We know this moment all too well. 🙋‍♀️ A leader walks in to HR and says, “This employee has to go today.”

The obvious question follows: “Where is the performance management documentation?”

And then comes the silence. 😶

In this Like A Boss Podcast, I’m talking about why pre-termination documentation matters and why relying on the at-will employment doctrine is not a substitute for doing the work of managing performance.

Leaders, this one is for you. 💡

Documentation is not just about protecting the organization. It is about creating a fair, clear, and accountable process before making a decision that affects someone’s livelihood.

In this week’s video, I focus on four practical reasons documentation is critical:

1️⃣ Fairness to the employee: This is the most important reason. Employees should know when there is a problem and have a meaningful opportunity to improve.

2️⃣ Replacement costs: Termination is expensive. Recruiting, onboarding, training, lost productivity, and team disruption all add up.

3️⃣ Reduced risk of a claim: When employees are surprised by a termination, they are more likely to question the real reason behind it.

4️⃣ Reduced risk of liability: If a claim does come, clear documentation helps show what happened, when it happened, and how the organization responded.

At-will employment is not a magic wand. 🪄 It does not cure poor leadership, unclear expectations, or a failure to communicate.

Watch the video for practical takeaways leaders and HR teams can use right away. 👇🎥👇

Ted Lasso ⚽ is back this week and I could not be more hype! 🥳 But as excited as I am to have Ted back on screen, with the iconic mustache and his sage leadership advice, I've actually been thinking 🧠 a lot lately about why this show resonated so deeply with so many of us — and I think the answer has less to do with Ted himself and more to do with the people around him.💡

Specifically: Coach Beard, Leslie Higgins, and Roy Kent.

These three characters didn't just fill screen time. They carried the emotional weight 💗 of the show 📺 in ways that mirror what the best supporting players do in every workplace, every day. So in this week's Like A Boss Podcast episode, I examine and discuss how our supporting employees (those like Beard, Higgins and Roy), when treated with the respect they deserve and given the autonomy they have earned, will gift to us an enhanced workplace culture and will provide to us lessons that are crucial to our collective organizational success. 🎁

I hope you will watch and share your thoughts!

As always, thank you so much for watching, commenting and sharing. ❤️🫶🙏

@duanemorris #tedlasso #leadership #hr #failure @secondchances

Last week, I shared a video 📽️ about the stereotypes we place on Millennials and Gen Z in the workplace. This week, I'm taking that conversation a step further and tackling implicit bias, more generally. The reality is that bias shows up everywhere 🌐 - in meetings, feedback, team dynamics, and who we choose to mentor. And if we're not actively working against it, we're passively reinforcing it.

So what can leaders and employees do right now? Here are 5️⃣ steps to start mitigating bias:

☑️ Take a beat before you speak or act—pause and ask yourself whether your assumption is based on evidence or instinct.

☑️ Stop attributing the failure of one person to an entire group.

☑️ Cultivate cross-group relationships—genuine connection is one of the most powerful tools against bias.

☑️ Recognize that color blindness, gender blindness, or any other form of "blindness" is never the answer—acknowledging differences is how we create equity, not by pretending they don't exist.

☑️ Consume content outside your echo chamber—read 📚, watch 👀, and listen🔊 to perspectives that challenge your own. Bias isn't something we eliminate overnight, but these are steps we can all take today.

Check out the full video for a deeper dive, and let me know in the comments—what's one step to which you are committing?

As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏

Duane Morris LLP #leadership #bias #likeaboss #hr #employmentlaw

This time of year 📅 always means one important thing for me — a brand new 18U travel softball season is about to begin. Tryouts. Different players. Redefined goals. A fresh start.

It got me thinking about how the beginning of a new season mirrors 🪞 what effective leaders need to do in the workplace. Whether you're coaching teenagers or leading a team of professionals, a reset can be a VERY powerful thing. 💪💪💪

As we approach the end of summer 😎 and the beginning of a new "season," use this as opportunity to take 3️⃣ crucial and impactful steps:

🥎 Establish (or re-establish) expectations. Players need to know what's expected of them on day one and throughout the season. For employees, the same holds true throughout their tenure with your organization. Don't assume last year's standards carried over. Say it out loud. 😱 Put it in writing. ✍ Make it clear.💡Expectations that go unspoken go unmet.

🥎 Conduct honest, self-critical analysis. What worked? What didn't? A good coach evaluates 🤔 prior performance and uses that analysis to guide future decisions. A good leader reviews outcomes, processes, and their own decision-making with the same critical eye. 👀 Growth only comes when we're willing to admit where we fell short.

🥎 Rediscover the passion. 💓 Seasons are long. Careers are longer. We all get stale from time to time — going through the motions instead of bringing energy and purpose to what we do. 😕 A new season is an invitation to remember why we started in the first place and bring that fire 🔥 back to our teams.

As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏

Duane Morris LLP Duane Morris Institute #leadership #softball #likeaboss #coaching #hr

I never expected a man who once described folding a fitted sheet as "impossible, like folding a — no, it's just impossible" to teach me anything about leadership. And yet, here we are. In this latest episode of the Like A Boss Podcast, I discuss critical leadership strategy derived from an unlikely source.

David Rose from Schitt's Creek may not have an MBA 🎓, but over 6️⃣ seasons he demonstrated 3️⃣ leadership qualities that most management books 📚 only dream of explaining this well.

1. Radical Authenticity

David Rose never pretended to be someone he wasn't — even when it would have been easier. He wore his emotions (and his sweaters) loudly 🔊. In a corporate world full of people performing confidence they don't feel, David reminds us that people don't follow polished facades. They follow leaders who are real, even when "real" means admitting you're overwhelmed and you don't know what you're doing. Vulnerability isn't weakness. It's strength; trust-building. 💪

2. An Insistence on Clear Communication

When David's mother, Moira, famously and repeatedly insisted that he "fold in the cheese🧀" David almost lost it. The instruction was unclear and he refused to let ambiguity slide. Whether it was defining the terms of a business relationship or establishing expectations in a partnership, David demanded clarity — sometimes dramatically, always effectively. Great leaders know that most workplace dysfunction isn't caused by bad intentions. It's caused by unclear ones.

3. Finding Passion in What You Do

David went from someone who couldn't name a single marketable skill to building Rose Apothecary — a brand he believed in down to every hand-poured candle 🕯️. He didn't stumble into passion; he built it, 1️⃣ curated product at a time. The lesson? Passion doesn't always strike like lightning⚡. Sometimes you cultivate it by caring deeply about the details and committing to a standard of excellence, even when the stakes seem small.

So the next time you're looking for a leadership role model, skip the TED Talk. Rewatch Schitt's Creek. Just remember: you have to fold in the cheese.

As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏

Duane Morris LLP #leadership #schittscreek

As Pride Month 🌈 draws to a close, let's talk about an "issue" that remains controversial: allowing transgender employees to use the restroom 🚾 that matches their gender identity. Yes, the current administration and several federal agencies may be pushing a different narrative, but the law—including Title VII as interpreted by the Supreme Court in Bostock v. Clayton County and numerous state anti-discrimination statutes—are clear.💡 Transgender employees are protected. Denying restroom access consistent with an employee's gender identity can expose employers to legal liability, full stop.❌ State laws across the country reinforce these protections, and prudent employers follow the law and refuse to allow harassment or discrimination based on an employee's LGBTQ+ status.

Will some employees object? Sure, and they're of course entitled to their beliefs. But here's my question: if this is a concern, what the hell is going on in your bathrooms❓❓❓ You walk in, you use a stall✔️, you wash your hands✔️, you leave.✔️ That's it. If the mere presence of a transgender colleague in a restroom is a crisis for your workplace, the problem isn't the trans employee—it's a culture that has lost sight of basic dignity and respect. Do better. Protect your people. Follow the law.

In the latest episode of the Like A Boss Podcast, I discuss transgender employees' use of restroom facilities and straightforward and practical solutions.

As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏

Duane Morris LLP Human Rights Campaign #pridemonth #leadership #lgbtq #transequality #pride

Last week, I had the true honor of speaking at the SHRM Annual Conference. The event was held in Orlando, FL, home to Walt Disney World, the Happiest Place on Earth. 🏰 While being in Orlando always brings back incredibly fond memories😃, there is one experience which I'd like to forget. It was the vacation I cut short, leaving my family behind, because I "had to" work. ❌❌❌

Friends - taking time away from work isn't a luxury—it's a necessity. Stepping back from the daily grind prevents burnout, sharpens focus, and boosts our efficiency when we return. Just as importantly, real rest protects our physical💪 and mental🧠 well-being and enriches the lives we live outside the office. The evidence is clear: people who take genuine breaks come back more creative, more resilient, and more engaged.💡

In the latest episode of the Like A Boss Podcast, I discuss that this culture shift starts at the top.🔝 Leaders have a responsibility actively to encourage their teams to take time off—and to mean it. That means modeling the behavior ourselves by genuinely unplugging, rather than sending the unspoken message that vacation🌴is optional. It may even mean considering a policy that mandates PTO, so that rest 😴 becomes an expectation rather than a privilege employees feel guilty for using. When leaders treat time away as essential, they build🔨 healthier, happier, and ultimately more productive teams. Let's lead by example!!!

As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏

This week I have the honor of speaking at the best HR Conference👑of the year - the SHRM Annual Conference, in Orlando, Florida🌞. Spending meaningful time with the most dedicated human resources professionals in the world not only is inspiring, but it provides a crucial reminder about the importance of leadership education. 👩‍🏫

I’ve said it before - I truly believe that education is the silver bullet for transforming leadership culture. Our managers simply cannot be their best selves without it! Leadership capability does not happen by accident; it requires continuous, intentional learning. To unlock 🔓 peak performance and cultivate safe, thriving workplaces, every progressive leadership team must master the "Big 5" core pillars:

1️⃣ Harassment Prevention and Correction (essential in light of recent government action)

2️⃣ Modernized Interviewing and Hiring (AI ain't going away!)

3️⃣ Performance Management in the Age of Empathy (mental health awareness if critical)

4️⃣ The ABCs of the FMLA and ADA (managers must recognize requests!)

5️⃣ Implicit Bias - Moving Beyond Awareness (we all got it!)

Equipping leaders with these foundational tools is the single most powerful way to build high-trust organizations where people feel truly valued.

In the latest episode of my Like a Boss podcast, I break down exactly how comprehensive education eliminates systemic friction and empowers managers to lead with ultimate confidence. Watch the full video 📽️ to discover how to transform leadership training from an optional checkbox into your organization's essential, strategic powerhouse!

As always, thank you so much for watching, commenting and sharing!

Duane Morris LLP #shrm26 #shrm #leadership

Pride Month🌈 is a time to celebrate—and to reflect on how we show up for the LGBTQ+ community in our workplaces. Today, through my Like A Boss Podcast, I want to share a story about transgender rights in practice and the massively positive impact it had on an organization's culture. 💕

Several years ago, a valued employee at a company I work with came out as transgender and began their transition. Leadership leaned in. They reached out to me to conduct comprehensive harassment prevention trainings, focused on LGBTQ+ issues—covering respectful pronoun usage, legal protections, and everyday allyship. Then they took a less conventional step - a step that sent a very loud and unambiguously clear message of inclusion.🫂

With the employee's full consent, the company invited their therapist—a clinician specializing in gender identity—to speak to the entire staff. Without sharing confidential details, the therapist educated the team on what gender dysphoria is, what transition means, and how coworkers can be a source of strength during one of the most vulnerable periods in a person's life.

The impact was remarkable. Fear gave way to empathy. Awkwardness gave way to genuine support. The transitioning employee later shared they had never felt more seen in their career. Retention improved, engagement scores rose, and other LGBTQ+ employees began to feel safe bringing their whole selves to work.

This is what transgender rights in the workplace look like—not checking a box, but building an environment where dignity is protected and education replaces ignorance before harm takes root. If your organization hasn't thought about how it would support a transitioning employee, Pride Month is the perfect time to start. Invest in training. Bring in experts. Lead with compassion.

Happy Pride to all who celebrate, and to all still finding the courage to be themselves. We see you. 🌈

Duane Morris LLP Human Rights Campaign #pridemonth #transrights #leadership

Apple Podcasts

Spotify

Instagram

Youtube

When I was a kid, my "Uncle" Stevie (my dad's best friend) was my favorite person in the entire world.👑 He was the kindest and most thoughtful person I knew and Steve was the true embodiment of the word "mensch." A gay man without his own children, Uncle Stevie treated my brother and me as though we were his kids and we treasured every moment spent with Uncle Stevie. Tragically, as you will hear in today's Like A Boss Podcast (below), in the 1980s Steve contracted the AIDS virus and passed away. 💔 Rarely does a day go by without my thinking about Uncle Stevie.

The stark reality is that LGBTQ+ rights and, in many cases, LGBTQ+ members of our community, themselves, are under attack. In our workplaces, many of our LGBTQ+ employees, allies and colleagues feel unseen, feel worried and feel targeted.

While there are so many different things we can do, day-to-day, to support this community, I discuss 4️⃣:

🌈 Ensuring inclusive language in policies and communications

🌈 Creating and maintaining a safe and supportive work environment

🌈 Providing education

🌈 Being an ally

I miss Uncle Stevie every single day. 🥹 In this #PrideMonth, and in honor of the best man I've ever known, I ask you PLEASE to watch, PLEASE to comment and PLEASE to share your thoughts and this post.

#lgbtq #lgbtqrights #pridemonth #leadership #hrc

(please tag the following Duane Morris LLP Duane Morris Institute Human Rights Campaign Lambda Legal)