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Facilitation, Leadership & Career Coaching, Workshops, Consulting

10/29/2026

Plot twist: career ladders are dead. It’s now a portfolio.

Who decided we had to pick one path, climb it forever, and be happy about it?

A career portfolio is everything you have collected over time. Skills, experience, tools, process. It doesn’t matter if they came from one job or five, from volunteer work or a board seat. It matters that you have them.

Three questions to start building yours:

1️⃣ What can you do that goes with you anywhere?
For me it’s reading a room. That skill follows me everywhere. That goes in the portfolio.

2️⃣ What specifically did you do to make your wins happen?
What was your special sauce and what was the outcome? Those are the stories people want to hear.

3️⃣ What have you done outside of your job title?
Mentoring, leadership councils, cross-functional work. Look at what you enjoyed and how much more of it you want.

This is a lot bigger than any specific title. It’s about your impact and what you want to carry forward.

Save this and start your portfolio today. 👇

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

10/28/2026

Workplace bullying is a silent mental health crisis we need to talk about.

Over 50 million Americans are bullied at work. Most don’t even know it has a name. And most never say anything out loud because it isn’t safe to.

If this is happening to you, here’s what may actually help:

1️⃣ Document everything. Date it, write down who was there, what was said. Facts only. Do not rely on memory.

2️⃣ Get support outside of work. Working harder will not stop a bully. Focus your energy on not going through this alone.

3️⃣ Build community before you need it. Allies who trust you can speak up with you and for you when it matters.

Here’s what the research keeps showing — Bullies target competent, capable people who get their work done well, often because they’re threatened.

None of this person’s behavior is a reflection of your worth or your performance. It is deeply painful and ultimately it is about them.

Send this to someone who needs it. 👇

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

10/27/2026

We have a critical thinking gap at work. Here’s how to address it on your team.

Between AI handing us instant answers and everyone moving at full speed, many of us have stopped thinking critically exactly when we need to most.

Here are four questions to push your team’s thinking further:

1️⃣ “What’s another possibility that could work?”

2️⃣ “What are the pros and cons if we go that way?”

3️⃣ “What pushback do you think we might get, and from who?”

4️⃣ “Put yourself in your stakeholders’ shoes. What do they care about, and what might be driving their concern?”

These work because they push thinking forward, weigh the implications, and keep the audience in mind. Good pushback makes an idea stronger and more resonant.

Critical thinking is actually an efficiency tool.

Save this for your next team meeting.

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

10/26/2026

Scarier than any haunted house? What’s still happening to women at work in 2026. 👻🏚️

Forget jump scares. This is what should actually terrify us.

Women working full time earn 84 cents on the dollar. For Black women it’s 64 cents. For Latina women it’s 60.

For every 100 men promoted to manager, 93 women are. For women of color it’s 74.

Women are less likely to have a sponsor advocating for them in rooms they’re not in. And even women who do have one get promoted less.

Women who work remotely get promoted less than men with the same schedule.

None of this is about working less hard or being less capable. It’s about who gets noticed, who gets backed, and who gets paid. And so much of that is decided by systems and institutions operating without our knowledge or consent.

Get mad about this. Not to react out of anger but to use it. To say something, ask for something, advocate for yourself or someone else. Anger metabolized into action is how things actually change.

Send this to the woman at work you’d want on your side in the middle of a horror movie. I can think of a few. 👇

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

10/22/2026

She’s a high performer. Then she gets promoted. Then she’s suddenly “not strategic.”

Here’s the pattern I keep seeing, and what can help.

Someone in the ecosystem feels threatened by her impact, so they build a story about her. Not to her. Through informal channels. Until leadership feels enough pressure to act: push her out, transfer her, or demote her, because “it’s just not working out.”

This is deeply disturbing. And a lot of it is out of her control. That just sucks.

Tell your story more than you think you need to. Communicating your impact consistently is no longer optional. It’s a requirement.

Get a 360 done on your own terms, before you ever hear of a problem. Ask the people closest to your work for documented feedback on your wins and your growth areas. That record can shut down a baseless claim before it gathers momentum. Once a story has legs, whether it’s true stops mattering.

Want to work through this? DM me COACHING.

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

10/21/2026

3 Skills to Build as a Woman Leader Before Director

Most people wait too long to start building these. Don’t.

1️⃣ Delegation. At director level, you will never get through everything on your list. The real skill is empowering your team, not squeezing more hours out of yourself.

2️⃣ Hard conversations and feedback. If you can’t have them, you likely have a psychological safety problem underneath. HBR research found women get less actionable feedback than men, and Black women are nine times more likely to get none at all. If you don’t build this skill, you pass that gap down to the next generation.

3️⃣ Storytelling. If you aren’t telling the story of your work, someone else will, and they might do it out of politics instead of accuracy. Doing great work invisibly does not get you promoted.

These may not show up on your job description, but they’re what gets you through the door marked director.

Start with whichever one you’re avoiding most. Save this and start now.

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

10/20/2026

Things we are ghosting from now on:

👻 Saying “sorry, just a thought” before sharing a brilliant idea.
Don’t sell yourself short — it might be the best idea in the room. Lead with it like it is.

👻 Being called too much and believing it.
Too much for who, exactly? You were never too much. You were just too much for the wrong rooms.

👻 Making ourselves smaller so someone else feels comfortable.
Their discomfort with your size is not your problem to solve. Take up the space. All of it.

What are you ghosting from now on? Drop it in the comments. 👻👇

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