CorAlign HR Consulting LLC

“You are what you do, not what you say you’ll do.”

A quote that is often attributed to Carl Jung, and so simple it practically screams at you. Because we all love a good intention...

"I'm going to communicate better."
"I'm going to invest more in my team."
"I'm going to take that next step."
"I'm going to get things organized."
"I’m going to stop saying things and start doing things." 😅

Lovely.

But eventually, the actions speak louder than the words.

In leadership, work, business, and life, trust isn't built by what we "meant" to do. It's built by what we actually do.

So yes, say the right things...

But more importantly, let your actions do the speaking.

I’ve been asked a few times over the years what my favorite quote is.

So, let me share one of them. Because honestly… who could have only ONE favorite quote?

Theodore Roosevelt’s “man in the arena” quote has always hit a little harder than the average inspirational poster you find in a sterile conference room.

Because at the end of the day, it’s easy to sit on the sidelines and critique.

It’s a lot harder to be the one actually trying, building, leading, failing, learning, showing up again, and occasionally wondering, “Why did I voluntarily put myself through this?”

But that’s usually where the growth happens...

Not in the cheap seats. Not in the comment section. Not in the “must be nice” crowd.

In the ARENA, my friends.

Dusty, tired, mildly overwhelmed, and probably questioning your life choices… but still in it. 😅

So cheers to the people doing the work, taking the risk, and staying in the arena... even when it would be easier to sit back and critique from a very comfortable chair in the shade.

And please, for the love of all things laminated and mildly inspirational, don’t heckle from the cheap seats while someone else is doing the hard thing 🤫

Just remember... the critics may be loud, but they’re usually stationary.

So keep moving.

Rebranding HR into “People Ops” is not the same thing as eliminating HR.

My completely biased take on Bolt’s HR rebrand is now live on Substack.

And yes, I said biased.
HR is literally how I make a living. 😉

But I also think there’s a middle ground a lot of companies miss...

You don't need bloated, "corporate-y" HR.
And you don't need no HR.
You need right-sized HR.

👇 Read the full article here: https://coralignhr.substack.com/p/sorry-but-people-ops-is-still-hr?r=3lsvwi&utm_campaign=post&utm_medium=web&triedRedirect=true

So You Hate Public Speaking?
Same.

For every manager, leader, business owner, and behind-the-scenes person who would rather be "quietly brilliant" in the corner... this one's for you.

I do a deep (and oddly humorous) dive into my personal experience with public speaking.

The gist?

You don't have to love public speaking to do it well.
You just have to become clear enough for people to follow you, thoughtful enough for people to trust you, and interesting enough for people to stay with you.

Link to full article: https://lnkd.in/grcjhijK

Super excited to announce that I’m starting a Women’s Executive Golf Network for the Knoxville/Oak Ridge area! ⛳️✨

The goal is to create a welcoming space for executive women, business owners, entrepreneurs, and women in leadership roles to connect, network, sharpen their golf game, and build relationships both on and off the course.

This group is designed for women who have some (even if it's limited) familiarity with golf and want to become more confident using the game as a way to build real professional connections.

Our inaugural Meet & Greet will be held in June at Topgolf Knoxville (date TBD) and will focus on relaxed networking, conversation, laughs, and simply getting to know one another.

Because let’s be honest… a lot of business still happens on the golf course, and more women deserve to feel confident stepping into those spaces.

No intimidating golf culture, no pressure to be perfect.
Just professional women, good conversation, and an opportunity to up your game alongside others who "get it."

Great women, good conversation... and maybe a few wildly questionable golf swings. 😅

To keep the first event small and intentional, I have 5 spots available for the inaugural gathering.

There is no charge to attend, I've got the bay rental covered! You'll just need to cover your own food and bevies 🍸 🍔

If you’d be interested in attending or learning more, comment below or send me a message! 💗

⚠️ Tennessee employers, let’s talk about Non-Competes.

This topic has come up with several of my clients recently, and the timing makes sense.

Tennessee lawmakers have officially passed HB1034/SB0995, legislation that would make significant changes to how non-compete agreements are handled, including restrictions on using them for employees earning less than $70,000 per year.

A recent Bradley article gives a helpful employer-focused summary of the proposed changes, and the big takeaway is this:

Now is a good time to review your agreements before you are forced to review them under pressure.

Which, as we all know, is everyone’s favorite compliance strategy. Right after “we found this template online” and “I’m sure it’s probably fine.” 😅

Non-Compete agreements can serve a valid business purpose, especially when employees have access to sensitive business information, key client relationships, pricing strategy, trade secrets, or other competitive information.

But like most HR documents, they work best when they are intentional.

Not every role carries the same risk. Not every position needs the same level of restriction. And it turns out, when everyone signs one, the agreement may actually be harder to enforce. The “we have everyone sign one” may not be the best long-term strategy.

Because if your executive team, sales team, office assistant, and summer intern all sign the exact same non-compete, it raises a fair question:

What specific business interest is this agreement actually protecting?

For TN employers, now is a good time to review:

1. Who is signing non-competes
2. Why those agreements are being used
3. Whether the restrictions match the role
4. Whether the agreements should be reviewed by employment counsel
5. Whether confidentiality or non-solicitation language may be more appropriate

The goal is not to eliminate business protections. It's to make sure those protections are thoughtful, current, and aligned with the actual role.

Because a good restrictive agreement should be more like a tailored suit and less like a poncho from a gas station.

It should fit the role, fit the risk, and not inadvertently create a bigger mess than the one it was supposed to prevent.

Check out the full article here: https://www.employmentlawinsights.com/2026/04/tennessee-passes-major-changes-to-noncompete-law-what-employers-need-to-know/

Tennessee Passes Major Changes to Noncompete Law: What Employers Need to Know The Tennessee 114th General Assembly has recently passed significant legislation reshaping how noncompetes are evaluated and enforced. Specifically, the

I look forward to volunteering at this event!

⛳ Only 2 team slots remain for our upcoming Golf Classic!

That means just 1 Eagle Sponsor (or 2 Birdie Sponsors) are still up for grabs. Or, you can also secure your spot by registering a full team for $600.

A big thank you to our latest Birdie Sponsors, F.E. Moran and Joyce, Meredith, Flitcroft & Normand, PLLC, for their support!

We’re also excited to share that our breakfast sponsorship has been secured—thank you to Bojangles!

⏳ The opportunity to order a hole sponsor sign by Graphic Creations, Inc. closes next Monday, so don’t miss your chance to be part of the course even if you can't play.

Register Here: https://app.asforms.net/api/as/00d5zv
Marketing graphic creds: Designed By Shakeira