The Era of Strategic Transition: What Target, Divorce Registries, and Conscious Unbossing Have in Common
This month, we’re watching three trends that, at first glance, don’t seem connected. But look again, and the theme is clear: strategic transition. Sometimes you choose it. Sometimes it chooses you. Either way, power lies in how you respond.
Target Quietly Removes Two DEI-Aligned Execs. It’s Not Nothing.
In late May, Target announced the involuntary termination of two senior leaders: Amy Tu, Chief Legal & Compliance Officer, and Christina Hennington, Chief Strategy & Growth Officer. The company gave no cause, no scandal to speak of—just a quiet line in the press release and a new “enterprise acceleration office” being created.
But let’s be real: when the two execs ousted also happen to be central figures in Target’s public DEI efforts, the move reads as deliberate. Tu had recently stepped in to lead legal operations, following Don Liu’s legacy of embedding DEI metrics into law. Hennington helped architect Target’s $2B investment in Black-owned businesses and co-founded the REACH committee.
So no, this wasn’t routine. This was a signal.
Companies may still say all the right things, but behind closed doors, priorities are shifting. The ones who made DEI operational, accountable, and cultural? They’re being reorganized out.
If you’re still doing this work inside an organization: check the wind. Document your wins. And start thinking three steps ahead.
The Rise of the Divorce Registry: A Blueprint for Personal Reentry
Fresh Starts Registry is the latest in a wave of platforms reframing life transitions as worthy of intention and design. Instead of creating gift lists for weddings or baby showers, users can now build registries for post-divorce reinvention.
Sound frivolous? Think again.
This isn’t just a niche consumer trend—it’s part of a bigger cultural realignment. More and more, we’re acknowledging that big personal transitions deserve support structures. Whether it’s a divorce, a job loss, or a cross-country move, people are seeking ways to move forward with clarity and a bit of comfort.
For DEI execs, HR leaders, and brand strategists, there’s something to take from this: transitions aren’t just emotional. They’re economic, social, and deeply designable.
Conscious Unbossing: The Quiet Power Move of the Year
In contrast to being pushed out, some professionals are taking the reins and stepping back on purpose.
"Conscious unbossing" refers to the rising trend of high-performing individuals opting out of leadership and management roles. Not because they can’t lead—but because they’ve calculated the cost and decided it’s not worth it.
The unbossed are often:
Saying no to direct reports
Choosing IC (individual contributor) roles for flexibility
Negotiating for pay without the expectation of being "on call" for team morale
After years of crisis response, hustle culture, and remote emotional labor, it’s no surprise. Sometimes leadership becomes a liability. The new question is: can you lead without leading people?
The answer, increasingly, is yes.