We were lucky to catch up with Anadri Chisolm-Noel recently and have shared our conversation below.

Anadri, thanks for taking the time to share your stories with us today Let’s start big picture – what are some of biggest trends you are seeing in your industry?

We are in a VUCA moment, navigating challenging and unpredictable business, leadership, and global issues. You may have heard of VUCA, which is now widely applied in business, leadership, and strategic planning to help organizations navigate turbulent environments. However, the term originated from military strategy and Volatility, Uncertainty, Complexity, and Ambiguity.

*Volatility: The speed and magnitude of change, usually in an unstable environment.
*Uncertainty: The lack of predictability and difficulty in anticipating future events.
*Complexity: When multiple interdependent factors interact in unpredictable ways.
*Ambiguity – The lack of clarity when information is incomplete, contradictory, or open to multiple interpretations.

So, when I think about the changes in today’s workplaces, I’ve observed three trends transforming the future of work:
1. A shift toward human-centered leadership.
Even as organizations move to integrate AI and other technologies into their operations, many realize that people are still the organization’s heartbeat. Therefore, creating career opportunities, advancement, and upskilling talent still matter as we evolve alongside technology. Many organizations are investing in developing leadership capability that blends business acumen with enhancing psychological safety for employees, which is essential for business and organizational growth.

2. An emphasis on resilience and adaptability.
Since we are in a VUCA moment, cultivating resilience and adaptability is essential to maintain mental and physical health. I encourage us to give each other grace, because this may be a new skill or muscle we’re building. Most people do not intentionally think of resilience as a business skill. However, learning to bounce back and move forward enables us to adapt and be creative. It doesn’t mean we have to respond to everything around us. It does mean being more focused and intentional on the core strategies that support our goals.

Individually, it may be mindfulness training, fitness, stress management, or setting work-life boundaries. On an organizational level, it may mean pacing projects and initiatives, so people are not overwhelmed. It may also include partnering with HR to ensure employee resources are in place, including employee assistance programs, wellness offerings, and flexible PTO (paid time off) policies.

3. The growing cost of workplace incivility
It may not surprise you that incivility (e.g., rudeness, disrespect, or insensitivity), which creates a hostile and negative work environment, is rising in the U.S., and the cost to us is staggering. According to the SHRM Civility Index (Society for Human Resource Management), it’s a $2.7 billion productivity issue. That’s a lot of time, energy, and productivity wasted. To be clear: This is not a “diversity” thing. This is a human issue. We all suffer if we allow people in our organizations and communities to treat each other with disrespect. It can be distracting, stressful, and even create unsafe workplace conditions. Leaders must be intentional about the work environment they want to develop and hold employees accountable to be productive and engaged.

Great, appreciate you sharing that with us. Before we ask you to share more of your insights, can you take a moment to introduce yourself and how you got to where you are today to our readers.

Sure! I’m Anadri Chisolm-Noel, the Founder and Principal Consultant of ICUNMe, LLC.
I wear many hats: executive coach, organizational consultant, and HR strategist. But at the heart of it all, I help people and organizations thrive. With over 20 years of experience in leadership development, workplace inclusion, and talent strategy, I’ve worked with Fortune 500 companies, start-ups, universities, and nonprofits. My career has been about creating spaces where people feel seen, valued, and empowered to lead authentically.
ICUNMe, which stands for I See You In Me, is more than a business; it’s a mission to elevate resilience, well-being, and civility in the workplace.

What problems do you solve for your clients?
I help clients navigate the people side of business, whether developing emotionally intelligent leaders, strengthening team cohesion, embedding workplace inclusion into company culture, or creating strategic talent pipelines. Through ICUNMe’s coaching programs and enterprise solutions, we support organizations in becoming more inclusive, resilient, and high-performing. We facilitate connections between people, purpose, and performance, and help clients rebuild with intention.

What are the main things you want potential clients to know about you/your brand/your work?
We see you, your values, your challenges, and your vision. ICUNMe is built on the belief that leadership and culture can be more inclusive, intentional, and impactful. Our work isn’t one-size-fits-all; it’s deeply tailored, grounded in data, and infused with heart. Whether you’re seeking a thought partner, a strategic advisor, or a coach who will challenge and champion you, we’re here to co-create positive change with you and for you.

I also want to share that I will release my first book on executive leadership coaching this summer. I am so excited about it, and I hope it supports executive leadership coaches and people leaders who want to create coaching cultures within their organizations.

Do you have any insights you can share related to maintaining high team morale?

Start with empathy. People want to be seen and heard, not just managed. Check in on the person, not just the tasks they are working on. Teams thrive when they understand their purpose and how their work connects to something bigger. So, clarity is essential; be clear about what is expected of them.

Finally, celebrate wins and generate enthusiasm about your organization. Over the years, I’ve had the opportunity to facilitate strategy and team retreats for on-site and virtual settings, and the investment always pays off. If employees see that you are invested in their success, it amplifies their engagement and productivity.

Also, seek opportunities to recognize employees, but with one caution: ask employees how they want to be recognized. Some folks may appreciate a big splash, while others may like something more low-key. Recognition fuels engagement, and high morale is often the result of consistent, human-centered leadership practices.

Can you share a story from your journey that illustrates your resilience?

Recently, I worked in an organization that was experiencing new leadership and significant changes in its operations. Morale was low, teams were fractured, and leaders were overwhelmed. Oh, and did I mention that this was amid Covid?
I think I learned a lot about my own self-care and mental health. It also made me more observant about others, and provided support and guidance when I noticed people needed help.

I had to quickly assess the culture, build trust, and deliver solutions under intense pressure. It was a stressful, fast-paced situation for me and my colleagues. Rather than implement quick fixes, I worked alongside leaders to co-create strategies prioritizing psychological safety and communication. Within months, employee engagement scores improved, and performance rebounded. That experience reminded me that resilience isn’t just about endurance; it’s about thoughtful, values-based leadership under fire.

Contact Info:

• Website: http://www.icunme.com
• Linkedin: https://www.linkedin.com/in/anadrichisolmnoel/

Image Credits

The picture of the puzzle is an open-sourced Creative Commons image. The other photos are mine.