McRea Consulting, Seattle, WA (2026)

04/09/2026

A record number of mothers with young children are leaving the workforce. Among women with children under five, labor force participation dropped 2.8 percentage points in just six months — the steepest decline in four decades.

That statistic isn’t just a number.

It’s late-night budget conversations at kitchen tables.
It’s daycare calls during meetings.
It’s the quiet exhaustion of trying to be fully present in two places at once.

Most working mothers I know aren’t stepping back because they lack drive or capability. They’re stepping back because the cost — emotionally, logistically, physically — has become too high.

So today feels less like a celebration and more like an invitation.

An invitation for leaders to pause and ask:

Are we building workplaces where caregivers can actually breathe?

A true care-centered culture might look like:
🔹 𝗧𝗿𝘂𝘀𝘁𝗶𝗻𝗴 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀 𝗼𝘃𝗲𝗿 𝗼𝗽𝘁𝗶𝗰𝘀.
Not equating commitment with constant visibility. Not confusing busyness with impact.
🔹 𝗣𝗮𝘆𝗶𝗻𝗴 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝘁𝗵𝗲 𝗺𝗼𝘁𝗵𝗲𝗿𝗵𝗼𝗼𝗱 𝗽𝗲𝗻𝗮𝗹𝘁𝘆.
Making sure pay, promotions, and opportunities don’t quietly shrink after someone has a child.
🔹 𝗣𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗻𝗴 𝗳𝗼𝗰𝘂𝘀 𝗮𝗻𝗱 𝗲𝗻𝗲𝗿𝗴𝘆.
So deep work doesn’t only happen at 5am before the house wakes up or at 10pm after everyone is asleep.
🔹 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗶𝗻𝗴 𝗹𝗶𝗳𝗲.
Sick kids. School performances. Childcare gaps. These aren’t inconveniences — they’re part of being human.
🔹 𝗠𝗼𝗱𝗲𝗹𝗶𝗻𝗴 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝘄𝗶𝘁𝗵 𝗰𝗼𝘂𝗿𝗮𝗴𝗲.
When leaders step away for family without apology, they give others permission to do the same.

A culture of care doesn’t mean lowering the bar.

It means recognizing that people do their best work when they aren’t living in constant tension between who they are at home and who they are at work.

There is no such thing as “doing it all.”
And no mother should feel like she has to prove her worth twice — once as a parent, and once as a professional.

Today, I’m thinking about the working moms carrying more than anyone sees.

And I’m thinking about the leaders who have the power to make it just a little lighter.

💡What’s one way your organization can show real care — not just in policy, but in practice?

Because culture is built in the small, daily choices we make to honor both performance and humanity.

https://time.com/charter/7316973/how-to-address-the-crisis-for-working-moms/

Advice from experts for National Working Parents Day.

04/01/2026

𝗧𝗿𝘂𝘀𝘁 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗲𝗿𝗼𝗱𝗶𝗻𝗴 — 𝗮𝗻𝗱 𝗯𝘂𝗿𝗻𝗼𝘂𝘁 𝗺𝗮𝘆 𝗯𝗲 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗿𝗲𝗮𝘀𝗼𝗻 𝘄𝗵𝘆.

A new report from the FranklinCovey Institute highlights a growing gap between the kind of leadership organizations need right now and what many employees are actually experiencing.
Several findings invite reflection:

• Only 𝟳% 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 are seen as balancing 𝗵𝗶𝗴𝗵 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵 𝗵𝗶𝗴𝗵 𝗰𝗮𝗿𝗲 𝗳𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗽𝗲𝗼𝗽𝗹𝗲
• Just 𝟰𝟯% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘀𝗮𝘆 𝘁𝗵𝗲𝘆 𝘁𝗿𝘂𝘀𝘁 𝘁𝗵𝗲𝗶𝗿 𝗹𝗲𝗮𝗱𝗲𝗿
• 𝗧𝘄𝗼 𝗼𝘂𝘁 𝗼𝗳 𝘁𝗵𝗿𝗲𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 report low confidence in leadership overall
• And 𝟲𝟮% 𝘀𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝘁𝘆𝗹𝗲𝘀 𝗳𝗲𝗲𝗹 𝗼𝘂𝘁𝗱𝗮𝘁𝗲𝗱

At the same time, leaders themselves are carrying an extraordinary amount of pressure.

Constant disruption.
Rapid advances in AI.
Relentless expectations for performance.

The report also highlights that 𝟴𝟳% 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘀𝗲𝗲 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻 𝗮𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘁𝗵𝗲𝘆 𝘀𝗶𝗺𝗽𝗹𝘆 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝘂𝗿𝘃𝗶𝘃𝗲, rather than an opportunity to grow or innovate.

And when leaders are stretched beyond their own capacity, something essential often gets squeezed out:

𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻.

Connection is what builds trust in the everyday moments of leadership-
when a leader pauses long enough to listen,
when people feel safe raising concerns,
when curiosity replaces quick judgment,
when expectations are paired with genuine care.

But when leaders are overwhelmed, those moments become harder to create.

Conversations get shorter.
Listening becomes reactive.
Decisions feel more distant.
Over time, people begin to feel it.

They may not always name it as a lack of connection — but they experience it as 𝗹𝗲𝘀𝘀 𝘁𝗿𝘂𝘀𝘁, 𝗹𝗲𝘀𝘀 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆, 𝗮𝗻𝗱 𝗹𝗲𝘀𝘀 𝗰𝗮𝗽𝗮𝗰𝗶𝘁𝘆 𝘁𝗼 𝗸𝗲𝗲𝗽 𝗽𝘂𝘀𝗵𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

And that’s often where burnout quietly takes hold.

The encouraging reminder is this: 𝗴𝗿𝗲𝗮𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂’𝗿𝗲 𝗯𝗼𝗿𝗻 𝘄𝗶𝘁𝗵 — 𝗶𝘁’𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲. As Paul Walker notes, leadership is a capability that can be strengthened at every level of an organization.

Especially the ability to hold both:

• 𝗛𝗶𝗴𝗵 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀
• 𝗚𝗲𝗻𝘂𝗶𝗻𝗲 𝗰𝗮𝗿𝗲 𝗳𝗼𝗿 𝗽𝗲𝗼𝗽𝗹𝗲

In times of disruption, people don’t just need direction.
They need leaders who create trust, restore capacity, and make it safe to contribute again.

I'm curious:

𝗪𝗵𝗮𝘁 𝗵𝗲𝗹𝗽𝘀 𝘆𝗼𝘂 𝘁𝗿𝘂𝘀𝘁 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿 — 𝗲𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗹𝘆 𝘄𝗵𝗲𝗻 𝘄𝗼𝗿𝗸 𝗳𝗲𝗲𝗹𝘀 𝗼𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺𝗶𝗻𝗴 𝗼𝗿 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻?

New report asks organisations: 'Where are all the great leaders?'

02/05/2026

𝗖𝗮𝗹𝗺 𝗺𝗮𝘆 𝗯𝗲 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝘂𝗻𝗱𝗲𝗿𝗿𝗮𝘁𝗲𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄.

As organizations push for more productivity, many leaders are quietly noticing something else: people are stretched beyond capacity. Too many meetings, constant digital noise, and no space to think or recover. The result? Productivity without nurture — and burnout follows.

This article reframes calm not as a personality trait or luxury, but as a 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘤𝘢𝘱𝘢𝘣𝘪𝘭𝘪𝘵𝘺.

Through research with executives, one pattern stood out:

• Leaders are strong in productivity skills (mastery, expertise, drive)
• But the weakest capability — by far — is 𝗰𝗮𝗹𝗺: the ability to pause, reflect, and restore energy

Yet about 10% of leaders rated calm as their strongest skill. Not because they’re less busy — but because of 𝘩𝘰𝘸 they move through pressure.

The “calm minority” draws calm from three pathways:

• 𝗛𝗲𝗿𝗶𝘁𝗮𝗴𝗲: early experiences where steadiness, reflection, or collective support were modeled
• 𝗧𝗲𝗺𝗽𝗲𝗿𝗮𝗺𝗲𝗻𝘁: a natural preference for depth, focus, and reduced stimulation — protected through boundaries
• 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: calm learned over time through mentors, failures, health scares, or deliberate practice

What feels especially hopeful is this:
𝗖𝗮𝗹𝗺 𝗰𝗮𝗻 𝗯𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱.

It’s not about doing less or moving slower all the time. It’s about knowing when to pause, when to go fast, and how to protect the clarity and energy leadership requires.

In a world that rarely lets up, calm isn’t indulgent.
It’s sustaining. It’s steadying. And it’s deeply human. 𝗜𝘁’𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.

Where might you create just a little more space for it today?

Some people stay steady no matter how much work accelerates. Here’s how they do it — and what we can learn from them.

12/11/2025

AI is reshaping the way we work—things are moving faster, insights are getting sharper, and automation is becoming part of our everyday rhythm.

But in 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀, speed isn’t the headline.
𝗧𝗿𝘂𝘀𝘁 𝗶𝘀.

When someone comes forward with a concern—harassment, retaliation, discrimination—they’re not opening a “case.”
They’re opening a 𝘷𝘶𝘭𝘯𝘦𝘳𝘢𝘣𝘭𝘦 𝘮𝘰𝘮𝘦𝘯𝘵.
They’re placing their trust in us to listen, to act, and to protect them when it matters most.

And that trust?
It’s incredibly fragile.
It’s earned slowly and lost quickly.

As AI becomes more woven into ER, the real opportunity isn’t just efficiency—it’s integrity.
If we bring AI in with transparency, clarity, and genuine care, it can actually 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 trust rather than chip away at it.
It can help us lead with both 𝗽𝗿𝗲𝗰𝗶𝘀𝗶𝗼𝗻 and 𝗱𝗲𝗲𝗽 𝗵𝘂𝗺𝗮𝗻𝗶𝘁𝘆—a combination our workplaces desperately need.

The goal isn’t just responsible AI.
It’s 𝘩𝘦𝘢𝘳𝘵-𝘤𝘦𝘯𝘵𝘦𝘳𝘦𝘥 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘪𝘯 𝘢 𝘥𝘢𝘵𝘢-𝘥𝘳𝘪𝘷𝘦𝘯 𝘸𝘰𝘳𝘭𝘥.

💭 I’m curious—how are 𝘺𝘰𝘶 thinking about trust as AI becomes more embedded in your workplace?
What boundaries or guardrails feel essential to you? 🤝

https://www.thehrdirector.com/ai-employee-relations-dont-trade-trust-speed/

Artificial intelligence is transforming how companies operate—automating workflows, surfacing insights, saving time. But when it comes to employee relations (ER), we have to draw a hard line: AI isn’t just another productivity tool. In ER, we’re dealing with deeply human, high-stakes issues—...

10/28/2025

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗽𝗲𝗿𝗳𝗲𝗰𝘁𝗶𝗼𝗻 — 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝘀𝘁𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀.

Brené Brown’s new book, 𝘚𝘵𝘳𝘰𝘯𝘨 𝘎𝘳𝘰𝘶𝘯𝘥, is a powerful reminder that true leadership begins with 𝘀𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝘀𝗲𝗹𝗳-𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀, 𝗮𝗻𝗱 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴. In a world where uncertainty feels constant, Brown challenges the idea that leaders must always project certainty and perfection. Instead, she invites us to embrace paradox — to hold space for opposing truths, stay grounded in our values, and lead with humanity, all at the same time.

Professor Amy Colbert at the University of Iowa summed it up beautifully: “𝘐𝘵’𝘴 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘸𝘰𝘳𝘴𝘦 𝘵𝘰 𝘩𝘢𝘷𝘦 𝘢 𝘭𝘦𝘢𝘥𝘦𝘳 𝘸𝘩𝘰 𝘪𝘴 𝘪𝘯𝘤𝘰𝘯𝘴𝘪𝘴𝘵𝘦𝘯𝘵 𝘵𝘩𝘢𝘯 𝘰𝘯𝘦 𝘸𝘩𝘰 𝘪𝘴 𝘤𝘰𝘯𝘴𝘪𝘴𝘵𝘦𝘯𝘵𝘭𝘺 𝘣𝘢𝘥.” It’s so true. Predictability builds trust. And in times of instability, trust is the ground teams stand on.

Brown’s research — and Colbert’s insights — point to something simple but profound: when leaders can manage their own well-being, they create safety for others. When they show vulnerability, they invite honesty and connection. When they model steadiness, they make it possible for their teams to thrive.

𝘚𝘵𝘳𝘰𝘯𝘨 𝘎𝘳𝘰𝘶𝘯𝘥 is not just a book about leadership — it’s a call to practice it differently. To be the filter, not the source, of instability. To offer calm instead of control. To choose awareness over autopilot.

👇 Full article below — and I’d love to know: how do 𝘺𝘰𝘶 stay grounded when leading through uncertainty?

https://dailyiowan.com/2025/09/25/review-brene-browns-strong-ground-emphasizes-stability-in-leadership/

In her latest book, “Strong Ground,” Brené Brown argues that leadership starts with stability, self-awareness, and well-being. Brown, a research professor at the University of Houston, is a bestselling author of books on courage and vulnerability. Her new book integrates psychology, social work...

10/23/2025

Leadership is not just guiding the team and the organization to success. It’s also about how to navigate the bumps and the terrible times with vulnerability and resilience personally and with your team.

In 2021, when Winter Storm Uri slammed Texas, Rayburn Cooperative was staring down a $900 million bill—triple its assets. Bankruptcy was suddenly on the table.

Imagine being in that leadership seat. Do you soften the news to protect your team or keep the real truth hidden? Or do you stand up, tell the truth with clarity, vulnerability and partnership, and invite them into the problem solving?

Rayburn’s leaders chose the latter. They gathered the team and said: 𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘢𝘵 𝘩𝘢𝘱𝘱𝘦𝘯𝘦𝘥. 𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘢𝘵 𝘸𝘦’𝘳𝘦 𝘧𝘢𝘤𝘪𝘯𝘨. 𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘢𝘵 𝘸𝘦’𝘳𝘦 𝘥𝘰𝘪𝘯𝘨 𝘯𝘦𝘹𝘵. No sugarcoating. No spin. Just the truth.

Because here’s the reality: 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗻 𝗵𝗮𝗻𝗱𝗹𝗲 𝗵𝗮𝗿𝗱 𝗻𝗲𝘄𝘀 𝗳𝗮𝗿 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝘁𝗵𝗲𝘆 𝗰𝗮𝗻 𝗵𝗮𝗻𝗱𝗹𝗲 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆. Left in the dark, uncertainty breeds speculation. Speculation turns to distraction. Distraction erodes performance. But when challenges are named out loud, they become 𝘴𝘩𝘢𝘳𝘦𝘥 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴—and that creates ownership. 🤝

That’s the real heart of leadership:

✅ Facing challenges head-on instead of hiding them.
✅ Inviting people into the problem, not shielding them from it.
✅ Shaping the narrative so obstacles become catalysts for growth
Storm Uri wasn’t just a crisis—it was a proving ground. And it showed that great leadership isn’t about avoiding problems; it’s about preparing for them, naming them clearly, and leading through them together.

𝗜’𝗺 𝗰𝘂𝗿𝗶𝗼𝘂𝘀—𝗵𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗰𝗿𝗲𝗮𝘁𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗮𝗻𝗱 𝘀𝘁𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘄𝗵𝗲𝗻 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 𝗵𝗶𝘁𝘀? 𝗟𝗲𝘁 𝗺𝗲 𝗸𝗻𝗼𝘄 𝗶𝗳 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗮𝗻 𝗮𝗿𝗲𝗮 𝘆𝗼𝘂’𝗱 𝗹𝗶𝗸𝗲 𝗳𝘂𝗿𝘁𝗵𝗲𝗿 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘄𝗶𝘁𝗵 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴.

https://www.forbes.com/sites/forbesbooksauthors/2025/03/31/leadership-is-defined-by-how-you-prepare-not-how-you-respond/

The real challenge in leadership isn’t preparing for one specific disaster—it’s recognizing that crisis is inevitable and knowing how to lead through it.

10/14/2025

Life is messy. Work is messy. And sometimes, showing up as your full self feels impossible.

Recent research shows 𝟳𝟯% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗿𝗲𝗽𝗼𝗿𝘁 𝗮 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲—𝗯𝘂𝘁 𝗼𝗻𝗹𝘆 𝟮𝟳% 𝗱𝗶𝘀𝗰𝗹𝗼𝘀𝗲 𝗶𝘁 𝗮𝘁 𝘄𝗼𝗿𝗸. Why? Judgment, fear of retaliation, feelings of not being “enough.” And that all comes at a cost: burnout, stress, reduced contribution, and missed opportunities to connect and shine.

Insights I’d like to share:

✅ 𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝘀𝘁𝗼𝗿y – Share experiences in ways that inspire, not retraumatize. Your challenges can be a powerful teacher for others.
✅ 𝗢𝗳𝗳𝗹𝗼𝗮𝗱 – You don’t have to carry it all. Delegate, ask for help, and free up space to focus on what matters.
✅ 𝗦𝗵𝗶𝗳𝘁 𝘆𝗼𝘂𝗿 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 – Stop measuring yourself by what’s missing (“gap thinking”). Celebrate progress and what you’ve already accomplished (“gain thinking”).

Allies help you shift focus from what’s holding you back to what’s possible. By leaning on support, letting go of what you don’t need to carry, and reframing your mindset, you can reclaim clarity, energy, and show up authentically at work.

Your turn: How often are you showing up as your full self at work? Are you masking struggles? Can you offload, share your story, and celebrate progress instead of fixating on gaps?

Authenticity isn’t perfection. It’s courage. And it’s possible—even when life is hard.

https://www.forbes.com/sites/juliekratz/2024/11/10/how-to-show-up-authentically-when-life-is-hard/

Feeling unable to show up authentically when life is hard? Here's the fix: know you're not alone, craft an inspiring story, offload burdens and shift your mindset.

09/03/2025

We’ve all been in that meeting.

The leader asks, “𝘈𝘯𝘺 𝘲𝘶𝘦𝘴𝘵𝘪𝘰𝘯𝘴?” …and silence.
People shift in their seats. Cameras stay off. The ideas stay in people’s heads instead of being shared out loud.

That’s what a lack of 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 looks like. And it’s costly.

When people don’t feel safe to speak up, teams lose out on innovation, honest feedback, and trust. But when they 𝘥𝘰 feel safe? Everything shifts—collaboration deepens, mistakes become learning moments, and new ideas actually see the light of day.

A few shifts I see making the biggest impact:

✨ Leaders who show vulnerability—owning mistakes, asking for feedback, sharing challenges.
✨ Teams where openness and collaboration are actually recognized in reviews, not just talked about.
✨ Leaders who are trained to listen deeply and create inclusive spaces where every voice matters.

At the end of the day, people want more than just a paycheck. They want to feel valued, heard, and safe. And the leaders who get this right? They’re building organizations that can adapt to anything the future throws at them.

💬 Think about a time when you worked on a team where it 𝘸𝘢𝘴𝘯’𝘵 safe to speak up? What difference did it make?

How to create a culture of psychological safety at work

08/22/2025

𝗧𝗿𝘂𝘀𝘁 𝗶𝘀 𝘁𝗵𝗲 𝘁𝗵𝗿𝗲𝗮𝗱 𝘁𝗵𝗮𝘁 𝘄𝗲𝗮𝘃𝗲𝘀 𝗽𝘂𝗿𝗽𝗼𝘀𝗲 𝗶𝗻𝘁𝗼 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗰𝘁𝗶𝗼𝗻.

Without it, collaboration breaks down. Burnout rises. Innovation stalls.

And yet—most leaders are never taught 𝘩𝘰𝘸 to talk about trust in a way that’s actionable.

That’s why I love Charles Feltman’s framework in 𝘛𝘩𝘦 𝘛𝘩𝘪𝘯 𝘉𝘰𝘰𝘬 𝘰𝘧 𝘛𝘳𝘶𝘴𝘵.
He breaks trust down into four core behaviors:
🔹 𝗖𝗮𝗿𝗲
🔹 𝗦𝗶𝗻𝗰𝗲𝗿𝗶𝘁𝘆
🔹 𝗥𝗲𝗹𝗶𝗮𝗯𝗶𝗹𝗶𝘁𝘆
🔹 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗲

This matters—because when we treat “trust” as one vague concept, we miss the chance to name 𝘸𝘩𝘦𝘳𝘦 trust is strong and 𝘸𝘩𝘦𝘳𝘦 it needs repair.

𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗽𝗮𝗿𝘁:
Trust isn’t a personality trait. It’s a learned skill.
And as leaders, we can build it with intention—especially when we delegate.

Feltman reminds us:
✔️ Don’t just assign a task—describe what “done to my satisfaction” actually looks like.
✔️ Be clear about the 𝘸𝘩𝘺, not just the 𝘸𝘩𝘢𝘵.
✔️ Make space for feedback and learning, not just delivery.

Teams are fueled by purpose—but trust is what keeps the engine running.
And like any essential function, it needs attention, repair, and care.

💬 What’s one trust-building behavior you want to lean into this year?

Let’s talk about how to lead with more clarity, courage, and connection.
Because in this work, trust is everything.

Explore how building trust in the workplace can drive team success and productivity. Learn actionable strategies to create a high-trust culture.

08/12/2025

𝗠𝗶𝘀𝘀𝗶𝗼𝗻-𝗱𝗿𝗶𝘃𝗲𝗻 𝘄𝗼𝗿𝗸 𝗱𝗲𝗺𝗮𝗻𝗱𝘀 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗽𝗮𝘀𝘀𝗶𝗼𝗻—𝗶𝘁 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗰𝗹𝗮𝗿𝗶𝘁𝘆, 𝘁𝗿𝘂𝘀𝘁, 𝗮𝗻𝗱 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝘁𝗵𝗮𝘁 𝗲𝗺𝗽𝗼𝘄𝗲𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝗽𝗲𝗿𝗳𝗼𝗿𝗺 𝗮𝘁 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝘀𝘁, 𝘄𝗵𝗶𝗰𝗵 𝗺𝗮𝗸𝗲𝘀 𝗮 𝗵𝗶𝗴𝗵 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗰𝘂𝗹𝘁𝘂𝗿𝗲.

Recent insights show seven traits show up consistently in high-performing workplaces:

🔹 𝗜𝗻𝘀𝗽𝗶𝗿𝗶𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗮𝘁 𝘀𝗲𝘁𝘀 𝘁𝗵𝗲 𝘁𝗼𝗻𝗲 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝘁𝗼𝗽.
🔹 𝗘𝗻𝗴𝗮𝗴𝗲𝗱 𝘁𝗲𝗮𝗺𝘀 𝘄𝗵𝗼 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲𝗶𝗿 𝘃𝗮𝗹𝘂𝗲 𝗮𝗻𝗱 𝗳𝗲𝗲𝗹 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱 𝘁𝗼 𝘁𝗵𝗲 𝗺𝗶𝘀𝘀𝗶𝗼𝗻.
🔹 𝗔 𝗴𝗿𝗼𝘄𝘁𝗵 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 𝘁𝗵𝗮𝘁 𝗳𝘂𝗲𝗹𝘀 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲.
🔹 𝗧𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗮𝗿𝗼𝘂𝗻𝗱 𝗿𝗼𝗹𝗲𝘀, 𝗴𝗼𝗮𝗹𝘀, 𝗮𝗻𝗱 𝗶𝗺𝗽𝗮𝗰𝘁.
🔹 𝗢𝗻𝗴𝗼𝗶𝗻𝗴 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝘀 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗳𝗼𝗿 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻, 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲, 𝗮𝗻𝗱 𝗮𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆.
🔹 𝗖𝗿𝗼𝘀𝘀-𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝘁𝗵𝗮𝘁 𝗯𝗿𝗲𝗮𝗸𝘀 𝗱𝗼𝘄𝗻 𝘀𝗶𝗹𝗼𝘀.
🔹 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗽𝗮𝗶𝗿𝗲𝗱 𝘄𝗶𝘁𝗵 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆—𝘀𝗼 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲 𝘁𝗿𝘂𝘀𝘁𝗲𝗱 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗳𝗿𝗼𝗺 𝘄𝗵𝗲𝗿𝗲𝘃𝗲𝗿 𝘁𝗵𝗲𝘆 𝘀𝗶𝘁.

So take a moment to ask yourself; Are your people supported to thrive? Are your systems designed for performance, support, feedback, collaboration and equity? Do your hiring, tech, and retention strategies align with your mission and values?

The organizations that endure aren’t just clear on what they do—but on 𝙝𝙤𝙬 𝙖𝙣𝙙 𝙬𝙝𝙮 they do it together.

What are you doing this year to make your culture not just good—but thriving? Let’s talk about some strategies so we can create space for your people to reconnect—one honest conversation at a time.

When a company has a high-performance culture, employees are motivated to go above and...

07/28/2025

𝗟𝗲𝘁’𝘀 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻.

Not as a task to check off or just get off your plate — but as a leadership practice we 𝘮𝘶𝘴𝘵 improve upon, for our own sanity as well as a collaborative and trust-building opportunity.

Almost all the leaders I work with struggle with delegation.
And I get it — delegation can feel like a risk.

It’s easier to say:
“I’ll just do it myself.”
“It’ll take too long to explain.”
“What if they don’t do it right?”

But let’s name what’s 𝘳𝘦𝘢𝘭𝘭𝘺 getting in the way of you involving other in the work, or asking for help:
• Perfectionism
• Lack of trust
• Poor communication
• Fear of being seen as less valuable, or vulnerable
• Short-term thinking that trades now for burnout later

Sound familiar? You're not alone.

But here’s the hard but most important truth:
If you’re holding on to everything, you're holding your team back — and yourself, too. And also depleting your own capacity.

𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗱𝘂𝗺𝗽𝗶𝗻𝗴 𝘄𝗼𝗿𝗸.
It’s about building people, including yourself. 🔁

✅ Reframe it: You’re not just offloading — you’re offering someone a chance to grow and supporting your own follow through.
✅ Start small: Delegate a lower-stakes task and build from there.
✅ Communicate clearly and often: Define what success looks like — circle back for clarity, and 𝘵𝘩𝘦𝘯 𝘭𝘦𝘵 go.
✅ Let good be good enough: Your way isn’t the only way. Progress and completion beats perfection.

The irony? Delegating 𝘧𝘦𝘦𝘭𝘴 like giving something up — but it’s actually a way of gaining:
More time. More trust. More capacity across your team, and yourself.

💬 What’s one thing on your plate that someone else is ready to take on — if you’d let them?

Let’s talk about how to delegate with purpose — and lead with trust.

If you want to advance in your career, you simply can’t do everything. Here’s how to improve your delegation skills.

McRea Consulting

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