Lisa Virtue (00:05.378)

And that's a wrap to season one on HeartSet Leadership Podcast. I wanted to take a minute to thank you so much for being here and listening throughout this season. We had incredible guests on and looking forward to season two launching this fall 2026. I hope that you enjoy these conversations even more. And also please drop me a note anytime that you have feedback or you're looking

For upskilling your leadership. What would you like to hear? What can help motivate you as you navigate the world of leadership and organizations?

Lisa Virtue (00:44.214)

I'm currently recording season two episodes and can't wait to launch in September. And looking forward to any feedback that you have. Also wanted to promote the newsletter that I have called The Heartwire, from my heart to yours. It's heartfelt letters of the research I'm doing, the conversations I'm having, anything that can help support you and keep your mind and heart focused on how to show up your best when it comes to leadership. How can you show up

For your people, but also for yourself. How can you crush those goals without crushing any souls, including yours and your team members? How to collaborate the best, et cetera. And I'm doing a lot of research right now in organization development when it comes to the people side of change. And as you are probably experiencing, there's a lot of change going on right now in the workplace. And of course, with the AI tools, we talk about that a lot here on HeartSet Leadership, but also just with.

Layoffs and people trying to restructure and figure out what's the best for the organization, for the stakeholders, the shareholders, but also small businesses. What's the best problem that you can solve as a small business owner? And that is leadership as well. What does the world need from you? I love that term coming from the concept of ikigai out of Japan. So if you are looking for support tools, conversations, some thought provoking ideas, sign up for the Heartwire newsletter.

And you can also reply to that newsletter and let me know what you're thinking as far as what kind of supports would help you, what kind of conversations do you want to hear? Do you have guests I should interview? Would love all that feedback. And if you also have time to drop a note, a comment within a review, either on Apple Podcasts, YouTube, or Spotify in particular, those three platforms that will really help me continue to bring you free resources and these conversations. please hit up.

hit us up with a five star review. I'd really appreciate it. So what's coming in season two?

Lisa Virtue (02:48.856)

Common theme in season one as a quick recap is that the human edge is your advantage as a leader. Talked a lot, I tried to ask my guests consistently what they thought of what's going on with AI, what they're seeing leaders and teams dealing with and organizations. And the common thread was that as technology advances, making sure we've got that human application and we're thinking about where can the tools, where can the tools help the human.

And as a leader, how to empower your teams, how to build trust and psychological safety. That came up a lot. Every guest brought great tools and tips. If you haven't checked out the entire season, please go back. We the last episode we talked about how to laugh more at work. How can you, as a leader, bring your team together and create some safety within laughter and joy and bringing some levity to the work?

Because we know that when people are feeling safe, they tend to laugh more. When people laugh more, they feel safe. So it's a little cycle that I like to reiterate and remind people. Bring levity where you can. Also, we talked about.

How to check in with your heart. How to check in with your heartset, really, if you look at all the episodes, is what we essentially talked about. There's different frameworks, ways you can look at that, different practical applications each guest brought to the conversation. But at the end of the day, it's that heartset leadership framework that I'm always bringing guests on to go into a little more depth in each one. So let me remind you really quickly what heartset stands for. H is be human.

This is checking in with your own heart, checking in with your own humanity, remembering what your values are and always coming back to that place. So really checking into your own authenticity and understanding yourself. That's lifelong work, isn't it? Because seasons change, chapters change in our life. And so how to do that in a way that is sustainable and consistent throughout your journey, that is something that a lot of my guests brought up throughout season one. So H, be human.

Lisa Virtue (04:55.842)

Don't shy away. That's your human advantage. E is elevate others. How do we do that? How do we mentor others? We had a whole episode on mentorship with Haley and talking about how to be a great mentor, how to ask for mentorship. So elevating others, boosting people up, boosting people up, helping them thrive in the workplace. How do we do that in a way that is also authentic and gets rid of any kind of jealousy, feeling of threat?

From maybe an up-and-comer who's doing great. And how do we help other people thrive at work? That's a big responsibility of a leader, isn't it? Part of that is holding people accountable. A whole session on accountability and what that means. And we talked about the F-word, feedback with Stevie Rabinowitz And that was a great episode. Check that one out. We also talked about A for action.

One of my guests, Laura Leach, we talked about how can you take action in a cadence that is right for the organization and your team. There's a pendulum and a spectrum that this swings on. And it can be some of us are overthinkers. So we overthink things and then it becomes too late or an afterthought, or just there wasn't enough urgency, which can compromise your role as a leader, but also can break trust with your team members. For instance, if a team member is looking for a raise.

Or they're looking to be considered for something or an opportunity and they ask about it and then months go by. That could be the wrong cadence to build trust with that team member. And sometimes it's not delivering on a promise, sometimes it is just looping back. So action, taking action, having conversations, making decisions. On the other end of that spectrum is when we go too fast and we're not bringing people along. We see this a lot in change management.

It's a space I also work in, helping people manage and lead through changes for themselves and their organization. And sometimes when we maybe take a job too quickly and we didn't look at all of our options and we stopped the job search, or we didn't are excuse me, we're talking about taking things too quickly. Took a job too quickly.

Lisa Virtue (07:15.522)

This could be just taking action so quick we didn't hear all the voices in the room, or we didn't account for some of the risks that somebody would have flagged if we slowed down a bit. So making sure we're doing the right cadence. That's the A for action in heart. R is relate. How do you relate to people cross-functionally, internally, externally, in a way that really connects authentically? What are some of those tools, phrases, communication bits that you can

Bring to the workplace that will really help.

Lisa Virtue (07:50.658)

My guest Matt Perry talks about this on the relationship side, how to relate with people and how to create that human connection so that the work becomes a little more effervescent, a little easier in the daily life, because we're able to quickly communicate and relate to people in a way that's beneficial for both. And then lastly, but very importantly, T for transparency. When you come to the workplace.

As a leader and you come to your team and you say, I can't tell you anything. that doesn't go very well, does it? I've been stuck in that situation where I didn't have information, but my team didn't believe me because they thought, well, you're in the room, there must be information. And I had to unfortunately say there is no information. Or there were times where I was not allowed to divulge information because it was confidential.

And the team either knew a board member and knew something was going on, but I wasn't sharing it with the team. We all get stuck in these places of what is the right level of transparency? Where can we come forward and help our team understand that we are being transparent, but it's not TMI. So also transparency with ourselves, like what we're dealing with. Psychological safety is built when it comes to things like Google and the Aristotle project.

When it comes to research, like at Google and the Aristotle Project, one of the leaders that they studied and said really creates psychological safety is when a leader is transparent with the team of what they're going on with in life. And in this case, this leader, he was dealing with cancer. And so when he ended up sharing that with his team, they ended up sharing a little more and they had more humanity, more connection that helped with the relationship side. And it's not for everyone to share their medical.

dilemma or history with him. But to be transparent where people can understand and be empathetic, give them that gift. So transparency is the T in heart.

Lisa Virtue (09:54.594)

Three of my guests to note are Thania Guardino who talked about owning your communication and helping others understand how you operate and who you are at your core. We talk about that in that episode. Brandon Smith talks about the distinction between being unable to disclose something and still being honest about that limitation. And Debbie Ryan, we talked about how overly polished or AI generated communication can create mistrust rather than connection.

So when it comes to transparency, it's important to be authentic and be transparent where you can, but also don't have it be too polished or too rehearsed. Because people want humanity. They want your raw edges when it's appropriate. So that's the heartset framework. And when you have all five of these buckets going for you as a leader, it tends to really connect with your teams.

It tends to help them build psychological safety and trust. And that's why we're here to help you with any tips, tricks, tools, frameworks, assessments, things that could help you out. So check out the show notes for HeartSet Leadership Podcast. And I really hope that this has been a helpful season for you and we'll continue the can and we will continue this journey together. Check out the Heartwire newsletter. The description is in the show notes of where to go and find that. The link.

The link is in the show notes of how to sign up for that. And please drop me a note, drop us a review. Appreciate you so much. Thank you for being here. And I look forward to season two in the fall.