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.
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August 18, 202611 min
Change your hat to change your mind
Leadership creativity is more than generating novel ideas. It is the thought work behind effective choice-making. In this Lesson for Effectiveness, Kate Johnson shares three practical activities leaders can use to strengthen creativity, examine problems from different perspectives, anticipate challenges, and make better-informed decisions. 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. Key takeaways Creativity grows when leaders make room for imagination without requiring an immediate practical outcome. Putting yourself inside an unfamiliar image can help you disconnect from everyday constraints and exercise creativity for its own sake. A pre-mortem uses prospective hindsight to identify the problems that could cause a project or event to fail. Imagining future success can help teams define meaningful achievements and translate them into action plans. Edward de Bono’s Six Thinking Hats provides a structured way to consider facts, emotions, risks, benefits, alternatives, and the thinking process itself. A personal decision audit can help you examine choices, consequences, and lessons without creating a record of regrets. Timestamps 00:03 Leadership Creativity and Critical Thinking 01:18 Put Yourself in the Picture 02:55 Conduct a Pre-Mortem 04:25 Try Corporate Time Travel 05:01 Change Your Hat to Change Your Mind 06:29 Evaluate the Quality of Your Choices 07:18 Conduct a Personal Choice Audit 07:55 Use Journaling and Regular Reflection 08:38 Seek Guidance From a Mentor 09:31 Rational, Reasonable, and Empathetic Creativity Keywords leadership creativity, creative thinking, critical thinking, decision-making, problem-solving, pre-mortem exercise, Six Thinking Hats, perspective-taking, leadership development, reflective practice
August 11, 202628 min
Go play
Creativity is often misunderstood as artistic talent or spontaneous inspiration, but effective leaders know it is something much more practical. Creativity is the ability to imagine new possibilities, solve problems, adapt to uncertainty, and create environments where innovation can flourish. In this episode, Kate Johnson is joined by Glory Lichon, Melissa Norcross, and Kristen Pavle and Dave Gorum of Play Into Being to explore what creativity looks like in everyday leadership. Together they discuss the role of self-trust, self-awareness, psychological safety, experimentation, collaboration, and play in creating workplaces where people feel safe enough to think differently. Rather than treating creativity as an individual talent, they describe it as something leaders intentionally cultivate through the environments they create, the questions they ask, and the freedom they provide for others to contribute their best ideas. Whether you're leading a department, building a business, or simply trying to think more creatively about the challenges in front of you, this conversation offers practical ideas for creating the conditions where better thinking—and better leadership—can emerge. Guest Information, listed alphabetically Dave Gorum is the Co-founder of Play Into Being, who has turned his aspirations of being an animator into a business designed to support creative founders. He describes his role as that of a Producer, informed by a core belief: Your project is alive and it chose you to come into being. The way you treat it is the way you treat yourself. Together with partner Kristen Pavle, Dave runs workshops, incubators, and 1:1 producing engagements to help founders navigate that vulnerable space where vision meets reality, without losing what makes the work alive in the first place. Dave Gorum | LinkedIn Play Into Being Play Into Being | LinkedIn Glory Lichon is a founder, speaker, veteran, and mentor devoted to redefining how women lead. She is the co-founder and CEO of Glow Bright Therapy, a multi-state pediatric therapy organization, and the founder of Elevate Beyond Boundaries, where she guides women founders and leaders through embodied leadership, nervous system regulation, and aligned expansion. Glory also hosts The Embodied LeadHer podcast, where she shares honest conversations and reflections on leadership, identity, capacity, and self-trust for women who are ready to lead from a more grounded and aligned place. Glory Lichon - Glow Bright Therapy, LLC | LinkedIn Glow Bright Therapy Elevate Beyond Boundaries The Embodied LeadHer - Podcast Melissa Norcross is the co-founder of Ad Lucem Group, an Executive Moderator at Collaborative Gain,, and co-author of The Intentional Executive, a purpose-driven playbook to transform leadership. She leverages her 20+ years as a strategy executive to coach and develop leaders who deliver extraordinary results while building highly engaged, collaborative teams. Melissa Norcross | LinkedIn Ad Lucem Group Kristen Pavle is Partner and Co-founder at Play Into Being where she blends producing, community, and education to help creative leaders bring their visions to life. As a relational designer, her background is in co-creating community ecosystems that prioritize collaboration, innovation, and meaningful connections. The throughline is finding play in your work, leading from the spark within you. LinkedIn profile: Kristen Pavle | LinkedIn Play Into Being Play Into Being | LinkedIn Key takeaways Creativity is not artistic ability; it is the leadership practice of imagining possibilities, solving problems, and making better decisions. Creative leadership begins with self-trust. Leaders who understand their values and purpose are better able to discern which ideas deserve attention. Self-awareness is essential because creativity flourishes under different conditions for different people. Leaders should intentionally create environments that support their own best thinking. Innovation requires psychological safety. Employees are far more willing to contribute ideas when they know mistakes are treated as opportunities to learn rather than reasons for blame. Failure and creativity are inseparable companions. Experimentation is only possible when people are free to discover what does and does not work. Leaders are responsible for designing environments—not controlling outcomes. The role of leadership is to create the conditions where creativity can emerge. Structure and creativity are not opposites. The most effective leaders balance clear expectations with enough flexibility to allow new ideas to develop. Well-designed prompts, thoughtful questions, and playful exercises help teams become more comfortable thinking creatively together. Creativity is collaborative. Leaders create better ideas by inviting multiple perspectives rather than relying solely on their own expertise. Choosing grace means giving people the room to explore, experiment, learn, and contribute without expecting perfection. Timestamps 00:00 — creativity beyond artistic ability 01:25 — self-trust and creative leadership 03:08 — creating the conditions for creativity 06:27 — why innovation requires failure 09:08 — designing creative workplaces 12:00 — psychological safety and vulnerability 15:09 — balancing creativity and business goals 20:19 — the leader's role in creative culture 22:26 — invitations, prompts, and psychological safety 26:58 — final reflections on creative leadership Keywords leadership creativity, creative leadership, creativity at work, critical thinking, innovation, innovation leadership, psychological safety, creative problem solving, workplace creativity, leadership development, self-trust, self-awareness, experimentation, learning from failure, organizational creativity, team innovation, leadership skills, creative culture, psychological safety at work, emergent design, enabling constraints, studio mindset, collaboration, workplace innovation, employee engagement, leadership podcast, The Well-led Podcast, Kate Johnson, choosing grace, creative teams
August 4, 202611 min
An expression of critical thinking
What does creativity have to do with leadership? More than you might think. When many people hear the word creativity, they picture artists, musicians, or designers. In reality, and in leadership, creativity is something much broader and much more essential. Rather than artistic talent, leadership creativity is an expression of critical thinking: the ability to generate ideas, recognize the right ideas, and create the conditions where people can think, experiment, and solve problems well. Throughout the episode, you'll discover practical leadership behaviors that make creativity visible in everyday work, through thoughtful decision-making, wise problem-solving, and the willingness to give people room to learn and grow. 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. Key takeaways Creativity is not artistic ability. In leadership, creativity is the practical expression of critical thinking that helps people discover and implement the best ideas. Strong leaders balance three kinds of creativity: rational creativity that explores ideas, reasonable creativity that tests ideas, and empathetic creativity that ensures ideas work for people. Experimentation should be expected rather than feared. Leaders who normalize thoughtful trial and error build stronger judgment, greater learning, and better long-term results. Creativity is ultimately about making space—for questions, reflection, mistakes, curiosity, and growth. Those spaces are often where grace becomes visible in leadership. Timestamps 00:00 Why creativity belongs in leadership 01:45 Creativity as critical thinking 03:05 Rational creativity: asking better questions 05:52 Protecting time to think 06:32 Reasonable creativity: experimentation and learning 08:02 Saying no to the first idea 08:39 Empathetic creativity: designing for people 10:05 How creativity becomes grace Keywords leadership creativity, creativity in leadership, critical thinking, critical thinking for leaders, creative leadership, leadership innovation, workplace creativity, creative problem solving, creative thinking, leadership skills, innovation in the workplace, leadership development, empathetic leadership, employee creativity, psychological safety, employee engagement, problem solving, rational creativity, reasonable creativity, choosing grace, leadership podcast, leadership effectiveness, workplace innovation, innovation culture, strengths-based leadership
July 28, 202611 min
Do not pretend to be perfect
Authentic leadership is not about revealing every emotion or lowering expectations. It is about accepting your humanity while remaining accountable for results. In this episode, you'll learn why grace is a leadership discipline rather than leniency, how psychological safety supports learning instead of comfort, why accountability and grace strengthen one another, and three practical habits that help leaders create cultures where people can learn, improve, and perform at a high level. 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. Key Takeaways Grace changes a leader's response to mistakes without lowering expectations. Authenticity means accepting your humanity while remaining professional and accountable. Psychological safety exists to support learning, experimentation, and honest communication. Leaders create innovation by making thoughtful experimentation safe and expected. Self-compassion reduces perfectionism and strengthens resilience. Employees learn as much from how leaders respond to failure as they do from success. Accountability and grace work together to improve performance. Professionalism and imperfection are compatible. Admitting "I don't know" models courage and authenticity. Continuous improvement begins by asking, "What did we learn?" Timestamps 00:00 Grace is a leadership responsibility 00:50 What authentic leadership really means 02:08 Why psychological safety matters 03:17 Normalize experimentation and learning 04:11 Self-compassion improves leadership 04:57 Accountability and grace work together 05:55 Professionalism and imperfection belong together 06:53 Three habits of authentic leaders 08:02 Replace perfectionism with learning 09:58 Choose grace without lowering standards Keywords authentic leadership, leadership authenticity, psychological safety, accountability, leadership grace, self-compassion, continuous improvement, leadership development, workplace culture, human leadership
July 21, 202658 min
How am I the best me?
What does it actually mean to be an authentic leader? In this conversation, we explore why authenticity is much more than "just being yourself." Kate Johnson and Melissa Norcross examine humility as the foundation of authentic leadership, discussing self-awareness, trust, purpose, psychological safety, and the importance of recognizing both strengths and limitations. Along the way, they challenge common misconceptions about authenticity, explain why great leaders regularly say "I don't know," and offer practical ways to help people thrive by matching strengths to the right opportunities. Whether you lead a large organization, a small team, or simply yourself, this conversation offers a practical framework for becoming the best version of yourself in every situation. 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. Melissa Norcross is the co-founder of Ad Lucem Group, an Executive Moderator at Collaborative Gain,, and co-author of The Intentional Executive, a purpose-driven playbook to transform leadership. She leverages her 20+ years as a strategy executive to coach and develop leaders who deliver extraordinary results while building highly engaged, collaborative teams. LinkedIn profile: https://www.linkedin.com/in/melissanorcross/ Business website:: Ad Lucem Group Key Takeaways Humility begins with an honest understanding of both strengths and weaknesses. Authentic leadership depends on trust built through consistent actions. Self-awareness grows faster when trusted people reflect back what we cannot see ourselves. Great leaders recognize and develop the strengths of others instead of focusing only on weaknesses. Saying "I don't know" is often a sign of confidence rather than incompetence. Shared purpose helps teams move beyond individual achievement toward collective success. Authenticity is contextual—it means bringing the best version of yourself to each situation. Every person has extraordinary strengths that deserve to be recognized. Growth requires curiosity, flexibility, and a willingness to learn. Leadership becomes more effective when it is grounded in grace, humility, and purpose. Timestamps 00:01 — Introducing authenticity and humility 02:15 — Defining humility 06:29 — Discovering strengths and blind spots 08:34 — Authenticity, vulnerability, and trust 14:53 — Knowing your strengths and limitations 18:29 — Recognizing intrinsic worth 24:28 — Finding the right role for people's strengths 30:57 — Authenticity in practice 38:16 — Purpose creates meaning 43:00 — Why authenticity feels difficult 47:04 — Becoming the best version of yourself 53:25 — Authenticity evolves 58:17 — Closing thoughts Keywords authentic leadership, humility, leadership authenticity, self-awareness, emotional intelligence, leadership development, psychological safety, purpose-driven leadership, trust at work, leadership growth
July 14, 202618 min
Authentic doesn't have to be one version
What does it really mean to be authentic at work? In this Other Voices episode, two contributors share very different experiences of authenticity, masking, self-expression, and organizational fit. Their stories explore why authenticity can become easier with experience, how workplace culture shapes our ability to show up fully, and why being multifaceted is not the same as being inauthentic. 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 Bios Jasmine Moseley Beal is the President & CEO of Virtue Key Consulting Group and an award-winning Global Learning & Talent Development leader. Her background includes over 15 years of experience in strategic deployment, merger and acquisition activities, instructional design, leadership coaching, DE&I, succession planning, and performance development. She works alongside CEOs and Executive Leaders who are leading organizations through growth, change, or reinvention and need their people to move with the strategy, not lag behind it. Virtue Key Consulting Group partners with mid-size to enterprise organizations to unlock what Jasmine calls “People Power,” where performance, talent, and leadership development reinforce one another. Jasmin M Beal | LinkedIn Virtue Key Consulting Group Virtue Key Consulting Group | LinkedIn Kim Rohrer has spent the last 15+ years running People functions at VC-backed tech companies, typically as the first People leader, building and managing a team over time. She recently worked across a variety of People Leadership roles at Oyster, a fully-remote tech startup with 600+ employees across 70+ countries, creating innovative global People practices and an award-winning company culture along the way. She spent her early career days in theatre, training as a Literary Manager & Dramaturg - skills and experiences that have proven invaluable in her career in tech. She is proud to sit on the board of several companies working to create better futures for working caregivers while continuing to provide strategy and storytelling services to companies and individuals. Kim Rohrer | LinkedIn Patchwork Portfolio | LinkedIn Patchwork Portfolio Key takeaways Authenticity does not require showing up the same way in every circumstance. Different contexts may call for different, equally authentic versions of ourselves. Experience and confidence can make authenticity feel less effortful. Authenticity can create friction when others expect deference, conformity, or silence. Self-awareness includes knowing when to speak, when to observe, and when to continue a conversation elsewhere. Workplace culture can either punish or celebrate the same qualities in a person. Feeling unsafe or unwelcome at work can directly affect focus and performance. Skills and interests outside a traditional career path can become meaningful professional strengths. Being misunderstood does not automatically mean you are in the wrong environment—or the wrong person. Authentic leadership requires both self-expression and judgment. Timestamps 00:01 – Introducing Other Voices on authenticity 01:20 – Being tired of masking 03:03 – Being rewarded for authenticity 03:38 – The challenges of showing up authentically 05:48 – Different versions of your authentic self 06:17 – Knowing when and how to show up 08:28 – The layers of authenticity at work 10:18 – When workplace culture is not built for you 12:50 – Being told you are not the right fit 14:06 – When authenticity becomes a professional strength Keywords authenticity, authentic leadership, authenticity at work, masking at work, workplace culture, organizational fit, self-expression, leadership development, professional identity, workplace belonging
July 7, 202612 min
Working while human
Leadership doesn't require perfection. It requires humanity. In this opening episode of the "Choosing Grace" series, Kate Johnson explores why authenticity is not simply a personality trait but a practical leadership skill. By embracing humility, integrity, and liberty, leaders become better equipped to build trust, navigate mistakes, remove barriers, and create workplaces where both people and results can thrive. Rather than asking employees to bring their authentic selves to work, authentic leaders model the behavior first. They demonstrate that leadership is learned—not performed—and that failure is often the pathway to wisdom. 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. Key takeaways Why grace belongs in conversations about leadership The connection between authenticity and effective leadership How authenticity differs from vulnerability Why discernment is essential to authentic leadership How mistakes build humility instead of diminishing credibility Why integrity grows through persistence rather than perfection How learning from failure creates freedom How authenticity strengthens trust on teams Why human leadership supports both relationships and results Practical ways to begin choosing grace every day Timestamps 0:00:00 Dear Leader: You Are Human 0:02:20 Why Grace Belongs at Work 0:04:40 Defining Authenticity 0:08:30 Learning Leadership Through Failure 0:09:40 Humility, Integrity, and Liberty 0:11:08 Choosing Grace Every Day Keywords authentic leadership, choosing grace, leadership authenticity, human leadership, workplace authenticity, humility, integrity, leadership mistakes, psychological safety, leadership development
June 30, 202648 min
We get results.
How do leaders produce results that last? In this quarterly conversation, Kate Johnson reflects on the leadership lessons from the past three months—clarity, accountability, and feedback—and explains how they work together to create employee certainty. Joined by Glory Lichon, the discussion explores why support is more than encouragement; it is the daily practice of reducing uncertainty so people can do their best work. Together they examine ownership, leadership development, emotional regulation, and the habits that help leaders consistently support both people and performance. 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. Glory Lichon is a founder, speaker, veteran, and mentor devoted to redefining how women lead. She is the co-founder and CEO of Glow Bright Therapy, a multi-state pediatric therapy organization, and the founder of Elevate Beyond Boundaries, where she guides women founders and leaders through embodied leadership, nervous system regulation, and aligned expansion. Glory also hosts The Embodied LeadHer podcast, where she shares honest conversations and reflections on leadership, identity, capacity, and self-trust for women who are ready to lead from a more grounded and aligned place. Glory Lichon - Glow Bright Therapy, LLC | LinkedIn Glow Bright Therapy Elevate Beyond Boundaries The Embodied LeadHer - Podcast Key takeaways Support reduces uncertainty and creates the conditions for sustainable results. Clarity establishes understanding by defining purpose, roles, expectations, and communication. Accountability is an ongoing leadership process—not simply correcting mistakes. Feedback connects expectations to outcomes and tells the story of performance. Healthy relationships make high performance possible. Ownership grows when leaders provide clear boundaries and meaningful autonomy. Great leaders are developed through intentional preparation, not assumption. Emotional regulation helps leaders respond thoughtfully instead of reacting impulsively. Consistent support builds confidence, trust, and better decision-making. Human leadership balances care for people with responsibility for results. Timestamps 0:00:01 Why support leads to sustainable results 0:04:28 Introducing our guest, Glory Lichon 0:11:09 Purpose, mission, and leading with clarity 0:14:42 How clarity, accountability, and feedback work together 0:19:57 Ownership and empowering employees 0:31:42 Becoming a regulated leader 0:36:37 Daily practices that strengthen leadership 0:47:53 Looking ahead to “Choosing Grace” Keywords leadership support, sustainable results, clarity, accountability, feedback, employee certainty, leadership development, emotional regulation, workplace performance, human leadership
June 23, 202615 min
Feedback is a true story
Feedback is one of the most important ways leaders provide support—but only when it is grounded in clarity, delivered with care, and followed by meaningful action. In this Lesson for Effectiveness episode of The Well-led Podcast, Kate Johnson summarizes the key leadership lessons from a month focused on feedback. Learn how to shift feedback from a moment of correction into an ongoing practice of support by adopting better mindsets, preparing with clearer expectations, removing ego from your message, and building the habit of receiving feedback yourself. 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. Key takeaways Balanced, compassionate feedback is a way leaders support their teams. Effective feedback begins before the conversation by establishing clear expectations. Feedback requires preparation, specificity, kindness, and follow-up. Clarity and accountability create the foundation for useful performance conversations. Follow-up transforms feedback from criticism into genuine support. Strong feedback tells a true story of performance by focusing on facts. Removing ego helps keep feedback centered on the person receiving it. Precise language makes feedback easier to understand and act upon. Leaders strengthen feedback culture by asking for and receiving feedback themselves. Responding with gratitude creates trust and psychological safety. Timestamps0:00:00 - Key lessons from feedback conversations 0:02:15 - Three mindsets for supportive feedback 0:04:34 - Turning feedback mindsets into action 0:06:26 - Feedback as a true story of performance 0:09:44 - The importance of receiving feedback 0:12:50 - Practicing feedback as a leadership skill Keywords leadership feedback, effective feedback, performance management, employee support, feedback conversations, leadership communication, workplace accountability, clarity in leadership, psychological safety, leadership development
June 16, 202645 min
A story of support
Episode Description Feedback is not a one-time event, a required correction, or a gift someone should simply accept. Done well, feedback is an ongoing conversation that helps people understand the story of their work—the impact they are having, the progress they are making, and the support available to help them continue growing. In this episode of The Well-led Podcast, Kate Johnson welcomes Kim Rohrer, owner of Patchwork Portfolio, back for a conversation about feedback, storytelling, and the role leaders play in supporting performance. Together, they explore why feedback should center the person receiving it, how clarity and accountability create the foundation for meaningful conversations, and why effective feedback is ultimately an act of care. 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. Key takeaways Feedback is the way we ensure people know the results of their efforts. Effective feedback tells a true story about work performance, impact, and growth. Feedback should begin a conversation, not end one. Support is what turns feedback from criticism into leadership. Timestamps 00:00 | Welcome Back & Kim’s Storytelling Lens 02:10 | Feedback as the Story of Work 06:24 | Why “Feedback Is a Gift” Misses the Point 10:39 | Feedback as Support, Not a Drop-Off 16:21 | Clarity, Accountability, and the Real Job of Management 21:32 | Feedback as an Act of Care (Wardrobe Stories) 29:12 | Past Feedback Trauma, Culture, and Shared Standards 37:30 | Moving Beyond the Compliment Sandwich & Making Feedback Easier Keywords: feedback conversations, leadership feedback, employee performance, workplace communication, human leadership, supportive leadership, accountability, manager development, employee growth, feedback culture
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