It starts with a well-worn pattern. A founder walks into the office on Monday morning, ready to tackle the week. Within five minutes, someone pops in: “Can you review this quote before I send it?” Another team member wants approval on a marketing initiative. A third is waiting to run a hiring decision by you. […]
When you’re growing fast, your informal people systems eventually hit a wall. What worked when you had 150 employees starts to break down around 500 (or let’s be honest: long before that). By 1,000, it becomes a liability. At this stage, companies need scalable systems that develop leaders, reinforce culture, and align people to strategy.
Leadership development often feels like a leap of faith. You know it matters, but when budget season rolls around, your CFO wants proof. Not platitudes. Not theory. Proof. In today’s climate, it’s not enough to say “leadership is important.” You need to show that it drives measurable outcomes: improved performance, higher retention, stronger culture, and
Only 11% of executives say their leadership development efforts are working. That should stop us in our tracks. If you’re a founder, executive, or HR leader in a growth-stage company, you probably feel the tension already. You’re trying. You’re investing. You’re hosting trainings and buying platforms. But somehow, the ROI feels fuzzy. Culture drifts. Turnover
There’s no shortage of personality assessments, leadership profiles, or behavioral tools out there. DiSC, StrengthsFinder, Enneagram, MBTI – you name it. Many of them are helpful. We’ve used them. Any tool that helps you understand yourself better can be valuable.. But when it comes to building a leadership culture, not just individual self-awareness, we keep
A year ago, Gallup’s 2025 report told us global engagement had slipped. Everyone nodded. An article went up about it. Leaders reshuffled a few meetings. The 2026 report just landed, and it tells a different story. It is not that engagement drifted another point. It is that the decline is now concentrated in one group,
We often hear, “We should reorganize our staff to a more efficient structure. That’s all we need.”
Project Consultants and Culture Performance Agency Announce New Partnership FOR IMMEDIATE RELEASE Madison, WI & Richmond, VA — Leaders Rising Network and 3lamposts Project Advisors are excited to announce a partnership to further our mission of building thriving cultures and improving organizational outcomes. We are like-minded organizations committed to transforming cultures, multiplying leaders, and improving
Laarni Florencio, MSN, RN, CNL is a leader with the Philippine Nurses Association of America at New York-Presbyterian. The most common way her nurses were learning was to read the latest articles in their field. But more information alone doesn’t create the next leaders. That’s when Laarni and NYP came to Leaders Rising Network for
A Guide to Setting Clear Expectations Tonya was incredulous. She couldn’t believe her team kept falling short of her expectations. “They should know this! I know it — they should, too.” Instead of improving her team’s performance, she kept answering the same questions over and over. Shawn had a similar challenge. As hard as he