- 19
- Episodes
- 9
- Ratings
- Weekly
- Cadence
- 2025
- First episode
About People Are the Worst
Ever slammed your laptop shut after back-to-back meetings and muttered, “People are the worst”? You’re not alone, and you’re in the right place. Hosted by leadership experts, Lindsey Nehls and Lucy Georgiades, co-founders of Elevate Leadership, People Are the Worst tackles the real people problems that keep managers up at night. From toxic feedback loops and cross-functional friction to change fatigue and impossible-to-coach team members, we bring you smart, practical strategies you can actually use. Each week, we blend humor, hard-earned insights, and actionable tools to help you influence without authority, manage through chaos, deliver tough feedback without breaking trust, lead up, down, and across without losing your mind, and so much more. If you’re navigating the drama and emotional labor of modern leadership, this show will help you do it with clarity, courage, and maybe a little caffeine.
- Publisher
- Lucy Georgiades & Lindsey Nehls
- Category
- business · education · society & culture
- Language
- en
- Explicit
- No
- First episode
- 9 Oct 2025
- Latest episode
- 10 Jun 2026
Latest episodes
19 episodes in the feed.
10 Jun 2026
Data, Stakeholders, and Process
When the team gets bigger, the decisions get harder. More people involved, more data on the table, higher stakes when you get it wrong. In this mini episode from Episode 9 of People Are the Worst, Dana asks how to think about decisions that are getting more complex as her team grows. Lucy walks through the three factor framework she teaches Elevate clients for any complex decision: data, stakeholders, and process. Lindsey adds a reframe on intuition that changes how you think about being data driven. What you'll get: How to know how much data is the right amount (and why too much is just as bad as too little) The role of qualitative data, and why people anecdotes are often more useful than charts Why intuition is part of the data set, not a replacement for it How to identify which stakeholders need to be in the decision and which just need to know about it Why mixing decision processes is one of the most common ways complex decisions go sideways A short listen with a framework you can use this week. 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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 Jun 2026
Decisions That Travel (Making Quality Decisions) Part 3
A good decision that nobody understands isn't a good decision. It's just a good idea that never traveled. In the final episode of our three part series on making quality decisions, Lucy and Lindsey unpack the mechanics of the toughest calls leaders make. The kind where more than one team is involved, the data is messy, the stakeholders disagree, and the stakes are real. Then they get into what happens after the decision is made, because that's where most leaders quietly drop the ball. In this episode: Dana asks how to think through decisions that are getting more complex as her team grows. Lucy walks through the three factors that matter (data, stakeholders, process) and the question of how much data is actually enough. Taylor is being pulled in different directions depending on who they talked to last. Lindsey shows how to spot the unclear motivations driving your decisions and how to anchor in real criteria instead. Sam suspects a top performer is interviewing elsewhere and wants to retain them without making promises they can't keep. Lindsey shares the career conversation that works, and the one that backfires. Ali asks how to communicate when things go wrong without coming off as either making excuses or catastrophizing. Lucy gives three rules for delivering bad news: share early, lead with the headline, and bring the ask. Nancy made a call that her team is now pushing back on with new information. Lindsey walks through the difference between new information and new discomfort, and when changing course is strength rather than weakness. By the end of this episode, you'll have a working model for what makes a complex decision actually land: data, stakeholders, process, documentation, communication, and the willingness to revisit when the facts change. 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
20 May 2026
The Secret to Giving Feedback with Confidence
The "shit sandwich" might be the most common feedback technique in management, and it's also one of the worst. In this clip from Episode 8 of People Are the Worst, Lucy and Lindsey break down why sandwiching constructive feedback between two pieces of praise wastes time, why most managers don't give nearly enough feedback in the first place, and how to build the confidence to actually do it well. If you're a new manager who feels insecure about giving feedback, or a seasoned one whose 360 results keep saying "more feedback please," this one's for you. Lucy and Lindsey walk through how to prepare feedback, how to signal good intent, the question to ask before you deliver it, and the truth about where confidence actually comes from. 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
5 May 2026
Biases, Blind Spots, & Confidence (Making Quality Decisions) Part 2
Decision-making isn’t just about frameworks. It’s about what happens when those frameworks break down. In this episode of People Are the Worst, Lucy and Lindsey continue their in-depth exploration of leadership intelligence, focusing on what truly hinders high-quality decisions: bias, fear, and confidence gaps. Even when leaders understand data, stakeholders, and process, decisions can still go sideways. Why? Overthinking, imposter syndrome, and hidden mental traps quietly shape how we show up in critical moments. You’ll learn how to coach overthinkers without shutting them down, why most leaders don’t give enough feedback (and how to do it better), and how to recognize when performance management is no longer serving anyone. The episode also tackles one of the hardest challenges leaders face: rebuilding confidence after making the wrong call. Lucy and Lindsey break down practical tools like decision reversibility, separating identity from outcomes, and spotting biases like sunk cost and confirmation bias in real time. They also explore how to approach complex, high-stakes decisions with clarity by balancing data, stakeholders, and decision processes. If you’ve ever second-guessed a decision, delayed a tough call, or wondered if you’re getting it right, this episode will help you move forward with more clarity, confidence, and intention. 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
21 Apr 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
14 Apr 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
24 Mar 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
17 Mar 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
24 Feb 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
17 Feb 2026
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 chatter How to make expectations explicit to protect your time and energy Using Stephen Covey’s Spheres of Control to coach without absorbing emotional labor Setting boundaries without guilt Building culture intentionally as your company grows Motivating teams through ambiguity without pretending you have all the answers If 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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 Feb 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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 Feb 2026
“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 empathy The 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 well How to address the “I want more money but I haven’t taken any more initiative” dilemma Why making promises you can’t keep is one of the fastest ways to ruin trust How to keep top performers motivated when they’ve hit the top of their compensation band We 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
6 Jan 2026
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
16 Dec 2025
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 ones The neuroscience behind competing commitments and why good intentions still lead to bad follow-through How to use language that creates clarity and accountability (without micromanaging) The difference between feedback and norms, and how to align your team on both Why “I must help if someone asks” is wrecking your team’s productivity The subtle ways feedback avoidance shows up in remote team dynamics Plus: 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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 Dec 2025
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
18 Nov 2025
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 real Set expectations that actually create ownership De‑risk decision‑making with guardrails instead of approvals Reinforce risk‑taking with meaningful praise Avoid 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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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 = False If you make a mistake on this team, it is rarely held against you Members of this team are able to bring up problems and tough issues People on this team don’t reject others for being different It is safe to take a risk on this team It is easy to ask other members of this team for help No one on this team would deliberately act in a way that undermines my efforts Working 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 way 11-14 - Great job! Psychological safety on your team is high!
11 Nov 2025
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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 Nov 2025
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/ (https://www.elevateleadership.com/) Connect with Lindsey on LinkedIn: https://www.linkedin.com/in/lindseynehls/ (https://www.linkedin.com/in/lindseynehls/) Connect with Lucy on LinkedIn: https://www.linkedin.com/in/lucy-georgiades-84933622/ (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.
9 Oct 2025
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 (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/). Email us with your questions, and we may answer them on an upcoming episode: dearlandl@elevateleadership.com (mailto:dearlandl@elevateleadership.com).
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