Element of Change

March was a rollercoaster of emotions, but I’m happy to report there were more ups than downs and that’s all we can really ask for...

Topping the list were these two monumental occasions:

1️⃣ being featured in ‘What’s Next for Women and Wealth-Building’ (check out my ‘As Seen On’ highlight for the link) AND in ‘How to Manage Survivor’s Guilt During Company Layoffs)

2️⃣ SPARK event on International Women’s Day where I got to look out into the crowd and see my two daughter’s looking up at me while I shared why I built Element of Change. Three years ago, when I started, they were toddlers. I was navigating uncertainty of leaving Corporate America, and betting on myself, identity shifts, and rebuilding from the inside out.

And there they were front and center watching me share how we as Leaders need to lead from the human side of change.

They may not fully understand what I was talking about yet, but what they did see was their mom showing up with heart, clarity, and strength.

I then was hit with a moment of celebration; as my firm grew, they grew. And in many ways, we’ve grown together.

It was a quiet reminder that I’m still here. Still standing. Still building something that matters.

And no one can take that away.

Here’s to 🥂 more ‘pinch-me’ moments, and less ‘wtf-they-took-international-womens-day-off-the-calendar’ moments in 2025!!

-

👋🏾 I’m always honored when you share to your stories + make sure you give me a follow bc there’s lots more where this came from .

-
                           

💬 “Your last day is today.”
That’s all some leaders got. No warning. No plan. No transition.

❌ No time to wrap up projects.
❌ No conversation about what’s next.
❌ Just a system shutdown and a generic email.

If you think layoffs only impact the people who leave—you’re wrong.

💡 The way you let people go shapes the way the entire company moves forward.
And right now? Most companies are doing it wrong.

🔹 47% of employees worry about their job security after a layoff (PWC).
🔹 Trust in leadership crumbles when layoffs feel cold and abrupt.
🔹 Survivor guilt fuels attrition—your best people start leaving next.

The real work isn’t just in deciding who stays.
It’s making sure everyone—both exiting and remaining—feels human in the process.

Let’s fix this.

DM me if you want to see what a human-centered leadership exit actually looks like.

I’m not saying there’s a theme here... but I’m not NOT saying there’s a theme here. You know what to do with these, right?? Send to the ones who get it!

-

At Brandon Hall 2025, I saw both sides of AI’s impact on leadership:

✅ The Optimistic View: AI is helping organizations develop more adaptive, agile leaders by personalizing learning, tracking development, and reducing bias.

❌ The Reality Check: AI is also shifting power dynamics, determining who gets opportunities, what skills matter, and where human leadership still fits in.

Ultimately, “Leaders who can replace fear of uncertainty with imagination of possibility will discover new applications for AI, not only as a tool to optimize existing workflows but also as a catalyst to solve bigger business and human challenges.” -McKinsey

Read the full blog at the 🔗 in my bio or comment ‘AI’ and I’ll get it over to you in the DMs. (It’s not a 🤖 bot, it’s me sending it over so have patience... and yes, this is ironic considering the topic at hand!!)

-

swipe >>> for the beautiful poem written by that inspired this trend.

What would younger you be surprised to learn about where you are now?!

-

A few years ago, my daughter wanted nothing to do with soccer. She clung to my leg, refused to step onto the field, and cried through practices.

Fast forward to today?

Parents ask how long she’s been playing, assuming she’s been at it for years.

💡 What changed?

It wasn’t about pushing harder or forcing the process. It was about trust. Trusting the experience, trusting herself, and yes, trusting us to guide her through.

This is leadership in action.

Leaders stepping into new roles often hesitate, hold back, or battle imposter syndrome. They may not feel ready. But with the right support, structure, and trust-building, they don’t just show up, they thrive.

👉🏽 What’s your version of this story?
👉🏽 Have you or someone you lead gone from resistance to confidence?
👉🏽 What made the difference?

Drop a comment or message me—I’d love to hear your perspective.

-

I didn’t have being quoted in Business Insider about Elon Musk on my 2025 Bingo Card but here we are!!

Thank you to my PR Firm, , for reaching out on Sunday with this very aligned opportunity to speak on a topic that we at Element of Change feel very strongly about.

You can read the whole article by grabbing the 🔗 in my ‘As Seen On’ highlight, but this excerpt should give you an idea of our stance:

“This is a clear example of how leaders are becoming increasingly disconnected from the emotional impact of their decisions... Business schools and leadership programs do a great job preparing executives intellectually, but very few equip them for the emotional demands of leadership.”



-