The Development Strategy Gen Z Actually Wants

According to recent research, Gen Z has a concern about AI that might surprise you: cognitive decline. They fear that relying on AI could erode their intelligence, creativity and social connection. When I shared this finding with the HR and L&D leaders at our webinar last month, it was clear that attendees found this just as surprising as I did. 

Image by Aathif Aarifeen from Pixabay

Now, this doesn’t mean that Gen Z is anti-AI: Six in ten Gen Z’ers and millennials believe that career advancement requires AI skills. But they also understand that it’s not the be-all, end-all. Over eight in ten believe “soft” skills are required for their success. In other words, they want to develop their AI capabilities and protect their human ones. We also see this tension play out in our work with companies: Leaders want to equip their teams with AI skills, but they're also grappling with how to preserve the human capabilities that make great leadership possible.

As a company with a 17-year track record of helping leaders at top organizations build the confidence, capabilities and credibility to succeed, we believe this is one of today’s most significant trends in developing the employees who will become your bench of future leaders. Here’s how we’re guiding our clients in balancing AI and human capabilities in their L&D programs.

Humans Make Decisions; AI Helps

Strategic thinking is one of the most important leadership capabilities. But it’s also a common shortfall in development programs. A DDI survey found that just under two-thirds of leaders had received no training in setting strategy and managing change. It’s understandable these leaders would turn to AI for help, but how they do so can make all the difference. 

As we coach our clients on strategic decision-making, we talk about how this is an area that can’t be outsourced to AI. But AI can help with the process by asking clarifying questions, speeding up research and revealing blind spots. We recommend development programs that teach your Gen Z employees the fundamentals of strategic thinking, such as seeing the big picture and focusing on the right work, paired with technical training on how to engineer prompts that maximize AI’s potential as a thinking partner.

Get Deliberate About Building Human Skills

More than eight out of 10 managers say Gen Z employees need more help with skills like critical thinking, creativity, emotional intelligence, interpersonal connection and resilience than they’re currently getting. These are the kind of richly human capabilities that can’t be mastered just by watching a YouTube video or asking AI for advice. Instead, we learn these human skills by, well, being around other humans, and Gen Z’ers are at a disadvantage compared with earlier generations. Coming of age during the pandemic robbed them of social interactions, and the rise of remote work means they don’t have as many opportunities to learn “by osmosis” from colleagues as you and I did. 

Gen Z employees seem well aware they need to make up some ground in their human capabilities. They feel isolated by technology and want more in-person time, including in-person development opportunities. If AI training dominates your L&D budget right now, you can still give Gen Z’ers the face-to-face learning they crave through cohort learning, mentoring and manager coaching.

A Generation Ready to Lead — With the Right Support

While there’s an urgent need for training that gives Gen Z the technical and human skills they need to become tomorrow’s leaders, we’re so optimistic about this generation’s potential to reshape the workforce and the world. They have a healthy approach to AI—one that involves neither running from it nor blindly embracing it. And they are eager for chances to learn the human elements of leadership. When we provide development opportunities that align with their needs, we unleash the full potential of Gen Z’s strengths: collaboration, flexibility, pragmatism and authenticity.

Empowering this new generation of leaders must be one of your top priorities. The recent Brandon Hall Group HCM Excellence Conference drove home just how quickly things are changing—and how some organizations are far more ready for these changes than others.

How is your organization keeping pace? At Newberry Solutions, we have a suite of products and services to help cultivate future-ready leaders. We know that technology and person-to-person learning should work hand in hand to provide the development employees want while also driving business results. Contact us to learn more.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

Leadership Skills for the AI Era

As the new year begins, we’re all hearing a lot about transformation sweeping the world of leadership development. It’s hard to keep track! For a quick overview of the latest research, check out my recent article. And if you're looking for something solid to hold onto amid all this change, here's what I keep coming back to: The timeless fundamentals of leadership still hold true. In fact, I believe that they’re the key factor that determines whether a company will evolve for the AI era or get left in the dust.

So what are these essential skills and capabilities? And how can you identify the specific areas where individual employees need more development? These questions drove the development of our New Lens® learning platform. The answers we discovered are important for every HR and L&D professional to know.

Photo by RDNE Stock project

Why Fundamentals Matter Now

After 25 years of coaching executives and designing leadership solutions for Fortune 500 companies, I've watched what holds up when everything else is shifting: the human skills that allow leaders to navigate complexity, inspire teams, and make sound decisions under pressure. These fundamentals matter even more when we're all tired, when change feels relentless, and when it's hard to remember why we got into this work in the first place. Research shows that technology is advancing faster than job roles and skills can keep up, creating what Bersin calls an “AI productivity and skills gap.” The teams and organizations that close this gap are those where managers facilitate experimentation, orchestrate collaboration between humans and AI, and help people redesign work itself.

These capabilities show up across every coaching engagement, custom solution, and development program we design. These aren’t trendy skills that will be obsolete next year. They’re the essential building blocks—proven to get results across industries and economic conditions. And as AI reshapes the workplace, they become even more critical.

Think of it this way: AI is rapidly changing what work gets done and how it gets done. But leadership—the ability to guide people through uncertainty, build trust, and align efforts toward meaningful goals—is more human than ever.

Essential Skills for Leading Through AI Transformation

Here are the fundamental leadership capabilities that organizations need right now. Each reflects what we’re seeing and learning as we work alongside leaders navigating AI transformation—through coaching, scalable development programs, and custom solutions designed for specific organizational challenges. The Josh Bersin Company calls leaders who master these capabilities “supermanagers”—those who blend human-centered leadership with AI adoption to drive transformation. That's exactly what we're seeing work in practice.

Seeing the Big Picture

How it supports AI transformation: As AI automates tactical work, leaders must elevate their thinking. They need to understand how AI fits into the broader organizational strategy—where it creates value, where it introduces risk, and how to position their teams for the changes ahead. Strategic thinkers can distinguish between AI hype and genuine opportunity, making smarter investment decisions.

Signs of skill gaps: Leaders who focus more on short-term deliverables and less on long-term needs. They react to AI with hesitation or resistance, rather than thoughtful evaluation. Their teams lack clarity about how their work connects to the big picture and priorities.

Focusing on the Right Work 

How it supports AI transformation: One of the first things I do with coaching clients is helping them understand their “Big 3”—the top three things they can uniquely do that have the greatest impact on the business. We build this framework into all our work—coaching engagements, custom leadership development solutions, and scalable programs like New Lens. This understanding helps leaders determine what they can delegate to AI and what tasks need to remain high-touch.

Signs of skill gaps: Leaders who constantly seem to be “putting out fires.” They believe that if they want something done right, they have to do it themselves. They struggle to articulate what work truly requires their unique skills versus what could be handled by others—or by AI.

Communicating with Influence and Impact

How it supports AI transformation: Change requires communication—and AI transformation involves relentless change. Leaders must articulate the “why” behind AI initiatives in ways that resonate emotionally, not just logically. They need to translate technical possibilities into compelling visions that motivate their teams to adapt and learn.

Signs of skill gaps: Teams that seem confused about priorities or resistant to change. Messages that land differently than intended. Leaders who over-rely on email rather than direct two-way conversations. A lack of trust or psychological safety within the team. When I see these patterns, the root cause is almost never that the leader doesn't care—it's that they haven't been taught how to communicate change in a way that lands

Building Visibility and Credibility

How it supports AI transformation: In a world where AI can generate content, analysis, and even code, leaders need to be known for their judgment, their relationships, and their ability to see connections others miss. Building visibility ensures decision-makers recognize the unique value you and your team bring.

Signs of skill gaps: Leaders whose contributions go unrecognized despite strong results. Teams that get passed over for high-profile projects. Difficulty gaining support for new initiatives. An assumption that “good work speaks for itself” without any intentional effort to share wins.

Navigating Organizational Dynamics

How it supports AI transformation: During AI implementation, there will be territorial concerns, budget battles, and competing priorities. Leaders who can skillfully navigate these dynamics—building coalitions, managing stakeholders, and finding win-win solutions—will drive successful adoption while others get mired in resistance.

Signs of skill gaps: Leaders who are blindsided by organizational decisions. Initiatives that stall despite clear business value. A tendency to avoid conflict or dismiss organizational politics as “games.” Difficulty influencing peers or getting buy-in from other departments.

Building a Powerful Network 

How it supports AI transformation: Nobody navigates transformation alone. Leaders with strong networks have access to diverse perspectives, early information about changes, and support when initiatives hit obstacles. As AI reshapes roles and reporting structures, relationships become even more valuable—they’re the connective tissue that makes organizations function.

Signs of skill gaps: Leaders who only network when they need something. Limited relationships outside their immediate team, department, or function. A network of people who look exactly like they do. Difficulty getting meetings with key stakeholders or being left out of important conversations.

Building Leadership Courage and Resilience 

How it supports AI transformation: Transformation is exhausting—and it’s fueling manager burnout. Leaders need the resilience to sustain their energy through waves of change and the courage to make tough calls, advocate for their teams, and speak up when AI initiatives are heading in the wrong direction.

Signs of skill gaps: Leaders showing signs of burnout—cynicism, disengagement, declining performance. Avoiding difficult decisions or conversations. An inability to bounce back from setbacks. Teams that mirror their leader’s stress and anxiety.

Developing a High-Performing Team

How it supports AI transformation: AI amplifies team capability—but only if the team is already functioning well. Leaders who can build trust, foster psychological safety, and create clarity around roles and expectations will see AI multiply their team’s impact. Those with dysfunctional teams will find that AI only magnifies existing problems.

Signs of a skill gap: High turnover and difficulty retaining top talent. Team members working in silos rather than collaborating. Meetings that feel like status updates rather than true collaboration. A lack of constructive conflict—either too much discord or artificial harmony.

Leading with Emotional Intelligence

How it supports AI transformation: As AI handles more analytical tasks, emotional intelligence becomes the defining human capability. Leaders need to read the room, sense when team members are struggling with change, and respond with empathy while still driving results.

Signs of skill gaps: Leaders who are surprised by team reactions to change. Difficulty managing their own stress in ways that don’t affect the team. Feedback that is either too harsh or avoided entirely.

Reimagine L&D in 2026

The way we think about learning and development is shifting—fast. On Thursday, January 29, I’ll be hosting a live session: “What’s Next for L&D: The Biggest Shifts Shaping 2026.”

I want to share what I'm learning and synthesizing from working with organizations in real-time: what's actually shifting, what's working, and how we're all adapting together. We’ll talk about:

• The biggest drivers of high performance in the current environment

• How AI is (really) reshaping learning strategy

• What all of this means for managers and leaders

• Scalable coaching models that actually work

I'd love to explore these questions together. Join us if you're trying to figure out what's next.

📅 Thursday, January 29, 2026

🕒 12:00 PM CT

🔗 Reserve your spot here: https://luma.com/qkos4s7j

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

What AI Can—and Can’t—Do in Leadership Development

If you’re planning your 2026 leadership development strategy right now, you’re hearing a lot about AI. In fact, it might feel overwhelming. How do you know where to invest—especially when budgets are tight?

Let’s simplify things: AI has real value in leadership development. But it’s not a magic solution. When we implement our New Lens® platform with clients or provide other services (like coaching), we get a firsthand look at what’s actually working—and what’s not—across a variety of industries. So, as you finalize your 2026 L&D plans, let me share some insights on AI in leadership development that I hope will save you time, money and stress as you equip your people to lead through these change-filled times.

Photo by Matheus Bertelli

Where AI Delivers Value

AI excels at tasks that are data-intensive, repetitive and scale-dependent. In leadership development, that means:

• Content delivery and logistics. AI can schedule learning modules, send reminders, track completion rates and adapt content sequences based on learner progress. It handles the administrative scaffolding that used to eat up program coordinators’ time.

• Initial knowledge transfer. For foundational concepts—emotional intelligence, delegation, meeting facilitation—AI can deliver consistent, accessible content to hundreds or thousands of learners simultaneously.

• Data analysis and reporting. AI can quickly identify patterns across cohorts, flag engagement issues and surface which modules resonate most with different learner groups. This helps you refine programs faster than manual analysis ever could.

The Critical Leadership Skills AI Can't Teach

But here’s where I’m worried many organizations will make expensive mistakes in their 2026 planning. On its own, AI cannot develop the most critical leadership capacities your organization needs.

One big shortcoming of AI is that contextual judgment requires lived experience. AI struggles with ambiguity. It can process enormous amounts of data, but it interprets that data rigidly. Leadership decisions, on the other hand, depend heavily on context: organizational culture, team dynamics, individual circumstances and ethical considerations that aren’t easily codified into algorithms.

When your leaders need to decide how hard to push the team, whether to escalate an issue or not, whether to follow established processes or make an exception—that requires the kind of contextual wisdom that comes from actual human experience, not data analysis.

Making Smart Investment Decisions for 2026

What does this mean for your 2026 planning? Here’s how to think about it:

• Your 2026 leadership strategy should not start with decisions about technology. Instead, first determine the leadership capabilities your organization actually needs (for most companies, those capabilities include strategic thinking, emotional intelligence, change leadership and team building). Then determine which tools best support that development—whether they use AI or not.

• Complement that learning with human connection and real practice opportunities. For example, an AI platform might deliver foundational content on how to delegate. But then leaders join peer cohorts where they discuss the real delegation challenges they’re facing, practice difficult conversations and hold each other accountable for applying what they’re learning. The AI handles the “what”; humans handle the “how” and the “why.”

• Plan for continuous learning, not one-time training events. The business landscape keeps changing. Leaders need ongoing development, not annual workshops. AI can support continuous micro-learning that leaders can access when they need it.

This is exactly the approach we’ve taken with New Lens. Our platform uses technology to deliver customized development plans and make learning accessible anytime, anywhere—but the real transformation happens through peer cohorts, practical application and connection with others facing similar challenges.

Looking Ahead

AI will continue advancing. But the fundamentals of leadership development won’t change: Your people will still develop leadership capacity through challenge, reflection, practice, feedback and connection with others who are also growing.

Your 2026 strategy should use AI where it genuinely adds value—efficiency, scale, accessibility, data analysis. But don’t forget the human elements: meaningful practice, honest feedback, peer learning and the kind of authentic connection that builds trust.

If you would like to talk in more depth about determining the capabilities your leaders need most or how your leadership development programs should take shape in 2026, just drop us a note. We have the deep experience to identify your organization’s challenges, plus a full toolbox of solutions—New Lens, executive coaching and more.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

Emotional Intelligence Is More Essential Than Ever in Today's Workplace

Everywhere I turn, leaders are talking about how AI and rapid transformation are reshaping their organizations. The speed of change is staggering. Yet through all this disruption, one truth is clearer than ever: Emotional intelligence isn’t becoming less relevant—it’s becoming indispensable.

Photo by Christina Morillo

In my work with Fortune 500 leaders and through our New Lens® platform, I’ve seen firsthand how our content and design dramatically increase self-awareness and help leaders understand the impact of their actions on others. The platform offers strategies to navigate change and build resilience so leaders can consistently show up in an optimal way—exactly what's needed in today’s challenging environment.

Why Emotional Intelligence Matters More in 2025

Thirty years ago, Daniel Goleman introduced the framework of emotional intelligence (self-awareness, self-regulation, motivation, empathy and social skills). Those principles remain the foundation. What's changed is the context in which leaders must apply them.

Hybrid work makes reading body language a matter of interpreting someone’s engagement through a screen. Decision-making happens at unprecedented speed, with incomplete information. Teams are coping with relentless change, fatigue and uncertainty. Leaders can’t rely on old playbooks; they need the capacity to stay grounded themselves while supporting others through ambiguity.

The leaders who thrive today aren't the ones with all the answers. They’re the ones who use emotional intelligence to spark collaboration, integrate diverse perspectives and create psychological safety when everything else feels unstable.

The Hidden Cost of Leading Through Change

But here’s the challenge: Even the most capable leaders are stretched thin. Change fatigue wears down energy levels and erodes emotional intelligence. When you’re exhausted, you’re more likely to miss cues, snap in conversations or slip into command-and-control behaviors that undermine trust.

This is why being intentional about developing emotional intelligence matters. It’s the anchor that helps leaders show up with steadiness when the ground beneath them keeps shifting.

Help Your Team Build Emotional Intelligence

Building emotional intelligence across your organization doesn't require extensive resources or time away from critical work. You can create meaningful development through strategic approaches that fit into existing workflows:

• Implement regular team check-ins that focus on workload and well-being.

• Provide managers with tools for giving growth-focused feedback in real time.

• Create structured reflection opportunities that help leaders understand their impact on team performance.

• Invest in scalable solutions that make emotional intelligence development accessible to all levels.

Moving Forward with Confidence

If you're feeling stretched thin, you're not alone. But by investing in your emotional intelligence, even in small ways, you’ll navigate today's changes with more confidence and build the foundation for whatever comes next.

Ready to explore how New Lens® can help develop leaders at your organization? Learn more about our platform or contact us to start a conversation about your leadership development needs.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

How to Develop Leaders for the AI Age

Recently, MIT Sloan Management Review published one of the most important articles I’ve read on AI and leadership. In “Why AI Demands a New Breed of Leaders,” authors Faisal Hoque, Thomas H. Davenport and Erik Nelson propose that while most organizations think of AI implementation as a technical challenge, they also need leaders who can manage the “profound cultural and organizational changes” that AI brings.

Photo by Tara Winstead

They make a compelling case—one that should spark conversations for executives, HR and L&D professionals, and all of us who develop leaders. As creator of a learning platform and a longtime coach for Fortune 50 companies, I’ve identified some key priorities for organizations to keep in mind as they cultivate leaders who can bridge technical expertise and change management.

Raise Your ‘Unicorns’ In-House

The MIT article envisions a role that might be called the “chief innovation and transformation officer.” A “CITO” would combine technical knowledge with strategic vision and deep understanding of organizational psychology and culture.

That’s a rare combination of skills. But before you craft a job posting seeking a “unicorn,” I recommend a different strategy: Develop these capacities in-house. Start by identifying potential leaders who excel at big-picture thinking. Who is able to “connect the dots” between technology initiatives and broader organizational goals? They could become your most valuable asset in these times of transformational change, so it pays to invest in their learning and growth.

Break Down Silos

The most challenging part of AI transformation isn’t usually the technology itself. It’s creating an adaptable, resilient culture where innovation can flourish. More than nine out of 10 large-company data leaders feel this way, according to the MIT article.

AI is a big, complex challenge. No single leader, or single department, is going to have all the answers. In these situations, I’ve seen the power of bringing together cross-functional leadership teams who represent a variety of perspectives.

Consider building this approach into your leadership development programs. Cohorts of emerging leaders from different departments could come together both for learning and to talk about your organization’s AI goals. This kind of collaboration increases understanding and buy-in, and it helps head off resistance to change.

Big Results from Micro-learning

As we all know by now, the AI landscape changes fast. That means development for AI leaders has to be ongoing. Traditional once-a-year training programs won't cut it.

Amid rapid disruption and transformation, our clients are embracing “growth in the flow of work”: integrating learning directly into daily work processes rather than separate training events. They like the fact that their leaders can access relevant guidance anytime through micro-learning — “bite-size” lessons two to seven minutes long.

There’s a growing body of evidence about how this approach drives business results. Research from Josh Bersin, for example, shows that organizations that embed learning into everyday work are 37% more likely to be first to market with innovative products and services.

Lift Up Different Voices

I was fascinated to read in the MIT article that Zillow and Air Canada experienced significant failures in their AI implementations because leaders didn't think through strategic and organizational consequences.

This is another reason why it’s so important to break down silos, especially through leadership development programs. I believe it’s also a powerful motivation to make leadership training available to more employees. All too often, organizations that reserve leadership development for high potentials end up focusing on employees who fit the mold of their current leaders. That creates an echo chamber. Expanding access to leadership development brings more voices to the table—voices that can raise valuable concerns that others may overlook.

The Future of AI Leadership

Reimagining leadership for the age of AI doesn’t mean we’re throwing out the fundamentals: strategic thinking, relationship building, ongoing growth, weighing different viewpoints. It just means we’re using them in new contexts. Success moving forward won’t solely be a matter of which organization has the most advanced AI tools. It will also hinge on leaders who create cultures where tech capability and human wisdom work hand in hand.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

A Leader’s Guide to Navigating Constant Change

In my coaching conversations, I keep hearing one thing: “I just need a break from all this change.” And with good reason. AI is reshaping how we work. Teams are leaner than ever. The pace feels relentless. And, as a leader, you're expected to not only keep up with everything yourself but also help everyone else navigate it all.

Image by Gerd Altmann from Pixabay

If you’re feeling drained right now, you're not alone. From the countless transitions throughout my own career—from major pivots within companies to starting my own business right before a recession—I’ve learned something important: You can't lead others through uncertainty if you’re running on empty. So let's talk about two things that matter right now—taking care of yourself and supporting your team through these unprecedented times.

First: Secure Your Own Oxygen Mask

Before you think about anyone else, take some time to honestly assess how you’re showing up. Are you scheduling meetings back-to-back with no time for reflection? Are you so buried in the urgent that you can’t focus on what's truly strategic? Are you making decisions from a place of fatigue and frustration?

I know that some of you feel it’s selfish to focus on yourself when your team needs you, but it’s actually one of the most valuable things you can do for them. Think about it: If you push yourself to the point of burnout, how does that help others?

Start with three simple questions:

1. Am I creating space in my schedule for strategic thinking, not just reacting?

2. Do I have structure that allows me to actually connect with my team?

3. What’s one small thing I can do to boost my energy today?

That last one matters more than you might think. Maybe it’s pausing to take four deep breaths between meetings. Maybe it’s eating lunch away from your desk for 15 minutes. Or taking a quick walk, even if it’s just around your building. (I know that outdoor walks don’t feel very appealing during this hot summer!) These small steps are not luxuries—they're necessities for sustainable leadership.

Next: Help Your Team Navigate the Storm

Leaders are always in the “invisible spotlight” Your people are watching you. They’re feeling the uncertainty, too. And they need to know you see them, understand them and empathize with them.

Burnout is rampant today, so you need to understand where your team members are on the burnout scale. Do they have the bandwidth to develop new skills right now? Or are they just trying to keep their heads above water? Understanding their reality will help you figure out what kind of support they actually need.

Remember, you don’t have to be the solution for everything. If someone needs to develop the leadership capabilities that are so critical right now—like emotional intelligence or change management—you have options beyond pouring your time into their development. You might connect them with a coach, find relevant training opportunities or pair them with a mentor within your organization. The key is recognizing that you aren’t on your own as you support your team and build their capabilities.

Sometimes the most helpful thing you can do is simply acknowledge how hard things are right now and then help people focus on what matters most. When everything feels urgent, help them identify their “Big 3”—the areas where they can make the biggest impact using their unique skills and talents.

Moving Forward Together

Navigating transformation isn’t a solo sport. Whether you’re dealing with AI integration, organizational changes or just the general uncertainty that seems to define our work lives these days, remember that taking care of yourself isn’t selfish—it’s actually a gift to your team.

I also want you to remember just how capable you are. Trust your ability to lead under any circumstances, one decision at a time. You’ve led through change before, even if things didn’t feel this intense. What best practices did you use then that could be useful now?

For additional support, don’t hesitate to reach out. All of our products and services at Newberry Solutions are tailored to our clients’ needs, especially during times of uncertainty and transition. 

That’s particularly true when it comes to New Lens®, our leadership development platform that helps professionals learn no matter how busy they are and helps leaders develop their teams even when their own schedules are packed. Whether through executive coaching, New Lens or other support, we’d love to explore how we can help you navigate this challenging time while building the leadership capabilities your organization needs.

We’re all learning as we go. The key is learning together.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

Celebrating 17 Years of Resilience and Innovation

This month marks an incredible milestone: Newberry Solutions has been in business for 17 years! As I reflect on this journey, I’m struck by how much has changed—and how much our core mission has remained constant.

Photo by fauxels

When I launched Newberry Solutions in 2008, just three months before the economic downturn, I simply knew I was passionate about developing high-performing leaders and wanted to create something that could have real impact. Looking back, starting a business right before a recession might seem like terrible timing, but it taught me something invaluable: the power of resilience.

Building Through Challenge

That early lesson in resilience has served us well. Over the past 17 years, we’ve navigated economic uncertainty, a global pandemic and my own battle with cancer. Each challenge forced us to innovate and adapt to our clients’ changing needs.

The creation of our New Lens® platform is a perfect example of this evolution. When I founded Newberry Solutions, I never imagined we’d become a technology company. But as we worked with our clients, we kept hearing the same challenges: Traditional approaches weren't meeting the moment. Organizations needed a way to develop more leaders, not just a select few high performers. They needed solutions that fit into the reality of hybrid work, remote teams and overstretched managers. They needed practical tools that could drive sustainable high performance across their entire organization.

So we built New Lens—a mobile platform that combines the power of coaching with micro-learning, peer connection and real-world application. That's what true innovation looks like: not chasing the latest trend, but solving real problems for real people.

Leadership for the AI-Powered Future

Now, as we look ahead, our mission is more critical than ever. AI transformation is coming at us fast, and it’s putting leaders in completely new territory. While technology will handle many routine tasks, it’s actually heightening the need for uniquely human leadership capabilities.

Leaders will need stronger emotional intelligence to navigate the human side of rapid technological change. They’ll need to be master change agents, helping their teams adapt to evolving workflows and new ways of working. Most importantly, they'll need to focus on the highest-impact work that only humans can do—strategic thinking, relationship building and creative problem-solving. The organizations that invest in developing these human capabilities now will be the ones that succeed when artificial intelligence reshapes entire industries.

Looking Ahead

Throughout this 17-year journey, I've held onto a simple philosophy: Small steps lead to big results. Progress comes from taking one meaningful action at a time.

As I think about the next steps for Newberry Solutions, I'm energized by the possibilities. The challenges our clients face are more complex than ever, but the opportunities to make a real difference are unparalleled. We'll continue innovating, listening and adapting to serve leaders who are navigating uncharted territory.

What won’t change is our commitment to practical, relevant solutions that drive real results. Whether through executive coaching, the New Lens platform or new innovations we haven't imagined yet, we’ll keep focusing on what matters most: helping leaders turn potential into performance.

To everyone who has been part of this 17-year journey—our clients, partners, team members, and supporters—thank you. You’ve made this work possible, and you continue to inspire us to think bigger about what leadership development can accomplish.

Here’s to the next chapter, whatever challenges and opportunities it may bring!

Ready to explore how New Lens® can help develop leaders at your organization? Learn more about our platform or contact us to start a conversation about your leadership development needs.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.