
Insights from recent episode analysis
Audience Interest
Podcast Focus
Publishing Consistency
Platform Reach
Insights are generated by CastFox AI using publicly available data, episode content, and proprietary models.
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Total monthly reach
Estimated from 4 chart positions in 4 markets.
By chart position
- 🇦🇺AU · Management#1575K to 30K
- 🇷🇴RO · Management#179500 to 3K
- 🇸🇬SG · Management#192500 to 3K
- 🇲🇾MY · Management#192500 to 3K
- Per-Episode Audience
Est. listeners per new episode within ~30 days
1.9K to 12K🎙 Daily cadence·124 episodes·Last published 4d ago - Monthly Reach
Unique listeners across all episodes (30 days)
6.5K to 39K🇦🇺77%🇷🇴8%🇸🇬8%+1 more - Active Followers
Loyal subscribers who consistently listen
2.6K to 16K
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Reach across major podcast platforms, updated hourly
Total Followers
—
Total Plays
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* Data sourced directly from platform APIs and aggregated hourly across all major podcast directories.
On the show
From 17 epsHosts
Recent guests
Recent episodes
How to use Restorative Justice Circles to lead better groups (Part 1 with Frank Velasquez Jr.)
Jun 23, 2026
20m 33s
How to Communicate as a Leader when Times are Tough
Jun 16, 2026
21m 34s
Balancing empathy and performance in leadership
Jun 9, 2026
38m 37s
Unlock Your Potential with CIDER Strategies: A Step-by-Step Guide
Jun 2, 2026
24m 24s
From Burnout to Bliss: Transformational Leadership and Self-Awareness with Tina Paulus Krause (part 1)
May 26, 2026
33m 21s
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| Date | Episode | Topics | Guests | Brands | Places | Keywords | Sponsor | Length | |
|---|---|---|---|---|---|---|---|---|---|
| 6/23/26 | How to use Restorative Justice Circles to lead better groups (Part 1 with Frank Velasquez Jr.) | In this week’s episode, Frank Velásquez Jr. joins Chris and Lucie to share his journey into restorative justice, leadership as a person of color, and how restorative circles can transform organizational culture. Discover practical insights on authentic leadership, facilitation, and creating safe spaces for difficult conversations. Leaders of color often struggle with authenticity due to organizational and societal pressures. The importance of being authentic to yourself What are Restorative Justice Circles and how are they different from other types of group facilitation? How can you use agreements to change the tone of your group sessions About Frank (He/Him/His) Storyteller Extraordinaire, Social Justice Warrior, and Relationship Cultivator! In relentless pursuit of racial and gender equity, Frank’s warmth brings folks together to talk through the tough stuff. To Frank, every person’s story matters like each ingredient in a yummy bowl of gumbo. Each standing on its own, but together making something unforgettable. From major conferences like the Nonprofit Storytelling Conference, AFP ICON, and AFP Lead to training rooms everywhere from Walt Disney World to the MGM Grand Las Vegas, Frank has reached thousands of folks with narratives that just hit different, leaving each group invigorated with his unique blend of storytelling magic, quick wit, and social justice fire!As the Founder of 4 Da Hood and the visionary behind the Ascending Leaders in Color leadership program, Frank forges pathways for Peeps of Color to step into their power - authentically, courageously, and with unapologetic joy. Because for Frank, advancing equity isn’t just a job - it's about thriving in a world our ancestors dreamed for us, a world where communities of color have the same access and opportunity to build their generational wealth.And he's doing it one connection, one story, one courageous conversation at a time. Connect with Frank: LinkedIn - https://www.linkedin.com/in/frankvelasquezjr/ Twitter - https://twitter.com/frankvelasquezjr Restorative Justice Practices - International Institute for Restorative Practices - https://www.iirp.edu/ 4DaHood - Organization founded by Frank Velásquez Jr. - https://4dahood.org/ Ascending Leaders of Color Program - https://ascendingleaders.org/ Connect with us: Email – tas.difficultconversations@gmail.com Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 20m 33s | ||||||
| 6/16/26 | How to Communicate as a Leader when Times are Tough | In this episode, Will Hobart shares insights on leadership, transparency, managing anxiety, and building trust within organizations. Discover practical strategies for effective communication and authentic leadership in challenging times. About our guest: Will Hobart is an education leader, strategist, and nonprofit executive with more than 15 years of experience helping organizations navigate complex challenges, build strong partnerships, and create opportunities for student success. His career has included roles as a middle school teacher, school district administrator, and nonprofit leader, providing a unique perspective on how communication, trust, and collaboration drive meaningful change. Throughout his career, Will has led efforts to expand college access, strengthen career pathways, and improve outcomes for young people. He is passionate about bringing people together across diverse perspectives to solve complex problems and create lasting impact. Will believes that many of the most important breakthroughs in organizations and communities begin with honest, courageous conversations. He has led teams through periods of growth, uncertainty, and transformation, and has seen how empathy, curiosity, and clarity can strengthen relationships and move people toward shared goals. Contact Will: Will Hobart - LinkedIn Golden Apple Foundation for Excellence in Teaching Connect with us: Email – tas.difficultconversations@gmail.com Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 21m 34s | ||||||
| 6/9/26 | Balancing empathy and performance in leadership✨ | leadershipempathy+4 | Will Hobart | — | — | leadershipempathy+5 | — | 38m 37s | |
| 6/2/26 | Unlock Your Potential with CIDER Strategies: A Step-by-Step Guide✨ | CIDER strategiesleadership+4 | Lucie TesarovaTina Paulus-Krause | Your Leadership Legacy PodcastDifficult Conversation Playbook for Leaders+1 | — | CIDER methodologyleadership coach+4 | — | 24m 24s | |
| 5/26/26 | From Burnout to Bliss: Transformational Leadership and Self-Awareness with Tina Paulus Krause (part 1)✨ | burnouttransformational leadership+5 | Tina Paulus Krause | Your Leadership Legacy PodcastDifficult Conversation Playbook for Leaders+1 | — | burnouttransformation+5 | — | 33m 21s | |
| 5/19/26 | How to address underperformance when the employee is a friend (Part 2 with Ashley Cox)✨ | underperformancedifficult conversations+4 | Ashley Cox | Transform Your StoriesThe Impact Ripple Podcast | — | underperformanceleadership+5 | — | 20m 58s | |
| 5/12/26 | How can women in leadership thrive? (Part 1 with Ashley Cox)✨ | women in leadershipgender dynamics+3 | Ashley Cox | The Impact Ripple PodcastTransform Your Stories+3 | — | leadershipwomen in business+3 | — | 21m 26s | |
| 5/5/26 | How to deal with difficult emotions in Difficult Conversations (Part 2 with Laura Morgan)✨ | difficult conversationsemotional intelligence+3 | Laura Morgan | Meketa Investment Group | — | difficult emotionsconflict+3 | — | 18m 13s | |
| 4/28/26 | How to get comfortable with emotions in difficult conversations (Part 1 with Laura Morgan)✨ | emotional intelligencedifficult conversations+3 | Laura Morgan | Meketa Investment Group | — | emotionsdifficult conversations+3 | — | 19m 18s | |
| 4/21/26 | How to Deliver Bad News Effectively with Dr. Toby Campbell (Part 2)✨ | delivering bad newsdifficult conversations+3 | Dr. Toby Campbell | University of Wisconsin-MadisonA Doctor's Guide to Hard Conversations+2 | — | bad newscommunication+5 | — | 20m 01s | |
Want analysis for the episodes below?Free for Pro Submit a request, we'll have your selected episodes analyzed within an hour. Free, at no cost to you, for Pro users. | |||||||||
| 4/14/26 | How to Deliver Bad News: Insights from end-of-life conversations (Part 1)✨ | bad news deliveryend-of-life conversations+4 | Dr. Toby Campbell | University of Wisconsin-Madison | — | difficult conversationscommunication skills+3 | — | 29m 19s | |
| 4/7/26 | How to Advocate for Self and Others - Roleplay (Part 2)✨ | Inclusive leadership strategiesAdvocacy and storytelling+3 | Gift Tshuma | March of Dimes CanadaBlurring the Boundaries+2 | — | inclusive leadershipadvocacy+7 | — | 21m 30s | |
| 3/31/26 | How to Speak Up When the System Wasn't Built for You (Part 1)✨ | advocacystorytelling+3 | Gift Tshuma | March of Dimes CanadaBlurring the Boundaries+2 | ZimbabweCanada+1 | advocacyaccessibility+6 | — | 29m 49s | |
| 3/24/26 | How to make difficult conversations simpler (Part 2 with Travis Dalrymple)✨ | difficult conversationscommunication strategies+3 | Travis Dalrymple | How To Suck As A Leader | — | difficult conversationscommunication+3 | — | 22m 58s | |
| 3/17/26 | How to make difficult conversations simpler (Part 1 with Travis Dalrymple)✨ | difficult conversationsleadership+3 | Travis Dalrymple | The Leadership LabHow to Suck As a Leader | — | leadershipcommunication+3 | — | 27m 14s | |
| 3/10/26 | How to deal with overbearing parents (Part 2 with Roberta Dombrowski)✨ | overbearing parentsboundary setting+4 | Roberta Dombrowski | — | — | difficult conversationsfamily dynamics+3 | — | 32m 49s | |
| 3/3/26 | How to set boundaries with your family (Part 1 with Roberta Dombrowski)✨ | setting boundariesfamily dynamics+4 | Roberta Dombrowski | In Her WordsLinkedIn+3 | — | boundariesfamily+6 | — | 19m 21s | |
| 2/24/26 | Roleplay: Dealing with Inappropriate Jokes in the Workplace (Part 2)✨ | workplace behaviorfeedback strategies+3 | Rachel Platt | PLATTinum Consulting | — | inappropriate jokesworkplace respect+3 | — | 19m 53s | |
| 2/17/26 | How to Navigate Disrespectful Behavior in the Workplace with Rachel Platt (Part 1)✨ | workplace behaviorleadership+4 | Rachel Platt | PLATTinum Consulting | — | disrespectful behaviorleadership+4 | — | 31m 25s | |
| 2/10/26 | Roleplay: Performance conversations with Peter Vinge (Part 2) | How do you tell someone they are not performing at the level you expect or need them to, without crushing them or demotivating them, and instead making them feel supported and motivated to improve? Hear how Peter Vinge does it in the different performance feedback roleplays with Chris Wong and Lucie Tesarova. Missed part 1 of this conversation on performance discussions? Check out part 1 here. takeaways Performance conversations can be approached without discomfort. Role-playing scenarios can help practice feedback delivery. Empathy is crucial in leadership and team dynamics. Leaders should focus on facts rather than emotions during feedback. Creating a safe environment encourages open communication. Empowering team members leads to better performance outcomes. Self-leadership is essential for effective management. Understanding individual challenges can improve team dynamics. Clear expectations help align team goals and performance. Building rapport is key to successful leadership. Chapters 00:00 Introduction to Performance Conversations 00:06 Role-Playing Difficult Conversations 07:15 Empathy in Leadership 15:25 Building Empathy and Understanding in Leadership 19:31 The Importance of Self-Leadership About Peter Vinge Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on. www.TORBAYConsulting.com https://www.linkedin.com/company/torbayconsulting Connect with us: Email – tas.difficultconversations@gmail.comChris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for LeadersLucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 28m 03s | ||||||
| 2/3/26 | How to Address Performance Issues with Peter Vinge (Part 1) | In this conversation, Chris Wong and Lucie Tesarova engage with HR consultant Peter Vinge to explore the complexities of performance conversations in leadership. They discuss the importance of clear communication, the distinction between kindness and niceness, and the necessity of addressing performance issues promptly. Vinge shares insights on how to prepare for feedback sessions, manage emotions, and navigate sensitive situations, including those involving protected classes. The discussion also covers the effective use of Performance Improvement Plans (PIPs) and the significance of building trust within teams. Takeaways Performance conversations can be approached without discomfort. Kindness creates clarity, while niceness avoids discomfort. Address performance issues immediately to maintain trust. Document patterns of behavior for effective feedback. Prepare data and facts before performance conversations. Emotions should be set aside during feedback discussions. Transparency builds trust in difficult conversations. PIPs should not be a surprise to employees. Clear expectations are essential for performance improvement. Empowering teams leads to better performance outcomes. About Peter Vinge Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on. www.TORBAYConsulting.com https://www.linkedin.com/company/torbayconsulting Chapters 00:00 Introduction to Performance Conversations01:53 The Journey into HR05:02 Understanding Performance Feedback08:01 Identifying Performance Issues11:00 The Importance of Documentation13:56 Preparing for Performance Feedback16:47 Managing Emotions in Feedback19:48 Navigating Sensitive Conversations23:09 The Role of Performance Improvement Plans (PIPs)30:41 Navigating Performance Improvement Plans (PIPs)34:51 Role-Playing Difficult Conversations34:52 Introduction to Performance Conversations Connect with us: Email – tas.difficultconversations@gmail.comChris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for LeadersLucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessme | 34m 58s | ||||||
| 1/27/26 | How to Create Teams that Innovate (Part 2 with Kristina Joy Carlson) | In the 2nd part of their interview with Kristina, Chris and Lucie explore the importance of fostering a culture of productive disagreement within teams. Kristina shares strategies for transforming meeting dynamics, encouraging open dialogue, and the value of contrarian perspectives. She shares her advice on how to encourage people to speak up and she even goes through a role play in which she shows how a leader might handle someone pushing back on their idea. Takeaways - Creating a culture of productive disagreement is essential for team growth. - Asking the right questions can foster open dialogue. - Encouraging team members to find contrarian perspectives can lead to better decision-making. - Learning from criticism can provide valuable insights for improvement. About Kristina Joy Carlson Kristina Joy Carlson is a sought-after speaker and best-selling author of Essential Principles for Fundraising Success, and the soon-to-be released, Outrageous Kindness: A Mindset. A Method. A Movement, Kristina knows how to navigate change and turn challenges into opportunities. While leading businesses and driving global philanthropic growth, she managed nearly a decade of intense caregiving, profound grief, and her own cancer battle—an experience that reinforced the power of purpose, perspective, and action. Kristina has helped maximize the philanthropic engagement of former US Presidents and other heads of state, Fortune 500 CEOs, Forbes 400 individuals, faith leaders, celebrities, and everyday people. Today, as founder and CEO of Outrageous Kindness, she is applying that wisdom to create a movement that inspires leaders, philanthropists, and individuals to take bold, high-impact action, embrace accountability, and experience the magic of small acts that create big results. Learn more about her: Her website Get her book, Outrageous Kindness: Amazon Square Books Connect with us: Email – tas.difficultconversations@gmail.comChris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for LeadersLucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 31m 30s | ||||||
| 1/20/26 | How to Create Teams that Innovate (Part 1 with Kristina Joy Carlson) | This week, Chris Wong and Lucie Tesarova talk with Kristina Joy Carlson, founder and author of "Outrageous Kindness." There’s lots of talk around the idea of psychological safety. And one way that plays out in real life is a culture where open disagreement is not only accepted but encouraged. Kristina talks about how a culture of fear can stifle communication and innovation. She advocates for a mindset of generosity and constructive feedback, which is essential for personal and organizational growth. She highlights the detrimental effects of a 'yes-man' culture, where assumptions replace data-driven decision-making. Takeaways - If you want your teams to be good at communicating, you have to model that. - A culture of assumptions can cost organizations tremendous potential, money, and more - You have to commit to learning and hearing different perspectives. - How to interpret team silence About Kristina Joy Carlson Kristina Joy Carlson is a sought-after speaker and best-selling author of Essential Principles for Fundraising Success, and the soon-to-be released, Outrageous Kindness: A Mindset. A Method. A Movement, Kristina knows how to navigate change and turn challenges into opportunities. While leading businesses and driving global philanthropic growth, she managed nearly a decade of intense caregiving, profound grief, and her own cancer battle—an experience that reinforced the power of purpose, perspective, and action. Through her executive leadership roles at Carter Global, Ketchum, and FundraisingINFO.com, Kristina guided transformational capital campaigns, raising billions of dollars around the globe while also creating bespoke training programs, and developing innovative technologies for some of the world’s largest nonprofit organizations including Habitat for Humanity International, World Vision International, Susan Komen and others. She has also helped maximize the philanthropic engagement of former US Presidents and other heads of state, Fortune 500 CEOs, Forbes 400 individuals, faith leaders, celebrities, and everyday people. Today, as founder and CEO of Outrageous Kindness, she is applying that wisdom to create a movement that inspires leaders, philanthropists, and individuals to take bold, high-impact action, embrace accountability, and experience the magic of small acts that create big results. Connect with us: Email – tas.difficultconversations@gmail.comChris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for LeadersLucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 25m 17s | ||||||
| 1/13/26 | How to Fix Organizational Silos (Part 2 – with Julian Chender) | In part 2 of their conversation, Chris, Lucie, and Julian discuss the complexities of leadership and organizational design, emphasizing the importance of understanding resistance and fostering accountability. Like many things in life, organizational design is an ongoing process that requires regular assessment and adaptation. Julian encourages leaders to engage all levels of their organization in the design process to create a culture of collaboration and effectiveness, otherwise, it’s destined to fail. Other big things we learn today: - Organizational design is a continuous process, not a one-time event. - Resistance is better than apathy. Resistance indicates engagement and concern - Accountability is crucial for successful organizational change. - Regular assessments of organizational structure are essential for effectiveness. - The design of an organization should reflect its strategy and promise. - Hierarchy is not inherently negative; it can provide necessary structure. - Engagement from all levels of an organization is vital for successful design. About Julian Julian is the founder of 11A Collaborative, a social impact consulting firm dedicated to creating healthy society through healthy organizations. 11A supports purpose-driven businesses, nonprofits, foundations, public offices, and government agencies seeking to increase their impact by translating strategy into action through organization alignment. This means defining and refining strategy, designing the organization that will achieve the north star goals, and then stewarding the change to get there. Connect with Julian 11A Collaborative – www.11acollaborative.com Connect with him on Linkedin: https://www.linkedin.com/in/julianchender/ Connect with us: Email – tas.difficultconversations@gmail.comChris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for LeadersLucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 24m 25s | ||||||
| 1/6/26 | How to fix organizational silos (Part 1 with Julian Chender) | This week, Chris and Lucie had the pleasure of chatting with Julian Chender, an expert in organizational design, to explore the difficulties of communication and structure within organizations. Julian shared his journey in organizational design, emphasizing the need for strategic alignment and the human elements that influence organizational behavior. Most importantly, he talked about how silos aren’t a 4-letter word, but leaders make common mistakes in managing change and fostering collaboration across silos. Big Takeaways - Organizational design is about setting the container in which an organization operates. - Silos are necessary structures that support organizational goals. - integration across silos is crucial for effective strategy execution. - Silos should be designed with 'doors' to facilitate collaboration. - Understanding the strategic purpose of silos can enhance organizational effectiveness. About Julian Julian is the founder of 11A Collaborative, a social impact consulting firm dedicated to creating healthy society through healthy organizations. 11A supports purpose-driven businesses, nonprofits, foundations, public offices, and government agencies seeking to increase their impact by translating strategy into action through organization alignment. This means defining and refining strategy, designing the organization that will achieve the north star goals, and then stewarding the change to get there. Over his career, Julian has consulted to purpose-driven organizations across sectors, from the Fortune 10 to nonprofits in education, arts, and public health, from intergovernmental European agencies to New York City public offices. He is a Certified Organization Design Practitioner and an ICF-Certified Coach who holds a master’s degree in Organization Development from American University and a B.A. in History from Swarthmore College. In 2020, he received the Emerging Practitioner Award from the Organization Development Network (ODN). He has served on the Board of Trustees of ODN and currently sits on the Board of Advisors for the Organization Design Forum. Connect with us: Email – tas.difficultconversations@gmail.comChris – www.linkedin.com/in/chriswonglmhc and download the Difficult Conversation Playbook for LeadersLucie – www.linkedin.com/in/lucietesarova and take the Saboteur Assessment | 27m 58s | ||||||
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Chart Positions
4 placements across 4 markets.
Chart Positions
4 placements across 4 markets.
