Relationships at Work - a trust-driven leadership podcast
Relationships at Work - the leadership podcast helping you build workplace connection, improve culture, and avoid blind spots.
A relatable and honest show on leadership, organizational culture and soft skills, focusing on improving employee engagement and company culture to inspire people to apply, stay and thrive.
Because no one wants leadership that fosters toxic environments at work, nor should they.
Host, speaker and communications leader Russel Lolacher shares his experience and insights, discussing the leadership and corporate culture topics that matter with global experts help us with the success of our organizations (regardless of industry). This show will give you the information, education, strategies and tips you need to avoid leadership blind spots, better connect with all levels of our organization, and develop the necessary soft skills that are essential to every organization.
From leadership development and training to employee satisfaction to diversity, inclusivity, equity and belonging to personalization and engagement... there are so many aspects and opportunities to build great relationships at work
This is THE place to start and nurture our leadership journey and create an amazing workplace.
Relationships at Work - a trust-driven leadership podcast
Talking Is Not Walking: When Leadership Mistakes Dialogue for Action
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“Let’s start the conversation” has become a comfortable way for leaders to delay real change.
In this R@W Note mini-episode, Host Russel Lolacher explores why talking about improvement isn’t the same as starting it — and how conversation without follow-through quietly damages trust, morale, and credibility at work.
Leadership isn’t measured by what’s said in the meeting.
It’s measured by what happens after it ends.
And connect with me for more great content!
Welcome back to Relationships At Work – A leadership podcast helping you build workplace connection, improve culture, and avoid blind spots. I’m your host Russel Lolacher
I’m a communications and leadership nerd with a couple of decades of experience and a heap of curiosity on how we can make the workplace better.
This mini-episode is a quick and valuable bit of information to help your mindset for the week ahead.
Inspired by our R@W Note Newsletter, I’m passing on to you…
Talking Is Not Walking - The Workplace Step We Keep Postponing
We’ve all heard it. That tired, toothless phrase dropped into a conversation, a meeting, or a town hall like it’s a mic drop moment of progress:
“At least we’re starting the conversation.”
It’s usually said with good intentions. It might even be said with a hopeful smile or a nod to future potential. But here’s the hard truth: talking about doing the work is not the same as actually starting the work.
If we’re honest, “starting the conversation” has become a cultural placeholder - A socially acceptable way to appear invested while avoiding the discomfort of real commitment. It buys time. It softens criticism. It makes leadership look thoughtful instead of indecisive. But in the absence of follow-up or follow-through, it's just… noise.
And noise doesn’t build better workplaces. Action does.
For example:
- Talking about the need for psychological safety doesn’t make people feel safe.
- Discussing the importance of inclusion doesn’t change hiring practices.
- Acknowledging burnout doesn’t refill anyone’s cup.
When leadership leans on the idea that dialogue equals progress, it tells employees: “We’re aware, but we’re not ready to do.” That kind of leadership delays trust, deflates morale, and teaches people to lower their expectations. Especially when they keep hearing it—over and over—without seeing meaningful results or change.
Worse, it can feel manipulative. Because while talk is risk-free for those in power, inaction is often painful for those waiting for change. The longer the delay between intent and implementation, the louder the silence becomes—and the more it says.
Leaders may convince themselves that starting conversations is courageous. And sure, in some contexts—especially when silence has been the norm—it can feel like it. But courage without commitment is just performative. We don’t measure leadership by how well it acknowledges a problem. We measure it by what it does after the meeting ends.
So when it comes to the messy, complex, emotional work of improving culture, starting a conversation isn’t the starting line. Trying something is.
Sure, it might not work right away. That’s the nature of change. But a failed attempt says more about leadership’s commitment than a perfectly crafted internal comms message ever could.
We need to think of it from our team's point of view, too. Employees craving better workplaces, talk without action reads as avoidance. It’s leadership signaling, “We want credit for recognizing the issue, but we’re not ready to get uncomfortable fixing it.”
The Question: “What can we try, even if it’s small, to show our intent is real?”
The Action(s):
- Commit to One Tangible Change in the Next 30 Days.
No committees. No six-month plans. Just one change—like adjusting a meeting structure, pausing weekend emails, or revising a policy that’s doing more harm than good. - Share the Responsibility and the Timeline.
Invite your team into the solution. Give them a voice in what’s tried first, and make your timeline public. Accountability should never live in a black box. - Celebrate Tries, Not Just Wins.
Reward the attempt. Highlight the experiments—even if they don’t work—as proof of progress. It shows you're not stuck in performative mode, but are willing to evolve out loud.
For us leaders, know this: we will not be judged by the elegance of our words, but by the evidence of our actions.
So let's change “we’re talking about it” without specifics to “We're aware, we're working on it and here’s what we’re doing next—and when.”
This is a foundation of building trust in our leadership with our colleagues, teams, and the organization. Progress doesn’t require perfection. It just requires proof.
Action is the start. So let's get started.
