The Findley Companies

A few years ago, I found myself in a company going through a period of transition. After years of steady growth, things plateaued. A new head of HR joined, emphasizing the importance of learning and development, but their actions didn’t match their words. Our team lacked resources, direction, and leadership after my boss left, leaving us to "keep the lights on" with minimal, low-impact projects. At first, having less to do felt like a break, but as weeks turned into months

When I hired her, I was genuinely excited. We shared a vision for success, and I believed she would be the key to elevating the team. Initially, everything seemed to click. We aligned on high-level goals, and I thought I had found a partner to help push the team forward. But over time, cracks began to form. It wasn’t a single, dramatic incident; it was a series of small moments. I started questioning her ideas more frequently. What began as constructive feedback morphed int

I am an anxious person. Not always, but there have been moments in my career when anxiety has taken hold. One of the biggest culprits? Imposter syndrome - that persistent voice telling you that you don’t belong, that you’re unqualified, and that sooner or later, everyone will figure it out. Even after 20 years of experience, publishing books, and leading in top organizations, I still occasionally think, they’re going to realize I don’t know what I’m doing. The most vivid ex

Early in my career, a change in leadership left an indelible mark - for all the wrong reasons. Our team had celebrated our boss's promotion, hopeful about the future. When his replacement arrived, we were cautiously optimistic. That optimism crumbled during his first meeting when he announced his mission to “upgrade” the staff. He proudly recounted replacing 95% of his previous team with “better fits,” leaving us wondering, “Am I next?” What followed was a systematic disman

If you think workplace anxiety is just about deadlines and difficult bosses, you’re missing the bigger picture. Anxiety isn’t just creeping into work - it’s crashing through the walls and it’s not just about performance pressure. The world itself is feeding our stress. Global events. Political chaos. Social upheaval. These aren’t just headlines, they’re shaping how we show up, how we focus, and how we lead. I used to think anxiety was for other people. People who panicked

Don’t hire your clone. That was a painful lesson I had to learn in my first leadership role. When I took over the team, I hired people who matched my profile and had a similar set of strengths. In the interview process, I made sure they thought like me and would approach problems in the same way. In my naivety, this approach made sense. I was seen as a top performer (hence why I got promoted to team leader), so it made sense to me to build a team of only MEs. For a time, it