THIS Leader Podcast

In this Q&A episode, Claire responds to two questions from leaders navigating trust challenges they didn't create — what she calls the Trust Tax. Question 1: The Inherited Accountability Vacuum. A leader inherits a team that has always operated independently — without clear standards or consistent oversight. Now every attempt to introduce accountability is met with resistance and defensiveness. Claire's four moves for navigating this: Connect first — listen, share your story, and lead with authentic vulnerability Share your vision — give people a compelling reason to show up differently Co-create the norms — people defend what they helped build Start with new work — introduce accountability structures on fresh projects, not territory people already own Question 2: Paying Someone Else's Trust Bill. A leader is navigating the fallout of a very public organizational scandal — with a reeling team, suffering productivity, and his own integrity under the microscope. Claire's guidance: Give yourself grace first — you were betrayed too Show up human before you show up as a leader. Let your actions speak louder than your words Stay close — don't pull back during a crisis Be the buffer between organizational chaos and your team Name the elephant, regularly  Resources Mentioned:  Building a High-Trust Workplace course Join the Conversation: Is your organization experiencing the effects of low trust? How do you know? What strategies are you using to address challenging, low-trust behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. 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 and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

What happens when the person who helps organizations develop their people hits a wall of their own? Jeremy Hannah spent 20 years building talent ecosystems inside Fortune 500s and fast-growing companies — then burned out so completely he questioned whether he wanted to do the work at all. What followed was a globe-trotting sabbatical across 21 countries, a rediscovery of his own curiosity, and a return to this work with deeper clarity and purpose than ever. In this conversation, Jeremy shares both the personal journey and the practical frameworks leaders need to build talent pipelines that keep people engaged.  What You'll Learn Why burnout can be a signal worth listening to — and what bold action can look like on the other side. Why talent development is a team sport — and how hoarding your best people quietly destroys organizations. The Build, Buy, Borrow framework for thinking strategically about your talent landscape. Why career conversations are an act of organizational courage — even when they're uncomfortable. The real cost of not developing your people — and where to start. Key Insights 1. Burnout as a catalyst, not a failure. Jeremy's decision to sell everything and travel the world wasn't impulsive — it was a values-driven response to a life that had stopped fitting. Sometimes "more of the same" is the real risk, not the bold leap. 2. Talent development is a team sport. Leaders who protect their best people by keeping them invisible are actively undermining the company. Leadership teams need to see all of their talent collectively — not in silos. 3. The Build, Buy, Borrow framework. A practical, memorable framework for workforce strategy — paired with the People, Process, Platform lens — gives leaders a concrete architecture for building talent ecosystems that actually work. 4. Career conversations as organizational courage. Supporting people in their careers — even if that means leaving your organization — is counterintuitive retention strategy. Employees who feel genuinely supported are far more likely to return. 5. Professional athletes at the top of their game still have coaches. Why don't we look at our careers the same way? High performers need outside perspective to keep growing — not just when they're struggling, but especially when they're not. Notable Quotes "Professional athletes at the height of their career — the best in the world — still have coaches. Why don't we look at our careers the same way?" "I rediscovered my curiosity. I didn't realize I had lost it. And curiosity is all a great coach really is — asking the right questions to help create the path forward." "The goal is to support people in their career — even if that means leaving your organization. Because those people are far more likely to come back once they've gotten what they needed elsewhere." Connect with Jeremy Hannah LinkedIn & Instagram Website: viantetalent.com  Your Action Prompt Who on your team hasn't had a real career conversation in the last six months? That's your starting point.

We've all been there — a conversation shifts, our chest tightens, and we either shut down or come out swinging. Neither response is what we want, but most of us were never taught how to handle conflict well. That's exactly what this episode is about. Conflict resolution expert Maryse Postlewaite shares her Five Keys to Conflict Resolution — a practical framework built around the internal tools leaders need most:  Trust & Affirmations — Build rapport consistently, not just when things go sideways. Try starting meetings with: "If you really knew me, you'd know..." Cooperation — Practice being open to other people's ideas so when conflict arises, the muscle is already there Communication — The words we use don't always mean what we think they mean — and unpacking that gap is powerful Perspective-Taking — Your lived experience shapes how you see every situation; learning to notice your unique perspective and the perspectives of others changes everything Neuroscience — When we're triggered, our thinking brain goes offline. Knowing this — and asking for a pause — is a skill we can all develop and one that helps you stay calm Maryse shares why a five-minute investment before a conflict escalates is worth more than any roadmap, and why leading with authenticity and assuming positive intent can shift the dynamic entirely.  Resources Mentioned:  Maryse's self-paced course The Awakened Brain by Dr. Lisa Miller  Connect with Maryse on LinkedIn Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening! New episodes are released weekly—share with others who might benefit!

What if the resistance, disengagement, and burnout you're seeing on your team has nothing to do with your people — and everything to do with what's happening inside their brains?  In this episode, Claire sits down with Dr. Lisa Riegel, brain-based leadership expert and author of Aspirations to Operations, to explore the neuroscience behind why people behave the way they do at work — and what leaders can do about it. From the invisible filters that shape every person's reality, to why culture is never about the poster on the wall, to the 3-minute daily team ritual that transformed an entire hospital culture — this conversation is packed with insights that will change how you see your role as a leader. KEY TAKEAWAYS  Welcome and intro — how Lisa went from selling grease systems for tractors to brain-based leadership Why culture is not words — it's a collection of actions that become "the way we do things" The neuroscience of belonging: what happens in the brain when people feel safe vs. threatened Meet Harold and Bob — Lisa's brilliant framework for understanding how her brain processes reality  The banana and the strainer: why every person's perception of reality is different Why resistance to change usually has nothing to do with the change itself  The 3-minute hospital circle ritual that reduced a team's stress load  The "Punch It Up" culture-building program — and why voluntary, opt-in connection beats the annual pizza party every time  Lisa's 8 C Framework from Aspirations to Operations: Culture, Clarity, Coherence, Cadence, Collaboration, Coaching, Communication, and Celebration  The single most important question a leader can ask themselves when their team isn't following along Resources Mentioned: Aspirations to Operations by Dr. Lisa Riegel  NeuroWell by Dr. Lisa Riegel  Dr. Lisa Riegel's author page Learn more about Lisa's keynotes, workshops, and book studies Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening!  New episodes are released weekly—share with others who might benefit!

Low trust doesn't always announce itself. It shows up as Sunday night dread, meetings where the same issues get rehashed without resolution, silos between departments, and difficult behaviors nobody takes the time to address. In this episode — Part 2 of a short Trust Series — we zoom out from individual relationships to look at the bigger picture: what happens when low trust infects an entire team or organization?  In this episode, you'll learn: How to recognize the signs of organizational low trust — and why that "something feels off" instinct is worth paying attention to What low trust is actually costing your team (the research will surprise you)  Why remote and hybrid work has accelerated trust gaps — and what to do about it Three strategies to build and sustain trust at the team and organizational level  Resources mentioned in this episode: Stephen M.R. Covey, The Speed of Trust (Free Press, 2006) Amy Edmondson — Psychological Safety research, Harvard Business School Patrick Lencioni, The Advantage (Jossey-Bass, 2012) Gallup State of the Global Workplace Report Claire's Programs: Working Genius Assessment Building a High-Trust Workplace —  clairelaughlin.com/high-trust-workplace Team Reset Workshop — a half or full-day experience to help your team reset and recommit: clairelaughlin.com  Join the Conversation: Are you experiencing low trust in your workplace? What "tax" are you paying? What strategies are you using to address the situation and maintain resilience? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  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 and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

In this episode, Claire explores the dynamics of low-trust relationships — what they feel like, how trust gets broken, and the one thing most people get wrong when they try to fix it. The Key Insight: We have a compulsion to blame the trust problem on others. The secret to clarity and the possibility of rebuilding is to bring calm curiosity to the situation and BE the solution yourself. Key Concepts Covered: The exhaustion of low-trust environments The difference between high-trust and low-trust relationships  Six trust-breaking behaviors (informed by DDI training): Avoidance, Broken Commitments, Negative Assumptions, Inconsistency, Doubt & Control, and Self-Interest The downward and upward trust spirals Why changing YOUR interpretation is the most powerful starting point  Smart trust and boundaries when relationships can't be rebuilt  Claire's personal approach to unworkable relationships Your Action Step This Week: Notice how you are interpreting people. When you feel defensive, pause and ask — is there a more generous interpretation? Then BE the solution. Use your best communication skills, treat them with respect, and let the chips fall. If it doesn't work, set the boundary. Coming Up: What happens to teams and organizations when trust is low, practical strategies for rebuilding, and an exciting new resource to help you develop these skills. Resources Mentioned: Stephen MR Covey's concept of "smart trust"  Development Dimensions International (DDI) Join the Conversation: Are you experiencing low trust in your work relationships? How do you know? What strategies are you using to address challenging, low-trust behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  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 and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, so be sure to subscribe. Until next time, lead the way!

What if the key to leading your team more effectively wasn't a new strategy — but a new question? In this episode, I talk with Erika Leonard, co-leader of the WorkPower Project at SafetyPowers.org, about what truly connected workplace communication looks like, and what quietly gets in the way. Erika and her team set out to build communication resources for employees with disabilities — and what they discovered changed everything. The skills that help people with disabilities navigate the workplace turn out to be the same skills every leader needs to build trust, connection, and a team that actually works. The Three Core Principles of Connected Communication Erika shares the framework that SafetyPowers.org has taught across all ages and abilities for over 30 years:  Be Aware — Self-awareness is the foundation. Are your habits still serving you, or have they become automatic and ineffective? Staying reflective keeps you from leading on autopilot. Take Charge — And not over people, but with them. Taking charge means creating space for genuine two-way conversation — not downloading your frustration or doing the work yourself. Get Help — Leaders often suffer in isolation, unsure what to do or afraid to ask. Building community and seeking out what's working for others is a leadership skill, not a weakness. The Difference Between a Good Conversation and a Great One Erika walks us through real video scenarios from the WorkPower for Employers course that show the same workplace conversation at three levels — from breakdown to breakthrough. The difference between them isn't dramatic. It's a shift in intention. One small question — "Is everything okay?" instead of "what are you doing?" — can completely change the outcome. Repair is an Underrated Leadership Skill We're all going to make mistakes. The question is what we do next. Erika and I talk about why repair — the skill of addressing miscommunication and making it right — is one of the most overlooked and most powerful tools in a leader's toolkit. When leaders model repair well, it strengthens the whole team. Are You Missing the Gold? One of the most thought-provoking parts of our conversation was this: could your standard hiring process be filtering out exactly the people you need? Erika shares practical ways to open up your recruitment approach — from offering multiple application formats to rethinking the traditional face-to-face interview — so you don't miss the "shining pieces of gold" who just don't shine in conventional settings. The Question Every Leader Should Be Asking Before you assume you know why someone is distracted, disengaged, or underperforming — pause. Ask yourself: How do I know? That shift from assumption to curiosity is where real connection begins. Resources Mentioned: WorkPower for Employers — Free video-based training modules on workplace communication and leadership skills. Explore real conversation scenarios and practical tools you can use immediately with your team. WorkPower: Skills for Getting and Keeping Jobs — A companion course made by, for, and with people who have disabilities, covering communication skills for navigating the workplace. Learn more about Ability Central Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram and LinkedIn. Thanks for listening! New episodes are released weekly—share with others who might benefit!

In this episode, we explore feedback as one of the most loving things you can do in a professional relationship—and why avoiding hard conversations is actually unkind.  In this episode, you'll hear about: Why We Avoid Feedback: The real reasons we stay silent (and why those reasons are usually about protecting ourselves from discomfort, not protecting the other person) The Cost of Silence: How avoiding feedback leads to resentment, surface-level relationships, and even firing people who never knew they were failing  Feedback as Love: Why quality feedback is an investment in relationships and an act of hope for a better future together The ICVA Framework: My four-step approach to make feedback conversations feel less scary—Intention, Concern, Vision, Action  Real-World Example: A step-by-step walkthrough of addressing chronic meeting lateness using the iCVA framework When Feedback Goes Sideways: What to do when someone gets defensive, and how to recognize when trust needs to be built first.  Key Frameworks Referenced: Growth Mindset - Carol Dweck's research on believing people can develop, learn, and improve "Clear is Kind" - Brené Brown's principle that being honest, even when uncomfortable, is the most caring thing we can do Radical Candor - Kim Scott's approach of caring personally while challenging directly Mutual Purpose - From "Crucial Conversations" by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler—establishing shared purpose before addressing concerns Your Action Step This Week: Think about one relationship at work where things could be better. Get clear on your intention, picture the shared vision, write down your concerns using "I" statements, and brainstorm possible actions for both you and them. You don't have to have the conversation yet—just do this prep work. Join the Conversation: Is feedback hard for you? What strategies do you have for addressing challenging behaviors? Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  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 who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

In this episode, I welcome back Roxanne Harrison to explore how ancient wisdom can help modern leaders break free from the patterns that create burnout. As we enter the Year of the Fire Horse in the Chinese lunar calendar—a year of intense energy and transformation—Roxanne shares how each of the nine Enneagram types can navigate high-energy seasons without exhausting themselves. If you've ever felt like you're running the same patterns over and over, giving everything to everyone else, or staying so busy that you miss the richness of the present moment, this conversation offers a powerful lens for reflection and renewal.   The Year of the Fire Horse: Energy and Transformation The Chinese zodiac works in 60-year cycles, combining 12 animals with five elements (wood, fire, earth, metal, water). We're moving from the Year of the Wood Snake—which invited us to shed limiting beliefs and loosen our grip on old stories—into the Year of the Fire Horse, which calls us to rediscover freedom, adventure, and full vitality. Roxanne explains how the fire element ignites passion and transformation, while the horse represents untamed energy and movement. This combination creates an invitation: What would it look like to let go of what's holding you back and step into new energy?   Creating Rhythm, Not Rituals One of the most practical insights from this conversation is the shift from rigid rituals to natural rhythms. Instead of forcing yourself into habits that feel like "shoulds," Roxanne encourages aligning with the energy of nature—the lunar cycles, the seasons, even your own energetic patterns throughout the day. When you work with your natural rhythms instead of against them, you create sustainable practices that energize rather than deplete you.   Walking Through All Nine Enneagram Types Roxanne and I walk through each Enneagram type, exploring what each needs to loosen their grip on and what new energy they're being invited into: Type 8 (The Challenger): Let go of pushing the river and the belief that everything is a battle. Practice using just the right amount of energy instead of excessive force. Type 9 (The Peacemaker): Find a safe place to express anger and push boundaries. Getting into action clarifies priorities and commitments—anger can be a powerful motivator. Type 1 (The Perfectionist): Loosen the grip on needing to be right and appropriate. Try spontaneous dancing, get a massage, or color outside the lines of your self-imposed rules. Type 2 (The Helper): Notice when you're helping without being asked. Shift focus inward and do something creative just for you—write yourself a love letter. Type 3 (The Achiever): Catch yourself when everything becomes about goals and tasks. Try improv or something you're not guaranteed to be good at to loosen the fear of failure. Type 4 (The Individualist): Notice when you focus on what's missing or what could be. Keep a gratitude journal to anchor yourself in the present and what's actually going well. Type 5 (The Investigator): Recognize that relationships are resources, not energy drains. Reach out to someone once a week, and consider body practices like Qigong or yoga to get out of your head. Type 6 (The Loyalist): Be on the lookout when you shift from problem-solver to problem-seeker. Write down the things you thought might happen that didn't happen to shift out of hyper-vigilance. Type 7 (The Enthusiast): Slow down and be present. The richness of life includes the full wheel of emotions—sadness and struggle alongside joy—and rushing to the next thing means missing it all.   The Core Message: Notice Your Patterns Throughout our conversation, Roxanne emphasizes that our patterns aren't wrong—they're brilliant adaptive strategies that helped us survive and succeed. The work isn't about fixing yourself; it's about noticing when you're running your pattern and asking: Is this still serving me, or is it now the very thing keeping me from what I want? As Roxanne says, "Until we can catch ourselves, we won't be able to change."   Resources Mentioned: Roxanne Harrison's workshop: "Riding the Fire Horse: An Enneagram Approach to Avoid Burnout" – Sunday, March 1st at Pleasure Point Dance Studio in Santa Cruz. Registration at pleasurepointsanctuary.com Learn more about Roxanne's work at roxanneharrison.com   Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on Instagram.   Thanks for listening! New episodes are released weekly. Please share with others who might benefit!  

In this episode, you'll hear about: The Three Types of Clarity Every Leader Needs: Strategic Clarity (what work moves the needle), Responsibility Clarity (who owns what), and Progress Clarity (how we're tracking)—and why Strategic Clarity is the foundation for everything else. Claire's Personal Burnout Story: How working at a job she loved without knowing how she was measured led to exhaustion, and the specific steps she took to create her own clarity when her manager couldn't provide it. The Three Questions Framework: Powerful questions to ask your manager in a clarity conversation—What are my 3 most important outcomes? How will you know I've been successful? What leading indicators should I track? Leading Indicators That Create Progress: How to identify the weekly activities and milestones that predict success and give you that feeling of moving forward, even before final outcomes are achieved. Cascading Clarity to Your Team: Why having clarity conversations with each of your direct reports transforms team performance, shortens meetings, reduces emails, and builds true autonomy. Take Action: Quick Start - AI Prompt for Clarity: Copy and paste this into ChatGPT or Claude: "I'm a [YOUR JOB TITLE] at a [SIZE/TYPE OF ORGANIZATION]. Here's my job description: [PASTE YOUR JOB DESCRIPTION]. Here are my organization's strategic objectives for this year: [LIST THEM]. Based on this information, help me identify: The 3 most important outcomes I should be driving over the next 90 days  For each outcome, suggest 2-3 specific metrics that would indicate success For each outcome, suggest 2-3 leading indicators I could track weekly to know I'm on track. Please be specific and practical." Resources Mentioned: Creating Clarity Guide: Download the complete framework, which contains conversation templates, week-by-week implementation plans, and progress tracking tools. EVOLVE Leadership Program: Claire's new leadership development program is launching soon, with Clarity as the foundational first module. Downloading the Creating Clarity guide and you'll be notified. Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. 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 who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

You're committed to developing your people, but what happens when a crisis hits and you need results now? This is the tension between being patient and decisive—one of the hardest parts of leadership. My guest, Frances Robustelli, City Manager of St. Pete Beach, Florida, faced this challenge head-on. Just months into her new role, back-to-back hurricanes devastated her community, shutting down 90% of the city's structures overnight. Crisis revealed exactly where talent lived and where dysfunction amplified chaos—and forced her to make staffing decisions faster than ever before.  Fran's Framework for Building Healthy Organizations:  Days 1-60: Listen First Meet with every leadership level, especially mid-management (where culture lives or dies) Share your leadership style and expectations clearly Build trust before implementing anything new After 60 Days: Confirm and Commit  Share back what you heard—the good, bad, and the ugly  Build team commitments together (Fran created 10, let the team vote on which 2 to measure first) Link new tools that the team asks for The Secret: Reinforcement Over Complexity Use quarterly all-hands meetings for accountability Create a clear meeting cadence around what matters When things go sideways, ask: "Do we have clarity here?" Crisis reveals who we really are as leaders, and authenticity matters. As Fran says, "I'd rather be struck down being the real me than spend my life trying to please everybody." Her approach proves that developing people and delivering results aren't competing priorities—they're woven together. Resources Mentioned: Connect with Fran Robustelli and the City of St. Pete Beach at stpetebeach.org Contact me to learn about building team commitments in your organization Visit ClaireLaughlin.com and connect with me @Claire Laughlin Consulting on LinkedIn. Thanks for listening!  New episodes are released weekly—share with others who might benefit!

Welcome to Episode 50! We've made it to the top 1% of podcasters—and in this milestone episode, we're talking about why leadership transitions are so hard and what actually needs to change when you move to a new level.  In this episode, you'll hear about: The Peter Principle: Why people rise to their "level of incompetence" (spoiler: it's not about your capability—it's about operating at the wrong level) The Leadership Pipeline Framework: The three things that must change at every transition—your skills, time allocation, and work values The First Major Passage: Moving from individual contributor to manager, and why you can't keep doing everyone's work while also leading a team The Reality of Working Managers: How to balance your own deliverables with developing your team (even when your organization expects both) The Meeting Problem: Why you're working evenings and weekends, and what needs to shift in how you manage your calendar Key Takeaway: What got you here won't get you there. If you're struggling at a new leadership level, that's not failure—it's a sign you're at a transition point and need to retrofit your foundation. Resources Mentioned: The Leadership Pipeline by Ram Charan, Stephen Drotter, and James Noel New Program Alert: I'm launching a pilot program to help leaders retrofit their foundations! Only 25 spots available. Email support@clairelaughlin.com with "RETROFIT" in the subject line to learn more.  Join the Conversation: What strategies have you used to successfully manage a leadership transition? Or, what challenges have you faced when moving from one role to another?  Share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.  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 who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

In this episode, I explore how physical fitness serves as a powerful laboratory for leadership development—and why the lessons you learn pushing your body are the exact skills you need to lead yourself and others well. The Translation Between Fitness and Leadership If you're like most leaders I work with, you've heard yourself say: "I don't leave my desk for lunch." "I don't take breaks." "I don't have time to exercise." Sound familiar? But here's the paradox—when we pause to take care of ourselves, when we refuel and connect, everything else gets better. The discipline, the ability to handle discomfort, the power of shared struggle—these lessons are waiting to transform how you lead.  Doing Hard Things Builds Capacity for Everything Else One profound shift that changes everything, is moving from "life shouldn't feel uncomfortable" to "I'm seeking discomfort because that's where growth happens." When you train yourself to show up and do the work every single day, you build a foundation that prepares you for those exceptional moments—the breakthrough idea, the difficult conversation, the crisis that demands your best. And doing hard things has other benefits: Recent research shows that lactate (a result of that burn you feel during intense exercise) actually improves cognition, brain plasticity, and long-term brain health Embracing physical discomfort can make you better at handling life's other challenges The emotional payback is exponential—walking away from doing something hard and feeling impressed and proud of yourself is incredibly powerful The Power of Shared Challenge When you experience something difficult with others—whether in a fitness class or navigating a workplace crisis—it becomes even more meaningful: There's an accountability that happens in community that you can't get working alone Shared struggle creates bonds to the team, the outcome, and the organization itself People remember how you make them feel more than anything else Support and Challenge: The Leader's Balancing Act Great instructors (and great leaders) balance on a fine line where they push you to your threshold without pushing to failure. They bring everyone up with them—sometimes above them—because the spotlight isn't for them. The best leaders create environments where each team member goes home feeling the win was their own, knowing they're capable of more than they thought. Discipline and the Decision That's Already Made Stop making exercise a daily decision. When you truly commit, you stop asking "should I work out today?" and start asking "what time?" This same principle applies to self-care, to showing up for difficult conversations, to being the leader you want to be, even when you don't feel like it. Training yourself to do hard things builds the baseline that allows you to be exceptional when it matters most Surround yourself with people who will cheer you on and allow you to take that leap Build a community that makes it hard to NOT show up   Resources Mentioned: GOAT Santa Cruz: goatsantacruz.com (mention Claire Laughlin's name for something special!) To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.  Thanks for listening! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.

Welcome to Episode 48 of THIS Leader! As we step into 2026, I'm inviting you to pause before diving headfirst into another year of endless demands and obligations.  In this episode, you'll hear: The Power of Intentional Reflection: Why getting clear on what you truly want - not what you think you should want - changes everything about how you lead and live  Your Multiple Roles as Opportunities: How each role you play (leader, partner, parent, friend) is a chance to understand yourself better and show up with more generosity and joy Questions That Matter: Reflection prompts to help you envision your best days, strengthen your relationships, and identify where you can bring more patience, grace, and lightness to your life  Permission to Dream Bigger: Why this year isn't about more achievements, but about creating more meaning, connection, joy, and impact Key Reflection Questions from the Episode: What will your best days look like in 2026? Where can you let go of your grip a little and start enjoying the ride more?  Who in your life deserves more appreciation or a more consistent listening ear?  What new experiences will you invite into your life this year?  What would make this year feel significant to YOU? Join the Conversation: What practices help you stay grounded during overwhelming times?  Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. 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 who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.  Until next time, lead the way!

In this episode, I sit down with Dr. Jared Fujishin—who wrote his PhD dissertation specifically on nonverbal communication—to explore how leaders can close "the trust gap" between their good intentions and actual connection with their teams. You might spend hours crafting the perfect message, but if your nonverbal signals are sending a different story, your carefully chosen words won't land. Jared breaks down the often invisible ways leaders accidentally communicate disinterest or unavailability, even when their hearts are completely in the right place.   Start with Authenticity: The Inside-Out Approach Before diving into techniques and tactics, Jared emphasizes three foundational steps: Connect to your purpose first. Are you genuinely finding joy and meaning in your work? Authentic nonverbal communication flows from this inner alignment, not from memorizing gestures or "hacks." Link back to that purpose when you don't feel like it. On tough days when fires are blazing, and your inbox is overflowing, reconnect with why you're there and what matters most. Then apply the practical strategies. Once your heart is in the right place, specific nonverbal skills become tools to express what's already inside you.   Strategy #1: Facial Expressions—Your Smile Opens Doors Your face is often the first thing people notice, yet it's the hardest element for you to monitor yourself. A genuine smile and "happy eyes" create approachability and signal safety to your team. Bring intentional warmth to meetings, even when you're exhausted Read the room—match your expression to the emotional context Remember: people can tell when you're smiling, even on phone calls, because it changes your vocal tone   Strategy #2: Timing—Responsiveness Communicates Value In our age of instant responses from AI and bots, delays can feel like dismissal. How quickly you respond—and what you say when you do—tells people whether they matter to you. Acknowledge immediately, even if you can't solve it immediately. Reply quickly to say "I see this, it's on my radar, and I'll get back to you by [specific time]." Think from their perspective. If something is important enough for them to reach out to you, it deserves a timely acknowledgment—even if it's not your top priority. Use time to level the playing field. Quick responses signal respect and reduce the power gap between you and your team.   Strategy #3: Artifacts—Put the Devices Away This is the game-changer. Physical objects in your environment—especially phones and laptops—communicate priorities louder than your words ever could. Research on "The Mere Presence Effect" shows that simply having a phone face-up on the table during a meeting drastically reduces how connected, seen, and valued people feel—even if you never look at it. When the phone is flipped face-down or put away entirely, trust and engagement skyrocket.   Practical applications: Close your laptop when someone enters your office Flip your phone face down (or better yet, put it in a drawer) Set up your office to be welcoming—comfortable seating, no massive desk barrier between you and others Create physical accountability systems (Jared built a box with his son where he deposits his phone and watch when he gets home)   The Big Takeaway: Be Fully Present In our hyper-connected, always-distracted world, being truly present with another human being might be the greatest leadership gift you can offer. Your team doesn't need perfection—they need you to show up fully, put down the screens, and communicate through every channel available that they matter.   Resources Mentioned: Learn more about Jared's work at fujifirm.com  To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.    Thanks for listening! Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.  

Welcome to Episode 46! After the incredible response to my recent episode on leading change, so many of you reached out asking, "But what about when people resist anyway?" This episode is for you.  In this episode, you'll hear about: The many faces of resistance and what those behaviors are really telling you The most common sources of pushback (and why they're usually legitimate) How to lead change proactively so resistance doesn't take root What to do when you're leading a change you don't fully believe in How to engage constructively when you're the one feeling resistant Key Takeaways: Resistance usually stems from five common sources: lack of clarity about the WHY, feeling excluded from the process, disagreeing with the direction, compromised trust, or unrealistic expectations. When you see behaviors like disengagement or constant questioning, don't assume you know what's driving them—get curious and ask. If you're leading change, do your homework before implementation, include people early and often, lead with clarity and empathy, and stay curious when you encounter pushback. If you're in the middle—leading change you don't fully support—find what you can authentically stand behind and be honest about what you don't know. And if you're feeling resistant yourself? Checking out doesn't serve you. Engage constructively by asking questions, offering input, and showing up as a leader even when it's hard. Resources Mentioned:  Episode 43: Navigating Change with the 4P Framework  Episode 37: Escaping The Drama Triangle  SCARF Model (Rock, 2008) William Bridges' Managing Transitions Citations: Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing others. Bridges, W. (2009). Managing Transitions: Making the Most of Change (3rd ed.). Da Capo Press. Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. Don't forget to Subscribe & Share: If this episode was helpful, please leave a 5-star review wherever you listen to your podcasts and share it with a friend or colleague who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to this podcast! New episodes are released weekly, and I'd love for you to share them with others who might benefit. Until next time, go lead the way!

Welcome to Episode 45! In this episode, I'm sharing my all-time favorite end-of-year ritual, a powerful reflection process that transforms lessons learned into actionable guidelines for the year ahead. In this episode, you'll discover: The three essential reflection questions that reveal meaningful patterns in your year  How to turn lessons learned into memorable "guidelines"—short, powerful statements that become your North Star  Why identifying your "big wins" matters more than creating an overwhelming goal list The magic that happens when teams do this work together  How to plan for what truly matters without adding to your overwhelm Key Moments from the Episode: The episode walks you through a complete framework adapted from the book "Your Best Year Yet." You'll learn how to look beyond obvious accomplishments to find quiet victories, acknowledge disappointments without wallowing, and identify the patterns that reveal your most important lessons. I share my own guidelines like "do less," "plan the work," and "first things first"—and how these simple phrases help me redirect when I'm tempted to overcommit. You'll also hear why adding a giving-back element to your ritual creates deeper meaning and connection for your team. Resources Mentioned: "Your Best Year Yet" book Free consultation available at clairelaughlin.com Coming Soon: Episode 46 will tackle your questions about leading through change! We'll cover how to handle pushback, manage resistance, lead change you don't agree with, and navigate all the messy, complicated situations that arise. Send your questions to support@clairelaughlin.com Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting. 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 who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

Last week, we explored how change affects you personally. This week, we're focusing on YOUR ROLE as a leader when change is happening—because your team is looking to you to guide them through their transitions.   In this episode, you'll hear about: Managing Your Team's Threat Responses (The SCARF Model) Status: How to provide reassurance without making promises you can't keep Certainty: Sharing what you know about the change and the process, even when details are unclear Autonomy: Giving people choices and a sense of control during uncertain times Relatedness: Creating space for emotions while guiding people back to action Fairness: Acknowledging perceptions of unfairness without fueling resistance The Stockdale Paradox: Why your team needs you to hold two truths simultaneously—unwavering faith in the future AND honest acknowledgment of current difficulties    The 4P Framework for Leading Through Change: A step-by-step approach using Purpose, Picture, Plan, and Part to help your team navigate transition Purpose: Sharing the WHY behind the change Picture: Painting a vision of the future AND the journey through uncertainty Plan: Providing the roadmap and timeline Part: Giving people a role to play in the change   Real-World Application: A detailed example of how to use the 4P Framework during organizational budget cuts and restructuring   Key Takeaways: Don't promise what you can't deliver—transparency builds trust more than false reassurance Share what you know about the process, even when outcomes are uncertain Give people choices and ways to contribute—autonomy shifts resistance to engagement Make space for emotions AND help people move toward action When people have a part to play, they become participants rather than victims of change   Resources Mentioned: Episode 43: Navigating Personal Change (listen first for foundational concepts on SCARF model, William Bridges' transition model, and the Change Heat Map)   Loooking Ahead: Episode 46 will tackle your questions about leading through change! We'll cover how to handle pushback, manage resistance, lead change you don't agree with, and navigate all the messy, complicated situations that arise. Send your questions to support@clairelaughlin.com!   Citations: Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing others. NeuroLeadership Journal, 1(1), 44-52. Bridges, W. (2009). Managing Transitions: Making the Most of Change (3rd ed.). Da Capo Press. Collins, J. (2001). Good to Great: Why Some Companies Make the Leap, and Others Don't. HarperBusiness. [For Stockdale Paradox]     Join the Conversation: What practices help you stay grounded during overwhelming times? Please share your thoughts with me on LinkedIn or Instagram @Claire Laughlin Consulting.    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 who's leading through change! To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!  

Change is exhausting - even when it's a good change. In this episode, I share a story about my own recent emotional roller coaster ride and walk you through the neuroscience and psychology of why navigating change hits us harder than we think. You'll learn practical frameworks to understand what's happening in your brain and a simple exercise to map what you're actually carrying so you can take better care of yourself through transitions.  In this episode, you'll hear about: The SCARF Model: Neuroscientist David Rock's framework reveals five ways your brain perceives threat during change - Status, Certainty, Autonomy, Relatedness, and Fairness. Understanding these helps you recognize why you're feeling "off." Change vs. Transition: William Bridges teaches us that change is external (the event), but transition is internal (the psychological journey). You can't skip the hard middle part. The Three Phases of Transition: Every change involves an Ending (letting go), a Neutral Zone (the uncomfortable in-between), and a New Beginning. You might be in different phases for different changes happening simultaneously. Why Positive Change Still Registers as Stress: Your brain doesn't distinguish between good and bad change - it all requires adaptation, and adaptation requires energy. The Change Heat Map Exercise: A practical three-step process to list your changes, feel the feelings without judgment, and visualize what you're navigating across four quadrants (positive/negative and chosen/imposed). Highlights of the Episode: My Personal Emotional Roller Coaster Story: How an innocent comment from my husband triggered an emotional reaction - and what it taught me about the invisible weight of navigating multiple changes. The SCARF Threat Response: Learn which of the five areas might be activated for you right now and why that matters for your emotional regulation. The Power of Naming Emotions: Using Brené Brown's Atlas of the Heart to move beyond "stressed" or "overwhelmed" and identify what you're actually feeling. Three Practical Strategies: Lower Your Expectations: Give yourself permission to operate at 75% during seasons of significant change Create Quiet Presence: Release tension through breathing, exercise, or time in nature Lean Into Your Support Network: Build deep, honest friendships with self-aware people who can hold space for your messiness. Resources Mentioned: Brené Brown's Atlas of the Heart: A comprehensive guide to understanding and naming 87 different emotions and experiences - essential for the "feel the feelings" step of the Change Heat Map. David Rock's SCARF Model: Research on how our brains respond to social threats during change.  William Bridges' Transition Model: The definitive framework for understanding the psychological journey through change. Links & References:  Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing   others. NeuroLeadership Journal.  Bridges, W. (2009). Managing Transitions: Making the Most of Change (3rd ed.). Da   Capo Press.  Brown, B. (2021). Atlas of the Heart: Mapping Meaningful Connection and the   Language of Human Experience. Random House. Join the Conversation: What practices help you stay grounded during overwhelming times? Share your thoughts with me on LinkedIn or Instagram @ClaireLaughlinConsulting. Don't forget to Subscribe & Share: If this episode resonated with you, please share it with another leader who might need this message right now.  To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @ClaireLaughlinConsulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!

Just days before Thanksgiving, I'm sharing something deeply personal—a practice that keeps me grounded, energized, and honestly, keeps me from becoming a grumpy old person. This episode is about the power of soaking in what's right and good, even when life feels overwhelming.  In this episode, you'll hear about: Why gratitude can feel complicated – and why this isn't about toxic positivity or pretending hard things aren't hard The turning point – How a desperate decision to take just 10 minutes of peacefulness each morning transformed my life My daily practice – The simple steps I take each morning to fill my soul and set a positive foundation for the day The cost of chronic negativity – How focusing on what's wrong creates a downward spiral that affects you and everyone around you (remember Episode 13 on emotional contagion?) Finding balance in the both/and – How to hold space for both the joy and the tension that holidays (and life) bring When appreciation flows naturally – Why forcing gratitude doesn't work, and how to cultivate the soil so appreciation grows organically A simple invitation – One small practice you can start tomorrow morning to shift your perspective Special Offer & Resources Mentioned: "Living Your Values" course at clairelaughlin.com/livingyourvalues (Be sure to listen to the episode to get a special discount code for this course!) Episode Referenced: Episode 13: Emotional Contagion – How your emotions impact everyone around you Join the Conversation: What practices help you stay grounded during overwhelming times? Share your thoughts with me on LinkedIn or Instagram @ClaireLaughlinConsulting. Don't forget to Subscribe & Share: If this episode resonated with you, please share it with another leader who might need this message right now. To learn more about my services, subscribe to my newsletter, and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @ClaireLaughlinConsulting. Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit. Until next time, lead the way!