If You're Still Leading Like It's 1975, Read This

I’m from the generation that...

...rode in cars without seatbelts.

 We were told to roam free until the streetlights came on.

 We inhaled secondhand smoke at the dinner table, in restaurants, and on airplanes, because it was “normal.”

We grew up tough.  Independent.  Resilient.

But just because it made us strong doesn’t mean we should glorify the conditions that required us to be.

So why, why, are so many companies still managing, hiring, and leading people using models that haven’t evolved since the 1950s (or ‘70s if they’re feeling “progressive”)?

In fashion, everything old is new again.

But when it comes to leadership, parachute pants don’t belong in your org chart.

Here's the truth: If your company is stuck in outdated paradigms. Hiring for inflated titles, promoting based on tenure, or managing through hierarchy instead of empowerment. It's time for a radical shift.

✅ Let’s STOP hiring based on resumes, degrees, and pedigree.

✅ Let’s start hiring for potential, alignment, and capability.

✅ Let’s start rewarding the most skilled, strategic, and people-centric leaders. 

With the power of behavioral science, psychometrics, and the practical integration of AI, we can redesign how we attract, manage, and retain the right people in the right roles.

Because future-ready companies don’t just adapt, they evolve, with empathy, data, wisdom, and clarity.

If your org is ready to shed the shoulder pads of legacy leadership, let’s talk.

I’ve got a battle-tested and science-backed plan to help you lead what's next.