The TAG Collab Podcast

The TAG Collab

Teri Arvesu Gonzalez is the founder of The TAG Collab. 15 x Emmy award winner. Whether you’re building a career, leading a team, or reimagining a brand, you’ll find writing that invites reflection and action. thetagcollab.substack.com

  1. 5d ago

    What If the Plan Is Supposed to Change?

    Written by Teri Arvesú González Years ago, a coach told me something about myself that has stuck with me: “You have a unique ability to see the macro and the micro at the same time.” I didn’t have language for it then, but I think I do now. Forward focus and peripheral vision. Throughout my career, I was both a planner and an innovator. I could see where we were trying to go, build the plan to get there, and at the same time notice the details, shifts and opportunities happening around us. That balance feels even more important today. Since leaving corporate life, some of the most meaningful things I’ve built weren’t on a carefully mapped-out plan. I started writing a blog. It led to an invitation to speak, which led to a contract, and then another. I had an impulse to write a letter to my son. I followed it, and that letter eventually became The Stories We Inherit, now a bestseller. A contact led to an introduction that put me in a college classroom. Curiosity about AI led me to teach myself how to use it, completely changing how quickly I could research, test and build ideas. Then I started getting asked to teach other women and seniors how to use it too. One thing kept leading to another. There’s a phrase I find myself using more and more: when you’re innovating, sometimes you’re building the bridge as you walk across it. It wasn’t always like this. But lately, when I use that phrase with leaders, entrepreneurs or people navigating career changes, I see a lot more heads nodding. We still need plans. Companies need strategies. Leaders need to give their teams, bosses, boards and investors confidence that they know where they’re going. Individuals need direction too. But we also need enough flexibility to recognize that the world may change while we’re executing the plan. And AI is accelerating that reality. A goal we set yesterday may still be exactly the right goal. But it was created with yesterday’s understanding of what was possible. That’s why I think we need both: forward focus and peripheral vision. Forward focus keeps us moving toward something. Peripheral vision allows us to notice what is emerging around us without losing our direction. Too much focus and we can execute yesterday’s plan perfectly while missing today’s opportunity. Too much peripheral vision and we’re chasing every shiny new thing. So how do we create a healthy balance? That’s what I’ve started calling MOVE. The MOVE Framewor M — Make Space. Look up from execution long enough to notice what’s changing. What might you be missing because you’re so focused on the existing plan? O — Open the Experiment. Test something. Learn the skill. Take the meeting. Write the article. Pilot the technology. Give an idea enough room to show you what it might become. V — Validate Through Movement. Let action create information. What worked? What didn’t? Did people respond? Did an opportunity emerge that you couldn’t have anticipated? E — Expand What Responds. Put more time, money or attention behind what is showing evidence. Adjust what isn’t. Let some things go. Then MOVE again. MOVE isn’t a replacement for strategy. It’s a way of giving strategy peripheral vision. I still believe in long-term thinking. I think we need a healthy balance between three things: Horizon gives us forward focus: Where are we trying to go? Path gives us strategy: Based on what we know today, what’s our best route? MOVE gives us peripheral vision: What are we seeing, testing and learning along the way that might change how we get there? Looking back at the last two years, I couldn’t have put everything that has happened into a five-year plan. Some of the opportunities weren’t visible when I started. They became visible because I was moving. Maybe that’s the real challenge for leaders, companies and individuals right now: not choosing between planning and experimentation, but getting better at doing both. Keep looking ahead. But don’t become so focused on the destination that you miss what’s developing beside you. Forward focus. Peripheral vision. Keep moving. Teri Arvesu Gonzalez is the founder of The TAG Collab, a corporate consultancy that partners companies ands to align purpose, brand, and strategy from the inside out. With a Master’s in Management and Leadership and more than 25 years of experience leading newsrooms, launching initiatives, and driving transformation across Miami, Chicago, and national corporate teams, she brings deep expertise in storytelling, culture-building, and operational alignment. She is the author of the Stories we Inherit (English) and Las Historias que Heredamos (Spanish) #1 for New Hot Release and best seller on Amazon Also find me on: Podcast: on Apple Podcasts and Spotify The TAG Collab Instagram: https://www.instagram.com/the_tag_collab/ Facebook: https://www.facebook.com/profile.php?id=61576206521962 Linkedin: https://www.linkedin.com/in/teriarvesu/ Linkedin: https://www.linkedin.com/company/thetagcollab/ This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

  2. Sep 22

    The Path of Least Resistance got a bad Rap

    Written by Teri Arvesú González Somewhere along the way, the path of least resistance became shorthand for taking the easy way out. We were taught that if something is hard, push harder. If the door won’t open, keep pushing. If you’re exhausted, dig deeper. I believe in hard work. I just don’t believe hard for hard’s sake is a strategy. In business, we do the opposite all the time. We reduce friction. We look at data. We eliminate unnecessary steps. We try to align people with the work where their strengths can create the most value. Nobody celebrates a process that takes 14 steps when it could take five. We optimize it. Yet when it comes to careers, we can glorify resistance. Sometimes work is hard because we are stretching, learning, and getting better. But sometimes it is hard because we are compensating for poor alignment. You may be perfectly capable of succeeding in something that barely uses your strengths, doesn’t hold your interest, or requires enormous energy just to maintain your performance. The question isn’t only Can I do this? It’s What is all this effort producing? That’s why I think the path of least resistance deserves a rebrand. Least resistance does not mean no resistance. It means less unnecessary resistance. When ability, interest, environment, and opportunity begin to line up, there can be less friction. Less friction can create more small wins. Small wins give us evidence that we’re capable. That evidence can build confidence, and confidence can create momentum. The reverse can happen too: misalignment → more friction → fewer wins → lower confidence → less momentum. Same person. Same work ethic. Different alignment. I’ve written before about the idea of stopping the endless effort to fix every flaw and instead understanding where our strengths naturally create value. If that resonates, you can read that article or listen to the podcast. But I’ve been taking that idea one step further. Because being good at something does not automatically mean you are interested in it. You can have an ability that comes naturally and have zero desire to build a career around it. And you can be deeply interested in something that requires skills you haven’t developed yet. So what happens when we stop looking at any one piece by itself and start asking where they line up? ABILITY + INTEREST + OPPORTUNITY + FIT That is the framework I’m increasingly interested in. Especially now. I have kids thinking about what they may want to study and do with their lives. At the same time, I hear constantly from people in my industry—and people around my age—who are asking some version of “What’s next?” Different stages of life. Same underlying question. How do I make a better decision about where to invest my time, energy, education, and effort? That is where the idea of return on effort comes in. There is Compounding Hard: the difficult work that builds skill, judgment, credibility, relationships, or knowledge you can use again. And there is Compensating Hard: working incredibly hard just to stay in place because you are constantly fighting poor fit. Both feel hard. But they are not producing the same return. So before automatically deciding the answer is work harder, I think we should ask: Am I getting better? Does my interest survive the difficulty? Does this environment let me use my strengths? Is the work building something I can use again? Is there a real need for what I’m learning to do? Hard work matters. But hard work is fuel. Alignment is navigation. Fuel without navigation can take you very far in the wrong direction. Nothing guarantees success. Timing, economics, access, family responsibilities, health, luck, and plenty of other forces matter. No assessment or framework is a crystal ball. But that doesn’t mean we should ignore the information we can gather. We use data to make better decisions in business. We use it when we invest. We use it when we buy a home, evaluate risk, hire people, allocate resources, or make other major life decisions. So why wouldn’t we use data to help make one of the biggest investments of all: where we put our time, talent, education, and career energy? That is the question I’ve been sitting with. I’ve been using research-backed tools and assessments to collect better information for my own kids and for people trying to figure out their next move. Not to predict the future, but to see patterns, narrow possibilities, reduce some of the guesswork, and make the next investment more intentional Maybe that’s as close to future-proofing as any of us can realistically get: not predicting exactly what the future will look like, but knowing ourselves well enough to make smarter decisions as it changes. If you’re thinking about a first career move, a pivot, or simply asking yourself “What’s next?”, DM me. I’m happy to share more about the tools and framework I’m using to bring a little more clarity—and a lot less guesswork—to the decision. Teri Arvesu Gonzalez is the founder of The TAG Collab, a corporate consultancy that partners companies ands to align purpose, brand, and strategy from the inside out. With a Master’s in Management and Leadership and more than 25 years of experience leading newsrooms, launching initiatives, and driving transformation across Miami, Chicago, and national corporate teams, she brings deep expertise in storytelling, culture-building, and operational alignment. She is the author of the Stories we Inherit (English) and Las Historias que Heredamos (Spanish) #1 for New Hot Release and best seller on Amazon Also find me on: Podcast: on Apple Podcasts and Spotify The TAG Collab Instagram: https://www.instagram.com/the_tag_collab/ Facebook: https://www.facebook.com/profile.php?id=61576206521962 Linkedin: https://www.linkedin.com/in/teriarvesu/ Linkedin: https://www.linkedin.com/company/thetagcollab/ This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

  3. Sep 15

    Your Brain Can’t Find What You Haven’t Named

    Written by Teri Arvesú González Have you ever had someone mention a certain car—and then suddenly you see that car everywhere? The cars didn’t multiply overnight. You just started noticing them. There’s a name for this: the frequency illusion, also known as the Baader-Meinhof phenomenon. Once something becomes relevant to us, our brains become more likely to notice it among everything competing for our attention. I think goals can work the same way. “I need to figure out what I want to do” is hard for your brain to act on. But when you begin identifying your strengths, interests, natural aptitudes, what gives you energy, and the environments where you may thrive, you give your brain something more specific. You are essentially telling it: This is important. Start looking for it. Psychologists call part of this selective attention. Your brain is constantly filtering information. Clarity helps shape that filter. And alignment matters too. When the opportunities you pursue are better aligned with your skills, interests, and strengths, there may be less friction between who you are and what you are trying to do. That doesn’t mean everything becomes easy. It means the effort can feel more natural and worth sustaining. That can create a powerful cycle: Clarity → Alignment → Action → Learning → Confidence → Momentum I learned this personally. When I left corporate America, I had spent decades knowing what success looked like and what came next. Then suddenly, I didn’t. I was so numb from the transition that I wasn’t even sure what I wanted to say, much less what I wanted to do. That experience pushed me deeper into the science of leadership, human behavior, career alignment, and performance. One of the most useful things I learned was that we do not have to figure ourselves out entirely through intuition. There are assessments, tools, and frameworks that can provide more objective insight into our interests, strengths, aptitudes, motivations, and working styles. They are not crystal balls. But they can give us evidence. And evidence gives us something to test. There is another useful concept called prospective memory—our ability to hold onto an intention even when we are not consciously thinking about it every minute. In normal language: you plant the thought, go live your life, and then something makes your brain say, Wait. This might matter. That is why clarity can help create momentum. It does not magically attract opportunities. It can make us better able to recognize relevant ones when they appear. At The TAG Collab, we have used these kinds of tools and frameworks with leaders, organizations, and people navigating career transitions—helping them better understand their strengths, clarify what comes next, identify where they may be best aligned, and turn that insight into action. Then I started looking at my own kids. I have kids in high school and college, and I found myself watching them make decisions about majors, careers, internships, and what comes next. And I kept thinking: Why aren’t we doing this for them in the first place? Why do we wait until someone is 35, 45, or 55 and questioning their career to help them understand their strengths and where they may thrive? Why are we asking 17- and 18-year-olds to make expensive, consequential decisions with so little objective information about themselves? So I started applying some of these same principles with my own kids. Not to tell them what they should become. To give them better information about themselves. Instead of asking, What do you want to be when you grow up? I think there are better questions: What does the evidence tell us about where you might thrive? And then: What can you do next to find out? Talk to someone. Take the class. Shadow a professional. Try the internship. Build the project. Test the hypothesis. Every action gives you more information. That is what career clarity means to me. Not choosing your entire future. Knowing enough about yourself to identify promising directions and start moving. Clarity creates a direction for discovery. Alignment can reduce friction. Action creates evidence. Evidence builds confidence. And confidence fuels momentum. Sometimes the opportunity you need is not missing. You just haven’t told your brain what to look for yet. At The TAG Collab, we are now adapting many of the principles we have used with leaders and people navigating career change into our emerging College & Career Clarity work for young people and families. I am doing this with my own kids because I believe we can help young people approach these decisions with more insight, more intention, and less guesswork. If this resonates with you and you have a high school or college-age child trying to figure out what comes next, reach out to me to schedule a conversation. We can explore where your child is today, the questions your family is trying to answer, and whether this approach is the right fit for you. You don’t need to know their entire future. You just need enough clarity to help them take a better next step and use the right tools to help make it flow better! Send me an email to schedule a call teri@thetagcollab.com Teri Arvesu Gonzalez is the founder of The TAG Collab, a corporate consultancy that partners companies ands to align purpose, brand, and strategy from the inside out. With a Master’s in Management and Leadership and more than 25 years of experience leading newsrooms, launching initiatives, and driving transformation across Miami, Chicago, and national corporate teams, she brings deep expertise in storytelling, culture-building, and operational alignment. She is the author of the Stories we Inherit (English) and Las Historias que Heredamos (Spanish) #1 for New Hot Release and best seller on Amazon Also find me on: Podcast: on Apple Podcasts and Spotify The TAG Collab Instagram: https://www.instagram.com/the_tag_collab/ Facebook: https://www.facebook.com/profile.php?id=61576206521962 Linkedin: https://www.linkedin.com/in/teriarvesu/ Linkedin: https://www.linkedin.com/company/thetagcollab/ This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

  4. Sep 8

    I Have a Confession to Make...

    I have a confession to make. I’ve been a little slow here on Substack. Not because I ran out of things to say. I’ve been writing a book. Actually, the book is now out. The Stories We Inherit has been published, and the response on Amazon has been incredible. I am still taking that in. Link on Amazon to buy For a while, I thought of the book and The TAG Collab as separate things. The TAG Collab Substack and podcast were where I wrote and talked about leadership, performance, confidence, reinvention, fear, perfectionism, identity and ambition. Then there is The TAG strategic agency, where we ask many of the same questions at an organizational level. What is getting in the way of performance? Is it the structure? The environment? The culture? The process? The incentives? Are we asking people to change when the system around them is actually what needs fixing? And then there was the book, which felt much more personal. Family. Identity. The stories we inherit. The things that get passed down whether anyone intends to pass them down or not. But eventually I realized I had been asking the same question in all three places: What gets in the way of becoming who—or what—we are capable of becoming? That is probably the thread running through most of my work. And I rarely stop with the first answer. I tend to double-click. Then sometimes triple-click. I want to know what is underneath the behavior, the decision, the performance problem or the pattern. It is easy to tell someone to be more confident, stop procrastinating, speak up, take the opportunity or network more. It is also easy for an organization to say its people need to be more innovative, collaborative or accountable. What interests me is what comes next. Why aren’t they? That is where I keep coming back to psychology, behavioral science and neuroscience. Our brains learn from experience. We build patterns around what feels safe, what gets rewarded, what creates embarrassment, what threatens belonging and what helps us avoid discomfort. Over time, some of those responses become automatic. Organizations do something similar. They build processes, habits, incentives and cultural norms that can reinforce behavior long after anyone remembers why they were created in the first place. So whether I am looking at a person or a company, the visible behavior is often only the first clue. I want to know: Why does this feel risky? When did we learn this? What is this behavior protecting? What is being rewarded? What is being discouraged? And sometimes the most interesting question of all: Was this lesson even ours to begin with? Sometimes what gets in the way is external. It is the structure, the system, the boss, the access, the opportunity or the environment. You cannot mindset your way out of every barrier, and you cannot coach people into thriving inside a system that continually works against the behavior you say you want. Sometimes it is internal. Fear. Self-doubt. Perfectionism. The belief that you have to be completely ready before you act. Maybe somewhere along the way you learned that visibility is risky, mistakes are expensive or being liked matters more than being heard. And sometimes it is inherited. A family story. A survival strategy. A definition of success. An expectation about what a good daughter does, what a responsible son does, how much risk is acceptable, how much sacrifice proves gratitude or what “people like us” are supposed to do. Nobody necessarily sits us down and gives us these rules. We absorb them by watching. We notice what gets praised, what creates tension, what people avoid talking about, who is considered successful and what happens when someone steps outside the norm. That is a big part of what I found myself exploring while writing The Stories We Inherit. And then the book gave me one more lesson. I grew up in a Hispanic home where English was my stronger language. I was the kid placed in basic Spanish throughout elementary and high school. Spanish was part of my culture, my family and my identity, but mastering it academically was another story. And because apparently nothing is impossible to me once I decide I am going to figure something out, I put the book together in Spanish too. I am seriously considering calling my third-grade Spanish teacher. But there is a deeper reason the Spanish edition mattered to me. Those of us who did not live through that first wave of Cuban exile are still living its aftereffects. We grew up inside the stories, fears, sacrifices, expectations and survival strategies that came from it. They shaped our families, even when we did not experience the original events ourselves. And very few people are talking about what that means for the generations that came after. Even fewer are having that conversation in Spanish. That matters to me. Because these stories do not disappear simply because a generation passes. They can show up in how we think about security, ambition, money, family, risk, success, loyalty and even the choices we believe are available to us. Which, when you think about it, brings me right back to the question behind The TAG Collab. What are we carrying? Where did it come from? And is it helping us become who we want to become now? There is something wonderfully full-circle about publishing this story in Spanish, because how many times do we carry an old label long after it has stopped being true? The kid who was not good at Spanish. The person who is not creative. The one who is bad with numbers. The one who is too shy. The one who is not leadership material. The one who could never write a book. Sometimes the tag was put on us by someone else. Sometimes we put it on ourselves. And sometimes it may have been accurate for one moment in our lives and somehow became a permanent definition. That is really the work across all of it. The TAG Collab Substack and podcast explore what may be getting in the way for us as individuals. The strategic agency asks the same questions of organizations, systems, culture and structure. And The Stories We Inherit goes further back and asks what we may have absorbed before we even knew we were absorbing it. Different applications. Same curiosity. Keep digging until we get closer to the root cause. Because you cannot solve the right problem if you have diagnosed the wrong one. So maybe I haven’t really been away from The TAG Collab. I’ve just been digging deeper. And apparently, writing in two languages while I was at it. I’m gonna go call my 3rd grade Spanish teacher now. She would be so impressed Spanish Trailer buy book on Amazon Teri Arvesu Gonzalez is the founder of The TAG Collab, a corporate consultancy that partners companies ands to align purpose, brand, and strategy from the inside out. With a Master’s in Management and Leadership and more than 25 years of experience leading newsrooms, launching initiatives, and driving transformation across Miami, Chicago, and national corporate teams, she brings deep expertise in storytelling, culture-building, and operational alignment. She is the author of the Stories we Inherit (English) and Las Historias que Heredamos (Spanish) #1 for New Hot Release and best seller on Amazon Also find me on: Podcast: on Apple Podcasts and Spotify The TAG Collab Instagram: https://www.instagram.com/the_tag_collab/ Facebook: https://www.facebook.com/profile.php?id=61576206521962 Linkedin: https://www.linkedin.com/in/teriarvesu/ Linkedin: https://www.linkedin.com/company/thetagcollab/ Tik Tok https://www.tiktok.com/@thetagcollab This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

    I Have a Confession to Make...
  5. Jul 29

    What Are Customers Really Hiring You to Do?

    What business are you really in? It’s one of the first questions I ask when working with leaders. It’s also one of the questions that most often stops a room. Organizations are usually quick to tell me what they manufacture, what services they provide, what technology they use, or what industry they compete in. Far fewer can clearly explain the progress their customers are hiring them to create. Problem they want solved, the need they want you to fulfill or the job to be done. At The TAG Collab, we’ve found that breakthrough innovation rarely begins with brainstorming sessions or the latest technology. It begins with asking better questions. By combining behavioral science, strategic advisory, leadership development, and innovation frameworks, we help organizations uncover hidden opportunities, challenge long-held assumptions, and navigate what we call The Great Disruption—a time when technology, AI, workforce expectations, and business models are changing simultaneously. One of my favorite frameworks for helping leaders think differently comes from Harvard Business School professor Clayton Christensen: Jobs to Be Done. Customers Don’t Buy Products. They Hire Progress. There are countless frameworks for innovation, strategy, and growth. I’ve studied many of them throughout my career. But Jobs to Be Done has consistently changed the way I look at organizations. Because it fundamentally changes the questions you ask. As a journalist, I learned that the quality of an answer depends on the quality of the question. Years later, leading organizations through transformation, I discovered the exact same principle applies to business. When a company tells me what it sells, I’m interested. When they tell me what problem they’re solving, I become curious. But when we uncover what job customers are actually hiring them to do, that’s when hidden opportunities begin to emerge. Christensen argued that customers don’t simply buy products or services. They hire them to make progress. People don’t buy a drill because they want a drill. They hire it because they want a hole. More importantly, they want to hang a picture, create a home, solve a problem, or accomplish something meaningful. The product isn’t the destination. Progress is. That subtle shift changes everything. Discovering the Job Is Harder Than It Sounds If identifying the “job to be done” were as simple as sending a customer survey, every organization would already know it. The reality is much more complex. One of the reasons Christensen’s work has always resonated with me is that it recognizes something journalists, anthropologists, and behavioral scientists have understood for decades: People aren’t always able to explain why they do what they do. Ask customers why they purchased something, and they’ll often describe features. Observe them. Watch what frustrates them. Notice the workarounds they’ve created. Understand what was happening in their lives when they made the decision. Listen for what they don’t say. That’s where the real story lives. The real job is often hidden beneath the surface. Which is why discovering it requires curiosity far more than certainty. A Refrigerator Company That Stopped Designing Refrigerators One of my favorite examples of Jobs to Be Done doesn’t come from Silicon Valley. It comes from a refrigerator company. For decades, refrigerator manufacturers competed the same way. They built larger models, added more features, improved energy efficiency, and searched for ways to lower costs. The assumption was simple: People wanted refrigerators. The challenge was building a better one. Then Godrej & Boyce, one of India’s oldest manufacturing companies, began looking at the problem differently. Instead of asking how to sell more refrigerators, they spent time observing families in rural communities. What they discovered changed everything. Many households weren’t trying to own a refrigerator. They were trying to keep milk from spoiling. Protect medicine. Preserve vegetables for another day. Reduce food waste. Improve their family’s quality of life. A traditional refrigerator wasn’t simply too expensive. It was too large. It consumed too much electricity in areas where power was unreliable. It was designed for a lifestyle many families simply didn’t have. The job wasn’t: “Help me buy a refrigerator.” The job was: “Help me keep essential items cool long enough to improve my daily life.” That insight completely reframed the opportunity. Instead of designing a cheaper refrigerator, Godrej created ChotuKool, a compact, portable cooling device designed around the customer’s actual circumstances rather than the industry’s assumptions. Notice what happened. The innovation wasn’t born from asking customers what features they wanted. It came from observing their lives. From understanding their struggles. From seeing the world through their circumstances instead of through the product category. That’s why I believe observation is becoming one of the rarest—and most valuable—competitive advantages organizations have today. Observation Is Becoming a Competitive Advantage We live in an era overflowing with data. Dashboards. Analytics. Artificial intelligence. Predictive models. Organizations know more than ever about what customers click, purchase, watch, and abandon. Yet many understand less than ever about why those behaviors occur. Data tells us what happened. Observation helps us understand why. As a journalist, some of the biggest stories I ever uncovered weren’t found in a press release. They emerged by paying attention to what others overlooked. Watching. Listening. Asking one more question. Seeing the gap between what people said and what they actually did. Innovation works the same way. Sometimes the next breakthrough isn’t hidden inside another dashboard. It’s hiding in plain sight. Why Great Industries Struggle to Reinvent Themselves One of Christensen’s most famous observations is that industries rarely disrupt themselves. That idea has fascinated me throughout my career. Successful organizations become exceptionally good at optimizing what already exists. Their budgets reward it. Their culture reinforces it. Their reporting structures measure it. Their incentives depend on it. Ironically, those strengths often become barriers when markets change. Organizations don’t usually fail because they’re poorly managed. They struggle because they’re incredibly well designed—for yesterday. Which is why disruption so often comes from outside the industry. Outsiders aren’t protecting existing assumptions. They simply ask different questions. It Doesn’t Just Unlock Innovation. It Reveals Your Brand. Jobs to Be Done is often introduced as an innovation framework. I believe it’s much more than that. It helps organizations rediscover who they really are. Many companies define themselves by what they produce. Customers define them by the progress they create. That’s an entirely different lens. When leaders truly understand the job customers are hiring them to do, they gain clarity far beyond product development. They strengthen their brand. They sharpen their messaging. They improve the customer experience. They build stronger cultures. They make better strategic decisions. Because brands aren’t built around products. They’re built around the promise of helping people make progress. Understanding that promise changes everything. Better Questions Build Better Businesses This is why I return to this framework again and again. Not because it offers easy answers. Because it teaches leaders to ask better questions. What assumptions have we stopped questioning? What problem are we really solving? If we started this organization today, would we build it the same way? What business are we actually in? Those questions unlock conversations that rarely happen inside organizations—and that’s often where the greatest opportunities are hiding. That’s Why We Created The TAG Collab At The TAG Collab, we believe the future belongs to organizations that can see what others overlook. We help executive teams uncover hidden assumptions, identify emerging opportunities, rethink their brands through the lens of customer progress, and navigate disruption through the intersection of behavioral science, strategic advisory, leadership, innovation, and organizational transformation. Because lasting innovation doesn’t begin with brainstorming. It begins with observation. It begins with curiosity. It begins with asking a better question. So I’ll leave you with this: What business are you really in? Not what your website says. Not what industry analysts call you. Not what’s on your business card. What job are people actually hiring you to do? Because once you answer that question, you don’t just discover opportunities for innovation. You discover the future of your brand. Industries rarely disrupt themselves. But leaders can. And sometimes, the first step toward transformation isn’t finding a better answer. It’s asking a better question. About TAG Collab At TAG Collab, we help executive teams uncover hidden barriers to performance, strengthen leadership capacity, and build cultures where trust, accountability, and innovation become competitive advantages. Because in today’s environment, organizations don’t just compete on strategy. They compete on the quality of their leadership. Let’s Schedule a call www.thetagcollab.com This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

  6. Jul 7

    Is your organization building strategy faster than it is building leadership capacity?

    By: Teri Arvesú González and Edna Uribe Disruption is new for many industries. It was normal for ours. We built our careers at the front edge of one of the most deeply disrupted industries. In media, the ground was always moving. Technology changed.Audiences shifted.Business models evolved.Revenue priorities intensified.And the skills that created success one year could become insufficient the next. Disruption was not an event.It became the environment. But we also learned something important: Organizations do not move through disruption because they have the perfect plan. They move through disruption when leaders have the capacity to adapt in real time, communicate clearly, make decisions amid uncertainty, build trust across functions, and keep people focused while the business is still changing beneath them. That was the work. We delivered results consistently.We innovated to unlock new opportunities and efficiencies.We redefined what collaboration looked like across teams, functions, and priorities.And we learned how to lead, adapt, and perform while the ground was still moving. The mindsets, disciplines, and practical frameworks we used then are the same ones we now help other leaders apply. Many of which we have featured right here in the past on the TAG Collab for paid subscribers. (We thank you for your support) We are now expanding and buiidling a new chapter for the TAG Collab because more industries are entering the kind of volatility we already learned to navigate. This time with in person founder leader partnerships with organizations who value longetivity and building leadership and a workforce equipped for the volality. Not just to Survive it but Thrive in it. AI, shifting workforce expectations, economic pressure, changing customer behavior, generational shifts in response to styles and constant transformation are redefining what leadership requires. Technical expertise alone is not enough. For organizations, the question becomes practical: Where are leaders being asked to adapt faster than they have been prepared to? Where is uncertainty slowing decisions, communication, or execution? Where are teams experiencing change fatigue, misalignment, or loss of trust? Where are strong individual contributors now expected to lead through complexity? Where would stronger leadership behavior create measurable business impact? These are the moments where leadership capacity becomes visible. And they are the moments where it can be built. TAG Collab helps organizations strengthen the mindset, self-awareness, behaviors, and practical leadership habits that allow leaders to keep people focused, connected, and performing while the future is still taking shape. That is leadership capacity. And in this environment, leadership capacity is not a soft skill. It is a business advantage. TAG Collab helps organizations build that capacity from the inside out. Let’s have a conversation on setting you and your team up for success now and in the future www.thetagcollab.com This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

  7. Jun 2

    Why Your Ideas Aren’t Landing—Even When You’ve Done the Work

    By: Teri Arvesú González Have you ever walked out of a meeting wondering how a weaker idea got more support than yours? Midway through my career, something clicked—and it changed how I prepared, positioned ideas, and showed up in rooms. Up until then, I believed hard work was the answer. Stay late. Build the best deck. Know your material better than anyone else. Deliver it flawlessly. I did all of that. I was disciplined, prepared, and convinced the work would speak for itself. But I kept seeing something I couldn’t explain. There were people who walked into meetings less prepared than I was—and still walked out with full alignment. No friction. No resistance. Just momentum. I remember thinking: what am I missing? Because I was doing everything “right.” Or at least everything I had been taught was right. I grew up believing that if you work hard enough, things will fall into place. That merit and effort would speak for themselves. And to be fair, that mindset builds discipline and credibility. But it doesn’t automatically build influence. What I eventually realized was this: I had been optimizing for the wrong moment. I thought the meeting was the moment that mattered most. It wasn’t. The meeting is where decisions are validated—not made. The people I admired weren’t winning in the room. They had already done the work before they ever walked into it. They had conversations early. Asked for input. Built trust before the meeting ever began. So when the idea showed up in the room, it didn’t feel new. It felt familiar. It felt shared. And familiarity reduces resistance. Because people support what they help create. When someone sees their thinking reflected in a plan, they don’t resist it—they advocate for it. It becomes theirs. And most people don’t argue against their own ideas. That was the shift for me. I stopped obsessing over the presentation and started managing the environment the idea was entering. Who needs to be aligned before I speak?Where are the pressure points?Who has influence in the room—and what matters to them? I started testing ideas earlier, listening more, and aligning one-on-one before the meeting. And suddenly, the same rooms felt completely different. From Execution to Influence If you want your ideas to land, the work starts before the meeting. Map the room before you enter it. Understand who makes decisions, who influences them, and where resistance might come from. Have early conversations. Share rough thinking. Ask for input before anything is finalized. Make people feel part of the process. When they see themselves in the idea, they’re far more likely to support it. Test your thinking in smaller settings so you’re not discovering objections for the first time in the room. Walk in aligned—not hopeful. If you’re relying on the meeting to convince people, you’re already behind. Where High Performers Get Stuck High performers often optimize for being right. Strategic leaders optimize for alignment. That’s the difference between effort and positioning. Effort says: let me prove this works.Positioning says: let me make sure this lands. Execution gets you in the room. Strategy determines what happens inside it. The Leadership Lesson This idea isn’t new. The Art of War has been teaching it for centuries: win before the battle begins. Understand the terrain. Know your allies. Position yourself so the outcome is already in motion. We just don’t always recognize that this applies to conference rooms too. Alignment is built before the meeting—not during it. A Simple Framework Influence = Preparation + Positioning + Pre-Alignment Preparation builds credibility. Positioning creates leverage. Pre-alignment creates momentum. Miss one, and your idea struggles. Have all three, and the room moves with you. About the Author Teri Arvesu is a media executive, strategist, and thought leader exploring the intersection of psychology, leadership, and modern communication. With more than 25 years of experience in journalism, content strategy, and media leadership, she has built and led high-performing newsrooms in major U.S. markets and developed cross-platform initiatives that reach millions of audiences. Through her platform, The TAG Collab, Teri writes and speaks about the forces shaping how people think, communicate, and make decisions in a rapidly changing information environment. Her work blends insights from neuroscience, behavioral science, and media strategy to help individuals and organizations strengthen critical thinking, agency, and leadership in an era of rapid technological and cultural change. Fornerly served as Senior Vice President of Social Impact and Sustainability at TelevisaUnivision and as President of the Univision Foundation, where she led initiatives focused on community engagement, education, and empowering audiences through information. Her writing explores topics such as leadership psychology, media influence, cultural identity, and the cognitive frameworks that shape modern public discourse. * Podcast: The TAG Collab * Instagram * LinkedIn * TikTok This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit thetagcollab.substack.com/subscribe

  8. Apr 14

    “Why Talking About Politics Turns Personal—Fast”

    By: Teri Arvesú González Human beings are wired for belonging. Long before political parties, ideologies, or online discourse existed, survival depended on group membership. If your tribe rejected you, your chances of survival plummeted. The brain evolved accordingly. It developed powerful neural shortcuts to rapidly categorize people into us and them. Today, those same ancient mechanisms operate in modern societies—and increasingly in politics. Identity has become one of the most powerful forces shaping how people interpret information, judge credibility, and make decisions. But when identity becomes the primary lens through which we see the world, it can quietly undermine one of our most important human capabilities: agency—the ability to think independently and act intentionally rather than reactively. Understanding this dynamic requires examining both psychology and neuroscience. The Rise of Identity-Driven Politics Identity politics refers broadly to political alignment organized around social identities such as race, gender, religion, nationality, or political affiliation. While identity-based advocacy has historically played an important role in advancing civil rights and representation, researchers note that the increasing fusion of political beliefs with personal identity has intensified polarization. Several trends illustrate this shift: * Political polarization in the United States has grown more rapidly over the past 40 years than in many other democracies, including Canada, the UK, Germany, and Australia. * Americans increasingly interpret political issues through identity lenses, turning disagreements over policy into conflicts over culture and identity. * Affective polarization—the emotional dislike of political opponents—has surged since 1980 across OECD democracies, with the United States experiencing the largest increase among 12 countries studied. * Studies show political party identity can influence social preferences more strongly than race, religion, or education when individuals evaluate others. * Research from Stanford indicates partisan identity can become stronger than other personal identities, amplifying social division. In other words, for many people today, political identity has become a core element of the self. And once identity is involved, the brain behaves differently. The Neuroscience of Identity and Group Bias From a neurological perspective, identity activates systems in the brain responsible for social belonging and threat detection. Three mechanisms are particularly important. 1. Social Identity Theory Psychologist Henri Tajfel demonstrated that humans naturally categorize themselves into groups—even when those groups are arbitrary. Once categorized, individuals tend to favor their in-group and distrust outsiders. Political identity works the same way. When people strongly identify with a group, they often adopt the group’s beliefs even if they previously held different views. The brain is not asking, Is this true?It is asking, Is this aligned with my group? 2. Motivated Reasoning The brain prefers coherence over accuracy. When identity is threatened, regions associated with emotional processing and self-protection activate, while analytical reasoning becomes secondary. Instead of evaluating information neutrally, individuals unconsciously seek evidence that protects their identity. Research shows political identity strongly shapes attitudes and behavior—even when personal experience suggests a different conclusion. This is known as motivated reasoning. 3. Cognitive Shortcuts and Information Filtering Identity simplifies complexity. Rather than evaluating each policy or idea individually, the brain uses identity as a shortcut: * “My group supports this → it must be correct.” * “The opposing group supports it → it must be wrong.” This effect explains why individuals sometimes shift their opinions to match their party’s stance even when the policy itself remains unchanged. The brain is optimizing for belonging, not necessarily for truth. When Identity Overrides Agency Identity itself is not the problem. The problem occurs when identity becomes the primary filter through which reality is interpreted. When that happens, three risks emerge. 1. Blind Spots Identity-based thinking encourages selective perception. People become more sensitive to information that validates their group and dismissive of evidence that contradicts it. Over time, this narrows the range of perspectives individuals consider. 2. Moral Absolutism Identity can transform disagreements into moral battles. Instead of debating ideas, people defend identities. This dynamic turns compromise into betrayal and curiosity into suspicion. 3. Reduced Personal Agency When identity dictates beliefs, individuals outsource thinking to the group. In effect, identity politics can become a form of cognitive automation, where individuals inherit positions rather than evaluating them independently. This is where identity politics intersects with agency. True agency requires the ability to step outside one’s group narratives and ask: * Is this belief mine? * Or did I inherit it? Detecting Identity-Driven Bias The first step to maintaining intellectual independence is recognizing when identity is influencing perception. Several signals often indicate identity-based thinking: Identity Alarm Signals * Emotional spikes around certain topics * Automatic dismissal of opposing viewpoints * Evaluating ideas based on who said them * Using moral labels instead of arguments * Feeling personally attacked by policy disagreement These are cognitive signals that identity may be driving interpretation. Training the Brain to Reduce Identity Bias Fortunately, the brain is plastic. Cognitive habits can be trained. Below are evidence-based practices drawn from behavioral science, decision theory, and neuroscience. 1. Practice Identity Decoupling Ask: “If the opposite political group proposed this idea, would I still support it?” This question interrupts motivated reasoning. 2. Seek Cross-Group Information Studies show exposure to diverse viewpoints reduces hostility and improves understanding. Deliberately consume information from multiple perspectives—not to agree, but to understand. 3. Separate Ideas From Identity Replace statements like: * “That’s a liberal idea.” * “That’s conservative thinking.” With: * “What problem is this trying to solve?” This reframes debate around outcomes rather than identities. 4. Use Steel-Manning Steel-manning means articulating the strongest possible version of an opposing argument before critiquing it. This activates analytical reasoning rather than defensive identity protection. You may have heard of a “straw man argument.” A straw man is when someone misrepresents an opponent’s position to make it easier to attack. Example of a straw man: Person A:“We should regulate AI development to reduce risk.” Person B:“So you want to stop innovation and destroy the tech industry.” That response attacks a distorted version of the argument. Steel-manning is the opposite. You build the strongest version possible of the other person’s argument 5. Build a Meta-Identity One powerful antidote to identity polarization is adopting a superordinate identity—something larger than political affiliation. Research shows shared identities (such as national identity or shared goals) can reduce hostility between opposing groups. Examples include identities such as: * citizen * problem-solver * parent * community member * human * in my case, Hater of double standards These broader identities create psychological room for disagreement without hostility. The Paradox of Identity Identity politics exists because identity matters. Groups organize around identity to seek recognition, justice, and representation. Many historical reforms—from civil rights to gender equality—emerged through identity-based movements. But identity becomes dangerous when it replaces independent thinking rather than informing it. The challenge is not eliminating identity. The challenge is holding identity lightly enough that it does not replace curiosity. The Real Test of Intellectual Independence A useful question to ask ourselves is simple: “Am I evaluating ideas… or defending a tribe?” The future will belong to people capable of doing something increasingly rare: holding strong values while maintaining cognitive openness. Not abandoning identity. But refusing to let identity do our thinking for us. That is the difference between belonging and agency. And in an age of polarization, that difference may be one of the most important intellectual skills we can develop. About the Author Teri Arvesu is a media executive, strategist, and thought leader exploring the intersection of psychology, leadership, and modern communication. With more than 25 years of experience in journalism, content strategy, and media leadership, she has built and led high-performing newsrooms in major U.S. markets and developed cross-platform initiatives that reach millions of audiences. Through her platform, The TAG Collab, Teri writes and speaks about the forces shaping how people think, communicate, and make decisions in a rapidly changing information environment. Her work blends insights from neuroscience, behavioral science, and media strategy to help individuals and organizations strengthen critical thinking, agency, and leadership in an era of rapid technological and cultural change. Fornerly served as Senior Vice President of Social Impact and Sustainability at TelevisaUnivision and as President of the Univision Foundation, where she led initiatives focused on community engagement, education, and empowering audiences through information. Her writing explores topics such as leadership psychology, media influence, cultural identity, and the cognitive frameworks that shape modern public discourse. * Podcast

    “Why Talking About Politics Turns Personal—Fast”

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3 Ratings

About

Teri Arvesu Gonzalez is the founder of The TAG Collab. 15 x Emmy award winner. Whether you’re building a career, leading a team, or reimagining a brand, you’ll find writing that invites reflection and action. thetagcollab.substack.com