Episode #10

Title: Part 3: Leading with Courage & Compassion

Date: Jun 4, 2025

Hosts: Kellie Tinnin & Joy Davis

In the final episode of our Courageous Conversations series, Joy and Kellie explore how leaders and HR professionals can build cultures where feedback isn’t feared—it’s expected. Learn how to lead with both courage and compassion to foster high-trust, resilient teams.

• The Leader’s Playbook:

• • • Set expectations for open feedback from the start
    • Model vulnerability by owning mistakes
    • Learn to repair when conversations go off-track

• HR as Culture Shapers:

• • • Create feedback systems that span all levels
    • Mediate conflict with clarity, neutrality, and empathy
    • Use performance templates that empower, not punish

• Sustaining Brave Culture:

• • • Embed feedback into weekly rituals and team rhythms
    • Shift to “feed forward” — future-focused, growth-oriented feedback

• Build psychological safety through honesty and empathy

Conflict resolution isn’t just for HR—it’s a critical leadership competency. The Word Conflict is just a realignment conversation...Let’s train for it.

Workplaces that normalize healthy feedback reduce shame and increase retention and trust.

Tune in and learn how to lead human-first cultures where courageous conversations are the norm—not the exception.

Follow our RWI FB/LinkedIn for Tools/Tips on Improving Communication to Build RESILIENT Teams.

Resources:

Check out: Leader Guide Here: https://www.resilientworkplaceinnovations.com/ on resource page.

A simple framework to guide meaningful leadership moments.

• G – Goal “What outcome are we working toward?” Lead with curiosity, not control. R – Reality “What’s happening now?” Use nonjudgmental observation: “I noticed…”
• O – Options “What are some ways forward?” Collaborate instead of prescribe. Empowers choice.
• W – Way Forward “What will you try, and when will we check in?” Anchor in accountability + support. Hard Conversation Starters (Inspired by Jefferson Fisher)

“Can I share an observation with you?” “What would support look like right now?”

“I want us to move forward together—can we talk about what’s getting in the way?”

Avoid: “You always…” “Why would you…” — they trigger defensiveness.

• Calm tone + open body posture = psychological safety
• Soft eye contact + nodding = nonverbal validation
• Mirror words or phrases (lightly) = subconscious rapport

Kind leaders offer clear expectations + compassion.

• Kindness ≠ avoiding feedback
• Kindness = saying the hard thing in a helpful way “That was hard to hear, and I appreciate your honesty.”

• Reflective Listening: “What I’m hearing is…”
• Validation without fixing: “That sounds frustrating.”
• Silence is a skill: Don’t rush to fill the gap—growth often lives in the pause.

"Every tough conversation is a chance to model values, build trust, and create change."

Books:

Teaming by Amy Edmondson

Cues By Vanessa Van Edwards

Leading with Kindness by William Baker, PhD. & Michael O’Malley, PhD

Listening Well by William R. Miller

The Next Conversation by Jefferson Fisher

Title: Continuing Communication Series to Build Resilient Teams Air Date: May 21, 2025 Series: Courageous Conversations (Part 2 of 3)

Series Title: Courageous Conversations Hosts: Kellie Tinnin & Joy Davis Series Theme: Empowering leaders and teams to transform how they talk, listen, and lead — using neuroscience, HR strategy, and emotional intelligence.

Talk About It: Why Communication is the Foundation of a Human-Centered Workplace

In this follow-up to Episode 8, Kellie and Joy equip you with practical tools for navigating tough conversations with clarity, confidence, and compassion. Learn how preparation, emotional regulation, and feedback frameworks can transform conflict into collaboration.

• Preparation = Confidence: Don’t enter tough talks “hot.” Pause, plan, and pick the right time and method.
• Handling Disrespect: Set firm, kind boundaries when faced with insults, belittling, or hostility.
• Feedback That Works: Use the Feedback Loop—Plan → Deliver → Listen → Reassess—for effective, two-way communication. (Communication is COLLABORATION not a DECLARATION!)
• Coaching Over Correction: Shift from punitive reactions to performance coaching grounded in observation and collaboration.
• Listening Skills for Leaders: Understand how noise, tone, and mental shortcuts affect your ability to hear and respond.
• Mental Health Tip: Avoiding feedback can trigger anxiety. Empathetic delivery regulates the nervous system—for both you and your team.

Bonus Insights:

• Feedback is an HR compliance risk without documentation.
• Reflective listening builds trust—even when you disagree.
• You only retain 25% of conversations after two days—so active listening matters. 🎧 Tune in to gain brain-based, human-centered tools for your next hard conversation.

Follow our RWI FB/LinkedIn for tools/tips to improve communication

Resilient Workplace Podcast — Episode 8 Title: The Power COMMUNICATION-building resilient teams Air Date: May 7, 2025 Series: Courageous Conversations (Part 1 of 3)

LEARNING OBJECTIVE:

Summarize techniques for having difficult conversations in the workplace and explore the hidden mental health and HR costs of poor communication.

Series Title: Courageous Conversations Hosts: Kellie Tinnin & Joy Davis Series Theme: Empowering leaders and teams to transform how they talk, listen, and lead — using neuroscience, HR strategy, and emotional intelligence.

Talk About It: Why Communication is the Foundation of a Human-Centered Workplace

Core Theme: Communication is more than words — it's culture in action. In this kickoff episode, Joy and Kellie explore why so many workplace issues stem from unspoken expectations, assumptions, and fear of conflict.

🔹 Key Topics:

• The hidden costs of poor communication: turnover, burnout, disengagement
• How miscommunication fuels trauma responses and mistrust
• From policies to people: what “human-centered communication” looks like
• Psychological safety and the nervous system in dialogue
• HR’s dual role: protector of policy and people
• Mental health check-in: When silence means “I don’t feel safe to speak up”

🔹Real-life scenario: A manager avoids giving feedback → results in performance and trust breakdown and stress responses.

A Joy Note: Silence in the workplace is not productive however in therapy it is a very valuable tool.

Follow our RWI FB/LinkedIn for Tool spotlights on Communication

Listener Prompt:

“What conversation have you been avoiding at work?”

"Where do you get stuck when preparing for a tough conversation?"