Unlocking Resilience and Authenticity in Workplace Cultures

JD Walter unpacks the nuanced practice of emotional agility, exploring how authentic resilience and emotional intelligence empower collective growth, foster trust, and transform organisational conflict into compassionate collaboration.

In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes JD Walter to discuss the transformative power of emotional agility within workplace cultures. The conversation explores how emotional intelligence and resilience serve as vital tools for fostering authentic human connections and navigating organisational conflict. Joanne shares insights into leadership challenges, while JD reflects on his own journey from process-driven strategist to an advocate for people-centred leadership. Together, they unpack the importance of collective empowerment, genuine empathy, and vulnerability as drivers of meaningful change across teams and communities.

JD Walter is a learning and development expert whose approach centres on elevating people as humans, not merely assets. Drawing upon his background in the US Navy and extensive experience in organisational design, JD brings a wealth of practical wisdom on dealing with conflict zones in the workplace. His superpower lies in reframing emotional intelligence—moving beyond superficial platitudes to actionable behaviours rooted in authenticity, self-awareness, and resilience. JD’s work includes helping organisations unearth the root causes of tension and facilitating environments where diverse perspectives can thrive, enabling individuals and teams to flourish irrespective of background or beliefs.

Throughout the episode, Joanne and JD address the pitfalls of superficial managerial development and highlight the need for vulnerability in building trust and fostering innovation. They discuss the impact of imbalances in emotional intelligence within teams, the challenges of asynchronous communication, and the tension between individuality and belonging. JD’s Socratic reflections reveal how unspoken fears and unmet needs often underpin workplace disputes, emphasising the critical role of emotional resilience in unlocking authentic dialogue, engagement, and collaboration. Listeners are reminded that organisations are shaped by the lived experiences of their people, and that emotional agility underpins both peak performance and wellbeing.

A key takeaway from this episode is that genuine organisational transformation begins with recognising and honouring our shared humanity. By nurturing emotional agility and resilience, leaders and teams can create safe spaces for authentic connection, productive conflict, and personal growth. For anyone seeking practical ways to foster inclusion and belonging, this episode offers rich, actionable insights to ignite meaningful change.

Published: 21.11.2025 Recorded: 30.04.2025 Duration: 0:55:14

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• The Inclusion Bites Podcast - #184 Emotional Agility in Action — app.castmagic.io
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• SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
• Inclusion Bites Podcast on YouTube

Clips and Timestamps

Viral Topic: The Limits of Organisational Structure
“those things, at some point they break down and they don’t actually solve what is ultimately happening inside of an organisation. And that is people being people, right? Like.”
— JD Walter [00:04:33 → 00:04:42]

Dealing with Toxic Workplace Culture: “I like just getting rid of a couple of managers doesn’t change what’s ultimately happening.”
— JD Walter [00:05:47 → 00:05:53]

The Human Side of Organisations: “What makes an organisation is the collective of individuals that have come together to do something under that umbrella.”
— JD Walter [00:09:17 → 00:09:24]

Viral Topic: The Power of Resilience
“Resilience for me is really what that’s all about.”
— JD Walter [00:10:34 → 00:10:37]

Viral Topic: The Need for Agreement: “I’m perfectly okay in this world if absolutely nobody agrees with me. Now I might want to consider my beliefs if absolutely nobody is agreeing with me because maybe there’s something that I’m missing so I should consider that.”
— JD Walter [00:25:11 → 00:25:28]

Viral Topic: The Reality of Human Hierarchy and Division of Labour: “So hierarchy is always going to be a part of who we are as a species. So is division of labour. We can’t all be warriors, right? Some of us have to be berry pickers.”
— JD Walter [00:30:44 → 00:30:55]

The Value Shift in Society: “It’s just, it’s a competition there. It’s not about the thing anymore. It’s all, it’s just about winning.”
— JD Walter [00:31:45 → 00:31:51]

The Struggle of the Centrist Voter: “Why can’t I be economically conservative but like socially liberal? Well, there’s no place for me in the US political spectrum if that’s my belief.”
— JD Walter [00:45:18 → 00:45:28]

Viral Topic: Addressing the Real Fear Behind Workplace Conflicts
Quote: “Oh, okay, okay. We have a much more fundamental fear here.”
— JD Walter [00:49:53 → 00:49:59]

Viral Topic: Improving Organisational Human Experience
Quote: “How do we help improve the lived experience of our fellow human beings? We do it through the lens of an organisation because we all show up in organisations and it’s this commonality, but it’s broken. It’s broken across the board.”
— JD Walter [00:52:49 → 00:53:43]

Definition of Terms Used

What is Emotional Agility?

• Definition: Emotional agility refers to an individual’s capability to adapt and respond to changing emotional circumstances with flexibility, self-awareness, and mindfulness, rather than reacting automatically or rigidly to internal experiences.
• Relevance: Emotional agility is foundational in the workplace, particularly in times of stress and rapid organisational change, as discussed by JD Walter, enabling teams and leaders to respond constructively rather than escalate conflict or disengagement.
• Examples: A manager notices mounting tension within their team and, rather than ignoring it or clamping down, openly acknowledges the challenge, facilitating an honest discussion to clear the air.
• Related Terms: Emotional Intelligence, Resilience, Mindfulness, Self-Regulation
• Common Misconceptions: It is often confused with emotional suppression or being ‘soft’; in reality, emotional agility requires strength to sit with discomfort and make conscious choices in action.

What is Incongruence (in Psychology)?

• Definition: Incongruence describes the psychological state where there is a misalignment between an individual’s ideal self (who they wish to be) and their realised self (who they currently are or how they behave).
• Relevance: As JD Walter explains, incongruence is a root cause of unhappiness in professional and personal life, as individuals feel disconnected from their core values or aspirations, affecting workplace engagement and mental well-being.
• Examples: An employee who values creativity but works in a rigid, rule-bound environment may experience incongruence, leading to dissatisfaction and stress.
• Related Terms: Self-Actualisation, Authenticity, Ideal Self, Psychological Distress
• Common Misconceptions: Some believe incongruence is a sign of immorality or weakness; however, it is a common psychological phenomenon and, when recognised, can be addressed through personal growth or organisational support.

What is the Ideal Self?

• Definition: The ideal self is the version of a person that embodies their aspirations, values, and goals — essentially, ‘who I want to be’ in the world.
• Relevance: According to JD Walter, clarity around the ideal self helps individuals make authentic choices in challenging circumstances, driving higher engagement and satisfaction within teams.
• Examples: A leader who wishes to be seen as approachable and empathetic makes conscious efforts in meetings to ask about team members’ well-being, even during busy periods.
• Related Terms: Self-Concept, Self-Determination, Personal Vision, Authenticity
• Common Misconceptions: Many equate the ideal self to perfectionism; in reality, it is a guiding compass rather than an impossible standard.

What is Vulnerability-Based Trust?

• Definition: Vulnerability-based trust is the confidence within a team or group that allows individuals to admit mistakes, ask for help, or show weakness without fear of judgment or retribution.
• Relevance: Referenced in connection with Patrick Lencioni’s team frameworks, this concept underpins constructive workplace dynamics and authentic relationships, as highlighted by JD Walter in relation to building resilience and emotional intelligence.
• Examples: Team members share their struggles with a project deadline, prompting the group to brainstorm solutions rather than assigning blame.
• Related Terms: Psychological Safety, Team Dynamics, Emotional Intelligence, Authenticity
• Common Misconceptions: Vulnerability-based trust is often mistaken for a lack of professionalism or authority; in fact, it reinforces team strength and collective performance.

What is Productive Conflict?

• Definition: Productive conflict refers to open, honest debate within teams or organisations that is focused on ideas, solutions, and outcomes, rather than personal attacks or blame.
• Relevance: As described in this episode, moving towards productive conflict allows organisations to innovate, address problems head-on, and maintain engagement, rather than avoid or suppress disagreements.
• Examples: During a strategy meeting, colleagues respectfully challenge each other’s ideas about process improvements, ultimately choosing the most robust solution through dialogue.
• Related Terms: Constructive Disagreement, Collaborative Problem-Solving, Psychological Safety
• Common Misconceptions: Productive conflict is sometimes viewed as divisive; however, when managed well, it is a catalyst for growth and innovation.

Episode FAQ

• What is Emotional Agility? Emotional agility is the ability to adapt one’s thoughts, feelings, and behaviours flexibly, supporting self-awareness and effective responses under stress, rather than being hijacked by emotional reactions.
• What is Incongruence in the workplace? Incongruence is a psychological state in which there is a disconnect between one’s core values or ideal self and actual behaviour or life circumstances, often leading to dissatisfaction at work.
• What does Ideal Self mean? The ideal self is an individual’s aspirational identity — the qualities, values, and standards to which one strives, guiding their choices and behaviours.
• What is Vulnerability-Based Trust? Vulnerability-based trust is a form of mutual confidence within teams where members feel safe to be honest, admit weaknesses, and seek help without fear of negative consequences.
• What is Productive Conflict in organisations? Productive conflict is an open, issue-focused exchange of ideas that drives innovation and improvement, as opposed to personal or destructive confrontation.

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Brought to you by your host

Joanne Lockwood SEE Change Happen

A huge thank you to our wonderful guest

JD Walter Walteric LLC

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