State of mental health in the workplace

69% of workers say the coronavirus pandemic is the most stressful time of their entire professional career, which has aligned with stark increases in new prescriptions of antidepressant, antianxiety, and anti-insomnia medications. Human Resource Executive  For organizations across the world, mental health support is second only to infectious disease control in terms of health and safety requirements.Continue reading “State of mental health in the workplace”

I was Unproductive for a Month, and That’s OK

I remember listening to a talk by Simon Sinek at the beginning of the pandemic. He said, “no one has the emotional strength to avoid the pain of trauma – any trauma… A dear friend of mine who is active duty military explained to me that every member of the military who goes to combatContinue reading “I was Unproductive for a Month, and That’s OK”

Take Action On Engagement

The only constant is change.   COVID-19 has not only transformed the way businesses work (as well as how people within those businesses work) but has also completely uprooted the models and core principles businesses were founded on. It has also changed consumer preferences and normalized practices that were previously considered to be on the fringeContinue reading “Take Action On Engagement”

Help Your Team Think Critically

Do your employees defer to you for all critical decisions? Do you want to help your team learn to think critically? If so, use this tool! In the hectic world of business, we don’t often stop to think critically. It may be easier (and safer) to ask someone like a supervisor or colleague for the answer.Continue reading “Help Your Team Think Critically”

Increase Your Leadership Agility

We are almost halfway through 2021. One thing is for certain – leadership looks a great deal different than even from last year. It’s understandable that leaders feel extra pressure to perform financially and to keep employees happy (and employed). Leaders must understand how to engage and unlock the individual potential of their employees. BeingContinue reading “Increase Your Leadership Agility”

Behavioral Analytics In Private Equity, Growth Equity, & Venture Capital

This article was originally published on Rice Unversity’s lilie blog on February 22,2021. In my last post, I discussed how behavioral analytics could be used for start-ups. Here, I’ll dive into how private equity, growth equity, and venture capital firms are utilizing people data. Study after study puts the failure rate of mergers and acquisitions somewhere between 70% and 90% (2011, HBR).Continue reading “Behavioral Analytics In Private Equity, Growth Equity, & Venture Capital”

Optimizing Talent Through Analytics

This article was originally published on Rice Unversity’s lilie blog on January 13,2021. You know the work that needs to get done, and you know the environment that you want to build. How do you find the people who will build it with you? Historically, we relied on relationships, intuition, and track record when weContinue reading “Optimizing Talent Through Analytics”

3. Create Management Accountability Structure

This is the last of a 3-part series. Read more – introduction, part 1 and part 2. When the individuals making decisions do not represent the population, we inadvertently create policies that have adverse impacts or unintended consequences towards a marginalized group. Even when the course of action is equitable, leaders administering it can choose to treatContinue reading “3. Create Management Accountability Structure”

2. Add “Champions of Diversity, Equity, and Inclusion” To Your Core Competency

This is part 2 of a 3-part series. Read the introduction and part 1. Obviously, it’s not as easy as it sounds. This may be the hardest of the three steps. It takes a great deal of dedicated time, intentionality, and leadership support to achieve inclusion. One DEI training is not a panacea. In fact, there’sContinue reading “2. Add “Champions of Diversity, Equity, and Inclusion” To Your Core Competency”

1. Revamp Your Recruitment and Interview Process to Mitigate Bias

This is part 1 of a 3-part series. You can find the introduction here. In order to attain a racially inclusive and equitable workforce, institutions must track internal demographic data, define targeted goals to attract a diverse applicant pool, eliminate bias in the hiring process, and develop a culture that retains workers of color atContinue reading “1. Revamp Your Recruitment and Interview Process to Mitigate Bias”