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

The best leaders aren’t just qualified. They’re grounded. They respect the work because they’ve touched it.

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.”

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.

🚨 77% of companies can’t identify their future leaders. That stat should stop us in our tracks.

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?

Most hiring managers don’t have a hiring problem. They have a clarity problem. Saying “I need someone proactive” is not the same as...

Here’s what worked then—and what still works now: ⭐ Build early relationships: Partner with schools, training programs, and communities to create talent pipelines before you need them. ⭐ Leverage global talent: Tap into passive candidates and talent beyond borders. The right fit may not be next door. ⭐ Invest in upskilling: The skills you need might already be on your team—just waiting for the opportunity.

AI can write code, analyze data, and even draft strategies. But it can’t build trust, navigate tension, or coach someone through change. The good news? These are trainable skills. 💡 Get feedback—honest, direct, no BS, aimed at your development 💡 Practice curiosity before judgment. 💡 Work with a coach. Join a peer circle. 💡 Step into situations that stretch your emotional & intellectual agility. 💡 Act—Action builds confidence. In this moment of disruption, human skills

Don't wait for failure! Use a premortem to identify & address project risks upfront. Boost success & team morale. #ProjectManagement