The Well-led Podcast

Hosted by WRKdefined Podcast Network

Business ManagementInterviews guests

Website RSS feed

Episodes

114

Latest episode

Jun 2026

Language

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.

Listen to episodes

60 recent

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

June 10, 202622 min

What am I missing here?

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

June 4, 202613 min

Feedback completes the circuit

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

May 28, 202619 min

What good expectations look like

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

May 19, 202613 min

Listen again: It's nice to know you're human.

As this season of The Well-led Podcast moves deeper into clarity, accountability, and feedback, it feels important to revisit the episode that started the whole framework: vulnerability. Revisit this episode to consider why vulnerability is a foundational leadership skill and how leading well begins with self-leadership, self-awareness, and the courage to be human. You’ll learn what vulnerability actually means in a leadership context, why it strengthens trust rather than weakening authority, and how leaders can practice vulnerability in practical, appropriate ways that support their teams and work. Key takeaways Why leadership does not require perfection How vulnerability builds trust and credibility at work The difference between vulnerability and oversharing in leadership Why self-leadership and self-awareness come first How owning mistakes strengthens leadership effectiveness Timestamps [0:00:05] - Leadership Paradox: Humanity vs. Perfection [0:01:05] - Essential Leadership Mindsets Introduced [0:02:14] - Self-Leadership and Vulnerability Defined [0:03:50] - Story: Leadership Mistake and Vulnerability [0:07:08] - Examples: Vulnerability in Practice [0:08:52] - Vulnerability Enables Caring Leadership [0:09:35] - Navy SEAL Story: Trust Through Vulnerability [0:11:20] - Vulnerability as Bravery, Not Weakness [0:12:38] - Closing: Podcast Support and Future Topics Keywords vulnerability in leadership, human-centered leadership, self-leadership, leadership trust, leadership mistakes, emotional intelligence at work, caring leadership, leadership authenticity, leadership development, workplace trust

May 12, 202620 min

How will I know?

Accountability is often treated like punishment or oversight, but in practice, it is much more connected to clarity, consistency, trust, and personal responsibility. In this episode of The Well-led Podcast, Kate Johnson shares reflections from two contributors with very different leadership experiences and perspectives. Together, they explore how accountability changes across roles, relationships, and seasons of life, why leaders lose credibility when expectations are inconsistently enforced, and how internal accountability shapes both leadership and personal effectiveness. The conversation also examines company policy, consequences, motivation, and the tension between supporting people and maintaining standards. Guest Information, listed alphabetically ANISHA JENNINGS is an engineer, educator, tech empowerment partner, podcast host and the founder of Jennings Tech Corner. With more than 10 years of experience in IT, web development, systems optimization and teaching, she helps founders, coaches, mentors and small business owners bring their stories to life through beautifully designed, strategic and conversion driven websites. She also hosts Your American Dream with Anisha, a podcast dedicated to amplifying the voices and journeys of immigrant women and women of color entrepreneurs across the United States. LinkedIn profile: https://www.linkedin.com/in/anisha01/ Business website (if any): https://jenningstechcorner.com/ Podcast: https://www.youtube.com/@anishajennings KRISTIE SCHOONOVER serves as the Director of Talent and Learning Development for pep, LLC, a marketing operations firm. She is an active member of the local HR and Talent community, with expertise in leadership development, performance management, strategic planning, and workforce upskilling. Kristie is also an innovator who is building her AI acumen and leading internal programs to integrate generative and other tools into her organization’s talent efforts. LinkedIn profile: https://www.linkedin.com/in/kristie-schoonover-0123956/ About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key Takeaways Accountability requires clarity about expectations, ownership, and follow-through Leaders lose credibility when standards are enforced inconsistently Trust changes how leaders monitor and support people Holding people accountable is different from micromanaging them Team members pay close attention to what leaders allow or ignore Company policies should be explained clearly and reinforced consistently Good performance in one area does not erase responsibility in another Internal accountability becomes more important as personal freedom increases Accountability evolves across different stages of life and leadership Effective leadership requires balancing support, responsibility, and consequences Timestamps 00:00 – Introduction & theme of accountability 01:19 – Defining accountability in leadership 02:40 – Learning to lead and hold others accountable 06:15 – Consistency, policy enforcement, and credibility 09:15 – “Good nurse, but…” and organizational alignment 10:49 – Introduction of Anisha Jennings 11:24 – Accountability, motivation, and personal responsibility 15:17 – How accountability changes across life stages 16:50 – Internal versus external accountability 19:15 – Closing reflections, toolkit, and pAper© Keywords leadership accountability, accountability at work, leadership credibility, company policy, personal responsibility, internal motivation, leadership expectations, accountability examples, leadership communication, effective leadership

May 5, 202618 min

Accountability begins at the beginning

What does accountability really mean in leadership—and why does it so often feel like punishment? In this episode, Kate Johnson reframes accountability as an essential leadership process that supports performance, rather than a reaction to failure. You’ll learn how accountability connects directly to clarity, why it must be established before work begins, and how leaders can sustain it through observation, feedback, and follow-through. This episode offers a practical model for designing the conditions that allow people and teams to succeed. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key takeaways Accountability is often misunderstood as punishment, but it is actually the foundation of performance. “Holding people accountable” is reactive and often too late to be effective. True accountability exists when trust, transparency, and communication are present. Accountability begins with clear expectations set before work starts. Leaders must stay engaged during the work through observation and feedback. Measurement is essential for understanding results and managing performance. Consequences are neutral—they simply reflect what follows an action. Accountability is a continuous process: before, during, and after the work. Leaders initiate and sustain accountability systems; they cannot delegate this responsibility. Performance is the natural result of well-designed accountability. Timestamps 00:00:00 — Why accountability is misunderstood / problem with “holding people accountable” 00:00:20 — Accountability within the Well-Led framework 00:02:10 — Five principles of accountability 00:02:38 — The accountability process explained (before/during/after, Venn model) 00:03:41 — Blueprint and expectation-setting 00:04:49 — Observation and feedback in action 00:06:03 — Follow-through and consequences 00:08:29— Real-world leadership applications (new hire, special project, performance improvement) 00:13:28— Accountability as daily leadership practice Keywords accountability in leadership, performance management, leadership expectations, workplace accountability, leadership communication, employee performance, feedback and accountability, leadership development, management skills, organizational performance

April 28, 202617 min

What does clarity look like?

Clarity is one of the most important leadership skills—and one of the most overlooked. In this episode, you’ll learn what clarity actually looks like in practice, when it matters most, and how to apply it before work begins, at the start of work, and during times of change. You’ll walk away with simple, repeatable actions that improve focus, reduce stress, and help your team perform at a higher 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. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key Takeaways Clarity is not a one-time communication—it’s an ongoing leadership discipline Most leadership problems are actually clarity failures upstream Leaders must define purpose, communication, and relationships before work begins Clarity starts with thinking, not speaking “Who does what by when” is the simplest way to set expectations Lack of clarity creates “swirl”: rework, hesitation, and second-guessing Clear expectations reduce stress and improve employee well-being Clarity creates autonomy—it does not restrict it Communication must be filtered, organized, and relevant—not just shared Psychological safety depends on leaders explicitly inviting questions Timestamps 0:00:02 — What clarity actually means in leadership 0:01:44 — Before work begins: defining purpose, communication, relationships 0:04:47 — At the start of work: setting clear expectations 0:06:30 — How clarity impacts employee well-being 0:09:26 — During change: why clarity matters more 0:11:45 — Why communication alone doesn’t create clarity 0:14:20 — Three simple practices to apply immediately Keywords: leadership clarity, setting expectations at work, leadership communication skills, clarity in management, team alignment, workplace productivity, change management communication, leadership effectiveness, employee engagement, role clarity

April 21, 202648 min

Green square to green square

Leadership clarity is one of the most practical skills a leader can develop—but it’s also one of the most overlooked. In this conversation, Kate Johnson explores what clarity really means in leadership with Kristie Schoonover, a learning and development leader who works daily with managers trying to align teams, communicate expectations, and support employees through change. Together, they examine how unclear direction creates confusion, burnout, and misaligned work, and why clarity requires deliberate thought work from leaders. You’ll hear practical examples of how team charters, communication norms, and purposeful messaging help leaders connect daily tasks to organizational purpose. The episode also explores how AI tools can support leaders in summarizing information, testing communication, and preparing for different audience reactions. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key takeaways Leadership clarity connects daily tasks to a larger organizational purpose. Lack of clarity from leaders can stall teams and lead to burnout. Team charters and team norms help create shared expectations about how work gets done. Leaders must create time for “thought work” to develop strategy and direction. Clarity is different from transparency—clarity organizes information so people can act on it. Timestamps [0:00:06] – Setting the Stage: Leadership, Care, and Clarity [0:01:06] – Christy’s Path: From Marketing Ops to Learning & Development [0:03:22] – Returning from Leave: Double Change and Deep Ambiguity [0:05:52] – Personal Life, Positive Stress, and the Cognitive Load of Change [0:07:30] – The Green Square: How Messages Get Distorted in Transit [0:10:15] – When Leaders Lack Clarity: Burnout, Purpose, and Team Direction [0:13:46] – Team Charters: Making Ways of Working Explicit [0:19:44] – Jazz Band Leadership: Roles, Strengths, and Psychological Safety [0:29:46] – Thought Work: Putting Thinking Time on the Calendar [0:38:34] – Using AI for Clarity: Summarizing, Tailoring, and Testing Messages Keywords leadership clarity clear expectations at work team charter leadership leadership communication skills psychological safety teams thought work leadership clarity vs transparency leadership team norms workplace AI tools for leaders leadership purpose alignment

April 15, 202614 min

Stuck in the swirl

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