70. "I've Got Your Back" How Leaders Shape Culture and Commitment

70. "I've Got Your Back" How Leaders Shape Culture and Commitment

What happens when a new employee ignores their own good instincts and follows the wrong advice instead? In this episode, I share a personal story about a new employee who found himself caught between what his gut was telling him and the advice of a more senior team member. It's also the story of a manager whose four simple words changed the way he saw himself and his future. In this episode, you'll hear about: * Why the "what do I do in this case?" feeling never really goes away. It's not a beginner's problem but a human one. Every new role, manager, and team brings it back at new altitudes. * Why "I've got your back" is a verb, AND a feeling. The difference between the slogan and the substance is whether you actually do something visible to prove it. * Backing your people returns their judgment to them. When you validate good instincts and stand between someone and the risk, you give them the confidence to speak up next time. * The ripple effect on culture. One leader's choice to back someone or not teaches everyone watching what's safe. Those lessons compound into a culture. * Why instinct matters more than many leaders realize. Strong judgment isn't developed through policies and manuals alone. It grows when people are encouraged to think critically, trust their observations, and learn from experience. Three ways to put "I've got your back" into practice: 1. Assume positive intent – even before you have a track record to go on. When someone's new, extend trust in low risk situations. 2. Validate the judgment, not just the feelings. Soothing the feeling misses the transformational lesson. Affirm that their read on the situation was trustworthy. 3. Take visible action. Pick up the phone. Correct the record. Let them see you spend a little of your own capital because this is rocket fuel for helping them feel safe. This week's challenge: Find one person on your team who's standing in that vulnerable, stretching spot right now. Validate their judgment. Tell them their instincts are good and then do something visible that proves you mean it. Resources mentioned: 1. EVOLVE Leadership Development Program [https://www.clairelaughlin.com/evolve] — Give your leaders a shared foundation and common language for leadership, supported by facilitated conversations that turn learning into lasting change. Learn more at clairelaughlin.com/evolve [https://www.clairelaughlin.com/evolve] 2. Episode 65 on psychological safety with Janet Williams [https://www.clairelaughlin.com/65] — The perfect companion to this episode. Subscribe & share: If this episode resonated, share it with a leader who needs to hear it. It helps more than you know! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com [http://ClaireLaughlin.com] and connect with me @Claire Laughlin Consulting on Instagram [https://www.instagram.com/clairelaughlinconsulting/] and LinkedIn. [https://www.linkedin.com/in/clairelaughlin] Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe.

68. Collaborating Effectively, Managing-Up, and Breaking Down Silos

Much of our leadership stress doesn't come from big crises. It comes from the constant stream of "quick asks," shifting priorities, vague expectations, and the pressure to keep everyone happy without dropping the ball yourself. In this episode, Claire shares a simple framework to help you respond to those requests and to the people above you with confidence, clarity, and a lot less stress. Instead of reacting habitually or making decisions under pressure, you'll learn how to pause, assess, and respond in a way that protects both your relationships and your priorities. In this episode, you'll hear about: * The hidden cost of silos: The invisible rework, duplicated effort, and decisions made in a vacuum that quietly drain organizations of precious time, even when the work is technically "getting done." * The real problem with cross-functional requests: It's not that you're too busy or that colleagues are unreasonable. It's ambiguity, i.e., not knowing the ask, the urgency, or your role. * The ACE Framework: Three steps to ground every response- Assess the ask, Clarify your role, and Engage your stakeholders. * How to provide great internal customer service by saying, "Here's what I can do. Here's by when. Here's what I need from you." * The proactive prioritization / managing-up conversation: Four questions, ten minutes, once a month to build clarity before the chaos. * Why we don't use the tools even when we have them: Three internal barriers and how to move past each. Resources mentioned: 1. EVOLVE Leadership Development Platform, including the Leadership Essentials six-week challenge. Learn more at https://www.clairelaughlin.com/evolve [https://www.clairelaughlin.com/evolve] 2. "Managing Up: The Mid-Manager's Guide to Effective Collaboration [https://drive.google.com/file/d/1yTrve_MXsNUjKDpRvxP8e2K3_Hm1jXBy/view?usp=sharing]" — a short companion guide to this episode Join the Conversation: Navigating a tricky cross-functional request right now? I'd love to hear how you're handling it—reach out on social or through my website. Subscribe & Share: If this episode helped you, share it with a colleague who's in the middle of that push and pull. The more openly we talk about this, the better our organizations get. To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com [http://ClaireLaughlin.com] and connect with me @Claire Laughlin Consulting on Instagram [https://www.instagram.com/clairelaughlinconsulting/] and LinkedIn. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

67. Leading Without Losing Yourself: Being A Purpose-Driven Leader

Leadership has a way of pulling us into constant motion. Decisions to make. Problems to solve. Expectations to meet. And over time, it becomes surprisingly easy to lead from urgency instead of intention. Without even realizing it, many of us drift away from the values, strengths, and deeper sense of purpose that once grounded us. We become highly productive, highly responsible… and quietly disconnected from ourselves. In this episode, Claire introduces the practice of building a leadership identity and makes the case for why it's the foundation of everything else. She explores what it means to develop a leadership identity and why knowing your "true north" is foundational to sustainable, purpose-driven leadership. In this episode, you'll hear about: * How Claire describes leadership identity, and why it goes far beyond your title, role, or performance indicators * Four elements that shape how you lead: your values, strengths, learning edges, and role requirements * How leaders can slowly drift away from themselves over time even when they deeply care about their work * Claire's personal story of discontent, reflection, and the question that changed everything: "Who am I actually trying to be?" * How a clear sense of purpose helps you navigate difficult decisions, conversations, and seasons with more confidence and alignment Resources mentioned: * EVOLVE — Claire's leadership development platform, built for growth-minded leaders who want real tools and real community. Learn more at https://www.clairelaughlin.com/evolve [https://www.clairelaughlin.com/evolve] * Free Consultation — Not sure if EVOLVE is right for you? Grab a free call at clairelaughlin.com [http://clairelaughlin.com/] What's your WHY? Share your answer with Claire on LinkedIn — she reads every one. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review on Apple or Spotify and share it with a friend or colleague! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com [http://clairelaughlin.com] and connect with me @Claire Laughlin Consulting [https://www.instagram.com/clairelaughlinconsulting/] on Instagram and LinkedIn. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

66. The Neuroscience of Resilient Leadership with Lisa Alessi

You're a capable, committed leader, but why does it sometimes feel like your best thinking disappears exactly when you need it most? In this episode, I sit down with leadership coach Lisa Alessi to explore what's actually happening in your nervous system when pressure hits and what to do about it. What you'll learn in this episode: * Why you cannot think your way out of a triggered state and what to do instead * How to recognize the four stress responses (fight, flight, fawn, and freeze) in yourself and your team * What might happen when the strategies that made you successful as an individual contributor work against you in a leadership role * Practical self-regulation techniques you can use in the moment and build into your daily habits * How your own nervous system regulation directly impacts the people you lead Resources mentioned: 1. Lisa's Above/Below the Line handout [https://drive.google.com/file/d/13a-RqZfxZIQJkA7J4kfOLT-wmbp-9Ob-/view?usp=sharing] 2. Lisa Alessi's website [http://renaissanceleader.com] 3. Episode 64: Stop Feeding the Beast [https://www.clairelaughlin.com/64] Visit ClaireLaughlin.com [http://ClaireLaughlin.com] and connect with me @Claire Laughlin Consulting on Instagram [https://www.instagram.com/clairelaughlinconsulting/] and LinkedIn. Thanks for listening! New episodes are released weekly. Share with others who might benefit!

65. Building Psychological Safety at Work with Janet Williams

Telling your team "it's safe to speak up" isn't enough to create the kind of high-performing teamwork that you're looking for. In this episode, Janet Williams, founder of Progressive Discoveries and a 25-year veteran of complex, high-stakes organizations, joins me to unpack what psychological safety in an organization really is. Here's what we dig into: * Why silence is a signal, not a personality trait. When people stop talking, leaders lose access to their team's best thinking, and often don't even know it's happening. * Trust is the copilot. Janet unpacks Stephen Covey's emotional bank account concept and explains why safety can't exist without consistent, daily deposits of trust. * Timothy Clark's Four Stages of Psychological Safety- inclusion, learner, contributor, and challenger safety. We also chat about why Janet believes learner safety is the most critical for today's fast-changing organizations. * The problem with putting people on the spot in meetings. A simple fix: share your agenda questions in advance so people can come prepared and contribute thoughtfully. * Why assessment beats assumption. If you want to know where your team actually stands, a third-party instrument will get you honest answers that a direct conversation won't. Psychological safety in the workplace isn't soft. It's what makes everything else work. Resources mentioned: 1. Progressive Discoveries Website [https://www.progressivediscoveries.com/] 2. Janet Williams' LinkedIn [https://www.linkedin.com/in/janetwilliamspd] Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram [https://www.instagram.com/clairelaughlinconsulting/] and LinkedIn.Thanks for listening! New episodes are released weekly. Share with others who might benefit!