Everyone does it. It’s a corporate habit that sneaks into every hallway conversation, chat thread and meeting. Most of the time, we don’t even notice we’re doing it. But saying things you don’t mean is a recipe for cultural disaster and lost connections.

We often talk about careers as if they are straight lines — neatly paved roads from Point A to Point B. But looking back at my journey, it feels more like a series of daring pivots and "happy accidents" that led me exactly where I needed to be.

Ten years in corporate roles taught me a lot. I left to start Taylor Street when it became clear the same systemic problems kept failing people. Here’s what I saw, and how it shapes the way I work today.

The words “policy update” usually trigger a collective groan. New data privacy protocols, updated internal policies and compliance requirements feel like a bureaucratic headache. But the best organizations know it doesn’t have to be that way.

At best, these corporate clichés have become meaningless. At worst, they actively confuse people and make them question how genuine their leadership is — and both kill employee engagement and culture.

Organizations fail at implementing tech-driven change because they underestimate what it takes to make complex ideas resonate with humans. Here are six ways most workplaces stumble, and how to fix them.

Culture is shaped every day by the choices you make — the conversations you have (or don’t), the clarity you provide (or withhold) and the behaviors you model. You don’t need a fancy offsite to improve it. You just need to do something before it’s too late.

Our return-to-office (RTO) snapshot survey found that 77% of employees see RTO as a negative change. Whether it’s hindering their productivity or lowering their job satisfaction, it simply isn’t working for the people on the ground.

“Let’s align cross-functionally to optimize engagement and drive scalable impact.” If that sentence made your eyes glaze over, congrats. You’re still human.

Toxic workplace habits are especially good at haunting teams during change. Let’s take a look at some of the most frightening offenders and talk about how to fix them — with a spooky season twist.

Just because everyone speaks the same language at work doesn’t mean they understand each other. And when you don’t understand each other, it’s damn hard to get things done.

The change management process is supposed to guide organizations through transitions — but in reality, most efforts fall apart before they deliver results.