In this episode, Chris and Candice go one-on-one for a candid conversation sparked by Chris’s recent Substack post, “Leading Through Our Fractures.” They open by grounding the moment in Black History Month, with Candice noting its significance and encouraging listeners to keep learning because Black history is American history. From there, the episode settles into a reflective, personal discussion about leadership, identity, and the real stories that shape how we show up at work.

Chris introduces the core idea behind “leading through our fractures”: the belief that leaders don’t become credible by appearing flawless—they become relatable by acknowledging what’s real. He connects this to the Japanese art of kintsugi, where broken pottery is repaired with gold, making the cracks part of the beauty rather than something to hide. Candice shares why this resonated so deeply: our flaws and missteps aren’t just baggage, they’re often the very things that make us uniquely grounded, empathetic, and effective—if we learn how to carry them with intention.

Together, they explore the tricky middle ground between being an authentic, vulnerable leader and oversharing in a way that becomes unsteady or inappropriate. Candice talks about learning where that line is by watching examples of what not to do, and by paying attention to feedback when she shares something personal in a way that helps others grow. They dig into empathy too—how it’s less about claiming you “know exactly how someone feels” and more about listening, asking questions, and letting your own experiences with challenge make you more compassionate without turning it into a comparison game.

The conversation gets personal as both reflect on how childhood experiences echo into adulthood leadership. Chris names the lingering impact of not being “picked” growing up, and how that quietly fueled a need for approval and expertise—until he learned to notice it and choose differently. He also brings in ideas from Positive Intelligence (and the notion of internal “saboteurs”), sharing how his own restlessness can push unnecessary change unless he checks his motives. They wrap on a lyrical note, referencing a line Candice highlighted—about broken pieces, scars, and harmony—underscoring the episode’s theme: when leaders embrace the cracks with honesty and boundaries, they don’t look weaker… they look more whole.

To read the article that inspired this epiosde, please visit https://thinkfeellead.substack.com/p/leading-through-our-fractures

In this episode of Candid Conversations on Leadership, Chris and Candice welcome guest James Quisenberry, who leads IT for Student Affairs at the University of Illinois Urbana-Champaign and co-founded the campus IT Leadership Workshop. Together they unpack servant leadership—rooted in Robert Greenleaf’s 1970 essay “The Servant as Leader”—as a philosophy where a leader’s primary goal is to serve the people and the organization. Candice walks through hallmark traits like empathy, deep listening, community-building, self- and organizational awareness, stewardship, commitment to growth, and humility—framing how these build trust, morale, innovation, retention, and ethical cultures.

The trio contrasts servant leadership with more traditional, hierarchical models, noting how generational shifts changed how people want to be led. They surface a core tension leaders must navigate: balancing autonomy and agency with organizational clarity and speed. Chris shares how his team uses “disagree and commit” to invite inclusive debate before moving decisively—and how accountability is not at odds with compassion. James pushes back on the misconception that servant leadership is “soft,” arguing it often means serving people best by holding them to clear standards, and by prioritizing the whole organization over a one-to-one dynamic.

Personal origin stories come through: Candice’s grounding in Alpha Phi Omega’s service ethos; James’ upbringing with educator parents and long-time involvement in Rotary and Scouting; and Chris recognizing service in his own leadership through feedback from his team. They explore how to cultivate the “heart” of a servant leader—through active listening reps, identity-based habits, and service outside of work. Mentorship and coaching emerge as essential—trusted partners who “won’t let you believe your own BS” and help you check ego, motivation, and perception.

Finally, they get candid about the hard parts: resisting the urge to rush to solutions, getting out of your own head, and truly listening (especially when you love to talk). They offer practical moves: ask “What serves the organization?” on big calls; celebrate team contributions so success is shared; treat ego as a potential tailwind—not a headwind; and use accountability to remove barriers to others’ growth. Chris closes with a story where stepping back let the team find a better answer—proof that servant leadership can drive both stronger culture and stronger results.

Season 2 of Candid Conversations opens with a twist—hosts Candice and Chris step out of their usual roles and into the hot seat, interviewed by their longtime producer and behind-the-scenes champion, Bob Dignan. Bob, Associate Director for Instructional Media Resources at the University of Illinois Urbana-Champaign, brings thoughtful questions submitted by listeners (and a few of his own) to get the conversation rolling with candor, insight, and vulnerability.

The episode kicks off with reflections from Season 1, including a powerful takeaway from guest Tekita Bankhead about the cost of code-switching, and a reminder from Dean Jamelle Sharpe that even senior leaders are fully human—gamers, parents, and everything in between. This theme of authenticity continues as Candice opens up about her experiences with workplace harassment, sharing the profound leadership lessons it taught her about boundaries, vulnerability, and the power of speaking up. Chris responds with transparency of his own, discussing the growing pains that come with rapid institutional expansion, the underestimation of management needs, and how interpersonal dynamics change as teams scale.

The conversation takes a nuanced look at the difference between leadership and management, introducing the framework of "why, what, and how" to help listeners identify their strengths and growth areas. Candice and Chris both reflect on how they’ve evolved from managing to leading and how surrounding yourself with the right people is crucial—both for getting the work done and for making work a place you want to be.

Bob also pulls out insightful questions around leading from anywhere, dealing with criticism, and maintaining composure in a climate of uncertainty across higher education. Personal stories—from a student group project to an internal promotion sparked by stepping up—underscore the idea that leadership isn't about title, but action. The episode wraps with advice for early-career professionals, underscoring the value of filling gaps, building trust, and finding a workplace culture that energizes you. And yes—Candice and Chris would both choose skydiving over scuba diving.

This episode marks a fitting return for Candid Conversations, reminding us that leadership is as much about listening and evolving as it is about strategy and vision.