The Well-led Podcast

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125

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Aug 2026

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About the show

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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September 9, 202617 min

The power of saying I don’t know

What makes it possible for someone to admit a mistake at work? In this Other Voices episode of The Well-Led Podcast, Stephanie Lemek and Dr. Benjamin Ritter explore how psychological safety shapes the employee experience. Stephanie explains why leaders create safety by acknowledging their own mistakes, uncertainty, and imperfection. Benjamin considers the relationship between a supportive environment and the responsibility each person holds for exercising self-leadership. Together, their reflections show that psychological safety is more than avoiding conflict or telling people it is okay to fail. It allows people to speak candidly, take risks, ask questions, learn, contribute ideas, and work toward shared goals. You’ll learn: How physical, financial, and psychological safety affect employees Why leaders need to demonstrate—not merely declare—that mistakes are acceptable How psychologically unsafe cultures impose an extra tax on productive work Why safety supports creativity, learning, and collaboration How self-leadership can help people recognize and use the choices within their control 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 Stephanie Lemek is the Founder & CEO of The Wounded Workforce®, a consultancy reshaping how employers approach mental health, trauma, and resilience at work. She is also the Founder and Executive Director of The Wounded Workforce's Center for Construction Mental Health™. Stephanie is a nationally recognized speaker and trusted advisor on trauma-informed leadership, bringing together research, practical strategy, and deep organizational insight to help leaders, HR, and frontline teams move from well-meaning to well-equipped. Stephanie Lemek, SPHR, MBA, CTSS, TIWP - Helping Organizations and Leaders Address Mental Health at Work | Founder & CEO @ The Wounded Workforce® | Building Trauma Informed Workplaces | Culture, Talent, & HR Expert | Coach | LinkedIn  The Wounded Workforce  The Wounded Workforce | LinkedIn  The Wounded Workforce's Center for Construction Mental Health™ The Wounded Workforce's Center for Construction Mental Health | LinkedIn  Dr. Benjamin Ritter is an executive leadership coach and keynote speaker based in Austin, Texas. For more than 15 years he has coached senior leaders at companies including Amazon, Google, DoorDash, Mayo Clinic, Pinterest, Coursera, Northwestern, and the CDC, along with next-generation leaders inside family-owned operating companies. He is the author of the Amazon best-seller Becoming Fearless, and The Uncrowned CEO, founder of Live for Yourself Consulting, and host of The Executive and Live Fearlessly podcasts. Dr. Benjamin Ritter - Executive Coach for CEOs, Founders & Next-Gen Family Business Leaders | You got the seat. Now make it yours. | Best-Selling Author, Becoming Fearless | ICF PCC | LinkedIn  Live for Yourself Consulting  Dr. Benjamin Ritter Key takeaways Safety is foundational. When people do not feel safe, it becomes difficult to direct their attention and energy toward anything else. Workplace safety includes physical, financial, and psychological conditions. Each influences whether employees can work, grow, and contribute fully. Leaders create psychological safety before someone needs it. Their everyday responses to mistakes, uncertainty, and imperfection establish what is genuinely acceptable. A lack of psychological safety drains energy from productive work. Employees spend time managing perceptions, rehearsing conversations, withholding questions, and navigating workplace politics. Leaders influence safety, but individuals retain some agency. Self-leadership can help employees move from blame toward clarity, responsibility, and constructive action. Timestamps 00:05 Safety as a leadership skill 01:52 Stephanie on three forms of safety 10:59 Benjamin on safety and self-leadership 16:28 Closing reflections and resources Keywords psychological safety at work, safety in leadership, how leaders create psychological safety, admitting mistakes at work, workplace culture, leadership vulnerability, employee trust, physical safety, financial safety, self-leadership, personal responsibility, employee engagement, workplace burnout, creativity at work, authentic leadership

September 1, 202611 min

Leading well means creating safety

What does workplace safety mean beyond preventing physical harm?  In this episode of The Well-Led Podcast, Kate Johnson examines safety as a leadership skill—and as the condition that allows authenticity and creativity to flourish at work. We explore three forms of safety that human leaders must consider: physical safety, financial safety, and psychological safety. Kate connects each one to a practical leadership responsibility, from recognizing hazards and understanding compensation practices to responding constructively when mistakes happen. You’ll learn: Why safety involves both avoiding harm and protecting people from harm How physical safety acknowledges human frailty Why financial safety begins with understanding compensation and employee hardship resources How leaders create psychological safety through their responses to ideas, concerns, and mistakes Why authenticity and creativity depend on safety already being present Practical actions leaders can take to better protect their teams 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 Safety is not limited to policies that prevent physical injury. Leadership safety also includes employees’ financial security and their freedom to speak, question, experiment, and make mistakes. Physical safety requires leaders to recognize risk, understand human frailty, and take action to prevent or mitigate harm. Financial safety begins with acknowledging that employees’ basic material needs depend largely on the money they earn at work. Psychological safety is shaped by how leaders respond when employees offer ideas, raise concerns, or make mistakes. Authenticity and creativity cannot flourish without protection. Safety is the pre-existing condition that makes both possible. Human leaders address the consequences of mistakes without diminishing another person’s intrinsic worth. Leaders become champions of authenticity and creativity when they welcome employees’ attempts and failures with the same enthusiasm as their successes. Timestamps 00:03 Choosing grace through safety 00:54 Defining workplace safety 02:33 Safety as protection from harm 04:31 Physical safety and human frailty 04:53 Financial safety and basic needs 05:32 Psychological safety and human error 06:49 Why authenticity and creativity require safety 08:15 Practical actions for physical safety 09:06 Learning about financial protections 09:53 Responding constructively to mistakes Keywords workplace safety, leadership safety, human leadership, physical safety, financial safety, psychological safety, choosing grace, authenticity at work, creativity at work, employee protection, psychological safety at work, leadership skills, workplace hazards, compensation practices, employee hardship, responding to mistakes, human error, team trust, Amy Edmondson, leading well

August 25, 202613 min

Replay! Clarity, the mother skill.

The Well-led Podcast is on a break! Enjoy this replay as a means of refreshing and staying grounded in the work of human leadership. 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

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