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Social anxiety can make you want to cancel plans, avoid difficult conversations, stay quiet in meetings, or say no to opportunities you actually want. In this episode of the Decide Your Legacy Podcast, Adam shares a simple three step strategy for facing social anxiety instead of letting it control your decisions.It starts with your mindset. What are you focusing on when you walk into a situation? Everything that could go wrong, or the opportunities that could come from showing up? Next, create a plan. Preparation can dramatically change how you approach an uncomfortable conversation, meeting, event, presentation, date, or new experience. Finally, get in the arena and engage. Real change happens when you stop avoiding the situation and give yourself the opportunity to gather new evidence about what you're actually capable of.Adam shares his own experiences with anxiety, practical ways to prepare for social situations, the importance of curiosity, breathing, flexibility, and why even rejection can become an opportunity to build resilience.If social anxiety has been keeping you from relationships, opportunities, conversations, or experiences you know you should pursue, start with these three steps.Mindset. Plan. Engage.Pick one situation you've been avoiding and give the process a try. You decide your legacy. Nobody else.RSVP to the Upcoming Self Confidence Workshop HERE_____________________________TAKE THE NEXT STEP!Conversation starters are helpful, but the deeper issue is often courage. If you want to become more confident, less anxious, and more willing to take action in the conversations that matter most, go through Shatterproof Yourself Lite. In 7 small steps, you'll learn how to face fear, build confidence, and move toward the kind of relationships and legacy you actually want._____________________________Subscribe for weekly personal growth breakdowns, and comment below on which life challenge you want us to cover next.
Disagreements are inevitable, but they don't have to become conflicts. Harvard Kennedy School professor Julia Minson joins us to explore why we struggle to see perspectives different from our own and how openness, curiosity, and humility can lead to more productive conversations. We also get practical strategies for navigating difficult conversations, from asking better questions to understanding what we actually know versus what we're simply assuming. Topics [0:00] Introduction and Speed Round with Julia Minson [6:16] Does Feeling Heard Make Us More Receptive? [19:23] Why Context Matters in Conflict [21:13] What Is Naive Realism? [37:37] Why Receptiveness Isn't Weakness [42:00] What Is "Boomer Asking"? [44:39] How to Start a Difficult Conversation [47:23] What Do You Actually Know? [49:30] Asking Better Questions [51:12] Are You Actually Being Curious? [52:30] Using Notes to Have Better Conversations [57:19] Grooving Session: Practical Tips for Better Disagreements ©2026 Behavioral Grooves Links About Julia How to Disagree Better by Julia Minson Join us on Substack! Join the Behavioral Grooves community Subscribe to Behavioral Grooves on YouTube Support Behavioral Grooves Music Links Taylor Swift - august Noah Kahan - The Great Divide
Conflict is unavoidable in leadership. The question is whether you deal with it or let it grow. In this episode of the Deep Leadership podcast, I'm joined by Dr. Irvine Nugent, leadership and conflict management expert, keynote speaker, and co-founder of Conflict EQ. Growing up in Northern Ireland during the Troubles gave Irvin an early and deeply personal understanding of conflict, trust, and the consequences of unresolved tension. We discuss why leaders often avoid difficult conversations, how conflict can actually become a productive force, and why staying calm under pressure isn't necessarily the same as being effective. Irvin also shares practical ways leaders can recognize their triggers, stay connected during tense conversations, and address conflict before it becomes destructive. We discuss: • Why leaders avoid difficult conversations• The difference between constructive and destructive conflict• Why unresolved conflict gets worse over time• What happens to leaders emotionally under pressure• Why staying calm isn't enough• How to recognize your personal conflict triggers• How to prepare for difficult conversations• Why slowing down can prevent conflict from escalating• The importance of making people feel heard• Why leaders need to address conflict early Conflict is a normal part of leadership. Great leaders don't pretend it isn't there. They develop the capacity to work through it constructively and have the conversations that need to be had. If you're a leader who has ever delayed a difficult conversation, struggled with conflict on your team, or wondered how to stay effective when tensions rise, this episode is for you. Listen now and learn how to stop avoiding conflict and start having the conversation. Connect with Dr. Irvine Nugent: LinkedIn: https://www.linkedin.com/in/irvinenugent/ Website: https://www.conflicteq.com/ Survey: https://conflicteq.scoreapp.com/ Subscribe to Deep Leadership: If you enjoyed this episode, make sure to subscribe and share it with someone who wants to become a better leader. Sponsors: Cadre of Men Farrow Skin Care Salty Sailor Coffee Company Leader Connect The Qualified Leadership Series ____ Get all of Jon Rennie's bestselling leadership books for 15% off the regular price today! HERE Learn more about your ad choices. Visit megaphone.fm/adchoices
Last updated: August 27, 2026 Trusted by leaders at Stanford University, Ernst & Young, Autodesk, MGM Grand Resorts, and Farmers Insurance Executive Summary: Most women leaders avoid difficult conversations to protect relationships — and that avoidance is what actually destroys trust. StoneAge CEO Kerry Siggins built the six-step SHARES framework after a piece of brutal feedback changed her leadership. Here's exactly how it works. Quick Takeaways: Difficult conversations delayed almost always get harder, not easier, over time The SHARES framework has six steps you can prepare in under ten minutes Organizations with regular feedback see 14.9% lower turnover rates Wanting to "be right" is the single biggest killer of workplace trust Feedback without a credible next step leaves people hopeless, not motivated Jump to: Why It Happens · The SHARES Framework · Examples · Action Plan · FAQ As an executive leadership coach with over 30 years of experience (MA, MFT, PCC) working with Fortune 50–1000 companies, I hear the same confession from brilliant, accomplished women leaders almost every week: "I know I need to have this conversation. I just keep putting it off." If you've been carrying a difficult conversation you haven't had yet — with a direct report, a peer, a boss, even a spouse — you are in very good company, and it is costing you more than you think. On this episode of the Women's Leadership Success Podcast, I sat down with Kerry Siggins, CEO of StoneAge (an employee-owned manufacturer of high-pressure water jetting equipment) and author of the new book Talk With Trust: How to Own Feedback, Spark Growth, and Build Stronger Teams. Kerry built her career on hard conversations — including one that nearly ended her leadership before it began. What she learned from it became the SHARES framework, a six-step system for women leaders navigating difficult conversations without torching the relationship in the process. Take the 2-minute survey at WomensLeadershipSuccess.com/survey Why Women Leaders Avoid Difficult Conversations — And What It Actually Costs Nobody avoids a hard conversation because they're lazy. Women leaders avoid difficult conversations because they're afraid of the consequence: a damaged relationship, an angry reaction, a reputation for being "too much." As Kerry put it on the show, "We're all not having a conversation that we know we need to have because we're afraid of the consequences." The problem is that the consequence of silence is almost always worse than the consequence of speaking. The research backs this up. Recent workplace data shows organizations with regular employee feedback see 14.9% lower turnover, while highly engaged teams — the kind built through honest dialogue — report 21% greater profitability (Careertrainer.ai, 2026). On the trust side, the numbers are sobering: employer trust fell to 76% in the 2025 Edelman Trust Barometer, and a 21-point gap now separates how much executives trust their organizations (91%) versus how much individual contributors do (70%). Every unspoken conversation widens that gap. Kerry's own turning point came from a conversation she didn't get to control. Her COO — her right-hand operational partner — had been quietly building resentment for a year. It came out in a blowup: "You think you're this inspiring CEO who disrupts the industry, but really what you are is erratic, and you're really hard to work for." Kerry's instinct was to fire him on the spot. Instead, she went home and sat with it. That single piece of painful, poorly-delivered feedback became the foundation for Talk With Trust — and for the SHARES framework she now teaches leaders everywhere. Your team is asking themselves this question constantly, whether they say it out loud or not: can I trust you? I broke this down recently on LinkedIn into three pillars — and it's the exact groundwork that makes a framework like SHARES actually work, instead of just sounding good on paper. Trust isn't built in one big moment. It's built in the small moments people learn they can count on you. — Sabrina Braham, MA, MFT, PCC Notice how closely this maps to what goes wrong in most difficult conversations. Performance trust breaks when someone overpromises or makes excuses instead of owning a miss. Authenticity trust breaks when someone says what people want to hear instead of what's true, or hides a mistake to protect their image — the exact trap Kerry's "articulate your experience" step is built to avoid. And reliability trust breaks when standards shift with someone's mood, or follow-through only happens when it's convenient — which is precisely why the SHARES framework's final step, endorsing a path forward, matters so much: a plan you don't follow through on costs you more trust than no plan at all. This is the same shift Kerry made the day she got called "erratic" — she stopped waiting to feel ready to lead differently and just did it. The SHARES Framework: Six Steps for Difficult Conversations That Build Trust SHARES is a simple, repeatable system women leaders can use to prepare for any hard conversation — a performance issue, a peer conflict, a hard truth with a boss, even a conversation with a spouse. Each letter is a step you move through, in order. S — Specify Your Ideal Outcome Before you say a word, get clear on what you actually want from this conversation. Not "to be right" — an actual outcome. "I want to keep this relationship strong. I want to see behavior change. I want this to build trust, not break it." Kerry's insight: most difficult conversations go sideways because neither person has named the outcome they're going for. Stating it out loud — even to yourself — changes everything that follows. H — Have Your Facts and Feelings Ready Facts alone feel cold and clinical. Feelings alone feel like an ambush. You need both: the observable behavior ("you were late to this meeting") and the impact it had ("we waited, and had to repeat ourselves for you, which was frustrating for the team"). Preparing both in advance also does something else important — it gives you time to calm down before you walk into the room. A — Articulate Your Experience This is the step Kerry calls her favorite, because it's the one most leaders get subtly wrong. "I feel like you don't respect me" still sounds like a judgment wearing an I-statement disguise. Articulating your experience instead sounds like: "I'd like to share my experience of this situation. The story I'm telling myself is that you don't respect me — and I want to check whether that's accurate. What was your experience?" Owning your perspective as a perspective, not a verdict, opens the door instead of slamming it. R — Reflect With Questions and Dialogue The goal of any difficult conversation isn't to be right — it's to be accurate. And the only way to get accurate is to ask questions and actually stay in dialogue. Kerry shared a story of giving tough feedback to an employee who wasn't a direct report. Rather than delivering a verdict, she asked what was going on. What she learned changed the entire conversation — from correction to genuine understanding, without letting go of accountability. E — Endorse a Path Forward Feedback without a credible next step doesn't motivate people — it leaves them hopeless. Kerry described a boss early in her career who told her she wasn't getting in front of decision-makers and to "come back with a plan." She didn't know how to fix it and didn't feel safe saying so. She eventually quit. Now she builds the path forward together with the other person: What are you trying? What's working? What isn't? That collaborative plan is what turns feedback into change — and what creates real accountability without punishment. S — Stay Emotionally Grounded People tend to mirror the emotional energy in the room. If you walk in braced and defensive, you'll get braced and defensive back. Kerry's practice: feel your feet on the floor, take a breath, and become "the mirror that calms people down" rather than the one that escalates them. Staying grounded doesn't mean suppressing emotion in the other person — it means giving them room to have their reaction without matching it. SHARES in Practice: Three Real Application Examples The promotion conversation. A director wants to raise her hand for a VP role but suspects her boss has reservations. Using SHARES, she opens with her outcome ("I want clarity on what would make me ready for this role"), shares the facts of her track record alongside how the uncertainty has felt, then asks reflective questions instead of defending her resume — walking out with an actual development plan instead of vague reassurance. The peer conflict. Two directors keep clashing in cross-functional meetings. Instead of escalating to their shared VP, one initiates a SHARES conversation: names the outcome (a working relationship that doesn't derail meetings), articulates her experience without accusation, and asks what's driving the friction from the other side. They leave with a path forward neither would have found by avoiding the topic. The marriage parallel. As I shared with Kerry on the show, this isn't only a workplace tool. Simply naming the outcome you want at the start of a hard conversation with a spouse — "I want us to leave this in a better place" — changes the entire trajectory before either person says another word. You don't have to figure this out alone. The FREE Leading Before You're Ready Playbook gives you the exact framework to walk into your next leadership conversation — or your next promotion case — with real confidence, even before you feel ready for it. GET THE FREE PLAYBOOK Implement This Week: Your SHARES Action Plan (15 minutes) Name the one difficult conversation you've been postponing. Write down the consequence you're avoiding by not having it — and the consequence of continuing to avoid it. (10 minutes) Write your S: specify the outcome you actually want....
You know something needs to change in your career, but actually asking for what you need can feel daunting. How do you ask to reduce your hours or take less call without seeming uncommitted? How do you tell your spouse you're thinking about leaving medicine when they're worried about the financial uncertainty? And what do you say when people keep asking "what's next?" and you honestly don't know yet? These conversations at the crossroads can feel so high-stakes that it's tempting to avoid them, soften what you really want, or spend weeks rehearsing the perfect words. In this episode, I'm joined by attorney Heather Hansen to help us navigate them more effectively. Heather spent more than 20 years as a medical malpractice trial attorney defending physicians, has trained thousands of medical residents in communication skills, and now helps healthcare professionals advocate for themselves with clarity, confidence, and compassion. She's also a best-selling author, speaker, mediator, former television anchor, and host of the Elegant Warrior podcast. Together we talk about how to approach the difficult conversations that come with changing your job or career, without becoming defensive, overexplaining, or feeling like you need everyone's approval. In this episode we're talking about: Why conversations at a career crossroads feel so high-stakes, and what makes us avoid them, soften what we want, or over-rehearse How to ask to reduce your hours or take less call without coming across as uncommitted How to tell your spouse you're considering leaving medicine when they're worried about the financial uncertainty What to say when people keep asking "So, what's next?" and you honestly don't know yet How to advocate for yourself with clarity, confidence, and compassion How to navigate high-stakes conversations without becoming defensive, overexplaining, or needing everyone's approval You can find the show notes for this episode and more information by clicking here: www.doctorscrossing.com/episode254 Links for this episode: Heather Hansen's LinkedIn Profile H Hansen Group The Elegant Warrior Podcast with Heather Hansen Heather Hansen's Instagram Quiz on Your Style as an Expert Witness by Heather Hansen Private 1:1 Consultations - If you would like some confidential help with your career situation, Dr. Heather Fork offers one-hour paid Zoom consultations. This one-hour coaching session may be all that you need to gain clarity and have some concrete steps for moving forward. Dr. Fork also has a 5-month coaching program for those physicians wanting additional assistance (subject to availability). For more information including pricing please reach out to Kati at team@doctorscrosing.com. Thank you for listening!
That stomach-drop feeling before a hard conversation? It's not weakness. It's your brain doing exactly what it was designed to do. Emotional intelligence expert Amy Jacobson breaks down the neuroscience of avoidance, the exact questions to ask before you say anything difficult, and why the conversation you've been dreading might be the most important one you ever have.Guest BioAmy Jacobson is an emotional intelligence and human behavior specialist delivering programs, keynotes, and workshops across Australia and internationally. She is a twice Wiley-published author of Emotional Intelligence: A Simple and Actionable Guide to Increasing Performance, Engagement and Ownership and The Emotional Intelligence Advantage: Mastering Change and Difficult Conversations.Conversation Topics(00:00) Why humans are wired to avoid difficult conversations(02:32) The role of the amygdala and fear of the unknown(06:00) How our brain deprioritizes hard conversations to protect us(07:12) What actually counts as a "difficult conversation"(08:18) The difference between a difficult conversation and a difficult delivery(09:38) Why curiosity is the most important tool in a first conversation(10:21) Why you should never over-prepare for a first conversation(15:16) The Ask, Ask, Tell framework(16:41) How to remove emotion and get factual when someone won't own it(19:29) Separating the person from the role(21:27) Real-world story: a leader in the wrong role(27:45) What a follow-up conversation must include: the consequence(29:42) Great manager shoutout: Tina FisherAdditional Resources✨ Read the full transcript: https://docs.google.com/document/d/1AK1zgeJoKYqMWkNmGM-p-QkWz27Sd_p8_QxFqoRTf8U/edit?usp=sharing✨ Follow me on Instagram: https://www.instagram.com/leadershipwithmamie/✨ Visit my website for more: https://www.themodernmanager.com/✨ Subscribe to my YouTube channel: https://www.youtube.com/channel/UC7jhYz8b16g1SsLia4EhO5w?sub_confirmation=1Keep up with Amy JacobsonWebsite: https://amyjacobson.com.au/Book: The Emotional Intelligence Advantage — https://www.amazon.com/Emotional-Intelligence-Advantage-Mastering-Conversations/dp/1394337949Free eBook: https://app.box.com/s/0yjaellmagoc8dyceu5bdyndk4uoku6xLinkedIn: https://www.linkedin.com/in/amy-jacobson-emotional-intelligence/Instagram: https://www.instagram.com/amyjacobson_eiFacebook: https://www.facebook.com/findingyoury/YouTube: https://www.youtube.com/channel/UC3tV1e6qV8EHqmA7_RFnPTwJoin my newsletter to get episodes and my one page episode guides with the key takeaways delivered directly to your inbox: https://www.themodernmanager.comThe Modern Manager is a leadership podcast that helps you close the gap between knowing what good management is and actually doing it. Follow The Modern Manager on your favorite podcast platform so you never miss an episode!#Leadership #EmotionalIntelligence #DifficultConversations #ManagementTips #WorkplaceConflict #TeamLeadership #PeopleManagement #ManagerSkills #EQ
The Liberated Life - Set Yourself Free in Business and Pleasure
This is the 100th episode of The Liberated Life. A hundred conversations about freeing yourself from what quietly drains you — and this one is about the thing underneath all of them: closing what needs an ending. One morning I went live, said what I came to say — and then couldn't find the button to end it. The control was hidden behind something else on the screen. So I did what capable, overwhelmed people do with the things they can't figure out how to close: I shut the laptop and hoped it had ended itself in the background. It didn't. It kept running. Still live, still draining — even after I looked away. That hidden button has a name. It's an open loop: a conversation, a promise, a decision, or a commitment that needed an ending and didn't get one. In this episode, I walk through what Open Loops are, why they cost you far more than their size, and how to close one. In this episode: • Why the things we walk away from keep running in the background • What an Open Loop actually is — and why a five-minute task can take up five days of your head • The four types: task, decision, relational (the "Unspoken Broken"), and self • How Open Loops get created (a late-night FaceTime from Australia taught me mine) • CLOSE — a simple way to close a loop on purpose: Capture, Locate, Observe, Speak, End/Evolve/Honor • PEACE — how to have the conversation when the loop is between you and someone else You don't have to overhaul your life. Pick your loudest Open Loop. Close it. That's where your energy comes back. Free tools at closetheloopsnow.com — a short quiz on how you communicate under pressure, the Close One Loop walkthrough, and the Difficult Conversation Simulator (try.pplskillz.com) to practice the conversation before you have it. From Robin Quinn Keehn, author of Stop Stealing From Yourself. If this resonated, there's probably an open loop of your own worth closing. My free Close the Loop tool walks you through it in about 15 minutes — a gentle place to start.
Gugs Mhlungu speaks with resident clinical psychologist Dr Khosi Jiyane, about finding the right words to comfort someone who is terminally ill and approaching the end of life. They discuss being honest without overthinking what to say, recognising that the person may already understand their condition, and allowing space for different responses to grief and death. Gugs Mhlungu gets you ready for the weekend each Saturday and Sunday morning on 702. She is your weekend wake-up companion, with all you need to know for your weekend. The topics Gugs covers range from lifestyle, family, health, and fitness to books, motoring, cooking, culture, and what is happening on the weekend in 702land. Thank you for listening to a podcast from 702 Weekend Breakfast with Gugs Mhlungu. Listen live on Primedia+ on Saturdays and Sundays from 06:00 and 10:00 (SA Time) to Weekend Breakfast with Gugs Mhlungu broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/u3Sf7Zy or find all the catch-up podcasts here https://buff.ly/BIXS7AL Subscribe to the 702 daily and weekly newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702See omnystudio.com/listener for privacy information.
Have you ever stayed quiet because bringing something up felt harder than just letting it go? Between busy schedules, phones, family responsibilities, and years of falling into familiar patterns, it can be surprisingly easy to become disconnected from the people closest to you without realizing it. I sat down with licensed marriage and family therapist Colette Jane Fehr to talk about why avoiding conflict can quietly create distance, and how approaching difficult conversations with honesty and vulnerability can actually bring you closer. We unpack the difference between sharing what you're truly feeling and turning your interpretations into facts about the other person. You'll walk away with practical ways to start hard conversations, recognize when you're abandoning your own needs to keep the peace, and begin rebuilding connection even if your relationship has been on autopilot for years.You'll Learn:How to start a difficult conversation without blame or defensivenessHow to separate your feelings from the story you're telling yourself about your partnerWhat to do when your partner says, “Nothing's wrong” or “You're overreacting”How to recognize the “siren song of avoidance”Ways to protect your relationship while still getting support from friendsWhy midlife can be an opportunity to reconnectHow to stop keeping the peace at your own expenseLinks:Connect with Colette:Instagram: https://www.instagram.com/colettejanefehr TikTok: https://www.tiktok.com/@colettejanefehrSubstack: Secrets from a Therapist https://colettejanefehr.substack.com/Watch Colette's TEDx Talk: https://www.youtube.com/watch?v=8tSUOB2yEd0 Order a copy of The Cost of Quiet: How to Have the Hard Conversations That Create Secure, Lasting Love: https://www.colettejanefehr.com/new-book Get a copy of Amy's Best selling book: CANNONBALL! FEARLESSLY Facing Midlife and Beyond hereMake sure to share with friends and family and would love if you could leave a review. There are so many shows out there floating around and if you are finding value in the The Right Sized Life Podcast share it with the world – a review means so much.And sign up for the Radiant Woman Reset hereAnd don't forget to follow along on all the socials:http://instagram.com/theamy.schmidthttps://www.facebook.com/fearlesslyfacingfifty/https://www.linkedin.com/in/amy-schmidt-a5684412/
Leadership isn't just about strutting around like you own the place; it's more about having the guts to jump into the deep end when you're not even sure if there's water in the pool. In a world where tough conversations often feel like navigating a minefield, Tess Fialka, a leadership coach and author, joins us to spill the beans on her new book, "Walking the Leadership Ledge." We dive into the nitty-gritty of why those awkward chats you've been dodging might just be the secret sauce for leveling up your leadership game. Seriously, if you've ever found yourself fumbling for the right words or sweating bullets before a crucial talk, this episode is your lifeline. Tess unpacks her six essential steps that every leader needs in their toolkit to tackle those conversations head-on with confidence and grace. And believe me, after hearing this, you'll be feeling less like a deer in headlights and more like the cool, calm leader you aspire to be. We start off with Tess Fyalka sharing the golden nugget of wisdom she lives by: bring more questions than answers. It's a game changer, folks! Instead of marching into a meeting with a rigid agenda, she encourages us to adopt a mindset of curiosity. Imagine walking into a conversation ready to explore the issue instead of just laying down the law. We get into the emotional rollercoaster that can come with difficult dialogues, and Tess emphasizes how recognizing our feelings is not just helpful but essential for successful communication. If you think leadership is all about having the right answers, you might be missing the bigger picture of fostering genuine dialogue and understanding. By the end of our chat, you'll not only have a clearer idea of how to navigate those prickly discussions, but you'll also feel empowered to embrace the discomfort. Tess's insights remind us that every difficult conversation is a chance to build bridges, not walls. So, grab your notepad and get ready to transform your approach to leadership. After this episode, you might just find yourself looking forward to those tough talks!Takeaways:Leadership is not just about confidence; it's about embracing uncertainty and engaging in tough conversations.Difficult conversations might be the key to unlocking your potential as a leader, so don't dodge them.Tess Fyalka's book, 'Walking the Leadership Ledge', outlines essential steps for navigating challenging dialogues effectively.Preparation is vital for difficult conversations; know your emotions and clarify your intent beforehand.Links referenced in this episode:anglecoaching.comwalkingtheleadershipledge.comamazon.com
This episode is devoted to one deceptively simple question: How do you stay close to your partner over time through the inevitable exhaustion, misunderstanding, conflict, disappointment, and change?This episode is brought to you by:Eight Sleep Pod Cover 5 with dual-zone temperature control, so each partner sleeps at their perfect temperatureIn this episode: Esther Perel begins with the basics: appreciation, affection, and replacing chronic complaints with clear requests.Brené Brown explains why marriage is never 50/50 and how she and her husband create what Brené calls a “plan of kindness.” Brad Feld describes the monthly “life dinners” that have helped him and his wife review the previous 30 days, talk honestly about the future, and prevent resentments from building upJim Dethmer offers a practical way to distinguish observable facts from the stories we make up about our partners.Sheila Heen explains how humor and genuine curiosity can serve as an interrupt on an argument that is heating up The late Dr. Sue Johnson then walks us through a “Hold Me Tight” conversation—a way of moving beneath anger and defensiveness to the fear, vulnerability, and need for connection underneath.Terry Real then offers a strikingly simple model for repair and introduces the term “normal marital hatred” - as he put it, nobody ever goes up to him and says “What do you mean by that?!”Finally, Diana Chapman describes what it means to let an outdated version of a marriage end so that two people can consciously choose what comes next for their relationship.Timestamps:Intro from Tim: 00:00:00Esther Perel: 00:01:58Brené Brown: 00:08:21Brad Feld: 00:12:02Jim Dethmer: 00:16:51Shelia Heen: 00:23:04Dr. Sue Johnson: 00:29:26Terry Real: 00:40:14Diana Chapman: 00:46:19Short bios:Esther Perel is an internationally renowned psychotherapist, the New York Times bestselling author of Mating in Captivity and The State of Affairs, and the host of the award-winning podcast Where Should We Begin?Brené Brown is the author of six number-one New York Times bestsellers exploring courage, vulnerability, shame, and resilience; a research professor at the University of Houston; and a professor of practice at the University of Texas at Austin.Brad Feld is an early-stage investor and entrepreneur and a co-founder of Foundry Group, Mobius Venture Capital, and Techstars. He writes on entrepreneurship, leadership, mental health, and sustaining a life beyond work.Jim Dethmer is a co-founder of the Conscious Leadership Group and co-author of The 15 Commitments of Conscious Leadership, an influential framework for building candid, responsible, high-trust relationships.Sheila Heen is the deputy director of the Harvard Negotiation Project, founder of Triad Consulting Group, and co-author of the New York Times bestsellers Difficult Conversations and Thanks for the Feedback.Dr. Sue Johnson was the pioneering clinical psychologist who created Emotionally Focused Therapy. She was named Psychologist of the Year by the American Psychological Association and appointed to the Order of Canada for her global impact on psychotherapy.Terry Real is an internationally recognized family therapist, a bestselling author, and the creator of Relational Life Therapy. He has spent more than four decades helping couples restore intimacy and connection.Diana Chapman is co-author of The 15 Commitments of Conscious Leadership, a cofounder of the Conscious Leadership Group, and founder of the Signal Institute, working with leaders on radical honesty, somatic intelligence, and transformation.*For show notes and past guests on The Tim Ferriss Show, please visit tim.blog/podcast.For deals from sponsors of The Tim Ferriss Show, please visit tim.blog/podcast-sponsorsSign up for Tim's email newsletter (5-Bullet Friday) at tim.blog/friday.For transcripts of episodes, go to tim.blog/transcripts.Discover Tim's books: tim.blog/books.Follow Tim:Twitter: twitter.com/tferriss Instagram: instagram.com/timferrissYouTube: youtube.com/timferrissFacebook: facebook.com/timferriss LinkedIn: linkedin.com/in/timferrissSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Join in the conversation!Enjoy the clip of this episode. Welcome back to another episode of the Hella Chisme Podcast! The show where culture, community, and real conversation live.This is a space where we celebrate and uplift the voices and stories that don't get told enough, and have honest conversations about the things that actually matter.Also… maybe sometimes the things that don't. And depending on the day? I might be getting into some foolishness. And in those moments, you are more than welcome to come check me on it in the comments.Respectfully!Whatever it is we're doing over here, we show up real. And I love that y'all continue to come back each time to listen, laugh, chime in, and be part of this community.This week, we are reaching into the Hella Chisme vault.Why do some friendships last decades while others fade without explanation?Dr. Marcus C. Shepard, tenured professor of communication and host of Off the Data Provided, breaks down his Friendship Formula: investment, emotional closeness, trust, and support. If any one of those is missing, the relationship starts to crumble.We also get into dating apps and why people stay stuck on them, whether texting and DMs count as real communication (spoiler: they do), and why great communicators actually fight MORE they just know how to resolve it.
In this episode of our 3-part series exploring the foundations of positive leadership, I speak with Kevin Ford, the award-winning, past CEO of Calian Group, about how to effectively connect with others. In a world grappling with AI, remote work, and breakneck change, we examine explore what meaningful connection looks like in practice. Starting with candor and transparency, our discussion explores why authentic openness isn't just a nice-to-have, but a business essential. Kevin shares some real-life examples from leading a global, publicly traded company to amplify the conversation from theory to tangible action.Our journey continues with a deep dive into respect, which is not a formality rooted in title, but rather the lived foundation of innovative, resilient culture. Empathy emerges as our final, essential ingredient, with stories illustrating how courageous listening and presence lead organizations through uncertainty and drive sustainable results. Key moments include revealing the inner workings of boardroom transparency, the contagious effects of a leader's sincerity, and the simple yet radical act of asking, “How are you really doing?” Insights on how accountability and compassion coexist provide leaders with a nuanced blueprint for addressing hard truths without losing humanity.Listeners will come away with a wealth of practical strategies, from how to tune into team energy, to acting on feedback with genuine care. For anyone looking to elevate their leadership and transform team dynamics, this episode delivers both the why and the how.What You'll Learn- The Importance of Candor and Transparency in Leadership.- How Transparency Builds Trust and Followership.- Cultivating a Culture of Respect.- Navigating Difficult Conversations With Respect.- Demonstrating and Developing Empathy: A Leadership Superpower.- Positive energy matters, especially in tough times.- Balancing Empathy, Accountability, and Performance. Podcast Timestamps(00:00) - Introduction to Part 2: Connecting with Others(01:59) - The Challenge of Connection in a Tech-Driven World(02:36) - Candor and Transparency in Leadership(07:36) - Transparency Across Stakeholders(13:09) - The Foundation of Respect(19:59) - (25:03) - Respect in Difficult Conversations and Layoffs(29:01) - Empathy as a Leadership Imperative(36:29) - Empathy in Action and Leading Through Crisis(47:03) - The Courage to Embrace Raw Emotions(55:07) - Reflecting on the Leadership JourneyKEYWORDSPositive Leadership, Candor, Transparency, Authenticity, Self-Leadership, Respect, Empathy, Leadership Culture, Company Values, Accountability, Performance Management, Giving Feedback, Employee Engagement, Emotional Intelligence, Human-Centered Leadership, Difficult Conversations, Building Trust, Stakeholder Communication, Navigating Change, Remote Work, CEO Success
"The first negotiation is actually a negotiation I have with myself about my own story."Before you can have hard conversations with others, you need to have an honest conversation with yourself. That's the counterintuitive advice from Sheila Heen, a Harvard Law School lecturer and co-author of Difficult Conversations: How to Discuss What Matters Most, who says our own internal narratives often derail our attempts at negotiation and conflict resolution. In this episode of Think Fast, Talk Smart , Heen joins Matt Abrahams to explore effective communication in high-stakes situations. From giving and receiving feedback with her “ACE” framework (Appreciation, Coaching, and Evaluation) to recognizing the "degrees of difficulty" in disagreements, she offers practical strategies for having productive conversations even when emotions run high.Key Takeaways:Difficult conversations start with understanding yourself. Before trying to change someone else's mind, examine your own assumptions, emotions, and goals to create space for a more productive dialogue.Curiosity turns conflict into collaboration. Replacing blame with genuine questions and focusing on understanding rather than convincing helps build trust, reduce defensiveness, and move conversations forward.Activity:Decode feedback. The next time someone asks for feedback, don't answer immediately. Implement the ACE framework. First ask: "Are you looking for appreciation, coaching, or evaluation?" Then tailor your response to match what they actually needEpisode Reference Links:Sheila HeenSheila's Book: Difficult ConversationsEp. 204 Tough Talks: Turn Tension Into Trust Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedIn Chapters:(00:00) - Introduction (01:40) - Facing Difficult Conversations (03:53) - The Feelings Beneath Conflict (07:02) - The Stories We Tell Ourselves (08:19) - Start with the Third Story (09:59) - The Power of Questions (12:36) - Breaking an Impasse (16:15) - The Language of Curiosity (17:12) - Feedback That Lands (20:18) - Asking for Better Feedback (22:38) - Looking Beneath the Surface (24:15) - The Final Three Questions (31:30) - Conclusion ********Thank you to our sponsors. These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.Unleash your Superhuman potential with AI that meets you where you work. Learn more at superhuman.comJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be.
What is your top leadership challenge? A recent informal study gathered data from 23,000 HR professionals, and they identified difficult conversations and feedback as their top leadership challenge. Today's guest walks us through each of the 5 C's of difficult conversations. Join us to learn how to ready your mindset for difficult conversations so you can thrive as a coach and leader!Maren Perry is the founder and CEO of Arden Coaching, a B2B leadership development firm she started in New York in 2007, when coaching was a largely unknown field. Today, Arden is a national firm of 40-plus Professional and Master Certified Coaches serving CHROs, VPs of HR, and directors of leadership and development at mid-market organizations across engineering, construction, finance, healthcare, and tech. Some of their clients include Kaiser Permanente, Microsoft, Mars/Wrigley, ZipRecruiter, BetMGM, and JLL. With a background in cognitive science and thousands of coaching hours at the senior executive level, Maren and her team specialize in developing technically brilliant people into leaders who build high-performing teams.Show Highlights:Maren's journey to clarity about the real problem in having difficult conversations for HR professionalsThe truth: People are desperate for feedback. (and it's kind to offer feedback!)The 5 C's to prepare for difficult conversations:Courage–Have difficult conversations, even when you are fearful about it.Clear–Clear yourself of stories (that might be true or untrue) and emotions first.Collaborative–This mindset is to “sit on the same side of the table.”Certain–Go into the conversation with clarity and certainty, not stubbornness.Curious–Curiosity is key for coaches and leaders; leave space to be wrong.Transformations in using the 5 C's frameworkA key takeaway from Maren: “Practice the 5 C's of difficult conversations. No one gets better without practicing.”Resources:Connect with Maren Perry: Website and LinkedInConnect with Meg:Explore our mentor program! Now enrolling for Fall 2026! Click here for more information!Learn more about the STaR Coach Community. We would love for you to join us!Explore past episodes and other resources at www.STaRcoachshow.com.Mentioned in this episode:Mentor ProgramIf you're working toward your ACC or PCC credential, or if it's time to recertify your ACC mentor, coaching isn't just a requirement on a checklist. It's one of the most transformative investments you can make in yourself and your coaching. I've taught or mentored over 2000 coaches, and I hear the same thing again and again. I came because I had to, and I am so glad that I did. Coaches tell me they walk away with renewed energy, deeper confidence and a community of peers who genuinely support each other. Here's what you need to know right now. Mentor coaching must span a minimum of three months, so the time to start is not when your credential is just about to expire. And if you complete your hours in 2026, you get ahead of the upcoming ICF changes, which means peace of mind along with skill development. My fall cohort is already filling up. Every group is capped at ten. It's small, personal, and powerful. If you've been waiting for the right time, this is it. So head over to Star Coach Show. That's https://starcoachshow.com/mentor/ to grab your spot or to learn more. I'd love to work with you. Now, let's get into today's show.
Curious about the future of radiology economics? Richard E. Heller III, MD, MBA speaks with co-hosts Sherry S. Wang, MBBS, and Surbhi Raichandani, MD, to discuss radiology economics, from the basics to the niche and what is up ahead. Listen to their discussion in episode 2 of Difficult Conversations, an AJR Podcast Series. Full article: https://www.ajronline.org/doi/10.2214/AJR.26.35690 *Key Takeaways The Efficiency Fallacy: CMS recently implemented a 2.5% efficiency reduction to work relative value units, assuming that technology makes reading scans faster. However, modern multiplanar CTs contain thousands of images which can slow down down interpretation times. The No Surprises Act and Ghost Rates: While designed to protect patients from unexpected out-of-network bills, poor implementation allows insurers to use "ghost rates," which are contracted rates for never-billed services, to artificially lower the Qualifying Payment Amount and force rate reductions on practices. Advocacy is Essential: Radiologists serve as the nexus of the hospital. If the specialty does not demonstrate its downstream value, such as avoiding unnecessary surgeries and shortening hospital stays, business-minded policymakers will continue to treat it as a high-cost expense center to be cut. *Chapters 0:00 - Welcome 1:12 - Future Outlook For Radiology 2:27 - How Radiologists Generate Revenue 3:09 - RVUs Conversion Factor Basics 4:30 - MIPS And Payment Adjustments 5:59 - Revenue Versus Paycheck 7:22 - Medicare Fee Schedule Trends 8:53 - Efficiency Adjustment Debate 12:50 - How CMS Sets The Rules 14:24 - Comment Letters And Advocacy 17:16 - Medicare As System Benchmark 19:09 - Commercial Insurer Headaches 21:21 - Steerage And Pediatric Risks 22:57 - No Surprises Act Explained 27:59 - Arbitration And Implementation Issues 29:10 - Radiology as Nexus 30:16 - Proving Downstream Value 31:34 - Total Value Equation 33:44 - RVUs and Complexity 36:53 - Fixing Incentives 46:04 - AI as Capacity Booster 49:01 - Will AI Cut Pay 50:12 - Teleradiology Done Right 54:30 - Radiology in 10 Years 57:53 - Optimism and Call to Action Follow AJR on Social Media LinkedIn: https://www.linkedin.com/showcase/ajr-radiology/ YouTube: https://www.youtube.com/channel/UCfFAYezkLMxJGMgIJLN0Dpg Instagram: https://www.instagram.com/ajr_radiology/ TikTok: https://www.tiktok.com/@ajr_radiology X: https://x.com/AJR_Radiology BlueSky: https://bsky.app/profile/ajrradiology.bsky.social Threads: https://www.threads.com/@ajr_radiology *These sections were generated using artificial intelligence (Descript and Google Gemini) and then reviewed for accuracy.
Wasim Osman: When a Scrum Team's Silence Becomes a Self-Fulfilling Prophecy Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "No team is interested in deliberately destroying their outcome or their team. Nobody does that on purpose." - Wasim Osman Wasim's team was building a SaaS product with real potential. They followed Scrum, shipped features fast—and quietly let the bugs pile up. When customers finally pushed back ("you built five features, four of them have bugs"), the team made a confident bet: one quarter for new features, then one month to fix everything. It didn't work. The bug-bashing month revealed deeper, structural problems that demanded refactoring, and the roadmap was already packed. Then the fixes got handed to a single team, who felt demoted from the "prestigious" work of building features. Resentment grew between the teams. At the height of that tension, the company was acquired by a waterfall-driven parent company. The head of engineering left, the chief architect and two senior engineers followed, and it became chaos. Wasim's hardest lesson wasn't about the acquisition—it was about voice. The engineers assumed waterfall was being forced on them and stopped pushing back; leadership assumed the engineers were fine with it. Nobody said what they actually thought, and the fear became reality. As Wasim puts it, there was "no captain on the ship." In this segment, we talk about how even conversations need to be iterative, and how a Scrum Master has to balance speaking up (so the team isn't rudderless) without speaking so much that the team stops voicing their own opinions. Self-reflection Question: Where on your team is an unspoken assumption quietly hardening into reality, and what would it take for you to name it out loud first? Featured Book of the Week: Difficult Conversations by Douglas Stone, Bruce Patton, and Sheila Heen Wasim's most-recommended book is Difficult Conversations: How to Discuss What Matters Most. What stuck with him is a deceptively simple model: every hard conversation is really made of three conversations—the "what happened" conversation (the content), the feelings conversation, and the identity conversation (what the situation says about whether you're competent, good, or lovable). "When I first read it, I thought there can't be only three types of conversations," Wasim admits. "But once you've gone through the book, you can put any conversation into one of those funnels." He found it especially powerful in retrospectives: when the same issue keeps resurfacing, the real conversation is often about feelings, not action items—someone was never okay with an earlier decision, and that's why the follow-ups never happened. Self-reflection Question: In your last tense retrospective, which of the three conversations—content, feelings, or identity—was really driving the room? [The Scrum Master Toolbox Podcast Recommends]
Join in the conversation!Welcome back to another episode of the Hella Chisme Podcast! The show where culture, community, and real conversation live.This is a space where we celebrate and uplift the voices and stories that don't get told enough, and have honest conversations about the things that actually matter.Also… maybe sometimes the things that don't. And depending on the day? I might be getting into some foolishness. And in those moments, you are more than welcome to come check me on it in the comments.Respectfully!Whatever it is we're doing over here, we show up real. And I love that y'all continue to come back each time to listen, laugh, chime in, and be part of this community.This week, we are reaching into the Hella Chisme vault.Why do some friendships last decades while others fade without explanation?Dr. Marcus C. Shepard, tenured professor of communication and host of Off the Data Provided, breaks down his Friendship Formula: investment, emotional closeness, trust, and support. If any one of those is missing, the relationship starts to crumble.We also get into dating apps and why people stay stuck on them, whether texting and DMs count as real communication (spoiler: they do), and why great communicators actually fight MORE they just know how to resolve it.
What do you do when your child receives a diagnosis and your mind suddenly goes blank? Whether you're hearing difficult news for the first time or preparing your child for a medical procedure, knowing what to ask—and how to support your child—can feel overwhelming. In this episode of Inside the Children's Hospital, Katie Taylor, Certified Child Life Specialist, is joined by Dr. Mona Amin, board-certified pediatrician, founder of PedsDocTalk, and Chief Medical Officer at Poppins, for an honest conversation about helping families navigate some of the hardest moments in healthcare. Together, they share practical strategies for asking the right questions after a diagnosis, preparing children for medical procedures in developmentally appropriate ways, and supporting both parents and children through fear, uncertainty, and overwhelming emotions. Dr. Mona also shares her own experience as both a pediatrician and the mother of a child who experienced a neonatal stroke, offering a unique perspective from both sides of the hospital bed. Whether your child is facing a new diagnosis, an upcoming surgery, blood work, vaccinations, or ongoing medical care, this episode will leave you feeling more prepared, informed, and empowered. In This Episode: 00:00 – Why difficult medical conversations can leave parents feeling overwhelmed 2:12 – Meet Dr. Mona Amin and her work supporting families through PedsDocTalk and Poppins 5:02 – How virtual pediatric care is helping families access support sooner 6:53 – What parents should ask after receiving a new diagnosis 8:16 – Why your brain "goes offline" during difficult news 13:42 – How to pause, regulate emotions, and advocate for your child 18:31 – Should parents Google a diagnosis? How to find trustworthy information 23:15 – The importance of hope while navigating uncertainty 31:21 – How children understand illness differently at every developmental stage 35:57 – Preparing toddlers and preschoolers for medical experiences 39:38 – Supporting school-age children through needles, procedures, and fear of pain 42:38 – Why you should never use the doctor as a threat 44:00 – Preparing children for blood draws, MRIs, vaccines, and procedures 46:23 – What to do when your child is completely dysregulated during a medical procedure 52:18 – Comfort positioning, honest communication, and building trust with children 56:07 – Helping children express big feelings while remaining their safe place You'll Learn: The most important questions to ask after a new diagnosis How to stay grounded when emotions take over Developmentally appropriate ways to explain illness to children How to prepare kids for medical procedures without increasing anxiety Why honest language builds trust with children How to respond when your child is scared or dysregulated Why connection matters more than perfection Ways to help children develop confidence during medical experiences Resources Mentioned PedsDocTalk by Dr. Mona Amin Poppins Pediatric Care (Use code ChildLifeOnCall for one month of FREE parent coaching or pediatric medical care where available.) Free Comfort Position Guide from Child Life On Call Connect with Us Instagram: @childlifeoncall + @insidethechildrenshospital YouTube- All episodes available in video format! Subscribe: Never miss an episode on Apple Podcasts or Spotify. Visit insidethechildrenshospital.com to search stories and episodes easily Leave a Review: It helps other families find us and access our resources Medical information shared in this episode is not a substitute for professional medical advice. Please consult your care team for guidance specific to your child and family. Keywords: child medical diagnosis, pediatric diagnosis, child life specialist, Dr. Mona Amin, PedsDocTalk, preparing kids for medical procedures, talking to kids about illness, helping children cope with illness, questions to ask after a diagnosis, child receives a diagnosis, pediatrician advice, preparing kids for blood draws, preparing kids for vaccines, hospital anxiety in children, pediatric healthcare, family-centered care, medical parenting, supporting children through healthcare, pediatric patient education, parenting a medically complex child
In this episode of Dean's Chat, Dr. Johanna Richey is joined by guest co-host Dr. Tim Miller. Together, they welcome Lyndley Andrews, President of the Maryland Healthcare Education Institute (MHEI), for a thought-provoking conversation on leadership development, communication, and the essential human skills that healthcare professionals need to thrive. Drawing on her background in psychology, human resources, and organizational development, Lyndley shares how her career evolved into helping healthcare leaders develop the competencies that are rarely taught in formal medical training but are critical for building high-performing teams and delivering exceptional patient care.The discussion explores the leadership gaps commonly seen across healthcare, emphasizing that clinical expertise and leadership require two distinct skill sets. Lyndley highlights three recurring challenges faced by healthcare professionals: navigating difficult conversations, leading and adapting to change, and fostering accountability. She explains how emotional intelligence, curiosity, thoughtful questioning, and self-awareness can transform conflict into productive dialogue while strengthening professional relationships. The group also discusses how burnout, stress, and unchecked ego can become significant barriers to effective leadership, reinforcing the importance of reflection, coaching, and continuous personal growth.A recurring theme throughout the episode is the value of understanding yourself before leading others. Lyndley introduces the DISC behavioral assessment, describing how personality frameworks can help individuals recognize their communication preferences, leadership tendencies, strengths, and potential blind spots. Rather than changing who they are, healthcare professionals can use these insights to adapt their communication, improve teamwork, and build stronger relationships with colleagues, learners, and patients. The episode also offers a preview of several leadership sessions Lyndley will present at the upcoming APMA National Scientific Meeting in Nashville, including topics on personality styles, courageous conversations, generational differences in healthcare, change management, artificial intelligence in leadership, and improving patient outcomes through advocacy and systems thinking. The hosts discuss how generational differences influence communication, expectations, and patient interactions, highlighting the importance of adapting communication styles while avoiding stereotypes. They also reflect on the growing need for leadership education within medicine and envision a future where coaching, leadership development, and simulation become routine components of physician training.The conversation concludes with an encouraging reminder that leadership is not defined by title but by intentional growth, meaningful relationships, and a commitment to lifelong learning. Whether leading a healthcare team, mentoring trainees, or caring for patients, the ability to communicate effectively, embrace change, and understand both yourself and others is what ultimately drives lasting professional success and better patient care.Career Lifeline Exercise: https://people-shift.com/articles/the-career-life-line-activity-a-reflective-career-development-tool/Legacy Mapping Exercise: Purpose through Passion: Charting A Career Through Legacy Mapping in Healthcare by Lael N. Coleman, MHA, CPHQ, Children's National Hospital: https://chaiblog.childrensnational.org/purpose-through-passion-charting-a-career-through-legacy-mapping-in-healthcare/Difficult Conversations specifically in healthcare: Based on research from Crucial Learning and the American Association of Critical-Care Nurses (AACN): “Silence Kills 2.0: How Communication Failures Stifle Innovation and Harm Patients” – link: https://www.aacn.org/newsroom/cultures-of-silence-threaten-patient-safety-innovation
Parenting in today's world can feel overwhelming—especially when it comes to making informed decisions about your child's health. In this episode of the Well-Adjusted Mama Podcast, Dr. Laura Brayton sits down with board-certified integrative pediatrician Dr. Joel "Gator" Warsh to explore some of the most important and challenging conversations parents face. Together, they discuss how to approach children's health with curiosity, balance, and confidence while navigating topics such as vaccines, wellness, immune health, and the growing role of integrative medicine. Dr. Warsh shares evidence-based insights, practical guidance, and strategies that empower parents to make informed decisions without fear or confusion. Originally from Toronto, Canada, Dr. Joel Warsh earned a Master's degree in Epidemiology before completing medical school at Thomas Jefferson Medical College. After completing his pediatric residency at Children's Hospital Los Angeles, he founded his integrative pediatric practice in Studio City, California. He is also the bestselling author of Between a Shot and a Hard Place: Tackling Vaccine Questions with Balance, Data, and Clarity and reaches more than 500,000 parents through his educational social media platforms. Whether you're an expecting parent, caring for young children, or simply looking for a balanced perspective on pediatric health, this conversation offers valuable tools to help you confidently advocate for your family. Connect with Dr. Joel Warsh Website: www.integrativepediatrics.com Substack: https://substack.com/@drjoelgator Instagram: @drjoelgator For more from Dr. Brayton: If you'd like to learn more about my virtual functional medicine practice, go to https://drlaurabrayton.com/virtual-functional-medicine/ and schedule a complimentary 15 minute discovery call with me. Help more people find our show - leave a rating and review by simply clicking on http://ratethispodcast.com/welladjustedmama. © 2014 - 2026 Dr. Laura Brayton
The Liberated Life - Set Yourself Free in Business and Pleasure
This one's personal. I was the martyr for years — I inherited it from my mom, who was always the bigger person, always said yes, and whose quiet reward was bitterness. Here's the day I saw I was choosing the same role, and what I did about it. Most of us think we're being kind — until the flash of annoyance hits. You agreed to help. You said, "Of course, no problem." And then you're irritated, maybe resentful, replaying it in the car wondering why you always end up being the one who bends. In this episode, it's just you and me on the difference between a clean yes — chosen, and meant — and the yes-that-meant-no that quietly runs up a debt you'll be collecting on for weeks. We name the trap almost no one says out loud: the quiet martyr, the one who keeps saying yes, keeps absorbing the cost, and privately waits to be appreciated for a sacrifice nobody asked them to make. The catch? No one else can see the ledger you've been keeping. Here's the part that puts the power back in your hands: every yes you don't mean teaches two lessons at once — you teach yourself your "no" doesn't count, and you teach other people how to treat you. So we walk through a simple, repeatable process to change it: Notice — catch the moment your automatic yes arrives faster than your honest one Name — why "I don't know yet" is one of the most honest sentences you own Negotiate — the third door most people miss, and why disappointment is information, not an instruction You'll leave with a 24-hour practice, a sentence you can use the next time you need more time to answer, and permission to let your yes mean yes again. Companion essay on Substack: "The Yes That's Been Costing You." If this resonated, there's probably an open loop of your own worth closing. My free Close the Loop tool walks you through it in about 15 minutes — a gentle place to start.
Do you avoid difficult conversations because you're worried about upsetting someone or damaging the relationship?In this episode of Confident at Work, Anna Manning explores Radical Candour, why capable professionals can struggle with giving honest feedback, and how fear of conflict, people-pleasing and worrying about what others think can get in the way.You'll learn how to give clear, constructive feedback while still showing that you care — plus a simple framework for having difficult conversations with more confidence.This episode credits the work of Kim Scott. Want to be more Confident At Work?Start here: take our free: Confidence Assessment Get private support to feel confident at work - book a call to explore private coaching Cover art by Jacob McFaddenTheme song by Melissa Carter @ Making Audio Magic
Learn why Cyber criminals hate Huntress, why we use them daily and why they help stop cyber crime in the SMB space. What if the people protecting small businesses had no idea they were already inside?Jeremy Young was employee #19 at Huntress Security. He watched MSPs go from ignoring cybersecurity to being the frontline defense against organized criminal groups running attacks like a business.Here is what stopped us cold: 70% of ransomware attacks now target small and mid-sized businesses. And most of them have no dedicated security team.Chapters00:00 Welcome Jeremy Young from Huntress Security 02:15 From Fortune 500 to Startup Employee Number 19 05:30 How HP Direct Taught the Wrong Way to Work the Channe 08:45 Why Jeremy Left Verizon and Joined the MSP World 12:00 Duo Security, Cisco Acquisition, and Meeting the Huntress Founders 16:20 Huntress Mission: Bringing Cybersecurity to the 99 Percent 18:45 Big Company Skills That Actually Transfer to Startups 22:00 Process Documentation and Building What Does Not Exist Yet 25:30 Two Types of People at Every Company: Fixers vs Bystanders 28:15 Ownership Mentality, Shareholder Value, and Going Beyond Your Title 31:00 Radical Candor, Difficult Conversations, and Remote Work Culture 44:30 Mentorship That Works: Homework, Follow Through, and Self Selection 48:00 How Jeremy Mentors the People Who Actually Do the Work 51:20 Lessons From Thailand Floods: Do Not Bow to a Title 54:45 Respecting Humans First and Hanging Up on Screaming CEOs 57:30 Leadership Lessons, Final Thoughts, and How to Follow Jeremy YoungQuestions? Text our Studio direct. We read these and when helpful we give a special shout out for those to contact us.True crime enters our homes and businesses daily. Learn from actual people who fight it daily and show you how in a thriller story. The Moving Target Trilogy. Book 3 to be released September 22nd, 2026. Start with any of them. Be a Moving Target.Special Author pricing (30% off) The Moving Target Trilogy. Book 3 to be released September 22nd, 2026. Start with any of them. Be a Moving Target.Special Author pricing (30% off) Growth without Interruption. Get peace of mind. Stay Competitive-Get NetGain. Contact NetGain today at 844-777-6278 or reach out at DMauro@NetGainIT.com or find more at www.NETGAINIT.com Support the showWant to Watch? Subscribe and stop reading about it after it happens: https://www.youtube.com/@CyberCrimeJunkies?sub_confirmation=1Hosted by David Dean Mauro. Former trial lawyer, AI Security Advisor, FBI InfraGard member, VP of Strategic Growth at NetGain Technologies, and author of the Moving Target Trilogy (#1 Amazon Hot New Release, 2026).MOVING TARGET TRILOGY. Nonfiction cybercrime thrillers.
"When people with PTSD [post-traumatic stress disorder] get quite avoidant—and that can be expressed in so many different ways—the implications can be really profound. I think an important invitation to oncologists and oncology nurses and primary care providers who care for people battling cancer is let's explore what's underneath these avoidant behaviors. Is it a very practical thing? Or is it that underneath this avoidant behavior is really profound fear?" James C. Jackson, PsyD, research professor at Vanderbilt University Medical Center in Nashville, TN, told Lenise Taylor, MN, RN, AOCNS®, TCTCN™, oncology clinical specialist at ONS, during a conversation about addressing medical trauma in oncology. Music Credit: "Fireflies and Stardust" by Kevin MacLeod Licensed under Creative Commons by Attribution 3.0 Earn 0.75 contact hours of nursing continuing professional development (NCPD) by listening to the full recording and completing an evaluation at courses.ons.org by July 31, 2027. The planners and faculty for this episode have no relevant financial relationships with ineligible companies to disclose. ONS is accredited as a provider of nursing continuing professional development by the American Nurses Credentialing Center's Commission on Accreditation. Learning outcome: Learners will report an increase in knowledge related to medical trauma in oncology care. Episode Notes Complete this evaluation for free NCPD. ONS Podcast™ episodes: Episode 421: Medical Trauma in Oncology Episode 287: Tools, Techniques, and Real-World Examples for Difficult Conversations in Cancer Care Episode 264: Stop the Stressors and Improve Your Mental Health as a Nurse ONS Voice articles: Help Caregivers Control the Chronic Stress of Cancer Care and Manage PTSD [post-traumatic stress disorder] Past Trauma Lowers Hope, QOL, and Coping Ability During Cancer Managing Cancer-Related PTSD Starts With Acknowledgement Moral Injury and Trauma in Nursing Trauma-Informed Care Provides Person-Centered Support for Patients During Deep Distress Clinical Journal of Oncology Nursing articles: How Can a Trauma-Informed Care Approach Be Applied to Patients With Gynecologic Cancer? Psychosocial Barriers to Care: Recognizing and Responding Through a Trauma-Informed Care Approach Oncology Nursing Forum articles: Post-Traumatic Distress and Symptom Experience in Patients With Head and Neck Cancer–Related Tracheostomy and Family Caregivers The Effect of Neuroticism, Fear of Progression, and Self-Efficacy on Post-Traumatic Growth in Patients With Lung Cancer Undergoing Chemotherapy The Relationship Between Colorectal Cancer Survivors' Positive Psychology, Symptom Characteristics, and Prior Trauma During Acute Cancer Survivorship ONS course: Psychosocial Dimensions of Cancer Care™ ONS Huddle Card: Coping Screening tools Clinician-Administered PTSD Scale for DSM-5 [Diagnostic and Statistical Manual of Mental Disorders, 5th edition] (CAPS-5) Hospital Anxiety and Depression Scale Primary Care PTSD Screen for DSM-5 PTSD Checklist for DSM-5 Trauma Screening Questionnaire International Society for Traumatic Stress Studies: Free Resources PESI Reclaiming Your Life From Medical Trauma by James C. Jackson To discuss the information in this episode with other oncology nurses, visit the ONS Communities. To find resources for creating an ONS Podcast club in your chapter or nursing community, visit the ONS Podcast Library. To provide feedback or otherwise reach ONS about the podcast, email pubONSVoice@ons.org. Highlights From This Episode "For many people who have been traumatized, if they can avoid it, they will. They may not avoid the annual evaluation that is so hugely consequential—they might not avoid that. But they may well avoid a routine visit for a checkup to their oncologist. They very well may avoid a visit with a psychologist who is wanting them to talk about hard things. They may avoid visiting a friend in the hospital because it reminds them of really upsetting things. So, this issue of adherence and compliance is a really big problem." TS 3:19 "Screening tools for things like PTSD can be very useful. They're quite practical, and they're appropriate to use. I really like something called the Post-Traumatic Stress Disorder Checklist. ... Using it is going to be very straightforward. You're going to want to map it onto a 30-day window, and you're going to employ it with patients. It's a 20-item self-report. It assesses 20 DSM-5 symptoms of PTSD. It's not diagnostic, but if people score in this range of 30, 31, 33, we typically are going to believe that that is very suggestive of significant PTSD." TS 9:17 "One of the things we should be doing all the time is modeling and attempting to normalize this idea of being open about mental health difficulties. When I say modeling, this is a complicated issue. ... I'm very open talking about my own battles with mental health. And in some ways, that invites my patients to do the same. I don't recommend necessarily that a nurse says, 'Oh, by the way, I have PTSD. I'm going to tell you about mine. I want you to tell me about yours.' That's a boundary issue. But I think it does behoove us as clinicians to create a culture as much as we're able, where we can talk about mental health difficulties in a matter-of-fact way, acknowledging that mental health is health. These tools, to me, go a long way in that direction." TS 13:41 "The survivorship process is ongoing. I think a nurse can assist a patient in so many ways longitudinally over time. ... One of those ways is to continue checking on mental health outcomes in patients. Continuing to check on mental health outcomes, continuing to explore them, and continuing to invite patients to talk about things that other people might not be asking about. It's easy for family members to assume, 'Hey, you know, you're cancer free now. You look fine, so you must be fine.' It's very possible that the patients we're talking about are not fine. They're far from fine. For that oncology nurse at a follow-up clinic or in an oncology setting to talk about this, continuing to affirm that it would be okay for patients to struggle, continuing to put this issue on a front burner—I think that's really important." TS 21:17 "I'm aware of nurse-led support groups where nurses can talk very freely about their own challenges, in a safe space. ... Working to build cultures in the context of the intensive care unit, let's say, where we have a lot of patients with cancer that prioritize well-being nurse driven programs. ... The bottom line is if there is a warning light that is blinking, nurses need to attend to that. And in attending to it, they're going to be more present for their patient. They're going to be better able to support their patient. They're going to be better able to support each other. And I think often, in the culture of nursing and psychology, too, people just put their head down, their shoulder down, and they just plow through in ways that are really counter to their mental health." TS 29:56 "The truth is medical trauma can be well-managed. It's not simple. It's not always intuitive. There are all sorts of caveats with regard to this, but the truth is people with medical trauma can live really rich and meaningful lives. ... So, the default setting, I think, should be not one of pessimism. It should be that people with medical trauma can and do get better. If you are a patient with medical trauma and you are in my purview, until proven differently, I'm going to assume that you can get better too." TS 36:28
Summary In this episode, Andy sits down with Gustavo Razzetti, culture consultant and author of Forward Talk. Gustavo makes a case that surprises a lot of leaders: fear is only part of why people stay quiet at work. The bigger driver is what he calls the pointlessness paradox, the belief that speaking up will not change anything. Andy and Gustavo talk about conversational debt and how it compounds over time, why silence is so often mistaken for alignment, and the subtle signs that a team is drifting into avoidance, blame, or groupthink. Gustavo unpacks the difference between backward talk and forward talk, offering practical ways to turn an objection into a question that opens possibilities. You'll also hear about conversational agency, why the second person who speaks up matters more than the first, and how the CPR approach of courage, perspective, and responsibility plays out under pressure. Along the way, Andy shares stories from Alfred Sloan at GM and Alan Mulally at Ford, and Gustavo shares a memorable one about his son and a crashed car. If you're looking for a more confident way to raise the issues your team keeps avoiding, this episode is for you! Sound Bites "However, fear only explains part of why people don't speak up. At some point, people feel nothing will change." "I like to say that agreement happens in the room, alignment happens after the meeting." "When you become the team leader, the number of people giving you feedback reduces, and when you become a senior executive, no one gives you feedback. Or if they do, it's not honest." "But what you want is people to challenge your perspective, to show you what you're missing, to see the things you're not seeing or maybe you stop seeing." "The problem is when we put being accepted, being respected over the outcome." "So forward talk is when can we frame that objection into a question." "So you're not being difficult. You're being realistic, but trying to find a solution, and you're giving the other person options." "Most people don't regret the difficult conversations they had. What we regret are the ones that we never had." "There's research that shows that the person who speaks up first is not the most important person. The second person who reciprocates is actually the one that creates the change. That moment when two people are talking about the same issue, it gives permission to the other people to jump in and also participate." "Staying silent also backfires, not only because it hurts the company, but if you're seeing the problem and you're staying silent, you become part of the problem." "It's not the absence of conflict that makes us a good team. It's that we can do it and we can work through it." Chapters 00:00 Introduction 02:05 Start of Interview 02:17 Growing Up in a Family of Nine in Argentina 05:18 Learning New Ways Beyond Your Family Culture 06:16 Why Fear Is Not the Whole Story 09:06 Why Waiting for Perfect Psychological Safety Backfires 10:37 Explaining the Pointlessness Paradox 11:37 Mistaking Silence for Alignment 13:35 Alfred Sloan and the Value of Disagreement 15:32 Subtle Signs You Are Drifting Into Groupthink 17:58 Backward Talk vs. Forward Talk 19:43 The Way to the Sun Is Through the Storm 21:05 How Organizations Quietly Reward Avoidance 23:08 When Speaking Up Gets You Labeled 25:09 Alan Mulaly, Ford, and the Power of the Second Voice 27:39 Alignment Debt, Belonging Debt, and Collaboration Debt 29:11 Why Conversational Debt Compounds 30:05 Surrendering Conversational Agency 32:40 Complaining, and the CPR Approach 36:31 You Get What You Tolerate 37:42 Applying These Ideas at Home 40:06 Conflict Is Fuel When You Channel It 41:07 End of Interview 41:37 Andy Comments After the Interview 45:10 Outtakes Learn More You can learn more about Gustavo and his work at GustavoRazzetti.com. For more learning on this topic, check out: Episode 284 with Peter Boghossian. He wrote a book about how to have impossible conversations, and it's full of ideas Andy still uses almost every week. Episode 148 with Daniel Shapiro. Dan is the author of Negotiating the Nonnegotiable, an insightful guide to dealing with difficult conversations and influence situations. Episode 371 with Amanda Ripley. Her book High Conflict offers practical guidance on navigating even the most challenging of conflicts in an empowering way. Chat with PMeLa You can chat directly with PMeLa, the podcast's AI persona, to get episode recommendations and answers to your project management and leadership questions. Visit PeopleAndProjectsPodcast.com/PMeLa to chat with her. Join Us for LEAD52 I know you want to be a more confident leader–that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Difficult Conversations, Conversational Debt, Psychological Safety, Groupthink, Team Culture, Leadership, Project Management, Conflict, Alignment, Accountability, Communication, Speaking Up The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tropical Vibe by WinnieTheMoog License (CC BY 4.0): https://filmmusic.io/standard-license
ChatGPT is (a little too) good at having difficult conversations, but use it with caution! On this episode of Troubleshooting Agile, we revisit a previous conversation, first recorded at the beginning of 2024, where Squirrel and Jeffrey share their thoughts on how you can use AI language models to learn how to have difficult conversations with colleagues and disappoint them helpfully. Links: Roger Schwarz's Ted and Paula conversation: in cdn.csu.edu.au/__data/assets/pdf…arter-Teams-2.pdf -------------------------------------------------- You'll find free videos and practice material, plus our book Agile Conversations, at agileconversations.com And we'd love to hear any thoughts, ideas, or feedback you have about the show: email us at info@agileconversations.com -------------------------------------------------- About Your Hosts Douglas Squirrel and Jeffrey Fredrick joined forces at TIM Group in 2013, where they studied and practised the art of management through difficult conversations. Over a decade later, they remain united in their passion for growing profitable organisations through better communication. Squirrel is an advisor, author, keynote speaker, coach, and consultant, and he's helped over 300 companies of all sizes make huge, profitable improvements in their culture, skills, and processes. You can find out more about his work here: douglassquirrel.com/index.html Jeffrey is Vice President of Engineering at ION Analytics, Organiser at CITCON, the Continuous Integration and Testing Conference, and is an accomplished author and speaker. You can connect with him here: www.linkedin.com/in/jfredrick/
The Liberated Life - Set Yourself Free in Business and Pleasure
We're taught that staying calm, letting it go, and being the bigger person is the mature, high-road move. But sometimes "keeping the peace" is just another way of abandoning yourself — and every time you swallow it, smooth it over, or let it slide, you're quietly teaching people what you'll tolerate. In this episode, Robin Quinn Keehn unpacks the difference between real calm — the kind rooted in self-trust and clear boundaries — and the performance of calm that slowly erodes your self-respect. You'll learn why the calmest person in the room actually holds the most authority, how to tell when "being gracious" has tipped into self-betrayal, and what it sounds like to say the last calm word in a way that keeps you honest instead of just keeping everyone else comfortable. If you've ever walked away from a conversation calm on the outside and hollow on the inside, this one's for you. In this episode: • Why "being the bigger person" can be self-betrayal in disguise • The difference between keeping the peace and keeping your integrity • How staying silent teaches people what you'll tolerate • What the calmest, most grounded response actually sounds like
Strong programs are built on more than strategy—they're built on trust. In this episode of Beyond Coaching, Rob and Dustin explore one of the most challenging aspects of leadership in sports: communication between coaches, athletes, and parents.The conversation begins with the foundation of coach-player relationships, emphasizing that trust isn't created in emotional conversations but through consistent, everyday actions. When coaches and athletes do what they say they will do, difficult conversations about playing time, performance, and expectations become opportunities to strengthen relationships instead of damaging them.The discussion then expands to one of the most complex dynamics in modern athletics: parents. Rather than viewing parents as adversaries, Rob argues that coaches should recognize parents as important partners while also understanding that parents naturally respond through the lens of what their child shares with them. Healthy communication requires transparency, appropriate boundaries, and involving athletes in conversations whenever possible.The episode also tackles an often-overlooked reality: most coaches receive little or no training on handling difficult conversations. From hiring practices and role-playing tough situations to teaching emotional regulation and humility, Rob and Dustin discuss why communication skills deserve as much attention as X's and O's.Finally, they offer practical strategies for creating communication systems that prevent problems before they begin, including regular one-on-one meetings, intentional check-ins, active listening, and the power of admitting mistakes. Great leadership isn't about having every answer—it's about creating an environment where honest conversations become a source of trust rather than conflict.Key TakeawaysTrust is built through consistent actions before difficult conversations ever happen.Playing time conversations should never surprise either the coach or the athlete.Parents should be viewed as partners, not opponents, while maintaining healthy boundaries.One-on-one meetings are one of the most effective tools for preventing conflict.Open-door policies are not enough—coaches must intentionally create opportunities for communication.Difficult conversations, when handled well, increase both trust and leadership authority.Humility and the willingness to apologize often strengthen credibility rather than weaken it.Great coaching requires communication systems, not just good intentions.ResourcesImpactful Coaching Project: Leading and Coaching the 21st Century AthleteAthletic Department Leadership and Developing CoachesListen onApple: https://podcasts.apple.com/us/podcast/beyond-coaching-an-impactful-coaching-project-podcast/id1711128150Spotify: https://open.spotify.com/show/4XZrfisl0lv82qFPtfipVz?si=1c035e7eb7074f4aYouTube: https://www.youtube.com/@robramseyer646
"Send us a message!"Most business owners don't fail because they take too many risks–they fail because they avoid them.In this episode, we examine the hidden costs of playing it safe—from avoiding difficult conversations and delaying price increases to protecting underperforming employees and making decisions based on comfort rather than conviction.We also share real stories from our own businesses, including some of our biggest leadership mistakes, how those mistakes nearly cost us everything, and what finally changed our perspective.If you've ever delayed a difficult decision because it felt uncomfortable, this episode is for you.Key TakeawaysPlaying it safe often creates bigger risks than taking action.Avoiding difficult conversations hurts your team more than having them. Your mission, vision, and core values should guide difficult decisions. Growth requires discomfort. Great leaders challenge people because they care about them. Stop reacting emotionally and start responding intentionally. Build systems around your future—not your fears. Business never gets easier; your ability to solve problems improves.Time Stamps00:00 — Opening takes: why snacks don't retain staff03:00 — Why you should already be planning for December05:00 — What "playing it safe" actually looks like07:00 — Difficult conversations every owner must have10:00 — The hidden cost of avoiding discomfort13:00 — How playing it safe hurts your culture16:00 — Using your mission and core values to make decisions18:00 — Why saying "no" often grows your business20:00 — The Evo product story and finding the right fit29:00 — Leadership requires uncomfortable conversations34:00 — Todd's gym leadership mistakes36:00 — Jen's biggest leadership lessons40:00 — The price increase that changed Hello Hair Co.45:00 — Reacting vs. responding as a business owner48:00 — Building a team instead of protecting one person50:00 — Why business never gets easierReflection: What's one decision you've been avoiding because it feels uncomfortable? What would change if you addressed it this week?Your business should serve you, so that you can serve others.And sometimes the greatest risk isn't making the wrong decision—it's avoiding the right one because it feels uncomfortable.Links and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website
In this episode of Love as a Strategy, host Jeff Ma sits down with veteran leadership coach Bruce Mayhew to dismantle the fear surrounding difficult conversations. Drawing on insights from his new book, The Path of an Inspired Leader, Bruce explains why these moments aren't about conflict—they are about vulnerability, trust, and aligning expectations long before the pressure hits. Join us as we explore how to move away from bureaucratic blame, embrace the humanity of your team, and turn "difficult" dialogues into opportunities for growth and sustainable leadership.
https://skepticsandseekers.squarespace.com/blog-1/contradictions
What if the biggest thing affecting your relationships, leadership, and communication isn't what you're saying...but how you're breathing?In this episode, Anne sits down with speaker, facilitator, and communication expert Hilary Blair (hilaryblairspeaks.com), creator of the Fruitful Friction® framework, to explore the surprising connection between breath, voice, trust, and human connection. Drawing from decades in theater and corporate leadership development, Hilary reveals why your voice is a giant "poker tell" and how small shifts in breath and awareness can dramatically change the way people experience you. If you've ever struggled with difficult conversations, workplace conflict, executive presence, or feeling truly heard, this episode is packed with practical wisdom.In This Episode, We Talk About: Why your voice communicates trust before you even speak the words How breath affects confidence, connection, and emotional regulation The difference between being vulnerable and being available Why "take a deep breath" may be terrible advice...and what to do instead How tone, vowels, consonants, and vocal habits influence relationships Want more from Hilary?HilaryBlairSpeaks.comArticulateRC.comHilary Blair is a dynamic speaker, facilitator and CEO of ARTiculate: Real&Clear. She's the creator of Fruitful Friction®, a framework redefining tension as a catalyst for innovation, collaboration, and trust. Blending her background as a professional actor with deep expertise in communication and executive presence, Hilary helps leaders stay in conversation when it matters most. Her work equips teams to engage authentically, communicate clearly, and use friction to gain traction for growth.Anne Bonney is a keynote speaker and emcee who helps organizations lead through change by building resilience, emotional intelligence, and courageous communication.
It's been a wild 24 hours... let's talk about it! For this one we invite Tember Harward from Beacon SSA fellowship!
The benefits of having difficult conversations are so much greater than the fear of having them. Before you talk yourself out of having them, learn the five things that shift when you learn how to speak up effectively.Join the masterclass here (or sign up for the waitlist) https://lastfirstdate.com/difficult-conversations-masterclass/►Please subscribe/rate and review the podcast on Apple Podcasts http://bit.ly/lastfirstdateradio or Spotify https://tinyurl.com/lfdradio ►If you're feeling stuck in dating and relationships and would like to find your last first date, sign up for a complimentary 30-minute breakthrough session with me https://lastfirstdate.com/application ►Join my free Facebook for women https://facebook.com/groups/yourlastfirstdate ►Get my books, Becoming a Woman of Value; How to Thrive in Life and Love https://bit.ly/womanofvaluebook , Choice Points in Dating https://amzn.to/3jTFQe9 and Love at Last https://amzn.to/4erpj7C ►Apply for FREE coaching on the podcast! https://bit.ly/LFDradiocoaching ►Submit your dating dilemma to be answered on my podcast https://tinyurl.com/datingdilemma ►Group Coaching: https://lastfirstdate.com/the-woman-of-value-club/ ►Website → https://lastfirstdate.com/ ► Instagram → https://www.instagram.com/lastfirstdate1/ ► TikTok → https://www.tiktok.com/@lastfirstdate1 ►Get Amazon Music Unlimited FREE for 30 days at https://getamazonmusic.com/lastfirstdate
This solo episode of Do Good to Lead Well focuses on one of the most common challenges in both leadership and everyday life: continually repeating the same difficult conversation without real resolution. Drawing on the important work of Crucial Conversations and Crucial Accountability, I explore the transformative CPR model (Content, Pattern, Relationship) as a deceptively simple framework for breaking frustrating cycles.I talk about how most people stay stuck addressing immediate content rather than recognizing damaging patterns or the deeper relationship impacts underneath. I also share concrete scripts using common scenarios to bring to life how shifting the “elevation” of a conversation can untangle recurring problems and restore trust.Leaders, teammates, and anyone facing persistent roadblocks in communication will walk away with actionable tools to finally resolve stubborn issues. Share your thoughts on how you have dealt with these situations and better yet, share the episode with someone who you feel would benefit from hearing it.What You'll Learn- What is C.P.R. in difficult conversations?- The importance of addressing issues early.- The trap of relitigating the same content without recognizing a pattern.- The risk of escalating prematurely to relationship-level concerns after a single incident.- The problem of “piling on,” or tackling content, pattern, and relationship all at once. Podcast Timestamps(00:03) - The Recurring Conversation Challenge(01:23) - Introducing the CPR Model(03:30) - Content: Addressing Issues Early(06:08) - Elevating to Pattern-Level Conversations(08:50) - Relationship: Impact on Trust and Collaboration(10:43) - Approaching Difficult Conversations from Different Roles(14:46) - Common Traps and Pitfalls in Tough Conversations(17:53) - Choosing the Right Level for Effective Dialogue(19:33) - Final Reflections and a Call to ActionKEYWORDSPositive Leadership, Difficult Conversations, Conflict Management, Crucial Conversations, Crucial Accountability, CPR model, Content Pattern Relationship, Communication Framework, Workplace Relationships, Feedback Scripts, Pattern Recognition, Escalation in Conversations, Resolving Conflict, Peer Conversations, Leadership Communication, Employee Feedback, Conversational Traps, CEO Success
Main PointsSelf-care is more than just getting a massage, mani/pedi, it's listening to those whispers of what you need to change in your life.This is a replay of my talk from the Women Leading Travel Forum in New Orleans with top female leaders from travel and hospitality, where I was leading a leadership workshop on how to handle difficult conversations at work; plus a live self-defense demo I brought onto the main stage. Whether it's in the board room or in the real world, it's the same strategy.In this episode:The exact script for dealing with a narcissist at work: The neuroscience behind your trauma response, and the 1 calm question that makes them short-circuit.How to manage up and down without burning out: Why "my team is overwhelmed" doesn't land, and the script that actually gets you heard.My raise/promotion homework, plus a live self-defense demo Resources MentionedWomen Leading TravelAutoimmunity and the Good Girls by Sara Hirsh Bordo The Creative Act: A Way of Being by Rick Rubin Atomic Habits by James Clear Rest Is Resistance: A Manifesto by Tricia Hersey Where We Can Connect:Schedule a Business & Career Review call with me to see if it's a good fit to work together: elainelou.com/callCheck out our 300+ reviews on Google | LinkedIn | Youtube | WebsiteFollow the Podcast on AppleFollow the Podcast on SpotifyFollow Elaine on Instagram: @elainelou_Connect with Elaine on LinkedIn: Elaine Lou CartasCheck out our other podcasts for Women of Color
Ed Lane conducted a Scripting Fridays session of Agent Power Huddle focused on difficult conversations as the real estate market shifts. Ed discussed strategies for handling challenging situations including telling sellers their homes aren't worth what they think, implementing price reductions, addressing buyers with financial instability, and managing unrealistic client expectations. He emphasized the importance of honesty, empathy, and proper timing in these conversations, explaining that agents who avoid difficult conversations often pay higher costs later. Ed shared specific scripts and techniques for delivering difficult news while building trust, and encouraged participants to identify their most challenging conversations and develop scripts for those situations.
This week, Kaleb and I are diving into turbulent waters and talking parenting.
Difficult conversations are rarely difficult because we don't know what to say.More often, they fall apart because we have the conversation at the wrong time, in the wrong way, or without realizing that the other person is experiencing the situation very differently than we are.Fortunately, this week's guest shares a practical framework for navigating challenging conversations without creating more conflict. Instead of focusing on "winning" the discussion, you'll learn how to create the conditions for people to listen, collaborate, and move forward together.Victoria Rennoldson is a global leadership expert, executive coach, and author of Become a Global Leader. She helps leaders communicate across cultures, build stronger relationships, and handle difficult conversations with greater confidence and empathy.In this conversation, we explore why difficult conversations so often break down, how culture and communication styles shape conflict, and a simple framework that helps leaders replace defensiveness with genuine dialogue and better decisions.Conversation Topics(00:00) Introduction(01:56) Why most difficult conversations fail before they even begin(05:18) Preparing yourself before addressing conflict(09:41) The hidden emotional baggage that shapes difficult conversations(13:27) How culture influences communication, conflict, and feedback(17:42) Three communication differences every manager should recognize(22:06) How to avoid misreading what someone is really communicating(26:11) Practical ways to create safer, more productive conversations(28:09) [Extended Episode Only] The BRIDGE framework for difficult conversations(35:02) [Extended Episode Only] How to avoid misunderstandings across different communication styles(37:13) [Extended Episode Only] Why simple check-ins uncover what meetings often miss
In Episode 523 of Fishing Without Bait, we continue our conversation with Missy Sorg in Part 2 of a thoughtful and challenging discussion about politics, responsibility, family support, and respectful disagreement. Missy and Jim Ellermeyer begin by examining the complicated realities surrounding abortion and the question of what happens after a child is born. Their conversation moves beyond political slogans to consider infertility, adoption, foster care, support systems, special-needs care, financial responsibility, and the difficult decisions families may face. Missy shares personal experiences that have shaped her perspective, including going through infertility treatments and seeing family members navigate teenage pregnancy and lifelong care needs. The discussion asks whether society is doing enough to educate young people about consequences, critical thinking, emotional decision-making, and personal responsibility. The conversation then expands into voter education and representative government. Drawing from her work as a Republican committee woman and her experiences at polling locations, Missy discusses the importance of understanding what elected offices actually control rather than voting entirely through party labels or a single issue. Jim and Missy also consider how political representatives can become disconnected from their constituents, how social media encourages echo chambers, and why people often listen only long enough to prepare their response. Despite the disagreements and difficult subjects, the episode returns to a simple principle: people should be treated with courtesy and respect. Meaningful progress begins when we stop reducing one another to political labels and begin listening to learn. This is Part 2 of our conversation with Missy Sorg. The discussion continues in the next episode. Subscribe to Fishing Without Bait through your favorite podcast player so you do not miss the continuation. Support the podcast and receive ad-free episodes through Patreon: https://www.patreon.com/c/fishingwithoutbait Pick up Learn to Fish Without Bait: A 365-Day Mindfulness Journal and Adult Coloring Book: https://www.lulu.com/shop/james-ellermeyer-lpc-ma-ncc-lpc/learn-to-fish-without-bait/paperback/product-6n9rd8.html?page=1&pageSize=4 Do a kindness for yourself. Do a kindness for another. Forgive yourself and forgive another.
The Liberated Life - Set Yourself Free in Business and Pleasure
I was walking on a beach when God said something I wasn't ready to hear. Not comfort. Not ease. Peace. "If you don't bring me peace, you don't get a place at my table." I thought I understood what that meant. I didn't. I thought protecting my peace meant cutting out anyone who challenged me. But challenge is not the enemy of peace — emotional hijacking is. Some people don't challenge you. They hijack you. You leave every interaction drained, defensive, replaying the conversation in the shower at 2am. That's not growth — it's an open loop quietly stealing your energy, and it won't close itself. If you're tired of draining relationships that never change, this episode gives you a way to discern who belongs at your table — and the courage to stop setting a place for those who don't. In this episode: • The difference between a holy challenge and emotional hijacking • The "aftermath test" — one question that reveals who stays at your table • 4 practical steps to protect your peace — no drama, no guilt • Why protecting your peace is stewardship, not selfishness This is the heart of Stop Stealing From Yourself — starting with the relationships you keep saying yes to.
How can leaders elevate their impact without sacrificing their energy, focus, and quality of life? In this episode, Kevin talks with Laurie Maddalena about what it means to become an elevated leader in today's changing world of work. Laurie challenges the outdated belief that leadership requires constant overwhelm, availability, and personal sacrifice, and instead makes the case for leading with greater intention, self-awareness, reflection, and energy. Kevin and Laurie discuss why many leaders are promoted without real preparation, how the role shifts from doing the work to developing people, and why managers must move from being fixers to facilitators. They also discuss practical ways to protect focus and manage energy rather than just time. Listen For 0:00 Intro: Why Leadership Must Elevate 1:36 Meet Laurie Maddalena 2:33 Why She Wrote The Elevated Leader 3:54 The Big Idea Behind the Book 6:08 What Defines an Elevated Leader 7:11 The Starbucks Barista Problem 8:14 Laurie's Own Leadership Wake-Up Call 10:34 Is Everyone Meant to Lead? 13:37 Overview of the Elevated Leadership Model 14:23 Self-Awareness, Sleep, and Energy 15:35 Why Reflection Is Undervalued 18:20 Creating Clarity and Caretaking the Culture 20:24 Energy Patterns and Productivity Sprints 23:57 Treat Your Calendar Like "Cardiologist Time" 26:16 The Problem With Open-Door Policies 27:29 What Organizations Should Do to Support Leaders 29:11 Training Leaders Like a True Profession 31:55 What Laurie Is Reading Right Now 32:43 Where to Find Laurie 33:16 Closing: What Action Will You Take? Laurie's Story: Laurie Maddalena is the author of The Elevated Leader: Boost Your Confidence and Transform Your Team by Mastering Coaching, Accountability, and Difficult Conversations. She is a leadership provocateur, confronting outdated leadership models that reward exhaustion over effectiveness. As the founder of Envision Excellence, she helps managers go from "The Fixer" to "The Facilitator," enabling high-achieving leaders to deliver elite results without burnout. A former VP of HR by age 30, Laurie is a Certified Speaking Professional and has worked directly with influencers like Brené Brown and Jack Canfield. Laurie intentionally caps her workweek at 40 hours—demonstrating that sustainable success and elite results are not mutually exclusive, but essential to modern leadership. https://www.lauriemaddalena.com/ https://www.instagram.com/lauriemaddalena/ https://www.linkedin.com/in/lauriemaddalena/ https://www.facebook.com/people/Laurie-Maddalena/100063864253481/ https://www.youtube.com/@lauriemaddalena Book Recommendations The Elevated Leader: Boost Your Confidence and Transform Your Team by Mastering Coaching, Accountability, and Difficult Conversations by Laurie Maddalena The Transformation Economy: Guiding Customers to Achieve Their Aspirations by B. Joseph Pine II Like this? Solving the Culture Puzzle with Mario Moussa and Derek Newberry Bringing the Art of Reflection into Your Busy Life with Joseph Badaracco Energy and Leadership with Rick Maurer Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes
Join Glen Scrivener, Naomi Brehm and Thomas Thorogood as they discuss deconstruction, denominations and disagreeing well.Thank you to Aidan, Cassidy, Emile, Jeff, Nemo & Jared for sharing part of their story with us.Thank you to Paul VanderKlay and Cassidy van Der Kamp for hosting conversations and space for new friendships at the Breakwater Festival.We'd love to know what you think. Have you had a “change of orbit”? How do you navigate tension and conflict in faith conversations? Know of any similar events coming up? (We'd love to join!)_____________________________Enjoy seeing life through the lens of Jesus? Here's where to find more Speak Life content: 321course.com // YouTube // Instagram // WebsiteSupport the show
As radiologists, we work in dark rooms, but some shadows have nothing to do with the monitors. Cohosts Sherry S. Wang, MBBS, and Surbhi Raichandani, MD, illuminate bullying, gossip, and incivility in radiology and the small brave moves that build healthier cultures. Listen to their discussion in episode 1 of Difficult Conversations, an AJR Podcast Series.
Some of the most important conversations in life are the ones we keep putting off.Whether it's with a spouse, a parent, a sibling, a friend, or someone at work, avoiding difficult conversations often feels safer than having them. But what if those conversations are actually the foundation of the legacy you're building?In Episode 201 of the Decide Your Legacy podcast, Adam Gragg explores why we naturally avoid hard conversations, what psychology teaches us about those fears, and how greater clarity leads to greater confidence. Through personal stories, practical coaching insights, and real life examples, you'll discover simple ways to start meaningful conversations that strengthen relationships instead of damaging them.In this episode you'll learn:• Why most difficult conversations are less painful than we imagine• The two biggest fears that keep us silent• Why peace doesn't always mean the absence of conflict• How clarity creates confidence before a hard conversation• Three simple ways to start meaningful conversations with anyone• How AI can help you prepare for important conversations without replacing them• Practical tools to help you build deeper relationships and a lasting legacy22 Conversations Starters (post) by Adam GraggLegacy isn't something you leave behind someday. It's something you build every day through honest conversations with the people who matter most.If this episode encouraged you, be sure to subscribe for more conversations on courage, leadership, personal growth, and intentional living.
Directness is prized in some organizations and penalized in others. But the gap between direct and rude isn't personality. It's a choice. In this episode, Jill Griffin breaks down: What actually happens when communication gets misreadHow to calibrate if you've been told you're too directLearn to separate content from deliveryWhat to do if someone's communication style is triggering you Support the showJill Griffin, is a leadership strategist, executive coach, and host of The Career Refresh. She works with senior leaders to navigate complexity, strengthen teams, and lead with greater clarity and intention.With 20+ years of experience at companies like Coca-Cola, Microsoft, Hilton, and Martha Stewart, Jill brings a practical, real-world lens to leadership, decision-making, and career strategy. Visit GriffinMethod.com to learn more about working together:The Next Era Leader An 8-week cohort for women leaders ready to expand their capacity and lead through complexity with clarity and intentionExecutive Coaching & Leadership Advisory 1:1 strategic partnership for leaders navigating growth, transition, and what's nextConnect with Jill for Leadership Development for Organizations and Speaking & WorkshopsInstagram: @JillGriffinOffical
The Liberated Life - Set Yourself Free in Business and Pleasure
They share real, personal stories (including the time Robin was so triggered she literally fainted), the science of the amygdala without the jargon, and the practical tools that help you slow down and respond instead of react. In this episode: • What emotional hijacking actually is — and why the airplane metaphor fits • How AI-generated misinformation is hijacking millions of us daily • The physical signs you're being hijacked (heat, spinning, going blank) • Why identity threats hit harder than almost anything else • "Steady neutral" and calm authority — how the calmest person in the room holds the most power • The ONE genuine question that can change a heated conversation • Why silence is one of the most powerful tools you have — and the story of 5 minutes of silence that changed a man's life If you've ever lost yourself in a moment you wish you could take back, this conversation will change how you respond.
Radiologists are trained to catch every detail, yet as a profession, it's easy to overlook the human struggles happening right in the reading room. Join Surbhi Raichandani, MD and Sherry Wang, MBBS as they introduce a new AJR Podcast Series dedicated to discussions around bullying, power dynamics, financial pressures, and what it takes to survive in this field. There are no scripts and no safe answers, just real stories from the people who have lived them.
In this episode, I share a powerful personal story about reaching out to a friend who used derogatory language on social media. Rather than ignoring it or publicly calling him out, I chose a third path — a private, loving, curiosity-driven conversation that led to a genuine shift in my friend's thinking. Join me as I break down three key lessons for communicating across the divide: Lead with curiosity, not correction — a well-placed question opens doors that criticism slams shut. Be willing to be taught even when you're the one trying to teach — being truly heard is what makes someone willing to listen. Love is not weakness — approaching hard conversations with love and grace is the most advanced communication skill a leader can possess. This episode is a must-listen for anyone who wants to influence hearts and minds, navigate difficult conversations, and use their voice as a force for genuine connection rather than division. More from Tricia Claim your spot for my two-day virtual masterclass, The Art of The Big Talk Join me LIVE for my Complimentary Monthly Workshop Explore my content and follow me on YouTube Follow me on Instagram Connect with me on Facebook Connect with me on LinkedIn Visit my website at TriciaBrouk.com
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