Making connections is part of the normal human experience.

It helps us make sense of the world and navigate our relationships within it. Workplace culture, for example, is often reflected in how organizations celebrate work anniversaries, special recognitions, promotions, retirements, or other life events.

I often say that belonging comes in the form of a party invitation, but inclusion happens when the host greets you, introduces you to others, and invites you to dance.

As the year winds down and the holiday season is in full swing, many employees face a mix of emotions in the workplace. Some might feel a sense of joy and celebration, while others may struggle with grief or stress. This time of year can leave teams checked out, distracted, or simply exhausted. Yet, it also presents a unique opportunity for leaders to inspire action, create connection, and begin laying the groundwork for 2025.

According to the Institute for Corporate Productivity, around 62% of organizations report a noticeable drop in productivity during the holiday season, indicating a substantial dip in work output during the final stretch of the year.

How can leaders ensure this season isn't a lull, but a springboard for aspiration and achievement?

As we approach the final months of the year, Cohesive Leaders know that productivity doesn't end with the holiday season on the horizon. Rather than viewing these months as a time to slow down, effective leaders leverage this period to strengthen their teams and maintain momentum.

I'm not making a case for working so hard you can't enjoy the holidays. This is certainly a time for family, thankfulness, and holiday spirit. However, for leaders, it's an opportunity to finish the year strong by aligning with team goals, keeping the energy high, and setting the stage for a successful new year.

How we end this year can significantly impact how we begin the next.

The costumes are ready. The candy's been purchased. That can only mean one thing...

Halloween is tomorrow!

Halloween is a holiday where we embrace costumes and disguises, letting us step into roles we wouldn't usually play. You can dress up as something terrifying and grisly, wear a fun couple's costume, or find your perfect pairing by wearing something niche and seeing who gets it.

However, in the workplace, disguises, especially the ones we wear as leaders, can get in the way of genuine connection. When leaders mask who they truly are, it can stunt their growth and prevent them from building authentic, trusting relationships with their teams.

While it's natural to put on a professional face, hiding behind a "MASK" can create barriers to open communication and erode team trust. Let's look at what it means to MASK in leadership, why it's important to remove the MASK in the office, and how leaders can embody authenticity without losing professional presence.

I have many favorite autumn activities like visiting an apple orchard, maneuvering a corn maze, driving around looking at the changing leaves, and carving pumpkins. This fall, I found myself reflecting on a deeper parallel between pumpkin carving and cohesive leadership. I realized the process of carving a pumpkin mirrors the practices of a learning organization.

Drawing inspiration from Peter Senge’s five key characteristics of a learning organization, I saw that carving jack-o-lanterns can be applied to becoming a jack of many trades and offer valuable lessons on adaptability, experimentation, stewardship, and more.

Are the thoughts shaping your life truly your own, or have they been influenced by outside forces?

If you haven't noticed, America is in the middle of a presidential campaign. Celebrity endorsements are coming out of the woodworks. We know who Elon Musk, Taylor Swift, Kid Rock, Bill Nye, and even Lady Gaga's dad are voting for.

Are you taking their input at face value? Are you allowing your voice to become a replica of someone else's?

Leaders face tough decisions daily. Sometimes those choices won't win them popularity contests but are necessary for the organization's long-term success.

History is filled with examples of leaders who made tough, unpopular decisions that ultimately proved to be the right call. Take Steve Jobs, for instance. When he returned to Apple in 1997, the company was struggling, and Jobs made the controversial decision to streamline Apple's product line, cutting over 70% of existing products. This decision was not well-received initially, but it refocused the company and paved the way for innovations like the iMac, iPod, and iPhone, transforming Apple into the powerhouse it is today.

Organizations with a strong sense of cohesion see a 21% increase in profitability, yet many companies still struggle to integrate core values into everyday practices.

The Cohesion-Infusion and Alignment Exercise provides a practical framework to bridge this gap and create a cohesive workplace culture.

Aligning company values with daily operations is essential for fostering a cohesive and supportive workplace. The Cohesion-Infusion and Alignment Exercise offers a systematic approach to integrating these values into both work-life integration and career development. By focusing on key elements like belonging, value, and mutual commitment, organizations can create a workplace culture that not only supports employees but also drives success.