The Climb: Insights on People, Process, and Growth

46% of your hires will fail in their role within 18 months. It's not a talent problem. It's a role alignment problem. Research shows that nearly half of people hired today will no longer be in that role within 18 months. And of the 56% who remain, many are operating far below their optimal performance. Yet most organizations respond the same way. They assume they need better people. But the real issue is much simpler, and much more common. We hire people into the wrong roles,

Two conversations. Same pattern. Top performer. Crushing quota. Loved by clients. Miserable. Another one? Promoted to leadership. Struggled. Failed. Told they "weren’t working hard enough."  Here's the truth no one wants to say:  It's not a talent problem. It's an alignment problem.  We're still forcing people into outdated molds.  Promoting performance instead of predisposition. Managing by metrics instead of motivation. And then we wonder why:  Top employees burn out New le

Leadership Lens I've had amazing leaders and mentors. And I've had some really bad ones. I used to think resilience meant tolerating behavior that leaders should have addressed. Earlier in my career, I was a high-performing revenue producer with a big personality and strong results. I was also: – Told to consider “finishing school” so I could be more demure. – Criticized for wearing high heels because I was “selling something other than software." – Advised that being a sing

I thrive in chaos. Which is fortunate, because chaos has been a consistent thread throughout my life. I grew up in a full house where space, attention, and resources were limited. I began working full-time at 18 to fund my life while earning two college degrees. I chose sales, one of the most unpredictable career paths you can take. Along the way, I tended bar, became a single parent, stepped into coaching, and eventually into leadership. For years, I thought I was simply “go

What do you want to be when you grow up? We were bombarded with that question as kids.  Then again, in high school.  And finally, expected to lock in the answer in college. The irony? What did we really know? Most of us chose paths based on what we saw around us.  What our parents did.  What felt familiar.  What class were we best at (hello, English majors 🙋‍♀️)?  Or what we believed would make the most money. Fast forward a few decades. Today, I spend my time working with l

Sometimes You Lead. Sometimes You Follow. Both Matter. We live in a world that misrepresents leadership. We've decided that everyone should be “in the lead,” and if they're not, they're somehow failing. In doing so, we've dramatically undervalued the contributions of people who don't shine with a title or a role. You can be a leader and a difference-maker without leading people. I was an individual contributor for many years, by choice. Family obligations, an inability to rel

Encouraged by those closest to me, I'm expanding my speaking engagements in 2026, and I'm energized to have already been selected for several sessions across the U.S. This expansion isn't ego-driven; it's fueled by genuine excitement about sharing a message that matters. A message centered on leveraging modern tools and smarter strategies to align people and processes for real, sustainable growth. Organizations of every size are wrestling with the same question: how do we com

What we can learn from dogs. My best and favorite work companions have always been my dogs. Sampson. Bo. Lexi. Tank. Benjamin. Brooklyn. From my 20s on, they’ve been my constant work-from-home partners, my built-in accountability coaches, my moral support, my stress relief, and my excuse to step away from the screen and move my body. They’ve taught me things no leadership book ever could. They've made me accountable  — because they need care, consistency, and presence, w

How we believe we present ourselves and how others actually experience us often live worlds apart. That gap, quiet, invisible, and usually unintentional, can shape careers, relationships, and leadership trajectories far more than we realize. Most of us would say we're self-aware. We've reflected, we've done the work, and we've asked for feedback. And yet, awareness is not static. It's contextual. It shifts under pressure, stress, ambition, fear, and unresolved history.

My old home is currently a frozen tundra. I'm watching from the desert via social sites. And the irony? None of this is unusual. Snow and ice roll in, conditions deteriorate, and suddenly, working, driving, and even basic living become optional. Offices and schools close. Accidents and slide-offs pile up. People who thrive outdoors are forced inside, sedentary and restless. So here's the question I always find myself wondering in moments like this: When the world hits pause,

I haven't been in a formal gym since October 2019. Before that, I was an avid gym girlie—Lifetime, Pilates studios, personal training, Orange Theory, kickboxing, yoga. All of it. I might have been obsessed. Movement was community, variety, intensity, and identity. Then a 5K injury + a walking boot changed everything. I bought a Peloton to rehab, fell in love, and shortly after, COVID shut the gym world down entirely. I invested heavily in a beautiful basement gym—heavy bag,

“Leadership isn't about effort. It's about precision.” Every CEO hears some version of this advice: “Coach your team more.” But here's the uncomfortable truth:  Most coaching fails not because leaders aren't trying.  It fails because they're coaching blind. We assume motivation works the same way for everyone. We assume feedback lands the same way for everyone. We assume what worked for us will work for them. It doesn't. Some people need pressure.  Some shut down under it.  S