​➡️ This CPO used to hide their real self at work. Then everything changed

Michele shared how tragedy transformed her career perspective - going from “boss ladying it” (her words) as an SVP juggling acquisitions and parenthood, to finding deeper purpose after losing her 9-month old daughter Cora.

The insight she had wasn’t about changing careers. It was about leading from where you are, with who you truly are.

Her executive coach asked: “Instead of lamenting that Cora’s no longer here, why don’t you spend the rest of your life trying to be as much like her as you possibly can?”

That hit hard. Too often we: - Compartmentalize our “work self” vs “real self” - Wait for the “right moment” to be authentic - Think impact requires a complete career pivot

Michele’s story shows how integrating your full self into your current role can be more powerful than starting over.

Question for leaders: Where are you creating artificial walls between your “work self” and “real self”?

What would a normal human do? How she makes decisions

Stop overcomplicating HR decisions

Michele feels like we spend too much time making simple decisions seem complex.

Example: "Should we reduce someone's pay while they're on parental leave?"

If you asked a random person on the street, they'd look at you like you're crazy. Of course not. Why punish someone financially for having a kid?

Yet many companies build elaborate policies, crunch endless data, and create complex frameworks... just to arrive at what basic human decency would tell you.

Yes, data matters. Yes, rigorous analysis has its place.

But sometimes the "sophisticated" approach is actually just noise masking a simple truth: Do what a kind, reasonable person would do.

Save your analytical firepower for the truly unknown challenges. Not everything needs a 72-slide deck showing the "happiness lunch score."

What HR decisions are you overcomplicating?

Don’t build a people team with people who don’t like people

“Work is more than work. It’s where people form connections they’ll have for the rest of their lives.”

She shared a story that stuck with us - during a goodbye celebration for two 10+ year employees, their entire global team was in tears. People who had never met them were moved by their impact.

Think about it:

• We spend more time with coworkers than family
• They see us at our highest and lowest
• They understand our daily challenges in ways others can’t
• These relationships shape who we become

The hot take? Your people team’s real job isn’t processes or programs.

It’s creating the conditions where meaningful connections flourish. Where people feel truly seen and valued.

Revenue and impact don’t appear from thin air. They come from humans working together, supporting each other, growing together.

Michele put it perfectly: “No company ever delivered revenue with no person.”

If it’s difficult, say it simply. Say it clearly. Say it like a human

"I love my work and my team so much that sometimes I'm really mad at it" -

This is what REAL leadership looks like to Michele. Not the polished LinkedIn version.

The best leaders don't distance themselves when things get tough. They lean in harder.

• When layoffs hit? Be present
• When expectations shift? Show up
• When delivering bad news? Do it in person

Michele shared how Strava navigated major changes - new CEO, scaling up, scaling down. The key wasn't trying to soften the blow or distract from hard truths.

It was simple: Say the hard thing clearly. Then be there for the aftermath.

No sugar coating. No corporate spin. Just humanity + clarity.

Because building something meaningful isn't always fun. Sometimes you'll be frustrated, angry, disappointed. That's not failure - it's commitment.

Advice for someone starting in HR today

"Keep it simple. If you're drawn to the people space, chances are you have strong intuition and a good read on others — trust that as a form of knowledge. Balance it with what you don’t know, but don’t discount your instincts. You’re probably spot on about how something’s playing out and what the right move is. Give that inner voice equal weight alongside all the other inputs you’re getting."

One thing they'd steal from another company

"I mean, we’re not at the scale to do something like this yet, but back when I was at Charles Schwab, they had this amazing program called WINGS. It was designed for new college grads — and it was really well done. Participants got to rotate through different parts of the business, spend meaningful time learning from people, and were paired with structured mentoring. After two years, they’d come out of it with a solid understanding of the business and a strong foundation for their careers. I’ve always dreamed of creating something like that. We’re not quite there yet, but it’s definitely on my wish list."

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See you next week!

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