If I’ve heard it once, I’ve heard it a thousand times: “I’m afraid to give feedback,” or “I just don’t want to hurt anyone’s feelings.” We tie ourselves in knots, especially when giving feedback across differences....
I was teaching my MBA students last week about motivation. The academic research shows that increasingly, people want purpose over paychecks. Sure, money matters, but it is meaningful work that fuels people. At the end of class, nearly every student’s biggest...
One of the trickiest parts of leadership is knowing when and how to give effective feedback. Even when you’re ready to give feedback, you’ve got your notes, you know exactly what you want to say, and you’re confident that your advice will be helpful,...
True inclusion is not merely a policy or a set of rules; it is a lived experience created through a culture of empathy, vulnerability, and effective leadership. At its heart, fostering a sense of belonging for everyone requires moving beyond a superficial...
Inclusion work is constantly evolving. Rarely do people intend to be exclusionary, yet intentions do not always match actions. A term that has gained significant attention is microaggression, originally coined by Harvard psychologist Chester Pierce in the 1970s to...
The terms “mentorship” and “sponsorship” are often used interchangeably, yet they represent distinct relationships with different dynamics, goals, and impacts on career progression. While both are invaluable for professional development,...
