Greetings!

If you are a CEO, CHRO, Chief Diversity Officer. VP/Head of Talent or other C-suite leader, I want to ask how you are helping your organization navigate this challenging climate & prepare for a more inclusive, more prosperous future?  As a Talent Strategist & People Architect with DHR Global - a Forbes Best Executive Recruiting Firm – I’ve asked this question of current and future clients.

In my conversations with healthcare & life sciences executives, I’ve noticed that their goals & initiatives are to:

✅ Innovate quickly & ethically 
✅ Improve quality of care & patient outcomes 
✅ Eliminate health disparities
✅ Improve the patient experience
✅ Facilitate an efficient & profitable go to market (GTM) strategy & process (growth hacking)
✅ Hire, engage & retain a diverse workforce
✅ Strengthen governance

In my conversations I have discovered internal challenges such as: 

👎🏽 No talent acquisition &/or retention KPIs,
👎🏽 Overwhelmed Recruiters with little time to upskill
👎🏽 Non-existent / inconsistent sourcing, recruiting & onboarding processes
👎🏽 Old technology not able to meet current & emerging needs for applicant tracking (ATS/HCM/HRIS)
👎🏽 Insufficient talent market knowledge / data
👎🏽 Little time to focus on sourcing critical top talent to stabilize, scale & transform the organization
👎🏽 Even less time to be proactive & engage talent opportunistically in order to dominate the market
👎🏽 No time to develop a diversity strategy & execute to increase representation, equity & foster belonging

My commitment is to minimize your pain, maximize your joy & guide your organization to better outcomes:

👍🏽 No more failed assignments
👍🏽 No more excessively long vacancies
👍🏽 No more homogeneous candidate slates
👍🏽 No more communication breakdowns or lack of transparency
👍🏽 No more resenting placement fees because of low value partnerships or inflexible cost structures

My personalized approach to Executive Search and Talent Advisory is different.  I help my clients compete in a tight talent market to win the war for talent by leveraging an unparalleled industry network, using insightful market data, compelling positioning & magnetic messaging.

⭐ I also work with mature organizations that: 
⚕️ Have an urgent assignment
⚕️ Need a very niche role filled 
⚕️ Lack diverse candidate slates 
⚕️ Have an overloaded internal TA team

If you want a strategic partner who will make your organization smarter, faster & more agile, please email me at ahenderson@dhrglobal.com

Reach, Resourcefulness & Relationships - the DHR way.

Andrea Henderson, SPHR, CIR, RACR

My candidates didn't get the job and I've never been so grateful that I failed.

I submitted two intelligent, accomplished women for a Chief of Staff role working for a CEO of a major entertainment company. 

Both sailed through multiple rounds - interviews with the CFO, the former Chief of Staff, even the executive's mother.

But the process felt... off. 
➵ They were told to expect grueling hours and attend countless industry events. 
➵ Their personal style was scrutinized. 
➵ They fielded scenario-based questions about situations that seemed trivial, outrageous, and quite frankly, unlikely to ever occur. 

It got weird. 

Then came the request to fly from NY to LA for a final meeting. Before they could book flights, I got the call: neither was moving forward.

We were all disappointed. We said the usual "it wasn't meant to be" and moved on.

Years passed before the headlines announced the CEO’s arrest. The Chief of Staff who eventually got the role, was then in the news as an alleged enabler.

I immediately reached out to both candidates. We had a joint moment of relief - and profound gratitude.

My intention is to only work with ethical clients who value integrity as much as excellence.

So this experience taught me something I'll never forget:
↳ Sometimes the blessing is the door that slams shut. 
↳ Sometimes the win is the rejection. 
↳ Sometimes the greatest act of protection is not getting the job - or the assignment - you thought you wanted.

And as a recruiter …someone entrusted with people's livelihoods, reputations, and futures …I hold that truth close: 

Let's stop believing that any high-profile role is worth the cost. 

My work will always center around finding talent that can thrive in high-stakes environments, but I also have to ensure those environments don't destroy them.

To anyone searching for their next role, know this:
↳Not every opportunity is aligned.   
↳Not every 'yes' is safe.   
↳And sometimes the biggest success is what didn’t happen.

Exec Search Pro helping biotech, value-based care, digital health companies & hospitals hire transformational C-suite & Board leaders. Partner, Life Sciences, Healthcare, Diversity, Board Search | Board Member | Investor

Excited to announce I'll be attending the JP Morgan Healthcare Conference in January! 🎯

This is always such a valuable opportunity to connect with industry leaders, explore innovations in healthcare, and engage in meaningful conversations about the future of our field.

If you're attending and would like to connect, please send me a message to schedule a time to meet up. I'd love to catch up with familiar faces and make new connections!

Who’s going to JPM?👇🏽

#JPM2026 #JPMHealthcare #HealthcareInnovation #HealthTech #HealthcareLeadership #DigitalHealth

No alternative text description for this image

His parents locked him in a psychiatric hospital. Three times. Electroshock therapy. Medication. All because he wouldn't conform.

He walked the Camino de Santiago - 500 miles across Spain - and came back with both blisters and clarity.

Call it awakening. Call it courage. Call it remembering who you were before the world told you who to be.

He wrote about that just before he wrote The Alchemist;
Paulo Coelho's simple story about a shepherd boy chasing a dream. 

It’s a story about the treasure that's always closer than we think. About seeking everywhere in the distance only to find it was at home all along.

But before it sold 150 million copies and became one of the most translated books in history, it flopped. 

He refused to let it die. 
He refused to surrender what he believed in.
He knew what it meant to be misunderstood.
He knew what it meant to wander.
He knew what it meant to keep going when the world said stop.

I read The Alchemist at a time when I was searching for something I couldn't name.

The unconventional path. The wandering. The need to go far away only to realize the treasure was home all along…it didn't just resonate. It explained me.

I've lived that story. The detours that looked like failures. The rejections that felt like proof I was on the wrong path. The moments I almost gave up because nothing was going according to plan.

And then I became a recruiter.
Not in spite of the wandering. Because of it.

Through my candidates, I do the work all over again. I walk with the ones who've been rejected 47 times. The ones whose paths don't fit the template. The ones who are blistered and unsure but won't stop walking.

Through my clients, I'm constantly seeking the stars. The proven performers. The transformative talent everyone wants.

I am all of them.

The pilgrim. The shepherd. The best-seller. The one who wandered far only to find what I was looking for was in the journey itself.

I am the bridge between the seeking and the seekers.

Executive search isn't just my job. It's my pilgrimage.
It's how I keep walking.

If you're feeling off-path today, maybe this is your sign.
Keep walking.
Your legend isn't lost.

What "6-7" Teaches Us About Generational Diversity in the Workplace

You might have heard kids shouting "six seven!" lately. Dictionary.com just named it their 2025 Word of the Year.
(Is it even a word? 🤦🏽‍♀️)

And while it means absolutely nothing, here's the insight: it's Gen Z's version of "Who's on first?"

When adults ask what it means, young people give a unified response: It has no definition. 

The phrase, which is driving parents and teachers crazy, is absurdist humor for the digital age …just like Abbott and Costello's classic routine was for theirs.

𝐓𝐡𝐞 𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐠𝐚𝐩 𝐰𝐞'𝐫𝐞 𝐧𝐨𝐭 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐧𝐠:
➵ Right now, we have five generations in the workplace. 
➵ Boomers remember when "Who's on first?" was cutting-edge comedy. 
➵ Gen Alpha thinks "six seven" is hilarious for the exact same reason …the joy of shared absurdity. 

Different reference points, same human need for connection and humor.

𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐟𝐨𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩:
This isn't "brain rot"
…it's a deliberate, gleeful effort by young people to remain unknowable in an era of relentless online observation. 

Each generation develops its own cultural codes shaped by its unique context. 

👥 Boomers and Gen X built careers before email. 

👩‍❤️‍👨 Millennials bridged the analog-digital divide. 

👽 Gen Z witnessed social media's dark side. 

🤳🏾Gen Alpha has never known privacy.

𝐓𝐫𝐮𝐞 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐰𝐨𝐫𝐤 𝐢𝐧𝐜𝐥𝐮𝐝𝐞𝐬:

✔️ Recognizing that a 22-year-old and a 62-year-old bring different lived experiences that both add value

✔️ Creating space for generational perspectives without stereotyping

✔️ Ensuring that "cultural fit" doesn’t just mean "people who grew up like I did"

✔️ Building mentorship that flows in multiple directions

💰 The companies thriving in 2030 won't be the ones that "understand" every generational trend. 

💰 They'll be the ones that recognize generational differences as a strategic advantage 
…where "𝑾𝒉𝒐’𝒔 𝒐𝒏 𝒇𝒊𝒓𝒔𝒕?" and "𝒔𝒊𝒙 𝒔𝒆𝒗𝒆𝒏" can coexist, and both are valued.
__________________

So... are you being driven crazy by "six seven," or do you totally get it?

Being invisible is expensive, but you can't hack your way into a trusting relationship.

I've seen it in executive search for years: the professionals who land the BEST opportunities aren't just qualified.

They know how to show up AUTHENTICALLY and build real connections on LinkedIn and IRL.

From hidden to → VISIBLE
From generic to → MAGNETIC
From waiting to → ATTRACTING

The landscape has shifted:

↳ Recruiters are searching LinkedIn first (not job boards)
↳ Your voice matters MORE than ever
↳ Building a brand isn't vanity, it's STRATEGY

Here's what I see working in 2025-2026:
✓ Authenticity over perfection
✓ Consistency over virality
✓ Connection over self-promotion

That's why I'm excited to join Katheline Jean-Pierre MSc  TODAY for "The LinkedIn Tea" 🍵
We're spilling on:

↳ How to define YOUR unique voice and show up unapologetically
↳ What the LinkedIn algorithm actually prioritizes (and how to use it)
↳ How to build a brand that attracts recruiters, clients & collaborations
↳ Where the opportunities actually are in this new landscape

📍 Join us For Free 📍
TODAY at 12 PM PDT / 3 PM EST
https://lnkd.in/gtTAjTpZ

Whether you're actively job searching, building your practice, or ready to attract better opportunities…this session is for you.

*This webinar is sponsored by Graphy.
___________
👋 I'm Andrea Henderson, Executive Search Professional helping companies identify top talent and match them with opportunities that align with their career goals.

𝐒𝐭𝐨𝐩 𝐀𝐬𝐤𝐢𝐧𝐠 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐭𝐨 𝐖𝐨𝐫𝐤 𝐟𝐨𝐫 𝐅𝐫𝐞𝐞

One of my clients is doing something that should be standard practice but unfortunately isn't: they're compensating every candidate who completes their second-round strategic planning exercise.

They want to be clear …they're not looking for free labor! 

They want to understand how candidates think, approach complex problems, and communicate strategy. 

But they also recognize that asking someone to develop a thoughtful strategic plan is a significant investment of time, expertise, and intellectual energy.

So they pay for it. 

Every single person who completes the exercise gets compensated, regardless of whether or not they get the job.

𝐓𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐛𝐞𝐜𝐚𝐮𝐬𝐞:

𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐪𝐮𝐢𝐭𝐲. 
Not everyone can afford to spend 5-10 hours on unpaid work exercises. Some candidates are juggling multiple interviews, others are working full-time, and many have caregiving responsibilities. Compensation levels the playing field.

𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐫𝐞𝐬𝐩𝐞𝐜𝐭. 
If the work requires professional-level thinking and produces something of value, it's work. 
And work deserves pay.

𝐈𝐭 𝐬𝐢𝐠𝐧𝐚𝐥𝐬 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐯𝐚𝐥𝐮𝐞𝐬. 
How you treat candidates tells them everything about how you'll treat employees. If you don't value their time during hiring, why would they believe you'll value it after?

𝐈𝐭 𝐚𝐭𝐭𝐫𝐚𝐜𝐭𝐬 𝐛𝐞𝐭𝐭𝐞𝐫 𝐭𝐚𝐥𝐞𝐧𝐭. 
Top candidates know their worth. 
They're more likely to invest deeply in an exercise when the company invests in them too.

There's a clear line between a reasonable interview case discussion and asking for deliverables like strategic plans, marketing campaigns, competitive analyses, or detailed proposals. The latter should be compensated.

If your hiring process requires candidates to produce substantial work, pay them for it. 

If you can't afford to pay candidates for their work, you can't afford to ask for it.

It's that simple.

___________

If you need help, DM me for my proprietary 𝐇𝐢𝐫𝐢𝐧𝐠 𝐄𝐪𝐮𝐢𝐭𝐲 𝐁𝐥𝐮𝐞𝐩𝐫𝐢𝐧𝐭

Thanksgiving recipe for boundaries

As we head into the Thanksgiving holiday, I'm reminding myself of something important: self-care isn't selfish.

It's easy to overcommit during the holidays …saying yes to every side dish, every special diet request, every guest/family/colleague expectation. 

But sustainable success requires us to protect our energy and set healthy boundaries.

Please be intentional about including yourself on the list of people youre taking care of. 

That might mean saying no to some things, taking breaks when you need them, and being present where you choose to show up.

I'm deeply grateful for this network …for the colleagues who inspire me, the mentors who guide me, and the connections that make this professional journey meaningful. 

Thank you for being part of it. 

Wishing everyone a restful and restorative Thanksgiving. 🍁

Start an argument to save money on Christmas presents 

OR

Take some advice from Mike Muse on how to keep the peace at Thanksgiving dinner today. 

Either way, enjoy! 🦃🍁

Happy Thanksgiving

What says “transactional” more than disconnecting after you get the job?

Tickles me because I’ve seen this movie before. 

Headhunters are not the Boogeyman.  

And we’re not the wait staff that you tip after you eat, burp and go home, never to be seen again. 

We're relationship builders. Career-long partners. 
The people who remember you when the perfect opportunity comes around again.

So when you disconnect after you get what you need…

We remember that too.

What do you think happens next time? 

_________________

Has anyone ever gone radio silent, disappeared or disconnected from you after getting what they want?

I see this question all the time:
“Know a recruiter in Charlotte, NC?”
Let’s talk about why that’s not the question you should be asking.

I see people asking for recommendations for a recruiter in their city.

But here’s the thing: most of us don’t work locally. We work nationally. Some, like me, even work globally.

So the better question isn’t 
❌ “Who’s near me?”
✅  It’s “Who specializes in what I do?”

❓Are you in CPG? 
❓Tech? 
❓Luxury retail? 
❓Healthcare? 
❓Manufacturing?

❓❓Are you a CFO? 
❓❓CMO? 
❓❓Chief Commercial Officer?

The clearer your ask, the better the recommendations you’ll get.

Ask better questions, get better answers, Beloved, 🫶🏽

Best way to find a Recruiter to work with

Obstacles are often smaller than they appear.

Overthinking can be as bad as under-thinking. 

Leaders [and Coaches] help others turn stumbling blocks into stepping stones.

Agree? 

_______________
Repost from Oleg Vishnepolsky, CTO at Daily Mail Online

I’ll be the voice in the room on December 1st. 

Katheline Jean-Pierre, MSc: a brilliant, award-winning revenue leader, coach, podcaster and truth-seeker, will be asking the questions, and I’ll be answering them live.

She reached out and said, essentially: People are lost in this market. Why the **Crickets**? 

And she mirrored what I keep hearing across industries:

High-performers who were once chosen are now the ones doing the choosing, the searching, the competing for attention.

🤔 Recruiters seem to have evaporated. 👀
🥴 Process fractured. 
😤Access collapsed.
🫩 The rules rewrote themselves without asking permission.

So she asked me the questions you’ve been carrying in the quiet:

• How do ambitious professionals run a modern job search without insider access?
• What tactics still work and which ones need to be added to the toolkit?
• And most importantly, how do you manufacture momentum in this market?

I have a lot to say. (I always do.)

Which is why we’re hosting a live conversation, post-holiday fog:

𝐓𝐇𝐄 𝐍𝐄𝐖 𝐑𝐔𝐋𝐄𝐒 𝐎𝐅 𝐉𝐎𝐁 𝐒𝐄𝐀𝐑𝐂𝐇𝐈𝐍𝐆

How to navigate the market and create your own path
A live Q&A with me and Katheline on Zoom

📅 𝐌𝐨𝐧𝐝𝐚𝐲 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝟏𝐬𝐭 
• It’s free • It’s live 
• It’s clarity when clarity is scarce.

No gatekeeping. No fees. No performative posturing.

Just answers. Just access. Just the unfiltered mechanics of what works now.

If you’re searching for a role, planning a pivot, or trying to decode the signals that suddenly went silent: Be in the room.

Bring the questions you’re tired of holding.

I’ll bring the truth you’re tired of not hearing.

🔗 Zoom link in comments.

Andrea Henderson, SPHR, CIR, RACR ✦ Executive Search Professional
In dialogue with Katheline Jean-Pierre, MSc .
Your questions, answered.

When a CEO says "exploring all options," we all know what that means.

Jim Forbes and I had a great conversation last night at the PDA holiday party about what boards actually need when they're looking for a CEO who can make the company "transaction ready."

When the board is facing a go-private scenario, preparing for an IPO, or navigating an acquisition, the leadership profile changes dramatically. You need to find the right CEO for this particular journey.

The leaders who excel in transaction-heavy environments bring a specific toolkit:

↳ They view constrained runways as catalysts for decisive action, not paralysis
↳ They've built credibility with PE firms, investment bankers, and boards during high-pressure processes
↳ They can articulate competing strategic paths without becoming attached to any single outcome
↳ They understand that "exploring all options" requires rigorous strategic discipline

The question that the board should let shape the CEO search: Are we hiring for the company we are today, or the company we're about to become?

If transformation, transaction, or transition is on your horizon, your leadership profile needs to reflect that reality from day one.

I partner with boards to define these nuanced requirements before the search begins because getting this hire right is crucial. It could kill the deal if you get it wrong so it isn't a hire you'll get to make twice.

Thanks Jim Forbes for sparking this reflection. 

___________________

Private Directors Association® - Atlanta Chapter  

*picture for attention

#ExecutiveSearch #CEOSearch #BoardAdvisory #LeadershipTransitions

Codie A. Sanchez  said “The best founders do one thing brilliantly... 

Hire.”
.
.
.
.
.
She isn’t wrong. 

It’s worth investing in a good partnership with an executive recruiter. It’s too important to “wing it.”

Your next executive hire was at Art Basel this weekend in Miami.  

Or she might have been at the Healthcare Businesswomen's Association conference in Las Vegas. 

Or the Private Directors Association event at Disneyland in October.

This weekend I was at Art Basel in Miami. I went to celebrate a friend's milestone birthday, reconnect with old colleagues, and meet new connections.

People see the photos and say, "Wow, you're living your best life!"

Here's what they don't see:
Yes, I am out a lot. 
I'm out in the rain.
I'm out in the cold. 
I'm out in the snow. 
I'm out in the extreme heat. 
I'm out when I'm tired.
I'm out when my feet hurt. 
I'm out when I have nothing that I like to wear. 
When I feel like I look like a frump, I'm out. 
Sometimes tired, sometimes not feeling my best. 
But I show up anyway.

Because when you need to fill a critical executive role, you can't afford to wait weeks for the "perfect candidate" to surface through job boards.

The executives you want aren't likely actively looking for you. They're not scrolling LinkedIn Jobs. 

They're at Art Basel. 
They're at industry conferences. They're at that startup founder's dinner party.

And when you need them, they'll take my call. 

Not because I sent them a cold InMail, but because we've had real conversations. 

Because someone they trust vouched for me. 
Because I've invested in the relationship long before you had an opening.

You can't be everywhere your next hire might be. But I can.

That's not work-life balance, that's how executive search actually works.

The relationships I build at a birthday celebration this weekend might solve your hardest hiring challenge next quarter.

When everyone else is fighting over the same 5 candidates on LinkedIn, I'm bringing you people who weren't even "on the market."

The secret recipe = Trust + Access.

That's the difference between recruiting and executive search.

Art Basel and Executive Search 

Stop showing your scalp and start showing your teeth.

You’ve done everything right …but invisibly. And invisibility doesn’t lead to advocacy,  recognition, promotion or payment.

Showing your teeth is a metaphor for visibility, voice, and power. 

It means speaking up. 
It means that you’re comfortable smiling in power rooms that you belong in. 
It means making yourself known and unmissable.

Translation: You stop shrinking. You claim your space. You speak your value out loud …that’s self-advocacy.

But sometimes the hardest person to advocate for is yourself.

Early in my career, I struggled with asking for what I deserved. I thought my work would speak for itself. It didn't.

The turning point was realizing that knowing your value and asking for it isn't arrogance. 
Understanding that it's necessary.

Today, I pray that everyone reading this finds:

The clarity to recognize their own worth 

The courage to speak up and ask for what they deserve

The resilience to keep going, even when the path gets tough

Early in your career, you have to put your head down and get things done. 

But at a certain point, working hard isn't enough. 

You have to understand your value and demand fair recognition for the work you put in and the results you create.

Do you know where the inflection point is?

Are you in grinding season or speak-up season?

Tell me in the comments:
🔨 GRIND
🗣️ SPEAK
🤔 IDK

She did her mom’s makeup at the funeral home to get her “casket ready” and then recorded this video.

Ashley Ann Jones is someone I respect deeply. Her work ethic is unmatched. I also knew her mom and how much they loved each other. 

That’s why when I watched this, I felt like she punched me in the chest having recently experienced the same loss. 

Because she wasn’t just talking to the internet …she was talking to ME!

To the part of me that knows exactly what it means to lose my mother and still have the world tapping its watch. 

To the part that kept moving - - not because I’m brave, but because stopping felt like free-fall.

It punches the chest because it mirrors a truth most people never have to look at head-on:
grief doesn’t pause responsibility.

Payroll doesn’t pause for grief. Vendors don’t accept sorrow as payment. Rent, subscriptions, contracts, dependents …they all keep tapping you on the shoulder.

So yes, working can be a coping mechanism. Structure can be a lifeline. Motion can keep you from drowning in the quiet. Channeling energy can feel safer than sitting still with the enormity of loss. I know this terrain. Many of us do.

Can you relate? Have you pushed through difficult seasons in order to be successful … or simply stay afloat? 

I know this may be an unpopular opinion in this era of anti-hustle culture. 

Thoughts?

Happy Founders’ Day to the Distinguished Men of 
𝐀𝐥𝐩𝐡𝐚 𝐏𝐡𝐢 𝐀𝐥𝐩𝐡𝐚 𝐅𝐫𝐚𝐭𝐞𝐫𝐧𝐢𝐭𝐲, 𝐈𝐧𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞𝐝! 

For 119 years, you’ve led the way with purpose, service, and a commitment to “Manly Deeds, Scholarship and Love For All Mankind.” 

May your legacy deepen, your influence widen, and your light keep cutting through places that still need you!

🖤💛🩷💚

#APA1906Network #AKA1908

This is going to make my Atlanta friends mad!

I don’t know who created this list but the best airlines I’ve ever flown, #Emirates, isn’t even on here. 

Neither is my hometown favorite #JetBlue.

I co-sign on #TurkishAir though. 

Do you agree with this ranking? What’s your favorite airlines?

This was so much fun and got such good feedback, its only fair to share with my folks also. If you missed it and want to see the replay, comment "TEA" below or in my DM and Katheline or I will send it to you.  I'm following her lead on this... 😎

Award Winning Fortune 500 Exec | I Coached 15,000+ tech workers to Build a Career & Business they Love | Ex-Google

View Katheline Jean-Pierre MSc’s profile

Part 1 of The LinkedIn Tea is officially done  🫖 🍵 . Co-hosted with Andrea Henderson, SPHR, CIR, RACR, we broke down what moves the needle on LinkedIn right now, and how to turn your presence into real outcomes: interviews, partnerships, clients, and offers.

Here’s what we covered:

On LinkedIn Growth
•⁠  Define your unique voice + show up unapologetically
•⁠ What the algorithm is prioritizing (and what it’s quietly deprioritizing)
•⁠ How to create posts even when you “don’t know what to say”

On Career Growth
•⁠ Build a brand that attracts recruiters (not just likes)
•⁠ How to job-search in today’s landscape when “apply + wait” doesn’t work

On Attracting Opportunities
•⁠ Convert visibility into partnerships, clients, and revenue opportunities


If you missed it, don’t worry... Part 2 is coming.
👋🏾  Comment “TEA” and I’ll send the replay. 
 🗞️ Also... Join my newsletter to never miss a beat: https://lnkd.in/gX4mEkVA

P.S.: We met a few months ago in person in my backyard in LA. Then we decided to run a webinar on our journey.

Trusted by 5 US Presidents & Admin., Fortune 150 & 500 | Transforming inconsistent results into predictable excellence for leaders & teams | Keynote Speaker | Forbes BestSelling Author & Contributor

Hi, I’m Cicely Simpson 👋. Leadership Strategist, Speaker, Executive Advisor, and ForbesBooks Bestselling Author. For 25+ years, I’ve worked in some of the most powerful rooms in the world, advising 5 U.S. Presidents & their administrations, shaping national policy, and leading strategy for Fortune 150 and Fortune 500 companies.

But before I ever led billion-dollar negotiations or coached global executives, I was a leader trying to succeed on hard work alone, and quietly exhausting myself in the process.

Like many high achievers, I believed effort would always carry me.
And it did… right up until the point it didn’t.

The higher I climbed, the more I saw the same pattern everywhere:
Smart, capable leaders trying to run senior-level roles on entry-level systems.

Brilliant people working harder than ever, without the structure or influence their role demands.

That’s why I built LeaderOS, my leadership accelerator for VP–C-suite leaders who feel the ceiling between effort and impact and want a real, workable way through it.

It’s also why I advise companies and executive teams on global strategy, political risk management, communication, and performance. The same systems I teach leaders individually are the systems I help companies build. The goal stays the same:

Give leaders the systems to scale their impact, not their hours.

LeaderOS teaches the 10 Leadership Systems I’ve used to guide political leaders, CEOs, and global teams at Dunkin’ and Starbucks:

→  Lead through uncertainty in markets and industry
→ Master decision-making & change management
→ Remove friction and reduce unnecessary pressure
→ Communicate with strength in high-stakes rooms
→ Build teams that perform without over-reliance
→ Scale impact across the organization

These systems aren’t about squeezing more hours out of your day; they’re about giving you the structure to lead without constantly being stretched.

And if you want something you can apply right away, my daily video newsletter, The 5-Minute Leader, delivers practical leadership coaching every morning. Clear, actionable advice in 5 minutes or less.

If you’re ready to lead with more authority and a system that supports your next level:

📌 Join my LeaderOS Accelerator
↳ Build systems that give thousands more influence, a stronger voice, and a team that moves with them.

📌 Subscribe to The 5-Minute Leader
↳ A daily, practical leadership video that you can apply before your first meeting.

(Find both in my Featured Section!)

You’ve already proven your work ethic. Now it’s time to lead in a way that finally works for you.

Cicely Simpson

Office politics don’t kill careers.
Pretending they don’t exist does.

Years ago, I watched a promotion decision unfold.
Three candidates. One clear top performer.
We all thought it was obvious.

But when we walked into that boardroom?
The decision had already been made.
In private conversations.
And relationships built long before that meeting.

The top performer didn’t get it.
She was brilliant.
But she believed performance spoke for itself.

And that was the mistake she misread.
The higher you climb, the less your results matter.
The more your perception does.

Politics aren’t manipulation.
They’re understanding how decisions actually get made.

When you ignore them.
You leave yourself unprotected.
You leave your team unprotected.
You let other people write your story.

The unspoken rules of workplace politics nobody teaches:

1. Visibility beats hard work
→ Opportunity goes to the people who are seen
→ Your best work dies in the dark

2. Perception outranks performance
→ People promote who they trust
→ How you’re seen decides more than what you’ve done

3. Decisions happen before the meeting
→ The meeting is theater
→ The real decision happens in side conversations

4. Power protects itself
→ People guard their seats first
→ Know the hierarchy or stay blindsided

5. Proximity shapes opportunity
→ Being close to decision-makers changes everything
→ Rooms matter more than résumés

6. Information is currency
→ What you share builds leverage
→ What you overshare becomes exposure

7. Your reputation travels faster than you do
→ Your name enters every room before you do
→ Protect it like an asset

Politics are unavoidable.
But once you understand them?
You can navigate power without losing integrity.

You stop playing defense and start leading strategically.
Because the people who keep getting promoted?
They’re not always smarter.
They’re just more aware.

If you lead people, remember this:
You’re either shaping the game or getting shaped by it.

-----
♻️ Share because office politics impacts all of us
👉 Follow Cicely Simpson to close the gap between effort and impact

Billion-Dollar Leadership Strategist for VP–C-Suite | Speaking, Executive Advisor & LeaderOS Accelerator | Building Leadership Systems That Scale Impact Without Scaling Hours | Trusted by 5 U.S. Presidents Admin.

The good you give away always circles back.
Just not when you expect it.

You’ll open doors no one thanks you for.
You’ll give advice that feels forgotten.
You’ll champion people who move on.

And one day, you’ll walk into a room.
And the kindness you gave away?
Will already be waiting there.

That’s the quiet power you have.
You plant seeds in seasons you might never see.

But the roots remember.
And they grow back toward you.

So keep showing up.
Keep giving.
Keep doing good, without keeping score.

Because when it comes back around,
It never returns empty-handed.

Ever seen this truth come full circle in your own life?
I’d love to hear it. 👇 


Image credit: Sibel Terhaar

Most managers claim they support you.

But only a few actually go to war for you.

I’ve worked with both.
And when you find the second kind, you never forget them.

Here’s how to recognize a manager who truly has your back:

1. They Shield You From Politics
→ They absorb the corporate drama before it reaches you.
→ They translate chaos into clarity.
→ They never throw you under the bus to save themselves.

2. They Document Your Wins
→ They track your achievements like their own.
→ They turn your effort into evidence.
→ They make your success impossible to overlook.

3. They Fight for Your Growth Before You Ask
→ They speak your name in rooms you’ve never entered.
→ They push for your promotion before you do.
→ They see your potential long before you see it yourself.

4. They Protect Your Boundaries Like Their Own
→ They say no to unrealistic deadlines.
→ They defend your time off like it’s sacred.
→ They model the balance they expect from you.

5. They Tell You the Truth—Not Just the News
→ They share what’s really happening at the top.
→ They prepare you before changes hit.
→ They make sure you’re never blindsided.

6. They Take the Blame, Share the Credit
→ When things fail, they own it.
→ When things win, your name leads the story.
→ They build your reputation, not theirs.

7. They Act When You’re Drowning
→ They don’t just ask, “How can I help?”
→ They move obstacles, deadlines, and resources.
→ They fix the problem instead of talking about it.

These managers are rare because this kind of leadership is expensive.
It costs political capital.
It requires courage.
It means sometimes losing so their people can win.

Because managers like this don’t just manage.
They multiply your potential.

If you’ve ever had one
You already know, you’d go to war for them too.

👉 Tag the manager who fought for you.
 Let's celebrate what great leadership looks like.

Trusted by 5 US Presidents & Admin., Fortune 150 & 500 | The Billion-Dollar Leadership Strategist | You’ve hit the ceiling where working harder stops working - Close the gaps between effort and impact.

Your biggest leadership advantage isn’t your title.

It's the lens you choose to see the world through.

I was talking with a leader recently who said,
“Cicely, I feel heavy all the time, like I’m carrying problems I can’t put down.”

But as we kept talking, something became clear.
Her problems weren’t the weight.
Her perspective was.

Every day she had the same reality.
Deadlines, uncertainty, tough decisions.
But some days felt impossible.
And others felt manageable.

The only difference?
What she chose to focus on.

Problems or possibilities.
Fear or faith.
Complaints or gratitude.

She wasn’t fighting her circumstances.
She was fighting her outlook.

And that’s was our conversation.

Gratitude isn’t a feeling.
It’s a decision.

The moment you choose it.
Your energy shifts.
Your clarity expands.
Your heart gets lighter.

Gratitude doesn’t change the situation.
It changes YOU in the situation.

That’s your superpower:

1️⃣ Choose attention
→ You can stare at what’s missing
→ Or you can notice what’s working.

2️⃣ Choose interpretation
→ Two leaders can face the same challenge.
→ One sees a problem, the other sees a possibility.

3️⃣ Choose direction
→ Gratitude doesn’t keep you stuck.
→ It actually gives you the energy to move forward.

Do you want to change how you lead?

Start by changing how you see.

What’s one thing you’re choosing to see with gratitude today?

-----
Image: calltoleapIG

They called me reliable.
So I became everyone’s firefighter.
Until it hit me: not every flame deserves my time.

We live in an urgency culture.
Slack pings like sirens.
Emails labeled “ASAP.”
Meetings booked because “we need it now.”

We mistake noise for importance.
But here’s what urgency rarely tells you:
Is it actually important? Or just loud?

Not everything important is urgent.
And not everyone's urgency is worth your energy.

And let’s be honest about it.
Escaping the urgency culture is easier said than done.

All of us struggle with this, from CEOs to new leaders.
We’ve been trained to equate speed with value.
And reactivity with relevance.

Breaking that pattern takes intention, not intensity.

To cut through the noise and beat urgency culture:

1️⃣ Set three daily priorities
→ Not five. Not ten.
→ The needle-movers define success for the day.

2️⃣ Time-block focus work
→ Protect the hours where you think best.
→ Ask if you are needed? If not, skip it.

3️⃣ Default to “You can handle it”
→ Give yourself space before saying yes.
→ Most “right now” requests aren’t.

4️⃣ Automate & delegate early
→ Don’t wait until you’re drowning.
→ Systems and AI are your new first hires.

5️⃣ End the day with tomorrow’s plan
→ Clarity kills chaos.
→ Decide your priorities before urgency decides them for you.

Urgency culture wants you reactive.
Leadership requires you to be intentional.

Own your time.
Or someone else will.

Which of these do you need most this week? 

♻️ Share because all of us have fallen into this trap 🪤 
✅ Follow Cicely Simpson because working harder has stopped working

(Image credit: Cory Allen)

You remember the leaders who left scars.
The ones who made you question your worth.
The ones whose words still sting.

But you also remember the leaders who left a mark.
The ones who believed in you before you did.

In my first leadership role, I worked for both.

Both taught me one simple but profound lesson.
You leave something behind in people. 
Every Single Day.

A trace. A memory.
A mark. Or a scar.

One leader made every meeting feel like a courtroom.
Mistakes magnified. Wins minimized.
His words didn’t correct. They crushed.

Another leader said:
“Walk me through how you got here.”
He listened, challenged, and then said:
“You’re thinking at the right level.”

Same feedback.
Different impact.

Scars don’t form from explosions.
They build quietly.
The tone. The careless joke.

Marks form the same way.
Small acts. Quiet care.
Moments that make people feel seen.

4 Ways to Leave a Mark, Not a Scar
1️⃣ Lead with surgical words not stray bullets.
2️⃣ Protect dignity in public. Coach in private.
3️⃣ Start accountability with yourself.
4️⃣ Invest in their growth, not just their output.

Leadership isn’t neutral.
Every interaction leaves a trace.

Be the leader who leaves a mark, not a scar.

-----
Image: Justin Wright

I learned this lesson from a US President.
He never preached leadership.
He lived it...by showing up early.

He arrived before the cameras.
Before the advisors.
Before the noise.

His rule was simple:
If you’re on time, you’re late.

Those quiet minutes were about presence.
About energy.
About setting the tone before anyone else could.

It's a lesson that has stayed with me.
Being early isn’t about time.
It’s about advantage.

You notice what others miss.
You feel tension before it surfaces.
You read the room before it opens.

While everyone else is rushing in.
You’ve already shaped the moment.

That's why being early is a cheat code for work and life.
It costs nothing.
But it changes everything.

Because when you’re early.
You’re not catching up.
You’re already leading.

Are you an “arrive early” person or does this reframe it for you?

------
♻️ Share because presence matters
👉 Follow Cicely Simpson for more

(Image: scottdclary)

Most of us think boundaries push people away.

They actually make connection possible.

For years, I thought setting boundaries meant being cold.
Unavailable. Difficult.

I worried that if I drew a line, people would walk away.
So instead, I kept saying yes, even when I meant no.

It looked like kindness.
But it was actually self-neglect.

One conversation with a team member taught me what boundaries really are:

Boundaries are not rules to control others.
But clarity about what lets you show up as your best self.

Boundaries protect both your energy and your peace.
That’s not selfish, it’s necessary.

Boundaries actually make healthy relationships possible.

Because without them, resentment builds quietly.
You overgive, overextend, and overexplain until you’re running on empty.

With them, something shifts.
You stop guessing how to please everyone.
You start honoring what you need.

Because boundaries don’t push people away.
They guide them closer, respectfully.

So if you’ve been afraid to set boundaries, just remember:

Boundaries aren’t barriers.

They’re bridges.

I kept saying I wanted change.
But my actions were carbon copies of yesterday.
My life wasn’t stuck. I was.

If that feels familiar, then you understand.

We all say we want change.
But our patterns tell a different story.

Same problems.
Same routines.
Same conversations.
Same results.

I lived that loop for years.
Long hours.
High stress.
Building someone else’s dream instead of my own.

Maybe your version looks different.
But the feeling?
Probably the same.

Waiting for something to shift.
A promotion.
A sign.
A perfect moment.

But here's what I had to wrestle with:
Nothing changes on its own.
Nothing improves by accident.
Nothing transforms until you do.

Because you don’t shape your life with your words.
You shape it with your patterns.

The habits you repeat.
The excuses you allow.
The fears you obey.
Those are the real decisions.

And they determine everything.

For me, the breakthrough was simple:
If I wanted a different result. 
I had to make a different choice.

So I did.
I left.
I started over.
I built something that finally felt like mine.

Your turning point won’t look like mine.
It doesn’t need to.

But it starts with the same question:

What choice are you avoiding?

Because your life isn’t happening to you.
It’s happening because of you.

The draining job.
The missing boundaries.
The avoided conversations.
The risks you never take.

They’re all decisions.
Even the ones you never make.

And if you don’t like the results?
You already know the answer.

Make a different choice.

Because nothing changes if nothing changes.

-----
♻️ Share if you needed this reminder
👉 Follow Cicely Simpson to close the gap between effort and impact
📸 Image: librarymindset

Your circle doesn’t just influence you.
It defines you.

The people around you shape your standards.
Your mindset.
Your energy.
Your expectations for yourself.

A friend of mine left corporate to chase her dream.
Seven months later, she quit.
Not because she couldn’t do it.
But because she listened to the wrong voices.

A strong circle will lift you up.
They’ll celebrate your wins.
Challenge your thinking.
Make you better.

But the wrong circle?
They’ll drain you.
Doubt you.
Shrink your confidence one comment at a time.

Your circle can be your strength or your weakness.
Your fuel or your friction.
Your wind or your weight.

Choose wisely.

Build a circle that reflects the leader you’re becoming.

Not the one you’ve outgrown.

What’s one quality you look for in the people you keep close?

Your top performer just quit.

But here's what actually happened:
You quit on them first.
In every room they weren't in.

Your top talent doesn't need your praise.
They need your advocacy.
They need you to go to war for them when it matters.

I've sat in those rooms.
Where bonuses get decided.
Where promotions get debated.
Where someone's future gets determined.

The leaders who say nothing?
Their people always leave.

The leaders who fight?
Their people become legends.

Because your team knows.
They know if you fought for their raise.
They know if you protected their project.
They know if you threw them under the bus.

Stop managing people.
Start multiplying their potential.

That means:
→ Quantifying their wins before review season
→ Blocking political attacks they never see
→ Creating opportunities they didn't know existed
→ Taking bullets so they can take risks

Your "open door policy" means nothing

If you're silent when that door closes.

Who's fighting for your future when you're not there?

-----
♻️ Share to recognize leaders who multiply potential
👉 Follow Cicely Simpson for more

You don’t need a new year.

You need a decision.

Most of us wait for January to start over.
But deep down, you're not waiting for a date.
You're waiting for permission.
Permission to evolve.
Permission to want more.

That is why a new year isn't magic.
Growth doesn’t run on a calendar.
It runs on obsession every day.

Be obsessed with becoming better.
Wake up thinking about growth.
Go to sleep knowing you pushed yourself forward.

Improvement isn’t a moment.
It’s a lifestyle.
A mindset.

This is the lesson I coach all leaders this time of year.
That growth isn’t a reset. 
It’s a responsibility.

Because every day is another chance to beat who you were yesterday.
By being intentional.
Committed.
Focused.

Because your future self?
Depends on the decisions you make today.


(Image: MotivationDirectorIG)

She was everyone’s favorite.
The team’s heartbeat.
But also…the weakest performer.

Every part of me wanted to look away.
She made work lighter.
Lifted team morale.
But results don’t care about good intentions.

Weeks passed.
Deadlines slipped again.
And I caught myself making excuses for her.

If I stayed silent, I’d be protecting comfort.
Not culture.

When I finally spoke up, she was quiet.
That silence was heavier than I expected.
But that’s what leadership really feels like.
Clarity dressed up as conflict.

Every leader knows silence is easier.
But it always costs more later.

I told her:
“You’re a fantastic teammate.
But your results need to match your impact.”

It wasn’t easy.
But it was the moment the standard got clear again.

Because here’s what most leaders avoid:
You can’t build a high-performing culture 
If likability outweighs accountability.

Leadership isn’t about being liked.
It’s about being trusted to make the right call.
Even when it’s the hard one.

Your silence protects comfort.
Your courage protects culture.

Because real leadership isn’t about keeping peace.
It’s about protecting performance.

A team that likes you will follow you for a season.

A team that trusts you will follow you anywhere.

-----
♻️ Share to choose trust over likability 
📍 Follow Cicely Simpson to scale your leadership impact

Most of us were never taught how to lead.
We just copied what we saw.
Some of us break the cycle. Others repeat it.

Most of us are still somewhere in between.

We learned leadership from people who managed, not inspired.
They taught compliance, not clarity.
Now we get to decide which one we’ll teach next.

The truth is most of us didn’t grow under great leaders.
We grew under pressure.
Under control.
Under silence.

We learned to sit in the room instead of leading it.
To please before we led.
To survive instead of grow.
But survival has an expiration date.

Growth requires us to unlearn those behaviors. 

When we see what shaped us.
We can choose what stops with us.

We can be the ones who give clarity instead of confusion.
Who create safety instead of silence.
Who model what leadership looks like.
Not just what it sounds like.

Someone’s learning leadership by watching you.
Make sure you’re worth imitating.

Be the leader you wish you had.

-----
♻️ Share so all of us can be great leaders
👉 Follow Cicely Simpson to close the gap between effort and impact

I didn’t lose my motivation.
I lost my mental clarity.
Because my habits were draining me.

Have you sat at your screen?
Cursor blinking?
Thoughts tangled?
Focus slipping?

I have.

It wasn't burnout.
Not stress.
Just a quiet fog that made everything feel one step removed.

I blamed the workload.
I blamed the pace.
But the truth was simpler.
My habits were draining my brain faster than my work was.

I was feeding my schedule.
But starving my mind.

And your brain?
Always keeps the receipts.

After working with thousands of high-performing leaders,
I’ve seen the same pattern play out.

They optimize their strategy.
They upgrade their teams.
But their brain habits stay outdated.
And their clarity erodes in silence.

When you protect your brain.
You protect your leadership.

Because you don’t rise to the level of your goals.
You rise to the level of your brain habits.

Your habits today are building the leader you’ll be next year.

What’s one habit that protects your mental clarity?

-----
🔁 Share this to help someone build better habits.
✅ Follow Cicely Simpson for more.

You want to be in the loop. 
To know what is going on. 
Until you realize being in the loop means never escaping it.

All of us know that feeling. 
We want awareness without chaos. 
Visibility without politics.
Information without another “quick update” thread that turns into 27 emails.

And if we’re honest, these situations frustrate us.
Not because we fear responsibility.
But because we fear being pulled into loops that waste time.
Drains energy.
And adds ZERO value.

Here’s how to keep people informed without wasting their time:

1️⃣ Start with purpose.
→ Why is this loop happening, and what’s the goal?

2️⃣ Define roles clearly.
→ Decision-maker? Contributor? Just informed?

3️⃣ Kill the CC culture.
→ Don’t include people “just in case.” Include with intention.

4️⃣ Close the loop fast.
→ End it when the decision is made.

5️⃣ Send one clear update. 
→ No one needs twelve versions of the same thread.

People want to feel informed. Not burdened. 
Connected. Not consumed. 
Included. Not trapped. 

That’s leadership done right. 

Have you ever been trapped in a ridiculous information loop?

-----
♻️ Share if you have ever regretted being in the loop
✅ Follow Cicely Simpson for a little humor + truth on a Monday
📸 Image credit: robslitquotes on IG

Most leaders chase speed. 

But speed without clarity just accelerates chaos.

I talked to a CEO who launched three initiatives in one quarter.
Weekly pivots. 
Daily fire drills. 
Teams running in circles.

Six months later? 
Same problems, triple the exhaustion.

Because they didn't have a speed problem.
They had a clarity problem.

When you're unclear, more motion doesn't create progress.
It creates exhaustion.

That’s why I teach leaders The Decision Momentum Curve.

1️⃣ Overthinking → Paralysis
 Too much information. No conviction. You stay stuck.

2️⃣ Clarity → Movement
 One clear goal turns confusion into direction.

3️⃣ Confidence → Speed
 Once you trust your direction, decisions accelerate naturally.

4️⃣ Momentum → Growth
 Aligned motion compounds results.

The Curve reframes how you build real momentum.
Clarity first, speed last.

Because true momentum doesn’t start with motion.
It starts with meaning.

When you get clear, confidence follows.
And when confidence grows, speed becomes effortless.

Most leaders are stuck between clarity and confidence. 

So, where are you on the curve?

-----

♻ Share to help a leader who's exhausted from motion without meaning.
👋 Follow Cicely Simpson to close your gap between effort and impact.

You weren’t built to run 24/7.
The strongest leaders I know don’t run harder.
They recover faster.

Trust me when I say that clarity doesn’t come from exhaustion.
It comes from recovery.

If you've ever burned out, you know this firsthand.

Here’s the framework I use to reset before I hit the wall:

The 5 Rs Reset System

1️⃣ REST
✅ Recover on every level: physical, mental, emotional, spiritual, creative.

2️⃣ RESET
✅ Step away. Let your mind clear and your body recharge.

3️⃣ REFOCUS
✅ Rest sharpens your thinking and you make better decisions.

4️⃣ REFLECT
✅ With space comes perspective: what’s working and what isn’t.

5️⃣ RESPOND
✅ When you lead from clarity, your actions become more intentional.

It's the lesson we learn in leadership.
It’s not about how many hours you work.
It’s about the energy you bring to each one.

Please know that rest isn’t weakness.
It’s wisdom.

-----
♻️ Share if you needed this reminder
👉 Follow Cicely Simpson to close the gap between effort and impact

You lose your audience in the first 10 seconds. 
Not because your content is weak. 
But because your opening is predictable.

I've watched thousands of presentations. 
From boardrooms to ballrooms. 
From CEOs to new hires.

The ones that captivate? 
They break the pattern immediately.

Here are 5 ways to own the room from your first words:

1️⃣ Start with a Story 
→ Make them see themselves in your narrative. 
→ Connection happens when they feel, not when they think.

2️⃣ Ask an Insightful Question 
→ Not "How's everyone doing today?" 
→ Ask something that makes them pause.

3️⃣ Share an Attention-Getting Fact 
→ Make it relevant, not random. 
→ Shock creates focus.

4️⃣ Use a Quote 
→ Find something unexpected. 
→ Credibility comes from surprising sources.

5️⃣ Use Humor 
→ Not a joke from the internet. Something observational. 
→ Laughter invites your audience into the conversation.

Your opening isn't about impressing. 
It's about connecting.

Because when you own the first 10 seconds. 
You've earned the next 10 minutes.

The audience decides in moments whether you're worth their attention.
Make those moments count.

What's your go-to presentation opener that never fails?

-----
♻️ Share this to help someone nail their next presentation 
👉 Follow Cicely Simpson for leadership that creates impact

Most people confuse leadership with authority.
But hierarchy is structure.
Respect is culture.

A few months ago, I spent a day discussing strategy with a CEO.
During one of our breaks, we grabbed coffee.

I greeted the security guard.
He looked up...caught off guard by kindness.

Hours later, we passed again.
The CEO spoke first.
The guard smiled...this time, with recognition.

If you think about it...
The smallest moments reveal who we really are.

Because leadership isn’t about hierarchy.
It’s about humanity.
How we see each other.

You can learn everything about a person
By how they treat everyone they encounter.

Here are 5 ways to build a culture where respect flows in all directions:

1️⃣ Learn everyone’s name
 → Not just the “important” people.
 → The person who cleans your office has a story worth knowing.

2️⃣ Give credit down, not just up
 → When sharing wins, name people who did the work.
 → Not just the boss who signed off on it.

3️⃣ Make eye contact with everyone
 → Look past titles.
 → The person you ignored may hold your next breakthrough idea.

4️⃣ Respond with equal urgency
 → Respect means acknowledgment.
 → Your reply time shouldn’t depend on someone’s title.

5️⃣ Invite all voices to the table
 → The best ideas rarely come from the highest seats.
 → They come from those closest to the work.

Real respect doesn’t check org charts.
It sees people.

A culture of respect is the culture people remember.

Because long after titles fade...our humanity remains.


✅ Build a culture people never want to leave: https://lnkd.in/eYU7ppTJ
♻️ Share this because everyone deserves respect.
👉 Follow Cicely Simpson for leadership that creates impact

taplio

The Battle

Andrea Henderson, SPHR, CIR, RACR

Cicely Simpson

Followers

Posts

Engagements

Likes

Performance ScoreAndrea Henderson, SPHR, CIR, RACR's LinkedIn Performance

Performance ScoreCicely Simpson's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Andrea Henderson, SPHR, CIR, RACR

Cicely Simpson

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Andrea Henderson, SPHR, CIR, RACR's LinkedIn Performance

Performance ScoreCicely Simpson's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAndrea Henderson, SPHR, CIR, RACR's LinkedIn Performance