David Kirpan

Interesting perspective on the seven-year cycles! I've always found it fascinating how certain industries, like tech or finance, seem to have their own rhythm or cycles that might not align with this seven-year concept. For instance, the tech industry often experiences rapid shifts and innovations that can occur in much shorter time frames. In contrast, the financial sector might adhere more closely to longer cycles due to regulatory changes or economic shifts. It's also worth considering how personal growth and professional development might not always fit neatly into these cycles. Sometimes, a pivotal moment or opportunity can accelerate change in a matter of months, not years. It makes me wonder if we should be more flexible in how we perceive and plan for these cycles in our careers and industries. What do you think about the adaptability of these cycles in your field? #CareerDevelopment #IndustryTrends #Adaptability

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Whenever I talk about people systems, someone eventually says: “But what about individual accountability?” Yes. And also — that's the wrong question. The system vs. individual debate is a false binary. I've watched it derail too many real conversations about what's actually going wrong inside organizations. Here's what I actually believe, after a decade of building and diagnosing people systems inside complex organizations: Individual skill gaps are real. Personal accountability is real. Nobody's growth gets outsourced to a process. But here's the thing about gaps — they exist on a spectrum. Most performance gaps are fixable early. Left unseen long enough, they turn into termination conversations, quiet resignations, or teams that stop trusting leadership. A people system doesn't replace accountability. It determines whether accountability is even possible. When that system is missing, something predictable happens: the gap grows invisible until it's expensive. Then it gets labeled a people problem. And the person — who maybe never got clear expectations, honest feedback, or real support — becomes the story. That's not accountability. That's a system failure dressed up as a performance issue. Individual responsibility matters deeply to me. Which is exactly why I care so much about building the conditions that make it possible. You can't hold people accountable for outcomes the environment made impossible. The real question isn't system or individual. It's whether the conditions exist for accountability to mean anything at all. Most organizations think they have a talent problem. I think they have a visibility problem.

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For those of you in hiring positions and/or sourcing a #talent pipeline in the current market, Rachel Shermer has some sage advice… #leadership #enterprisegrowth #businesstransformation

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Check out Voya Investment Management's latest research - offering key perspectives on the evolving role of plan sponsors, defined contribution specialists and participants in employer-sponsored savings programs. Learn more about the key findings from this report. #RetirementPlanning #FinancialWellness

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From visionary and ambitious ideas to historic and decisive action for bold solutions, find out how talented experts scale AI, leverage cutting-edge technologies, and harness the superpower of state-of-the-art ecosystems to transform challenges into great opportunities. Leadership Spotlight: is your organization at risk? How to mitigate systemic risks? Strategic AI Leadership: Discover the pathway to take a SEAT at the executive table, and to climb the global leadership ladder of success and prowess. There is a competitive race for TOP AI Talent. Sovereign Debt: The multi-trillion- dollar global debt burden and high risks. What is Debt Management? How to mitigate systemic risks? The global list of the world's brightest and sharpest scientific minds, including talented experts, thoughtful executives, innovators, scientists, and stellar leaders in 2026. What does it take to scale AI? *

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"Your advice almost always sucks...Not because it was wrong but because it was too early." That line got my attention while listening to an intriguing conversation about change fatigue on the latest podcast from Michael Kitces & Carl Richards. It got me thinking about something my colleague Christina Lynn has been weaving into her EQ skills workshops: the "fix-it reflex." It's the understandable but ultimately unproductive instinct of experts to rush toward solutions before they've truly understood the problem. We hear something, and our expertise kicks in. But we may have just talked past the person sitting across from us. This isn't just a financial planning problem. It's a human problem — especially prominent for people with deep competence. The more we know, the more tempting it becomes to outrun the conversation. Later in the episode, Carl makes a point I think is underrated in our industry: the best leaders and advisors aren't the ones with all the answers. They're the ones who create the conditions for the best conversations. They allow for what he called the collective interpretation of what's going on. That's especially true right now, when clients are navigating a world of near-constant change and real ambiguity. Slow down. Stay curious. Let the question breathe a little longer than feels comfortable.

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Looking back at 2025, HR technology trends have reshaped the way organizations engage, retain, and empower talent. From AI-driven recruitment to advanced analytics for workforce planning, this year proved that innovation isn’t just a buzzword—it’s a necessity. As we move forward, the focus remains on creating human-centric experiences powered by smart tech. #CapitalGroup #HRInnovation #DigitalTransformation #PeopleFirst #HRTrends2025

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“Women are reporting higher engagement at work than men and higher burnout at the same time. Those two signals appearing together should make organizations pause.” 📢📢📢

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Student debt shouldn't derail retirement. Voya's collaboration with Savi is helping employees get tools, guidance, and employer support to stay on track financially. https://lnkd.in/ejuCxkpK ​

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After two decades of driving corporate transformation, I realized something surprising. The same principles that transform organizations transform people. I spent years implementing change in Fortune 500 companies. New systems. New structures. New ways of working. The hardest part was never the process. It was helping people move past what felt familiar and safe. For almost two decades, I've also helped executives transform their image and presence. I see the exact same resistance, the same fear, the same breakthrough moments. Whether you're transforming a company culture or your personal brand, you're asking someone to change their identity. Every successful transformation follows three principles: → Clarity: Know exactly what's changing and why it matters → Communication: Tell a story that makes people believe in the new version → Consistency: Show up as that new version until it becomes who you are These principles built billion-dollar corporate transformations. They also build powerful personal brands. Transformation doesn't happen to you. It happens through you. When you shift how you see yourself, everything else shifts with you.

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🎙️ It was a pleasure speaking with Sheryl Kline, M.A. CHPC on the Fearless Female Leadership podcast, where we delved into the powerful intersection of empathy, flexibility, and authentic leadership in driving business success. In our discussion, we explored how a people-first culture isn't just a "nice to have"—it's a strategic imperative. Some key takeaways: 💡 Empathy and flexibility are essential for cultivating a thriving workplace. 🧘‍♀️ Wellness programs and mentorship initiatives contribute to employee engagement and retention. 📈 Companies that prioritize their people see tangible improvements in performance. If you're interested in learning more about building a people-first culture that drives real profitability, I invite you to listen to our full conversation here: https://lnkd.in/emNvr5SD #Leadership #PeopleFirst #Profitability #EmployeeEngagement #AuthenticLeadership #Podcast

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"In a discovery meeting, prospects are asking themselves questions they’ll never say out loud. Do I feel safe with this person? Can I be honest with them? Will they judge me? Are they really here with me, or just performing something they’ve rehearsed? These are emotional assessments, not intellectual ones. And they happen fast. Trust, especially in a discovery meeting, isn’t a logical conclusion. It’s an emotional verdict. You either create safety and openness, or you don’t. And if you don’t, the prospect may nod along, say thank you, and never come back." This article from my colleague Christopher (Chris) Holman, PCC is a must-read for every financial advisor and sales manager (and honestly every salesperson, period). https://lnkd.in/gkErJzws

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Hybrid or F-T office? Starting this September, Fidelity employees will be expected back in their office full time, per The Boston Globe. From The Globe "On Wednesday, Fidelity Investments boss CEO Abigail Johnson told many of her employees to be back in the office five days a week starting in September. "Will more companies follow suit now that finding a job is a lot tougher than a few years ago and employees have less leverage to push back? " the pro f-t say that downtown businesses need more bodies to consume goods, that reduced commercial taxes will mean higher residential property taxes. the pro hybrid speak to worker flexibility, technologies that invite collaboration virtually. Where do you hold?

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Designed to inspire Buffalo’s next generation of innovators, M&T’s Tech Academy was excited to host the first-ever Summer Tech Day with community partners Buffalo Center for Arts and Technology and Beau Fleuve Music & Art. Summer Tech Day featured a variety of activities for students ages 12 to 18, focused on topics including banking basics, 3D printing, virtual reality, creative coding, music production, visual art and graphic design. Local entrepreneurs, engineers and artists also joined dynamic tech panel discussions to provide further encouragement and introduce students to different career paths. At M&T Bank, we know that real change starts when people come together with purpose. We're proud to help open doors, spark ideas and build momentum for the future.

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Helping families talk about wealth before transitions occur can be just as impactful as managing their investments. For advisors, this is a clear opportunity to: ✅ Move beyond transactions ✅ Facilitate healthier, multi-generational dialogue ✅ Strengthen trust and deepen relationships over time Families don’t need all the answers; they just need help starting the right conversations. This article from the Fidelity Center for Center Engagement is worth a read for any advisor focused on long-term client outcomes: https://bit.ly/4c6fyMN

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The next wave of high-net-worth investors expects more than investment advice. They want guidance on family support, lifestyle planning, and emerging asset classes. Fidelity’s Head of Client Intelligence Gina Gubitosa joins Insight & Outlook Special Edition host William Dietze to share insights from our survey on how advisors can adapt to help meet these evolving expectations. Check out this short-form audio article: https://bit.ly/4rIYSAN

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