This month, I’m excited to share a powerful new framework I’ve developed called G.R.I.P. — the four things employees want most: Growth, Relationships, Identity, and Purpose. Inside this issue, you’ll discover how to apply G.R.I.P. to your team, your initiatives, and even your personal life so you can lead with more clarity, connection, and impact. From real-world examples to practical checklists and reflection tools, this edition is designed to help you build a healthier, more engaged, and higher-performing workplace.

And before we dive in — you’re invited!
I’m hosting a free Lunch & Learn this Friday, November 21st, 2025 at 11:00am on Zoom. We’ll have a short meet-and-greet and then I’ll share some surprising lessons I learned on my fall speaking tour about burnout, toxic leadership, and wounded employees.

👉 Click here to register.

I hope you enjoy this special G.R.I.P.-focused edition — and I look forward to seeing you Friday!

If you’ve ever led a team, you’ve likely felt the weight of a question that never goes away: What do my people really want?

After years of coaching leaders and studying the heart of healthy workplace cultures, I’ve distilled the answer into a simple framework I call G.R.I.P. — Growth, Relationships, Identity, and Purpose. These four needs anchor employee engagement. When people have a strong “grip” on their experience at work, they don’t just show up — they rise, contribute, collaborate, and stay.

Below is an inspiring walk-through of each element, and practical examples from real organizations that show how leaders can bring G.R.I.P. to life.

Advancement · Achievement · Development

Employees want to feel like they’re becoming more capable, more confident, and more valuable. But here’s the part leaders often miss:

Growth isn’t always about promotions or pay raises.

Yes, salary matters. Yes, career progress matters. But growth is also about opportunity — the chance to stretch, contribute, and be trusted with something new.

Google famously understood this through their “20% Time” (often referred to informally as Google Time). Employees were encouraged to spend a portion of their workweek exploring special projects outside their day-to-day responsibilities. Many of Google’s most iconic innovations grew out of this practice — but the deeper magic was psychological: employees felt empowered, creative, and valued.

You don’t have to be Google to do this. Growth can look like:

Growth happens when leaders say, “I see something in you, and I trust you with more.”

Connection · Belonging · Mentoring · Community

People don’t stay with companies — they stay with people.

One of the best examples of relationship-building comes from Parker Hannifin’s Just Ten Minutes program. Originally designed to strengthen new-hire safety training, the program evolved into something much bigger: an engine for connection.

For their first 20 workdays, new team members attend one brief daily session in the Safety Dojo, meeting leaders and peers from EHS, Operations, Engineering, and beyond. They talk about safety as a value, hazard recognition, empowerment, and smart choices — but something more meaningful happens, too:

This program improves safety performance, yes — but it also improves human performance. Because when people feel seen, supported, and connected, they thrive.

Confidence · Belonging · Personal Alignment · Pride

Identity answers the question: “Who am I here?”

When employees understand the value they bring and the role they play, they feel more grounded, confident, and invested.

Sam Walton exemplified this beautifully. Instead of calling his people “employees,” he called them associates — partners in his mission to lower the cost of living for millions of families. This seemingly small shift transformed how people saw themselves. They weren’t just labor; they were co-builders of a big, bold vision.

A powerful identity at work sounds like:

Leaders shape identity every day — through words, recognition, responsibility, and the culture they reinforce.

Meaning · Impact · Contribution · Significance

Ask any high-performing employee why they work the way they do, and you’ll hear the same theme: “My work matters.”

I first learned this from my former HR manager, Mitzie Wilson, when I worked at Cardinal Packaging right after high school. Our job was simple: put handles on plastic ice cream pails. But Mitzie always reminded us:

“You’re not just putting handles on pails — you’re providing for your families.”

That reframing gave us something priceless: meaning. Suddenly the work felt important. We weren’t just assembling a product; we were building a life, supporting loved ones, and fueling a purpose beyond the plant floor.

Purpose doesn’t require a world-changing mission. Sometimes it’s as simple as helping people see the real impact of what they already do.

Growth gives employees a path.
Relationships give them support.
Identity gives them confidence.
Purpose gives them meaning.

When leaders cultivate all four, something extraordinary happens:
Employees feel anchored. Connected. Motivated. Engaged. And proud.

They get a strong grip on their work experience — and that grip fuels better performance, higher retention, and a healthier workplace culture.

Leaders don’t have to guess what people want.
They just have to give them G.R.I.P.

If you do, your team won’t just stay — they’ll soar.

Using G.R.I.P. as a Litmus Test for New Policies, Projects, or Programs

Before launching any new initiative, G.R.I.P. can serve as a simple but powerful litmus test to ensure your decisions strengthen—not strain—your culture. Just ask four questions:

If an idea supports all four, it’s likely a wise investment. If it weakens or ignores any of them, it may need rethinking. Using G.R.I.P. as a leadership filter ensures your policies and programs consistently build a stronger, healthier, and more engaging workplace.

Measure the Strength of Your Initiative

Rate each item below to determine how powerfully your new policy, project, or program supports a healthy, engaged, high-performing culture.

Use this scale for each bullet:
Strong = 3 points · Medium = 2 points · Weak = 1 point · None = 0 points

Does this initiative create opportunities for employees to learn, stretch, or contribute in new ways (beyond just promotions or pay)?
Score (0–3): ______

Does this initiative help people connect, collaborate, or build meaningful relationships across teams and roles?
Score (0–3): ______

Does this initiative reinforce who we are as an organization and help employees feel seen, valued, and confident in their role?
Score (0–3): ______

Does this initiative clarify the “why” and help employees see the impact and meaning behind their work?
Score (0–3): ______

Use the total score to gauge how powerfully your initiative supports your people.

Great leadership is intentional. When you evaluate ideas through G.R.I.P., you ensure every initiative strengthens your people, your culture, and your mission. Use this checklist as your compass — and watch your team’s engagement, confidence, and performance rise.

The G.R.I.P. framework isn’t just a leadership tool — it’s a life tool. Just as your team needs Growth, Relationships, Identity, and Purpose, you need those same four anchors to thrive as a human being. When leaders strengthen G.R.I.P. in their personal lives, they lead with more clarity, resilience, confidence, and joy.

Here’s how to reframe each area for your own personal growth:

Ask yourself: Where am I stretching myself as a person?
Growth doesn’t have to mean degrees, credentials, or big milestones. Sometimes it’s reading a new book, practicing a new habit, or saying yes to something that scares you in the best way. Seek experiences that expand your heart and mind.

Reflection: Who am I intentionally connecting with — and who needs more of me?
Nourish the relationships that give life to your soul. Build new ones that inspire you. And don’t forget the quiet, powerful habit of simply checking in on the people you love.

Ask: Am I living in alignment with who I truly am — or who others expect me to be?
Personal identity strengthens when you honor your values, your voice, and your unique wiring. Let go of roles that box you in. Lean into the identity that frees you.

Reflection: What makes my life feel meaningful right now? What impact do I hope to leave?
Purpose doesn’t always arrive in lightning bolts. Often it shows up in the small, consistent choices that move your life in the direction of significance, service, and fulfillment.

Rate each question below from 0–3, using the same scale as before:
Strong = 3 · Medium = 2 · Weak = 1 · None = 0

Total Score: _____ / 12

Great leadership grows from the inside out.
Strengthen your personal G.R.I.P., and you’ll find yourself leading with more compassion, courage, and clarity — the kind of leader others are grateful to follow.

FREE LUNCH & LEARN THIS FRIDAY!!!

After wrapping up an 8-city, 2-state speaking tour this fall — where I had the privilege of sharing Fight, Flight & Freeze: How Trauma Affects Your Workforce — I’m taking a moment to pause, reflect, and reconnect.

I’m excited to invite you to a free virtual Lunch & Learn on Friday, November 21st at 11:00 AM (Zoom) where I’ll be sharing 3 key lessons I discovered on the road.

This session will include a short presentation, open Q&A, and a casual meet & greet — a chance to reconnect with those who joined me on tour and welcome new faces into the conversation.

If you’re passionate about creating workplaces that are healthier, more human, and more hopeful, I’d love for you to join us.

To register, click here or scan the QR code on the flyer.

Let’s keep learning — and leading — with empathy.