Table of Contents

• Hello and updates!

• What To Do After Stakeholder InterviewsHow new lea …

• Ways To Work With Me

• 1% Solutions

• What I’m Reading and Listening to

Hello and updates!

I’ve found that summer is not so much a slow down as it is a time for deeper thinking work. For me, I’ve been taking advantage of the slower pace of July by doing all of the things that I’ve been wanting to do before the fall picks up (which apparently begins in the end of July, as I’m feeling an energy shift in my inbox).

• First, in a fit of ADHD productivity, I finally cleaned up my website. You can take a look here and at my service page (I am very proud of the underlining, btws)

• I finished my eCornell certificate in Women in Entrepreneurship (happy to answer questions if you have- it’s free!)

• I am taking a course on newsletter growth and have increased readership 15% (also, would LOVE your help here in sharing the newsletter with someone who could benefit)

• I’ve mapped out my itinerary for Dublin (seeing Oasis!) and Lisbon- but if yu have any recs, please send along!

And after participating in Maven’s Launchpad program, I’m finally launching a 4 week cohort on Leading with Clarity. Most managers fail their teams—not because they don’t care, but because they don’t know how to communicate like a leader. They give vague feedback that doesn’t land. Set expectations that get misinterpreted. Struggle to manage up without sounding weak—or sideways without creating friction. And in high-stakes moments? They freeze or overreact, eroding trust fast. Sound familiar?

This course helps you navigate those challenges- while still sounding like you. In these 4 weeks you get:

• 4 live sessions,

• 4 office hours,

• templates and scripts

• the ability to submit work for feedback.

And from now until April 23rd, there is an early bird special- simply use the code EARLYBIRD (very original, I know) and receive $175 off the course.

What To Do After Stakeholder Interviews
How new leaders can turn listening into insight—and insight into action.

If you’ve just stepped into a new role (or a new seat at the same table), chances are you’ve spent your first few weeks talking to stakeholders: your manager, your peers, cross-functional partners, maybe even a skeptic or two. (And if you haven’t and/or need some good questions, check out my LinkedIn article on that very topic).

You asked good questions. You listened closely. You took notes. (Not sure what questions to ask? Check out my LinkedIn article from the week before last).

Now you’re staring at a pile of input—some helpful, some contradictory, some...just noise. Maybe?

So what now? Here’s how to make sense of what you heard—and use it to lead more effectively.

1. Spot the Patterns
The first thing you want to do is notice any trends. Look across all your notes and ask:
→ What keeps coming up?
→ Are people (or groups of people) naming the same problem from different angles?
→ Do definitions of success vary wildly?

Themes that show up across roles or teams are worth your attention. That’s signal. One person’s pet peeve that no one else mentions? That’s probably noise.

🔍 Look for repetition. Look for gaps. Look for friction.

2. Don’t Ignore the Outliers
Not everything needs consensus to be valuable. Outlier comments might point to blind spots or early warning signs.

Ask yourself: If I acted on this, what’s the risk?
→ Low risk? Test it.
→ High risk? Dig deeper before moving.

🧭 Use outliers as prompts, not mandates.

3. Filter Through Your Mandate
You’re not here to fix everything. Filter feedback through:
→ Your role and scope
→ The outcomes you’re responsible for
→ The strategy you were hired to advance

If it doesn’t touch any of those, it might not be yours to solve—at least not right now.

🎯 Stay anchored to your purpose.

4. Bucket What You Heard
Turn scattered insights into a working map. Try these buckets:
✅ Quick Wins – Easy fixes or clarifying communication (these quick wins build momentum and trust!)
🤝 Trust-Building Moves – Small actions that build relationships
⚠️ Strategic Risks or Tensions – Watch these closely
❓ Unknowns – Things to explore further

This helps you focus without getting overwhelmed.

5. Close the Loop
One of the most powerful (and overlooked) things you can do? Circle back.

Let people know what you heard—and what you’re doing with it.
A simple “Here’s what I heard, and here’s where I’m starting” builds trust fast.

🗣️ Listening builds connection. Acting builds credibility.

Whether you’re navigating a new seat or coaching someone who is, I’d love to hear:
👉 How do you filter the signal from the noise?

Ways To Work With Me

In addition to my fractional and consulting work, I’ve been developing more micro-engagements. What my clients, colleagues and friends have shared is that planning too far out in advance is challenging, and shorter, high impact collaborations feel more appropriate for the moment. You can learn more on my aforementioned service page, or see below.

• Workshops for all levels- the key to being a resilient organization really lies in being a learning organization where everyone is a leader in their role.

• New Exec Onboarding- The first 90 days in a role are make or break— so investing in a new leader’s onboarding can pay off big time. And when you are talking about someone at the Director level or above, their bosses likely don’t have the capacity to really sit with them. My work gives them what they most need:

   ✅ Space to step back and think like an executive
   ✅ Strategic clarity on what they’re inheriting
   ✅ A plan to lead with authority from day one

  The engagement can include weekly or biweekly check-ins, and unlimited email for the first 90 days.

• Strategic sprints- These can be a day, a week, or several power sessions over 2-6 week. Whether it’s aligning your leadership team, redesigning onboarding, revamping your performance evaluation cycle or designing the scope of learning and development opportunities, you leave with a fully fleshed plan with milestones, templates, and rewritten documents.

Interested? Just reply to this email to talk. Or find time on my calendar to discuss.

1% Solutions

• Replace “Does anyone have questions?” Any good teachers knows this is not an effective way to determine understanding or confusion. Instead, you can ask with “What questions do you have?” “Where could this go left?” or “If you had to do this tomorrow, what would make you the most nervous?” These invite more honest conversation and makes it safer to speak up.

• Start meetings with a 30-second recap of the purpose and goals- Sets clear expectations and saves time by aligning everyone upfront. Even if you have it written, naming it on the front end will help reground everyone.

What I’m Reading and Listening to

• HR Pros Weigh In On SHRM- So, listen. Many job posts still post a SHRM requirement- and many from organizations that I know value diversity, equity and inclusion. I think this is more because these leaders want some sort of credential or way to determine quality candidates. Many HR practitioners have been keeping up with this debate but I’d venture not as many non-HR leads are. I’d suggest reading this for context before you require a SHRM cert.

• Stop Solving Your Teams Problems For Them- Most leaders I know want to be supportive- but it can be challenging to know the line between supporting and enabling. This HBR article provides some great questions to use that equip and empower your people rather than enabling them. This would be a great article to share with your leadership team or new managers!

• Now Is the Time for Courage- This is a tough time for any leader and even more so for leaders in the social sector. At the same time, I have a visceral reaction to platitudes about courage and resilience, so i was pleasantly surpised by the contact by this article that shared concrete ways to draw upon internal courage. And if you lead a team or lead leaders, I’d suggest sing this as a grounding text to discuss how you are showing up for your teams.

• ReThinking with Jacinda Ardern- I love Jacinda Ardern and this interview just amplified why. Fun fact- she never intended to be Prime Minister. She speaks about her confidence gaps, humility, and her leadership during COVID. For anyone leading through crisis (which is everyone right now), this 39 minute interview is worth your time.