I've Been Quietly Building

Five years ago, I founded ScaleJOY. 

And now...I’m completely redesigning it.  In 2026, I’ll be better able to serve People Leaders who want to thrive instead of merely survive. 

My new team and I will be launching a suite of products in Q1.  If you or someone in your network would like to be the first to know more details (and get access to “founding member” discounts), please let us know here.  

As I narrow in on this new strategic direction and center my focus on my kids more, I’ll be traveling less and increasing my rates across all my offerings. 

If you’re hoping to book me next year for: 

• Manager training

• Offsites or

• Executive Coaching

I’ll honor my current pricing for any deal contracted by January 15, 2026.  Book time to chat with me here.

Scaling JOY: What I’ve Learned 

Five years ago, I knew I was burnt out from HR, but I also knew I could do part of the job better than most: I could develop leaders.

I could be a lifeline and a support system to people like me. I could invest in the function from the outside-in, with the experience and empathy of an operator.

Since then, I’ve had the privilege of working with over 150 companies and thousands of leaders. The depth of my learning has been incredible, so today I’ll share a few lessons I’ve learned:

Lesson #1: Executives Aren’t Exempt from Growth

Leadership teams don’t get a free pass.

If executives expect growth from their managers, they must model it themselves—first.

The strongest companies invest in their leadership teams as much as (if not more than) they invest in their managers. Growth isn’t delegated. It’s lived.

Lesson #2: “Making Work Fun” Is the Wrong Goal

If your stated goal is to make work fun… you’re circling the drain.

Winning is fun.

Winning with smart, hard-working people is really fun.

Great companies focus on performance, clarity, and accountability.

Joy shows up as a byproduct, not the strategy.

Lesson #3: Every Company Is Unique—and That’s the Point

Every company should be different.

The work is to boldly define what makes yours special and intentionally build the company of your dreams.

Just don’t be surprised, or hurt, when you realize you aren’t for everyone.

That’s not failure. That’s focus.

Lesson #4: Manager Development Is a Long Game

Creating great managers is not a box to check.

A one-day offsite won’t change behavior, no matter how good the speaker or how nice the venue.

Managers need time, reinforcement, accountability, and community.

This is long-term work. Anything else is performative.

Lesson #5: HR Isn’t Miserable (Despite the Stereotype)

Not all HR people are miserable.

There is a formula for being happy in People roles—and it shouldn’t be a secret.

It starts with radical honesty:

• What am I actually great at?
  

• What do I value?
  

• Where is that truly appreciated?

And no—the answer isn’t always consulting.

The answer is fit.

Stop working at companies that don’t need your strengths, share your values, or appreciate your contributions.

One Bonus Lesson for 2026

People Leaders need to get out of the tactical weeds and invest in themselves.

Not just in tools and templates—but also in:

• Inspiration
  

• Leverage &
  

• Community
  

The work is too hard (and too important) to do alone.

What I’m building now will provide People Leaders with everything they need to develop themselves and their people: tools, templates, inspiration, leverage, & community. 

It’s personally inspiring.

It’s the culmination of everything I’ve learned.

And it’s built around a simple belief:

I’m building for others what I built for myself and value more than anything: a community of growth-oriented, high-performing People Leaders.

I’ll be ready to share more details soon. Again, if you or someone on your team would like to join the waitlist, please let me know here.

For now, thank you—for reading, for building, and for doing some of the hardest work inside companies.

Happy Holidays.

More JOY ahead. ✨