Dr. Garland Vance

I help Executives retain employees and increase engagement by developing their company's leaders in 6 months or less. | Author of Gettin' (un)Busy | Collector of Cool Hats

Who We Help

We work with growing companies in service, manufacturing, and banking sectors that have 500+ employees. Our ideal clients prioritize leadership development as a strategic investment and understand that strong leadership is the key to their company’s success. We typically partner with Heads of Talent Development, HR leaders, and CEOs who are committed to developing leaders at every level of their organization.

Problem We Solve

In today’s fast-paced business environment, companies often face leadership gaps that lead to team misalignment, high turnover, and stalled business growth. Developing in-house leadership programs can be time-consuming and overwhelming, especially when leaders are unprepared to tackle 95% of the challenges their companies face. We alleviate that burden by delivering a proven, comprehensive leadership development solution that addresses these challenges head-on.

Client Results

Increased Employee Morale and Engagement: Companies report higher morale, improved retention, and stronger team dynamics as leaders develop confidence and competence.

Accelerated Leadership Promotions: Talent pipelines are filled with capable leaders, leading to quicker promotions and better succession planning.

Boosted Productivity: Leaders who go through our program are better equipped to drive results, manage teams effectively, and improve overall organizational performance.

Strengthened Company Culture: By focusing on leadership traits such as Character, Competence, and Community, leaders create a more cohesive, productive culture across all levels of the organization.

Our Proprietary Framework

Our Unleashed Leadership framework focuses on seven critical leadership traits: Character, Competence, Capacity, Clarity, Community, Culture, and Consistency. We provide award-winning in-person leadership training, followed by virtual sessions to reinforce learning and help leaders apply their new skills. Our programs are highly customizable, allowing you to develop a strategy that builds leaders at every level.

If you’re ready to solve your company’s leadership challenges and build a more confident, capable team, we invite you to schedule a free strategy call. During this call, we’ll assess your current leadership development needs and explore how our framework can accelerate your company’s growth.

Book your free strategy call today:
https://calendly.com/garlandvance/strategy

Founder & CEO

AdVance Leadership helps high capacity influencers live and lead with greater purpose, productivity, and peace. 

We work with leaders, teams, and organizations to understand the effects of busyness on their lives and systematically drive it out so that they can accomplish their highest priorities.

We guide people to discover their life purpose and arrange their lives so that they carry out their purpose every day.

We help teams discover the unique characteristics and strengths of each individual and work out of their greatest contributions. 

We guide organizations to discover their highest priorities and to create the habits necessary to intentionally and systematically make progress on those priorities every single day.

The cost of NOT developing leaders is 
far greater than the cost of doing it.

When leaders fail to develop others, here’s what happens:
1. Bottlenecks. Every decision flows back to you.
2. Burnout. You work harder while your team stays stagnant.
3. Breakdown. Morale drops as people feel unseen and unchallenged.

But when you invest in others, you unlock 
capacity you didn’t know was there: in you and them. 

Nothing shapes a culture more than your commitment to develop other leaders.

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I help middle-to-senior managers get unleashed from the seven issues that cause every leadership challenge. | CEO, Top 20 Leadership Development Company | Collector of Cool Hats

Missy Lester

Technical skills can open doors.

But only character keeps you in the room.

Every leader needs two types of character:

- Moral Character — Integrity, honesty, ethics. It’s about doing what’s right, even when it’s hard.
- Leadership Character — Humility, Courage, Ownership. It’s about using your influence to lead toward something greater.

One without the other isn't enough.

Leadership isn’t just about being effective.
It’s about being a good person, too.

Happy birthday to the love of my life, Dorothy Vance. 

I met Dorothy when we were 18 year old college freshman. She quickly became one of my best friends. 

We hung out nearly every day of our four years at Carson-Newman University. But only as friends.
In my senior year, I asked her to set me up with another girl. She agreed to. 
Then one night, Dorothy told me that another guy had taken her out on a date. 
I became crazy jealous…and realized that I wanted Dorothy to be more than friends. We started dating a week later. 

That was 27 years ago. 

We’ve been married for 26 years
… worked together for 25 years
… been parents together for 21 years
… owned a business together for 9 years

And I’m still just as crazy about her. 
Happy birthday, my love. 
I’m so glad you were born.

My friend, Jason, got promoted to manager 6 months ago.
He’s ready to quit. 

He’s been a top performer for years. 
Now he leads a team of 12. 

At first, he was excited.

Then, leadership hit hard.
- His inbox overflowed.
- Meetings drained his time.
- His team became disengaged.

He reached out to HR to get some help.

They told him that his company didn’t have any training opportunities for managers.  

Jason felt
…stuck
……frustrated
……….overwhelmed.

His team became discouraged. 

During our recent conversation, he discovered
95% of leadership challenges come down to just 7 core traits:

1. Character commands trust.
Leadership starts with who you are. If your team doesn’t trust you, they won’t follow you. Own your decisions. Speak the truth. Do what’s right—even when it’s hard.

2. Competence drives excellence.
What got you promoted won’t keep you effective. Leadership is a skillset, not a title. Invest in learning. Sharpen your abilities. Stay ahead of challenges.

3. Capacity fuels endurance.
Overloaded leaders create overwhelmed teams. If you’re running on empty, so is your team. Manage your time, protect your energy, and focus on what truly matters.

4. Clarity eliminates chaos.
Confusion is the enemy of execution. Your team doesn’t need more motivation—they need direction. Set clear priorities. Define success. Communicate with precision.

5. Community strengthens commitment.
People don’t work hard for companies. They work hard for leaders they trust. Build real relationships. Foster teamwork. Lead with empathy.

6. Culture shapes success.
Your team’s behaviors reflect your leadership. What you allow becomes the norm. Set high standards. Reinforce the right actions. Build a culture that wins.

7. Consistency builds confidence.
Unpredictable leadership creates uncertainty. If your team can’t count on you, they won’t commit fully. Show up the same way, every day. Stability fuels trust.

Decide which one you need to work on.
Your confidence will grow.
Your team will thank you.

My friend took a job that she believed
would change her life for the better.

She would be able to pay for her kids to go to college. 
She would have meaningful work.
She could retire nicely. 

She loved her job for a few months. 
Now, she’s ready to quit.

Do you know what caused her change of heart?

She got a new boss.

Her new boss is a narcissist who expects her to be on call 24/7. 
She’s exhausted all the time and never sees her kids.

She’s taking a new job soon. 
The benefits aren’t as good and it doesn’t pay as well. 
But she trusts her new leader.

A peaceful environment that nurtures a fulfilling life, or a toxic one filled with constant stress—choose wisely.

Arrogant leaders suck the life out of you.
Confident leaders add energy to you. 

The difference between the two?

Humility.

Humble leaders:
-Ask more questions.
-Own their mistakes without hesitation
-Encourage disagreement.
-Know they don't have all the answers

Arrogant leaders want to outshine you.

Humble leaders create space for you to shine.

Leaders should care less.

At least some leaders should. 

If you're a leader with a big heart, 
you’ve likely wrestled with this tension: 
I care deeply about my team... 
but something still feels off.

You might be dealing with leadership kudzu—

an overgrown commitment to people who are 
draining your time, energy, and attention.

Here’s how to stop it:
1. Identify team members who consistently underperform, overdramatize, or ignore feedback.
2. Ask yourself: “Am I holding onto this person because I care… or because I’m afraid to act?”
3. Make a plan. One that aligns with both your Character and your Clarity.

Want more? I unpack the full strategy here: https://lnkd.in/eYP8ttGn

I’ve been sleeping with one of my coworkers.

My wife knows about it.

Because my wife is that coworker.

Dorothy and I have been married for 25 years
and worked together for 21 of those.

We started AdVance Leadership in 2018. It’s become a Top 20 Leadership Development Company.

Hundreds of people have told us that they could never work with their spouse.

Here are 3 ways we’ve made it work:
1. We’re both have the same mission.
We’re passionate about developing leaders who love the people they lead and get great results.

2. We are curious about each other’s interests.
We aren’t fascinated in the same things. (She cares nothing about hats!) 
But we ask each other about those topics because we are interested in each other.

3. We build boundaries around work.
We take a date every Friday. 
We get away together quarterly. 
We agree that there will be ZERO talk of work or kids.

“I have no idea what’s expected of me.”

That’s what a mid-level leader told me after three years in her role. 
Three. Years.

She wasn’t failing.
She wasn’t lazy.
She wasn’t disengaged.
She just didn’t know what success looked like in her role— and no one had ever told her.

And here’s the cost:
-She was hesitant to make decisions.
-She didn’t develop her team.
-She didn’t grow—because she didn’t know where to grow.

When leaders lack clarity, they shrink.
When leaders get clear, they expand.

The fix?
-Clear expectations.
-Clear feedback.
-Clear definitions of what good leadership looks like.

Three signs of a toxic culture: Shame. Blame. Fear.

These are common phrases you’ll hear in a toxic environment:

- What's wrong with YOU? (shame)
- You screwed up again (blame)
- Get this right. Or else... (fear)
- You're an idiot. (shame)
- It's not my fault. ________ did it. (blame)
- Don't make me fire you (fear)

My grandmother was a bully.

Her name was Mimi. She lived with my family for 12 years, and I hated her -- especially in the summers.

That's when she would plant a garden. Unfortunately, she was too old to DO the gardening.

Instead, she perched herself in a lawn chair like a queen on a throne and barked orders at my dad and me.

I didn't just hate Mimi. I despised gardening.

(She and I reconciled before she died.) 

But I still hate gardening.

She taught me an important lesson, though:
Gardeners don’t care for a “crop.” They tend individual plants. When individual plants flourish, then the whole crop is healthy.

The same is true in leadership.

You need a healthy team to accomplish big goals.

But the team is actually a collection of individuals in community with each other. The more each member flourishes, the healthier the team will be.

Trust dies when leaders stay silent.

My client was frustrated by lower performing team members.

He wanted to put them all on improvement plans. 

I challenged him to look in the mirror 
before you put them on an improvement plan, 

Have you consistently communicated with those "low performers."

According to the Edelman Trust Barometer, 
56% of employees don’t trust their leaders.

When leaders don’t proactively build trust, it quietly erodes.

Here’s how to prevent that:

1. Give trust first
  Don’t wait for people to “earn it.” 
  Extend trust and unlock higher performance.
   
2. Develop all three dimensions of trust
   – Relational: Show interest in people, not just output
   – Integrity: Model values even when it’s hard
   – Skill: Recognize and rely on your team’s strengths
   
3. Build trust proactively
  Hold regular one-on-ones. 
  Create space for conversations that go beyond results. 
  Make personal connection part of the plan—not an afterthought.
   

Don’t let silence breed distrust. 
Say something. Do something.
Trust needs tending.

If you have to choose between 
getting results 
or 
building relationships…

You’ve already lost.

This leadership tension is one 
of the most common—and costly:

Results vs. Relationships.

And too many leaders live in reaction:

- One boss obsessed over numbers, so you swing to “just take care of people.”
- One team was toxic, so you build a nice culture with zero accountability.

Neither works.

Great leaders don’t choose between results and relationships.

They integrate them.
- Use results to develop people.
- Use relationships to drive results.
- When in doubt, communicate with clarity and care.

Your people want to perform—
especially when they know you’re for them.

Don’t pit people and performance against each other.
Let them reinforce each other.

Early in my leadership journey, 
I failed the people I led. 

I had a big vision, 
but no one bought into it. 

I sent out an anonymous evaluation to understand why. 
I received some hard feedback. 

People said I was: 
Unapproachable - Easily frustrated - Too intense - Impatient 

They didn’t buy into the vision because 
they didn’t buy into me. 

They didn't value the vision because 
they didn't feel valued by me. 

I had to change the way I influenced them. 
I took 2 actions: 
1. Reflect. 
-I evaluated my beliefs and behaviors that would cause people to feel devalued. 
-I asked people to give me even more feedback. I thought about how I wanted to lead. 

2. Change actions. 
-Once I knew the negative effect I was having, 
I had to decided which behaviors needed to change.

Fear. Guilt. Frustration.

That’s what I felt over the last two months. 

Emergencies are inevitable.
At some point, you'll face a surprise that knocks the wind out of you and forces everything to slow down.

I’ve shared this before. But in December, our family faced an unexpected medical emergency—a week in the hospital, surgery, and a long recovery. It also meant canceling our much-anticipated Christmas trip to London.

I'm not writing this for sympathy. But because this will happen to you too. Maybe not the same challenge, but something that disrupts your plans and tests your leadership.
When it does, three emotions often show up:
- Fear (the quiet kind that exhausts you)
- Guilt (feeling like you're letting people down)
- Frustration (because life doesn't pause when you need it to)

In this week's newsletter, I share two lessons that helped us navigate this season—and can help you when your moment comes. 

I don’t know if you’re experiencing an emergency. 
But I know that you will. 

This post will help you. 
Read the full post: https://lnkd.in/eTvRaZF5

The right mentor can change 
the way you lead—

faster than any book 
or course ever will.

Most leaders try to grow by pushing harder.

But the fastest way to grow?

Find someone who’s already walked 
the path and ask them to show you how they did it.

Here’s a simple 3-step plan to find a mentor—
and start learning right away:

1. Clarify your growth goal. Is it Character? Competence? Capacity? Clarity? Community? Culture? Consistency?
2. Identify someone a few steps ahead of you in that one area.
3. Invite them to meet 3 times over the next 3 months. Keep the ask clear, short, and specific.

You don’t need a guru. 
You need a guide who’s a few miles ahead.

Which leadership trait are you working on right now—and who’s living it out in front of you? Reach out this week.

Looking for a mentor but not sure where to start?

This article will walk you through it: https://lnkd.in/eU8ptipu

Many believe leaders must always have
-the right answers,
-the right plan, and
-the right direction. 

But the best leaders empower their teams to find solutions.

Insecure leaders try to control everything—and 
end up burned out with disengaged teams.

Real leadership means knowing when to step back and trust your people.

Here’s how to reframe your leadership:

Double the amount of questions you ask.

When you’ve done that, 
double it again.

Your job isn’t to know everything—
it’s to create the environment where the best solutions can emerge.

Motivation doesn’t begin with words.
It starts with belief.

As a leader you hold a unique power—

the power to believe in people more 
than they believe in themselves.

This belief can be the catalyst for their transformation.

Three ways to build confidence.

For over a year, I carried a secret. And I think a lot of leaders feel weighed down by the same secret. 
   
I didn’t talk about this for over a year because I wasn’t sure how. 
And I was scared of how people would respond. But once I started talking about it, I realized that a lot of other people felt the same way. 
   
The secret I struggled with was how lonely I felt. 
   
Honestly, it didn’t make a lot of sense. I’m surrounded by people.
I spend my days with leaders I respect and care about.
   
Dorothy and I get to help people grow and lead better.
That part of the work is a gift.
   
But last year, something started to change in me.
   
I began to feel unseen. Not tired. Not burned out.
 
 Alone.
   
 I realized there wasn’t anyone—outside of Dorothy—who understood the weight I was carrying.
   
 The pressure. The responsibility. The quiet doubts.
   
 Over time, that loneliness did real damage.
 I didn’t lose my ability to think.
 I lost confidence in my thinking.
 I second-guessed decisions.
 Reread emails.
 Wondered if my work even mattered.
   
 That’s when I saw the real issue.
 This wasn’t a productivity problem.
 It wasn’t a skill problem.
 It was a isolation problem. 
   
 And it was a problem that was in my ability to change. 
 
 When leaders carry doubt alone for too long, it always spills over—into decisions, relationships, and results.

 I wrote about this honestly in today’s newsletter. (link in the comments)
   
 It’s personal. And it’s something I think many leaders quietly experience.
   
 If leadership has ever felt heavier than it should…
 You might want to read it.

 You’re not broken.
 And you’re not alone.
   
And if you’re struggling with this, too, send me a DM. I’d love to encourage you.

Unleashed Leadership, my newest book, is only 120 pages. That’s half the size of most nonfiction books.

It’s not that I didn’t have more to say. And it’s not because writing a longer book is harder. It’s the opposite.

Blaise Pascal once wrote, “I would have written a shorter letter, but I did not have the time.”

We chose to write a shorter book because of something our publisher told us: Most people stop reading nonfiction books at page 120.

Think about that. Authors spend months (sometimes years) writing 250+ pages, only for readers to tap out halfway through.

So, Dorothy and I chose to cut out huge sections of the book. Parts that we had worked on and loved but knew that they needed to get cut so we could get clearer. 

The same is true in leadership. You often have to say “no” to a million good ideas so you can say “yes” to the few that really matter.

Data-Driven Operations Leader | Digital Healthcare | Strategic Planning | Partnerships | Business Planning And Analysis | Servant Leadership

I have led transformative projects with small teams at startups and large global teams for a Fortune 15 company. I am passionate about empowering others and driving positive change in the world.

I'm a lifelong learner who knows that strong operations, solid strategic planning and a culture of good communication are the pillars for success. 

My team has been responsible for multi-million-dollar CRM/ERP implementations, creation of analytics frameworks, development of sales, marketing, and implementation playbooks, and 10+ Mergers and Acquisitions.

My career focus has been in the healthcare/medical device/digital healthcare space, but I am open to other industries. My experience spans sales, strategy, business development, marketing, operations and analytics providing me with a comprehensive understanding of the whole ecosystem.

Highlights Include:

* Developing a comprehensive enablement plan and revamping the sales and marketing processes and workflows, which led to a 45% improvement in forecasting accuracy.

* Implementing operational workflow changes in marketing, professional services, and sales, saving over 20 hours per week and $500k annually in administrative costs.

* Overseeing the integration of 10 M&A projects resulting in annual operational cost savings of over $2M by eliminating redundant processes.

* Introducing a cross-functional whitespace tool that identified $20M in overlooked pipeline opportunities.

* Establishing a telehealth care model that increased patient volumes by 30%.


My skills include:

Operational Leadership
Business Planning
Healthcare and Medical Device sectors
Expertise in building Sales/Revenue Operations infrastructure
CRM, CPQ, ERP Implementation and Business Leader
M&A management
Project management
Data Analytics
Change Management 

I can be reached at sherri.carpineto1@gmail.com

Sherri Carpineto

December 2025 my husband died suddenly.  

October 2023 my dad died 6 weeks after a Glioblastoma diagnosis.

April 2010 my mom died 11 weeks after a lung cancer diagnosis. 

Our family has experienced an inordinate amount of heartache and loss.

And I’ve also realized over and over again how much life changes in an instant. 

Hustle is great. Moving up the ladder is great. 

But tomorrow is NOT guaranteed.

Putting off joy and vacations and PTO and life for later is a gamble no one should take.

Achieve your dreams. Work hard. Have goals. But please make sure you’re present and you make memories 

Because some day those memories will be all you have to hold close.

I guarantee that amazing work project or promotion will be forgotten.

This from someone who sacrificed career for caretaker and financially now isn’t in the place I could be. 

But memories are forever and I will never regret those. 

Be a good human


This GoFundMe and other ways were created to help my boys fulfill their wish of staying in our home: 

https://lnkd.in/esi8HEfZ
Venmo: Sherri-Carpineto (4504 is last 4) 
Zelle: Sherri.carpineto1@gmail.com 
PayPal sherriandjoe@hotmail.com

Home Depot just announced 800 layoffs AND return to office 5 days a week for workers. 

While this is consistent with trends these days - hire too many and lay people off without care, and then force butts in seats…

Doing this all at once is a double gut punch. 

Remaining workers will now absorb extra work and be required to be in-office to do it.

After losing my husband suddenly last month, and the chaos that has entailed since, I can’t imagine working in an office 5 days a week for an employer who may lay me off soon anyway. 

Actually I can. I did work for managers and companies like that when I lost my mom, had numerous miscarriages and my son was diagnosed with life-changing diseases.

Home Depot is laying people off to increase speed and agility - aka likely AI and to appease shareholders and increase revenue. 

Bottom line is bottom line. That’s all they care about.  So make sure you care about you. 

Make yourself relevant at work. Work hard and make an impact because that’s who you are and you believe in what you do.

But make yourself relevant outside of work even more. Your family doesn’t need more speed and agility and won’t lay you off.

And you never know when you’ll lose them.

Be a good human

I’m excited to share my new job and project!!!!!


My holiday drive raised $7000 for presents for kids whose parents have been laid off.

I want to do it again… but with birthday gifts.

https://lnkd.in/eH5gAR4k

My husband Joe LOVED buying gifts and was the best gift giver.

Here’s a way to honor him 

As I just celebrated my husband’s birthday, the first one without him, I realize how important it is celebrate everything 

And kids all deserve a present for their birthdays.

Birthdays are often the first to go when laid off parents just need to pay the electric bill. 

I remember the stress so well. 

Would you be willing to contribute? 

My hope is to get wishlists from parents and spend between 50-75 per child of a laid off parent.

I could use your help as unfortunately I cannot donate thousand dollars as I did in December now.

I am happy to provide receipts, pics for proof as I was accused of scamming people by a few on LinkedIn. 

In a time when my world came crashing down, the best way for me to stand tall again is to be able to shine the light and help community 

I hope you’ll help, too. 

The Joe Carpineto birthday drive begins now…

If you have a child with a birthday wish you’d like to fulfill please comment below 

If you’d like to help I’m including the link in comments (and other ways if you’d prefer) 

If you can comment, like, share, suggest people who may need help 

Let’s make a difference in supporting kids and laid off parents 

And in Joe’s memory 💕

Be a good human

Receipts and screenshots offered 

https://lnkd.in/eH5gAR4k

In case you prefer: 
Zelle: Sherri.carpineto1@gmail.com
Venmo: Sherri-Carpineto (last four 4504) 
PayPal: sherriandjoe@hotmail.com

This last month since I lost my husband has been about surviving… not thriving.

Surviving non-stop house issues 

Huge snow storms

Sick kids 

Grief 

A celebration of life 

Mountains of paperwork 

Bratty dogs 

My kids and I… we’ve survived and honestly sometimes that IS thriving. 

Not every day is easy or sunshine and roses or belongs on a motivational calendar 

And when I spent time the last few weeks looking at pics for a slide show at my husband’s celebration…

This picture… an early on anniversary pic.. reminds me that memories never fade 

And surviving will turn to thriving again.

If you’d like to help our boys… we’re so appreciative 

Venmo: Sherri-Carpineto 
Zelle Sherri.carpineto1@gmail.com (save the spam)
GFM: https://lnkd.in/esi8HEfZ

Be a good human

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Amazon has announced they are laying off 16,000 people. 

16 THOUSAND.  

They did go on to say that laying people off every few months isn’t their new rhythm. 

But it sure seems that way. Could have fooled me 

And UPS is laying off 30,000, ironically enough as they stop shipping low cost Amazon packages. 

30 THOUSAND. 


This is certainly part of AI. But it is not just a tech issue or an AI one 

If you’re employed, even happily….

Make sure you keep a brag book NOW so you remember 

Keep you Resume updated and relevant 

Take the call from a friend of recruiter and make an intro for them if you’re not interested. You never know if you’ll need them. 

Update LinkedIn with new accomplishments NOW

And realize networking is NOT transactional. It’s every day community building. Do it now not when you need help. 

And if you’re laid off or you see the red flags?  🚩 Take advice with a grain of salt but always advocate fiercely for you and don’t be afraid to ask for help. Now or later 

How can I help?

Be a good human

Posting about being a mom on LinkedIn is unprofessional. 



People always comment on my posts about mom’ing and asking if it belongs here. 

I need to hide being a mom in interviews, in phone calls, and now on LinkedIn posts too?

I can’t hide the most important aspect of my life and the job that’s provided me with more skills than any other in my career. 

I am a mom. First. Always. 

I am a working mom. Always.

I believe in advocating for women in the workplace. 

I believe in paid parental leave/ paid caretaker leave. Better access to childcare. 

I believe in talking about how being a working mom isn’t all rainbows and puppy dogs 

AND how I wanted to be a stay at home mom when my kids were little. 

I talk about how my career suffered because I stayed at jobs that allowed flexibility

And I apologize for none of it. 

We need companies to support working moms (and dads and caretakers)

We need products that cater to this demographic 

We need to be confident in who we are, and for me that’s a mom. 

I can’t hide who I am… it goes against all I believe in. 

In and out of work. 

Be a good human.

Our whole work team is together this week without me. I wasn’t invited.



Ok, I’m just kidding.  I uninvited myself. 

I was actually supposed to speak and train teams at our annual kick-off. I look forward every year to the energy it brings and being in-person with so many people. 

I’ve been working non-stop for the last 15 months on big impactful projects I was excited to train on.

But only a month out from losing my husband, and helping my boys figure out this “new” life, traveling wasn’t in the plans.

It will be again someday. Maybe a few months, maybe 6.  Who knows.

Life and grief and kid’s well-being has no timelines. 

It’s all dependent on how my kids are, childcare plans, ability to make it work. 

Life is infinitely more complicated now that I’m an only parent 

And my kids are grieving their biggest cheerleader.

Life is hard. So hard. But what I AM grateful for is a team that has stood by me.

Picked up the slack. Said don’t worry, care for your family. 

I didn’t take any bereavement leave, just a week of already scheduled PTO the week of Christmas when my husband died.

But I know I can take time. I know things will get done. I know I’ll be supported. 

And I know I can still do amazing things at work while taking care of the two most important things in my life - my sons. 

That to me is work/life balance. Not some equal time… that never works

As I work through mountains of paperwork and what if’s the next few months, I’ll be working long hours until April on this project, too.

And then I’ll take a much needed breather

But until then? I am grateful to not just be employed, but to be valued.

I’ll still miss my co-workers this week. Being on a Teams call just isn’t the same 

Be a good human.

Dow chemical is laying off 4500 people worldwide so they can transform to outperform 

Aka more AI.  And yet somehow the labor market is stable and all is well in the world…

Amazon layoffs = 16k
UPS = 30,000 (attrition or not) 
Home Depot = 800
Pinterest = 15% of employees around 700 to focus on AI

This isn’t a tech problem. This is a market problem.

If you’re employed and reading this PLEASE keep networking NOW

Show up on LinkedIn. Post. Comment. Be relevant, relatable, and available.

I have seen so many open to work posts the last few days from people who haven’t networked or been on LinkedIn since the last time they were job searching. 

Start from a position of power.

Because whether we want to believe it or not, ALL of us are just one number on a spreadsheet away from redundancy 

And for those who are solopreneurs, keep contacts because business ownership isn’t a guarantee either 

Be a good human. Look out for YOU and help your community, too.

If you’ve been impacted by layoffs I hope to open more 15 minute coaching chats in coming weeks, likely end of February, just for a quick plan and see how I can help - no money or pitching.

1 month into the year and this post holds true. 

The word present and along with adding grace remain my words this year.

What was Month 1 like for you?

Be a good human

Being a widow at 49 years old is not how I could have imagined 2025 ending.

But here I am with this new “label.”


2025 saw endless challenges but I was also able to raise 7k to buy gifts for kids whose parents have been laid off 

I was able to take on a new job at work and had to absorb the work of others after layoffs and do it well 

I was able to start my coaching business - helping 12 paid clients land jobs and giving away 75+ hours of free coaching. 

I don’t know what 2026 will hold for our family - but I know it won’t be easy. And I know my boys deserve the best. 

So my word of the year is present. 

Present for my kids. For myself. For life. For Joe’s legacy 

Because time is something we never have enough of. 

I will carry on Joe’s legacy of kindness 

Be a good human 

If you’d like to help my kids and I as we navigate after years of medical challenges and layoffs have made life difficult:

Venmo: Sherri-Carpineto (4504 last 4) 
Zelle: Sherri.carpineto1@gmail.com 
GoFundMe: https://lnkd.in/esi8HEfZ

No is a full sentence.

Setting boundaries doesn’t make you less of a team player. 

Advocating for yourself doesn’t make you overpowering. 

Giving your opinions and sharing expertise doesn’t make you overbearing. 

Asking for what you believe is fair doesn’t make you difficult 

Being confident doesn’t make you rude. 

Negotiating doesn’t make you ungrateful. 

Instead being an employee who is respected, valued, listened to and paid fairly makes you an asset 

Don’t let anyone tell you differently. The more confidence you have with a keen ability to speak up AND listen, the more you’ll bring to the world 

Be a good human.

taplio

The Battle

Dr. Garland Vance

Sherri Carpineto

Followers

Posts

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Performance ScoreDr. Garland Vance's LinkedIn Performance

Performance ScoreSherri Carpineto's LinkedIn Performance

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taplio

The Battle

Dr. Garland Vance

Sherri Carpineto

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);}Dr. Garland Vance's LinkedIn Performance

Performance ScoreSherri Carpineto's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDr. Garland Vance's LinkedIn Performance