As 2025 wraps up, I’ve been thinking a lot about how much this year shifted me — as a business owner, a coach, and a human being stepping into her 40s with a whole lot more clarity and momentum.

There are certain people you meet and instantly feel like you’ve known forever. When I met Allie Beckmann— a financial planner with the warmest energy and the sharpest brain — it was exactly that kind of moment. We started talking about strengths, self-discovery, money, goals…

They couldn’t quite name what wasn’t working, but they knew something was off. Projects were stalling. Tasks were halfway done. Everyone was trying their best yet things weren’t moving forward as smoothly as they should.

This week marks three years since I officially launched KDZ HR Consulting. What started as a leap of faith has become one of the most challenging, rewarding, and transformative experiences of my life.

While large employers often follow the traditional November–December enrollment window, many small businesses have unique plan start dates depending on when they first offered coverage.

Most new managers have been there. You start out as an individual contributor, focusing on your own tasks, excelling in your role, and then one day, you get promoted to manager.

If you’re running a small business, you’ve probably thought: “I only have one employee. Do I really need HR?”  I hear this all the time — and the truth is, yes, you do.

I’ve been told my whole life that I’m “too sensitive.” For a long time, I believed it was a flaw. But here’s what I’ve learned: sensitivity is what makes me good at my job. It’s what helps me notice patterns, pick up on unspoken dynamics, and create workplaces where people actually want to stay.

Many business owners and managers are asking me the same question lately:
“How do I get my team better at soft skills like organization, communication, and time management?”

The truth is, most employees—especially early in their careers—haven’t been trained in these areas. Leaders are busy, and soft skills training for teams often falls to the bottom of the list. At the same time, employees are expected to “just figure it out.” Without context or coaching, that rarely works.

This is where CliftonStrengths coaching and a strengths-based leadership approach make all the difference. Instead of using a one-size-fits-all method, leaders can connect training to what actually motivates their people.

A few months ago, I took a couple days off and was hit with this wave of anxiety, not because I was behind on work, but because I knew I had small admin tasks waiting for me. Tasks I could do, but they were draining more brainpower than they were worth.

That’s when it hit me: it’s time for help.

Cue the internal freakout. Followed by the clarity.

The Truth About Hiring Your First Team Member

Hiring your first employee, or in my case, a virtual assistant, is a big moment! It's exciting and means growth. But let’s be honest, it’s also a little terrifying.

Avoid confusion, burnout, and bad hires—plus grab my free template!

Hiring your first employee (or your next one) should feel exciting—not stressful, chaotic, or like you're guessing your way through. And yet, so many small business owners skip one huge step before making that first hire:

They don’t write a clear job description.

I get it. You’re busy. You need help yesterday, and you figure, “They’ll just jump in and help wherever I need them.”

But without a clear job description, things can unravel fast.

While I’m always sharing tips and insights to support small business owners, today I’m hitting pause and reflecting, sharing a little bit about myself. Last week I had a big birthday and in the same month, my business hit its most profitable milestone yet. The June energy was absolutely manic!

This month has felt like a shift. Like the next season, or door opening to something new (like a new decade perhaps?) and for the first time in a long time, I feel somewhat aligned and energized about what’s ahead. All of this forward momentum has me reflecting a lot on how I got to this point.

Pride Month is more than just rainbow flags and hashtags. For business owners, it’s an invitation to examine how your workplace supports all people regardless of identity, orientation, how they speak, look, or show up in the world. As an HR consultant, I see time and time again that thriving teams are built on safety and acceptance. If people don’t feel safe to be themselves, they can’t do their best work, which is not just a culture problem, it’s an ethical one.

I’ve taken a lot of behavioral and personality assessments in my HR career—DISC, Predictive Index, Enneagram, you name it. But when I took the CliftonStrengths assessment last summer, something clicked. It wasn’t just helpful, it felt like it really spoke to me.  Earlier this year I was thinking about new offerings for my business, and what direction I’d like to take working with teams, and it clicked: I should become a certified Gallup-Certified CliftonStrengths Coach.

If you’re a small business owner with even one employee, HR isn’t a “nice to have.” It’s a must.

I get it—HR can feel stuffy, corporate, or like something you’ll get to later. But the second you hire someone (full-time, part-time, or sometimes even contract), HR becomes foundational to your business. It’s how you stay compliant, treat people fairly, and it’s how you protect your business from chaos, confusion, and costly mistakes.

Let’s be honest—people can spot fake leadership a mile away. Whether it’s a boss putting on a show or a business trying to be something it’s not, inauthenticity is a trust-killer.

That’s why I’ve always been drawn to leaders who are unapologetically themselves. And when I launched my own business, one of the best pieces of advice I received was: “Your magic is in who you are.” There are plenty of people offering similar services, but the difference is me. And the same is true for every leader out there.

Are you looking to foster a positive work culture in your small business? A thriving work culture not only enhances employee satisfaction but also drives productivity and retention. Let’s explore practical tips to help you create a positive environment that supports your team and aligns with your business values.

Hiring your first employee—or your fifth—should feel exciting. But for most small business owners I talk to, it feels overwhelming, confusing, and often like a total shot in the dark.

Sound familiar?

If you’ve ever found yourself Googling “what do I need to legally hire someone” at 11 PM or rewriting the same job post 10 different ways, you’re not alone. I’ve been there with clients more times than I can count. And honestly, it’s not your fault. There’s no playbook handed to new business owners that says “here’s how to hire and onboard the right way.”

That’s exactly why I created the Hiring & Onboarding Starter Kit for Small Business Owners—to take the guesswork, stress, and scattered advice out of your hiring process.

Are you looking to enhance communication within your team? Effective employee communication is essential for fostering collaboration, boosting morale, and driving productivity. Let’s explore five key strategies that can help improve communication in your workplace.