SHRM

We often tell young people they can be anything they want to be. It’s well-intended, but I’m not convinced it’s always helpful. When we don’t help people identify their natural strengths, we end up pushing them down paths that don’t fit ... and paying for it on the back end. Here's a snippet of why I believe this conversation matters more now than ever 👇 ♻️ Repost to put this in front of someone who needs it today.

One year ago, I challenged you to run straight into the storm coming for HR. And now, a year later, I’m in awe of what you’ve done. Thank you for stepping up, rising to the challenge, and sticking together. But let's be clear: The storm isn’t over, and the work we do is more critical than ever. Together, we must: 🌬️ Champion equal opportunity for all. 🌬️ Tackle human displacement. 🌬️ Reignite civility and trust. So I’m asking you to fly ... fly like an eagle. The eagle senses the storm from far away. From high above, it waits for the wind to come. Then it sets its wings and lets the current carry it above the chaos. That’s what we must do. Rise above the chaos with vision, courage, and clarity. And, as I shared at: "To rise up, we must speak up." Our voices are not optional. It's our time to create the legacy we’ve always needed. 🦅 To everyone who attended: Thank you. #HR #HumanResources #HRLeaders #HRProfessionals #FutureOfWork

Let’s be honest … It’s been a tough four years for HR. From the pandemic and layoffs to artificial intelligence and rehiring … our jobs have never been harder. But if there’s anything I’ve learned, it’s that we’re not built to break. Are you ready to face this next storm? #SHRM #HR #HumanResources

Regardless of how much AI evolves ... Human intelligence will always be a crucial element of the workplace. Machines may handle data, analyze patterns, and optimize processes, but they can’t match the empathy and human connection that are at the heart of great leadership. So is the future of work human or machine? Watch the video to find out. 👇

My daughter could NOT believe this! … that I once had to leave the house to rent a movie. Stand in line. And hope it wasn’t already taken. So imagine how differently the people in our organizations think about work, speed, access … even patience. Today’s workforce spans six generations. Some grew up waiting for dial-up. Others grew up expecting instant answers. Some remember a world before remote work. Others entered the workforce assuming flexibility was the default. And now, we’re welcoming a generation that has never known a world without AI. These differences aren’t trivial. They shape how people learn, communicate, solve problems, and make decisions. Which means leadership today is about understanding how differently people experience the same workplace. I talk more about what this means for leaders, and why multigenerational leadership may be the hardest job right now, in this conversation 👇

We’ve done a horrible job preparing people to be managers. Too often, the best individual contributor becomes the manager, no questions asked. Best accountant? Congrats, you now manage the accounting team. Top lawyer? Great, you’re now leading other lawyers. No training. No support. Just: “Figure it out.” But being good at your job is NOT the same as being good at managing people. Management is its own discipline. It takes skill, clarity, and intention. And when we skip proper training for new managers? We set up a revolving door. Because people don’t leave jobs, they leave bad managers.