The Lead Relationally Podcast

The 7 C's of Relationships - Context

What actually makes a relationship tick - and why do some connections fade the moment circumstances change? In this episode, Brad and Chris kick off their new series on the 7 Components of Relationship with the first "C" - Context. Whether it's a shared workplace, a carpool, a hockey team, or a life experience like illness or loss, context is the invisible engine powering most of our connections. And once you understand it, you'll never look at your relationships the same way again. From the colleague you'd follow to a new city, to the instant bond formed between two strangers who've faced the same hardship, the guys unpack how context works at every level - current, historical, and life-based. They also get practical: how can leaders intentionally create or shift context to strengthen their teams? Key Takeaways - Context is one of 7 measurable components of any relationship - and it works as a powerful accelerant when shared, or a barrier when lost. - There are three layers of context: current (shared spaces/activities), historical (past shared experiences), and life context (shared life circumstances). - When context changes, relationships often change with it - and that's not a failure; it's just how human connection works. - Leaders can intentionally engineer context to increase team connection through simple tweaks like shared lunches, clubs, or cross-department collaboration sessions. - Context alone doesn't tell the full story of a relationship, but it gives you a huge piece of the puzzle, and it's always a great place to start. Grab your walking shoes and join the conversation!

Rewarding Relationally

Because we don't all scream for ice cream... What if the way you're rewarding your team is actually driving them away? In this candid conversation, Chris and Brad dig into one of leadership's most overlooked blind spots — the disconnect between how leaders think they're motivating their people and what their people actually need. From promotions that backfire to bonuses that feel hollow, they unpack why the go-to rewards (money, titles, or even ice cream) often miss the mark entirely. Whether you're managing a big team or a small one, you'll be challenged to rethink how you're appreciating your people. The guys make the case that relational leadership isn't just "nice to have" — it's the difference between a team that stays, grows, and thrives, and one that quietly walks out the door. Key Takeaways • Money is a very limited currency. Compensation matters, but when it becomes the only reward, you've unintentionally built a culture where loyalty is for sale to the highest bidder. • A premature promotion can be a punishment in disguise. Elevating someone before they're ready — without support or preparation — doesn't actually reward them, it isolates them. • Different people are driven by different currencies. One person wants a raise. Another wants to lead a project. Another just wants more of a voice at the table. Assuming everyone values the same reward is one of the most common (and costly) leadership mistakes. • Relational equity is your best retention strategy. A great culture is so valuable that people will turn down higher-paying opportunities to be part of it. Being known, valued, and invited into the conversation is a reward that money simply can't replicate. Join the guys on the path for another great chat!

Rest & Relaxation...a Rebuttal

It sounds so great! So why isn't it working? Have you ever come home from a holiday feeling like you need another one? There's a reason for that, and it's not because you didn't get enough sleep. While we can take a break from the tasks and even the challenges of work, what we cannot do is leave behind who we are as leaders. We don't become different people on a weekend away. Everything we believe about ourselves and those we lead gets packed up and brought with us. So what do we actually need from our time away? And how do we come back ready to be the best leaders we can be? Well, we weren’t entirely sure, so we put on our shoes, hit the path, and ended up questioning one of leadership culture's most overused words: balance. What we dig into: * Why the standard R&R philosophy often doesn't deliver what it promises, and the questions we should be asking instead * The uncomfortable difference between resting and running away (and only you know which one you're doing ;) * Why the healthiest way to reset and refocus isn't more time alone, and the relational solution to this Come with us for a walk and a conversation about a sustainable leadership lifestyle built on rhythms, honest self-reflection, and ensuring the right people are alongside you.

A Puzzle in a Puzzle

It’s just leadership - so easy even a child can do it! In this episode, Chris and Brad unpack a rich and relatable analogy for what it truly means to lead people well - helping a child do a puzzle. Through this picture, they explore the heart of relational leadership: coming alongside people, reading their needs in real time, and empowering them to succeed without doing the work for them. Key Takeaways * The Puzzle Metaphor - Leadership isn't about getting the puzzle done. It’s about helping the other person learn that they can do it. The goal is to build confidence and capability, not just complete the task. * Coming Alongside, Not Standing Above - The posture matters. Like sitting beside a child doing a puzzle, relational leadership means being present, engaged, and on the same level. * The Balance of Too Much vs. Too Little - Great leaders find the sweet spot between doing too much (robbing people of the win) and being too hands-off (leaving people to flounder). This is the real work. * Letting People Own the Win - People may never realize how much you helped them, and that's a good thing. The goal is for them to say, "I did this!” and for our egos to truly celebrate them. * The Learner becomes the Leader - Every leader was once the child doing the puzzle. And just like older siblings naturally pass on what they learned, leaders who were led well will lead others well in return. * From Doing to Developing - The hardest transition in leadership is moving from being the best at the task to empowering others to do the task. We have to be really intentional about becoming great developers of people. Now let’s put the pieces together. Join us for a walk and a great conversation!

Relational Risk Assessment

What if the biggest risk in your next project isn't the budget, the timeline, or the building code — but the people? In this episode, Chris and Brad take their signature walk and unpack a real conversation that unfolded over a lunch on holiday. Chris shares how a chance encounter with two accomplished leaders turned into a powerful reminder of what even the most capable leaders can miss. A seasoned manager had done everything right, yet when it came time to move forward, the very people she was trying to help pushed back hard. Why? Because no one had assessed the relational risk: the fears, past experiences, and questions of the people involved. Chris and Brad explore why talented leaders are often the most at risk of leaving people behind, and what to do when you realize you've gotten out ahead of your people. * The Relational Risk Assessment — Why your plan needs a people-risk column alongside budget, timeline, and compliance * Fear Fills the Blanks — When people don't have the full picture, they write their own ending (and it's usually worse than reality) * The Puzzle Analogy — How sharing the frame of the puzzle first brings people in, rather than leaving them frustrated on the outside * The Power of the Pause — A simple but powerful move for leaders who've charged ahead: pause publicly, invite people in, and push play together * Talent as a Liability — Why the more capable you are, the easier it is to leave people behind without realizing it Leading relationally isn't a leadership tool — it's a lens. And once it's on, you can't turn it off (even on holiday). Before you charge ahead on your next initiative, ask yourself: Have I done the relational risk assessment?