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

Married off at 12.
No birth certificate. She doesn't know her own age. 
Best guess: somewhere in her mid-eighties.

For most of her life, the world never noticed Margret Chola.

Now the fashion world - and her 200,000 followers - can't stop looking.

When her granddaughter Diana Kaumba, a New York City fashion stylist, came home to Lusaka, Zambia, she asked her a simple question: would she like to try some outfits on?

Margret said yes. Then added something Diana would never forget:

"One day I'll be gone. At least this way you'll have something beautiful to remember me by."

The first look: a silver jumpsuit. 

Diana photographed her grandmother with the village scenery in the background. 

Posted it. Put her phone down. Came back ten minutes later to over a thousand likes.

Now she’s in Harper's Bazaar. Glamour South Africa. On Good Morning America.

She told the BBC: "These clothes make me feel new. Alive. Like I can conquer the world."

A woman who grew up feeling neglected, never seen, who endured many hardships, became a global fashion icon. 

Not in spite of her story. Because of it.

Here's what I think women like Margret would want every woman to hear:

💋 Wear the red. The dress. The lipstick. The nail polish. If they don’t like it, they'll get over it.

💋 Take up space. All of it.

💋 Don't worry about getting older. Worry about being boring.

💋 Take chances. If you never fail, you're playing it too safe.

💋 Take a stretch assignment. Then another.

💋 Travel. Expand your horizons. Meet people …don't just lay on the beach.

💋 Prioritize memories with loved ones over material possessions. Experiences compound. Things don't.

💋 Take lots of photos. You will celebrate them when the people you love are gone.

💋 Even if you are blessed with a loving partner and beautiful children, don't ever forget your girlfriends. They are essential.

💋 Never stop learning and growing …mentally, physically, spiritually. The day you stop is the day you start shrinking.

Margret didn't plan to become an icon. She just said yes when someone asked her to show up.

That's the whole lesson.

Happy International Women's Day🌹

Andrea Henderson, SPHR, CIR, RACR

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

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The gap between AI's promise in HR — speed, objectivity, efficiency — and what it's actually doing, making high-stakes human decisions, often invisibly, is human intelligence territory.

And mine.

I've placed executives for decades. I also train AI. 

That combination puts me in a rare seat: I understand what these tools can do, and I understand what they cost when no one is deploying them intentionally.

Most corporate HR departments aren't over-relying on AI. They're barely using it. 

They've downloaded a tool, run a pilot, written a policy and called it a strategy. 

Meanwhile, the sourcing bias that lives in their legacy process is still running. The pay equity gaps their spreadsheets can't see are still widening. The high-potential employee who's three months from walking out the door hasn't been flagged by anyone or anything.

That is also risk. It just doesn't come with a headline.

At the SHRM AI + HI conference last week, our teams were building just-in-time management training for front line supervisors. They were building employee navigators and real-time capacity dashboards. 

Not using it is not the safe choice. It's just the invisible one.

The organizations I'm watching win on talent are not the ones who avoided AI. 

They're the ones who decided to own it …with governance, with human judgment at the decision point, and with a clear answer to the question: who is accountable when the model is wrong?

𝐂𝐇𝐑𝐎𝐬: you are already assuming risk. 

The only question is whether you're doing it consciously.

Unintentional risk is still risk.

You just won't see it until it's expensive.

#ai #humanresources #chro

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Recognized as an exceptional leader, standing out among a group of talented, inspiring, dedicated, and passionate individuals, this award celebrates their outstanding contributions in advancing the mission of the Healthcare Businesswomen’s Association.

Honored Volunteer Award 

Black Venture Institute Program

Black Corporate Board Readiness

VC University

Certificate in Private Company Governance

Lean Six Sigma Green Belt

SPHR

Senior Professional in Human Resources (SPHR)

Certified Internet Recruiter

Georgetown Angel Investor Network (GAIN) is the only official Georgetown University investor network. The network works in partnership with university wide entrepreneurial efforts, including the Georgetown Entrepreneurship Initiative. Alumni volunteers manage GAIN,  as a function of the Georgetown Entrepreneurship Alliance and the Georgetown University Alumni Association.

We amplify the Georgetown start-up ecosystem with an innovative and inclusive angel investing network that engages and leverages the power of the diverse, global Georgetown alumni community. 

The Georgetown Angel Investor Network (GAIN) fosters an entrepreneurial relationship with alumni, current faculty and investors. By providing this connection, investors have access to innovative, early-stage companies. Georgetown-affiliated entrepreneurs also benefit from smart capital and mentorship.  

The National Trends and Services facet is tasked with eliminating disparities by reducing barriers to resources through advocacy, education, and service. Our chapters are empowered to raise their voices and transform the communities in which they work. The facet’s goals include increasing the number of sustainable and measurable programs; increasing collaborative partnerships; and extending our existing initiatives to include communities identified as having the greatest need.

The purpose of the Ivy Foundation is to provide opportunities for young people to achieve healthy and productive outcomes; support academic achievement and higher education; promote community economic development; and encourage volunteerism through community service. 

We support disadvantaged young mothers in developing into healthy, educated, self-sufficient women who are actively engaged in community life.

The toddler is in timeout.
The dog is in timeout too.

𝐈𝐬 𝐭𝐡𝐢𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞 𝐦𝐞𝐚𝐧 𝐛𝐲 "𝐬𝐡𝐚𝐫𝐞𝐝 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲"?

𝑂𝑟 𝑑𝑖𝑑 𝑡ℎ𝑒 𝑙𝑖𝑡𝑡𝑙𝑒 𝑔𝑢𝑦 𝑗𝑢𝑠𝑡 𝑡ℎ𝑟𝑜𝑤 𝑡ℎ𝑒 𝑑𝑜𝑔 𝑢𝑛𝑑𝑒𝑟 𝑡ℎ𝑒 𝑏𝑢𝑠?

Sometimes "shared accountability" just means someone else ends up carrying the consequences of decisions they didn't make.

🐾 if you've seen someone take the fall for their leader.

You know your revenue. Your runway. Your retention rate.
You don't know if you're a Dominant or a Steady - but your team does.

They figured it out in your first few meetings. They've been avoiding you ever since.

Many executives make a mental note and then file the assessments away. Treat it like an interesting one-time exercise, not a compass. 

But the research is unambiguous: 
95% of people believe they're self-aware. 
Only 10-15% actually are. 

That gap doesn't disappear at the executive level. It widens.

The more powerful you become, the less honest feedback you get. 
People stop telling you hard truths because they need you for something. 

Nobody tells the CEO they're rigid and hard to talk to. They just stop talking in meetings.

What's left is the story you tell yourself - about yourself. 

Eric Partaker put three of the most widely used frameworks in one place: Myers-Briggs, DISC, Big 5. 

Have you used any to objectively inform your self-assessment? How do you know YOU?

You wouldn't run your business on instinct alone. You wouldn't make a capital allocation decision without a model.

But most leaders are working from a version of themselves that is years - sometimes decades - out of date.

I am in the business of knowing people more accurately than they know themselves. That is literally a big part of my value proposition. When I place a leader, I'm matching human complexity to organizational need. 

When I ask you to tell me about yourself in an interview, I'd love to know HOW you know - and have data to back it up.

You should know your profile the way you know your P&L.

Your team is already reading you. I am reading you. The only question is whether you're reading yourself.

It’s probably not your credentials.
It’s probably not your experience.
It’s probably not even your network.

You don’t have a board seat because you’re positioning like an operator, not a trustee.

For years, I've advised boards, CEOs, and nominating committees on who should sit at the table.

Then I became the candidate and learned something humbling very quickly.

Being a board search advisor is not the same as being a board candidate.
Just like being an operator is not the same as being a trustee.

Not even close.

The gap between being qualified for a board seat and being selected for one is real. I know because I built the shortlist ...and still had to figure out how to earn a place on one myself.

That experience is what led me to develop The MAGIC Framework™ — a structured approach to moving from board-ready to board-selected.

My new newsletter breaks down exactly how this works.

If you're a senior executive who is board-ready but not yet board-selected, this edition is for you

View newsletter: The Modern Executive Almanac

It's probably not your credentials. It's not your experience. It's not your network. You don't have a board seat because you're not talking about it t

Open article: How to Get a Board Seat: What I Learned as a Board Search Advisor Who Became a Candidate by Andrea Henderson, SPHR, CIR, RACR • 4 min read

How to Get a Board Seat: What I Learned as a Board Search Advisor Who Became a Candidate

Babies were listed in a California gang database. It wasn't a mistake. It was built that way.

A 2015 audit of California's CalGang database found that 87% of the people listed were Black & Latinx. 

Some were babies under one year old …officially labeled as gang members. 

Why? Their zip code & name = heightened risk.

A baby = A gang member. Because of where they lived and what they were called.

Ruha Benjamin calls this the New Jim Code.

Most know about Jim Crow - the laws that kept Black people out of schools, jobs, and public spaces. 

You could see them. Fight them. And eventually, after years of struggle, change them. 

The New Jim Code is harder to fight. It hides inside technology. 

It’s inside the tools we use every day & trust without question. It shows up as software.

It decides who gets called back for a job interview. 
Who gets approved for a loan. Which neighborhood gets more police. 
Whose face the camera identifies.

Benjamin's point is that technology doesn't create these problems. It copies them, makes them bigger & then pretends they aren't there.

This matters for every person who hires, leads, or builds teams.
The software screening your job applicants learned from old data …from a time when entire groups of people were shut out of the workforce. 

When you let a program make those decisions, you aren't removing human bias. You're locking it in. 

𝐈𝐧 𝐡𝐞𝐚𝐥𝐭𝐡𝐜𝐚𝐫𝐞 𝐚𝐧𝐝 𝐛𝐢𝐨𝐭𝐞𝐜𝐡, 𝐭𝐡𝐞 𝐜𝐨𝐧𝐬𝐞𝐪𝐮𝐞𝐧𝐜𝐞𝐬 𝐚𝐫𝐞 𝐞𝐯𝐞𝐧 𝐦𝐨𝐫𝐞 𝐬𝐞𝐫𝐢𝐨𝐮𝐬. Computer programs are helping decide who gets an early diagnosis, who gets into a clinical trial & whose pain gets treated. 

When Benjamin studied COVID death rates, she found that who lived & died wasn't random. It followed patterns shaped by decades of unequal housing, unequal healthcare & environmental racism. 

That history went into the data. The data went into the software. The software made decisions.

Benjamin herself grew up moving between worlds: India, South Central LA, South Carolina, Southern Africa. She learned early that what looks normal from one place looks like a choice from somewhere else. 

She took that lesson to Princeton, where she became one of the most important thinkers on technology & justice of our time.

In 2018, she started the Ida B. Wells Just Data Lab, where students, artists, engineers & activists work together to build technology that actually serves people. 

She pushes them to ask the question most tech companies skip. 

Not "can we make this tool fairer?" 
But "should this tool exist at all?"

In 2024, the MacArthur Foundation named her a genius. 
I agree.

This Black History Month, I highlight someone who isn't only looking back. She's looking forward, at what we're building right now & making sure we do it with intention and compassion.

Technology is not destiny. 
It's a choice. 

She said it best:

"Remember to imagine & craft the worlds you cannot live without, just as you dismantle the ones you cannot live within."

A father of three. A caregiver. Two decades of experience. Six rounds of interviews. And then
…silence.

He came to see me after.

He wasn't angry. He was undone. He sat across from me and cried. And then he said something I have never forgotten.

"I beg you."

I had to tell him the truth. I didn't have the power to say yes. And honestly? He wasn't the strongest candidate for that role. The company hired someone who was a better fit.

That part I understood.

What I couldn't reconcile …what I still can't …is that six rounds of interviews for different roles in different divisions, weeks of his time, his hope, his energy, his careful preparation for each conversation, ended with nothing.

No call. No email. No explanation.

Just silence.

During the Great Recession, I watched this man with over 20 years of experience, a family, a mortgage, a career that made sense until it didn't - walk into my office and ask me to help him find anything. Not a step up. 

𝐴𝑛𝑦𝑡ℎ𝑖𝑛𝑔. 

I never forgot his face either.

The market is different now. The circumstances are different.

The silence is the same.

Dora Vanourek wrote something last week that stopped me: 

"Behind every resume is a real person with hopes, dreams and a family."

I agree.

And I'd add: the process doesn't have to be wrong for the treatment to be. You can make the right hire and still do harm on the way there.

He didn't need them to change their decision. He needed someone to respect him enough to deliver it.

We talk a lot about hiring as a business function. Fill the req. Manage the pipeline. Protect the process. We talk less about what it costs a person … in dignity, in hope, in trust… when we treat that process like a transaction.

I'm not preaching.
I'm not exempt from this myself. If I haven't circled back to any of my candidates in a timely way, I will do better. 

This post is a reminder to myself as much as anyone reading it.

Slow down. Be human. 

The decision can be right. The silence is a choice.

Make a different one.

Thank you, Dora, for the image and the call to a higher standard.

Can I name drop? 

That’s what Shelly Lombard asked in her LinkedIn post and email. 

Guess whose name she dropped? 

Mine 😱

Tomorrow, Thursday February 26 at 12 noon ET, I will join Shelly and a power packed Schmooze panel: 

𝐅𝐫𝐨𝐦 𝐂𝐇𝐑𝐎/𝐂𝐡𝐢𝐞𝐟 𝐏𝐞𝐨𝐩𝐥𝐞 𝐎𝐟𝐟𝐢𝐜𝐞𝐫 𝐭𝐨 𝐀 𝐂𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐁𝐨𝐚𝐫𝐝 𝐒𝐞𝐚𝐭

Join us....

Even if you're not a CHRO yet, but you're in HR.

If you're not in HR at all, but want a glimpse into how boards think when they fill seats.

We will be joined by:

Beth Albright, a former CHRO who was on the board of Darling Ingredients

Amy Cappellanti-Wolf, an EVP and the Chief People Officer for Dayforce. Amy was formerly on the board of Softchoice and is now an advisor to a startup.

Moderator, Monique D Jefferson, SPHR, SHRM-SCP, is the Chief People Officer for The Community Preservation Corp and a Schmooze member.

Join us & bring your questions.

graphical user interface, text, application, chat or text message

Blisters. Torn blackened toenails. Bruises. Bandages soaked through.

That's what a standing ovation actually costs a ballerina.

The audience sees none of it. 

They see the silk shoes, the effortless rise, the grace that looks like it was simply given to her. 

What's hidden inside those shoes would make most people stop. 

She doesn't stop. 
She tapes up, laces up, and walks out like it costs nothing.

We've agreed to the same fiction in business.

The leaders who look most polished in the room are often the ones who bled the most to get there. 

↳ The 5am mornings nobody saw. 
↳ The pitch that failed in front of the wrong people at the wrong time. 
↳ The season they almost quit. 
↳ The years spent preparing for a seat they weren't yet allowed to occupy.

We celebrate the performance. We rarely account for what the performance cost.

And that silence does real damage. Because when the next generation of executives is in the hard part …bleeding through the bandages, still showing up, still making it look easy …they think something is wrong with them.

Nothing is wrong with them.
That's just what it costs.

So the real question worth asking: when you’re down bad, are you going to stay there or will you bandage up the wounds and keep going? 

Because I’ve seen some people and companies go down hard but I’ve also seen the bounce back and the glow up.

What is the cost of your success?
And are you willing to pay it?

I had a baby on Super Bowl Sunday. 

Not two weeks ago, obviously...

But I still remember the moment like it just happened:
➵ the inconvenient timing of my water breaking, 
➵ 16 hours of labor, and then 
➵ a hospital room that erupted like we'd just won the championship.

Looking at old pictures of him as a little boy next to who he is right now feels like watching time fold in on itself.

I don't know how he got here so fast. 

I don't know who I'd be without him.

He is not who I expected. He is better.

Happy Birthday to my Super Bowl Baby.

You will always be my greatest work. 💛

My love language is "pay / me."

Not words of affirmation. Not a workshop called "Own Your Power."

Pay. Me.

Cindy Gallop has a billboard for you this International Women's Day. 

It says: Don't empower me. Pay me.

Every March, LinkedIn fills up with blush pink graphics and posts about celebrating women. 

Companies announce their commitment to empowerment. 

Leaders reflect on the women who inspired them.

It feels good.
It changes nothing.

Cindy — and I — aren't interested in how it feels. We want to know what you're going to DO.

Hire them. 
Promote them. 
Pay them. 
Fund them. 
Give them equity. 
Put them on boards. 
Vote for them. 
Elect them.

Those are the verbs that move money and move power.

Everything else is theater.

I sit inside the rooms where these decisions happen. Where the same women get celebrated in March and passed over in April.

Before you post today, ask yourself: In the last 12 months, what did you actually DO?

Not what did you say. What did you DO?

⬇️ What's one action organizations could take this year that would materially change outcomes for women at work?

📸: Cindy Gallop

#InternationalWomensDay #IWD2026 #FairnessInTheFeed

An agent. A manager. A marketing lead. Two communications directors.
All women. Three of them Black.

The only team like it in NFL history.

It didn't happen in a boardroom with a diversity mandate. It happened over four years, one good decision at a time. 

It started in 2020 when Nicole Lynn …one of the only women agents in the NFL… slid into Jalen Hurts’ Instagram DMs after his last college game. 

She asked to represent him. 
He said yes. 
She negotiated him $255 million.

He kept hiring the best people he could find.

By 2023, the whole team was women. Nobody planned it that way.

"I was seeking out the best," Hurts said. "And that's how it happened."

Organically.

On February 9, 2025, they won the Super Bowl. He took home MVP.

He calls them his secret weapon.

Most organizations spend years building diverse leadership pipelines. Jalen Hurts just removed the bias from the search — and accidentally built something no one in professional football had ever seen.

That's not a diversity strategy.

That's what merit looks like when you mean it.

_________
When are you going to slide into someone’s DMs for your next stretch opportunity?


Will you do it this week?

Love bombs. Truth bombs. Bath bombs.

Today, I’m choosing intentional positivity. 

Because it is a heavy time to be online.

The headlines are loud.
The timelines are tense.
And the emotional weight is real.

So instead of adding more noise,
I want to offer a little joyful distraction.

If I see your post about:
👉🏽 landing a new role
👉🏽 earning a long-overdue promotion
👉🏽 securing a board seat
👉🏽 closing a round after months of diligence
👉🏽 or simply surviving a brutal quarter

I am hitting “Celebrate.”
Immediately.

Not because I know you.
But because good news still deserves oxygen …especially in heavy seasons.

Success is not a zero-sum game.
It’s a reminder that light is still breaking through, even when the world feels dark.

🎉 Vishnu wins a pitch competition? I’m clapping.

🎉 Ifeoma lands her first board seat? I’m cheering loudly.

🎉 Susan closes a round after months of dead ends and decks? She gets more than a silent like. 

This platform can be a place where we lift each other while we climb.

Because for every person posting a win, there are countless others reading quietly …tired, uncertain, and in need of a spark.

Your celebration might be the exact moment of encouragement someone needed today.

So yes, if you see Andrea Henderson, SPHR, CIR, RACR in your notifications, just know I’m genuinely happy for you.

Your good news made my day brighter.

The energy transferred.

And in a heavy time like this,
that kind of joy is not trivial.

It’s survival.

They didn't cut fat.
They cut the training ground for future CEOs.

It's being called 𝐓𝐡𝐞 𝐆𝐫𝐞𝐚𝐭 𝐅𝐥𝐚𝐭𝐭𝐞𝐧𝐢𝐧𝐠. 

Fewer layers. Leaner teams. Faster decisions. 
Calling it modern, efficient, and strategic.

72% of CEOs were promoted from within, according to PwC's 2023 CEO Success Study,  

From the people who knew the business, the culture, the complexity. People who had been tested in the middle: managing up, managing down, translating executive vision into something their teams could execute on Monday morning.

That middle layer wasn't unnecessary fat. It was a training ground where you could learn those things you only learn by doing them, repeatedly, with consequences.

Remove the training ground, and something predictable happens.
The pipeline dries up. The leadership bench gets thinner. The managers who remain become so overwhelmed they stop developing anyone below them. And the next generation of executives never gets the reps.

Which is exactly why 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐩𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐡𝐚𝐬 𝐧𝐞𝐯𝐞𝐫 𝐦𝐚𝐭𝐭𝐞𝐫𝐞𝐝 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 𝐢𝐭 𝐝𝐨𝐞𝐬 𝐫𝐢𝐠𝐡𝐭 𝐧𝐨𝐰.

The Flattening didn't eliminate the need for great leaders. It eliminated the infrastructure that used to produce them systematically. That means boards and CHROs have to be more intentional than any previous generation of leadership teams ever had to be.

So what does that actually look like?

1️⃣ 𝐒𝐭𝐚𝐫𝐭 𝐛𝐲 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲𝐢𝐧𝐠 𝐡𝐢𝐠𝐡-𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐞𝐚𝐫𝐥𝐢𝐞𝐫. Don't wait until someone is already in a VP seat to invest in them. That's too late. The best companies spot potential years earlier and build around it.

2️⃣ 𝐆𝐢𝐯𝐞 𝐭𝐡𝐨𝐬𝐞 𝐞𝐦𝐞𝐫𝐠𝐢𝐧𝐠 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐏&𝐋 𝐞𝐱𝐩𝐨𝐬𝐮𝐫𝐞, not just functional depth. Future executives need to understand revenue, risk, talent, and operations — not just the department they came from. If the path to CEO runs only through Finance or Sales, it's too narrow.

3️⃣ 𝐌𝐚𝐤𝐞 𝐭𝐡𝐞 𝐩𝐚𝐭𝐡𝐰𝐚𝐲 𝐯𝐢𝐬𝐢𝐛𝐥𝐞. If talented people can't see a clear route to the top inside your organization, they will build one somewhere else. 

4️⃣ 𝐌𝐞𝐚𝐬𝐮𝐫𝐞 𝐲𝐨𝐮𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐡𝐞𝐚𝐥𝐭𝐡 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 𝐰𝐚𝐲 𝐲𝐨𝐮 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐟𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞. Leadership risk is business risk. If you wouldn't go a quarter without reviewing your P&L, you shouldn't go a year without reviewing your bench.

5️⃣ 𝐌𝐚𝐤𝐞 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐩𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐚 𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐛𝐨𝐚𝐫𝐝 𝐚𝐧𝐝 𝐂-𝐬𝐮𝐢𝐭𝐞 𝐚𝐠𝐞𝐧𝐝𝐚 𝐢𝐭𝐞𝐦 — not something that gets scheduled after a resignation letter lands. In a flattened organization, there is no longer a deep bench being built by default. That bench has to be built with intention.

The Great Flattening changed a lot of things. The need for ready leaders isn't one of them.

If your organization is navigating what succession planning looks like in this new environment, this is exactly the work I do. Let's talk.

Guess who just joined the 𝐖𝐞 𝐃𝐨 𝐍𝐨𝐭 𝐂𝐚𝐫𝐞 𝐂𝐥𝐮𝐛?

Halle Berry.

After her doctor told her she had the worst case of herpes they’d ever seen.

It wasn’t herpes.

It was perimenopause.

Dryness. Irritation. Completely normal symptoms that medicine still doesn’t recognize well enough to get right.

Even for one of the most famous women on the planet.

If it can happen to Halle Berry, imagine how many women it’s happening to every day.

Millions of women are dismissed, misdiagnosed, or sent home confused because the medical system still hasn’t done the work on midlife women’s health.

So she started talking about it.

Loudly.
On purpose.

#JustBeingMelanie welcomed Halle to the club.

New members always welcome.
Perimenopause. Menopause. Beyond.

Side effects may include:
• Saying no faster
• Protecting your peace
• Knowing exactly which meetings were supposed to be emails

So if you’re clear on what matters
and clear on what doesn’t…

—even if you’re not clear on where you put your glasses—

join us.

𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐦𝐞𝐧𝐨𝐩𝐚𝐮𝐬𝐞 𝐢𝐬 𝐚 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐢𝐬𝐬𝐮𝐞.

📖 Get a copy of the handbook.

———————-

#WDNC #womenshealth #healthequity #menopauseatwork #WomenInLeadership

Three executives walked into their CEO's office last year.


Same company. Same performance reviews. Same tenure.

One left with a C-suite offer. 

The difference had nothing to do with how hard they worked.

I've spent years placing leaders at the highest levels of organizations. And the executives who rise fastest aren't always the ones who grind the hardest or manage the most people. 

They're the ones who understand something most high performers never get told.

The rules they were taught don't actually govern who gets promoted.

👉🏽 𝐌𝐲𝐭𝐡 𝟏: You must run the largest team. The reality? 𝑌𝑜𝑢 𝑚𝑢𝑠𝑡 𝑠𝑜𝑙𝑣𝑒 𝑡ℎ𝑒 𝑙𝑎𝑟𝑔𝑒𝑠𝑡 𝑝𝑟𝑜𝑏𝑙𝑒𝑚𝑠. Headcount is a vanity metric. Problem-solving at scale is a leadership signal.

👉🏽 𝐌𝐲𝐭𝐡 𝟐: Titles create influence. The reality? 𝐼𝑛𝑓𝑙𝑢𝑒𝑛𝑐𝑒 𝑐𝑟𝑒𝑎𝑡𝑒𝑠 𝑡𝑖𝑡𝑙𝑒𝑠. The executives who get the seat are already operating like they have it before anyone gives it to them.

👉🏽 𝐌𝐲𝐭𝐡 𝟑: Hard work guarantees promotion. The reality? 𝑉𝑖𝑠𝑖𝑏𝑖𝑙𝑖𝑡𝑦 𝑎𝑛𝑑 𝑖𝑚𝑝𝑎𝑐𝑡 𝑐𝑟𝑒𝑎𝑡𝑒 𝑜𝑝𝑝𝑜𝑟𝑡𝑢𝑛𝑖𝑡𝑦. Working hard in a room where no one can see it is not a strategy. It's a sacrifice with no return.

The executive who walked out with the offer last year wasn't the most tenured. 

She was the most legible. 

Her peers knew what she stood for. 
Her CEO knew what she was solving. 
Her board knew what she would do next.

She didn't just build a reputation. She let it compound.

Leadership reputation is the one asset that works while you sleep. 

Invest in it like you invest in everything else that matters.

3 Myths About Becoming A C-Suite Leader

"HR is always in the room, often also in the crosshairs."

Nichol Bradford said that 🎯

And in a few hours, I'm walking into a sold-out room to talk about exactly what it means.

Today I'm facilitating the 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 & 𝐎𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐋𝐚𝐛 at the SHRM AI + HI Project — alongside Laura Ortiz,  SHRM-SCP, Steve Garguilo, and Zachary Parris  from Google. 

We're in the same building as Van Jones, the founder of Siri, and the VP of Amazon Alexa's AI. 

That's the room.

But what I'm most excited about isn’t the stage.

It’s the people in the lab. HR leaders who are sharp, creative, and tired of waiting for someone else to solve the problems they live with every day. 

Today they don't have to wait. We're building solutions together …in real time, from the inside.

Because AI is already inside your hiring process. The question is whether the humans running it actually understand what it's doing and who it's doing it to.

Like 𝐋𝐚𝐮𝐫𝐚 said, less hype, more impact.

I'm here to support something powerful: 

AI and human intelligence together, making better decisions, building stronger connections, and creating hiring processes that actually make sense for the organization and the person walking through the door.

HR doesn't just need to understand AI. 

HR needs to lead it.

That starts today.

#shrm #AI
#HumanResources
#FutureOfWork
#TalentAcquisition
#hrtech

A CEO, a CHRO, a CFO, and a former regulator walk into a boardroom.

Same title: board director.

Completely different job.

A mutual fund board and a public operating company board are both called boards of directors. 

Both have fiduciary duties. 
Both have independent directors, formal committee structures, and governance responsibilities.

But what they actually do every day is not the same.

👉🏽 One follows a law written in 1940 and watches over an outside adviser. The other operates under state corporate law and Sarbanes-Oxley and oversees the executives running the company.

👉🏽 One approves or ends a contract with an adviser. The other hires, reviews, pays, and can fire the CEO.

👉🏽 One protects shareholders from unfair fees and conflicts of interest. The other drives long-term enterprise value while overseeing strategy, capital allocation, cyber, AI, CEO succession and operational risk.

👉🏽 One has independence rules set by federal law. The other follows stock exchange rules for its audit, pay, and governance committees.

👉🏽 One manages a relationship with an outside firm. The other manages the team inside the company.

👉🏽 One signs off on adviser contracts, fund distribution plans, and compliance rules. The other approves mergers, CEO succession, executive pay, and major strategy changes.

👉🏽 One looks for people with investment knowledge, fiduciary experience, and regulatory know-how. The other looks for people who have run companies, raised capital, and led major change.

👉🏽 One rarely sets term limits — directors serving 15 to 20 years is normal, even welcomed. The other is moving toward 12 to 15 year limits, with investors watching closely when directors stay too long.

👉🏽 Mutual fund boards frequently retain directors well into their 70s and 80s. Corporate boards are under growing investor pressure to demonstrate active refreshment.

Board seats are opening up          …more than most executives know. 

Mutual fund boards. Public operating company boards. Private. Civic. 

Each one is a different room, with a different purpose, a different definition of risk, and a different idea of what a great director looks like.

That's not a barrier. Those are options, and knowledge is power.

The executives who understand this aren't just better positioned for one seat. They're positioned for the right seat. 

When you walk into a room already fluent in its language ….already clear on the value you bring …you don't just get the seat.

You own it.

Most executives only know one door exists.

There are many. And one of them could have your name on it.
______________
Sign up for my free 5-day email course which helps executives translate operating experience into governance credibility. 

🔗 https://lnkd.in/e7RS_JmU

This is a comparison chart of the 9 key differences between a Mutual Fund Board and a Public Operating Company Board.

Two CEOs. One built a remarkable career. The other built five.


Guess which one most boards would hire.

Succession planning has a bias problem. Not the kind that shows up in diversity audits. The kind that's baked into the criteria itself. 

Most shortlists are built around past performance ....who has already succeeded, in a role that no longer exists, in a market that has already changed.

Adam Grant calls what gets missed "hidden potential." 
Hidden capacity for growth that isn't immediately visible in a track record. 

The candidate who made everyone around them better rarely looks like the strongest candidate on paper. They look like the person who kept promoting their people. Who took the harder assignment instead of the safer one. Who left every team they touched better than they found it.

Grant calls these people givers. And here's what most boards don't know: givers are at the same time the worst performers in any organization and the best. 

The difference is environment. 

In a culture that extracts from them, they burn out. 
In a culture that protects them, they build empires.

The board's job isn't just to find the right person. 
It's also to build the right conditions.

If you're on a board right now, look at your succession plan. 
Does it measure what a candidate has built, or who they've built?

Those are not the same question. 
And they will not surface the same candidates.

_______________________
A colleague of mine, Jay R. Weiser, has created a short diagnostic on the Board–CEO–CHRO relationship — the triad that determines whether strategy actually becomes value. If you're a Board Director, CEO, or CHRO, your perspective is exactly what's needed. Takes a few minutes.
Take the Pulse Check here: https://lnkd.in/eXq3cSBf

CEO mentoring pairs: Steve Jobs and Mark Zuckerberg. Warren Buffett and Bill Gates, Eric Schmidt and Larry Page / Sergey Brin, Maya Angelou and Oprah Winfrey, 
Anne Mulcahy and Ursula Burns.

Jack Dorsey just cut 40% of his company.

4,000 people. Gone. Block, the parent of Square and Cash App, announced the layoffs this week citing AI. Intelligence tools, Dorsey said, have changed how to run a company.

Wall Street's response? The stock jumped 23%.

That's the math that's winning right now.

Here's the math that isn't on the agenda:

In 1914, Henry Ford did something that made every other factory owner in America think he'd lost his mind. He doubled his workers' wages to $5 a day. Not out of generosity, but because the  math made sense.

"I want my employees to be able to buy my cars."

That logic seems obvious now but it wasn't then.

Those 4,000 Block employees aren't just a headcount reduction. 

They're Cash App users. 
They're Square merchants. They're the demand side of someone else's balance sheet. 

When UPS cuts 20,000 and Amazon cuts another 14,000, those aren't just efficiency gains. Those are customers. 
Mortgage payments stopped. Walmart carts left in the parking lot. 
Verizon bills going to collections.

The efficiency argument is airtight …until the demand side gives way.

Ford understood that a worker with no money to spend wasn't just a social problem. It was his business problem. The same people building the car had to be able to buy the car.

We are moving very fast on one side of that equation right now.

The board question isn't "How much can AI save us?"

It's "Who's left to buy what we're selling?"

You can automate your workforce.

You cannot automate your customer base.

Hiring rarely fails loudly. It fails quietly first.You see it when outcomes don't move after a "strong hire." When alignment meetings create silence. When the team starts protecting themselves instead of shipping.I learned this the hard way. Watched it happen. Now I help leaders avoid it.I'm Jess. I run Nonstop Talent in NZ.I work with leaders hiring for roles where the downside is high and the signal is messy. Engineering. Product. Data. Cyber. The hires that determine whether you ship or stall.My approach is simple:Clarify the outcome the hire must changeIdentify the real risks in your context (team, pace, constraints)Headhunt candidates who have done this kind of work in this kind of environmentIf you're hiring for impact, not activity, message me the role and what "must be different by day 90."

Jessica Dong

I’m an agency recruiter, so I get the version candidates say when they’re trying not to get burnt twice.

Last week, before salary, before benefits, before any of the selling… a senior engineer just went:

“Who’s paying the company right now: customers, or just investors?”

And you could feel why they asked.

They weren’t being difficult.
They were doing self-defence.

Because they’ve watched the movie where the deck is beautiful, the roadmap is loud, everyone’s “moving fast”…

…and then three months later it’s quiet layoffs, quiet rewrites, quiet people disappearing from Slack at 2pm on a Tuesday.

A CTO once said to me, really quietly:
“I didn’t lose my best engineer to more money. I lost them to another five years of untangling someone else’s mess.”

That’s the shift I’m noticing in 2026.

Salary still matters.

But the best people are interviewing for how long they can stay without shrinking.

So if your strongest candidates keep going cold right near the end…

what are they learning about the business in the interview loop that you’re not saying out loud yet?

Jessica Xin Dong

SaaS + Enterprise Digital Hiring | Contract & Perm | Cut cost of delay

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