When the team gets bigger, the decisions get harder. More people involved, more data on the table, higher stakes when you get it wrong.

In this mini episode from Episode 9 of People Are the Worst, Dana asks how to think about decisions that are getting more complex as her team grows. Lucy walks through the three factor framework she teaches Elevate clients for any complex decision: data, stakeholders, and process. Lindsey adds a reframe on intuition that changes how you think about being data driven.

What you'll get:

• How to know how much data is the right amount (and why too much is just as bad as too little)
• The role of qualitative data, and why people anecdotes are often more useful than charts
• Why intuition is part of the data set, not a replacement for it
• How to identify which stakeholders need to be in the decision and which just need to know about it
• Why mixing decision processes is one of the most common ways complex decisions go sideways

A short listen with a framework you can use this week.

Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.

Learn more about our solutions at https://www.elevateleadership.com/

Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/

Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/

Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think.

A good decision that nobody understands isn't a good decision. It's just a good idea that never traveled.

In the final episode of our three part series on making quality decisions, Lucy and Lindsey unpack the mechanics of the toughest calls leaders make. The kind where more than one team is involved, the data is messy, the stakeholders disagree, and the stakes are real. Then they get into what happens after the decision is made, because that's where most leaders quietly drop the ball.

In this episode:

• Dana asks how to think through decisions that are getting more complex as her team grows. Lucy walks through the three factors that matter (data, stakeholders, process) and the question of how much data is actually enough.
• Taylor is being pulled in different directions depending on who they talked to last. Lindsey shows how to spot the unclear motivations driving your decisions and how to anchor in real criteria instead.
• Sam suspects a top performer is interviewing elsewhere and wants to retain them without making promises they can't keep. Lindsey shares the career conversation that works, and the one that backfires.
• Ali asks how to communicate when things go wrong without coming off as either making excuses or catastrophizing. Lucy gives three rules for delivering bad news: share early, lead with the headline, and bring the ask.
• Nancy made a call that her team is now pushing back on with new information. Lindsey walks through the difference between new information and new discomfort, and when changing course is strength rather than weakness.

By the end of this episode, you'll have a working model for what makes a complex decision actually land: data, stakeholders, process, documentation, communication, and the willingness to revisit when the facts change.

Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.

Learn more about our solutions at https://www.elevateleadership.com/

Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/

Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/

Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think.

The "shit sandwich" might be the most common feedback technique in management, and it's also one of the worst. In this clip from Episode 8 of People Are the Worst, Lucy and Lindsey break down why sandwiching constructive feedback between two pieces of praise wastes time, why most managers don't give nearly enough feedback in the first place, and how to build the confidence to actually do it well.

If you're a new manager who feels insecure about giving feedback, or a seasoned one whose 360 results keep saying "more feedback please," this one's for you. Lucy and Lindsey walk through how to prepare feedback, how to signal good intent, the question to ask before you deliver it, and the truth about where confidence actually comes from.

Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.

Learn more about our solutions at https://www.elevateleadership.com/

Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/

Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/

Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think.