My mom, FANNY, had a message that encouraged me to be more uplifting and optimistic.
"If you have to tear someone down to build yourself up, you aren't that blankety-blank good to begin with."
She didn’t use “blankety-blank,” nor did she use current lingo. Either way, I got the picture.
Lately, I've seen a lot of posts social media that focus more on discrediting others than sharing original ideas. These posts tear other people down for their thoughts and opinions.
The problem with this approach is it tells me nothing about the person doing the posting. It only tells me what they dislike about someone else.
Leaders waste precious energy when they use their voice as a megaphone for criticism. Real influence comes when we articulate what westand for,not just what we stand against. That’s where inspiration and cohesion take root.
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?
When people ask me about my leadership journey, I refer back to 1969. At 12 years old, my mom, aka FANNY, was diagnosed with breast cancer. We lived in a small rural town in West Virginia. Our small little town offered limited education, poor economic conditions, and we were 30 to 45 minutes from the nearest hospital or major employer.
Late career layoffs happen. And they suck. Every time.
If you've been scrolling LinkedIn recently, you’ve probably seen the uptick in conversations about professionals in their 50s and 60s being let go. And while the emotional (and financial) gut-punch is real, this isn't the end. It's a detour. And it can still take you somewhere great.
According to the Wall Street Journal, the median duration of unemployment for job seekers aged 55–64 is nearly 26 weeks, compared with 19 weeks for those aged 25–34. And those who do find a job typically accept an 11 % pay cut, on average.
Even the most mentally stable unemployed folks get anxiety over this prospect.
As leaders, founders, and high performers, we are wired to build, achieve, and provide.
On this week’s episode of the UH-OH Conversations with Cohesive Leaders podcast, hostsBen-Jamin Toy, HSGand I speak withGeorge Riverato discuss what happens when that drive goes too far. George shared a deeply moving UH-OH moment. Weeks before his father passed away, his dad revealed a painful deathbed regret that he had missed too many of George's games. That statement hit George like a ton of bricks. He realized he was becoming a clone of his father, working 16 hour days and hiding behind a literal glass wall in his home office that had trained his toddler son to stop knocking for his attention.
That wake-up call forced George to ask the candid question, "When work is winning, who or what is losing?"
It's easy to celebrate record-breaking growth, closed deals, and career milestones while quietly losing ground in company morale, personal health, or the relationships at home that matter most. Cohesive leadership requires measuring success far beyond balance sheets and revenue metrics.
