A pressure proof team isn’t a team that never feels stress. It’s a team with enough clarity, trust, and capacity to keep working together when the pressure rises. You can usually feel the difference before anyone names it. A meeting starts late because three people are resolving an urgent issue. Someone asks which priority matters most, but no one can answer. A team member stays quiet after being interrupted twice. Another person volunteers to take on one more task, even thou

The middle manager is the person that translates organizational announcements and directives into a team meeting, a staffing decision, a performance conversation, a project deadline, or a response to conflict.

Chrysta Wilson at the Pressure-Proof Teams book launch, City Club Los Angeles, August 20, 2026. FOR IMMEDIATE RELEASE Los Angeles, California, August 20, 2026 At a Glance Event: Pressure-Proof Teams™ Book Launch Date: Thursday, August 20, 2026 Time: 6:00 to 8:30 p.m. Venue: City Club Los Angeles Featured conversation: Chrysta Wilson and bestselling author Samara Bay Included with every ticket: A copy of Pressure-Proof Teams™ Chrysta Wilson, Founder and CEO of Wilson and Ass

Burnout isn't a personal failing. Learn why chronic under-investment in leadership and team-building creates capacity gaps, and the framework that fixes it.

The leaders who move their teams through uncertainty well aren't always the ones with the most confidence: they're the ones with a process.

Most leaders I work with reach the same difficult realization eventually. They've invested in emotional intelligence training. They've taught their people how to communicate and navigate conflict. They've worked hard to build trust and encourage openness. And performance still isn't where it should be. Pressure still keeps showing up. At some point, it becomes clear that the breakdown isn't a people problem at all. It's that the organization's systems and structures were neve

The meeting ends and the room clears. You sit there, looking at the project timeline, and you see it. A deadline was missed, again. The person responsible was in the room. You didn’t say anything and you told yourself it was not the right time. That you didn’t want to embarrass them or disrupt the good vibes and momentum the team had been building. Perhaps you felt that familiar tightening in your chest, the one that tells you a hard conversation is needed. But you chose to w

I will be honest with you. I almost missed the gravity of this space mission. Between the weight of the world, clients navigating existential funding threats, and communities I love under pressure, I have not had much bandwidth for space news lately. But April 4 was a Saturday, and I found myself in a rare moment of stillness. I happened to have the TV turned to the BBC as the Artemis II press conference was starting, and I sat down. What I watched stopped me completely. It

Mass layoffs are more than just numbers; they are a profound workplace culture event. Learn how to navigate the hidden costs of layoffs and rebuild psychological safety for your leadership and teams. On March 31, the headlines hit. Oracle laid off 30,000 people. It is a number so large it feels abstract. In the news, it is discussed as a strategic move, an economic pivot, or a necessary alignment for the fiscal year. We see the stock market reactions and the analyst reports.