Ever feel like you don’t deserve your success, like you’re just waiting for someone to “find you out”? You’re not alone. Imposter syndrome affects up to 80% of us, including global superstars, CEOs, and maybe even you.

In this episode, we break down what imposter syndrome really is (spoiler: it’s not a clinical diagnosis, and it doesn’t mean you’re broken), why it shows up even in the most accomplished people, and the five personality traps that trigger it. More importantly, you’ll walk away with three science-backed tactics to quiet the “I’m a fraud” voice, reframe negative thoughts, and calm your nervous system when doubt spikes.

What’s in it for you?

• Relief: You’ll realize you’re not the only one who feels this way.
• Clarity: You’ll learn why your brain plays this trick on you.
• Tools: You’ll get practical strategies you can start using immediately to shift from self-doubt to self-trust.

Imposter syndrome isn’t a sign you’re failing, it’s proof you’re growing. Tune in and take the next step toward owning your success with confidence.

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Ready to take your personal development to the next level? Visit www.theleadershipmovement.net to request access to our FREE quick start guides, self-assessments, and other resources that you can use to turn your new knowledge into practice.

The manager–employee social contract is broken. For decades, trust has eroded as workplaces shifted from caretaking managers and stable career paths to layoffs, cost-cutting, and “at-will” employment. Employees expect fair pay, growth, support, and respect, while managers and companies demand results, reliability, and alignment. When those expectations aren’t clear or met, both sides feel betrayed.

In this episode, we dig into:

• The history of the old manager–employee social contract and why it no longer works
• How trust has been eroded by decades of layoffs, outsourcing, and shareholder-first practices
• Why transparency, flexibility, and psychological safety must be part of the new deal
• What a rewritten social contract could look like for today’s workforce
• The shift from command-and-control management to leaders who inspire people and manage work

👉 What’s in it for you: If you’re a manager, leader, or emerging leader, this episode will challenge you to rethink how you show up for your people, and why rewriting the social contract isn’t optional if you want to build trust, engagement, and long-term success.

Support the show

Ready to take your personal development to the next level? Visit www.theleadershipmovement.net to request access to our FREE quick start guides, self-assessments, and other resources that you can use to turn your new knowledge into practice.

Your reputation at work is a form of political capital, and you’re either investing in it or quietly draining it away. In this episode, we pull back the curtain on five common workplace behaviors that silently damage your personal brand and limit your career growth. From passive-aggressive habits to over-apologizing, these are patterns managers notice even if you think they don’t.

You’ll learn:

• How these behaviors erode trust, credibility, and influence over time.
• Why they’re career killers even if you’re competent, skilled, or well-liked.
• Real-world examples and research-backed insights that reveal the hidden costs.
• Practical, easy-to-apply strategies to replace bad habits with reputation-building ones.

Whether you’re aiming for your next promotion, want to become a go-to team member, or simply want to avoid being first on the layoff list, this conversation will give you a candid look at what really matters to managers—and how to make sure you’re on the right side of it.

🎯 If you think your work speaks for itself, think again. The way you show up every day speaks louder—make sure it’s saying the right things.

References:

Porath, C.L., & Erez, A. (2012). "How Rudeness Takes Its Toll: The Effects of Incivility on Task Performance and Helpfulness." Journal of Applied Psychology, 97(1), 93–107.

Hess, U., Blairy, S., & Kleck, R.E. (2016). "The Social Consequences of Emotional Suppression." Personality and Social Psychology Bulletin.

Lam, C.F., Walter, F., & Huang, X. (2020). "Supervisors' Emotional Exhaustion and Team Members' Passive–Aggressive Behavior: The Role of Ethical Leadership." The Leadership Quarterly, 31(4).

Foster et al. (2018), Organizational Behavior and Human Decision Processes

Okimoto, T. G., & Wenzel, M. (2015). “The Downside of Saying Sorry: Overapologizing in the Workplace.” Journal of Experimental Social Psychology.

Support the show

Ready to take your personal development to the next level? Visit www.theleadershipmovement.net to request access to our FREE quick start guides, self-assessments, and other resources that you can use to turn your new knowledge into practice.