Let’s get real—giving feedback is hard. But avoiding it? That’s not leadership.

In this episode, Kim Frost shares why feedback—clear, direct, and honest—is one of the most underrated skills in leadership today. Whether you’re managing seasoned professionals or new Gen Z hires, knowing how to deliver constructive feedback is what separates supportive leaders from avoidant ones.

Kim breaks down why the compliment sandwich doesn’t work, how to stay grounded in tough conversations, and what it actually looks like to give feedback that lands and drives growth.

You’ll learn:

• Why sugarcoating dilutes your message and damages trust
• How to give direct feedback without being harsh or cold
• The difference between addressing behavior vs. judging character
• What to say when emotions rise—and when to pause the meeting
• Why follow-up matters more than you think

Bottom line: If you’re dancing around the truth, you’re not being kind—you’re just avoiding discomfort. And that’s not leadership.

💬 Connect with Kim: linkedin.com/in/frostkim

🌐 Learn more: frostconnections.com

Let’s call it out: ego kills great hires—quietly, subtly, and often without leaders even realizing it.

In this episode, Kim Frost pulls back the curtain on how ego shows up in the hiring process, from irrelevant “gotcha” interview questions to dismissing high-potential candidates just because they didn’t flatter you. If you’ve ever thought, “I’ll know the right candidate when I see them,”—this one’s for you.

Kim shares stories from the field, including one manager whose curveball beach math question nearly tanked their team—and another hire that almost didn’t happen because the candidate wasn’t “excited” enough (read: didn’t stroke someone’s ego).

In this episode:

• How ego subtly shows up in hiring decisions
• The difference between thoughtful standards vs. personal validation
• Why calm, quiet candidates can be your team’s greatest asset
• What hiring managers really mean when they say, “They didn’t wow me”
• Why strong leaders don’t hire for comfort—they hire for capability

Key reminder: If your interviews are built to make you feel good, you’re not hiring—you’re auditioning for fans. And top talent? They’ll see right through it.

💬 Connect with Kim on LinkedIn: linkedin.com/in/frostkim

🌐 Learn more at: frostconnections.com

Let’s get real—if an employee brings you another offer just to ask for more money, it’s probably already too late.

In this episode,I’m breaking down the hard truths about counteroffers, why they almost never work long-term, and what they really reveal about communication, leadership, and team trust.I've seen candidates accept counters and still leave within six months.

I’ve seen dream job opportunities lost because someone bluffed their way into a raise. And I’ve seen what that does to morale, credibility, and team culture.

In this episode:

• The difference between real growth moves vs. money grabs
• What counteroffers cost you—in time, money, and team trust
• Why over 80% of employees who accept a counter leave within 6–12 months
• The hidden message you're sending to the rest of your team
• How one counteroffer nearly destroyed a high-performing hire
• How strong leaders handle resignations—with clarity, not ego

Bottom line: If an opportunity is truly better and you can’t match it—support the move and protect your culture. But if someone’s using a competing offer to play negotiation games, ask yourself—is that really someone you want to keep?

💬 Connect with Kim on LinkedIn: linkedin.com/in/frostkim

🌐 Learn more: frostconnections.com