On The Blog

When individual performance falters, the answer isn’t clear-cut. It’s buried under company quirks and constraints, team dynamics, and personal realities. This manager guide walks through scenarios like role elimination, skills mismatch, overleveling, and values misalignment to unearth the considerations, traps, and answer the question—Should I coach or not? Because deciding to let someone go deserves care lest you erode a culture under the tyranny of competition and fear.

To fully understand ourselves, we have to unwind the systems that make us. That includes how performance reviews influence our futures and self-esteem. These antiquated processes stick around because the system maintains a semblance of fairness, is open to interpretation, and places the burden of proof on the less powerful party. But there's a better way to center individual, team, and company growth. So here's how we'd build a performance system from scratch.

How bias, secrecy, and old pay systems sustain inequality - and how we can rebuild compensation around dignity, transparency, and trust.

It’s time to reimagine the modern work experience lest the satire and science fiction stories become prophecies.

Over the next few years, I expect technology to outpace ethics, human creation to be novel, and a retreat from the grind into fractional, part-time, or even off-the-grid existences. A new world emerges — one that’s feminine, cooperative, connected, and shows reverence for the interdependence of humanity, including at the workplace.