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- Per-Episode Audience
Est. listeners per new episode within ~30 days
1 - 1,000 - Monthly Reach
Unique listeners across all episodes (30 days)
1 - 5,000 - Active Followers
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1 - 500
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Recent episodes
How to Stay Strategic When Everything Is Moving Fast
Apr 21, 2026
Unknown duration
How Great Leaders Make Faster, Smarter Decisions When the Stakes Are High
Apr 14, 2026
Unknown duration
You Trained Your Team to Depend on You…Now What?
Mar 24, 2026
Unknown duration
Why Managing Across Is Harder Than Managing Down (And How Curious Leaders Build Influence)
Mar 17, 2026
Unknown duration
Why Your Team Keeps Crossing Boundaries (And How to Fix It Without Micromanaging)
Feb 24, 2026
Unknown duration
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| Date | Episode | Description | Length | ||||||
|---|---|---|---|---|---|---|---|---|---|
| 4/21/26 |  How to Stay Strategic When Everything Is Moving Fast | How do you know if your strategic thinking is actually effective, especially when everything feels like it’s moving faster than ever?In this mini episode of People Are the Worst, Lindsey and Lucy unpack a question many newer managers quietly wrestle with: Am I thinking strategically enough? When urgency is high and the pace of change keeps accelerating, it’s easy to slip into constant reaction mode rather than stepping back to see the bigger picture. Lucy breaks down a practical way to evaluate your own strategic thinking by focusing on four key behaviors. That includes understanding your company’s goals, staying informed about changes in your industry, intentionally carving out time to think beyond day-to-day tasks, and aligning your team around clear priorities.The conversation also explores how AI and rapid market shifts are forcing leaders to rethink how they make decisions and set strategy. Strategic thinking isn’t about always being right. It’s about lifting your head, taking context into account, and helping your team move forward with clarity.If you’ve ever wondered whether you’re being strategic enough in your role, this episode offers a simple framework to check your thinking and sharpen your leadership approach.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 4/14/26 | How Great Leaders Make Faster, Smarter Decisions When the Stakes Are High | In this episode of People Are the Worst, Lindsey and Lucy continue their exploration of leadership intelligence by tackling one of the most difficult skills modern leaders must develop: making quality decisions quickly.In this new world of AI evolution, leaders rarely have perfect information or unlimited time. New expectations emerge almost overnight, and waiting for certainty is no longer an option. Instead, strong leaders learn how to balance thoughtful input with forward momentum so their teams can keep moving. This conversation breaks down how leadership intelligence shows up in real decision-making moments, from prioritizing your time as a manager to knowing when performance management has run its course. Lindsey and Lucy also unpack how strategic thinking, delegation, and clarity of priorities help leaders avoid becoming the bottleneck for their teams.You’ll hear practical frameworks for evaluating when to make a decision, how to break complex decisions into smaller reversible ones, and how leaders can create alignment so teams can move faster without sacrificing thoughtful input.If you’ve ever felt stuck between moving too slowly and moving too fast, this episode will help you find the balance. In modern leadership, the goal isn’t perfect certainty but to build the confidence and clarity to decide confidently.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 3/24/26 | You Trained Your Team to Depend on You…Now What? | What do you do when a team member comes to you with questions all day long?In this mini episode of People Are the Worst, Lindsey and Lucy unpack a frustrating but surprisingly common leadership challenge: employees who rely on their manager for every decision.Leaders often accidentally train this behavior. Every time a manager immediately answers a question, they reinforce the pattern. Over time, the employee learns that the fastest path forward is simply asking their manager instead of thinking through the problem themselves.The solution is shifting from directing to coaching.Instead of giving answers, Lindsey walks through a simple coaching framework leaders can use to help employees develop their own problem-solving skills: the GROW model. By asking questions about the goal, the current reality, possible options, and the way forward, managers guide their team members to think through solutions on their own.It takes more time and patience upfront. But the payoff is powerful. Employees gain confidence, managers stop becoming the “human answer machine,” and teams start bringing solutions instead of just problems.If you feel stuck answering the same questions every day, this episode offers a simple shift that can change how your team operates.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 3/17/26 | Why Managing Across Is Harder Than Managing Down (And How Curious Leaders Build Influence) | In this episode of People Are the Worst, Lindsey and Lucy continue their Leadership Intelligence series by exploring a leadership challenge many managers underestimate: managing across.Unlike managing direct reports, managing peers comes with no formal authority. No one technically has to listen to you, follow your lead, or prioritize your work. Influence becomes the only real currency.That is where leading with curiosity becomes a powerful leadership skill.Rather than relying on hierarchy or positional power, curious leaders ask better questions, invite ideas, and create space for collaboration. By approaching cross functional relationships with curiosity instead of control, leaders build trust, uncover better insights, and move work forward even when they cannot dictate outcomes.In this conversation, Lindsey highlights why managing across can feel harder than managing down and why influence, not authority, becomes the defining leadership capability in modern organizations. If you have ever struggled to align peers, navigate cross functional work, or get buy in without formal authority, this episode offers a mindset shift that can transform how you lead across teams.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 2/24/26 | Why Your Team Keeps Crossing Boundaries (And How to Fix It Without Micromanaging) | In this episode of People Are the Worst, Lindsey and Lucy dig into one of the most common leadership challenges: blurred boundaries between managers and their teams.The question comes from Brock, a leader who feels stuck in the weeds and is struggling to protect his time while still supporting his team. What unfolds is a practical and grounding conversation about why boundary issues rarely come from bad intent and almost always come from unspoken expectations.Lindsey explains that many leadership frustrations stem from implicit expectations that were never clearly articulated. When roles, ownership, and decision rights are left undefined, managers naturally step in, lines blur, and over time, resentment builds on both sides. The solution is not pulling away, but slowing down long enough to make expectations explicit.If you feel stretched thin, this episode offers clarity without guilt and structure without rigidity.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 2/17/26 | Are Your Leadership Skills Built for a World That No Longer Exists? | AI is changing everything, from the way we work and communicate to the pace decisions are made. And if we’re honest, traditional leadership playbooks aren’t cutting it anymore.In this episode of People Are the Worst, Lucy and Lindsey introduce Leadership Intelligence, a modern leadership framework built for an era of change and an AI-driven, emotionally heavy world. Leadership Intelligence helps leaders to become resilient, curious, and deeply human when uncertainty is the norm.Lindsey & Lucy outline the five core skills leaders need in the AI era:Personal Resilience: Managing your inner narrative, catching negative self-talk before it nukes your confidence, and building the steadiness to lead through chaos.Team Resilience: Creating psychological safety, guiding through conflict, and proactively protecting culture as teams grow and evolve.Curiosity: Asking better questions, inviting dissent, and turning ambiguity into insight.High-Velocity Decision Making: Balancing data, stakeholders, and process to make smart decisions without stalling momentum.Staying Human: Leading with empathy, trust, and connection in a world that’s increasingly automated.This week, they go deep on the first two: personal and team resilience.You’ll hear practical tools such as:The four-question framework to rewire negative internal chatterHow to make expectations explicit to protect your time and energyUsing Stephen Covey’s Spheres of Control to coach without absorbing emotional laborSetting boundaries without guiltBuilding culture intentionally as your company growsMotivating teams through ambiguity without pretending you have all the answersIf leadership feels heavier than ever before right now, you’re not imagining it. Leadership Intelligence is how you stay grounded in it. Listen and start building the key skills you need for what’s next.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 2/10/26 | How Do You Tell Someone They’re Not Getting a Raise This Year? | Money conversations are never neutral but they can be really straightforward and empathetic. In this mini episode, we tackle one of the toughest moments in leadership: telling someone they are not getting a raise.We break down how to lead with clarity instead of overexplaining, why the core compensation message needs to come first, and how sticking to the facts actually builds more trust. You will hear how to prepare your rationale, when to stop talking, and why empathy is your most powerful tool once the reaction comes.We also unpack a common dilemma: Should performance reviews and compensation discussions happen together or separately? If you want your feedback to land, timing matters.If compensation season makes you nervous, this episode gives you a simple, steady framework to handle it with confidence and care.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 2/3/26 | “You Don’t Deserve a Raise This Year” and Other Conversations You Hate Having | Whether you’re navigating performance reviews or holding the line on salary bands, talking about money in the workplace can get awkward fast.In this episode, we dive into the most nuanced, and avoid-at-all-costs conversations managers are often thrown into without a script. We walk through some real-world questions from leaders dealing with everything from disappointed team members to deserving-but-not-ready promotion seekers.You will gain our advice on:How to tell someone they’re not getting a raise with empathyThe order (and emotional load) of separating performance reviews from compensation What to do when a mid-level outperformer starts comparing themselves to a higher-paid peer who’s not performing as wellHow to address the “I want more money but I haven’t taken any more initiative” dilemmaWhy making promises you can’t keep is one of the fastest ways to ruin trustHow to keep top performers motivated when they’ve hit the top of their compensation bandWe also tackle the subtle dynamics that can erode team morale such as rewarding the squeaky wheel, accidentally underpaying the “nicest” team members, and how to calibrate compensation across a team with fairness and transparency.By the end of this episode, you’ll have language to use, failure modes to avoid, and a stronger compass for leading with clarity and care during compensation season.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 1/6/26 | How to Give Tough Feedback When You Know They’ll Get Defensive | Giving feedback is hard. Giving feedback to someone you know is going to react emotionally or defensively? That’s a whole different level of dread.In this mini episode of People Are the Worst, Lucy and Lindsey respond to a question from Mandy, a manager facing one of the most uncomfortable leadership moments: delivering tough, repeated feedback to a direct report who hasn’t taken it well in the past.We break down how to manage the moment without escalating emotions or shutting the conversation down. You’ll learn how to prepare yourself emotionally before the conversation, why stating your intention upfront matters more than you think, and how empathy can quickly de‑escalate defensiveness.Lucy walks through a simple but powerful empathy framework you can use in real time, agreeing with something true, summarizing what you’re hearing, naming the emotion, and asking a gentle question that re‑engages the other person’s thinking brain. Lindsey adds why this approach works so well and how empathy, when done correctly, is the fastest path to calmer, more productive conversations.We also talk about the role of vulnerability, how summarizing throughout the conversation helps people feel heard, and how to keep the discussion focused on alignment rather than blame.If you’ve been putting off a feedback conversation because you’re worried about tears, defensiveness, or emotional fallout, this mini episode will give you language, structure, and confidence to handle it with clarity and care.Good luck, Mandy! We’re rooting for you.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 12/16/25 | Performance Reviews: We Agreed, but They Didn’t Follow Through | You gave the feedback. You agreed on the next steps. You even wrote it down.So why is your direct report acting like it never happened?In this episode of People Are the Worst, Lucy and Lindsey dive into one of the most frustrating patterns managers face: when someone receives clear, thoughtful feedback but somehow, nothing changes.Whether it’s passive resistance, people-pleasing, or a lack of psychological safety, the reasons someone “forgets” feedback are rarely surface-level. We talk about:Why “nice” employees often resist feedback more than difficult onesThe neuroscience behind competing commitments and why good intentions still lead to bad follow-throughHow to use language that creates clarity and accountability (without micromanaging)The difference between feedback and norms, and how to align your team on bothWhy “I must help if someone asks” is wrecking your team’s productivityThe subtle ways feedback avoidance shows up in remote team dynamicsPlus: real scripts, tactical tools, and stories that show how to move from “we talked about it” to “we did something about it.”If you’ve ever felt stuck in the “we’ve already talked about this” loop, this episode will give you the clarity, confidence, and language to break the cycle.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
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| 12/2/25 | How to Build Psychological Safety Without Killing the Conversation | In this quick mini-episode, Lucy and Lindsey break down what psychological safety actually looks like in practice. If you want a team that debates ideas, takes risks, and speaks up without fear, it starts with modeling vulnerability yourself.They share simple, real-world ways to create a safer environment for honest conversation, from admitting what you don’t know to calling forward quieter voices and using devil’s advocate prompts to normalize disagreement. Plus, a surprising reminder: overly polished meetings can shut people down. Sometimes, less structure leads to more honesty.A short, practical guide for any manager trying to get their team talking again.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 11/18/25 | How Do I Get My Team to Take More Risks and Actually Speak Up? | If you want your team to think like owners, take initiative, debate ideas, and share real opinions in meetings, but you keep getting silence, hesitation, or “Just tell me what to do” vibes, this episode is for you.In this episode, we’re answering a question from a manager who wants his team to lean in more, take risks, and bring forward their own recommendations rather than wait for direction every time. We dig into what really gets in the way of ownership and proactivity, and (spoiler alert) sometimes the problem starts with us as managers.We’ll show you how to:Get out of your team’s way, for realSet expectations that actually create ownershipDe‑risk decision‑making with guardrails instead of approvalsReinforce risk‑taking with meaningful praiseAvoid accidental micromanaging (even when you think you’re helping)Then, we shift into a question from another manager: “Why does my team go silent in meetings but share all their opinions privately?”We’ll walk you through tactical ways to build psychological safety, model vulnerability, encourage debate, and set up meeting formats that help both “speak‑to‑thinkers” and “think‑to‑speakers” contribute confidently.Finally, Natalie asks: “When’s the right time to ask for feedback and how do I actually get useful input?”We break down how to ask for specific feedback, how often to request it, and how to receive it without defensiveness, even when it stings a little.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think.Additional Resources:Psychological Safety Survey (Amy Edmondson)Rate your team of peers: 2 points = True | 1 = Sometimes True | 0 = FalseIf you make a mistake on this team, it is rarely held against youMembers of this team are able to bring up problems and tough issuesPeople on this team don’t reject others for being differentIt is safe to take a risk on this team It is easy to ask other members of this team for helpNo one on this team would deliberately act in a way that undermines my effortsWorking with members of this team, my unique skills and talents are valued and utilized Rating Scale: 0-5 - Psychological safety on your team needs some work. What can you do immediately to make some progress here?6-10 - Psychological safety is not bad, but some improvement would go a long way11-14 - Great job! Psychological safety on your team is high! | — | ||||||
| 11/11/25 | The Tuna Fish Incident: When Feedback Gets… Fishy | Not all feedback conversations are high stakes; sometimes, they just smell that way. In this quick mini‑episode of People Are the Worst, Lucy and Lindsey share a hilarious (and painfully relatable) story about one of the trickiest office offenses of all time: the tuna fish lunch.What starts as a small complaint about a strong scent turns into a reminder that even the awkward, low‑impact moments at work deserve a little courage and a sense of humor. Because giving feedback doesn’t always have to feel like confrontation. Sometimes, it’s just about saying what everyone’s already thinking (kindly).Listen for a laugh, a dose of reality, and proof that feedback can be both direct and human.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 11/4/25 | What Do I Do When a Direct Report Keeps “Forgetting” Feedback? | Welcome to the first episode of People Are the Worst, the podcast where leadership meets reality. We’re Lucy Georgiades and Lindsey Nehls, co-founders of Elevate Leadership, and in this premiere episode, we’re diving into three very real challenges people leaders face every day:What do you do when a direct report keeps “forgetting” feedback and backslides on performance again and again?Should you say something when your team turns cameras off in meetings but not in 1:1s?How do you support career growth when there are zero promotion opportunities in your org chart?We share real-world coaching stories and tactics we’ve seen work across teams, including confronting competing commitments, using levity in awkward moments (tuna fish lunch, anyone?), and facilitating growth in flat organizations by designing experiences instead of chasing titles.This episode is full of actionable advice to help you lead your team with clarity, compassion, and confidence.Want to Ask Us a Question? We’re taking real questions from real managers and people leaders. Email us at dearlandl@elevateleadership.com, and we just might feature yours in a future episode.Learn more about our solutions at https://www.elevateleadership.com/Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/Subscribe on Apple, Spotify, or YouTube so you never miss an episode. And leave us a review to let us know what you think. | — | ||||||
| 10/9/25 | People Are the Worst TRAILER | Welcome to People Are the Worst: Smart strategies for surviving people problems at work!You know that moment when you close your laptop after back-to-back meetings and think, “People are the worst”? Yeah, us too. And that’s exactly why this podcast exists.We are Lindsey Nehls and Lucy Georgiades, cofounders of Elevate Leadership, and together we’ve coached thousands of people leaders through the chaos of managing humans at work. Now, we’re taking all those hard-earned lessons, ridiculous stories, and practical tools and bringing them straight to you.In this trailer, we’re introducing what People Are the Worst is all about and what you can expect from each episode. Whether you’re leading a team, managing up, or stuck between a rock and a people problem, we’ve got you. We’ll tackle questions like:How do you influence without authority?How do you lead through constant change?How do you give feedback that lands and preserves the relationship?How do you think strategically when you’re drowning in daily fires?Let’s figure out our people problems—together.Learn more about our solutions here. Connect with Lindsey on LinkedIn.Connect with Lucy on LinkedIn.Email us with your questions, and we may answer them on an upcoming episode: dearlandl@elevateleadership.com. | — | ||||||
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