Episodes

  • How will I know?

    How will I know?
    May 12 2026
    Accountability is often treated like punishment or oversight, but in practice, it is much more connected to clarity, consistency, trust, and personal responsibility. In this episode of The Well-led Podcast, Kate Johnson shares reflections from two contributors with very different leadership experiences and perspectives. Together, they explore how accountability changes across roles, relationships, and seasons of life, why leaders lose credibility when expectations are inconsistently enforced, and how internal accountability shapes both leadership and personal effectiveness. The conversation also examines company policy, consequences, motivation, and the tension between supporting people and maintaining standards. Guest Information, listed alphabetically ANISHA JENNINGS is an engineer, educator, tech empowerment partner, podcast host and the founder of Jennings Tech Corner. With more than 10 years of experience in IT, web development, systems optimization and teaching, she helps founders, coaches, mentors and small business owners bring their stories to life through beautifully designed, strategic and conversion driven websites. She also hosts Your American Dream with Anisha, a podcast dedicated to amplifying the voices and journeys of immigrant women and women of color entrepreneurs across the United States. LinkedIn profile: https://www.linkedin.com/in/anisha01/ Business website (if any): https://jenningstechcorner.com/ Podcast: https://www.youtube.com/@anishajennings KRISTIE SCHOONOVER serves as the Director of Talent and Learning Development for pep, LLC, a marketing operations firm. She is an active member of the local HR and Talent community, with expertise in leadership development, performance management, strategic planning, and workforce upskilling. Kristie is also an innovator who is building her AI acumen and leading internal programs to integrate generative and other tools into her organization’s talent efforts. LinkedIn profile: https://www.linkedin.com/in/kristie-schoonover-0123956/ About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key Takeaways Accountability requires clarity about expectations, ownership, and follow-through Leaders lose credibility when standards are enforced inconsistently Trust changes how leaders monitor and support people Holding people accountable is different from micromanaging them Team members pay close attention to what leaders allow or ignore Company policies should be explained clearly and reinforced consistently Good performance in one area does not erase responsibility in another Internal accountability becomes more important as personal freedom increases Accountability evolves across different stages of life and leadership Effective leadership requires balancing support, responsibility, and consequences Timestamps 00:00 – Introduction & theme of accountability 01:19 – Defining accountability in leadership 02:40 – Learning to lead and hold others accountable 06:15 – Consistency, policy enforcement, and credibility 09:15 – “Good nurse, but…” and organizational alignment 10:49 – Introduction of Anisha Jennings 11:24 – Accountability, motivation, and personal responsibility 15:17 – How accountability changes across life stages 16:50 – Internal versus external accountability 19:15 – Closing reflections, toolkit, and pAper© Keywords leadership accountability, accountability at work, leadership credibility, company policy, personal responsibility, internal motivation, leadership expectations, accountability examples, leadership communication, effective leadership
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    21 mins
  • Accountability begins at the beginning

    Accountability begins at the beginning
    May 5 2026
    What does accountability really mean in leadership—and why does it so often feel like punishment? In this episode, Kate Johnson reframes accountability as an essential leadership process that supports performance, rather than a reaction to failure. You’ll learn how accountability connects directly to clarity, why it must be established before work begins, and how leaders can sustain it through observation, feedback, and follow-through. This episode offers a practical model for designing the conditions that allow people and teams to succeed. 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. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key takeaways Accountability is often misunderstood as punishment, but it is actually the foundation of performance. “Holding people accountable” is reactive and often too late to be effective. True accountability exists when trust, transparency, and communication are present. Accountability begins with clear expectations set before work starts. Leaders must stay engaged during the work through observation and feedback. Measurement is essential for understanding results and managing performance. Consequences are neutral—they simply reflect what follows an action. Accountability is a continuous process: before, during, and after the work. Leaders initiate and sustain accountability systems; they cannot delegate this responsibility. Performance is the natural result of well-designed accountability. Timestamps 00:00:00 — Why accountability is misunderstood / problem with “holding people accountable” 00:00:20 — Accountability within the Well-Led framework 00:02:10 — Five principles of accountability 00:02:38 — The accountability process explained (before/during/after, Venn model) 00:03:41 — Blueprint and expectation-setting 00:04:49 — Observation and feedback in action 00:06:03 — Follow-through and consequences 00:08:29— Real-world leadership applications (new hire, special project, performance improvement) 00:13:28— Accountability as daily leadership practice Keywords accountability in leadership, performance management, leadership expectations, workplace accountability, leadership communication, employee performance, feedback and accountability, leadership development, management skills, organizational performance
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    18 mins
  • What does clarity look like?

    What does clarity look like?
    Apr 28 2026
    Clarity is one of the most important leadership skills—and one of the most overlooked. In this episode, you’ll learn what clarity actually looks like in practice, when it matters most, and how to apply it before work begins, at the start of work, and during times of change. You’ll walk away with simple, repeatable actions that improve focus, reduce stress, and help your team perform at a higher level. 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. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key Takeaways Clarity is not a one-time communication—it’s an ongoing leadership discipline Most leadership problems are actually clarity failures upstream Leaders must define purpose, communication, and relationships before work begins Clarity starts with thinking, not speaking “Who does what by when” is the simplest way to set expectations Lack of clarity creates “swirl”: rework, hesitation, and second-guessing Clear expectations reduce stress and improve employee well-being Clarity creates autonomy—it does not restrict it Communication must be filtered, organized, and relevant—not just shared Psychological safety depends on leaders explicitly inviting questions Timestamps 0:00:02 — What clarity actually means in leadership 0:01:44 — Before work begins: defining purpose, communication, relationships 0:04:47 — At the start of work: setting clear expectations 0:06:30 — How clarity impacts employee well-being 0:09:26 — During change: why clarity matters more 0:11:45 — Why communication alone doesn’t create clarity 0:14:20 — Three simple practices to apply immediately Keywords: leadership clarity, setting expectations at work, leadership communication skills, clarity in management, team alignment, workplace productivity, change management communication, leadership effectiveness, employee engagement, role clarity
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    17 mins
  • Green square to green square

    Green square to green square
    Apr 21 2026
    Leadership clarity is one of the most practical skills a leader can develop—but it’s also one of the most overlooked. In this conversation, Kate Johnson explores what clarity really means in leadership with Kristie Schoonover, a learning and development leader who works daily with managers trying to align teams, communicate expectations, and support employees through change. Together, they examine how unclear direction creates confusion, burnout, and misaligned work, and why clarity requires deliberate thought work from leaders. You’ll hear practical examples of how team charters, communication norms, and purposeful messaging help leaders connect daily tasks to organizational purpose. The episode also explores how AI tools can support leaders in summarizing information, testing communication, and preparing for different audience reactions. 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. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper Key takeaways Leadership clarity connects daily tasks to a larger organizational purpose. Lack of clarity from leaders can stall teams and lead to burnout. Team charters and team norms help create shared expectations about how work gets done. Leaders must create time for “thought work” to develop strategy and direction. Clarity is different from transparency—clarity organizes information so people can act on it. Timestamps [0:00:06] – Setting the Stage: Leadership, Care, and Clarity [0:01:06] – Christy’s Path: From Marketing Ops to Learning & Development [0:03:22] – Returning from Leave: Double Change and Deep Ambiguity [0:05:52] – Personal Life, Positive Stress, and the Cognitive Load of Change [0:07:30] – The Green Square: How Messages Get Distorted in Transit [0:10:15] – When Leaders Lack Clarity: Burnout, Purpose, and Team Direction [0:13:46] – Team Charters: Making Ways of Working Explicit [0:19:44] – Jazz Band Leadership: Roles, Strengths, and Psychological Safety [0:29:46] – Thought Work: Putting Thinking Time on the Calendar [0:38:34] – Using AI for Clarity: Summarizing, Tailoring, and Testing Messages Keywords leadership clarity clear expectations at work team charter leadership leadership communication skills psychological safety teams thought work leadership clarity vs transparency leadership team norms workplace AI tools for leaders leadership purpose alignment
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    49 mins
  • Stuck in the swirl

    Stuck in the swirl
    Apr 15 2026
    Clarity is one of the most practical leadership skills, yet its absence is often felt before it is recognized. In this Other Voices episode, two experienced leaders reflect on moments when unclear expectations and conflicting direction disrupted their work. Their insights illustrate how a lack of clarity can affect focus, productivity, confidence, and even personal wellbeing. Through real examples from healthcare leadership and consulting work, this conversation explores the emotional and practical consequences of unclear expectations, shifting priorities, and inconsistent direction from multiple leaders. The episode also highlights the leadership responsibility to create clear frameworks, align expectations with peers, and communicate priorities in ways that allow employees to work with both focus and autonomy. Listeners will come away with a deeper understanding of why clarity is foundational to effective leadership—and how leaders can reduce confusion, improve productivity, and foster healthier work environments through clear expectations and communication. About pAper© pAper© is a practical analog method for personal effectiveness designed to help you build a simple, personalized system for managing your priorities, time, and responsibilities. Instead of relying on pre-designed planners or productivity apps, the pAper© approach teaches you how to create your own tools using handwritten practices. The goal isn’t to become more organized. The goal is to become more effective—connecting your daily work to the results that matter most. Learn more about the pAper© learning experience at: www.one23ltd.com/paper 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 Information, listed alphabetically Amy Stockman is a seasoned healthcare executive with a reputation for achieving results in the midst of complex change. She thrives in highly collaborative environments and is often seen as the go-to leader when there is a need to create entirely new programs, processes, and connections. Michele Wilson is an expert in change leadership, healthcare operations, and storytelling. She has worked in patient-facing roles, served as a change practice leader and master facilitator, overseen the operation of multi-site physician practices, and now works as a leader within a consulting firm to guide the success of teams and large-scale change initiatives. Michele Wilson | LinkedIn Key takeaways Unclear expectations often lead employees to feel stuck, distracted, or unsure how to move forward. Conflicting direction from multiple leaders is one of the most disruptive forms of unclear leadership. Lack of clarity can affect productivity, focus, emotional wellbeing, and confidence in work. Clear frameworks or roadmaps help employees stay motivated and oriented toward goals. When priorities change, leaders should clearly explain the reason for the shift. Leadership clarity often begins with alignment between leaders before direction reaches the team. Resetting expectations is essential when circumstances or goals change. Clarity is not micromanagement; it helps define autonomy and responsibility. Reflection on leadership experiences helps leaders improve clarity in communication. Teams perform better when expectations are visible, shared, and reinforced consistently. Timestamps [0:00:00] – Opening & Theme Introduction [0:01:30] – Amy’s Introduction [0:02:40] – Three Forms of Lack of Clarity [0:03:45] – Conflicting Directions from Multiple Leaders [0:06:13] – Michele’s Introduction [0:07:10] – Clarity as Framework/Roadmap [0:08:30] – Emotional & Productivity Impact [0:10:21] – Kate’s Takeaways on Clarity & Leadership Keywords leadership clarity, clear expectations leadership, workplace communication, leadership productivity, management communication, employee autonomy, leadership frameworks, organizational leadership, team productivity, leadership reflection
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    15 mins
  • Clarity, the Mother Skill

    Clarity, the Mother Skill
    Apr 7 2026
    Clarity is one of the most practical leadership skills because it turns ideas into action. In this episode, Kate Johnson explores why clarity is the starting point for supporting employees and enabling performance. She explains how leaders create clarity in three key areas—purpose, communication, and relationships—and how doing so helps teams understand priorities, connect to their work, and move forward with confidence. The latest companion toolkit is available to request at https://www.one23ltd.com/toolkits and subscribers receive new resources automatically each month via the one23ltd newsletter. Key takeaways Clarity is the “mother skill” that allows other leadership skills to function effectively. Leadership development begins with care, but supporting performance requires practical clarity. Leaders must make purpose visible and actionable—not just talk about it conceptually. A simple question can unlock clarity of purpose: What is the purpose of what?Leaders need clarity about their own role, their organization’s mission, and their team’s contribution. Clear communication requires internal consistency between words, values, and actions. Employees experience communication as trustworthy when it is straightforward and reliable. Many workplace engagement issues trace back to a lack of clarity from leadership. Relationship clarity includes boundaries, connections, and organizational channels. When leaders illuminate purpose, communication, and relationships, they create the conditions for team success. Timestamps [0:00:02] – Introduction of clarity as the “mother skill” in leadership. [0:00:46] – Link between vulnerability (care) and clarity (support); preview of accountability and feedback. [0:01:53] – Identification of the podcast: “This is the Well Led Podcast, and I’m your host, Kate Johnson.” [0:02:21] – Etymology: clarity / claritas = brightness, metaphor of a leader “turning on a light.” [0:03:29] – Introduction of clarity of purpose and the question: “The purpose of what?” [0:05:15] – Practical exercise: three questions to clarify leader, company, and team purpose. [0:06:14] – Shift to clarity of communication and the two kinds of consistency (internal and experienced). [0:10:09] – Introduction of clarity of relationships (boundaries, connections, channels). Keywords leadership clarity, clarity in leadership, leadership communication, leadership purpose, employee engagement, leadership transparency, organizational communication, leadership effectiveness, workplace relationships, leadership development
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    14 mins
  • Relationships are how we get work done

    Relationships are how we get work done
    Mar 31 2026
    Why do relationships matter so much at work? In this quarterly synthesis episode of The Well-led Podcast, Kate Johnson reflects on the leadership competency of demonstrating care. Drawing on the past three months of conversations about vulnerability, empathy, and good humor, she explores how these skills combine to build trust, deepen understanding, and create consistency in leadership. Through a candid discussion with her husband Nate—who brings a different leadership background including scouting, military service, and private industry—the episode examines practical leadership questions: Where vulnerability should have boundaries, How empathy works in real workplace situations, and Why good humor can reset difficult moments. Together they explore how relationships enable leaders to connect people, solve problems, and move work forward across teams and organizations. The latest companion toolkit is available to request at https://www.one23ltd.com/toolkits, and subscribers receive new toolkits automatically. Key takeaways Demonstrating care is built from three leadership skills: vulnerability, empathy, and good humor. Vulnerability means acknowledging your humanity while maintaining appropriate boundaries. Trust begins when leaders show they are human and imperfect. Empathy requires listening and dialogue to understand other perspectives. People can interpret the same situation in dramatically different ways. Good humor is the ability to respond thoughtfully to difficulty. Consistency in leadership behavior strengthens workplace relationships. Strong relationships help leaders connect people and remove barriers to work. Apologies are one of the most powerful tools leaders have. Leaders can model human leadership even when it is not modeled above them. Timestamps [0:00:00] Setting the Stage: Leading Like a Human [0:02:55] Meet Nate: Real-World Leadership Perspectives [0:05:07] Vulnerability: Making Humanity Visible [0:13:03] Vulnerable, Not Naked: Finding the Line [0:17:33] A Common Example: Practicing Appropriate Disclosure [0:20:01] Empathy on a Jury: Many Views, One Experience [0:23:45] Empathy vs. Consensus: Boundaries and Roles [0:25:45] Good Humor in Action: A Story [0:27:35] Scaling Care: From Small Shops to Large Organizations [0:37:40] The Power of Apology and Closing Reflections Keywords human leadership, leadership vulnerability, empathy in leadership, good humor leadership, mindset, healthy workplace relationships, trust in leadership, organizational effectiveness, leadership emotional intelligence, leadership communication, demonstrating care leadership skill
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    44 mins
  • Choose your starting point

    Choose your starting point
    Mar 24 2026
    This episode explores how leaders can actively choose a more balanced, effective mindset—what Kate calls “good humor,” also understood as equanimity. You’ll learn how to recognize unhelpful thinking patterns, replace them with more constructive perspectives, and apply simple practices to stay calm, curious, and intentional—even under pressure. The episode also connects mindset work to real leadership behaviors like giving feedback, managing stress, and repairing missteps. The latest companion toolkit, “Leading with Empathy: Practical Techniques for Sustainable Leadership,” is available now. Visit https://www.one23ltd.com/toolkits to request your free copy. When you subscribe, you’ll automatically receive future leadership tools and resources from onetwentythree ltd. Please visit these resources, created by The Conscious Leadership Group: Locating Yourself - A Key to Conscious Leadership (video) Locating Yourself: Above or Below? (handout) Conscious Breathing (meditation) Key takeaways Good humor is a practiced leadership skill, not a personality trait Equanimity means staying calm, aware, and engaged under stress Mindsets shape leadership behavior more than intentions alone Writing down your thoughts helps expose limiting beliefs Replacing—not arguing with—unhelpful thoughts creates change Feedback avoidance is often a mindset problem, not a skill issue Visualization and imagination can reshape leadership habits “Above the line” thinking supports curiosity and openness Simple reflection practices can shift your state in real time Recovery after failure requires reflection, grace, and repair Timestamps [0:00:00] Equanimity: The Deeper Meaning of Good Humor in Leadership [0:01:30] Are Leaders Born This Way? Reframing “Natural” Leadership [0:03:00] Tax Season Truths: A Personal Case Study in Mindset Shifts [0:04:00] From “I’m Failing” to “Part of the Story”: Rewriting the Money Narrative [0:05:00] “I’m Bad at Feedback”: The Sneaky Mindset Holding Leaders Back [0:06:30] Four New Feedback Beliefs: Kindness, Practice, and Growth [0:07:49] Above or Below the Line? Locating Your Leadership Mood [0:09:00] More Than Two Possibilities: Staying Open, Curious, and Kind [0:10:30] Play, Rest, and Peak Performance: Caring for the Whole Team [0:12:30] When Good Humor Misses the Mark: Reflection, Repair, and Grace Keywords leadership mindset, equanimity at work, emotional regulation leadership, giving feedback as a leader, leadership self-awareness, mindset shift techniques, conscious leadership above the line, leadership reflection practice, managing stress at work, leadership development tools
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    17 mins