Rachael Gass Organizational Consulting & Coaching

06/19/2026

Values alignment on a team is rarely automatic.

We're all human, we all have different things that matter to us, and 42% of employees would rather switch departments than report to a manager whose values don't match theirs.

Bridging that gap starts with conversation, working agreements, and the willingness to adjust how we show up for each person on the bench.

How do you flex your leadership style for different team members, would love to hear your thoughts in the comments 👇

06/19/2026

Take a listen as Andrea Herbert and I sit down with Devi Cavitt Razo of Aurum Leadership to dig into one of the biggest conversations in workplaces today: AI.

Devi shares how she built Orba, an AI coaching tool grounded in decades of human development work, and why, even with all its value, technology can't replace the heart-to-heart connection that real transformation requires.

The conversation moves through the loneliness epidemic, the return-to-office debate, and what it actually takes to raise well-adjusted, emotionally connected humans in an AI-driven world.

Rachael Gass (https://www.linkedin.com/in/rachaelgass/) and Andie H...

06/18/2026

A lot of new research coming out shows that employees are quiet cracking, which means they're taking up a seat but not really engaged.

Before, it was quiet quitting.

The first signal is when people aren't talking, no feedback, no conversation, not even asking questions.

That silence is a sign engagement is dropping.

What we can do as leaders is connect with our people, because the once-a-month status update is not going to do it.

We need weekly or bi-weekly check-ins asking how you're doing, what you're enjoying, what obstacles are getting in the way, and if you're not sure where you stand, the Leader Bottleneck assessment is a great resource to help figure out where you're sitting.

06/17/2026

Strategic drift is costing organizations $1.4 trillion this year, and it usually comes down to fire drills, distractions, and a plan that was never properly operationalized.

The fix is spending real time upfront on a plan that reflects what'll actually move the organization forward, then putting processes around it.

We no longer recommend five-year plans, for small businesses it's one to three years broken into 90-day sprints with quarterly check-ins, and if you want to work through this with other leaders, our group coaching community at https://www.bekindlyfe.com/leadership-development is built for exactly this.

06/16/2026

🤖 AI is coming for the tech skills. But it can't replace YOU.

Sharing the incredible conversation Andrea Herbert and I had with Steven Geller on the Be Kind Lyfe Podcast where they dove into what AI really means for leadership and coaching.

Here's the truth: AI will handle the technical. It will automate, optimize, and out-pace us on hard skills faster than we think.

But the one thing it cannot replicate? Human connection.

The real skills, (formerly known as soft skills) empathy, trust, vulnerability, the ability to truly SEE someone and help them grow. That's where great leaders and coaches will separate themselves.

In a world increasingly run by algorithms, your humanity is your greatest competitive advantage.

🎙️ Watch the full conversation here 👇
https://www.youtube.com/watch?v=pgTJNnZGJBk

What do YOU think — is human connection the ultimate differentiator in the age of AI? Drop your thoughts below. 👇

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Steve Geller joins Andie and Rachael to chat about the impacts of A...

06/16/2026

Kevin shares that leaders often hold on to the wrong person for far too long.

What he sees universally is that when an executive finally finds the courage to make that move, everyone else says, thank heavens you did that, what have you been waiting for.

Kevin calls it a real courage moment in leadership.

Almost every leader he has promoted has come back later and said, I should have done that a long time ago.

Watch the full episode here: https://www.youtube.com/watch?v=tPTQsRijnAU

06/15/2026

Only 14% of employees say their annual performance review actually inspires them to move forward.

Let that sink in for a second.

The amount of work and energy that goes into performance management reviews is huge, and managers, employers, and employees all complain about it.

It's not the way.

The modern approach is about three shifts that change what a review actually does for the person on the receiving end:

1️⃣ Connect the dots, so the feedback you're giving lines up with where they're trying to go, not just where they've been.

2️⃣ Focus on growth, by asking good questions that help them see their future instead of grading the past.

3️⃣ Zero surprises, because nothing new should ever come out of a performance review, ever.

When reviews only happen once a year, they become a check the box.

Quarterly check-ins are what make the difference, because they keep the conversation alive and let feedback land while it's still useful.

If you're rethinking how your team approaches reviews, our group coaching community at https://www.bekindlyfe.com/leadership-development is built for leaders working through exactly these shifts.

06/15/2026

"Efficient to what end?" We keep burning people out in the name of efficiency. But no one ever asks what we're actually trying to accomplish or who we're losing along the way.

That's exactly what Andrea Herbert and I will be exploring live with Dr. Mike Shea tomorrow June 16th at 10 am pacific. Are you in? Link to register in the comments.

06/14/2026

42% of employees would rather switch departments than report to a manager whose values don't align with theirs.

We're all human, we all have different things that matter to us.

Having the conversation is the number one thing to do, because we have more in common than we do differently.

Folks come to us trying to be authentic, believing in how they approach the work, but their leader or team isn't showing up the same way.

Bridging those gaps through conversation, working agreements, and a greater level of understanding is how we make it happen, and as leaders we do need to flex and show up differently for different people.

What's your experience with values misalignment on a team, would love to hear your thoughts in the comments 👇

06/13/2026

Eight in ten employees are bypassing the AI tools their company paid for.

The fix isn't more training, it's more clarity.

When people understand the why and what's in it for them, fear drops and curiosity takes over.