Reflecting on 2025: A Year of Expansion, Clarity, and Strengths-Driven Leadership

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.

This was the year I completed the CliftonStrengths coaching certification, and it changed everything — how I lead, how I work with clients, how I design programs, and how I think about building teams. It helped me build a business that actually honors my strengths… and taught me how to help others do the same.

I also had my most profitable month ever, my three-year business anniversary, and a year filled with speaking, moderating, and collaborating with incredible founders. And honestly? I loved every second of it. This new mix of HR, leadership development, and strengths coaching feels like where I’m meant to be heading next.

On the business side, I shifted into more project-based work, and my 3-Month Start-Up Program became a true staple for small businesses who want to build (or rebuild) their team the right way — with structure, clarity, and confidence.

And through all the projects, audits, coaching sessions, and team strategy conversations, a few themes kept coming up again and again.

What Small Businesses Struggled With Most in 2025

Across industries, size, and team maturity, I saw the same three pain points come up for my clients:

1. Contractor → Employee confusion

So many businesses outgrew 1099 relationships this year.
They needed help navigating compliance, onboarding, payroll, expectations, and what “being an employer” actually means.

2. Leadership basics — the stuff no one teaches you

New managers, growing founders, and team leads wanted to know:
How do I communicate clearly? How do I give feedback? How do I support my team?
These skills matter — and learning them early prevents so many breakdowns later.

3. Structure, systems, and clarity

Policies, communication channels, job descriptions, expectations, workflows…
Small businesses don’t need a lot of bureaucracy — but they do need structure.
And once it’s in place, it’s amazing how much smoother everything runs.

All of this tells me one thing: small businesses are growing up.
And with growth comes responsibility — especially on the compliance side.

What Employers Need to Watch in 2026

2026 is shaping up to be a big year for employment law. Here’s what should be on every small business owner’s radar:

1. The final overtime rule

The exempt salary threshold continues to be reviewed and challenged.
Translation: don’t assume the rules will stay the same.
If you have exempt employees, stay alert.

2. Increased federal crackdowns on I-9 compliance

The government has been very vocal about tightening enforcement.
Expect more audits, stricter correction timelines, and higher stakes.
This is not an area to “wing it.”

3. Rapid expansion of pay transparency laws

More states are passing requirements for posting salary ranges and internal pay equity reviews.
Even if your state doesn’t require it yet… it’s coming.

4. Continued scrutiny on independent contractor classifications

The DOL is signaling potential updates again in 2026.
If you rely heavily on contractors, now’s the time to evaluate those relationships.

5. State-level benefits and retirement programs expanding

States like California, Colorado, Connecticut, Illinois, Maryland, New Jersey, New York, Oregon, and Virginia already have active retirement programs.

Meanwhile, Maine, Minnesota, Vermont, Delaware, and Hawaii are rolling out programs in 2026.
If you have a remote team, know which states apply to you.

And as always, paid family leave and paid sick leave provisions in NJ, NY, and CA continue to evolve year-over-year.

The golden rule?
Where your team works — not where you sit — determines your compliance obligations.

What I Recommend Prioritizing in 2026

If you ignore everything else, focus on these three:

1. Update your employee handbook (or get one).

Policies, state laws, and your team structure change every year.
Your handbook should reflect all of that — not what things looked like three years ago.

2. Create a training budget for your leadership team + employees.

Your people need development just as much as your business does.
And training in CliftonStrengths, communication skills, and foundational leadership creates better teams, better collaboration, and better retention.

3. Plan your hiring intentionally — not reactively.

Stop hiring because you're overwhelmed.
Stop overhiring because you're optimistic.
Your future self (and your payroll budget) will thank you.
A little structure now can prevent layoffs or messy transitions later.

Where I Can Support You in 2026

If you’re ready to go into the new year with more confidence, more clarity, and fewer compliance headaches, here’s where I can help:

✨ The 3-Month Start-Up Program

Perfect if you’re hiring your first employee or building out a small team and want to get it right from the start.

✨ CliftonStrengths Coaching for Leaders + Teams

Leadership development, communication support, and strengths-based collaboration that actually makes work... easier.

✨ The Hiring & Onboarding Starter Kit Course

A self-paced way to learn the foundations of hiring, compliance, and onboarding — without Googling your way through it.

If you want 2026 to feel more structured, aligned, people-first, and compliant (in a non-boring way), I’ve got you.

Cheers to growth, clarity, and leading from your strengths.
❤️