Change Is Hard

[EP 48] Wake Up to Die Again: Conversation with Author Scott Lackey

In this episode of Change Is Hard, I’m joined by Scott Lackey, author of Wake Up to Die Again: Breaking Who You Became So You Can Be Who You Were Meant to Be. We talk about the quiet but powerful impact of broken promises — especially the ones we make to ourselves. Scott shares how his own wake-up call led him to complete an Ironman, write his book, and begin rebuilding trust with himself one small commitment at a time. This conversation explores why change often begins internally before it shows up externally, and why becoming who you’re meant to be usually requires letting go of something you’ve been holding onto.

[EP 47] Every New Season Requires Something to Die

In this reflective episode, Audrey explores why every new season of life, leadership, and growth requires some kind of release. As summer begins and her birthday approaches, she reflects on personal transitions, shifting identities, and the quiet grief that can come with even good change. Growth often asks us to let go of what once worked, what once fit, or what once made us feel valuable. Through personal stories and leadership examples, Audrey invites listeners to consider what season they are actually in, what is trying to grow, and what may need to be released to make room for what’s next.

[EP 46] You're Not Helping Your Team: How Leaders Accidentally Create Dependency

Helping your team is part of leadership — but helping too much can quietly become rescuing, controlling, and even micromanaging. In this episode, Audrey explores the hidden leadership trap of stepping in too quickly, taking work back, smoothing things over, and calling it support. The real question is not just, “Am I helping?” It is, “What am I protecting?” Audrey unpacks how leaders can unintentionally create dependency, erode confidence, delay ownership, and reinforce their own need to be needed. She also shares how the shift from directing work to developing people requires more trust, more restraint, and a willingness to let others experience discomfort, consequences, and growth. In this episode, we explore: * Why helping can become rescuing * The difference between support, control, and micromanaging * How leaders accidentally create dependency on their teams * The leadership shift from giving direction to developing people * Why discomfort is often part of growth * How to ask, “What am I protecting?” before jumping in * Why consequences can sometimes teach better than intervention * How to support your team without taking responsibility away from them At the end of the day, you’re not helping if your help keeps them dependent.Read the corresponding blog post: AudreyBlair.com/Blog [https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2F98ea47c5.click.kit-mail3.com%2F4zu9d2dx9euehpe726qcxh69no46wc5hgo7p6%2Fowhkhqhwv7r9xzcv%2FaHR0cHM6Ly93d3cuYXVkcmV5YmxhaXIuY29tL3Bvc3Qvc2lnbnMteW91LXJlLW92ZXJmdW5jdGlvbmluZy1hcy1hLWxlYWRlcg%3D%3D&data=05%7C02%7C%7C016b6cf72c2b4a8f9fd508deb8024169%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C639150517084233260%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=r59IQ12RcwXJQCbeevR%2FPfz7xAW8HDkBKMyI8dbia70%3D&reserved=0] Follow on Facebook [https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2F98ea47c5.click.kit-mail3.com%2F4zu9d2dx9euehpe726qcxh69no46wc5hgo7p6%2F6qheh8hlgd7rzwso%2FaHR0cHM6Ly93d3cuZmFjZWJvb2suY29tL2F1ZHJleXRibGFpcg%3D%3D&data=05%7C02%7C%7C016b6cf72c2b4a8f9fd508deb8024169%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C639150517084243075%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=RB4PnQX7Pk9%2F2Iffb9SaXYFnb%2Fn5nQnP1r4rKy1dU%2Fc%3D&reserved=0]Follow on LinkedIn [https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2F98ea47c5.click.kit-mail3.com%2F4zu9d2dx9euehpe726qcxh69no46wc5hgo7p6%2Fqvh8h7hd50rwz8bl%2FaHR0cHM6Ly93d3cubGlua2VkaW4uY29tL2luL2F1ZHJleXRibGFpcg%3D%3D&data=05%7C02%7C%7C016b6cf72c2b4a8f9fd508deb8024169%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C639150517084253056%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=8cCgaifxQScerQMMXSR6WFSPAmqgvwe6Nvj4wY1ilW0%3D&reserved=0]Follow on Instagram [https://na01.safelinks.protection.outlook.com/?url=https%3A%2F%2F98ea47c5.click.kit-mail3.com%2F4zu9d2dx9euehpe726qcxh69no46wc5hgo7p6%2Fn2hohvhvpk3qmrs6%2FaHR0cHM6Ly93d3cuaW5zdGFncmFtLmNvbS9hdWRyZXl0YmxhaXIv&data=05%7C02%7C%7C016b6cf72c2b4a8f9fd508deb8024169%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C639150517084263061%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=JQbqJEwd3HZW6qXb2UsD8y5tvL%2BFndgsrYb24QcPytI%3D&reserved=0]Stay in Touch [https://audreyblair.com/waitlist]

[EP 45] Signs You’re Overfunctioning as a Leader

Some of the most exhausted leaders aren’t struggling because they’re incapable. They’re struggling because they’ve become responsible for everything. In this episode of Change Is Hard, Audrey explores the deeper emotional roots of overfunctioning in leadership — the patterns that look like high performance on the outside, but are often driven by fear, anxiety, over-responsibility, and the need to feel valuable through constant doing. You’ll hear: * The difference between healthy leadership and compulsive leadership * Why overfunctioning is often emotional management * The hidden “rules” many leaders unknowingly follow * How rescuing teams can actually limit growth * The emotional and strategic cost of carrying too much * What healthy support looks like without absorbing everything * Reflection questions to help you identify where you may be overfunctioning If you’ve ever felt like: * you can’t turn work off * you have to be the stabilizer in every room * delegating feels risky * everyone depends on you * or resting makes you uncomfortable Because leadership isn’t about carrying everything alone. And survival mode is not the same thing as leadership. Key Takeaways * Overfunctioning is often rooted in fear, not excellence * Being needed is not the same as being valuable * Leaders can accidentally train teams to underfunction * Avoiding discomfort often creates more emotional strain * Healthy leadership requires trust, clarity, and appropriate struggle Reflection Questions * What am I afraid would happen if I stopped doing so much? * Where have I confused being needed with being valuable? * What discomfort am I trying to avoid by stepping in? * Am I solving problems people need to learn through? * What would happen if I allowed someone else to carry it imperfectly? Follow and find more episodes here: https://audreyblair.com/podcast [https://audreyblair.com/podcast]

[EP 44] Too Many Meetings, Not Enough Decisions: The Over-Alignment Loop

In this episode, Audrey unpacks the hidden cost of over-alignment inside teams and organizations. What starts as healthy collaboration can quietly turn into: * over-involvement * excessive consensus * endless processing * and decision paralysis If you’ve ever sat through meetings only to realize nothing actually moved forward… this episode is for you. Audrey explores: * why decisions keep getting reopened * the emotional safety of “getting everyone aligned” * why more information doesn’t always reduce discomfort * the difference between agreement and alignment * how collaboration can become a socially acceptable form of avoidance * and why clarity disappears when too many people own the decision She also introduces a practical framework for separating: * creating choices (divergent thinking) from * making choices (convergent thinking) Because teams need space for innovation and structure for decision-making. You’ll also hear: * how to handle late input from senior leaders * why deadlines matter more than most teams realize * the difference between motion and actual progress * Alignment and consensus are not the same thing * Endless collaboration can increase anxiety instead of reducing it * More information does not automatically create better decisions * Decision-making requires discomfort * Clear timelines protect momentum * Leadership means knowing when to open the room — and when to close it Follow for new episodes [https://audreyblair.com/waitlist]