# Nathan Regier

Nathan Regier works in leadership development, with a focus on helping organizations handle conflict and build drama resilience. Regier presents workshops and shares a Compassionate Accountability framework with learning and development audiences.

- Profile: https://b2binfluencer.marketing/creators/nathan-regier/
- LinkedIn: https://www.linkedin.com/in/nateregier
- LinkedIn followers: 13,843
- YouTube: https://www.youtube.com/channel/UCUzl7fg-3NNkp6q25NEAxVQ
- Topics: leadership, leadership-development, workplace-culture
- Based on 11 dated posts, latest 2026-10-09

## Summary

Nathan Regier is useful for manager-facing workshops and keynotes on conflict, drama resilience, and measurable culture health.

- Best for: A leadership development company wanting manager training, a conflict process, and a measurable diagnostic.
- Not for: Consumer brands or creator sponsorships needing short-form video, consumer reach, or performance-based content.
- Check first: Confirm availability, fee, terms, and whether attendees are managers.

### Takeaways

- Conflict is inevitable; drama is optional.
- Companies should have a standard operating procedure for conflict.
- Behavior, not style, is what changes leadership outcomes.

## Main ideas

- **Conflict is inevitable; drama is optional**: Regier's central claim is that conflict is a normal, unavoidable result of people working together, while the drama around it — escalation, blame and avoidance — is optional. Resilience to drama, they argue, is a leadership skill that can be learned, practiced and measured. That gives managers a concrete focus and leaders and teams a way to track progress, not just hear encouragement.
- **Companies should have a standard operating procedure for conflict**: Regier argues that conflict is too consequential to leave to chance. Organizations document processes for other recurring, high-cost parts of work but rarely for conflict, leaving responses inconsistent from manager to manager. In their view, a standard operating procedure for conflict helps companies scale the capability and save time, energy and resources.
- **Behavior, not style, is what changes leadership outcomes**: Regier distinguishes styles from skills: a style describes how someone prefers to operate, while a skill is a trainable behavior. Because effectiveness shows up in what a leader actually does, they argue development should target behavior rather than try to rework someone's existing style.
- **Advancing the work through the learning-and-development community**: Regier's public activity is collaborative: co-presenting workshops, facilitating panels with other providers, attending multi-day association retreats, introducing peers' sessions and recommending their books to the same audience. In recommending peers' work, they endorse professionalism as a daily practice — turning a point of view into a practical, authentic business strategy.

## Work to read

- [ATD 2026 recap: two workshops, a drama-resilience score, and a book in progress](https://www.linkedin.com/posts/nateregier_atd-2026-is-in-the-books-thank-you-to-the-activity-7463319469004664832-SEU7)
- [ISA business retreat: peer recognition inside the learning-provider community](https://www.linkedin.com/posts/nateregier_attending-the-annual-business-retreat-for-activity-7440386276358410240-Z43E)
- [A recommendation: The Thought Leadership Handbook](https://www.linkedin.com/posts/nateregier_congratulations-on-the-publication-of-the-activity-7485356816764370944-cbf4)

## Brand relationships

- **Association for Talent Development (ATD)** (disclosed_partnership)
- **Berrett-Koehler Publishers** (disclosed_partnership)
- **Let’s Grow Leaders** (disclosed_partnership)
- **Association of Learning and Development Organizations (ALDO)** (affiliate)
- **ISA — The Association of Learning Providers** (affiliate)

## Partnerships

Nathan Regier's public posts show conference teaching, not a documented creator-sponsorship offer. They describe workshops and a panel at ATD 2026 alongside Jamie Remsberg and Aaron Chappell Deckert on making learning stick and measuring culture health; an expo-floor booth where attendees measured their Drama Resilience; a Compassionate Accountability framework presented to learning leaders; and four days of programming at an Association of Learning Providers retreat, where they received an ISA Rising Star Award. The posts also mention an upcoming new edition of Conflict Without Casualties with Berrett-Koehler Publishers. For a buyer planning a keynote and workshop series on conflict and drama resilience, ask directly about availability, format, fees, exclusivity, and whether they offer sponsored or co-branded partnerships.

## Alternatives

- Paul Falcone: Choose Paul Falcone when the buyer wants manager and HR conversations delivered as ready-to-use scripts backed by a trade publisher's book list. Their posts point to a HarperCollins Leadership author page covering staff burnout and overwhelm, upskilling in an AI-enabled world, leading through crisis and disruption, workplace ethical dilemmas, team emotional intelligence, M&A integrations, and the return-to-office debate. They also describe a SHRM article that scripts how to talk with teams about AI adoption: the human-in-the-loop principle, confidentiality and data privacy, guarding against AI hallucinations, and investing in the human side of implementation. For a campaign that has to cover AI rollout and policy-adjacent conversations alongside everyday manager communication, that is closer to the task than a drama-resilience workshop: the deliverable is language a manager can use in one specific, high-stakes talk.
- Robyn A. D.: Choose Robyn A. D. when the deliverable is short learning content and the workshop has to be designed as well as delivered. Their posts recap conference sessions at #TechLearn and ATD's #Core4, and show an explicit method: cutting down existing content into a microlearning product using a quick handout method shared with the room, alongside attention to attendee feedback, hallway questions, and follow-up conversation. For a company that wants its managers' conflict training broken into short, repeatable microlearning pieces that survive outside the event, that craft is the relevant skill.
- Devin DiNofa: Choose Devin DiNofa when the manager program should be framed around wellbeing, mentorship, and peer support, and the buyer wants a continuing channel rather than a one-off event. Their posts describe conversations with HR leaders about LifeGuides and 'the power of human-to-human mentorship at scale,' including the question of who fills the cup of the leaders responsible for filling everyone else's. They also name a Rebels with a Heart show and a growing community of people leaders. That maps well to manager burnout and ongoing support, with guest interviews and community access as deliverables.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/