Explore every episode of the podcast You Might Try This

Dive into the complete episode list for You Might Try This. Each episode is cataloged with detailed descriptions, making it easy to find and explore specific topics. Keep track of all episodes from your favorite podcast and never miss a moment of insightful content.

	Title	Pub. Date	Duration
	The Politics Paradox: What’s really happening to leaders who say they don’t play politics	31 août 2026	00:23:01
What does it really mean to “play politics” at work? In today’s episode, Cade and Stacey challenge the idea that organizational politics is something good leaders should avoid. They explore why hard work and talent alone aren’t always enough, how influence actually flows through an organization, and why political skill can be a form of ethical leadership. Key Takeaways You can’t really opt out of organizational politics. Good work doesn’t always speak for itself. Political skill is a leadership skill. Integrity doesn’t mean staying out of the game. Chapters 00:01:05 — Why “I Don’t Play Politics” Is a Mistake 00:04:26 — Power and Politics Are Part of Organizational Life 00:07:38 — The Four Skills of Political Influence 00:10:42 — The Trap of Being a Workplace Purist 00:14:11 — Finding the Line Between Strategy and Manipulation To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Lateral Challenge: Why leading your peers is harder than leading your team	24 août 2026	00:27:05
Working with your peers can be one of the hardest parts of leadership. You may have no authority over them, yet you still need their support to get things done and sometimes you're competing with those same people for promotions, resources, or influence. In today’s episode, Stacey and Cade explore why leading sideways requires a different skill set than leading up or down. They unpack the tension between cooperation and competition, why being competent isn't always enough to earn a peer's support, and how likability, reciprocity, and trust shape our ability to influence without authority. Key takeaways: Peer relationships are both cooperative and competitive. Being good to work with can matter more than being the most competent. Build reciprocity before you need something from a peer. Address tension through direct and honest communication. Chapters 00:01 — Why leading your peers is so difficult 05:16 — When cooperation and competition collide 12:51 — Competent jerks and lovable fools 18:21 — The power of reciprocity To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Name in the Room: The power of people who advocate for you	17 août 2026	00:17:59
What moves a career forward: great advice or someone willing to advocate for you? In this episode, Cade and Stacey explore the critical difference between mentors and sponsors, explaining why mentorship alone often isn't enough to unlock promotions, stretch assignments, and career growth. Drawing on research from Herminia Ibarra, Sylvia Ann Hewlett, and the research institute Catalyst, they unpack how sponsorship works, why it benefits both rising talent and senior leaders, and why many professionals are "over-mentored and under-sponsored." 5 key takeaways A mentor gives advice; a sponsor advocates for you Career decisions often happen in rooms you're not in Sponsorship leads to more promotions and opportunities Great leaders don't just mentor, they actively sponsor others Small, concrete asks make it easier for sponsors to support you Chapters 01:03 The Room Where Your Name Comes Up 03:09 Mentors Talk to You, Sponsors Talk About You 05:32The Cost of Being Over-Mentored 08:19 Why Mentoring Alone Isn’t Enough 10:17 What Makes Someone Sponsorable 13:24 Three Ways to Build Sponsorship To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Visibility Paradox: Why the leaders who get noticed most aren’t the ones trying hardest to be seen	10 août 2026	00:26:12
Why do some talented people get overlooked while others seem to attract every opportunity? In this episode, Stacey and Cade explore why great work doesn't always speak for itself and how visibility, not self-promotion, can shape career growth. They unpack the difference between promoting yourself and promoting your work, discuss Harvey Coleman's exposure framework, and examine research showing why self-promotion carries different consequences for women. You'll also learn three practical strategies for making your contributions easier to recognize without feeling inauthentic: craft a clear sentence about your work, share simple updates, and intentionally recognize the contributions of others. 5 key takeaways Great work needs visibility to create opportunities Promote the work, not yourself Exposure helps people recognize and trust your contributions Self-promotion can carry a higher social cost for women Simple, factual updates make your impact easier to see Chapters 00:00 Why great work goes unnoticed 05:49 The myth that work speaks for itself 09:45 Visibility isn't the same as self-promotion 12:39 Why visibility is harder for women 17:15 Promote the work, not yourself 21:20 Three ways to make your work visible To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	Truth Before Optimism: Shawn Quinn on why leaders must honor hard truth before reaching for hope	03 août 2026	00:53:43
Leadership can be lonely, uncertain, and emotionally exhausting… but we rarely talk about pain at work. In today’s episode, Shawn Quinn shares his research on professional pain and why leaders often make things worse by rushing to solve problems or offering reassurance too quickly. Instead, he introduces a framework for helping people move through difficult moments: acknowledge emotions, create connection, build stability, and then take action. Shawn explains how leaders can support teams without becoming therapists, why hope matters, and how creating space for emotions can unlock stronger thinking, trust, and performance. Key Takeaways: Professional pain is real Leaders often move to solutions too quickly People need emotional connection before action Anchoring helps people regain stability Hope comes from meaningful action, not forced positivity Chapters 01:21 – Why Leaders Need to Talk About Professional Pain 08:16 – Why Positivity Isn't Always the Answer 16:25 – Processing Your Own Emotions First 26:22 – Helping People Feel Seen Before Solving Problems 34:05 – Anchoring People Through Uncertainty 37:58 – Turning Hope Into Meaningful Action Learn more about Shawn and Lift Consulting here: https://www.leadingwithlift.com/ To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Age of Assumptions: How generational stereotypes cost you more than generational difference ever will	27 juil. 2026	00:29:40
In today’s episode of You Might Try This, Stacey and Cade explore how assumptions about age shape the way leaders see, support, and develop their teams. They unpack why generational stereotypes often influence decisions without us realizing it, from hovering over younger employees to overlooking experienced team members. Drawing on research about stereotype threat and generational differences, they discuss how leaders can replace assumptions with curiosity and see people as individuals. Key takeaways Age-based assumptions can quietly change how leaders treat people Generational differences at work are often smaller than we think Stereotypes can create self-fulfilling prophecies through our actions Leaders should focus on the individual, not the generation Curiosity helps uncover hidden strengths and capabilities in others Chapters 00:01:34 – How age shapes first impressions as a leader 00:03:52 – Why new managers rely on assumptions 00:07:25 – The science behind stereotype threat 00:13:08 – How age bias changes the way leaders manage 00:15:46 – The myth of generational differences at work 00:22:31 – Three leadership experiments to challenge age bias To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	Belonging Is a Practice: Why Great Leaders Build Inclusion Intentionally	20 juil. 2026	00:27:58
In today’s episode, Cade and Stacey explore why a sense of belonging is one of the most important, but overlooked, drivers of team performance. They explain that employees rarely disengage because of the work itself; instead, many quietly leave when they never feel fully included. Drawing on research, they discuss why social exclusion feels so painful, how leaders unintentionally create “centers” and “edges” within teams, and why belonging is a skill that can be intentionally built. They also share practical strategies leaders can use immediately to bring people into conversations, recognize overlooked contributions, and create stronger, more connected teams. Key takeaways Employees are more likely to disengage when they feel excluded from the team than because of the work or compensation. Small leadership behaviors, like inviting quieter voices into discussions and building on their ideas, can significantly strengthen inclusion. Research shows that social exclusion activates the same brain regions associated with physical pain, making belonging a fundamental human need. Leaders should actively identify who is on the "edge" of the team and create recurring opportunities for those individuals to contribute and feel included. Chapters 00:00:00 - Why belonging is the foundation of great leadership 00:05:01 - The science behind our need to belong 00:09:24 - What being "on the edge" looks like at work 00:14:20 - Belonging uncertainty and why small signals matter 00:19:03 - Leadership habits that create belonging every day 00:21:13 - Practical ways to bring people into the center of the team To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Learning Advantage: Pascal Finette on why learning speed is the only competitive edge that can't be copied	13 juil. 2026	00:47:51
Today on You Might Try This, Cade and Stacey speak with Pascal Finette, author of Outlearn, about how organizations can accelerate learning by lowering the cost of failure. Pascal explains why companies often prioritize appearing competent over actually learning. The conversation explores rapid experimentation, low-fidelity prototyping, and curiosity-driven leadership as tools for navigating uncertainty. They discuss practical methods like one-day tests, premortems, and AI-assisted feedback loops, showing how faster feedback leads to better decisions and more adaptive, resilient organizations overall growth. Key Takeaways: Make failing cheap and fast to learn faster Fear of looking bad blocks more innovation than money or talent Ask "what worked?" instead of "what went wrong?" Most decisions are reversible, so don't overthink them Chapters 00:00 Why Organizations Reward Competence Over Learning 06:27 The Core Idea of Outlearn: Lower the Cost of Failure 11:22 Fear, Failure, and Creating Learning Cultures 16:08 Lessons From Failure: What Did You Learn? 20:28 Navigating Uncertainty and Making Better Decisions 30:16 The Coat Hanger Principle and Rapid Experimentation To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Graceful Stumble: How to own what went wrong without letting it own you	06 juil. 2026	00:30:19
Leadership isn't about avoiding mistakes, it's about what happens after you make one. In today’s episode, Stacey and Cade explore why the moments after a leadership stumble can strengthen trust more than getting everything right the first time. Drawing on decades of research, they explain why leaders who own mistakes clearly, avoid defensiveness, and focus on what's next earn deeper credibility with their teams. You'll also learn the common traps leaders fall into after making mistakes and three practical exercises to help you recover well, build trust, and lead with greater confidence. 5 key takeaways Owning a mistake well can build more trust than never making a mistake at all. Leaders often undermine trust by either explaining away mistakes ("spin") or dwelling on them ("cratering"). A strong recovery follows three steps: name the mistake, skip the excuses, and explain what you'll do differently next time. Addressing mistakes within 24 hours keeps small issues from becoming larger leadership problems. When leaders model accountability, they create psychological safety and encourage their teams to do the same. Chapters 00:00 Why leaders lose trust after mistakes 02:10 The service recovery paradox and leadership 06:50 Two common mistakes leaders make after a stumble 12:19 The three-step framework for owning a mistake 20:08 Why it's never too late to rebuild trust 22:51 Three leadership experiments to practice this week To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Authority Illusion: Why the leaders with the most influence often have the least formal power	29 juin 2026	00:31:12
Many new leaders assume that a title automatically gives them power, but they quickly discover that authority alone can only take them so far. In today’s episode, Stacey and Cade explore the difference between compliance and commitment, drawing on classic leadership research and real-world examples. They discuss why title-based authority often erodes over time, how influence is built through trust and relationships, and the hidden “currencies” that help leaders gain buy-in without relying on hierarchy. Key takeaways: Titles create compliance, but influence creates commitment Authority is a limited resource The most powerful forms of influence are earned over time through expertise, relationships, trust, and credibility Effective influence is based on understanding what others value Leadership success at higher levels depends less on formal authority and more on the ability to influence peers, partners, and stakeholders who do not report to you Chapters 00:00 — Why Titles Don’t Create Real Leadership Power 05:50 — The Six Sources of Power at Work 10:12 — Why Title-Based Authority Has Limits 15:19 — The Five Currencies of Influence 20:19 — Building Trust Through Relationship and Personal Currency 24:05 — Three Ways to Increase Influence Without Authority To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Chemistry Problem: Why stress and burnout aren’t mindset problems	22 juin 2026	00:36:57
Welcome back! In today’s episode, Stacey and Cade speak with executive coach and performance expert Jenny Evans about why stress and burnout are not just mindset problems, but deeply rooted in biology and chemistry. Jenny explains how chronic stress triggers automatic chemical responses in the body that reduce access to the prefrontal cortex, shifting decision-making toward reactive, survival-based thinking. The conversation explores why traditional advice like “manage your mindset” only addresses symptoms, not root causes. Key takeaways: Stress is primarily a physiological and chemical process, not just a mindset issue Decision quality declines as energy depletes throughout the day Recovery, not just effort, determines sustained performance Small “microbursts” of movement, breath, or focus can rapidly reset energy levels Designing environments to support habits reduces reliance on willpower Chapters 00:00 Understanding Stress as a Chemistry Problem 06:25 Why High Performers Burn Out 12:22 The Impact of Decision Fatigue 17:17 Managing Energy Instead of Time 22:35 Simple Strategies for Energy Recovery 31:21 Building Long-Term Resilience as a Leader To learn more about Jenny, visit her website: https://www.jennyevans.com/ and check out her book: The Resiliency Revolution. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Slow Drain: The early signals of burnout that high performers miss every time	15 juin 2026	00:33:23
Welcome back! In this episode, Cade and Stacey explore the hidden burnout signals that leaders and high performers often miss until it’s too late. Drawing on the original research of psychologist Herbert Freudenberger and burnout expert Christina Maslach, they unpack why burnout is rarely about laziness or lack of commitment. In fact, the people most at risk are often the ones who care the most, work the hardest, and continue producing results long after they’ve started emotionally checking out. Key Takeaways: Burnout was originally identified in highly committed, high-performing people, not disengaged employees Cynicism and loss of meaning usually appear long before exhaustion does High performers often hide burnout by increasing output and “pushing through” Small losses outside work (think exercise, friendships, reflection time, hobbies) can be early warning signs Leaders can spot burnout earlier by asking better questions about energy, momentum, and meaning Chapters 00:00 The hidden cost of high-performer burnout 02:15 How burnout was first identified 04:21 The three stages of burnout leaders miss 07:34 Why high performers hide burnout so well 16:20 The early signals leaders should actually watch for 26:10 Practical experiments to catch burnout early To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #Leadership #BurnoutPrevention #WorkplaceCulture #HighPerformance
	The Silence Tax: Why psychological safety isn't soft—it's the operating system your team runs on	08 juin 2026	00:34:23
Psychological safety shapes team performance more than talent alone. In this episode of You Might Try This, Stacey and Cade unpack the real meaning of psychological safety and why most organizations misunderstand it. They discuss the hidden cost of silence in organizations, how leaders accidentally shut down dissent, and why “nice” teams often make worse decisions. Stacey and Cade also share practical leadership experiments for creating environments where people feel safe enough to challenge ideas, admit mistakes, and raise concerns before problems escalate. What You’ll Learn: • Why the highest-performing teams report more mistakes, not fewer • The connection between psychological safety and decision quality • How leaders unintentionally discourage honest feedback • Why polite agreement can be more dangerous than open conflict • The role dissent plays in stronger team performance • Three practical ways to encourage more candid conversations at work Chapters 00:00: Amy Edmondson and the origins of psychological safety 05:08: Why teams fail when people stop speaking up 09:07: The hidden cost of silence and fake agreement 13:48: Why dissent makes teams smarter 19:32: Leadership behaviors that destroy psychological safety 26:36: Three practical experiments to build safer, more honest teams #WorkplaceCulture #leadership #Communication #workplacesafety You Might Try This is a leadership podcast about learning how to lead without losing yourself along the way. Through research, coaching insights, and practical experiments, Stacey Philpot and Cade Cowan help leaders navigate the real challenges of modern work. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Pressure Decision: How to think clearly when the stakes are high and the clock is running	01 juin 2026	00:31:20
When the pressure is on and the clock is ticking, most leaders don’t rise to the level of their best thinking, they fall back on instinct. In this episode of You Might Try This, Cade Cowan and Stacey Philpot break down what actually happens in high-stakes decision-making moments, and why even experienced leaders can make poor calls under pressure. What You’ll Learn: • why pressure causes even smart leaders to make worse decisions • how your brain’s “system one” thinking takes over under stress • the difference between one-way and two-way decisions and why it matters • how to interrupt reactive thinking with simple, practical questions • how to build a stronger “pattern library” for better decision-making over time Chapters 00:00 How pressure impacts decision-making 04:49 System 1 vs. System 2 thinking 08:49 Stress, physiology, and leadership 13:21 One-way doors and two-way doors 18:13 Emotional pattern matching under pressure 22:23 Three tools for better decisions To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Boss Equation: How to build the most important relationship in your career without losing your integrity	25 mai 2026	00:28:51
Managing up can feel uncomfortable, but avoiding it can quietly stall your career. In this episode of You Might Try This, hosts Stacey Philpot and Cade Cowan unpack why your relationship with your boss is the most important one at work. They explore the hidden risks of being “invisibly excellent” or overly agreeable, and why both approaches can limit your impact. Stacey and Cade reframe managing up as a mutual responsibility and share practical ways to build trust, increase visibility, and stay aligned. If you’ve ever felt overlooked or misunderstood, this episode offers a more intentional path forward. What You’ll Learn: • Why managing up is essential for career growth • What your boss actually needs from you (and why it matters) • The risks of being “invisibly excellent” or overly agreeable • How visibility and honesty build trust with your boss • Simple ways to stay aligned and strengthen your working relationship Chapters 00:00 Why managing up feels uncomfortable 03:19 The hidden cost of ignoring your boss relationship 05:03 Mutual dependence: what your boss needs from you 07:21 Transparency, trust, and the “no surprises” rule 10:10 Bringing judgment—not just information 12:11 The trap of over-compliance and becoming invisible 17:37 The risk of being “invisibly excellent” 21:11 Visibility vs. bragging: reframing self-advocacy 21:54 Practical experiments: boss audit, assumption check, alignment check To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #leadership #careergrowth #management #workplacecommunication #professionaldevelopment #leadershipdevelopment #podcast
	The Conflict Reflex: Why your default response to tension is working against you—and what to do instead.	18 mai 2026	00:29:38
Why do we still avoid difficult conversations, even when we know the cost? In this episode, Stacey Philpot and Cade Cowan explore the hidden reflexes driving conflict avoidance and escalation at work. Drawing on neuroscience and behavioral research, they explain how our brains interpret social conflict as physical pain, triggering automatic responses like silence or aggression. The discussion goes beyond awareness to offer practical ways to get “upstream” of these reactions by identifying what you’re protecting, whether it’s your relationships, self-image, or sense of control. Takeaways Avoidance is often a reflex, not a choice Conflict activates a biological threat response Your default conflict style gets reinforced over time Your reflexes are protecting something within you How to get ahead of your reaction Chapters 00:00 Understanding Your Conflict Reflex 01:16 Why Knowing Isn’t Enough to Change Behavior 03:01 The Science Behind Conflict Avoidance and Reaction 06:37 Silence vs. Escalation: Two Common Conflict Patterns 11:12 Identifying Your Triggers and Contextual Responses 16:48 What Your Reflex Is Protecting 22:04 A Practical Method to Interrupt Your Reflex To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Courage Tax: What you pay every time you delay the conversation that needs to happen	11 mai 2026	00:28:34
Why do difficult conversations feel so much harder the longer we avoid them? In this episode, Stacey and Cade unpack the hidden “taxes” leaders pay when they delay hard conversations at work; from damaged relationships and declining performance to mental overload and unnecessary anxiety. They explore why silence often costs more than honesty. The conversation offers practical tools for leaders, including how to start difficult conversations, avoid climbing the ladder of inference, and use curiosity instead of judgment. Takeaways Avoidance has real costs Silence is often misinterpreted The story in your head is usually worse than reality Start with observable facts, not assumptions Choose the right opening Chapters 00:00 The Cost of Avoiding Difficult Conversations 01:11 The Conversation You’ve Been Putting Off 03:05 The Hidden “Taxes” of Avoidance 06:50 Why Leaders Avoid Giving Feedback 08:22 The Cognitive Load of Unspoken Issues 10:26 Why Difficult Conversations Feel Worse Than They Are 17:52 How to Start a Difficult Conversation If you’re a leader struggling to bring up hard topics, this is the episode for you. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis
	The Good Soldier Trap: Why being dependable can become a liability with LaToya Jordan	04 mai 2026	00:34:24
In this episode of You Might Try This, Stacey Philpot and Cade Cowan welcome Executive Coach and She Leads and Succeeds host LaToya Jordan for a powerful conversation about the “good soldier” trap: the career pattern where being dependable, helpful, and highly capable can quietly limit long-term growth. Together, they unpack how high-performing professionals, especially women, can become boxed in by their own excellence as executors, fixers, and problem-solvers. From “office housework” to low-visibility, high-effort tasks, the episode explores why saying yes too often can keep leaders stuck in support roles rather than strategic ones. Takeaways Working harder can become the ceiling that limits career growth High-effort, low-visibility work often stalls advancement Saying yes to everything can reinforce the wrong professional brand Strategic visibility matters more than constant execution Ask questions before saying yes to new work Chapters 00:00:00 – The hidden cost of saying yes 00:01:15 – When hard work stops working 00:02:24 – The good soldier trap 00:06:24 – Office housework & invisible labor 00:09:00 – Every yes is a tradeoff 00:11:53 – How to say no (without damage) 00:17:48 – From note-taker to thought partner 00:21:09 – Auditing your work & shifting perception 00:23:56 – What leaders really look for 00:28:13 – Experiments to change your trajectory If you’ve ever wondered why hard work alone isn’t translating into advancement, this episode offers the language, frameworks, and courage to rethink what you say yes to. #executivecoaching #careeradvancement #growth
	The Feedback Friction: Why “constructive criticism” usually constructs a wall	27 avr. 2026	00:28:07
In this episode of You Might Try This, Stacey Philpot and Cade Cowan explore why leaders avoid giving feedback. They break down the psychology behind feedback fear, including how negative feedback triggers a real pain response in the brain and threatens identity. Challenging outdated methods like the feedback sandwich (also known as a sh*t sandwich), they introduce practical tools like the SBI (situation-behavior-impact) framework, an “adjective ban,” and feedforward strategies. The result: clearer, more constructive conversations that build trust, improve performance, and turn feedback into a powerful tool for leadership growth. Takeaways Clear, direct feedback builds trust and supports growth Focusing on observable behavior instead of character judgments betters the feedback session Avoid the feedback sandwich and lead with clarity Use the SBI framework: situation, behavior, impact Shift the conversation toward future improvement Chapters 1:01 – Why leaders avoid feedback 7:23 – Selfishness and moral contagion 10:57 – Neuroscience of negative feedback 17:44 – Fundamental attribution error 20:06 – Adjective ban and SBI model 25:03 – Three experiments to try If you’re an emerging leader, newly promoted manager, or ambitious professional aiming for your next level, this episode will help you rethink how you create value and what to let go of to grow. #leadership #management #feedback
	The Expert Trap: How being the smartest person in the room can become your biggest liability	20 avr. 2026	00:23:32
In this episode of You Might Try This, hosts Stacey Philpot and Cade Cowan explore a critical leadership shift many high performers never see coming: when the skills that earned you a promotion start holding you back. They unpack the “expert trap”: how relying too heavily on your own expertise can turn you into a bottleneck, undermine your team’s confidence, and quietly derail your leadership trajectory. Through real-world examples and research-backed insights, Stacey and Cade explain why rewriting your team’s work, stepping in too fast, or role-modeling instead of coaching can erode trust, limit growth, and prevent future promotions. This conversation dives into the identity shift required when moving from individual contributor to leader, the hidden costs of control, and why organizations promote leaders who build successors, not bottlenecks. You’ll also hear practical strategies for delegating without disengaging, coaching without rescuing, and creating real ownership across your team. In this episode, you’ll learn: Why being an expert can quietly damage your leadership effectiveness How rewriting work and “saving” your team reduces capability and trust The difference between role modeling and coaching and why it matters How fear, control, and identity protectiveness show up in new leaders Practical ways to delegate, build successors, and scale your impact Chapters 00:00 When your strengths start holding you back 01:15 The promotion shift no one explains 02:53 How experts become bottlenecks 09:16 The gap leaders don’t see (and why it matters) 12:05 Why you won’t get promoted without a successor 17:22 How to stop overworking and start leading If you’re an emerging leader, newly promoted manager, or ambitious professional aiming for your next level, this episode will help you rethink how you create value and what to let go of to grow. #leadership #management #careergrowth
	The Harmony Illusion: Why a nodding team is more dangerous than a resisting one	13 avr. 2026	00:26:41
When leaders encounter resistance, the instinct is often to push harder, explain more, or shut down the conversation entirely. But what if resistance is actually a sign of engagement and silent agreement is the real danger? In this episode, Stacey and Cade unpack why a nodding team can be more harmful than a resistant one, and how leaders can turn pushback into energy, insight, and momentum. What You’ll Learn: • Why resistance is a sign of engagement, not failure • How stress responses like control and avoidance shape leadership behavior • The hidden dangers of “artificial harmony” and passive agreement • How to work effectively with skeptics, protectors, experts, and silent resisters • Practical questions leaders can use to turn resistance into insight and buy-in Chapters 00:00 Why every leader faces resistance 03:08 Your stress response is making it worse 05:09 Resistance vs. apathy (this changes everything) 09:58 The 4 types of people who push back 16:17 How to turn resistance into buy-in To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #leadership #management #workplaceculture
	The Delegation Bottleneck: Why your desire to "help" is secretly stalling your team	06 avr. 2026	00:27:35
Delegation is one of the most important leadership skills, and one of the hardest to master. In this episode of You Might Try This, executive coaches Stacey Philpot and Cade Cowan unpack why delegation creates so much discomfort for managers and leaders, and how shifting from assigning tasks to delegating responsibility can transform your team, your leadership impact, and your workload. In this episode, you’ll learn: • Why delegation is about responsibility, not just tasks • The emotional barriers that make delegation so difficult • How poor delegation creates burnout and bottlenecks • A three-part framework for delegating effectively • How to launch work in a way that builds trust and ownership • Why asking better questions leads to better outcomes Chapters 03:09 Distinguishing tasks vs. responsibilities in delegation 06:00 Common fears leaders experience when delegating 10:52 Stacey’s three-part rubric for effective delegation 16:35 Asking questions to guide and support delegated work 24:34 Key takeaways: delegating as a process, not a one-off conversation To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #delegation #leadershipdevelopment #managementskills
	The Trust Equation: Why social capital isn't a "vibe"—it's a calculated asset	30 mars 2026	00:32:19
In this conversation, Stacey and Cade take a closer look at social capital and why trust sits at the center of it. They break down what trust really means in practice, introducing the trust equation and its core components: credibility, reliability, and intimacy. The discussion also examines how self-interest can either strengthen or undermine trust, depending on how it shows up in our actions and decisions. Together, they explore how these dynamics play out in leadership and everyday relationships, from building influence to maintaining strong professional connections over time. The conversation offers thoughtful, practical insights into how trust is earned, how it can be damaged, and what it takes to intentionally build and sustain social capital in meaningful, lasting ways. Takeaways: Trust is an asset that accumulates over time The trust equation breaks down trust into credibility, reliability, and intimacy Self-interest can undermine trustworthiness Effective leaders prioritize understanding others' needs Building trust requires a balance of generosity and reliability Chapters 03:08 Understanding the trust equation 06:54 Credibility and leadership perception 11:05 Reliability and keeping commitments 13:47 Building connection and psychological safety 24:53 Givers, takers, and building social capital To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #leadership #credibility #trust
	The Logic Illusion: Why facts and ROI fail to win real commitment	23 mars 2026	00:35:27
In this episode, Cade Cowan and Stacey Philpot talk about what influence really means in leadership and why it often matters more than having a title. They explore the idea of leading beyond your role and how real influence comes from how you relate to people, not the authority you’re given. Stacey breaks down the difference between “pushing” influence versus “pulling” it, sharing why influence works best when you focus on understanding what others care about instead of trying to persuade or control them. They also touch on common assumptions we make at work, like jumping to conclusions about people’s intentions, and how those habits can quietly undermine communication. Takeaways: Lead the way you wish leadership showed up for you, not just the way it’s modeled around you. When you push, you might get compliance, but not real buy-in. Influence grows when you understand people’s goals, concerns, and circumstances. Most people are looking for fairness and a sense of give-and-take. Leading with grace can strengthen trust and working relationships. How well you listen directly affects how much influence you have. Good communication creates value instead of friction. Chapters 00:00 introduction 01:39 Leading without authority: influence vs persuasion 06:10 The fundamental attribution error and workplace misunderstandings 11:20 Push vs pull communication: why curiosity works better 15:00 Understanding people: purposes, concerns, and circumstances 20:40 Power dynamics at work: role, expertise, and relationships 31:45 What to try: practical influence strategies that work To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #leadership #communication #persuasion
	The Promotion Deficit: Why becoming a boss feels more like a loss than a reward	16 mars 2026	00:30:03
In this episode of You Might Try This, Cade Cowan and Stacey Philpot unpack the realities of stepping into leadership, especially the emotional and mental shifts that often come with a promotion. They explore why new leaders can feel isolated and overwhelmed, even when the role they worked hard for finally arrives. The conversation dives into the complex contrast of the excitement of moving up with the weight of added responsibility, changing relationships with former peers, and the pressure of managing expectations from all sides. Cade and Stacey also talk about the loneliness that can come with leadership and the trust gap that often appears when someone transitions from teammate to manager, offering insight into how organizations can better support people in these moments. Takeaways Leadership can feel isolating, especially when responsibilities and expectations increase. Promotions often bring emotional challenges that aren’t always anticipated. Trust can shift when moving from peer to manager, requiring careful navigation. New managers must adjust how they see themselves and how they lead others. Effective leadership is rooted in helping others grow and make meaningful progress. Chapters 00:00 Introduction 1:27 The Isolation of leadership 6:34 Earning authority and building trust 11:59 The SCARF model 22:16 Founder mentality and relational leadership 25:56 What You Might Try To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #leadership #Authenticity #coaching
	The Authenticity Paradox: Why "bringing your whole self to work" is a leadership disaster	16 mars 2026	00:26:13
Welcome to You Might Try This! In this episode, Cade Cowan and Stacey Philpot unpack what authenticity really looks like in leadership, challenging common assumptions about transparency and vulnerability. They discuss why authenticity must be intentional and selective, the role of boundaries in professional relationships, and how leaders can stay grounded in who they are while adapting to different responsibilities. Takeaways: Authenticity is frequently mistaken for total transparency. Being “more authentic” does not automatically create stronger relationships. Authenticity should be shaped by context, audience, and role. Vulnerability can build connection, but it works best after trust and competence are established. Authentic leadership requires flexibility and a willingness to evolve. Strong professional relationships depend on clear, well-defined boundaries. Chapters 00:00 Introduction 1:09 Myth One: Authenticity is the same thing as transparency 8:31 Myth Two: The more authenticity, the better 11:32 Myth Three: Authenticity is all about staying true to your past self. 14:53 Creating boundaries 21:46 What You Might Try To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis #leadership #Authenticity #coaching
	You Might Try This - Trailer	05 févr. 2026	00:01:25
Coming soon... a new podcast—You Might Try This! Leadership is complicated, especially when you’re figuring it out in real time. You Might Try This is a weekly podcast for people who want to lead well without , burning out, selling out, or pretending they have it all figured out. Hosted by executive coaches Stacey Philpot and Cade Cowan, the show brings decades of experience working with leaders at global brands like Nike, Google, Walmart, and Microsoft into honest, practical conversations about what leadership really looks like day to day. Each episode explores the messy, human side of work, from managing your first team and navigating power dynamics to building confidence, handling conflict, and staying grounded in high-pressure environments. Through real stories, proven frameworks, and thoughtful coaching, Stacey and Cade offer tools you can actually use, not just theories that sound good on paper. If you’re ambitious, thoughtful, and trying to grow your career while staying true to yourself, this show is for you. New episodes drop weekly. Listen wherever you get your podcasts and join the conversation on Instagram @YouMightTryThis.

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