Grit is often described as a powerful driver of long-term success, yet the real question for most leaders is how to cultivate it in practical, sustainable ways. In the earlier articles of this series, I explored what grit truly means and clarified what it is not, helping distinguish genuine perseverance from unproductive burnout or rigid persistence. This final piece shifts the focus from definition to application.

The Four Pillars Leaders Can Build On

Drawing on Angela Duckworth’s research and the lessons we’ve learned at ReEmployAbility, this article outlines the four pillars that allow grit to grow within individuals and teams. These pillars offer leaders a clear path forward, whether they’re strengthening their own resilience or creating an environment where others can thrive.

1. Interest: Discovery → Development → Deepening

Grit starts with interest — not instant passion. Discovery begins with trying new things, following curiosity, and working in pencil. Development happens as you receive feedback, experience small wins, and gain encouragement. Over time, interest deepens as knowledge and confidence grow.

At ReEmployAbility, learning is part of who we are. We celebrate progress and never rush someone who is just starting out.

2. Practice: Deliberate, Focused, and Purposeful

Real growth doesn’t come from autopilot repetition. At ReEmployAbility, we believe real growth happens in the “sweet spot”—that zone of structured discomfort where you’re stretching just beyond your comfort level. This is something I learned by reading The Little Book of Talent, by Daniel Coyle.

Deliberate practice means setting a clear goal, staying fully focused, getting quick feedback, and repeating with reflection and refinement—and that’s exactly how you know it’s working.

3. Purpose (Beyond Self): Connecting Work to Something Larger

Purpose connects your work to the well-being of others. It transforms effort into service and helps keep you motivated even through setbacks.

To make that connection, at ReEmployAbility, we spotlight clients, injured workers, employees, and partners who benefit from our program. By highlighting real stories and real impact, we emphasize that our goals will be reached based on the impact we’re making in the community.

4. Hope: Growth Mindset + Optimism in Action

Hope is not wishful thinking; it’s the expectation that effort today can improve tomorrow. Growth-minded teams interpret setbacks as information, not identity.

At ReEmployAbility, we don’t think in terms of failures; we think in terms of what’s working and what’s not. Our annual Start, Stop and Continue exercise, which is part of our strategic planning, is re-evaluated each quarter so we do not lose sight of continuous improvement.

Together, these four pillars show that grit grows through steady, intentional development rather than dramatic effort. When leaders help their teams stay curious, practice with purpose, connect to meaningful work, and keep a growth-minded sense of hope, they create an environment where grit can thrive. With the right support and expectations, progress becomes both sustainable and shared.

Why Grit Matters in Leadership

Grit shows up in what we do, not what we plan.

Over the years, I’ve learned that strategy is the easy part — it’s sticking with it that truly tests you. I still remember the early days of ReEmployAbility when we were introducing the Transition2Work program. It wasn’t polished yet, and many people didn’t immediately understand exactly how it would work. Heck, we probably weren’t sure either! But we kept (and keep) refining, calling, listening, and adjusting. That persistence—the choice to show up again the next morning—is what moved the idea from an experiment to a national program. Grit made the strategy real.

Consistency builds capability.

Some of the strongest leaders on our team didn’t start out with the loudest voices or the most polished skills. They were the ones who kept showing up. I think of team members who began in entry-level roles, learning one process at a time, improving week by week. Over the years, they became experts people rely on. Their growth has had a compounding effect: as their skills grew, so did the quality and confidence of the teams around them. That’s grit turning into capability.

Grit is contagious.

Culture forms around what people see. One example that always sticks with me is the period when our organization was growing rapidly and processes were strained. Stress was high. Yet in the middle of all that pressure, I watched individuals on the team stay calm, step into challenges, and look for solutions instead of assigning blame. Their steadiness changed the tone of entire meetings.

When someone demonstrates grit, not the loud, heroic kind, but the humble “let’s figure this out” kind it gives everyone else permission to rise to the moment too.

And perhaps most importantly: people want their effort to matter.

One of the most energizing parts of leadership for me has been watching employees connect the dots between their role and the real people we help. I’ve seen team members light up when they hear stories of injured workers who regain purpose and confidence through their assignments.

When people see that their day-to-day work truly changes lives, grit stops feeling like endurance and starts feeling like commitment. Engagement and purpose rise together.

My Commitment

Grit grows through steady, intentional development—not dramatic effort. When leaders encourage curiosity, deliberate practice, meaningful purpose, and a hopeful mindset, they create the conditions where grit can thrive. With the right support, progress becomes both sustainable and shared.

Grit has shaped how I now define leadership success. It’s not the flash of a launch or the applause of a big win. It’s the quiet, repeated choice to keep learning, to keep serving, and to keep moving forward with my team toward outcomes that genuinely matter.

I’m excited to share more about GRIT throughout the year. How it’s shaped me personally and how it will continue to influence our culture, our people, and the way we lead at ReEmployAbility.

Grit is a powerful idea in leadership, often celebrated as the force that drives people to push forward through challenges. Yet its growing popularity has created just as much confusion as clarity. The word is used to describe everything from extreme perseverance to sheer stubbornness, and leaders are often encouraged to “be gritty” without a true understanding of what that means in practice. In my own leadership journey at ReEmployAbility, I’ve seen how misinterpreting grit can lead to burnout, rigidity, or even poor decision-making.

In my Part 1 article, I explored the meaning of grit. But before we can develop and use grit effectively — in life or leadership — we also need to be clear about what it is not.

What Grit Is Not

As Angela Duckworth’s research reminds us, understanding grit also requires clarity about what it is not, so we can avoid the misconceptions that often lead leaders off course.

Grit is not:

• Ignoring data or clinging to a failing tactic.
• Grinding yourself or your team into burnout.
• A “hustle at all costs” badge of honor.

At ReEmployAbility, we’ve had to make many pivots over the years. At times, we’ve been criticized for the shifts and changes we’ve made (by our internal staff). But if something isn’t working, one of our greatest assets has been the ability to change and change quickly! We’ve never seen this as a weakness; we see it as a critical strength that sums up our entrepreneurial mindset. Grit, to us, means staying fiercely loyal to the higher purpose while remaining flexible with the lower-level strategies. That higher purpose puts our injured workers, clients and employees at the forefront of every decision.

Grit is adaptive persistence. You hold tight to the higher-level goal and stay flexible about the lower-level strategies. As Duckworth puts it: “Giving up on lower-level goals is not only forgivable—it’s sometimes absolutely necessary.” Detours are part of long journeys.

Common Misconceptions About Grit

You may have heard variations of these myths:

1. “Grit means never quitting.“ Not quite. Grit means staying loyal to the long-term aim while cutting back on strategies that aren’t working. Quit the wrong approach; keep the right ambition.
2. “If you’re gritty, you love every part of the work.” No one does. Gritty people enjoy enough of the work to stay in the game and accept the boring and hard parts as the price of mastery.
3. “Grit is something you either have or don’t.” Grit grows. With experience, feedback, mentors, and meaningful goals, it grows. It’s influenced by who you are and what’s going on around you. But the good news is, it can change.
4. “Grit is solo heroism.” Grit grows in the right environment: high standards and strong support from those around you.

These misconceptions can make grit seem rigid or exhausting, but in reality, it is a flexible, learnable way to pursue meaningful goals. When we release the myths, we can focus on what grit truly requires: staying committed to a higher purpose while adapting our strategies and learning from setbacks.

Refocusing on What Grit Truly Requires

When we strip away the myths and misconceptions, grit becomes far less about rigid endurance and far more about adaptive persistence. It lives in the commitment to a long-term purpose while staying flexible enough to change strategies, learn from feedback, and grow through setbacks. By releasing the pressure to “power through” and instead embracing a mindset of clarity, curiosity, and intention, we reclaim grit as a sustainable and empowering approach to leadership. The invitation now is to lead with purpose, remain open to change, and choose the next best step that keeps you aligned with what matters most.

Tampa Bay offered a vivid illustration during the January 31 weekend of how communities and organizations thrive when they honor the traditions that ground them while actively driving the innovations that can propel them forward.

On one side of the city, we celebrated Gasparilla. This is a tradition dating back to 1904 that now draws hundreds of thousands with its iconic pirate “invasion” and parade. On the other side, Tampa hosted the first outdoor NHL Stadium Series game ever held in a Florida football stadium, transforming Raymond James Stadium into a remarkable open-air hockey venue, complete with ice.

Together, the events showcased Tampa’s unique ability to celebrate where it came from while boldly imagining what comes next.

As always, Gasparilla didn’t disappoint—despite the weather’s best attempt to steal the spotlight.

Tampa decided to feel nothing like Tampa with cold temperatures (and I’m not talking about “Florida cold”), steady rain, and even whispers of a possible snow flurry — about as rare as it gets here.

Weather aside (and to the weather “gods” out there, we’d like our Florida back!), watching the city come together was a powerful reminder of why traditions matter. They tether us. They energize us. They reinforce who we are and what we stand for. For a city fueled by energy and community, Gasparilla is a reflection of everything Tampa stands for — connection, celebration, and collective participation.

The weather couldn’t keep Tampa away! We showed up for Gasparilla, and again for the Stadium Series.

Just as Tampa balances a beloved tradition with bold new experiences, these two events mirror the cultural dynamics that have helped ReEmployAbility grow, evolve, and stay anchored to its purpose for more than 20 years.

Gasparilla began as a creative idea intended to energize Tampa, eventually becoming a beloved fixture woven into the city’s identity. Each year, the community doesn’t just watch Gasparilla, it participates. Krewes prepare all year long. Families return generation after generation. The city embraces the story as its own. For a day, we ALL become pirates!

That same sense of continuity has always resonated with me because it mirrors our journey at ReEmployAbility.

I still remember when we first started the business and our team was small. Every new referral required hands-on coordination. But it wasn’t until we started hearing feedback from injured workers— “I just needed to feel useful again.”—that our true “WHY” came into focus.

Behind every referral is a person searching for dignity, purpose, structure, and belonging.   Much like Gasparilla, our culture grew from moments like these, when we consistently showed up for the purpose we set out to serve. That purpose is now ingrained in everything we do.

In sharp contrast to its century-old counterpart, Tampa’s NHL Stadium Series game showcased innovation at scale. Hosting the first outdoor hockey game in a Florida football stadium required vision, creativity, and trust.

To pull this off, the NHL built a climate-controlled tent for ice preparation, engineered thicker than standard outdoor ice, and designed an experience infused with Tampa’s personality. Even nature participated — temperatures dropped into the 30s, creating “straight-up hockey weather.”  (Did I mention, I’d like my Florida weather back!?)

Even better, the game brought big energy! The Lightning weren’t content with just a comeback win! Oh no — they gave us a full-on goalie fight, featuring Vasy’s first-ever scrap, a sight about as common as snow in Tampa.

At ReEmployAbility, we know that same spirit.

Many people are surprised to learn that when we started ReEmployAbility 22 years ago, we didn’t begin with the Transition2Work® program. Five years into our business, a client asked a question that would change everything: “Could you help place an injured worker in modified duty at a nonprofit organization?”

There was no roadmap. No industry model. Just an idea and the grit and determination to fulfill the request.

One request became two. Two became a dozen. And that spark grew into Transition2Work, now the largest and most widely adopted transitional duty placement program in the country.

We didn’t grow by following a script. We grew through entrepreneurial courage, innovative thinking, and a willingness to stretch, just like Tampa did with its Stadium Series debut.

Neither Gasparilla nor the Stadium Series succeeded because people stood on the sidelines.

Gasparilla thrives because of its krewes, organizers, families, volunteers and the generations of people who come out year after year longing for that beloved pirate tradition.

The Stadium Series came to life through coordination across the NHL, city planners, event crews, and tens of thousands of fans whose energy elevated the experience.

For both, participation isn’t optional — it’s essential.

And just like in Tampa, our success at ReEmployAbility isn’t built on spectators. It’s built on people who show up.

Our culture has been built by people who trusted the vision, carried the mission, embraced change, and learned through experiences. We’ve had missteps, failures, and hard lessons—and each one has pushed us to improve. Tribal knowledge has value, but innovation is what keeps us moving forward. Growth demands both.

A few years ago, we supported a worker recovering from a serious injury who feared he might never return to employment. We placed him at a local nonprofit thrift store sorting and organizing donations. He was hesitant and unsure, but willing to give it a chance.

Weeks later, he shared that the routine rekindled his sense of purpose. He regained confidence. He regained structure. He regained himself.

Eventually, he returned to his full-time job.

Stories like his move through our organization like a spark. They remind us why our work matters, and they reinforce the compassion, accountability, and commitment that define our culture.

Blending tradition and innovation matters because it allows us to preserve what is essential while still moving boldly into the future and staying relevant. Gasparilla thrives year after year because Tampa protects its roots, just as great organizations safeguard their core values. At the same time, bold ideas that align with purpose — like the Stadium Series — show what becomes possible when vision meets execution, reminding us that innovation is what keeps organizations alive.

True culture grows when people contribute rather than simply comply, whether they’re part of a krewe, a fan base, or a team improving a process. And, through it all, telling the story is still essential. Stories create meaning, momentum, and memory. Tampa tells its story every Gasparilla season, and we tell ours every time we celebrate another injured worker’s successful return to work.

Gasparilla roots Tampa Bay in its past. The NHL Stadium Series stretched Tampa into its future.

Together, they remind us that thriving cultures blend the familiarity with the visionary.

ReEmployAbility does the same.

We honor what made us who we are.   We welcome what helps us grow.   And we keep writing this story together.

As we continue this journey, each of us plays a part in shaping a future that honors our roots while embracing what comes next.

Why Grit, Why Now

During our strategic planning late last year, our leadership team selected “grit” as our word of the year. Each team member approached the whiteboard and wrote down words that resonated with them and would help define the year ahead. Words like resilience, perseverance, and adaptability all pointed us toward a single theme: grit.

For several years, we’ve used the One Word approach inspired by bestselling author Jon Gordon. The exercise is simple: choose one word that creates clarity and sharpens focus to guide your decisions and actions for the year. It aligns your team around a shared vision and simplifies decision-making. So, when the team chose grit, I wasn’t surprised — the word had been showing up everywhere for me lately.

I first learned about grit from a Mel Robbins podcast featuring Angela Duckworth, author of Grit: The Power of Passion and Perseverance. That one episode inspired me so much that I shared it with our leadership team, the entire company, and even friends and family members. And when grit became our guiding word for the year, I committed to reading the book over the holidays. That decision sparked a deeper reflection: How have I been gritty? Is grit something I was born with or learned? How can I lead in a way that develops grit in others?

This article series explores those questions: what grit truly is, how it shapes leadership and culture, and how it can fuel personal growth.

As I dug deeper into what grit really means for me, for our team, and for the way we lead, I began to realize that grit isn’t just an inspiring theme — it’s a practical framework for how progress actually happens. Choosing grit as our word of the year pushed me to look beyond the surface of motivation and examine the mechanics of sustained growth. That reflection led me to Angela Duckworth’s research, which offers a clearer understanding of why some people continue to advance while others stall: it comes down to how effort shapes both our skills and our results.

Talent Matters — But Effort Counts Twice

Angela Duckworth offers a simple but powerful framework:

• Skill = Talent × Effort
• Achievement = Skill × Effort

Talent helps you learn faster. Effort helps you learn and turn what you’ve learned into results. In other words, effort develops both skill and achievement. For leaders, this formula reframes the question from “Who’s the most talented?” to “Who will keep showing up, practicing hard things, and getting better? Especially when it’s not easy.”

I’ve never considered myself the smartest person in the room. In fact, when I started ReEmployAbility, I had no idea what I was doing! I think that’s true for most of us who start a business. You never truly realize how much you don’t know until you’re right in the thick of it! But I am a learner. I have a growth mindset, and I’m willing to work hard at the things I especially do not know or understand. I’m awful at math and had to learn how to figure out financial reporting. What was a P&L and what does a Balance Sheet tell me? I had to ask for help, and I was not afraid to admit what I did not know, to seek out mentors, and surround myself with people who are much smarter than me.

That willingness to learn and persist has been the single biggest driver of my success. Not raw talent or intellect, but consistent effort and curiosity. And that’s the real message of grit: the small, deliberate choices you make everyday matter more than any natural ability.

The Real Definition: Passion + Perseverance

In Duckworth’s research, passion isn’t fireworks or intensity. It’s a connection to a meaningful target that keeps you focused over years, not just weeks. Perseverance is the daily discipline for improvement. Every day gets a little better than yesterday. Together, this produces progress that multiplies.

• Passion anchors your “why” when results are slow (and you become impatient!).
• Perseverance is what bridges the gap between what you set out to do and what you achieve (week after week).

My original driving force wasn’t a calling. In all honesty, I saw others starting businesses and thought, “Well, if they can do it, I certainly can.” Although return to work was something that I felt strongly about, and focused on in my early career, I didn’t set out thinking deeply about helping injured workers. And I imagined many injured workers wouldn’t embrace our Transition2Work® program. That it might feel more like a stick than a carrot. But things changed as real stories began to reach me. The positive notes from injured workers, participation rates that started to skyrocket, and genuine gratitude from people whose lives we touched through our Transition2Work program.

The moment my purpose truly crystallized wasn’t from a spreadsheet or even from an injured worker testimonial; it came from within our own walls. One of my employees, a single mom, was struggling to make ends meet. She couldn’t get to work because her car had a bad set of tires. I remember asking myself: How can I help give this young woman a break? How can I lighten the burden of being a single mom trying to balance career and family? In that moment, my purpose was defined. Our work is about building pathways for injured workers, yes, but also for the people who show up every day to make the mission real. That purpose became the fuel that currently sustains my perseverance. Grit isn’t about dramatic passion or extreme pushing. It is about choosing a meaningful direction and committing to steady, sustained progress. When your purpose is clear and you show up day after day, even in the quiet and unglamorous moments, the combination of passion and perseverance begins to compound. This is the point where real momentum and genuine mastery start to appear.

Bringing Grit Into Focus

Grit is not rooted in intensity or dramatic effort. It grows from choosing a meaningful direction and committing to steady, intentional progress. Leadership development unfolds through curiosity, learning, and consistent practice rather than talent alone. When passion aligns with purpose and perseverance shapes daily habits, momentum builds in a way that creates long-lasting growth. Over time, these quiet, repeated choices transform effort into meaningful achievement and set the foundation for how we lead ourselves and others.

As we move forward, the invitation is simple: choose one meaningful step, take it consistently, and trust that each deliberate effort brings you closer to the leader you are becoming.

Music has been a constant thread woven through the fabric of my life. From my earliest memories, it has always been there.  Sometimes in the background, sometimes taking center stage, but always present.

On Sundays after Mass, while the Sunday Gravy was simmering on the stove (if you’re Italian, you know exactly what I mean), my dad would play recordings of the great operas—Tosca, Madame Butterfly, La Traviata. At the time, I didn’t appreciate it. In fact, as a kid, I remember rolling my eyes and wishing for silence or something I thought was “cooler.” But those soaring voices seeped into me anyway, forming a quiet foundation for my love of music.

Then came Broadway. Our home was filled with the sounds of Pippin, Phantom of the Opera, Fiddler on the Roof, and Jesus Christ Superstar—just to name a few.  Those shows taught me that music could tell stories—grand, tragic, joyful, and everything in between.

And then there was rock. Pink Floyd, Chicago, Kansas—my dad’s musical taste was vast and generous. He never limited himself to one genre. He listened with reverence, appreciating every style for its artistry and soul. Through him, I learned to do the same. That openness shaped me—not just as a listener, but as a person.

Recently, as I was writing this article, a colleague posted something that stopped me in my tracks. He wrote: “Feeling the music isn’t just about rhythm or movement. It’s about finding joy in the process, staying present in the moment, and leading with heart rather than just mechanics.” That resonated deeply. It made me think about the legacy I’m leaving—not just through my work, but through music.—with my family, my friends, and those I lead.

It’s no secret to those closest to me that I have a theme song: “Dancing Queen” by ABBA. People will message me out of the blue when they hear it. My kids know the minute it comes on, we erupt in dance and song. It’s pure joy — unfiltered, unapologetic. And I’m proud of that. Proud to leave them with a legacy of joy, of presence, of celebrating life in the moment. It’s the same legacy my father left me: an appreciation for music in all its forms and the way it connects us to something bigger than ourselves.

That truth came alive for me recently during a weekend of concerts. It started with Lainey Wilson—a rising star in country music whose songs are rooted in storytelling and authenticity. My dad never really listened to country, but his love of different genres is in my DNA. Sitting in that crowd, hearing Lainey’s soulful voice, I realized how much I’ve inherited my Dad’s curiosity and appreciation for music in all its forms.

The next night, I went with my husband, brother, and sister-in-law to see Pat Benatar and Bryan Adams. As the music filled the arena, my brother and I had the same thought: Dad would have loved this. Pat Benatar’s voice was fierce and commanding—anthems of strength and independence. I remember feeling empowered and strong listening to her songs. Bryan Adams brought pure nostalgia—those gravelly vocals and heartfelt lyrics that speak of love, longing, and the passage of time. When he sang Summer of ’69, the entire crowd was transported back to their own summers, their own stories.

For me, that song unlocked a vivid memory of a high school graduation event at Adventure Island, where Bryan Adams performed. My brother remembered it too—but through a different lens. Same event, different experiences, yet both of us traveled back in time to the exact place. That’s the power of music.

The four of us shared memories of when we first heard these artists. Music connected us not only to our past but to each other in that moment.

It’s funny how music works on the mind. I can hear a song from fifty years ago and remember every word, every note, every feeling it once evoked. Yet I sometimes can’t remember what I had for breakfast yesterday. That’s the mysterious power of music—it imprints on our souls in ways nothing else can.

So as the year winds down and holiday music fills our office at ReEmployAbility, I’m reminded of what matters most: connection, joy, and the stories we carry in song. May this season bring you the same harmony and heart that music has always brought to me.

December arrives with a flurry of activity from holiday shopping, decorating, travel plans, and endless to-do lists. For me, this year feels especially full. As I’m preparing for my son’s return from college, I want everything to be just right. I’m planning his favorite meals and transforming his room back to what it was before he left (we all know what happens to those rooms when kids go off to school!)

My daughter will also be home, spending more time with us than usual day to day. I’m already planning the puzzle we’ll do together and thinking about the movies we’ll watch. These simple moments are what make the season feel special.

Adding to the joy, my brother and nephews moved to Florida this year, so our home will be even fuller. That means our Italian traditions will feel more meaningful, especially since these young men are already requesting the dishes they remember from holidays past.

Professionally, December is a season of strategy. We’ve already had several days of planning for the year ahead, all while pushing to achieve the goals we set for this year. It’s a balancing act, trying to create space for both family and future vision.

The season can feel overwhelming, even daunting, as we juggle personal commitments and year-end responsibilities. It’s easy to get swept up in the noise. Yet, I’m reminded that the beauty of this time isn’t in perfection; it’s in presence.

Beneath the chaos, December carries quiet wisdom.

As the year comes to a close, I’m also reminded that December signals an ending. An ending to a year filled with successes, challenges, and growth. But endings do not close the door; they open new possibilities. They mark transitions and create space for reflection and renewal. In this final month, I feel compelled to pause, honor the journey, and embrace the grace of closure while looking forward to what’s ahead.

Finding Stillness in the Rush

In the midst of the hustle, I am reminded of the true reason for the season: the birth of Christ. For me, Christmas is not just about traditions or gifts; it’s about the gift of grace and hope that entered the world through the Christ child. That truth brings peace to the chaos and centers my heart on what matters most. From that place of peace, I look for opportunities to give. Supporting organizations that help those most in need and finding ways to brighten the season for my own employees.

This perspective reframes the season for me as a leader, mom, wife, daughter, sister, and friend. Family can bring its own relationship challenges, but it’s a blessing. And I’m reminded that the greatest gifts aren’t material; they’re the relationships we build, the trust we earn, and the mission that drives us forward. I’m proud of what we’ve built together and grateful for every milestone, and I look forward with faith and courage to the opportunities and challenges that await us.

Looking Ahead with Intention

As the calendar turns, I’m not drawn to resolutions but to intention. Resolutions often fade because they rarely form lasting habits. Intention, however, is deliberate.

Intention just so happened to be my word for 2025. As I step into 2026, I’m asking myself: Have I been intentional with my life, my time, my work, my habits, my energy, my words, and my actions?  

The truth is, there are areas where I’ve missed the mark. And although the Italian Catholic in me struggles with guilt, I need to recognize those moments are not about guilt, they are about growth. They frame how I move forward, reminding me that intention requires awareness and adjustment.

New Year is an opportunity to ask deeper questions:

• What impact do I want to make?
• What strengths can I amplify?
• How can I honor the calling placed on my life and work?

For me, this is about aligning purpose with action and living out my faith in the way I lead, serve, and show up for others.

Turning Reflection into Action

This season isn’t just personal; it’s also organizational. At ReEmployAbility, December is a time to listen to our clients, our employees, and the injured workers who participate in our program. The insights from our client and employee engagement surveys, along with the feedback from injured workers, serve as catalysts for the initiatives that will shape the year ahead. These conversations help us see clearly what matters most to those we serve and to those who make our mission possible.

Last week, our leadership team dedicated two full days to reflect on what worked, where we grew, and the challenges that strengthened us over the past year. We celebrated successes, examined obstacles, and charted a course for the future. This included selecting our next “Word of the Year,” a guiding theme that will inspire and align us throughout 2026.

In 2025, our company’s “Word of the Year” was Connect, and it successfully drove improvement in key areas. We saw measurable results in every aspect of human connection within our business – connection with customers, employees, injured workers, and with each other.  It’s proof that intentional focus can and will create meaningful change.

I’m excited to reveal our new word in January!

The Invitation December Offers

So, amid chaos, December whispers an invitation:

• Pause. Step back from the rush.
• Reflect. Honor what has passed.
• Reset. Make space for what’s next.

Because every ending is a beginning in disguise. And the horizon ahead? It’s glowing with possibility.

When a long-term employee leaves suddenly and shares a list of grievances, it can be jarring. It’s easy to feel defensive, misunderstood, or even betrayed. But beneath discomfort lies an opportunity for reflection, growth, and a deeper understanding of the human dynamics that shape our organizations.

Recently, I received such an email. It was candid, emotional, and filled with observations about leadership, culture, and change. I responded with gratitude and respect, acknowledging the courage it takes to speak up, even after a departure rather than during it.  And that timing matters. Feedback shared after departure, while still valuable, limits the opportunity for dialogue, resolution, and mutual understanding.

This experience prompted me to reflect on several truths that often go unspoken:

1. Feedback Is Courageous but Timing Matters

It takes bravery to speak up, especially when the feedback is critical. But the most impactful feedback is shared while the relationship is still intact. When there’s still room to listen, learn, and adjust. When feedback comes after someone has already left, it’s often too late to change the outcome. It closes the door to dialogue, turning potential growth into a missed opportunity.

2. Perception Isn’t the Whole Picture

Employees see the world from their vantage point, and their experiences are valid. However, leadership decisions often involve layers of context that aren’t always visible across the organization.  Budget constraints, legal obligations, strategic pivots, and personnel histories all influence choices. What may appear as favoritism or inconsistency may be a carefully considered, though imperfect, decision made with the best available information to support company goals.

After last year’s engagement survey, one employee chose to identify themselves and share their thoughts directly. That conversation opened the door to a meaningful dialogue. As we talked, there were several light bulb moments, many “I had no idea” realizations. The employee began understanding the rationale behind certain decisions, and how others’ backgrounds and experiences shaped those choices. It was a powerful reminder: that perception is not the whole picture, and that open conversation can turn misunderstanding into insight.

As Daniel Boorstin said, “The greatest enemy of progress is not ignorance, but the illusion of knowledge.”

When employees assume they know the full story without seeking clarity, it can lead to misjudgments and missed opportunities for growth.

3. Favoritism or Strategic Fit? The Unseen Layers of Leadership Decisions

One of the most common critiques is perceived favoritism in promotions or hiring. It’s easy to look at a decision and say, “That person didn’t deserve it,” especially when the full context isn’t visible. But leadership decisions are rarely made in a vacuum. Behind every promotion or leadership appointment is a complex evaluation of education, experience, strategic value, and contributions.

At ReEmployability, we’ve seen time and again how employees grow into new roles by becoming the solution to a business need. Whether it’s resolving a critical operational challenge, cultivating a key client relationship, or quietly demonstrating leadership behind the scenes, these contributions often shape new opportunities. Many of our roles have been created in response to this kind of proactive impact.

Yes, we’ve hired friends and family. Sometimes it works, and sometimes it doesn’t work. But these individuals are often held to higher standards—not just by leadership, but by their families. What employees don’t see are the coaching sessions, performance reviews, and tough conversations that happen behind the scenes. Leadership isn’t about visibility; it’s about impact. Judging personal relationships as favoritism overlooks the accountability and intention behind those decisions.

Why put someone in a position that could ultimately lead to failure? That doesn’t make good business sense. This is essential. Employees must trust that their leaders are making decisions with integrity and intention. If that trust is broken, it’s important to seek clarity, or, if alignment can’t be found, to respectfully opt out. Staying in a culture you don’t believe in only breeds resentment and disengagement.

4. Tenure Doesn’t Always Equal Alignment

There’s a common belief that tenured employees are the “bread and butter” of a company. They carry institutional knowledge, loyalty, and deep relationships. But tenure can also breed resistance to change.

Consider the “Monkeys, Ladder, and Water” parable: five monkeys are placed in a room with a ladder and a banana at the top. When one monkey climbs the ladder, all are sprayed with cold water. Eventually, the monkeys stopped trying. New monkeys are introduced, and even though they’ve never been sprayed, they continue the behavior, beating any monkey who tries to climb the ladder. Why?  Because that’s how it’s always been done.

This is the illusion of knowledge at work. Habits formed not from truth, but from repetition and assumption.

While the story is fictional, its message is powerful: we often resist change not because it’s wrong, but because we’ve been conditioned to fear it. Tenured employees may unknowingly perpetuate outdated norms, discouraging innovation and fresh thinking.

This resistance often shows up when key responsibilities shift from one team to another. These changes are not about redefining someone’s job. They’re about aligning roles with evolving business needs. Strategic realignment ensures that the right people are focused on the right priorities, even if it means letting go of legacy structures. When employees view these shifts as threats rather than opportunities, it can stall progress and create unnecessary tension. At ReEmployAbility, we’ve seen this dynamic play out many times over the past 21 years. As business evolves, roles shift to meet new priorities. These changes aren’t about redefining jobs—they’re about aligning with strategic needs. When viewed as threats, these shifts stall progress. We always consider the “Get it, Want it, Capacity to do it” philosophy to guide decisions. And while it’s never easy to see good people leave, there’s a sense of pride in knowing they’ve gained experience and knowledge in an industry that has served me so well. Many of them remain in our industry, and I’m proud of that. Some grow with us. Others move on. Both paths are valid.

5. Leadership Is Lonely and Often Misunderstood

Leadership decisions are rarely simple. Each one is carefully considered. Not only for its immediate impact, but for how it will shape the organization’s future.

Today, ReEmployAbility is experiencing a record-breaking year, and I believe that’s no accident. Thanks to a strong leadership team whose insight and integrity have driven our growth.

In the early days of the company, I leaned heavily on a small, close-knit group of employees who helped shoulder the weight of our expansion. Their dedication laid the foundation for everything we’ve built. Today, I’m proud to lead alongside a broader team of professionals who collaborate, contribute, and share the responsibility of decision-making. Our choices are no longer made in isolation. They’re shaped by diverse perspectives, mutual accountability, and a shared vision for ReEmployAbility’s future.

I understand that for some of our tenured and former team members, those who were part of that original core, it may feel personal when their voices aren’t the loudest in the room anymore. That shift is real, and I want to acknowledge it with empathy and respect for the contributions they’ve made along the way.  Change can be uncomfortable, and I’m truly sorry for any pain it may cause. But I also trust the growing team of leaders that walk beside me, guiding the business with purpose and integrity.

Leadership means protecting the organization from internal instability, navigating pressures, and making decisions that may not be popular, but are necessary. These complexities are often invisible but they’re essential to long-term success.

6. Culture Is Everyone’s Responsibility

A healthy culture isn’t built by leadership alone. It’s shaped by every conversation, every act of kindness, and every moment of accountability. When employees feel silenced or undervalued, it signals something is broken. But fixing it requires participation, not just critique.

Building a healthy culture requires humility—the willingness to admit we don’t know everything, and the courage to ask questions. Boorstin’s insight reminds us that progress begins when we challenge our assumptions.

At ReEmployAbility, we’ve made a deliberate effort to embed the principles from The Ideal Team Player by Patrick Lencioni into our culture. We believe that the most effective team members embody three essential virtues: humble, hungry, and smart.

• Humble team players focus on the success of the team rather than personal recognition. They share credit, admit mistakes, and value others’ contributions.
• Hungry team players are self-motivated and always looking for ways to grow, contribute more, and take on new challenges.
• Smart team players have strong interpersonal awareness. They understand group dynamics, communicate effectively, and navigate relationships with emotional intelligence.

These traits aren’t just buzzwords, they’re now the foundation of how we hire, develop, and assess our team. We’ve found that when people possess all three virtues, they naturally contribute to a healthier, more collaborative environment. And when someone is missing one, it becomes harder to sustain effective teamwork.

As Patrick Lencioni writes: “Leaders who can identify, hire, and cultivate employees who are humble, hungry, and smart will have a serious advantage over those who cannot.”

Culture thrives when feedback is welcomed, when trust is mutual, and when everyone, leaders and team members alike are committed to growth.

Final Thoughts

I’m grateful for the feedback I receive from employees, even when it comes too late to change the outcome. It reminds me that leadership is a journey of constant learning, and that every voice matters, even the ones that challenge us.

I hope employees everywhere recognize their power. Not just to speak up, but to do so with courage, timing, and a willingness to engage in hard conversations before the goodbye. Trust your company. Ask questions. Share your concerns. And if you find that alignment is no longer possible, opt out with grace and integrity.

Because the health of an organization depends not just on its leaders but on everyone’s  willingness to build something better together.

“The greatest enemy of progress is not ignorance, but the illusion of knowledge.” — Daniel J. Boorstin

When I first envisioned our webinar, The Voice of the Injured Worker: A 360-Degree Look at the Workers’ Compensation Journey, I knew we were entering a space where the conversation too often gets lost in policies, processes, and paperwork. And not enough in people.

We wanted to pull the curtain back. To talk openly about what injured workers actually go through. To acknowledge not only the physical recovery but the emotional, mental, and social hurdles they face. And to have that conversation with people who live this work every day.

The result was a deeply human discussion filled with stories, surprising insights, and practical solutions. And for me, it reaffirmed something I’ve believed since the day I founded ReEmployability; workers’ comp isn’t just about claims, it’s about people.

What Are Injured Workers Really Facing?

We opened with a live poll for attendees—claims professionals, employers, providers, and nonprofit partners—asking: What’s the single biggest challenge injured workers face today? The majority answered, “All of the above,” but the breakdown was telling:

• #1: Lack of clear communication
• #2: Delays in care
• #3: Complexity of the system

This wasn’t a surprise, it was validation. Every day, our team hears the same frustrations from injured workers: I don’t know what’s happening. I don’t know who to call. I feel like I don’t matter.

“People want to be seen. They want to be heard. They want to know they matter.” — Lindsey Bressi, Nonprofit Relationship Manager, ReEmployAbility

Misconceptions Go Both Ways

Josh Schuette, Director of National Work Comp Sales and Account Management at Brooks Rehab, reminded us that mistrust doesn’t just flow one direction.

He shared a story of treating a police officer who, despite his own professional pride, assumed workers’ comp would try to deny his care:

“Even a police officer I treated said, ‘It’s work comp, they don’t want to pay for anything.’ I told him, ‘If you don’t want people to judge your profession based on TV stereotypes, don’t judge ours the same way.’”

It was a powerful reminder that stereotypes and negative assumptions can shape an injured worker’s experience long before the first phone call or medical appointment. It never really occurred to me that these stereotypes go both ways. Breaking them down takes intentional effort from everyone involved.

Trust Begins with Showing Up

Building trust isn’t a box you check, it’s something you earn over time.

Lindsey shared the story of Rick, an injured worker starting a nonprofit light-duty assignment. On day one, he was skeptical, withdrawn, and unsure why he was even there. Instead of trying to convince him right away, she simply told him she’d come back. And she did, this time asking the volunteer coordinator to give her work alongside him.

“I wanted Rick to see I was there for him, not just to talk at him.”

That simple act changed everything. Rick opened up, shared his story, and reconnected with a sense of purpose. A chef by trade, he found meaning in distributing groceries to his community and cooking for his newly found nonprofit teammates. Sharing his love for food in a way that allowed him to contribute without risking his physical recovery.

Communication Is Key and It’s Evolving

If there was one theme that came up again and again, it was this: consistent, honest, and compassionate communication is the foundation of a positive recovery journey.

Josh spoke about “brutal honesty” in setting expectations. Making sure injured workers know exactly what’s ahead, even if the news is tough. Lindsey emphasized the power of listening, following through, and never letting a worker feel forgotten.

At ReEmployAbility, we’ve recently added two-way text messaging to keep injured workers engaged from the start. Early results show a 65% response rate. A strong indicator that workers are not only open to communication but actively seeking it.

Every Journey Is Unique

No two recoveries look the same. Some workers bounce back quickly; others take longer or face unexpected setbacks.

Josh reminded us: “Just because someone had a good day doesn’t mean tomorrow will be the same. We need to meet them where they are, every single day.”

He told the story of another Josh, an injured worker who lost four fingers in a workplace accident. This was a life-altering injury but not the end of his story. Through perseverance and support, he retrained, became a certified occupational therapy assistant, and now helps other injured workers navigate recovery.

And the emotional challenges don’t always appear immediately. Many workers report their deepest sense of isolation around the one-year mark, long after the initial injury. When attention from employers and providers has often faded.

“Don’t forget about your injured worker after year one. That’s when I felt most alone.” — Josh, injured worker turned occupational therapist assistant

Language, Culture, and Connection

Communication is more than words, it’s shared understanding.

We’re proud that 90% of our Community Care Team speaks Spanish, and we partner with nonprofits that can accommodate Haitian Creole and other languages. Without this cultural and linguistic connection, vital pieces of the recovery experience can be lost.

“It’s like watching a movie in a different language with no subtitles. You miss the jokes, the empathy, the connection.” — Josh Shuette

Final Thoughts: We’re Not Dealing with Widgets

Josh summed it up perfectly: “We’re not dealing with widgets. We deal with people. For better or worse, you get good, you get bad but it’s truly living life.”

That’s what makes this work so meaningful. It’s not just a job, it’s a calling.

At ReEmployAbility, we’re committed to being the company that cares—not only about claims outcomes, but about the human outcomes. We want every injured worker to feel seen, heard, and supported through every stage of their journey.

“Because in the end, recovery is not just about physical healing, it’s about restoring dignity, connection, and hope.” — Debra Livingston

Recently, my daughter experienced one of those life seasons that stretches you emotionally, mentally, and sometimes even physically. Watching her navigate those big changes reminded me of something we often forget as parents and as leaders: we tend to share the highlight reels of our journeys — the milestones, the titles, the accomplishments. But we rarely talk about the messy middle.

The truth is that my path wasn’t linear. It wasn’t always clear. And it certainly wasn’t easy.

Today, I’m the CEO and Founder of ReEmployAbility, Inc., an organization that’s redefining return-to-work in the workers’ compensation space. But if you looked only at my title, you might assume this was the product of a master plan. It was anything but.

I began my career in retail. I worked hard, learned a lot, and gained valuable experience. But deep down, I knew it wasn’t where I was supposed to stay. There was a quiet voice inside me that kept whispering, there’s something more out there. I didn’t know what “more” looked like, but I knew I had to chase it.

That chase led me to a job at Aetna, a CVS Health Company (formerly Aetna Life & Casualty) as a claims adjuster. A role I didn’t even fully understand at the time. The insurance industry was foreign to me. My dad thought I was making the biggest mistake of my life. I knew it was a step back on paper, but instinctively, I knew it could be a step forward in the bigger picture.

Then came the opportunity that changed everything: a job in California. It was a major leap. One that pulled me away from my home in Florida, from my family, from my comfort zone. This move was about something deeper, a deeper stretching.

I’ll never forget my first night in California. It was raining. I was alone, driving in an unfamiliar city, navigating with a paper map (these were pre-GPS days). The weight of it all hit me: I had left everything familiar behind. And I broke down.

I remember sitting in the car, exhausted and overwhelmed, wondering if I had made a huge mistake. I wanted to turn around, go back to the airport, and undo it all. But I didn’t. I stayed. And that made all the difference.

Instead of running, I leaned into the discomfort. I adapted. I learned. I grew. That decision, that pivot, opened the door to a field I never imagined I’d thrive in. Insurance wasn’t the plan, but it turned out to be the perfect fit. Life had more surprises in store. I met my now-husband. I learned to ski, something I still love. I took risks, made mistakes, picked myself up again, and little by little, my path started to take shape.

Two decades later, I lead a company that’s doing meaningful work in return-to-work solutions. But I didn’t get here by knowing exactly where I was going. I got here because I said yes. To change. To growth. To the unknown.

That’s what I want my daughter, and others navigating their own messy middles, to understand: it’s not about having it all figured out. It’s about showing up, even when you’re unsure. It’s about saying yes, even when you’re scared. It’s about embracing the pivots and the detours, because that’s where real growth happens. That’s where purpose starts to take root.

If you’re in the middle of your own messy season, keep going. The next chapter might be waiting on the other side of a decision that feels uncertain today.

One of my favorite quotes and one I share often is from #JackCanfield: “Jump and grow your wings on the way down.”

That quote has always resonated with me. It’s about trusting yourself enough to take the leap of faith, even before you feel ready. Because growth doesn’t happen in comfort zones. It happens in motion. In essence, that quote reminds us:

• To take the leap of faith, even when the landing isn’t clear.
• To see challenges not as roadblocks but as growth opportunities.
• To believe in your own ability to adapt, to learn, and to rise.

The life you’re meant to lead isn’t waiting at the end of a perfect plan. It’s unfolding right now, in the messy middle.

So, jump! You’ll build your wings on the way down.

I cherish intentional time with my family. Whether it’s a quiet weekend at home or a thoughtfully planned getaway, time together grounds me. It fills my cup and reminds me of what truly matters.

This year, I had the blessing of celebrating my wedding anniversary and Mother’s Day on the same weekend. I planned a relaxing beach weekend, especially after coming out of a very busy but productive season in my business. I had been looking forward to this getaway for months. It felt like the perfect way to recharge: sun, sea, and soul-deep connection.

But as the weekend drew closer, I began to feel unsettled. I couldn’t quite put my finger on it. Everything was in place. The weather looked great. My family was excited. So why the heaviness in my chest?

It wasn’t until I stepped onto the sand, feeling the breeze against my skin and hearing the steady rhythm of the waves, that I realized what was happening.

All the emotions I had tucked away after Hurricane Helene came flooding back like a rogue wave. That storm didn’t just destroy our home—it swept away years of family memories, stability, and a sense of safety. In its place came grief, uncertainty, and a lingering fear I hadn’t fully acknowledged until that moment. I believed those feelings were behind me. But there, at the edge of the ocean, the past met me again with full force.

Why am I sharing this?

Because that moment—raw, unexpected, and deeply human reminded me of something powerful: triggers don’t follow our calendars. They don’t politely wait for a convenient time. They rise when they’re ready. Sometimes in the middle of a business meeting. Sometimes while chatting with a new colleague. And sometimes, even in the middle of a joyful celebration.

As leaders, teammates, parents, and friends, we all carry something beneath the surface. Just like the ocean, we each have currents—some calm, others turbulent—that shape how we show up in the world.

Leadership, to me, means making space for that.

It means offering grace when someone seems distracted or short. It means practicing compassion when emotions catch us off guard. It means choosing empathy over judgment. And it means honoring our own stories while holding space for the stories of others.

But leadership also means showing up, even when it’s hard. It means modeling emotional resilience—not by pretending everything is fine, but by facing what’s real and choosing how we respond. It means taking care of ourselves so we can lead others more effectively.

And when we, as leaders, are willing to be vulnerable and acknowledge what’s hard, we give others permission to do the same. That’s how trust is built, not through perfection, but through presence.

That’s why I still chose to go to the beach.

On our way home, we took a detour and stopped to see our old house. The needle hasn’t moved; it’s still in limbo and that’s heart-wrenching. The rest of the drive was heavy-hearted, and I had to pull myself together because my kids were coming over. No parent wants their children to see them red-faced and emotionally unraveling.

It’s the same in the workplace. My office is about 100 feet from one of our main conference rooms. That’s how much time I sometimes have, to collect myself and choose how I want to lead.

Even though it stirred up difficult memories, I needed that time. I needed to reconnect with my husband, with the water, and yes, with myself.

Healing often begins in the places that first held our hurt.

The ocean continues to teach me that we can’t always control what comes our way. Water, like our feelings, can make its way into any space, at any time and without permission. No matter how “airtight” we think we are. But we can learn to respect it. We can learn to ride the waves instead of resisting them. And with support, love, and a bit of self-leadership, we can return to calm again.

So, if something unexpected surfaces at work, at home, or within—pause. Breathe. Reflect. Then move forward with compassion, for yourself and for those around you. There’s always more beneath the surface. And when we lead with that understanding, we lead with grace.