Practical tips, tools and ideas on leadership, management and organizational success

On paper, the employee was perfect. Smart. Experienced. Eager. But here’s what happened: ➡️ The hiring process dragged on for months. ➡️ Promises made in interviews didn’t match reality. ➡️ Their onboarding was rushed, leaving them to “figure it out.”

The challenges are real—but so are the opportunities for leaders willing to think differently. What’s the smartest hiring or retention strategy you’ve seen work in the past year?

💡 Action Tip: Identify the top 3 competencies your company will need to thrive in the future—not just succeed today. Make them non-negotiables in every leadership interview. 💡 Interview Question: “Tell me about a time you helped a team feel seen, safe, and supported during chang

Recruitment isn’t just about fit—it’s about values and decision-making capacity, especially when people will be entrusted with defining and protecting culture. This ensures your leadership team holds the organization’s reputation and ethical compass steady—even under unexpected pressure.

But here’s the real opportunity for leaders: ✅ What story do former employees tell about your culture? ✅ Did they leave because they outgrew the role—or felt undervalued? ✅ Would they come back… and would you want them back

It’s also: 👉 “What did their exit teach us about how we develop and retain talent?” Because every exit is feedback. And every return is a second chance—to get it right. What’s your take on hiring back former employees? Have you done it successfully—or regretted it?

Hiring is more than filling vacancies—it’s about inspiring action and creating meaningful connections. By applying psychology strategically throughout your recruitment process, you can attract the right talent and build teams that drive long-term success.