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The Well-led Podcast

The Well-led Podcast

Von: 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 Management & Leadership Ökonomie
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  • A story of support

    A story of support
    Jun 16 2026
    Episode Description Feedback is not a one-time event, a required correction, or a gift someone should simply accept. Done well, feedback is an ongoing conversation that helps people understand the story of their work—the impact they are having, the progress they are making, and the support available to help them continue growing. In this episode of The Well-led Podcast, Kate Johnson welcomes Kim Rohrer, owner of Patchwork Portfolio, back for a conversation about feedback, storytelling, and the role leaders play in supporting performance. Together, they explore why feedback should center the person receiving it, how clarity and accountability create the foundation for meaningful conversations, and why effective feedback is ultimately an act of care. 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 Feedback is the way we ensure people know the results of their efforts. Effective feedback tells a true story about work performance, impact, and growth. Feedback should begin a conversation, not end one. Support is what turns feedback from criticism into leadership. Timestamps 00:00 | Welcome Back & Kim’s Storytelling Lens 02:10 | Feedback as the Story of Work 06:24 | Why “Feedback Is a Gift” Misses the Point 10:39 | Feedback as Support, Not a Drop-Off 16:21 | Clarity, Accountability, and the Real Job of Management 21:32 | Feedback as an Act of Care (Wardrobe Stories) 29:12 | Past Feedback Trauma, Culture, and Shared Standards 37:30 | Moving Beyond the Compliment Sandwich & Making Feedback Easier Keywords: feedback conversations, leadership feedback, employee performance, workplace communication, human leadership, supportive leadership, accountability, manager development, employee growth, feedback culture
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    45 Min.
  • What am I missing here?

    What am I missing here?
    Jun 10 2026
    Feedback is one of the most practical tools leaders have for helping people grow, but many of us still hesitate to give it or ask for it. In this Other Voices episode of The Well-led Podcast, guests Mary Tettenhorst and Frank Sawyer explore why feedback can feel uncomfortable, how trust changes the conversation, and why effective feedback requires care, clarity, courage, and a willingness to learn. Through their reflections, they discuss the fears that keep us quiet, the importance of making feedback specific and useful, and why leaders must model receiving feedback if they want others to do the same. 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 Frank Sawyer has a career in healthcare administration distinguished by demonstrated results in hospital operations, strategy development and implementation, and large-scale improvement initiatives. He currently resides in Michigan with his wife and 2 kids. https://www.linkedin.com/in/frankesawyer731/ Mary Tettenhorst, Founder of Impact Talent Strategies, partners with organizations to develop leaders, build strategic people practices, and drive meaningful results. With more than 20 years of experience across every facet of talent development, she brings a practical, people-first approach to the employee lifecycle – from recruiting and onboarding to leadership development, performance management, and succession planning. Impact Talent Strategies https://www.linkedin.com/in/marytettenhorst/ www.linkedin.com/company/impacttalentstrategies Key takeaways Feedback is a tool for growth, not criticism. Avoiding feedback may feel kind, but it can withhold needed clarity. Trust creates the conditions for feedback to be received well. Effective feedback focuses on specific behaviors and impact. Asking for feedback demonstrates self-awareness and commitment to growth. Leaders must invest the time and effort needed to provide meaningful feedback. Receiving feedback well teaches others that honesty is safe. Feedback works best when it becomes part of everyday conversations. Great feedback combines courage and care. Developing others starts with being willing to keep learning yourself. Timestamps 0:01:11 Why feedback matters for leadership growth 0:02:20 The fear that prevents honest conversations 0:03:10 Building trust before giving feedback 0:06:35 Making feedback specific and actionable 0:09:00 Asking better questions to receive better feedback 0:11:54 Feedback as a leadership investment 0:16:00 Creating shared vulnerability 0:18:30 Using feedback to help people do their best work Keywords feedback, leadership development, effective leadership, human leadership, employee growth, team trust, communication skills, performance conversations, self-awareness, leadership feedback
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    22 Min.
  • Feedback completes the circuit

    Feedback completes the circuit
    Jun 4 2026
    Feedback is one of the core skills leaders use to provide support, but it only works when it is connected to clarity and accountability. In this episode, Kate Johnson explores why feedback matters, what makes feedback effective, and how leaders can prepare, deliver, and follow up on feedback in a way that is specific, credible, and kind. Listeners will learn how feedback completes the performance circuit that begins with expectation-setting and helps employees understand what worked, what missed the mark, and what needs to happen next. Key takeaways Feedback is not inherently negative. Feedback works best when expectations are clear. Accountability creates the context feedback needs. Feedback tells the story of work performance. Effective feedback includes preparation, delivery, and follow-up. Specificity makes feedback actionable. Follow-up turns feedback from information into support. Leaders should approach feedback with confidence, kindness, and precision. Ambiguous feedback creates ambiguous results. Feedback helps employees stay pointed in the right direction. Timestamps 00:00 Introduction: Clarity, Accountability & Feedback01:30 Why Leaders Need Feedback02:40 Feedback as the Story of Performance03:50 What Makes Feedback Effective05:41 Preparing Feedback with Clear Expectations07:20 Delivering Feedback with Specificity & Support08:50 Why Follow-Up Matters11:02 Making Feedback Actionable11:50 Upcoming Conversations & Resources Keywords leadership feedback, effective feedback, performance management, accountability at work, clear expectations, employee performance, leadership communication, manager skills, feedback conversations, leading well
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    13 Min.
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