In “The Art of Woo” by G. Richard Shell and Mario Moussa, the authors outline five leadership approaches to persuasion:

1. Driver

2. Commander

3. Promoter

4. Chess Player

5. Advocate

Core values act as a north star for an organization, providing shared purpose and guideposts on whether an initiative is a fit with the organization. They tell the public who you are as a company and what they can expect, and core values align internal staff on how to operate so that the organization can succeed. Use this simple set of questions to find your Core Values.

In 2000, when I was 25, I went on my first solo overseas trip. It was Thanksgiving, and I took advantage of an extra few days off from work to travel. I booked a trip to London and stayed in a hostel, using it as my base to explore the city. In the mornings I’d have breakfast with a woman from South Africa, whom I met at the hostel, and in the evenings, I read Franny and Zooey at the pub down the street over a beer and cottage pie.

According to surveys of participants, 71 percent of respondents reported lower levels of burnout, and 39 percent reported being less stressed than when they began the test. Companies experienced 65 percent fewer sick and personal days. And the number of resignations dropped by more than half, compared with an earlier six-month period. Despite employees logging fewer work hours, companies’ revenues barely changed during the test period. In fact, they actually increased slightly, by 1.4 percent on average.”

As a marketer I think daily about how AI may or may not affect my career. Marketing tools and metrics already change on a seemingly weekly basis. We are constantly chasing the latest information on where best to post links within our social posts, what the correct layout specs are, and the ever-changing marketing jargon and acronyms. Marketers are used to change, and are well equipped to move with the rising tide of AI.

Being mocked is a powerful reinforcer.  It is difficult to be the individual who begins to behave, dress, speak, and act as they believe in their heart to be true to themselves.  This requires risk and the possibility of being ostracized.  We adhere to cultural norms to fit in.   

How can you handle a difficult situation at work, especially one that has you feeling ignored and disregarded? You might think that the instigator should be the one to fix the situation, however, the only person you can truly change is yourself, so you must start within.

Our emotional responses to workplace situations serve as valuable data about organizational culture. Feelings aren't obstacles to professional judgment but rather sophisticated intelligence systems that detect patterns, power dynamics, and cultural inconsistencies that formal assessments might miss.

This survey is being conducted to research workplace burnout in office and healthcare professions. Your responses will help inform a book about modern workplace challenges. All responses are anonymous and confidential. The majority of the questions are simple multiple-choice questions, and the survey is designed to take less than 10 minutes.

When we have so many choices, it’s too easy to imagine something better on the horizon. Choice is necessary, and I welcome the choices that we, especially women, have today thanks to the trailblazing activists who have come before us. But there is such a thing as too many choices.

There are several ways to implement a stepping stone strategy to reduce risk, such as phased exploratory sessions or phased implementation; however, in this example, I'll share how I accomplished a project using a stepping stone of roles across the organization to obtain buy-in and ensure all needs were met.

I was interviewed on how to avoid quiet quitting in this article from the Wall Street Journal.

I had the privilege of being interviewed for Penn LPS’s Online magazine after I completed the certificate program in Organizational Anthropology. Here is an excerpt.

Have you ever had a conversation with someone and they continued to say “We should do x…?”  Whether in the workplace or at home, the blaming power of “we should” needs to be stopped.  “We should” is an opportunity to either complain or share an idea without actually doing anything. For example:

Participant observation is a qualitative technique of field research where the investigator gains acceptance into a group by building rapport, establishing trust, and sharing in the group’s activities.

There’s always room for more. More work. More recognition. More love. Always.

Communication is the keystone of all relationships, yet we rarely address communication beyond how we perceive it. There are four frames of communication, which should be analyzed when addressing communication in the workplace: Individual, Interpersonal, Group, and System.

Screenshot from The Assistant, featuring Julia Garner. Everyone, from the assistants to the producers to HR cover for the film mogul. It’s this complicity that you see wear her down. How have the others remained complicit in their leader’s behavior and at what emotional and ethical cost?

I love goal setting. It gives me purpose and a guide for the year to come. But one thing I don’t do is to check on those goals regularly. Learn how I give myself mental space to achieve.

Giving the tried and true paper planner another try.