A Quiet Starbucks, A Productive Afternoon, and the Experience I Expected
This afternoon, after watching Motor City at the Regal Palmetto Grande and before heading to a recovery meeting on Daniel Island, I stopped by the Starbucks on Daniel Island to get some writing done.
It was a late Saturday afternoon, and I noticed something unusual.
I was the only guest in the entire store.
This Starbucks is spacious, clean, and inviting. While I worked on LinkedIn posts, blog articles, and other content, the team members were busy doing what great teams do—cleaning, restocking, and preparing the store for the next morning's customers. They were focused, professional, and creating the kind of environment you'd want to walk into when the doors opened the next day.
The music during today's visit was exactly what I'd expect in a Starbucks. It was playing through the store speakers and was a fun, eclectic mix. I caught what I believe was some Björk, followed by the classic Landslide by Fleetwood Mac. It fit the atmosphere perfectly and made for a relaxing place to spend a couple of productive hours.
Ironically, this reminded me of another Starbucks experience I had recently at the location near my home in Mount Pleasant. I wrote a blog post and shared a video because music was playing in the café that probably wasn't part of the corporate-approved playlist. I even recorded it so people would know I wasn't making it up.
Today's visit was exactly what I expected from the Starbucks brand: a comfortable, welcoming place where I could sit, think, write, and be productive.
I've included the video from today's visit with this post.
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What 98 Questions Revealed About Me
Every now and then, a job application asks to go beyond a résumé and complete an assessment that digs into how I think, work, and interact with others.
I'm currently applying for a role here in the Charleston, SC area. Like many opportunities these days, part of the hiring process included a behavioral assessment—98 questions that took about 45 minutes to complete.
The results were interesting because they aligned closely with how I've approached my career in Learning & Development, leadership, and continuous improvement.
Here are the competencies the assessment highlighted:
📚 Learner (Thought Process)
Curious and inquisitive. I enjoy learning new things, asking questions, and finding ways to apply new knowledge to solve problems and improve performance.
🎯 Achiever (Drives & Values)
Determined to succeed. I set high standards for myself and stay focused on accomplishing meaningful goals while continuously growing.
🔄 Adaptability (Work Style)
Flexible and resourceful. Whether it's changing priorities, new technology, or unexpected challenges, I enjoy finding solutions and helping organizations navigate change.
🤝 Individualizer (People Acumen)
Building personalized relationships. One-size-fits-all leadership rarely works. I enjoy understanding what motivates each person and helping them succeed in ways that fit their strengths.
🚀 Execution (Influence)
Exceeding expectations. Planning, data, experience, and intuition all come together to deliver results. My goal has always been to leave projects, teams, and organizations better than I found them.
What I appreciated most wasn't receiving a "score." It was seeing characteristics that I've tried to demonstrate throughout my career.
I'm still looking for the right opportunity—one where I can contribute, make an impact, help people grow, and continue learning myself. Whether that's through Learning & Development, instructional design, leadership development, or organizational effectiveness, I'm excited about what comes next.
Sometimes a behavioral assessment is more than another step in the hiring process. It's an opportunity to reflect on who I am and how I create value for others.
What strengths have been most consistent throughout your career?
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Whistleblowers Welcome: Help Shine a Light on Leadership and Workplace Culture
Every organization has room to improve. Some embrace feedback. Others silence it.
If you are a current or former employee who is concerned about workplace culture, leadership, management practices, accountability, or organizational performance, I’d like to hear your perspective.
If you choose to reach out, I will take reasonable steps to redact identifying information before discussing your experience publicly. Please do not send confidential, proprietary, or legally protected information. I’m interested in your experiences, observations, and opinions—not trade secrets.
Poor performance should not be rewarded.
Ineffective leadership should be examined, not ignored.
A toxic culture rarely appears overnight. It often starts at the top and spreads throughout an organization until someone has the courage to confront it.
One of my favorite leadership principles is simple:
You tolerate what you allow.
If leaders allow dysfunction, it becomes the culture.
If employees remain silent out of fear, meaningful change becomes even more difficult.
Constructive transparency and accountability make organizations stronger—not weaker.
If there are stories that deserve to be heard, let’s have that conversation.