The Lead Relationally Podcast

Chris and Brad
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An invitation to discover a better way to lead people! Join the conversation with Chris and Brad as they walk, talk, and share what they're discovering.

  1. Aug 14

    The 7 C's of Relationships - Communication

    Communication might be the most talked-about leadership skill out there, and most of us assume we're doing it well. After all, we're leaders, so we're doing something right. But in this episode of the 7 C's of Relationships series, Chris and Brad push our leadership further and challenge some of the big assumptions we all make. Saying, "But I told them..." is never as good as being able to say, "They understood me." The best leaders measure communication not by what they said, but by what actually landed. From the tone of an email to group chat culture to the timing of a Friday-afternoon message, the guys unpack the small, often-overlooked choices that quietly shape how connected — or disconnected — a team really feels. But this isn't about streamlining communication systems. It's about understanding the healthy culture of interaction that emerges from high-trust relationships. Real communication isn't mechanical at all; it's deeply human, and the proof is in the humour ;) Whether you're managing a team of three or thirty, this episode offers a practical, relatable framework for turning communication from a checkbox into a genuine leadership advantage. Key Takeaways: - Communication isn't what you said — it's what the other person heard. We may not like it, but those are the rules! - Clarity and quality aren't the same thing. Quality is about whether your message actually connects with the specific person receiving it, not just whether it's well-written. - Timeliness and rhythm matter more than volume. Predictable, well-paced communication builds more trust than constant, scattered messaging ever will. - Humour is a trust signal, not a distraction. When leaders can laugh at themselves first, it creates safety for the whole team — but it only works where trust truly exists. - Your team isn't a single-celled organism. Real connection happens person by person, and team culture changes one relationship at a time. Let's talk it out!

  2. Jul 31

    The 7 C's of Relationships - Chemistry

    Have you ever clicked instantly with someone and had no idea why? Or have you felt awkward around a teammate who seems to get along really well with everyone else? In this episode of the Lead Relationally podcast, Chris and Brad tackle the wildest of the seven C's: Chemistry. It's not the same thing as having things in common, or seeing the world the same way. It's that "je ne sais quoi" that there's just no accounting for. Unlike the other "C's" of relationships, Chemistry can't be manufactured, scheduled, or willed into existence — you either have it, or you don't. That reality can be both frustrating and, weirdly, freeing. Key Takeaways: - Chemistry is real, but it's not earned: Unlike the other "C's" of relationships, Chemistry simply is or isn't there — you can discover it, but you can't manufacture it. - Common ground doesn't equal chemistry: You can share tons in common with someone and still lack chemistry, or click instantly with someone who is totally different from you. - Low chemistry isn't a verdict on you or them: It doesn't mean you're an awkward leader or that the other person is difficult — it just means the "chemical reaction" isn't there. - Lead with self-awareness and lean on the other six C's to build strong relationships regardless of the "spark." - Chemistry can give your leadership of someone a real head start, but it can also work against you. It can skew the decision-making process and cause us to overestimate that person's abilities. It can also lead to the perception of playing favourites. Join the guys for a walk and a conversation!

  3. Jul 17

    The 7 C's of Relationships - Conflict

    Conflict has a branding problem. We hear the word and immediately think "bad," but Chris and Brad are here to make the case that conflict isn't the enemy of a healthy relationship — it's actually proof that the relationship matters enough to be tested. In this episode, the guys dig into why conflict is completely unavoidable, and why the leaders who try to dodge it entirely usually end up worse off than the ones who learn to lean in. Using the metaphor of a runaway train, Chris and Brad walk through what happens when we avoid conflict instead of addressing it early: it doesn't disappear, it picks up speed. They share how they've each learned (and are still learning) to slow their own trains down, hold the tension a little longer, and approach hard conversations with more humility and curiosity. If you've ever frozen up before a tough conversation or told yourself "no conflict means we're doing great," this episode will change how you think about it. Key Takeaways: - Conflict isn't optional; it's inevitable. Every relationship worth having will eventually be tested. The goal isn't to avoid it; it's to navigate it well. - Avoided conflict doesn't vanish; it compounds. Like a runaway train, unaddressed tension picks up speed and gets harder to control the longer you wait. - Low conflict isn't always a good sign. Sometimes it just means the relationship hasn't been tested yet, or issues are being buried instead of resolved. - Self-awareness is your best tool. Knowing your own tendency (hothead vs. avoider), and the trust level you actually have with the other person determines how you should approach the conversation. - Navigated well, conflict builds trust. The relationships that last aren't the ones without friction, they're the ones where both people chose to work through it and stayed.

  4. Jul 3

    The 7 C's of Relationships - Commitment

    Got commitment issues? So do Chris and Brad! And they're ready to tell all in this episode of the 7 C's of Relationships series. Commitment is the piece that reveals how much a relationship actually matters to us, and how willing we are to fight for its health. The real work is figuring out where each relationship should sit on that spectrum, and being honest when it's out of whack. Commitment can't be faked, and the guys ask some honest questions, like: Am I actually committed to my people, or just to what they can do for me? Leaders who go first in offering real commitment and can manage the balance of expectations end up building teams that trust them, buy in, and go the extra mile. Key Takeaways: - Commitment isn't one-size-fits-all. Healthy relationships exist at every level of the spectrum, from your barista to your spouse. The goal isn't maximum commitment everywhere; it's the right level for each relationship. - People can't fake commitment for long. Your actions, not your words, are the real measuring stick, and others will eventually see the difference between the two. - Balance matters even more than the level of commitment. A relationship where both people are equally invested (even at a low level) is healthier than one where commitment is lopsided. - As a leader, you set the tone. Your team's commitment to each other often mirrors the commitment you're willing to show first. See you out on the path!

  5. Jun 19

    The 7 C's of Relationships - Calendar

    "If it's on the calendar, it gets done! " That's true, but these are our people we're talking about... Your calendar isn't just a scheduling tool — it's a double-edged sword that can both prioritize people by being intentional about them, and also diminish them by treating them like a task to be completed. Our calendars are huge windows into our relationships. Understanding how our people are showing up on them reveals how much we actually prioritize them as people. In this episode, Chris and Brad take their walk-and-talk into the next installment of the 7 C's of Relationships series, unpacking the messy truth that more time on the calendar doesn't automatically mean a deeper connection. There's a difference between rigid, transactional scheduling and intentional, relational use of time — including how margin, flexibility, and even spontaneous check-ins communicate care in ways that giving more chunks of time ever could. Whether you're a natural planner who thrives on structure or someone who bristles at rigid time blocks, this conversation will challenge how you look at those meetings, touch points, and open slots on your calendar. Top 5 Key Takeaways: - Your calendar is a measurement tool: how and when someone shows up on it reflects how much you're prioritizing that relationship — whether you mean it to or not. - More time isn't automatically better. A weekly meeting with your boss might get more hours than a close friend, without the relationship being any deeper. - Building in margin (not overscheduling every minute) gives you room to extend time when a conversation actually needs it — and that flexibility communicates care. - Rigid, identical time slots can make people feel like just another task to check off, even when you're genuinely trying to invest in them. - Small, unscheduled touches — a quick text, a spontaneous call — count as "calendar moments" too, and they balance out purely transactional check-ins. Plan to take a walk with the guys and call it a date!

  6. Jun 5

    The 7 C's of Relationships - Context

    What actually makes a relationship tick - and why do some connections fade the moment circumstances change? In this episode, Brad and Chris kick off their new series on the 7 Components of Relationship with the first "C" - Context. Whether it's a shared workplace, a carpool, a hockey team, or a life experience like illness or loss, context is the invisible engine powering most of our connections. And once you understand it, you'll never look at your relationships the same way again. From the colleague you'd follow to a new city, to the instant bond formed between two strangers who've faced the same hardship, the guys unpack how context works at every level - current, historical, and life-based. They also get practical: how can leaders intentionally create or shift context to strengthen their teams? Key Takeaways - Context is one of 7 measurable components of any relationship - and it works as a powerful accelerant when shared, or a barrier when lost. - There are three layers of context: current (shared spaces/activities), historical (past shared experiences), and life context (shared life circumstances). - When context changes, relationships often change with it - and that's not a failure; it's just how human connection works. - Leaders can intentionally engineer context to increase team connection through simple tweaks like shared lunches, clubs, or cross-department collaboration sessions. - Context alone doesn't tell the full story of a relationship, but it gives you a huge piece of the puzzle, and it's always a great place to start. Grab your walking shoes and join the conversation!

  7. May 22

    Rewarding Relationally

    Because we don't all scream for ice cream... What if the way you're rewarding your team is actually driving them away? In this candid conversation, Chris and Brad dig into one of leadership's most overlooked blind spots — the disconnect between how leaders think they're motivating their people and what their people actually need. From promotions that backfire to bonuses that feel hollow, they unpack why the go-to rewards (money, titles, or even ice cream) often miss the mark entirely. Whether you're managing a big team or a small one, you'll be challenged to rethink how you're appreciating your people. The guys make the case that relational leadership isn't just "nice to have" — it's the difference between a team that stays, grows, and thrives, and one that quietly walks out the door. Key Takeaways • Money is a very limited currency. Compensation matters, but when it becomes the only reward, you've unintentionally built a culture where loyalty is for sale to the highest bidder. • A premature promotion can be a punishment in disguise. Elevating someone before they're ready — without support or preparation — doesn't actually reward them, it isolates them. • Different people are driven by different currencies. One person wants a raise. Another wants to lead a project. Another just wants more of a voice at the table. Assuming everyone values the same reward is one of the most common (and costly) leadership mistakes. • Relational equity is your best retention strategy. A great culture is so valuable that people will turn down higher-paying opportunities to be part of it. Being known, valued, and invited into the conversation is a reward that money simply can't replicate. Join the guys on the path for another great chat!

  8. May 8

    Rest & Relaxation...a Rebuttal

    It sounds so great! So why isn't it working? Have you ever come home from a holiday feeling like you need another one? There's a reason for that, and it's not because you didn't get enough sleep. While we can take a break from the tasks and even the challenges of work, what we cannot do is leave behind who we are as leaders. We don't become different people on a weekend away. Everything we believe about ourselves and those we lead gets packed up and brought with us. So what do we actually need from our time away? And how do we come back ready to be the best leaders we can be? Well, we weren’t entirely sure, so we put on our shoes, hit the path, and ended up questioning one of leadership culture's most overused words: balance. What we dig into: Why the standard R&R philosophy often doesn't deliver what it promises, and the questions we should be asking insteadThe uncomfortable difference between resting and running away (and only you know which one you're doing ;)Why the healthiest way to reset and refocus isn't more time alone, and the relational solution to this Come with us for a walk and a conversation about a sustainable leadership lifestyle built on rhythms, honest self-reflection, and ensuring the right people are alongside you.

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An invitation to discover a better way to lead people! Join the conversation with Chris and Brad as they walk, talk, and share what they're discovering.

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