Jeff Ostermann

What I wish every leader knew (i.e. why I created a LinkedIn Learning course). For years, I watched smart, committed leaders get stuck. It’s not because they lacked clarity, but because they were trying to solve unsolvable problems. They were looking for a clear either/or solution to a both/and problem: ❓Should we focus on the long-term growth or short-term performance?  ❓Should we grow fast or build sustainably? ❓Should we push for results or be more supportive of our employees? ❓Should I stay in a role I’m familiar with or leap into the unknown? These aren’t questions with one right answer. They are tensions we have to live with—and lead through. These paradoxes cannot be solved; they need to be embraced.  To do so, we need a more complex, thoughtful both/and approach. Twenty years ago, when I first started talking about paradoxes, most leaders scrunched their noses or rolled their eyes.  Paradoxes, they assumed, were an idea that belonged in a philosophy class or a yoga studio.  Now, twenty years later, leaders are coming to me and asking for more. They get it… the challenges that we face are not either/or dilemmas but both/and paradoxes. They want to better understand what we know about paradoxes and want the skills to more effectively address them.  That’s why I created a LinkedIn Learning class. I wanted to help leaders better deal with the complexities in today’s world. In this course, I dive into what we mean by paradoxes and identify what it means to apply both/and thinking. The goal is to build a collective skill for us all to better live into the both/and. Whether or not you have a subscription to LinkedIN Learning, this link will allow you access to the course for free (for a short period of time). https://lnkd.in/eeMVn58c Both/And Thinking is a movement, inviting leaders into more creative, integrative thinking. I’m excited to have you join us in this growing movement. Feel free to leave any comments here. LinkedIn for Learning. Alison Hankey (She/Her) Haley Deming. Victoria Taylor

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📢 New Episode out: Who Are You Without the Role? A Leadership Awakening with Erin Essenmacher 👊 In this powerful episode of Her Boss Brain, Erin Essenmacher shares a deeply human perspective on leadership—one that goes far beyond titles, performance, and external success. Drawing from her experience working with boards and executive teams, as well as navigating life-altering personal challenges, Erin explores what it truly means to lead with authenticity, resilience, and self-awareness. 💫 This conversation highlights the often-unspoken identity shifts leaders face, the danger of tying self-worth solely to professional roles, and why emotional intelligence and presence are essential in today’s rapidly evolving workplace. Erin also discusses how trust-driven, human-centered leadership creates stronger cultures and more sustainable success—especially in a world increasingly shaped by AI and constant change. 👉 This episode is a reminder that the most impactful leadership begins within—and that courage, clarity, and compassion are not soft skills, but strategic advantages. 🎧 Listen to the full episode at your favorite platform: https://lnkd.in/e9EP-nkH #selfleadership #executives #innergrowth #resilience

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DateLine 12/14/25: HR Times Published By Brookemeade Holdings LLC:   The Hidden Truth Behind Employee Turnover Why People Quit and How Smart Companies Win Them Back!   INTRODUCTION Employee turnover is more than a statistic—it’s a narrative of shifting priorities and unmet expectations. This article explores the underlying causes of turnover and offers actionable strategies to create workplaces where people choose to stay. From cultural dynamics to leadership practices, every factor plays a role in shaping employee decisions. THE COST OF TURNOVER The cost of turnover extends far beyond recruitment expenses. When an employee leaves, companies lose institutional knowledge, disrupt team dynamics, and often experience delays in project timelines. Research indicates that replacing an employee can cost between 50% and 200% of their annual salary, factoring in hiring, training, and lost productivity. Moreover, frequent turnover can damage employer branding, making it harder to attract top talent. WHY EMPLOYEES WALK AWAY Why do employees walk away from seemingly stable jobs? A toxic or negative work environment is the leading cause, eroding trust and collaboration. Poor leadership and lack of managerial support follow closely, leaving employees feeling undervalued. Career stagnation is another major factor—when growth opportunities vanish, motivation declines. Work-life imbalance and burnout push many to seek healthier environments, while others leave due to misalignment with organizational purpose. Here’s what the data tells us: Toxic or Negative Work Environment – 32.4% Poor Leadership and Management – 20% Lack of Career Growth – 15% Feeling Undervalued or Disrespected – 12% Work-Life Imbalance and Burnout – 10% Disconnect from Purpose – 6% Inability to Use Strengths – 4.6% TURNING THE TIDE Successful organizations build cultures rooted in trust and inclusivity. Leadership development is critical—managers must lead with empathy and clarity. Career advancement programs keep employees engaged, while recognition initiatives foster a sense of belonging. Flexibility in work arrangements and competitive compensation remain essential, but aligning roles with individual strengths creates lasting loyalty. Retention strategies are not one-size-fits-all; they demand continuous evaluation and adaptation. Key strategies that drive impact include: Build a Positive Culture – Impact: 90% Strengthen Leadership – Impact: 85% Offer Career Development – Impact: 80% Recognition and Engagement – Impact: 75% Competitive Compensation and Benefits – Impact: 70% Flexibility and Work-Life Balance – Impact: 65% Align Work with Strengths – Impact: 60% LET'S TALK We’d love to continue the conversation and explore how we can help you build a thriving workplace. Schedule a time to connect with us and let’s discuss strategies tailored to your organization’s needs. Click the link below to book a meeting at your convenience: https://lnkd.in/e7NT_v_v

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I was struggling to hear what was said. When I first stepped into the CHRO role, I was prepared. I knew the numbers, had a grasp on the strategy, and was ready to align HR with the business. What I wasn't prepared for was the disconnect. I'd leave a meeting with our CEO, and something felt off. It wasn't about a lack of financial fluency or a disagreement on priorities; it was a fundamental gap in how we saw the world. We were speaking, but we weren't communicating. 💬 I've come to realize the common advice to speak the language of the business misses a deeper truth. Maybe what we really need is to 𝘂𝗻𝗹𝗲𝗮𝗿𝗻 𝘁𝗵𝗲 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗼𝗳 𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗛𝗥. 🔄 Here's the mismatch I experienced: 🔸 I was trained to de-risk; he wanted to know where the opportunities are. 🔸 I was taught to seek consensus; the business was rewarding disruptive ideas. 🔸 My focus was on process; his priority was outcomes. This wasn't just a communication gap; it was a mindset mismatch that hindered my impact. To truly earn a seat at the top table, I had to rewire my own thinking. ⚙️ It starts with unlearning the assumptions, inherited playbooks, and habits that once earned us credibility but now limit our influence. Below are some of the examples I had to unlearn 👇 What has been your biggest “unlearning” in an HR leader role? 💭 📌 If this post resonates, save it for later or share it with a colleague who’s navigating similar challenges.

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