I was shocked when I read that 73% of women experience bias at work – yet less than a third of employees are able to recognize bias when they see it. Admittedly, I’m one of the third who has most
We all know the data – that when women stay in the workforce and advance into leadership positions, it affects the organization’s bottom line in a positive way. And although there’s been progress advancing women in leadership, it’s been painfully
Several years into my career as a leader I was aware of the strengths I possessed, while simultaneously I knew I could be better. But I wasn’t exactly sure what was missing. Watch this video to find out how you
The Bureau of Labor Statistics reported that a record number of Americans voluntarily left their jobs in November. The data shows that people are taking other jobs, not leaving the workforce. Even if you aren’t one of the current statistics,
Several amazing women served as role models as I was a young, emerging leader. Though I’m grateful that a few also served as mentors, it wasn’t enough to accelerate my development or growth. This leads to the third mistake that
It’s unbelievable to imagine that when I was promoted to leadership nearly 20 years ago, I wasn’t offered this one thing – and it continues to be left off the table still today. So while organizations claim that advancing women
I was devastated to learn that working from home would no longer be offered as an ongoing benefit when I was in my corporate leadership position. It was with this policy change so many years ago that I discovered the
Amazon recently reported that, with their return-to-office plans, there will not be one single policy, but rather the decisions will be empowered at the team levels. Our organization is aligned because what we know to be true is that most organizational
I finally outsmarted my mom when I was about 9 years old. It was after a swim lesson, and she was allowing me to choose whether or not I went back the next day. As an adult, choices provide empowerment. If
CNBC recently titled an article, “Companies prioritized mental health during Covid, so why are we still so burned out?” Is it realistic to believe that the manner in which they prioritized and for the window of time that they did would
I recently shared that organizations have a hand in burnout and when those organizations take well-being seriously, their organizational performance is 2.5 times greater compared to those who don’t. Leaders also have a hand in burnout. Because of the high
Not taking burnout seriously is one of the top three mistakes organizations are making today. Yet when they do take it seriously, their organizational performance is 2.5 times greater compared to those who don’t. Here I share the most direct
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