Greetings!

If you are a CEO, CHRO, Chief Diversity Officer. VP/Head of Talent or other C-suite leader, I want to ask how you are helping your organization navigate this challenging climate & prepare for a more inclusive, more prosperous future?  As a Talent Strategist & People Architect with DHR Global - a Forbes Best Executive Recruiting Firm – I’ve asked this question of current and future clients.

In my conversations with healthcare & life sciences executives, I’ve noticed that their goals & initiatives are to:

✅ Innovate quickly & ethically 
✅ Improve quality of care & patient outcomes 
✅ Eliminate health disparities
✅ Improve the patient experience
✅ Facilitate an efficient & profitable go to market (GTM) strategy & process (growth hacking)
✅ Hire, engage & retain a diverse workforce
✅ Strengthen governance

In my conversations I have discovered internal challenges such as: 

👎🏽 No talent acquisition &/or retention KPIs,
👎🏽 Overwhelmed Recruiters with little time to upskill
👎🏽 Non-existent / inconsistent sourcing, recruiting & onboarding processes
👎🏽 Old technology not able to meet current & emerging needs for applicant tracking (ATS/HCM/HRIS)
👎🏽 Insufficient talent market knowledge / data
👎🏽 Little time to focus on sourcing critical top talent to stabilize, scale & transform the organization
👎🏽 Even less time to be proactive & engage talent opportunistically in order to dominate the market
👎🏽 No time to develop a diversity strategy & execute to increase representation, equity & foster belonging

My commitment is to minimize your pain, maximize your joy & guide your organization to better outcomes:

👍🏽 No more failed assignments
👍🏽 No more excessively long vacancies
👍🏽 No more homogeneous candidate slates
👍🏽 No more communication breakdowns or lack of transparency
👍🏽 No more resenting placement fees because of low value partnerships or inflexible cost structures

My personalized approach to Executive Search and Talent Advisory is different.  I help my clients compete in a tight talent market to win the war for talent by leveraging an unparalleled industry network, using insightful market data, compelling positioning & magnetic messaging.

⭐ I also work with mature organizations that: 
⚕️ Have an urgent assignment
⚕️ Need a very niche role filled 
⚕️ Lack diverse candidate slates 
⚕️ Have an overloaded internal TA team

If you want a strategic partner who will make your organization smarter, faster & more agile, please email me at ahenderson@dhrglobal.com

Reach, Resourcefulness & Relationships - the DHR way.

Andrea Henderson, SPHR, CIR, RACR

My candidates didn't get the job and I've never been so grateful that I failed.

I submitted two intelligent, accomplished women for a Chief of Staff role working for a CEO of a major entertainment company. 

Both sailed through multiple rounds - interviews with the CFO, the former Chief of Staff, even the executive's mother.

But the process felt... off. 
➵ They were told to expect grueling hours and attend countless industry events. 
➵ Their personal style was scrutinized. 
➵ They fielded scenario-based questions about situations that seemed trivial, outrageous, and quite frankly, unlikely to ever occur. 

It got weird. 

Then came the request to fly from NY to LA for a final meeting. Before they could book flights, I got the call: neither was moving forward.

We were all disappointed. We said the usual "it wasn't meant to be" and moved on.

Years passed before the headlines announced the CEO’s arrest. The Chief of Staff who eventually got the role, was then in the news as an alleged enabler.

I immediately reached out to both candidates. We had a joint moment of relief - and profound gratitude.

My intention is to only work with ethical clients who value integrity as much as excellence.

So this experience taught me something I'll never forget:
↳ Sometimes the blessing is the door that slams shut. 
↳ Sometimes the win is the rejection. 
↳ Sometimes the greatest act of protection is not getting the job - or the assignment - you thought you wanted.

And as a recruiter …someone entrusted with people's livelihoods, reputations, and futures …I hold that truth close: 

Let's stop believing that any high-profile role is worth the cost. 

My work will always center around finding talent that can thrive in high-stakes environments, but I also have to ensure those environments don't destroy them.

To anyone searching for their next role, know this:
↳Not every opportunity is aligned.   
↳Not every 'yes' is safe.   
↳And sometimes the biggest success is what didn’t happen.

Exec Search Pro helping biotech, value-based care, digital health companies & hospitals hire transformational C-suite & Board leaders. Partner, Life Sciences, Healthcare, Diversity, Board Search | Board Member | Investor

Excited to announce I'll be attending the JP Morgan Healthcare Conference in January! 🎯

This is always such a valuable opportunity to connect with industry leaders, explore innovations in healthcare, and engage in meaningful conversations about the future of our field.

If you're attending and would like to connect, please send me a message to schedule a time to meet up. I'd love to catch up with familiar faces and make new connections!

Who’s going to JPM?👇🏽

#JPM2026 #JPMHealthcare #HealthcareInnovation #HealthTech #HealthcareLeadership #DigitalHealth

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His parents locked him in a psychiatric hospital. Three times. Electroshock therapy. Medication. All because he wouldn't conform.

He walked the Camino de Santiago - 500 miles across Spain - and came back with both blisters and clarity.

Call it awakening. Call it courage. Call it remembering who you were before the world told you who to be.

He wrote about that just before he wrote The Alchemist;
Paulo Coelho's simple story about a shepherd boy chasing a dream. 

It’s a story about the treasure that's always closer than we think. About seeking everywhere in the distance only to find it was at home all along.

But before it sold 150 million copies and became one of the most translated books in history, it flopped. 

He refused to let it die. 
He refused to surrender what he believed in.
He knew what it meant to be misunderstood.
He knew what it meant to wander.
He knew what it meant to keep going when the world said stop.

I read The Alchemist at a time when I was searching for something I couldn't name.

The unconventional path. The wandering. The need to go far away only to realize the treasure was home all along…it didn't just resonate. It explained me.

I've lived that story. The detours that looked like failures. The rejections that felt like proof I was on the wrong path. The moments I almost gave up because nothing was going according to plan.

And then I became a recruiter.
Not in spite of the wandering. Because of it.

Through my candidates, I do the work all over again. I walk with the ones who've been rejected 47 times. The ones whose paths don't fit the template. The ones who are blistered and unsure but won't stop walking.

Through my clients, I'm constantly seeking the stars. The proven performers. The transformative talent everyone wants.

I am all of them.

The pilgrim. The shepherd. The best-seller. The one who wandered far only to find what I was looking for was in the journey itself.

I am the bridge between the seeking and the seekers.

Executive search isn't just my job. It's my pilgrimage.
It's how I keep walking.

If you're feeling off-path today, maybe this is your sign.
Keep walking.
Your legend isn't lost.

What "6-7" Teaches Us About Generational Diversity in the Workplace

You might have heard kids shouting "six seven!" lately. Dictionary.com just named it their 2025 Word of the Year.
(Is it even a word? 🤦🏽‍♀️)

And while it means absolutely nothing, here's the insight: it's Gen Z's version of "Who's on first?"

When adults ask what it means, young people give a unified response: It has no definition. 

The phrase, which is driving parents and teachers crazy, is absurdist humor for the digital age …just like Abbott and Costello's classic routine was for theirs.

𝐓𝐡𝐞 𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐠𝐚𝐩 𝐰𝐞'𝐫𝐞 𝐧𝐨𝐭 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐧𝐠:
➵ Right now, we have five generations in the workplace. 
➵ Boomers remember when "Who's on first?" was cutting-edge comedy. 
➵ Gen Alpha thinks "six seven" is hilarious for the exact same reason …the joy of shared absurdity. 

Different reference points, same human need for connection and humor.

𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐟𝐨𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩:
This isn't "brain rot"
…it's a deliberate, gleeful effort by young people to remain unknowable in an era of relentless online observation. 

Each generation develops its own cultural codes shaped by its unique context. 

👥 Boomers and Gen X built careers before email. 

👩‍❤️‍👨 Millennials bridged the analog-digital divide. 

👽 Gen Z witnessed social media's dark side. 

🤳🏾Gen Alpha has never known privacy.

𝐓𝐫𝐮𝐞 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐰𝐨𝐫𝐤 𝐢𝐧𝐜𝐥𝐮𝐝𝐞𝐬:

✔️ Recognizing that a 22-year-old and a 62-year-old bring different lived experiences that both add value

✔️ Creating space for generational perspectives without stereotyping

✔️ Ensuring that "cultural fit" doesn’t just mean "people who grew up like I did"

✔️ Building mentorship that flows in multiple directions

💰 The companies thriving in 2030 won't be the ones that "understand" every generational trend. 

💰 They'll be the ones that recognize generational differences as a strategic advantage 
…where "𝑾𝒉𝒐’𝒔 𝒐𝒏 𝒇𝒊𝒓𝒔𝒕?" and "𝒔𝒊𝒙 𝒔𝒆𝒗𝒆𝒏" can coexist, and both are valued.
__________________

So... are you being driven crazy by "six seven," or do you totally get it?

Being invisible is expensive, but you can't hack your way into a trusting relationship.

I've seen it in executive search for years: the professionals who land the BEST opportunities aren't just qualified.

They know how to show up AUTHENTICALLY and build real connections on LinkedIn and IRL.

From hidden to → VISIBLE
From generic to → MAGNETIC
From waiting to → ATTRACTING

The landscape has shifted:

↳ Recruiters are searching LinkedIn first (not job boards)
↳ Your voice matters MORE than ever
↳ Building a brand isn't vanity, it's STRATEGY

Here's what I see working in 2025-2026:
✓ Authenticity over perfection
✓ Consistency over virality
✓ Connection over self-promotion

That's why I'm excited to join Katheline Jean-Pierre MSc  TODAY for "The LinkedIn Tea" 🍵
We're spilling on:

↳ How to define YOUR unique voice and show up unapologetically
↳ What the LinkedIn algorithm actually prioritizes (and how to use it)
↳ How to build a brand that attracts recruiters, clients & collaborations
↳ Where the opportunities actually are in this new landscape

📍 Join us For Free 📍
TODAY at 12 PM PDT / 3 PM EST
https://lnkd.in/gtTAjTpZ

Whether you're actively job searching, building your practice, or ready to attract better opportunities…this session is for you.

*This webinar is sponsored by Graphy.
___________
👋 I'm Andrea Henderson, Executive Search Professional helping companies identify top talent and match them with opportunities that align with their career goals.

𝐒𝐭𝐨𝐩 𝐀𝐬𝐤𝐢𝐧𝐠 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐭𝐨 𝐖𝐨𝐫𝐤 𝐟𝐨𝐫 𝐅𝐫𝐞𝐞

One of my clients is doing something that should be standard practice but unfortunately isn't: they're compensating every candidate who completes their second-round strategic planning exercise.

They want to be clear …they're not looking for free labor! 

They want to understand how candidates think, approach complex problems, and communicate strategy. 

But they also recognize that asking someone to develop a thoughtful strategic plan is a significant investment of time, expertise, and intellectual energy.

So they pay for it. 

Every single person who completes the exercise gets compensated, regardless of whether or not they get the job.

𝐓𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐛𝐞𝐜𝐚𝐮𝐬𝐞:

𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐪𝐮𝐢𝐭𝐲. 
Not everyone can afford to spend 5-10 hours on unpaid work exercises. Some candidates are juggling multiple interviews, others are working full-time, and many have caregiving responsibilities. Compensation levels the playing field.

𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐫𝐞𝐬𝐩𝐞𝐜𝐭. 
If the work requires professional-level thinking and produces something of value, it's work. 
And work deserves pay.

𝐈𝐭 𝐬𝐢𝐠𝐧𝐚𝐥𝐬 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐯𝐚𝐥𝐮𝐞𝐬. 
How you treat candidates tells them everything about how you'll treat employees. If you don't value their time during hiring, why would they believe you'll value it after?

𝐈𝐭 𝐚𝐭𝐭𝐫𝐚𝐜𝐭𝐬 𝐛𝐞𝐭𝐭𝐞𝐫 𝐭𝐚𝐥𝐞𝐧𝐭. 
Top candidates know their worth. 
They're more likely to invest deeply in an exercise when the company invests in them too.

There's a clear line between a reasonable interview case discussion and asking for deliverables like strategic plans, marketing campaigns, competitive analyses, or detailed proposals. The latter should be compensated.

If your hiring process requires candidates to produce substantial work, pay them for it. 

If you can't afford to pay candidates for their work, you can't afford to ask for it.

It's that simple.

___________

If you need help, DM me for my proprietary 𝐇𝐢𝐫𝐢𝐧𝐠 𝐄𝐪𝐮𝐢𝐭𝐲 𝐁𝐥𝐮𝐞𝐩𝐫𝐢𝐧𝐭

Thanksgiving recipe for boundaries

As we head into the Thanksgiving holiday, I'm reminding myself of something important: self-care isn't selfish.

It's easy to overcommit during the holidays …saying yes to every side dish, every special diet request, every guest/family/colleague expectation. 

But sustainable success requires us to protect our energy and set healthy boundaries.

Please be intentional about including yourself on the list of people youre taking care of. 

That might mean saying no to some things, taking breaks when you need them, and being present where you choose to show up.

I'm deeply grateful for this network …for the colleagues who inspire me, the mentors who guide me, and the connections that make this professional journey meaningful. 

Thank you for being part of it. 

Wishing everyone a restful and restorative Thanksgiving. 🍁

Start an argument to save money on Christmas presents 

OR

Take some advice from Mike Muse on how to keep the peace at Thanksgiving dinner today. 

Either way, enjoy! 🦃🍁

Happy Thanksgiving

What says “transactional” more than disconnecting after you get the job?

Tickles me because I’ve seen this movie before. 

Headhunters are not the Boogeyman.  

And we’re not the wait staff that you tip after you eat, burp and go home, never to be seen again. 

We're relationship builders. Career-long partners. 
The people who remember you when the perfect opportunity comes around again.

So when you disconnect after you get what you need…

We remember that too.

What do you think happens next time? 

_________________

Has anyone ever gone radio silent, disappeared or disconnected from you after getting what they want?

I see this question all the time:
“Know a recruiter in Charlotte, NC?”
Let’s talk about why that’s not the question you should be asking.

I see people asking for recommendations for a recruiter in their city.

But here’s the thing: most of us don’t work locally. We work nationally. Some, like me, even work globally.

So the better question isn’t 
❌ “Who’s near me?”
✅  It’s “Who specializes in what I do?”

❓Are you in CPG? 
❓Tech? 
❓Luxury retail? 
❓Healthcare? 
❓Manufacturing?

❓❓Are you a CFO? 
❓❓CMO? 
❓❓Chief Commercial Officer?

The clearer your ask, the better the recommendations you’ll get.

Ask better questions, get better answers, Beloved, 🫶🏽

Best way to find a Recruiter to work with

Obstacles are often smaller than they appear.

Overthinking can be as bad as under-thinking. 

Leaders [and Coaches] help others turn stumbling blocks into stepping stones.

Agree? 

_______________
Repost from Oleg Vishnepolsky, CTO at Daily Mail Online

I’ll be the voice in the room on December 1st. 

Katheline Jean-Pierre, MSc: a brilliant, award-winning revenue leader, coach, podcaster and truth-seeker, will be asking the questions, and I’ll be answering them live.

She reached out and said, essentially: People are lost in this market. Why the **Crickets**? 

And she mirrored what I keep hearing across industries:

High-performers who were once chosen are now the ones doing the choosing, the searching, the competing for attention.

🤔 Recruiters seem to have evaporated. 👀
🥴 Process fractured. 
😤Access collapsed.
🫩 The rules rewrote themselves without asking permission.

So she asked me the questions you’ve been carrying in the quiet:

• How do ambitious professionals run a modern job search without insider access?
• What tactics still work and which ones need to be added to the toolkit?
• And most importantly, how do you manufacture momentum in this market?

I have a lot to say. (I always do.)

Which is why we’re hosting a live conversation, post-holiday fog:

𝐓𝐇𝐄 𝐍𝐄𝐖 𝐑𝐔𝐋𝐄𝐒 𝐎𝐅 𝐉𝐎𝐁 𝐒𝐄𝐀𝐑𝐂𝐇𝐈𝐍𝐆

How to navigate the market and create your own path
A live Q&A with me and Katheline on Zoom

📅 𝐌𝐨𝐧𝐝𝐚𝐲 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝟏𝐬𝐭 
• It’s free • It’s live 
• It’s clarity when clarity is scarce.

No gatekeeping. No fees. No performative posturing.

Just answers. Just access. Just the unfiltered mechanics of what works now.

If you’re searching for a role, planning a pivot, or trying to decode the signals that suddenly went silent: Be in the room.

Bring the questions you’re tired of holding.

I’ll bring the truth you’re tired of not hearing.

🔗 Zoom link in comments.

Andrea Henderson, SPHR, CIR, RACR ✦ Executive Search Professional
In dialogue with Katheline Jean-Pierre, MSc .
Your questions, answered.

When a CEO says "exploring all options," we all know what that means.

Jim Forbes and I had a great conversation last night at the PDA holiday party about what boards actually need when they're looking for a CEO who can make the company "transaction ready."

When the board is facing a go-private scenario, preparing for an IPO, or navigating an acquisition, the leadership profile changes dramatically. You need to find the right CEO for this particular journey.

The leaders who excel in transaction-heavy environments bring a specific toolkit:

↳ They view constrained runways as catalysts for decisive action, not paralysis
↳ They've built credibility with PE firms, investment bankers, and boards during high-pressure processes
↳ They can articulate competing strategic paths without becoming attached to any single outcome
↳ They understand that "exploring all options" requires rigorous strategic discipline

The question that the board should let shape the CEO search: Are we hiring for the company we are today, or the company we're about to become?

If transformation, transaction, or transition is on your horizon, your leadership profile needs to reflect that reality from day one.

I partner with boards to define these nuanced requirements before the search begins because getting this hire right is crucial. It could kill the deal if you get it wrong so it isn't a hire you'll get to make twice.

Thanks Jim Forbes for sparking this reflection. 

___________________

Private Directors Association® - Atlanta Chapter  

*picture for attention

#ExecutiveSearch #CEOSearch #BoardAdvisory #LeadershipTransitions

Codie A. Sanchez  said “The best founders do one thing brilliantly... 

Hire.”
.
.
.
.
.
She isn’t wrong. 

It’s worth investing in a good partnership with an executive recruiter. It’s too important to “wing it.”

Your next executive hire was at Art Basel this weekend in Miami.  

Or she might have been at the Healthcare Businesswomen's Association conference in Las Vegas. 

Or the Private Directors Association event at Disneyland in October.

This weekend I was at Art Basel in Miami. I went to celebrate a friend's milestone birthday, reconnect with old colleagues, and meet new connections.

People see the photos and say, "Wow, you're living your best life!"

Here's what they don't see:
Yes, I am out a lot. 
I'm out in the rain.
I'm out in the cold. 
I'm out in the snow. 
I'm out in the extreme heat. 
I'm out when I'm tired.
I'm out when my feet hurt. 
I'm out when I have nothing that I like to wear. 
When I feel like I look like a frump, I'm out. 
Sometimes tired, sometimes not feeling my best. 
But I show up anyway.

Because when you need to fill a critical executive role, you can't afford to wait weeks for the "perfect candidate" to surface through job boards.

The executives you want aren't likely actively looking for you. They're not scrolling LinkedIn Jobs. 

They're at Art Basel. 
They're at industry conferences. They're at that startup founder's dinner party.

And when you need them, they'll take my call. 

Not because I sent them a cold InMail, but because we've had real conversations. 

Because someone they trust vouched for me. 
Because I've invested in the relationship long before you had an opening.

You can't be everywhere your next hire might be. But I can.

That's not work-life balance, that's how executive search actually works.

The relationships I build at a birthday celebration this weekend might solve your hardest hiring challenge next quarter.

When everyone else is fighting over the same 5 candidates on LinkedIn, I'm bringing you people who weren't even "on the market."

The secret recipe = Trust + Access.

That's the difference between recruiting and executive search.

Art Basel and Executive Search 

Stop showing your scalp and start showing your teeth.

You’ve done everything right …but invisibly. And invisibility doesn’t lead to advocacy,  recognition, promotion or payment.

Showing your teeth is a metaphor for visibility, voice, and power. 

It means speaking up. 
It means that you’re comfortable smiling in power rooms that you belong in. 
It means making yourself known and unmissable.

Translation: You stop shrinking. You claim your space. You speak your value out loud …that’s self-advocacy.

But sometimes the hardest person to advocate for is yourself.

Early in my career, I struggled with asking for what I deserved. I thought my work would speak for itself. It didn't.

The turning point was realizing that knowing your value and asking for it isn't arrogance. 
Understanding that it's necessary.

Today, I pray that everyone reading this finds:

The clarity to recognize their own worth 

The courage to speak up and ask for what they deserve

The resilience to keep going, even when the path gets tough

Early in your career, you have to put your head down and get things done. 

But at a certain point, working hard isn't enough. 

You have to understand your value and demand fair recognition for the work you put in and the results you create.

Do you know where the inflection point is?

Are you in grinding season or speak-up season?

Tell me in the comments:
🔨 GRIND
🗣️ SPEAK
🤔 IDK

She did her mom’s makeup at the funeral home to get her “casket ready” and then recorded this video.

Ashley Ann Jones is someone I respect deeply. Her work ethic is unmatched. I also knew her mom and how much they loved each other. 

That’s why when I watched this, I felt like she punched me in the chest having recently experienced the same loss. 

Because she wasn’t just talking to the internet …she was talking to ME!

To the part of me that knows exactly what it means to lose my mother and still have the world tapping its watch. 

To the part that kept moving - - not because I’m brave, but because stopping felt like free-fall.

It punches the chest because it mirrors a truth most people never have to look at head-on:
grief doesn’t pause responsibility.

Payroll doesn’t pause for grief. Vendors don’t accept sorrow as payment. Rent, subscriptions, contracts, dependents …they all keep tapping you on the shoulder.

So yes, working can be a coping mechanism. Structure can be a lifeline. Motion can keep you from drowning in the quiet. Channeling energy can feel safer than sitting still with the enormity of loss. I know this terrain. Many of us do.

Can you relate? Have you pushed through difficult seasons in order to be successful … or simply stay afloat? 

I know this may be an unpopular opinion in this era of anti-hustle culture. 

Thoughts?

Happy Founders’ Day to the Distinguished Men of 
𝐀𝐥𝐩𝐡𝐚 𝐏𝐡𝐢 𝐀𝐥𝐩𝐡𝐚 𝐅𝐫𝐚𝐭𝐞𝐫𝐧𝐢𝐭𝐲, 𝐈𝐧𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞𝐝! 

For 119 years, you’ve led the way with purpose, service, and a commitment to “Manly Deeds, Scholarship and Love For All Mankind.” 

May your legacy deepen, your influence widen, and your light keep cutting through places that still need you!

🖤💛🩷💚

#APA1906Network #AKA1908

This is going to make my Atlanta friends mad!

I don’t know who created this list but the best airlines I’ve ever flown, #Emirates, isn’t even on here. 

Neither is my hometown favorite #JetBlue.

I co-sign on #TurkishAir though. 

Do you agree with this ranking? What’s your favorite airlines?

This was so much fun and got such good feedback, its only fair to share with my folks also. If you missed it and want to see the replay, comment "TEA" below or in my DM and Katheline or I will send it to you.  I'm following her lead on this... 😎

Award Winning Fortune 500 Exec | I Coached 15,000+ tech workers to Build a Career & Business they Love | Ex-Google

View Katheline Jean-Pierre MSc’s profile

Part 1 of The LinkedIn Tea is officially done  🫖 🍵 . Co-hosted with Andrea Henderson, SPHR, CIR, RACR, we broke down what moves the needle on LinkedIn right now, and how to turn your presence into real outcomes: interviews, partnerships, clients, and offers.

Here’s what we covered:

On LinkedIn Growth
•⁠  Define your unique voice + show up unapologetically
•⁠ What the algorithm is prioritizing (and what it’s quietly deprioritizing)
•⁠ How to create posts even when you “don’t know what to say”

On Career Growth
•⁠ Build a brand that attracts recruiters (not just likes)
•⁠ How to job-search in today’s landscape when “apply + wait” doesn’t work

On Attracting Opportunities
•⁠ Convert visibility into partnerships, clients, and revenue opportunities


If you missed it, don’t worry... Part 2 is coming.
👋🏾  Comment “TEA” and I’ll send the replay. 
 🗞️ Also... Join my newsletter to never miss a beat: https://lnkd.in/gX4mEkVA

P.S.: We met a few months ago in person in my backyard in LA. Then we decided to run a webinar on our journey.

I teach, consult, coach, and facilitate using my JOY framework to drive growth and success. I Fractional Head of Learning I ExDell

Most leaders know employee happiness matters. Few know how to measure it—or prove its ROI.

I'm Dr. Zippy Abla, founder of Zippy Consulting Group and creator of The JOY Framework™. I help Fortune 500 companies, pharmaceutical executives, and government agencies turn happiness science into competitive advantage through measurable organizational transformation.

What I do:
I lead complex, multi-stakeholder programs that impact thousands of employees. My work combines rigorous data analysis (qualitative + quantitative) with evidence-based interventions in leadership development, team effectiveness, and culture change. I've managed initiatives spanning 10,000+ employees across multiple geographies, coordinating external contractors, internal teams, and C-suite stakeholders to deliver results that move the needle—often by 30% or more.

My approach is different:
As a social scientist with a Doctorate in Leadership Studies and MBA, I translate positive psychology research into business strategy. I don't do "soft skills"—I do hard metrics that prove people investments pay off. My clients include Michigan first responders, Dell Technologies, and executives across biotech and pharmaceutical sectors.

Before we invest another dollar in engagement surveys, let's measure what matters.
I created a free assessment tool that helps leaders understand their happiness baseline. It takes 5 minutes and gives you immediate insights into where your culture stands.

→ Download the Inner Home for Happiness Self-Assessment: [https://subscribepage.io/2xs58P]

Currently:

Teaching Organizational Behavior at Cleary University
Launching The JOY Institute (January 2026)
Speaking on happiness as a leadership strategy
Building partnerships with organizations ready to prove ROI on their people investments

Let's connect if you're:
✓ Leading transformation initiatives that need measurable impact
✓ Managing complex programmes with multiple stakeholders
✓ Curious about the neuroscience behind high-performing teams
✓ Ready to stop treating happiness like a "nice-to-have"

Dr. Zippy Abla

90% of disease and illness is stress-related.

Read that again.

Not genetics. Not luck. Not random chance.

STRESS.

Your chronic stress isn't just making you tired or a little short-tempered with your team.

It's literally making you sick.

⚠️ It damages your cardiovascular system. 
⚠️ Weakens your immune function. 
⚠️ Disrupts your sleep. 
⚠️ Impairs your cognitive abilities. 
⚠️ Accelerates aging at the cellular level.

And yet, we wear stress like a badge of honor.

"I'm so busy." "I haven't slept in days." "I'll rest when I'm dead."

Here's the uncomfortable truth: If you keep running like this, that day comes sooner than it should.

But here's the empowering truth: You have FAR more control over this than you think.

Your body is designed to handle acute stress. It's brilliant at it.

What it CAN'T handle is chronic, relentless, never-ending stress with no recovery.

The fix isn't complicated: 
→ Prioritize sleep 
→ Move your body 
→ Eat real food 
→ Build in actual rest (not just scrolling)

Small shifts. Massive impact.

Because the goal isn't just to live longer.
It's to actually ENJOY the life you're working so hard to build.

⚡ What's one small thing you can do TODAY to reduce your stress load?

💡 Ready to break the stress cycle? 
The JOY Institute starts January 2026—6 weeks to transform how you lead and live. 
♻ Share this with someone whose stress level worries you. 
➕ Follow Dr. Zippy for the neuroscience of happiness applied to high-stakes leadership.

Happiness Consultant | I help HR leaders turn their PEOPLE investments into measurable ROI using science-backed happiness strategies. | 🎯 FREE Webinar Series Nov 18-Dec 11 (See Featured)

My leader once yelled at me in front of my team. I cried.

But that’s not why three of us quit.

We didn’t leave because of what he did in that moment.

We left because of what came after.

No apology. No ownership. Just “miscommunication.”

Top performers don’t quit hard conversations.

They quit when leaders model avoidance and ego.

When leaders deflect, teams go silent.

Mistakes get hidden. Risks disappear.

And smart people stop trying.

The best cultures aren’t built on perfection. They’re built on repair.

If this resonates, pass it on to someone leading people right now.

Follow me Dr. Zippy Abla, for science-backed strategies that help teams be happy at work.

Happiness Consultant | I help HR leaders turn their PEOPLE investments into measurable ROI using science-backed happiness strategies. | 🎯 FREE Webinar Series Nov 18-Dec 9 (See Featured)

🔟 Things that require Zero talent 

1️⃣Being on time
 Shows respect. Builds trust. Costs nothing.

2️⃣Following through
 The fastest way to stand out? Do what you said you would.

3️⃣Being coachable
 You don’t need to be the smartest. Just willing to learn.

4️⃣Taking ownership
 Blame is easy. Accountability is rare and respected.

5️⃣ Being kind
 Not soft. Not weak. Just powerful and uncommon.

6️⃣ Listening without interrupting
 People don’t remember who spoke the most. They remember who made them feel heard.

7️⃣ Having a positive attitude
 Your energy is contagious. What are you spreading?

8️⃣Being prepared
 You can’t control outcomes, but you can control how you show up.

9️⃣Giving credit
 Want loyalty? Start by spotlighting others before yourself.

🔟 Respecting everyone, no matter their title
 Character isn’t revealed in big moments. It shows in how you treat the “invisible.”

Which of these has nothing to do with talent…
 …and everything to do with leadership?

➕ Follow me for content that puts character back at the center of culture.

Chief Happiness Consultant & Program Director | Proving ROI on Joy for Fortune 500s & Government Agencies | FREE Assessment Below ↓

Trust isn’t a soft skill. It’s your company’s most undervalued growth metric.

 (And it’s quietly killing 41% of your innovation pipeline.)

👇 Here’s what 200+ teams revealed:
✅ Companies with high interpersonal trust outperform peers by up to 400% in innovation outcomes.

That’s not a vibe. 
That’s financial data your CFO needs to see.

Here’s what happens in low-trust cultures:

✅ The brain goes into survival mode
✅ Amygdala fires
✅ Cortisol spikes
✅ Innovation centers shut down

🧠 Your team literally can’t innovate in fear.

What the data confirms:
 ✅ 79% of employees who trust leadership are more loyal
 ✅ Teams with psychological safety are 35% more likely to generate breakthroughs
 ✅ Trust-rich teams recover from failure 56% faster

But here’s where most exec teams get it wrong:
They treat trust like a personality trait, not a measurable capability.

The JOY Framework™ fixes that.

It operationalizes trust using 3 neuroscience-based protocols:
📊Neural Mapping
📊Safety Protocols
📊Trust Metrics

A 500-person health tech org used it last quarter.
Result?
 ⚡ 43% increase in innovation velocity
 ⚡ Time-to-solution dropped 37%
 ⚡ Idea implementation rate doubled

👉 Your next breakthrough isn’t stuck behind budget or bandwidth.

It’s buried under low-trust dynamics no one’s measuring.

Want to quantify what low trust is costing your org?
Comment/DM “INNOVATE” and I’ll send you our Trust-to-Innovation audit tool.

I used to believe I was just one promotion away from happiness.
✨More money.
✨More recognition.
✨More joy... right?

But the season I earned the most…
I also cried in my car the most.

Then I read this:
👉 Research from Oxford found that sleep quality has twice the impact on your happiness than income or relationship status.

Why?
Because when you’re sleep-deprived:
➟ Your amygdala goes into overdrive (hello, emotional spirals)
➟ Your prefrontal cortex shuts down (bye, judgment and calm)

The result?
➟ Overthinking
➟ Reactivity
➟ Emotional burnout

Sleep isn’t rest.
 ✅It’s resilience.
 ✅It’s joy maintenance in disguise.

Want to lead better?
Start by protecting your sleep time like it’s your most important meeting of the day.
Because it is.

I am hosting a Free webinar on Happiness on today at 1pm EST. Register here to learn the one Leadership skill technology cant replace. https://lnkd.in/gubHkyac
Follow me Dr. Zippy Abla for more science-backed strategies on leadership, joy, and performance.

I used to think leadership was about being the smartest person in the room.

The most prepared.
The most respected.
The most liked.

So when someone challenged me, I’d get defensive.
When someone dismissed me, I’d shut down.
When someone rejected an idea I worked hard on, I’d spiral for days.

Not outwardly.
But in my head.
And in my body.

Then one day, a mentor said something that flipped everything:

“The people who trigger you the most are your greatest teachers.”

At first, I rolled my eyes.
Then I started listening.
And everything changed.

Follow me to learn how I turned triggers into leadership tools—
It’s the foundation of what we’re building inside The JOY Institute, launching January 2026.

Who's triggered you lately? 👇

Most leadership programs teach how to manage people.

Very few teach how to manage yourself in the moments that matter most.

🌀The colleague who shoots down your ideas.
🌀The team member who resists everything.
🌀The client who’s never satisfied.
🌀They're not always the problem.

Sometimes... they’re the mirror.

This carousel breaks down the 4 most common leadership triggers and what they’re actually trying to teach you.

Because emotional maturity isn’t about avoiding difficult people.

 It’s about understanding the parts of you they activate.
👇 Swipe through, reflect, and tell me—
 Which one hit hardest?

(P.S. This is the kind of work we’re doing inside The JOY Institute, launching January 2026.)

What Your Triggers Are Trying to Teach You

My whole life, I was the person holding everyone's bags.

While others screamed with joy on roller coasters, I waved from the sidelines.
Safe. Scared. Supporting everyone else's adventures.

And you know what happened? 
My kids inherited my fear.
We all became the bag holders.

Something shifted when I turned 50.
I looked at my life and realized I was living it from the bench.
Watching. Waiting. Supporting.

But never truly LIVING.

Last week, I went to Universal Studios and SeaWorld.

At Universal Studios, I walked up to my first roller coaster.
My hands were shaking.
My heart was pounding.
But I got on anyway.

Then another.
Then another.

When my family wouldn't join me, a group of teenage boys adopted me for the day.
We rode everything together, laughing until our sides hurt.
I felt more alive than I had in years.

Day three at SeaWorld, same thing.
More rides. More freedom. More of who I really was.

Then my daughter said something that broke me wide open:

"Mama... I think I'd like to try a ride with you."

My kid, who had inherited my fear, was ready to be brave.

We climbed into that seat together.
She screamed with pure joy the entire time.
When we got off, she was glowing.

I stood there, tears streaming down my face.
Not from fear.
From gratitude.

Because I finally understood:
When you step into your own life, you give others permission to do the same.

Your courage becomes their courage.
Your joy becomes their possibility.

I spend my days as a happiness consultant helping others live fully.
But that day, I learned the most important lesson:
You can't guide others to a life you're not willing to live yourself.

What's the one thing you've been too scared to try? Drop it in the comments.

Only 5% of high school seniors have high self-esteem.

In first grade, it's 80%.
By fifth grade, it drops to 20%.
By the end of high school? Just 1 in 20.

Somewhere between finger painting and final exams, confidence erodes.
And 2 out of 3 adults are still carrying that weight—silently struggling with low self-worth.

It doesn't matter how many degrees they collect or how high their title climbs.
Inside, they're still asking:

Am I enough?

That's not a mindset issue.
That's a system failure.

And it's exactly why I do this work at the JOY Culture Lab—helping people rebuild the self-trust that school systems slowly dismantled.

Because self-worth shouldn't expire at 8 years old.

If you're leading teams, raising kids, or building companies—ask yourself:
Are you protecting their confidence, or quietly eroding it?


Follow me Dr. Zippy Abla for more on rebuilding self-trust in workplaces, schools, and homes.

People think lifting others makes them smaller.

That's what I believed too.

Until I watched a leader I was coaching face a decision:

Take credit for a big win…
Or give it to the three people on her team who did the heavy lifting.

She chose the second option.
Six months later, those same team members became her fiercest advocates.

They pushed harder.
They innovated faster.
And when she needed support on her next initiative, they moved mountains.

That's when I stopped seeing leadership as individual achievement…
And started seeing it as collective elevation.

Because when you invest in others, here's what actually happens:

People stop guarding ideas and start sharing them

The quiet ones suddenly feel safe to lead

The mentee becomes your most trusted partner

You stop carrying everything alone — and go further because of it

Here's the part most leaders get wrong:

They believe lifting others means dimming their own light.

But look at the image in this post.
The person at the bottom isn't smaller.
They're stronger. They're foundational.

They're building something bigger than themselves.

That's not sacrifice.
That's legacy.

Your turn
Who lifted you when you needed it most?
And who are you lifting now?

👇 Follow me if you believe leadership is less about control — and more about multiplying impact.

Stop trying to achieve work-life balance.

It doesn't exist.

And chasing it is making you miserable.

Here's why:
The "balance" model assumes work and life are separate entities on opposite sides of a scale. 
When one goes up, the other goes down.

It creates a false choice: 
→ Be a great leader OR be present at home 
→ Advance your career OR take care of yourself 
→ Achieve success OR maintain relationships
It's exhausting. And it doesn't work.

What DOES work? Integration.
You are ONE person.
Not a work version and a home version. 
Not a professional self and a personal self.

ONE integrated human being trying to navigate all the parts of a full life.

When you're stressed at work, you bring it home. 
When you're struggling at home, you bring it to work. 
When you're exhausted, EVERYTHING suffers. 
When you're energized, EVERYTHING improves.

The question isn't "How do I balance these competing priorities?"
The question is "How do I take care of myself so I can show up WELL everywhere?"

That means: 
✅ Sleep that supports your brain function (at work AND at home) 
✅ Nutrition that fuels your body (for meetings AND family time) 
✅ Movement that reduces stress (before big presentations AND tough conversations) 
✅ Purpose that grounds you (in the boardroom AND the living room)

When you're operating from a place of sustainable performance, everything flows better.

You're not trying to divide yourself into pieces.
You're showing up WHOLE.

🌊 Where are you trying to "balance" instead of integrate?

💡 Learn the integration framework. 
The JOY Institute opens January 2026—for leaders ready to show up whole. ♻ Send this to someone who's exhausted from trying to "balance it all." 
➕ Follow Dr. Zippy Abla for whole-person leadership strategies that actually work.

Today everyone posts about gratitude. Tomorrow, most of us forget.

Gratitude isn’t just a feel-good ritual.
It’s a neurological power tool.

Your brain releases dopamine and serotonin when you practice it—
The same chemicals expensive wellness programs try to replicate.

But gratitude is free. Immediate. Sustainable.
And teams that use it perform better. Period.

It calms the amygdala (less stress).
Activates the prefrontal cortex (better decisions).
Boosts oxytocin (stronger relationships).

Grateful teams innovate more.
Take more creative risks.
And recover faster from setbacks.

So, this Thanksgiving—
Write down three wins you’re genuinely grateful for.
Then drop one in the comments.

Let’s train our brains to notice what’s working.

The quality of your sleep last night matters more than the size of your paycheck.

Let that sink in.

We've been taught to chase the next raise, the next role, the next achievement. 
But if you're exhausted, none of it lands. 
Joy doesn't stick. Motivation fades. 
Leadership becomes reaction, not intention.

Sleep is not a luxury. It's a biological foundation.

🧠It regulates your mood. 
💡It sharpens your thinking. 
⚖️It buffers stress. 
❤️It amplifies empathy and emotional capacity.

And without it? Even the most talented, driven, high-achieving professionals will hit a wall.

This isn't about "work-life balance." It's about biological reality.

Rest isn't the reward. It's the requirement.

At The JOY Institute, we teach leaders how to build lives that don't require burnout to feel meaningful.

Because what's the point of success if you're too tired to enjoy it?

What does real rest look like for you lately?

---

💡The JOY Institute launches January 2026—6 weeks to master sustainable high performance without burning out.

♻ Share this with a leader who's running on fumes right now.
➕Follow Dr. Zippy Abla. Zippy for science-backed strategies on sustainable leadership.

"You cannot pour from an empty cup."

You've seen it on coffee mugs. Heard it in wellness workshops. Maybe even posted it yourself.

But have you actually STOPPED trying to pour from empty?

Most leaders I work with are running on: 
→ 5-6 hours of sleep 
→ Coffee for breakfast 
→ Meetings through lunch 
→ Stress eating by 3 PM 
→ Collapse by evening 
→ Repeat tomorrow

And they wonder why they're irritable. 
Why decisions feel harder. 
Why they're getting sick more often. 
Why that promotion they worked so hard for doesn't feel as good as they thought it would.

Here's what I learned the hard way:
Your energy isn't infinite. 
Your body isn't a machine. 
And sustainable high performance requires you to actually SUSTAIN yourself.

The Big 3 non-negotiables: 
✅ Sleep (7-9 hours, ideally during healing hours) 
✅ Nutrition (real food, not just fuel) 
✅ Movement (even 10 minutes counts)

Not someday. Not when things slow down. Not after this project.

Now.

Because the leader your team needs isn't the exhausted version of you pushing through.

It's the rested, energized, clear-headed version who can think strategically, lead with patience, and make decisions from wisdom instead of survival mode.

🫖 How full is your cup right now, honestly?
💡 Learn to fill your cup without sacrificing performance. 

The JOY Institute launches January 2026—applications open now. 
♻ Send this to a leader who's overdue for a refill. 
➕ Follow Dr. Zippy Abla for practical strategies on leading from fullness, not fumes.

I challenged a room full of high-performing leaders to go to bed by 10 PM for just 3 nights.

You should have seen the faces. 😅

"Impossible." 
"I have too much to do." 
"That's when I finally get quiet time."

I get it. I really do.

But here's what I know from the research AND from working with hundreds of leaders:

The hours between 10 PM and 2 AM are your body's healing hours.

Miss them, and you're running on stress hormones instead of real energy.

You get that "second wind" that feels productive—but it's just cortisol and adrenaline keeping you upright.

The cost? 
→ Worse decisions by afternoon 
→ Shorter patience with your team 
→ Compromised immune function 
→ Cognitive performance equivalent to being legally drunk

You wouldn't show up to lead your team drunk. 
So why show up sleep-deprived?

Here's my invitation: 
→Pick 3 nights this week. Any 3. 
→Be in bed, lights off, by 10 PM. 
→Notice how you feel on day 4.
You'll be shocked at the difference.

And if you're thinking "I don't have time for this," I promise, you don't have time NOT to.

💤 Who's willing to try the 10 PM experiment with me?
💡 Want the full framework? The JOY Institute opens in January 2026 with accountability, coaching, and proven strategies for sustainable performance. 
♻ Tag someone who needs to see this (especially that leader who brags about running on 4 hours of sleep). 
➕ Follow Dr. Zippy Abla. for the science of happiness translated into leadership strategy.

The $2.7M mistake leaders don’t see?

An 18-point psychological safety gap.

📊 2025 research shows:

87% of executives say their org is psychologically safe.
Only 69% of frontline employees agree.

This isn’t a soft issue.

This is a performance leak that’s costing millions.

Here’s how it shows up:

🔇 Missed insights — frontline sees problems execs never will

🧠 Bottlenecked ideas — innovation dies before it reaches leadership

💸 Turnover — $21K per person when employees don’t feel heard

The neuroscience explains it:

When safety is low, the brain enters threat mode, shutting down the circuits for creativity, collaboration, and insight.

And execs rarely notice.

Why? Because their safety creates a blind spot, their brains filter out threat signals entirely.

That’s where the JOY Framework comes in:

🧬 Neural Reset Protocol – restores safety across hierarchy

🤝 Oxytocin Feedback Loops – builds biological trust

🧠 Strategic Gratitude Circuits – reactivates innovation pathways

One healthcare org closed this safety gap by 15 points in 90 days.

The result? $2.7M unlocked from frontline suggestions that were previously never shared.

Because the most expensive innovation...

is the one your team never tells you about.

👇 Comment “MEASURE” for access to our Neural Safety Assessment.

👀 Follow me, Dr. Zippy Abla, for science-backed strategies to build happier, higher-performing workplaces because when you solve for happiness, you unlock retention, innovation, and results.

AI can write your emails.
It can code your apps.
It can analyze your data.

But it can’t create what makes people stay.

Here are 9 human capabilities that build true loyalty at work:
1) Reading the room – noticing when someone’s off, even if they won’t say it
2) Building bridges – connecting people and ideas that others keep siloed
3) Holding space – letting someone process hard news without rushing to fix it
4) Translating vision – turning abstract strategy into meaningful work
5) Spotting potential – seeing leadership in the quiet ones who go unnoticed
6) Managing conflict – handling tough conversations without creating casualties
7) Creating safety – making it okay to speak up, mess up, and ask for help
8) Inspiring belief – helping people see the purpose in their role
9) Celebrating wins – marking progress in ways that build momentum

These aren’t “soft skills.”

They’re the skillset that turns obligation into ownership.

Work into belonging.

Because people don’t stay where they’re just paid.
They stay where they’re seen. 👀

Follow me for bold takes on leadership, culture, and the real reasons people stay (or leave) their jobs.
Because surveys give you data, but I’ll help you read the room.

Executives obsess over revenue, productivity, and retention.

Here's what they miss:

Those metrics are all downstream of how people feel.

When employees feel chronically undervalued, 
😰They make defensive decisions. 
🔒They hoard information. 
⚠️ They optimize for survival, not excellence.

When they feel genuinely valued? 
✅Better risk assessment. 
⚡Faster problem-solving. 
💡Creativity under pressure.

Every "hard" business problem is a people problem in disguise.
⚠️Slow decision-making? That's fear of failure.
⚠️Siloed departments? That's lack of trust.
⚠️Customer churn? Your team stopped caring before your customers did.

Happy employees outsell peers by 37%, stay 6x longer, and drive 4x the profit. (Gallup, MIT Sloan)

I've watched companies cut turnover by 60% by changing one thing: how managers give recognition.

While your competitors chase engagement surveys, you could build emotional infrastructure that moves your Q1 numbers.

What's one "soft" investment you could make this week that shows up in next quarter's financials?

💡 The JOY Institute launches January 2026—where happiness science meets business strategy. 
♻ Share this with an executive who treats culture like it's separate from revenue. 
➕ Follow Dr. Zippy for science-backed strategies that turn workplace happiness into competitive advantage.

Last week, my 11-year-old came home with tears in her eyes.

She had given her lunch to a classmate who forgot theirs.
They mocked her African stew in front of everyone.

“I don’t want to help people anymore, Mama. It just makes me feel stupid.”

That broke me.

But it also hit me like lightning:
 This is how culture dies—at school or at work.
→ One teammate gets punished for going above and beyond
 → One idea gets laughed at in front of others
 → One leader extends trust and gets burned

So, everyone retreats.
And innovation dies in silence.

As a Happiness Consultant, I’ve seen this across every industry:
Integrity isn’t soft. It’s the hardest thing to scale.

💬 When did integrity change everything on your team?
➕ Follow me for happiness science that turns culture into a competitive advantage.

She didn’t think leadership could feel joyful.

Now she’s rebuilding her team culture from the inside out.

When Kara, a senior HR leader at a fast-growing tech company, first reached out, she was exhausted.

Her leaders were technically brilliant but emotionally unavailable.

Engagement scores were dropping. 
Turnover was rising.

And she felt like the “culture police” instead of a true People Partner.

We started working together through The JOY-Driven Culture Lab™.

 She learned how to coach her leaders on emotional intelligence,
 build psychological safety into team norms,
 and shift from reactive HR to proactive culture strategy.

6 weeks later, she presented a full JOY Audit to the executive team
 and got buy-in to roll it out org-wide.

Today?

Kara’s not just in the room.
She’s driving the conversation.

Because when people-first leaders are empowered with real frameworks,
 they stop chasing culture… and start building it.

DM me if you want to know more about The JOY-Driven Culture Lab™
 and how it can shift your team from burnout to belonging.

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Dr. Zippy Abla

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The Battle

Andrea Henderson, SPHR, CIR, RACR

Dr. Zippy Abla

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Andrea Henderson, SPHR, CIR, RACR's LinkedIn Performance

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