I coach a lot of leaders. Over time, I noticed a pattern. As we worked together, they started thinking and talking differently—about their people, their decisions, and their business as a whole. They saw problems more clearly. They found traction where they’d been spinning. I got curious.What exactly was I doing that made that shift
Does it ever feel like the way we talk about business totally misses the point? I think so. Especially when the conversation turns into a tug-of-war between “people” and “business,” as if they’re separate things. That old idea—that a business can thrive while sidelining the very people powering it—isn’t just outdated. It’s nonsense. It’s Time
Recruiting isn’t working like it used to. Let’s be honest—it hasn’t worked well for a while, but lately, the whole system feels like it’s crumbling. Conversations are getting replaced by bots. Résumés vanish into black holes. Candidates get ghosted after interviews. And all of this sends a loud, clear message: “You’re not worth our time.”
Employee engagement has been the holy grail of workplace productivity for decades. It’s the topic of countless research papers, consulting frameworks, and corporate initiatives. Yet, despite the time and money funneled into engagement surveys and strategies, organizations are still struggling with retention, performance, and innovation. The problem? The widespread beliefs about employee engagement rest on
McKinsey’s recent article, “Healthy Organizations Keep Winning, but the Rules Are Changing Fast,“ makes bold claims about the nature of organizational health. Yet, despite its ambition, the methodology it uses relies heavily on correlation without exploring the deeper causal mechanisms that drive success. For senior leaders in smaller businesses, startups, and nonprofits—those at the forefront
Are you one of those people who says things like, “we should make a trade-off between the people and the business?” I think we’ve all said something like that before, maybe even recently. It seems like a reasonable question to consider doesn’t it? Or does it? Let’s think about this differently. What if we regard
In a world that feels increasingly divided, the power of purpose-driven communication has never been more vital. People respond to messages that are real, that speak to their core, and that offer a vision of a better, unified future. As a leader, your words have the potential to bring people together, to inspire and align
Unleash & harness people energy.For truth & love. Start where the other is. Assume best intent. Be curious.Share the growth mindset. Become “we” with our clients. Coauthor. More minds, more better. Collaborate to move faster / better. Small changes for biggest impacts. Don’t get stuck addressing symptoms. Root cause. Turn on a dime with changes.
You’ve seen it happen again and again. You are debating with your team on how to solve a big, hairy problem. After much deliberation, you see one solution as best. Another leader sees a different solution as ideal. And here you thought you two were all synced up on your goals. What the heck do
Companies look to change and evolve their cultures for several reasons. Strategy upshift, generational factors, unattended culture degradation, mergers & acquisitions, and turnaround scenarios. Below are two culture change stories we all see.
We’re not your standard blocking and tackling HR professionals, therefore, we’re quite easy to talk to and level with. Schedule a consultation with us if you’re seeking an HR partnership and ready to Unleash People Energy™ to propel your team’s growth. Whether you need us for an hour or a standing meeting to build and run the leanest and simplest people practices, we’ve got you!
