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The Well-led Podcast

The Well-led Podcast

De : WRKdefined Podcast Network
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Where professionalism meets imperfection. The Well-led Podcast invites leaders to explore the space where the need to get results meets the reality of managing people. Discover how to demonstrate care, support, and grace for your team–because the workplace needs human leaders. https://www.one23ltd.com Formerly the comfy chairs podcast.All rights reserved by WRKdefined Economie Management Management et direction
Épisodes
  • What am I missing here?

    What am I missing here?
    Jun 10 2026
    Feedback is one of the most practical tools leaders have for helping people grow, but many of us still hesitate to give it or ask for it. In this Other Voices episode of The Well-led Podcast, guests Mary Tettenhorst and Frank Sawyer explore why feedback can feel uncomfortable, how trust changes the conversation, and why effective feedback requires care, clarity, courage, and a willingness to learn. Through their reflections, they discuss the fears that keep us quiet, the importance of making feedback specific and useful, and why leaders must model receiving feedback if they want others to do the same. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. Guest Information Frank Sawyer has a career in healthcare administration distinguished by demonstrated results in hospital operations, strategy development and implementation, and large-scale improvement initiatives. He currently resides in Michigan with his wife and 2 kids. https://www.linkedin.com/in/frankesawyer731/ Mary Tettenhorst, Founder of Impact Talent Strategies, partners with organizations to develop leaders, build strategic people practices, and drive meaningful results. With more than 20 years of experience across every facet of talent development, she brings a practical, people-first approach to the employee lifecycle – from recruiting and onboarding to leadership development, performance management, and succession planning. Impact Talent Strategies https://www.linkedin.com/in/marytettenhorst/ www.linkedin.com/company/impacttalentstrategies Key takeaways Feedback is a tool for growth, not criticism. Avoiding feedback may feel kind, but it can withhold needed clarity. Trust creates the conditions for feedback to be received well. Effective feedback focuses on specific behaviors and impact. Asking for feedback demonstrates self-awareness and commitment to growth. Leaders must invest the time and effort needed to provide meaningful feedback. Receiving feedback well teaches others that honesty is safe. Feedback works best when it becomes part of everyday conversations. Great feedback combines courage and care. Developing others starts with being willing to keep learning yourself. Timestamps 0:01:11 Why feedback matters for leadership growth 0:02:20 The fear that prevents honest conversations 0:03:10 Building trust before giving feedback 0:06:35 Making feedback specific and actionable 0:09:00 Asking better questions to receive better feedback 0:11:54 Feedback as a leadership investment 0:16:00 Creating shared vulnerability 0:18:30 Using feedback to help people do their best work Keywords feedback, leadership development, effective leadership, human leadership, employee growth, team trust, communication skills, performance conversations, self-awareness, leadership feedback
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    22 min
  • Feedback completes the circuit

    Feedback completes the circuit
    Jun 4 2026
    Feedback is one of the core skills leaders use to provide support, but it only works when it is connected to clarity and accountability. In this episode, Kate Johnson explores why feedback matters, what makes feedback effective, and how leaders can prepare, deliver, and follow up on feedback in a way that is specific, credible, and kind. Listeners will learn how feedback completes the performance circuit that begins with expectation-setting and helps employees understand what worked, what missed the mark, and what needs to happen next. Key takeaways Feedback is not inherently negative. Feedback works best when expectations are clear. Accountability creates the context feedback needs. Feedback tells the story of work performance. Effective feedback includes preparation, delivery, and follow-up. Specificity makes feedback actionable. Follow-up turns feedback from information into support. Leaders should approach feedback with confidence, kindness, and precision. Ambiguous feedback creates ambiguous results. Feedback helps employees stay pointed in the right direction. Timestamps 00:00 Introduction: Clarity, Accountability & Feedback01:30 Why Leaders Need Feedback02:40 Feedback as the Story of Performance03:50 What Makes Feedback Effective05:41 Preparing Feedback with Clear Expectations07:20 Delivering Feedback with Specificity & Support08:50 Why Follow-Up Matters11:02 Making Feedback Actionable11:50 Upcoming Conversations & Resources Keywords leadership feedback, effective feedback, performance management, accountability at work, clear expectations, employee performance, leadership communication, manager skills, feedback conversations, leading well
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    13 min
  • What good expectations look like

    What good expectations look like
    May 28 2026
    Accountability is often misunderstood as punishment, correction, or control. In this episode of The Well-led Podcast, Kate Johnson reframes accountability as a leadership practice rooted in clarity, trust, communication, and shared understanding. You’ll learn how leaders create accountability before performance problems ever appear by setting expectations that make work visible, understandable, and achievable. Through practical examples and a simple four-part framework, this episode explores how clear expectations improve performance, reduce confusion, strengthen autonomy, and build healthier working relationships. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key takeaways Accountability is built through clarity, not fear. Clear expectations create confidence and autonomy for employees. Leaders are responsible for creating the conditions for accountability. Accountability depends on visible priorities, timelines, and communication. Vague language produces vague results. Expectations should explain WHAT, WHY, WHO, and WHEN. Meaning-driven accountability improves engagement and ownership. Accountability is relational, not merely transactional. Questions create dialogue and strengthen accountability conversations. Clear expectations reduce friction, confusion, and missed deadlines. Timestamps 00:00 – Accountability and leadership clarity 01:40 – Why accountability depends on expectations 03:24 – Accountability as a relational process 05:44 – It’s all about expectations 08:18 – The WHAT of expectations 09:26 – The WHY behind meaningful work 10:50 – The WHO and process for execution 12:19 – The WHEN and operational timelines 14:39 – Fixing vague expectations at work 17:13 – Accountability is clarity made operational Keywords leadership accountability, clear expectations at work, accountability in leadership, performance management, leadership communication, employee accountability, workplace clarity, management skills, accountability framework, leadership development
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    20 min
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