{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Mission in Motion: A Minute With Maxwell","title":"Developing Leaders People Want to Work For | Stacy Lademar","html":"","width":"100%","height":180,"duration":2210,"description":"In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with leadership development expert Stacy Lademar to explore what it really takes to develop leaders that people actually want to work for—especially in the senior living sector, where leadership directly impacts resident experience, team stability, and turnover.Drawing on her journey from retail executive trainee on Fifth Avenue to manager of learning and development for major brands like Walmart and Royal Caribbean, and later into senior living during the pandemic, Stacy shares the hard lessons she learned about trying to “do it all,” the power of delegation, and why promoting your best individual contributor without support is often a setup for failure.Through practical stories from the floor—like assistant buyers in tears over untrained managers, or a star chef turned struggling culinary director—Stacy shows how lack of people-skills training quietly erodes culture, performance, and retention, and what organizations can do differently.Key themes they explore include:From top performer to first-time manager: Why so many organizations promote high achievers into leadership without giving them the tools to succeed—and how this leads to confusion, frustration, and avoidable turnover.High-potential and new manager programs: How identifying emerging leaders early, and offering targeted training in feedback, delegation, emotional intelligence, and expectation setting, can transform both performance and engagement.Feedback as a gift—not a threat: Using simple frameworks like What Went Well / Even Better If / Must Be Better and the FBI model (Situation, Behaviour, Impact) to make feedback specific, normal, and safe—for both positive reinforcement and constructive coaching.The critical role of one-on-ones and psychological safety: Why early and ongoing one-on-ones help new leaders build trust, become “safe spaces” for their teams, and surface struggles before they become...","thumbnail_url":"https://img.transistorcdn.com/iI4L1kkhlrM_ExGkgUOTEHWL14qjU_NGtIEjGmg7Yy4/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8yNWY4/YzVmOWVjZjM2YmIx/NDUyZjBmOTRkY2Rh/ZmQ0OS5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}