I've been sitting with something that happened at our last gathering. We asked participants: "Which activity was most meaningful?" I expected responses about professional development. The frameworks. Strategic discussions about workplace challenges. Instead what I read were: "Talking about personal issues." "The small group discussions." "The fellowship and sharing healing moments and being transparent." Participants described the experience as "excellent" and "impactful." Bu

Human Resources is not hiring and retention. Long gone are the days when HR meant showing up on your first day, signing paperwork, and not seeing anyone from that department again until your exit interview. Today, Human Resources is the connective tissue of every high-performing organization. It is career planning, total rewards, employee engagement, health and wellbeing, change management, talent acquisition, learning and development, justice and equity, organizational strat

There is an old saying worth revisiting: "If all you have is a hammer, everything looks like a nail." AI is a hammer. But your people strategy is not a nail. At AllProfit HR, we are not anti-technology. We are pro-accuracy. Pro-humanity. And deeply committed to the truth that no tool — however sophisticated — can replace the complexity of human-centered organizational work. AI is not a great hammer and the research says so. Here is what AI cannot do: It cannot walk into your

For the first time, McKinsey's 2025 Women in the Workplace study reveals a troubling ambition gap: women are less interested in being promoted than men. But before we name, blame or shame women for "leaning out," let's examine what's actually happening—including what most workplace studies refuse to acknowledge. Women aren't less ambitious—they're less supported, and their health barriers are increasing becoming more invisible. The data is clear. When women receive the same c

I didn't always see myself in corporate spaces. As an HR and organizational development professional rooted in mission-driven work, the language of corporate procurement — capability statements, supplier diversity, contract wins — felt foreign. Like I was trying to speak a dialect I'd never been taught. But something shifted. For six months, I sat inside a procurement readiness program built specifically for small business owners in Prince George's County — leaders who were n

The hardest part of rest isn't starting—it's sustaining. As leaders, we can intellectually understand the need for boundaries while practically ignoring them. This is where accountability becomes essential. True accountability begins internally. External structures matter, but if you're not committed to change, no amount of support will make it happen. This means getting honest about your motivations: are you truly ready to prioritize rest, or are you just saying what sounds