Stay up-to-date with HR, tech and the future of work. Get our weekly newsletter!

Search
Elizabeth K. Olson

Elizabeth K. Olson

With over 25 years of business experience, Elizabeth advises individual leaders and executive teams on best practices to manage individual and organizational transitions. Before founding her own executive coaching and consulting practice, Elizabeth worked with global banks as a recruiter and internal career coach. She later honed her leadership skills serving as interim CEO of an underperforming educational institution, where she returned it to profitability within a year. Elizabeth attended Wesleyan University in Connecticut with a B.A., received her M.A. in Organization Development from American University in Washington, D.C., and attended Fielding Graduate University where she earned her coaching certification. She is a certified as a Professional Coach (PCC) by the International Coach Federation.
Elizabeth K. Olson

Elizabeth K. Olson

With over 25 years of business experience, Elizabeth advises individual leaders and executive teams on best practices to manage individual and organizational transitions. Before founding her own executive coaching and consulting practice, Elizabeth worked with global banks as a recruiter and internal career coach. She later honed her leadership skills serving as interim CEO of an underperforming educational institution, where she returned it to profitability within a year. Elizabeth attended Wesleyan University in Connecticut with a B.A., received her M.A. in Organization Development from American University in Washington, D.C., and attended Fielding Graduate University where she earned her coaching certification. She is a certified as a Professional Coach (PCC) by the International Coach Federation.
And Thinking

Here’s Why Today’s Leaders Should Choose “And” Thinking

To the detriment of talent development and work cultures everywhere, we most often employ “either/or” thinking. Let’s talk about why today’s leaders should more often choose “and” thinking…. So many important aspects of human capital are nuanced and interrelated, yet seemingly polar opposites. For instance, recognizing the individual performer or recognizing team efforts. Showing respect for each person or showing respect based on performance and rewarding managerial-style performance or rewarding leaders. Some organizations state only half of these pairs as desired values, hence the “or” between them. This is a mistake because when we see these values framed as either/or choices,

Read More »

Subscribing to Ho-Hum Newsletters? We have the fix!

Join our 500K+ community members, social followers, website visitors, and subscribers who receive our FREE newsletter packed with all the latest news and insights happening in the world of work, seamlessly delivered to your inbox.
Skip to content