My work is grounded in a clear philosophy and a small set of practical frameworks developed through experience across learning, professional development, and organizational leadership.
These perspectives shape how I approach complexity, change, and growth — and guide the work I do with individuals and organizations.
I believe effective leadership begins with clarity, calm, and trust. In complex or high-pressure environments, people don’t need more noise — they need steadiness, direction, and follow-through.
My leadership style is grounded in helping people feel capable and supported while maintaining high standards. I focus on translating complexity into clear priorities, asking thoughtful questions, and creating environments where people can do their best work with confidence and intention.
I view learning and professional development as systems of enablement — not content delivery. Learning works best when it is intentionally designed, connected to real goals, and supported over time.
My approach prioritizes application, adoption, and sustainability. I focus on building development ecosystems that strengthen capability, reinforce desired behaviors, and support growth long after formal training ends.
Momentum is the combination of systems, leadership behaviors, and learning practices that keep people growing, contributing, and staying— long after onboarding ends. It's not about perks or programs.
Over time, I began to notice a recurring pattern across organizations — a gap between onboarding and offboarding, where employee momentum fades and productivity slows. I refer to this pattern as The Momentum Gap™.
The Momentum Gap™ often appears when:
• Engagement initiatives don’t translate into action
• Managers are trained but not supported
• Growth feels unclear or inconsistent
• Learning pathways are rigid or exist outside the flow of goals
Momentum is sustained when organizations intentionally design for how people grow, perform, and stay engaged over time. The Momentum System™ focuses on a small number of leverage points that reinforce progress and capability:
This framework helps leaders focus on leverage — doing less, more intentionally — so growth and performance are supported consistently, not left to chance. For employees, this means clearer expectations, stronger support, and development that feels consistent and purposeful — increasing engagement, trust, and long-term retention.
© 2026 Tausha Major. The Momentum Gap™ framework, workshops, and related written materials are original works developed by Tausha Major. All rights reserved.
Copyright © 2026 Tausha Major - All Rights Reserved.
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