A CEO once told me: "We do all the things we're supposed to do. We pay well, offer flexibility, have fun team days. Why are people still leaving?" The uncomfortable truth? You can care deeply and still fail at development. This week's newsletter unpacks the difference between perks and development infrastructure. Between caring about people and systematically growing them. The frameworks. The uncomfortable truths. The practical steps to bridge the gap. Is your organisation offering perks or growing people?

We’ve all had those “Can I give you some feedback?” moments. 🫣  This episode of Piece of Work explores how to make workplace feedback useful — without the awkward sandwiching.  🎧 Check it out: https://bit.ly/4qjh0Sp

We’ve all had those “Can I give you some feedback?” moments. 🫣  This episode of Piece of Work explores how to make workplace feedback useful — without the awkward sandwiching.  🎧 Check it out: https://bit.ly/4qjh0Sp

We’ve all had those “Can I give you some feedback?” moments. 🫣  This episode of Piece of Work explores how to make workplace feedback useful — without the awkward sandwiching.  🎧 Check it out: https://bit.ly/4qjh0Sp

In the October episode of The Notable Exchange, we speak about how staffing isn’t just a GM’s problem, it is everyone’s responsibility. 💡 Because when every team member owns the culture, finding and keeping great people becomes a shared win.

🎉 𝐖𝐡𝐚𝐭 𝐁𝐞𝐭𝐭𝐞𝐫 𝐖𝐚𝐲 𝐓𝐨 𝐊𝐢𝐜𝐤 𝐎𝐟𝐟 𝐒𝐞𝐚𝐬𝐨𝐧 𝟏𝟎 𝐖𝐢𝐭𝐡 𝐄𝐩𝐢𝐬𝐨𝐝𝐞 𝟏 𝐓𝐡𝐚𝐧 𝐎𝐧 𝟏𝟎/𝟏? 🎉 We're doing just that this week with our final installment of the series that we did over the summer with Horn USA, Inc.! On this week's episode, host Ann Wyatt sits down with Jeremiah Llewellyn to talk all about the 𝒑𝒆𝒐𝒑𝒍𝒆 that makes Horn one of the best places to work in middle TN. Jeremiah also shares how Horn is on a mission to get involved with the local community and how those efforts are building stronger talent pipelines. At the end of the day, Jeremiah says it best- Horn USA isn't just a place to work, it's a place to lead and grow. We will catch you all this 𝐖𝐞𝐝𝐧𝐞𝐬𝐝𝐚𝐲 𝐚𝐭 𝟗𝐚𝐦 𝐂𝐓. In the meantime, tell us the ways that your company's involvement with your community has lead to a stronger talent pipeline and been a huge win for your workforce development practices. We want to know! #manufacturing #careers #technology #hiring

𝗪𝗵𝗲𝗻 𝗴𝗿𝗼𝘄𝘁𝗵 𝘁𝗮𝗸𝗲𝘀 𝗳𝗹𝗶𝗴𝗵𝘁, 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗰𝗮𝗻’𝘁 𝗳𝗮𝗹𝗹 𝗯𝗲𝗵𝗶𝗻𝗱. For Position Green, that meant finding a platform that could scale with them, supporting rapid expansion, employee training across roles, and customer training on their software, all while driving a mission built on impact. With TalentLMS, they built an academy that expands seamlessly, connects learning to purpose, and empowers people to grow alongside the business. That’s what getting 𝘤𝘭𝘰𝘴𝘦𝘳 𝘵𝘰 𝘺𝘰𝘶𝘳 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 looks like. 🎥 See how Richard Silvekroon and Amber G. put growth within reach. 👇

How many new hires can pitch their new company perfectly by the end of week 1? Probably not many :) Evan Connor, the VP Talent at Ambience Healthcare, owns new hire onboarding as part of his mandate. And he runs it like a product: -> 2-day, in-person, cohort-based sessions once/month -> Founders and execs teach -> Every new hire must pass a company pitch certification There's a lesson in there: Recruiting doesn't stop at offer accept. Evan and I covered a ton of ground on this week's episode of 10X Recruiting by Metaview. Link in comments. Enjoy!

Peak doesn’t sneak up on anyone, but plenty of teams plan like it does. If your hiring plan starts in November, you’re already fighting uphill. Here’s a better approach: ✅ Bring seasonal hires in waves — small groups each week to make onboarding manageable. ✅ Lock in returning staff early and cross-train your strongest associates. ✅ Start new hires on focused tasks, then expand as confidence builds. A staggered ramp builds stability, confidence, and capacity — without burning out your leads or trainers. You can’t build control once peak hits. Start building it now. Like or comment if you want the next Peak Playbook strategy in your feed. #TheTACGroup #PeakPlaybook #PeakReady #DCPerformance #LaborPlanning.

This week, I was on-site at the Training Industry, Inc. Strategy Summit in Milwaukee, Wisconsin with 200 amazing learning and development pros. On my 5hr drive back up north, I listened to this week's episode of #TheLearnitLounge where I chatted with the amazing Shannon Levy of BridgeBio. Much of what she shared in this episode will resonate with that audience from that #TIstrategysummit: how do you build learning programs that employees actually make time for...and that leaders want to return to, quarter after quarter? Shannon shared how her team is flipping the script with leader-led learning. Instead of pushing one-size-fits-all programs, they co-create plans with leaders every 3–6 months. The result? Higher participation, stronger team connection, and better ROI. One of Shannon’s most powerful reminders: If they know they’re giving their discretionary effort, their time, a portion of their career to us, we need to make sure they are continuing to invest in themselves as they invest in us. This episode is packed with strategies for tying development directly to business needs, increasing retention, and helping people future-proof their careers. I highly recommend giving it a listen and reflecting on how your own organization could benefit from a leader-led approach. Listen here: Turning Employee Development Into a Retention Strategy with Shannon Levy https://lnkd.in/g7eMuWFV