Rachel Platt shares practical strategies for addressing disrespectful behavior, giving effective feedback, and fostering respectful workplace environments. This episode covers handling difficult conversations, timing feedback, and maintaining emotional regulation.

Connect with Rachel:

[email protected]

https://calendly.com/plattinumconsulting/intro-networking 

https://www.linkedin.com/in/rachelplatt/ 

www.PLATTinumconsulting.com

About Rachel: 

Rachel Platt brings 20+ years of experience helping organizations and individuals achieve enduring success through strategic human resources leadership. Through her roles as a Chief Human Resources Officer, Vice President, and Regional Director in diverse organizational structures and industries, she built her reputation on her track record of developing pragmatic solutions to meet complex organizational and people challenges.

Rachel founded PLATTinum Consulting in 2018 to guide leaders in creating People Strategy initiatives in the areas of employee engagement, leadership development, culture assessment and improvement, performance management, staff training, communications, talent acquisition, HR process improvement, inclusion and coaching.  As a certified Women's Business Enterprise (WBE), PLATTinum serves small and medium sized non-profits and commercial businesses across the US.

PLATTinum partners with clients to maintain a transparent, ongoing, open dialogue. We provide a data-driven, responsive, organized approach.  But most importantly, we are proactive, optimistic, approachable and occasionally funny. We place outcomes before egos and work with clients who share similar values. 

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment

In this conversation, Chris Wong and Lucie Tesarova engage with Rachel Platt, a people strategist, to explore the dynamics of difficult conversations in the workplace. They discuss the importance of addressing disrespectful behavior, the role of leaders in fostering a respectful culture, and the balance between achieving results and maintaining a positive work environment.   Rachel shares insights on navigating difficult conversations, identifying signs of disrespect, and modeling appropriate leadership behavior. The discussion emphasizes the need for curiosity, understanding, and proactive communication in creating a healthy workplace culture.  

Takeaways:

Connect with Rachel:

[email protected]

https://calendly.com/plattinumconsulting/intro-networking 

https://www.linkedin.com/in/rachelplatt/ 

www.PLATTinumconsulting.com

About Rachel: 

Rachel Platt brings 20+ years of experience helping organizations and individuals achieve enduring success through strategic human resources leadership. Through her roles as a Chief Human Resources Officer, Vice President, and Regional Director in diverse organizational structures and industries, she built her reputation on her track record of developing pragmatic solutions to meet complex organizational and people challenges.

Rachel founded PLATTinum Consulting in 2018 to guide leaders in creating People Strategy initiatives in the areas of employee engagement, leadership development, culture assessment and improvement, performance management, staff training, communications, talent acquisition, HR process improvement, inclusion and coaching.  As a certified Women's Business Enterprise (WBE), PLATTinum serves small and medium sized non-profits and commercial businesses across the US.

PLATTinum partners with clients to maintain a transparent, ongoing, open dialogue. We provide a data-driven, responsive, organized approach.  But most importantly, we are proactive, optimistic, approachable and occasionally funny. We place outcomes before egos and work with clients who share similar values. 

Chapters  

00:00 Introduction to the Conversation

00:57 The Journey into HR and People Strategy

04:51 Navigating Difficult Conversations

12:42 Identifying Disrespectful Behavior in the Workplace

16:51 Balancing Results and Respect in Leadership

20:00 The Impact of Communication on Workplace Culture

23:58 Self-Reflection and Understanding Triggers

27:39 Understanding Intent vs. Impact

29:23 The Leader's Responsibility in Addressing Disrespect

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment

How do you tell someone they are not performing at the level you expect or need them to, without crushing them or demotivating them, and instead making them feel supported and motivated to improve? 

Hear how Peter Vinge does it in the different performance feedback roleplays with Chris Wong and Lucie Tesarova. 

Missed part 1 of this conversation on performance discussions? Check out part 1 here. 

takeaways

Chapters 00:00 Introduction to Performance Conversations 00:06 Role-Playing Difficult Conversations 07:15 Empathy in Leadership 15:25 Building Empathy and Understanding in Leadership 19:31 The Importance of Self-Leadership  

About Peter Vinge

Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on.

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment

In this conversation, Chris Wong and Lucie Tesarova engage with HR consultant Peter Vinge to explore the complexities of performance conversations in leadership. They discuss the importance of clear communication, the distinction between kindness and niceness, and the necessity of addressing performance issues promptly. Vinge shares insights on how to prepare for feedback sessions, manage emotions, and navigate sensitive situations, including those involving protected classes. The discussion also covers the effective use of Performance Improvement Plans (PIPs) and the significance of building trust within teams.

Takeaways

About Peter Vinge

Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on.

Chapters

00:00 Introduction to Performance Conversations
01:53 The Journey into HR
05:02 Understanding Performance Feedback
08:01 Identifying Performance Issues
11:00 The Importance of Documentation
13:56 Preparing for Performance Feedback
16:47 Managing Emotions in Feedback
19:48 Navigating Sensitive Conversations
23:09 The Role of Performance Improvement Plans (PIPs)
30:41 Navigating Performance Improvement Plans (PIPs)
34:51 Role-Playing Difficult Conversations
34:52 Introduction to Performance Conversations

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessme

In the 2nd part of their interview with Kristina, Chris and Lucie explore the importance of fostering a culture of productive disagreement within teams. Kristina shares strategies for transforming meeting dynamics, encouraging open dialogue, and the value of contrarian perspectives.  She shares her advice on how to encourage people to speak up and she even goes through a role play in which she shows how a leader might handle someone pushing back on their idea. 

Takeaways

-        Creating a culture of productive disagreement is essential for team growth.

-        Asking the right questions can foster open dialogue.

-        Encouraging team members to find contrarian perspectives can lead to better decision-making.

-        Learning from criticism can provide valuable insights for improvement. 

About Kristina Joy Carlson

Kristina Joy Carlson is a sought-after speaker and best-selling author of Essential Principles for Fundraising Success, and the soon-to-be released, Outrageous Kindness: A Mindset. A Method. A Movement, Kristina knows how to navigate change and turn challenges into opportunities. While leading businesses and driving global philanthropic growth, she managed nearly a decade of intense caregiving, profound grief, and her own cancer battle—an experience that reinforced the power of purpose, perspective, and action.

Kristina has helped maximize the philanthropic engagement of former US Presidents and other heads of state, Fortune 500 CEOs, Forbes 400 individuals, faith leaders, celebrities, and everyday people. Today, as founder and CEO of Outrageous Kindness, she is applying that wisdom to create a movement that inspires leaders, philanthropists, and individuals to take bold, high-impact action, embrace accountability, and experience the magic of small acts that create big results.

Learn more about her: Her website

Get her book, Outrageous Kindness:

Amazon

Square Books

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment 

This week, Chris Wong and Lucie Tesarova talk with Kristina Joy Carlson, founder and author of "Outrageous Kindness."  There’s lots of talk around the idea of psychological safety.  And one way that plays out in real life is a culture where open disagreement is not only accepted but encouraged. Kristina talks about how a culture of fear can stifle communication and innovation. She advocates for a mindset of generosity and constructive feedback, which is essential for personal and organizational growth.  She highlights the detrimental effects of a 'yes-man' culture, where assumptions replace data-driven decision-making.

Takeaways

-        If you want your teams to be good at communicating, you have to model that.

-        A culture of assumptions can cost organizations tremendous potential, money, and more

-        You have to commit to learning and hearing different perspectives.

-        How to interpret team silence 

About Kristina Joy Carlson

Kristina Joy Carlson is a sought-after speaker and best-selling author of Essential Principles for Fundraising Success, and the soon-to-be released, Outrageous Kindness: A Mindset. A Method. A Movement, Kristina knows how to navigate change and turn challenges into opportunities. While leading businesses and driving global philanthropic growth, she managed nearly a decade of intense caregiving, profound grief, and her own cancer battle—an experience that reinforced the power of purpose, perspective, and action.

Through her executive leadership roles at Carter Global, Ketchum, and FundraisingINFO.com, Kristina guided transformational capital campaigns, raising billions of dollars around the globe while also creating bespoke training programs, and developing innovative technologies for some of the world’s largest nonprofit organizations including Habitat for Humanity International, World Vision International, Susan Komen and others. She has also helped maximize the philanthropic engagement of former US Presidents and other heads of state, Fortune 500 CEOs, Forbes 400 individuals, faith leaders, celebrities, and everyday people. Today, as founder and CEO of Outrageous Kindness, she is applying that wisdom to create a movement that inspires leaders, philanthropists, and individuals to take bold, high-impact action, embrace accountability, and experience the magic of small acts that create big results.

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment 

In part 2 of their conversation, Chris, Lucie, and Julian discuss the complexities of leadership and organizational design, emphasizing the importance of understanding resistance and fostering accountability. Like many things in life, organizational design is an ongoing process that requires regular assessment and adaptation. Julian encourages leaders to engage all levels of their organization in the design process to create a culture of collaboration and effectiveness, otherwise, it’s destined to fail.  Other big things we learn today: 

-        Organizational design is a continuous process, not a one-time event.

-        Resistance is better than apathy.  Resistance indicates engagement and concern

-        Accountability is crucial for successful organizational change.

-        Regular assessments of organizational structure are essential for effectiveness.

-        The design of an organization should reflect its strategy and promise.

-        Hierarchy is not inherently negative; it can provide necessary structure.

-        Engagement from all levels of an organization is vital for successful design.

About Julian

Julian is the founder of 11A Collaborative, a social impact consulting firm dedicated to creating healthy society through healthy organizations. 11A supports purpose-driven businesses, nonprofits, foundations, public offices, and government agencies seeking to increase their impact by translating strategy into action through organization alignment. This means defining and refining strategy, designing the organization that will achieve the north star goals, and then stewarding the change to get there.

Connect with Julian

11A Collaborative – www.11acollaborative.com

Connect with him on Linkedin: https://www.linkedin.com/in/julianchender/

Connect with us:

Email – [email protected]
Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment 

This week, Chris and Lucie had the pleasure of chatting with Julian Chender, an expert in organizational design, to explore the difficulties of communication and structure within organizations.  Julian shared his journey in organizational design, emphasizing the need for strategic alignment and the human elements that influence organizational behavior.   Most importantly, he talked about how silos aren’t a 4-letter word, but leaders make common mistakes in managing change and fostering collaboration across silos.

Big Takeaways

-        Organizational design is about setting the container in which an organization operates.

-        Silos are necessary structures that support organizational goals.

-        integration across silos is crucial for effective strategy execution.

-        Silos should be designed with 'doors' to facilitate collaboration.

-        Understanding the strategic purpose of silos can enhance organizational effectiveness.

 About Julian

Julian is the founder of 11A Collaborative, a social impact consulting firm dedicated to creating healthy society through healthy organizations. 11A supports purpose-driven businesses, nonprofits, foundations, public offices, and government agencies seeking to increase their impact by translating strategy into action through organization alignment. This means defining and refining strategy, designing the organization that will achieve the north star goals, and then stewarding the change to get there.

Over his career, Julian has consulted to purpose-driven organizations across sectors, from the Fortune 10 to nonprofits in education, arts, and public health, from intergovernmental European agencies to New York City public offices. He is a Certified Organization Design Practitioner and an ICF-Certified Coach who holds a master’s degree in Organization Development from American University and a B.A. in History from Swarthmore College. In 2020, he received the Emerging Practitioner Award from the Organization Development Network (ODN). He has served on the Board of Trustees of ODN and currently sits on the Board of Advisors for the Organization Design Forum.

 Connect with us:

Email – [email protected]
Chris – www.linkedin.com/in/chriswonglmhc and download the Difficult Conversation Playbook for Leaders
Lucie – www.linkedin.com/in/lucietesarova and take the Saboteur Assessment 

What does leading with emotional intelligence look like in practice?
That’s what we’re exploring in today’s special compilation of The Art & Science of Difficult Conversations.

You’ll hear highlights from four episodes:
– Dr. Rick Fearnbaugh on growing as an emotionally intelligent leader,
– Kelly Meerbott on creating psychological safety,
– Chris Wong on helping your team take ownership and accountability,
– and Dr. Summer Miller on handling layoffs in a compassionate and ethical way.

Connect with us:
Email – [email protected]
Chris – www.linkedin.com/in/chriswonglmhc and download the Difficult Conversation Playbook for Leaders
Lucie – www.linkedin.com/in/lucietesarova and take the Saboteur Assessment 

Episode Description:
In this special compilation episode of The Art & Science of Difficult Conversations, we’re taking a break from work conversations and turning toward the relationships that matter most outside of work.

You’ll hear three powerful clips on what it means to communicate honestly in love – with yourself, with a long-term partner, and in modern dating. Together, these conversations explore how to be more “you” in relationships, navigate conflict with care, and set boundaries that protect your energy and your heart.

We revisit:

Grace Gavin on open and honest communication, and six key practices that can transform the way you show up with the people you love.

Heather Garbutt, psychotherapist and love & relationship coach, on navigating triggers, red flags, and tough conversations in committed partnerships – and how intentional dialogue can deepen connection instead of breaking it.

Whitney Kobrin, dating and relationship expert, on modern dating, setting intentions, boundaries, and how emotional regulation and self-soothing can help you date with more confidence and self-respect.

As you listen, notice this question:

Where am I not bringing my honest self into the relationships that matter to me – and what might change if I did?

Why open and honest communication is essential in close relationships

Six practical practices to help you communicate more clearly and courageously

How to recognize triggers and red flags in romantic relationships

Ways to have intentional, deeper conversations in committed partnerships

How dating has changed in recent years – and what that means for you

How to set intentions and boundaries before and during dating

Simple ideas for navigating first dates with less anxiety and more ease

How self-soothing and emotional regulation support healthier choices in love

Grace Gavin – Communication expert and co-founder of Know Honesty, helping leaders simplify their communication and close divides inside organizations.

Heather Garbutt – Psychotherapist and love & relationship coach, supporting people in healing past hurts and creating healthier, more supportive partnerships.

Whitney Kobrin – Dating and relationship expert, guiding people to date with intention, confidence, and clear boundaries.

Share it with a friend who’s navigating a big relationship conversation

Leave a rating or review to help others find the show

Connect with Lucie and Chris for coaching, workshops, or speaking on difficult conversations and emotional fitness

Connect with us:
Email – [email protected]
Chris – www.linkedin.com/in/chriswonglmhc and download the Difficult Conversation Playbook for Leaders
Lucie – www.linkedin.com/in/lucietesarova and take the Saboteur Assessment