WorkingWell Daily®

Farah helps individuals cultivate work-life alignment and Fortune 500 companies develop healthier workplaces where employees want to stay and thrive.

Professional Speaker • Consultant • Coach

As Founder and CEO, Farah is responsible for all firm-wide management, including strategic planning and growth as well as every aspect of WorkingWell Daily's business.

Founder and CEO

Private Practice

- Provide psychotherapy for individuals helping them increase self-esteem, develop healthy coping skills, and better navigate life transitions by taking a pragmatic approach coupled with humor.

Owner and Psychotherapist

New Life Covenant Church Southeast

-Consults pastoral staff and other leaders on mental health issues as needed
-Casts vision for the division
-Provides individual and family counseling
-Serves team members to facilitate growth and success in functions
-Ensures training and certification of Small Group leaders and counselors
-Teaches team on topics relative to the ministry, (e.g., Empathic listening, Writing Care notes, integration, etc.)
-Inspires, motivates, leads team

Director of Counseling Services

Heritage Counseling Center

- Provided individual, couple and family therapy

Psychotherapist

LINK Unlimited

Mentor

McMillanDoolittle - Transforming Retail

-Provided research and analysis support for consulting projects
-Conducted Internet research, compiled information and profitability measure from financial statements to create fact sheets on specific companies
-Writer and editor of company publication, Concept Watch
-Maintained relationship and partnership with Accenture's Retail Innovation Center
-Trained a team of ten facilitators of the Women's Business Development Center on Building and Maintaining a Retail Operation to Compete in the Marketplace
-Researched innovative products & trends in consumer retailing

Retail Research and Planning Associate

Ashley Lauren Natural Products

-Created effecitve marketing tools, including redesigning company logo-
-Designed visual displays, interior decor, and new store layout
-Handled public relations, press releases
-Increased traffic and product sales by updating the brand image

Marketing Manager/Creative Director

𝑾𝒐𝒓𝒌 𝒔𝒉𝒐𝒖𝒍𝒅 𝒆𝒏𝒉𝒂𝒏𝒄𝒆 𝒐𝒖𝒓 𝒍𝒊𝒗𝒆𝒔, 𝒏𝒐𝒕 𝒄𝒐𝒎𝒑𝒍𝒊𝒄𝒂𝒕𝒆 𝒊𝒕. 

Too often I've listened to clients complain about the stress that their work brings. Not necessarily the tasks, but the people – the culture. 

This new landscape requires organizations to value belonging 𝑨𝑵𝑫 balance. Quite frankly, this is where we should have always been. 

𝐖𝐞 𝐬𝐩𝐞𝐧𝐝 𝐭𝐡𝐞 𝐦𝐚𝐣𝐨𝐫𝐢𝐭𝐲 𝐨𝐟 𝐨𝐮𝐫 𝐥𝐢𝐯𝐞𝐬 𝐰𝐨𝐫𝐤𝐢𝐧𝐠, 𝐰𝐡𝐲 𝐧𝐨𝐭 𝐰𝐨𝐫𝐤 𝐰𝐞𝐥𝐥?

For DEI practitioners and Leaders of Fortune 500 companies who are looking to create a sense of belonging and well-being for their staff, my company, WorkingWell Daily® provides services that address belonging from a psycho-social and emotionally intelligent lens. 

Because being a company that hears, sees, and respects its employees is a company where their people stay, show up, and show up well.  

We cannot have true well-being absent of belonging. Through our proprietary 𝐖.𝐄.𝐋.𝐋. 𝐌𝐞𝐭𝐡𝐨𝐝® which stands for Wellness and Wellbeing, Elevating Emotional Intelligence, Leveraging Psychological Safety and Learning Self-care, we equip leaders with the tools that they need to grow in self-awareness, social awareness, and cultural awareness.

How I help companies through the 𝐖.𝐄.𝐋.𝐋. 𝐌𝐞𝐭𝐡𝐨𝐝®:

✓Training/ Educational Lectures
✓Consulting
✓Keynotes
✓Fireside Chats
✓Coaching

Here's what some of my clients are saying: 

"Farah’s workshop on Emotional Intelligence for Black employees was highly effective and thought provoking. She led with a dynamic presentation style and humor to deliver  easy to understand explanations and insights to both the neurology of emotional intelligence and actions to take to manage one’s emotions and reactive behavioral responses. I highly recommend her as a skilled facilitator and engaging expert." 
- 𝘌𝘭𝘪𝘻𝘢𝘣𝘦𝘵𝘩 𝘔𝘰𝘳𝘳𝘪𝘴𝘰𝘯, 𝘝𝘗 𝘋𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘉𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨

“I was very impressed by Farah’s deftness in bringing a lens to the inequities faced by minority communities in the holistic wellness space while also providing an understanding of what wellness actually IS. She was instrumental in starting the conversation around mental health and the inherent racial biases present within the workplace, which in turn will help this very poignant workshop become a meaningful movement within our organization.“ 
- 𝘓. 𝘒𝘳𝘢𝘶𝘴𝘦, 𝘐𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯 𝘉𝘳𝘢𝘯𝘥 𝘓𝘦𝘢𝘥

To learn more visit: workingwelldaily.com or send me a DM, I would love to start a conversation with you.

I left a meeting knowing I wouldn't be back.

Not because of conflict. Not because anyone was rude. But because of what happened when I asked a question.

I was in a meeting where the leader said something I needed clarity on. So I asked.

His response was quick but not considerate. Platitudes. Answers that sidestepped my actual question.

Later in the same meeting, he said something else I disagreed with. I started to ask for clarity again—and stopped myself.

Because I realized: this wasn't a space where questions were welcome. This was a space where questions were tolerated at best, dismissed at worst.

And this wasn't the first time I'd seen it happen.

I'd watched this leader respond the same way to others. Quick answers. Platitudes. Sidestepping the real question. A pattern of shutting down curiosity instead of inviting it.

So I made a decision that day: this group was no longer aligned with what I needed.

I need spaces that are psychologically safe. Where curiosity isn't seen as resistance. Where challenge is invited, not punished. Where we can wrestle in the discomfort together because we value truth and giving people a voice.

Here's what I'm learning about authenticity:

It's not just about speaking up. It's also about knowing when to walk away.

Authenticity with high EQ means recognizing when a space can't hold your truth—and protecting your energy by leaving instead of forcing it.

I could have kept showing up. I could have kept asking questions, hoping something would shift. But that's not aligned. That's performative participation.

Authenticity isn't just what you say. It's also what you stop tolerating.

So here's my question for you:
What space are you still showing up to that can no longer hold your truth? And what would it cost you—or gain you—to walk away?


-----------
💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

• Farah Harris, MA, LCPC

Workplace Belonging and Wellbeing Expert | I help corporate leaders create psychologically safe workplaces where high EQ isn’t a buzzword—it’s the culture | Bestselling Author | Executive EQ Coach

I've completed 2 exit interviews. Here's what I'm learning.

A week ago, I started interviewing people who left their jobs to understand what REALLY drives turnover.

I thought these would be 30-45 minute conversations.

Turns out, when people finally get the exit interview they deserved—or never got—they have a lot to say.

Here's what's emerging:

Early patterns:
🔴 The decision to leave wasn't sudden. The decision to leave was made months (before they gave notice. By the time they resigned? Already gone.

🔴 Money wasn’t the problem. One person was underpaid by $20K+ despite managing the largest team. Another took on 40% more work with zero title or pay bump. But neither left because of compensation. They left because they felt invisible.

🔴 They tried to advocate for themselves. They raised concerns. They asked for what they needed. Leadership either ignored them or gave hollow responses. Eventually, they stopped asking.

🔴 Exit interviews are often performative—or don't happen at all. One person got to have the honest conversation she deserved (rare). The other never got an exit interview. And even when they happen, most people don't tell the truth because they don't feel safe.

Here's what's becoming clear:
Retention isn't about perks, it's about whether people feel seen, valued, and heard.

And most leaders don't realize they're losing good people until it's too late.
-------------------------------------
If you left a job in the past 1-2 years and never got to share your real story—I want to talk.

Confidential. Anonymous if you want. And honestly? It might feel good to finally say it out loud.

Plan for 60-90 minutes. These run deep.

Comment "ME" below or fill out the form linked in the comments.

Let's help leaders stop losing good people.

. Farah Harris, MA, LCPC

𝑾𝒐𝒓𝒌 𝒔𝒉𝒐𝒖𝒍𝒅 𝒆𝒏𝒉𝒂𝒏𝒄𝒆 𝒐𝒖𝒓 𝒍𝒊𝒗𝒆𝒔, 𝒏𝒐𝒕 𝒄𝒐𝒎𝒑𝒍𝒊𝒄𝒂𝒕𝒆 𝒊𝒕. 

Too often I've listened to clients complain about the stress that their work brings. Not necessarily the tasks, but the people – the culture. 

This new landscape requires organizations to value belonging 𝑨𝑵𝑫 balance. Quite frankly, this is where we should have always been. 

𝐖𝐞 𝐬𝐩𝐞𝐧𝐝 𝐭𝐡𝐞 𝐦𝐚𝐣𝐨𝐫𝐢𝐭𝐲 𝐨𝐟 𝐨𝐮𝐫 𝐥𝐢𝐯𝐞𝐬 𝐰𝐨𝐫𝐤𝐢𝐧𝐠, 𝐰𝐡𝐲 𝐧𝐨𝐭 𝐰𝐨𝐫𝐤 𝐰𝐞𝐥𝐥?

For DEI practitioners and Leaders of Fortune 500 companies who are looking to create a sense of belonging and well-being for their staff, my company, WorkingWell Daily® provides services that address belonging from a clinical and emotionally intelligent lens. 

Because being a company that hears, sees, and respects its employees is a company where their people stay, show up, and show up well.  

We cannot have true well-being absent of belonging. Through our proprietary 𝐖.𝐄.𝐋.𝐋. 𝐌𝐞𝐭𝐡𝐨𝐝® which stands for Wellness and Wellbeing, Elevating Emotional Intelligence, Leveraging Psychological Safety and Learning Self-care, we equip leaders with the tools that they need to grow in self-awareness, social awareness, and cultural awareness.

How I help companies through the 𝐖.𝐄.𝐋.𝐋. 𝐌𝐞𝐭𝐡𝐨𝐝®:

✓Training/ Educational Lectures
✓Consulting
✓Keynotes
✓Fireside Chats
✓Coaching

Here's what some of my clients are saying: 

"Farah’s workshop on Emotional Intelligence for Black employees was highly effective and thought provoking. She led with a dynamic presentation style and humor to deliver  easy to understand explanations and insights to both the neurology of emotional intelligence and actions to take to manage one’s emotions and reactive behavioral responses. I highly recommend her as a skilled facilitator and engaging expert." 
- 𝘌𝘭𝘪𝘻𝘢𝘣𝘦𝘵𝘩 𝘔𝘰𝘳𝘳𝘪𝘴𝘰𝘯, 𝘝𝘗 𝘋𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘉𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨

“I was very impressed by Farah’s deftness in bringing a lens to the inequities faced by minority communities in the holistic wellness space while also providing an understanding of what wellness actually IS. She was instrumental in starting the conversation around mental health and the inherent racial biases present within the workplace, which in turn will help this very poignant workshop become a meaningful movement within our organization.“ 
- 𝘓. 𝘒𝘳𝘢𝘶𝘴𝘦, 𝘐𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯 𝘉𝘳𝘢𝘯𝘥 𝘓𝘦𝘢𝘥

To learn more visit: workingwelldaily.com or send me a DM, I would love to start a conversation with you.

Your performance review might actually be about your boss.

Sometimes what gets labeled as "feedback" is actually projection—your manager's unprocessed frustrations, insecurities, or blind spots landing on your review.

It's performance review season, I thought it best to bring this article back.

I broke down how to spot this (and what to do about it) in my CNBC Make It feature. 

Link in comments.

Helping leaders build emotionally intelligent cultures before their best people leave for one | Workplace Belonging and Wellbeing Expert | Bestselling Author | Executive EQ Coach

Authenticity is costing me visibility, income, and some relationships I care about.

And I keep paying that price anyway.

In this month's newsletter, I'm breaking down: 
✔️ What authenticity with high EQ is costing me right now 
✔️ Why I keep paying that price 
✔️ What it actually requires to show up authentically without being reckless

You can read the full piece here.

Over the weekend, I attended a networking gala with my husband. Over 2,300 people packed into a huge convention center. Long program. Having to lean in just to hear what the other person was saying.

Absolutely everything I realize that I do not like.

I felt for my poor introverted husband who's had to attend many of these events without me over the years.

Absolutely draining.

It crystallized something I've been learning: how to do business development for my wiring.

So I've been experimenting.

Last month, I was on a panel with four other amazing authors. The event was perfect for my ambivert self—around three hours, about 40 people, an intimate space where voices weren't lost in high ceilings. Shout out to LaTonya Wilkins for putting it together! Bonus: about half the attendees bought a copy of my book that night.

Two weeks ago, I had a podcast conversation with Dr. Payal Beri, Empathy Storyteller. She was flying into Chicago the next day and invited me to have dinner with two of her friends downtown. I said yes. Then asked my husband, "what do you wear when meeting three strangers?"

Dinner was lovely. There's something to be said about the ease of connection between 1st gens, regardless of country of origin.

Since then, I've been having brunch and beverages with folks—virtually and in person. Talking about life and work. Some with people I know. Many with people I'm curious about knowing.

Each conversation is a microexperiment in putting myself out there and understanding more of what I want to do and where people are.

Here's the thing: My business took off organically by the grace of The Most High. No pitching. Folks just found me.

But that's not how you maintain and grow your business.

So I'm stretching myself—but on my terms. Using my EQ to determine if I'm stretching too thin. If the conversation is filling. If things are moving me closer to clarity.

I teach leaders about psychological safety and authentic leadership. Turns out, I needed to practice what I preach in how I build my own business.

I'm not pivoting. I'm anchoring in my work while doing new things and seeing what actually works for me.

Not the 2,300-person gala.

The intentional conversations. The strategic connections. The authentic relationships built one brunch at a time.

(Pics are receipts that I’ve been outside 😆)

P.s. Thank you Ammara Khalid, Psy.D. and Shanta Kanukollu, Ph.D. for being so lovely and welcoming!

A diverse panel of six women, including Farah, sitting on stools in front of an audience. Behind them are two large screens that say: collaboration is the key to transformative growth.

A photo of Latonya, Amy, Pam, Loren, Kelly and Farah standing in a hallway smiling at the camera.

Four women smiling at a camera. They are sitting at a restaurant table. 

Four women standing in a restaurant lobby smiling at the camera. 

Something interesting—and telling—is happening on LinkedIn.

A growing number of women have started changing their demographics or pronouns to “he/him” or “white male.”

Not as a joke, but as an experiment.

The loudest voices leading this are white women, noticing drastic increases in their reach and engagement.

Black women are just beginning to talk about it—often more cautiously—because for us, experimenting with identity online comes with higher stakes.

After watching my own reach plummet despite 17K followers, I decided to test it too.

For a few days, I changed my demographics — and waited.

What happened next wasn’t just about analytics.

It was about identity, integrity, and what it costs to “fit the algorithm.”

Tomorrow, I’ll be releasing my new newsletter:
📬"The Inauthenticity Tax — What It Costs to Fit the Algorithm"

I wasn’t planning to send my next newsletter for two more weeks.

It’s longer than usual, but it needed to be said now.

This one’s about digital code-switching, the leadership personas we wear when our authentic selves “aren’t working,” and the price we all pay when systems demand we mask to succeed.

If you’ve ever wondered whether being yourself is hurting your reach (or your leadership credibility), this one’s for you.

👀 Watch your inbox—or subscribe to my newsletter.

 🧠 Because authenticity shouldn’t be a privilege—or a penalty.

P.S. Newsletter subscribers will get a bonus framework and curated resources tied to this topic.

"We need a speaker to discuss problem-solving with our staff."

That's what the email said.

Most consultants would've replied: "Great! Here's my rate, let's get it on the calendar."

I replied: "Tell me what's actually happening."

Here's what they sent back:

- Employees couldn't find files and would just... stop looking. 
- Tasks would sit undone on desks for weeks. 
- "I didn't know how to do this" became the default response instead of figuring it out.

They wanted a presentation on problem-solving skills.
Instead, I diagnosed their problem and prescribed solutions.

This wasn't a skills gap. This was:

👉🏽 Roles with no growth trajectory (so why hustle?)
👉🏽 Feedback happening once a year instead of in real-time (by the time they knew something was wrong, it had been broken for WEEKS)
👉🏽 A company approaching its centennial where employees had zero emotional connection to the "why" behind their work
👉🏽 Leadership saying "we're too nice" which is code for: we have no accountability structures and we're exhausted

What they actually needed:
 
For sure, not a one-hour talk on critical thinking.

They needed to redesign how roles create meaning when there's limited upward mobility. 
They needed to build accountability that didn't require them to be "mean." 
They needed to connect their legacy story to why filing that contract actually matters. 
They needed continuous feedback loops, not annual surprise conversations.

This is what happens when you approach organizational challenges like a clinician instead of just booking the gig.

Most consultants would've delivered a solid presentation, collected the check, and left. 

The root issues? Still there, just with new vocabulary words.

I can't do surface-level when the problem is in the foundation.

Well, actually I could, but it wouldn't feel right.

If you're a CHRO or People Ops leader who keeps requesting training that doesn't stick—maybe we need to diagnose what's actually broken first.

#CandidCorporateClinician 

-----------
💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Last weekend, I changed my LinkedIn demographics from “Black woman” to “white male.”
 
Not for clicks. For proof.

Because when the algorithm rewards conformity over authenticity, what are we really teaching it—and ourselves?

Last weekend, I changed my LinkedIn demographics from Black woman to white male. Not because I wanted to lie about who I am, but because after watchin

The Inauthenticity Tax: What It Costs to Fit the Algorithm

Daniel Knox

Construction companies who invest in emotional intelligence and inclusive leadership aren't just building better teams—they're building better businesses.

Grateful to share feedback from my recent engagement with LiveWire Construction.

After three sessions with their team—including a 2-day leadership retreat and ongoing executive advisory work—here's what stood out:

✨ "Eye-opening, practical, and really spoke to being human to one another"
✨ "Farah addressed some real elephants in the room!"
✨ "Her content was not only extremely relevant, but engaging as well"

What makes this partnership special? LiveWire isn't just checking boxes. They're actively creating a workplace where psychological safety, emotional intelligence, and technical excellence go hand-in-hand.

This is what happens when leadership—shoutout to Shon Harris and the LiveWire Construction, Inc. team—commits to doing the hard work of culture transformation.

For organizations ready to move beyond compliance training to real culture change, let's talk.

#psychologicalSafety #emotionalIntelligence #leadership

LiveWire Testimonials

A great framework from Bryan Howard that we all should be using to create belonging. 

The better we are with being intentional with our conversations—whether that be 1:1s or team meetings, the better we can create cultures where people feel welcomed, wanted and important. 

#leadership #emotionalIntelligence

Solving People Problems | Recruiting, Leadership & Employee Development, HR Tech and Change Management

"She's welcome here, but I don't think she belongs," the manager said.

I was observing a talent review meeting.

"What's the difference?" I asked.

He looked confused. "Between what?"

"Between welcome and belonging."

"They're basically the same thing," he smirked.

"No. They're worlds apart."

He leaned back. "OK. Explain."

I leaned forward.
"Welcome is letting someone in the door.
Belonging is making them feel at home."

"We've been welcoming," he insisted.
"She has everything she needs."

"Does she feel wanted?" I asked.

"I mean.... we hired her."

"That's not what I asked."

Another manager chimed in.
"She mainly keeps to herself."

"When's the last time you asked for her opinion?" I asked.

Silence.

"How does she know she's important to this team?"

Her manager shifted uncomfortably.
"Look. We assume people know they matter."

"Is that really a safe assumption?"

I opened my notebook and wrote three words:

Welcome. Wanted. Important.

Showing it to the room I said,
"This is how people need to feel."

"We do the welcome part," he said.

"Yes. You're great at onboarding.
Then what?"

"Then... they work."

"No. They wonder if they made the right choice.
They watch and listen for signals."

"What kind of signals?"

"Do you seek their input or just assign tasks?"

"Do you introduce them as 'the new person' 
or as 'the expert we brought in for X'?"

"Do their ideas get built upon or politely noted?"

The second manager spoke up.
"I never thought about it that way."

"Here's what I've learned," I continued.
"Welcome is passive. It's allowing presence.
Wanted is active. It's seeking contribution.
Important is transformative. It's valuing impact."

"So how do we fix it?"

"Start tomorrow. 
Ask for her perspective on something.
And mean it."

"That's it?"

"Yes. Then do it again next week. And the week after.
Until she stops wondering if she belongs
and starts knowing she's essential."

A few months later, he called me.

"Remember that team member we discussed?"

"Yes."

"She just led our biggest client presentation.
Knocked it out of the park."

"What changed?"

"We did!" he said proudly.
We stopped assuming she felt valued
and started showing her she was vital."

"And?"

"Turns out she had been holding back.
Waiting to see if this was a place
where her voice mattered."

"It always mattered," I said.
"You just finally showed her."

Here's the truth about belonging:

It's not about open doors.
It's about open minds.

It's not about being allowed in the room.
It's about being needed in the conversation.

People don't need to just feel welcome.
They need to feel wanted.
To know they're important.

Because belonging isn't something you give people.
It's something you create. 
Together. Every single day.

_____
Like my content? Give me a follow.
Want to see more of it? Click the 🔔 on my profile.

.

“Because you’re [LinkedIn] starting to affect my business, my network, and the very magic that made us all show up here in the first place.”

Yes, Emma Burdett 

I left Twitter because it no longer served me. I couldn’t find the joy, connection, whit, intellect and entertainment that it once was…starting to feel the same here.

Difference was, I wasn’t focused on Twitter as a revenue generator tool. Did I provide opportunities. Yes. Also, some pretty dope connections. But LinkedIn is where the majority of my clients have found me. They would quote my work or were nudged by a mutual connection to reach out to me.

Now with my content being seen by less than 10% of my followers and impressions averaging in the 100s, the way the platform is operating now is actually creating more challenges than opportunities.

What’s the point of writing more but receiving less? 

And it’s not just about what I put out, it’s also about what I’m unable to see.

Similar to Twitter, it’s becoming harder to find content from folks I have chosen to follow BECAUSE I like their content. 

Now I’m seeing the same sales post from a guy daily, posts shared from weeks ago, or posts on “how to grow on LinkedIn.”

So yeah…I miss the old LinkedIn too, Emma.

Ode to the Old LinkedIn…

I miss the old LinkedIn.

The one where quality writing actually meant something.

Where thought provoking posts would fly and gain real insights and conversation. 

Where comments came from real humans.

Not the same lines over and over dressed up by AI.

I miss the DMs that turned into deals.

The copy that converted.

The reach that rewarded those who actually had something to say….

Now it’s all AI, low engagement and recycled content that’s weeks old.

Dear LinkedIn

Whatever update you swallowed, it’s not serving you, your platform or client base.

Yours faithfully,

A loyal, faithful, and nostalgic (yet slightly exasperated) Top Voice.

Because you’re starting to affect my business, my network, and the very magic that made us all show up here in the first place.

They were about to celebrate 100 years in business.
Their employees didn’t even know the story.

Here’s what was happening:
- Tasks were falling through the cracks.
- People were doing the bare minimum.
- Leadership was frustrated that no one seemed to care about the work.

When I asked about the company’s history, the CEO’s whole energy shifted — pride, passion, legacy.

“We’re about to hit 100 years! As a Black-owned company, we made it through Jim Crow, recessions, market shifts — we’ve survived everything!”

I asked: “That’s incredible. Do your employees know this?”
 
Silence.

Because if your admin doesn’t know they’re preserving a century of Black excellence — why would they care about finding one contract?

They’d never connected their legacy to the daily work.
People don’t stay engaged with work that feels meaningless.

If you’ve never told your team:
- Why this company exists
- What it’s survived
- What it’s building toward

And how their role (yes, even the “mundane” one) contributes to that legacy
Then you can’t be surprised when they treat it like just a job.

This disconnect? I spotted it in under 45 minutes.

They’d been struggling with “unmotivated employees” for years.
What they actually needed wasn’t a motivation seminar.

They needed to reframe their centennial — not as a celebration, but as an opportunity for storytelling.

Every employee needed to understand:
You’re not just filing contracts or running reports.

You’re preserving 100 years of Black excellence in an industry that wasn’t built for us.

That changes how you show up. And how you perform.

Most organizations miss this:
You want loyalty. You want people to care. But you’ve never given them a reason to care beyond a paycheck.

If you have a legacy story (10 years, 50 years, 100 years—doesn't matter), and your employees can't tell it?

You're leaving engagement on the table. And performance. And productivity.

Your employees can't be loyal to a story they've never heard.

#CandidCorporateClinician

-----------
💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Nothing kills company morale more than keeping a toxic person past their expiration date.

Leaders spend months planning layoffs, agonizing over budget cuts, and restructuring teams—while that one person who makes everyone miserable gets to stay another quarter.

Your high performers notice. They’re updating their résumés while you’re still “gathering documentation.”

Here’s what erodes faster than you think when toxic behavior goes unchecked:
Psychological safety — people stop speaking up in meetings.

Trust in leadership — “They see it and do nothing” becomes the whispered truth.

Retention — your best people don’t leave because of the toxic person; they leave because of your inaction.

The behaviors that can’t wait to be addressed:
 🛑 Passive-aggressive communication that poisons collaboration
 🛑 Bullying disguised as “high standards”
 🛑 Harassment that HR keeps “monitoring”
 🛑 Discrimination everyone pretends not to see
 🛑 Lack of accountability that becomes cultural
 🛑 Empathy deficits that normalize cruelty

Every day you wait teaches your team exactly what you value—and what you’ll tolerate.

The longer you delay, the more stubborn the residue becomes. Even after the person leaves, the culture still smells of what you let linger.

P.S. Sometimes the spoiled milk is leadership. 👀

Have you seen an organization successfully address toxic behavior—or lose great people because they wouldn’t?

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💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

Graphic that says: Nothing kills company morale more than keeping a toxic person past their expiration date.

Love seeing these certificates from my course!

Have you taken my course yet? 

25k have, and you should too!

Copywriter | Content Writer | Content Creator | Social Media Manager |Ghostwriter

I Just finished Developing Emotional Intelligence to Further Diversity, Equity, and Inclusion! 

Check it out: https://lnkd.in/gk7Zk_JY #diversityinclusion #emotionalintelligence

Leaders, we must leave ego at the door!

Recently, I watched a conversation completely derail because a leader couldn't separate their ego from the feedback. A team member offered a thoughtful perspective, and instead of curiosity, they got defensiveness. The opportunity for collective growth evaporated.

I've witnessed this pattern repeatedly: a leader's ego stifling growth and silencing curiosity because they view questions as challenges and corrections as threats.

Let me tell you something. If you lead with false humility, others will soon discern this.

Unfortunately, while some are padding the leader's pride, there are those who have gone quiet. 

Not because they don’t want to rock the boat, but because they have grown exhausted with the performance.

It has become clear that the space isn’t psychologically safe and have chosen to keep their peace instead of pushing.

Pushing for truth.

Pushing for clarity.

Pushing for connection.

As leaders, if we aren’t using our emotional intelligence to keep us in check, we may think our ego has won and is justified, yet we have lost so much. 

We have lost creativity.

We have lost community.

And we have lost opportunities that we viewed as threats.

Leading can be difficult, but trust me, not everyone is coming for you. 

The truth is your team wants you to succeed.  However, there are some that aren’t willing to compromise their integrity for your sake. 

Humility, awareness and emotional regulation are what set apart great leaders (and teams) from the rest. 

Have you experienced this dynamic in your workplace?"

#Leadership #psychologicalSafety #emotionalIntelligence #candidcorporateclinician

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💡 Emotional Intelligence (EQ) is the most overhyped, underutilized, and misused skill. I partner with leaders and teams to do the deeper work that elevates their EQ to create psychological safety and agency. Because every day we’re peopling—and we can people better.

59% of HR leaders now rank retention as their #1 priority—above recruitment and cost reduction.

Stop throwing money at the problem.

Your people aren't leaving for better pay. They're leaving because they don't feel safe to bring their authentic selves to work.

Psychological safety is the strongest predictor of retention. 

These three questions will tell you if your managers are creating it:

1. 𝐂𝐚𝐧 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐝𝐢𝐬𝐚𝐠𝐫𝐞𝐞 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐟𝐞𝐚𝐫?
Psychological safety isn't about being nice. It's about making it safe to challenge ideas without getting iced out or labeled "not a team player."

If people only nod along in meetings? You don't have alignment. You have silence. And silence costs you the truth.

2. 𝐃𝐨 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐝𝐦𝐢𝐭 𝐦𝐢𝐬𝐭𝐚𝐤𝐞𝐬 𝐛𝐞𝐟𝐨𝐫𝐞 𝐭𝐡𝐞𝐲 𝐛𝐞𝐜𝐨𝐦𝐞 𝐜𝐫𝐢𝐬𝐞𝐬?
In emotionally safe teams, small problems surface early. In toxic ones, they hide until they explode.

If your team only reports wins, something's broken. Either they don't trust the response, or they've learned that honesty = consequences.

3. 𝐀𝐫𝐞 1-𝐨𝐧-1𝐬 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐯𝐮𝐥𝐧𝐞𝐫𝐚𝐛𝐥𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬?
These shouldn't be status updates disguised as check-ins. If managers aren't hearing about struggles, doubts, or career fears, the trust isn't there yet.

And if it's not there, your people are already halfway out the door—they're just waiting for the right offer.

𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞 𝐫𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐬𝐚𝐲𝐬:
MIT analyzed 34 million resignations and found that toxic culture is 10x more predictive of attrition than compensation. 

Not 2x. 
Not 5x. 
𝐓𝐞𝐧

The best retention strategy isn't perks. It's managers who make people feel safe enough to be human at work.

If you're losing good people and blaming "the market," start here.


#emotionalIntelligence #psychologicalSafety #leadership

I’m always grateful when folks get it!

Thank you Anthony J. Leonard, EMBA for reading by book.


Please take the time to read Anthony’s insights.

Executive Athlete; Commercial Banking Leader; Risk Manager; Loan Resolution Specialist; Effective Decision-Maker and Team Leader; Non-Profit Leader; Motivational Speaker; Turnaround Specialist; Servant Leader; and Coach.

📖 Over the weekend, while studying, I began reading The Color of Emotional Intelligence: Elevating Our Self and Social Awareness to Address Inequities by Farah Harris—and I’m looking forward to finishing it.

Today, more than ever, I’m realizing how vital emotional intelligence is in intentional conversations, relationships, and conflict resolution.

If you’re struggling at work, feeling stuck in your environment, or questioning your personal growth, emotional intelligence can offer clarity. It helps us understand that the problem isn’t always us. Rejection or not being selected often has more to do with the emotional intelligence of the parties involved.

Titles come and go, but how you make someone feel lasts. Leading with the heart instead of the title changes everything—and you never know who you’ll need, or who may be in a position to hire you, in the future.

This book challenges us to see emotional intelligence not just as a personal skill, but as a tool to address inequities, break barriers, and elevate our awareness. It’s a reminder that growth, leadership, and legacy are built on empathy and understanding.

✨ Emotional intelligence redefines how we lead, connect, and create environments where people thrive.

https://amzn.to/4p4w9pa 

Thank you, Farah Harris, MA, LCPC. This really helped in a time of self-doubt and reminded me, This is my story, write it.

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