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Katherine Coles shares her journey from struggling as a first-time leader to developing a leadership philosophy centered on partnership, integrity, and continuous learning. She transforms her understanding of what makes an effective leader by recognizing that leadership requires both self-awareness and intentional relationship-building.

• Leadership isn't about compelling people to follow but creating conditions where they choose to follow
• Only 8% of the population has true self-awareness, making intentional leadership development crucial
• Leaders who don't hear, see, or acknowledge team members create the worst working environments
• Speaking truth to power requires balancing the desire to be right with the desire to be heard
• Modern organizational systems often focus on outcomes while neglecting how people experience change
• Career transitions provide opportunities to develop adaptability and depth of understanding
• Building systems that honor people as much as performance creates sustainable organizational success
• Being grounded in personal values provides protection when navigating broken systems
• Faith can provide both direction and conviction when making difficult leadership decisions

If you're navigating broken systems, feeling unheard, or seeking to develop as a more effective leader, this conversation offers practical wisdom and inspiration.

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Performance improvement plans are supposed to help employees get back on track, but as Harvard Business Review reports, a shocking 90% of employees placed on PIPs don't survive them. This episode pulls back the curtain on what a PIP really means for your career and future with your company.

When a friend called me about being put on a performance improvement plan, I examined the document and couldn't even determine what specifically needed improvement. That's when I realized the truth many managers won't admit: most PIPs aren't designed to help you succeed—they're the first step toward termination.

During this season of mass layoffs across industries, companies frequently use performance improvement plans as documentation to justify terminations and protect themselves legally. These plans create the paper trail needed to demonstrate "cause" and avoid severance payments. If you find yourself facing a PIP, you need to make a strategic decision: will you fight to prove them wrong, or focus your energy on finding your next opportunity?

The episode reveals ten crucial things companies won't tell you about PIPs, including their true purpose as legal documentation, the reality of "quiet firing," and why HR isn't a neutral party in the process. You'll learn concrete strategies for navigating a performance improvement plan, from ensuring goals are specific and measurable to documenting everything and knowing when to negotiate an exit.

Whether you're currently on a PIP or want to understand how these processes work, this episode provides honest guidance from someone who's seen both sides of the performance management equation. Share your own PIP survival story by reaching out at info@thenatalieparker.com or messaging @thoyourbosssucks on social media.

Don't let your boss suck the life out of you.
Share your bad boss story on our website.
Learn more or Book Natalie.

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Natalie Parker and leadership coach Ayana Coston dive into what happens behind the scenes when organizations call in executive coaches to help struggling leaders develop or correct performance issues.

• Most leaders lack fundamental leadership skills despite technical expertise
• Leadership effectiveness rarely measured in performance management
• Leaders need safe spaces to be heard without judgment
• Employees betraying themselves by not asking for what they need
• Cultural differences dramatically impact conflict management styles
• 95% of the time, the feared conversation is worse in your head than reality
• Giving feedback requires psychological safety on both sides
• Leaders being monitored/evaluated on keystroke counts rather than outcomes
• Understanding before action when addressing leadership issues
• Clear communication about values and expectations prevents misalignment

If you're working for a leader who isn't supporting you properly, have the conversation about what you need, document your approach, and be willing to make changes if the environment doesn't improve. Remember that your value isn't determined by one workplace.

Don't let your boss suck the life out of you.
Share your bad boss story on our website.
Learn more or Book Natalie.