Lani Halll

Leadership is not just about vision, strategy, and execution. It is also about consistency, emotional wellness, trust, and self-awareness. In the newest episode of What's Next? With The Chief Librarian, I had the opportunity to speak with Adrienne Wise of Wise Choice Counseling and Consulting Services®️ about the impact emotional wellness and burnout have on leadership effectiveness and workplace culture. This conversation explores: ✔️Trauma-informed leadership ✔️Emotional exhaustion in leadership roles ✔️Accountability and consistency ✔️Workplace trust ✔️Supporting teams while managing personal stress One statement from the episode that stayed with me: "You’re not a bad leader. You’re just inconsistent." That distinction matters. This episode is a meaningful reminder that leadership development must include emotional intelligence and wellness, not just operational performance. 🎧 Episode streaming now. https://lnkd.in/eCCCqNZs #Leadership #ExecutiveLeadership #WorkplaceCulture #EmotionalIntelligence #LeadershipDevelopment #Podcast #TheChiefLibrarian #consistencyisthekey

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Unethically Ethical Leadership: Lessons from He Jiankui’s Gene-Editing Controversy The Paradox Explained An "unethically ethical" decision pursues a worthy goal but uses methods that breach ethical norms or cause harm. This paradox surfaces under pressure to innovate or deliver results, tempting leaders to cut corners. Case Study: He Jiankui’s Experiment He Jiankui used CRISPR-Cas9 to edit embryos, creating babies resistant to HIV. His aim was to protect children from a devastating disease, but his secretive, risky approach led to global condemnation. Why It Seemed Ethical - Social Impact: Preventing HIV transmission addressed a global health crisis. - Innovation: He’s vision positioned him as a pioneer. - Stakeholder Benefit: Helping HIV-affected families promised real human impact. Why It Was Unethical - No Transparency: He bypassed oversight and announced results via YouTube. - Poor Consent: Participants weren’t fully informed of risks. - Regulatory Violations: He ignored international and Chinese ethical guidelines. - Risky Execution: CRISPR’s imprecision risked serious health issues. - Self-Interest: Ambition for fame likely influenced his decisions. Leadership Lessons 1. Align Intent with Execution: Ethical goals require ethical methods. 2. Prioritize Trust: Informed consent and open communication build stakeholder confidence. 3. Manage Risks: Weigh short-term gains against long-term consequences. 4. Seek Oversight: Independent checks prevent reckless decisions. 5. Reflect on Motives: Ensure personal ambitions don’t override ethical duty. Takeaway for Leaders Good intentions aren’t enough. Ethical leadership demands aligning vision with integrity. By fostering transparency, engaging stakeholders, and adhering to ethical standards, leaders can drive meaningful impact. What’s your take? How do you balance bold goals with ethical execution in your leadership journey? Share below! #EthicalLeadership #LeadershipLessons #Management #BusinessEthics #Innovation #DecisionMaking #GeneEditing #HeJiankui #CRISPR

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What happens when 400+ high-performing leaders gather with a mission to grow, elevate, and lead with intention? You get breakthrough moments. You get clarity. You get resilience in action. At the recent Delta Sigma Theta Leadership Summit, I had the privilege of delivering a keynote grounded in the strength of Wakanda Forever, but rooted in the real-world resilience required to lead in high-pressure environments. These women left with more than inspiration. They left with a framework for: ✅ Leading through change and adversity ✅ Aligning personal growth with professional excellence ✅ Building cultures of accountability, purpose, and mental wellness ✅ Reclaiming control and clarity in the midst of chaos When teams experience my message, they walk away with tools, not just feelings. Whether you're guiding a team of 10 or 10,000, resilient leadership isn't a soft skill, it's a critical advantage. If your organization is ready to boost retention, strengthen leadership culture, and drive performance from the inside out… 📩 Let’s talk. DM me or visit RebornResilient.com to explore how my keynotes, workshops, or leadership sessions can elevate your next event or internal initiative. 📘 Learn more about my story and framework in Choosing Resilience at ChoosingResilience.net #CorporateLeadership #ExecutiveDevelopment #KeynoteSpeaker #TiranJacksonOfficial #RebornResilient #LeadershipMatters #MentalWellnessAtWork

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A New Year Reset: Workplace Civility and Respect - 30 SECOND READ An HR Perspective from Smart Work Cultures As organizations enter a new year, HR professionals are uniquely positioned to influence one of the most powerful drivers of organizational health: workplace civility and respect. We view civility as a core organizational competency—not a soft skill. Research consistently shows that respectful workplaces experience higher engagement, stronger collaboration, and greater employee retention. When employees feel valued and treated with dignity, they are more likely to contribute fully and navigate change effectively.  For example, studies highlighted by Harvard Business Review show that employees who feel respected report greater trust in leadership and higher overall job satisfaction. Workplace incivility, however, is often subtle. Dismissive communication, ignored contributions, and unmanaged conflict can quietly erode trust and psychological safety over time. These behaviors frequently surface later as disengagement, performance concerns, or employee relations issues that are far more difficult to address. Importantly, civility does not mean avoiding accountability or difficult conversations. High-performing organizations depend on honest feedback and constructive disagreement. The distinction lies in how those conversations are conducted—whether they are grounded in professionalism, clarity, and respect. The start of a new year offers a natural opportunity for HR leaders to reset expectations and reinforce norms. When civility is clearly defined, modeled by leaders, and treated as a skill set that can be developed, it becomes embedded in the culture rather than enforced reactively. Smart cultures start with how people treat one another. Best wishes for 2026.

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DC SHRM recognized that senior HR leaders need more than compliance training—they need strategic leadership tools to drive business impact. Piercing Strategies is thrilled to partner with them to bring our 14-week Senior HR Leadership Development Program to these accomplished DC leaders. We kicked off in-person this week, focusing on Executive Presence and Strategic Influence—the foundation for positioning HR as a strategic business driver. Next up: Strategic HR Leadership & Organizational Impact, where participants will build compelling business cases and master the three languages of leadership. If you're a SHRM or HR association leader looking to offer transformational learning experiences to your members, we'd love to explore bringing this program to your chapter. #HRLeadership #SHRMPartner #StrategicHR #LeadershipDevelopment #HRTransformation

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Are you a human or leader navigating constant transition and an uncertainty about what comes next? If you're thinking about how to lead through change while staying grounded yourself, this upcoming Lakeside HR Group Chat will explore practical ways to move through transition with greater intention, confidence, and direction. 📅 March 17 | 10 AM ET Join me and Erin Hargrove for the conversation: https://lnkd.in/g6Qq3TfN #Leadership #OrganizationalDevelopment #HRLeadership #LakesideChat

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I LOVE this and I Approve This Message!!! It’s not about “terminology” BUT about IMPACT!!! Soft Skill Development is a solution for some of these issues like incivility that organizations are facing today and losing MILLIONS of dollars due to #incivility!!! So, how is your organization finding solutions for these challenges? #softskillsmatter #shrm #leadershipdevelopment #skillingyousoftly FSP Enterprises

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By putting trust at the center of servant leadership, organizations can navigate complexities with agility while fostering an inclusive and innovative work environment. Read more 👉 https://lttr.ai/AoZ6b #OrganizationalSuccess #Leadership #Teamwork #Communication #Productivity #HighPerformance

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WOMEN WHO BUILD SYSTEMS™: Anchor: Execution Is Not Emotional™ The Women Who Architect Infrastructure #jobseekers #careerchangers #furloughed #redundants #recruiters #humanresources #csuites.. Women who build systems don’t wait for permission. They create frameworks that outlive the noise. #hustlers #entrepreneurs #smallbusiness #business #startups #nonprofits #organizations.. Lesson: Your authority is measured by the systems you enforce, not the opinions you entertain. Imo U. Eduok-Lead with Authority Start your 7 question diagnostic to confirm and determine next steps. https://lnkd.in/gd79vwae

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Want to know the fastest way to boost your salary by an extra 10-15% (according to Coursera)? And secure your dream job? Get a certificate. It really is that simple. I spoke to Reginald Nichols, M.Ed., SHRM-CP, an HR director and consultant, who shared his experience and the impact of undertaking micro-certifications from Coursera and other providers. Read on in the comments... Forbes

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Employee engagement has never mattered more. As CEOs face mixed signals on tariffs, hiring, and economic uncertainty, they’re doubling down on how to keep teams motivated and aligned. Read the full Q3 2025 Vistage CEO Confidence Index report to see what’s driving sentiment—and how leaders are preparing for what’s next. #Vistage #CEO #Leadership #EconomicTrends #BusinessStrategy

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As a longtime on-site facilitator, I never thought I’d say this, but our certification experience for talent practitioners is being transformed by learning tech. And, the performance gains and practical application are real. Starting March 2025, TalentTelligent® public open-enrollment certifications got a thoughtful upgrade. Each course is now delivered as a course-specific certification on a self-paced learning platform, with live virtual instruction built in—short, targeted sessions that I’m honored to facilitate. It’s been powerful to shift the facilitated conversation from “learn from me” to “how will you use this?” The Foundations course, for example—now our prerequisite—blends core instructional modules with three live, one-hour sessions focused on interactive learning and practical application. These sessions foster a shared language for organizations to describe what success looks like - that’s grounded in science and built for the realities of today’s workplace development needs. And the best part? Talent practitioners are putting this common language into action—using discrete, leveled KSAs, leveraging our 360 tools, building from our development tips, and working alongside an AI-powered support trained solely on science-based content, all compiled from the research and wisdom of Roger Pearman and Bob Eichinger. It’s a privilege to witness this kind of growth—and to be part of a system that helps good talent practitioners do great things.

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"How do you make it a 10?" - Context is decisive. Our inner conversation about what we are at work on shapes how we act and how others interact with us. On this episode of the Trusted Leadership Podcast, Forrest Solutions SVP of Learning & Development Jose Cruz and I discuss developing talent across a wide range of situations. Sometimes context setting questions can galvanize values and thinking in ways training can not.

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What does real inclusion at work look like, and what role should leaders have in building it? In this episode of Leading with Integrity, I'm joined by Inclusion Strategist and Author, Delphia L. Howze, SHRM-CP, PHR, an expert in diversity and inclusion, with 20 years leadership experience. We discuss the how and why of creating inclusive workplaces; such as the ripple effect of inclusion on trust, productivity, and innovation. With the central theme that everyone has a role in fostering an inclusive environment. Delphia shares insights from her book, 'Including You, Leading Inclusion from Where You Are,' and we talk about the need for clear definitions of diversity, equity, and inclusion, especially in the current context. The conversation also touches on the value of vulnerability in leadership, the lessons learned throughout Delphia's career, and the true legacies of impactful leaders. Important topics, gracefully handled by an excellent guest! Thank you Delphia for a wonderful conversation. Here's the trailer as usual, and you'll find the links for the full conversation in the comments below. Happy listening/viewing!! #InclusiveWork #Diversity #LeaderNotABoss #Leadership #Integrity #PodMatch

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You think you’re a great listener… but does your team agree?” In our latest podcast, we explored a critical leadership blind spot—the gap between intent and impact in listening. I’m Divesh Soni, joined by Neeraj Juneja, discussing a real case from the Hogan Assessment. A leader seen as confident and capable… Yet experienced very differently by the team. What showed up? Strong ambition and decisiveness ✔️ But jumping to solutions too quickly ❌ Interrupting and limiting input ❌ The hidden cost: 👉 Reduced psychological safety 👉 Lower collaboration Under pressure, derailers like overconfidence took over—making listening feel superficial. The shift: 1. Pause before responding 2. Paraphrase to understand 3. Invite perspectives before concluding Ask: “Did you feel heard?” Because leadership is not your intent. It’s your impact. #PurposefulLeadership #Hogan #LeadershipDevelopment #ListeningSkills #PsychologicalSafety

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I had the privilege of facilitating a powerful session this week with a nonprofit executive director and her leadership team as they navigate organizational transition. We dove deep into the 4 R's of leading through change: ✨️Reassure ✨️Reconnect ✨️Rebuild ✨️Recommunicate—both internally and externally. But here's what made this session particularly meaningful: Before tackling organizational strategy, we started with the individuals in the room. As a newly formed leadership team, we explored personal strengths—not necessarily tied to their roles, but the core strengths each person brings as a human being. These are the foundations upon which trust, psychological safety, and collective capacity are built. The reflective roundtable that emerged was nothing short of transformative. Watching leaders lean into vulnerability, recognize each other's gifts, and commit to showing up authentically reminded me why this work matters. I deeply respect leaders who choose to lead with intention—who invest in professional development not because they have to, but because they genuinely want to do right by their teams and the communities they serve. To organizations navigating transition: your people are your greatest asset. Start there!

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Honored to be speaking at the Mile High SHRM 2026 Annual HR Conference. Session: Joy As The Engine™: A Plug-and-Play Culture Shift with Zero Initiative Fatigue. Leadership burnout is a systems design flaw. In this session, I’ll share the operating model I use to stop leadership burnout and stabilize performance within 90 days without launching a new initiative. JOY AS THE ENGINE™ is SHRM & HRCI approved, and HR leaders are enrolling to earn the credits required to maintain certifications including SHRM-CP, SHRM-SCP, PHR, and SPHR. If you’re responsible for people, culture, performance, or retention, this conversation is built for you. Grateful for the opportunity to serve the HR community. 📍 Mile High SHRM Annual Conference | Denver Convention Center 📅 Feb 27 | 12:45–1:45PM 🎟 Conference details: https://lnkd.in/gFbUeBq8 See you in Denver. Mile High SHRM SHRM HRCI Organizational Certification HRCI SHRM Southern Colorado SHRM Colorado State Council SHRM APAC Rocky Mountain People + Strategy DisruptHR DisruptHR Denver DisruptHR Northern Colorado University of Denver - Daniels College of Business Professional and Workforce Development at the University of Denver College of Professional Studies at University of Denver

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Most leadership outcomes are decided long before the formal moment arrives. From years working as a global talent head and partnering directly with MDs and senior leadership teams, I’ve seen this quietly play out. Promotions, stretch roles, and critical mandates don’t hinge on effort alone. They hinge on whether authority and judgement were visible early, before decisions became crowded or political. From a brain and decision standpoint, organisations reward predictability under pressure. Leaders who progress don’t wait to be assessed at milestones. They reduce ambiguity in real time, make their judgement legible, and establish decision ownership before stakes rise. This isn’t about self-promotion. It’s about understanding how leadership signal is read when speed, risk, and accountability increase. Comment Rewired if this shift matters in your role.

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Sunday March 8 Corporate leadership is evolving—and minority women are helping redefine what executive leadership looks like. Across industries, these women are building businesses, leading global organizations, and expanding opportunities for others. This Women’s History Month, we celebrate leaders shaping the future of business: @Trisha Bailey – Jamaican-descended medical entrepreneur building a thriving healthcare business. @Rosalind Brewer – Former CEO of Walgreens Boots Alliance and one of the most influential corporate executives in America. @Thasunda Brown Duckett – CEO of TIAA and champion for financial inclusion. @Bozoma Saint John – Global marketing executive who helped shape brands like Netflix, Uber, and Apple Music. Rising business leaders include Emma Grede, Melissa Butler, and Morgan DeBaun. Diverse leadership doesn’t just change companies—it strengthens the entire economy. #WomenMakingHistory #WomenInBusiness #RepresentationMatters #WomensHistoryMonth

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