenched fists, tight jaw. Most people live in their heads and miss these body signals that indicate emotional hijacking.  Step 2: Validate Your Experience Acknowledge that it's okay to feel frustrated. Identify your unmet needs partnership, ease, contribution. Include emotional release through movement, but direct it into the sky or ground, not at another person.  Step 3: Get Curious About Stories Question your narrative of "it's your fault" and explore what might be happening for the other person. Assume positive intent and remember you're on the same team.  Step 4: Lifesaving Listening Create safe space for others to express their frustrations without taking it personally. This builds psychological safety and allows real conversations about underlying issues. Step 5: Set Clear Boundaries From a grounded place, communicate what you will do if certain behaviors continue. Focus on your actions, not controlling others.  The Workplace Connection These same patterns show up in performance management, project conflicts, and team dynamics. When you stop pointing fingers and start with curiosity, you transform adversarial relationships into collaborative problem-solving. Resources Mentioned: Work with Allison Livingston at 5stepstoconnect.com Connect with Allison Livingston on LinkedIn  Remember: Emotional energy lasts only 6-90 seconds if you don't restimulate it with more thoughts. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this conversation with communication expert Salvatore Manzi, we explore how analytical minds and introverted leaders can transform technical brilliance into authentic influence. The Foundation: Presence = Comfort + Authenticity Salvatore defines presence as the intersection of comfort and authenticity—being comfortable being yourself while knowing your topic, understanding your audience, and communicating from that genuine center. The "You Then Me" Framework The core principle that transforms communication effectiveness: Start with understanding your audience's hopes, fears, and perspectives Build relevance before moving to your agenda Create connection that opens people to hearing your message This approach emerged from Salvatore's breakthrough moment mediating between feuding executives, where requiring acknowledgment before response completely shifted the dynamic. Above or Below the Decision Line One of the most powerful concepts was helping people understand whether they're "above the decision line" (in ideation mode) or "below the decision line" (in activation or implementation mode). This clarity helped everyone understand how to contribute their genius at the right time. Breaking the Technical Brilliance Trap Many analytical leaders try to download everything they know to convince others. But the brain is a meaning-making device, not a precision recording device. People need relevance before they can process complex information. Key Strategies: Connection before content—help teams connect with their personal why Use dialogue, not download Practice frameworks in low-stakes situations first The Uncertainty Framework When you can't share all details: "This is what we know, what we don't know, what I believe, what I'm committed to, and what you can do." Mastering Q&A Sessions Prepare with pocket questions, address the elephant in the room, and use the three-step process: acknowledge why their question matters, then pivot to your response. The acknowledgment step is crucial for building rapport. Resources Mentioned: Pre-order  "Clear and Compelling by Design" Subscribe to Salvatore's website to gain access to The Uncertainty Framework. Connect with Salvatore on LinkedIn  Ready to develop authentic influence? Remember: if you can spot effective communication in others, you have the capacity to do it yourself. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this personal episode, Claire shares how her father's Alzheimer's diagnosis became a wake-up call about the urgency of living authentically. She explores why your values, not productivity systems, are the key to fulfillment and effective leadership. The Personal Wake-Up Call Claire opens with a touching note her father wrote: "Claire, I want to go to the grocery store with you." A year later, he no longer writes or speaks much due to Alzheimer's. This experience forced Claire to confront the reality that "someday" plans might never happen, shifting her entire approach to how she spends her time and energy. The Science Behind Values Research shows that people pursuing self-concordant goals (aligned with personal values) make more progress and report higher life satisfaction. Values clarification exercises lower cortisol levels, improve problem-solving under pressure, and reduce defensive responses when challenged. Claire's Core Values: Autonomy and freedom Well-being and health Connection and curiosity Invention and creation Maximizing potential (avoiding waste)  Three Areas to Audit Your Values: Time: Does your calendar reflect what you say matters most? Stress: How do you behave under pressure? Measurement: Do you celebrate actions that align with your stated values? The most effective leaders aren't those with the best strategies, but those crystal clear about what they stand for. When you live your values authentically, you create psychological safety for others to do the same. Resources Mentioned: "Living Your Values" course- clairelaughlin.com/livingyourvalues (Don't miss the special discount code in this episode!) To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this practical episode, I reveal specific skills that transform ordinary meetings into powerful collaborative sessions where everyone contributes fully. The difference between meetings where leaders do all the talking versus those where everyone leaves energized isn't personality, it's facilitative leadership skills.  Understanding Work Flow  All meaningful work follows predictable stages: Ideation - Identifying problems and brainstorming Activation - Deciding and prioritizing Implementation - Planning and executing Learning - Evaluating and improving  Five Simple Meeting Techniques Round Robin - Everyone shares input, no skipping Pair Share - Small groups process before large group discussion Pro/Con - Structured evaluation inviting dissent safely Dot Voting - Visual prioritization showing group energy End of Meeting Discipline - Clarify decisions and next steps Power Phrases: When someone brings a problem: "Tell me more," "What do you think we should do?" "What are the risks?" Resources Mentioned: Process Toolkit - Download the process toolkit here. You're not doing more work; you're doing smarter work, helping groups find best answers together rather than being the person with all the answers.  Visit ClaireLaughlin.com and connect at Claire Laughlin Consulting. Until next time, lead the way!

In this conversation with Jessica Deakyne, we explore how she accelerated from transportation coordinator to Chief Operating Officer through servant leadership and intentional community building. The Power of Community and Connection Jessica's career transformation wasn't a solo journey. She emphasizes that successful leaders understand advancement happens through community, not isolation. Her approach involves constantly connecting people to opportunities, maintaining broad networks, and remembering that "I didn't become an ACM by myself." The UpNext Program: Building Ladders for Others In 2022, Jessica co-created UpNext, a nine-month leadership development program for emerging public sector leaders focusing on:  Leadership presence and executive skills Having difficult conversations with confidence Building resilience and authentic leadership styles Creating community among peers facing similar challenges The program uses blind application reviews to remove bias and includes ongoing coaching throughout the nine months. The Critical Mindset Shift The difference between leaders who plateau and those who accelerate? Remembering that leadership is a team sport. As Jessica explains: "The issue you're going through today isn't the first time this has happened to someone. Call your friends." Continuous Learning Even as COO, Jessica continues her development through UC Davis Executive Coaching certification, demonstrating that growth never stops Key Takeaways: Focus on adding value to others' success Build genuine relationships across your industry Approach experiences with curiosity Remember, authenticity is a leadership strength  Resources Mentioned: UpNext Applications Jessica's work: solutions-mrg.com To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

This episode explores why most leaders are unknowingly operating at only 70% of their potential and how aligning with your natural strengths can transform your leadership impact. The Research on Strengths The data from Marcus Buckingham, Don Clifton, and the Gallup Organization is compelling. People who use their strengths daily are three times more likely to report an excellent quality of life and six times more engaged at work. Teams focusing on strengths see 12.5% greater productivity and 8.1% more profitability. What Are Strengths? Strengths aren't just learned skills; they're the intersection of natural talents, knowledge, and developed abilities. The magic ingredient is that natural talent, making certain activities feel effortless while producing extraordinary results. How to Identify Your Strengths Three practical approaches for discovering your natural talents: Feedback Patterns - What do people consistently come to you for? What do they say you're naturally good at?  Energy vs. Drain - Pay attention to what energizes you versus what depletes you. Strengths give you energy when you use them.  Peak Performance Moments - When have you achieved your best results? What were you doing and how were you approaching the problem? Three Applications for Leaders I share how to leverage strengths by leading yourself (structuring work around natural abilities), leading others (amplifying team members' strengths instead of fixing weaknesses), and shaping your environment through strengths partnerships and intentional role adjustments.  Resources Mentioned: The Six Types of Working Genius® Assessment ($25, immediately actionable) Strengths Finder Assessment (comprehensive but complex) Bring Your Strengths to Work: A Guide to Having a Strengths-Based Conversation with Your Manager Research citations: Gallup State of the American Workplace, Marcus Buckingham strengths research

In this episode, I share four core strategies that will help you consistently add more value, and make yourself indispensable at work.  In this episode, you'll hear about: The Current Landscape Forbes reports that 77% of people are concerned about AI causing job loss within 12 months, but there's a crucial flip side: wages are rising twice as quickly in industries most exposed to AI. The people adding real value have the opportunity to become more valuable and reap the benefits, not less. Also, employee engagement fell to its lowest level in a decade in 2024, with only 31% of employees engaged. (Look around... that mean that almost 70% of the folks around you could be disengaged!)  This "perfect storm" creates a massive opportunity for those willing to show up differently. Imagine how much you'll stand out by bringing your absolute best. Strategy #1: Understand Your Personal Values When you're clear on your values, you make decisions faster, you're more consistent, and people trust your judgment. Find your values by reflecting on these questions:  What were some of your peak experiences? What made them significant? What values were present? When you had to make hard decisions, what helped you feel clear about the right path? Who inspires you, and what positive traits do you admire in them? What makes you frustrated or angry? Our trigger points often reveal our values being violated.  Strategy #2: Work in Your Strengths When you work in your strengths, everything flows better. You naturally gravitate toward work that aligns with your strengths and seek additional knowledge in those areas. AI is coming, and workers who thrive will be those who apply human judgment, creativity, and relationship skills. Lean in to your strengths! To identify your strengths, consider:  What have you always enjoyed doing? What have others consistently told you you're good at? What work gets you completely "in the zone" where time disappears?  Strategy #3: Master Meeting Management and Facilitation With most meetings filled with disengaged people just going through the motions, being able to design and run effective meetings makes you invaluable. Key principles:  Clarify the meeting purpose: What will people leave the meeting with? (A decision? Feeling more informed? A solution to a problem? A plan of action?) Apply an engaging process: Each purpose requires different conversation types Consider the people: Neutralize power differentials, accommodate introverts and extroverts, and address potential conflicts  Strategy #4: Master Prioritization Focus on activities that truly move the needle by asking: How am I measured? What in included in my annual review? What's urgent for me or those who depend on me? What's coming that I could prepare for? What should I be learning to make myself more effective? Then prioritize these on your calendar and don't miss those appointments. Schedule time for activities that prevent emergencies, not just respond to them.  Key Statistics: 77% of people are concerned about AI job loss (Forbes) Only 31% of employees are engaged at work (Gallup 2024)  Disengaged employees cost the global economy $8.8 trillion  Action Steps: Take 15 minutes to identify your top 3 values Notice when you feel most energized and effective at work Volunteer to facilitate the next team meeting Block calendar time for one high-impact activity you usually push to "later" Subscribe to the podcast for deeper dives into each topic The more value you add, the more valuable you become. Always think about adding more value, and you'll build skills that take you anywhere you want to go. To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Sources: National University (2024). "59 AI Job Statistics: Future of U.S. Jobs" Available at: https://www.nu.edu/blog/ai-job-statistics/ PwC (2025). "Global AI Jobs Barometer" Available at: https://www.pwc.com/gx/en/issues/artificial-intelligence/ai-jobs-barometer.html Forbes Advisor Survey (2023) - (https://www.shrm.org/topics-tools/news/employee-relations/employee-engagement-falls-gallup) Gallup (2024). "U.S. Employee Engagement Sinks to 10-Year Low" Available at: https://www.gallup.com/workplace/654911/employee-engagement-sinks-year-low.aspx Gallup (2024). "State of the Global Workplace: 2025 Report" Available at: https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this episode, Theresa Phillips, a veteran HR professional who has conducted over 700 workplace investigations, we explore how challenging workplace conflicts can become opportunities for transformation and trust-building.  From Fact-Finding to Healing Theresa's journey evolved from simply gathering facts to truly seeing people in their pain and fear. She discovered that when people feel genuinely heard—without bias or predetermined judgments—healing begins immediately, even before any resolution is reached. When Mediation Goes Sideways One of Theresa's most impactful lessons came from a failed mediation between two colleagues who hadn't spoken in seven years while sitting six feet apart. When traditional approaches failed, she pivoted to discover their shared values: Respect and dignity in communication Assuming the best intentions from coworkers Following established department guidelines Professional problem-solving without blame.  The Leader's Critical Role Leaders must develop their radar for dysfunction and intervene early: Address observable tension immediately Have individual conversations about team dynamics Make relationship health a monthly meeting topic Establish clear expectations upfront  Keys to Resilience Theresa's wisdom for transforming setbacks centers on starting with self-reflection, seeking to understand everyone's story, embracing authenticity, and leaning into fear rather than avoiding it. Resources Mentioned:  Building a High Trust Workplace Course Ready to transform workplace tension? These conflicts aren't problems to avoid—they're opportunities to build stronger teams. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this episode, I explore how our brains are wired to misinterpret others' behavior and I share the life-changing principle that everyone acts from their own "good reasons." I begin with a painful personal story of being falsely accused of "stealing" a client by a colleague. This experience illustrates how we all "tell stories" about what's happening around us, but real as they may seem, they're just stories; our brain constructs narratives that may be a far cry from reality. In this episode, you'll hear about: The I:I Gap (Interpretation vs. Intention) We assume our interpretation of someone's behavior matches their intention, but psychology research shows we're wired to get this wrong. The gap between what we think someone means and what they actually intend creates unnecessary conflict and damages relationships. Why Everyone Acts From "Good Reasons" Research in Self-Determination Theory by Edward Deci and Richard Ryan shows that three basic psychological needs drive all human behavior: Autonomy - feeling in control of our choices Competence - feeling capable and effective Relatedness - feeling connected to others When someone seems irrational or harmful, they're usually trying to meet one of these fundamental needs, even if their approach is misguided. The Cognitive Biases That Sabotage Us Our brains are primed to misinterpret others negatively through several key biases: Naive Realism - believing we see objectively while others who disagree are uninformed Confirmation Bias - seeking information that confirms existing beliefs while ignoring contradictory evidence  Fundamental Attribution Error - attributing others' behavior to character while attributing our own to circumstances Hostile Attribution Bias - interpreting ambiguous situations as having hostile intent, especially when stressed The Neuroscience of Interpretation When we hold negative interpretations, fear activates our amygdala and reduces our rational thinking ability. But when we assume positive intent, we experience equanimity that broadens thinking and improves problem-solving, supported by Barbara Fredrickson's "Broaden-and-Build" theory.  Three Strategies to Bridge the I:I Gap The Pause and Reframe - Ask: "What good reason might this person have?" Ask Curious Questions - Try: "Help me understand your perspective" instead of accusations. Give the Benefit of the Doubt - Consciously assume positive intent until proven otherwise. Key Insights: The story you tell yourself about someone's behavior directly impacts your ability to lead effectively. Teams that assume positive intent dramatically outperform those operating from suspicion. When we lead from the assumption that everyone has good reasons, we create psychological safety that transforms conflicts into curious conversations. Action Steps: Your challenge: Pay attention to your interpretations. When making negative assumptions, pause and ask, "What good reason might they have?" To learn more about my services, subscribe to my newsletter and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way!  Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this conversation with Irene van der Zande, founder of Kidpower International, we explore how to set and respect workplace boundaries with confidence and kindness. The Boundary Bridge Technique Skilled boundary-setters always start with something positive—what Irene calls a "boundary bridge": Connect first with something positive Use 'and' not, 'but'—bridges don't cut off communication  Be specific and focus on behavior, not character  Keep it simple and don't over-explain  Real Scenarios We Practiced We role-played common workplace situations, from supervisors addressing chatty employees to colleagues setting limits on interruptions. The key is being calm, confident, and prepared for initial pushback while staying focused on the specific behavior that needs to change. Key Takeaways for Leaders Be prepared for negative reactions; persistence is normal When someone sets a boundary with you, say, "Thank you for telling me" Boundaries create healthy relationships, not barriers Remember: it's better if someone tells you directly than talks to everyone else  Resources Mentioned: Kidpower's Workplace Boundaries Personal Practice Guide Download here. For more on Workplace Boundaries Personal Practice, check out this article on Kidpower's website. Free resources at kidpower.org/learnmore To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this episode, I expose the sneaky forces that gradually erode team culture—subtle issues that well-meaning leaders overlook until significant damage is done. The biggest threats aren't obvious disasters but silent forces that creep in slowly, robbing teams of energy, focus, and trust. These culture killers are correctable, but first, you need to spot them. In this episode, you'll hear about: The 5 Silent Killers: The Curse of Chaos: Failing to align on shared priorities. When everything is a priority, nothing is. Solution: Schedule a 90-minute meeting asking, "What's the ONE most important thing we must do now?"  Lack of Urgency and Ownership: No clear accountability or shared work plans. People work in silos instead of leveraging talents. Solution: Assign one owner for every major project.  Failure to Foster Connection: Teams stay in "work-acquaintance friend-zone," missing opportunities to understand each other's genius. Solution: Schedule 15-minute connection conversations asking "What's energizing/draining you?"  Sloppy Behavioral Standards: Tolerating team members who don't follow the same standards as others. This spreads like cancer, especially from executives. Solution: Set clear expectations and enforce consistently—no exceptions.  Undisciplined Process: Achieving success without knowing how to replicate it. Solution: Document three important processes focusing on decision-making, goal-setting, and meeting design.  Key Insights: These silent culture killers rob you of workplace joy and fulfillment, but once you can see them, you can stop them. You have the power to reset your culture, starting right now and create an environment where your team does their best work.  Action Steps: For Culture Killer #1 (Curse of Chaos): Schedule a 90-minute alignment meeting with your team Ask: "What's the ONE most important thing we have to do now?" Repeat your rally cry over and over again Ensure each team member understands how their work contributes to that priority  For Culture Killer #2 (Lack of Urgency and Ownership): For every major project, assign one owner who's accountable for the outcome Make sure those projects are linked to your top clear priorities  For Culture Killer #3 (Failure to Foster Connection): Schedule 15-minute connection conversations with each team member Ask them: "What's energizing you right now and what's draining you?" Bring interesting icebreaker questions to team meetings Showcase one person's unique abilities each month Do assessments like Working Genius, SparkType, Enneagram, or Myers-Briggs  For Culture Killer #4 (Sloppy Behavioral Standards): Have that conversation you've been avoiding Set clear behavioral expectations and enforce them consistently—no exceptions For Culture Killer #5 (Undisciplined Process): Document three important processes this week (decision-making, goal-setting, meeting design) Write down: "When we do this best, how do we do it?"  Get input and turn it into a replicable process Make your standard processes visible and consistent Measure how people are using them  Remember: You didn't become a leader to manage dysfunction—you became a leader to create something better. Your team is counting on you to create an environment where they can thrive. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way!  Thanks for listening! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this conversation with Stefka Anderson, HR Director for Global R&D at Driscoll's, we dive into how Driscoll's Global R&D is training leaders to increase change agility. Together, they designed and delivered a comprehensive 10-month "Change Agility" program, that transformed how their entire function (which includes hundreds of employees and spans multiple disciplines and time zones) engages in decision-making and the change process.  The Challenge: Speed vs. Engagement Driscoll's faced a classic leadership dilemma: how to move quickly in a rapidly changing world while still engaging their brilliant, passionate workforce in meaningful ways. With everything from climate change to AI impacting their industry, they needed a framework that honored both agility and their core values of passion, humility, and trustworthiness. The Solution: The WIDGET Framework They implemented the Working Genius model, using what's called the "WIDGET" process that maps how all work gets done: Wonder: Asking the right questions Invention: Generating ideas and solutions Discernment: Evaluating and refining options and clearly crossing the decision line Galvanizing: Rallying people around decisions Enablement: Providing support and resources  Tenacity: Pushing through to completion  Above or Below the Decision Line One of the most powerful concepts was helping people understand whether they're "above the decision line" (in ideation mode) or "below the decision line" (in activation or implementation mode). This clarity helped everyone understand how to contribute their genius at the right time. The SCARF Model for Improving Emotional Intelligence They also introduced the SCARF framework to help people understand their emotional responses to change: Status • Certainty • Autonomy • Relatedness • Fairness Keys to Success The program succeeded because of several critical factors: leadership commitment, where leaders learned the content first and modeled the behaviors, integration with performance goals so participants are actively applying their learning to their 2025 goals, ongoing reinforcement through regular team meetings, and connection to business strategy rather than just being an HR initiative. Real-World Application Post-program, teams are using the language naturally: "I'm in my wonder wheel right now" or "Who holds the D on this decision?" The framework has become a common language that reduces friction and depersonalises conflict while accelerating problem-solving. Resources Mentioned: The Working Genius Assessment by Patrick Lencioni  Program Design Brief available to newsletter subscribers at clairelaughlin.com. Sign up here and submit your request for the brief to [email protected]. Ready to create your own change agility? Start by identifying whether you need more speed, more engagement, or a better framework for bringing both together. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this inspiring episode, I challenge leaders to shift from "accidental learning" to intentional development that accelerates career growth and impact. Most leaders treat professional development like a luxury, squeezing it between priorities or leaving it to chance. This reactive approach keeps you scattered and at risk of becoming irrelevant as leadership demands evolve.  In this episode, you'll hear: The Problem with Accidental Learning: I share the story of a brilliant new director who felt stuck despite being hardworking and respected. When asked about her development plan, she laughed—she was consuming leadership content but had no structured approach. Without intention, we become consumers of development rather than architects of our growth. Why This Matters Research from the Center for Creative Leadership shows 75% of careers are derailed not by lack of technical expertise, but by lack of emotional intelligence and interpersonal skills. The world changes fast—the skills that got you here won't automatically take you where you want to go.  My Five-Strategy Framework for Intentional Development Strategy1: Start with Clarity. Write down your current role, then your desired future role in 2-3 years. The gap reveals what skills you need to develop. Strategy 2: Focus on Core Competencies for Your Level Individual contributors: Self-awareness, emotional intelligence, communication, collaboration Leads/supervisors: Add coaching, delegation, feedback skills, and conflict navigation  Function managers: Add strategic thinking, team culture development, and leading change Strategy 3: Create a Learning Portfolio. Choose 1-3 skill areas for the year. For each, create a multi-modal approach: Something to read or study  Something to implement  Someone to learn from  Some way to get feedback Strategy 4: Schedule It Like You Mean It. Block 2-4 hours per month for development during peak energy time, not when you're exhausted. Strategy 5: Make It Social. Find a development buddy, involve your manager, and join learning communities. Growth happens faster with others. The Payoff: Leaders who commit to intentional development experience better results with less effort, renewed passion for work, and new opportunities as they become people others want to promote and collaborate with. Resources Mentioned: Get your Professional Development Planner HERE! "The Leadership Challenge" by Jim Kouzes and Barry Posner Action Steps: Download the Professional Development Planner Complete the first two sections: where you are and where you want to go  Schedule your first development block  Share your goals with someone  Growth doesn't happen by accident—it happens by design, and you get to be the architect. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share with others, and give us a rave review!

In this episode, Claire explores the dangerous middle ground between unhealthy conflict and artificial harmony, and why smart teams sometimes hold themselves back by avoiding necessary strategic disagreements.  The Hidden Costs of Artificial Harmony  Most conflict avoidance comes from a good place—leaders trying to maintain relationships and avoid hurting feelings. But we've gotten really good at telling ourselves stories that justify our silence. Sound familiar?  "This isn't the hill I'm going to die on."  "She's already made up her mind."  "I don't have time to fight this right now."  "If I argue for my approach, this will all end up on my plate."  When people consistently choose these narratives over honest engagement, teams make decisions without the benefit of everyone's full thinking. Smart leaders start disengaging, bringing only 70% of their passion to work while holding back the other 30% to maintain harmony. The result? They agree publicly but resist privately, creating underground conflict that's much harder to address. The Personal Cost of Chronic Accommodation  When you consistently accommodate and avoid, something insidious happens to you as a leader: You stop investing fully in your role  Your career stalls because you're not developing critical leadership muscles You start feeling hopeless and disempowered  The very relationships you're trying to protect actually begin to erode.  Building Trust Through Productive Conflict Trust isn't built through constant agreement—it's built through moments of sharing, listening, and offering new perspectives while being respectful of others. People can't really get to know you when you're constantly withholding your real thoughts and opinions. Four Practical Tools for Productive Disagreement: "Confront Reality" Questions - Create regular opportunities to ask "What are we not talking about?" or rate agreement levels from 1-5 Formal Devil's Advocate Role - Assign someone to find risks and poke holes in plans, rotating this responsibility to make disagreement safe. GEDI Decision-Making Framework - Gather, Evaluate, Decide, Implement, with the magic happening when you establish decision criteria before debating options  Risk-Mitigation Planning - Build "What could go wrong?" discussions into every significant decision to reward people for surfacing concerns. Resources  Mentioned: Patrick Lencioni's concept of "Artificial Harmony" The Key Message: The goal isn't to eliminate conflict—it's to make conflict productive. When you give smart people a process for productive disagreement, they stop avoiding hard conversations and start leaning into them. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this episode, I share a collaborative approach to project management that actually works, without overwhelming complexity. Fresh from facilitating a 3-hour session where 50 managers successfully drafted project plans, I reveal why traditional project management training fails and what works instead. The secret? You're not managing projects—you're managing people.  In this episode, you'll hear about: The Problem with Traditional Project Management  I share the story of "Fred," an expensive consultant who delivered 40 hours of training that nobody used because it was too complicated. This pattern repeats everywhere: brilliant PMOs can't get teams to adopt complex methodologies, resulting in missed deadlines and frustrated stakeholders. The Five-Step Process Step 1: Get Crystal Clear on WHO and WHY Conduct sponsor interviews: "What does success look like?" Identify customers and what they actually want This step alone prevents most project failures Step 2: Define Boundaries and Anticipate Risks  Determine what's IN and OUT of scope as a team  Ask "What could go wrong?" to identify risks upfront When teams set boundaries together, they own staying within them Step 3: Map Your Stakeholders  Use a 2x2 matrix comparing influence with favorability: High-influence, supportive = Champions  High-influence, resistant = Risks needing specific plans Create communication plans for different stakeholder needs  Step 4: Action Planning with "Swim Lanes and Sticky Notes" Organize work visually into categories (swim lanes) Identify deliverables and assign lane leaders  When people see the whole project, they understand their role  Step 5: Resource Reality Check Discuss what the project costs in time, money, and political capital. Better to adjust plans now than run out of resources halfway through. The Results: Teams experience faster execution, on-time completion, and higher engagement because everyone understands the plan and feels invested in success.  Resources Mentioned:  Project Launch Checklist - Systematic roadmap for each element When you create understanding through collaborative planning, execution, problem-solving, and effective communication, everything flows more smoothly.  If you're ready to stop managing projects and start leading people through transformational work, let's talk. I'd love to explore how we can bring this approach to your team. Visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this conversation with Roxanne Harrison, we explore how ancient wisdom meets modern leadership through the powerful combination of the Enneagram and Qigong practices. From Resistance to Choice Roxanne's journey began with a neck injury that forced her to slow down and discover a pattern of constant resistance—always saying "no before yes." This resistance was actually a protective mechanism covering up her natural gifts.  The Golden Buddha Metaphor Like the famous Thai Buddha statue covered in clay for protection during wartime, we often cover our natural gifts with protective strategies. The invitation isn't to fix ourselves but to gently chisel away the clay and rediscover the gold within. Three-Centered Awareness The three treasures in Qigong offer us three centers of intelligence: Head center: Where we think and process  Heart center: Where we feel and connect  Belly center: Where we sense and act  Understanding Your Stress Response The Enneagram reveals how different types respond to stress: Belly types: Fight response, motivated by autonomy  Heart types: Freeze response, motivated by connection Head types: Flight response, motivated by security The Five A's Framework for Growth Dr. David Daniels' framework offers a practical path through reactivity: Awareness: Recognizing what's happening Acceptance: Allowing without needing to fix  Appreciation: Finding value in the experience Action: Choosing conscious response Adherence: Committing to the practice Simple Grounding Practices When reactive, try: feeling your feet on the ground, taking three breaths, asking "Where's my heart?" and creating a pause before responding. The Inside-Out Principle What happens internally reflects externally. The more peace you cultivate within yourself, the more naturally you bring that energy to your leadership. Resources Mentioned: Dr. David Daniels' Five A's Framework Connect with Roxanne at roxanneharrison.com  Ready to move from reactive patterns to conscious leadership? Remember: you're not broken and don't need fixing. You're a mystery to be explored, with gifts waiting to be uncovered.

In this special AMA episode, I tackle two real leadership scenarios that feel like herding cats: uniting a fractured team and creating unified execution from scattered individuals. Both situations share the same fundamental challenge: bringing people together to create order out of chaos, whether that involves building a shared team culture or driving collective results toward a strategic vision. In this episode, you'll hear about: Scenario 1: "How do I unite a fractured team after leadership turmoil?"  Meet "Julie," who inherited a 12-person team that has undergone multiple leadership changes. There's an employee who didn't get her job, showing resistance, people work in silos, and despite surface-level niceness, there's underlying dysfunction and disconnection.  Why This Happens: Research shows 40-70% of leadership transitions fail within 18 months because new leaders underestimate inherited team dynamics. Teams experiencing leadership instability develop "learned helplessness" and become stuck in a perpetual "storming" phase, never reaching the trust necessary for high performance.  The 90-Day Roadmap: Phase 1 (Days 1-30): Listen and Observe - Schedule one-on-ones with each team member, asking: "What's working well? What could be better? What are your strengths?" For resistant employees, approach with curiosity: "I know you were interested in this role. How can I make sure your talents are recognized?" Phase 2 (Month 2): Co-Create Team Direction - Facilitate a 3-hour team session to establish operating principles. Ask powerful questions like: "Think about a high-functioning team you were part of—what did they DO and NOT DO?" and "What would make THIS the team you're proud to be part of?"  Phase 3 (Month 3): Establish New Patterns - Measure, reinforce, and implement the co-created norms. Keep promises, communicate transparently, catch people doing things right, and prove your leadership isn't going anywhere. Scenario 2: "How do I move from managing individuals to leading unified execution?"  Meet "David," a city manager whose strategic plan gets executed in silos with different directors owning isolated parts. He seeks collaborative execution with reduced rework and increased interdependence.  Why This Happens: Up to 90% of organizations fail to execute strategies successfully due to "strategy-to-execution gaps." Without a clear focus and unified direction, teams often default to managing individual tasks rather than driving collective outcomes, as the human brain craves clarity.  The Path Forward: Create Brutal Clarity on Priorities - Limit focus to 3 major initiatives (not 13) that would make the strategic plan successful  Implement Short Execution Cycles - Use 90-day challenges supported by 30-day sprints to maintain urgency and focus  Build Collective Accountability - Weekly team check-ins where everyone reports on shared goal progress, not individual performance  Celebrate Collective Wins - Acknowledge what you accomplished together at the end of each cycle. Key Insights: Both scenarios require moving from managing chaos to creating intentional order. The breakthrough comes from recognizing that successful leaders don't wait for perfect conditions—they create them through consistent, intentional actions that build momentum over time.  Whether you're building trust and shared ownership or shifting from individual management to collective leadership, the path forward exists and is more achievable than you think. Resources Mentioned: Bruce Tuckman's team development model (forming, storming, norming, performing) "The Balanced Scorecard" research on strategy execution failures  Do you have a leadership challenge you'd like me to address? Visit clairelaughlin.com/podcast to submit your question! To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way!

In this episode, I challenge the idea that workplace misery is normal. You have a right to fairness, respect, psychological safety, and meaningful work—but rights without responsibility are just complaints. In this episode, you'll hear about: The Three Essential Roles: Everyone plays these roles in creating workplace culture, regardless of job title Owner Role - Orienting energy toward both happiness and productivity Manager/Leader Role - Establishing expectations and protecting culture Producer Role - Bringing your best self to work daily I share how a director transformed her team's energy by simply asking: "What's one thing you accomplished this past week, and what's one thing you're excited to work on next week?" The Happiness-Productivity Matrix: A simple way to assess your workplace with four quadrants: Top Right (Sweet Spot): High happiness + High productivity Top Left (Unsustainable): High happiness + Low productivity Bottom Left (Danger Zone): Low happiness + Low productivity (toxic) Bottom Right (Burnout Zone): Low happiness + High productivity Seven Strategies for Positive Change: Before considering an exit strategy, try these for 6-9 months: Build relationships with change-minded colleagues Focus on solutions, not complaints Support claims with data, not emotions Make small, specific proposals Find allies in leadership Document your efforts Model desired behavior.  Warning Signs of Toxic Workplaces: Watch for information hoarding, blame culture, inconsistent messaging, chronic overwhelm, gossip as a form of communication, a lack of psychological safety, and high turnover rates. Resources Mentioned: Creating Role Clarity resource - To get clear about your contribution The Key Message: When we collectively raise standards and take responsibility for our contribution, workplaces transform. Your life energy deserves better than dysfunction. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way!

In this inspiring conversation with communication expert Jared Fujishin, we explore his powerful "connection's key is less of me" framework that transforms how leaders build trust, influence, and loyalty. The Foundation: Less of Me, More Connection  The most effective leaders aren't focused on themselves—they're genuinely invested in others. When leaders operate from a "me, me, me" mentality, people comply but don't commit. They'll leave for slightly better opportunities because there's no real connection holding them there. Moving from Authority to Influence  There's a huge difference between authority ("do it because I'm the boss") and leadership ("follow me, here's where we're going"). When people feel genuinely cared for, they give discretionary effort—the energy that transforms organizations. Practical Connection Strategies:  10-minute check-ins: Weekly conversations asking "How are you and what do I need to know?" and "What can I do for you this week?"  Simple acknowledgments: Follow-up emails recognizing contributions  Present-moment awareness: Being fully where you are with who you're with  Building Trust Through Authenticity Trust grows when leaders create safe spaces for real conversations—both positive and difficult ones. This means having hard conversations with care, checking in when performance dips, and modeling that it's safe to be authentic.  Your North Star Exercise  Visualize the culture you want in five years. What do you want people to feel when they leave your office? Use that vision to guide daily actions that build toward that future. Resources Mentioned: Jared Fujishin's TED Talk: "How to Connect with Anyone You Meet" Connect with Jared at West Valley College or on LinkedIn The SPEED of Trust: The One Thing That Changes Everything by Stephen M. R. Covey Integrity: The Courage to Meet the Demands of Reality by Dr. Henry Cloud The Natural Speaker by Randy Fujishin (Correction: Please note - during the podcast I mentioned Randy Fujishin's book, The Natural Speaker, by the incorrect title. The correct title is "The Natural Speaker." The link to the book is provided above). Ready to lead through authentic connection? Start by shifting from "me, me, me" to genuinely putting others first. To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this episode, I explore how to build and sustain a successful mentoring program with Kara Reddig, Deputy City Manager, and Femi Omotesho, Management Analyst from the City of Elk Grove. Why Mentoring Matters More Than Ever  Mentoring isn't just a nice-to-have, it's foundational to developing confident, capable leaders. The City of Elk Grove's program grew organically from a 2019 staff meeting on gender equity, proving that the best development initiatives come directly from your team's expressed needs. The Secret Sauce: How to Structure a Mentoring Program That Actually Works  Cross-departmental pairing process: Bring 10 people together to collaboratively match mentors and mentees—no behind-closed-doors decisions  Balanced approach: Combine one-on-one mentor-mentee meetings with group training sessions every two months  Clear framework: Provide working agreements, conversation guides, and ongoing support without micromanaging Breaking bread together: Include shared meals to build authentic relationships across departments  What Makes a Great Mentor vs. Manager A mentor relationship focuses on you as a person, not just job performance. Key differences: Goals are co-created, not assigned  The relationship is voluntary and the power dynamic is more balanced Mentors often get as much from the relationship as mentees  It's about long-term growth beyond daily tasks Being an Effective Mentee: Your Role in the Relationship  Take ownership: You're accountable for your own progress, mentors guide, but you drive  Be proactive: Make it clear you're available and ready to absorb their experience  Practice radical openness: Share your real goals and be receptive to honest feedback  Act like a sponge: Tap into their experience and try new approaches they suggest  Finding a Mentor When You Don't Have a Program Look within your existing professional networks and associations  Consider LinkedIn connections who align with your career goals Remember: people are honored to be asked, don't hesitate to reach out Create informal mentoring relationships by identifying someone whose path you admire Results That Matter Elk Grove's mentees consistently report increased confidence, personal growth, and job satisfaction. Many mentees have become mentors themselves, creating a sustainable cycle of development. Resources Mentioned: Download the "Launching a Successful Mentorship Program Tip Sheet" here Connect with Kara Reddig on LinkedIn: linkedin.com/in/kara-reddig Connect with Femi Omotesho on LinkedIn: linkedin.com/in/femi-omotesho To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.

In this inspiring conversation with leadership expert Jonathan Bissell, we explore how to transform your leadership from reactive to intentional and create the kind of culture where people thrive. The Foundation: Belief Creates Transformation Everything starts with a powerful belief: investing in your people pays incredible dividends. When you truly embrace development as a core strategy, you'll create the kind of culture that attracts talent and drives results naturally.  The Upstream vs. Downstream Framework  Imagine spending your days building and developing instead of constantly fixing problems. Jonathan shares a game-changing approach: Upstream time: Proactively developing people and creating clarity Downstream time: Reacting to avoidable problems Try this: track your time for one week and see the ratio. This simple awareness can transform how you lead. The 70:20:10 Learning Model You don't need endless budgets to develop amazing teams. The 70:20:10 learning model developed by the Center for Creative Leadership (CCL) suggests that learning happens through: 70% real, on-the-job work experiences and stretch assignments  20% socially through conversations with peers and mentors 10% formal training  The magic happens when you intentionally connect all three. Creating Clarity That Empowers Get clear upfront to create freedom for everyone. Share not just what you need, but why it matters and what success looks like. Provide context, set clear parameters, and give room for autonomy within those boundaries. The Game-Changer: Consistency  Intentionality plus consistency equals transformation. Build simple, sustainable rhythms for development conversations and feedback. You Are a Culture Creator  You're not just managing within your culture—you're actively shaping it every day. Embrace your role as a culture steward and watch your intentional leadership ripple throughout your organization.  Resources Mentioned: The 70:20:10 Learning Model (Center for Creative Leadership) Connect with Jonathan Bissell at hpi.team or on LinkedIn  To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.