Telaireus K. Herrin, Psy.D.

𝗟𝗶𝗳𝗲 𝘁𝗵𝗿𝗲𝘄 𝗺𝗲 𝗮 𝗰𝘂𝗿𝘃𝗲𝗯𝗮𝗹𝗹. That tested not just my commitment to the 75 Day Hard challenge, but also my skills as a leader and a daughter. Earlier this year, my mom suffered heart failure. As her primary caregiver, I've learned to expect the unexpected. So when I had to travel to NYC this week to be by her side, my carefully crafted 75 Hard routine was thrown into disarray. Suddenly, I found myself juggling: • My mother's immediate needs • My 75 Hard commitments • My professional responsibilities • My own self-care| In the whirlwind of caregiving, I almost forgot to complete my 75 Hard tasks on a couple of days. | It was a stark reminder that as leaders - especially as women leaders - we're constantly faced with competing priorities that demand our attention and energy. This experience reinforced some crucial leadership lessons:| 1. 𝗗𝗶𝘀𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝘀 𝗰𝗼𝗺𝗲 𝗶𝗻 𝗮𝗹𝗹 𝘀𝗵𝗮𝗽𝗲𝘀 𝗮𝗻𝗱 𝘀𝗶𝘇𝗲𝘀: Sometimes, they're minor annoyances. Other times, they're life-altering events. As leaders, we need to be prepared for both. 2. 𝗡𝗼𝘁 𝗮𝗹𝗹 𝗱𝗶𝘀𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗲𝗾𝘂𝗮𝗹: My mother's well-being was more important than maintaining a perfect 75 Hard streak. Recognizing what truly matters is crucial. 3. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝗻-𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲: Rigid adherence to plans often breaks under pressure. The ability to adapt quickly is a key leadership skill. 4. 𝗦𝗲𝗹𝗳-𝗰𝗮𝗿𝗲 𝗶𝘀𝗻'𝘁 𝘀𝗲𝗹𝗳𝗶𝘀𝗵: Taking care of myself through 75 Hard enables me to better care for others, including my mom and my team. 5. 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 𝗶𝘀 𝗮 𝘃𝗲𝗿𝗯, 𝗻𝗼𝘁 𝗮 𝗻𝗼𝘂𝗻: It's not about achieving perfect equilibrium, but about constantly adjusting and readjusting our focus and energy. As women leaders, we often bear the double (or triple) burden of professional responsibilities, familial duties, and personal goals. We're forced to make tough choices daily about where to direct our limited time and energy. But here's the thing: These challenges, while difficult, are also our strength. They force us to prioritize, to be efficient, to delegate, and to lead with empathy. They make us more rounded, more understanding, and ultimately, more effective leaders. To my fellow leaders navigating the complex web of personal and professional responsibilities: Your ability to handle these competing demands is a superpower. Don't underestimate the leadership skills you're honing as you balance it all. How has balancing personal and professional responsibilities made you a better leader? #75HardChallenge #WomenInLeadership #WorkLifeBalance #Caregiving #PersonalDevelopment #LeadershipLessons

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#RESILIENCE THROUGH THE #HOLIDAYS The #holidayseason can be a time of #joy and #connection. For those carrying scars of trauma, it can also be a period of intense reflection and challenge. As someone who has walked this path, I’ve learned that resilience during the holidays requires intentional choices—ones that honor our growth, protect our peace, and nurture our healing. Growing up, the holidays often heightened the tension in my home. While others celebrated the magic of the season, I lived in fear, as my father’s volatility didn’t take a holiday. As an adult, I masked the pain with forced smiles, pretending to enjoy the season. It wasn’t until I broke the silence about my past—starting with my wife, Priscilla Nelson—that healing became possible. Together, we began creating a new way to celebrate, one that reflected inclusion, connection, and authenticity. Here are three ways to renew the holidays: 1. CREATE NEW TRADITIONS THAT REFLECT YOUR GROWTH The holidays don’t have to look like anyone else’s. Instead of clinging to traditions that no longer serve you, craft new rituals that align with your journey. In our home, we’ve created #Chrismouka—a blend of Jewish and Christian traditions, combined with practices from our friends who observe Hindu, Buddhist, and Muslim holidays. Whether it’s lighting the menorah beside the Christmas tree or mindfulness practices, we focus on what uplifts us and celebrates our #sharedhumanity. #TAKEAWAY: Resilience starts with creating joy on your own terms. 2. SET BOUNDARIES THAT PROTECT YOUR PEACE For anyone carrying the weight of their past—the holidays can amplify feelings of stress, grief, or longing. It’s important to recognize which gatherings nurture your well-being and which don’t. Give yourself permission to say no to events that feel draining and instead surround yourself with people and activities that align with your healing. Saying “no” is an act of self-care, not selfishness. #TAKEAWAY: Resilience thrives when you honor your needs. 3. SHARE YOUR STORY WITH SOMEONE YOU TRUST #Breakingthesilence about my past was one of the hardest and most transformative steps I’ve taken. It started with a simple conversation with Pris, who created a safe space for me to begin unpacking decades of hurt. Sharing your story doesn’t have to mean telling the world—it can start with one trusted person. This first step can open the door to healing and help reframe the holidays as a time of connection. #TAKEAWAY: Resilience grows when you’re brave enough to speak your truth. The holidays, once a source of pain for me, are now an opportunity to reflect, celebrate and embrace connection. From #Friendsgiving to #Chrismouka to the #NewYear, this season can be a time to honor your journey, craft new traditions, and take small steps toward healing. Remember, every step forward is a victory, no matter how small. You are not alone. #HolidayHealing #HealingTogether

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Thought-provoking MIT Sloan Management Review article on the importance of well-being at work. Thomas Roulet and Kiran Bhatti, experts in organizational theory, leadership and well-being, are spot on when they say, "Organizations fostering well-being intelligence not only nurture a healthier and more effective workforce but also gain a competitive edge for the future." The idea of developing circles of well-being intelligence as an essential skill set for the new world of work resonates deeply, especially in organizations where the workforce is as diverse, multicultural and intergenerational as Unifi. https://lnkd.in/d9nv3dMS #wellbeing #MentalHealthAwareness #circlesofwellbeingintelligence #organizationalwellbeing #diverseworkforce #organizationalculture #mentalwellbeing

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It’s proven. Pursuing a passion outside of work makes you better at your job. Insert loud and obnoxious cheers & wooting noises. A recent article in Inc. magazine states people who pursue interests outside of their careers return to work rejuvenated and inspired. San Francisco State University found that people who engaged in a creative pursuit were 15-30% more effective at work. Researchers couldn’t tell if the creative pursuit was a motivator, helped people recharge their batteries, or had some other benefit, but they did show that these employees were at the top of their game when they returned to work. A British study recently found that if people have a hobby, they are more confident in their ability to overcome challenges on the job and in their lives. The study found that the more passionate the person was about their hobby, the more they achieved self-confidence and mastery in their professional and personal lives. The article further suggests having a hobby outside of work can increase your mindfulness and even make people nicer. Outside of work passions can even lower stress and improve focus, helping people sharpen their minds and relax, a de-stressor that many of us need after a long day at the office. Do you have a hobby or interest/passion outside of work? How do use it to destress? Me? I perform regularly. Transforming myself and becoming another person on stage is rewarding as well as challenging. Every role, every story, every performance is different. It's about connecting and collaborating with other people — in the cast, crew, and audience. I just wrapped a play yesterday. A VERY hard and emotionally draining play. But, one that was oh so rewarding. I had the privilege of playing the role of Karen (opposite my real life husband) in “Dinner With Friends,” the Pulitzer Prize winning play by Donald Margulies. Granted, this play made me invest in and ride a roller coaster of emotions, but it was such an amazing ride every night with this fabulous cast. Now that the play is over I need to invest in a new hobby. You know, or get cast in another show. 😉 Taking all new hobby recommendations and/or roles. 🎭💜 #theatre #hobby #acting #productivity

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ANNIVERSARY ALERT! Just over one year ago, I moved back from Switzerland to the U.S. as a single mom with my four cats, three dogs, and two daughters (living creatures not listed in order of priority 😆). As you might imagine, this wasn’t a simple exercise, so it needed to be worth it. Looking back, I’m so glad I said yes when Frederic Patitucci asked if I would consider being the Chief People & Culture Officer for PMI’s One U.S. affiliate. At the time, I was about two years into my tenure at Philip Morris International. As the Head of Strategy & Planning for our global People & Culture function, I had a tremendous birds-eye view of the company, had built a network of relationships with exceptional colleagues, and had fallen in love with our strong sense of purpose and passion. I understand we have skeptics – which is fair – and yet each day I’m privileged to see the conviction our people feel around our smoke-free mission and the consumers we serve. I loved being part of P&C. It brought together my years of studying people with my years of strategy and business transformation. It allowed me to think analytically while staying rooted in the reality of what makes us human. But when I first thought about moving back to the U.S., my initial instinct was to decline. My children were happy, and we were settled. That’s when Stacey Kennedy, our fearless U.S. CEO, painted a picture of the significant growth story we could write – in the face of challenging obstacles – and I was sold. I said yes to joining PMI in 2021 for three reasons: - The ability to have a meaningful impact on the one billion smokers in the world by providing them with better science-backed alternatives - The size and scale of the business transformation - The opportunity for my daughters to be part of a global community I said yes to joining PMI’s U.S. business in 2023 for all of the above reasons, and more. My “yes, and” was the absolute joy that comes from tackling new things with great people. Will the journey be tough? Yes. Will it be rewarding? Absolutely. To succeed we will have to learn, grow, and band together to figure things out as a team. ❤️ It's hard to believe more than 12 months have passed since then. Both my girls lost their two front teeth, I gained some gray hairs, and we found a new rhythm to life. Somehow, we’re making it happen (thank you, Amazon next-day delivery). Now every day, I get to wake up and play a hand in creating a workplace that embraces our U.S. team of 2,300+ super-talented employees. We’re rolling up our sleeves to get the work done, which I love, and we have the chance to build something big. There are so many new complexities and nuances to navigate each day, and surprises around every corner. As I often say, if you want a boring job, don’t apply here. 😎

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Performative efforts lead to predictable outcomes. The decision by #Walmart to scale back its #DEI efforts is yet another example of what happens when organizations treat equity work as a checkbox exercise rather than a commitment to systemic change. This disappointing trend isn’t new. Similar moves from other companies show that without genuine, values-driven commitment, DEI efforts are easily abandoned and collapse under social pressure. Here are the realities: 🔊 Statements without action lack substance. Posting values or conducting a single training isn’t transformation. True change requires sustained effort. 🔊 Commitment is tested in times of resistance. Scaling back under criticism reveals inauthentic commitment. 🔊 This is a leadership issue. Failure to embed equity into culture and systems shows a lack of courageous leadership. DEI practitioners: your work is essential, even when it feels thankless. You lead in the face of resistance, often putting yourselves in harm’s way to push this work forward. 🌿 Your efforts are planting seeds for a better future, even if the progress feels painfully slow. 🌿 The resistance you face is proof that your work challenges systems of power—and that’s where meaningful change begins. 🌿 Stay the course. Your leadership matters, even when others fail to see it. To those in leadership positions in organizations: do not see Walmart’s decision as an excuse to pull back or ease up on your own DEI commitments. Instead, see it as a cautionary tale of what not to do. 🎯 This work requires a mindset, behavioural, and systemic overhaul. #Equity isn’t about optics; it’s about embedding it into the DNA of your organization. Strategy, structures, people, policies, practices. 🎯 Interrogate and align your values. Leadership isn’t about convenience—it’s about courage. It means standing firm in principles that prioritize equity and inclusion, even when it's uncomfortable or unpopular. 🎯 Do the hard work. Transforming culture and systems is neither quick nor easy, but it’s the only path to lasting change. To Equity-seeking groups watching these trends unfold and feeling unsafe or unseen in their workplaces, know this: ⭐ You are not alone. There are allies and advocates who stand with you. ⭐ Your voice matters. Even in the face of discouragement, your lived experience is a powerful force for change. ⭐ Keep demanding better. Organizations cannot thrive without the contributions of diverse voices. Walmart’s decision—and similar actions by others—serve as a stark reminder: equity work requires courage, accountability, and a long-term commitment. Anything less is unsustainable. For those in leadership roles, this is your moment to decide: will you lead with integrity and build cultures of trust and inclusion, or will you follow the path of least resistance?

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The truth is, good management isn’t about being a boss; it’s about being a leader. Recently, my dear colleague Melody Rose, NACD.DC, Ph.D. posted an article from Insidehighered 4 Ways to Reduce Higher Ed’s Leadership Deficit, which Jay Stephens authored. Reflecting on the post and article has prompted me to contemplate my experiences. For those unfamiliar with my background, my career commenced in HR, and I have always been deeply passionate about effective management practices and the profound impact of leaders on employees. I used to think that management was about giving orders and making sure tasks were completed on time. But I quickly realized that’s the quickest way to lose your team’s trust and loyalty. Good management is a skill—one that’s honed through empathy, communication, and leading by example. 1. **Listen More Than You Speak:** The best managers aren’t the ones who talk the most; they’re the ones who listen. Truly understanding your team’s needs, challenges, and aspirations will give you the insights you need to lead effectively. 2. **Empower Your Team:** Micromanagement stifles creativity. Instead, I’ve learned to trust my team to make decisions. When people feel empowered, they’re more engaged and motivated to go above and beyond. 3. **Lead by Example:** I realized that my actions set the tone for the entire team. If I wanted my team to be empathetic, dedicated, and hardworking, I had to model that behavior first. 4. **Provide Constructive Feedback:** Instead of just pointing out mistakes, I focus on offering solutions. Feedback should be a tool for growth, not a weapon for criticism. 5. **Celebrate Successes:** Recognizing achievements, big or small, boosts morale and reinforces positive behavior. A simple ‘thank you’ or ‘well done’ goes a long way in building a motivated team. Share your thoughts in the comments below! #ImpactfulLeadership #leadership #highereducation #management 

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Last night, I checked an item off my bucket list and witnessed the aurora borealis about 40 minutes east of San Diego. While through the human eye, I could only see a pink tint to the sky, my camera revealed a more breathtaking view. This reminded me of how changing our "lens" can often transform our perspective, uncovering hidden beauty and opportunities. Whether it’s practicing gratitude, empathy, or simply being more aware, different lenses can dramatically alter our view of the world. In my work at Enneagram With Kate, I encourage exploring these perspectives to deepen understanding and enhance relationships. What lenses might you change to gain a new perspective in your life? Let's connect and explore together. #Perspective #Mindfulness #LifeLessons #EnneagramCoach #LifeCoach #AuroraBorealis

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In this insightful Harvard Business Review article, Karyn Twaronite writes about the critical need for belonging in the workplace. She stresses the need for organizations to "establish more opportunities for colleagues to check in with one another". She emphasizes that when employees feel valued and connected, they're motivated, productive, engaged, and 3.5 times more likely to contribute to their fullest potential. #leadership #engagedworkforce #connected #belonging https://lnkd.in/euCWttkx

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Despite some gains at the top, women remain significantly underrepresented at all levels in the workforce, especially women of color. Since 2015, women in the C-suite have increased from 17% to 28%, and representation at the VP and SVP levels has also improved slightly. However, we still have a LONG way to go - AND progress at the manager and director levels is even slower, creating a weak leadership pipeline. Additionally, director-level women are leaving at a higher rate than men, resulting in fewer women in line for top positions. LeanIn.Org and McKinsey & Company's annual 2023 Women in the Workplace Study reports these key findings: * Women represent roughly 1 in 4 C-suite leaders; women of color, just 1 in 16. * Women of color face the steepest drop-off in representation from entry-level to C-suite positions, dropping by two-thirds as they move up the pipeline. * Young women are especially ambitious: 9 in 10 women ages 30 and under want to be promoted to the next level, and 3 in 4 aspire to become senior leaders. * Women of color are even more ambitious than women overall: 96% say that their career is important to them, and 88% want to be promoted to the next level. * Because of the broken rung, in a typical company, men end up holding 60% of manager-level positions, while women hold just 40%. As a result, there are fewer women to promote to director, and the number of women decreases at every subsequent level. * Progress for early-career Black women remains the furthest out of reach. This year, for every 100 men promoted from entry level to manager positions, only 54 Black women were promoted. After rising to 82 in 2020 and 96 in 2021 —likely in response to a heightened focus on their advancement—the promotion rate for Black women to manager has fallen back to lower than it was in 2019. * Asian women are 7x more likely than white women and men to be mistaken for someone of the same race and ethnicity. * Black women are 3x times more likely than white women and men to have to code-switch. * LGBTQIA+ women are 5x more likely to hide aspects of their personal lives and more than 2.5x more likely to worry about appearing professional than women and men overall. * Women with disabilities are far more likely to feel like they have to perform perfectly without being judged than women overall. * Women who experience microaggressions struggle to feel psychologically safe and “self-shield” by muting their voices, code-switching, or hiding important aspects of themselves. The stress caused by all this cuts deep: they are 4x more likely to almost always feel burned out and 3x more likely to think about leaving their companies. Link to full summary and report in comments. #Leadership #Women #Workforce #Diversity #Inclusion #WomenInBusiness #Leadership

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3 Ways to Make Sure High Performers Feel Valued: -Notice them -Affirm them -Show them how they are needed I came across this thoughtful HBR article that's worth a read.

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If company culture eats strategy for breakfast... how to cook it? 🥐🍳 I just read this Harvard Business Review article on how to shape company culture. When managing organizational change, we often focus on tools and strategies during these transformations to guide and structure us, but this piece reminds me not to underestimate the 'softer' factors like culture and leadership. The highlight for me is the emphasis on connecting a company’s core values to reality. For example, if integrity is a core value, we should ask: when facing a challenge or difficulty in our company, what does it look when we act with integrity? What actions are connected to acting with integrity, what is a priority and what choices would we make? Do they indeed represent those core values? Additionally, Erin Meyer gives 5 other tips in how to build a culture that works. I highly recommend giving this article a read to anyone involved in leading change or interested in culture.

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If mental health is a priority for you and your company this is five minutes worth watching by Amelia Wilcox 💭. Thanks for your example and purpose, Amelia! #mentalhealth #disruptslc #disrupthrslc

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Tomorrow!! Join us at 12PM PT for a chat with journalist and longtime #futureofwork expert, Brigid Schulte. There are *reasons* work doesn't always work for so many of us. There are *solutions* that could work to make work work better for more of us! Brigid is (in my opinion) a voice of reason who has a long view and a deep focus on this topic. Register here: https://lnkd.in/gqY4zEaM (Recording will be sent to those who register.) PS: If I work, I can work in as many work references to work working and making work work as you've ever seen in one sentence! #FutureofWork #NOWofWork Optionality #Optionality #portfoliolife #fractional #webinar #interview

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We Are Not One-Dimensional Humans This morning, I was talking with a friend about the challenge of balancing professional and personal interests while approaching work and life from a multidisciplinary lens. It struck me how often we try to compartmentalize—work is work, and life is life. But the truth is, we’re not one-dimensional. We’re multi-dimensional beings with a tapestry of interests, passions, and ideas that fuel us. The question I keep coming back to is: How do you create a meaningful career that allows for personal balance, the ability to serve multiple interests, and a dynamic approach to life? For me, it’s been about: • Integrating passions into my work: Finding ways to weave what excites me into my professional projects. • Embracing flexibility: Recognizing that life isn’t a straight line, and adjusting my approach when needed. • Fostering curiosity: Staying open to learning from different fields, experiences, and people. But I know this looks different for everyone. So, I’m curious: How do you design a life that celebrates your multi-dimensional self? What strategies, insights, or lessons have helped you bring balance, fulfillment, and purpose to your work and personal life? #purposedrivenwork #curiosity #multidiscipliarylens #leadership #engagement

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As leaders, our words have the power to shape the culture and climate of our workplaces. When we engage in meaningful conversations with our teams, we foster a sense of belonging that goes beyond the daily grind. It's about more than just talking—it's about truly connecting. When we show genuine interest in their stories, we build trust and create a space where everyone feels valued and heard. Imagine a workplace where every conversation deepens connections and every interaction reinforces the message: "You matter here." This simple yet profound message is the cornerstone of engagement. When people feel they matter, their motivation and commitment soar. They become more invested in their work and more willing to contribute their best efforts. Let's commit to making our communication more intentional… paving the way for a workplace where everyone feels they are valued and belong. Together, we can create an environment where people thrive and success is a shared journey. #InfluentialLeadership #LeadershipDevelopment #HighPerformingTeams

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To the leaders confronting the challenges of organizational culture, the issue of "Silent Fear" lurks beneath the surface. Imagine the impact on the Boeing engineer who faced safety concerns but was ordered to stay silent for over a decade. Tragically, he took his own life due to the pressure. Our Systemic Change Process is designed to address these critical issues. With a remarkable 95% sustainable success rate, we bring the undiscussables to the table, fostering a culture of openness and transparency. DM for details on how we can help your organization navigate these complex challenges and drive meaningful change. #SystemicChange #OrganizationalCulture #LeadershipDevelopment

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A recent poll shows that most Americans support DEI programs, but EDUCATION is key.🔑 A majority of Americans are more likely to support DEI programs after learning what they really mean.😮 With the right definition, even more people see the value in creating a more inclusive workplace.🫶 If you want to learn how your company can integrate DEI, book a call so we can learn more about your company, your goals, and how we can help you achieve them. 👉https://lnkd.in/eJhFnpQM #theexecutivelearninglab #deib #dei #inclusion #diversity #diversityandinclusion #education #workshop #inclusiveleadership #poll #survey #surveysays

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