Episodes

  • Relationships are how we get work done

    Relationships are how we get work done
    Mar 31 2026
    Why do relationships matter so much at work? In this quarterly synthesis episode of The Well-led Podcast, Kate Johnson reflects on the leadership competency of demonstrating care. Drawing on the past three months of conversations about vulnerability, empathy, and good humor, she explores how these skills combine to build trust, deepen understanding, and create consistency in leadership. Through a candid discussion with her husband Nate—who brings a different leadership background including scouting, military service, and private industry—the episode examines practical leadership questions: Where vulnerability should have boundaries, How empathy works in real workplace situations, and Why good humor can reset difficult moments. Together they explore how relationships enable leaders to connect people, solve problems, and move work forward across teams and organizations. The latest companion toolkit is available to request at https://www.one23ltd.com/toolkits, and subscribers receive new toolkits automatically. Key takeaways Demonstrating care is built from three leadership skills: vulnerability, empathy, and good humor. Vulnerability means acknowledging your humanity while maintaining appropriate boundaries. Trust begins when leaders show they are human and imperfect. Empathy requires listening and dialogue to understand other perspectives. People can interpret the same situation in dramatically different ways. Good humor is the ability to respond thoughtfully to difficulty. Consistency in leadership behavior strengthens workplace relationships. Strong relationships help leaders connect people and remove barriers to work. Apologies are one of the most powerful tools leaders have. Leaders can model human leadership even when it is not modeled above them. Timestamps [0:00:00] Setting the Stage: Leading Like a Human [0:02:55] Meet Nate: Real-World Leadership Perspectives [0:05:07] Vulnerability: Making Humanity Visible [0:13:03] Vulnerable, Not Naked: Finding the Line [0:17:33] A Common Example: Practicing Appropriate Disclosure [0:20:01] Empathy on a Jury: Many Views, One Experience [0:23:45] Empathy vs. Consensus: Boundaries and Roles [0:25:45] Good Humor in Action: A Story [0:27:35] Scaling Care: From Small Shops to Large Organizations [0:37:40] The Power of Apology and Closing Reflections Keywords human leadership, leadership vulnerability, empathy in leadership, good humor leadership, mindset, healthy workplace relationships, trust in leadership, organizational effectiveness, leadership emotional intelligence, leadership communication, demonstrating care leadership skill
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    44 mins
  • Choose your starting point

    Choose your starting point
    Mar 24 2026
    This episode explores how leaders can actively choose a more balanced, effective mindset—what Kate calls “good humor,” also understood as equanimity. You’ll learn how to recognize unhelpful thinking patterns, replace them with more constructive perspectives, and apply simple practices to stay calm, curious, and intentional—even under pressure. The episode also connects mindset work to real leadership behaviors like giving feedback, managing stress, and repairing missteps. The latest companion toolkit, “Leading with Empathy: Practical Techniques for Sustainable Leadership,” is available now. Visit https://www.one23ltd.com/toolkits to request your free copy. When you subscribe, you’ll automatically receive future leadership tools and resources from onetwentythree ltd. Please visit these resources, created by The Conscious Leadership Group: Locating Yourself - A Key to Conscious Leadership (video) Locating Yourself: Above or Below? (handout) Conscious Breathing (meditation) Key takeaways Good humor is a practiced leadership skill, not a personality trait Equanimity means staying calm, aware, and engaged under stress Mindsets shape leadership behavior more than intentions alone Writing down your thoughts helps expose limiting beliefs Replacing—not arguing with—unhelpful thoughts creates change Feedback avoidance is often a mindset problem, not a skill issue Visualization and imagination can reshape leadership habits “Above the line” thinking supports curiosity and openness Simple reflection practices can shift your state in real time Recovery after failure requires reflection, grace, and repair Timestamps [0:00:00] Equanimity: The Deeper Meaning of Good Humor in Leadership [0:01:30] Are Leaders Born This Way? Reframing “Natural” Leadership [0:03:00] Tax Season Truths: A Personal Case Study in Mindset Shifts [0:04:00] From “I’m Failing” to “Part of the Story”: Rewriting the Money Narrative [0:05:00] “I’m Bad at Feedback”: The Sneaky Mindset Holding Leaders Back [0:06:30] Four New Feedback Beliefs: Kindness, Practice, and Growth [0:07:49] Above or Below the Line? Locating Your Leadership Mood [0:09:00] More Than Two Possibilities: Staying Open, Curious, and Kind [0:10:30] Play, Rest, and Peak Performance: Caring for the Whole Team [0:12:30] When Good Humor Misses the Mark: Reflection, Repair, and Grace Keywords leadership mindset, equanimity at work, emotional regulation leadership, giving feedback as a leader, leadership self-awareness, mindset shift techniques, conscious leadership above the line, leadership reflection practice, managing stress at work, leadership development tools
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    17 mins
  • We always have a choice

    We always have a choice
    Mar 17 2026
    Most of the time, we lead in workplaces filled with pressure, uncertainty, and constant change. Do leaders have to approach these circumstances with stress and anxiety? Or is there a different, better choice? In this episode, Kate Johnson is joined by guest Michele Wilson to explore the role of good humor as a leadership capability. Rather than forced positivity or ignoring difficult realities, good humor is described as the ability to face challenges honestly while choosing care, kindness, and constructive action. Leaders who model this mindset help teams navigate difficult decisions, maintain professionalism, and bring their best selves to work even when circumstances are demanding. The latest companion toolkit, “Leading with Empathy: Practical Techniques for Sustainable Leadership,” is available now. Visit https://www.one23ltd.com/toolkits to request your free copy. When you subscribe, you’ll automatically receive future leadership tools and resources from onetwentythree ltd. Michele Wilson is an expert in change leadership, healthcare operations, and storytelling. She has worked in patient-facing roles, served as a change practice leader and master facilitator, overseen the operation of multi-site physician practices, and now works as a leader within a consulting firm to guide the success of teams and large-scale change initiatives. Michele Wilson | LinkedIn Key takeaways Good humor is not about jokes or constant positivity—it is a leadership attitude grounded in choice. Leaders must acknowledge reality without catastrophizing difficult situations. Every employee always has choices at work, even if they do not like the available options. Treating employees like adults creates trust and accountability. Leaders influence workplace culture through the attitude they bring to daily interactions. Teams repeatedly cycle through forming, storming, norming, and performing as circumstances change. Leaders must consider both workplace challenges and the personal realities employees bring with them. Assuming positive intent reduces conflict and improves collaboration. Global stress and uncertainty have made grace and patience especially important leadership behaviors. Leadership ultimately centers on helping others bring their best selves to the work. Timestamps [0:00:39] Introduction of the focus on good humor and leadership, and setting the intention for a deeper conversation about attitude and choice. [0:03:59] Working definition of good humor: not forced positivity or denial, but an attitude that embraces both difficulty and capability, grounded in choice. [0:05:21] Exploration of balance: avoiding both catastrophizing and over‑reliance on humor as deflection; recognizing that some situations are serious. [0:08:29] Connection between good humor, choice, and leaders demonstrating care by helping people see and navigate their real options during change. [0:13:09] Explanation of adult‑to‑adult communication in organizations, using return‑to‑office decisions to illustrate how to present expectations and choices. [0:17:54] Example of using a daily gratitude practice (“three things we’re grateful for”) to structure attitude during a disruptive office move. [0:22:25] Discussion of the recurring forming–storming–norming–performing cycle and how changing circumstances and life events repeatedly reshape teams. [0:29:18] Framing recent years as a period of “perpetual amygdala hijack” and the argument for extending grace and lowering reactivity in leadership. [0:39:24] Final mindset takeaway for leaders: the role is to support the people doing the work, centering their success rather than self-focus. Keywords leadership mindset, good humor leadership, leadership attitude, workplace culture leadership, leadership choices, change management leadership, team dynamics leadership, empathy in leadership, leadership communication, bringing your best self to work
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    42 mins
  • Choosing hopefulness and calm

    Choosing hopefulness and calm
    Mar 10 2026
    What does it mean to go to work in good humor—especially when the workplace feels heavy or demanding? In this Other Voices episode of The Well-led Podcast, two experienced leadership practitioners reflect on the role of good humor in leadership. They explore how humor is not simply about laughter, but about a mindset leaders bring with them: a balance of perspective, calm, openness, and humanity. Through personal stories and thoughtful frameworks, the contributors describe how leaders can choose steadiness over reactivity, remain hopeful without ignoring reality, and create environments where people feel safe to engage honestly. This episode offers practical insight into why good humor matters for leadership effectiveness and how leaders can cultivate it in everyday work. The latest companion toolkit, “Leading with Empathy: Practical Techniques for Sustainable Leadership,” is available now. Visit https://www.one23ltd.com/toolkits to request your free copy. When you subscribe, you’ll automatically receive future leadership tools and resources from onetwentythree ltd. And special thanks to this month’s contributors. Read on to learn more about them. Jackye Clayton is a writer, podcaster, and HR Tech people leader with 15+ years of experience in talent acquisition, recruiting leadership, and inclusive hiring. She helps leaders and organizations stop guessing and start building high-performing teams with clear, compassionate, and curiosity-driven talent strategies. Jackye Clayton ♕ - People in Squares | LinkedIn Jackye Clayton People Puzzles Katharine Manning is a speaker, author, and trainer who has spent more than 25 years working at the intersection of trauma and leadership. Her book, The Empathetic Workplace, provides clear direction and support for leaders who want to respond to trauma on the job with compassion, calm, and confidence. Katharine Manning - Blackbird | LinkedIn Blackbird Katharine Manning Phil Wagar is a seasoned leader with extensive experience in all components of organizational development. He is a master facilitator, specializing in the subjects of leadership, learning, and change, whose strengths lie in ideation, adaptability, and forming deep connections with others. Phil Wagar | LinkedIn Key takeaways Good humor at work is a deliberate mindset, not simply a moment of laughter. Leaders can choose their emotional posture before entering a meeting or beginning the workday. Maintaining perspective helps leaders avoid reacting impulsively to everyday frustrations. A calm and hopeful disposition allows leaders to remain open to feedback and new ideas. Humor and lightness can make difficult work more manageable without minimizing its seriousness. When leaders operate without good humor, workplaces can become tense, closed, and overly reactive. Focusing on purpose and the human impact of work helps sustain a positive leadership mindset. Cultivating curiosity and learning keeps leaders grounded during challenging situations. Recognizing the absurd or unexpected aspects of workplace life can help leaders maintain perspective. Good humor strengthens connection, trust, and resilience within teams. Timestamps [0:00:04] – Framing the episode [0:02:16] – Why good humor at work matters [0:03:30–0:04:40] – Choosing your stance [0:05:40–0:06:30] – The cost of humorless leadership [0:06:30–0:07:09] – Good humor as a leadership competency [0:07:09–0:09:00] – Volunteering-in-the-rain story [0:09:00–0:10:16] – Grief, joy, and “grief camp” [0:10:16–0:13:30] – Definition of good vs. ill humor [0:13:30–0:19:42] – Four practices for good humor [0:20:22–end] – Synthesis and call to action Keywords leadership humor, good humor at work, leadership mindset, emotional intelligence leadership, workplace culture leadership, leadership emotional regulation, positive leadership habits, workplace perspective and resilience, human leadership, leadership communication
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    23 mins
  • Be positive at the start

    Be positive at the start
    Mar 3 2026
    What does it mean to choose your attitude as a leader? In this episode, you’ll learn how good humor is a leadership skill rooted in choice, mindfulness, and care—not forced positivity. Through personal stories and practical tools, this conversation explores how your mood shapes your team’s experience and how to respond intentionally instead of reacting on autopilot. You’ll walk away with concrete questions and strategies to help you lead with steadiness, awareness, and humanity. The latest companion toolkit, Leading with Empathy: Practical Techniques for Sustainable Leadership, is available now. Visit https://www.one23ltd.com/toolkits to request your free copy. When you subscribe, you’ll automatically receive future leadership tools and resources from onetwentythree ltd. Key takeaways Leaders have a daily choice about their attitude and mood. Good humor is not about being funny; it is about intentional response. Your mindset can shape your entire day. Even in a crisis, you can choose your attitude. Good humor requires awareness of your influence on others. Simple self-questions can interrupt reactive behavior. Engaging your prefrontal cortex helps override fight-or-flight responses. Toxic positivity damages trust and psychological safety. Modeling emotional choice empowers your team to do the same. Good humor balances realism with care, kindness, and accountability. Timestamps [0:00:01–0:00:53] – A story about creating family house rules [0:01:06–0:01:43] – Introducing “good humor” as a leadership skill [0:01:43–0:02:06] – Welcome to the Well Led Podcast & series context [0:02:06–0:02:49] – An accident and a decision about attitude [0:03:08–0:03:52] – Defining “good humor” vs. simple laughter [0:03:52–0:04:57] – Historical “four humors” explanation [0:05:33–0:06:46] – Humor and choice-making as leadership skills [0:06:46–0:08:06] – Managing the “lizard brain” and regaining choice [0:08:06–0:10:02] – Reflective questions to guide your mood and behavior [0:08:06–0:09:20] – Reflective questions to guide your mood and behavior [0:09:20–0:11:10] – Good humor vs. toxic positivity & impact on teams Keywords leadership attitude, good humor in leadership, how to choose your mood, emotional regulation for leaders, toxic positivity at work, psychological safety, leadership self-awareness, fight or flight response at work, mindful leadership skills, demonstrating care as a leader
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    12 mins
  • Empathy is a disciplined effort

    Empathy is a disciplined effort
    Feb 24 2026
    In this episode, you will learn how empathy strengthens accountability and improves performance at work. Kate Johnson explains why empathy is not leniency, how mindset shifts shape leadership behavior, and what empathetic accountability looks like in real workplace moments. You will also hear practical guidance for supporting neurodivergent employees and understanding the Double Empathy Problem, so you can lead diverse teams with clarity, trust, and measurable results. The companion toolkit, Leading with Empathy: Practical Techniques for Sustainable Leadership, is now available from onetwentythree ltd. The worksheets are designed to help you put these ideas into practice immediately and strengthen your leadership habits. Established subscribers receive this and future leadership toolkits automatically. Looking to learn a little more about empathy and neurodivergence? Here are a few articles to get you started: Theory of Mind | Psychology Today "I Promise I'm Not Trying to Be Inconsiderate" | Psychology Today The double empathy problem Key Takeaways Empathy is the disciplined effort to understand another person’s experience. Empathy includes both affective empathy (emotional response) and cognitive empathy (perspective taking). Listening and presence are the foundation of empathetic leadership. Empathy strengthens accountability rather than weakening it. Accountability is a support structure, not punishment. Empathetic accountability combines care with clear expectations. Mindset shifts directly influence leadership behavior and performance. Neurodivergent employees may experience and express empathy differently. The Double Empathy Problem explains barriers between differing lived experiences. Small, mindful acts of curiosity and clarity drive sustainable leadership results. Timestamps [0:00:01] – Defining empathy in leadership [0:00:26] – Recap of previous weeks on empathy [0:01:40] – Core empathetic mindsets for leaders [0:03:05] – Introducing the Leader’s Toolkit [0:05:42] – Empathy and accountability connection [0:07:20] – “Empathetic accountability” defined [0:08:55] – Neurodivergence and empathy [0:11:35] – The double empathy problem [0:13:20] – Practical leadership takeaways [0:15:25] – Closing and preview of next topic Keywords leadership empathy, empathetic accountability, empathy and performance, how to hold employees accountable, cognitive empathy, affective empathy, emotional intelligence at work, neurodiversity in leadership, Double Empathy Problem, improving team performance
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    16 mins
  • Striving to understand

    Striving to understand
    Feb 17 2026
    In this episode, you will learn how to practice empathy as a leadership skill in real workplace situations. Kate Johnson is joined by Katharine Manning, author of The Empathetic Workplace, to explore what empathy actually looks like in action. They discuss how leaders can move beyond good intentions and develop practical behaviors that build trust, strengthen psychological safety, and improve performance. You will walk away with clear steps for responding to employees who are struggling, handling trauma-informed conversations at work, and building a culture where people feel seen, heard, and supported—without lowering standards or sacrificing results. If this episode prompts you to think more deeply about trust and connection, download the current free Vulnerability and Leadership Toolkit available from onetwentythree ltd. The worksheets are designed to help you put these ideas into practice immediately and strengthen your leadership habits. Katharine Manning is a speaker, author, and trainer who has spent more than 25 years working at the intersection of trauma and leadership—first as a DOJ attorney advising on responses to crises like the Boston Marathon bombing and the South Carolina AME Church shooting, and now as an expert and thought leader on empathy at work. Her book, The Empathetic Workplace, provides clear direction and support for leaders who want to respond to trauma on the job with compassion, calm, and confidence. Join Katharine’s text list by texting “blackbird” to 833-975-1945 for weekly messages on empathy, leadership, and taking care of ourselves as we take care of others. Katharine Manning - Blackbird | LinkedIn Blackbird Katharine Manning Key takeaways Empathy is a striving to understand another person’s experience, not standing in their shoes. Leadership empathy requires both thought and feeling—cognitive and affective empathy working together. Listening and acknowledging are the foundation of any empathetic response. Psychological safety increases when leaders check in regularly with their teams. Adapting your communication style is part of demonstrating care. Empathy is a powerful risk management tool because trust fuels transparency. Most adults have experienced trauma, so leaders should assume someone on their team may be carrying something heavy. The LASER method (Listen, Acknowledge, Share, Empower, Return) provides a practical framework for responding to trauma disclosures at work. Modeling vulnerability is different from venting; leaders must maintain healthy boundaries. Empathy strengthens accountability and performance rather than weakening it. Timestamps [0:00:05] Framing the conversation: empathy in the workplace [0:01:43] Working definitions of empathy and empathetic leadership [0:04:50] Empathy as a rigorous leadership skill, not a “soft” extra [0:10:06] Shifting from theory to action: what empathy looks like day‑to‑day [0:10:40] Practical tool #1: Regular check‑ins and psychological safety [0:13:28] Practical tool #2: Team “vernacular” (numbers/weather) for honest check‑ins [0:19:50] Trauma‑informed leadership and the “paper cut vs knife wound” metaphor [0:26:01] The LASER technique introduced (Listen, Acknowledge, Share, Empower, Return) [0:32:03] Empathy for self, vulnerability, and the “full cup spills over” idea [0:40:30] Empathy as a risk‑management tool and closing resources for leaders Keywords workplace empathy, empathetic leadership, psychological safety, trauma informed workplace, leadership communication skills, cognitive empathy, affective empathy, accountability and empathy, leadership trust building, LASER method
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    43 mins
  • Empathy is not about being nice

    Empathy is not about being nice
    Feb 10 2026
    This episode of The Well-Led Podcast: Other Voices explores what empathy really means in leadership—and why it plays a central role in building trust at work. Rather than treating empathy as a soft skill or personality trait, contributors describe it as a learned practice that requires presence, restraint, and the willingness to sit with discomfort. Through personal stories and professional reflections, this episode helps leaders understand how empathy shows up in real moments and why it changes how people experience leadership. In this episode, contributors respond to two guiding questions: How do you define empathy? And who taught you to accept empathy from others—and how did that change your leadership? Their answers reveal that empathy is shaped by experience, strengthened through relationships, and essential to creating psychological safety without lowering expectations. Request your copy of the Vulnerability in Leadership Toolkit. Guest Information, listed alphabetically Peggy Mark, Ph.D. In her role as executive coach and leadership consultant, Peggy leverages her expertise in healthcare leadership, organizational learning, and nursing administration to support executives in discovering their own unique skills as a leader. Peggy is a lifelong student of leadership and organizational change. She finds immense joy in watching others succeed in their leadership journey. Peggy Mark - Break-Through, LLC | LinkedIn Utkarsh Narang Utkarsh is the founder and CEO of IgnitedNeurons, a learning and development consultancy that strives to help its learners build new connections that lead to lasting change. With an extensive background in operations and transformational coaching, he is also the host of the IgnitedNeurons podcast. Utkarsh Narang - Executive Coach Helping Ambitious Professionals Breakthrough Stuck Careers & Inner Frustration | Ignite Life Method Ignited Neurons The IgnitedNeurons Podcast - YouTube Angela Wale Angela has a long reputation as an insightful and compassionate professional, leader, and colleague. She currently serves as an executive nurse leader responsible for integrating technology resources with nursing practice, professional development, education and research for a regional health system. Find Angela on LinkedIn Key takeaways Empathy is not about being agreeable, emotional, or soft Empathy requires presence, not problem-solving Leaders often need to learn how to receive empathy before offering it Listening without fixing builds trust and psychological safety Empathy helps people feel seen, heard, and valued Empathy does not remove accountability or standards Slowing down is often the hardest part of empathetic leadership Leaders model empathy through how they respond to struggle Trust grows when empathy is consistent, not performative Empathy strengthens both relationships and results Timestamps [0:00:00] – Kate’s introduction to the Well Led Podcast & empathy theme [0:01:36] – Peggy defines empathy as perspective-taking and compassionate listening [0:02:40] – Peggy describes her husband teaching her to accept care and vulnerability [0:05:54] – Utkarsh introduces himself and defines empathy as presence without control or fixing [0:08:10] – Utkarsh’s coaching moment: being fully seen, silence, and emotional “cracking open” [0:13:30] – Angela defines empathy as strengthening human connection through validation [0:18:20] – Angela’s leadership example: resisting the urge to fix and asking how to best support Keywords empathy in leadership, building trust at work, empathetic leadership, psychological safety, leadership presence, human-centered leadership, leadership vulnerability, trust at work, emotional intelligence leadership, other voices podcast
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    22 mins