I didn't want to come back to work today.

Anyone else? 🖐 This isn't because I don't love my job, company, or coworkers but because over the last couple of weeks I finally found REST. I stopped the hustle. I took a beat. I slept in. I may have had chocolate for breakfast one day. Maybe two. I reflected on the past year and what I want from 2023. I found peace.

How does your organization respond to local and global events that affect employees? As humans and workers, we are all inundated with a world (and news cycle) filled with stressors that may impact us, our loved ones, and our communities.

It’s important that leaders have a rapid response approach to effectively engage and reassure team members to not fall into hopelessness or despair when tragic events disrupt employees ability to focus and perform.

Are you a small startup or org looking to start your DEI journey or needing more strategic support.

As our co-founder, Alex Suggs, MBA, shared in an earlier post: it is wise and rewarding when startups and small teams invest early on in their DEI efforts despite a small (or nonexistent) budget. The org will undoubtedly reap lasting benefits of investing in their people early on.

Having stood up dozens of DEI bodies (e.g. ERGs, Councils, Equity Teams, Committees and BRGs), we're sharing three reasons why these groups sometimes don’t work – even when the organization has committed resources for these programs and employees are going to meetings regularly.

We believe it’s time to do DEI differently…but what does this mean? We’re sharing 5 ways we believe this work needs to look different in 2023 (and beyond) and what your organization can do to adapt.

Over the years, we have connected with many executive leadership teams about the profound impact DEI has on organizations. We have learned that no amount of data or evidence supporting the business case will convince a CEO to invest in DEI…

Have you ever given or received a genuine apology? What does it look and feel like? We won't tell you twice why this last conversation – part 3 of Different Discussions – is SUCH A GOOD ONE. We discuss the nuances of practicing vulnerability by asking ourselves: What can we do when it comes to repairing and amending harm done in the workplace?

In the first part of the series, we want to acknowledge the loss and grief coming out of the height of the pandemic, to better understand the tension that exists in our bodies, and the impact of how we address these things collectively – and asked ourselves: How can organizations prioritize mental health and wellbeing now that we are in the midst of some major social and economic shifts?

In this second part, we wanted to focus on the role that leaders play in practicing self-compassion and accepting oneself fully that models what it is to fully show up for others. Are they responsible for showing the same level of commitment to their internal landscape as they are to external business drivers and stakeholders?

We knew there had to be a different way for real, systems-wide change to happen for many of us who desired a better, bolder, more sustainable workplace culture…