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Macpherson L: Lead with HEART

Lead with HEART

This powerful guide draws on strategies from Black resistance movements and merges historical wisdom with modern technology to combat the DEI backlash and build sustainable workplace equity in today’s hostile climate. As the unprecedented backlash against diversity, equity, and inclusion intensifies—with corporations dismantling initiatives, lawmakers passing anti-DEI legislation, and post–George Floyd promises abandoned—this tactical handbook arms advocates with revolutionary resistance strategies drawn from Black historical movements. Dr. Janice Gassam Asare transforms centuries of Black resistance wisdom—from Underground Railroad networks to civil rights organizing tactics—into modern resistance plans, wielding ethical AI as a force multiplier to create sustainable change that outlasts corporate whims and political cycles. Each chapter grounds modern workplace tactics in revolutionary approaches of more than twenty prominent Black historical figures, including the following: <ul><li>Ida B. Wells—Documentation techniques for workplace injustice inspired by her work</li><li>Ella Baker and Fred Hampton—Coalition-building methods from the American civil rights movement</li><li>Toni Morrison and Angela Davis—Narrative control strategies drawn from their celebrated writing</li></ul> Whether you’re a DEI practitioner navigating corporate pushback, an employee experiencing equity rollbacks, or a leader committed to sustainable inclusion, this handbook provides battle-tested strategies for preserving workplace equity—even in hostile environments. This isn’t just about surviving the backlash. It’s about reimagining workplaces where everyone thrives.

This powerful guide draws on strategies from Black resistance movements and merges historical wisdom with modern technology to combat the DEI backlash and build sustainable workplace equity in today’s hostile climate. As the unprecedented backlash against diversity, equity, and inclusion intensifies—with corporations dismantling initiatives, lawmakers passing anti-DEI legislation, and post–George Floyd promises abandoned—this tactical handbook arms advocates with revolutionary resistance strategies drawn from Black historical movements. Dr. Janice Gassam Asare transforms centuries of Black resistance wisdom—from Underground Railroad networks to civil rights organizing tactics—into modern resistance plans, wielding ethical AI as a force multiplier to create sustainable change that outlasts corporate whims and political cycles. Each chapter grounds modern workplace tactics in revolutionary approaches of more than twenty prominent Black historical figures, including the following: <ul><li>Ida B. Wells—Documentation techniques for workplace injustice inspired by her work</li><li>Ella Baker and Fred Hampton—Coalition-building methods from the American civil rights movement</li><li>Toni Morrison and Angela Davis—Narrative control strategies drawn from their celebrated writing</li></ul> Whether you’re a DEI practitioner navigating corporate pushback, an employee experiencing equity rollbacks, or a leader committed to sustainable inclusion, this handbook provides battle-tested strategies for preserving workplace equity—even in hostile environments. This isn’t just about surviving the backlash. It’s about reimagining workplaces where everyone thrives.

How to Reclaim Workplace Equity and Justice

Rise and Resist

Your best people are deciding right now whether this job is worth staying for. Culture of Care shows you how to make the answer yes.

Turnover is expensive. Disengaged teams are expensive. But the fix isn't another generic leadership seminar - it's a specific, learnable practice borrowed from an industry that has spent decades perfecting how to make a stranger feel genuinely cared for: hospitality. Culture of Care translates that discipline into a practical playbook for managers who want a team that stays, performs, and actually trusts them.

This is not a book about being softer on standards. It's about holding a high bar while making sure every person on your team feels expected, seen, and safe - the three ingredients that turn a job into a place worth staying.

What's inside:
- A business case for hospitality-driven leadership that holds up in front of a skeptical CFO
- A step-by-step first-ninety-days onboarding system that turns new hires into believers
- The exact structure for giving hard feedback that people actually thank you for
- A recognition formula that makes praise land instead of feeling generic
- Real scripts for mediating conflict, delivering feedback, and running a stay interview
- A measurement framework connecting culture to retention, performance, and revenue
- A full ninety-day action plan to implement everything without burning out

Perfect for new and experienced managers, team leads, HR professionals, and founders who are tired of watching good people quietly walk out the door - and who want a concrete, no-fluff system instead of another culture buzzword. As a bonus, every chapter closes with a "Try This" exercise you can use in your very next one-on-one.

Culture of Care

Success is not simply about reaching the top. It is about understanding why you are climbing, whom you are bringing with you, and what will remain after you have moved on.Ascend with Purpose. Lead with Impact: A Leadership Guide to Elevate, Empower, and Leave a Lasting Legacy is for people who want to lead with greater clarity, courage, compassion, and intention. It explores leadership not as a position or title, but as a responsibility-one that requires self-awareness, credibility, sound judgment, and a genuine commitment to the growth of others.Drawing upon more than four decades of healthcare, education, leadership, and operational experience, Michelle Carroll shares practical lessons about what it takes to build trust, communicate expectations, make difficult decisions, and remain grounded when the responsibility of leadership feels heavy. She examines the difference between authority and influence, achievement and impact, visibility and credibility, and short-term success and lasting significance.The book addresses the realities leaders often face but rarely discuss openly: uncertainty, self-doubt, resistance, competing priorities, difficult conversations, accountability, succession, and the pressure to appear confident when the way forward is not yet clear. It also explores the importance of protecting personal values, learning from mistakes, recognizing when change is necessary, and developing the confidence to lead without losing humility.Throughout the book, readers are encouraged to reflect on their own leadership journey. Practical insights and thoughtful questions help them consider how they respond under pressure, how their decisions affect others, whether their actions support their stated values, and what kind of environment they are creating for the people they lead.Ascend with Purpose. Lead with Impact is written for emerging leaders, experienced executives, entrepreneurs, founders, educators, healthcare professionals, and anyone responsible for guiding people or building something intended to endure. It is equally valuable for those preparing to step into leadership and those considering how to transfer their knowledge, values, and responsibilities to the next generation.This is not a book about presenting a perfect image of leadership. It is about becoming a more thoughtful, credible, and purposeful leader. It acknowledges that meaningful leadership is shaped through experience, reflection, difficult choices, and the willingness to continue learning.The strongest leaders do more than accomplish goals. They help others recognize their abilities, create opportunities for people to grow, and establish standards that continue to guide an organization after they are no longer at its center.You can rise through determination. But to lead with lasting impact, you must ascend with purpose.

Ascend with Purpose. Lead with Impact

Death, Truth, Accountability and Justice

Coroners in the Anglophone World

Major organisational disasters are not random. They are predictable. In the months and years before every catastrophic failure, before the Deepwater Horizon blowout, the Grenfell Tower fire, the Space Shuttle disasters, the Pike River explosion, the warning signs were already present. They were systematically unseen. Organisational blindness to accumulating risk is not a malfunction. In many organisations, it is the system working exactly as designed. This book explains why and what can be done about it.The Blindspot Before the Disaster identifies the five organisational conditions that converge to produce this failure of sight: Signal Attenuation, Normalised Tolerance, Structural Secrecy, Production Gravity, and Leadership Detachment. Together they form the Blindspot Model, a practical diagnostic framework grounded in four decades of disaster scholarship and demonstrated across 11 of the most significant industrial catastrophes of the past 40 years.This book is written for the leaders, safety professionals, and governance practitioners who are responsible for preventing harm before it occurs. It bridges the gap between rigorous academic disaster theory and the practical needs of people working in high-consequence environments. It does not assign blame. It offers something more useful: a structured, evidence-based way of seeing the danger that is already in the room.

A Safety Model for Developing Organisational Foresight

The Blindspot Before the Disaster

With a Foreword by Graham "Skroo" Turner, founder and CEO of Flight Centre Travel Group
AI is not creating the leadership crisis inside your organisation. It is exposing one that was already there.
As organisations rush to adopt AI, many are overlooking a more dangerous problem already embedded in their businesses: weak accountability, inconsistent standards, slow decisions, and leadership systems quietly eroding performance from the inside.
In The Discipline Dividend, executive and board director Andrea Slingsby argues that AI is the new X-ray for leadership, and most organisations are not going to like what it reveals.
Drawing on more than three decades in CEO, C-suite, global HR, C-Suite operational turnarounds, and board roles, Slingsby shows how smart organisations unknowingly train themselves to tolerate underperformance.
How capable leaders end up privately drowning and less effective; not because they lack talent or commitment, but because they are compensating for broken systems every single day.
How burnout disguised as commitment, political avoidance dressed as empathy, and inconsistency eroding trust have become so normal that nobody questions them anymore.
And why AI will make all of it impossible to ignore.
This book names what most leadership conversations won't.
At the heart of the book is the DDD Framework(TM) - Drift, Discipline, Dividend - a practical three-stage model for leaders who want to stop the drift and start earning the compounding returns that disciplined leadership produces.
Through lived case studies, clear frameworks, and honest diagnostics, you will learn how to:Recognise organisational drift early, before "a little behind plan, but for good reason" becomes your cultural standard
Reset accountability without theatre, landmines, or performative process that everyone privately knows won't hold
Apply the DDD Framework to build decision architecture that protects judgement in rooms full of smart people, strong narratives, and political pressure
Develop capability at the speed your organisation actually needs, not at the pace of traditional L&amp;D programs
Create a culture where discipline reduces friction and exhaustion rather than creating it and where performance, trust, and wellbeing are outcomes of design, not slogans


Rather than treating AI as a magic solution or an existential threat, Slingsby shows how AI functions as a forcing function: amplifying strong leadership systems and exposing weak ones.
The DDD Framework becomes particularly powerful here, giving leaders a repeatable structure for navigating AI-era complexity without sacrificing judgement, governance, or accountability. The organisations that benefit most from AI will not simply be the fastest adopters. They will be the ones with the clearest standards, most consistent accountability, and strongest decision-making disciplines in place before the X-ray arrives.
The Discipline Dividend is for CEOs, board members, senior leaders, people leaders, and ambitious emerging leaders who carry real responsibility and want their decisions to hold up in the cold light of day. If you are ready to move beyond trendy leadership slogans and culture decks and want to build the kind of disciplined architecture that compounds quietly into extraordinary results, this book will give you the language, tools, and courage to start.

The Leadership Edge that AI cannot replace

The Discipline Dividend

Unmasking Safety's Myth of Individualism identifies a critical gap in current safety thinking: safety is not solely an individual responsibility but a social outcome that entails collective action and thinking. Focusing on individual responsibility often translates into individual blame (frequently disguised as accountability) and is usually accompanied by a reluctance to recognize the psychosocial harm that leads to physical and emotional injuries. The cost of this oversimplification is that we lose the vital role of psychological well-being and social dynamics.This book encourages us not to dismiss the importance of safety management systems, but to expose their limitations. Along with practical pointers, it advocates for a relationship-centered evolution that prioritizes human connection to break through the current status quo and reduce serious injuries and fatalities. The focus on relationship-centered leadership and the critique of an exclusively individualistic or physical focus is timely and relevant. The book challenges leaders to rethink their approach to safety, moving beyond over-reliance on individual responsibility and embracing a relationship-centered model that fosters collective action and psychological well-being. It provides a blueprint where leaders act as catalysts for change, guiding and supporting their teams to achieve shared safety goals.Unlike traditional approaches, this book explores the crucial role of social dynamics and relational leadership in creating truly safe workplaces. It offers specific strategies for fostering communication and building trust. Additionally, this book provides valuable insights into the role of occupational health and safety (OHS) advisors from a social perspective. It explores how leaders can effectively leverage the health and safety function by understanding the challenges OHS professionals face in influencing organizational culture. Finally, it offers practical advice and strategies for executives and managers as well as for OHS advisors on navigating hierarchical structures and effectively driving safety improvements.This book is written for all safety leaders, executives, and safety professionals. It could also have a role as supplementary reading for graduate programs.

A Leader’s Blueprint for Psychological Safety and Organizational Resilience

Unmasking Safety's Myth of Individualism

Master's Thesis from the year 2025 in the subject Leadership and Human Resources - Recruiting, grade: 1,2, University of Applied Sciences Dortmund, language: English, abstract: This master's thesis explores the role of artificial intelligence (AI) in modern recruitment processes with a particular focus on applicants' trust. As digitalization and AI increasingly transform the world of work, organizations are adopting AI-supported recruiting tools to enhance efficiency, standardization, and data-driven decision-making. At the same time, the use of AI in personnel selection raises important questions regarding transparency, fairness, and acceptance from the applicants' perspective.

The objective of this thesis is to examine how applicants perceive AI-assisted recruitment processes and which aspects are relevant for the development of trust in this context. To address this research objective, a qualitative research design was chosen. Semi-structured interviews were conducted with participants who had either experienced AI-supported recruitment processes or reflected on their expectations toward such processes.

The empirical data were analyzed using qualitative content analysis following Kuckartz' approach. This method allows for a systematic examination of subjective perceptions, attitudes, and evaluations, while combining theory-driven and data-driven coding. The analysis focuses on applicants' experiences with different forms of AI usage in recruitment, their expectations toward human and technological decision-making, and their assessment of AI-supported processes within the broader candidate journey.

By linking theoretical concepts of trust in technology with empirical insights from applicants, this thesis contributes to the growing body of literature on AI in recruiting. In addition, it provides a structured foundation for further academic research and offers valuable insights for organizations seeking to better understand applicant perspectives on AI-supported recruitment processes.

Artificial intelligence in the recruitment process. How can companies gain applicants' trust?

An inside look at the work lives of college interns and their uncertain path to paid employment While generations of young adults used to spend their summers working as lifeguards or camp counselors, college students today are more likely to seek office experience as interns. Blame the Intern takes readers into the workspaces of the music industry to show how internships, especially unpaid ones, are problematic introductions to the working world that often provide little valuable training and are unlikely to lead to a job. Since the 1980s, shifts in labor markets and careers have made employers less prone to invest in training entry-level employees who may quickly change jobs anyway. In recent decades, higher education has filled the gap, fueling an explosive growth of internships to facilitate the transition from college to a career. Drawing on in-depth interviews with interns, record label employees, and college personnel, as well as his own experiences as an unpaid intern at two music industry firms in New York City, Alexandre Frenette sheds light on who benefits from the intern economy, who suffers, and why. He finds that internships are rife with ambiguity because employers are neither trained nor greatly rewarded to mentor and colleges are ill-equipped to provide workplace guidance. As a result, there is little consensus about what interns should be doing or what benefits they should be gaining from their experience, which can often lead to inequality, exploitation, and disappointment. Timely and provocative, Blame the Intern demonstrates how employers and institutions of higher learning are redefining what it means to break in—and reveals what happens when few can.

On (Not) Breaking into the Creative Economy

Blame the Intern

The Little Book of Restorative Justice in Schools

A Kids Book

From the shores of Hawaii to the walls of a prison cell, Kyle Quilausing's journey is one of heartbreak, redemption, and hope.In A Kids Book About Choices, Kyle shares his deeply personal story of how a series of bad choices led to devastating consequences-and how he turned his life around to help young people make better decisions. Written with honesty, compassion, and the wisdom that comes from lived experience, this book inspires kids to think critically about their actions, learn from mistakes, and build a future they can be proud of.

From the shores of Hawaii to the walls of a prison cell, Kyle Quilausing’s journey is one of heartbreak, redemption, and hope. In A Kids Book About Choices, Kyle shares his deeply personal story of how a series of bad choices led to devastating consequences—and how he turned his life around to help young people make better decisions. Written with honesty, compassion, and the wisdom that comes from lived experience, this book inspires kids to think critically about their actions, learn from mistakes, and build a future they can be proud of.

A Kids Book About Choices

Law - Society - Democracy

The Phenomenon of Accountability in Modern Democratic Systems

Between Power and Accountability

Lead with HEART

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