이 에피소드에 관해
In this episode of Season 2, Hanna Miller and Julie Euber explore the concept Trust Physics was originally built on: accountability. Hanna's whole path into this work started with one question clients kept bringing her: how do I get people to do what I need them to do, without being a big meanie everyone hates?
The answer starts with throwing out the definition most of us grew up with, holding yourself accountable, because that one quietly makes anyone who ever needs to be held accountable a bad person. Real accountability, Hanna says, is naming and addressing misalignment before it turns into a rupture.
That plays out hardest in management. Julie and Hanna get into why companies promote their best individual performers into management as a reward, then hand them a job that requires the exact opposite skill set and call it a promotion. Hanna pulls from her years running the circus and the CliftonStrengths assessment to make the case: an acrobat and a ringmaster are wired completely differently, and neither one is broken for not being the other.
🎁 Accountability: Not a character trait, not punishment. It's the act of naming and addressing misalignment so people, relationships, and systems can stay whole.
🔍 Curiosity: The touchstone of every accountability conversation. The moment you build a story about someone's motives, curiosity is gone.
🧂 Mustard: Hanna's word for the assumptions that ruin a conversation before it starts. Like the flavor, a little goes a long way, and too much wrecks everything else on the plate.
🎯 Clarity: What creates psychological safety. People need to know what success looks like and what failure looks like, or they spend all their energy hunting for the bullseye instead of hitting it.
For leaders who think holding people accountable makes them the villain, this is the episode that reframes accountability as one of the greatest gifts you can give another person.
0:00 Intro
0:45 What Is Conscience-Driven Leadership
1:30 Where Accountability Started
2:28 What Accountability Actually Means
5:45 The Gift of Accountability
7:23 The Manager Training Gap
10:48 Strengths and the Circus
12:30 Presence and the Three-Part Accountability Conversation
14:12 Curiosity as the Antidote to Assumptions
16:40 Mustard and the Manager Who Felt Like a Babysitter
19:03 High Performers and the Virtual Assistant Story
22:36 Vulnerability Means Naming the Discomfort
26:01 Repair and Owning Your Part
27:21 Clarity Creates Safety and Freedom to Perform
31:06 Closing
💡 Learn more about the work:
https://consciencedrivenleadership.com
🔔 Subscribe for future episodes exploring intuition, conscience, and leadership:
/ @consciencedrivenleadership
🔗 Stay connected with #CDLPodcast:
/ conscience-driven-leadership
/ conscience-driven-leadership
✉️ Contact:
podcast@conscience-driven-leadership.com
#ConscienceDrivenLeadership #IntuitiveLeadership #LeadershipPodcast
Inside Conscience-Driven Leadership explores leadership rooted in intuition, responsibility, and a deep commitment to building systems that serve people. Hosted by Hanna Miller and Julie Euber.
Learn more at consciencedrivenleadership.com
Share your thoughts or questions at podcast@consciencedrivenleadership.com
전사 🔗
00:00:00.160 --> 00:00:03.919
We tend to think that accountability is somehow synonymous with control.
00:00:04.080 --> 00:00:08.400
And that if we hold someone accountable, we're trying to control their behavior and they are totally different.
00:00:08.560 --> 00:00:12.320
I often talk about and have written in the past about the gift of accountability.
00:00:12.400 --> 00:00:23.359
Like we've got to think of accountability as a gift we give people that is us expressing our expectations …
