The Leadership Cost of ‘Needing to Know’
The Leadership Cost of ‘Needing to Know’ Last week we explored how uncertainty shifts leadership behavior. There is another response that often appears when pressure rises. Leaders tighten control. They add steps and lean on structure to create a sense of stability. Control can begin with good intentions but it rarely creates meaningful change. People do not shift because a process tells them to. They act based on what they believe. When control replaces curiosity, initiative fades and compliance often hides beneath the surface. The most effective leaders notice this early. They ask questions when answers start to dominate. They hold standards while staying accessible and open. Structure...
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My Predictions for the 2025 Workplace Trends
As 2025 approaches, the workplace is set to experience seismic shifts. From navigating political changes to embracing cutting-edge technology,...
AI-Powered Empathy: It’s like Auto-Tune for Management
As we head into the final weeks of the year, this newsletter kicks off a special series: 2025 Workplace Trends. These are the ideas shaping how...
An Accountability Mindset: The Competitive Edge That Sets You Apart
Guess what—skills and knowledge aren’t enough anymore. In a world where everyone has access to the same information and where technical expertise is...
The General Strike Call for 2028: A New Era for Labor in the U.S.?
Imagine this: It’s May 1, 2028, and across the country, industries grind to a halt. Not just one union, not just one company, but hundreds of...
I Told NBC: Forcing Your Team Back to the Office Won’t Fix Your Culture
As Amazon and Starbucks begin enforcing return-to-office policies, CEOs everywhere are asking if bringing employees back will save their company...
Started At The Bottom Now We’re Here
I’m working on a report that should be released by the end of the year on “CEO Chatter” (working title – if you have a better suggestion, send it to...
The Visibility Obsession: Why It’s Misguided and What CEOs Should Focus On Instead
Let’s talk about a common complaint I hear across companies: “You’re not visible enough.” Someone can be a top performer, hitting all their goals,...
Your business is being held hostage and it’s unacceptable
The port strike isn’t over; it’s on pause for the next few months. And the biggest sticking point which puts your business in danger has yet to be...
Today Might Be The First Day of The End Of The World
As the mother of a seven-year-old, I will remember today. Today is the day that the most powerful woman in AI, Mira Murati, left her post as CTO of...
Are We Getting a Raise Next Year? What to Expect for Salary Increases in 2025
As we near the end of the calendar year, the question on everyone's mind is: will we see salary increases in 2025? With economic uncertainty...
A Culture for All Generations
Disrupting the way we think about generations to attract, engage, and retain all employees
There’s a real benefit in dismantling the perceptions behind Gen Z or X, or whatever the next trendy label is! Citing extensive academic research from her book, Unfairly Labeled, Jessica provides a refreshingly enlightening and data-driven perspective on how multi-generational organizations can strip away stereotypes and and biases that hinder performance and prevent progress toward a common purpose.
