When the news is bad and I feel small, I feel myself tipping into despair:  the problem is too big and that the people with the power can't or won't do what matters.

But the truth is that no small goodness is insignificant.  And despair robs the world of the incremental grace that I can offer.

I'd rather write about the helpers.  I'm reminded of a quote from my favorite neighbor-and-sage, Mr. Rogers:

If you look for the helpers, you will know there is hope.

If you are in a leadership position, refuse to tolerate bad behavior.

Yes, their numbers might be through the roof, they might be a savant in Excel or dazzle shareholders, but bad behavior takes a toll, it communicates to the entire organization that your values/handbook don't apply equally to everyone.

Perhaps the person needs to go - or they need to receive some remedial training in how to play better with others.

As I have been meeting with organizations of all sizes throughout the country this year, it's absolutely clear that people are in crisis. And when surveying the teams that I'm working with, I'm seeing some concerning trends.

At Handle w/ Care, we want to share some leading-edge data with you, as well as some actionable tips to help your people, clients, and culture emerge from 2025 more unified and engaged than ever.
 

So, don't be surprised when grief sideswipes you - we live in a world that carries miracles and terror...and that grief, that ache, is a testament to love and to hope.  

You miss them because you loved.  You ache because you hope for a day when things are put to right.

Some very brief tips when their loss triggers yours...

Empathy shouldn't be the only "leg" that governmental or company policies stand on, but it certainly deserves a seat at the table.

Not a bug - but something that can bring out our best.

At it's heart - empathy demands that we value people enough to sit with the gravity/impact of their stories/perspectives - to be affected.

Violence is awful, reforms are necessary when systems repeatedly fail people.

And there is definitely room for reform + increased empathy within these systems.

The reality is, in the working world, you are (probably) going to have to continue to be in contact with people who vote differently than you do. 

And, I get it, you might be so emotionally flooded right now that curiosity and relationship seem out of reach.  However, I encourage you not to burn bridges.  The way that people change their minds is through relationships with real people who think differently than they do. 

Every time we talk about AI, we are necessarily talking about human-centric skills.  As we ponder what tasks/capabilities that we can/should offload to artificial intelligence we are, by necessity, talking about what we should not offload - what are the tasks, the interactions, the capabilities that we want delivered to us from other humans?

"I love DC but I hate it here right now" a friend confided. Perhaps you feel it too - a certain exhaustion + dread six weeks out from the election.

These are the moments you train for - you can't, ultimately, prevent the chaos. But you can hope/train/equip your employees to respond with care when it matters most.
Disruptive life events are opportunities to create unforgettable moments of connection and care.  

As it all reaches a boiling point, take a moment to pause – who are the people or groups that you feel like it is OK to “other” – who are the people that you harbor a quiet (or not so quiet) schadenfreude towards?
This question (and its answer) has roots in the moral universe.  So, as you ponder it, the answer will probably bring you back to your foundational moral beliefs. 

Any other working moms out there? Continually aware of all the ways you are falling short, trying to survive, work, and parent in the midst of a global pandemic? Then you will delight in this NY Times article too! 12 Moms, celebrating their secret strengths...the little successes that we all too often overlook in the press to do and be more.