“I engaged Mack to support me in leading a ground-up transformation of our business and leadership, having seen what she helped achieve at a business we acquired. She helped us in a number of ways - delivering training (Ways of Being), coaching a number of senior leaders including myself, and supporting in transforming our ways of working within teams including our executive team. Through that work we created a real step-change in the way we led the company, operating with greater empathy, transparency, courage and purpose. The impact has been felt long into the future by helping leaders and contributors through our company to navigate lots of uncertainty and change whilst staying highly resilient. It's also been felt by our customers, many of whom have experienced a shift in the strategic nature of our partnership that comes from the way we are working with them and the skills our people have built. I wouldn't hesitate to get Mack's help in another organization in the future, or recommend her to someone else - as long as you're ready for her :)”
Mack Fogelson
Fort Collins, Colorado, United States
2K followers
500+ connections
About
I am a powerful, courageous, wholehearted change-maker experienced in large-scale…
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Organizations often want change — but only in one direction. They’ll focus on SYSTEMS: new org structures, new processes, new incentives. Or they’ll…
Organizations often want change — but only in one direction. They’ll focus on SYSTEMS: new org structures, new processes, new incentives. Or they’ll…
Shared by Mack Fogelson
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Perfectionism sneaks in quietly. It tells me: if I just work on this a little more, I can get it exactly right. I know that voice — it's in me, and…
Perfectionism sneaks in quietly. It tells me: if I just work on this a little more, I can get it exactly right. I know that voice — it's in me, and…
Shared by Mack Fogelson
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“Workaholism is a stress cycle — we stay busy so we don’t have to feel.” After watching back my conversation with Dr. Sera Sheppard on The Vitalist…
“Workaholism is a stress cycle — we stay busy so we don’t have to feel.” After watching back my conversation with Dr. Sera Sheppard on The Vitalist…
Shared by Mack Fogelson
Experience
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Genuinely - Org Design + Human-Centric Change at Scale
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Education
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Licenses & Certifications
Publications
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The one question your employees most want you to ask
Diginomica
See publicationIn the final part of this series from Salesforce, Karen Mangia and Mack Fogelson look at the future of work from the perspective of culture and choice - and the ultimate questions that lead to innovation.
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Create inclusive cultures with relational leadership
Diginomica
See publicationIn the second part of this series from Salesforce, Karen Mangia and Mack Fogelson explore what it means to be an effective relational leader and create an inclusive culture.
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Innovate into a new idea of work with the 4Ws framework
Diginomica
See publicationThe future of work has to be flexible to succeed. In the first of this three-parter for Salesforce, Karen Mangia and Mack Fogelson outline the 4Ws - the four ways individuals and organizations can make the move toward innovation, autonomy and choice to free up flexibility.
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Work: the reckoning and the unravel [1/3]
The Auxiliary
Instead of asking: “How are we going to ‘return to work’?” We need to be asking: “How do we create the conditions to do our best work, regardless of where we work — at home, in the office, or a hybrid of both?”
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Navigating Uncertainty
Medium
See publicationAs humans and companies, we will continue to be faced with the complex and uncertain environments we call work. Together, the principles and practices of ways of being and ways of doing guide the ways of working for a healthy, thriving, self-optimizing, self-managing company where it feels good to come to work.
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What All Great Teams Practice
The Ready
See publicationA detailed account of how to begin shifting ways of working in your organization.
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Economic Purpose Study with The Economist Group
The Economist Group
What does it mean for a business to operate with purpose? Is the answer a set of well-defined brand values; a corporate responsibility initiative, a clear vision for future growth? Or is it something more fundamental than that; such as, the very reason a business exists?
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How to Build High Performing, Self-Managed Teams
Medium
See publicationWith purpose and high functioning teams, companies can build adaptive, agile, responsive organizations that can handle the world they’re faced with.
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Why (and How) We Traded Performance Reviews for a Peer Feedback System
Medium
See publicationA guide to trading a traditional performance review system for a self-managed peer feedback system.
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Laura E. Knights, LCSW
I really enjoyed this podcast interview with Porschia Parker-Griffin, MS, PCC on the Career 101 podcast. We discussed how to build informal power, create visibility, and influence outcomes—even when you don’t have authority. Key takeaways we discuss: 🔺3 types of power you can leverage 🔺How to increase your influence through relationships 🔺Why personal brand and strategic self-advocacy matter 🔺How to manage up and align with your leader’s goals Listen to the episode here: https://lnkd.in/eTtdpj3U #FlyHighFriday #Career101Podcast
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Deborah Riegel
We've been conditioned to believe that "good" women make themselves smaller: speak softer, apologize more, defer quicker. But being a leader isn't about shrinking to fit other people's comfort zones. It's about expanding to fill the role that your vision, expertise, and impact deserve. And yet, we still catch ourselves minimizing our contributions in meetings, hedging our statements with "I think maybe..." and literally making ourselves smaller by slouching. We've been taught to be grateful for crumbs when we should be setting the table. That's space abdication. Women: your discomfort with taking up space is someone else's comfort with you staying small. Every time you shrink, you're not just limiting yourself; you're modeling limitation for every woman watching. And trust me, they're watching. (And if you're reading this, you're watching me so I'd BETTER take up space.) Taking up space isn't about becoming aggressive or adopting masculine behaviors (though there's nothing wrong with those either, if they're authentically you). It's about showing up as the full version of yourself, with all your ideas, insights, and yes, your strong opinions intact. Here's your roadmap to claiming your rightful space: 1. Speak first in meetings. Not after you've heard everyone else's thoughts and carefully calibrated your response. Lead with your perspective, then listen and adapt. 2. Stop hedging your expertise. Replace "I'm not an expert, but..." with "In my experience..." You didn't accidentally end up in a leadership role. 3. Take up physical space. Sit forward, not back. Gesture naturally. Use your full vocal range. (I've been accused of not having an "inside voice". Oh well!) Your body language should match the size of your ideas. 4. Own your wins publicly. When someone asks how the project went, don't say "the team was amazing." Say "I'm proud of how I led the team to deliver X results." 5. Interrupt the interrupters. "Let me finish that thought" is a complete sentence. So is "I wasn't done speaking." Your leadership isn't a consolation prize or a diversity initiative. It's a business imperative. The world needs what you bring, but only if you're willing to bring all of it. #womenleaders #communication #executivepresence
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