Send us a text

Micromanagement can’t fix burnout, noise, or fragmented teams—and perks won’t, either. We sat down with inclusive leadership expert Kelli Lester to show how clear vision, better questions, and real follow‑through unlock performance across stressed, remote, multi‑gen workplaces. From aligning on what “empowerment” actually means to closing the loop on engagement data, we unpack specific plays you can run this week to build trust and ship results.
We start by reframing the manager’s job: know your people as individuals, not personas. Kelli shares practical ways to discover what motivates each person—recognition, time, money, learning—and how those drivers shift with life stage. We dig into remote realities where new hires change team chemistry and “breaking bread” moments are rare, then map out rituals that create connection on purpose: pre‑reads for introverts, rotating facilitation, designed in‑person time, and consistent one‑on‑ones that end with clear commitments. We also tackle proximity bias and why visibility must be engineered, not left to chance.
The heart of the episode is a simple engine: ask, define, decide, and deliver. Ask better questions than generic surveys. Define shared terms like respect and empowerment so expectations are aligned. Decide on actions that leverage strengths as much as they fix gaps. Deliver by closing the loop—communicate what you heard, what you’ll do, and what won’t change. Along the way, Kelly explains why self‑awareness is the top leadership skill, how to amplify quieter voices without putting them on the spot, and how pairing diverse thinkers produces stronger decisions and faster execution.
If you’re building fast and want your culture to compound, this conversation is your blueprint—practical, human, and immediately usable. Subscribe for more bold, unfiltered strategies, share this with someone scaling a team, and tell us: what does empowerment look like for you right now?