The Authority Illusion: Why the leaders with the most influence often have the least formal power

The Authority Illusion: Why the leaders with the most influence often have the least formal power

Many new leaders assume that a title automatically gives them power, but they quickly discover that authority alone can only take them so far. In today’s episode, Stacey and Cade explore the difference between compliance and commitment, drawing on classic leadership research and real-world examples. They discuss why title-based authority often erodes over time, how influence is built through trust and relationships, and the hidden “currencies” that help leaders gain buy-in without relying on hierarchy. Key takeaways: * Titles create compliance, but influence creates commitment * Authority is a limited resource * The most powerful forms of influence are earned over time through expertise, relationships, trust, and credibility * Effective influence is based on understanding what others value * Leadership success at higher levels depends less on formal authority and more on the ability to influence peers, partners, and stakeholders who do not report to you Chapters 00:00 — Why Titles Don’t Create Real Leadership Power 05:50 — The Six Sources of Power at Work 10:12 — Why Title-Based Authority Has Limits 15:19 — The Five Currencies of Influence 20:19 — Building Trust Through Relationship and Personal Currency 24:05 — Three Ways to Increase Influence Without Authority To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

The Chemistry Problem: Why stress and burnout aren’t mindset problems

Welcome back! In today’s episode, Stacey and Cade speak with executive coach and performance expert Jenny Evans about why stress and burnout are not just mindset problems, but deeply rooted in biology and chemistry. Jenny explains how chronic stress triggers automatic chemical responses in the body that reduce access to the prefrontal cortex, shifting decision-making toward reactive, survival-based thinking. The conversation explores why traditional advice like “manage your mindset” only addresses symptoms, not root causes. Key takeaways: * Stress is primarily a physiological and chemical process, not just a mindset issue * Decision quality declines as energy depletes throughout the day * Recovery, not just effort, determines sustained performance * Small “microbursts” of movement, breath, or focus can rapidly reset energy levels * Designing environments to support habits reduces reliance on willpower Chapters 00:00 Understanding Stress as a Chemistry Problem 06:25 Why High Performers Burn Out 12:22 The Impact of Decision Fatigue 17:17 Managing Energy Instead of Time 22:35 Simple Strategies for Energy Recovery 31:21 Building Long-Term Resilience as a Leader To learn more about Jenny, visit her website: https://www.jennyevans.com/ [https://www.jennyevans.com/] and check out her book: The Resiliency Revolution. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

The Slow Drain: The early signals of burnout that high performers miss every time

Welcome back! In this episode, Cade and Stacey explore the hidden burnout signals that leaders and high performers often miss until it’s too late. Drawing on the original research of psychologist Herbert Freudenberger and burnout expert Christina Maslach, they unpack why burnout is rarely about laziness or lack of commitment. In fact, the people most at risk are often the ones who care the most, work the hardest, and continue producing results long after they’ve started emotionally checking out. Key Takeaways: * Burnout was originally identified in highly committed, high-performing people, not disengaged employees * Cynicism and loss of meaning usually appear long before exhaustion does * High performers often hide burnout by increasing output and “pushing through” * Small losses outside work (think exercise, friendships, reflection time, hobbies) can be early warning signs * Leaders can spot burnout earlier by asking better questions about energy, momentum, and meaning Chapters 00:00 The hidden cost of high-performer burnout 02:15 How burnout was first identified 04:21 The three stages of burnout leaders miss 07:34 Why high performers hide burnout so well 16:20 The early signals leaders should actually watch for 26:10 Practical experiments to catch burnout early To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #Leadership [https://www.dropbox.com/?q=%23Leadership] #BurnoutPrevention [https://www.dropbox.com/?q=%23BurnoutPrevention] #WorkplaceCulture [https://www.dropbox.com/?q=%23WorkplaceCulture] #HighPerformance [https://www.dropbox.com/?q=%23HighPerformance]

The Silence Tax: Why psychological safety isn't soft—it's the operating system your team runs on

Psychological safety shapes team performance more than talent alone. In this episode of You Might Try This, Stacey and Cade unpack the real meaning of psychological safety and why most organizations misunderstand it. They discuss the hidden cost of silence in organizations, how leaders accidentally shut down dissent, and why “nice” teams often make worse decisions. Stacey and Cade also share practical leadership experiments for creating environments where people feel safe enough to challenge ideas, admit mistakes, and raise concerns before problems escalate. What You’ll Learn: • Why the highest-performing teams report more mistakes, not fewer • The connection between psychological safety and decision quality • How leaders unintentionally discourage honest feedback • Why polite agreement can be more dangerous than open conflict • The role dissent plays in stronger team performance • Three practical ways to encourage more candid conversations at work Chapters 00:00: Amy Edmondson and the origins of psychological safety 05:08: Why teams fail when people stop speaking up 09:07: The hidden cost of silence and fake agreement 13:48: Why dissent makes teams smarter 19:32: Leadership behaviors that destroy psychological safety 26:36: Three practical experiments to build safer, more honest teams #WorkplaceCulture [https://www.dropbox.com/?q=%23WorkplaceCulture] #leadership [https://www.dropbox.com/?q=%23leadership] #Communication [https://www.dropbox.com/?q=%23Communication] #workplacesafety [https://www.dropbox.com/?q=%23workplacesafety] You Might Try This is a leadership podcast about learning how to lead without losing yourself along the way. Through research, coaching insights, and practical experiments, Stacey Philpot and Cade Cowan help leaders navigate the real challenges of modern work. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

The Pressure Decision: How to think clearly when the stakes are high and the clock is running

When the pressure is on and the clock is ticking, most leaders don’t rise to the level of their best thinking, they fall back on instinct. In this episode of You Might Try This, Cade Cowan and Stacey Philpot break down what actually happens in high-stakes decision-making moments, and why even experienced leaders can make poor calls under pressure. What You’ll Learn: • why pressure causes even smart leaders to make worse decisions • how your brain’s “system one” thinking takes over under stress • the difference between one-way and two-way decisions and why it matters • how to interrupt reactive thinking with simple, practical questions • how to build a stronger “pattern library” for better decision-making over time Chapters 00:00 How pressure impacts decision-making 04:49 System 1 vs. System 2 thinking 08:49 Stress, physiology, and leadership 13:21 One-way doors and two-way doors 18:13 Emotional pattern matching under pressure 22:23 Three tools for better decisions To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis