Transformative Leadership Conversations with Winnie da Silva

Season 3; Episode 7: How a Bike Accident Build a Leader with Gary Hamilton

Gary Hamilton is the Senior Vice President for WSP a global management and consultancy services for the built and natural environment. With 25 years of experience in designing and building healthcare facilities globally, Gary is passionate not just about his work but how he shows up as a leader and being a role model for others. Gary’s flair for connecting with people and pushing himself past boundaries is truly inspirational.

Key Takeaways from this Episode:

Be a Thought Leader

·      When I moved to the US after establishing myself in the UK, I had to do something different to stand out. Being a thought leader was brand new. Networking is a big part of that. 

·      The biggest challenge for me was determining what I wanted my path to be. I chose critical care environments because of a bike accident I had when I was 18. I became a thought leader on what the building/engineering needs are to prevent infections during surgeries by doing research on these things and writing about it.

My Bike Accident

·      After my bike accident, I didn’t think I’d ever play soccer again – doctors said I wouldn’t. But eventually through surgery, physical therapy, and training, I was able to, I even represented my university at collegiate games. 

·      Even against the odds, I became victorious. It created my mindset that I could do anything. So powerful!

·      It became the foundation for my passion in healthcare. And it gives me a point of connection with clients. 

·      It became my passion, what drives me. I created a non-profit called Dreams Reality Foundation. If I can give back and give access to underserved communities, I could change lives. Impact communities positively.

My Inspiration

·      Rick Romy, an incredible mentor: In 2019, I became a Fellow of the American Society of Healthcare Engineers in Baltimore. Biggest moment of my career. Early 40’s. Not a lot of Fellows look like me. Rick sat with my family at the ceremony. He had supported me in everything. Taught me to always show up and show out.

·      As a person of color, as an immigrant, I never used color as an impediment. I don’t see it as one, but I always feel like I have something to prove.

·      My mom is such an inspiration. 4 kids. Dad left when I was 10. She was alone without a job but she was entrepreneurial. I would sell in the market, take days off school, because I had to help the family. 

·      I lead with a smile, empathy, and compassion. I came from nothing, a ghetto community, I even wrote a book, “Ghetto Youth’s Bible”. I have no choice but to be appreciative and upbeat because I know the other side. It drives me to do my best and be my best. I never take the success for granted.

·      My experience in a career where I’m truly a minority also drives me. I was the first Black Partner for a company that was almost 150 years old. I didn’t realize what a feat that was, I didn’t know that no one had traveled that path, but I was completely fearless. I just wanted to do and be my best and continued to push through tough circumstances. It doesn’t matter your color, your background, if you’re doing your work, people will notice. 

“I am not the only one”

·      It doesn’t matter if you think what you’re going thru is truly unique, it’s not. There’s a lot of people who have been travelers in the same path and they have gone through similar challenges. 

·      Make sure you choose people that can help you, a circle of friends, supporters, and mentors that can assist you when you’re going through those circumstances. 

·      Be positive about it, that will help. Knowing that you are not the only one can actually drive a positive mindset. 

·      There’s always a light at the end of the tunnel even when it seems your darkest hour. That’s my mindset toward any circumstances, no matter how tough they might seem.

My past truly dictates my future

·      Leadership is not maintaining the status quo, it is building something truly unique, realizing your vision, and how you want to write your story. As long as you are committed to your goals and vision, you will win.

·      Be mindful of how you treat people, it shows who you are. There was a project that we didn’t do well on, and a team member was getting defensive with the client, but I promised the client we would do better, “I am a man of my word”. The client told me my reputation was known; I was known as a trusted client partner. 

·      People appreciate it that they see my heart, my passion, and that I am driven to do and be the best I can. Shines thru my job and how I lead. I have a team that I have a tremendous relationship with.

·      I continue to lead and challenge the status quo, not to go against the grain, but to prove to myself and to others that it is possible. If you approach or do it differently, you may achieve even better results.

Networking enhancing leadership

·      Networking is not just building your brand. Networking is building your reputation, building who you want to be. And continuing to live it.

·      For a young African American that chooses engineering, chooses leadership, chooses to take their career to the highest level – don’t be daunted by the fact that you might be a minority in leadership, or a minority traversing your path, if you push hard and work hard, and are truly committed to your craft, there is a route to be successful. I don’t use my start or my color as an impediment, I think you can use it as something that drives you and pushes you to the high point of anything you do. Keep pushing. That is my story.

·      My leadership style: I lead with a smile. I lead with compassion and empathy. 

·      I choose compassion over empathy when I’m leading because I want the people who work for me, to know that I’m going to stand side-by-side with them, figure stuff out with them rather than telling them I understand how they feel. I’m going to hold their hand, help them through whatever challenges, whatever decisions. And if they make the decision on their own, I’m going to support them. My employees appreciate this because I empower them to make decisions and empower them to be great. Compassion is everything.

Links & Resources:

·      Ghetto Youth's Bible: Wise Words For Ghetto Youth On The Rise

·      DTR Foundation

·      Your Network is Your Net Worth in Engineering: Seize Every Opportunity 

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.     Open the Podcasts app. 

2.     Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.     Select the show under Shows (not under Episodes)

4.     Scroll down past the first few episodes until you see Ratings & Reviews

5.     Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 7: How a Bike Accident Build a Leader with Gary Hamilton

Gary Hamilton is the Senior Vice President for WSP a global management and consultancy services for the built and natural environment. With 25 years of experience in designing and building healthcare facilities globally, Gary is passionate not just about his work but how he shows up as a leader and being a role model for others. Gary’s flair for connecting with people and pushing himself past boundaries is truly inspirational.

Key Takeaways from this Episode:

Be a Thought Leader

·      When I moved to the US after establishing myself in the UK, I had to do something different to stand out. Being a thought leader was brand new. Networking is a big part of that. 

·      The biggest challenge for me was determining what I wanted my path to be. I chose critical care environments because of a bike accident I had when I was 18. I became a thought leader on what the building/engineering needs are to prevent infections during surgeries by doing research on these things and writing about it.

My Bike Accident

·      After my bike accident, I didn’t think I’d ever play soccer again – doctors said I wouldn’t. But eventually through surgery, physical therapy, and training, I was able to, I even represented my university at collegiate games. 

·      Even against the odds, I became victorious. It created my mindset that I could do anything. So powerful!

·      It became the foundation for my passion in healthcare. And it gives me a point of connection with clients. 

·      It became my passion, what drives me. I created a non-profit called Dreams Reality Foundation. If I can give back and give access to underserved communities, I could change lives. Impact communities positively.

My Inspiration

·      Rick Romy, an incredible mentor: In 2019, I became a Fellow of the American Society of Healthcare Engineers in Baltimore. Biggest moment of my career. Early 40’s. Not a lot of Fellows look like me. Rick sat with my family at the ceremony. He had supported me in everything. Taught me to always show up and show out.

·      As a person of color, as an immigrant, I never used color as an impediment. I don’t see it as one, but I always feel like I have something to prove.

·      My mom is such an inspiration. 4 kids. Dad left when I was 10. She was alone without a job but she was entrepreneurial. I would sell in the market, take days off school, because I had to help the family. 

·      I lead with a smile, empathy, and compassion. I came from nothing, a ghetto community, I even wrote a book, “Ghetto Youth’s Bible”. I have no choice but to be appreciative and upbeat because I know the other side. It drives me to do my best and be my best. I never take the success for granted.

·      My experience in a career where I’m truly a minority also drives me. I was the first Black Partner for a company that was almost 150 years old. I didn’t realize what a feat that was, I didn’t know that no one had traveled that path, but I was completely fearless. I just wanted to do and be my best and continued to push through tough circumstances. It doesn’t matter your color, your background, if you’re doing your work, people will notice. 

“I am not the only one”

·      It doesn’t matter if you think what you’re going thru is truly unique, it’s not. There’s a lot of people who have been travelers in the same path and they have gone through similar challenges. 

·      Make sure you choose people that can help you, a circle of friends, supporters, and mentors that can assist you when you’re going through those circumstances. 

·      Be positive about it, that will help. Knowing that you are not the only one can actually drive a positive mindset. 

·      There’s always a light at the end of the tunnel even when it seems your darkest hour. That’s my mindset toward any circumstances, no matter how tough they might seem.

My past truly dictates my future

·      Leadership is not maintaining the status quo, it is building something truly unique, realizing your vision, and how you want to write your story. As long as you are committed to your goals and vision, you will win.

·      Be mindful of how you treat people, it shows who you are. There was a project that we didn’t do well on, and a team member was getting defensive with the client, but I promised the client we would do better, “I am a man of my word”. The client told me my reputation was known; I was known as a trusted client partner. 

·      People appreciate it that they see my heart, my passion, and that I am driven to do and be the best I can. Shines thru my job and how I lead. I have a team that I have a tremendous relationship with.

·      I continue to lead and challenge the status quo, not to go against the grain, but to prove to myself and to others that it is possible. If you approach or do it differently, you may achieve even better results.

Networking enhancing leadership

·      Networking is not just building your brand. Networking is building your reputation, building who you want to be. And continuing to live it.

·      For a young African American that chooses engineering, chooses leadership, chooses to take their career to the highest level – don’t be daunted by the fact that you might be a minority in leadership, or a minority traversing your path, if you push hard and work hard, and are truly committed to your craft, there is a route to be successful. I don’t use my start or my color as an impediment, I think you can use it as something that drives you and pushes you to the high point of anything you do. Keep pushing. That is my story.

·      My leadership style: I lead with a smile. I lead with compassion and empathy. 

·      I choose compassion over empathy when I’m leading because I want the people who work for me, to know that I’m going to stand side-by-side with them, figure stuff out with them rather than telling them I understand how they feel. I’m going to hold their hand, help them through whatever challenges, whatever decisions. And if they make the decision on their own, I’m going to support them. My employees appreciate this because I empower them to make decisions and empower them to be great. Compassion is everything.

Links & Resources:

·      Ghetto Youth's Bible: Wise Words For Ghetto Youth On The Rise

·      DTR Foundation

·      Your Network is Your Net Worth in Engineering: Seize Every Opportunity 

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.     Open the Podcasts app. 

2.     Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.     Select the show under Shows (not under Episodes)

4.     Scroll down past the first few episodes until you see Ratings & Reviews

5.     Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 6: You Have To Go First with Lindsey Saletta

Lindsey Saletta is the Chief Operating Officer at west~bourne, a food and lifestyle brand that began as the first zero-waste neighborhood restaurant in New York City and is now piloting conscious capitalism in the food industry. Lindsey is an experienced multichannel consumer goods business leader with a focus on organizations experiencing transformational change. She’s also a strategic systems thinker and customer-centric leader ruthlessly focused on profitable revenue growth and cost optimization. I love Lindsey’s clarity on her own strengths and how those same strengths can sometimes be barriers to growth. Lindsey is that ambitious and vibrant leader you wish you could call to help you navigate your own career. So, here’s your chance!

Key Takeaways from this Episode:

You have to go first. Be vulnerable.

·       When a relationship isn’t working, you have to go first to make change happen. But it’s also a two-way relationship. 

·       Learn to ask and check in with people about how you’re doing. It’s powerful because it allows people to accept the change you’re working on and create more safety in the relationship.

The problem might be you.

·       You have tremendous room for growth when you realize you've exhausted every one of your tools and you're still not through the problem and you realize that the problem might be you. 

·       When you go inside yourself and rearrange some of the things about yourself and then come back to whatever that external problem was many times you can realize, “Oh, I can solve this now!”.

Be open to the idea that your personality can change. 

·       I just saw myself as somebody who had a strong personality and that was never going to change. I realized that if I'm not going to change, this is as far as I go, and that was not an acceptable outcome. But I could learn to have these skills. The big breakthrough for me was that empathy was something that can be learned and practiced and improved upon.

·       I'm an ENTJ (Myers-Briggs) and that is 100% who I am, but you can learn the skills that are out of preference. It dramatically improved my relationships at work because I was able to decenter myself, set my ego aside just a little bit, and I was able to open myself up to the possibility that I could be softer. 

Listen first.

·       Don't necessarily be the first to speak in that board meeting or in that conference room. If you wait, you listen, you understand the context. You have a little empathy for the other people in the room, and then you speak with a more informed perspective. 

Don't judge the messenger, judge the information.

·       It is important to get as much information as possible to make the best decision you can. It doesn't matter where or who that is coming from. What's important is that you get the information. 

·       I was creating a toxic relationship between me and an advisor because I was so focused on letting her know my perspective. She felt like she had to fight to get her opinion heard, and then I didn't like her opinion and I shut it down. But if I kept my mouth shut, she might say something that I didn't know, and I could benefit from it. She doesn't make the decisions. I make the decisions. What is her opinion other than something I can learn from? 

It's okay if you're not the only shiny one.

·       Hire people smarter than you. You don't need to be afraid of someone out-shining you. There is room for all of us. It makes everybody better if everyone shines just as brightly as they possibly can. 

·       I'm very much in the mindset of operating from a space of abundance rather than scarcity, when it comes to how many people we can have at the top.

A career is a long game, you can only go so far by yourself.

·       There's a saying that if you want to go fast, go alone. If you want to go far, go together. That saying is right for a reason, you really need to be able to learn to bring other people with you. If you end up working so hard to get all these things done that you found yourself alone at the end, that's a very quick way to burn out. 

·       If you're doing everything by yourself, you're often doing it with brute force and burning all of your political capital. If you run into an area where you need help and someone could make it easier for you, are they going to volunteer to help when you've steamrolled them over the last four meetings? No, absolutely not. That's when you start getting in your own way. 

At the end of the day, it's all supposed to be fun. 

·       If it's going to be this hard, if we're going to work this hard on something, it also has to be fun.

Resources

·       Camilla Marcus

·       Global Brands Group

·       Li&Fung

·       Principles by Ray Dalio 

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.      Open the Podcasts app. 

2.      Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.      Select the show under Shows (not under Episodes)

4.      Scroll down past the first few episodes until you see Ratings & Reviews

5.      Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 6: You Have To Go First with Lindsey Saletta

Lindsey Saletta is the Chief Operating Officer at west~bourne, a food and lifestyle brand that began as the first zero-waste neighborhood restaurant in New York City and is now piloting conscious capitalism in the food industry. Lindsey is an experienced multichannel consumer goods business leader with a focus on organizations experiencing transformational change. She’s also a strategic systems thinker and customer-centric leader ruthlessly focused on profitable revenue growth and cost optimization. I love Lindsey’s clarity on her own strengths and how those same strengths can sometimes be barriers to growth. Lindsey is that ambitious and vibrant leader you wish you could call to help you navigate your own career. So, here’s your chance!

Key Takeaways from this Episode:

You have to go first. Be vulnerable.

·       When a relationship isn’t working, you have to go first to make change happen. But it’s also a two-way relationship. 

·       Learn to ask and check in with people about how you’re doing. It’s powerful because it allows people to accept the change you’re working on and create more safety in the relationship.

The problem might be you.

·       You have tremendous room for growth when you realize you've exhausted every one of your tools and you're still not through the problem and you realize that the problem might be you. 

·       When you go inside yourself and rearrange some of the things about yourself and then come back to whatever that external problem was many times you can realize, “Oh, I can solve this now!”.

Be open to the idea that your personality can change. 

·       I just saw myself as somebody who had a strong personality and that was never going to change. I realized that if I'm not going to change, this is as far as I go, and that was not an acceptable outcome. But I could learn to have these skills. The big breakthrough for me was that empathy was something that can be learned and practiced and improved upon.

·       I'm an ENTJ (Myers-Briggs) and that is 100% who I am, but you can learn the skills that are out of preference. It dramatically improved my relationships at work because I was able to decenter myself, set my ego aside just a little bit, and I was able to open myself up to the possibility that I could be softer. 

Listen first.

·       Don't necessarily be the first to speak in that board meeting or in that conference room. If you wait, you listen, you understand the context. You have a little empathy for the other people in the room, and then you speak with a more informed perspective. 

Don't judge the messenger, judge the information.

·       It is important to get as much information as possible to make the best decision you can. It doesn't matter where or who that is coming from. What's important is that you get the information. 

·       I was creating a toxic relationship between me and an advisor because I was so focused on letting her know my perspective. She felt like she had to fight to get her opinion heard, and then I didn't like her opinion and I shut it down. But if I kept my mouth shut, she might say something that I didn't know, and I could benefit from it. She doesn't make the decisions. I make the decisions. What is her opinion other than something I can learn from? 

It's okay if you're not the only shiny one.

·       Hire people smarter than you. You don't need to be afraid of someone out-shining you. There is room for all of us. It makes everybody better if everyone shines just as brightly as they possibly can. 

·       I'm very much in the mindset of operating from a space of abundance rather than scarcity, when it comes to how many people we can have at the top.

A career is a long game, you can only go so far by yourself.

·       There's a saying that if you want to go fast, go alone. If you want to go far, go together. That saying is right for a reason, you really need to be able to learn to bring other people with you. If you end up working so hard to get all these things done that you found yourself alone at the end, that's a very quick way to burn out. 

·       If you're doing everything by yourself, you're often doing it with brute force and burning all of your political capital. If you run into an area where you need help and someone could make it easier for you, are they going to volunteer to help when you've steamrolled them over the last four meetings? No, absolutely not. That's when you start getting in your own way. 

At the end of the day, it's all supposed to be fun. 

·       If it's going to be this hard, if we're going to work this hard on something, it also has to be fun.

Resources

·       Camilla Marcus

·       Global Brands Group

·       Li&Fung

·       Principles by Ray Dalio 

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.      Open the Podcasts app. 

2.      Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.      Select the show under Shows (not under Episodes)

4.      Scroll down past the first few episodes until you see Ratings & Reviews

5.      Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 5: I See You with Cassandra Rose

Cassandra Rose is a Founding Partner and DEI Practice Co-Lead at Meritarc, a human capital software company and provider of advisory services. Cassandra helps organizations fully leverage their Diversity, Equity, and Inclusion strategy and enables HR and People Leaders to connect the value of their talent with their mission. She has also been recognized as a Top 100 DEI Leader in 2021 by Mogul. Cassandra is also a compelling speaker on the topics of benefits equity and centering the BIPOC employee journey for transformative employee engagement. Our conversation will challenge your thinking on all these topics – and more! 

Key Takeaways from this Episode:

Overcoming Difficulties as a Leader

·       Be truthful and honest, always. Say I don't know, but here's what I do know. Here's what I'm going to do to best advocate and serve you. People respect you when we’re transparent. They may not like that answer, but they know you're being authentic in what you're able to do and what you can't promise. 

·       Don't allow yourself to be so caught up in just trying to be perfect for your people that you disappoint them and yourself when you can't deliver.

·       Having a child has helped me to stop being so obsessive about work.

·       Being responsive to people is critical but I need to have boundaries even if the world is on fire. I have to prioritize my own mental health and my loved ones which has helped me to be a better leader. 

Advocacy & Recognition 

·       When people advocate for you, you grow 10 sizes. 

·       When you see that someone is doing good work; advocate for them, sponsor them, mentor them, back them up. I promise you they're probably doing their best. And by questioning them and doubting them, that's when the imposter syndrome starts to set in.

·       If you see someone doing great work, don't wait until they do the most fantastic thing ever in their career. Recognize people in those small moments too. 

Leading as a Woman of Color

·       When you’re “the only” it's very easy to want to shrink yourself, to want to not show who you are, because you feel like who you are, might get rejected, or that who you are is not good enough to be in that room. Because of that experience I focus on making sure others are seen.

·       I’ve gotten really good at focusing on my expertise. No matter which role I had, I knew I had my mind, my intelligence. 

·       I knew that if I was in this room, I deserved to be in this room. I may not look like everyone around me, but there's a reason I'm in here and in that confidence, I thought, then why shouldn't I show who I am? 

Career Advice 

·       Become an expert at every level. Take the time to get really get good at the thing you're currently doing. When you're a leader you're going to be great because you took the time to understand the mechanics of the way things work. You'll be better able to support people and grow future leaders because they can learn from the mistakes that you made. 

·       There are mundane aspects of every job but lean into the parts that are joyous about your role and take those parts with you into the next thing that you do.

·       If you're always comparing yourself, turn off those social media notifications. 

·       Always be inspired. When one woman wins, I think all women win. 

·       It's a process to every day lean into what you're good at; every human being has a gift or a skill or something that they bring that only they know how to do. That's where your confidence can really blossom.

Connecting the Dots: Benefits, DEI

·       Benefits equity is about is health equity. Having access to healthcare is a human right. 

·       Don’t wait for people to come to the table; proactively go to people and say, yes you deserve care; let's partner together.

·       HR started out as “Personnel” which was essentially doing paperwork and making sure people got paid. Now HR has grown into creating cultures, creating little microcosms of humanity, and finding out what we can do to better attract and retain talent.

·       Data allows you to see the reality of why benefits are not accessible or why DEI isn’t taking root in your organization. Lack of awareness at all levels throughout most organizations is what holds people back from accessing what an organization offers.

·       Let’s stop for a second and truly understand what does it mean to be inclusive? It means that people can be seen for who they are.

Connecting with Cassandra

·       LinkedIn

·       Instagram

·       Website

Resources

·       Skim

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.      Open the Podcasts app. 

2.      Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.      Select the show under Shows (not under Episodes)

4.      Scroll down past the first few episodes until you see Ratings & Reviews

5.      Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 5: I See You with Cassandra Rose

Cassandra Rose is a Founding Partner and DEI Practice Co-Lead at Meritarc, a human capital software company and provider of advisory services. Cassandra helps organizations fully leverage their Diversity, Equity, and Inclusion strategy and enables HR and People Leaders to connect the value of their talent with their mission. She has also been recognized as a Top 100 DEI Leader in 2021 by Mogul. Cassandra is also a compelling speaker on the topics of benefits equity and centering the BIPOC employee journey for transformative employee engagement. Our conversation will challenge your thinking on all these topics – and more! 

Key Takeaways from this Episode:

Overcoming Difficulties as a Leader

·       Be truthful and honest, always. Say I don't know, but here's what I do know. Here's what I'm going to do to best advocate and serve you. People respect you when we’re transparent. They may not like that answer, but they know you're being authentic in what you're able to do and what you can't promise. 

·       Don't allow yourself to be so caught up in just trying to be perfect for your people that you disappoint them and yourself when you can't deliver.

·       Having a child has helped me to stop being so obsessive about work.

·       Being responsive to people is critical but I need to have boundaries even if the world is on fire. I have to prioritize my own mental health and my loved ones which has helped me to be a better leader. 

Advocacy & Recognition 

·       When people advocate for you, you grow 10 sizes. 

·       When you see that someone is doing good work; advocate for them, sponsor them, mentor them, back them up. I promise you they're probably doing their best. And by questioning them and doubting them, that's when the imposter syndrome starts to set in.

·       If you see someone doing great work, don't wait until they do the most fantastic thing ever in their career. Recognize people in those small moments too. 

Leading as a Woman of Color

·       When you’re “the only” it's very easy to want to shrink yourself, to want to not show who you are, because you feel like who you are, might get rejected, or that who you are is not good enough to be in that room. Because of that experience I focus on making sure others are seen.

·       I’ve gotten really good at focusing on my expertise. No matter which role I had, I knew I had my mind, my intelligence. 

·       I knew that if I was in this room, I deserved to be in this room. I may not look like everyone around me, but there's a reason I'm in here and in that confidence, I thought, then why shouldn't I show who I am? 

Career Advice 

·       Become an expert at every level. Take the time to get really get good at the thing you're currently doing. When you're a leader you're going to be great because you took the time to understand the mechanics of the way things work. You'll be better able to support people and grow future leaders because they can learn from the mistakes that you made. 

·       There are mundane aspects of every job but lean into the parts that are joyous about your role and take those parts with you into the next thing that you do.

·       If you're always comparing yourself, turn off those social media notifications. 

·       Always be inspired. When one woman wins, I think all women win. 

·       It's a process to every day lean into what you're good at; every human being has a gift or a skill or something that they bring that only they know how to do. That's where your confidence can really blossom.

Connecting the Dots: Benefits, DEI

·       Benefits equity is about is health equity. Having access to healthcare is a human right. 

·       Don’t wait for people to come to the table; proactively go to people and say, yes you deserve care; let's partner together.

·       HR started out as “Personnel” which was essentially doing paperwork and making sure people got paid. Now HR has grown into creating cultures, creating little microcosms of humanity, and finding out what we can do to better attract and retain talent.

·       Data allows you to see the reality of why benefits are not accessible or why DEI isn’t taking root in your organization. Lack of awareness at all levels throughout most organizations is what holds people back from accessing what an organization offers.

·       Let’s stop for a second and truly understand what does it mean to be inclusive? It means that people can be seen for who they are.

Connecting with Cassandra

·       LinkedIn

·       Instagram

·       Website

Resources

·       Skim

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.      Open the Podcasts app. 

2.      Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.      Select the show under Shows (not under Episodes)

4.      Scroll down past the first few episodes until you see Ratings & Reviews

5.      Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 4: The Shared Journey is Where the Richness Lies with Peter and Holly Gordon

Peter Gordon is the Chief Investment Officer and Head of Commercial Real Estate Debt for a large asset management firm. Holly Gordon is the Chief Impact Officer at Participant Media, overseeing the company’s social impact strategy and campaigns, furthering Participant’s mission to create storytelling that inspires positive social change. 

Key Takeaways from this Episode:

Words, Behavior & Connection

·       Label the conversation: Is this a vent session? Is it a decision-making session? Is it brainstorming? 

·       If it's vent session, ask the person venting: do you think that person meant to do what they did? If not, then rethink the complaint and change your approach. There's a lot that’s invisible in everyone's conversations.

·       Words set the stage and actions define it and you're defined by your actions, not by your words. We can float words out there, but at the end of the day, it's how we consistently behave that defines us. 

·       Stop and say, ‘What am I afraid of?’ I'm having a reaction to this conversation, and here's why: I'm afraid that this might happen… What makes us most agitated has some kind of fear around it. Fight or flight mode is about survival. If you can identify it, you can start to let it go, because it usually can be worked out. 

·       Walking meetings, even on the phone, is different than sitting across the table from each other or being on Zoom. When you're moving, it has a different kind of physiological effect, and it creates feelings of connection. 

Safety & Untangling the Toxic Workplace

·       The overlap between work and home life, can build on one another in a great way, or in a destructive way. In a safe workplace, some people open up and other people almost go backwards. 

·       Is there a component of their home life, that they haven't had that kind of autonomy and freedom of thought, and they're not sure what to do with it?

·       Don’t hide behind the phrase “toxic workplace.” Instead, you need to unpack the dynamics behind why you’re not happy in that workplace. Also reflect on your own contribution that you identify as areas for growth.

The Great Resignation

·       Reflect on which dynamics at work are difficult? Is it just one or two individuals? Is it a lack of shared values? 

·       It's a lot of work to decide to stay or quit. That's why people just stay out of exhaustion or quit and haven't really figured out why they quit or what they should be doing differently.

·       If you don't figure out why you are quitting, you can carry that baggage to the next place.

Situational Leadership

·       There's more than one type of leadership, there's a spectrum. Not one type of leadership works in isolation. You have to adapt. On one end of the spectrum is leadership that offers vision, guidance, and direction; the other end of the spectrum offers compassion and being in the journey with you.

·       Leaders need to recognize the spectrum and do what is necessary at the right time with the right person. Some perform at a much better level at one end of the spectrum than the other, but you need both. 

·       You need to earn my respect, so I will follow you, and I need to earn your respect every day so that you will follow me. People are trusting that leaders have their best interests at heart.

·       Leadership is better and more productive when less hierarchical. It's less about structure and more about how you deliver conversations and respect one another.

Advice to co-CEOs & co-Founders

·       Being a co-CEO or co-founder is a lot like a marriage. Reflect deeply on what you both imagined to be true and what you want to be true. What can begin as a slight difference becomes the Grand Canyon over time.

·       Any kind of co-leadership role demands trust, respect, loyalty, feeling valued, appreciated, etc. When you only have your own perspective, mediation (bringing in a third person) can help work through challenges and remind both people that they have the same shared goal, the health of their company.

Work & Home Life

·       The work that you do in your marriage, your personal relationships, and the way you apply that to your work, are connected. 

·       The old model of, “I shut the door and go home, and I'm a different person at home than I am at work” is dangerous. You should be the same person at both places. The person and the principles that guide you shouldn't change from one place to the other.

Finding your partner and equal

·       Deep trust, strong communication, independence with interdependence is critical to relationships. So is loyalty, respect, attention, and interest in your relationships, will achieve, over time, a kind of understanding.

·       Having different skillsets and looking at the world differently helped us recognize and appreciate that each person brings a different skill to the relationship.

·       Painful cycles are normal to any relationship. 

Resources

·       Unfinished Business by Anne-Marie Slaughter

·       Crucial Conversations: Tools for Talking When Stakes are High by Kerry Patterson, Joseph Grenny, Ron McMillan, Al Switzler

·       How to tame your Advice Monster TEDx with Michael Bungay Stanier 

·       Girl Rising

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.      Open the Podcasts app. 

2.      Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.      Select the show under Shows (not under Episodes)

4.      Scroll down past the first few episodes until you see Ratings & Reviews

5.      Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)

Season 3; Episode 4: The Shared Journey is Where the Richness Lies with Peter and Holly Gordon

Peter Gordon is the Chief Investment Officer and Head of Commercial Real Estate Debt for a large asset management firm. Holly Gordon is the Chief Impact Officer at Participant Media, overseeing the company’s social impact strategy and campaigns, furthering Participant’s mission to create storytelling that inspires positive social change. 

Key Takeaways from this Episode:

Words, Behavior & Connection

·       Label the conversation: Is this a vent session? Is it a decision-making session? Is it brainstorming? 

·       If it's vent session, ask the person venting: do you think that person meant to do what they did? If not, then rethink the complaint and change your approach. There's a lot that’s invisible in everyone's conversations.

·       Words set the stage and actions define it and you're defined by your actions, not by your words. We can float words out there, but at the end of the day, it's how we consistently behave that defines us. 

·       Stop and say, ‘What am I afraid of?’ I'm having a reaction to this conversation, and here's why: I'm afraid that this might happen… What makes us most agitated has some kind of fear around it. Fight or flight mode is about survival. If you can identify it, you can start to let it go, because it usually can be worked out. 

·       Walking meetings, even on the phone, is different than sitting across the table from each other or being on Zoom. When you're moving, it has a different kind of physiological effect, and it creates feelings of connection. 

Safety & Untangling the Toxic Workplace

·       The overlap between work and home life, can build on one another in a great way, or in a destructive way. In a safe workplace, some people open up and other people almost go backwards. 

·       Is there a component of their home life, that they haven't had that kind of autonomy and freedom of thought, and they're not sure what to do with it?

·       Don’t hide behind the phrase “toxic workplace.” Instead, you need to unpack the dynamics behind why you’re not happy in that workplace. Also reflect on your own contribution that you identify as areas for growth.

The Great Resignation

·       Reflect on which dynamics at work are difficult? Is it just one or two individuals? Is it a lack of shared values? 

·       It's a lot of work to decide to stay or quit. That's why people just stay out of exhaustion or quit and haven't really figured out why they quit or what they should be doing differently.

·       If you don't figure out why you are quitting, you can carry that baggage to the next place.

Situational Leadership

·       There's more than one type of leadership, there's a spectrum. Not one type of leadership works in isolation. You have to adapt. On one end of the spectrum is leadership that offers vision, guidance, and direction; the other end of the spectrum offers compassion and being in the journey with you.

·       Leaders need to recognize the spectrum and do what is necessary at the right time with the right person. Some perform at a much better level at one end of the spectrum than the other, but you need both. 

·       You need to earn my respect, so I will follow you, and I need to earn your respect every day so that you will follow me. People are trusting that leaders have their best interests at heart.

·       Leadership is better and more productive when less hierarchical. It's less about structure and more about how you deliver conversations and respect one another.

Advice to co-CEOs & co-Founders

·       Being a co-CEO or co-founder is a lot like a marriage. Reflect deeply on what you both imagined to be true and what you want to be true. What can begin as a slight difference becomes the Grand Canyon over time.

·       Any kind of co-leadership role demands trust, respect, loyalty, feeling valued, appreciated, etc. When you only have your own perspective, mediation (bringing in a third person) can help work through challenges and remind both people that they have the same shared goal, the health of their company.

Work & Home Life

·       The work that you do in your marriage, your personal relationships, and the way you apply that to your work, are connected. 

·       The old model of, “I shut the door and go home, and I'm a different person at home than I am at work” is dangerous. You should be the same person at both places. The person and the principles that guide you shouldn't change from one place to the other.

Finding your partner and equal

·       Deep trust, strong communication, independence with interdependence is critical to relationships. So is loyalty, respect, attention, and interest in your relationships, will achieve, over time, a kind of understanding.

·       Having different skillsets and looking at the world differently helped us recognize and appreciate that each person brings a different skill to the relationship.

·       Painful cycles are normal to any relationship. 

Resources

·       Unfinished Business by Anne-Marie Slaughter

·       Crucial Conversations: Tools for Talking When Stakes are High by Kerry Patterson, Joseph Grenny, Ron McMillan, Al Switzler

·       How to tame your Advice Monster TEDx with Michael Bungay Stanier 

·       Girl Rising

To learn more about my work in executive coaching, leadership development and team effectiveness check out my website, connect with me on LinkedIn or email me at [email protected].  

Reach out and tell me what was helpful about today’s episode or any suggestions you have for my show.

Please leave a review and tell someone else about this show; look below for some instructions on how to leave a review on Apple Podcasts.

I look forward to sharing another transformative conversation with you next week!

------------------------------------------------------------------------------------------------------------------------------------------------------------

How to leave a rating or review in Apple Podcasts (on an iOS device)

1.      Open the Podcasts app. 

2.      Choose “Search” from the bottom row of icons and enter the name of the show (i.e., “Transformative Leadership Conversations”) into the search field

3.      Select the show under Shows (not under Episodes)

4.      Scroll down past the first few episodes until you see Ratings & Reviews

5.      Click “Write a Review” underneath the displayed reviews from other listeners. You’ll then have the option to rate us on a 5-star scale, and write a review if you choose (you can rate without writing, if you’d prefer)