When was the last time your team left a meeting feeling genuinely inspired?  

If you're struggling to remember, you're not alone. In a world of endless emails and back-to-back video calls, truly effective leadership communication has become a rare skill. It's not about how many words you say, but how deeply they resonate. It's about turning strategy into action, and hesitation into momentum. 

What does organizational change have to do with spaghetti? 

You remember the old spaghetti test. Throw a strand at the wall and if it sticks, it's done. Unfortunately, some leaders approach organizational change with the same haphazard method. 

Leaders everywhere are talking about Employee Experience, and for good reason.

EX is perhaps the single most important thing an employer can do to improve engagement, productivity, and retention. 

It was a perfect storm that threatened a large company’s entire Employee Experience (EX).

A major player in the technology sector, this company was facing a restructuring triggered by an acquisition. From the moment the deal was announced, employees knew layoffs were likely. 

Earlier this year, I had the pleasure of giving an invited talk at the Organizational Behavior Management (OBM) Network Conference in Houston, TX. I knew it would be a great opportunity to engage with OBM professionals and researchers on a challenge that everyone shares right now: facing the inevitability of change, particularly career change.

Can you still create a compelling employee experience (EX) when you don’t get to see your employees in person?

Welcome to the great EX-hybrid challenge. EX is the sum total of all the interactions employees have with people, processes, technologies, and their physical working environment. These are the elements necessary to promote engagement and productivity, and retention.  

EX is the sum total of all interactions employees have with people, processes, technologies, and their physical working environment.

Done properly, a mature and effective EX can boost engagement and productivity, as well as cut down on costly attrition. 

It was an honor to explore the story of Nainoa Thompson here, and we’re thrilled you’re following our series on what today’s leaders and workers can learn from AA and NHPI people whose work demonstrates a profound commitment to behaviors with a lasting positive impact.  

We enjoyed exploring thestory of Shuji Nakamura here,and we’re grateful to you for reading our serieson what today’s leaders and workers can learn from AA and NHPI people whose work demonstrates a profound commitment to behaviors with a lasting positiveimpact.  

Welcome back to our series, begun here, on what today’s leaders and workers can learn from AA and NHPI people whose work demonstrates a profound commitment to behaviors with a lasting positive impact.