Kara List Leadership Coaching

Comment GOOD and I’ll send you the application to jump on a free call so we can clarify what good looks like for your team!

Comment CALL and let’s talk through where you are at and where you want to be.

If it stings, you’re doing it right, even though it’s no fun.

Want the toolkit for these conversations? Comment TOOLKIT and I’ll send it your way.

Yesterday I posted about responding when a team member overreacts. Got this DM: “What if they don’t even think they were intense?”

The fix: give feedback on observable behavior, not character…and if they push back, don’t argue. Just say “I see things differently” and hold that line.

Want my feedback script? It’s in my free Leadership Toolkit. Comment “TOOLKIT” and I’ll send it to your DMs.

When you have someone on your team who escalates, every conversation with them starts to feel like a whole thing. So what do you actually do, in that moment, with that person?

I discuss all of it on this week’s episode of THE BETTER CONVERSATIONS PODCAST.

➡️Comment 91 and I’ll send you a link to the episode!

Comment TOOLKIT and I will send you the exact words to use for your next tricky feedback conversation.

Okay so you did the thing. You planned it, you scheduled it, you showed up, you said it.
And they lost it.

And now you are just sitting there like...okay what do I do with that.

Friend, I have been there. And here is what nobody told me. Defensive is not the end of the conversation. It is just a signal that something else is going on.

So you stop. You get curious. You say “hey, help me understand what is going on for you right now.”
That’s it. That one little pause changes everything.

I am cheering you on.

Tune out the people telling you to stop saying certain “little words” if they claim it’s the key to earning more respect, authority, or trust with your team.

Trust, respect, and authority aren’t built by changing your vocabulary. They’re built through your actions.

They come from having the hard conversations with care while still addressing the real issues.

They come from keeping your one-on-ones instead of canceling them and using that time to understand what your people need to succeed.

That’s what great leadership looks like.

If you’re not sure which conversations you should be having or how to have them, comment TOOLKIT.

I’ll send you the 7 conversations every leader should master.

Comment TOOLKIT and I’ll send you my leadership toolkit with the 7 conversations every leader needs to master!