Today, I would like to share a story about Charlotte that I first shared inCohesion 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.

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.

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.