The Roundtable Blog

In a world that seems to rapidly be embracing “cancel culture,” how do we find the courage to speak up and what can we, as leaders, do to encourage a “speak-up

Can there be too much of a good thing? The answer is a wholehearted “Yes!” Very rarely does one leave an all-you-can eat buffet and think “that was a great

By: Ashley Michael Nobody creates company values with ill intention. Values are supposed to set the tone about how people should act, explain what the company stands for and in

By: Colleen Jones New research shows that a toxic company culture is the single biggest driver of employee turnover, more so than the often-cited culprits of burnout or compensation. Toxicity

By Glain Roberts-McCabe I’ve been leading teams for over 30 years and coaching high potential leaders for 25. One of the mantras that I’ve always bought into is the idea

Henna Pryor joined me to share highlights and wisdom from her new book Good Awkward: How to embrace the embarrassing, celebrate the cringe and become the bravest you. Over the

As a coach and a former HR leader here’s a truth that I’m quite clear on, folks in the world of human capital LOVE a psychometric assessment. We assume everyone

Roundtable Member, Jen Parks, Director of Programs and Club Operations at CAA Club Group (CCG), shares strategies for building team bonds when everyone is stretched for time. You can also

Do you ever find yourself reliving the same challenges over and over at work, just like Phil Connors in the iconic movie “Groundhog Day”? You always seem to be treading

By: Colleen Jones Recently I was talking to a friend in HR who laughingly told me that she had spent the week at work with a fake smile on her

If you’re a senior leader, you’ve probably worked in several organizations that differ in terms of leadership, team performance and company culture. Some good, some not so good and some

FACT: The 1-2 day off-site approach to leadership development is antiquated. But why? Organizations are Hierarchical An off-site approach to leadership development doesn’t address the very real issues of fragmented