『The Well-led Podcast』のカバーアート

The Well-led Podcast

The Well-led Podcast

著者： WRKdefined Podcast Network
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Where professionalism meets imperfection. The Well-led Podcast invites leaders to explore the space where the need to get results meets the reality of managing people. Discover how to demonstrate care, support, and grace for your team–because the workplace needs human leaders. https://www.one23ltd.com Formerly the comfy chairs podcast.All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 経済学
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  • How am I the best me?

    How am I the best me?
    2026/07/21
    What does it actually mean to be an authentic leader? In this conversation, we explore why authenticity is much more than "just being yourself." Kate Johnson and Melissa Norcross examine humility as the foundation of authentic leadership, discussing self-awareness, trust, purpose, psychological safety, and the importance of recognizing both strengths and limitations. Along the way, they challenge common misconceptions about authenticity, explain why great leaders regularly say "I don't know," and offer practical ways to help people thrive by matching strengths to the right opportunities. Whether you lead a large organization, a small team, or simply yourself, this conversation offers a practical framework for becoming the best version of yourself in every situation. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. Melissa Norcross is the co-founder of Ad Lucem Group, an Executive Moderator at Collaborative Gain,, and co-author of The Intentional Executive, a purpose-driven playbook to transform leadership. She leverages her 20+ years as a strategy executive to coach and develop leaders who deliver extraordinary results while building highly engaged, collaborative teams. LinkedIn profile: https://www.linkedin.com/in/melissanorcross/ Business website:: Ad Lucem Group Key Takeaways Humility begins with an honest understanding of both strengths and weaknesses. Authentic leadership depends on trust built through consistent actions. Self-awareness grows faster when trusted people reflect back what we cannot see ourselves. Great leaders recognize and develop the strengths of others instead of focusing only on weaknesses. Saying "I don't know" is often a sign of confidence rather than incompetence. Shared purpose helps teams move beyond individual achievement toward collective success. Authenticity is contextual—it means bringing the best version of yourself to each situation. Every person has extraordinary strengths that deserve to be recognized. Growth requires curiosity, flexibility, and a willingness to learn. Leadership becomes more effective when it is grounded in grace, humility, and purpose. Timestamps 00:01 — Introducing authenticity and humility 02:15 — Defining humility 06:29 — Discovering strengths and blind spots 08:34 — Authenticity, vulnerability, and trust 14:53 — Knowing your strengths and limitations 18:29 — Recognizing intrinsic worth 24:28 — Finding the right role for people's strengths 30:57 — Authenticity in practice 38:16 — Purpose creates meaning 43:00 — Why authenticity feels difficult 47:04 — Becoming the best version of yourself 53:25 — Authenticity evolves 58:17 — Closing thoughts Keywords authentic leadership, humility, leadership authenticity, self-awareness, emotional intelligence, leadership development, psychological safety, purpose-driven leadership, trust at work, leadership growth
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    59 分
  • Authentic doesn't have to be one version

    Authentic doesn't have to be one version
    2026/07/14
    What does it really mean to be authentic at work? In this Other Voices episode, two contributors share very different experiences of authenticity, masking, self-expression, and organizational fit. Their stories explore why authenticity can become easier with experience, how workplace culture shapes our ability to show up fully, and why being multifaceted is not the same as being inauthentic. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. Guest Bios Jasmine Moseley Beal is the President & CEO of Virtue Key Consulting Group and an award-winning Global Learning & Talent Development leader. Her background includes over 15 years of experience in strategic deployment, merger and acquisition activities, instructional design, leadership coaching, DE&I, succession planning, and performance development. She works alongside CEOs and Executive Leaders who are leading organizations through growth, change, or reinvention and need their people to move with the strategy, not lag behind it. Virtue Key Consulting Group partners with mid-size to enterprise organizations to unlock what Jasmine calls “People Power,” where performance, talent, and leadership development reinforce one another. Jasmin M Beal | LinkedIn Virtue Key Consulting Group Virtue Key Consulting Group | LinkedIn Kim Rohrer has spent the last 15+ years running People functions at VC-backed tech companies, typically as the first People leader, building and managing a team over time. She recently worked across a variety of People Leadership roles at Oyster, a fully-remote tech startup with 600+ employees across 70+ countries, creating innovative global People practices and an award-winning company culture along the way. She spent her early career days in theatre, training as a Literary Manager & Dramaturg - skills and experiences that have proven invaluable in her career in tech. She is proud to sit on the board of several companies working to create better futures for working caregivers while continuing to provide strategy and storytelling services to companies and individuals. Kim Rohrer | LinkedIn Patchwork Portfolio | LinkedIn Patchwork Portfolio Key takeaways Authenticity does not require showing up the same way in every circumstance. Different contexts may call for different, equally authentic versions of ourselves. Experience and confidence can make authenticity feel less effortful. Authenticity can create friction when others expect deference, conformity, or silence. Self-awareness includes knowing when to speak, when to observe, and when to continue a conversation elsewhere. Workplace culture can either punish or celebrate the same qualities in a person. Feeling unsafe or unwelcome at work can directly affect focus and performance. Skills and interests outside a traditional career path can become meaningful professional strengths. Being misunderstood does not automatically mean you are in the wrong environment—or the wrong person. Authentic leadership requires both self-expression and judgment. Timestamps 00:01 – Introducing Other Voices on authenticity 01:20 – Being tired of masking 03:03 – Being rewarded for authenticity 03:38 – The challenges of showing up authentically 05:48 – Different versions of your authentic self 06:17 – Knowing when and how to show up 08:28 – The layers of authenticity at work 10:18 – When workplace culture is not built for you 12:50 – Being told you are not the right fit 14:06 – When authenticity becomes a professional strength Keywords authenticity, authentic leadership, authenticity at work, masking at work, workplace culture, organizational fit, self-expression, leadership development, professional identity, workplace belonging
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    18 分
  • Working while human

    Working while human
    2026/07/07
    Leadership doesn't require perfection. It requires humanity. In this opening episode of the "Choosing Grace" series, Kate Johnson explores why authenticity is not simply a personality trait but a practical leadership skill. By embracing humility, integrity, and liberty, leaders become better equipped to build trust, navigate mistakes, remove barriers, and create workplaces where both people and results can thrive. Rather than asking employees to bring their authentic selves to work, authentic leaders model the behavior first. They demonstrate that leadership is learned—not performed—and that failure is often the pathway to wisdom. If you would like practical tools that accompany conversations like this one, you can request the current free leadership toolkit at https://www.one23ltd.com/toolkits Subscribers to the onetwentythree ltd newsletter receive these resources automatically each month. Key takeaways Why grace belongs in conversations about leadership The connection between authenticity and effective leadership How authenticity differs from vulnerability Why discernment is essential to authentic leadership How mistakes build humility instead of diminishing credibility Why integrity grows through persistence rather than perfection How learning from failure creates freedom How authenticity strengthens trust on teams Why human leadership supports both relationships and results Practical ways to begin choosing grace every day Timestamps 0:00:00 Dear Leader: You Are Human 0:02:20 Why Grace Belongs at Work 0:04:40 Defining Authenticity 0:08:30 Learning Leadership Through Failure 0:09:40 Humility, Integrity, and Liberty 0:11:08 Choosing Grace Every Day Keywords authentic leadership, choosing grace, leadership authenticity, human leadership, workplace authenticity, humility, integrity, leadership mistakes, psychological safety, leadership development
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    13 分
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