Insights & Articles
Writing for leaders who care about people and performance.
This is where ideas at Praxa Strategies are given room to breathe. Here, we explore what it means to build workplaces that are honest, humane, and capable of holding both ambition and care.
You’ll find essays, reflections, and practical tools for leaders at the intersection of culture, power, ethics, belonging, emotional intelligence, and the everyday realities of work. These are ideas meant to be used, not admired: clear-eyed, evidence-informed, and grounded in how work actually feels.
This writing is for leaders who want more clarity and less theater. For people who care about how work shapes human lives, not just what it produces.
Explore the ideas that shape culture, leadership, and the future of work.
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We write about the quiet forces that shape how people feel at work. Culture is built in the small moments: who is welcomed, who is dismissed, who is allowed to take up space. These pieces name the truths organizations often avoid and imagine what becomes possible when belonging is treated as a practice, not a promise.
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Leadership is a choice we make again and again. It asks for courage, honesty, and a willingness to examine our own power. These essays explore what it means to lead with a steady heart, a clear voice, and a commitment to the people who trust us to do better.
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Systems are not neutral. They reveal what an organization truly believes about people. These pieces examine the structures that shape daily work: the clarity we offer, the burdens we hide, the fairness we choose or avoid. When we design with intention, systems become acts of care rather than barriers to it.
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Learning is how we grow into ourselves. It is messy, vulnerable, and full of possibility. Here we explore the practices that help people stretch, ask harder questions, and build the skills that make work more humane and more powerful. Growth is not a performance. It is a relationship with who we are becoming.
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Workplaces break. People hurt one another. Trust frays. These pieces explore the hard, necessary work of repair, the kind that requires truth telling, humility, and a willingness to begin again. Accountability, practiced with care, becomes a doorway back to integrity.
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The future arrives whether we are ready or not. AI and technology promise transformation, yet the evidence is clear that human-centered design remains the strongest advantage. These essays explore how we navigate a changing world without losing sight of the people at the center of it.
Mistakes as Fuel for Growth and Credibility: The RISE Model
Mistakes are not failures. They are signals.
And when handled with clarity and care, they can deepen trust, strengthen credibility, and reveal the systems that need to evolve. The RISE Model offers a simple, evidence-informed way for leaders and teams to navigate mistakes with steadiness, transparency, and maturity.
Data Storytelling as a Moral Practice
We are drowning in data and hungry for truth. Analytics can illuminate or distort, depending on the courage of the person interpreting it. Data storytelling is ethical work. It reveals our blind spots, our inequities, and the stories we would rather not face. The organizations that thrive will be the ones that center data ethics, responsible AI, and human-centered analytics as core leadership practices.
Beyond Apology: The Work of Radical Repair
Workplaces break, relationships fray, and harm happens even in cultures that mean well. Radical repair asks leaders to stop managing around the wound and face it with honesty and care. Repair is not punishment. It is the disciplined practice of truth telling, accountability, and returning to integrity together.
The Power of Radical Clarity: Honest Feedback as a Catalyst for Growth
Most workplaces avoid honesty in the name of politeness, but real growth asks for discomfort, clarity, and courage. We say we want to get better, yet we hide from the truth that would make us stronger. Radical clarity is not cruelty. It is care with direction, honesty offered with respect, and the belief that people deserve the truth so they can grow.
AI Is Managing People. HR Must Protect Them.
AI now manages tasks once overseen by humans, reshaping performance systems, workflows, and power inside organizations. This article examines the rise of algorithmic management, global regulatory pressures, and how HR leaders can safeguard workers by establishing clear oversight, transparency, and ethical governance.
Hybrid Work: The Gap Between Promise and Reality
Hybrid work was supposed to free us. Instead, it exposed structural gaps, inequities, and policy mismatches across global organizations. This article examines why hybrid models are collapsing in 2025, how return-to-office politics and proximity bias undermine trust, and what HR leaders must redesign to make flexibility work.
Organizational Fatigue and the Art of the Midyear Culture Reset
By July, most organizations begin to lose focus. Fatigue sets in, priorities drift, and cultures start to wobble. A midyear reset is not a morale exercise. It is a strategic intervention that helps leaders restore clarity, rebuild trust, and realign the system for the second half of the year.
Safety Is Not Soft
Across global workplaces, people hesitate before telling the truth. This hesitation is not personal. It is structural. Psychological safety is not comfort. It is the infrastructure that allows organizations to surface risk, challenge assumptions, and act intelligently in complex environments.
Mandatory Training That Does Not Suck: A Survival Guide for Leaders
Mandatory training is not a punishment. It is a design choice. When it respects attention, experience, and the realities of work, it becomes a powerful tool for capability and culture. This guide shows leaders how to transform compliance modules into learning that works instead of missing the mark.
Architecture of Growth: Learning is Power
Growth is not an event but a practice. Adults grow when the environment invites it. Adaptive cultures win because they turn learning into momentum and discomfort into capacity. This article introduces the PFS Growth Architecture framework for designing workplaces where growth is structural, not accidental.
The Machines Are Not the Adults. We Are.
AI is accelerating faster than our ethics, and organizations can no longer afford to treat responsibility as an afterthought. This article explores how leaders can pair technological ambition with moral clarity and why the future of work demands mature, human-centered decision making.
Leading in the Fog
Leadership in 2025 does not reward certainty. It rewards humanity, clarity, and the courage to stay grounded when everything around you is shifting. This article explores how volatility enters workplace culture, what leaders can do to steady their teams, and why human-centered leadership is now a strategic imperative.