In this episode, Ryan moves from awareness to action with a set of practical tools to help leaders take back their time, and their focus. Because managing time isn’t just about efficiency, it’s about leadership.

Building on the last two episodes, Ryan talks about how time slips away through small, well-intentioned moments, a meeting you didn’t need, a “quick favor” that turns into 30 minutes, and how reclaiming it begins with choice. Using the “See it. Own it. Solve it. Do it.” framework from The Oz Principle, he walks through how leaders can recognize where their time’s really going and start making intentional changes.

He also shares three simple, powerful tools for structuring your week:

• Ben Hutton’s Weekly Planning Rhythm — a four-quadrant chart to prioritize what must, should, could, and can wait. (You can check out Ben’s With Purpose podcast here).
• The Eisenhower Matrix (with a twist) — redefining what’s important by asking, “Important to who?”
• The Pomodoro Technique (leadership version) — reclaiming focus through short, present work blocks instead of constant firefighting.

The message: time management isn’t just about doing more, it’s about choosing better.

In this episode, Ryan takes a look at how a leader’s relationship with time shapes team culture. Because how you manage your time isn’t just a personal habit, it’s contagious.

Ryan explores four common patterns that create chaos on teams: constant firefighting, hesitation and delay, overcommitting out of good intentions, and neglecting rest. Each one starts from a well-meaning place like caring, helping, wanting to do good, but when left unchecked, they leave teams reactive, exhausted, and unsure of what really matters.

You’ll learn how to replace urgency with intention, trade hesitation for clarity, say no with kindness, and protect your own rest as an act of leadership.

Because the way you spend your minutes becomes the way your team spends theirs, and that's where culture is created.

In this episode, Ryan talks about one of the biggest struggles for new and seasoned leaders alike: how we use our time.

Most leaders don’t waste time because they’re careless. They waste it because they care. The instinct to help, include, and stay available comes from good intentions, but over time, those same habits start to cost energy, focus, and clarity.

Ryan explores the hidden ways leaders misuse time and how each one, though well-meaning, ends up holding teams back instead of moving them forward. You’ll learn how to step back without disengaging, protect your focus without becoming unavailable, and use your time in ways that actually build capacity in others.

In this episode, Ryan digs into one of the biggest shifts that happens when you move from peer to leader: learning to manage yourself first.

You can’t manage others well if you can’t manage your own reactions, time, and focus. And for most new leaders, that starts with emotions. Ryan breaks down the difference between regulating, suppressing, and reacting, and why calm leadership isn’t about hiding emotion but handling it with intention.

Drawing from Emotional Intelligence, Bowen Theory, and Nonviolent Communication, he explains how emotions move through teams, how to keep yours from taking over, and how to clear tension before it builds.

You’ll walk away with practical tools for staying grounded in stressful moments, repairing when you lose your cool, and creating a team climate that feels steady, even when things aren’t.

Because leadership maturity starts here: learning to lead yourself before you lead anyone else.

In this episode, Ryan talks about one of the most uncomfortable but necessary parts of leadership: consequences.

Over the past few episodes, we’ve covered responsibility, self-accountability, and accountability. But none of those mean much without follow-through. When consequences aren’t clear or consistent, standards slip, trust fades, and good people end up frustrated.

This episode breaks down what consequences actually are, and what they’re not.

You’ll learn the difference between punishment (about control and compliance) and consequence (about trust and restoration), plus how to make accountability feel fair, not fearful.

Ryan walks through four simple practices that make consequences both effective and human:

1. Connect the consequence to the behavior.
2. Communicate expectations up front.
3. Use autonomy and dignity.
4. Follow through consistently.

It’s a practical look at how follow-through builds trust, teaches ownership, and keeps your culture healthy.

Because at the end of the day, accountability only works when people know their commitments actually mean something.

In this episode, Ryan takes last week’s big ideas—responsibility, self-accountability, and accountability—and puts them to work in real life. Because it’s one thing to define them. It’s another to live them on a Tuesday morning when your shift is short-staffed, someone’s late, and the fryer’s down.

He breaks down how each plays out on the frontline:

• Responsibility is what you’re for, t’s clarity of ownership and outcomes.
• Self-accountability is what you’re to yourself, owning your gaps before someone else has to.
• Accountability is what you’re with others, the shared follow-through that keeps teams healthy and honest.

Ryan also riffs on Dan Davies idea of The Unaccountability Machine, a system that quietly runs on blame, excuses, confusion, and waiting. He shows how to shut it down by turning blame into curiosity, excuses into ownership, confusion into clarity, and waiting into action.

What does it actually mean to hold people accountable?

We say it all the time, “hold them accountable”, but most leaders can’t clearly define what that means. In this episode, Ryan breaks down three connected but very different ideas: responsibility, self-accountability, and accountability.

They get used interchangeably all the time, but they’re not the same, and when leaders blur the lines, trust erodes, expectations get fuzzy, and teams stall.

You’ll learn:

• Why responsibility is what you’re for: the commitments and outcomes you’ve said yes to
• How self-accountability is what you’re to yourself: the honesty and integrity that keep you aligned
• How accountability is what you’re with others: the trust, clarity, and follow-through that hold teams together

These ideas shape your leadership, your team, every relationship, and every culture you are a part of - let this episode help you do it more intentionally.

Difficult conversations don’t have to blow up, or get avoided until they do. In this deep dive, Ryan unpacks Nonviolent Communication (NVC), a framework created by psychologist Marshall Rosenberg that’s been used everywhere from workplaces to classrooms to peace talks.

You’ll hear the story behind NVC and get practical tools to use in your own leadership, relationships, and even at home. Ryan walks step by step through the four moves of NVC:

• Observation – describe what you saw without judgment
• Feeling – name the impact it had on you
• Need – identify the value or standard at stake
• Request – make a clear, respectful ask

It’s not about softening accountability. It’s about leading conversations that reduce defensiveness, build trust, and create a path forward, whether with your team, your kids, or your closest relationships.

Here are some resources to help you on your NVC journey:

Center for Nonviolent Communication (CNVC)

• The official international organization founded by Marshall B. Rosenberg.
• Link: https://www.cnvc.org/

PuddleDancer Press Free Resources

• Offers free printable handouts on the 4-Part NVC Process, and essential Feelings and Needs lists.
• Link: https://nonviolentcommunication.com/resources/

NVC Academy

• A major online learning hub with courses, a resource library, and free introductory materials.
• Link: https://nvcacademy.com/

BayNVC – Basics of NVC

• A concise and helpful article explaining the core concepts of Nonviolent Communication.
• Link: https://baynvc.org/basics-of-nonviolent-communication/

• Book: Nonviolent Communication: A Language of Life by Marshall B. Rosenberg, PhD. (Available wherever books are sold or via link above.)

Most leaders avoid difficult conversations because they feel risky. Beneath the surface sits an unspoken value: “don’t blow it up.” The fear is simple, if they confront the issue, someone might quit. If someone quits, the team is short-staffed. And if the team is short-staffed…the spiral begins.

But silence doesn’t solve the problem, it stockpiles it. And when it finally blows, it’s usually bigger, messier, and more expensive than if the conversation had happened earlier.

This episode introduces a simple framework that helps leaders step into hard conversations with clarity and less defensiveness: Nonviolent Communication (NVC):

1. Observation – “Here’s what I’ve noticed…”
2. Feeling – “Here’s how it impacts me/the team…”
3. Need – “Here’s what we need moving forward…”
4. Request – “Can we work on this together?”

The point isn’t to soften accountability, but to create space for honesty that builds trust instead of breaking it.

Friendships at work are more than inside jokes or shared breaks—they’re survival systems. They’re the people who drive you when your car breaks down, watch your kids when they’re sick, and remind you you’re not crazy when the shift gets overwhelming. That’s why the transition from buddy to boss can feel like such a threat: it doesn’t just disrupt your role, it disrupts a safety net you rely on.

In this episode, Ryan shares his own 15-year experience of working for a close friend and what it taught him about building friendships that don’t just survive leadership shifts but grow stronger through them. He explores three hard-earned practices—resetting expectations, keeping short accounts through daily forgiveness, and respecting organizational structure—that make friendships both life-giving and sustainable when one of you becomes the boss.

You’ll also hear why blurred friendships so often lead to favoritism, resentment, or burnout—and how the same principles that make for healthy relationships outside of work are exactly what keep workplace friendships from breaking under the weight of leadership.

By the end, you’ll be challenged to take one step toward clarity, honesty, or respect in a friendship at work—so your relationships can give life back to you, not drain it from you.