Sometimes, you don’t want to debate a “bro”—you want to shut him down and keep it moving. Whether it’s at work, on a date, or just existing in the world, here’s how to shut that s**t down. And also, a lady can be a “bro” too…and that’s extra messed up!

When you name what’s not working—at work or in your family—you’re often seen as the problem, even when you’re trying to create safety or help. This piece offers insight into why truth-telling can make people defensive and what it can cost to stay honest in systems built on silence.

Many coaches are taught to ask powerful questions, but they are often not taught to be powerful witnesses. There’s a huge difference between holding space and being real in it. So here’s my spicy, soulful list of 10 Things Coaches Should Reveal to Their Clients—not to center themselves, but to model radical honesty, safety, and shared humanity.

Too many internal coaches and managers still measure growth by how well you conform to other people’s expectations—especially if you’re neurodivergent, BIPOC, queer, or disabled. The result? More masking. More burnout. Less truth. This post offers a radical reframe of feedback. We’ll also dig into why the beloved 360° review process often mirrors a shady group therapy tactic called hot seat therapy—and how both can go off the rails without care, consent, and context.

Being a BIPOC manager means balancing leadership, mentorship, and unspoken expectations—often at the expense of your well-being. Here, we break down the unique challenges, burnout risks, and systemic barriers BIPOC leaders navigate, backed by data, with actionable insights on how to lead without sacrificing yourself.