Stacy Reyan

Experienced executive leadership coach and psychotherapist Marilyn Rosa-Green, M.Ed., MSHR, LPC, NCC specializes in guiding leaders in the manufacturing industry. She highlights the importance of careful talent selection and creating a supportive environment to combat burnout among leaders. Marilyn identifies behavioral changes and emotional responses as key warning signs of burnout, emphasizing the need for proactive measures to address them. Resilience, according to Marilyn, is a combination of innate traits and learned behaviors, which can be cultivated through mindful leadership and stress management practices. She offers practical coping strategies, including mindfulness and avoiding perfectionism, and encourages taking small, manageable steps to enhance well-being and performance in high-pressure settings. Marilyn's expertise in leadership coaching and psychotherapy allows her to offer valuable insights and guidance to manufacturing industry leaders, helping them navigate challenges and cultivate resilience in their roles.  Link to watch/listen in the first comment below. #podcast #collab #collaboration #business #LeadAtTheTopOfYourGame #Leadership #manufacturing #wellbeing #mentalhealth

As I continue looking ahead to 2026, what resonates most from this piece is how aligned many HR leaders are on the fundamentals: durable skills, integrated learning, and employee experiences that are cohesive rather than fragmented. The language may differ by company, but the throughline is the same. For me this translates into a few clear priorities: Investmenting in leadership development, innovation in affordable housing, redesigning workflow processes, and providing employees with integrated learning opportunities. We’re continuing to move toward skills-based talent practices that support mobility and equity. And we’re asking more of our technology which should help build capacity for employees and managers to focus on coaching, skill building, and team collaboration. Those choices directly affect our ability to create and preserve affordable housing over the long term. When we get people, skills, and the employee experience right, we’re strengthening our ability to serve communities.

11

2 Comments

Not everyone does their best work at the same time — and that’s kind of the point. If this resonates (you’re sharper early, later, or just need uninterrupted focus), go listen to this episode. It’s a thoughtful take on how flexible schedules could unlock real productivity and innovation. 🎧 #FutureOfWork #Productivity #FlexibleWork #WorkCulture #Leadership

5

The skills CHROs need in 2026 are different from what they needed a decade ago. Bill Brewer, Iris Drayton-Spann, and Christian Ehl explain what sets exceptional HR leaders apart. Read "Four Core CHRO Skills That Drive Business Performance in 2026" ➡️ https://lnkd.in/dqxRcSNQ #ExecutiveSearch #CHRO #Leadership

15

Hiring became a process. Recruiting became survival. There’s a dangerous belief floating around: “We optimized hiring, so recruiting is fine.” SHRM’s 2025 Recruiting Executives Benchmarking shows a different story (2017 → 2022 → 2025). Executive hiring costs have surged (+113% vs 2017, +21% vs 2022). At the same time, only 20% of organizations track Quality of Hire. So we’re getting “efficient” at moving candidates through pipelines… while staying blind to the only question that matters: Did this hire ramp, perform, and stay? One-sentence diagnostic: What’s your definition of a “good hire,” and how do you measure it 90 days later? If that answer is unclear, your hiring system isn’t optimized. It’s just busy. If you’re building this now (success definition, a simple QoH layer, decision discipline, and a hiring process that produces consistent outcomes), that’s the kind of work we do at RIST. Full SHRM source + our notes: https://lnkd.in/dFpg-ZV6

2

Learning, Leading, and Elevating Executive Talent I recently had the privilege of joining SHRM’s #HonestHR Podcast, hosted by the insightful Nicole Belyna, SHRM-SCP. We explored a topic that is deeply close to my heart: executive recruiting and leadership development. During our conversation, I shared my belief that executive recruiting is fundamentally different from other levels of hiring — it’s not only about finding someone with the right experience on paper but about identifying a leader who can shape the organization’s direction, strengthen culture, and inspire people to achieve their best. We also discussed how critical it is for HR to take an active leadership role in the executive search process. While I deeply value the expertise that external executive search partners bring, I emphasized that HR should serve as the primary steward of the relationship between the organization and the search professional. By doing so, HR ensures alignment with strategic goals and maintains the authenticity of the employer brand throughout the process. Another key topic we covered was how HR leaders in small or lean teams can still have a powerful impact in executive recruiting. Even without large resources, HR can assert their influence by staying deeply connected to organizational needs, fostering strong relationships with key stakeholders, and embedding themselves in the process as strategic advisors rather than just facilitators. Finally, we touched on the importance of supporting leaders after they are hired — executive recruiting doesn’t end when the offer is signed. It’s the beginning of a journey to help new leaders integrate successfully and make a lasting impact. I’m grateful to SHRM, the SHRM Digital Production team and Nicole for the opportunity to share these insights and for hosting such a thoughtful discussion. If you’re interested in thinking more strategically about executive recruiting and how HR can lead with impact, I encourage you to listen to this episode. Thank you again to SHRM and Nicole for having me. (and boy, I don't know why I am blinking so much at the beginning of this video... maybe I was overwhelmed with the outstanding facilitation and interview skills of Nicole?) ------ https://lnkd.in/gtWiyuag #ExecutiveRecruiting #LeadershipDevelopment #TalentAcquisition #SHRM #HonestHR #HumanResources #StrategicHR

28

1 Comment

Looking back on this conversation with Steven Steckler, one of the clearest voices in M&A leadership and integration. We dug into why the “soft stuff”- trust, alignment, and culture is usually the hardest to get right, and how HR leaders can use those moments to strengthen their influence and drive real deal value. If you’ve ever led through the messy middle of integration, this one’s worth another listen.

19

What a privilege. On behalf of TheOperators.pe, I hosted the CHRO Forum where Kevin Oakes and Marshall Bergmann generously shared their expertise on culture and mergers. Culture is often cited as the reason mergers fail to achieve intended results. However, The Institute for Corporate Productivity (i4cp) research found that only 1/3 of companies prioritize cultural assessment in the due diligence process. They presented a framework for this review, which included leadership philosophy, risk tolerance, customer and talent philosophies, conflict management, and change readiness among other areas. As a fan of i4CPs work, there is always so much to learn from Kevin!

76

6 Comments