Mimi Senior Living COO shares insights on people-first leadership in senior care

Not all leadership dysfunction looks like conflict. Sometimes the most costly dynamics are the ones that seem to “work.” Lopsided peer relationships fly under the radar because they "work" on the surface. But someone is always paying the price—and it's not just the person doing all the work. The organization pays too. Cross-functional work moves slower. Leadership teams don't function at full capacity. We might be quick to dismiss lopsided relationships as "just a problem between two people." But lopsided relationships don't stay contained. They pull entire leadership teams out of balance and ripple through the organization. I wrote about the hidden cost of accommodation masquerading as partnership—and why investing in real leadership development matters more than ever. https://rebrand.ly/mdkh3dr

The Launch of Leader Navigator Leader Navigator is designed to help executives and organizations navigate one of the most challenging leadership landscapes we’ve ever seen. It will include executive briefings, keynote speaking, and multi-session programs focused on helping leaders understand what’s really happening beneath the surface of today’s workplace dynamics. Too often, issues that affect business performance: inclusion, transparency, communication, accountability, are dismissed or mislabeled as “political.” But they’re not political at all. They’re cultural. And culture drives business. Leader Navigator is about helping leaders separate noise from strategy, to identify what’s truly impacting their organization, and how to respond in ways that strengthen performance, trust, and long-term growth. Because when we pull these conversations out of the political arena and back into the realm of leadership and culture, we empower companies to do what they do best: build strong teams and deliver great results. When cultural backlash can strike at any moment, do you have the courage and readiness to lead through it?

Where to Begin When Considering Culture: Purpose, People and Performance This article emphasizes the importance of leadership development, team dynamics, and talent management in fostering a strong organizational culture. CBRE https://lnkd.in/gfxZR-ZM

“We can’t change systems out there without doing the inner work in here.” – Radha Ruparell, Director, Global Leadership Accelerator, Teach For All That truth lies at the heart of the Garrison Institute’s new Conscious Change Collective, a living map of hundreds of organizations weaving contemplative practice with social transformation. In our latest blog, we explore how this growing ecosystem is connecting leaders and organizations — from grassroots groups to global networks like Teach For All — who are cultivating awareness, compassion, and collective leadership as the foundation for lasting change. Read the full post: https://lnkd.in/eSBf753a Radha Ruparell Gretchen Ki Steidle Steve Varley

Something has been on my mind for the past week: This insight from Australian Bureau of Statistics. That means, OVER 2/3 of Australian medium size businesses can increase their performance simply by more clearly communicating leaderships goals for their team to understand and work towards. That is WILD.🤯 If only it were that simple though. 😉 In my experience there are a myriad of reasons business owners and leaders don't do this, ranging from "I don't have time" to "I don't know how". Good thing there are experienced advisors out there who can help 🙋♀️ Helping business leaders to articulate, communicate and implement their strategy is my happy space 🤓

The refreshed UK Corporate Governance Code places culture at the heart of purpose and performance. That’s why, for the next few weeks, I’ll be exploring the ‘C’ in our ICI Framework — Change. Because culture doesn’t shift through new structures alone. It shifts through leadership behaviour, accountability, and the willingness to stay with discomfort. At Diversity ICI, I call this the Discomfort Gap — the space between what an organisation says it values and what it’s truly ready to confront. Real change lives in that gap. 💭 How do you create space for productive discomfort in your leadership teams? Monique Carayol Asma Nafees Mamawa Turay #LeadershipAndChange #GovernanceLedCultureChange #DiversityICI #CultureAndImpact #ICIFramework

Unlocking Growth Through Purpose-Driven Leadership 🚀 Did you know that 65% of employees say their motivation increases when they feel connected to their company's mission? Yet, many organizations struggle to create this connection consistently. By aligning leadership practices with a clear purpose, businesses can boost morale, enhance productivity, and drive sustainable growth. The key lies in fostering transparency, trust, and shared values. How does your organization empower leaders to create a purpose-filled workplace?

In many conversations, whether facilitating a leadership roundtable or meeting one-on-one with business leaders, I find that team challenges often come down to behavior. After all, we’re individuals with our own perspectives and values. I often ask these business leaders if they’ve gone through the exercise of creating core values for their organization. What I find is that some have and some haven’t. And even among those that have, the values aren’t always referenced when giving feedback, holding people accountable, or making decisions. Culture, and the core values that form its foundation, is a work in progress. I believe they matter deeply, because they set the tone for how we communicate, collaborate, and treat one another. This becomes even more important when times are tough. How do you view core values in your organization? Do you have them in place? Were you part of creating them? Are they consistently upheld? And if not, how do you address that?

Inclusive leadership isn’t about being nice. It’s about being aware. Awareness of how your power lands. Awareness of who you listen to first — and last. Awareness of what’s said in the meeting and what’s left unsaid after it ends. Here’s one practice that shifts everything: In your next meeting, don’t speak first. Ask: “Whose perspective haven’t we heard yet?” Then pause — and wait for the quiet voices. That small act changes what decisions get made, who feels ownership, and how trust grows. I’m launching a 3-part Inclusive Leadership Series as an entry point to The Alignment Lab™. It’s for leaders who want to move beyond awareness into daily, equity-centered action. https://lnkd.in/g9GdAEgH