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This is the January 2026 edition of The Evolution Brief , a monthly HR newsletter sharing practical insight on people foundations and growth. You can read the full PDF below.

I meet so many brilliant founders who can build a brand from scratch, but feel stuck when it comes to difficult conversations. This has come up repeatedly over the past year. More than one founder has said some version of, “I don’t do difficult conversations. I’d rather someone handle them for me.” I get it. They’re uncomfortable. They take energy. And early on, it can feel easier to hand them off. But as you scale, you simply can’t outsource every difficult conversation. The

I’ve been sharing this quote repeatedly with coaching clients lately because it’s resonating across so many different journeys: “I don’t wait until I’m confident to show up. I show up until I’m confident.” I’m seeing this truth play out in so many forms right now: Starting a new role while navigating imposter syndrome Building a business before it feels fully “ready” Stepping into leadership for the first time while doubting your worth Making bold decisions without having eve

Across the brands I’m supporting right now, the themes are remarkably consistent. Growth happened faster than infrastructure. Decision rights and ownership are unclear at the top. Culture relies on “vibes” instead of systems. Ambition outpaced readiness. None of this is unusual. It is what happens when a business succeeds faster than its internal foundations can keep up. What matters is how founders respond. Here is what I am seeing work. Fractional HR Leadership Strategic HR

I love the moment when everything starts to click and the clouds begin to part. When a client says, “This is a huge weight off my chest,” it is rarely about one task being completed. It is about clarity. I see it with professionals navigating career changes, executives facing complex situations, and founders rethinking strategy. When your story, goals, and direction finally align, everything else starts to flow. Momentum comes from clarity.

“We won’t even think about HR until we hit 50 employees.” I hear this from founders all the time. But if you wait until that so-called magic number to think about HR, you are already behind. To be clear, you do not need a full-time HR hire early on. What you do need is intentional energy focused on your people, structure, and culture. When no one owns that work, growth exposes every crack. By employee 51, founders often find themselves cleaning up avoidable messes instead of

When I first stepped into HR leadership, I relied heavily on my coaches and mentors. They helped me navigate tough calls, build confidence, and find clarity when everything felt new and high stakes. Having someone to talk through decisions with made a meaningful difference in how I showed up as a leader. That experience is why I am so passionate about mentoring emerging HR professionals today. HR can be an isolating role. Many professionals are carrying significant responsibi

Lately, I have been hearing the same themes from founders and executives. Growth has slowed. Costs are rising. Tariff complications are creating uncertainty. Tough calls are being made about where to stay lean. The most agile businesses understand that staying lean is about much more than headcount. It is about getting creative with cost savings. It is about finding clarity in how the business actually runs. It is about building the right structure so decisions feel grounde