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When your day is packed with team issues, shifting priorities, and sales targets, it’s no…
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Kathy LaMee shared thisA colleague of mine once clicked a link promising a preview of the new HR benefits portal. It had a logo. It had a loading bar. It had Rick Astley. I wrote a survival guide so this doesn't happen to you. Or so that when it does, you at least have context.I Have Been Asked to Publish This Against My Better Judgment: A Survival Guide for April 1stI Have Been Asked to Publish This Against My Better Judgment: A Survival Guide for April 1st
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Kathy LaMee shared thisUm. I resemble that remark. #GenXKathy LaMee shared thisMondays after a long weekend should come with a re-onboarding session… #Mondays #CorporateHumor #WeekendBlues #Generations
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Kathy LaMee shared thisIf you are a consultant - check out Leah Neaderthal ‘s podcast- in fact, check it out even if you’re not a consultant! She has so many great knowledge nuggets!Kathy LaMee shared thisAlmost 150 episodes of the Smart Gets Paid Podcast - I can hardly believe it! Aaaaand that’s a lot to listen to. So when people keep asking me "Where do I even start?" I decided to do make it a little easier to dive in. I'm launching curated podcast playlists organized by topic! And we're kicking off with the one I think will make the biggest difference for most consultants… PRICING. Five hand-picked episodes. One playlist. All focused on how to stop trading time for money and start getting paid for the value you deliver. More playlists are coming over the next few weeks covering mindset, LinkedIn, and more! In this week's newsletter, I share the story behind why I created this playlist – and a lesson I learned the hard way when I was burning out while other consultants charged 3x my rate for essentially the same work. 👉 Get the full story and the playlist link in this week's newsletter. #WomenConsultants #ConsultingBusiness #PricingStrategy #PodcastPlaylist #KnowYourWorth
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Kathy LaMee shared thisFantastic explanation from Clare Kitching on what AI is, and how we can leverage the right tools at the right time. Are you working with AI? What are your biggest takeaways?Kathy LaMee shared thisThe biggest lie about AI? That it’s one technology. People talk about “AI” like it’s just one technology. One system. One capability. One silver bullet. In reality, AI is a toolbox. And just like any toolbox, using the wrong tool gives you a very expensive mess. Here’s the simple version executives need: Machine Learning ↳ Finds patterns in data so you can make smarter decisions. ↳ Think: spotting customer trends or predicting equipment failure. Natural Language Processing ↳ Lets software read and write like a human. ↳ Think: chatbots that actually help customers. Generative AI ↳ Creates new content. ↳ Think: drafting documents, creative ideas, first pass analysis. Computer Vision ↳ Understands images. ↳ Think: monitoring shelves, defects, safety incidents. Predictive Analytics ↳ Forecasts outcomes so you can plan with less guesswork. ↳ Think: finance forecast and demand planning. AI Agents ↳ Do tasks for you end to end. ↳ Think: running routine processes automatically. Agentic AI ↳ Makes decisions, takes actions and coordinates tools toward a goal. ↳ Think: autonomous operations, complex workflow orchestration. This is why AI feels confusing. People expect a magic wand, but what they actually get is a multipurpose toolkit that still requires judgement, structure and good leadership. Its value comes from leaders who know which tool to use, when to use it, and why it matters. The companies driving success with AI know it’s not magic. They’re using AI to build better decision making systems. Which part of AI are people still confusing most in your circles? ♻️ Repost to help someone unpack their AI toolkit. 🔔 Follow Clare Kitching for insights on unlocking value with data & AI. 💎 Get more from me with my free newsletter here: https://lnkd.in/ghBtk6jR
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Kathy LaMee reposted thisKathy LaMee reposted thisIt starts with you. I meet a lot of people who say that equity, dignity, inclusion, and liberation is important to them, for themselves and others. But then I see them participating in the same behaviors that perpetuate oppression and it leaves me scratching my head. There aren’t necessarily giant signs of prioritizing comfort over care. They look like: - Being conflict avoidant - Showing up when it’s convenient - Staying silent when harm happens in front of them - And more If you really want to be an authentic participant in collective liberation, it starts with unpacking your own behaviors and beliefs AND being willing to change them so they align with your stated values. When I work with someone in Active Allies, this is exactly where we start. Because change has to start with you first - there’s no way around it. But I promise, when you evolve, the world becomes a brighter place. You just have to be willing to walk through the dark first. You ready? 🧡 ___________________________ ♻️ Repost to help others Learn about Active Allies here: https://lnkd.in/dJgy89pA
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Kathy LaMee shared thisLove Youth Guidance and their take on March Madness 💕Kathy LaMee shared thisMarch Madness is full of breakout moments when everything changes. At Youth Guidance, we see those moments, too. But they don’t happen because of one play. They happen because someone had support. Someone had a safe space. Someone had a trusted adult who showed up. Daniel Methene describes it this way: “BAM gave us permission to pour our hearts out and hold each other up. I started showing empathy toward others—and toward myself. That was new.” Growing up on Chicago’s South Side, Daniel carried the weight of violence, loss, and uncertainty, often in silence. Through Becoming A Man (BAM), he found something different: a space to open up, a brotherhood, and the belief that he could be more than what he had experienced. Today, Daniel is a proud father and a BAM mentor who helps young men walk a path he once had to find on his own. Because in real life, success isn’t about a last-second shot. It’s about having the right people in your corner every step of the way. 👉Read Daniel’s full story: https://lnkd.in/gV-TR7fp #BecomingAMan #BecomingUs #UpstreamImpact #MentorshipMatters #MarchMadness
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Kathy LaMee shared thisThere is a moment in leadership development work that you do not always see coming. It is not the end of a program, a debrief or a celebration. This moment is quiet; usually, in a coaching session or a follow-up conversation. When a leader stops asking what they are supposed to do and starts asking what their team actually needs, that is the moment the shift happens. That shift, from compliance to curiosity, is where real leadership begins to develop. Remember, leadership is not a personality type; it is also not something you have or don't have. Leadership IS the result of deliberate practice, honest feedback, and the kind of structured reflection that most organizations never create space for. The leaders who get there are not always the most naturally talented ones. In fact, they are the ones who were given the opportunity to learn, try, and get it wrong in a low-stakes environment, and to understand what their leadership actually does to the people around them. That understanding changes everything; how they give feedback, how they hold accountability, and how they build trust with people who are nothing like them. I have watched it happen across industries, across levels, across every kind of organization you can imagine. The investment is real. The return is too. Who was the leader in your life who made that shift, from managing tasks to genuinely developing people, and what did it change for you? Check out some ways we support leadership development at CK Digital Learning Solutions here: https://lnkd.in/eyXe4t7i #Leadership #CKLeadership #CKDigitalLearning #LeadershipDevelopment
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Kathy LaMee shared thisThere are so many great nuggets in this post by Christine Thomas, I had to share.Kathy LaMee shared thisThe day a sales rep puts in their notice, the math starts. Recruiting fees. Lost productivity. The 6–12 months before someone new hits full stride. Most sales leaders stop there. Here's what doesn't make the spreadsheet: The customer who had a real relationship with that rep — and quietly starts taking calls from your competitor. The institutional knowledge that left with them. The account context. The unwritten history. The "I just know how this one works." The team watching how you respond. Deciding whether they're next. Replacing a sales rep costs 1.5–2x their salary. That number gets cited. The number that doesn't: the revenue that shifts slowly and silently after someone trusted walks out, and no one notices until Q3. Retention isn't an HR problem. It's a revenue problem. And it almost always starts long before anyone hands in notice.
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Kathy LaMee posted thisDeveloping new and emerging leaders takes more than great curriculum. It takes real insight from the people who work closest to them every day. That's why we bring key stakeholders together, like our Operations Managers and team supervisors. They're not subject matter experts (SMEs) just to review content, but to tap into the organic knowledge they've built working across teams. We want to understand the patterns they've noticed, the struggles they've seen on repeat, and the moments where the right support made all the difference. Because the best leadership development programs aren't built in a boardroom. They're built from the ground up with input from the people who see leadership in action every single day. Some of the questions we explore: ✅ What do new leaders struggle with most in their first year? ✅ What development approaches have actually resonated, and what has fallen flat? ✅ What's one thing every new leader should know before leading their first team? We are always excited to see where the story takes us and how we can create an effective leadership funnel that also grows new leaders, ready to take on the challenge of moving from individual contributor to people leader and process manager. If you're in HR, L&D, or Operations, how do you gather field insights when building leadership programs? Drop your thoughts below 👇
Kathy LaMee commented on a post
15h
Thanks for sharing! Poor Greg!
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16h
Leslie K Leland I love how you framed this. As far as leaders understanding which interactions I think it varies. I know for the leaders that I work with, they likely have a starting data set and can identify critical impact points where human intervention is required. I always think back to our geriatric pre-cursor of the call center automations that we had in place 10 years ago. I lost count of how many times I have yelled, “speak to a person!’ Into my phone.
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Kathy LaMee liked thisKathy LaMee liked thisThere is no point in publishing your book if you're going to hide behind it. The book doesn't carry the authority. You do. A book is infrastructure. It organizes your thinking into stable reference form so both you and your audience have something concrete to point to. But there's a level of circuitry many new authors miss: Ideas generate interest in the book. The book generates interest in the person behind them. When you share your ideas consistently (before and after publication), you create appetite for the complete form of your thinking. The book is the totality. The ideas in circulation are the invitation. If you're not publicly connected to those ideas, you've cut one of the arteries. Many new authors resist this because, while they're willing to claim authority in the book, publicly claiming it leaves them feeling vulnerable in a way the book doesn't. They assume the work will speak for itself while they stay out of sight. It won't. Visibility isn't performance. It's being findable when someone goes looking for what you know. That might look like: - Quoting your book with commentary on LinkedIn - Referencing your frameworks in client work - Having substantive conversations about the ideas—a blog post, a newsletter, a podcast interview The form varies. The principle doesn't: stay publicly connected to the ideas inside. Not amplification. Evidence. The authors who treat visibility as part of the structure create opportunities with their books. Those who resist it end up with well-written books no one can find. Follow Molly Seabrook for more on building a book-based authority ecosystem.
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Kathy LaMee liked thisMomentum is built with strong leadership—and great people. I want to personally thank Dave Seybold for his leadership and the impact he’s made shaping TTEC Digital into a differentiated, AI-forward business. I’m grateful for his contributions and partnership. Chris Brown steps into this role at a moment of real opportunity. I’ve worked closely with Chris for years—he knows this business, our clients, and what it takes to win. He’s the right leader to accelerate what we’ve built. We have the platform. We have the team. We’re moving forward with purpose. #TTEC Digital #Leadership #GrowthKathy LaMee liked thisTTEC Holdings Announces Leadership Transition for TTEC Digital TTEC, a leading global consulting, technology, and managed services company delivering solutions at the intersection of data, AI, and customer experience (CX), today announced the appointment of Chris Brown as president of TTEC Digital, effective immediately. Brown succeeds Dave Seybold, who is stepping down as TTEC Digital CEO and will remain with the Company through April 30, 2026, to ensure a seamless leadership transition. “I am honored to lead this world-class team at a time of such immense opportunity. TTEC Digital has something genuinely special — the ability to bring together world-class talent, marquee technology partnerships, deep AI and data expertise, and global CX delivery at scale. As the world’s largest pureplay CX technology and services player, TTEC Digital is creating real, tangible value for enterprise clients across the globe,” said Brown. https://ttecd.co/4uMpy6g
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Kathy LaMee liked thisKathy LaMee liked thisGetting more work and getting the right work are not the same thing. A business owner told me recently: “We’ve got a lot going on. I’m not worried about volume, but we need more of the work that’s right for us.” Work is coming in and the revenue is there, but: -margins are inconsistent -projects are not ideal -the team feels stretched That is a sign that the business needs stronger alignment around what growth should look like. Many companies use EOS or other planning frameworks to help leadership get clear on strategy, priorities, and fit. Marketing should then support that work. Many leaders miss that important step. It should help translate that direction into sharper positioning, more relevant content, better sales enablement, and clearer communication that supports the kind of growth the company wants. What does the right work look like for your business right now? #BusinessGrowth #Marketing #BusinessFocus
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Kathy LaMee reacted on thisKathy LaMee reacted on thisI was recently coaching a senior executive interviewing for his boss's role. He had a real disadvantage going in. The panel had watched him defer to his boss for years. They hadn't seen him lead and he knew it. His instinct was to power past it and hope no one brought it up. I told him to do the opposite. "You need to address this head on. Tell them: 'In our previous interactions, I often played a supporting role. Today, my goal is to help you understand who I am as a leader, what I bring, and how I see this organization moving forward.'" Things that feel risky that you want to jump past are the very things you need to address. Skipping over them shifts your energy from communicating clearly to protecting yourself. Instead of thinking about what you want to say, you divert energy to avoid what you don't. In doing so, you hedge and soften, resulting in a flatter message. And worst of all? It leaves it up to the audience to make their own assumptions. When you address them directly, you control the narrative. You replace people's guesswork with the idea you want them to understand, giving a story they don't have to invent. Next time, don't avoid the tricky parts, say the quiet part out loud.
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Kathy LaMee liked thisKathy LaMee liked thisI’m seeing a lot of buzz about "prompt engineering," but I think we’re already outgrowing it. The real shift I’m watching (and designing for) is Agentic Literacy. It’s the difference between asking an AI to "write a summary" and teaching a team how to collaborate with AI agents that can actually execute multi-step workflows, reason through problems, and act as a strategic partner. In L&D, this isn't just another tech trend to "train" people on. It’s a fundamental change in how we think about human-machine collaboration. If we’re still stuck in the "check the box" compliance mindset, we’re going to miss the boat on how much this can actually move the needle on productivity. I'm curious: are you starting to look beyond simple prompts in your organization? Or are we still just trying to get everyone to stop being afraid of the chat box? #InstructionalDesign #LearningAndDevelopment #FutureOfWork #AILiteracy #LDStrategy
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CK Digital Learning Solutions
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Purdue Learning and Design Technology Passport Profile
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See projectCumulative work regarding my understanding and application of adult learning theory and application through Instructional Design.
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