The first few weeks of a new hire often determine everything that follows. Yet for many organizations, onboarding still follows an unspoken rule: If you’re smart enough, you’ll figure it out .   Too often, new hires are expected to navigate complexity, build trust, dive into the work, and deliver results without enough clarity, context, or structured support. This “rites of passage” approach is sometimes mistaken for resilience-building. In reality, it can slow a person’s abi

As organizations navigate shifting priorities, budget constraints, and evolving demands, many are turning to a creative solution that feels both practical and efficient: consolidating two leadership roles and departments into one. This approach is becoming increasingly common to expand capacity without compromising mission and impact. We’ve seen positions that merge operations with human resources, development with communications, or strategy with people performance.   On pap

When markets shift, many organizations respond with the same reflex: pause hiring, freeze spending, and wait for clarity. On paper, it’s logical to move cautiously. In practice, it can quietly stifle progress, performance, institutional knowledge, and team alignment, which are essential for sustainability and growth.    The real risk of playing it safe is that short-term caution can create long-term fragility when operating from a reactive and scarcity mindset. If investing i

Think of your next interview not just as a chance to learn about the organization, but as an opportunity to take the lead in the conversation. Why? Because the questions you ask reveal more about your leadership potential than any resume bullet ever could. Thoughtful, forward-thinking questions show that you’ve done your research, understand the organization’s broader vision, and are ready to contribute your expertise to move it forward.   When you balance curiosity, confiden