A Leadership Beyond

We had to make a slight adjustment in our planned panel discussion on empowering women for executive roles. Originally, we intended to feature a joint conversation with Beth Hilbing, co-founder of C-Sweet, and Heather H. Bennett, partner at Newport LLC. However, due to unexpected travel delays in Chicago, we've had to adjust our format.

Instead of a single panel discussion, we'll be presenting two separate conversations.

Today, we're excited to share our insightful discussion with Heather H. Bennett.

Stay tuned for Beth's valuable contributions which will be featured in the upcoming weeks.

Heather brings a wealth of experience and knowledge to the discussion of women in leadership roles. And with four children, she certainly knows the landscape of navigating career and personal aspirations and challenges.

Among other things, we talked about the current trends and challenges for today's aspiring female business leaders. A few of the highlights and suggestions from this engaging conversation.

• Trends in the overall job market and specifically for women

• The importance of supporting employees throughout their career lifecycle

• Imposter syndrome as women often feel they must be 110%

• The importance of giving yourself grace when things don't go perfectly

• Setting boundaries when communicating needs with your team

• Prioritizing networking for your current role and future roles

• Finding multiple mentors within and outside your organization

A dominant thread that runs throughout this conversation and all of Heather's work:

Self-awareness and human connection are crucial, regardless of your specific career aspirations.

Enjoy the conversation with Heather, and please stay connected! Community matters!

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization.

As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

You've heard it said, "Your people are your greatest asset". (ad infinitum). Well, quiet quitting, the great resignation and other trends make clear, they aren't an asset, you don't own them.

They are your greatest investment and the leaders that learn to better align talent strategies with business objectives will be better poised for long-term sustainability and growth.

We recently had an insightful conversation with three HR experts on our podcast, Dr. Eric D. Hieger, Jackie Kaweck, and Ian Ziskin. We discussed strategies for HR professionals to establish their value and secure a seat at the executive table.

Regardless of your function within an organization it is essential to understand both business strategy and people strategy.

Here are a few key highlights from our conversation:

• Develop a deep understanding of business acumen and the organization's value chain to effectively contribute to strategic decisions.

• Seek opportunities to collaborate with other functions, learn from their challenges, and gain multidisciplinary perspectives.

• Advocate for HR initiatives by building a compelling business case and effectively communicating the value proposition to stakeholders.

• Elevate expectations for HR capabilities and delivery, positioning HR as strategic partners rather than reactive problem-solvers.

• Embrace a mindset of continuous learning, joining competitive industries to accelerate growth and push boundaries.

The experts emphasized the importance of HR professionals shedding self-limiting beliefs and embracing a strategic mindset. By demonstrating their ability to drive business success, HR can solidify its role as a critical partner in shaping organizational strategy.

Stay tuned for ongoing conversations with business leaders, during which we'll continue to gain multiple perspectives on relevant issues - personal, interpersonal, and strategic - bringing ideas on how you can cultivate a Leadership Beyond.

We thank our panel for this dynamic conversation sharing their passion, insight, and practical strategies. We are hopeful you will enjoy and benefit from this conversation as much as we have.

Together, let's forge a path toward better people, better work, and a brighter tomorrow.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization.

As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

"Technology is nothing. What's important is that you have faith in people, that they're basically good and smart, and if you give them tools, they'll do wonderful things with them." -Steve Jobs

In today's dynamic business world, technology stands out as a transformative force, dramatically reshaping our workplaces. From AI-driven recruitment to remote work enablers, these innovations do more than change work methods—they fundamentally alter how companies view their most significant investment: their people.

We've moved past the outdated notion of referring to employees as "assets." The Great Resignation and quiet quitting phenomena starkly remind us that people aren't possessions; they're individuals with agency who choose where to invest their talents. Instead, we recognize our workforce as our largest and most precious investment.

To maximize the return on this people investment, companies must carefully align three critical elements:

1. Human-centered values and timeless principles (our true north)

2. Business strategy

3. People strategy

This alignment not only enhances productivity, but also fosters a culture where employees feel valued, engaged, and committed—a win-win that benefits both the individual and the organization. In this enlightening podcast episode, our expert panel delves into the multifaceted impact of technology on people strategies, offering insights that are both profound and timely.

In this era of rapid technological change, every organization must react. However, as leaders, we have a choice—to merely respond or to lead. We choose the latter. True leadership in this digital age means more than just adopting the latest tools; it requires us to harness these innovations thoughtfully, always ensuring that our highest, human-centric values remain our guiding light.

As we navigate this tech-driven transformation, our panel explores how to strike the right balance. How can we leverage AI, automation, and digital platforms to enhance efficiency and productivity without losing sight of empathy, creativity, and personal growth? In this discussion, we'll uncover strategies for not just adapting to change, but spearheading it—all while keeping our people, their well-being, and their aspirations at the heart of every decision.

Our panelists share real-world examples, best practices, and even cautionary tales. They discuss success stories where technology has enhanced employee satisfaction and productivity. But they also don't shy away from challenges, like the risk of over-relying on algorithms or the potential for technology to depersonalize human interactions.

We thank our panel, Manal Keen, George Logothetis, and Jason Barth for THIS dynamic conversation sharing their passion, insight, and practical strategies. We are hopeful you will enjoy and benefit from this conversation as much as we have.

Stay tuned for future conversations as we continue our exploration of topics essential to leadership excellence and organizational success.

Together, let's forge a path toward better people, better work, and a brighter tomorrow.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization.

As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

"We may have all come on different ships, but we're in the same boat now"

– Martin Luther King, Jr.

We kicked off our new panel discussion format with the most requested of the seven leadership topics: employee well-being. As we transition from Wellbeing to Self-Leadership, it's clear that our leadership topics are not isolated silos but rather a tapestry of interconnected themes. Employee wellbeing, which has been our primary focus, naturally leads us to the topic of self-leadership.

When we talk about self-leadership, we are keeping the essence of wellbeing at the forefront of our minds. Self-leadership involves taking responsibility for our own development, health, and mindset, which directly impacts our influence and the overall wellbeing of the company. It's a personal commitment to cultivating resilience, mindfulness, and a sense of purpose.

This episode explores how self-leadership can further our journey towards holistic, sustainable leadership at the individual, team, enterprise, and societal levels.

To set the tone and context for our panel discussion, let's begin with a couple of definitions we've consistently used. We define "lead" as going before - envisioning the future, embodying values, modeling behaviors, and engaging others to join us in the adventure. In contrast, "management" comes from the same root as "manus," meaning to handle. Leaders often handle many tasks but, without purpose and direction, can end frenetically busy, yet going nowhere.

In our experience, a recurring theme, especially since the pandemic, has been the lack of time to think strategically. Leaders are often caught up in day-to-day reactions, leaving no space for proactive thinking. This highlights the tension between surviving immediate demands and thriving by creating a compelling future. This tension ties directly into our previous focus on wellness. Survival and thriving are in a constant tug of war. Without deliberate space for strategic thinking, we react rather than respond.

In this dynamic conversation, our panelists explore various perspectives on this tension and seek strategies for higher self-leadership. The goal is to navigate the demands of the present while steering towards a brighter future.

We thank our panel, Marlowe J. Weingart; Kristin Lamar; and Amanda Norris for THIS dynamic conversation sharing their passion, insight, and practical strategies on self-leadership. Visit www.aleadershipbeyond.com for contact information.

The overarching question framing this conversation: How can we as leaders prioritize self-care while meeting personal and organizational demands?

We are hopeful you will enjoy and benefit from this conversation as much as we have.

Stay tuned for future conversations as we continue our exploration of topics essential to leadership excellence and organizational success.

Together, let's forge a path toward better people, better work, and a brighter tomorrow.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our channel to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization.

As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

Welcome to another enriching discussion on employee wellbeing, a topic that resonates deeply with leaders striving to cultivate resilience and foster environments where employees not only survive but truly thrive. Our community, A Leadership Beyond, recognizes the pressing need to address this crucial aspect of leadership in today's fast-paced and ever-evolving workplace.

Our guests this week were: Amanda Ryznar, Paul LaLonde and Dr. Natacha Nelson (see links in the show notes)

Our aim, shared wholeheartedly by our guests, is to transcend mere acknowledgment of the current challenges and embark on a collaborative journey toward meaningful change. Together, we aspire to not only identify obstacles but also to implement strategies that promote better outcomes for both individuals and organizations, ultimately contributing to a brighter, more resilient world.

Throughout our conversation, we delved into various key themes, including the importance of recognizing both individual and collective responsibility for wellbeing, the necessity of integrating wellness initiatives into organizational culture, and the crucial role of mental fitness in fostering employee resilience.

Moreover, we explored practical strategies, such as implementing employee-centered wellness programs and establishing accessible mental health support systems to address the diverse needs of modern workplaces.

We are hopeful you will enjoy and benefit from this conversation as much as we have.

Stay tuned for future conversations as we continue our exploration of topics essential to leadership excellence and organizational success. Together, let's forge a path toward better people, better work, and a brighter tomorrow.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization. As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

"When the well's dry, we know the worth of the water." – Benjamin Franklin

We are excited to publish the opening salvo in our series of panel discussions aimed toward addressing the most pressing challenges faced by business leaders today.

It makes sense to begin with wellbeing, as this topic received by far the greatest share of votes in our topics of interest survey. More than that, employee wellbeing is essential for all our business strategies to have hope of success. Humanity first is a core principle of this community. Lastly, we don't have to look far to see the financial, morale and engagement drain from failure to address wellbeing.

Our guests for the first panel are:

Dr. Lesley Page, professor of organizational leadership at Lewis University.

Dr. Michele Kramer, holistic nurse and currently the track coordinator for the healthcare leadership track at Lewis University.

Jeremy Vesta, Chief Operating Officer of Curally. Curally allows for organizations to provide personalized nurse-led healthcare to their employees.

This panel of experts is well suited to address wellbeing from the individual, team, enterprise, and societal level.

There is often a great disconnect between the business case for wellness and the business case. Leaders must build bridges between the business and people strategies.

In this dynamic conversation, we discussed:

• The importance of raising our consciousness of self-care and how we can create a lifelong sense of nurturing ourselves by finding an intrinsic motivation.
• Research in resilience that looks beyond survival and asks how we can thrive through crisis.
• Mindful leadership opens the opportunity to develop broader perspectives on the holistic organization. Again, we see how our internal lens allows for a global lens; care for yourself, care for the world. Understanding the qualities which lead to fulfilment and thriving at work can help leaders to create environments conducive to meaning at work.
• Health care costs are out of control, pressuring HR to "do something about it". Expecting HR to have the expertise to solve this crisis directly or alone is unrealistic. Innovative partnerships such as Curally offer the path forward that makes business sense and human sense. Curally created a relationship-based system that will bring personalized care to employees with a focus on prevention.
• Alignment of compassionate leadership to wellness and growth can be fostered to scale wellbeing. An employer is not capable, nor would it be appropriate to have the type of discussions a nurse care practitioner can. Through Curally's model, the employer can effectively do this with confidentiality.
• We are hopeful! Our guests demonstrate the great possibilities that leaders have for leveraging the current wellbeing crisis to transform themselves and their organizations toward better health, better work, and a better world.

To quote Dr. Page from a previous interview, "Leaders, this is your moment". We CAN do it, but not alone! A Leadership Beyond is committed to being a conduit for the resources and connections needed for this vision to be realized.

Many experts expressed interest in being part of this discussion – so we'll continue this topic with additional guests. Please reach out to us if you'd like your voice in the conversation. We will be publishing topical reels as well as being open to articles, posts and 1:1 interview.

"See you next time!"

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization. As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

To me, good health is more than just exercise and diet. It's really a point of view and a mental attitude you have about yourself" {and your organization} ~Albert Schweitzer

"Good health IS good business" – Paul Drechsler (CEO, Wates Group Limited)

When planning our next conversational series, we asked the community to weigh in on the topic they were most interested in. Wellbeing weighed in (pun intended) as top priority for our community.

As we prepare for an upcoming expert panel discussion, we decided to kick it off with a few thoughts from the co-founders, Adrienne & Tom.

Time and compressed calendars did not permit us to come together live, so we answered separately and combined the responses on this week's podcast.

Here is the set of questions Tom chose, and a few highlights of his response:

1. How can we foster a sense of belonging and connection among our employees, especially in remote and hybrid work environments?

• Tom emphasized the importance of recognizing individual differences in fostering connection among employees.

• He highlighted the need for meaningful conversations, both in-person and digitally, to promote a sense of belonging.

• Tom advocated for creating choices for mindfulness and self-care, acknowledging that well-being initiatives should cater to diverse preferences.

2. How can we foster a culture of open communication and support where employees feel comfortable discussing their well-being concerns?

• Tom stressed the significance of addressing concerns such as workload and job security through open communication and supportive systems.

• He emphasized the role of managers in providing training and resources to support their teams, advocating for informal channels and personalized approaches.

3. How can we create choices that promote mindfulness, resilience, and self-caring among our employees?

• Tom discussed the importance of integrating digital and in-person experiences to promote mindfulness and resilience.

• He highlighted the value of workplace flexibility in accommodating personal and family needs, emphasizing the need for tailored strategies and supportive workplace cultures.

Here is the set of questions Adrienne chose, and a few highlights of her response:

1. Are there specific challenges or stressors impacting employee well-being that we, as employers and business leaders, need to address?

• Adrienne delved into challenges such as workload and job security, emphasizing the importance of open communication and support systems.

• She highlighted the significance of recognizing individual differences and providing resources to address diverse needs.

2. What kind of training and resources can we provide managers to better support their team members with well-being and recognizing signs of burnout and distress?

• Adrienne discussed the role of managers in providing training and resources to support their teams, advocating for informal channels and personalized approaches.

• She emphasized the importance of understanding employees' needs and aligning expectations with outcomes to enhance workplace flexibility effectively.

3. Are there opportunities to enhance workplace flexibility, such as scheduling, to better support employees' personal and family needs?

• Adrienne encouraged organizations to align expectations with outcomes and foster a sense of purpose to enhance flexibility effectively.

• She emphasized the value of accommodating personal and family needs, advocating for tailored strategies and supportive workplace cultures.

The conversation led by Adrienne and Tom underscored the dynamic and multifaceted nature of promoting employee well-being. They emphasized the importance of tailored strategies, open communication, and supportive workplace cultures in fostering a healthy and productive work environment.

We hope you enjoy the podcast and are inspired to join the conversation.

Your voice makes a difference.

Stay tuned for more insights on how to build resilience and cultivate A Leadership Beyond by promoting health and wellness throughout your organization.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization. As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.

Define the win, align to people strategy, and execute!

Simple and easy are not synonymous. It is easy to understand that aligning individual goals to the business goals of the organization is a win-win for both. And it might seem a simple activity to clearly define the win at every level and for every worker in the organization.

Simple, yes, and equally hard to implement and sustain. There is no magic wand.

Why is this so challenging? Well, because we are human, of course. We may have one vision through our organizational lenses, yet every individual, small group, and business unit is unique.

This is why A Leadership Beyond is a big fan of leveraging people data to align differing behaviors, drives, and needs at the individual, team, and enterprise level.

Common language and common vision lead to aligned strategy of business and people—and that equals better results.

We were thrilled to have Traci Ausin as our guest. Traci is an experienced HR leader with a blueprint for executing Talent Optimization and cascading the benefits throughout the organization.

raci helps the various functions see the big picture and align; and the big picture thinkers see the impact of aligning better with the functions. Organizational health and effectiveness depend on intentional leadership alignment. Everyone must speak the same language and see the same picture. This does not make it easy, but it does make true alignment possible as well as scalable.

In this episode you can expect to glean insights on:

• Misalignment on goals: Traci highlights the challenge of not knowing what "winning" looks like at different levels of the organization, from the executive leadership team to individual teams. This lack of clarity can lead to inefficiencies and frustration among employees.
• Importance of communication: Traci emphasizes the need for effective cross-functional communication to ensure everyone understands organizational goals and how their work contributes to achieving them. This includes aligning HR strategies with overall business objectives.
• Leadership and culture: Traci discusses the significance of leadership in fostering a culture that supports organizational goals. She provides examples of how leaders can inspire and engage employees by tying their work to the company's mission and values.
• Performance management: Traci outlines a comprehensive performance management approach that aligns individual goals with team and organizational objectives. This includes using a common language, such as core values, to drive behavior and reinforce desired outcomes.
• Balancing policies and people-first approach: Traci addresses the challenge of balancing HR policies and benefits plans with a people-first approach. She suggests addressing employees' needs and concerns while still holding them accountable for meeting performance expectations.
• Enabling employees: Traci advocates for understanding employees' needs and providing them with the support and resources to succeed. This includes coaching employees to articulate their requests effectively and aligning their priorities with organizational goals.

Overall, Traci emphasizes the importance of aligning people strategies with business objectives, fostering a culture of accountability and communication, and empowering employees to contribute to organizational success.

Thank you once again for your engagement and continued support. We look forward to hearing from you and continuing this journey of learning, growth and building leadership resilience together.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization.

As always, we'd love to hear from you. Connect with us at https://aleadershipbeyond.com.

In our latest episode we discuss our recent solicitation to this community for the top-of-mind topics related to their human resources for business leaders today. We appreciate everyone who took the time to participate in the poll. Your input is invaluable as we strive to tailor our content to address the most pressing challenges and interests of our community.

The Results:

Based on the poll results, it seems like "Employee Wellbeing/Engagement" is a significant concern for our community members, with 53% of respondents indicating this topic. However, we also received interest in other areas such as self-leadership strategy and effective work/hybrid reality.

• Here is the current breakdown:
• Self/leadership Strategy: 16%
• HR as Strategic Allies: 11%
• Employee Wellbeing/Engagement: 53%
• Effective Work/Hybrid Reality: 21%

Don't stop now! Even though the poll has concluded, we invite you to share your perspectives on these topics or any other leadership-related subjects that are important to you. Your insights, perspective and experiences are what make our community vibrant and enriching.

What's next? We are taking this insight to create a schedule of events and publications. As we've mentioned earlier, we're looking to create more small group conversations to accompany our usual interview-style episodes with experts.

Join us! Please feel free to connect with us at https://aleadershipbeyond.com if you'd like to be part of our individual or small group conversations.

Thank you once again for your engagement and continued support. We look forward to hearing from you and continuing this journey of learning, growth and building leadership resilience together.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization. As always, we'd love to hear from you

This week we interviewed Dianne Gubin and Beth Hilbing of C-Sweet, the premier global community of female executives.

The genesis of C-Sweet serves as an inspiring tale for entrepreneurs. Dianne Gubin, actively engaged in running and participating in various networking groups, sought a new community that crossed industries and business boundaries. Faced with the challenge of not finding precisely what she was looking for, she embraced the entrepreneurial spirit: if it doesn't exist, create it. Collaborating with her trusted friend, Beth Hilbing, marked the beginning of C-Sweet, and the rest is history.

From its humble origins in a small conference room in Century City, C-Sweet has blossomed, now spanning seven cities with a membership of several hundred and a distribution list exceeding 25,000. Beth Hilbing shares a story that resonates with many women executives—a tale of being deeply immersed in her work during her corporate ascent, inadvertently letting her network fade. However, faced with a career transition, she recognized the importance of a vibrant network. In reconnecting and rebuilding her network, Beth did land her new position at Boeing. Joining forces with Dianne in C-Sweet ensures that other women never have to start over from scratch.

Beth's experience serves as a reminder for executive women at any stage of their career journey. C-Sweet offers a lifeline, allowing women to stay connected to a dynamic network where they can have fun, learn, grow, provide support and be supported. The message is clear: with C-Sweet, executive women can foster meaningful connections and navigate their professional journeys with resilience and support.

This conversation covers a lot of ground for business leaders including:

• Discussion about what makes C-Sweet's programming unique and powerful, including:

• The challenge for leaders today, holding a special space for the challenges facing female leaders.

• Acknowledgement that too often there are still very few females in the executive room and how we can support those doing it and make progress to change the statistics.

• Tips for engaging (or not engaging) with toxic personalities. Creating a culture where ego driven toxicity is the exception rather than the rule.

• The importance of shared values and vision is their key to success as Co-CEOs (not something that can be sustained very often). Their tips:

• Stay focused on the shared value. For them, the member experience is what matters most. How can they serve their members drives everything they do?

• Keep sight of the vision. When individual differences pop up, they resolve them quickly through honest conversation.

• Hold a sacred space for gratitude and appreciation for your partners, including their differences.

• Maintain a lighthearted attitude about differences. They share about golf - something that Dianne enjoys and Beth prefers to participate if she can "drive the cart and drink the beer."

We're thrilled to share this inspiring conversation with you, and we can't wait for you to join us on this journey with C-Sweet. Your questions and comments are always welcome.

A Leadership Beyond is led by Change Management Consultant Adrienne Guerrero and Leadership Communication Strategist Tom Rosenak, and exists to support the alignment between business strategy and people strategy - to drive results with people not at the expense of people (Talent Optimization).

Subscribe to our podcast to join the Leadership Beyond Community of Conversation and hear insights from thought leaders and human development experts leading the way in the field of Talent Optimization. As always, we'd love to hear from you about your insights, challenges, and successes around leading (self and others) through transitions.

To learn more visit https://aleadershipbeyond.com.