What Do Your Notes Say About You? Five Key Focus Areas for Organizational Executives

Leadership often starts with the small things. For me, it began with notes. Lots and lots of notes. 

Early in my career as an HR executive and consultant, I realized how important it was to document my thoughts, observations, and decisions. Whether negotiating an exit package, redesigning an organizational structure, or recommending someone for a promotion, there was always a note sitting quietly in the background. These notes, over time, painted a vivid portrait—not just of an organization's culture but of the daily priorities and challenges leaders face. 

Today, as I reflect on years of collaborating with exceptional leaders and teams, I want to focus on one critical question for professionals at all levels of leadership: What would your notes say about you? 

More specifically, what would they reveal about the areas you prioritize and the decisions you make when it comes to people and culture? Based on my experience, here are the five areas that organizational executives worry the most about and why understanding them is crucial for business success.

1. Workforce Size 

"Do we have the right number of people to meet our goals and adapt to change?" 

For many leaders, balancing the size of the workforce is like walking a tightrope. Undersized teams lead to burnout, inefficiencies, and missed opportunities. On the other hand, an oversized workforce can strain budgets and reduce agility. 

The recent shift toward remote work has added complexity as companies rethink their physical footprint and the number of employees needed to thrive in a more digital, decentralized world. Retention strategies and right-sizing initiatives are the most common topics I find littered through executives' notes. 

Action item for leaders:

• Start asking, "How many people do we need?" and "Do we have the right people in the right roles?"

2. Employee Engagement 

"Are we genuinely connecting with our team?" 

Workforce engagement isn't just a buzzword; it's the heartbeat of any successful business. Leaders worry about how to build satisfaction, motivation, and productivity in meaningful and sustainable ways. 

From my organizational development work, it's clear that engaged employees drive innovation, productivity, and customer satisfaction. However, ensuring high engagement requires more than an occasional survey; it demands a deliberate focus on trust, recognition, communication, and purpose. 

If increasing engagement isn't actively on your radar as a leader, chances are your notes (and metrics) will soon reflect rising turnover rates instead. 

Action item for leaders:

• Embed moments of recognition into weekly operations. Celebrate the wins, big or small, and give employees reasons to look up—not just at their goals but their collective impact.

3. Remote Work and Hybrid Collaboration 

"How do we stay connected and collaborative across distance?" 

The shift to remote and hybrid work shook the traditional workplace to its core. Leaders are now navigating unprecedented challenges, from remote onboarding to digital collaboration. 

Every organization I've worked with has grappled with this question in one form or another. How does a company build trust, unity, and culture when employees log in from multiple locations? 

Forward-thinking organizations have begun integrating new technologies and strategies to maintain alignment, but many still have a long way to go. 

Action item for leaders:

• Start prioritizing flexible models that empower employees to succeed in remote or hybrid environments. Provide clear resources, create moments of connection, and invest in tools that allow for seamless collaboration.

4. Data-Driven Decision Making 

"Are we using the right data to make informed people decisions?" 

Executives are increasingly looking at workforce analytics to understand performance, predict trends, and plan for the future. What engagement surveys used to tell us only once a quarter, advanced tools now measure in real-time. 

However, while access to data has grown, the ability to interpret and act on this data wisely remains a challenge for many leaders. It's not enough to collect data on turnover, performance, or engagement; leaders must actively seek patterns, root causes, and actionable solutions. 

Action item for leaders:

• Build a culture of curiosity around data in your organization. Go beyond tracking metrics and ask, "What is this data telling us about how we treat people?"

5. Leadership Development and Succession Planning 

"Who's ready to lead us into the future?" 

Finally, the topic of leadership itself looms large in every executive's notes. When I review these reflections, the overarching theme is clear: leaders are deeply invested in developing, coaching, and supporting the next generation of executives. 

Organizations fueled by strong leaders don't just survive change; they thrive in the face of it. That's why executives increasingly look for ways to mentor, inspire, and build resilience among their teams. 

Action item for leaders:

• Take 30 minutes to mentor an emerging leader this week. Investing in their perspective today will contribute to your organization's future foundations. 

Your Notes Reflect Your Leadership 

Your notes—as mundane as they may seem at times—say a lot about your leadership style, priorities, and values. Do they reveal a concern for the well-being and development of your people? A focus on understanding and improving organizational culture? Or do they reflect the pressures of short-term decision-making? 

Wherever you currently stand, you can reflect, realign, and redefine your leadership focus. 

From here, it's your turn to ask yourself and your team the hard questions that lead to better decisions, culture, and results. Take a moment to look back over your notes, whether literal or figurative. What do they say about who you are as a leader? 

Start the Conversation 

What areas do you focus on most when it comes to people and culture? Drop your thoughts in the comments below—I'd love to hear your perspective. 

If you're looking for deeper support or guidance around leadership, culture transformation, or organizational development, feel free to reach out. Together, we can create a more engaged and connected workforce.

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