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I don’t feel accomplished after launching the Omaha IMPACT Awards, and I finally figured out why. The Omaha IMPACT Awards celebrate the frontline, blue-collar, and operational professionals across Douglas and Sarpy Counties whose work keeps our businesses and communities running, often without ever being thanked. I recognize that the unwritten protocol is to share one’s

Why two accurate diagnoses can still miss the problem. I was reviewing my budget recently and realized I might be wasting money. I have two programs. I know roughly what each one does, I’ve seen the pitch, skimmed the feature list, used them enough to feel settled. So I kept paying for both, confident that

After two recent conversations on social media, it has come to my attention that we talk a lot about employee engagement, but there seem to be mixed definitions, or at least mixed signals about what we’re really focusing on when we say engagement. One post was about employee branding. The idea was that employees should

I recently came across a post that said, “Hard workers burnout. They don’t disengage.” But after working across different workplaces, teams, and leadership environments, I don’t think the reality is that simple. I’ve seen high performers respond to the same environment in completely different ways. Some overextend themselves trying to gain visibility, prove value, or

Y’all, I saw a post the other day and it rubbed me the wrong way. It was along the lines of high performers being tired of working with people who have low standards. The post labeled those who are not high performers as lazy, and more than 200 people agreed. That tells me this idea

I recently spent some time on Threads and noticed something pretty quickly: there is a lot of disdain for LinkedIn. The most common criticism? Toxic positivity. You’ll see comments like: “Everyone turns every challenge into a lesson.” “No one just admits that sometimes things suck. The end.” “There’s always a silver lining.” I’ll admit my

Let’s talk about feedback loops in the workplace and how they affect engagement. And no, this isn’t just the feedback that happens in 1:1 conversations or performance reviews, although those are part of the system. This is about the feedback that exists in the organization itself. When we zoom out, we start to see—based on

Two employees work on a project. Employee A does most of the work behind the scenes. Employee B dominates the meetings. The supervisor thanks Employee B for leading the effort. Employee B doesn’t correct it and Employee A feels demotivated. This pattern repeats across teams, departments, and industries, wherever visibility is rewarded more than actual