THIS Leader Podcast

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!

In this episode, I explore the tension between capability and genuine desire with Stephanie Sonnenshine—a former CEO who led one of California's most influential organizations through a pandemic and major transitions, then made the intentional choice to step away and pursue coaching and consulting work that truly lights her up. If you're a high-achieving leader who finds yourself saying yes to opportunities simply because you can, this conversation will help you pause and ask the more important question: Is this what I actually want? The Capability Trap: When "I Can" Becomes "I Must" Many driven leaders fall into a pattern: an opportunity presents itself, you're capable of doing it well, so you say yes. Then another opportunity comes. And another. Before you know it, you're ten years into a career path driven by competence rather than genuine desire. Stephanie shares how she navigated this exact tension—becoming CEO not because it was her lifelong goal, but because the opportunity aligned with her deep commitment to the organization's mission and her core value of integrity. The key insight? Sometimes the big role is the right choice—if it comes from internal clarity rather than external expectations. Developing Self-Awareness: The Foundation of Intentional Choices How do you know if you're being driven by what you think you should want versus what you actually want? Stephanie offers practical wisdom: Work with a coach. A skilled coach creates space for you to listen to yourself and make decisions aligned with your true motivations, not just your capabilities  Consider therapy. Particularly for leaders, therapeutic work helps you understand patterns from your family of origin and personal issues that may be driving professional choices Examine your motivations. Ask yourself: Is this work that genuinely energizes me? Or am I pursuing it because of status, external validation, or because I think I should?  Understand consequences. Every choice has an outcome—positive or negative. Spend time deciding whether you can accept those consequences before moving forward The Power of Slowing Down Decision-Making One of the most actionable insights from this conversation is about embedding pauses into your decision-making process: Create structural pauses. In organizational settings, build clarity around decision-making roles—who needs to be informed, who provides input, who must agree—so you naturally pause to gather the right voices Question your responsibility. Just because you're capable doesn't mean every decision or action is yours to own. Ask: Is this truly my decision to make? Am I responsible for everything?  Give yourself grace. You'll still push too hard sometimes (like Stephanie did, rushing to that wedding). The goal isn't perfection—it's awareness and the ability to course-correct From Regret to Clarity: Making Peace with Your Choices Stephanie shares a powerful reframe: her biggest regrets aren't about things she tried that didn't work out—they're about opportunities she didn't pursue. Like turning down the Peace Corps in her twenties because it didn't feel like "forward movement." Looking back at 50, those two years would have been invaluable. The lesson for achievement-driven leaders? Sometimes what feels like a digression or pause could be the most important move you make. The Freedom in Conscious Achievement Here's what this conversation isn't about: rejecting ambition, avoiding big opportunities, or downplaying achievement. Stephanie has no regrets about becoming CEO—it was absolutely the right choice at that time. And her transition into coaching and consulting is the right choice now. Both decisions came from internal clarity. Freedom isn't in rejecting achievement—it's in choosing it consciously, from the inside out. What resonates most: Leaders who recognize themselves in this pattern of capability-driven decisions, who feel the weight of always saying yes, and who are ready to develop a healthier relationship with achievement without losing their drive to make meaningful impact.  Resources Mentioned: Learn more about Stephanie's coaching and consulting work at Sonnenshine.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.

Do you wake up Monday mornings with subtle dread—not because you hate your job, but because you've stopped growing? You're competent, maybe even excellent, but you've plateaued. Meanwhile, opportunities surround you, but you're not sure how to position yourself to seize them. Sherri Thomas has successfully rebranded herself four times across different industries—from radio DJ to Fortune 100 career strategist. Her journey includes impressive wins (like a 56% salary increase) and devastating setbacks that taught her how to strategically navigate career transitions. The Three Types of Career Opportunities: Given opportunities: Jobs posted on boards like LinkedIn and Indeed Hidden opportunities: Positions in the corporate undercurrent that never make it to career pages—accessed through strategic networking Created opportunities: Projects and roles you generate by volunteering on high-profile initiatives. One client who hadn't been promoted in four years volunteered just two hours weekly on a high-profile project. Within four months, he was promoted. Four months later, he was promoted again—twice in one year. Sherri's Venn Diagram Exercise When feeling stuck, Sherri drew three intersecting circles representing responsibilities she wanted. After creating ten versions, she found a combination that excited her—surprisingly, it didn't include her bread-and-butter skill of marketing. Sharing this vision with her manager landed her a challenging project and a 22% raise. Stop waiting for a promotion. Identify where you can add unique value right now. Your Next Step Stop waiting for someone to move you up the ladder. Draw your own Venn diagram with three responsibilities or skill areas you want. Create ten versions. Find the combination that genuinely excites you. Then identify one high-profile project where you can volunteer your unique value—even just two hours weekly. Resources Mentioned: Sherri Thomas's books: The Bounce Back  5 Steps to a Powerful Personal Brand Connect with Sherri at YourLeadershipLab.com  Follow Sherri Thomas on LinkedIn 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!  New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this personal episode, I share my journey from chronic people-pleaser to assertive leader and reveal practical frameworks for finding your voice. Growing up too agreeable cost me career opportunities and wrong relationships. The key insight: when nothing is important to you, it's easy to get pulled into anything important to others.  Key Concepts: Three Communication Styles: Passive - Avoiding conflict, not advocating for needs Aggressive - Bulldozing over others' needs Assertive - Being honest about needs while respecting others (the sweet spot) Two Types of Assertiveness: Boundary-Setting - Saying no to protect time and energy Path-Carving - Knowing yourself and speaking up with ideas What Holds Us Back: Fear of being disliked, lack of self-knowledge, perfectionism, and imposter syndrome  Practical Frameworks: The I-Statement: "I feel [emotion] when [specific behavior] because [impact] and I need [specific request]." Workplace tip: Consider leaving off the feeling part. The Transformative Formula: Boundary + Unarguable Statement + Constructive Request Example: "I'm not able to take on another project right now. I want to keep commitments realistic so I can deliver quality work. Could we look together at which priorities should take precedence?" Assertiveness Staircase: Gentle Assertion - State boundary with request  Firm Assertion - Restate more directly with consequences Strong Assertion - Follow through on consequences Pro Tip: Practice out loud—when tense, you revert to what you've practiced most. Resources Mentioned:  "Living Your Values" course (Listen to the episode to get the discount code) 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 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.

How much of your day do you spend trying to control things that are actually outside your control? As leaders, we plan and strategize, but often find ourselves spinning our wheels on things we simply can't influence. What if recognizing the limits of our control isn't a weakness, but the key to building stronger teams and achieving better results? Kate Terrell, former Chief Human Resources Officer with over 15 years of leading transformation at billion-dollar companies, shares how her battle with stage-four cancer taught her the most powerful leadership lesson of her career: focus relentlessly on what you can control while letting go of everything else.  Kate's Journey: From Cancer to Clarity The gratitude practice: Even on her worst days during treatment, Kate committed to writing down one thing she was grateful for—shifting from achievement-focused to appreciation-focused The control principle:  She couldn't control having cancer, but she could control her doctor, her preparation, and her engagement—a mindset that now shapes how she coaches leaders Building High-Performing Teams Kate's philosophy is clear: Hire people who are better than you, then get out of their way. She'd rather pull back someone who overstepped than constantly push someone to lean in. The real risk? Holding people back and getting only 60% of their capacity.  Kate's Development Framework: Start with genuine appreciation Describe the specific performance you need Name what you observe them doing now Clarify the gap between current and desired behavior Explain what you'll watch for going forward Follow up consistently The most powerful leaders don't seek to control outcomes—they create conditions where people can thrive.  Resources Mentioned: Connect with Kate Terrell on LinkedIn 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!  New episodes are released weekly, and we'd love for you to share them with others who might benefit.

In this transformative episode, I show you how to escape the Drama Triangle pattern that exhausts leaders and robs them of power. If you've ever said yes when you want to say no, then felt resentful about your obligations, and then got angry at others for your situation, congratulations! You've just cycled through all three Drama Triangle roles: Rescuer, Victim, and Persecutor, and you've given your power away in each position. Key Concepts: The Drama Triangle Roles: Rescuer - "Ill save the day!" Saying yes when you should say no, thinking "if I don't do it, it won't get done right" Victim - Feeling powerless, focused on what's wrong versus what you control Persecutor - Blaming others, making them wrong to make yourself right The Empowerment Triangle Alternative: We can break this cycle! Instead of a Rescuer → Be a Coach: Ask questions that empower others Instead of a Victim → Be a Creator: Focus on what you can influence and create a new future Instead of a Persecutor → Be a Challenger: Challenge people to grow Three Immediate Strategies: Pause before rescuing - ask if solving helps them grow Use questions before solutions Make clear agreements instead of assumptions  Resources Mentioned: TED: The Empowerment Dynamic  The 15 Commitments of Conscious Leadership When you move above the line into Coach, Creator or Challenger, your team becomes more capable, you reclaim energy, and problems get solved instead of managed. Visit ClaireLaughlin.com and connect at ClaireLaughlinConsulting. Stay above the line and lead the way!

In this  conversation with parent coach Allison Livingston, we explore how high achievers get emotionally hijacked in difficult situations and learn a 5-step framework to stay connected without getting hooked.  Why High Achievers Get Emotionally Hijacked High-achieving people often struggle with emotional regulation because they expect to be good at everything, including relationships. They have high expectations of themselves and others, but lack practice giving grace when things don't go as planned. This creates vulnerability to emotional enmeshment, where they try to control outcomes rather than connect authentically.  The  5 Steps to Connect Framework  Step 1: Meet Yourself Where You Are Recognize when you're triggered by tuning into physical sensations not, clenched fists, tight jaw. Most people live in their heads and miss these body signals that indicate emotional hijacking.  Step 2: Validate Your Experience Acknowledge that it's okay to feel frustrated. Identify your unmet needs partnership, ease, contribution. Include emotional release through movement, but direct it into the sky or ground, not at another person.  Step 3: Get Curious About Stories Question your narrative of "it's your fault" and explore what might be happening for the other person. Assume positive intent and remember you're on the same team.  Step 4: Lifesaving Listening Create safe space for others to express their frustrations without taking it personally. This builds psychological safety and allows real conversations about underlying issues. Step 5: Set Clear Boundaries From a grounded place, communicate what you will do if certain behaviors continue. Focus on your actions, not controlling others.  The Workplace Connection These same patterns show up in performance management, project conflicts, and team dynamics. When you stop pointing fingers and start with curiosity, you transform adversarial relationships into collaborative problem-solving. Resources Mentioned: Work with Allison Livingston at 5stepstoconnect.com Connect with Allison Livingston on LinkedIn  Remember: Emotional energy lasts only 6-90 seconds if you don't restimulate it with more thoughts. 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.

In this conversation with communication expert Salvatore Manzi, we explore how analytical minds and introverted leaders can transform technical brilliance into authentic influence. The Foundation: Presence = Comfort + Authenticity Salvatore defines presence as the intersection of comfort and authenticity—being comfortable being yourself while knowing your topic, understanding your audience, and communicating from that genuine center. The "You Then Me" Framework The core principle that transforms communication effectiveness: Start with understanding your audience's hopes, fears, and perspectives Build relevance before moving to your agenda Create connection that opens people to hearing your message This approach emerged from Salvatore's breakthrough moment mediating between feuding executives, where requiring acknowledgment before response completely shifted the dynamic. Above or Below the Decision Line One of the most powerful concepts was helping people understand whether they're "above the decision line" (in ideation mode) or "below the decision line" (in activation or implementation mode). This clarity helped everyone understand how to contribute their genius at the right time. Breaking the Technical Brilliance Trap Many analytical leaders try to download everything they know to convince others. But the brain is a meaning-making device, not a precision recording device. People need relevance before they can process complex information. Key Strategies: Connection before content—help teams connect with their personal why Use dialogue, not download Practice frameworks in low-stakes situations first The Uncertainty Framework When you can't share all details: "This is what we know, what we don't know, what I believe, what I'm committed to, and what you can do." Mastering Q&A Sessions Prepare with pocket questions, address the elephant in the room, and use the three-step process: acknowledge why their question matters, then pivot to your response. The acknowledgment step is crucial for building rapport. Resources Mentioned: Pre-order  "Clear and Compelling by Design" Subscribe to Salvatore's website to gain access to The Uncertainty Framework. Connect with Salvatore on LinkedIn  Ready to develop authentic influence? Remember: if you can spot effective communication in others, you have the capacity to do it yourself. 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.

In this personal episode, Claire shares how her father's Alzheimer's diagnosis became a wake-up call about the urgency of living authentically. She explores why your values, not productivity systems, are the key to fulfillment and effective leadership. The Personal Wake-Up Call Claire opens with a touching note her father wrote: "Claire, I want to go to the grocery store with you." A year later, he no longer writes or speaks much due to Alzheimer's. This experience forced Claire to confront the reality that "someday" plans might never happen, shifting her entire approach to how she spends her time and energy. The Science Behind Values Research shows that people pursuing self-concordant goals (aligned with personal values) make more progress and report higher life satisfaction. Values clarification exercises lower cortisol levels, improve problem-solving under pressure, and reduce defensive responses when challenged. Claire's Core Values: Autonomy and freedom Well-being and health Connection and curiosity Invention and creation Maximizing potential (avoiding waste)  Three Areas to Audit Your Values: Time: Does your calendar reflect what you say matters most? Stress: How do you behave under pressure? Measurement: Do you celebrate actions that align with your stated values? The most effective leaders aren't those with the best strategies, but those crystal clear about what they stand for. When you live your values authentically, you create psychological safety for others to do the same. Resources Mentioned: "Living Your Values" course- clairelaughlin.com/livingyourvalues (Don't miss the special discount code in this episode!) 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.

In this practical episode, I reveal specific skills that transform ordinary meetings into powerful collaborative sessions where everyone contributes fully. The difference between meetings where leaders do all the talking versus those where everyone leaves energized isn't personality, it's facilitative leadership skills.  Understanding Work Flow  All meaningful work follows predictable stages: Ideation - Identifying problems and brainstorming Activation - Deciding and prioritizing Implementation - Planning and executing Learning - Evaluating and improving  Five Simple Meeting Techniques Round Robin - Everyone shares input, no skipping Pair Share - Small groups process before large group discussion Pro/Con - Structured evaluation inviting dissent safely Dot Voting - Visual prioritization showing group energy End of Meeting Discipline - Clarify decisions and next steps Power Phrases: When someone brings a problem: "Tell me more," "What do you think we should do?" "What are the risks?" Resources Mentioned: Process Toolkit - Download the process toolkit here. You're not doing more work; you're doing smarter work, helping groups find best answers together rather than being the person with all the answers.  Visit ClaireLaughlin.com and connect at Claire Laughlin Consulting. Until next time, lead the way!

In this conversation with Jessica Deakyne, we explore how she accelerated from transportation coordinator to Chief Operating Officer through servant leadership and intentional community building. The Power of Community and Connection Jessica's career transformation wasn't a solo journey. She emphasizes that successful leaders understand advancement happens through community, not isolation. Her approach involves constantly connecting people to opportunities, maintaining broad networks, and remembering that "I didn't become an ACM by myself." The UpNext Program: Building Ladders for Others In 2022, Jessica co-created UpNext, a nine-month leadership development program for emerging public sector leaders focusing on:  Leadership presence and executive skills Having difficult conversations with confidence Building resilience and authentic leadership styles Creating community among peers facing similar challenges The program uses blind application reviews to remove bias and includes ongoing coaching throughout the nine months. The Critical Mindset Shift The difference between leaders who plateau and those who accelerate? Remembering that leadership is a team sport. As Jessica explains: "The issue you're going through today isn't the first time this has happened to someone. Call your friends." Continuous Learning Even as COO, Jessica continues her development through UC Davis Executive Coaching certification, demonstrating that growth never stops Key Takeaways: Focus on adding value to others' success Build genuine relationships across your industry Approach experiences with curiosity Remember, authenticity is a leadership strength  Resources Mentioned: UpNext Applications Jessica's work: solutions-mrg.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.