Why I Started Enlightened Resolutions

Sat, 05 Sep 2026 19:33:53 GMT

"Fuck That!"

I recently came across an opinion piece that stated, “authenticity does not belong in the workplace... because it’s disruptive.” The piece goes on a journey to frame authenticity as a negative characteristic that needs to be left “in the living room.” This perspective made me flinch for multiple reasons:

It reinforces groupthink and the acceptance of certain personalities, cultures, and lifestyles as valuable in workplaces.
Inclusivity and diversity are viewed as “problems.”
It creates a barrier to higher emotional intelligence, critical thinking, and innovation.

When I read that piece, deciding what the title of this post should be was simple because only one reaction felt in alignment: "Fuck that!" My bold personality, refusal to shrink, and unwillingness to play corporate politics have made traditionalists uncomfortable my entire career. However, being disruptive isn't a flaw when the status quo is broken; it is a prerequisite for progress. I will never apologize for my edge because that exact intensity is what allows me to see through corporate masks and performances and call out exactly what needs improvement.

I fully embrace my role as a catalyst in the corporate world because I am deeply passionate about psychology, established systems, and authentic self-actualization. I started Enlightened Resolutions after my third termination, fully stepping into my role as a change agent. Once that final role concluded, I decided the time, energy, and effort I was spending trying to convince people who repeatedly rejected change, despite its necessity and ability to yield high results, belonged with leaders who are already self-aware enough to desire growth but need a data-driven roadmap to implement transformation without breaking down operations.

I am not here to convince anyone to change; I am here to influence, inspire, and guide...with the help of science.

Critics of authenticity typically confuse authenticity with unfiltered sharing and a lack of professionalism. I don’t disagree that workplace environments demand healthy boundaries. I disagree with the way we interpret the word— authenticity allows an individual to align their values with their actions; it builds higher confidence, self-esteem, and most importantly, overall well-being. Not only do these effects positively impact an employee's personal life, but it dramatically expands their internal locus of control (autonomy), ability to make decisions, and productivity, all of which are characteristics of a well-rounded leader.

Psychology teaches us that when people feel autonomous and authentic, they aren’t just happier — empirical data shows they are more resilient, more skilled at navigating ambiguity, and highly collaborative. I’m not here to preach about authenticity just because it brings joy back into daily life; I am arguing for it because it is an operational safeguard against stagnation.

Genuine authenticity in the workplace is not chaos; it is grounded alignment and psychological safety while removing the exhausting corporate masks people wear just to survive their day. When a company's culture demands conformity, we are further reinforcing the choice of compliance over capability. Forcing diverse perspectives into a single, homogenized path creates a bottleneck that undermines the irreplaceable values of critical thinking and innovation.

As society evolves, carrying harmful traditions into the present and subsequently the future will cause stagnation. Stagnation in processes, policies, and organizational culture. We can close that persistent cycle and open ourselves, and our institutions, to the beautifully painful process of transformation.

As I’ve evolved through my own process of awareness and presence, I have had the pleasure of researching and integrating various cultural philosophies into my daily life and business practices. Kintsugi is the Japanese art of repairing broken objects with gold lacquer to create a more beautiful and whole object. When an organizational structure or process fractures under stress, the goal is not to glue it back together as it was. This breakdown and rebuilding of mindsets, behaviors, and perspectives are nurtured with the intention to make the organization stronger and more resilient at the breaks, replacing the misalignments and bottlenecks with gold.

Transformation demands fortitude (Dhriti), but the resulting organizational integrity is unmatched.

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Why I Started Enlightened Resolutions

"Fuck That!"