Have you ever wondered why some of the most groundbreaking leaders seem to speak softly but impact loudly? Welcome to the world of introverted leadership—a realm where depth trumps volume, and reflection drives innovation.

Want to know the single biggest factor in creating an exceptional employee experience (EX)? Look no further than your leaders. As we wrap up 2024, the data is crystal clear: managers account for 70% of the variance in employee engagement scores across all business units. That's not just a number – it's a wake-up call for organizations wanting to boost retention and performance in 2025. 

As we reflect on the defining business stories of 2024, one particular story stands out as a powerful reminder of the complexities inherent in global expansion.

This past summer brought us a compelling New York Times report about a leading chip manufacturer's challenges in Arizona - a story that continues to resonate because it touches on fundamental truths about leadership, culture, and organizational transformation.

The Billion-Dollar Question 

In today's fast-paced business environment, organizational resilience isn't just a buzzword—it's a key driver of success. Consider this: companies with high organizational resilience outperform their peers by an average of 30% in long-term shareholder returns. 

How well do you really know your team?

Beyond their job titles and performance metrics, what's the underlying story? The answer might surprise you. 

Hybrid work continues to impact employees’ preferences, but how does it impact their leaders? 

In 2021, the World Trend Index reported that 73% of employees wanted flexible remote work options. The latest insights from Gallup show the number dipping only slightly to 60% today. Remote-capable employees are getting what they want, as most are working in a hybrid or exclusively remote arrangement. But are leaders getting what they need to provide support and get results? 

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. 

Since our Pride Month series is all about prompting more open conversations about LGBTQIA+ allyship, I took the opportunity to interview my colleague Brian Cole about his allyship journey. Not only is Brian my colleague, but he is also my dad, so it was powerful to address how features of allyship show up across our shared work, home, and social spaces. Together, we talked about defining allyship, getting better at it, and responding to misconceptions about the LGBTQIA+ community. 

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.