In this timely and practical conversation, John Marshall sits down with Rachel Krug, Humessence coach and seasoned growth operator, to pull back the curtain on what really happens inside companies during mergers and acquisitions. Drawing from four distinct M&A experiences — as an acquiree, an acquirer, and everything in between — Rachel shares candid lessons on why the real work begins after the deal closes, not before. From decoding cultural differences and running listening tours, to coaching executives on purposeful communication and supporting HR leaders who are holding everyone else together while navigating their own uncertainty, this episode is an essential listen for anyone leading people through organizational change. Rachel makes a compelling case that M&A does not have to be purely a business transaction — it can and should be a deeply human centered experience.

Connect with Rachel Krug: Website

Takeaways

• Post-acquisition uncertainty is normal and HR leaders play a critical role in helping teams understand that.
• The work of integration begins on day zero — and the acquiring company rarely has everything figured out ahead of time.
• Purposeful communication is more effective and more honest than blanket promises of transparency.
• Telling the team about an acquisition too late can create shock and erode trust at the worst possible moment.
• Studying the culture of both companies before the deal closes gives HR a significant advantage in managing the transition.
• A listening tour with a cross section of the acquired company is one of the most powerful tools available to an HR leader post-deal.
• Top performers need to be actively nurtured and incentivized to stay — the attitude that they are lucky to be retained is a retention risk.
• Leaders should be coached to be intentional not just in what they say but in tone, body language, and how they frame the new company's future.
• HR leaders need their own space to process the transition, and group coaching or individual coaching during this period can be transformative.
• M&A can evolve from a business transaction into a human centered experience — and the HR leader is the one who can drive that shift.

Visit The Present Professional webpage on humessence.com and learn more about how we support leadership development and culture enablement at growth-stage organizations.

Thank you for listening.

Coach John Marshall | Instagram | LinkedIn | Facebook

In this heartfelt and insightful conversation, John Marshall sits down with Humessence coach, mentor, and dear friend Don Fries to explore the deeper dimensions of coaching and leadership development. Drawing from a 38-year career in the oil and gas industry and his journey into executive and retirement coaching, Don shares how leaders can build self-awareness, embrace vulnerability, and stop getting in their own way. The conversation dives into the power of shifting from "I need to" to "I want to," the importance of values-based coaching, and a practical framework — the Control, Influence, and Accept model — that helps leaders reclaim their time, priorities, and presence. A rich and authentic episode for anyone looking to lead more intentionally and live more fully.

Connect with Don Fries: Website

Takeaways

• Self-awareness is the starting point for meaningful leadership growth.
• Shifting from "I need to change" to "I want to change" transforms motivation and accountability.
• Values-based coaching helps clients align their actions with what matters most to them.
• Leaders who share their development goals create psychological safety for their entire team.
• Vulnerability is not weakness — it is one of the most powerful leadership tools available.
• The Control, Influence, Accept model is a practical framework for managing overwhelm and reclaiming priorities.
• Saying yes to everything means silently saying no to yourself, your team, or your strategy.
• You cannot change people against their will — you can only influence their will to change by doing work on yourself.
• Consistency in small habits is far more powerful than intensity or duration.
• Being truly present is one of the greatest gifts a leader can offer their team.

Visit The Present Professional webpage on humessence.com and learn more about how we support leadership development and culture enablement at growth-stage organizations.

Thank you for listening.

Coach John Marshall | Instagram | LinkedIn | Facebook

In this episode, John Marshall and Jevon Wooden discuss the critical importance of human intelligence in the age of artificial intelligence. They explore the risks and opportunities presented by AI, emphasizing the need for leaders to navigate this landscape thoughtfully. Jevon shares insights on how to augment human roles with AI, particularly for small business owners, and highlights the significance of emotional intelligence in fostering meaningful connections in a tech-driven world. The conversation concludes with actionable steps for enhancing emotional intelligence and leveraging AI effectively.

Takeaways

• Human intelligence is crucial in the age of AI.
• First mover advantage can lead to pitfalls if not carefully considered.
• AI should augment human roles, not replace them.
• Transparency in AI adoption is essential for team morale.
• Emotional intelligence is a key differentiator in the workplace.
• Connection is more important than ever in a tech-driven world.
• Self-awareness is the foundation of emotional intelligence.
• Leaders should involve their teams in AI integration discussions.
• AI tools can significantly enhance productivity for small businesses.
• Continuous learning and adaptation are necessary for success.

Visit The Present Professional webpage on humessence.com and learn more about how we support leadership development and culture enablement at growth-stage organizations.

Thank you for listening.

Coach John Marshall | Instagram | LinkedIn | Facebook