By: Deb Monfette 

Carrie Prince, a certified professional leadership coach, small-business COO, and podcast host, believes conflict can be an opportunity to connect. At work, at home, and online, disagreements frequently flare up. But while many people might view conflict as something to avoid—or, in some cases, something to “win”—the real leadership opportunity lies in transforming it into a connection.

That’s the premise behind “People Fuss,” a new podcast and YouTube show Prince co-hosts with her partner Doug Daniels, a unionized 3D data librarian and lifelong history enthusiast.

From Noise to Meaning

Together, as a couple, Prince and Daniels dissect the frictions of modern life—relationships, politics, leadership, and culture—through humor, historical context, and practical tools. Their goal is simple: less noise, more meaning.

Prince explains, “I’ve seen how much time, money, and trust can evaporate when people avoid difficult conversations. With this show, we wanted to take those stressful, messy moments and try to turn them into something useful—and maybe even entertaining.”

Daniels adds, “You can’t really understand where we are without looking at where we’ve been. Comic books, politics, tech, even the food on our plates—it all has a backstory. We’re here to connect those dots, but also to keep it light enough so that you might find yourself laughing while you’re learning.”

Their dynamic brings both strategy and story: Prince translates “people problems” into workable practices, while Daniels tests ideas against history and culture. The result is a conversation that is refreshingly human, not just reactive.

3 Leadership Practices From “People Fuss”

Here are three leadership practices drawn from People Fuss that could help leaders everywhere turn conflict into connection.

1. Start With the Story, Not the Fight

Get clarity before discussing solutions. Arguments tend to escalate fastest when people skip straight to defending their position. Prince knows the difference between reaction and resolution—it starts with framing the story first.

Whether she was coordinating 100+ person productions in Hollywood, joining negotiations discussions with IATSE Local 871, steering a company from turmoil to acquisition in under a year, or managing operations at Dodger Stadium during its transformation into the nation’s largest COVID-19 testing site, Prince has seen that alignment on “what’s really at stake” can save enormous time and trust.

On People Fuss, Prince and Daniels open each conversation by establishing context—whether it’s workplace tension, politics, or relationships. That simple habit lowers defensiveness and opens the door to understanding.

For leaders, this practice could be as simple as opening a tough meeting with: “Before we debate solutions, let’s agree on the real problem we’re trying to solve.”

When you start with the story, you create space for people to be heard—before anyone starts swinging.

2. Bring the Backstory, Not the Bias

Too often, leaders confuse commentary with opinions. Social media rewards speed, not depth—but opinions don’t always build trust. Context does.

That’s where Daniels comes in. As a data librarian and lifelong history enthusiast, he connects dots most people miss.

Daniels says, “In a world of increasing conflict, we dissect the stories behind our tenuous ties—in work, love, leadership, culture, politics, and tech—and invite listeners to address them with context, humor, and concrete steps. My biggest hope for the show is that we can help counterbalance some of the toxic behavior that seems to pervade the podcast landscape.”

From comic books that mirror immigration debates to food choices tied to labor history, Daniels uses backstory to ground discussion. Leaders can do the same—by slowing down, checking assumptions, and asking, “What’s the story behind this tension?”

Context doesn’t just inform—it can disarm. It reminds teams that every debate has roots and that understanding those roots is what helps keep a conversation productive instead of polarized.

3. End With a Practice, Not a Punchline

Most conversations end too early. We “agree to disagree” and move on—but progress is more likely to come from practice, not punchlines.

Prince simply states, “We don’t need more commentary. We need a connection. We want people to walk away from an episode not just nodding along, but with something they might do differently at home, at work, or in their community.”

In business, this might mean creating a feedback ritual, a shared check-in phrase like “Do I get you?” or a decision shortcut that keeps things moving. The goal isn’t to win—it’s to build habits that reduce the chances of the same fight tomorrow.

That’s what makes People Fuss stand out. Every episode closes with something listeners can actually try. It’s part coaching session, part culture club, part history lesson—and all about applying what you’ve learned in real life.

Connection as a Competitive Edge

At a time when online discourse trends toward outrage, workplaces strain under hybrid pressures, and relationships can feel increasingly transactional, these tips offer a counterweight. It’s not about winning arguments; it’s about repairing connections.

That’s why these three practices—framing issues, adding context, and landing on practices—matter so much. They help leaders shift from reactive to responsive, from stuck to moving, from noise to meaning.

As Prince emphasizes, the goal isn’t perfection but progress: “When leaders create connection, everything else can flow.”

For leaders facing constant pressure, that’s more than a simple insight. It’s a survival skill.

Episodes of People Fuss are now streaming on YouTube, Spotify, and Apple Podcasts. To learn more and start fussing responsibly, visit www.peoplefusspodcast.com or subscribe on YouTube at youtube.com/@PeopleFuss.