Element of Change

March was a rollercoaster of emotions, but I’m happy to report there were more ups than downs and that’s all we can really ask for...

Topping the list were these two monumental occasions:

1️⃣ being featured in ‘What’s Next for Women and Wealth-Building’ (check out my ‘As Seen On’ highlight for the link) AND in ‘How to Manage Survivor’s Guilt During Company Layoffs)

2️⃣ SPARK event on International Women’s Day where I got to look out into the crowd and see my two daughter’s looking up at me while I shared why I built Element of Change. Three years ago, when I started, they were toddlers. I was navigating uncertainty of leaving Corporate America, and betting on myself, identity shifts, and rebuilding from the inside out.

And there they were front and center watching me share how we as Leaders need to lead from the human side of change.

They may not fully understand what I was talking about yet, but what they did see was their mom showing up with heart, clarity, and strength.

I then was hit with a moment of celebration; as my firm grew, they grew. And in many ways, we’ve grown together.

It was a quiet reminder that I’m still here. Still standing. Still building something that matters.

And no one can take that away.

Here’s to 🥂 more ‘pinch-me’ moments, and less ‘wtf-they-took-international-womens-day-off-the-calendar’ moments in 2025!!

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💬 “Your last day is today.”
That’s all some leaders got. No warning. No plan. No transition.

❌ No time to wrap up projects.
❌ No conversation about what’s next.
❌ Just a system shutdown and a generic email.

If you think layoffs only impact the people who leave—you’re wrong.

💡 The way you let people go shapes the way the entire company moves forward.
And right now? Most companies are doing it wrong.

🔹 47% of employees worry about their job security after a layoff (PWC).
🔹 Trust in leadership crumbles when layoffs feel cold and abrupt.
🔹 Survivor guilt fuels attrition—your best people start leaving next.

The real work isn’t just in deciding who stays.
It’s making sure everyone—both exiting and remaining—feels human in the process.

Let’s fix this.

DM me if you want to see what a human-centered leadership exit actually looks like.

I didn’t have being quoted in Business Insider about Elon Musk on my 2025 Bingo Card but here we are!!

Thank you to my PR Firm, , for reaching out on Sunday with this very aligned opportunity to speak on a topic that we at Element of Change feel very strongly about.

You can read the whole article by grabbing the 🔗 in my ‘As Seen On’ highlight, but this excerpt should give you an idea of our stance:

“This is a clear example of how leaders are becoming increasingly disconnected from the emotional impact of their decisions... Business schools and leadership programs do a great job preparing executives intellectually, but very few equip them for the emotional demands of leadership.”



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