Episodes

  • Stuck in the swirl

    Stuck in the swirl
    Apr 15 2026
    Clarity is one of the most practical leadership skills, yet its absence is often felt before it is recognized. In this Other Voices episode, two experienced leaders reflect on moments when unclear expectations and conflicting direction disrupted their work. Their insights illustrate how a lack of clarity can affect focus, productivity, confidence, and even personal wellbeing. Through real examples from healthcare leadership and consulting work, this conversation explores the emotional and practical consequences of unclear expectations, shifting priorities, and inconsistent direction from multiple leaders. The episode also highlights the leadership responsibility to create clear frameworks, align expectations with peers, and communicate priorities in ways that allow employees to work with both focus and autonomy. Listeners will come away with a deeper understanding of why clarity is foundational to effective leadership—and how leaders can reduce confusion, improve productivity, and foster healthier work environments through clear expectations and communication. 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 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, listed alphabetically Amy Stockman is a seasoned healthcare executive with a reputation for achieving results in the midst of complex change. She thrives in highly collaborative environments and is often seen as the go-to leader when there is a need to create entirely new programs, processes, and connections. 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 Unclear expectations often lead employees to feel stuck, distracted, or unsure how to move forward. Conflicting direction from multiple leaders is one of the most disruptive forms of unclear leadership. Lack of clarity can affect productivity, focus, emotional wellbeing, and confidence in work. Clear frameworks or roadmaps help employees stay motivated and oriented toward goals. When priorities change, leaders should clearly explain the reason for the shift. Leadership clarity often begins with alignment between leaders before direction reaches the team. Resetting expectations is essential when circumstances or goals change. Clarity is not micromanagement; it helps define autonomy and responsibility. Reflection on leadership experiences helps leaders improve clarity in communication. Teams perform better when expectations are visible, shared, and reinforced consistently. Timestamps [0:00:00] – Opening & Theme Introduction [0:01:30] – Amy’s Introduction [0:02:40] – Three Forms of Lack of Clarity [0:03:45] – Conflicting Directions from Multiple Leaders [0:06:13] – Michele’s Introduction [0:07:10] – Clarity as Framework/Roadmap [0:08:30] – Emotional & Productivity Impact [0:10:21] – Kate’s Takeaways on Clarity & Leadership Keywords leadership clarity, clear expectations leadership, workplace communication, leadership productivity, management communication, employee autonomy, leadership frameworks, organizational leadership, team productivity, leadership reflection
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    15 mins
  • Clarity, the Mother Skill

    Clarity, the Mother Skill
    Apr 7 2026
    Clarity is one of the most practical leadership skills because it turns ideas into action. In this episode, Kate Johnson explores why clarity is the starting point for supporting employees and enabling performance. She explains how leaders create clarity in three key areas—purpose, communication, and relationships—and how doing so helps teams understand priorities, connect to their work, and move forward with confidence. The latest companion toolkit is available to request at https://www.one23ltd.com/toolkits and subscribers receive new resources automatically each month via the one23ltd newsletter. Key takeaways Clarity is the “mother skill” that allows other leadership skills to function effectively. Leadership development begins with care, but supporting performance requires practical clarity. Leaders must make purpose visible and actionable—not just talk about it conceptually. A simple question can unlock clarity of purpose: What is the purpose of what?Leaders need clarity about their own role, their organization’s mission, and their team’s contribution. Clear communication requires internal consistency between words, values, and actions. Employees experience communication as trustworthy when it is straightforward and reliable. Many workplace engagement issues trace back to a lack of clarity from leadership. Relationship clarity includes boundaries, connections, and organizational channels. When leaders illuminate purpose, communication, and relationships, they create the conditions for team success. Timestamps [0:00:02] – Introduction of clarity as the “mother skill” in leadership. [0:00:46] – Link between vulnerability (care) and clarity (support); preview of accountability and feedback. [0:01:53] – Identification of the podcast: “This is the Well Led Podcast, and I’m your host, Kate Johnson.” [0:02:21] – Etymology: clarity / claritas = brightness, metaphor of a leader “turning on a light.” [0:03:29] – Introduction of clarity of purpose and the question: “The purpose of what?” [0:05:15] – Practical exercise: three questions to clarify leader, company, and team purpose. [0:06:14] – Shift to clarity of communication and the two kinds of consistency (internal and experienced). [0:10:09] – Introduction of clarity of relationships (boundaries, connections, channels). Keywords leadership clarity, clarity in leadership, leadership communication, leadership purpose, employee engagement, leadership transparency, organizational communication, leadership effectiveness, workplace relationships, leadership development
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    14 mins
  • 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