Are authenticity and professionalism at odds, or are we just defining them wrong?

If you're a first-time manager trying to gain respect without losing yourself, you’re not alone. Most new leaders feel stuck between “being real” and “being taken seriously,” and it’s affecting your executive presence, your team’s trust, and how you show up in every meeting.

The truth? You don’t have to choose.

Authenticity and professionalism aren’t enemies. They’re tools. And when you know how to use both, you’ll finally feel like the leader you were meant to be.

BY THE TIME YOU FINISH LISTENING, YOU’LL DISCOVER:
• Why being authentic doesn’t mean oversharing (and being professional doesn’t mean polished to perfection)
• The mindset shift that helps you show up as you, without losing credibility
• How to define expectations and culture so you can confidently lead with clarity

When you finish listening, I'd love to hear your biggest takeaway from today’s episode.
Take a screenshot of you listening, post it on LinkedIn, and tag me @Desiree Petrich

While you’re there, connect with me on LinkedIn to see how I help new and aspiring leaders grow their executive presence, delegate with confidence, and lead with clarity—without burning out.

Keywords: leadership podcast, new manager tips, executive presence, leadership development, first-time manager, leadership mindset, how to delegate tasks, leading with confidence, how to gain respect as a manager, developing executive presence for career growth, transitioning from employee to manager, imposter syndrome in leadership, how to set expectations as a new manager, why your team doesn’t respect you, practical leadership tips, building trust with your team, how to be a leader people actually follow

What if you're not a bad leader—just using the wrong blueprint? Craig Denison shares how practical tools and mindset shifts can turn anxious new managers into confident, empowered leaders.

Craig Denison is the creator of 90 Day Leader, a framework-based leadership development program designed to help new and accidental managers lead with confidence, without burning out. He's also a former team member of Patrick Lencioni’s Table Group, and a firm believer that leadership is more about clarity and humility than charisma.

Last week we talked about why great team meetings aren’t about structure, they’re about trust. This week, we’re digging into what happens when you don’t feel like you fit the “leader mold” and how to build confidence anyway.

Have you ever felt like you just weren’t cut out to be a manager? Like you don’t have the charisma, confidence, or presence that a “real” leader is supposed to have? You’re not alone, and more importantly, you’re not wrong for feeling that way.

In this episode, Craig Denison shares how the internal archetypes we build of what leadership should look like often stop us from showing up as ourselves—and what to do instead. Whether you’re introverted, unsure, or unexpectedly promoted, this conversation will help you let go of the pressure to be “the boss” and start leading in a way that feels good and actually works.

We cover:

• What makes leadership feel like a burden (and how to shift it to a privilege)

• Why humility and self-awareness matter more than confidence

• Two practical tools you can use TODAY to become a more empowered leader

• Most new leaders aren’t trained, they’re just promoted. Frameworks help fill that gap.

• Trying to mimic a “perfect” leader archetype makes leadership harder (and less effective).

• Humility is the shortcut to peace, progress, and better team performance.

Learn more about Craig’s work at https://90dayleader.com Follow Craig on LinkedIn: Craig Denison

Hiring the right people isn’t just about qualifications, it’s about building a culture that works. In this episode, Tessa Kampen joins me to break down how leaders can shift from hiring for titles to hiring for strengths. We explore why job descriptions should focus on tasks instead of just experience, how to ensure new hires truly love their work, and the dangers of misleading candidates in the hiring process. I also share a personal story of what happens when a job doesn’t align with expectations. If you’re ready to stop the cycle of disengagement and build a team that thrives, this episode is for you!

Ever wonder why some hires seem disengaged just months into the job? It might have started with your job description.

Many leaders focus too much on hiring for titles instead of hiring for tasks. The result? New hires who quickly realize the job isn't what they expected. Tessa Kampen joins me today to discuss how leaders can create strength-based hiring processes that lead to engaged, high-performing teams.

We’re covering:

• The #1 hiring mistake that leads to early disengagement
• Why job descriptions should focus on tasks, not just titles
• How to communicate company culture transparently during interviews
• The long-term impact of hiring employees who genuinely love their work

Plus, I share a personal story about a job where the reality didn’t match the promises, and how that shaped my approach to leadership today

✔️ How to structure job descriptions to attract the right candidates ✔️ Why transparency in hiring is key to retention and culture fit ✔️ The questions every leader should ask before making a hiring decision

👉 Join the conversation: Share your hiring wins (or horror stories) with me on Linkedin. Let’s talk about what’s working,and what’s not!

Loved this episode? Subscribe, leave a review, and share it with a fellow leader who’s hiring right now!

Connect with Tessa Kampen:

• Website
• LinkedIn

Books Mentioned: 📖 Love + Work by Marcus Buckingham 📖 The Culture Code by Daniel Coyle

Just because you’re good at something doesn’t mean it’s the right thing for you. In this episode, We explore the difference between strengths, gifts, and competencies, and how they impact leadership. Learn how to lean into your true strengths, avoid burnout, and build a strengths-based culture that actually lasts.

Have you ever felt drained at work, even though you're good at what you do? Or wondered why a job that once energized you now feels exhausting? You’re not alone. Many new managers and experienced leaders alike struggle with distinguishing between what they excel at and what truly fuels them.

In this episode, we explore:

• The difference between strengths, gifts, and competencies, and why knowing this can change how you lead.
• How to recognize when your “strength” is actually just a skill you’ve built over time.
• What to do when you feel obligated to stay in a role because it's needed, even if it drains you.

I also share a real-life example from a listener who is great at her job but finds it emotionally exhausting. We discuss whether finding fulfillment outside of work can be enough to offset frustration in a draining role.

As a leader, it’s your job to help your team align their strengths with their responsibilities while balancing the demands of the business. But that’s easier said than done. How do you build a strengths-based culture that doesn’t fade when the day-to-day demands pile up? That’s what we’ll be tackling in the next episode with my guest, Tessa Kampen.

• Just because you're good at something doesn’t mean you should be doing it.
• Strengths are what energize you, gifts and competencies are just skills you’ve developed.
• Leaders must be intentional about building a strengths-based culture that lasts beyond a workshop.

Please take a moment to rate and review the podcast, it helps new listeners find the show!

📌 Connect with Tessa Kampen on Linkedin, or on her website

Being great at your job doesn’t automatically make you a great leader. In this episode, leadership coach Joe Raasch joins me to break down the challenges new managers face when stepping into leadership for the first time. We discuss the mindset shift from individual contributor to people leader, how to stop micromanaging, and why leadership is more than just getting things done.

You were a top performer, a go-to expert, the one everyone relied on. Then you got promoted. Now, instead of doing the work, you're leading the people who do. But no one really prepares you for the shift.

Stepping into leadership is about more than just getting promoted. It’s a whole new skill set, one that many new managers struggle to develop. If you’ve ever felt like you’re failing at leadership, questioned whether you made the right choice, or found yourself slipping back into old habits, you’re not alone.

In this episode, leadership coach Joe and I dive into:

• Why so many top performers struggle as new managers
• The difference between doing the work and leading the people
• How micromanaging isn’t always about control, it’s about comfort
• The tough reality of leading former coworkers and why it can feel lonely
• How to start proving yourself as a leader before you even have the title

• Why leadership is a people job, not a process job
• How to shift from task-doer to team-builder
• Ways to build leadership skills before officially stepping into a role

If this episode helped you, leave a review and let me know what resonated most. Your feedback helps more new managers find the show. Connect with Joe on LinkedIn, or book a call with him on his website!

Check out the episode 5 Truths No One Told You About Becoming a Manager

What if great leadership wasn’t about having all the answers, but about creating an environment where your team can thrive? In this episode, we dive into Creativity, Inc. by Ed Catmull and uncover the leadership lessons that made Pixar a powerhouse of creativity and innovation. If you’re looking to build trust, encourage problem-solving, and stop micromanaging, this episode is for you.

Are you unknowingly stifling your team’s potential? Many leaders feel stuck between wanting to empower their employees and fearing mistakes or loss of control. But as Creativity, Inc. reveals, the best leaders create a culture of accountability, trust, and open communication.

In this episode, we break down: ✅ Why you don’t need permission to take responsibility, and why waiting for approval can kill innovation ✅ The power of open communication , and how Pixar avoided corporate hierarchy bottlenecks ✅ How removing the fear of failure makes teams more creative and engaged ✅ What Creativity, Inc. taught me about adaptive integrity, staying true to your values while evolving as a leader

This episode will challenge the way you think about leadership, risk-taking, and what it really means to empower your team.

• How to encourage proactive problem-solving without micromanaging
• The one question that helps leaders shift from control to trust
• Why fostering a culture of accountability can make or break your team’s success

When you finish listening, I’d love to hear your biggest takeaway! Take a screenshot of this episode, share it on Instagram stories, and tag me @desireepetrich.

🔹 Website: Intentional Action 🔹 LinkedIn 🔹 Instagram: @desireepetrich

📖 Creativity, Inc. by Ed Catmull

Next month we’re tackling Working Genius by Patrick Lencioni, diving into how to identify and leverage your team’s strengths for maximum impact!

Not everyone loves networking. Maybe you’re not a fan of small talk, maybe you feel like you never get anything out of it, or maybe you just don’t see the point. But here’s the reality, whether you love it or hate it, in-person networking is one of the most powerful ways to grow your career, build influence, and open new opportunities. And the best part? You don’t have to be the loudest person in the room or work the entire crowd for it to work for you.

In this episode, I break down three reasons you can’t afford to ignore in-person networking and how to make it work for you—without it feeling forced or transactional.

✔️ Why my first management job was a disaster—until I got out of the office. ✔️ How getting involved with the right groups can fast-track your opportunities. ✔️ The mindset shift that will make networking feel natural instead of awkward. ✔️ Why your presence matters more than just showing up. ✔️ How executive presence plays a major role in your networking success.

📖 Never Eat Alone by Keith Ferrazzi – A must-read on building authentic relationships that create opportunities.

📢 Quote by John Burton Adams:

“There is no such thing as a self-made man. We are made up of thousands of others; everyone who has ever done a good deed for us, or spoken one word of encouragement, has entered into the makeup of our character, our thoughts as well as our success.”

🔹 My quote:

“Your experiences can only rise to the level of energy that you bring to them.”

🎧 Loved this episode? Subscribe, leave a review, and let’s connect! Tell me, what’s one way networking has helped you in your career?

Feedback can feel awkward, whether you’re giving it, receiving it, or wondering if it’s even worth it when nothing seems to change. But without a strong feedback culture, your team won’t grow, and you’ll keep running into the same issues. Today, Jen Recla is back to break down what psychological safety actually looks like at work, how to make feedback feel useful instead of personal, and the biggest mistakes leaders make when trying to create an open culture.

Ever asked for feedback, only to hear crickets? Or worse, your team gives input, but nothing changes? That’s a fast track to disengagement, and today we’re talking about why.

In this episode, Jen Recla joins me to break down what it really means to build a psychologically safe workplace, one where people feel comfortable speaking up without fear of judgment or backlash.

We’re covering:

✅ Why candor is not the first step in building trust, it’s actually the result ✅ How to get useful feedback from your team (instead of vague, unhelpful responses) ✅ The biggest mistake leaders make after asking for feedback—and how to fix it ✅ Why anonymous feedback can backfire if you haven’t built trust first ✅ The simple framework for giving meaningful recognition that actually lands

Plus, we discuss why some companies avoid using Radical Candor (and what to do instead), how to navigate negative feedback without spiraling, and why your team stops giving feedback if they don’t see action.

• Feedback isn’t just about asking, it’s about acting on it so your team knows it matters.
• If you don’t have a psychologically safe workplace, anonymous feedback might not give you the full picture, it could just open the floodgates.
• Recognition isn’t one-size-fits-all. Learning how your team prefers to receive praise makes it more impactful.

Let’s keep the conversation going! Connect with me on LinkedIn or Instagram and let me know, what’s the best (or worst) feedback you’ve ever received?

• Connect with Jen Recla
• Books Mentioned:
  • The Fearless Organization by Amy Edmondson
  • Radical Candor by Kim Scott
  • Thanks for the Feedback by Sheila Heen & Douglas Stone
• Jen’s Workshop on Feedback Culture