Table of Contents

• Hanging In There…

• Redefining talent strategy work

• What I’ve Learned from Binging The Pitt in a Weeke …

• 1% Solutions

• Things I’m Reading

• Working With Me

  • Workshops

  • Strategy Intensive

Hanging In There…

The last few weeks have been tough. I feel like I’ve been absorbing all of the negativity of the news, largely because I do a horrible job of monitoring my own screen time. Then, in my infinite wisdom, I read both the Hunger Games prequel and Wild Dark Shore, while binging the Pitt and Dying for Sex— all amazing and beautiful but didn’t help with my mental state. I was desperately in need of some joy.

Which I got last night because a friend invited me to a free screening of In The Heights at the United Palace, followed by a Q&A with Lin Manuel Miranda and Christopher Jackson (it’s a free summer series if you’re in NYC!). And something about being in a huge beautiful theater, watching this gorgeous film with people who were beyond excited to be there was exactly what I needed. The beauty of the story and the filming (John Chu really is a genius); the joy of the community who sang along and cheered; the deep friendship between the two; and the absolute mayhem that broke out when Anthony Ramos and Mandy Gonzalez stepped out as a surprise at the end— I walked out feeling lighter.

So this is just a gentle reminder to put yourself in a place where you can experience and absorb joy because that is the only way we stay resilient right now. If you can’t get to a theater filled with overexcited theater kids, use what you have available. And if you’re in NYC, I’ve started organizing social impact solopreneur dinners again- just email me if you’d like to join the next one!

Redefining talent strategy work

Social impact organizations are caught between two pressing realities: funding is frozen or at risk, and time is increasingly scarce—yet the need to make smart, strategic decisions has never been greater. Traditional consulting models—long timelines, high costs, abstract deliverables—aren’t built for this moment. That’s why I’m designing offerings that are leaner, faster, and focused on what matters most: helping leaders move forward with clarity and impact, without the heavy lift. See below for what that’s beginning to look like.

What I’ve Learned from Binging The Pitt in a Weekend

I didn’t expect to have such an emotional reaction to The Pitt—the new-ish medical drama starring Noah Wyle—but here we are. Yes, it’s intense. But it’s also one of the most honest portrayals I’ve seen of what it feels like to lead in a system that’s barely holding itself together.

The show follows Dr. Robby, an ER doc trying to keep his team afloat amid nurse shortages, overcrowded rooms, and the constant threat of violence. It’s chaos, but not in a made-for-TV way—more like the chaos I’ve seen in real life: under-resourced teams, burned-out staff, and leaders stuck in impossible trade-offs between care and capacity.

What struck me most is how Dr. Robby leads in spite of all that. He’s calm. He teaches in the moment, despite the very high stakes of every move and procedure. He asks questions instead of barking orders. And he carves out time for sense-making—a rare but powerful move in fast-paced environments. One of the most beautiful rituals in the show is how the team gathers to honor a patient who’s passed, holding space not just for grief, but for their humanity.

And yet, in a way that’s painfully familiar, Dr. Robby fails at one key thing: taking care of himself. He pushes through trauma after trauma, convinced that showing up for everyone else means ignoring his own needs. Until, inevitably, his body and mind shut down in a painful scene. I’m reminded of my own personal breakdown in a copy room in my first year of being a principal. And I’ve seen this story too many times—in principals, nonprofit execs, healthcare leads. Grace for everyone else, none for themselves.

If you’re leading in a mission-driven space, you probably recognize this tension. Holding it all together for your team while quietly unraveling. But here’s the thing The Pitt gets right: even in broken systems, small acts of care, reflection, and clarity matter. So does modeling grace—for others and for yourself. Leadership isn't about being unbreakable. It's about being real enough to know when you need a pause, too.

I wish I could give easy answers as to how to do that but I’ve often struggled with this. And the average self care tips don’t always work. I remember a time in 2021 when I went to get a facial to relax from being a CPO during COVID and planning my sister’s baby shower. During what was supposed to be a calming evening, I had a panic attack- leading to a series of events that pushed me to reimagine my entire life (and here we are!) When we’re not dealing with the root causes of our stress, a massage or a yoga class isn’t going to cut it. I do think that having safe spaces to talk and a community that supports you are the two that have had true staying power. What’s worked for you?

A few other unrelated things about the Pitt:

• Besides a host of other issues, there are several neurodivergent characters, all portrayed respectfully and in a way that educates the audience. I love this increased representation of neurodivergence that’s happening on TV (also check out The Residence).

• Noah Wylie’s character is based on a real physician in Pittsburgh, Dr. Jerry Rabinowitz. He was a fixture of the community, and modeled a life of service. He was unfortunately killed by a white supremacist in the Tree of Life shooting, and died trying to save others. I’ve begun to read up on him, and what an inspiration.

1% Solutions

• Review, revise, codify and share ONE process for your team-I’ve said this before but it bears repeating. So often we are moving fast and our processes are either not codified or if they are, that written version is outdated. This isn’t a problem until it is- especially during onboarding. And that also includes onboarding of folks taking on more work due to restructuring. Well, I’m bringing it back up because likely with all of the other things happening, this may have fallen by the wayside. But can you commit to doing this for ONE process in the next two weeks?

  • Another idea: Can you take an org wide half day focused on organizing? Too often time is the enemy here so creating space for your team isn’t just helpful to them- it sets up everyone for success later on. .

• Before jumping to conclusions, ask yourself: Do they even know?
  If you're frustrated with a team member, make sure you've clearly communicated the issue—directly, and close to when it happened. Skip the vague suggestions (“It’d be great if…”) and say what’s not working and why it matters. Clear feedback won't solve everything, but it will help you figure out if it’s a skill gap or a will gap—and what to do next.

• Look at baby animals- Apparently, a recent study found that 44% of folks polled were more productive after looking at pictures of cute animals. Do with this what you will.

Things I’m Reading

Why Comfort Culture is Killing Gen Z- I think that there are many real factors that have impacted how Gen Z shows up in the work place, which is why I cringe at commentary that makes their challenges sound like personal moral failings. That being said, there are trends that need to be addressed and like it or not that now falls on the employer. I found this article to be fair and super helpful in outlining ways for organizations to better support Gen Z.

What HR can do to keep up with today’s pace- I generally appreciate HR Executive’s brief, targeted articles that outline a problem and offer a solution. This one was especially helpful, as it names that change at a rapid pace should be considered the norm, and teams need to plan accordingly. I appreciate in many schools nd nonprofits, there is no startegic HR, so this one is also for you. My favorite suggestion? Focusing on building a learning ecosystem.

Working With Me

Workshops

I have availability in mid June through September to lead or facilitate workshops to strength your leadership bench for up to 3 clients. That being said, cost and time are an issue for many so I am leading two independent workshops at a manageable cost.

• Managing from the Middle- On May 28th, I’m leading a A 2-hour workshop for midlevel leaders who are driving change from the middle-You’ll walk away with:

  ✔️ Tools you can use right away

  ✔️ A step-by-step strategy to move your idea forward

  ✔️ Honest conversation and peer connection—so you’re not figuring it out alone.

  Link to sign up is here.

• Managing Our Managers- On May 29th, I’m leading a workshop for leaders who manage other managers—and who know that real impact depends on shared leadership. You’ll walk away with:

  ✔️ A practical framework your midlevel leaders can use to clarify purpose, set scope, and move work forward with confidence

  ✔️ A role clarity tool to reduce confusion, build trust, and ensure everyone knows what they own

  ✔️. A shared alignment cadence to spot friction early and keep teams connected to each other—and to the mission

  Sign up is here.

Strategy Intensive

Leaders are juggling a lot, and often don’t have a space to think and process. And without a supportive space to think, we often make rushed or poor decisions (beyond the fact that it takes a mental toll!) This is why I’m offering strategy intensives. Think of it as part sprint, part coaching. See flyer below for more information.

BTWs, This is especially helpful for neurodivergent leaders who are in need of a place to process their thoughts and a knowledgable body double.