Craig Leach, MBA

Welcome to where transforming companies and careers with precision-tailored executive placements and progressive leadership coaching meets personalized solutions that align with your unique culture and strategic goals. If you're here, you're likely seeking to attract and retain top-tier talent in a competitive market, align leadership teams with corporate strategy and culture, navigate leadership transitions without disrupting operations, and ensure new hires are the right fit for long-term success.

With over 30 years of experience in leading teams, I guide executives from uncertainty and misalignment to building high-performing teams that drive results. Is reducing time spent on recruiting or mis-recruiting on your radar? Do you aspire to increase productivity and performance? If these aspirations resonate, you've found your path.

I blend my diverse skills in negotiation, business planning, operations management, sales, market development, and leadersip with my passion for talent development, crafting strategic solutions that truly represent your organization's needs. This strategy allows you to transform your leadership capital and achieve sustainable success.

My 21st Century technology-influenced approach uses personalized executive search and coaching to create long-term impact that delivers reduced commercial downtime, improved employee retention rates, and reduced overall costs to hire. I empower hiring managers to make confident decisions, so 96% of our placements are still in place after 12 months.

What you can expect:
• Minimized client commercial downtime
• Improved new employee retention rates
• Reduced overall costs to hire

Your outcomes:
• 96% of placements still in place after 12 months
• 94% of placements still in place after 24 months

Embrace a journey that transforms your organization through strategic leadership development and succession planning. Ready to start?

I offer different ways to work with me to suit your budget and needs:
• Retained Search: Exclusive tailored executive search and coaching solutions, best suited for senior leadership positions (C-Suite, VPs, Directors)
• Contingency Search: Exclusive search for technical, sales, and marketing roles
• Executive Coaching: Tailored, one-on-one partnerships to empower leaders and high-potential professionals to maximize performance and achieve personal and organizational goals

Who it's for:
• C-suite executives
• Senior managers
• Emerging leaders
• Professionals transitioning to higher leadership roles

Begin your journey: https://calendly.com/6202205911/30min

President

I Placed the Same Executive Three Times (Here's What His Ex-Bosses Never Understood)

Same guy. Three different companies. Three promotions after I placed him.

His ex-bosses? They all called me asking if I could find them "another Mike."

I couldn't help but laugh.

They had Mike. They lost Mike. And they still didn't understand why.

First placement: VP Operations at a logistics company. Mike turned their worst-performing region into their best in 18 months. Then his boss took credit for the turnaround at the board meeting. Mike called me that night.

Second placement: COO at a manufacturing firm. Mike reduced costs by 31% without cutting a single job. Found inefficiencies everyone else missed. Then they promoted someone's golf buddy over him. Mike called me that afternoon.

Third placement: President of a PE-backed distribution company. The CEO told me during reference checks: "I don't care about his resume. Tell me why he left his last two roles."

So I told him.

That CEO did something Mike's previous bosses never did:

He asked Mike what he needed to succeed.
Then actually delivered it.

Not promised it. Delivered it.

Mike wanted:
• Authority to match his responsibility
• Credit to flow where credit was due
• A boss who'd have his back when things got tough

Revolutionary concepts, apparently.

Two years later, Mike's still there. They've doubled revenue. The PE firm made him CEO last month.

His two previous bosses? Both called me this year.

"We need someone like Mike."
"What made Mike special?"
"Can you find us another Mike?"

I tell them the same thing:

You don't need another Mike. You need to become the leader Mike would stay for.

The brutal truth about executive retention:

Great executives don't leave companies. They leave bosses who take credit, make promises they don't keep, and treat talent like it's replaceable.

Mike wasn't exceptional because of his skills. Every executive at his level has skills.

He was exceptional because he'd learned what most executives learn too late:

When someone shows you who they are as a boss, believe them.

The fastest way to lose your best executive? Make them feel like they're just another employee.

The fastest way to keep them? Remember they have my number in their phone.

And they're one broken promise away from using it.

What's the real reason your best executive left?

I Work with Senior Leaders to Build Teams that Shape the Future | Executive Search | C-Suite | Top Voice 2024

The Reference Who Begged Me Not to Place Their Former Employee

"Please. Don't send him to our competitor."

First time in 200+ placements someone asked me to sabotage a candidate's job search.

I was doing reference checks for a VP Sales candidate. Strong track record. Multiple successful exits. The board was ready to make an offer.

Called his previous CEO for a reference.

"Craig, I'll give you a glowing reference. But I need a favor."

"What kind of favor?"

"Don't place him at "ABC". They're our biggest competitor."

I waited for him to laugh. He didn't.

"You're serious."

"Dead serious. If he goes there with what he knows, we're finished."

Most executives treat departing talent like yesterday's news. Delete their access. Ship their belongings. Move on.

This CEO understood something different.

His former VP wasn't just leaving. He was taking a $50M competitive advantage with him.

The playbook he built.
The client relationships he nurtured.
The team culture he created.
The strategic roadmap he designed.

All walking out the door for a 40% salary bump.

"Why didn't you match their offer?" I asked.

"Board said we couldn't justify it. Now they're asking me to hire three people to replace him."

The math never works that way.

You don't replace one A-player with three B-players.
You replace them with your competitor's new weapon.

Six months later, "ABC" had captured 30% of his former company's enterprise accounts.

The CEO who begged me not to place him? He's now looking for a new job himself.

Board fired him for losing market share.

Here's what 200+ placements taught me about talent:

The cost of losing your best people isn't in the replacement search.

It's in watching them build your competitor's empire with your blueprints.

Companies will spend $2M on a non-compete lawsuit but won't spend $200K to keep the person worth suing over.

Your top performer isn't just an employee.
They're your competitive moat.

And moats don't come with a replacement guarantee.

What's the real cost of the last A-player you lost to a competitor?

I Send Every New CEO This Text on Day 1 (It's Saved 12 Placements)

"Your honeymoon period is a myth. Your team is updating their LinkedIn profiles right now."

Harsh? Maybe. But after 200+ placements, I've watched too many CEOs crash because they believed they had time.

The text continues:

"You have 72 hours to signal who you really are. Not 100 days. Not 90. Three days. After that, every opinion is cement."

Last year, I placed a CEO at a PE-backed manufacturing company. Smart guy. Came from Amazon. Had all the answers.

Day 1: Announced his open-door policy from his closed office.
Day 2: Scheduled "listening tours" for week 8.
Day 3: Sent a 47-slide deck about his vision.

By day 4, his head of sales had called me.

"Craig, got any other opportunities?"

That CEO lasted 11 months.

Compare that to Sarah, who I placed three months later at a similar company.

Day 1: Worked the warehouse floor at 5 AM. No announcement. Just showed up.
Day 2: Had lunch in the break room. Asked about people's kids by name.
Day 3: Fixed the coffee machine everyone complained about for two years.

Her head of sales called me too.

"Craig, where'd you find her?"

Sarah's been there 18 months. Revenue up 34%. Same team that was "unmanageable" under the last guy.

The difference wasn't their resumes. Both stellar.
The difference wasn't their strategies. Both solid.

The difference was those first 72 hours.

The CEOs who survive understand something the failures don't:

Your team doesn't care about your credentials.
They care about your character.

And they're deciding right now while you're still figuring out where the bathroom is. Whether you're worth following.

That text I send? It ends with this:

"You're not being hired. You're being tested. And the test started the second they heard your name."

12 CEOs have gotten that text.
12 are still in their roles.

Coincidence? Probably.

Your first three days aren't your warm-up.
They're your entire game.

What did your CEO do on day one that told you everything?

The Executive Who Failed Every Leadership Test (And Why I Placed Him Anyway)

Last Tuesday, I presented a candidate who bombed his interview.

Forgot the CFO's name. Mixed up the revenue numbers. Stumbled through the strategy questions.

The board was ready to pass. Then I asked them to wait 24 hours.

Here's what they didn't see:

He drove 6 hours after his father's funeral. His assistant had quit that morning. His biggest client was threatening to walk.

And he still showed up.

Most executives would have rescheduled. Blamed circumstances. Made excuses.

He didn't mention any of it. Not once.

I only knew because his reference called me. "Did he tell you what week he's having?"

The Executives Who Fail:

• Perfect interviews, perfect answers, perfect image
• Never let you see them sweat
• Treat vulnerability like weakness
• Hide every crack in the armor

The Executives Who Last:

• Show up when life falls apart
• Let their humanity show through
• Know perfection is a performance
• Build trust through transparency

That "failed" interview revealed more leadership than any polished presentation.

Real leaders don't wait for perfect conditions. They lead through chaos.

18 months later, he's transformed their company. Turned around three underperforming divisions. Built the strongest leadership team they've had in a decade.

The board member who wanted to pass? He told me last week: "Thank God you made us wait."

Here's what 200+ placements taught me:

The executives worth $3.2M aren't the ones who never stumble.

They're the ones who stumble and keep walking.

When's the last time you hired someone despite their worst day?

I Keep a 'Never Again' List of 7 Companies. Here's Why Each One Made the Cut

I've developed a simple rule: Some bridges are meant to burn.

My "Never Again" list isn't about grudges. It's about patterns.

1. 𝗧𝗵𝗲 𝗔𝗶𝗿𝗹𝗶𝗻𝗲 𝗧𝗵𝗮𝘁 𝗖𝗵𝗮𝗿𝗴𝗲𝗱 𝗠𝗲 𝗧𝘄𝗶𝗰𝗲
127 flights with them. System glitch double-charged my card $3,400. Their response? "Dispute it with your bank." Took 4 months to resolve. 

𝗟𝗲𝘀𝘀𝗼𝗻: Loyalty without reciprocity is just exploitation.

2. 𝗧𝗵𝗲 𝗦𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗧𝗵𝗮𝘁 𝗛𝗲𝗹𝗱 𝗠𝘆 𝗗𝗮𝘁𝗮 𝗛𝗼𝘀𝘁𝗮𝗴𝗲
Paid $12k annually for their CRM. Tried to export my data when switching providers. "That'll be an additional $5,000 for data extraction." My own data. That I entered. That I paid to store.

𝗟𝗲𝘀𝘀𝗼𝗻: Always know your exit strategy before you enter.

3. 𝗧𝗵𝗲 𝗕𝗮𝗻𝗸 𝗧𝗵𝗮𝘁 𝗠𝗮𝗱𝗲 𝗠𝗲 𝗣𝗿𝗼𝘃𝗲 𝗜 𝗘𝘅𝗶𝘀𝘁𝗲𝗱
20-year customer. They froze my business account for "suspicious activity". 6 hours on hold. 7 departments. Had to physically appear at a branch with my birth certificate.

𝗟𝗲𝘀𝘀𝗼𝗻: Convenience dies the moment you actually need help.

4. 𝗧𝗵𝗲 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴 𝗙𝗶𝗿𝗺 𝗧𝗵𝗮𝘁 𝗣𝗹𝗮𝗴𝗶𝗮𝗿𝗶𝘇𝗲𝗱 𝗠𝘆 𝗣𝗿𝗼𝗽𝗼𝘀𝗮𝗹
Spent two weeks on a detailed search strategy for them. They passed. Three months later, saw my exact framework in their "proprietary methodology" deck. Word for word. Even kept my typo.

𝗟𝗲𝘀𝘀𝗼𝗻: If they'll steal from vendors, they'll steal from clients.

5. 𝗧𝗵𝗲 𝗛𝗼𝘁𝗲𝗹 𝗧𝗵𝗮𝘁 𝗖𝗮𝗻𝗰𝗲𝗹𝗲𝗱 𝗠𝘆 𝗖𝗼𝗻𝗳𝗶𝗿𝗺𝗮𝘁𝗶𝗼𝗻
Board meeting in Dallas booked three months ahead. Confirmed twice. Arrived at midnight to "We gave your room away at 6 PM." Their solution? A motel 40 minutes away. Full price.

𝗟𝗲𝘀𝘀𝗼𝗻: A confirmation that can't be trusted is worse than no confirmation.

6. 𝗧𝗵𝗲 𝗩𝗲𝗻𝗱𝗼𝗿 𝗪𝗵𝗼 𝗜𝗻𝘃𝗼𝗶𝗰𝗲𝗱 𝗔𝗳𝘁𝗲𝗿 𝗚𝗵𝗼𝘀𝘁𝗶𝗻𝗴
Marketing agency. Disappeared for 3 months. No deliverables. No communication. Then sent a $15k invoice for "strategic planning." The strategy was hoping I'd just pay it.

𝗟𝗲𝘀𝘀𝗼𝗻: Silence is acceptance until it's accompanied by an invoice.

7. 𝗧𝗵𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗧𝗵𝗮𝘁 𝗖𝗵𝗮𝗻𝗴𝗲𝗱 𝗧𝗲𝗿𝗺𝘀 𝗠𝗶𝗱-𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁
Two years into a three-year agreement. They "updated" their terms of service. Suddenly our grandfathered pricing disappeared. New cost? Triple. Their email: "Accept the new terms or lose access in 30 days."

𝗟𝗲𝘀𝘀𝗼𝗻: A contract is only as good as your leverage to enforce it.

Companies that disrespect your time will always disrespect your money.

The cost of switching is nothing compared to the cost of staying.

When someone shows you their values through their actions, believe them the first time.

My "Never Again" list isn't about being petty. It's about being profitable.

Every minute not spent fighting broken systems is a minute invested in relationships that matter.

Your standards aren't too high. Their service is too low.

I Now Use This 3-Second Test Before Hitting Send on Any Executive Communication

Last month, I deleted an email that took me 45 minutes to write.

The one I sent instead? Three sentences. No promises. No positioning.

It landed me a $50k search.

Here's what changed:

I stopped selling. Started solving.

Most recruiters lead with their credentials. Their track record. Their "proprietary process." Their AI-powered candidate matching. Their exclusive network.

I used to do the same thing. Pages of capabilities. Impressive client logos. Success metrics.

Then a CEO told me something that flipped my entire approach:

"I don't care how fast you are. I don't care about your network. I care about Tuesday's board meeting where I have to explain why our COO position is still empty after six months."

That's when I created my 3-second test.

Before hitting send, I ask myself: Am I trying to impress them or help them?

The Emails That Get Deleted:
• "We're the fastest growing executive search firm..."
• "Our unique 7-step process ensures..."
• "With years of experience, we..."
• "Let me tell you why we're different..."

The Emails That Get Responses:
• "If there's one problem I could take off your desk, what would it be?"
• "What's keeping you up at night about this role?"
• "What would success look like in 90 days?"
• "How can I be most helpful right now?"

Boring is better.

No promises I can't keep. No claims about being faster or better connected than every other recruiter calling them.

Just one simple question that cuts through the noise.

The irony? When you stop trying to prove you're valuable, you become invaluable.

That $50k search? The CEO's response was seven words: "Can you talk at 3pm today?"

Here's what 200+ placements taught me:

Executives don't want another vendor pitch. They want someone who understands that their problem isn't finding candidates.

It's finding the right one while everything else is on fire.

Your elaborate email is competing with 47 other "urgent" items in their inbox.

Make it easy to say yes by making it about them, not you.

What's the shortest email that's ever changed your business?

The CFO Who Cried During Our Interview (And Why That's Why She Got Hired)

She lost it right there in the boardroom.

Full breakdown. Tissues everywhere.

The other board members were uncomfortable. One started reaching for his phone to "check the time."

I leaned in.

"Tell me more about that."

She'd been describing her biggest failure. A $12M acquisition that tanked. 200 people lost their jobs. Her first time leading due diligence.

"I signed off on projections I knew were aggressive. I wanted to prove I could close deals like the guys. Those families trusted us."

Most CFO candidates give me polished failure stories.

"We learned valuable lessons."
"It was a growth opportunity."
"The market shifted unexpectedly."

She gave me the truth. Raw. Uncomfortable. Real.

The board wanted someone bulletproof. I believed that I saw someone who'd never make that mistake again.

CFOs Who Flame Out:

• Never admit real fault
• Hide behind market conditions
• Treat losses like line items
• Protect their image above all

CFOs Who Build Dynasties:

• Own their catastrophes completely
• Feel the weight of their decisions
• Remember the human cost
• Let their scars show

That breakdown told me everything.

She didn't just understand financial risk. She understood human cost.

Three years later:

She's caught four deals that would have buried the company. Saved 400 jobs by restructuring debt instead of cutting heads. Built the strongest finance team they've had in two decades.

The board member who reached for his phone? Told me last month: "Best hire we ever made. She sees around corners we didn't know existed."

Here's what 200+ placements taught me about tears in interviews:

The ones who never crack under pressure? They're usually the ones who crack when it counts.

The ones who crack in front of you? They've already been broken and rebuilt stronger.

Your next great executive isn't hiding their humanity.

They're leading with it.

When's the last time vulnerability in an interview changed your mind?

The Email That Made Me Fire a $75K Client (Template Inside for Spotting Red Flags)

"Craig, you work for me. Start acting like it."

That's the line that ended a $75K engagement in 17 seconds.

Not because I can't handle direct feedback. I've been in executive search long enough and have heard worse.

But because after 200+ placements, I've learned something most recruiters learn too late:

The way someone treats you when they're paying you tells you exactly how they'll treat the executive you place.

This client hired me to find their new COO. Big budget. Bigger ego.

Week 3: "Why haven't you delivered 10 candidates yet?"
Week 5: "These resumes are garbage. Are you even trying?"
Week 7: That email.

I called him immediately.

"I'm returning your retainer. Find another recruiter."

"You can't do that. We have a contract."

"Read clause 7. I can and I am."

He threatened to sue. To ruin my reputation. 

That was 18 months ago.

The COO they eventually hired? Gone in 6 months.
The one after that? 4 months.
They're on their third search firm now.

Here's my template for spotting client red flags before it costs you:

𝗧𝗵𝗲 𝗙𝗶𝗿𝘀𝘁 𝗖𝗮𝗹𝗹 𝗧𝗲𝘀𝘁:
• Do they ask about your process or just your speed?
• Do they mention their team's growth or just headcount?
• Do they say "we need" or "I want"?

𝗧𝗵𝗲 𝗘𝗺𝗮𝗶𝗹 𝗣𝗮𝘁𝘁𝗲𝗿𝗻𝘀:
• Demands without context = future micromanager
• CC'ing unnecessary people = political nightmare
• "ASAP" in every message = unrealistic forever
• Questioning your expertise week 1 = will undermine the hire too

𝗧𝗵𝗲 𝗣𝗮𝘆𝗺𝗲𝗻𝘁 𝗧𝗲𝗹𝗹:
• Negotiating standard terms aggressively
• "Proving yourself first" before paying
• Changing deal terms mid-engagement
• Using money as a weapon, not a tool

The math is simple:

A $75K client who treats you like dirt will cost you more than $75K in reputation, stress, and failed placements.

A $50K client who respects the process will bring you $500K in referrals.

I keep a list of clients I won't work with.
It's shorter than my client list.
But it's more valuable.

Because every client you fire makes room for one who gets it.

Here's the truth about professional services:

You're not just selling your expertise.
You're choosing who deserves it.

And some money is too expensive.

What red flag made you walk away from easy money?

The Executive Who Saved His Career by Breaking His Own Email Rule

For 15 years, my rule was simple: No long emails. Ever.

Three bullets max. One clear ask. Get to the point or get deleted.

Then I watched a $60k deal die because I followed my own rule.

The client needed context. Background. The why behind the numbers. But I sent my usual three-bullet update.

"We need to pivot the strategy."
"Timeline shifts 6 months."
"ROI still intact."

His response? "This feels rushed. Let's revisit next quarter."

Translation: You just lost $60k because you couldn't explain yourself.

That night, I broke my rule. Wrote a 2-page email. Detailed every assumption. Mapped out three scenarios. Explained why waiting would cost them $15k more.

Took me 3 hours to write. He read it in 10 minutes.

Called me immediately. "Now I get it. Let's move."

Here's what 200+ placements taught me about executive communication:

𝗧𝗵𝗲 𝗥𝘂𝗹𝗲𝘀 𝗧𝗵𝗮𝘁 𝗞𝗶𝗹𝗹 𝗖𝗮𝗿𝗲𝗲𝗿𝘀:
• Always be brief
• Never over-explain
• Stick to bullet points
• Keep it simple

𝗧𝗵𝗲 𝗧𝗿𝘂𝘁𝗵 𝗧𝗵𝗮𝘁 𝗦𝗮𝘃𝗲𝘀 𝗧𝗵𝗲𝗺:
• Match the moment, not the rule
• Some decisions need stories, not bullets
• Context beats brevity when stakes are high
• Your communication style is a tool, not an identity

That "too long" email saved the deal. Saved my reputation. Taught me that rigid rules make fragile leaders.

The best executives know when to break their own rules.

Your greatest strength becomes your greatest weakness the moment you stop questioning it.

What rule have you broken that changed everything?

5 Ways to Land Clients

McLean Forrester

McLean Forrester is a woman & service-disabled veteran-owned technology and consulting firm based in the Midwest, focusing on generative AI, automation, application modernization, cloud migration, and agile software development capabilities.  Our Founders each have over 20 years experience in designing and delivering technology solutions for private and public sectors.

Co-Founder & CEO

World Wide Technology

Strategic leader for 400+ person Application Services Division spanning software engineering, devops, technical program management, product management, quality assurance, and agile coaching.  Change catalyst for the organization, working across business lines to increase operating efficiencies and collaboration.  Led Strategic Program PMO to include development and implementation of operational models, policies, procedures, key performance indicators, resource utilization, and budget management.  Ensured portfolio management strategy aligned with the organization’s goals and objectives.

Sr Director Software Delivery & Product Management

United States Air Force

I held many positions throughout my 20-year military career, from global supply chain management for the Department of Defense and recruiting operations for the Air Force, to management of an IT portfolio worth over $400M for the US Transportation Command, the nation's global military logistics provider.  No matter the role or the organization, I excelled in building high performing teams and driving results.  My military career taught me how to be an adaptable leader, a change agent, and a strategic thinker, ready for any challenge thrown my way.

Lt Col Retired

Park University

Online and in-person instructor for seven logistics, science and management courses; content developer for two of the courses.

Adjunct Professor

CEO @ McLean Forrester | I help organizations leverage technology to increase efficiency, agility, and profitability.

At McLean Forrester, we build AI solutions that bring you the highest ROI, increasing operational effectiveness and improving the bottom line. 

I started McLean Forrester for a simple reason: I knew we could do better.  Better for clients, and better for the people doing the work. Those are my highest priorities, and they’re the reason we consistently deliver exceptional value.

For over 25 years, I’ve been in the thick of leadership, technology, and program management, watching how the right strategy and the right team can completely transform an organization. But I also saw where companies fell short: chasing deliverables without caring enough for the people or the clients who make success possible.

At McLean Forrester, we change that equation. We take care of our people so they can take extraordinary care of our clients. It’s not fluff.  It’s how we achieve results that last.

My career has been built on turning big challenges into “I can’t believe we did that” moments. From rescuing a company on the brink of collapse to creating platforms that help families in crisis, I’ve seen the power of pairing smart, innovative solutions with genuine human care.

I believe in leading with empathy, executing with excellence, and making sure every solution connects directly to the real-world needs of the people it serves. Because when clients feel valued and teams feel supported, the results speak for themselves.

Checkout my YouTube Channel here where I share the lessons, stories, and systems that help leaders cut through the hype, modernize with confidence, and lead with impact. 

https://www.youtube.com/@HeatherMcLean1

Heather McLean

Someone says, "Thank you for your service," and I know they mean well.
But here's what I always tell them:
"You were worth it."

Most people pause, a little surprised.
I’m not trying to be clever.
I really mean it.

Raising my right hand, swearing an oath to the Constitution... that moment shaped me more than any job title on my resume ever could.

That sense of belonging, of being part of something bigger than yourself...
It's hard to explain if you haven't felt it.
Ask any veteran, and you’ll hear the same story. Service isn't just a job, it's a community with purpose build into every day.

In the corporate world you can care about the mission, feel proud of your team, even believe in what your company stands for.
But it's never the same as standing shoulder to shoulder with people who’d do anything to keep each other safe.

Sometimes I forget how different it is.
And sometimes I struggle to understand folks who don’t feel that deep pull of patriotism.

You don’t need a uniform to make a difference, but you do need to care about something bigger than yourself.

So I’ll keep saying it, every time:
"You were worth it."

To my fellow vets - Happy Veteran's Day! Thank you for your service!

And for those on the outside looking in, what builds that sense of purpose for you?

#Veterans #Service #Leadership
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Founder & CEO, McLean Forrester | I build high-value AI solutions that transform organizations. | People-First Leader in Tech & Transformation

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The magic of Glühwein!

Spent a week in Germany exploring  Christmas markets across a few famous cities, and it's been an amazing trip!

The food, festive atmosphere,  welcoming locals, and of course the Glühwein has made this very memorable, and even better than we could've expected! 

If you're looking for a fun Christmas adventure, you won't be disappointed. 

Have you been?  What was your favorite part? 

PS: We visited Cologne, Mainz, Frankfurt, Nuremberg, and Rothenberg ob der Tauber

Being a woman founder in tech feels like I'm always auditioning for the lead role, even though I created the part.

I'm proud, excited, but also pressured. 

Pressure to prove I belong. To be twice as prepared, twice as resilient, twice as patient. To be seen as competent.

Some days it's exhausting. Carrying the burden of leadership... people counting on me for their livelihood. And doing it alone.

But then there are moments when I see my team thrive. Or when I watch another woman step up, speak out, and own her space. 

It's then I realize I'm not just building a company. I'm building a path. Creating something amazing people want to be part of.

A path for others to walk, run, and maybe even dance down. 

It’s not easy. But it’s worth it. And I keep going because I'm also loving every minute of it.

Who’s inspired you to keep going when the road got tough?

#WomenInTech #Leadership #WomenFounders #TechTransformation
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I used to think work-life balance was a myth. 

That if you wanted to build something meaningful, you had to sacrifice weekends, vacations, even sleep. 

But then I looked around and realized what I was missing. 

Dinners with family. Long walks with my husband. The simple joy of doing nothing for a while. 

So I made a change. 

I started blocking off time for life, not just work. 

At first, it felt selfish. But then I noticed something: I was better at my job. More creative. More patient. 

Turns out, rest isn’t a reward. It’s a requirement. 

If you’re waiting for permission to take a break, here it is. 

What’s one thing you do to recharge outside of work?

#WorkLifeBalance #Leadership #Family
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It's Saturday.  Here's your reminder to stop thinking about work.

Do something fun.

Do something for yourself!

Be with family.

Enjoy life!

If you post on LinkedIn regularly, something weird happens.

You start to build a little community of friends.

You comment on each other's posts.

You lift each other up.

You start finding ways to promote each other. Send referrals their way.

It's been pretty cool how this has evolved for me over the past year.

Thanks to all my friends in my little club. 

Let's keep lifting each other up!

Here’s something I wish more leaders would say out loud: I don’t have it all figured out. 

There’s this myth that CEOs are supposed to be bulletproof. Always confident, always decisive, never rattled. 

Truth is, some days I feel like I’m figuring it out as I go. 

And you know what? That’s okay. 

Because leadership is about creating space for others to bring their best self. 

It’s about being honest when you’re stuck, and asking for help when you need it. 

I’ve found that the more vulnerable I am, the stronger my team becomes. 

They step up. They innovate. They surprise me. 

So here’s my challenge: next time you’re not sure, say so. 

You might be amazed at what happens next. 

When was the last time you admitted you didn’t know?

#Leadership #Vulnerability #BeYourself
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One of my favorite client success stories ⬇️

A communications firm spent $100K and 12 months building an AI product...
and ended up with zero usable results.

We stepped in with our Prototype-to-Production Method.

✅ In just 1 week, they had:

A working mock-up

A pitch video

A customer feedback loop

From there, we refined their idea with real-world input with a roadmap for a scaled SaaS product that will drive exponential revenue, creating an advantage their competitors won't see coming.

Lesson: Sometimes the best way forward isn’t to keep building.
It’s to stop, reframe, and prototype fast.

#Innovation #RapidPrototype #McLeanForrester #AILeadership
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Walking into a 5-star hotel, you feel it immediately:
The warmth. The speed. The way the staff anticipates what you need before you even ask.

That’s the standard we aim for in consulting.

For us, “great service” isn’t about saying yes and sprinting toward a solution. 

It’s about:
- Friendly, human engagement
- Fast clarity 
- Proactive guidance
- Frictionless communication
- Thoughtful details that remove cognitive load from the client

In the clip below, I share a story from a recent client engagement:

They came to us with a proposed solution. Instead of just executing, we hosted a day-long scoping workshop designed around their outcomes, not our template.

We:
- Curated a distraction-free room
- Brought in coffee, lunch, and small touches that made focus easy
- Seated our team interspersed with theirs to reinforce “one team,” not “us vs. them”

By the end of the day, it didn’t feel like two companies. It felt like one product team with a shared vision.

That isn’t “hospitality for hospitality’s sake.”
It’s deliberate service design to accelerate trust and decision-making.

You don’t need a huge firm to do this.
You just need to be faster, clearer, and kinder... consistently.

🎥 Watch the clip below and tell me:
What’s one small “5-star hotel” touch you could bring into your client experience this quarter?

https://lnkd.in/gr8dwGqX

Wouldn't you love to finish Q4 with an AI win?

When the CEO asks about AI progress, you show a working prototype built in just 4 weeks.
• It uses real company data.
• It proves the idea is feasible.
• It shows a clear ROI path.

Leadership is impressed. And you’re the leader who turned “do something with AI” into “we did the right thing with AI.”

That’s the power of our 𝗔𝗜 𝗥𝗮𝗽𝗶𝗱 𝗣𝗿𝗼𝘁𝗼𝘁𝘆𝗽𝗶𝗻𝗴 offer.

Build credibility, momentum, and wins for your organization.

What would it mean for your career to be the one who delivers the first AI success story in your org?

𝘾𝙤𝙣𝙩𝙖𝙘𝙩 𝙢𝙚 𝙩𝙤 𝙨𝙩𝙖𝙧𝙩 𝙮𝙤𝙪𝙧 𝘼𝙄 𝙟𝙤𝙪𝙧𝙣𝙚𝙮.

#AIHero #LeadershipWins #ExecutiveSuccess #AIResults
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Women are adopting AI 25% less than men. 

That number should shock you, but maybe it doesn't.

So why is this happening? It's about barriers and bias.

Some barriers are easy to spot:
- Lack of representation in tech teams
- AI tools designed without diverse perspectives
- Training that skips over real-world, people-first scenarios

Others are hidden:
- The old myth that some jobs "aren't technical" enough for AI
- The assumption that everyone feels confident experimenting with new tech
- Worried that using AI will make you look like you are not an expert

Here's why this matters for every business:
𝗟𝗲𝗮𝘃𝗶𝗻𝗴 𝘄𝗼𝗺𝗲𝗻 𝗼𝘂𝘁 𝗼𝗳 𝗔𝗜 𝗮𝗱𝗼𝗽𝘁𝗶𝗼𝗻 𝗶𝘀 𝗮 𝗵𝘂𝗴𝗲 𝗺𝗶𝘀𝘀𝗲𝗱 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆.
You miss the insights, the use cases, the practical feedback that only a truly diverse team can provide.

Your products get less relevant.
Your teams get less resilient.
Your culture gets less innovative.

If you care about growth, you have to care about who gets a seat at the table.

So, how do we close the gap?

- Open up training and pilots to every function, not just the "usual suspects"
- Build AI programs around real problems your people face 
- Make sure your mentors reflect the diversity you want to see in your teams
- Celebrate and share the wins when women drive real value with AI

Research has proven that 𝙙𝙞𝙫𝙚𝙧𝙨𝙞𝙩𝙮 𝙙𝙧𝙞𝙫𝙚𝙨 𝙤𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣𝙖𝙡 𝙨𝙪𝙘𝙘𝙚𝙨𝙨.

How does your organization ensure equal access AI?

#WomenInTech #AIDiversity #PeopleFirstLeadership #AIAdoption
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Change is hard. 

Even when you’re the one leading it. 

I’ve seen organizations pour millions into new tech, new processes, new org charts... only to end up right back where they started. 

Why? Because they forgot the people part. 

You can automate a workflow, but you can’t automate trust. 

You can roll out a new platform, but if your team doesn’t feel safe to experiment, it’s just another tool collecting dust. 

The real work is in the conversations. The messy, sometimes uncomfortable, always human conversations. 

That’s where resistance melts. That’s where buy-in happens. 

I’ve learned to spend as much time listening as I do planning. 

Transformation isn’t a checklist, it's a relationship. 

What’s one thing you wish leaders understood about change?

#ChangeManagement #BoldLeadership #TechLeadership
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Wishing you a wonderful Thanksgiving holiday!

Ever had someone call you their secret weapon?

That’s exactly what a client said to us the other day.

Not “best vendor,” not “consultant,” not “AI magician.”

Secret weapon.

That made me smile. Here’s how that happens.

Most companies want AI to work for them, but they’re chasing shiny stuff or stuck in endless planning.

We do it differently:

✔ We help them identify the right AI projects, not just shiny ones
✔ We deliver clarity in 2 weeks with our AI ValuePath Sprint
✔ We prototype in 4 weeks to prove value with real data
✔ We build production solutions that actually work

The result? They look like the hero. The C-suite sees impact.
People start asking, “How did you pull that off?”

We stay behind the scenes making sure they succeed.

That’s the kind of partnership we’re proud of.

𝙒𝙖𝙣𝙩 𝙩𝙤 𝙠𝙣𝙤𝙬 𝙬𝙝𝙖𝙩 𝙞𝙩 𝙛𝙚𝙚𝙡𝙨 𝙡𝙞𝙠𝙚 𝙩𝙤 𝙝𝙖𝙫𝙚 𝙖 𝙨𝙚𝙘𝙧𝙚𝙩 𝙬𝙚𝙖𝙥𝙤𝙣 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝘼𝙄 𝙥𝙧𝙤𝙟𝙚𝙘𝙩𝙨? 𝙇𝙚𝙩'𝙨 𝙘𝙝𝙖𝙩.

#ExecutiveSuccess #TrustedPartner #CIOCommunity #EnterpriseAI
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Are you an expert in your industry? Can you identify opportunities where AI and emerging tech can solve real-world problems?

We are inviting select partners to co-develop solutions, earning up to 10% of the build. Apply to partner at:

https://lnkd.in/e87hfYka

Want clients to say, “You read my mind”? 

In my latest podcast episode, I break down the 6-step, client-first system we use at McLean Forrester to turn first projects into long-term partnerships without burning out your team or blowing the budget. From concierge-level kickoffs to real working demos and radical transparency, this is the exact playbook.

What you’ll learn:
- How to set expectations so projects start (and stay) aligned
- The rituals that turn vendors into trusted partners
- A simple ROI gate to say “no” to the wrong features
- Boundary scripts and guardrails that protect people and profit

Who this is for:

Founders, product leaders, and consulting teams who want white-glove service that scales, even with tight budgets or demanding stakeholders.

#Podcast #TechTea #ClientFirst
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Amboseli Park in Kenya is a whole new level of wild. 

On our final safari day, it felt like elephants owned the place. Family groups everywhere. Almost every group had a baby or two tagging along.
I lost count of the zebras. At one point, I could see stripes scattered out to the horizon. Miles. Literally. 

It was unreal. The kind of moment where you just want to stand still and soak it in.

After that experience I felt a little uncomfortable.

Watching all these animals roam free on their own turf, thousands of acres, no fences, no enclosures... I couldn't stop thinking about zoos back in the US.

Sure, some zoos have very high standards of care. They create solid habitats. They teach kids to love wildlife. But after seeing how elephants and zebras actually live, it doesn’t feel close.

We say it’s for education, conservation, breeding programs. Maybe it is.

But what if, someday, we look back at zoos the same way we now look at sending elephants to the circus? Or keeping orcas in tiny pools?
What if this is another one of those things we’ll regret?

There are no easy answers, just an uncomfortable feeling that maybe “good enough” for animals isn’t really good at all.

Anyone else wrestle with this? Or is it just me standing there, surrounded by elephants, suddenly questioning everything?

Would love to hear how others feel about zoos after seeing animals in the wild.

#NoZoos #WildNature #Leadership
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Are you an expert in your industry? Can you identify opportunities where AI and emerging tech can solve real-world problems?

We are seeking select referral partners  who can earn up to 10% of a build.  Apply to partner at:

https://lnkd.in/e87hfYka

Want Long-Term Clients? Start With These 3 Moves

- Map their outcomes BEFORE jumping to solutions.
- Build rituals that drive transparency, like regular demos of real working software.
- Flag friction early and fix it together.

You don’t earn trust once. You earn it weekly, continuously building upon the foundation.

That’s how short projects become multi-year partnerships.

What’s your secret to turning first projects into long-term relationships?

#ClientPartnership #GrowthStrategy #Leadership
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Many AI conversations start with: “We don’t have the budget.”

But you don’t need millions to deliver value.

At McLean Forrester, we help leaders maximize every dollar by:
1️⃣ Prioritizing projects with the highest ROI
2️⃣ Avoiding hype-driven distractions
3️⃣ Starting with rapid prototypes to prove value before scaling

We focus on working smarter, not spending bigger.

The result? You deliver real business outcomes without blowing the budget.

👉 If you had $50K to spend on AI, where would you put it?

#AIOnABudget #CIOPriorities #SmartAI #DigitalROI

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