You've Got People Problems
Let’s be honest. People problems aren’t just HR problems. They’re business problems.
They show up as missed goals, unclear accountability, hiring mistakes, disengaged teams, and leaders carrying more than they should. Over time, they slow growth, create frustration, and make running a business feel harder than it needs to be. And they aren’t solved by another policy, personality test, or quick fix.
Business would be simple… if it weren’t for people.
That’s the reality behind You’ve Got People Problems, a podcast focused on the human side of running a business. Each episode explores how leadership behavior, hiring decisions, role clarity, engagement, and organizational structure directly impact performance, culture, and results.
Through honest conversations with business owners, operators, HR leaders, EOS Implementers, and consultants, the show tackles real issues leaders face every day: why the “right hire” still isn’t working, how teams outgrow roles, when full-time isn’t the answer, why accountability breaks down, and what actually drives engagement beyond perks and pay.
This isn’t about HR checking a box or leadership theory. It’s about helping leaders slow down, recognize patterns earlier, and make more intentional people decisions that support both the business and the people inside it.
If you’re leading a team, building an organization, or trying to get out of the day-to-day firefighting that comes with people problems, this podcast is for you.
Subscribe, listen, and start making sense of the people side of your business.
You've Got People Problems
Being Direct Isn't Mean. It's Respectful Leadership | Ep 51 | You've Got People Problems
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In this episode of You’ve Got People Problems, host Melissa Ortiz sits down with Anne Chapman, Chief People Officer at the Louisiana SPCA, for an engaging conversation about one of the most important and often misunderstood leadership skills: direct communication.
Drawing from her experience leading people in a mission-driven organization that serves both animals and the community, Anne shares how directness is not about being harsh or confrontational. Instead, it is one of the greatest forms of respect leaders can offer their teams. Together, Melissa and Anne explore why so many leaders avoid difficult conversations, how indirect communication creates confusion and frustration, and what organizations can do to build cultures where honest feedback is welcomed rather than feared.
Through practical stories, leadership lessons, and real-world examples from the Louisiana SPCA, this conversation highlights how direct communication strengthens trust, improves accountability, and helps organizations solve problems before they grow into larger issues. Anne also shares how her team uses Predictive Index, structured feedback conversations, and a culture of psychological safety to create stronger relationships and better outcomes.
Key topics covered in this episode include:
• Why being direct is one of the highest forms of respect in leadership
• The difference between being kind and being vague
• How indirect communication creates unnecessary conflict and frustration
• Building a culture where feedback is expected, welcomed, and actionable
• Why leaders must address issues early before they become larger problems
• Practical techniques for giving difficult feedback with confidence and empathy
• The role of Predictive Index and self-awareness in communication styles
• How psychological safety and accountability can coexist in healthy cultures
• Lessons from leading a mission-driven organization with employees, volunteers, and foster families
Whether you are a CEO, manager, HR professional, or team leader, this episode offers practical insight into creating a workplace where people can have honest conversations, solve problems faster, and build stronger relationships through clear communication.
If you've ever struggled with giving feedback, addressing performance concerns, or having difficult conversations, this episode provides a powerful reminder that being direct isn't mean—it's respectful leadership.
