Order Supercharged Teams: https://hicconsult.com/author/

In 2020, my company underwent a massive restructure and morale was low. As a manager leading a team through uncertainty, I had to move quickly and intentionally.

By 2021, I applied the practices that now shape my leadership book, Supercharged Teams, and my team went on to help secure an $8M RFP that captured executive attention.

In 2023, the CEO recognized the impact of the performance platform my team and I built, investing and appointing me CEO.

Fast forward to 2026, I relaunched HIC, a workplace consulting firm, expanding our ability to support organizations, leaders, teams with the tools, coaching, and strategies they need to build healthy high-performing teams.

In addition, I serve as a columnist for Inc.com and a business professor, where I teach a graduate-level sports management course at the University of Rhode Island.

This is your chance to take your team and career to the next level!

Ways I Can Support You:

1. Order and Gain Bonus Chapter - Join list for special bonuses. https://hicconsult.com/author/

2. Select HIC- To conduct experiential management and team training that helps foster healthy, high-performing teams.
www.hicconsult.com

3. Join HIC HR Hub - A senior level HR online community for growth, insights, and strategies by messaging Netta.

4. Join Netta’s LinkedIn Newsletter- Receive monthly insights about management and leadership. https://www.linkedin.com/newsletters/leadership-with-netta-jenkins-6693036641050750976


Not ready yet? No worries, stick around for actionable leadership and management tips!

📧For Sponsorships or Partnerships: netta@nettajenkins.com

📈Media Kit: https://netta-jenkins.notion.site/Netta-Jenkins-Media-Kit-1a5d0dd41b6d80b8ad9bda2d0af00a5b

I’m excited to share that I’m starting a new role as a Columnist at Inc.com.

I went from publishing LinkedIn newsletters featuring HR and People leader insights hitting 20K views in 30 minutes to being tapped as an Inc.com columnist. Proof that consistency and a deep understanding of your audience compound.

My writing focuses on advancing the workplace, HR, and leadership in practical, real-world ways.

I explore how organizations can strengthen the way they lead, manage, and support people, especially as expectations and pressure on managers continue to rise.

As part of this work, I’ll be interviewing CEOs, people managers with direct reports, and HR/People leaders to surface real insights from inside today’s organizations.

If you’re invested in building a more effective, high-performing workplace and leading people better in the process, this is for you.

My first article goes live Friday, February 6.

📍 Read my Inc.com author page: https://lnkd.in/e4jF3pUV

Netta Jenkins

Class. Intelligence. Grace. Peace.

The Obamas continue to move differently.

Netta Jenkins, CEO, Aerodei  (As Seen on Forbes)

As the CEO of Aerodei, an AI powered inclusive performance platform for organizations that democratizes and quantifies inclusion efforts, Netta Jenkins has over 15 years of experience in developing and leading inclusive strategies for people, process, policy, and product. Aerodei quantifies the impact for employees and employers offering benchmarking insights enhancing representation, retention, growth, and engagement. Netta is also a doctoral student, an author, and a TEDx speaker on reimagining the workplace.

Netta is passionate about addressing inequitable gaps and empowering diverse professionals to achieve their full potential. She is the founder of Holistic Inclusion Consulting and co-founder of Dipper, a review and ratings platform for professionals of color. She has been recognized by Forbes, Black Enterprise, CIO Views, and LinkedIn for her work and impact in corporate and startup diversity. She also serves as the Vice President of Global Inclusion for Unqork, a technology organization, and an advisory board member for Betterment, an online investment company. Netta's mission is to create a more inclusive and equitable world for everyone.

Cory Schneider, LMFT, CDE® 🏳️‍🌈

I once watched a senior leader act like he was untouchable.

He rarely greeted people.
He dismissed ideas in meetings.
He spoke at people, not to people.

Kindness was never an option for him.

You could feel the shift in the room whenever he entered.

Not respect. 
Not admiration. 
Just tension.

Then one day, the announcement came.

Layoffs.

And his role was eliminated.

A few months later, I started seeing messages circulate.

They were reaching out. 

Asking for introductions. 
Asking for referrals. 
Asking for help.

From the same people they had overlooked.
The same people they had dismissed.
The same people they had been unkind to.

And suddenly, the power dynamic was gone.

No title is permanent.
No org chart is permanent.
No season of power is permanent.

But your reputation travels with you.

The tables turn. 
The seasons change. 
And eventually, we all need people.

How you treat people on your way up will always matter…

because one day, you may need those same people on your way through.

Pick up a copy of my new book. "SUPERCHARGED TEAMS." 👉 https://a.co/d/iQoRvTz

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I received one of the most honorable accolades an author can receive.

My leadership book, Super Charged Teams, How Every Manager Can Create a Culture of Excellence was named Book of the Month.

But here’s the thing, it didn’t come from
❌ The New York Times
❌ USA Today
❌ A flashy, notable organization

It came from a manager. 
A leader. 
My target audience.

-A leader who is an avid reader.
-A leader who sees the pressure of the role every day.
-A leader who was so impacted by the book that she chose it for her team.

And that recognition means more to me than any headline ever could.

If the work changes how one leader shows up for their team,

That’s the win.
That’s the impact.
That’s the mission.

Grateful. Grounded. And more motivated than ever

Pick up a copy of my new book. "SUPERCHARGED TEAMS." 👉 https://a.co/d/iQoRvTz

I thought I was being kind by waiting to give feedback.

I thought I was being patient.
I thought I was protecting the relationship.
I thought waiting would make the conversation easier.

It did the opposite.

When I finally gave the feedback, it felt heavy.

It felt shocking.
It felt unfair.
It felt like it came out of nowhere.

It was unfair.
Because while I was waiting…

They were repeating the mistake.
They were building habits.
They were believing everything was fine.

This is one of the biggest mistakes new managers make:

Giving feedback late.

Late feedback feels like punishment.
Late feedback feels like betrayal.
Late feedback damages trust.

Timely feedback builds trust.
Timely feedback builds confidence.
Timely feedback builds great teams.

The lesson I learned the hard way.

If you feel it… say it.
If you notice it… address it.
If it matters… don’t wait.

Save this and share it with a manager who needs the reminder.

Pick up a copy of my new book. "SUPERCHARGED TEAMS." 👉 https://a.co/d/iQoRvTz

Bad Bunny just did something at the Super Bowl most organizations are still struggling to pull off.

He brought multiple generations together in one performance, not by trying to please everyone, but by anchoring on something shared: energy, respect, and relevance.

Boomers. Gen X. Millennials. Gen Z.

All watching. All engaged. No “generational strategy” deck required.

That’s exactly why generational division at work isn’t about age.

It’s about how leaders communicate, design experiences, and set norms.

In my latest Inc.com article, 3 Ways to Prevent Generational Division in the Workplace, Monika Holliday, Head of People for British Airways Euroflyer shares powerful insights.

https://lnkd.in/eKt6_d5D

View newsletter: Leadership with Netta Jenkins

Five generations are now working side by side, from the Silent Generation to Gen Z. Each brings distinct perspectives, values, and expectations. Witho

Open article: 3 Ways to Prevent Division in a MultiGenerational Workplace by Netta Jenkins • 3 min read

3 Ways to Prevent Division in a MultiGenerational Workplace

I’ve watched well-intentioned new managers slowly become the leaders they once complained about.

Not because they were bad people.
Not because they didn’t care.
Not because they lacked potential.

They simply weren’t trained.
They weren’t guided.
They didn’t ask the right questions… or any questions at all.

I remember one manager in particular.

Promoted because they were high-performing, dependable, and deeply liked. 

The team celebrated. 
Leadership celebrated. 
They celebrated.

Six months later, their team was disengaged.

A year later, turnover started.

By year two, they were labeled “difficult.”

No one taught them how to:
• Give hard feedback without damaging trust
• Set clear expectations without micromanaging
• Advocate up while supporting down
• Balance empathy with accountability

So they defaulted to what most new managers default to:

Silence. 
Guessing. 
Overworking. 
Reacting.

They became overwhelmed.
They became unclear.
They became inconsistent.

We promote people and assume leadership will magically appear.

We celebrate the promotion and forget the preparation.

We hand over teams and withhold the tools.

Then we act surprised when great employees become struggling managers.

Managers aren’t failing.
Managers are being underprepared.
Managers are being underdeveloped.
Managers are being left alone to figure it out.

And teams feel it.

If we want better teams, we need better support for managers.

If we want better culture, we need better training for managers.

If we want better results, we need to stop assuming promotion equals readiness.

Leadership is a skill.
Management is a skill.
And skills must be taught.

I thought being a nice leader meant I was a good leader.

I was wrong.

Early in my career, I believed friendliness = effectiveness.

I was empathetic. 
I cared deeply. 
I was supportive.

My team liked me.

But liking your leader and being led well are not the same thing.

Here’s the part that stings…

My team was confused.
My team lacked clarity.
My team worked hard but not always on the right things.
My team was kind… but not always high-performing.

It wasn’t their fault. 
It was mine.

I thought leadership was about being available.
I thought leadership was about being supportive.
I thought leadership was about being understanding.

But leadership is also about being clear. Consistent. Courageous.

Just because I was friendly didn’t mean I was effective.

Just because I was empathetic didn’t mean I was leading well.

Just because I cared didn’t mean I was creating results.

Everything changed when I committed to 7 daily leadership habits.

Small habits. 
Daily habits. 
Repeatable habits.

That’s when I saw the shift.

The shift in my confidence.
The shift in my decision making.
The shift in my team’s performance.
The shift in our trust.
The shift in our outcomes.

Leadership didn’t change overnight.

But the habits changed everything.

If you manage people or know someone who does this matters.

Save the graphic.

Share it with every manager you know.

Because being liked feels good.
But being effective changes lives.

Pick up a copy of my new book. "SUPERCHARGED TEAMS." 👉 https://a.co/d/iQoRvTz

Everyone thinks M&A deals fail because of strategy, valuation, or the economy.
They’re wrong.

Danielle Korins, CHRO recently shared how and why Mergers & Acquisitions fail at the top and in the middle. 

Be sure to read more!

According to McKinsey, nearly 70% of mergers and acquisitions fail to deliver their expected value, with people and culture cited as the top reasons. 

Open article: Mergers and Acquisitions Fail at the Top and in the Middle. Here’s Why Managers Determine the Fate of a Deal by Netta Jenkins • 3 min read

Mergers and Acquisitions Fail at the Top and in the Middle. Here’s Why Managers Determine the Fate of a Deal

I’m incredibly excited for my sports management graduate students to have the opportunity to hear from former NFL star Antoine Bethea tonight.

It’s not every day you get to learn directly from someone who has competed at the highest level, built a long, successful career in the league, and navigated the business side of professional sports. 

I can’t wait for them to gain insights on leadership, discipline, career longevity, and what it really takes to succeed both on and off the field.

This is going to be an inspiring and impactful conversation!

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