You Might Try This

Why do difficult conversations feel so much harder the longer we avoid them? In this episode, Stacey and Cade unpack the hidden “taxes” leaders pay when they delay hard conversations at work; from damaged relationships and declining performance to mental overload and unnecessary anxiety. They explore why silence often costs more than honesty. The conversation offers practical tools for leaders, including how to start difficult conversations, avoid climbing the ladder of inference, and use curiosity instead of judgment. TakeawaysAvoidance has real costsSilence is often misinterpretedThe story in your head is usually worse than realityStart with observable facts, not assumptionsChoose the right openingChapters00:00 The Cost of Avoiding Difficult Conversations01:11 The Conversation You’ve Been Putting Off03:05 The Hidden “Taxes” of Avoidance06:50 Why Leaders Avoid Giving Feedback08:22 The Cognitive Load of Unspoken Issues10:26 Why Difficult Conversations Feel Worse Than They Are 17:52 How to Start a Difficult ConversationIf you’re a leader struggling to bring up hard topics, this is the episode for you. To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis

In this episode of You Might Try This, Stacey Philpot and Cade Cowan explore why leaders avoid giving feedback. They break down the psychology behind feedback fear, including how negative feedback triggers a real pain response in the brain and threatens identity.Challenging outdated methods like the feedback sandwich (also known as a sh*t sandwich), they introduce practical tools like the SBI (situation-behavior-impact) framework, an “adjective ban,” and feedforward strategies. The result: clearer, more constructive conversations that build trust, improve performance, and turn feedback into a powerful tool for leadership growth.Takeaways Clear, direct feedback builds trust and supports growthFocusing on observable behavior instead of character judgments betters the feedback sessionAvoid the feedback sandwich and lead with clarityUse the SBI framework: situation, behavior, impactShift the conversation toward future improvementChapters1:01 – Why leaders avoid feedback7:23 – Selfishness and moral contagion10:57 – Neuroscience of negative feedback17:44 – Fundamental attribution error20:06 – Adjective ban and SBI model25:03 – Three experiments to try If you’re an emerging leader, newly promoted manager, or ambitious professional aiming for your next level, this episode will help you rethink how you create value and what to let go of to grow.#leadership #management #feedback

When leaders encounter resistance, the instinct is often to push harder, explain more, or shut down the conversation entirely. But what if resistance is actually a sign of engagement and silent agreement is the real danger? In this episode, Stacey and Cade unpack why a nodding team can be more harmful than a resistant one, and how leaders can turn pushback into energy, insight, and momentum.What You’ll Learn:• Why resistance is a sign of engagement, not failure• How stress responses like control and avoidance shape leadership behavior• The hidden dangers of “artificial harmony” and passive agreement• How to work effectively with skeptics, protectors, experts, and silent resisters• Practical questions leaders can use to turn resistance into insight and buy-inChapters00:00 Why every leader faces resistance 03:08 Your stress response is making it worse 05:09 Resistance vs. apathy (this changes everything) 09:58 The 4 types of people who push back 16:17 How to turn resistance into buy-in To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #management #workplaceculture

In this conversation, Stacey and Cade take a closer look at social capital and why trust sits at the center of it. They break down what trust really means in practice, introducing the trust equation and its core components: credibility, reliability, and intimacy. The discussion also examines how self-interest can either strengthen or undermine trust, depending on how it shows up in our actions and decisions.Together, they explore how these dynamics play out in leadership and everyday relationships, from building influence to maintaining strong professional connections over time. The conversation offers thoughtful, practical insights into how trust is earned, how it can be damaged, and what it takes to intentionally build and sustain social capital in meaningful, lasting ways.Takeaways:Trust is an asset that accumulates over timeThe trust equation breaks down trust into credibility, reliability, and intimacySelf-interest can undermine trustworthinessEffective leaders prioritize understanding others' needsBuilding trust requires a balance of generosity and reliabilityChapters 03:08 Understanding the trust equation06:54 Credibility and leadership perception11:05 Reliability and keeping commitments13:47 Building connection and psychological safety24:53 Givers, takers, and building social capitalTo learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #credibility #trust

In this episode of You Might Try This, Cade Cowan and Stacey Philpot unpack the realities of stepping into leadership, especially the emotional and mental shifts that often come with a promotion. They explore why new leaders can feel isolated and overwhelmed, even when the role they worked hard for finally arrives. The conversation dives into the complex contrast of the excitement of moving up with the weight of added responsibility, changing relationships with former peers, and the pressure of managing expectations from all sides. Cade and Stacey also talk about the loneliness that can come with leadership and the trust gap that often appears when someone transitions from teammate to manager, offering insight into how organizations can better support people in these moments.TakeawaysLeadership can feel isolating, especially when responsibilities and expectations increase.Promotions often bring emotional challenges that aren’t always anticipated.Trust can shift when moving from peer to manager, requiring careful navigation.New managers must adjust how they see themselves and how they lead others.Effective leadership is rooted in helping others grow and make meaningful progress.Chapters00:00 Introduction1:27 The Isolation of leadership6:34 Earning authority and building trust11:59 The SCARF model22:16 Founder mentality and relational leadership25:56 What You Might Try To learn more about us and the podcast, visit youmighttrythis.com and check us out on social media @youmighttrythis#leadership #Authenticity #coaching

Coming soon... a new podcast—You Might Try This!Leadership is complicated, especially when you’re figuring it out in real time.You Might Try This is a weekly podcast for people who want to lead well without , burning out, selling out, or pretending they have it all figured out. Hosted by executive coaches Stacey Philpot and Cade Cowan, the show brings decades of experience working with leaders at global brands like Nike, Google, Walmart, and Microsoft into honest, practical conversations about what leadership really looks like day to day.Each episode explores the messy, human side of work, from managing your first team and navigating power dynamics to building confidence, handling conflict, and staying grounded in high-pressure environments. Through real stories, proven frameworks, and thoughtful coaching, Stacey and Cade offer tools you can actually use, not just theories that sound good on paper.If you’re ambitious, thoughtful, and trying to grow your career while staying true to yourself, this show is for you.New episodes drop weekly. Listen wherever you get your podcasts and join the conversation on Instagram @YouMightTryThis.