Newberry Solutions

10/14/2026

If you’re a woman who’s ever thought about running for office, or anyone interested in opening dialogue amid today’s deep divisions, I want to invite you to a can’t-miss event. Please join me on Monday, October 26, for a screening of the thought-provoking documentary “The Life of the Party” followed by a nonpartisan discussion that I’ll be moderating.

The documentary follows three Republican women in Texas with sharply different views of their party as they navigate leadership, political identity and a changing political landscape. Their stories raise questions that reach beyond a single party.

We’ll tackle some of those questions in the panel discussion after the screening. In addition to the filmmakers Meg Griffiths and Scott Faris, the panel will feature Marnie Rulfs, Founder and CEO of Texas Matters; Luisa del Rosal, SMU Colin Powell Teaching Fellow; and Lanet Greenhaw, former member of the Dallas Regional Chamber.

This event is presented by Universe Creative, in partnership with the George & Fay Young Foundation and Texas Matters.

I hope I’ll see you on the 26th at the Angelika Film Center & Café in Dallas!



https://shorturl.at/sUKzK

10/08/2026

If a once-promising Gen Z employee is struggling, you CAN help them turn things around. Here are the most crucial capabilities they need help with:

1. Communicating with influence and impact.

This isn't about stifling Gen Z's authentic communication style. It's about giving them the tools to be authentic and effective.

2. Building visibility and credibility.

A key lesson for younger employees is that success doesn’t just depend on what they know. It’s also about how they show up with others.

3. Focusing on the right work.

If seasoned leaders are drowning, imagine being 23 years old and trying to figure out what matters most!

4. Navigating politics and organizational dynamics.

Some Gen Zers worry that becoming savvy about office politics is fake or manipulative. But navigating workplace relationships is how work actually gets done.

5. Building courage and resilience.

Gen Z’s focus on self-care and wellbeing is an asset when it comes to maintain consistent high performance.

6. Strategically standing out.

Gen Zers are already comfortable with self-promotion. Their challenge for them now is learning what works in a professional context.

7. Building a powerful network.

Members of Gen Z love in-person contact. But they’renot fans of networking events or small talk, and more than half have trouble making new connections.

8. Developing a high-performing team.

Yes, Gen Z employees need leadership development, too—especially in flatter organizations.

Developing these capabilities doesn’t require a huge investment of time or money. They’re the heart of our New Lens® platform, which makes learning a part of every workday.

How is your organization helping Gen Z employees succeed? I’d especially love to hear from any Gen Z’ers about the kinds of development opportunities you’re craving.

10/06/2026

4 ways to help your team build emotional intelligence:

1. Implement regular team check-ins that focus on workload and well-being.

2. Provide managers with tools for giving growth-focused feedback in real time.

3. Create structured reflection opportunities that help leaders understand their impact on team performance.

4. Invest in scalable solutions that make emotional intelligence development accessible to all levels.

By investing in your team’s emotional intelligence, even in small ways, you’ll help them navigate today’s changes with more confidence and build the foundation for whatever comes next. We work with top organizations on exactly these challenges, and we can build a custom plan for yours. Just drop me a DM to open the conversation.

10/02/2026

I’m excited to be speaking tomorrow at the Alive Career Conference in Dallas!

One of the things I love most about speaking at career-focused events is the opportunity to help people think more intentionally about what’s next—and what they can do now to position themselves for it.

After 25+ years in leadership development and thousands of hours coaching leaders, I’ve seen firsthand that career growth rarely comes down to simply working harder. It’s often about understanding how to make your strengths visible, increase your impact, and demonstrate that you’re ready for more.

I’m looking forward to hearing from the other speakers (including the amazing Lisa Ong) and sharing some of those lessons tomorrow.

If you’re attending the Alive Career Conference, please come say hello. I’d love to meet you! If you haven’t registered, please join us!

10/01/2026

I’ve seen it more times than I can count: A talented professional with strong experience and a track record of results gets passed over for the bigger role.

After thousands of hours coaching leaders who want to show they’re ready for more, we’ve noticed some consistent patterns—things talented people miss or underestimate time and again.

Being great at your job establishes credibility. But it doesn’t necessarily demonstrate that you’re ready for a bigger one.

As you move up, the signals of readiness start to change:
• Can you connect your work to the bigger picture—and help others see those connections too?
• Do you anticipate what senior leaders will care about rather than waiting to be asked?
• Are you building relationships and influence beyond your immediate team and function?
• When you communicate, can you elevate the conversation and focus on what matters most—or do you stay too deep in the details?
• Are you solving every problem yourself, or developing others and creating capacity to take on something bigger?

One of the biggest lessons we’ve learned through our coaching work is this: Don’t wait until you have the bigger role to start demonstrating that you’re ready for it.

Ask yourself: If the opportunity you want opened tomorrow, what evidence have you already given others that you’re ready?

That’s a very different question from, “Am I qualified?”

We’ve had the opportunity to see what works across leaders and organizations at some of the world’s largest companies. And while every person and organization is different, many of the strategies that help leaders successfully make that next leap are surprisingly consistent.

That experience gives us a chance to help others avoid some of the common missteps—and accelerate what works.
If you’re thinking about how to position yourself, or your leaders, for what’s next, let's talk.

09/30/2026

Developing high-performing women leaders is my life’s work. And I'm excited to speak about Power in Possibility, this year's theme for the upcoming AICPA & CIMA Women’s Global Leadership Summit in San Diego this November.

Women in professional services, with a particular shoutout to Deloitte where I spent 14 years, I'm extending a personal invitation to join me.

Now in its 15th year, the summit brings together women across accounting and finance to build leadership skills (and pick up some CPE credits along the way). This year’s theme is “Power in Possibility,” about reimagining what you’re capable of and how you lead. During the summit, I’ll be joining Lexi Weber and Nikki Winston for a session called "The Power of Influence."

🚨Early-bird pricing ends soon, so move quickly to secure your spot. I hope to see you in San Diego!



https://events.aicpa-cima.com/womens-global-leadership-summit.

09/25/2026

This Saturday is HR Professional Day, and I want to recognize some of the HR executives we have the privilege of working with every day.

I can’t imagine a more challenging—or more important—time to be in HR.

AI is changing not only how work gets done, but the work itself. HR leaders are being asked to figure out how to use AI effectively in their own functions while also helping the entire organization navigate what it means for jobs, skills, talent, leadership, and the employee experience.

At the same time, organizations are restructuring and asking people to do more with less.

Leaders are navigating uncertainty and constant change. Employees have evolving expectations about work, growth, flexibility, and their leaders.

And HR is right in the middle of it all.

You’re being asked to think about the workforce of the future while supporting the workforce you have today. To help people build new skills and adapt to new ways of working. To build leadership capabilities while budgets and time are tight. And to help organizations transform without losing sight of the people who ultimately make that transformation possible.

That’s not easy work. And it’s increasingly business-critical work.

Over the years, I’ve had the opportunity to work alongside some exceptional HR and talent leaders. I’ve seen firsthand the difference they can make—not just in people’s careers, but in the performance and future of their organizations.

So, in honor of HR Professional Day, thank you to the HR professionals who keep asking the hard questions, balancing the needs of people and the business, and helping their organizations navigate what comes next.

Your work matters. And I think it will matter even more in the years ahead.

09/23/2026

When it comes to their future in the AI era, employees don’t trust leaders.

That’s a key takeaway from LiveCareer’s 2026 Trust Under Pressure report. I’m especially struck by these two numbers:

80% of workers rarely or never trust leadership to put employees’ interests ahead of profit when the two collide.

70% doubt their employer would retrain them, rather than replace them, if AI reshaped their role.

Those findings are hard to read. But I believe they also point the way to positive change.

Offering development opportunities shows employees that you value them enough to invest in their future — that you see them as real people, and you care about helping them find purpose and growth at work.

That and communicating with more transparency will earn their trust, one of the biggest factors that drive engagement. And in a business environment where less than one-third of employees are engaged (Gallup, 2026), any gains you make are a real edge.

All of this means that development programs have never been more important to the health of your organization. Are your offerings up to date and tailored to the needs of the business and employees?

For almost two decades, we’ve helped some of the world’s top companies develop high-performing leaders by delivering development that creates engaged employees who can thrive, even through rapid change. And we can do the same for your organization. Drop me a DM to learn more.

09/17/2026

If you’re in the Dallas area, mark your calendar for November 13. That’s the date for Texas Women’s Foundation’s 41st Annual Luncheon, which is always one of the most inspiring events of the year.

The featured speaker this year is Tiffany Dufu, president of the Tory Burch Foundation and author of “Drop the Ball: Achieving More by Doing Less.” The event also honors The Boone Family Foundation.

With Marty McDonald and Lisa Tran as co-chairs, this luncheon will be a memorable one, and I hope that I’ll see you there. As a longtime supporter and former board member, I know firsthand how much TXWF does to build a stronger, more equitable Texas by investing in the power of women and girls.

Be sure to secure your spot early!

Join Us Advocacy Events EXPLORE SPONSORSHIP OPPORTUNITIES HERE JOIN THE HOST COMMITTEE Join us for Texas Women’s Foundation’s 41st Annual Luncheon as we celebrate the power of collective giving to drive impact and advance economic security, stability, and success for women, their families, and t...

09/15/2026

We can usually tell pretty quickly who leads strategically—and who doesn’t.

Who is the most strategic leader you’ve ever worked with?

Maybe it was a mentor, a former boss, or even a competitor you quietly admired. Someone who made you think, “I want to lead like that.”

The strategic leaders I’ve known tend to do a few things differently:
• They lead with the headline so you don’t miss the biggest takeaway—and trust you to ask for the details you need.
• They connect the dots. They help you understand why this, why now, and how it fits into the bigger picture.
• They listen for the question behind the question, not just the one you asked out loud.
• They think about who will be in the room before they get there—and adapt their message and influence style accordingly.

These aren’t necessarily things that show up on a résumé. But you notice them. And over time, they shape how others see you, trust you, and respond to your leadership.

So, who comes to mind for you?

What did they do differently that made you think, “That’s what strategic leadership looks like”?