Weekly Posts and Insights
Don’t Empower Too Early
Real empowerment is not the first move of leadership development. It is the earned result of a process. First, we include people in meaningful spaces. Then we engage them in real work with support. Then, over time, we empower them to own it. That is how mature workers are formed. That is how confidence becomes competency. And that is how leaders stop mistaking exposure for readiness.
Empowering People Too Early (And Why It Backfires)
A practical leadership guide to the IEE Continuum—Include, Engage, Empower—and why empowering employees too early leads to failure and frustration. Learn how to develop supervisors, managers, and rising leaders through intentional modeling, coaching, and earned autonomy. Includes real-world scenarios for applying the IEE model to performance conversations, meetings, and cross-department projects.
We Hire on Resumes, We Retain Through Relationships: Becoming an "Employer of Choice" on a Limited Budget
In this post, I reflect on my panel presentation where I shared practical, low-cost strategies for becoming an employer of choice through trust, leadership flexibility, and purposeful engagement. I emphasized that retention is driven by relationships—not resumes—and introduces frameworks like CAMP motivation, Greenthumb Leadership, and belief-behavior conversations.
Millennials with Matt Episode 8: The Right and Wrong Way To Empower Millennials
So often we move right to empowerment of employees, when we really be thinking about how do we carefully hand over duties and responsibilities at a healthy rate (much like handing over the keys to a new driver). Matt Harrington, generations specialist, talks in this video about the right and wrong way to empower the Millennial generation