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The friction between your office and field teams isn't attitude. It's ignorance... and it's avoidable. Does this sound familiar? Your team in the field thinks your admin department is a bunch of penny-pinching Gen-Xers who don't understand how crazy their day is. Your admin team thinks you hired a bunch of overpaid brats who can't turn in their paperwork or respond to an email to save their life. And you're stuck in the middle, wondering why everyone is So. Damn. Petty. Here'

Same-day add-ons aren't "good problems." They're just problems. And they're usually a signal of something deeper. Teams that rarely get surprised by add-ons aren't lucky. They're proactive. Someone checks in before the week starts. Someone is paying attention. When add-ons are constant, it's not a scheduling failure. It's an ownership failure. And ownership doesn't scale by accident. It scales when leaders model it, hand it off, and trust their people.

I was talking with a senior leader at a small neuromonitoring company about getting ready for her maternity leave. It's over months away, but she was already losing sleep over it. Not about becoming a first-time mom, but about leaving her team for 12 weeks during their biggest expansion year. "What if my director can't handle it and/or people quit?" "What if we get an RFP or new contract that someone needs to redline?" "What if a surgeon requests me for a case?" I asked her:

We've all heard of the "gender pay gap", but rarely do we talk about the "gender feedback gap" and how it affects women's careers. I watched a VP give her director "feedback" a few years ago. "Great work on the presentation!" (No notes...) After the director left, she turned to me: "She completely lost the room after slide three. I guess I'm doing the next one." I asked the obvious question: "I agree... Will you tell her that?" Long pause. "Maybe, but I don't want to discoura