Tag Archives: Workplace




The Leap Team loves a good book or two or ten. If you peeked at our book purchases, you’ll see the diversity of our interests. We figured our newsletter readers would like to see what we have been reading and using in our work with our clients. Enjoy this year’s Team Leap Summer Book Club selections! Reading a book is a good thing to do and with the ability to read, listen and sometimes even watch a book or story on stage or on a screen, it is time to make your next summer reading selection. Here are some of ours…


Books reviewed in this issue of our newsletter:

  • Think Again
  • The Happiness Lab Podcast
  • The Anxious Achiever
  • Yours Truly
  • Finding Latinx
  • Be an Awesome Boss
  • Surf When You Can
  • The Confidante
  • Necessary Endings



By Adam Grant
Publisher: Atria Books
ISBN-10: 1982191007

Reviewed and re-thought by Chuck McPherson ~ The Power of Knowing What You Don’t Know – In the book by Adam Grant, “Think Again”, he provides his top 30 practical takeaways. I am listing a few here in hopes that you will “Think Again” after reading them.


Developing the Habit of Thinking Again

1. Think like a scientist
When you start forming an opinion, resist the temptation to preach, politick or prosecute. Treat your emerging thoughts as a hunch or hypothesis and test it with data. Here at Leap, we always encourage people to be curious by asking more questions and getting more information.
2. Define your identity in terms of values, not opinions
See yourself as someone who values curiosity, learning, mental flexibility and searching for knowledge. As you form opinions, keep a list of gators that would change your mind.


Calibrate your Confidence

3. Be aware of getting stranded at the summit of Mount Stupid
Don’t confuse confidence with competence. To prevent overconfidence in your knowledge, reflect on how well you can explain a given subject.
4. Harness the benefits of doubt
If you find yourself doubting your confidence, reframe the situation as an opportunity for growth. Knowing what you don’t have is often the first step towards developing expertise.
5. Embrace the joy of being wrong
Mistakes are really a discovery of something new. It can help you focus less on proving yourself and more on improving yourself.


Invite Others to Question your Thinking

6. Learn something new from each person you meet
Everyone knows something more than you about something. Ask people what they have been thinking about lately or start a conversation about times you’ve changed your mind in the past year.
7. Build a challenge network not just a support network
Although it’s helpful to have people encouraging you, you also need critics to help you think deeper and poke holes in your thinking.
8. Don’t shy away from constructive conflict
Disagreements don’t have to be disagreeable. Try framing disagreement as a debate. People will be more likely to approach it intellectually and less likely to take it personally.


These are a few thoughts from Adam’s book and there are plenty more. As with most business books, there are new thoughts and repackaged thoughts that can spur a different approach to thinking and contemplating.


The Happiness Lab
A Podcast by Dr. Laurie Santos 



Happily reviewed by Jen Chelini ~ If you had to guess, what do you think the most popular class at Yale has been in its 300-year history? It may surprise you. Dr. Laurie Santos, a psychology and cognitive science professor teaches a psychology course entitled “Psychology and the Good Life”. Dr. Santos explores the latest scientific research and shares inspiring and often surprising stories that will change the way you think about happiness. Many of us do the exact opposite of what it takes to be happy or make our lives richer.

What is really interesting is how Dr. Santos began teaching this course, which later fueled the natural outgrowth of the podcast, “The Happiness Lab”.  As head of one of Yale’s colleges, Dr. Santos was required to live on campus. What she discovered was that students were less happy than she thought they would be. So, she had the idea to teach a class on happiness, with the idea that if students understood the science behind happiness their lives and happiness would improve.  Thinking 30-40 students would enroll in the class, was she surprised when 1,200 students registered!

Podcast episodes from “The Happiness Lab” dive into exploring the uphill battle we find ourselves in when we are truly trying to find happiness. The Happiness Lab’s goal is to improve the listeners’ lives by helping them seek a better path toward a happier life. The podcast supports this with expert guests, scientific facts, and experimental projects and stories.

The podcast reaches beyond the college hallways and addresses how non-college folks are struggling with the happiness factor too. Dr. Santos addresses technology and how it has led to less interaction and more transactions. For example, using an ATM versus talking to a bank teller. She also points out how simple, positive interactions with strangers can bump our mood way more than expected. Even the idea of simply being social makes us feel the best – more so than eating, shopping, relaxing, or watching television.

The stories are the most fun to listen to. To give you a little taste…. a study out of the University of Chicago gave people $10 Starbucks gift cards to talk to strangers on the train. Most thought this would be awkward or weird, but after their trip, surveys showed that commuters found they experienced a better mood/more happiness when making a connection with someone they did not know.

Hosted by Dr. Santos, the podcast is uplifting, engaging, and very informative. I encourage you to give it a try!



By Morra Aarons-Mele
Publisher: Harvard Business Review Press
ISBN-10: 164782253X


Reviewed by Tracy Emmerich ~ I chose this book because, like many people in this world, I have struggled with anxiety.  There were times in my career I felt the anxiety I experienced held me back from achieving my true potential. “The Anxious Achiever” looks at struggles faced by high achievers with anxiety.  Morra Aarons-Mele combines personal experiences and in-depth research to shed light on such a prevalent issue.

While reading the book, I found myself analyzing my career and some of the choices I made.  Did I make the right decisions?  Did the anxiety I felt while working at some highly stressful companies lead me to run away instead of work through my anxiety?  While the book made me take a deep look into my own experiences, I do not feel the book offered many practical solutions to my type of anxiety, other than the ones I already practice, like deep breathing.  The book focuses on “high achievers” with anxiety and if I did not fit the narrative, even though I have anxiety, it made me question if I considered myself a high achiever.   I feel very accomplished, content and more importantly balanced in my life.  I realized early on in my career I was never going to be the CEO of a company.  I find so much satisfaction in supporting my clients that I would much rather do this type of work than manage people or a business.  The book made me realize that some of the companies I had worked for where my anxiety was the highest were focused more on making money or “looking good to the public”. This did not align with my core values of providing excellent customer service (internal and external) and with my desire for work-life balance.

Do I still have anxiety?  Yes, but it is very manageable because I understand who I am, the work I am performing, and I work for a company that aligns with my values.  If you work for a high demanding company and find that you have anxiety, this book may be a valuable resource for finding a balance between ambition and well-being.



By James R. Hagerty
Publisher: Citadel
ISBN-10: 0806542071


Intriguingly reviewed by Jonna Dye ~ Like a moth to the flame, I find myself drawn to reading obituaries because I find them interesting, even edifying. I’m fascinated by how a person’s whole life can be crammed into a few inches of print and amazed by the lives of those summarized in brief lines.  One obituary I read years ago, written lovingly by a daughter-in-law, spoke of how she learned much from her mother-in-law, including how to cook.  According to the obituary, these cooking lessons included fried steak… “Throw the steaks in a hot cast iron, push them around the skillet once then flip them over and that’s good enough for the cowboys, but leave ours in there a little longer”.  The mother-in-law also shared recipes with the daughter-in-law including one for biscuits, which began, “fill the yellow bowl to the first ridge with flour…” The author noted she can no longer make the biscuit recipe because she broke the yellow bowl.

Sometimes the obituaries are heart-wrenching, and some are mundane.  All are intriguing.  Some speak of death in different ways. Some say the deceased “passed away.” Others say, “went to be with the Lord” or “was called home by God.” Some don’t even mention that the person has died. It used to be that most of the deceased were older than me. But now, I realize I have lived longer than some of the deceased. I find this fact sobering. But I keep reading obituaries.

I recently stumbled across James Hagerty’s book, Yours Truly, An Obituary Writer’s Guide to Telling Your Story.  James is a Wall Street Journal obituary writer.  Intrigued I click BUY NOW.  And this is what I discovered: Someday, my life story is likely to be boiled down to a few lines. A sobering thought.  The book was not just a “how to” guide to writing an obituary.  It made me ponder my life story, think about what I’m doing with my time on Earth, and whether I’m on the right path. The profound point James left me with is this, it isn’t too late to improve the narrative with a stronger ending.



By Paola Ramos
Publisher: Vintage
ISBN-10‏: ‎1984899090


Reviewed by Rosa Reynoza ~ As a Mexican-American I was not fond of the term Latinx.  I didn’t understand it and felt it was making a diverse group of people even more hidden and in a way, generic. This feeling is what drew me to pick up this book.  After reading the introduction (which I usually skip) I said to myself, “I get it”.  After all, my life goal is to help everyone feel heard and feel included.

The author did an amazing job painting a picture of her experience and her travels.  She provides accounts from many Latinx people she met around the country. She said at one point, “You go where your people go”. This statement can be true for work but we need to improve on having employees also feel respected and appreciated.

“I am queer; I am Latina; I am Cuban, Mexican, and first-generation American,” Ramos writes. “These are words I was not ashamed of saying out loud—but there’s a difference between passive recognition and really owning one’s identity…Yet the truth is that, for years, I had either blindly danced around these identities or felt like I had to choose one over the others.”

The United States has over 60 million Latinx population.  What can we do to uplift and embrace our diversity? Is your business adding DEI language to your mission and values?  What does it mean to have diversity, equity, and inclusion? My thoughts are that if you are not willing to have those uncomfortable discussions or to pick up a new book that might not be something you normally read, DEI will just be a fake badge that is only found on paper, not in action.

If you are looking for some insights into the Latinx community, I would recommend reading this book. “The first step towards change”, writes Ramos, “is for us to recognize who we are.”



By Tim Burningham
Publisher: A TAB Original; Houston, TX
ISBN 10: 1095886118


Reviewed by Tracy Long ~ I selected “Be An Awesome Boss!” because I work with a lot of managers who have been promoted into a leadership position, but may have not received foundational training to be successful in their role. The second reason I selected this book is because it is written as a fable/story, which I find to be more enjoyable than textbook style writing. Although the concepts are not new, and the fable is not that exciting, it drives home the importance of repetition, alignment, discipline (your own), stability, caring, results, recognition, and fun. Yes, fun in the workplace!

The setting of the story is a health clinic; however, it can easily be ascribed to any business or industry. A new CEO (Marty) has replaced the very successful retiring CEO (Dan) and has been given an opportunity to meet with him to hear what he has done to be successful. Dan calls them the Four C’s: Clarity, Consistency, Celebration, and Charity. The first three C’s are illustrated as a pyramid with Clarity at the bottom, Consistency in the middle, and Celebration at the top. The pyramid is then inside a larger circle that is Charity.
Below are a few of Dan’s lessons:

  • Clarity – Establishes a healthy culture, creates alignment, empowers teams to act, and is the foundation of successful leadership. You can never overcommunicate.
  • Consistency – Consistency is your approach to change. Be consistent in your own personal behavior and attitude. Show up the same way, every day. (Consistency reinforces clarity.)
  • Celebration = Fun + Measurement (results) + Performance Recognition. Managers have a responsibility to consistently help their team feel successful.
  • Charity – Holding people accountable with kindness – Taking action from a place of genuine concern for the person.  Ensure your staff feel known, accepted, cared about, and respected as human beings.

Personally, I’ve made a list of observations for each of the 4C’s that I like to refer to often when coaching supervisors. It’s easy to get bogged down by the everyday struggles we all face as managers and this book provides a good reset to remind us about our core responsibilities as leaders and role models. I’ve already recommended this book to multiple managers (new and experienced) and I highly recommend it to the entire leadership team so that you can have a common language and playbook for establishing a foundation of successful leadership.



By Captain Brett Crozier
Publisher: Atria Books
ISBN 10: 1982191007


Reviewed by Judy Coffey ~ This book is a heartfelt memoir of Captain Brett Crozier’s inspiring career in the Navy.  Even if you do not have a military background, you will appreciate his leadership lessons on honor, trust, relationships, and community. Captain Crozier was Captain of the USS Theodore Roosevelt, the most powerful aircraft carrier in the US Navy until he walked off his ship for the last time to thousands of soldiers cheering and saluting him in admiration. This occurrence was because he believed in his decision to “do the right thing”, sending an unclassified email to his superiors expressing concern for the numerous lives aboard the ship with Covid19.

“Surf When You Can” reflects on the 30-plus career of Captain Crozier, sharing his life at sea and at home.  In the book, you understand the importance of kindness, teamwork, empathy, trust, and true leadership. Captain Crozer shared many stories regarding the beauty of relationships. He often said “Your true impact in this world is not solely defined by your own capabilities, but by the relationships you have with other people”. He had numerous analogies one could relate to in any situation. “Surf When You Can ” emphasizes finding work-life balance.  His love for surfing was a metaphor for finding happiness and fulfillment, which he did every time he was surfing.  The broader meaning of the book was to impart leadership lessons and appreciation for those who serve and will serve. He always heeded the words, “Take care of your Sailors, keep your head on a swivel, your eye on your shipmate, and surf when you can”.



By Christopher Gorham
Citadel Publishers
ISBN 10: 0806542004


Reviewed by Scott Ormerod ~ While on vacation last Spring, I discovered “The Confidant”, an intriguing book about a somewhat hidden-in-history woman who had a huge impact on our world even today. The book tells the story of Anna Marie Rosenberg, an immigrant of Hungarian Jewish descent who became Franklin D. Roosevelt’s closest advisor during World War II.

I was intrigued not only by her innovative problem-solving but also by her leadership as a strong woman who went to extraordinary and inspiring lengths to change the outcome of American society for many generations.  Her life ran parallel to the front lines of history yet her influence on 20th-century America, from the New Deal to the Cold War and beyond, has not been told before. She was a woman of many firsts during her life whose forgotten story is well told by Mr. Gorham.

Her stand-out contributions and leadership roles are impressive and include:

  • With a disarming mix of charm and toughness, she began her career in public relations in 1920s Manhattan.
  • She was dubbed by Governor and President Roosevelt as “my Mrs. Fix-It.”
  • One of the first Allied women to enter a liberated concentration camp, and she stood in the Eagle’s Nest, Hitler’s mountain retreat, days after its capture.
  • She guided the direction of the G.I. Bill of Rights and the Manhattan Project.
  • She was the real power behind national policies critical to America winning the war and prospering afterward.
  • By 1950, she was tapped to become the assistant secretary of defense—the highest position ever held by a woman in the US military—prompting Senator Joe McCarthy to wage an unsuccessful smear campaign against her.
  • In 1962, she organized John F. Kennedy’s infamous birthday gala, sitting beside him while Marilyn Monroe sang.
  • Throughout her life, Rosenberg fought tirelessly for causes from racial integration to women’s equality to national health care.

I came away inspired by her story as a woman, a leader, an immigrant, and a power broker. She was a solutions-driven powerhouse that when told “NO”, identified the alternative paths to address the problem and then worked tirelessly to resolve it.

I always enjoy a well-written, historical biography and this is a story worthy of your summer reading list.



By Dr. Henry Cloud
Publisher: Harper Business
ISBN 10: 0061777129


Reviewed by Robin VanderWerf ~ Several years ago, I was at a major crossroads in life. I was feeling stuck in life. Circumstances in both my personal life and work life had brought me to a place of a major decision. I needed to move forward but found it difficult to make the decision(s) that would bring about the change that needed to happen. At that exact moment, someone gave me a copy of “Necessary Endings”. It was exactly what I needed.

In this book I began to see that often in life “the good cannot begin until the bad ends” and that there are many different seasons to life for each of us. Endings are a part of life. Each season has endings and beginnings. We need to see the endings as a normal occurrence and part of business and life, instead of seeing it as a problem.

Below are some of the principles and practices shared in the book; when to put them into action:

  • Help you become aware of the absolute necessity for some endings to occur in your business or life
  • Equip you to diagnose when a business or a relationship has hope of getting better and when it should end
  • Equip you to diagnose what kinds of people deserve your trust and those who don’t
  • Bring endings into the common language of your workplace so that pruning and continuous improvement become part of the culture
  • Normalize the idea of endings, so you can expect them instead of being surprised by them, and so you’re able to deal with them as a normal part of what you do
  • Help you to get comfortable with endings
  • Help you to understand why you have not able able to negotiate previous endings successfully
  • Show you how to execute an ending well
  • Create vision and energy for a better future as you become unstuck
  • Help you stop repeating the same issues over and over again

This book empowered me to see and understand the decisions that I needed to make to move forward successfully. Endings are sometimes painful but without them, we may never realize or reach the full potential, satisfaction, or success that is meant for us! “Necessary Endings” will equip you to move forward healthily.



Are You Ready to Leap?




Leap Solutions is a diverse group of highly skilled management, organizational development, and human resources, and executive search and recruitment professionals who have spent decades doing what we feel passionate about helping you feel passionate about what you do. Our HR specialists can help you get a handle on the ever-changing COVID-19 guidelines, programs, and legislation that may impact you and your employees. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.


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By Judy Coffey

The ‘workplace’ isn’t always ‘at’ work anymore. Some employees have become comfortable with the new normal of working from home, while many companies are requesting that their employees come back to the office. These changes create a new kind of workplace conflict for employers that require new strategies for conflict resolution that will allow for a cohesive team that can successfully meet organizational goals.

Back to The Office

Employers want us back. Companies are returning to full force and requesting that employees come back to the office.

For some employees it’s “Yay!” but for others it’s “Nay” and that’s creating a new type of workplace conflict for their employers.

Employees have become comfortable with the new normal of working from home: no commute, virtual meetings and, for many, a better work focus. Other employees want to come back. They feel more fulfilled, desire the camaraderie of co-workers, and can’t wait to leave behind the chaos of working alongside children and spouses, or being interrupted by everything from Amazon deliveries to the incessant barking of neighborhood dogs (often barking at the Amazon delivery people).

Some employees are hoping for a hybrid solution, to work a few days from home and a few days in the office.
When teams or departments have a mix of those Yays and Nays, conflicts will arise and organizations will need new-ish tools to resolve a new kind of workplace conflict.

I’ve been working with a small company of 20 employees. During pandemic year one, everyone worked from home. Pandemic year two, the CEO, COO, CFO, and HR leaders returned to the workplace but all financial employees continued to work from home.

That year two arrangement soon frustrated the CFO and its team. The CFO’s weekly reports to the CEO could only stay on schedule with continuous Zoom meetings and phone calls, often well into the evening, to ensure accounting/budget sheet accuracy. Working from home was not ideal, yet the CEO felt the financial team should remain in their home offices. Team conflict grew, some feeling that others were not working hard enough to meet the financial deadlines, others becoming agitated, feeling work life balance was not being considered.

Weeks of poor performance required the CFO find a way to mange the conflict.

Conflict is not unfamiliar to people. We experience it to some degree everyday with family, friends, or neighbors, but when it occurs in the workplace or with other professionals/co-workers, it can cause high levels of frustration, discomfort, and anger.


Steps to Implementing ART

ART, Appropriate Resolution Tools, can keep differences and frustration from rising to major issues:

  1. Define the conflict’s cause, or causes, and discuss employees’ unmet needs or conflict catalysts.
  2. Find a time and safe place to talk with each individual and ensure that their views on the situation are heard.
  3. Provide a supportive forum for identifying the cause of conflicts. Listen actively. Be positive yet assertive, bring everyone together, set ground rules and encourage everyone to articulate thoughts in an open, honest, and calm manner. Allow everyone to have their say, give them the opportunity to express their views and perceptions.
  4. After listening to concerns of both parties, investigate the situation, find out more about the issues and the underlying conflict. Do not prejudge.
  5. Manage the conflict resolution process: find common objectives and set the stage for meeting a common goal. You have clarified the conflict, talked to the individuals, listened to the issues, and investigated the situation. It is now time to find a common goal by listening, communicating, and brainstorming resolution options.
  6. Focus on the future. Collectively develop a plan to work on the conflict, and plan follow-up meetings.
  7. Put the conflict resolution plan in place, work through the conflicted areas and build on your success.
  8. Find opportunities to acknowledge progress and achievements. Persistent hard work on common issues will, hopefully, pay off and give way to more dialogue, increase collective support and collective communications.


The CFO realized there were various conflicts and embraced steps to keep issues manageable. With a better understanding of how to address conflict, the team’s home-based members and their in-office counterparts now use ART to successfully meet goals.

The ‘workplace’ isn’t always ‘at’ work anymore. With that change comes a new kind of conflict, and it requires some additions or tweaks to traditional workplace conflict strategies. If or when it occurs in your organization, look to ART to soothe those workplace woes.



Are You Ready to Leap?



Leap Solutions is a diverse group of highly skilled management professionals serving our clients with their organizational development, human resources, and executive search and recruitment needs. We have spent decades doing what we feel passionate about helping you feel passionate about what you do. With the ever-changing COVID-19 response, our HR specialists can help you get a handle on the guidelines, programs, and legislation that may impact you and your employees. Through all of our services, we are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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For the foreseeable post-COVID world, organizations will be managing a hybrid workforce. You want your employees to be engaged and stay with you. At Leap Solutions, we believe it is important to have clear policies and guidelines to keep your hybrid workforce engaged and productive. We provide you with the tools you need to create the strategies you can use to support the hybrid workforce. We are dedicated to keeping you informed and empowered with relevant, up-to-the-minute information and resources, working with you to develop practical solutions and smart planning decisions for your organization.

In this issue of our newsletter:

  • Understanding the Hybrid Workforce 
  • Post-COVID Strategies to Consider for your workplace

The Hybrid Workforce

For the foreseeable future, organizations will be managing a hybrid workforce. It’s possible that what’s taken place in 2020 could usher in more non-desk (work-from-home) work than anyone anticipated. But, if we want employees to be engaged and stay with us, we need to have clear guidelines about the work and how it will get done. In 2020, organizations made many decisions with very little information… and that’s okay, that’s what it took to keep things working. We have more information now, and it’s time to create better employee strategies.

Estimates put the number of people working from home to be double pre-COVID numbers. That will necessitate new patterns that successfully integrate larger numbers of work-from-home employees with office employees.

In addition to a hybrid workforce focus, there are critical and simple strategies organizations can use to ensure successful employee engagement.


Post- COVID Strategies to Consider

Discover current best practice workplaces

Research or, better yet, have an employee or a group of employees research best practice workplaces for more information and knowledge.

Identify hybrid virtual workplace approaches

How is your organization preparing for the post-COVID work environment? Are you ready for a majority hybrid-remote office model?

Policies for Hybrid workforce

Create policies, within or separately from your handbook, that outline the rules and regulations for working from home. The employee and the employer need to be on the same page to avoid confusion and pre-empt potential misunderstandings.


It’s time to consider non-desk work when creating jobs. Job descriptions should include whether a position can be a work-from-home job, information that could be helpful to individuals when they’re reading the job posting or applying. In this post-COVID era, perhaps it’s time to design the job position with remote work in mind, instead of designing the job position then asking if it can be a non-desk role.

Customer Service

The way we manage a hybrid workforce has an impact on customers and the business. Remote employees need the tools and technology to take care of customers, be trained to handle customer issues, and know what to do if they need a manager’s guidance.

Refocus on Mission, not COVID

In some cases, COVID has caused leaders to centralize decision-making. For speed and efficiency’s sake, decisions were pulled into the leadership team without feedback from key stakeholders.  While necessary for the short-term, this will need to change for long-term effectiveness and employee engagement. Moving forward, leaders will need to delegate participation in decision-making outside the leadership team and closer to the front line.

Communication of the organization’s strategy improved during COVID. Organizations did a good job communicating internal COVID strategies so the wheels wouldn’t come off the wagon. Research found that employee perceptions that an organization was meeting its goals actually improved during the pandemic, and a ‘perception,’ disagreed with by some, that remote employees worked more effectively.

Increase communication efforts to keep employees informed during remote work.

Employee Engagement and Culture

As the COVID vaccine takes hold and workplaces ramp back up, employers will need to reconnect with employees at a new, different level. With the increased stress of being cooped up, less work-life balance, and kids at home, consider the issues affecting your employees now and how you plan now to address those issues.

Refocus on your Values

With people coming back to a physically close workspace, and the relationship challenges that come with that — which couldn’t happen on Zoom — it will be time to refocus on organizational values.

Re-engage your top talent

Post-COVID, disengaged employees will take advantage of options and choices. While Society of Human Resource Management says employees are spooked by continuing high unemployment and staying put in their jobs in ways not seen in nearly a decade, will “the return to normal” tempt your best people to leave?

Get those 1 on 1’s back in action

Organizational cultures are moving from “performance management conversations” to “development conversations.”  Frontline managers continue to be the key link between employees and organizations. A 30- to 60-minute weekly or bi-weekly meeting can be a treasure of mutual listening, understanding, affirmation, challenge, and action for individuals and teams.

Training managers to communicate

How comfortable do individuals feel discussing issues and concerns with managers where you work? There can always be further work in this area so don’t overlook it.

At Leap Solutions we have assisted companies with these strategies and more to help them prepare for re-entry, full re-entry, or hybrid solutions. In some cases these strategies were new, in other cases it was a simple reminder, tweak, and new policy implementation to ensure all parties were on the same page.



Leap Solutions is a diverse group of highly skilled management, organizational development, and human resources, and executive search and recruitment professionals who have spent decades doing what we feel passionate about helping you feel passionate about what you do. Our HR specialists can help you get a handle on the ever-changing COVID-19 guidelines, programs, and legislation that may impact you and your employees. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

To print this article, click here