If you're the one always delivering bad news, rejecting PTO requests, and handling every performance issue — even for people who don't directly report to you — there's a problem. Your managers are avoiding the hard conversations by passing the uncomfortable stuff up to you, which means you're stuck doing everyone's job instead of actually leading your business.

This episode is about why difficult conversations keep landing on your desk, and how to shift that responsibility back to where it belongs: with your managers.

Listen in to hear:

1. Why copying someone else's leadership style makes you less effective in the moment.
2. The three questions every manager should be able to answer without hesitation.
3. Why PTO approvals are a capacity planning tool, not an admin task.
4. What bottom-up accountability actually looks like in practtice.
5. The real cost of managers who dodge difficult conversations.

In this episode, we discusses the evolution of HR from a compliance-focused function to a strategic partner in business. With an emphasize in the importance of leveraging technology and AI, fostering a strong company culture, and adopting proactive HR practices to build sustainable teams. We highlights the need for HR to be integrated into leadership decisions and to support founders in navigating change effectively. The discussion aims to transform the perception of HR from a necessary evil to a valuable asset that enhances employee retention and drives business success.

Let’s talk about how the fear of letting go is often the exact thing keeping founders stuck, whether it’s at a revenue plateau, in team chaos, or just straight-up exhausted. This episode talks about why your business can’t be built on “cement” (aka rigid control) when the world is built on constant change (market shifts, team changes, and yes… vibes). You’ll hear the difference between relinquishing control and relinquishing accountability, and why confusing those two will sink you in founder quicksand.

Listen in to hear why:

• Control isn’t a growth strategy, it’s usually a fear response wearing a blazer.
• Relinquishing control does NOT mean relinquishing accountability.
• Your advisors should evolve with your business, because the people who got you to $100K might not be the ones who get you to $1M.
• Autonomy is a culture feature. If your managers can’t make decisions, your company can’t grow (and your inbox becomes a war zone).

If the idea of “falling in love” with your business makes you roll your eyes a little…same. But hear us out:

In this episode, Kira talks through what that phrase actually means: building a business that feels worth showing up for, especially when life is doing the absolute most.

This episode is part pep talk, part leadership reality check, and part “hey girl, your mission statement can’t just live in a Canva deck.” We’re talking all about mission & vision, trust, leadership identity, and how to build a team culture that’s unified, bought-in, and honestly… a little cult-like (in the best, non-creepy way).

Key Takeaways:

• Your mission and vision aren’t “set it and forget it”. They need revisiting as you evolve.
• Trust on a team is more than just you trusting them, it’s you building systems that help them trust you.
• The strongest leadership doesn't involve copy/paste from LinkedIn or Shark Tank, but rather owning who you are and leading from that.
• A “cult-like” team culture comes from shared commitment to the mission (not surface-level perks and vibes).
• Your business will reflect back what you put into it, and alignment + authenticity are what make it

This one’s your reminder that you don’t need a new personality to lead well...you just need to lead on purpose!

Take a peek behind the curtain of the podcast’s brand-new direction that’s less “HR rulebook,” more “let’s talk about the wonderfully unpredictable humans running your business.” Kira shares the personal burnout story that cracked her leadership wide open, why mental health and real support systems aren’t optional, and what authentic leadership actually looks like when you stop white-knuckling through it.

Kira’s story sets the tone for this new era and is an open invitation for returning listeners and fresh arrivals to buckle up and align with the honest, human-first conversations that will guide every episode from here on out.

We're so glad you're along for this ride!

People On Purpose® Trailer

Sometimes the best move in business is pulling the plug on something that’s “working” (ugh lol)

This episode is more personal than usual because I’m opening up about sunsetting our Set to Scale® membership. It’s a decision that didn’t come lightly, but one that brought me more clarity (and relief) than I expected in the chaos of it all.

I’m sharing:

• Why a membership that looked profitable on paper wasn’t sustainable in real life
• The mix of trauma, vulnerability, and strategy that pushed me to finally make the call
• What this shift means for how Paradigm is serving clients moving forward
• How you can think about your own offers when it’s time to pivot or let go
• 
  

If you’ve ever had to retire an offer, or are staring down a decision you know you need to make, this one will definitely hit home.

Let's answer one of the most common (and complicated) leadership questions: Should I hire someone I’m friends with?

I'm sharing hard-won lessons from client stories and my own team, including what makes these hires work…or crash and burn. Plus, a behind-the-scenes look at what being locked out of Instagram for a month taught me about boundaries, balance, and why your socials aren’t everything.

• Why hiring friends can work and when it absolutely doesn’t
• How to tell someone you care about they’re not the right fit
• The hiring rubric every founder needs to stay objective
• Why your leadership style is the real dealbreaker

Sign up for our newsletter : https://the-paradigm.com/newsletter