DVERSFY

?? ?? I’m thrilled to join this distinguished group of AI thought leaders at the 2025 CHPA Annual Self-Care Leadership Summit (SLS) from March 17-19! It's always inspiring when the CHPA community comes together representing the top manufacturers and marketers of Consumer Healthcare OTC brands. If you're curious about how Generative AI can help unlock new growth opportunities for organizations and brands, I invite you to join us in San Antonio for an insightful discussion on the power of our collective intelligence. Looking forward to connecting with you all! If you would like to learn more about Sinta AI's capabilities ahead of the Summit or want to meet with Philip Penalosa and I March 17-19, please don't hesitate to reach out. #AI #ConsumerHealthcare #SLS2025 #Leadership2030 #SintaAI #DVERSFY

?? ?? I’m thrilled to share that I'm working with Sinta AI as an Executive Advisor! I'm looking forward to advising the talented leadership team, led by CEO Philip Penalosa, to help healthcare brands leverage their existing data to drive impactful, incremental growth. As the Consumer Healthcare and Pharma landscapes continue to evolve at a rapid pace, Sinta AI is perfectly positioned to help brands unlock the full potential of their existing data. With over a decade of experience in building iconic consumer brands, I’ve seen firsthand how critical it is to leverage data for driving differentiated brand strategy, incremental innovation, and impactful claims development. Sinta AI solutions have the power to supercharge these processes and create meaningful impact for healthcare brands. I'm looking forward to contributing to Sinta AI mission and collaborating with such a forward-thinking group in the AI and Consumer Healthcare space! Reach out if you'd like to learn more about the exciting solutions being developed for Consumer Healthcare and Pharma brands at Sinta AI #AI #HealthcareInnovation #DataDrivenGrowth #ExecutiveAdvisor #DVERSFY

?? ?? It's only been 4 months since we launched DVERSFY and I've had the privilege of working with clients through DVERSFY LEADERSHIP on various aspects of personal branding and leadership development!! To kick-off 2025, here's the Top 5 "AHA Moments" from our clients in 2024 as they uncovered breakthroughs in their development journeys. Excited to kick off the 2025 cohort of clients, feel free to share or comment on this if it helps someone in your network! Reach out to me directly if you'd like to work together in 2025 on your personal brand.

Show me a leader who believes kindness in business is a weakness… and I’ll show you a leader who lacks self-confidence.?You may be surprised to learn that... ...“Kindness” and “Self-Confidence” are highly intertwined Leadership capabilities that can amplify the effectiveness of each other. Here’s what I’ve learned over the last 20 years… ? ? Self-confident leaders don’t avoid difficult conversations ?? ... layer on KINDNESS and you’ll quickly defuse the tension and navigate disagreements quicker. ? ? Self-confident leaders see challenges and setbacks as opportunities ?? … layer on KINDNESS and you’ll prioritize taking the extra step to embed the learning across your team. ? ? Self-confident leaders are less threatened by others ?? … layer on KINDNESS and you’ll feel comfortable sharing your development areas without fearing losing power or status. ? ? Self-confident leaders are more likely to take calculated business risks ?? … layer on KINDNESS and you can mitigate that risk by leveraging the strong trusting relationships you’ve developed with your cross-functional partners. ? ?? Remember:?Kindness is the new “soft skill capability” in Leadership and when it’s developed thoughtfully, it will multiply your effectiveness as a growth enabler for your organization. ? If you found this insightful, hit the ?? below. ? If you need help developing this new capability, send me a message or visit https://lnkd.in/erjMgZgX and let’s chat. ? Follow DVERSFY and Jissan C. for more Leadership Insights on how to amplify your Self-Confidence with Kindness.

Do you know what we need to do differently to develop this new leadership capability of Kindness? It may start with tackling the misconception that… Kindness is only how you treat others… In reality, developing Kindness as a capability begins with YOU and how YOU treat yourself… Here’s 5 Ways to Develop your “Core Kindness” ? 1?? Don't Hide Your Vulnerabilities:?Show authenticity and self-awareness by sharing your own challenges and growth areas with your team - asking them to keep you accountable for progress. ? 2?? Understand Your Innate Emotional Response to Difficult Situations:?Leaders who exhibit frustration can quickly impact the team culture if they are not self-aware.?Instead, identify how you can be a stabilizing presence by maintaining composure and reassuring confidence in your team’s abilities. ? 3?? Don't Let Your Mentoring & Coaching Approach Become Outdated:?Seek out trainings on how to elevate your mentorship and coaching skills so they can adapt to the evolving workforce needs. ? 4?? Co-Author Team Language Around “Kindness” in 2025:?Meet with your team and co-author a shared development goal that is focused on driving active listening and recognizing small wins.?Create common language to respectfully call-out each other when it’s not being demonstrated. ? 5?? Measure “Trust” as an Engagement Survey Anchor for Kindness:?In 2025, focus on the employee engagement survey language around “trust” to measure if your actions are driving positive impact with your teams year over year. ?? Remember:?Believing that Kindness is only how you treat others is a misconception that leads to inaction.?Having the self-awareness to develop your “Core Kindness” will quickly role model to your team that you lead differently and help you stand out in your organization. If you found this insightful, hit the ?? below. If you need help developing this new capability, send me a message or visit https://lnkd.in/erjMgZgX and let’s chat. Follow DVERSFY and Jissan C. for more insights on how to develop your Core Kindness capability.

There’s a new “soft skill” that should be prioritized alongside communication, interpersonal skills, emotional intelligence, teamwork, and collaboration... ? It’s Kindness. ? And if you’re rolling your eyes, you may be 6 weeks away from realizing you have a major retention issue on your team. ? Let me explain… ? Between economic uncertainty, return-to-office commuting, aggressive business targets, and dwindling resources, employees are shouldering immense pressure and expected to keep moving forward. It’s no surprise “quiet quitting” and turning down promotions are growing in popularity in recent months. ? Back in May, I mentioned that Kindness and Respect is a capability that should be nurtured and strengthened as business pressures increase. ? Here’s how I’ve seen it work: ? ? Create space in meetings to celebrate small wins frequently ? ? Take the time to understand and respect what motivates each member of your team without judgement ? ? Respect your teams time by learning how to make decisions without meetings ? ? Spend time empowering your team on how to make decisions rather than micro-managing ? ? Demonstrate the courage to acknowledge when a business goal is out of reach ? ? Role model pushing back on leadership requests that lack prioritization ? ?? Remember:?Leading people is a privilege, and people are not built to run through walls.?Each member of your team has different skills, motivations, and innate responses to business pressures.?Respecting those differences and finding how to maximize the potential of each person is Kindness. ? If you found this insightful, hit the ?? below. ? If you need help developing this new capability, send me a message or visit https://lnkd.in/erjMgZgX and let’s chat. ? Follow DVERSFY and Jissan C. for more insights on how to tackle tough development topics.

Do you know the 1 thing that destroys morale, strangles creativity, multiplies stress, and railroads personal growth… all at the same time? It’s micromanagement. Specifically, micromanagement that you refuse to address and hope just goes away. Here’s the deal, it won’t go away unless you take back control (respectfully). I’ve mentored and coached Aspiring Leaders for over a decade and here’s 4 steps you can take right now to take back control: ? ? 1?? Understand your Manager’s Monthly “Decision-Making Meetings”:? Most businesses have a predictable monthly cycle that includes 2-3 standard meetings (financial budget review, leadership update, supply chain review, etc.) where your manager will be expected to make decisions.?Understanding when these meetings occur can remove the unpredictability of your manager’s questions / requests. ? ? 2?? Anticipate Questions by Asking for Context: ? During your weekly or monthly check-in meetings, ask your manager to provide context for decisions and what information was used in making that decision.?Having this context will help you anticipate what will be needed for future decisions without your manager asking. ? ? 3?? Over-communicate Progress on Critical Projects:? Depending on the criticality of the project, proactively share daily or weekly progress emails that are concise and outlines emerging issues or risks.?This will show your manager that you are actively managing issues.?After 1-2 weeks, ask your manager for feedback on whether you can scale back the frequency of the communications. ? ? 4?? Establish Clear Boundaries:? Micromanagement left unchecked can lead to evening emails, early morning texts, or weekend requests.?While there are always exceptions for business-critical moments, this should not be the normal ways of working.?Prevent burn-out by providing your manager with clear boundaries. ? ?? Remember:?Self-awareness is an important skill to have when dealing with micromanagement.?Is there something you are doing unintentionally to create this situation??Successfully addressing micromanagement often requires change by both the employee and manager. ? If you found this insightful, hit the ?? below. ? If you need help navigating these conversations with your manager, send me a message or visit https://lnkd.in/erjMgZgX and let’s chat. ? Follow DVERSFY and Jissan C. for more insights on how to tackle tough development topics.

Take the roles that others overlook… so you’ll gain experiences and skills that others overlooked… Like an artist experimenting with technique, aspiring leaders should be looking to accumulate diverse experiences and skills early in their career. Too often, we stall our careers waiting for the traditional “next role” like everyone around us. Instead… ? Be the STAND OUT who’s willing to take a supply chain role, a finance role, a sales role - building your enterprise mindset earlier than your colleagues. ? ? Be the STAND OUT who’s willing to live in a diverse market with less resources and less data - training you to be more reliant on your gut instincts under pressure. ? ? Be the STAND OUT who’s able to build credibility and consensus faster with other departments – elevating you as a business partner that has walked in their shoes. ? ? Be the STAND OUT who decides to run towards a “less-defined” role – giving you the permission to leave a lasting legacy when you’ve moved to your next role. ? ?? Remember:?Those that have seen a broad set of challenges, experiences, and diverse markets early in their career are positioned to motivate and lead enterprises quicker than normal. ? If you found this insightful, hit the ?? below. If you believe this can help someone in your network, hit the repost. ?? ? If you need help navigating development opportunities and career choices, send me a message or visit https://lnkd.in/erjMgZgX and let’s chat. ? Follow DVERSFY and Jissan C. for more insights on Development Goals throughout the month of October. ?

One of the biggest mistakes Corporate America has made is branding the departments that are critical enablers of growth as “Support Functions” … Let me explain:?the definition of support is “to bear all or part of the weight” … Resulting in leaders expecting our colleagues in Finance, Analytics, Insights, Social Listening, Digital Commerce, Communications, etc. to often drop their priorities to serve the latest business fire drill or re-work. And while they often do it unselfishly, it creates animosity and inefficiencies which could stall growth and erode trust. ? ?? Here’s 4 Proven Tips to Be a Stronger Partner with your “Growth Enablers”: ? 1. Extend your core team to allow these individuals to input early on strategic discussions & decisions ? 2.?Budget for strategic projects that require their expertise – budget allocations show commitment ? 3.?Proactively offer your time and expertise to progress their department priorities ? 4.?Include these individuals in your Team Building and Culture Celebrations ? ?? Remember:?Proactively building strategic business plans with your Growth Enablers reduces re-work and allows you to address risks before they become issues. ? If you found this insightful, hit the ?? below. ? If you need help building stronger relationships with your Growth Enablers, send me a message or visit https://lnkd.in/erjMgZgX and let’s chat. ? Follow DVERSFY and Jissan C. for more insights on Development Goals throughout the month of October.