About
Services
Articles by Maggie
Activity
6K followers
-
Maggie Redling, Ed.D shared thisA patio, a glass of wine, and group of HR nerds talking people & culture? Count me in any day!Maggie Redling, Ed.D shared thisMoving to a new city is both exhilarating and humbling. On one hand, the possibilities feel endless; new people, new environments, new opportunities. On the other, building a professional community from scratch? That takes real showing up. Working remotely only raises the hurdle, making it easy to stay comfortable when what you actually need is to get out and connect. So instead of waiting for the community to come to me, I helped create that space in collaboration with TroopHR. Last night I had the pleasure of hosting a happy hour to bring HR folks together here in Charlotte. We swapped career stories, talked through the challenges of HR work, and laughed over the fact that almost all of us were northern transplants who have made the move to Charlotte. It was refreshing connecting with other HR pros from different industries and functions. If you're in HR in the Charlotte area, or know someone who is, come join us. Looking forward to continuing to build connections like these. 🙂 #HRCharlotte #TroopHR #HRpros
-
Maggie Redling, Ed.D shared thisWell this is pretty cool. 🎉 Wrestling With Talent was nominated as a Culture Catalyst by CultureCon — which feels like the perfect title for the kind of work we love doing most. We believe great workplaces don’t just happen. They’re sparked by people who ask better questions, challenge old ways of working, and care deeply about the humans behind the work. Grateful to be part of a community that’s nerdy about culture, bold about change, and always ready to keep the conversation going. 🤓
-
Maggie Redling, Ed.D shared thisEveryone is “in transformation” right now. New strategy. New structure. New systems. But here’s the truth: transformation doesn’t fail because of the plan. It fails on the people side. If leaders aren’t aligned... If managers aren’t equipped... If the why isn’t clear... It stalls. This report from Catalant is a great pulse check on how companies are approaching transformation — and a reminder that change isn’t an event. It’s a leadership capability. Worth the read ➡️ https://lnkd.in/eN2BXZJD
-
Maggie Redling, Ed.D posted thisA snapshot of my brain in the past few weeks 🧠 • Tweaking leadership language so it sounds human, not scripted • Helping one client make change feel lighter • Supporting another with performance convos that build trust (not tension) • Writing, rewriting, and rewriting again until the tone of an email actually lands • Designing learning moments that are playful and practical Different clients. Different challenges. Same throughline: helping people show up better at work. This work lives in the details — the words, the questions, the pauses. And when those things click, everything else gets easier.
-
Maggie Redling, Ed.D reposted thisMaggie Redling, Ed.D reposted thisTHE ROLES THE CEO EXPECTS OF THE CHRO CEOs don’t hire a CHRO to run HR. They hire a CHRO to shape performance, talent, and leadership — simultaneously. In my work advising CEOs on CHRO selection, these roles consistently matter most: 1) Functional Leader This is table stakes — and still non-negotiable. • Recruiting • Learning • Rewards • Performance management • Establishing HR structures, systems, and a capable HR team ➡️ If the Function isn’t strong, credibility erodes fast. 2) Talent Strategist This is where the role becomes enterprise-critical. • Succession planning • Enterprise talent strategy • HiPo identification and development • Aligning people strategy with business strategy ➡️ Talent Strategy: CEOs expect the CHRO to anticipate talent risks before they show up in results. 3) Culture Ambassador Culture is not soft. It’s a performance system. • Culture transformation • Diversity & inclusion • Ensuring values, policies, and ways of working drive outcomes ➡️ Culture is about how work actually gets done when no one is watching. 4) Business Partner (where differentiation is earned) This is where the best CHROs separate themselves. • Trusted advisor to the CEO, Executive Team, and Board of Directors • Organizational design • Leadership coaching • Sound judgment on strategy, go-to-market approaches, etc. ➡️ Business Partnering at this level, the CHRO is no longer a support function — they are an enterprise leader. Which of these roles do you see most often underdeveloped in sitting CHROs? — I’m Brad Pugh and I help companies hire C-suite executives, develop their leaders, and plan for executive succession.
-
Maggie Redling, Ed.D posted thisThis week, I’ve been with a client doing leadership work as part of a bigger transformation. And honestly? This is the part I love most. ➡️ Watching leaders connect with each other ➡️ Seeing real problem-solving happen in the room ➡️ Noticing the shift from “tell me what to do” to “oh… I get it now” My favorite moment every time is the teach-back. Instead of explaining Skill, Will, and Capacity, we ask leaders to teach it back to each other. And the creativity that shows up is unreal. 🤚 Props and live demos 🤗 Pat-your-head / rub-your-belly experiments 🍪 Debates over whether you have the will to eat the cookie sitting right in front of you It’s playful. It’s memorable. And more importantly—it sticks. This is why I believe so deeply that leadership development shouldn’t just be talked at people. When leaders teach, experiment, and laugh a little… that’s where learning actually lands. Feeling grateful (and energized) heading into the end of the week. ✨
-
Maggie Redling, Ed.D posted thisReally excited to officially say this out loud: I’m joining the StartupExperts as a volunteer to play a part of their already amazing Leadership & Learning Team 💛 I’ve always had a soft spot for the “teams of one” (or very small teams) — the HR, Finance, Ops, and Talent leaders who are doing all the things and carrying a lot of responsibility, often quietly. Startup Experts gets that. It’s a community built on the idea that this work is better, smarter, and more sustainable when we do it together. What I love most is the focus on learning that actually fits real life: practical, thoughtful, and human. The kind that builds confidence, creates connection, and gives leaders a little more energy to keep going. Grateful to be a volunteer of a group of generous, curious, go-giver humans — and excited to be part of a team turn learning into real momentum and impact this year ✨
-
Maggie Redling, Ed.D posted thisWent in for my annual eye exam. 👁️🗨️ Left with a leadership lesson. My vision tech casually shared she’d taken on an assistant manager role and said, “I didn’t realize how hard it would be to be the middle manager.” Oof. Caught between big boss decisions and a team she genuinely cares about. Carrying tension from both sides. Owning outcomes without full control. That in-between space is no joke. We promote people into leadership all the time — but we don’t always prepare them for being the bridge. If middle management feels heavy right now, you’re not failing. You’re just doing something that’s actually hard. 🦾
-
Maggie Redling, Ed.D shared thisWrapping up the year with a really meaningful win ✨ Coleman Williams and my article, “From Workshop to Workflow: How to Make Creative Problem-Solving Part of Your Culture,” was named a Top 10 Article of 2025 by Training Industry. This one came from a belief we hold strongly: learning only works when it shows up in real work — not just in a session, but in how teams think, decide, and solve problems together. Grateful to the Training Industry, Inc. team for the recognition and excited to keep pushing learning beyond the workshop. https://lnkd.in/eFsfjajc
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked this🎉 Q1 was a big one for Catch Coaching and Consulting! In the past few months, we've worked with: • 200+ leaders and team members • 6+ organizations across tech, biotech, media, and government • 3 multi-day director training cohorts • 30+ coaching sessions with leaders navigating real-time challenges Different contexts, same patterns: Leaders are being asked to move faster, communicate more clearly, and deliver through increasing complexity, often without the space or support to actually build those skills. What’s working right now isn’t more theory. It’s practical, applied development: ✅ How to lead when things are unclear ✅ How to communicate across differences ✅ How to create ownership without burnout ✅ How to stay effective under pressure It all starts with self-awareness - the ability to notice what’s happening in you before it shows up in your leadership. This is the work I’m continuing to build into a more structured leadership training experience this year. Grateful to the wonderful clients & colleagues I’ve been able to partner with, including Ashley Carson 🏳️🌈 Kati Ryan A Positive Adventure Claria Partners Elissa Lanzetta Kendra Mrozek On to Q2! #ManagerTraining #EmotionalIntelligence #FutureOfWork
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked thisTwo years ago I left a $230K salary to start a HR consultancy from my spare bedroom. The bet was simple. I wanted to build something that gave me control over when I work, where I work, and how much I earn. And I wanted to prove that an HR person could do it without a co-founder, without funding, and without living in a capital city. That business now does over $500k in revenue per year (and now I live by the beach). I sat down with The Modern People Leader recently to break the whole thing down. Year one, year two, all of it. Year one was about getting from 0 to 1. I had one marketable skill (compensation consulting), no pipeline, and a spreadsheet I used to convince myself the numbers would work. Most of that year was spent learning how to actually run a business, because being good at your craft and being good at selling your craft are two completely different skills. I worried over my pricing. I said yes to work that didn't fit. I tried to do everything 'compensation' instead of doing one thing well. Year two was about building beyond consulting. Once I had a stable client base, I started layering in revenue that didn't require me to trade hours for dollars. - A newsletter (FNDN Series, now 5,500+ subscribers). - A virtual summit (Startup People Summit). Sponsorship revenue. Content partnerships. A guide for HR people who want to do exactly what I did. Each one started small. Each one compounded. And I'm open sourcing all of it. Every number. Every mistake. Every decision I made along the way. Because when I was sitting in a People leadership role wondering whether I could do this, I couldn't find anyone in HR sharing the real details. Revenue breakdowns, pricing models, what actually worked and what didn't. So I'm being the change I want to see. If you're in a People role right now and you've thought about going out on your own, this interview covers the full picture. - What year one actually looks like when you have no clients. - How to diversify once consulting is stable. - And what I'd do differently if I started again tomorrow. Full interview here: https://lnkd.in/dt5RY4aN289 - How to build an HR consulting business (And Scale to $500K Fast)289 - How to build an HR consulting business (And Scale to $500K Fast)
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked thisI had a realization recently: L&D is going through a massive rebrand, and it's long overdue. We're shifting from being the "teachers" to being the "enablers." It’s a subtle shift in words, but a huge shift in mindset. Enablement isn't about dumping info on people, it's about clearing the path so they can actually perform. The hardest part? Measuring the ripple effect. It’s easy to track a quiz score. It’s much harder (but way more valuable) to track how a single learning moment changes the culture or the bottom line six months down the road. But if we aren't measuring the ripples, are we even making a splash? Would love to hear how you guys are bridging the gap between "learning" and "doing" right now. 👇 #Enablement #LearningAndDevelopment #CareerGrowth
-
Maggie Redling, Ed.D liked thisIn case anyone is looking for guidance on gold & oil.... my dad is your guy! Tune into CNBC Arabia to hear his guidance next Monday at 10am EST🫡!Maggie Redling, Ed.D liked thisI will be appearing on CNBC Arabia on Monday March 30th @10:00 am NYC time to discuss the Oil & Gold markets. Looking forward to joining Riad Saadi and the rest of the CNBC Arabia team!
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked thisGrateful and honored to be recognized as a 2026 Culture Catalyst. Building workplaces where people thrive and leaders grow is work that truly matters. Thank you to everyone who continues to support this mission.🙏 https://lnkd.in/gZ24R_Nh #Grateful #CultureCatalyst #Leadership #WorkplaceCulture #LeadershipDevelopment #CultureCon
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked thisBeing in a room with 4,000 people talking about how human centered leadership is the only way forward. Transform is off to an energetic start to the day!
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked thisHey besties! Allow me to reintroduce myself, I’m Morgan Howder 👋 (she/her). I didn’t set out to blend boardrooms and body awareness…but somewhere between leading organizational change and sitting with people in their most vulnerable moments of transformation, I realized something: The real work isn’t just strategy. It’s safety. It’s self-trust. It’s learning how to lead when everything in you wants to shut down or speed up. I’m a trauma-informed leadership coach, facilitator, keynote speaker, and energy worker. I’m also the founder of Howder Holistics. I work with leaders and teams on both sides of the equation: the external stuff (growth, performance, change) and the internal stuff (alignment, nervous system, identity). Because you really don’t have to choose between being successful and feeling like yourself. ✨ That looks like: • leadership coaching • workshops & facilitation • keynote speaking • hypnotherapy + reiki • intentional leadership experiences All rooted in neuroscience, trauma-informed practice, and one core belief: that real change happens when people feel safe enough to be honest, curious enough to learn, and brave enough to show up differently. 💕 If you’re here, you probably already sense there’s a better way to lead. One where you don’t have to sacrifice your nervous system for your success. I’m currently opening up 3–5 spots for new coaching clients. If you’re ready to lead from a place of alignment rather than exhaustion, let’s talk. Send me a DM or visit my website (howderholistics.com) to connect with me about booking a discovery call. I’m so glad you found this corner of the internet. Let's grow together! 🌱
-
Maggie Redling, Ed.D liked thisMaggie Redling, Ed.D liked thisAI continues to be the buzz in every office right now… …but most companies are operating with one hand tied behind their back. A few questions for you— -How locked down are AI tools at your company? -What versions are you actually using…free, limited, enterprise? -How much is cost influencing what you can roll out? -Are you expecting employees to use AI, or just hoping they figure it out? -Are you actually teaching people how to prompt? Between strict IT policies, security concerns, and budget constraints, teams don’t have access to the “cool stuff.” In a lot of cases, people are working with the most basic versions of AI tools—if they have access at all. So the question becomes: what do you actually do with that? One thing we keep coming back to with our partners is this—prompting is the skill. I was talking to someone recently who said, “AI gave me garbage.” Cool…show me the prompt. It was basically: “I need to do this…” We tweaked it. Added context. Clarified the outcome. Gave it structure. Suddenly? A usable project plan. Same tool. Different result. Because right now, the gap isn’t access. It’s capability.
Experience & Education
-
Wrestling With Talent
View Maggie’s full experience
See their title, tenure and more.
or
Licenses & Certifications
Volunteer Experience
Publications
-
Step Inside the Ring: How to be a Storytelling Champ at Work
Wrestling With Talent
Storytelling is so much more than finding the right words to say. It’s a complex and dynamic process that encompasses all the senses and a level of confidence as the speaker. Pick up this book to explore the psychology behind storytelling and bring it to life using an unexpected connection – the world of professional wrestling. (stick with us!) While many storytelling books ground their discussion with examples from classic literature or expert business leaders, we propose that the sports…
Storytelling is so much more than finding the right words to say. It’s a complex and dynamic process that encompasses all the senses and a level of confidence as the speaker. Pick up this book to explore the psychology behind storytelling and bring it to life using an unexpected connection – the world of professional wrestling. (stick with us!) While many storytelling books ground their discussion with examples from classic literature or expert business leaders, we propose that the sports entertainment industry has a unique and extremely successful take that we can learn from. For decades, professional wrestlers have proven that storytelling is about creating a multidimensional experience and calculating a risk to get an audience's attention.
This is not your typical book - we want to teach, entertain, and help you quickly and easily apply what you’ve read. Finish this book and you’ll feel confident in finding your “Storytelling Champ” character and a story to bring to real-world programs to influence, inspire, or teach in your company.Other authors -
-
Exploring the Potential of Video Observation for Enhancing Preservice Teachers’ Reflective Practices
In R. McBride & M. Searson (Eds.), Proceedings of Society for Information Technology & Teacher Education International Conference 2013 (pp. 1990-1993). Chesapeake, VA: AACE.
The present study explores the impact of preservice teachers’ participation in video observations of their own lessons upon subsequent reflective practices. Approximately two hundred preservice teachers nearing completion of a Bachelor’s degree in Curriculum and Instruction viewed video footage of themselves teaching a lesson within their field placement classroom as a component of the program requirements. Each preservice teacher subsequently documented their personal reflections regarding…
The present study explores the impact of preservice teachers’ participation in video observations of their own lessons upon subsequent reflective practices. Approximately two hundred preservice teachers nearing completion of a Bachelor’s degree in Curriculum and Instruction viewed video footage of themselves teaching a lesson within their field placement classroom as a component of the program requirements. Each preservice teacher subsequently documented their personal reflections regarding the lesson through identifying personally meaningful moments, or “pause points.” Using a variety of data sources (interviews, a post-video observation questionnaire, and analysis of reflective notes recorded by the preservice teachers), initial research findings point to the noteworthy potential of participation in the video observation process for enhancing preservice teachers’ abilities to reflect upon their teaching practices.
Other authors -
-
Rethinking the ePortfolio: A Pilot Study to Determine the Impact Web 2.0 Tools on Reflection and Teacher Development
eLearn Conference, Montreal, Quebec, Canada
Whether in paper or electronic form, the complexity of portfolio creation has traditionally interfered with the ability of teacher candidates to adequately reflect on their personal and professional development. Newer Web 2.0 tools though, if employed correctly, may assist teacher candidates in creating professional electronic portfolios, which are secure, accessible, and promote reflection without a distracting process to post both these reflections and products. This research paper will…
Whether in paper or electronic form, the complexity of portfolio creation has traditionally interfered with the ability of teacher candidates to adequately reflect on their personal and professional development. Newer Web 2.0 tools though, if employed correctly, may assist teacher candidates in creating professional electronic portfolios, which are secure, accessible, and promote reflection without a distracting process to post both these reflections and products. This research paper will primarily serve as a pilot study to investigate whether the a new Web 2.0 electronic portfolio system will serve as a more effective reflective learning and teacher training tool for continued university development in teacher education programs.
Other authors -
-
Influence of feedback, resources and interaction with superiors on work self-efficacy levels and employee engagement in informal learning activities in the workplace
ProQuest
See publicationLearning is a complex process that occurs constantly through spontaneous
moments of experience or deliberately planned training and can be affected by many
factors. Most of the learning experiences an employee has in the workplace can be
classified as informal learning. Informal learning, as defined in this paper, describes the
process by which a change in knowledge occurs. The process is spontaneous, driven by the learner and dependent on the surrounding culture. The term…Learning is a complex process that occurs constantly through spontaneous
moments of experience or deliberately planned training and can be affected by many
factors. Most of the learning experiences an employee has in the workplace can be
classified as informal learning. Informal learning, as defined in this paper, describes the
process by which a change in knowledge occurs. The process is spontaneous, driven by the learner and dependent on the surrounding culture. The term informal learning is used as a contrast to formal training and it occurs in a wide variety of settings and is flexible and centered on the learner (Eraut, 2004). The characteristics of an organization can influence the development of its members in more than one way. The resources available, the relationships developed with superiors, and the amount and type of feedback provided to a member of an organization will influence an employee’s ability to learn. Information was gathered from contractors working at defense contracting
companies through a survey to determine the relationship between specific organizational factors, engagement in informal learning and work self-efficacy. Contractor beliefs about feedback, access to resources and relationships with superiors were evaluated to see if these factors were predictive of employee engagements in informal learning in the workplace and whether or not these factors predicted an employee’s level of work self-efficacy. Results suggest resources have a predictive relationship with engagement in learning activities according to the multiple linear regression tests performed. Access to the Internet can predict the amount of learning an employee will engage in and an employee’s level of self-efficacy.There were no significant relationships found with levels of work self-efficacy. Also, results demonstrated that the less supportive a manager is thought to be by an employee, the more the employee chose to learn informally.
Projects
-
Presenter @ Masie's Learning 2018
Along with my colleague Coleman Williams, we presented two sessions at Elliot Masie's Learning 2018 conference. Our sessions were "Marketing Learning with Creative Messaging" and "Teaching Employees How to Be Smart Learners."
Other creators -
-
Distrupt HR 2019
-
Along with my colleague Coleman Williams, we presented a 5-min presentation at Distrupt HR in 2019.
Other creators -
-
Presenter at Learning 2019
-
Along with my colleague Coleman Williams, we presented a session at Learning 2019 conference. Our session was called “The Art of Professional Wrestling: Storytelling, Practice and Failure”
Other creators -
-
Space Weather Action Center - Interactive Teacher's Guide (NASA Goddard Space Center)
-
Worked with a team of Instructional Designers, Subject Matter Experts, and Graphic Designers to create a Flash-based online supplement (using Articulate) to the current paper-based educational Space Weather Action Center teacher's guide.
Other creators -
Recommendations received
-
LinkedIn User
2 people have recommended Maggie
Join now to viewOther similar profiles
-
Jeff Miller
Jeff Miller
Perspective is everything when you support organizations through coaching, consulting and facilitation. At my core, I am a teacher and coach. I stepped into my first classroom in 1990 and have dedicated 30+ years to individual and group growth in schools, private and public companies, start-up's and scale ups. Helping make people and teams thrive is the "why behind" I work.<br><br>As a Principal at SSCA, my intent is to help companies solve business problems by empowering their leaders. By recognizing that embracing the "human" side of work is critical to businesses in transition, companies will accelerate results, strengthen their cultures and grow their people. Understanding the psychology of work and motivation makes us better leaders.<br><br>My job is to be a trusted advisor; to enable teams and people to confront the realities behind the source of their challenges; to instigate change and growth. I believe leadership matters and that what leaders do impacts not only the day to day at work but impacts the whole person and their entire life. When people seek to grow and embrace a "learning mindset," they take risks, strive for excellence and create environments around them that are magnetic and inspiring. <br><br>Lead consciously.
-
Chimone Walker Gray
Chimone Walker Gray
Leadership Latitudes merges leadership skills with instructional design principles and deep technology expertise to level up your business. <br><br>Specializations:<br>⭐️Level up your managers and high potential specialists<br>⭐️Deploy multiple training modalities to a globally distributed workforce<br>⭐️Create impactful self paced and blended learning modules<br>⭐️Deliver innovative, high energy virtual workshops that include experiential and peer learning
Explore more posts
Explore top content on LinkedIn
Find curated posts and insights for relevant topics all in one place.
View top content