As the year wraps up and feeds start filling with retrospectives and predictions, I wanted to focus on hope. This is the first of a two-part post focused on positive news from the world of #work and #leadership. It's about amazing things from 2025 that you may have missed but are worth ending the year with, and it's a great reminder that, despite the noise, some things did move in the right direction. Shorter Workweeks Are Proving They Can Work One of the largest multi-countr

In all my years in HR, I’ve seen promotions used for the wrong reasons: to keep someone from leaving or reward long tenure that “felt right" or to make a team look stronger on paper (and the leader more successful) even when the person promoted wasn’t ready. None of this helps the employee and it certainly does not help the #team. Now, don't get me wrong - I wholeheartedly believe in development. It is one of the strongest motivators we have. It sits together with sense of pu

No leader enters a role hoping to fire people. Yet at some point, every leader faces it. Sometimes because #performance is not improving or because the business changes and budgets shrink. Either way, involuntary exits test not only your leadership skills but also your integrity. This is part 2 of a two-part series. Check out last week's post for part 1 on voluntary exits. Performance based exits ✔️Step 1: Understand the legal background Performance management must sit on a s

Everyone talks about “investing in people.” But when it comes to actual learning and development, too many leaders tick a box and move on. Maybe you have a learning budget or maybe your #team even attended a workshop last year. That's a great start but not a real investment. Especially not when McKinsey’s research shows that demand for advanced #tech #skills could rise by almost 90% by 2030. And it’s not just technical know-how but social, emotional, and critical thinking ski