--- title: "Anita Grantham" url: https://stacklist.com/card/47104a63-3f26-4b51-94bc-b83eb7be6413 source_url: "https://www.linkedin.com/in/anitakgran" stack: https://stacklist.com/stack/6176b977-1f17-4ffd-b63b-e67d9310c030 summary: "Anita Grantham is a LinkedIn professional with 12K followers who writes extensively about talent management, workplace culture, and HR strategy. Her articles focus on hiring practices, employee recognition, work-life balance, and organizational leadership challenges." tags: "talent-management, hr-strategy, workplace-culture, leadership, hiring-retention, employee-engagement, parental-leave" key_entities: "Anita Grantham (person), Marissa Mayer (person), LinkedIn (organization), Amazon (organization), Yahoo (organization), Netflix (organization), Microsoft (organization), SHRM (organization), Paradise Valley, Arizona, United States (location), HR-X Live (event), Culture Summit SF (event), parental-leave (concept), workplace-culture (concept)" classification: "reference" content_hash: "sha256:624424573ca49e6fffbeed6633d5eee937202f7a6853bb839f533177d5df005f" acp_version: "0.2" token_counts_approximate: 4375 visibility: public agent_accessible: true status: "final" --- # Anita Grantham Anita Grantham Sign in to view Anita’s full profile Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . Paradise Valley, Arizona, United States Contact Info Sign in to view Anita’s full profile Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . 12K followers 500+ connections See your mutual connections View mutual connections with Anita Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . Join to view profile Message Sign in to view Anita’s full profile Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . Report this profile Articles by Anita When AI Leads the Work, Who Is Managing Whom? Oct 16, 2026 When AI Leads the Work, Who Is Managing Whom? If your employee approves the answer but didn’t direct the work, what exactly are they accountable for? The Dive I keep… 1 1 Comment Are you sure you know who you hired? Oct 9, 2026 Are you sure you know who you hired? A California defense contractor was compromised by someone hired through a completely normal interview process; here's… 31 10 Comments What a 30% Raise Actually Tells You Sep 25, 2026 What a 30% Raise Actually Tells You A big number can be a good reason to look. It should never be a reason to stop looking. 82 14 Comments When Hard Work Goes Unnoticed Everyone Pays Feb 3, 2026 When Hard Work Goes Unnoticed Everyone Pays Thank you all for the conversation today. Here is a summary of our discussion! Recognition Isn’t a Program. 28 35 Comments Give Marissa a F*%*ing Break May 5, 2016 Give Marissa a F*%*ing Break I am really tired of seeing articles like this criticizing Marissa Mayer for not following Yahoo’s parental leave… 132 27 Comments Size Doesn’t Matter. Apr 14, 2016 Size Doesn’t Matter. Why Strategy is Always the Same. Over the past year I have sat in on annual strategy sessions with executive teams at… 24 6 Comments Work me to the bone! Is Amazon a horrible workplace? Oct 6, 2015 Work me to the bone! Is Amazon a horrible workplace? I am totally fascinated by the recent press Amazon received about their work environment. It has been interesting to… 16 6 Comments Cutting the cord - pay me while I am at home with my baby! Aug 24, 2015 Cutting the cord - pay me while I am at home with my baby! Netfix and Microsoft have been in the news given their announcements for better parental leave policies. If you didn’t… 16 3 Comments Cutting the cord: I left my corporate job to be a mom. Jul 12, 2015 Cutting the cord: I left my corporate job to be a mom. Cutting the cord: I left my corporate job to be a mom. Two weeks ago I attended #CultureSummitSF. 34 11 Comments Cutting the Cord - Is the place you work mommy-friendly? Jun 18, 2015 Cutting the Cord - Is the place you work mommy-friendly? Is your company mommy-friendly? I recently wrote a blog post for leaders and facility managers to make the transition… 15 1 Comment Show more See all articles Activity 12K followers Posts Comments Reactions No more previous content Anita Grantham Anita Grantham 1d Report this post Anita Grantham posted this I am honored to be talking all things Talent for SHRM at HR-X Live. What is your strategy for hiring and retaining your people? Tell me what you are working on and where you are stuck! As you think about talent consider these three questions: - Would you enthusiastically rehire this person? - Are they performing to the expectations you set? - Will they keep getting better the longer they’re on your team? Simple questions. Powerful implications. I believe HR has the power to drive business performance in ways the world has yet to fully realize. At HR-X Live!, I’ll brings bold thinking, direct insight, and strategies you can use right away. Don’t miss it. 🚀 https://bit.ly/3OHCr1u 5 1 Comment Copy LinkedIn Facebook X Anita Grantham Anita Grantham 4d Report this post Anita Grantham shared this I had our girls 13 and 11 years ago. There was no planned parental leave the way there is today, not really anywhere. So I did what a lot of women in my position did: I worked through it. Answered emails from the hospital. Never fully checked out, because there was no plan that would've let me. That's not advice. That's just what happens when a company has no plan for the most predictable event in an employee's life. Our company has a detailed plan for a server outage. Does it have one for a maternity leave it can see coming six months away? Four of the seven leaders at Comma Copywriters were pregnant at the same time, including the CEO. The coverage plan took ninety minutes at a team retreat: a giant calendar, sticky notes, every responsibility written down and reassigned with overlap. That year was the company's first million-dollar year. Here's the lesson I can't shake: we treat the most predictable events in an employee's life like emergencies, then point at the chaos as proof that flexibility "doesn't scale." A leave never disrupts your company. The absence of a plan does. And the plan buys something a policy never can: four leaders got to disappear into the biggest moments of their lives without guilt, without checking Slack from a hospital bed, and without wondering what it would cost them. I wish I'd had that. Ninety minutes and some sticky notes would have bought me weeks I don't get back. Watch how they did it 👇 #WorkingParents #Leaders #CompanyCulture Tina McCormack Beaty SHRM Nectar #AlwaysLearning #LiveWire Full conversation with Crystalee Beck : https://lnkd.in/dfdBnsMx public_profile__posts 3 Copy LinkedIn Facebook X Anita Grantham Anita Grantham 4d Report this post Anita Grantham shared this "Human in the loop" sounds responsible. But where is the human in the loop? Anthropic reports Claude now leads 26% of its own AI R&D work. A human sets the goal. The AI does most of the work. The human supervises. So if you give the goal, and the AI figures out the approach, solves the problems, and hands back something nearly done... Who managed the work? That's not an AI question. It's a management question. If I'm responsible for an answer I can't challenge, I don't have accountability. I have liability. Try this on one workflow this week. Don't ask whether there's a human in the loop. Draw the loop: → Who defines the problem? → Who chooses the approach? → Who can say "No. Start over."? You may find you handed over more authority than anyone realized. Where has AI started deciding how the work gets done on your team? You've got this. Go lead well. — Anita #Leadership #AI #FutureOfWork #LiveWire #EveryoneSells When AI Leads the Work, Who Is Managing Whom? When AI Leads the Work, Who Is Managing Whom? Anita Grantham 1 1 Comment Copy LinkedIn Facebook X Anita Grantham Anita Grantham 5d Report this post Anita Grantham shared this I'm the most hands-off leader you'll ever work with. Not because I don't care. Because I care too much not to be. I want you to learn. I want you to grow into work that's actually yours. I want you to be the one presenting to the CEO, not because I stepped out of the room, but because you earned the seat in it. Work with me and you get access: to senior leaders, to customers, to the parts of the business most people never see. Not everyone wants that kind of access, and I get it. But I've learned I can't do it all, and I shouldn't, not if I'm serious about building an incredible team instead of just being one. Crystalee Beck leads the same way. And she's the one who gave me the language for why it works. She thinks of culture as a kite. All freedom and no string, and the kite flies away: nothing ships. All string and no kite, and people live in a cage: nothing stays. After enough conversations with leaders who've built cultures people refuse to leave, I'm convinced: almost no culture fails from too much freedom. Cultures fail from unwritten standards. If your team "took advantage of the flexibility," run this test: could every person recite what great work looks like and when it was due? If the answer is no, the kite was never your problem. Freedom isn't the opposite of accountability. It's the reward for it. That's the string I actually hold onto, not tasks, not check-ins, just a standard everyone on the team could say back to me word for word. Everything else, I hand over. So: if you stepped back today, would your team know exactly what great looks like — or would they be flying blind? Clip below 👇 #CompanyCulture #Accountability #Leadership Full conversation with Crystalee Beck: https://lnkd.in/gKDUFQGj public_profile__posts 1 1 Comment Copy LinkedIn Facebook X Anita Grantham Anita Grantham 5d Report this post Anita Grantham shared this What can a football stadium teach us about leadership, culture, and creating a competitive advantage? Apparently, quite a lot. This week, I toured Manchester City’s Etihad Stadium, and I left so inspired that I wanted to run sprints on the pitch! Regardless of what you think about Manchester City’s business strategies, I was fascinated by something entirely different: the intentionality behind creating a winning environment. One of the most fascinating parts of the tour was learning how deeply Pep Guardiola influenced the design of the team’s spaces, particularly the locker rooms. Our tour guide repeatedly credited Pep with intentional decisions about the environment he wanted to create. The home and visiting teams have similar facilities, but the differences in color, shape, layout, and atmosphere are striking. Nothing felt accidental. The home locker room was designed to foster connection, reinforce team identity, and create the energy of a winning team. That’s leadership by design. And it got me thinking about the workplaces we create. We spend so much time talking about culture, collaboration, engagement, and high performance. But how often do we consider whether our physical environments actually reinforce those ambitions? A few leadership lessons I took away: ⚽ Culture is built into the environment. The spaces we create send signals about what matters. ⚽ Belonging doesn’t happen by accident. Thoughtful design can encourage connection and a shared identity. ⚽ Performance is influenced by more than talent. The environment can either create energy or drain it. ⚽ Home-field advantage can be intentional. Great leaders think about every factor that helps their teams perform at their best. You don’t need a Premier League budget to apply these principles. But you do need to be intentional. Great leaders don’t just build teams. They intentionally design the conditions in which their teams can win. If you’re a CEO or people leader who hasn’t thought about how your office design influences culture and performance, maybe it’s time to take another look. Manchester City reminded me that creating a winning team isn’t just about who is on the field. It’s also about the environment you build around them. What does your workplace communicate to your team before anyone says a word? #Leadership #CompanyCulture #WorkplaceDesign #HighPerformance #ManchesterCity public_profile__posts 10 Copy LinkedIn Facebook X Anita Grantham Anita Grantham 5d Report this post Anita Grantham shared this Great opportunity to work with an incredible team! Check it out 👇 Roxanne Bras Petraeus Roxanne Bras Petraeus 6d Anita Grantham shared this Hivemind, please help. We are on the lookout for an exceptional Senior Product Marketing Manager. Anyone come to mind? At the risk of destroying my inbox, DM me if you know of someone who's top 5% of PMMs you've ever worked with. Please and thank you. 3 Copy LinkedIn Facebook X Anita Grantham Anita Grantham 6d Report this post Anita Grantham shared this During an interview with Derek Miner , I mentioned, almost in passing, that my dog Derby was sick with something the vets couldn't quite pin down. It had nothing to do with the interview. Wasn't on the agenda. I barely remember saying it. A week later, a BarkBox showed up on my doorstep. Wishing Derby well. It wasn't really about the BarkBox. It was someone on that team who noticed something that mattered to me, and had permission to act on it. On the episode, Derek shared that moments like that one, multiplied across his customer base, have generated over $200K in referral revenue. That combination, attention plus permission, is rarer than it should be. Most companies train employees to prioritize efficiency: → Stay on topic. → Follow the process. → Keep the meeting moving. → Escalate anything unusual. Then leaders wonder why the customer experience feels standardized and impersonal. You can't prescribe every memorable moment in a playbook. But you can build the conditions that make them more likely: → Attention — employees listen for the human details. → Autonomy — they don't need three approvals to respond. → Resources — they have a reasonable budget or tool to act. → Examples — the company tells stories that show what "good" looks like. That last one matters most. When a story like this gets repeated inside a company, it expands everyone's sense of what their job actually is. People learn that noticing is part of the work, and that they're trusted to act on it. I didn't become a customer for life because of the product. I became one because someone was allowed to care about my dog. When's the last time someone on your team went off-script, and got praised for it, not corrected? #CultureCreators #CustomerExperience #Leadership #EveryoneSells SHRM Nectar public_profile__posts 24 8 Comments Copy LinkedIn Facebook X Anita Grantham Anita Grantham 6d Report this post Anita Grantham shared this This will be an awesome event! PHX FWD PHX FWD 1w Anita Grantham shared this The CapCon Founder Showcase lineup keeps growing! 🚀 More Phoenix software companies are joining us on November 5, bringing together founders across different stages of growth and industries, from healthcare and aviation to legal tech and AI. Meet the next six companies joining the showcase: → Virtuous (Stage 7) – helping nonprofits better connect with and inspire their supporters. → Hilo Aviation, Inc. (Stage 4) – the world's first AI-powered Aviation Training and Operating System. → WIZniche (Stage 3) – Automation platform for Service Pros. → Steerco (Stage 3) – Automated lead gen and sales funnels for B2B companies. → Notary Everyday Inc. (Stage 2) – Notary Fulfillment Infrastructure for Title Companies. → Clean (YC F26) (Stage 2) – Origination engine for deal transactional flow. At CapCon, these founders will have dedicated showcase booths where attendees and investors can meet them, learn about their businesses, and explore opportunities to connect. And we're not done yet. More Founder Showcase companies will be announced as we get closer to November 5. 👀 The companies are here. It's time to deploy the capital! 📅 November 5 📍 Scottsdale, AZ 🎟️ PHXCapCon.com Presented by the Arizona Commerce Authority . #CapCon2026 #PHXFWD #ArizonaTech #ArizonaStartups #SoftwareFounders Clate Mask Becky Winter Chi Nguyen Anita Grantham Aaron Favreau Gabe Cooper Noel Serrato Ryan Serrato David Bean Travis Siegfried Zachary Hawley Tejas Gupta public_profile__posts 1 Copy LinkedIn Facebook X Anita Grantham Anita Grantham 1w Report this post Anita Grantham posted this Most companies say their values matter. Anthropic just wrote it into its voting structure. According to Reuters, its IPO filing creates a "Founder LLC." Its seven co-founders will initially hold 50.1% of voting power on key matters. The stated purpose? To steward the mission even when it conflicts with market forces. And they didn't stop at control. The co-founders also pledged 80% of their personal Anthropic equity to charitable causes. That's putting your money where your mouth is. Literally. In the same filing, the company warned investors that its stance could cost it, citing government actions that could hit relationships with customers and partners. You can debate whether that structure is wise. Plenty of governance experts are. But it answers a question most leadership teams never ask: When our values get expensive, who decides? Most companies never decide. They write integrity, courage, and people-first on the wall. Then a major customer wants an exception. And suddenly everyone discovers the value was open to interpretation. So I'll ask you what I asked my readers this week: → What profitable opportunity would your values require you to decline? → Who has the authority to stop a decision that violates them? → How much pressure is your organization actually prepared to absorb? If you can't answer those, you don't have an operating value. You have an aspiration. This week's Live Wire digs into what happens when convictions meet the cost of keeping them. Link in the comments. #Leadership #CorporateGovernance #CompanyCulture 8 3 Comments