The "THIS Leader" Podcast explores the transformational, high-impact secrets that turn ordinary people into extraordinary leaders! THIS Leader is hosted by Claire Laughlin, an organizational development consultant. She and her guests will explore: How individuals can enhance their leadership impact by showing up as their personal best; how teams can leverage connection and clarity to experience tremendous results; and how organizations can increase trust and engagement and improve outcomes by putting people and relationships at the center of business.
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The 'THIS Leader' podcast explores the transformational, high-impact secrets that turn the ordinary people into extra-ordinary leaders! THIS Leader is hosted by Claire Laughlin, an organizational development consultant. She and her guests will explore: How individuals can enhance their leadership impact by showing up as their personal best, how teams can leverage connection and clarity to experience tremendous results, and how organizations can increase trust and engagement and improve outcomes by putting people and relationships at the center of the business.
Ep 3 Fostering Engagement at Work through Creating a Culture of Recognition
Monday, February 17, 2025 • Duration 17:41
Feeling undervalued at work can be discouraging, and workplace loneliness is at an all-time high. Join in as Claire Laughlin teaches how genuine recognition and appreciation can transform team engagement and retention.
Understand the key reasons why appreciation matters and how leaders can build a culture where employees feel seen, valued, and motivated.
In this conversation:
The alarming statistics on workplace recognition and disengagement
Common misconceptions leaders have about giving praise
The connection between recognition and employee engagement
Understanding individual strengths with the Working Genius model
Actionable strategies to create a recognition-rich workplace
How clear expectations and goal alignment enhance motivation
Take Action: Start by incorporating meaningful recognition into your leadership approach. Acknowledge efforts in a way that aligns with your team's values and individual strengths.
In this conversation with Stefka Anderson, HR Director for Global R&D at Driscoll's, we dive into how Driscoll's Global R&D is training leaders to increase change agility. Together, they designed and delivered a comprehensive 10-month "Change Agility" program, that transformed how their entire function (which includes hundreds of employees and spans multiple disciplines and time zones) engages in decision-making and the change process.
The Challenge: Speed vs. Engagement
Driscoll's faced a classic leadership dilemma: how to move quickly in a rapidly changing world while still engaging their brilliant, passionate workforce in meaningful ways. With everything from climate change to AI impacting their industry, they needed a framework that honored both agility and their core values of passion, humility, and trustworthiness.
The Solution: The WIDGET Framework
They implemented the Working Genius model, using what's called the "WIDGET" process that maps how all work gets done:
Wonder: Asking the right questions
Invention: Generating ideas and solutions
Discernment: Evaluating and refining options and clearly crossing the decision line
Galvanizing: Rallying people around decisions
Enablement: Providing support and resources
Tenacity: Pushing through to completion
Above or Below the Decision Line
One of the most powerful concepts was helping people understand whether they're "above the decision line" (in ideation mode) or "below the decision line" (in activation or implementation mode). This clarity helped everyone understand how to contribute their genius at the right time.
The SCARF Model for Improving Emotional Intelligence
They also introduced the SCARF framework to help people understand their emotional responses to change: Status • Certainty • Autonomy • Relatedness • Fairness
Ep 24: Growth by Design - Making Professional Development Intentional
Episode 24
Tuesday, July 22, 2025 • Duration 23:12
In this inspiring episode, I challenge leaders to shift from "accidental learning" to intentional development that accelerates career growth and impact. Most leaders treat professional development like a luxury, squeezing it between priorities or leaving it to chance. This reactive approach keeps you scattered and at risk of becoming irrelevant as leadership demands evolve.
In this episode, you'll hear:
The Problem with Accidental Learning: I share the story of a brilliant new director who felt stuck despite being hardworking and respected. When asked about her development plan, she laughed—she was consuming leadership content but had no structured approach. Without intention, we become consumers of development rather than architects of our growth.
Why This Matters
Research from the Center for Creative Leadership shows 75% of careers are derailed not by lack of technical expertise, but by lack of emotional intelligence and interpersonal skills. The world changes fast—the skills that got you here won't automatically take you where you want to go.
My Five-Strategy Framework for Intentional Development
Strategy1: Start with Clarity. Write down your current role, then your desired future role in 2-3 years. The gap reveals what skills you need to develop.
Strategy 2: Focus on Core Competencies for Your Level
Leads/supervisors: Add coaching, delegation, feedback skills, and conflict navigation
Function managers: Add strategic thinking, team culture development, and leading change
Strategy 3: Create a Learning Portfolio. Choose 1-3 skill areas for the year. For each, create a multi-modal approach:
Ep 15 Building Psychological Safety - Communication Strategies That Make All The Difference
Episode 15
Monday, May 19, 2025 • Duration 24:31
In this episode, I explore the concept of psychological safety and share specific communication practices that can transform your team culture.
Understanding Psychological Safety: The Four Stages. Building on Harvard professor Amy Edmondson's research and Timothy Clark's framework, I explain how psychological safety develops through four distinct stages:
Level 1: Inclusion Safety – "Do I belong here? Can I be myself?"
Level 2: Learner Safety – "Can I take risks and make mistakes without fear of judgment?"
Level 3: Contributor Safety – "Are my unique gifts valued? Am I adding value?"
Level 4: Challenger Safety – "Can I question things, including authority and established ways?"
Create Inclusion Safety Through Genuine Connection
Acknowledge actively, deliberately drawing people into conversation.
Move beyond generic questions like "Any other thoughts?" to specific invitations: "Joan, you've worked with similar clients before, what's your take on this?"
Validate emotional realities before jumping to solutions
Build Learner Safety Through Better Responses
Change how you respond to questions. Replace sighs or "As we discussed..." with "I'm glad you asked that"
Normalize not knowing. Make "I don't know, but let's find out" stronger than pretending to have all the answers
Reframe mistakes as learning opportunities through questions like "What can we learn from this?"
Nurture Contributor Safety Through Recognition
Give specific, meaningful recognition that connects contributions to impact
Seek perspective before driving toward solutions
Ep 14 Plan, Delegate, Depart
Episode 14
Tuesday, May 6, 2025 • Duration 18:59
In this episode, I explore why taking real time off is crucial for your leadership. I share my proven framework for making it happen without everything falling apart in your absence.
There's never a convenient time to take vacation; there's always another deadline, another project, another reason to stay connected. But I've discovered that my boldest ideas and biggest breakthroughs happen when I commit to true disconnection. Here's how you can do it too. In this episode, you'll hear about:
PLAN: Clearing the Path for Departure.
I share my pre-vacation process for evaluating what really matters using two powerful tools:
The "Island Test" – "If I were stranded on a deserted island for three weeks, what would be the real consequence of this not getting done?"
The "Delegation Matrix" – Sorting every task into four categories: Only Me, Training Needed, Ready Now, and Not Important
This forced evaluation becomes a "spring cleaning" for your workload, helping you distinguish between what's truly essential and what's self-imposed pressure. I share a personal story of learning this lesson the hard way by rushing to complete a report that ultimately wasn't even needed.
DELEGATE: Transferring Responsibility AND Authority
Why delegation isn't just about handing off tasks but about developing leaders
The crucial difference between micromanaging and true delegation
Three practical delegation tips:
Transfer the WHY, not just the WHAT
Define the destination instead of giving instructions
Create safety for different approaches
I share an illuminating client story about an executive who thought she was "great at delegating" until an unexpected absence forced her to truly let go, with surprising results.
DEPART: The Power of True Disconnection
Ep 13 Emotional Contagion - Why Broadcasting Positivity is Essential
Episode 13
Tuesday, April 29, 2025 • Duration 26:32
In this episode, we dive into the science of emotional contagion and how being intentional about the emotions you project can transform your leadership impact. Have you ever seen someone walk into a room and instantly shift the energy? That’s emotional contagion in action. Emotions silently spreading from person to person, often without us realizing it. As leaders, learning to manage this contagion is one of the most powerful, and underused, tools at our disposal.
The Science of Emotional Contagion
Research from Princeton reveals how our brains use "mirror neurons" to unconsciously mimic the emotional states of those around us. This isn't just a theory – it has measurable impacts on productivity, creativity, and even physical health through stress hormones like cortisol. Most importantly for leaders, emotions don't spread equally – the emotions of people with more power tend to have a greater ripple effect throughout teams and organizations.
Your Default Broadcast Channel
Each of us has a default "broadcast channel" – especially under pressure.
I share a personal story about how my unintentional broadcast affected my young son.
The importance of recognizing what you're projecting to others, particularly when deadlines loom or unexpected problems arise.
Why your broadcast matters: "When the pressure rises, all eyes turn to the leaders."
Rebroadcasting When Your Tone Isn't Helpful
Michelle Gielan's research shows we can consciously choose our broadcasts through a three-step process:
Recognize your current broadcast through physical and facial cues
Pause and reset – even 30 seconds can make a difference
Choose your new broadcast intentionally based on what your team needs
This isn't about being inauthentic or denying challenges – it's about being intentional about which aspects of a situation you emphasize and how you frame difficulties.
Ep 12 Leverage Your Strengths
Episode 12
Tuesday, April 22, 2025 • Duration 20:02
In this episode, I explore how identifying and leveraging your natural talents can transform your energy, impact, and results, both for you and your team. Have you ever felt like the daily grind is draining the life out of you? Many leaders I talk with feel this way - not because they don't like their jobs, but because they're spending too much time on tasks that exhaust them and not enough on work that brings them energy and fulfillment.
In this episode, you'll hear about:
What Strengths Really Are
I explain the difference between learned skills and innate strengths - those natural talents that when paired with skills truly energize you. Using the metaphor of driving a car with bald tires on ice versus driving with perfect tires on an open road, I illustrate how working from your strengths creates traction and flow in your work life.
My Personal Strengths Journey
I share how I operated for years as a "workhorse" focused only on production, eventually discovering that this approach left me exhausted and unhappy. There was even a job I got fired from that, in hindsight, was a complete misfit for my natural talents. My breakthrough came when I realized I was reserving my most energizing work (strategic thinking and program design) for weekends, not recognizing its true value.
Three Ways to Discover Your Strengths
Formal assessments - Tools like the Working Genius model by Patrick Lencioni can identify your natural talents.
Self-reflection - Ask yourself when you lose track of time, what problems people come to you for help with, and what activities energize you.
Feedback from others - Sometimes our strengths are so natural we don't recognize them as special.
The Real Cost of Ignoring Strengths
Research from Gallup shows powerful benefits to strengths-based approaches:
People who use their strengths daily are 6x more likely to be engaged at work.
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Keys to Success
The program succeeded because of several critical factors: leadership commitment, where leaders learned the content first and modeled the behaviors, integration with performance goals so participants are actively applying their learning to their 2025 goals, ongoing reinforcement through regular team meetings, and connection to business strategy rather than just being an HR initiative.
Real-World Application
Post-program, teams are using the language naturally: "I'm in my wonder wheel right now" or "Who holds the D on this decision?" The framework has become a common language that reduces friction and depersonalises conflict while accelerating problem-solving.
Program Design Brief available to newsletter subscribers at clairelaughlin.com. Sign up here and submit your request for the brief to support@clairelaughlin.com.
Ready to create your own change agility? Start by identifying whether you need more speed, more engagement, or a better framework for bringing both together.
To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.
Something to read or study
Something to implement
Someone to learn from
Some way to get feedback
Strategy 4: Schedule It Like You Mean It. Block 2-4 hours per month for development during peak energy time, not when you're exhausted.
Strategy 5: Make It Social. Find a development buddy, involve your manager, and join learning communities. Growth happens faster with others.
The Payoff: Leaders who commit to intentional development experience better results with less effort, renewed passion for work, and new opportunities as they become people others want to promote and collaborate with.
Complete the first two sections: where you are and where you want to go
Schedule your first development block
Share your goals with someone
Growth doesn't happen by accident—it happens by design, and you get to be the architect.
To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting. Until next time, lead the way!
Thanks so much for listening to our podcast! New episodes are released weekly, and we'd love for you to share with others, and give us a rave review!
Implement ideas with proper acknowledgment
Develop Challenger Safety Through Open Communication:
Invite challenge with phrases like "Before we finalize this, what might we be missing?"
Respond with curiosity instead of defensiveness when ideas are challenged
Reward constructive dissent
These stages build on each other – you can't expect people to challenge the status quo (stage 4) if they don't even feel included (stage 1).
Personal Responsibility: Everyone plays a role.
Practice appropriate vulnerability
Be proactive about building trust
Develop resilience to imperfect feedback
Take ownership of growth
Remember, creating psychological safety isn't about perfection; it's about being intentional about communication. Research consistently shows that teams with high psychological safety innovate more, make fewer errors, and adapt better to change.
"The First 90-Days: A Team Approach to Onboarding" course. Contact me for more information.
To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @ClaireLaughlinConsulting.
The magic happens when you completely unplug – no checking email, no quick text messages, no mental rehearsal of work problems. I explain the science behind why this matters: innovation and creativity come from the "default mode network" of your brain that activates during rest and daydreaming.
My "Departure Protocol" for ensuring true disconnection includes:
The Digital Detox Declaration
The Out-of-Office Ritual
The Device Divorce
The Mindset Reset
Building Organizational Resilience
I address the common objection: "I could never do this in my organization." The truth is, organizations that can't survive without one person for a few weeks have a serious vulnerability. Your absence isn't selfish; it's a strategic leadership move that builds team capability and resilience.
Remember, your ability to lead others is directly connected to how well you lead yourself. Taking time to disconnect isn't self-indulgent – it's one of the most strategic leadership moves you can make.
To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.
Thanks for listening to This Leader Podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.
The Contagious Power of Positivity
Research by Shawn Achor shows that when leaders broadcast authentic positive emotions (not toxic positivity), it creates a "happiness advantage" with remarkable benefits:
31% higher productivity
37% higher sales
Greater creativity and problem-solving abilities
More resilience during challenges
Lower turnover rates
I explain why negativity must be addressed as a performance issue and how positive emotions, when authentic, are actually more contagious than negative ones.
Remember, your emotional broadcast is a leadership choice, not just an automatic response to circumstances. When you begin to see your emotions as a leadership tool you can consciously use, you unlock a new dimension of influence and become a true architect of your team's emotional climate and performance.
To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @ClaireLaughlinConsulting.
Thanks so much for listening to This Leader Podcast! New episodes are released weekly, and we'd love for you to share them with others who might benefit.
Sources
Achor, S. (2010). The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work. Crown Business.
Barsade, S. G. (2002). The Ripple Effect: Emotional Contagion and Its Influence on Group Behavior. Administrative Science Quarterly, 47(4), 644-675.
Engert, V., Plessow, F., Miller, R., Kirschbaum, C., & Singer, T. (2014). Cortisol increase in empathic stress is modulated by emotional closeness and observation modality. Psychoneuroendocrinology, 45, 192-201.
Gielan, M. (2015). Broadcasting Happiness: The Science of Igniting and Sustaining Positive Change. BenBella Books.
Gielan, M., & Achor, S. (2015). The effects of news content on emotions, optimism and subsequent behavior. Unpublished manuscript.
Hatfield, E., Cacioppo, J.T., & Rapson, R.L. (1993). Emotional Contagion. Current Directions in Psychological Science, 2(3), 96-100.
Seppälä, E., & Cameron, K. (2015). Proof That Positive Work Cultures Are More Productive. Harvard Business Review, 12(1), 44-50.
Teams that focus on strengths are 12-15% more productive.
Organizations see 15% lower turnover rates when employees work from their strengths.
But beyond statistics, there's a personal cost. When we operate outside our strength zones for too long, we experience depletion, work harder but accomplish less, and are more likely to burn out or disengage.
Bringing Strengths to Your Team
I share a personal example of how reorganizing work with my business manager Marissa based on our natural strengths dramatically increased our productivity and reduced stress. Even in organizations with rigid job descriptions, you can implement three practical strategies:
Task trading - Look for opportunities for people to trade responsibilities within a job class.
Process adaptation - Adjust how tasks are done, using technology, checklists, or collaboration to compensate for natural tendencies.
Role sculpting- Shift emphasis within existing roles to leverage individual strengths.
The key is starting the conversation with your team: "What parts of your job give you the most energy? Where do you feel you make your best contributions? What tasks consistently drain you?"
Resources Mentioned:
"Reclaim Your Work Joy": A free guide to sculpt your role for maximum fulfillment.
Working Genius Assessment: Available at workinggenius.com for $25.
Understanding your strengths isn't just for the workplace - it can transform your personal relationships, too. Remember, leading from strengths doesn't require grand gestures or complete overhauls. It's about consistent, intentional actions that align your work with your natural talents.
To learn more about my services, including team workshops on strengths-based leadership, visit clairelaughlin.com and connect with me on social channels @ClaireLaughlinConsulting.
Thanks for listening!
New episodes are released weekly, and we'd love for you to share them with others who might benefit.
