Lynne Curry is the President and Author at workplacecoachblog.com. She writes a weekly column focusing on workplace issues, covering themes such as HR and workforce dynamics, career pathing, professional training and development, and the evolving landscape of remote work. Lynne's insights have been featured in the Anchorage Daily News.
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Lynne Curry's coverage primarily focuses on Human Resources & Employment, with articles that provide guidance and cite data to address workplace dynamics, employee engagement, office politics, and employee rights. For pitches to Lynne Curry, consider offering expert commentary or data-driven insights related to workplace issues such as disengagement, office politics, and dealing with challenging behaviors in the professional environment.
Given her focus on local (United States - Alaska - Anchorage) topics alongside broader employment themes like remote work and employee rights, consider tailoring pitches with a local angle where relevant. Additionally, providing actionable "How To" guides backed by credible sources or industry-specific data could enhance the appeal of your pitch to Lynne Curry.
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Question One of my coworkers shares deeply personal details about her life in meetings. Divorce updates, medical procedures and how she's navigating all of it.
Your manager gave you the right next step: Take this to your company's leadership. To succeed, you need to shift your argument. Right now, you're framing this as a fairness issue. The people who can fix it will hear it as a business decision.
Go back if you're returning to a different opportunity, not just familiar territory. Look for real changes: Scope leadership, flexibility, compensation, influence.
By: Lynne Curry
The more employees outsource difficult communication, the less they trust their own instincts.
By: Lynne Curry Alaska
But losing faith in a career isn't the same as losing your future. The healthiest professionals I know avoid wrapping their entire identity around one organization, one role or one industry.
Unfortunately, our culture often interprets turning down a promotion as a lack of ambition. In reality, it reflects self-awareness. I once worked with a highly successful consultant who turned down a leadership position his colleagues coveted. When others asked why, he said, “I'd rather do the work than manage the people doing the work.” Years later, he remained deeply engaged, highly respected and happy in his work. You remind me of him. You love nursing. Not the prestige attached to nursing. The actual work.
By: Lynne Curry Alaska
Successful organizations need leaders willing to respect the knowledge of long-term employees and employees open-minded enough to understand change might be required.
One short-lived job doesn't define a career. Hiring managers know that even good employees end up in the wrong job. Many have experienced that themselves. They want to know whether your overall career demonstrates reliability, professionalism and strong performance. Thirty-nine years of solid work tell a far more compelling story than one recent short-term job.
Your resume tells employers what you’ve done. Your online presence increasingly tells them who you are.
By: Lynne Curry Alaska
The problem: Every organization depends on employees being willing to tell leaders something they may not want to hear. What happens when employees fear speaking out? They don't.
