I never wanted to be an entrepreneur; I wasn’t one of those kids with a lemonade stand. 🍋In fact, when my dad used to tell me, “The ultimate goal is to be your own boss,” starting at 15 years old, I found it both… untimely and highly unlikely. And then, I entered the working world.If my dad introduced me to “be your own boss,” my mom introduced me to, “you’ll never find someone that can outwork me."I loved working hard (I still do). I was consistently a top performer. Time and again, I was determined to prove myself in the “sink or swim” approach. And I did.I got promoted. I eventually switched companies for a more strategic role. I proved myself, and I got promoted to manager. I had minimal management training. Truth be told, it felt like I was set up for failure. I went from being a high-potential, top-performing individual contributor to constantly worrying about letting my team down. I became a shell of myself. Then I realized this was a common theme throughout my career: I was spiraling with anxiety when I could have been producing IF I had been set up for success earlier and intentionally (not by the happenstance of a good manager or finding a mentor willing to invest adequate time). By being privy to leadership conversations, I realized there was a fundamental disconnect in the workplace:Thorough and consistent talent development usually started at the VP level – nearly 10 years too late. But… most companies were plagued by their early talent turnover.Any trainings offered up at that point in my career were a “nice to have” when and if you have the time (which I didn’t). It wasn’t mandated or even “highly suggested.” Offering it seemed like more of a checkbox for the company – and thus, usually not a top consideration for most top performers who wanted to grow but knew training was viewed as an afterthought. So I pursued a Master’s Degree at Northwestern University in Evanston, IL in Learning and Organizational Change – which basically means driving business results through and with a focus on people. When I left, I set out to create the solutions I wished I had earlier in my career. ➡️ I started this company with 3 “solutions” to problems I had encountered in mind:- Workshops and Trainings that I didn't dread - Consistent Professional development for the “bottom of the pyramid” (aka those closest to the customer);- Culture analyses to bridge the gap between leadership and entry-level talent;