Qiana Williams, PCC, SPHR

“Give yourself permission to feel less important — so you can focus on what’s actually important.” - Xavier Cugnon MS, SHRM-SCP, PHR, Board Chair for SHRM-Atlanta This reflection, shared by Xavier Cugnon following our SHRM Atlanta gathering, is exactly the kind of leadership reception I’m committed to deepening in 2026. When leaders pause, receive, and self-calibrate before reacting, the human element returns to work. Communication shifts. Trust becomes possible again. This is the work I want to keep bringing into rooms — and I’m grateful for leaders like Xavier who are willing to meet it. If this resonates, I’d love to hear what “pausing before reacting” looks like in your leadership this year. #LeadershipPresence #HumanCenteredLeadership #PsychologicalSafety #EmotionalIntelligence #FutureOfWork #LeadershipDevelopment

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SHRM-Atlanta Workshop on Conducting Effective Investigations: I had such an incredible time at SHRM-Atlanta last month teaching how to conduct effective HR investigations of discrimination, harassment, and retaliation complaints. These investigations are a crucial responsibility for HR professionals, requiring substantive knowledge of the issues and impartiality to ensure fair outcomes. I was grateful for the opportunity to share best practices and practical approaches with such a dedicated group. SHRM-Atlanta

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Paid Parental Leave — and the Messages We Send   In 2015, when I served as Commissioner of HR for the City of Atlanta, we became the first municipal government in the metro Atlanta area to offer paid parental leave. At the time, it was part of a national effort to “Lead on Leave” — encouraging public and private sector employers to adopt policies that genuinely supported families. The first person to use the benefit was an attorney caring for his recovering spouse after the birth of their child. The policy was intended to be used. That’s why we created it. It was Progressive - Supportive - and Family-Focused. This weekend, as multiple reports surfaced about the surprise decision to part ways with the GM of the Minnesota Vikings, Kwesi Adofo-Mensah, I was struck by multiple articles revisiting his decision to take two weeks of paid paternity leave in 2023. The articles didn’t explicitly state that his use of leave contributed to his departure — and yet, nearly three years later, they we’re opining on how that decision ran counter to the narrative of leadership within the sport. In contrast, I watched the introductory press conference of the newly hired Head Coach of the Buffalo Bills, Joe Brady, where he spoke candidly about the toll his career had taken on his family — including missing the birth of one of his children due to a game. Same industry. Both leaders operating in high-pressure environments. Very different reactions. In one case, a senior leader used the paid leave provided — and it was framed as radical, even potentially disqualifying. In the other, a senior leader was praised for the sacrifices he made by not being there. So, what’s the lesson? Use the leave — and your commitment is questioned. Visibility becomes synonymous with availability. What message are you sending when employees are penalized for using the leave you promote? Paid parental leave with unspoken consequences isn’t a benefit — it’s a contradiction. When caregiving partners return to find themselves sidelined, passed over, or quietly labeled as “less committed,” the message is clear: Take the leave — but not really. And employees are paying attention. Especially working parents. Especially partners who step up as caregivers. Especially those trying to model equity at home — only to be punished for it at work. So, which should employees follow — what you say in your policies, or what you reward in practice? Because culture isn’t built on benefits statements. It’s built on how leaders respond when people actually use them. 💭 If your organization offers paid parental leave, are all caregivers truly safe using it — without career penalty? — Yvonne Cowser Yancy CEO, YSquare Advisors Transforming business strategy through people. Trusted advisor to leaders driving impact and trust.

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Meet Marilyn Rosa-Green, M.Ed., MSHR, LPC, NCC, an executive leadership coach and psychotherapist with deep expertise in guiding leaders in the manufacturing industry. In this conversation, Marilyn explores leadership challenges in manufacturing. She stresses the need for careful talent selection and a supportive environment to combat burnout, identifying behavioral changes and emotional responses as key warning signs. Marilyn also delves into resilience, viewing it as a mix of innate traits and learned behaviors. Marilyn emphasizes that resilience can be cultivated through mindful leadership and stress management practices. She offers practical coping strategies, like mindfulness and avoiding perfectionism, encouraging small, manageable steps to enhance well-being and performance in high-pressure settings. Link to watch/listen in the first comment below. #podcast #collab #collaboration #business #LeadAtTheTopOfYourGame #Leadership #manufacturing #wellbeing #mentalhealth

Lewis Adams’s advocacy for the founding of the Tuskegee Normal School was rooted in a commitment to self-determination, opportunity, and empowerment for Black citizens after Emancipation—securing not just education, but the resources and institutional support necessary to thrive. That foundational spirit is carried forward today in Tuskegee University’s advocacy for its faculty and staff, which focuses on ensuring fair compensation, professional development, inclusive governance, and a supportive work environment. Through offices such as Human Resources, Faculty and Staff Senate, and the Office of the Provost, the university works to address concerns, promote equity, and foster a climate where educators and staff can excel. The trajectory of this advocacy shows clear forward progress: evolving from informal support to structured policies, data-informed compensation strategies, enhanced benefits, and stronger shared governance. Moving forward, these offices aim to be the most effective and productive part of the institution by further integrating faculty and staff voice into decision-making, advancing diversity and retention initiatives, and aligning resources with Tuskegee’s mission—ensuring that the institution not only honors Lewis Adams’s vision, but sustains it through those who teach, research, and serve within its community. #TuskegeeUniversity #HumanResources #HREducation #Leadership #HigherEducation #TheRenaissanceEra #HonoringOurPast #InvestingInOurFuture #TheTuskegeeWay

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🌿“And I will restore to you the years that the locust hath eaten.” Joel 2:25 This initiative isn’t just professional, it is personal. I am part of this community of executive Black women who have felt the impact of widespread corporate restructuring, where HR, DEI, and leadership roles once held by us were diminished or dissolved under the guise of “strategic change.” The truth is, too many talented, brilliant, credentialed Black women have been displaced, and the silence around it has been deafening. That is why I am pleased to stand with The Black Women Executive Human Resource LeadHERship Collective Society as we launch Career Transition Services for Executive Women. This program serves as a bridge, providing executive women in transition with the space, strategy, and sisterhood they need to rise again with clarity, confidence, and community. We are calling on experienced executives, certified coaches, and senior HR/talent leaders to serve as Volunteer Executive Career Transition Coaches, to help women rebuild their professional presence, reignite their purpose, and reclaim their leadership voice. If you’re ready to be part of this movement of restoration and resilience, visit https://lnkd.in/gMDzV3pA . Together, we rise again. ✊🏽💼 #BlackWomenInLeadership #ExecutiveWomen #CareerTransition #DEI #TheCollective #Leadership #WomenSupportingWomen #MentorshipMatters #ExecutiveCoaching #WeRiseTogether

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Spending time one-on-one with an executive leader at SHRM reinforced how impactful accessible leadership can be. When leaders are willing to listen, share insight, and engage directly, it strengthens relationships and drives meaningful progress.

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🚀 Looking forward to facilitating this important conversation on Neurodiversity in the Workplace! Join me as I moderate a powerful panel of experts as we explore neurodiversity as a workforce investment strategy—one that drives innovation, strengthens talent pipelines, and creates lasting impact beyond traditional inclusion efforts. 👉Company Owners / HR leaders: If you’re ready to rethink how talent shows up in your organization and turn inclusion into a competitive advantage, this session is for you. #Neurodiversity #FutureOfWork #HRLeadership #InclusiveWorkplaces #TalentStrategy #SHRM #WorkforceInnovation #AABR #HR

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I recently had the opportunity to join the OrgDesign Podcast live from the Organization Design Forum - Org Design Festival to what turned out to be the final recording of the event and one of my favorite professional conversations. If you know me, you know I love a good Podcast. And better yet, would welcome the opportunity to host my very own. Stay tuned on that. No matter what profession you are in or what industry you might find yourself working within, this 15-minute listen is worth your time. In our conversation, we took the time to go deep on key topics: ✅ My non-linear journey into organizational design. ✅ What it takes to lead change at scale ✅ Importance of employee listening - it shouldn't be optional, AND it's a strategic enabler. ✅ How rethinking structure can help any organization, big or small, achieve success. Organizational design is far more than just boxes and lines on a chart; it's about enabling leaders, engagement and collaboration. When design lags, transformation and engagement can stall. When design leads, it can accelerate almost anything. 🎧 If you are navigating simple or complex, scale or transformation, and wondering how to make org design a piece of your puzzle, take a listen. This episode is for you. 🎧 #orgdesign #orgdesignforum #HRleadership

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𝗜𝘀 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝘁𝘆𝗹𝗲 𝗱𝗲𝘀𝘁𝗿𝗼𝘆𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁 𝗮𝗻𝗱 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗰𝘂𝗹𝘁𝘂𝗿𝗲? I joined Njsane Courtney, MBA, SHRM-SCP, FCIPD on My Friend in HR's 𝗧𝗵𝗲 𝗠𝗶𝗰 𝗗𝗿𝗼𝗽 𝗣𝗼𝗱𝗰𝗮𝘀𝘁 to hit some hard points on HR, Business, and Leadership. If you are a business leader, HR professional, or high-performer looking to advance your career, you need to hear this discussion. Here are some of the game-changing highlights you won't want to miss: 𝗧𝗵𝗲 𝗦𝗶𝗻𝗴𝗹𝗲 𝗠𝗼𝘀𝘁 𝗗𝗮𝗺𝗮𝗴𝗶𝗻𝗴 𝗠𝗶𝘀𝘁𝗮𝗸𝗲: We reveal the biggest failure point of bad leadership: destroying a high performer's trust and belief in the organization, which spreads like a cancer. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗛𝗥 𝘃𝘀. 𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗛𝗥: Chris, who built his career in operations and sales before HR, explains why HR leaders must drop the word "no" and start thinking like a CEO to truly drive business results. 𝗧𝗵𝗲 '𝗕𝗿𝗶𝗹𝗹𝗶𝗮𝗻𝘁 𝗝𝗲𝗿𝗸' 𝗣𝗿𝗼𝗯𝗹𝗲𝗺: Why do toxic, high-performing employees keep getting promoted? We discuss the long-term cost of short-term wins and the truth behind the No Asshole Rule. 𝗧𝗵𝗲 𝗨𝗹𝘁𝗶𝗺𝗮𝘁𝗲 𝗛𝗥 𝗦𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿: Chris's mic-drop moment on the single most crucial skill you need to be successful in modern Human Resources: influence. Stop passively managing and start leading for growth. Watch the full episode here: https://lnkd.in/gNPrMfem #Leadership #HRStrategy #Culture #TalentManagement #CareerAdvice #BusinessLeadership #MyFriendinHR #Podcast #Management #HighPerformers

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The Total Rewards Institute for SHRM-Atlanta started out as some of us teaching, but, in reality, we were ALL learning. Liz Neville and Bryan Briscoe did a great job kicking us off, beginning with defining a set of comp “buzz words.” It set the tone for the gathering: cutting through the jargon to share information and engage in the conversation of what rewards mean and why we pay what we pay. After the event, Liz and I reflected on why this is so vital: in the era of transparency, where employees have become their own “comp analysts,” #TotalRewards professionals have to SHARE their expertise as well as develop it. Compensation and benefits programs only work if they can be easily understood and trusted. The “why” of Total Rewards is more important than ever, and Total Rewards professionals have to help their HRBP and Talent Acquisition colleagues become the ambassadors for their comp and ben programs. Personally, the best moment for me was during our “Wicked Problem of Fair Pay” section. Sean Luitjens and I were prompted by attendees’ questions to have a practical discussion about the tension between all of the things we talk about being part of why we pay what we pay. We strive for pay to be compliant, fair, competitive, performance-based, but we know we only have so much budget. So what do you do? How do you balance it all? The truth is, you don’t always do it all at once. You only have so much budget. So how do you prioritize? We collectively discussed how to bring leadership along to both elevate the discussion and force the hard decisions. Bring the costs to them and ask the provocative questions: “This is what it will cost to pay equitably, this is what it will cost to pay competitively, this is how we are rewarding performance - what is most important at this moment for our business? When will we revisit these priorities to adjust as our business needs change?” While I was asked to speak as someone who’s done this for a while, I continue to learn the lesson of just how hard this can be. It was a privilege to listen and learn from the thoughtfulness of the folks in the room as they bravely face the challenges in front of them. This was only the beginning: watch out for more of these in the future! Syndio #paytransparency #fairpay

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You can’t out-train a misaligned leadership team. No matter how strong your DEI strategy is, it will always hit a ceiling if the C-suite and board haven’t done their own learning. We break down why leadership alignment is essential — and what it means for HR and DEI leaders carrying the work. 👉 Read the blog https://zurl.co/ImsMI #HRLeadership #DEIStrategy #ExecutiveLeadership #CultureWork

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Inclusion isn’t just a “nice to have” — it’s a strategic growth lever. Organizations that embed inclusion into the fabric of their culture and leadership don’t just create better workplaces — they deliver measurably stronger business results. 📈 More innovation. 🤝 Stronger customer outcomes. 💰 Higher revenue and market performance. Why? Because inclusive organizations unlock the full potential of their people, harnessing diverse perspectives to solve complex problems, fuel resilience, and drive sustainable growth. I’m glad to see SHRM bringing this conversation to center stage at #SHRMBlueprint. Sessions like this move inclusion from theory to real business strategy — exactly where it belongs. 👏 #Inclusion #FutureOfWork #Leadership #BusinessStrategy #SHRM

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In the SHRM "State of the Workplace" report, I read that the even through the remarkable challenges shaping 2026, "Success hinges on understanding workplace dynamics, fostering adaptability, and prioritizing employee well-being." The report "shows employee experience is now the #1 priority workers expect HR to fix, as stress, burnout, and trust issues continue to rise." The companies who focus on the well-being of their team will see these challenges through and be all the better for it. Read the full SHRM article here: https://lnkd.in/gtErrft9

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Last night I hosted the first BCC'd HR webinar, “What Thriving Actually Looks Like for Black Professionals and Who Gets to Define It,” and I’m walking away incredibly grateful. Thank you to everyone who registered and showed up with openness, honesty, and curiosity. The conversation was thoughtful, layered, and real. A few themes that stood out: • Thriving is sustainability, not constant proving. • Boundaries are leadership, not aggression. • Alignment matters just as much as advancement. • You get to define success before someone else defines it for you. Spaces like this remind me why BCC'd HR exists. There is power in naming what many of us have been carrying quietly and replacing pressure with clarity. More webinars and in-person gatherings are coming soon.

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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

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Here's an article from SHRM about mentorship. "Economic instability introduces stressors that deeply impact employee well-being and organizational cohesion. In an April SHRM survey, nearly half (49%) of U.S. workers said the current state of the economy has negatively impacted their mental health, putting both personal well-being and employee retention at risk. Transparency and corporate initiatives supporting mental health can alleviate some distress, but fostering leadership development through mentorship programs is a powerful, proactive strategy that provides enduring benefits." Does your organization have mentorship programs? Tell us below 👇 https://lnkd.in/gEHDXu5V

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McLean & Company's 2025 HR Benchmarking Report uncovers strategic gaps in HR, with talent management ranking high in importance but low in satisfaction across 50 organizations. "Strategic alignment starts with understanding... Organizations should use benchmarking data as a guideline and feel empowered to set attainable, data-driven goals that help them stay focused on improvement." – Amanda Chaitnarine, CHRL, Practice Lead, HR Research & Advisory Services at McLean & Company Read the full news: https://lnkd.in/d6Tcb5Va #McLeanCompany #HRBenchmarking #HROA #HRMG #TalentManagement #StrategicHR #HRTech #OrganizationalAlignment #HRGovernance #TechIntelPro

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🚀𝗗𝗿𝗶𝘃𝗶𝗻𝗴 𝗛𝗥 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝟮𝟬𝟮𝟱: 𝗞𝗲𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗿𝗼𝗺 𝗖𝗛𝗥𝗢𝘀 🚀 A recent SHRM report highlights the top priorities for CHROs in 2025, focusing on driving organizational success through talent management and transformation: • 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 & 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Over 50% of CHROs are prioritizing leadership and manager development, reflecting a shift toward fostering sustainable business practices. • 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 & 𝗖𝗵𝗮𝗻𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Enhancing employee experiences and optimizing talent strategies are critical areas of focus for CHROs as they guide their organizations through change. • 𝗘𝗰𝗼𝗻𝗼𝗺𝗶𝗰 & 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗣𝗿𝗲𝘀𝘀𝘂𝗿𝗲𝘀: Wage inflation and rising operational costs remain top concerns for CHROs as they navigate economic challenges. • 𝗔𝗜 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗮 𝗛𝘂𝗺𝗮𝗻 𝗧𝗼𝘂𝗰𝗵: While AI adoption is increasing, CHROs emphasize the importance of balancing technological advancements with employee well-being and mental health. At Project Eduverse, we are committed to supporting these priorities with our AI-powered experiential learning solutions, enabling leadership and talent development in a rapidly changing workplace. 🔗 Read the full report here: https://shrm.co/6jp3e7 #HR #LeadershipDevelopment #AIinHR #EmployeeExperience #CHRO #SHRM #FutureOfWork #TalentManagement #airoleplays #ProjectEduverse

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