Podcasts about difficult conversations

Difficult conversations at work can be uncomfortable, but avoiding them can often make things harder. In this re-release of a Live Greatly 2 Minutes of Motivation episode, Kristel Bauer shares a personal experience from her own career and three strategies that can help you approach challenging conversations with more confidence and clarity. Tune in for insights to help you feel more confident the next time you need to have a tough conversation at work. Hosted by Kristel Bauer, keynote speaker, award-winning author of Work-Life Tango, and workplace performance expert. Explore Having Kristel Bauer speak at your next event or team meeting. https://www.livegreatly.co/contact  Order Kristel's Book  Work-Life Tango: Finding Happiness, Harmony and Peak Performance Wherever You Work (John Murray Business, November 19th 2024) About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to "Live Greatly" while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Buy Kristel Bauer's book, Work-Life Tango: Finding Happiness, Harmony and Peak Performance Wherever You Work (John Murray Business, November 19th 2024) Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

This week's episode of Do Good to Lead Well opens with a lively exchange about the true essence of “managing up.” Our conversation focuses on Melody Wilding's journey from her bestselling book Trust Yourself to her latest, Managing Up, revealing how self-leadership is the essential foundation for influencing those in power. Together, we explore why managing up isn't “boss-pleasing,” but rather empowering yourself to build conditions for true success.Our discussion also dives deep into the psychology and realities of work and why “letting your work speak for itself” is no longer enough. Melody also highlights how to use visibility as a tool for advancing both your projects and your career. Several points were raised, including the power of proactive communication, the necessity of challenging outdated norms, and the reality that managing up is crucial for everyone, not just junior employees.This conversation is rich with actionable frameworks, memorable phrases (such as “power mapping” and “pocket updates”), and mindset shifts for anyone navigating complex teams and tough bosses. Tune in to reconsider what it actually means to lead well while doing it on your own terms.What You'll Learn- Rethinking “Managing Up.”- Visibility is not vanity.- How to use questions and pattern interrupts to set effective boundaries.- Why you want to spend time Power Mapping- Communicating with different leadership styles.- Seeding advancement and compensation conversations.- The power of the “Pocket Update.”Podcast Timestamps(00:00) - The Origin Story of "Managing Up" (05:09) - Redefining Managing Up: Ownership vs. Boss-Pleasing(09:22) - Visibility, Self-Advocacy, and Career Progression(13:36) - Recognizing the Need for Discernment(14:10) - Managing Up as an Essential Senior Leadership Skill(17:14) - The Alignment Conversation and Power Mapping(24:26) - The Boundaries Conversation: Balancing Teamwork and Limits(29:35) - Managing Up to Different Boss Archetypes(44:35) – The Advancement and Money Conversations(49:58) - Everyday Visibility Opportunities and Final TakeawaysKEYWORDSPositive Leadership, Managing Up, Self-Leadership, Leadership Development, Career advancement, Navigating Workplace Dynamics, Setting Boundaries, Managing Office Politics, Stakeholder Management, Power Mapping, Visibility at Work, Executive Communication, Difficult Conversations, Dealing with Micromanagement, Workaholic Bosses, Fear-Based Leadership, Organizational Influence, Self-promotion, Assertive Communication, Advocating for Yourself, Negotiating Compensation, Strategic Advocacy, CEO Success

We all have conversations we know we should have, but keep putting off. Maybe it feels too small to bring up, or we worry that saying something will only make it worse. But avoiding the conversation rarely makes the issue go away. According to conflict resolution facilitator Priya Parker, the conversations we avoid are often the ones we need most. In fact, the right kind of conflict can actually bring us closer. Priya is the author of the new book The Art of Fighting, and she's spent her career helping people get better at navigating conflict instead of running from it. In this conversation, Priya explains why healthy conflict can build trust and shares practical tools for approaching difficult conversations. If there's a conversation you know you need to have, this might be the nudge you need to finally have it. More from Molly: Get Molly's latest book, Dynamic Drive Website: mollyfletcher.com  

The conversation you have been avoiding is the one that is costing your relationship the most. We tell ourselves that staying quiet is the kind thing — that silence protects the people and connections we care about. But research tells us something different. Avoidance is not kindness. It is distance. In this solo episode, Laura breaks down four types of difficult conversations that show up in our professional and personal lives — feedback conversations, boundary-setting conversations, repair conversations, and courageous truth-telling — and gives you a practical strategy for each one. She also names something that most general advice on this topic misses entirely: for Black women, speaking up carries a real and documented cost. And so does staying silent. The question is not whether there is a cost. The question is which cost you are choosing to pay, and which relationships and values you are honoring with that decision. Whether you are a formal leader or someone with influence over people, processes, or culture, this episode is your reminder that it is your job to go first. In this episode: Why we avoid difficult conversations and what the research actually says about the cost — especially for Black women The four types of difficult conversations and a practical strategy for each one How to prepare your nervous system before you lean in, and why regulation is the foundation that makes every strategy actually work Resource mentioned: S8E16: Setting Boundaries with Clarity and Confidence - https://blackwomanleading.com/s8e16-setting-boundaries-with-clarity-confidence/ Download the companion guide: Leaning In: My Difficult Conversations Planner - https://blackwomanleading.com/difficult-conversations-planner/ About Laura Laura Knights is the Creator of Black Woman Leading® and host of the podcast. She is an executive coach, speaker, facilitator, and licensed clinical social worker with 20+ years of experience creating personal and professional development programs that have touched leaders worldwide. Her expertise and background in business, human resources, adult education, and social work uniquely equip her to teach others how to deal with both the "head work" and "heart work" required to succeed at work and in life.  She is the Founder and CEO of Knights Consulting LLC,  a leadership development consultancy that provides customized training and coaching programs to create more confident leaders and high-performing teams. Black Woman Leading® is a research-backed initiative which offers leadership development programming, a podcast, and an annual conference for Black women professionals. Black Woman Leading® is an initiative of Knights Consulting LLC. Learn more at blackwomanleading.com. BWL Resources: Join Black Woman Leading, The Collective - a membership community.  Learn more at https://blackwomanleading.com/the-collective/ Join us at the 2027 Black Woman Leading LIVE! Conference & Retreat.  June 1-4, 2027, Clearwater Beach, FL.  Save your seat at www.BWLretreat.com   Full podcast episodes are now on Youtube.  Subscribe to the BWL channel today!   Check out the BWL theme song here: https://www.youtube.com/watch?v=l68EqEJjXq0    Check out the BWL line dance tutorial here: https://www.youtube.com/watch?v=Eui89AmJwUg    Take the free Future-Ready Leader Assessment - https://futureready.blackwomanleading.com/   Credits: Learn about all Black Woman Leading® programs, resources, and events at www.blackwomanleading.com Learn more about our consulting work with organizations at https://knightsconsultinggroup.com/ Email Laura: info@knightsconsultinggroup.com  Connect with Laura on LinkedIn: https://www.linkedin.com/in/lauraeknights/  Follow BWL on LinkedIn: https://www.linkedin.com/showcase/blackwomanleading  Instagram: @blackwomanleading Facebook: @blackwomanleading Youtube: @blackwomanleading  Podcast Music & Production: Marshall Knights - https://marshallknights.com/  Graphics: Dara Adams Listen and follow the podcast on all major platforms: Apple Podcasts  Spotify Stitcher iHeartRadio Audible Podbay  

Hard conversations are part of leadership, but saying what needs to be said without making things worse takes some work. In this Just Lead Podcast episode, Pastor Q talks about how to prepare for difficult conversations, stay focused on the real issue, communicate with clarity, and listen without losing sight of what needs to change.The goal isn't just to get something off your chest. It's to say it in a way the other person can actually hear. Because avoidance creates confusion, anger creates damage, and healthy leadership brings clarity.Don't wait until frustration takes over. Get clear about what needs to be said, consider how the other person will hear it, and have the conversation. You can't control their reaction, but you can control how you communicate. Be clear. Listen well. Treat them with dignity. Then make sure you both understand what needs to change and what happens next.

I'd love to hear from you 'text the show'In this episode, Katie sits down with holistic mindset coach Philippa to unpack why self-doubt shows up most when you're about to grow and why it's not a sign you're doing it wrong. They explore how doubt often demands certainty before action, and why that need for “knowing how it will work out” keeps so many clinic owners stuck right at the point they're ready to level up.Katie and Philippa explain that doubt isn't something to eradicate. Instead, it's often a beacon that you're changing something meaningful. They talk about how the primitive brain reads change as threat, which is why doubt can feel like a full body experience and why comparison, scrolling, and “collecting evidence” that you're not good enough can kick in fast. The key shift is learning to notice doubt without giving it authority, treating it as a pause rather than a full stop.They also break down what self-doubt can look like in real life: constant second-guessing, “what if” thinking, staying busy to avoid the real decision, blaming external factors, and getting trapped in patterns like “not enough time” or “not enough money.” Philippa shares practical ways to move through it, including lowering your stress response first, challenging the thought with “is that true?”, and breaking big decisions into tiny next steps so you can keep moving even when certainty isn't available.Finally, Katie encourages listeners who feel stuck in that messy middle between where they are and where they want to be to take action and get support, rather than waiting for doubt to disappear. Because if you require certainty before you move, you'll be waiting forever.  Resources & Links:Subscribe to our Channel on Youtube: https://www.youtube.com/@thrivebizcoach?sub_confirmation=1Website: https://Thrive-businesscoaching.com  Free Resources: https://treatyourbusiness.com Sponsor - Jane & MBSTPractice management software that brings scheduling, charting, billing, payments, and patient communication into one connected system so you can reduce admin and focus on patient care.Book a Demo > https://meetings.jane.app/meetings/jane-app-uk/uk-demoContact > support@janeapp.comjane.app/start THRIVE2MOMBST is non-invasive cell regeneration technology, trusted since 1998, backed by peer-reviewed research. Deliver lasting results and give your clinic the edge. Enquire via the website > https://mbst.healthContact > richard@mbst.health

Have you ever walked away from a conversation replaying every word you said—or didn't say? Maybe you stayed quiet when you wanted to speak up, reacted in a way that surprised you, or wondered, Why is it so hard to say what I really mean?What if those moments aren't really communication problems? What if they're opportunities to understand yourself more deeply?This week, we're talking with Cynthia Kane, bestselling author, mindfulness and meditation teacher, and communication expert who has helped more than 70,000 people communicate with more calm, clarity and compassion.Cynthia's path to this work began after an unimaginable loss. As she searched for ways to move through her grief, she discovered meditation, mindfulness and the Buddhist principles of Right Speech, and began to see how changing the way she communicated with herself could change the way she experienced everything around her.HOW TO COMMUNICATE LIKE A BUDDHISTIn this conversation, Cynthia helps us look at communication in an entirely different way. We talk about why the conversation happening inside your own head matters so much, how meditation can change the way you listen and respond, and what happens in your body when a difficult conversation triggers you.We also dive into the ideas behind Cynthia's newest book, The Pause Principle: How to Keep Your Cool in Tough Situations, and how creating even a little space between what happens and how you react can completely shift a conversation.We talk about:How Buddhist principles can help us communicate more intentionallyWhy mindful communication starts with the way we talk to ourselvesThe connection between meditation and better communicationWhat happens when we're triggered during a difficult conversationWhy pausing can help us access what we really want to sayHow difficult conversations can actually bring us closerThis is a conversation about communicating more authentically, staying connected to yourself when things get hard, and ultimately creating deeper connections with the people in your life.MORE FROM CYNTHIA KANELearn more about Cynthia, her programs, her Mindful Communication Insider community and ways to work with her at cynthiakane.com.You can also explore Cynthia's work through the Kane Intentional Communication Institute at kanecommunicate.com.Cynthia's Books: The Pause Principle: How to Keep Your Cool in Tough SituationsHow to Communicate Like a Buddhist: An Instruction Manual for Clear CommunicationTalk to Yourself Like a Buddhist: Five Mindful Practices to Silence Negative Self-TalkHow to Meditate Like a BuddhistVisit seekingcentercommunity.com for more with Robyn + Karen and many of the guides on Seeking Center: The Podcast. You'll get access to live weekly sessions, intuitive guidance, daily inspiration, and a space to share your journey with like-minded people who just get it. You can also follow Seeking Center on Instagram @theseekingcenter.

Difficult people are part of working life, but in food manufacturing and retail, poor behaviour can sometimes be tolerated for far too long, particularly when the person involved is seen as commercially valuable.In this episode, I explore what happens when businesses quietly weigh up someone's results against the disruption they cause. Meetings get worked around them, colleagues learn to stay quiet and eventually good people can decide they've had enough.When you're the person on the receiving end, it's also incredibly easy to start questioning yourself. If nobody else is challenging the behaviour, you might wonder whether you're being too sensitive or making too much of it.I share some practical ways to approach these situations without trying to find the perfect comeback. Preparation matters. Think about your boundaries before the conversation, stay focused on the facts and use simple questions to understand what's actually driving the disagreement rather than getting pulled into an emotional exchange.We also look at why you don't have to win every difficult conversation. Sometimes pausing, stepping away or deciding something isn't worth pursuing in that moment is the more useful response.Importantly, there's a difference between somebody being difficult and somebody crossing a professional line. Shouting, belittling or inappropriate personal comments can become a conduct issue. When that happens, documenting what's taking place and knowing where you can go for support becomes important.Ultimately, you might not be able to change the person or the culture around them. But you can decide what you're prepared to accept, how you respond and where your own line sits.This episode isn't about learning how to win against difficult people. It's about protecting your confidence, staying grounded and finding a way to keep doing good work without absorbing somebody else's behaviour.Timestamps00:00 – Why disruptive behaviour gets tolerated in food businesses02:15 – When commercial value outweighs behaviour07:12 – Why so many people experience conflict but stay silent08:36 – Preparing yourself before a difficult conversation10:41 – Separating the problem from the pressure11:54 – Staying with the facts and asking better questions14:26 – Deciding your boundaries before the conversation18:31 – Why you don't need to win every interaction20:00 – When difficult behaviour becomes a conduct issue22:45 – Calling out behaviour and documenting incidents24:24 – What you can control and where you draw the lineConnect with The Fearless FoodiesThe Fearless Foodie Newsletter straight to your inbox. No fluff, no spam.https://foodies.fearlessfoodies.co.uk/podcastConnect with me here:https://www.linkedin.com/in/amywilkinsoncoach/Useful Links & SupportFearless Relationships ProgrammeSupport for technical, product development and supply teams to prepare for difficult conversations, communicate with confidence and hold their ground.https://fearlessfoodies.co.ukACAS GuidanceAdvice and support around workplace bullying and conduct issues.https://www.acas.org.uk/Work with Fearless FoodieLeadership development and team support tailored to food manufacturing and retail environments.https://fearlessfoodies.co.ukA Big Thank You to Our SponsorsIFP LabsSpecialist laboratory services supporting food businesses with fast, reliable testing and technical expertise.https://www.ifp-labs.com/

“I'm not saying necessarily fight more, I'm saying fight better.”Conflict doesn't have to mean avoidance or escalation. Priya Parker, expert facilitator, strategic advisor and author of The Art of Fighting: The Transformative Power of Conflict, argues there's a third option: “healthy heat,” where disagreement is handled with enough care, curiosity, and even humor to become productive rather than destructive. In this episode of Think Fast, Talk Smart, Parker joins Matt Abrahams to rethink how we approach disagreement. She explains why practicing low-stakes conflict can prepare us for harder conversations, how teams can build better systems for working through tension, and why the goal isn't to fight more, but to fight better.Takeaways:Conflict can be productive when you learn to hold the heat. Rather than avoiding disagreement or letting it escalate, adding care, humor, and curiosity can turn tension into something clarifying and constructive.Don't fight more, fight better. Preparing for difficult conversations, clarifying your purpose, and creating structures for disagreement can help teams address the issues that matter instead of avoiding them.Activity:Start a grapple. Identify one issue your team keeps avoiding or turning into a logistical discussion. Give it a dedicated meeting where the explicit purpose is to debate the issue, hear different viewpoints, make a decision, and commit to what happens next.Printable Expanded Takeaways & ActivitiesEpisode Reference Links:Priya ParkerPriya's Books: The Art of Gathering / The Art of FightingEp.174 Fix Meetings: Transform Gatherings Into Meaningful Moments  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 (00:55) - Healthy Heat (01:54) - Practicing Disagreement (07:29) - Conflict in the Moment (10:19) - Normalizing Conflict (14:47) - Conflict as a Signal (17:29) - Starting the Conversation (20:25) - The Final Three Questions (23:51) - Conclusion

We call people "difficult" when really they're just wired to see the world differently — and Jeremy Doran has spent his life learning to translate. Jeremy and Robin unpack how to stop reacting to "that person" and start getting curious, why explaining your why defuses conflict before it starts, and how the same skills that save a team meeting save a marriage, a friendship, and a conversation with your kid.What we coverWhy the person you find hardest to talk to might be your most valuable allyThe teenage Myers-Briggs moment that changed how Jeremy saw everyoneWhy cognitively diverse teams outperform — and why they're uncomfortableGetting to their truth: you don't have to agree, you have to understandMoving from the what to the why to find common groundTelling people why before a conversation ("I need help" vs. "I need advice" vs. "just listen")Why "We need to talk" backfires — and what to say instead"Just hold the bucket — don't fix it": setting expectations in relationshipsThe engineers-vs-marketing story + Robin's TSA line-cutting experiment

Award-winning mediator and TEDx speaker Doug Noll reveals a simple communication technique that can calm anger, resolve conflict, and strengthen relationships in seconds. Discover why the words "You feel..." may be the most powerful phrase you'll ever use.Doug Noll is an award-winning mediator, bestselling author, TEDx speaker, creator of the Noll Method™, and founder of the Prison of Peace program. After spending 22 years as a successful trial lawyer, Doug changed careers and dedicated his life to helping people solve difficult, highly emotional conflicts.In this fascinating conversation, Doug shares insights from his TEDx Talk, Listen Someone Into Existence, and explains how one simple skill can dramatically improve communication. Instead of focusing on the words people say, Doug teaches us to listen for the emotions behind the words and reflect those emotions back using simple statements such as, "You feel frustrated," "You feel misunderstood," or "You feel disrespected."This technique, called affect labeling, helps people feel seen, heard, and understood. Research shows that accurately naming emotions can calm the brain's emotional centers in seconds, reducing tension and creating trust.Doug has used these methods in some of America's most violent prisons through his Prison of Peace program, helping inmates learn to manage emotions and resolve conflict peacefully. The same skills can be used in marriages, families, parenting, workplaces, and leadership roles.We also discuss why empathy is not weakness but a powerful leadership skill. Doug challenges traditional communication advice and explains why direct "You feel..." statements are often more effective than common "I think you're feeling..." responses.Doug shares a simple three-step process:Ignore the words.Listen for the emotions.Reflect those emotions back using "You feel..." statements.The result is a practical tool that can help de-escalate conflict, build trust, and create deeper connections in every area of life.In This Episode You'll Learn:How to calm an angry person in 90 seconds or lessThe science behind affect labelingWhy empathy is a leadership skillHow to help others feel seen, heard, and understoodWhy "You feel..." statements build trust and connectionHow these techniques improve relationships, parenting, leadership, and conflict resolutionThe communication skills that transformed violent prison environmentsAbout Doug NollDoug Noll is an award-winning mediator, bestselling author, TEDx speaker, and founder of the Prison of Peace program. He specializes in helping people resolve difficult and highly emotional conflicts through practical, research-based communication techniques.Learn more at https://dougnoll.comThank You For Listening!If you enjoyed this episode, please subscribe, share it with a friend, and leave a review. Your support helps us continue bringing messages of hope, healing, and personal growth to listeners around the world.To learn more about Linda's Corner Podcast, visit lindascornerpodcast.com.Listen, Share, and SupportIf this episode resonated with you, please share it with someone who may need hope today.Be sure to subscribe, leave a rating and review, and help us spread more healing and inspiration to the world.Free Resource for HealingIf you're ready to release stress, calm your mind, and begin healing from within, visit:

Live from ILTACON | Sponsored by Steno What if the real value of AI isn't how much more work you can do, but what you can do with the time it gives back? Live from ILTACON, David Cowen sits down with Rachel Shields-Williams, Director of AI and Knowledge Management at Bass, Berry & Sims, to explore how AI is changing not only the work of lawyers, but the way they learn, lead and develop. For Rachel, AI should help people show up at the highest and best use of themselves. That means more capacity for judgment, creativity, curiosity and the human moments that matter. But as AI takes on more of the work, the skills lawyers need are changing too. In this episode: Why AI should give us more capacity to create, explore and be human How AI can reduce anxiety, not just save time Why client value should drive innovation, knowledge and data strategy How a nine-week Summer AI Lab helped future lawyers learn AI through real problems Why AI training should teach workflows, not just tools How junior lawyers can learn technology while senior lawyers continue teaching judgment Why human intervention still matters in agentic workflows The emerging roles appearing around Legal AI Why the traditional lawyer training model needs to evolve Why coaching, feedback and difficult conversations will become more important How peer networks can help emerging leaders navigate new responsibilities Why successful transformation begins with understanding culture and relationships Chapters 00:10 | Using AI Without Letting AI Use You 01:03 | AI Should Help Us Live Better, Not Just Work More 01:46 | The Humanity Behind the Technology 02:03 | Why Curiosity Matters More Than Ever 02:35 | How AI Can Give You Time and Reduce Anxiety 04:45 | Stepping Into a New AI and Knowledge Leadership Role 05:06 | Putting the Client at the Center of Innovation 05:49 | Inside the Nine-Week Summer AI Lab 06:57 | Reverse Mentorship With AI in the Middle 07:25 | Teaching Workflow, Not Just How to Use the Tool 08:14 | How Future Lawyers Are Already Thinking in Agents 08:41 | Keeping the Human in the Loop 09:39 | The New Roles Emerging Around Legal AI 10:07 | Why the Lawyer Training Model Needs to Change 11:14 | From Managing Junior Lawyers to Coaching AI-Enabled Teams 12:35 | How to Prepare for Difficult Conversations 13:54 | Build Your Own Panel of Trusted Advisors 14:48 | Leading Change Through Relationships and Culture 16:28 | What the ILTACON Floor Says About What's Coming Next 17:04 | Why Legal AI Investment Means Demand for New Talent The Big Idea AI isn't just giving lawyers more capacity to work. It can give them more capacity to be human. As technology takes on more tasks, the differentiators shift toward curiosity, judgment, creativity, communication and leadership. That changes how the next generation of lawyers needs to be trained. Junior lawyers will increasingly learn the law while working with AI. More experienced lawyers will need to become better coaches, giving feedback, guiding judgment and helping people understand when human intervention matters. The technology may be accelerating. But the skills required to lead through that acceleration are deeply human. Follow SOLID for more conversations with the leaders shaping what comes next in legal: https://solid.legal/

You talked it through. You didn't blow up. You actually reached a resolution.So why does it still feel weird between you?This week, we had a difficult conversation after our kids left for school. And honestly, we handled it pretty well. We stayed regulated, avoided falling into the Courtroom Trap, listened to each other, and figured out what needed to change.But then we went about our morning—and something still felt off.The conflict was over, but our bodies hadn't quite gotten the message yet. We call this The Moment After: that vulnerable space after a difficult conversation when everything may technically be okay, but you haven't fully softened back toward each other.And if you're not careful, this is exactly where another small moment can reignite the conflict you just worked so hard to resolve.In this episode, we talk about:Why resolution and reconnection are not the same thingWhat happens in your nervous system after a difficult conversationWhy silence can feel like anger and space can feel like rejectionHow couples accidentally reignite conflicts after they've already resolved themWhy different partners need different signals that everything is okayHow touch, words, eye contact, space, humor, prayer, or another small ritual can create a bridge back to connectionHow to discover what helps you and your partner soften toward each other again One of the most powerful things you can say in The Moment After may simply be:“I'm still a little activated, but you and I are okay.”Because ending the disagreement is only part of the work.Repair gets you out of the conflict. The Moment After determines how you find each other again. ❤️ Your Love WorkDuring a neutral moment this week, talk about what happens for each of you after a difficult conversation.Ask each other:What happens inside me after conflict?What helps me know that you and I are okay again?What could you do that would help me soften and reconnect with you?You don't need the same thing. One of you may need reassurance while the other needs touch, eye contact, or a little space.The goal is to understand each other's process and intentionally create your own bridge back to connection.

Most gay men do not have a conflict problem. They have a conversation problem. Joshua Johnson spent 25 years in journalism learning why people cannot talk to each other, then turned it into a TED Talk. The former NPR and MSNBC anchor joins Rick to break down what actually happens inside a difficult conversation, why your internal monologue is running the show before you say a word, and why the queer community has a specific and largely unspoken problem with mentorship and validation. This is not a civility lecture. It is a framework for stopping the patterns that keep gay men stuck in the same arguments with the same people. Key Takeaways: Why the problem in conflict is not the inability to talk but the inability to argue constructivelyHow your internal monologue shapes every difficult conversation before it startsThe journalist's trick for getting the story behind someone's position before engagingWhy responding instead of reacting changes the outcome of almost every conflictThe "common enemy intimacy" pattern that holds gay men back from real communityWhy queer men struggle to receive mentorship and positive validation and what to do about it About Joshua Joshua Johnson has spent more than 25 years in journalism, helping people see each other despite their differences. His latest project, The Resolution, is an online game where players debate everyday issues to build their persuasion skills. Previously Johnson was the anchor of “NOW Tonight”, the first 8pm program on the streaming channel NBC News NOW. Before that he anchored “The Week with Joshua Johnson” on MSNBC, providing rare spaces for audience interaction in network news. His projects for NBC included anchored specials for Black History Month, a live MSNBC broadcast from outside New York's Stonewall Inn for LGBTQ Pride Month, and a focus group of small business owners reacting to President Biden's 2022 State of the Union Address. MSNBC recruited Johnson away from the NPR daily talk show “1A”, which he hosted for its first three years on-air. During that time “1A” built a weekly audience of four million listeners nationwide. Johnson has also been an anchor and reporter at San Francisco's KQED, and at WLRN in its unique partnership with The Miami Herald. His most recent accomplishment was his TED 2026 talk. Johnson holds bachelor's degrees in Broadcasting and Theater Arts from the University of Miami. He lives in Chicago. Connect With Joshua Website TED Talk 2026 Facebook Instagram LinkedIn Hey Guys, Check This Out! Are you a guy who keeps struggling to do that thing? You know the thing you keep telling yourself and others you're going to do, but never do? Then it's time to get real and figure out why. Join the 40 Plus: Gay Men Gay Talk, monthly chats. They happen the third Monday of each month at 5:00 pm Pacific - Learn More! Also, join our Facebook Community - 40 Plus: Gay Men, Gay Talk Community

Today, I'm breaking down why most difficult conversations fail. The problem usually isn't that people don't know what to say. It's that they skip steps and jump straight into solutions before establishing that there is an issue, that the issue needs to be addressed, and that someone is actually taking responsibility for it. I'm giving you the three-step structure I use for difficult conversations: agreement, intention, and resources. Follow the order, get clear on who owns the problem, and only then figure out what support is needed. Show Notes: [02:45]#1 First, agreement. [16:28]#2 Confirm that they intend to address the issue. [23:23]#3 Identify the support needed. [25:31] Recap Next Steps: --- Execution is not a talent.   It is a standard. If your results don't match your ability, something in your approach is out of alignment. Most people do not have a motivation problem.   They have a consistency problem. Power Presence is the system for operating with greater discipline, clarity, structure, and execution under pressure. Learn more: → http://www.PowerPresenceProtocol.com  Know what to do but not always doing it?  Measure your execution at → http://RateMyExecution.com. Get Dre's free Daily Game email at http://WorkOnMyGame.com. Every day you'll receive one practical lesson on leadership, mindset, discipline, and execution to help you perform at a higher level. No fluff. Just game

On this episode of Spaghetti on the Wall, Armando Leduc sits down with Erik Berglund, Founder and CEO of Language of Leadership, to explore entrepreneurship, leadership communication, difficult conversations, AI-powered training, and the realities of building something in a brand-new market. Erik also shares the failures, risks, limiting beliefs, and unexpected lessons that shaped his journey from corporate sales leader to entrepreneur and AI innovator.Connect with Erik BerglundInstagram: https://www.instagram.com/thelanguageofleadership/ Youtube: https://www.youtube.com/@thelanguageofleadership/featured LinkedIn: https://www.linkedin.com/in/emberglund/Website: https://www.languageofleadership.io/

When you have an underperformer on your team, but you haven't given them specific performance feedback, you're reinforcing their underperformance. They may think that no news is good news, and they don't need to do anything different.This is Day 2 of a 7-part series, recut from a live workshop I ran called Stop Rescuing Your Underperformers. I'm looking at one leadership blind spot each day.There's a person on your team who isn't delivering, and the premise I'm exploring this week is that they're more likely to be a symptom of the problem, rather than the root cause of it.Underperformers are made. They're made by the things their leaders do, but can't see the impact of.Yesterday was about accountability. Today is the one that stops you fixing accountability: can you handle conflict, or is this your blind spot?This one's tricky, because it hides behind noble virtues. You tell yourself you're being kind. But in reality, you're not being kind; it's more likely that you're protecting yourself from the discomfort of a difficult conversation.————————GET YOUR SCORE ON ALL SEVEN LEADERSHIP BLINDSPOTS, HERE:https://score.leadershipbeyondthetheory.com/workshop————————The 7 Leadership Blind Spots, one a day:1. Drive Accountability. Do people deliver for you, or do they make excuses? (Ep.418)2. Handle Conflict. Can you have the tough conversations that weak leaders avoid? (Ep.419)Tomorrow, blind spot three, and it's my own. Working at the right level.————————Leadership Beyond the Theory link:https://www.leadershipbeyondthetheory.com/————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentorYou're still doing the work your team should own. And you can't see a way to stop.Leadership Beyond the Theory is 9 weeks of practical reps that get you out of the weeds and hand delivery back to your team.Taught by Martin Moore, who ran a multi-billion dollar company before he taught any of this. 3,000+ leaders from 150+ organisations. 99% would recommend.Join the October cohort: https://go.leadershipbeyondthetheory.com/ Hosted on Acast. See acast.com/privacy for more information.

The radiologist shortage is real, and international medical graduates (IMGs) are already helping solve it. Sohrab Afshari Mirak, MD, speaks with cohosts Surbhi Raichandani, MD, and Sherry Wang, MBBS, about his path from Tehran to UCLA, the American Board of Radiology Alternate Pathway, visa hurdles, and what IMGs bring to patient care. Listen to their discussion in episode 3 of Difficult Conversations, an AJR Podcast Series. *Key Takeaways Beyond the Step Score: Residency programs should not filter IMG applicants based on USMLE scores or graduation gaps; letters of recommendation and other application components offer additional important information.   The ABR Alternate Pathway: Recent changes by the American Board of Radiology now allow internationally trained radiologists to complete their four required fellowship years non-consecutively within an eight-year window, significantly reducing a source of uncertainty.    Clinical Diversity: IMGs bring unique proficiencies and skill sets developed in healthcare systems with workflows that differ from in the United States. *Chapters 0:00 - Welcome and Intro 0:54 - Impact of Radiologist Shortage 3:43 - Dr. Mirak's IMG Journey 6:07 - Residency Screening Pitfalls 10:02 - Letters and Observerships 12:14 - Research and Networking Tips 15:21 - ABR Alternate Pathway 18:52 - Visa Choices and Waivers 25:44 - Cultural Support for IMGs 28:38 - Global Models and IMG Value 35:56 - One Policy Change  38:05 - Closing Thoughts 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

Ep 315 Peacewarts: Social Chemistry 101 – Listening as a Solvent (Class 12) Episode Summary: We examine the neurobiology of ideological positions and how active, non-judgmental listening acts as a solvent to dissolve the ego-shield. Using the Highlander Folk School, the Quaker Clearness Committee, and the South African Truth and Reconciliation Commission as anchors, we explore the clinical protocols of Silent Presence and Emotional Labeling. Homework: Look up Carl Rogers' Active Listening research and identify the three core conditions he believed were necessary for psychological growth. Write down one question about any of this episode's topics. If you don't have a question, write 'no question.' Optional: Research Rosa Parks' July 1955 workshop at the Highlander Folk School. How did her time in the Highlander learning circles influence her perspective just months before the Montgomery Bus Boycott? Books: If you'd like to read more on this subject, some book suggestions are On Becoming a Person by Carl R. Rogers, a foundational psychological masterpiece detailing how unconditional positive regard and active listening dissolve emotional defensiveness, and Difficult Conversations: How to Discuss What Matters Most by Douglas Stone, Bruce Patton, and Sheila Heen, a practical guide from the Harvard Negotiation Project on navigating high-stakes interpersonal conflicts through empathetic listening and curiosity. Learning Topics: Listening as a Solvent; The Ego-Shield; Amygdala vs. Prefrontal Cortex; Carl Rogers; Highlander Folk School (1955); Quaker Clearness Committees; Truth and Reconciliation Commission (TRC); FBI Behavioral Change Stairway. Join the Community / Get the Books: www.AvisKalfsbeek.com · Podcast Music: Javier Peke Rodriguez “I am late, madame Curie” https://open.spotify.com/artist/3QuyqfXEKzrpUl6b12I3KW

Great leadership isn't about being harsh or overly soft. It's about practicing empathetic leadership: caring about people while holding them accountable to the standards required by the mission. In this conversation, I share how keeping the wrong person on the team for too long damaged morale, created toxicity, and cost the company great employees. You'll learn: -Why being unclear is unkind -How to coach employees with empathy -When accountability must become non-negotiable -Why toxic behavior can't be ignored -How to know when someone is "firing themselves" -When immediate termination is necessary -How to communicate a firing without creating gossip -Why culture must be actively protected -How strong leaders develop people beyond their job title -Empathy doesn't mean avoiding hard conversations. It means having them respectfully, clearly, and early. Care about the person. But separate them from the behavior. Give them a genuine opportunity to improve. But if they refuse to grow, protect the team and move forward. 00:00 Empathetic Leadership and the Cost of Keeping the Wrong People 01:01 The Hard Decision to Fire a Long-Term Employee 03:50 How Avoiding the Problem Damaged the Team 04:38 The Breaking Point and Final Decision 05:34 The Relief That Came After the Firing 06:42 Why Leaders Must Protect the Team and Mission 08:16 The Right Way to Coach Employees 10:00 "It's Unkind to Be Unclear" 12:40 When an Employee Isn't Willing to Grow 14:56 Why Leaders Must Follow Through 17:27 When Immediate Termination Is Necessary 18:57 Strategic Empathy in Leadership 22:10 Why Culture and People Drive Business Growth 27:17 Balancing Kindness, Boundaries, and Accountability 32:17 How to Communicate After Someone Is Fired 38:00 Advice for Leaders Avoiding a Difficult Conversation 41:00 Be Kind, Set Standards, and Follow Through Thank you all for making our podcast Elevating Beyond with Mark Minard, in the top #100 on iTunes, Apple Podcasts, Spotify, in over 52 difference countries :

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

When life throws you a curveball, what's your first instinct?Defend yourself?Shut down?Get angry?According to leadership expert Lois Barth (www.loisbarth.com), there's a better option: Get curious.WATCH THIS EPISODE ON YOUTUBE: https://youtu.be/4kUmYfmi5goIn this episode, Lois shares how curiosity, compassion, connection, and courage can completely transform the way we live, work and interact with others.From overcoming a life-changing eating disorder to helping organizations build healthier workplace cultures, Lois offers practical tools for replacing judgment with curiosity and "being nice" with something far more powerful: genuine kindness.If you've ever struggled with difficult conversations, imposter syndrome, change, conflict, or your own relentless inner critic, this conversation is packed with practical ideas you can start using immediately.In this episode:• The difference between being nice and being kind• How to have difficult conversations without damaging relationships• Why disruption can become your greatest teacher• Replacing your inner critic with curiosity and compassion• How healthy workplace cultures are actually builtChapters00:00  Introduction to Disruption as a Mindset01:45 Lois Barth's Journey and Philosophy07:17 The Four C's: Curiosity, Compassion, Connection, and Courage11:26 Curiosity's Role in Disruption14:30 Implementing the Four C's in the Workplace20:34 Creating a Culture of Beautiful Honesty27:59 The Structure Behind Honest ConversationsWant more from Lois?www.loisbarth.comhttps://www.linkedin.com/in/loisbarth/ Lois works with heart-centered go-getters who crave greater meaning, fulfillment, and impact in their lives by helping them clarify their goals, foster well-being, and be more effective leaders. A term she refers to as Behavioral Wellness Meets professional development. She has been the makeover life coach for SELF Magazine; Fitness Magazine and Fit Blog (Sears) which to date 3 million people registered for. Lois has been quoted and published in The New York Times, The Wall Street Journal, Fast Company, and SELF Magazine. Her speaking clients include Capital One Bank, L'Oreal, Women in Banking & Invesco to name a few.Anne Bonney is a keynote speaker and emcee who helps organizations lead through change by building resilience, emotional intelligence, and courageous communication.

Send us Fan MailIn this episode, Amy Lafko, the leader in people management, returns to the Private Practice Survival Guide podcast to tackle the often-challenging topic of difficult conversations. She provides invaluable insights into addressing performance issues while strengthening workplace relationships. Amy shares her unique framework for transforming conflict into an opportunity for connection, emphasizing the power of mindset, genuine curiosity, and active listening. Discover how to move beyond transactional interactions to foster an environment of growth and mutual understanding. This discussion is a must-listen for leaders and managers looking to navigate tough talks with confidence and build more resilient teams. Learn strategies for effective feedback, understanding employee transitions, and the importance of transparent communication in performance management.What You'll Learn:How to reframe conflict as an opportunity to build relationships.The importance of genuine curiosity and asking powerful open-ended questions.Utilizing the 'E+R=O' framework for clear communication and desired outcomes.Strategies to challenge automatic negative thoughts and assumptions.The distinction between coaching and termination, and how to approach each.Why transparent communication and clear expectations are crucial for performance management.Common mistakes leaders make when giving feedback and how to avoid them.The 'people-first' approach to performance discussions, focusing on shared goals and solutions.Join us as Amy Lafko shares her expertise on fostering productive and respectful workplace dialogues.#DifficultConversations #LeadershipSkills #PerformanceManagement #WorkplaceCommunication #AmyLafkoAmy Lafko is a leadership and organizational design expert, mainstage speaker, author, and facilitator. Known for her “People First” method, she brings a step-by-step process to put employee engagement and empowerment into practice. Having spent 20+ years in healthcare leadership roles, her work is inspired by her personal transformation as a leader. That inspiration and her energy is multiplied every time she assists someone with their own shift in mindset and intentions.Her book, People First: A Proven Method for an Exceptional Healthcare Practice was an Amazon bestselling new release. In addition to founding Cairn Consulting Solutions, LLC and being certified in TTI Success Insights DISC, Driving Forces and Emotional Intelligence, Amy has earned her MSPT from Ithaca College, her MBA from Loyola University of MD.https://cairncs.com/https://www.facebook.com/amy.lafko1https://www.instagram.com/amy.lafko/https://www.youtube.com/channel/UCd9wuEYF1vSuoD57cq-I57wWelcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide BookThis show is proudly produced at PS Studios — learn more https://www.psstudios.co

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

Today, I'm joined by Jesston Williams, Executive Director and co-founder of Tangelic. Jesston brings more than two decades of experience in leadership, operations, and organizational management, and today his work focuses on social impact and sustainable development.  In this episode, Jesston and I explore why being knowledgeable about something and being able to communicate it effectively are two very different skills. We discuss the importance of listening, clarity, adaptability, and emotional intelligence, along with why strong communicators adjust their message without changing the underlying facts. Whether you're leading a team, presenting complex ideas, working across different audiences, or simply looking to become a more effective communicator, there are plenty of practical takeaways in this conversation. Let's dive in. Additional Resources: ► Follow Communispond on LinkedIn for more communication skills tips: https://www.linkedin.com/company/communispond ► Connect with Scott D'Amico on LinkedIn: https://www.linkedin.com/in/scottdamico/ ► Connect with Jesston on LinkedIn: https://www.linkedin.com/in/jesstonwilliams/ ► Learn more about Tangelic: https://tangeliclife.org/ ► Subscribe to Communicast: https://communicast.simplecast.com/ ► Learn more about Communispond: https://www.communispond.com

What does it actually mean to fish without bait? In Episode 529 of Fishing Without Bait, behavioral health therapist Jim Ellermeyer sits down with Producer Mike for a return to the fundamental ideas that have shaped the podcast through more than 500 episodes. At the center of the conversation is a simple relationship between expectations and serenity: “The greater your expectations, the lower your serenity. The lower your expectations, the greater your serenity.” Jim and Mike explore the difference between setting rigid expectations and setting intentions. An expectation can turn life into a pass/fail exercise where anything short of a particular outcome feels like failure. An intention gives us direction while allowing us to remain present, curious, and responsive to what actually happens. That leads to another question Mike asks himself: “What am I working so hard to get to?” Jim's answer is equally simple: “There is no there.” The conversation expands into emotional honesty and the ways people avoid uncomfortable truths. Jim challenges the automatic response of telling everyone we're “good” when we aren't—including situations where honesty with doctors, loved ones, recovery peers, or ourselves could make a meaningful difference. They also discuss the 12-step idea that “it's our secrets that keep us sick,” the discomfort involved in confronting fears and resentments, and the tendency to keep “kicking the emotional can down the road” instead of dealing with what is immediately in front of us. Mindfulness, as Jim and Mike describe it, isn't escaping daily life or spending hours in meditation. It is practical: Paying attention on purpose. It's pausing before reacting. Questioning assumptions. Making choices based on facts instead of beliefs. Recognizing how our words and actions affect others. And allowing our words to pass through three important gates: Is it true? Is it kind? Is it necessary? The episode closes by returning to impermanence and non-attachment. Everything and everyone in our lives is shared with us temporarily. Rather than making life meaningless, that understanding can make the present more valuable. We don't live by years, months, weeks, days, or hours. We live by moments. Make this one count. Continue the Journey Subscribe to Fishing Without Bait on your favorite podcast player. Support the show and receive ad-free episodes on 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

What does it actually mean to fish without bait? In Episode 529 of Fishing Without Bait, behavioral health therapist Jim Ellermeyer sits down with Producer Mike for a return to the fundamental ideas that have shaped the podcast through more than 500 episodes. At the center of the conversation is a simple relationship between expectations and serenity: “The greater your expectations, the lower your serenity. The lower your expectations, the greater your serenity.” Jim and Mike explore the difference between setting rigid expectations and setting intentions. An expectation can turn life into a pass/fail exercise where anything short of a particular outcome feels like failure. An intention gives us direction while allowing us to remain present, curious, and responsive to what actually happens. That leads to another question Mike asks himself: “What am I working so hard to get to?” Jim's answer is equally simple: “There is no there.” The conversation expands into emotional honesty and the ways people avoid uncomfortable truths. Jim challenges the automatic response of telling everyone we're “good” when we aren't—including situations where honesty with doctors, loved ones, recovery peers, or ourselves could make a meaningful difference. They also discuss the 12-step idea that “it's our secrets that keep us sick,” the discomfort involved in confronting fears and resentments, and the tendency to keep “kicking the emotional can down the road” instead of dealing with what is immediately in front of us. Mindfulness, as Jim and Mike describe it, isn't escaping daily life or spending hours in meditation. It is practical: Paying attention on purpose. It's pausing before reacting. Questioning assumptions. Making choices based on facts instead of beliefs. Recognizing how our words and actions affect others. And allowing our words to pass through three important gates: Is it true? Is it kind? Is it necessary? The episode closes by returning to impermanence and non-attachment. Everything and everyone in our lives is shared with us temporarily. Rather than making life meaningless, that understanding can make the present more valuable. We don't live by years, months, weeks, days, or hours. We live by moments. Make this one count. Continue the Journey Subscribe to Fishing Without Bait on your favorite podcast player. Support the show and receive ad-free episodes on 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

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.

The Need for Difficult Conversations, Matthew 18:15-20 by The Chapel Sandusky Campus

The Need for Difficult Conversations, Matthew 18:15-20 by The Chapel Port Clinton Campus

The Need for Difficult Conversations, Matthew 18:15-20 by The Chapel Norwalk Campus

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]

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

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.

"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