Catalyst

What happens when trust becomes the real barrier to progress?
That question surfaced repeatedly across ENERGIZE 2026.
Not because organizations lack technology, communication strategies, or inclusion initiatives.

But because none of those things work at their full potential without trust.

In sessions featuring Laurie Henneborn, MSLIS (Catalyst), Monique Nelson (UWG), Leela Wilson (Catalyst), Trenesa Stanford-Danuser (Catalyst), Lori Lam (e.l.f. Beauty), and Jennifer McCollum (Catalyst), one idea connected conversations that, on the surface, seemed very different:

Trust shapes whether people adopt AI.
Trust shapes whether messages resonate.
Trust shapes whether employees believe leadership's intentions.
Trust shapes whether ERGs can drive lasting impact.

ERGs are increasingly being asked to do more than build community.
They are helping organizations identify blind spots, navigate change, surface employee insight, and strengthen the connection between culture and business outcomes.

As organizations navigate increased complexity, the question may no longer be:
"How do we increase engagement?"
It may be:
"How do we build enough trust to make engagement meaningful?"

What is one practice you've seen effectively build trust across your organization—and what made it work?

Have you ever felt that moment in a meeting—
when a decision is moving forward, but something doesn’t quite sit right?
Maybe it’s a risk that hasn’t been surfaced.
Maybe it’s a concern no one wants to voice.
Still, the conversation moves on.
Why?

In "Fieldnotes by Catalyst," one of the world’s most accomplished underwater explorers Jill Heinerth shares what it takes to lead in environments where there are no second chances.

One of her insights stands out: fear isn’t the problem. It’s a signal.
When teams ignore that signal, they push forward, stay quiet, and take on risks they don’t fully understand.

But when people feel safe enough to speak up, something shifts.
They raise concerns earlier, challenge decisions, and support each other in navigating uncertainty. That’s where better judgment, stronger collaboration, and ultimately better outcomes come from.

The takeaway is simple but not easy:
High-performing teams aren’t the ones that avoid pressure. They’re the ones that know how to respond to it. Together.

👉 Keep swiping to explore 3 key leadership lessons and read "What can cave diving teach us about leadership?" in Fieldnotes: https://pages.catalyst.org/fieldnotes/what-can-cave-diving-teach-us-about-leadership?utm_medium=linkedin&utm_source=catalyst-profile&utm_campaign=Fieldnotes_Magazine_26

Is there one moment where speaking up changed the outcome for your team? Share with us in the comments.

11.2%. A historic milestone, or a warning signal?

Last week, Fortune released its annual data showing that women now hold a record 11.2% of Chief Executive roles within the Fortune 500. While this incremental progress is a welcome sign, a deeper look at the leadership pipeline shows corporate equity remains at a critical inflection point.

As Catalyst President & CEO Jennifer McCollum notes, this small uptick likely reflects lagging outcomes from decades prior rather than current upward momentum:

"Without sustained, intentional investment in the systems that build leadership pipelines, this milestone is fleeting and progress will stall... CEO appointments are the result of decisions and development pathways set in motion decades prior, and broader data suggest those pipelines are plateauing, not accelerating."

The reality behind the headline:

- Men still lead nearly 90% of Fortune 500 companies
- The core drivers of progress (executive sponsorship and equitable access to P&L roles) are weakening
- Broad progress is beginning to stall across women's participation, representation, and pay

With emerging disruptions like AI threatening to further erode early- and mid-career pipelines, organizations cannot assume progress will continue on its own.
This moment should not lead to complacency but to action to strengthen the systems that make progress possible.

👉 Read Fortune’s full breakdown by Sidney Lake: https://ow.ly/ne1l50Z9w7F