Innovation is the shiny object every organizational leader wants to wave around.

But what happens when leaders confuse technological progress with cultural progress?

Case in point: AT&T’s CEO, John Stankey. His 2,500-word memo recently went viral, not for its vision of the future but for its conditions of belonging. The message to employees was clear:

• You’ll get tools, structure, and opportunity.
• But don’t expect loyalty, flexibility, or advancement without constant proof of value.
• And if that doesn’t work for you, maybe you’re in the wrong place.

This directive signals a bigger problem... some leaders are betting they can adopt artificial intelligence while ignoring the real intelligence that drives culture. The people.

COHESION MATTERS MORE THAN EVER!

This year marks a historic milestone... For the first time ever, six generations share the workplace. Elder Generation Alphas, born in 2010, turn 15 this year and are joining the workforce as interns and entry-level employees.

Business leaders and HR professionals face the challenge of ensuring all generations feel like they belong in today's workplace.

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.

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.

Today, I would like to share a story about Charlotte that I first shared in Cohesion Culture™: Proven Principles to Retain Your Top Talent. The focus of the story is on utilizing transformative leadership to get the best out of your people. Transformative leaders aren't dream stealers. They are dream aligners.

While transactional leadership is needed in specific situations, transformative leadership is essential to leading the process of infusing cohesion into the culture. A culture of cohesion exists when people say, “I love where I work (belonging), I feel the company wants and needs me (value), and I am willing to do what’s needed to get the job done (commitment) because it is best for me and the company.”

“I can do it myself.”

“I don’t need your help.”

“I can do it my way.”

I remember as a child being a little stubborn (I know you’re shocked ) and telling Mom aka FANNY that I could do it on my own.