The People-Forward Leadership™ Podcast

Dr. Carol Parker Walsh, JD, PhD, ACC
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Perspective and insights needed to address today’s challenges while positioning for tomorrow’s opportunities.

  1. Clarity Is Kind: The 80% Rule for Trust at Scale with OHSU Foundation President Kate Azizi

    5D AGO

    Clarity Is Kind: The 80% Rule for Trust at Scale with OHSU Foundation President Kate Azizi

    Episode 33: Clarity Is Kind: The 80% Rule for Trust at Scale with OHSU Foundation President Kate Azizi  “Giving praise is free and specific praise is powerful.”~Kate Azizi  Episode Summary  What does People-Forward leadership look like when your “team” includes not just employees, but boards, donors, clinicians, researchers, and the broader community?  In this episode, Dr. Carol Parker Walsh sits down with Kate Azizi, President of the OHSU Foundation, to unpack the leadership practices that build trust across a high-stakes ecosystem without burning people out or slowing execution. Kate shares how transparency, communication cadence, and real empowerment create alignment, and why decisive leaders move forward with 80% of the information instead of getting trapped in analysis paralysis.  When it comes to the People-Forward Leadership™ framework, Kate laid a clear roadmap: Leader Awareness anchored in a clear North Star, Empowered Ecosystems built through real delegation and communication cadence, and Adaptive Continuous Learning fueled by psychological safety and smart risk-taking create a powerful leadership operating system that can be scaled.  You’ll also hear Kate’s origin story (yes, it starts with a PBS segment and a bold cold call), and the “North Star” mindset she returns to when the work is complex and the pressure is high.  Key Takeaways  Your North Star is your stabilizer under pressure.  Direct feedback (delivered with care) is a culture-strengthening act, not a conflict trigger.  Trust is built through cadence, not charisma.  Empowerment means decision rights. Delegation isn’t just tasks, it’s real authority.  Move at 80%, then learn fast.  Psychological safety must be modeled.  Innovation needs a “proof point.”  Boldness opens doors and speed protects opportunity.  About Kate Azizi  Kate Azizi is the President of the OHSU Foundation. She worked in partnership with OHSU and Knight Cancer Center leaders to secure the historic $2 billion gift to support the Knight Cancer Institute in 2025. Kate has served in leadership positions at the Medical University of South Carolina (Vice President of Institutional Advancement), Northwestern University Feinberg School of Medicine (Assistant Dean of Development), the University of Chicago Medicine (Senior Director of Principal Gifts and Campaign Director), and NC State University. Kate began her career in New York City, where she worked in the financial services sector and at several nonprofit organizations. She received an M.B.A. from NCSU and a B.A. from Drew University.    Resources & Links  Learn more about Kate Azizi: https://www.linkedin.com/in/katesmithazizi/   Learn more about OHSU Foundation: https://ohsufoundation.org/  Learn more about the People-Forward Leadership™ framework: https://www.carolparkerwalsh.com  Recommended reading: The 3 Pillars of People-Forward Leadership™  Book recommended: One Bold Move a Day by Shanna Hocking  Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast:  Spotify  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from today’s episode by leaving a review on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.  Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    44 min
  2. People-Forward by Design: The Operating System for Exceptional Performance at Delta Airlines with Carla Jeter

    FEB 12

    People-Forward by Design: The Operating System for Exceptional Performance at Delta Airlines with Carla Jeter

    Episode 32: People-Forward by Design: The Operating System for Exceptional Performance at Delta Airlines with Carla Jeter  “When we come together, if we respect the expertise of our people, we tend to have a well-executed project.” ~Carla Jeter  Episode Summary  Delta Airlines is consistently recognized for excellence in everything from passenger experience to customer service, operational performance to workplace culture. Exceptional performance doesn’t come from slogans, it comes from an operating system leaders build on purpose: trust, clear decision rights, learning loops, and recognition that reinforces the behaviors you want. In this episode, Dr. Carol Parker Walsh sits down with Carla Jeter, Senior Manager of Brand Experience at Delta Airlines, to explore what it takes to translate strategy into frontline execution in complex operational environments.  Carla shares her leadership journey, from electrical engineering at Motorola, through international revenue management, and into brand experience, and the consistent thread: designing systems where people feel trusted, equipped, and connected to purpose. She also unpacks how trust is built through proximity and respect for expertise (including becoming flight-attendant qualified to deepen credibility), how leaders balance being people-first with real accountability, and why Delta’s “Listen, Act, Listen” model works because it’s a continuous loop, not a one-time survey. This people-first focus comes from the founder’s words: Everything we do can be duplicated, but what can't be duplicated is our people. Our people are everything to Delta. The result: teams that can deliver at a high level, even under pressure.  Key Takeaways  Why “people-forward” is not a soft skill, but a designed system and framework  How proximity and credibility build trust with frontline teams  The balance of empathy and accountability through clarity and transparency  How to build cross-functional trust without pretending to know everything  Delegation with guardrails: pushing decisions down while protecting outcomes  Psychological safety in practice (including “vulnerable moments” as a team ritual)  The power of Listen → Act → Listen feedback loops that drive learning and innovation  How recognition that’s specific, consistent, and multi-channel, reinforces top performance  About Carla Jeter  Carla Jeter is a Senior Manager of Brand Experience at Delta Air Lines, where she  leads people-forward brand strategy initiatives designed to improve frontline employee  experience and strengthen customer outcomes in complex operational environments.  Her work focuses on translating strategy into execution—building trust, elevating  employee ownership, and creating the systems and rituals that help teams deliver at a  high level.    Carla holds a Bachelor of Science in Electrical Engineering from Tennessee State  University and an MBA with an emphasis in Marketing from Clark Atlanta University.  She began her career as an electrical engineer at Motorola, then joined Delta Air Lines  as part of the International Revenue Management team. In that role, she helped  develop strategies that maximized revenue performance across international  routes—experience that continues to shape her lens on enterprise decision-making,  trade-offs, and execution.    Today, Carla’s team develops tools, experiences, and initiatives that support frontline  employees while driving brand consistency and customer enhancements. She is a  strong proponent of building sustainable communities and volunteers with programs  focused on food distribution and community support.    Resources & Links  Learn more about Carla Jeter: https://www.linkedin.com/in/carla-roberts-jeter-7703891b6/   Learn more about “Distinctively Delta:” https://news.delta.com/new-era-style-introducing-distinctly-delta-uniform-collection   Learn more about Delta Airlines People-First Culture:  https://news.delta.com/delta-reward-employees-average-4-weeks-extra-pay  https://esghub.delta.com/content/esg/en/2024/employee-engagement.html  https://news.delta.com/delta-americas-most-awarded-airline  Learn more about the People-Forward Leadership™ framework: https://www.carolparkerwalsh.com  Recommended reading: The 3 Pillars of People-Forward Leadership™  Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast:  Spotify  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from today’s episode by leaving a review on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.  Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    39 min
  3. Future-Ready Nursing: Rebuilding an Empowered Nursing Workforce at Legacy Health with Dr. Kecia M. Kelly

    FEB 5

    Future-Ready Nursing: Rebuilding an Empowered Nursing Workforce at Legacy Health with Dr. Kecia M. Kelly

    Episode 31: Future-Ready Nursing: Rebuilding an Empowered Nursing Workforce at Legacy Health with Dr. Kecia M. Kelly  “Curiosity and humility. That's the piece that’s missing in leadership right now.” ~Dr. Kecia Kelly  Episode Summary  The nursing workforce conversation often gets reduced to pipeline math: hiring, vacancy rates, and retention targets. In this episode, Dr. Kecia Kelly, Senior Vice President, Chief Nurse, and Philanthropy Officer at Legacy Health, reframes the real challenge and the real leverage. This isn't only a staffing problem. It's a systems design problem.  Dr. Kelly shares what future-ready nursing leadership looks like when the stakes are high and the pressure is constant, which includes leading with curiosity and humility, building empowered ecosystems where every person knows their value, and creating adaptive learning cultures where trust and psychological safety make room for growth, innovation, and honest reflection.  The results of this approach? A 93% nurse retention rate and overall turnover around 11%, which is well below the national average of 20-24%.  You'll hear practical, actionable leadership tools, including her framework for delegation as a development tool, the leader's role as an executive sponsor, and why Legacy Health shifted from a preceptor model to a coaching model for new nurses. We also explore how AI tools like ambient listening technology are reducing administrative burden so nurses can focus on patient care.  And if you've ever felt pressure to wear "busy" as a badge of honor, Dr. Kelly offers a powerful counter-narrative and the boundaries she's built to lead with intention instead.  Key Takeaways  Why the nursing shortage can’t be solved by recruiting alone and how a systems lens changes the strategy.  How curiosity and humility and knowing your strengths helps leaders learn how to recognize strengths in others. (Leader Awareness)  Why the job of leaders is to help every team member connect their work to the organizational mission (and how that drives trust + execution). (Empowered Ecosystems)  How you develop leaders through training and delegation and use delegation as a tool for empowerment, not a task dump.  What it means to use the executive sponsor model when delegating.  Reframing learning as a “check, adjust, pivot,” process that helps you learn from mistakes and build real psychological safety. (Adaptive Continuous Learning)  Why you should stop romanticizing overwhelm and busyness so you have time to think, strategize, and lead people well.  About Dr. Kecia M. Kelly  Dr. Kecia M. Kelly, DNP, RN, NEA-BC, FACHE, serves as Senior Vice President, Chief Nurse, and Philanthropy Officer at Legacy Health. In addition to these roles, Dr. Kelly provides senior executive oversight of pharmacy, laboratory services, care management, and environment of care. Her nursing career began as an officer in the United States Army Nurse Corps, and she has since held various leadership positions within multiple healthcare organizations.  Dr. Kelly holds a Bachelor of Science in Nursing and a Doctor of Nursing Practice in Executive Leadership from Texas Christian University, as well as a Master of Business Administration in Healthcare Management from the University of Phoenix. She is Board Certified as a Nurse Executive and is recognized as a Fellow of the American College of Healthcare Executives.  Resources & Links  Learn more about Dr. Kecia M. Kelly, DNP, RN, NEA-BC, FACHE: https://www.linkedin.com/in/drkeciakellyfache/   Learn more about Legacy Health: http://www.legacyhealth.org/   Learn more about the People-Forward Leadership™ framework: https://www.carolparkerwalsh.com  Recommended reading: The 3 Pillars of People-Forward Leadership™  Recommended reading: 1st Break All the Rules  Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast:  Spotify  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from today’s episode by leaving a review on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.  Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    53 min
  4. Leading WITH AI, Not Just Through It

    12/18/2025

    Leading WITH AI, Not Just Through It

    Episode 30: Leading WITH AI, Not Just Through It  "AI doesn't replace people-forward leadership™. It amplifies it. But only if you engage with it yourself first." ~Dr. Carol Parker Walsh  In this solo episode, Dr. Carol Parker Walsh challenges leaders to rethink their relationship with AI, not as a technology to manage or a disruption to survive, but as a tool that can actually make them better people-forward leaders™. With 70-85% of AI initiatives failing to meet expectations and research showing the biggest barrier isn't technology or employees but leadership itself, Carol unpacks why AI adoption is fundamentally a trust problem, not a tech problem. She shares the latest research on why employees resist AI, what high-performing organizations do differently, and how leaders can use AI to deepen self-awareness, develop their teams, and create the psychological safety required for transformation. Whether you're skeptical of AI or already experimenting, this episode will shift how you think about your role in leading through this unprecedented moment of change.  Key Takeaways:  Employees won't trust AI if they don't trust their leaders.  Leaders must go first.  The 10-20-70 rule separates winners from everyone else.  AI adoption negatively impacts psychological safety.  AI can make you a better people-forward leader.  Resources & Links  McKinsey's AI in the Workplace Report 2025: "The biggest barrier to success is not employees—who are ready—but leaders" - https://www.mckinsey.com/capabilities/quantumblack/our-insights/the-state-of-ai  Harvard Business Review: "Employees Won't Trust AI If They Don't Trust Their Leaders" - https://hbr.org/2025/03/employees-wont-trust-ai-if-they-dont-trust-their-leaders  Boston Consulting Group: AI Adoption Research (10-20-70 rule and high performer insights) - https://www.bcg.com/press/24october2024-ai-adoption-in-2024-74-of-companies-struggle-to-achieve-and-scale-value  PwC Global Workforce Hopes and Fears Survey 2025 (psychological safety and motivation) - https://www.pwc.com/gx/en/issues/workforce/hopes-and-fears.html  World Economic Forum: "One of the largest change management exercises in history" - https://www.weforum.org/stories/2025/01/ai-2025-workplace/  Learn more about the People-Forward Leadership™ framework  Get The 3 Pillars of People-Forward Leadership™  Recommended reading from People-Forward Leadership™    Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast on Spotify or  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from this episode on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.    Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    21 min
  5. When Someone Gives You Every Reason to React: Leadership Lessons from an Unlikely Place

    12/11/2025

    When Someone Gives You Every Reason to React: Leadership Lessons from an Unlikely Place

    Episode 29: When Someone Gives You Every Reason to React: Leadership Lessons from an Unlikely Place  "People-forward leadership is about consistently showing up for your people when they give you every reason not to." ~Dr. Carol Parker Walsh  In this solo episode, Dr. Carol Parker Walsh breaks down a powerful real-world example of People-Forward Leadership™, and it didn't happen in a boardroom. It happened on the side of a road in North Carolina. When Deputy Shawn Singleton pulled over a woman named Katelyn for speeding, she met him with hostility, but what happened next is a masterclass in staying grounded under pressure, asking instead of telling, and creating safety for transformation. Carol walks through the entire interaction, unpacking what leaders can learn about not taking it personally, leading with questions, and building the kind of trust that allows people to change. Whether you're leading a team through conflict, navigating resistance, or wondering how to show up when someone pushes every button you have, this episode will stay with you.  Key Takeaways:  Don't take it personally, even when it feels personal.  Ask instead of tell.  Transformation requires safety.  Your reactions become part of the culture.  The work is on you, not your people.  Resources & Links  The Traffic Stop That Changed Everything - A PFL Example - https://drive.google.com/file/d/16VfT1CTVkZ7LoHDQEOFNso5ObBZH-eWn/view?usp=sharing   Watch the video: Deputy Shawn Singleton's traffic stop with Katelyn Ricchini (Cabarrus County, NC) - https://www.youtube.com/watch?v=8tTT56F_I84  WRAL News coverage: "NC deputy's kindness turns tense traffic stop into heartwarming moment" - https://www.wral.com/news/state/nc-deputy-turns-tense-traffic-stop-heartwarming-cabarrus-county/  Learn more about the People-Forward Leadership™ framework  Get The 3 Pillars of People-Forward Leadership™  Recommended reading from People-Forward Leadership™    Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast on Spotify or  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from this episode on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.    Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    20 min
  6. What Your Team's Not Telling You And Why It's a Psychological Safety Issue

    12/04/2025

    What Your Team's Not Telling You And Why It's a Psychological Safety Issue

    Episode 28: What Your Team's Not Telling You And Why It's a Psychological Safety Issue  "Psychological safety isn't about lowering standards. It's about raising relational and learning standards so your people can actually meet the demands you're facing.” ~Dr. Carol Parker Walsh  In this solo episode, Dr. Carol Parker Walsh tackles one of the most misunderstood and most critical concepts in leadership today: psychological safety. With trust in senior leadership at its lowest point since the pandemic, and mentions of employee "distrust" and "misalignment" skyrocketing in workplace reviews, leaders can no longer afford to assume silence means everything is fine. Carol breaks down what psychological safety actually is (and isn't), explains why it's the foundation of the Adaptive Continuous Learning pillar in her People-Forward Leadership™ framework, and reveals the silent killer that's eroding trust in organizations everywhere: toxic positivity. Whether you're leading a team of five or five hundred, this episode will challenge you to examine the gap between the openness you think you've created and the safety your people actually experience.  Key Takeaways:  Psychological safety is the soil, not the garden. Without it, your strategies won't take root, your change initiatives will wither, and your best people will leave to find better ground.  Toxic positivity is the silent killer. When everyone smiles and agrees but no one speaks up, that's not safety—that's silence wearing a smile. And it takes years to unwind.  Your nervous system becomes part of the culture. Your reactions to mistakes, disagreement, and hard truths tell your team whether it's safe to be honest—every single day.  An open door isn't enough. Move from performative openness to structured voice by creating routines that make speaking up normal, not courageous.  Close the loop. The fastest way to destroy psychological safety is to ask for input and do nothing with it. Transparency and follow-through build trust.    Resources & Links  The Leader's Guide to Psychological Safety: A practical blueprint for developing psychological safety for productivity, innovation, and growth - https://www.carolparkerwalsh.com/services (scroll toward the bottom of the page)  Boston Consulting Group's study on psychological safety and retention (28,000 employees across 16 countries) - https://www.bcg.com/publications/2024/psychological-safety-levels-playing-field-for-employees   Glassdoor's Worklife Trends Report on workplace trust and the "Great Detachment” - https://www.glassdoor.com/blog/worklife-trends-2026/   Dr. Amy Edmondson's work on psychological safety - https://hbr.org/2025/05/what-people-get-wrong-about-psychological-safety   Learn more about the People-Forward Leadership™ framework  Get The 3 Pillars of People-Forward Leadership™  Recommended reading from People-Forward Leadership™   Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast on Spotify or  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from this episode on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.    Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    19 min
  7. The Reorg Playbook - How People-Forward Leaders Can Turn Disruption Into Opportunity

    11/20/2025

    The Reorg Playbook - How People-Forward Leaders Can Turn Disruption Into Opportunity

    Episode 27: The Reorg Playbook - How People-Forward Leaders Can Turn Disruption Into Opportunity  “Restructuring, while disruptive, can be a catalyst for growth when leaders are intentional about the right things.” ~Dr. Carol Parker Walsh  Episode Summary  Reorganizations aren’t slowing down, and uncertainty is hard on the brain, teams, and results. In this solo episode, Dr. Carol Parker Walsh shares a practical, people-forward way to navigate reorgs so you don’t just protect productivity, but you create opportunities for growth, innovation, and engagement. You’ll hear why restructures have become a permanent feature of organizational life, why treating them as “org chart swaps” backfires, and how to lead through three high-leverage moves. The goal: restore trust, distribute leadership, and use the disruption to build capability, so your organization emerges stronger, faster, and more resilient.  Key Takeaways  Reorgs are here to stay; uncertainty drives worst-case thinking. Leaders must name the disruption and guide people to a new baseline.  “Reset the baseline” means re-forming the team, clarifying vision, and showing how each role contributes to the next chapter.  Elevate the bench to identify and develop emerging leaders so capacity isn’t bottlenecked at the top. Engagement and speed follow.  Make communication restorative by soliciting “bad ideas,” reducing pressure to be right, and rebuilding psychological safety during change.  Use the window to upskill through micro-learning, cross-functional knowledge shares, and new tools turn disruption into durable capability.  Resources & Links  Learn more about the People-Forward Leadership™ framework  Get The 3 Pillars of People-Forward Leadership™  Recommended reading from People-Forward Leadership™  Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast on Spotify or  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from this episode on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.    Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    18 min
  8. The Brain-Smart Feedback Loop: Your Operating System of High-Performing Teams

    11/13/2025

    The Brain-Smart Feedback Loop: Your Operating System of High-Performing Teams

    Episode 26: The Brain-Smart Feedback Loop: Your Operating System of High-Performing Teams  “Feedback isn’t an HR ritual; it’s the operating system of your culture.” ~Dr. Carol Parker Walsh  Episode Summary  Most people don’t hate feedback, they hate how it’s delivered. In this solo episode, Dr. Carol Parker Walsh breaks down what the recipient’s brain is doing in those moments, why annual review rituals backfire, and how a living feedback loop turns coaching into a weekly habit that actually accelerates performance and retention. Drawing on her experience as a labor & employment attorney, Carol explains how silence, surprises, and vague judgments escalate into conflict and churn, and shows how simple, frequent, future-focused conversations (separate from compensation) calm the threat response and unlock real growth. You’ll hear a quick Deloitte example, one clean way to shape the conversation (CARES), and the leadership moves that make feedback feel like oxygen, not a fire alarm.  Key Takeaways  The brain often hears “We need to talk” as a threat. Clarity, control, and assurance can flip fight-or-flight off so people can learn and improve.  Annual, score-driven processes drain time and trigger defensiveness. Short, frequent, future-focused conversations are what move performance.  Keep development separate from compensation. When pay enters the room, learning leaves; give growth its own safe space.  Use a simple framework like CARES (Context, Action, Result, Explore, Support/Strengthen) to keep feedback specific, human, and actionable without turning it into a script.  Real change is a system shift: build manager capability, model from the top, measure conversation frequency, and give it time to take root.  Resources & Links  Learn more about the People-Forward Leadership™ framework  Get The 3 Pillars of People-Forward Leadership™  Recommended reading from People-Forward Leadership™  Reinventing Performance Management, Harvard Business Review (Deloitte Example)  Call to Action  Connect with us for behind-the-scenes content and leadership tips:  LinkedIn  Instagram  Facebook  YouTube  Enjoyed this episode? Don’t miss the next one. Subscribe to the People-Forward Leadership™ Podcast on Spotify or  Apple Podcasts  Leave a 5-Star Review: Share your biggest takeaway from this episode on your podcast platform.  Reach out: To learn how we can support your organization in implementing People-Forward Leadership™, email us at hello@carolparkerwalsh.com.    Thank you for listening! If you found this conversation valuable, please share it with a colleague or friend who might benefit from learning how to rebuild their leadership container for stronger results. We appreciate your support and look forward to having you tune in for future episodes.

    21 min
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Perspective and insights needed to address today’s challenges while positioning for tomorrow’s opportunities.

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