The Well-led Podcast

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The Well-led Podcast episodes

July 21How 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
59 min
July 14Authentic 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
19 min
July 07Working 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
13 min
June 30We 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
49 min
June 23Feedback 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.
Timestamps
0:00:00 - 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
16 min
June 16A 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
46 min
June 10What 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
23 min
June 04Feedback 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 & Feedback
01:30 Why Leaders Need Feedback
02:40 Feedback as the Story of Performance
03:50 What Makes Feedback Effective
05:41 Preparing Feedback with Clear Expectations
07:20 Delivering Feedback with Specificity & Support
08:50 Why Follow-Up Matters
11:02 Making Feedback Actionable
11:50 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
14 min
May 28What 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
20 min
May 19Listen 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
14 min

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The Well-led Podcast episodes

About The Well-led Podcast