Moore Of You, Framingham, MA (2026)

10/12/2026

MONDAY MINUTE: The Meeting After the Meeting
Have you ever left a meeting thinking everything went well, only to find out later that people had a VERY different perspective?

The concerns nobody raised. The disagreement nobody voiced. The questions people waited to ask until they were talking to someone else.

Welcome to “The Meeting After the Meeting”.

It happens more often than you think. Post-meeting conversations aren’t necessarily bad, but they can reveal something important about how a team communicates.

Here are three things leaders should consider:

CREATE SPACE FOR DISAGREEMENT
If everyone agrees with you in the meeting but questions the decision afterward, don’t assume the team is aligned. People may need more time to process, or they may not feel comfortable challenging the idea in front of others.

Invite different perspectives. Ask, “What are we missing?” or “Who sees this differently?” Then make sure people can answer honestly without fear of being penalized.

DON’T CONFUSE SILENCE WITH ALIGNMENT
No questions doesn’t automatically mean no concerns. A head nod doesn’t always mean buy-in.

Before closing the meeting, clarify the decision, the rationale, the next steps, and who owns what. Give people a chance to raise concerns while you can still address them.

PAY ATTENTION TO WHAT HAPPENS AFTERWARDS
If the same concerns keep surfacing after meetings, don’t just label it office politics or gossip. Get curious.

Are people unclear about the decision? Do they disagree but feel unheard? Is there a lack of trust? Or does the team need a better way to challenge ideas?

The pattern may tell you more about your team’s culture than any single conversation.

💡TIP: The goal isn’t to stop people from talking about meetings. It’s to make sure the conversations that matter aren’t happening only after the people who need to hear them have left the room.

MONDAY MINUTE QUESTION: Does your team feel safe enough to disagree with you in the room, or do you feel feedback after you leave?

10/05/2026

MONDAY MINUTE: Don't Wait For Your Performance Review to Manage Your Career

It's that time of year.
For many, you are starting to write your self-evaluations, gather your accomplishments, and prepare for those year-end performance conversations.

And while you're pulling together everything you accomplished this year, here's your reminder:
Your performance review should not be the first time you talk about your career.

Your annual review recaps where you've been.
Your career conversations should also be about where you're going.

Here are three things I'd encourage you to think about:

📌KNOW WHAT YOU WANT NEXT
You don't have to have your entire five-year plan figured out.
But you should have some idea of what you're interested in, whether more responsibility, a different function, leadership, or a new skill.
If you don't know what you want, it's difficult for others to help you get there.

📌MAKE YOUR WORK VISIBLE
Doing great work is important, and you can't assume everyone knows the impact you've had.
As you write your self-evaluation, go beyond a list of what you have done and include what changed because you did it.

📌HAVE THE CONVERSATION BEFORE YOU NEED THE OPPORTUNITY
Don't wait until you're applying for the next role to tell your manager or the people around you what you're interested in.
Career conversations should happen throughout the year, and YOU own your career.
Let people know what you are learning and what you want to explore and grow.
Opportunities often go to people who are prepared, visible, and known for what they want to do next.

So as you write your self-evaluation this year, consider beyond "Here's what I accomplished" and include "What's next for me?"

MONDAY MINUTE QUESTION:
If your manager asked today, "What's next for you?", would you have a clear answer?

Don't wait for your performance review to manage your career.
Start the conversation now.

09/28/2026

MONDAY MINUTE: Is Camera-Off the New "I'm Listening"?

We used to equate physical presence with engagement.
Now we’re sometimes equating camera-on with engagement.

But are they really the same thing?

1️⃣Presence isn’t the same as participation.
Someone can be on camera and completely checked out.

2️⃣Context matters.
A team-building conversation isn’t the same as a 7 am status meeting.

3️⃣Leaders set the tone.
If you want cameras on, explain why. If cameras can be off, define what engagement should look like instead.

Ultimately, the goal is for people to be present, engaged, and contributing. Does that mean you need to see everyone’s face?

What’s your take: Should cameras be on by default, or should it depend on the meeting?

09/21/2026

MONDAY MINUTE: Remembering What Matters
Today, September 21, 2026, is World Alzheimer’s Day. This year’s theme is “The Earlier You Know, The More You Can Do: A Dementia Diagnosis Matters”

Alzheimer’s isn’t just a disease we read about. For many of us, it’s a diagnosis that has touched someone we love and changed a family in ways we never expected.
So today, I want to share three things worth remembering…

KNOW
More than 7 million Americans are living with Alzheimer’s, and nearly two-thirds are women. Alzheimer’s is the most common cause of dementia among older adults.
Dementia isn’t just “getting old”…Alzheimer’s is a progressive brain disease that affects memory, thinking, and eventually the ability to carry out everyday activities.

HAVE HOPE
There is still no cure; however, progress has been made.
Researchers are studying treatments that target amyloid and tau, inflammation, immune responses, and other disease-related biological changes. There are also FDA-approved treatments that can slow disease progression for some people with early Alzheimer’s.
Research continues, and new blood-based tests make it easier to detect Alzheimer’s-related changes, potentially enabling earlier diagnosis and clinical research.

SHOW UP
Learn the signs. Have the conversations. Support the caregivers. Talk to your family about brain health. If you are able, support the research that could change what Alzheimer’s looks like for the next generation because behind every statistic is a person.
A parent.
A spouse.
A sibling.
A friend.
Someone we love.

Let’s remember the people behind the diagnosis and keep believing in a future where Alzheimers’s is no longer a disease we simply learn to live with.

09/14/2026

MONDAY MINUTE: Six Years In and Still Growing

Six years ago, I started Moore of You with one primary focus:
To support people navigating their career, leadership, and growth.

As Moore of You celebrates 6 years, I’ve been reflecting on how that work continues to evolve.

Recently, I’ve had the opportunity to help leaders navigate challenging people situations. A difficult peer relationship, a struggling direct report, or a conversation they aren’t quite sure how to approach.
Sometimes, they aren’t ready to take the situation to HR. They first need a place to process what they’re thinking and feeling.

And I’ve realized something:
Sometimes leaders don’t need someone to tell them what to do. They need a trusted thought partner.

Through Leadership Thought Partnership, leaders can:

PROCESS - Talk through the situation and gain perspective.
NAVIGATE - Explore options and prepare for difficult conversations.
ACT - Identify practical next steps and follow through.

Sometimes the conversation confirms you can handle the situation on your own. Sometimes it clarifies that it’s time to involve HR or another resource.

The goal isn’t to replace those resources.

It’s to give you a place to think before you act.

Because leadership can be lonely. You can be the person everyone comes to for answers and still need somewhere to work through your own questions.

Six years in, I’m excited to expand how Moore Of You supports leaders.

If you are navigating similar situations, or find yourself needing consulting through your professional journey, let’s talk.

09/07/2026

MONDAY MINUTE: Happy Labor Day!
This Labor Day, I’m continuing the tradition of relaxing and spending time with my family. No agenda. No pressure. I'm not going to focus on Tuesday or the rest of the week. I'm just going to be in the moment.

I hope you make time to break away and recharge your batteries.

Enjoy your Labor Day and the pause it provides.

08/31/2026

MONDAY MINUTE: AI Agents Are Coming...
We’ve spent the last couple of years learning how to use AI.
Ask it a question. Write a prompt. Generate an email. Summarize a document.
But the next shift is bigger.

AI agents are designed to do more than assist with individual tasks. They can take on multi-step work like gathering information, making decisions with defined parameters, and completing parts of a workflow.

So naturally, people are asking:
“What does that mean for my job?”
Here’s what I would do if I were you:

📌UNDERSTAND WHAT CAN BE AUTOMATED
Don’t wait for someone else to tell you which parts of your job technology can change.
Look at your work and ask:
What do I do repeatedly?
What takes significant time but little judgment?
What information am I constantly gathering, organizing, or moving?
Those are the areas most likely to change.

📌INVEST IN WHAT REQUIRES YOU
AI can process information quickly.
But technology still needs people who can provide context, exercise judgment, build relationships, influence decisions, and understand the bigger business problem.
Your value isn’t just in completing tasks.
Your value is increasingly in knowing which tasks matter and what to do with the results.

📌LEARN HOW TO LEAD THE TECHNOLOGY
The future isn’t simply about competing with AI.
It’s about learning how to work alongside it.
That means understanding how to give technology clear direction, evaluate its output, recognize when something is wrong, and know when human judgment needs to take over.

Think of it this way:
If AI agents become part of your workforce, would you know how to manage the work they produce?
That’s a skill worth developing now.

AI agents are coming, but this isn’t a reason to panic about your career.
It’s a reason to get curious.
Don’t wait until your job changes to understand how technology is changing it.

Your Monday Minute Question:
If parts of your job were automated tomorrow, what would become your greatest value to the organization?

08/24/2026

MONDAY MINUTE: The Goal Is to Make Yourself Less Necessary
Moving our son into college for his sophomore year this weekend felt very different from last year.
Last year, there was nervousness. There were more pictures, more questions, more checking and double-checking.
This year, he was excited. He knew where he was going, the campus, and his routine. He was returning to a place that had become familiar.

And me?
I was still in planner mode.
Get in. Clean. Organize. Make sure everything is where it needs to be.

Watching him settle back into his college life reminded me of something about leadership:
The goal is to transition from dependency to capability.
This is very hard to do as a parent, but let me share 3 things I think about when developing people at work:

TEACH
When someone is new, they need context, direction, and guidance. Give them the tools and knowledge they need to understand the work, not just instructions on how to complete it.

TRUST
Once they’ve demonstrated capability, give them room to make decisions. Let them solve problems. Let them make mistakes. Resist the urge to jump in just because you could do it faster yourself.

TRANSITION
As their confidence and capability grow, your role should change. Move from doing to teaching to coaching to trusting.

That’s not becoming less valuable as a leader.
That’s leadership working.

Here is your Monday Minute question:
Are you still doing for your team what you’ve already taught them to do for themselves?

Sometimes the best evidence of great leadership is watching someone succeed without you standing beside them.

PS- check out the confident stance of our son, Bryson, after we moved him in. He's ready!

08/17/2026

MONDAY MINUTE: Your Job Description May Be Outdated
When was the last time you actually read your job description?
Not when you applied. Not when you were hired.
Today.
Because there’s a good chance your job has changed even if your title hasn’t.

Technology changes. Business priorities shift. Teams evolve. The skills that make you valuable today may not be the same ones that got you into the role.
Your job description may still say “what” you do.
But your career is increasingly defined by how well you adapt to what the business needs next.

Maybe AI is changing how you work.
Maybe your role now requires more influence across functions.
Maybe data, communication, or strategic thinking have become more important than they were a few years ago.

So don’t just ask:
“Am I doing my job well”
Ask:
“If my job description were rewritten today, what would it say I need to be great at?”

And then the bigger question:
Do I have those capabilities or is it time to start building them?

Your company may eventually update your job description.
You don’t have to wait for them to update you.

# #

08/10/2026

MONDAY MINUTE: The Work Behind the Memory
My 30th high school class reunion was this past weekend. I led the reunion committee, and the planning of the entire weekend reminded me of something I've learned throughout my career:

People often experience the outcome without seeing the work behind it.

When everyone arrives, they'll see the fun part:
The hugs.
The stories.
The pictures.
The dinner.
The laughter.
The memories.

But they won't see all the work that went into it beforehand:
The calls.
The group messages.
The spreadsheets.
The schedules.
The budgets.
The follow-ups.
And of course, the last-minute changes.

And that's true far beyond reunions.
We see the successful project, but we don't see the planning behind it.
We see the great event, but not the hundreds of decisions that made it possible.
We see the confident leader, but not the years of preparation that built that confidence.

💡Good outcomes require intentionality.

Someone has to organize.
Someone has to communicate.
Someone has to solve the problems no one else sees.
And everyone has to do their part.

The goal is to do the work so well behind the scenes that people get to focus on the experience.

That's what we did. We created a space for us to reconnect, laugh, remember, and celebrate 30 years of life since we walked across that graduation stage.

📌MONDAY MINUTE REMINDER: Don't underestimate the value of the work nobody sees.

*****on

Moore Of You

10/12/2026

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09/28/2026

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