Fast Company Executive Board

As a member of the Fast Company Executive Board, I am going to start doing some writing which will appear on FastCompany.com.

2025 Board Member

iCIMS

At iCIMS, I sit at the intersection of talent intelligence, strategic storytelling, and market influence. As Head of TA Insights & Analyst Relations, my role is to champion the voice of the labor market and position iCIMS as the trusted authority in hiring trends, candidate behavior, and talent acquisition innovation.

This role is equal parts thought leadership, data storytelling, and influence-building ➡️ and I’m here for ALL of it.

What’s a normal day for me?

➡️ Workforce Intelligence & Trends
I serve as the face and voice of the iCIMS Insights program, uncovering what’s really happening in the talent market and translating it into narratives that matter to our customers, the media, and the broader TA community.

➡️ Public Speaking & Industry Influence
I represent iCIMS across global stages—panels, podcasts, webinars, and media interviews—bringing data and practical insight to every conversation on hiring, retention, and the future of work.

➡️ Content & Brand Evangelism
I lead the development of executive-ready research content, social posts, and videos that amplify iCIMS’ voice. You’ll find my fingerprints on monthly LinkedIn and YouTube content that brings our data to life and builds trust with our audience.

➡️ Analyst Relations Strategy
I run point on how iCIMS shows up in key analyst reports and research. That includes cultivating relationships with firms like Gartner, Forrester, and IDC, and owning our strategy for briefings, evaluations, and hosted analyst events.

What makes this role especially exciting? It’s not just about sharing what’s happening in TA—it’s about shaping what happens next.

Let’s connect if you want to talk talent market trends, employer brand positioning, or how to turn workforce data into a competitive edge. 📧 me!

Head of Talent Acquisition Insights & Analyst Relations

Hacking HR

Guest lecturer on HR, Analytics, AI and others.

Faculty Lecturer

The Human Capitalist

Thought Leader

NearshoreWorks

As the Vice President of Talent and Culture for NearshoreWorks, I lead initiatives that bridge the gap between top-tier Latin American talent and US-based companies, ensuring seamless integration into your teams. My role encompasses the People Functions, including recruiting, performance management, strategy, and workforce development. 

At NearshoreWorks, we specialize in helping organizations tap into the top 1% of Latin America’s tech talent, saving up to 60% on hiring costs without compromising quality. Our commitment to fostering a culture of innovation, community, and mentorship has driven a remarkable 98.5% retention rate. With timezone alignment and a US-based leadership team, we ensure smooth, real-time collaboration for high-impact projects.

If you are interested in learning more, be sure to DM me so we can book an initial call.

Vice President of Talent and Culture

HatchWorks AI

As Vice President of Talent and Culture at HatchWorks, I’ve had the privilege of overseeing the entire employee journey—from attracting top talent to creating an environment where our people can thrive. At HatchWorks, our people aren’t just part of the business; they are the business.

My role spans several critical areas:
➡️ Talent Acquisition – I lead the strategy and execution behind how we attract talent that aligns with our skills needs and culture.
➡️ Talent Retention – I’ve built targeted retention strategies by identifying and addressing drivers of turnover to keep our team engaged and committed.
➡️ Learning & Development – I oversee our L&D programs to ensure ongoing growth and career development, creating a culture where learning is part of our DNA.
➡️ Employee Advocacy – I serve as the voice of our people, collaborating cross-functionally to ensure our decisions reflect employee needs and promote well-being.
➡️ Internal Communications – I partner with leaders to drive a clear, consistent communication strategy across email, video, and other channels, ensuring every Hatcher feels informed and connected.
➡️ HR Analytics – I own the HR analytics function end-to-end—from strategy to execution—using internal and external labor market data to uncover insights that drive smarter, faster people decisions.
➡️ Leadership Development & Performance Coaching – I’m deeply invested in developing current and future leaders, equipping them with the tools and coaching to lead with impact and drive performance.

A key part of our success is my partnership with Kathleen Wood, our Senior Director of People Operations. Together, we’ve elevated the employee experience and made HatchWorks a place where talent sticks and grows.

If you’re looking to connect with a strategic HR leader passionate about tech, data, and AI—let’s talk.

Bureau Veritas Group

●	Engage with the business leaders for workforce planning, forecasting and building the a pipeline of talent
●	Responsible for innovation within the Talent Acquisition and Development initiatives for North America -create and execute a talent acquisition strategy for North America to support a diverse workforce of top talent to help the firm achieve its growth strategies.
●	Lead virtual and cross-functional teams to perform against strategic business goals
●	Analyze, assess, and report on progress against talent strategies and key business initiatives
●	Build and manage a team of high-performer recruiters in an extremely fast-paced, highly technical and competitive environment
●	Innovate and update the talent acquisition model, including being an integrated/optimized model with strategic workforce planning, pipelining talent with a CRM, employment branding, successful social media campaigns, candidate relationship management, and a focus on robust talent acquisition programs such as Diversity, Alumni, Employee Referral, Professional Networks, etc.
●	Create the HR Analytics function to provide in-depth analytics for leaders on their talent including attrition, trend analysis, diversity and FTE to percentage capacity based on pending work orders.

VP Talent, Retention & Analytics, Culture

BBVA in the USA

I have the privilege to lead an amazing team of 48 recruiters! We are responsible for leading and executing the Talent Acquisition Mission for BBVA in the USA.  We are treasure hunters, corporate spies, and talent advisors for the US footprint.

Key Accomplishments:
●	Led a team of talent acquisition leaders, full-life cycle recruiters, coordinators, program, and operations managers ensuring that all members are supported in managing change as the company scaled operations. 
●	Served as the full life-cycle recruiter for senior-level positions and managed the succession plan for executive leadership roles or high-valued roles within the organization.
●	Created a thoughtful, clear metrics-driven approach to TA that tracks, monitors, and evaluates the impact and effectiveness of the recruiting team, initiatives, recruiting strategies and practices.
●	Helped to facilitate the AGILE Transformation of the HR Department and applied SCRUM to the recruiting process

Director of Talent Acquisition and Culture United States

Manage the recruiting team for all non-branch positions in the US, including our start-up ventures for BBVA global.

Recruiting Manager

Manage a team of Talent Agents supporting the IT, Fraud & Cyber Security, Marketing, Business Intelligence, Tech Architecture, Visual Design, Engineering and Venture Capital groups for BBVA and BBVA Compass. My role is to manage the talent acquisition strategy, lead our team, and recruit senior-level executives to our firm.

Talent Manager- FinTech Divisions

-2014-2015: Leader for the social media and video job description project for Recruiting to include scope, design, video directing/editing and implementation 
-2016-2017: Led an international project team to define, research and select a new Applicant Tracking System.  
-2017-2018: Helped to create and implement new design thinking and AGILE processes within the Talent Acquisition discipline
-2018: Currently leading projects designed to boost efficiencies and brand awareness for the clients I support.

Project Leader

Vice President
Senior Talent Consultant Professional/Executive Recruiting
Corporate and Commercial Banking
-Led a team of four recruiters supporting Business Banking, Corporate Banking, and Wealth Management 
-Successfully recruited two lift outs of competitor teams

Vice President/Strategic Talent Consultant for the Commercial & Corporate Banking Divisions

Self Employed

Worked with an HR Outsource provider offering full suite HR services.  
-Served as a business development officer and project consultant for clients.
-Helped design and implement benefit plans and payroll services 
-Worked on a variety of HR related projects for clients
-Led HR transformation projects for mid-sized companies
-Served as fractional HR leader for some clients.

Human Resources Consultant

SunGard Inc.

Senior Executive Recruiter 

    Serve as a recruiter and human resource consultant for two executive divisions of SunGard Inc.
    Primarily responsible for full-cycle recruiting for a multitude of mid-executive positions
    Provide coaching on management skills, techniques, and development for management team I supported

Senior Recruiter

🚀 Who is Trent Cotton? Buckle up, because here are the Top 10 things you should know about me!

1. Not your Normal HR Executive: 20 years in HR. I'm on a transformational journey from an HR professional into a Talent, Learning and Development maestro, and High Performance Coach, attempting to reshape the future of HR.

2. Author and Thought Leader: I've penned not ☝️, but two✌️ essential reads in the HR world—Sprint Recruiting and High Performance Recruiting. I hope those who read the books describe them as blueprints to revolutionizing HR strategies.

3. Champion of HR Analytics: I’m a loud and proud nerd!🤓 I trust numbers more than people. In my current role, I am in the data every day. Harnessing the power of HR analytics, I like to transform data into strategic goldmines, driving unprecedented organizational growth. (I talk a lot about analytics on my blog and on the speaking circuit.)

4. AI in HR Evangelist: From algorithms to automation, I believe in leveraging AI to enhance human capabilities, not replace them. My discussions cut through the hype, delivering practical insights into AI’s transformative role in HR.

5. Builder of High-Performance Cultures: Creating environments where talent thrives and businesses boom is my kind of game.

6. HR Tech Early Adopter: Tech isn’t just for the IT people. I enjoy spearheading cutting-edge HR technology implementations that streamline processes and enhance employee interactions.

7. Master Strategist: Whether it’s talent acquisition or workforce planning, my strategies are designed to change the game. I strive to craft innovative approaches that attract, develop, and retain top talent.

8. Community Leader: I’m deeply rooted in giving back, serving on boards and committees that champion education, workforce development, and diversity. It’s about lifting while climbing.

9. Engagement Guru: Engagement is at the core of everything I do. My leadership style ensures every team member is heard, valued, and motivated. I also enjoy training other leaders to do the same. 

10. Innovative Networker: Follow my journey on my blog at www.sprintrecruiting.com. I share my world where creativity meets execution, and every interaction is an opportunity to learn, grow, and connect.

🌟 If you are a fellow maverick and rebel, let’s make magic happen. Connect with me, and let’s drive the future of HR together. 
🌟 If you are looking for a speaker on any of the topics above, DM me. 
🌟 Follow my other channels by checking them out here: https://linktr.ee/humancapitalist

Trent Cotton

My grandmother told me something years ago that I finally understand now. If your voice gets ignored, downplayed, or challenged just because of who you are then you're in the wrong room.


I didn't listen.

I stayed in rooms where my ideas were shot down because they were different. Where groupthink was the price of admission. Where being critical was treated like disloyalty.

I fought to stay. I thought proving myself mattered more than protecting myself. I was wrong. 

Then I landed somewhere that challenged me differently. For five years, every idea I had got picked apart. But not to silence me. To sharpen me. That's when I learned the difference between friction that builds you and friction that breaks you.

Now I do something that ticks people off: I survey the room before I commit. If my energy isn't valued, I don't spend it there or simply occupy space but do not invest.

People call it arrogant. I call it clarity.

This simple truth has helped me identify the jobs I would be successful in, the teams i would work best with, and the brands I could truthfully represent. 

Since I started honoring that boundary, my work got better. My peace got stronger. My confidence became steel. 

And I finally paid my grandmother back for the lesson she gave me decades ago.

You don't owe anyone your presence in a room who doesn't respect it. Respect yourself and find another room.

Head of Talent Acquisition Insights & Analyst Relations @iCIMS | The Human Capitalist | FastCo Executive Board Member | Turning Recruiting and Workforce Data into Success Strategies | LinkedIn Top Voice

The Transform Atlanta Chapter got together for  some holiday fun.

No alternative text description for this image

I've hired the wrong people more times than I care to admit. And the worst part? They weren't always obviously bad.


Some worked incredibly hard. Some everyone loved. Some said all the right things in meetings.

But they still broke the team.

Patrick Lencioni's framework helped me see what I'd been missing. It's not about finding people who are just good at their job. It's about three things that have to exist together: Humble, Hungry, and Smart.

Miss one, and you get a specific kind of problem.

The Skillful Politician has two out of three. They work hard. They read the room. But everything they do is for themselves. They fake humility long enough to climb, then leave wreckage behind them. I've watched these people get promoted while others quietly quit.

The Lovable Slacker also has two. Everyone likes them. They don't cause drama. But they coast. They do just enough to not get fired, and because they're pleasant, you let it slide longer than you should. Meanwhile, your top performers are picking up the slack and starting to resent it.

The Accidental Mess-Maker means well and works their tail off. But they don't pick up on social cues. They say the wrong thing at the wrong time. They create friction without meaning to. The good news? These people are usually coachable if you're willing to invest the time.

I learned to screen for all three traits.

Because a brilliant jerk will tank morale. A likable slacker will drag down standards. And someone who works hard but lacks awareness will create chaos.

The people who last on great teams aren't perfect. But they show up humble, hungry, and emotionally smart.

I spent years trying to be the MVP but it turns out I was just making everyone else's job harder.


Learning where you actually fit on a team is uncomfortable, challenging, like being in the corner of a sauna filled with people.

It requires the kind of self-reflection most of us avoid because it means admitting we're not always the hero of the story.

For a long time, I thought being valuable meant being the person with the answers. The one who solved the problem. The one everyone looked to when things got messy. The fixer. The general and the consoler. 

Honestly, it has been exhausting.

But that's not how high-performing teams actually work, especially now as AI levels out the IQ on teams. I picked up Jon Levy's Team Intelligence a few months ago and one idea stuck with me harder than I expected.

The best teams aren't built around stars. They're built around glue.

"Glue people", as he calls them, are the ones who connect the dots between departments. They ask the question that changes the direction of a meeting. They remember what was said three weeks ago and bring it back when it matters.

They don't get the credit. But without them, nothing holds together.

I've been on teams where I was the glue and didn't realize it. I've also been on teams where I tried to be the celebrated performer and made everything worse because I wasn't paying attention to what the team actually needed. 

The shift happened when I stopped asking "How do I stand out?" and start asking "What does this team need that no one else is doing?"

That's harder. It takes humility. It takes letting go of the need to be recognized for every contribution. This is especially hard when for most of your career, you've been hard wired to think differently. Even harder when you're on this self discovery journey alone because it is counter cultural. 

But it also makes you more valuable than any individual performance ever could... or at least that's what I have been learning over the last year.

Rachel Bourne doesn't buy the AI panic seeming to drive the latest movements in the job markets. I tend to agree with her. 


After two decades leading HR strategy at Fortune 500 companies, she's watched economic cycles destroy careers while everyone pointed at the wrong villain.

Yes, 1.1 million layoffs happened. No, automation isn't the full story.

In this week's Human Capitalist Podcast, Bourne explains what's really behind the disruption — and why your career strategy probably won't survive it.

Her framework: stop climbing ladders. Start playing checkers.

"Each move, even backwards or sideways, can create options and momentum. It's up to you to design the board, not just play the game." - Rachel 

We go deep on why companies can't seem to fix their talent problems, what actually drives layoffs, and how to build career resilience when the rules keep changing.

Newsletter includes the full episode breakdown and link. Let's dig in!

When headlines scream about 1.1 million layoffs, it's easy to blame the usual suspects: automation, artificial intelligence, corporate cost-cutting. B

Open article: The Layoff Paradox: Rachel Bourne’s Take on the Future of Work by Trent Cotton • 2 min read

The Layoff Paradox: Rachel Bourne’s Take on the Future of Work

1.1 million jobs cut this year. 42% of AI projects abandoned by late 2024.


That's what's being reported in the news. 

Here's a thought for you: If you cut staff betting on AI, how does your organization recover when the AI fails?

I get into this topic in this week's Human Capitalist. The YouTube episode has the playbook and I included the video in the newsletter.

I'm anxious to see what you think about this news and what your company is doing about it.

This year alone, over 1.1 million U.S. jobs have been cut. October saw the highest monthly layoff total in 22 years. UPS eliminated 48,000 workers. Am

Open article: The Workforce Cliff: How betting on AI is affecting the workforce by Trent Cotton • 8 min read

The Workforce Cliff: How betting on AI is affecting the workforce

I've been watching the AI panic for two years now, and I finally figured out why people are actually afraid.


It's not the technology.

It's the silence.

Ben Eubanks dropped something worth reading this morning from Lighthouse Research & Advisory. He's been tracking how organizations actually respond to AI, not how LinkedIn (and "influencers") thinks they should respond.

The data's telling a different story than the headlines.

Here's what jumped out at me:
When companies actually talk about their AI strategy clearly, directly, no corporate word salad, employees get optimistic. Seriously. Optimism rises. Anxiety drops. It's that simple.

But when leadership goes quiet?

Employees fill the gap with Reddit threads and Twitter doom scrolls. And we all know how that ends. (Lord knows I've been there myself.) 

The other piece that stuck with me: 
AI isn't here to make HR and learning teams redundant. It's here to kill the admin work that's been suffocating you for years. Imagine your learning team not spending 40% of their time on manual tagging and sorting. Imagine what they'd actually build with that time back.

That's the unlock nobody talks about. Not "faster output." Deeper human impact.
This is worth 10 minutes of your morning if you're trying to build an AI strategy or get people unstuck on adoption.

Ben's written about this stuff for a while. He knows what he's looking at and I trust his POV emphatically. If you're not following him, take 30 seconds and go follow, hit the bell, and select "All". Thanks for always leading the conversation Ben! 

🔗 Link to the source: https://lnkd.in/eCscEinY

If you are wondering what's really going on in the job market, I have some data for you. 


Based on our data iCIMS, our November Workforce Report breaks down exactly what you need to know to create a recruiting strategy that will succeed. 

This month we looked at the manufacturing sector to determine what's moving and what's slowing down. 

Here's a 5 minute overview of the insights that jumped out the most to me from this month's report. If you would like your own FREE copy of the report, you can get yours here: https://lnkd.in/eBEdps8a

#BLS #Workforcedata #Jobdata #Jobs #Hiring

I've spent years building teams of top performers and I was completely wrong about what makes them work.


I used to believe the formula was simple. Hire the best people. Stack talent. Watch them dominate.

Netflix's series Boots and Jon Levy's book "Talent Intelligence" hit me at the same time. 

Both say the same thing in different ways: a room full of superstars doesn't create a superstar team. It creates competition, ego clashes, and knowledge hoarding.

What actually works? Glue players.

I wrote about this in this week's Human Capitalist Newsletter. It's uncomfortable to admit I had this backwards for years, but the data is clear.

If you've been building teams the same way I did, it might be time to rethink what high performance actually means in the future of work. 

#futureofwork #jobs #recruitment #leadership #highperformance

I have learned that a core belief of mine is wrong: a room full of top performers doesn’t automatically create a team that thinks and performs well to

Open article: Why All-Star Teams Fail in the AI Era: Executive Guide by Trent Cotton • 9 min read

Why All-Star Teams Fail in the AI Era: Executive Guide

McKinsey froze entry-level salaries for the third year running. Is this a compensation trend we'll see more of in 2026? Is it AI's fault? Well...

Their explanation? AI is doing the work now.

But that's not the full story.

Most organizations are using "AI transformation" as cover for compensation decisions they were going to make anyway. The real question isn't whether AI replaces work. It's whether your pay strategy can survive what's coming in 2026.

Cynthia Abbott Kerr runs Wellpay.ai and spends her days fixing compensation strategies. In our latest conversation, she walked me through what actually matters: transparency that builds trust, equity structures that create stakes, and governance policies that keep AI from making your bias problem worse.

The days of the discussion only being about matching market rates are sunsetting. She says it's about designing pay structures that show progression before your competitors start hiring again.

If your CHRO isn't thinking about this now, they'll be fixing it under pressure later.

#HR #Compensation #AIinHR #Humancapitalist

McKinsey froze entry-level salaries for the third straight year. Starting pay sits at $135,000 for college grads and $270,000 for MBAs. The official e

Open article: Compensation in 2026: Why Transparency Beats Complexity by Trent Cotton • 4 min read

Compensation in 2026: Why Transparency Beats Complexity

I enjoy knowing my network gets me. When an Economist article declared that HR has taken over corporate life and that AI might now come for its headcount, I was tagged or forwarded the article no less than fifteen times. 

It seems many thought I would have an opinion on the matter. 

Look, it’s easy to picture a faceless department of policy enforcers about to be replaced by software. That version of HR does exist.

But it’s not the only one. And it’s not the future.

I breakdown my thoughts on the The Economist article in this week's Human Capitalist Newsletter. 

But if you're looking for the bottom line only: HR is not going away. Maybe it is, finally, being asked to grow up? Asking for a friend.

I enjoy knowing my network gets me. When an Economist article declared that HR has taken over corporate life and that AI might now come for its headco

Open article: Don’t Carve Up HR Just Yet by Trent Cotton • 7 min read

Many content strategist say don't show the mess ups in your video. I chose not to listen and just be me. Stutter and all. 

Don't believe me, watch the clip! 

What's in the clip? I often get asked about the new role of HR in the era of AI. I think my answer surprises people. 

When done properly, HR becomes the board’s AI translator.

Just as audit committees ensure directors understand the numbers, HR ensures directors understand how AI will shape people, culture, and trust.

Here's a clip from my most recent episode on the topic of AI in the Boardroom and HR's critical role. 

Link to the episode is in the comments.

Is AI really transforming the workforce or is it just a cover for something else? 

My guest Cynthia Abott Kerr says there's more to the story. She breaks it down for us on the latest episode of the Human Capitalist Podcast. 

We also get into what she thinks 2026 compensation strategies will look like. 

Be sure to check out the full episode on YouTube 👉 Human_Capitalist! 
 
#HR #Jobs #Compensation

Here's a quick PSA: I am no longer in or managing recruiting! 


This is the fifth or sixth message I have gotten about someone impersonating me as a recruiter. Couple of things: 
1. I am no longer in recruiting. 
2. There can be only one of me. 

If you get a message from me about a job, please report the individual.

A strong economic indicator many of us watch is holiday hiring and spending. For 2025, it's telling quite the story. 


Big companies such as Macy's and UPS that usually add help for the holiday rush are retrenching in the face of economic headwinds, The New York Times reports. I found this interesting but not surprising. 

Searches for holiday jobs are skyrocketing, rising 10x faster than the number of openings. Retail hiring is projected to shrink by up to 175,000 roles this season. Companies like Target are boosting hours for existing staff, but that’s cold comfort for the 9 million Americans juggling multiple jobs and hoping for extra seasonal income. This is in the midst of Verizon's layoff announcement today. 

If you are hiring for seasonal frontline workers, iCIMS released its annual State of Frontline Hiring Report that has a ton of great data around what's really going on in the space. We get into the data and share some key insights you might need in developing your hiring strategy. 

It's free so check it out here: https://lnkd.in/e9PHh4qx

#Hiring 
#Recruitment 
#SeasonalWorkers

Every week I break down the most important research, shifts, and “oh-this-is-about-to-get-real” moments in AI and HR. This week’s edition might be the most important one yet.

Here’s what you’ll miss if you’re not subscribed:
⚠️ 66% of enterprises are cutting entry-level roles
A new IDC/Deel study shows junior roles are disappearing, leaving no place for early-career workers to learn. Degrees are basically irrelevant now (only 5% still require one).

😬 SHL just uncovered a serious AI trust gap
 74% of workers change their opinion of a company if interviewed by an AI agent.
 Only 27% trust their employer to use AI responsibly.

🌍 PwC’s 50,000-worker survey shows the “AI optimism vs. reality” gap
 People feel positive about AI, but daily adoption is still low.

🧪 The World Quality Report says scaling AI is stalling
 Skill gaps (50%), integration challenges, and data-risk concerns are slowing real adoption.
 
🤖 Microsoft drops Agent 365
 A platform designed to manage hybrid “human + agent” teams.
 
If you’re in HR, TA, recruiting, L&D, or the C-suite, you can’t afford to guess your way through this shift. I break the noise down every week so you walk into Monday ahead of everyone else.

👉 Subscribe to the weekly AI in HR newsletter
 No fluff… just the data, the trends, and what it actually means for your workforce.

(Links inside the newsletter to every source)

Every week I break down the most important research, shifts, and “oh-this-is-about-to-get-real” moments in AI and HR. This week’s edition might be the

Open article: Week Ending November 21, 2025 by Trent Cotton • 3 min read

By 2026, the HR director role might not exist.


At least that's what Fast Company is predicting. The replacement: a Chief Productivity Officer who merges HR and IT to drive people and technology outcomes together. 

Moderna's already there.

But here's what I think: most organizations are years away from being ready for this. Why? 

I get into the topic in this week's Human Capitalist Newsletter. The real question is: how long until most HR organizations are actually going to focus on what the business has wanted from it for so long...people productivity? 

According to Fast Company, we shall see soon. 

#FutureofHR #HR #humanresources #Humancapitalist

The prediction caught my attention immediately. Fast Company forecasts that by 2026, the traditional HR director will be replaced by a new C-suite rol

Open article: HR’s Rebranding or Redefinition? The Chief Productivity Officer  by Trent Cotton • 8 min read

HR’s Rebranding or Redefinition? The Chief Productivity Officer

Is your board gambling with AI, or governing it? What is HR's role on the board when it comes to AI? 


There's a troubling gap forming in boardrooms right now.

AI budgets are skyrocketing. Nearly nine in ten large organizations are using AI in at least one core function. But most boards are signing off on investments they can't actually interrogate.

They approve the spend. They don't understand the risk.

I think HR is the best-positioned function to fix this. You already sit between the tech hype and the human consequences. You know where AI in hiring, performance management, or workforce planning could quietly violate trust or create legal exposure.

AI governance and adoption isn't a tech problem. It's a people problem. And that makes it HR's problem.

This week's Human Capitalist Newsletter digs into why boards are approving AI they don't understand and how HR can step into the gap before it's too late. 

Two options for you: 
1. Read the recap in the newsletter below. 
2. Watch the video version here: https://lnkd.in/e3ndwhic

There is a troubling trend I am seeing in the data. AI budgets are exploding, but most boards still treat AI like a new money printer with little to n

Open article: The 4-Question AI Compass Every Board Needs by Trent Cotton • 4 min read

The 4-Question AI Compass Every Board Needs

Is AI the ultimate answer to all workforce problems? 

I've been digging in the data for the last year and I can't say that it is. Unfortunately, I am seeing a lot of companies make the bet that it is and cutting staff. Cutting staff as in: we are approaching 1.1M jobs lost this year. 

I break down all that I have learned in my recent podcast episode. I'll give you two options: 
1. If you like video, check out my 8 minute video here: https://lnkd.in/evxwBjQi 
2. Or if you prefer to read the data and my take on it, check it out here: https://bit.ly/49qguMo

If you are in the C-Suite and most especially in charge of the people function, you need to take the time to understand what's really driving market behavior.   

#HR #JobData #BLS #Workforcedata

Enterprises just committed $1.6M per year to AI in HR for 2026.

That's 10x what they spent in 2023.

But here's what matters more than the number: AI moved from "pilot project" to "strategic capability."

Companies treating it like a portfolio report twice the impact. The era of "let's test AI and see what happens" is over.

This week's newsletter breaks down what's actually getting funded, where early adopters are winning, and what it means for your hiring strategy.

#AIinHR #HR #REcruitment #HRTech 
Read the full breakdown in this week's Human Capitalist Newsletter.

This week I chose to bring you some of the insights from the analysts community. In case you missed it... Is your board ready for AI? Do they know the

Open article: Week Ending December 5th by Trent Cotton • 2 min read

Connector of Talent and Success 💼 | Empowering Businesses to Thrive through People | Culture Growth Strategist | Coach | Writer | HR leader | #1 LinkedIn Belgium | Top #150 LinkedIn 🌍

Who I help: Ambitious introverts and people-first companies

Problems: Visibility without burnout, quiet leadership, culture that enables deep work

Outcomes: Promotions, role transitions, retention, high-trust cultures

STRATEGIC HR LEADER AND COACH WITH HANDS-ON APPROACH AIMING FOR THE BEST EMPLOYEE/BUSINESS EXPERIENCE - INTROVERT ADVOCATE

International HR Executive passionate about the link between employee experience and business dynamics. Combining a strong focus on strategic thinking and planning with a structured and factual hands-on approach. A positive well connected team coach with a natural sense of empowering team members in a spirit of challenge, learning and mutual recognition. Sound decision making capabilities based on critical reflections within companies focusing on innovation, change, digital transformation and learning.

A. Group HR Director Alter Pharma (200 FTE - BE/IRL/US) – private equity backed firm defining & implementing HR strategy (from strategy to operations) including definition of mission/vision/strategy & values.
B. Global HR Business Partner BU Kerley international/Tessenderlo Group (+/-300 employees - 11 countries) developing/transforming key HR processes (talent resource planning, talent acquisition, performance management, competency management, learning, reward,..) - HR project lead new factory Rouen, France. 
C. Global HR Executive SWIFT (+/- 3.000 employees in +25 countries) transforming/coaching business and HR into new ways of (digital) working/thinking to improve the employee and business experience 
D. Global Head of Reward Tessenderlo Group (+/- 5.000 employees in +25 countries) - strategic development/transformation reward strategy
E. Development new holistic performance management framework for Tessenderlo Group, including full implementation recognition stream.
F. HR Project Manager : move of the Chiquita EME Headquarters from Belgium to Switzerland (social plan negotiations, c&b setup, recruitment, mobility, new policy/process design,...)

Professional coaching certification Better Minds at Work               2018 - 2019
Centre for Creative Leadership - senior leadership program           Q1-2 2018
Management Development Programme Vlerick (17 days)		  2010 - 2011
Strategic Compensation & Benefits Management, Vlerick 		  2007      
Master degree in Law&Taxation, Katholieke Universiteit Leuven    1997 - 1998

Steven Claes

They told me I was too much.
Turns out they were too small.

I sat with a brilliant CHRO last week who said: "Steven, I've spent 15 years softening my opinions, slowing down, pretending I don't need depth in conversations when that's literally all I want."

I knew exactly what she meant.

I've done it myself.

Edited my directness down to "diplomatic."
Rounded edges to seem "approachable."
Acted like small talk filled me up when I was starving for real conversation.

And I ended up feeling like I didn't belong.

Because I REALLY DIDN'T belong in places where I'd made myself smaller just to fit in.

The pond people have told me I'm:

→ Too quiet (translation: you're hard to read, and that makes me uncomfortable)
→ Too direct (translation: you skip all the performance, and I don't know how to handle that)
→ Too intense (translation: you make me think, and I'd rather not)
→ Too ambitious in the "wrong way" (translation: you want actual impact, not just visibility)

But here's what 20 years as a CHRO taught me: Every time you edit yourself down, you teach people to expect less from you.

When you're constantly shrinking:
→ You attract relationships that need you small
→ You become an expert at being less than you are
→ You build a career that fits everyone except you

I used to think the introvert advantage was learning to network like an extrovert. Speaking up more. Being more visible.

Wrong.

The real advantage? Accepting that your need for substance IS your worth.

When I stopped apologizing for needing substance over surface, everything changed.

1️⃣ You stop dimming yourself to make others comfortable in their mediocrity.

2️⃣ You surround yourself with people who recognize that your intensity is your integrity.

3️⃣ You finally find your tribe. The ones who see thoughtfulness as strength, not something to overcome.

The teams who needed someone to sit with complexity? They leaned on me.
The cultures desperate for real leadership? They sought me out.

But only because I was actually there. At full capacity. Not the edited version.

Not everyone can handle your full capacity.
And that's not your problem to solve.

The people meant for you? They'll charter a boat to meet you in deep water, even if they can't swim.

The rest will stand on the shore telling you the ocean is "too much."

Let them.

If you're an ocean, stop apologizing for not being a pond.

If you're wired for substance, you don't have a career problem.
You have a boundary problem.

The moment you solve that, everything shifts.

♻️ Share if you're an ocean person refusing to be a pond

📩 Follow the A+Introvert Newsletter (link in profile) for more ambitious introvert truth

Last week, my quietest team member apologized for joining our call from her kid's soccer practice.

She'd delivered three brilliant solutions that morning. 
From the sidelines. 
In complete silence.

I had to pause.

Have we really created workplaces where people apologize for living their lives while delivering great work?

What makes a team truly unstoppable?
It's not watching the clock.
It's removing the nonsense that blocks good people from doing their best thinking.

Let me be clear:

• I don't track when you log in
• I don't mind if your kid crashes our video call
• I don't care if you work from a coffee shop

Why?

Because I hired you.
Not your schedule.
Not your location.

Not your ability to sit still for 8 hours.

What I actually care about:

↳ The value you create
↳ The results you deliver
↳ The problems you solve

Traditional leadership still defaults to:
❌ Clock-watching
❌ Demanding face time
❌ Micromanaging every minute

What works better:
✅ Focus on outcomes
✅ Trust from day one
✅ Clear expectations

My 5 rules for high-performance teams:

1/ Hire for attitude
→ Skills can be taught. Character can't.

2/ Trust immediately
→ Do not make people "earn" basic respect.

3/ Protect deep work time
→ Introverts produce their best thinking in uninterrupted focus. That's where real solutions live.

4/ Provide resources
→ Give people the tools and context to win.

5/ Measure impact
→ Obsess over outcomes, not activity.

The reality?

Great work can happen anytime, anywhere.
Especially when introverts get space to think without performative presence.

Leaders do not just create followers.
They create more leaders.

Trust your people.
Give them space.
Watch what happens.

What's your take on trust-first leadership?

Curious to read your view in the comments.
—
♻️ Repost this to inspire better leadership
➕ Follow me (Steven Claes) for more on ambitious introverts

Every setback felt like proof I was too quiet to succeed.
Every win felt like luck.

At 32, my boss pulled me aside.
“You're too quiet for executive leadership.”

I replayed that conversation for months.
Every meeting I stayed quiet.
Every presentation I let others dominate.
Every networking event I left early.

The feedback stung because I believed it.

The lateral moves? I blamed myself for not being louder.
The passed-over promotions? Thought I didn’t sell myself enough.
The struggling projects? Maybe I was too introverted to lead.

I carried those stories for years.
Like stones in my pocket.
Getting heavier with each new challenge.

Then something shifted.

The promotions I didn’t get kept me learning.
Now I lead with knowledge, not just ambition.

The struggling projects taught me to listen for what wasn’t being said.
That skill transformed every team I touched.

What introverts do differently with setbacks:
 • We don’t bounce back. We build back.
 • We don’t forget feedback. We mine it for truth.
 • We don’t perform resilience. We develop it quietly.

What others saw as mistakes:
 → Avoided office politics (built trust through work)
 → Skipped self-promotion (let results speak louder)
 → Stayed in roles too long (mastered depth)
 → Took time to process (while others rushed to respond)

Today I’m CHRO.
Still quiet.
Those “setbacks” were my education.

Every introvert I’ve hired has a similar story.
Told they were too quiet.
Too thoughtful.
Too slow.

Now they’re running divisions.
Transforming cultures.
Leading quietly.

Your setbacks aren’t failures.
They’re data points.
Your quiet processing isn’t weakness.
It’s how you turn feedback into fuel.

That boss who said I was too quiet?
He was half right.
I was quiet.
But I was building.

💬 What feedback once hurt but later helped you grow?

♻️ Repost if you've been underestimated for being quiet
📩 Free Weekly career strategies for Ambitious Introverts -> hit the newsletter button under my profile

She outperformed everyone on her team.
They fired her anyway.

The reason?
"Lacks enthusiasm."

I've been labeled the same.
Quiet. Consistent. Easy to overlook.

After 20 years in leadership, I've decoded what "lacks enthusiasm" really means:

You don't perform your passion.
You just deliver excellence.

Real enthusiasm looks like:
• Showing up consistently
• Delivering work that matters
• Communicating with clarity
• Supporting without fanfare

Companies say they want this.

Then they promote:
• Volume over value
• Speed over strategy
• Visibility over results

I've watched talented introverts pushed out.
Not for missing deadlines. For missing happy hours.
Not for poor performance. For performing quietly.

The coded feedback always sounds reasonable:
"Needs more executive presence."
"Could be more vocal in meetings."
"Should network more actively."

Translation: Be someone else.

Truth is:
Excellence doesn't need to shout.
Impact doesn't chase attention.
Consistency beats charisma.

We lose our best people when we:
• Mislabel quiet as disengaged
• Require extroversion for advancement
• Confuse personality with contribution

Real engagement shows up in:
✓ The bugs you prevent that nobody notices
✓ The systems that run smoothly because of you
✓ The depth of your thinking
✓ The crisis you prevented in silence

Your quiet colleague who ships exceptional work every week?
More engaged than the one dominating every meeting.

The introvert who sends thoughtful follow-ups?
More useful than the one working the room.

Smart companies are catching on.
They measure contribution, not volume.
They value depth over performance.
They recognize different styles of excellence.

Still waiting for yours to catch up?

Your quiet strengths aren't the problem.
The system that can't see them is.

Don't shrink. Don't apologize. Don't fake enthusiasm you don't feel.

Real work doesn't need applause.
It needs respect.

🔁 Repost if you believe quiet excellence deserves recognition

💌 Subscribe to The A+Introvert Newsletter for tools, insights, and proof that quiet impact scales (link in my profile)

Stop trying to fix introverts.

In 20 years as an HR leader, I've seen companies burn millions trying to turn quiet leaders into loud ones.

It doesn't work. And it pushes your best people out the door.

Swipe through for what introverts need vs. what people think we need.

💾 Save/share this before your next 1:1. 

P.S. What would you add to this list?

What Workplaces Think Introverts Need vs What We Need

Some introverts are prisoners of their wiring.
Others are architects of their growth.

I’ve coached enough quiet leaders to see the split happen in real time:

The stuck ones hold on to: "I'm wired this way. I can't change."
The ones who thrive? They know wiring is where you begin, not where you end.

I worked with a senior manager who kept saying:
"I was raised to stay quiet and not make waves."

Fifteen years. That one sentence kept her invisible.
Passed over for promotions.
Watching louder colleagues move ahead.

And yet. In those same fifteen years, she'd:

-Led 3 projects that saved millions
-Built relationships nobody else could unlock
-Spotted problems that stayed invisible to everyone around her

Her quiet upbringing gave her the ability to observe. 
Deep listening became strategy. 
Her stillness earned trust.

The prison wasn't her introversion.
The prison was her story about it.

Evolution for introverts isn't about becoming extroverted.
It's about updating your story.

Instead of avoiding tough conversations 
→ Use email to drive decisions

Instead of dreading all meetings 
→ Own your 1-on-1s where depth wins

Instead of staying silent 
→ Put your thoughts on paper first, then speak

That senior manager I mentioned?
She stopped apologizing for how she works.
Started using her strengths.
Promoted six months later.

Same person. Different story.

Here's what this work taught me:

Your nature doesn't need fixing. 
Your story about it does.

Your past shaped you. 
Your choices reshape your future.

Your quiet traits aren't a limitation. They're data.

Stop waiting for permission to evolve.
Start choosing which parts of your wiring serve you.

Which story kept you quiet this week?

♻️ Share this with introverts ready to rewrite their story

📩 Follow me (Steven Claes) for introvert career strategies

They told me to fix my introversion. 
I fixed my environment instead.

We're introverts. We're not broken, just wired differently.

I spent 20 years as a CHRO watching the same pattern play out. 
The loudest voices got heard while the deepest thinkers got ignored. 

Quick reactions got rewarded, and thoughtful strategies got buried under the noise.

That's when I realized something.

We don't need to compete on volume. No, we compete on depth.

We build fewer bonds but stronger connections. 
Not because we can't connect widely, but because we choose connection wisely. 

While others drain themselves chasing validation, we recharge in stillness. 
While they mistake noise for progress, we find power in pause.

This isn't weakness. It's strategy.

We're not hiding or afraid. 
We're protecting our energy for what actually matters.

The research backs what we've always known: 

• Introverted leaders see 40% higher team retention because we listen more than we talk 
• We outperform in complex problem-solving by 74% because we think before we act 
• Our deep work drives 3x more innovation because we focus on substance over speed

Depth beats width. Every time.

What I need you to understand:

➡️ Your need for constant stimulation isn't our problem. 
➡️ Your discomfort with silence isn't our emergency. 
➡️ And your definition of success isn't our blueprint.

If we let you in, you've earned it. 

Not through persistence or pressure, 
but through respect. 
Through substance. 
Through understanding that our boundaries aren't barriers, they're filters.

➡️ We're not antisocial, we're selectively social. 
➡️ We're not slow, we're thorough. 
➡️ We're not cold, we're careful.

In a world drowning in noise, that's not a limitation.

That's an advantage.

Stop trying to fix us. We were never broken.

What boundary have you set recently that protected your energy?

♻️ Share if you're proudly wired differently 
📩 Follow Steven Claes for more introvert truth

They told us to "speak up more."
Turns out silence was our strategy.

As a CHRO who spent 20 years being called "too quiet," I've lived these traits. 

These are not personality quirks.
They're high-performance systems.

5 Weird Traits That Actually Drive Introvert High Performance:

1. Staying silent in meetings
↳ Builds strategic thinking muscle
↳ Catches critical details others miss
↳ Preserves mental energy for decisions that matter
↳ Creates space for deeper analysis

2. Preferring solo lunch breaks 
↳ Prevents decision fatigue before afternoon meetings
↳ Recharges cognitive batteries
↳ Maintains peak performance levels
↳ Protects creative thinking time

3. Pausing before responding 
↳ Delivers thoughtful responses instead of impulsive reactions
↳ Prevents costly communication mistakes
↳ Signals executive presence naturally
↳ Builds trust through consistency

4. Reviewing work multiple times 
↳ Catches errors before they compound
↳ Creates visible excellence standards
↳ Builds reputation for reliability
↳ Eliminates rework downstream

5. Requiring quiet time daily 
↳ Sparks breakthrough solutions
↳ Processes complex problems effectively
↳ Maintains competitive edge
↳ Protects sustainable performance

The brutal truth?

What they called weaknesses were actually our operating system. 

And once you own that system instead of apologizing for it, everything shifts.

Because here's what most companies miss: introverts are not broken. Extroverts don't need fixing. 

They're different processors who need different conditions.
Give them those conditions and watch what happens.

📩 Get weekly insights via the A+ Introvert Newsletter: https://lnkd.in/e2Yn259g

♻️ Share this for every introvert who's been misunderstood

Research reveals the introvert paradox: 
More productive. Lower performance ratings. 

A 2024 study by SOAS University of London found: 
"Introverts are more productive despite displaying lower job performance than extroverts." 

I've watched this disconnect destroy careers. 

As a CHRO for 20 years, I saw the pattern repeat itself over and over again. 
Claire outperformed every metric. 
Yet her evaluation said "lacks presence." 

Thomas designed the entire system architecture. 
His review noted "could be more vocal in meetings." 

The quiet frustration builds. 
The talent gets overlooked. 

The problem isn't your output. 
It's the visibility of your output. 

Introverts lose in three predictable scenarios: 

1. The visibility trap 
Your deep work happens in silence. 
Your contributions lack witnesses. 
Your impact goes unrecognized. 

2. The documentation gap 
Your wins stay in your head. 
Your progress lacks a paper trail. 
Your patterns remain invisible. 

3. The credit vacuum 
Your ideas travel. 
Your name gets left behind. 
Your influence goes unmeasured. 

But smart introverts don't try to become extroverts. 
They create systems to show their natural strengths. 

Four systems that actually work: 
1. Create your visibility rhythm 

→ Monday: Share your weekly focus (3 bullet points) 
→ Friday: Send a 5-minute wins report to stakeholders 
→ Monthly: Connect your work to company priorities 

2. Build your evidence file 

→ Capture metrics from your deep work sessions 
→ Save positive feedback verbatim 
→ Track resources saved through your solutions 

3. Set deep work boundaries 

→ Block 90-minute uninterrupted focus blocks 
→ Create canned responses for interruptions 
→ Set "office hours" for questions/collaboration 

4. Use strategic presence 

→ Speak once early in every meeting 
→ Send one thoughtful follow-up after discussions 
→ Ask one question that shows your listening depth 

When I coached Sarah, an introverted finance director, she started sending a weekly "impact email" every Friday at 4pm. 
Five bullet points. 
Three minutes to write. 

Her boss forwarded it to the C-suite every single week. 
She went from "too quiet" to "indispensable strategic partner" in six months. 

The only thing that changed? 
Her system, not her personality. 

Your introversion isn't the problem. 
Your strategic approach is the solution. 

Want to advance without exhaustion? 

Get the exact templates, scripts, and systems that helped thousands of introverts without burning out in the free A+ Introvert Newsletter (link in featured section). 

💾 Save this for when your impact feels invisible.

🔁 Repost if you believe quiet professionals deserve loud recognition.

The loudest voice shaped the room.
The quietest mind shifted the result.

And we still reward noise over what actually matters.

Here's the thing.

It is easy to see who talks the most.
Much harder to see who actually moves things forward.

Fast talkers set the agenda in meetings.
Quiet thinkers change the outcome after.

If you only track who reacts, who comments, who performs on stage...
you miss the people who unblock, refine, solve, ship.

So in your team:

👉 Look at what actually got done, not who kept the mic the longest.

🫶 Start giving credit to the ones who change the game quietly. They will not ask for it. Give it anyway.

♻️ Repost this for the quiet game-changers. They won't promote themselves, so we will.

Introverts don't need fixing.
Your workplace culture does.

I spent 20 years watching companies try to "fix" introverts.

Presentation skills workshops.
Open offices.
Loud happy hours.

Meanwhile, they ignored the real problems:
• Meetings that reward whoever talks most
• Brainstorms that silence deep thinkers
• "Collaboration" that means constant interruption

At 32, a VP told me:
"You need to speak up more. This quiet thing is career suicide."

I tried to be louder.
Until I realized: the mold was broken, not me.

Today I'm CHRO.
Still quiet. Still succeeding.
Because I stopped fixing myself and started fixing the system.

👇 This carousel breaks down what actually works.

♻️ Share if you believe quiet leadership deserves more respect and save for later.

Introverts Don't Need Fixing (Your Workplace Culture Does)

Your star performer left at 5 PM every day.

That wasn't a red flag.
That was a roadmap.

I used to stay until 8.
Sent emails at midnight.
Wore exhaustion like a badge.

Then I noticed something.

Sarah, our top analyst, packed up at 5 PM.
Every. Single. Day.

The execs whispered about her "lack of commitment."
Some people labeled her not a team player.

But six months later?
She delivered more value than our entire always-on team.

What they missed:
She wasn't coasting. She was focused.

• No 47-email chains about nothing
• No staying late just to be seen
• No 3-hour meetings that could've been an email
• No pretending to work while scrolling LinkedIn

Just deep, meaningful work.

After 5?
She recharged. Unplugged. Came back clearer.

While others ran on fumes.

What happened next changed how I led:

• The "lazy" analyst got promoted to Director
• One team member hit a wall and had to step back
• The always-on manager made critical mistakes

I learned something:
8 focused hours beat 12 exhausted ones.
Real productivity happens in bursts, not marathons.
Your best ideas come after rest, not during it.

I started telling my team:
→ Your best work happens when you're fresh
→ Creativity needs room to breathe
→ Burnout helps no one

The outcomes?

The exec who doubted her? Stress leave.
The always-on manager? Critical mistakes cost us a major client.
Sarah? Running the department.

Her worth was never in the hours.
It was in the outcomes.

♻️ Repost if you believe boundaries create better teams
📩 Join thousands of ambitious introverts building sustainable success: https://lnkd.in/e7xQPNtn

Overthinking costs you more than you realize.

Not in time.
In opportunities you never take.

Introverts know this trap better than anyone. Analysis becomes avoidance.

Five ways to close that gap:

1. The 5-Second Rule

Mel Robbins nailed it. You have an instinct to move? Count down 5-4-3-2-1 and go.

Your brain will talk you out of it otherwise.
That window closes fast. Five seconds. Use them.

———

2. The Two-Minute Rule

Takes less than two minutes? Do it now.
Don't add it to a list. Don't schedule it. Don't think about it.

David Allen's point: tracking a small task takes longer than finishing it.
Stop managing. Start finishing.

———

3. Brain Dump Before You Decide

Too much noise in your head? Set a timer for ten minutes. Write it all down.
No filter. No structure. Just out.

Once it's on paper, patterns appear. Priorities get clear.
You can't organize chaos while you're drowning in it.

———

4. Externalize the Problem

Stop saying "I'm an overthinker."
Say "Overthinking is here again."

See the difference? You're not the problem. The thought pattern is.
You're not the storm. You're the one watching it pass through.

———

5. The "If-Then" Plan

Vague intentions don't work. Automatic actions do.

Try this:
"If it's 7am, then I write for 20 minutes."
"If I feel resistance, then I count 5-4-3-2-1 and start."

Peter Gollwitzer's research backs this. It doubles your success rate.
Pre-decide so you don't have to re-decide every time.

———

The truth more introverts need to hear:
Knowing what to do means nothing if you don't do it.

Your move.

♻️ Share this with someone who needs it.
👤 Follow me (Steven Claes) for more on ambitious introverts

A 23-year-old intern dismantled my entire hiring strategy with one question:

"But what if they're not comfortable talking about themselves?"

She was talking about introverts in interviews.

I'd been screening out brilliance for 5 years and had no idea.

I used to defend every view.
Debate every point.
Need to be right.

But that one quiet question changed everything.

It taught me something 10 years as CHRO hadn't:

Wisdom isn't about having the best answers.
It's about hearing the questions you never thought to ask.

Now when someone speaks, whether it's my CEO or my nephew, I do something different.

I pause.

Not to plan my response.
But to understand their world.

The 3-Question Framework I Use to Listen Deeper

1. What am I defending?
Before responding, name the ego or assumption you're protecting.
Then let it go.

2. What's their 10%?
Even if you disagree with 90%, find the 10% that's true.
There's always something. Start there.

3. What would I think if I were them?
Not with your experience. With theirs.
Not with your context. With theirs.
This is where breakthroughs live.

This shift changed how I lead:

→ I stopped mistaking volume for value
→ Started finding insight in silence
→ Learned that understanding > being understood

The data backs it up:

Teams with psychological safety where every voice matters are:

✔️ 76% more likely to engage
✔️ 50% more productive
✔️ 27% less likely to leave their jobs

But we still reward:

❌ Quick answers over thoughtful questions
❌ Confident assertions over curious pauses
❌ Debate winners over bridge builders

Your quietest team member isn't checked out.
They're checking angles you haven't considered.

That junior employee questioning your process?
Might be your next breakthrough.

Growth doesn't come from adding more of what you already know.
It comes from seeing what you've been blind to.

Perspective isn't just power.
It's the only path to wisdom that matters.

Try these 3 questions in your next meeting. Watch what shifts.

And tell me this:

💬 When did listening to someone completely different from you change everything?

♻️ Share this if you believe the quietest voices often hold the deepest insights

54% of employees are quietly breaking down.
You won’t see it until it’s too late.

Your best people aren’t quitting.
They’re not burning out.
They’re breaking. In silence.

And your quietest ones?
They’re drowning.

👉 Swipe to spot the signs before they disappear.

💾 Save this to revisit the warning signs.

♻️ Share it to support someone who's quietly cracking.

Warning Signs Everyone Misses (Means breaking)

Your best introvert is planning their exit. 
They just haven't told you yet.

Micromanaging says three things: 

"I don't trust you." 
"I need control more than results." 
"Your process scares me because it's not mine."

For introverts, this kills retention faster than anything else.

We need deep work. 

Focus without constant interruption and mental space to think through complex problems.

Micromanaging destroys all three, and it's why your quiet top performers leave first. 

No drama, no warnings. 
They're just gone.

In 20 years as a CHRO, I've watched this pattern play out dozens of times.

One company I worked with broke the cycle with a simple shift. 
Outcome accountability instead of process control. 

Leaders set the goal, and teams chose how to get there.

The impact was immediate. 

Turnover among introverted leaders dropped 60%. 
Same deadlines, better quality, and zero hand-holding required. 

Because when you trust people to do the work their way, they deliver.

Great leaders trust, then step back. 
Micromanaging says everything about the manager and nothing about you.

How have you handled micromanagers without burning bridges?

♻️ Share if you care

Most introverts nail the interview.
Then burn out in 90 days.

After 20 years as a CHRO, I've seen it happen too many times. 

Brilliant introverts accepting roles that drain them because they didn't ask whether the company actually values different working styles.

73% of employees leave due to poor cultural fit. 
Introverts feel this more, scoring 10% lower in workplace well-being.

The interview isn't just them sizing you up. 
It's you sizing up whether this company respects how you work best.

Swipe through for the 9 questions every introvert should ask before saying yes.

Your energy isn't up for negotiation. Neither is your environment.

💾 Save this for your next interview
♻️ Share with an introvert who needs this

Most Introverts Nail The Interview (Then Burn Out)

My first raise request took 45 minutes.
It failed.

My last one took 8 minutes.
It got me $35K more.

What changed?

I stopped trying to sound confident.
I started showing the numbers instead.

Swipe through for the exact 8-minute structure that did it →

Most introverts think a raise conversation means you need to sell yourself.
Walk in. Perform. Be louder.

That's not it.

It means building a case your manager can take upstairs and defend.

Extroverts walk in and improvise.
Introverts prepare a document and present it.

And in raise conversations, the document wins.

I've reviewed hundreds of raise requests as CHRO.
The ones that worked: short meeting, clear data, exact number.
The ones that didn't: long stories about teamwork and going the extra mile.

Your manager doesn't need a performance.
They need ammunition.

Numbers they can repeat.
Wins they can cite.
A case they can defend when you're not in the room.

Your quiet preparation isn't the problem.
It's the solution.

💾 Save this before your next raise conversation

♻️ Repost if you know an introvert who needs to hear this

The 8-Minute Strategy that got me a $35K Raise

Today I turn 52.
At 25, I hid in bathroom stalls before meetings.
Now I lead them as CHRO.

The same traits that made you second‑guess yourself at 25
are the ones that can make you impossible to replace
at 25, 52, or whatever comes next.

But only if you stop apologising for them.

I knew that in my head a long time ago.
I just didn’t have the guts to say it out loud.
That part took years.

I hope you don’t wait as long as I did.

25: The Breaking Point

I was the quiet one faking loud.

Forced networking until 2am. 
Performed enthusiasm I didn't feel. 
Dominated meetings that drained me by noon.

I sat in my car after another leadership summit thinking: 
"I'm in the wrong career."

Then a mentor said eight words that changed everything: 
"Stop playing their game. Start playing yours."

52: The Breakthrough

Today, I lead differently.

I skip 80% of networking events. 
Build five deep relationships instead of fifty shallow ones. 
Speak less but land every word.

Not despite being quiet. Because of it.

This is what I finally understood:

That overthinking? Catches problems before they explode. 
That selective socializing? Builds unbreakable loyalty. 
That need for quiet? Where real strategy happens. 
That careful processing? Why people trust my decisions.

At 25, I thought leadership meant being everywhere. 
At 52, I know it means being fully present where it matters.

I protect my mornings for deep work. 
Take walking meetings when I need to think. 
Leave events before I'm drained, not after.

The same traits that made you doubt yourself at 25 will make you irreplaceable at 52. 
But only if you stop apologizing for them.

You don't rise by volume. 
You rise by depth.

To every introvert who thinks they need to change: The world has enough performers. It needs more thinkers.

What "weakness" from your 20s became your superpower?

♻️ Share this if you're done apologizing for how you're wired. Not as an admission, as a declaration.

PS. Who dares to guess the age at this picture? :)

Your manager determines your salary more than your skills do.

Most professionals won't say it out loud.

As an HR leader, I've watched identical talent pools create wildly different outcomes.

The variable isn't competence.
It's advocacy.

For introverts, this truth hits harder.

You can self-promote. You can build strong relationships.

But in many organizations, the system still rewards visibility over value.

And often, your career hinges on whether someone with power chooses to champion you.

Two introverts. Same MBA. Same performance ratings. Same 3 years of experience.

The difference? Their managers.

Manager A:
→ "I'm recommending Jessica for Senior Analyst. Her forecasting model prevented a 300K mistake."
→ CCs her on strategic emails: "Jessica's insights would help here."
→ Salary review: "She's performing at the next level. I'm requesting a 22% increase."
→ "I want Jessica presenting this to the board. She built it."

Manager B:
→ "The team delivered excellent results this quarter." (No names mentioned)
→ Excludes him from client calls: "These meetings require more… executive presence."
→ Annual review: "Solid contributor. Market rate adjustment of 3%."
→ Takes his analysis to leadership: "I've been working on this strategic framework…"

12 months later:
Jessica: Promoted to Senior Analyst, $28K salary increase
Him: Same role, $2K cost-of-living adjustment

That one promotion didn't just increase her pay. It accelerated her entire trajectory. A few of those moments across a career can add up to six figures or more.

Introverts create value in silence.

Silent value doesn't advocate for itself.
Silent value doesn't volunteer for stretch projects.
Silent value doesn't ask for face time with leadership.

Your manager is either your career multiplier or your invisible ceiling.

—

Early in my career, I had a manager who buried my work.
Took credit for a strategy I designed.
When promotion season came, told leadership I wasn't ready.

I left for a significant raise elsewhere.
That manager? Still in the same role years later.

—

The right manager doesn't just manage your tasks.
They manage your trajectory.

Has a manager ever buried your best work? Or championed you when it mattered? Share your story below.

♻️ Reshare if you believe quiet talent deserves loud advocates

📬 Read the weekly Free A+Introvert Newsletter for more career insights tailored to the Ambitious Introvert: access link under my profile.

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Steven Claes

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