How I Empower My Team and Create a Culture of Systematic Trust (Yes, It Is Possible)
“It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” — Steve Jobs.
Photo: Create & Cultivate
The proof is in the stats. Millennials value company culture more than any other generation that’s come before them. In fact, according to Forbes, on average, millennials would be willing to give up $7,600 in salary every year to work at a job that provided a better environment for them. At We Are Rosie, our culture is built around systemic trust. We have a core belief that people have the best chance of success when they are treated with dignity and respect, and that comes along with trust. We want a team that can confidently demonstrate self-motivation, personal responsibility, and confidence.
My goal as a founder was to create a more human-centric approach to work and to build a community that reflects the company’s core values. My diverse childhood experiences as the child of a refugee have made me truly aware of what it is like to be overlooked, underestimated, and marginalized. This inspired me to want to cultivate a professional experience for my team where they are seen and appreciated as whole human beings.
Trust can be tricky for all leaders but particularly challenging for founders. I’ve used the analogy more than once that We Are Rosie is my third child. As a leader, it’s important to find the balance between seeing your vision through to fruition (helping your baby become a productive member of society) and identifying the friction points where you (and your baby) are better served by allowing others to take the reigns.
Ever heard the phrase by Steve Jobs that says, “It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” This is the crux of trust and it’s one of the many reasons we are so tedious in our hiring process for both our core employees and the incredible freelance consultants we deploy into large organizations. I actually believe that trust can, many times, be more important than experience when making a new hire. When you establish trust during an employee screening process, you are better able to create an environment for this person to thrive within your organization. You are also creating an opportunity for you to be the best leader you can be by avoiding the pitfalls that come along with mistrust.
As we move into an era where distributed and remote teams are the new norm, trust, or lack thereof, can make or break your team’s ability to achieve. When employees feel heard and respected, they will deliver their best work. I want people to be seen. I want people to know how much we appreciate the unique treasures they bring to our business. I want them to take ownership of their work and time. I want to support individuals as they recognize that there is a better way for work to happen.
Through my experience starting and growing a business, I’ve found six concrete action items that create a culture of systematic trust.
1. Embrace the Model You Serve
In addition to helping our clients discover better talent solutions, we also tap into our dynamic community of consultants. We turn our client's needs into possibilities through a fresh perspective and expertise. Our core team is small, but our power, by way of the We Are Rosie community, is mighty.
If you're unwilling to use the product or service you're providing to your clients, you are missing out on truly understanding the pain points that your clients experience and how to speak directly to them with solutions.
2. People First
Within the advertising industry (and many others if we're honest), the focus remains on the product or service, not the people producing the work. We're humanizing the way we do advertising by keeping our people first. Time is precious, and people want to work in a way that makes sense for their lives. The work comes and goes. It will always be constant. The people are what makes it magic.
3. Don't Sweat the Small Stuff
Our work moves fast and quickly. I set the example for my team to let go of the small things, which keeps us focused on building and collaborating together. When problems arise, we address them quickly, learn the lesson, and forget the details.
Most people start businesses so they have more control over their lives. It’s all for nothing if you are miserably trapped within your company. If you aren't having fun, you might want to reconsider your perspective. A small trick I’ve learned is that any time I catch myself saying or thinking “I have to” do something, I reframe it to “I get to” do this thing. That small mental shift takes me from a place of complaining to a place of gratitude.
4. Honesty Is the Best Policy
Embracing difficult conversations fosters an environment of trust. Being truthful about strengths and weaknesses keeps everyone clear on the best way to approach the work. If you're not being honest about your perspective, your energy will reflect that to all of those around you. Show up every day in your truth, and everyone around you will do the same.
5. Communication
It sounds cliché, but communication is vital. We achieve all of our goals through simple, clear, and timely communication, both internally and externally. No jargon allowed. Furthermore, we hold ourselves accountable to our timelines, our words, and our shared values. There is no blame game. We own it, address it, and move forward. It's a powerful, crazy concept that also works in all relationships.
6. Be Candid in the Hiring Process
When hiring great people, you must be honest about expectations. This is especially true with consultants that have other client responsibilities and time commitments outside of your business. This is actually one of the best benefits of working with consultants. There’s no need for the fake mask that tells you, “I can do it all because you’ve asked me to.” There’s no reason for the fluff, so don’t add any. Speak candidly about what’s expected and be open to hearing what’s expected from you. This process builds a tremendous foundation for trust.
When you establish trust during an employee screening process, you are better able to create an environment for this person to thrive within your organization. You are also creating an opportunity for you to be the best leader you can be by avoiding the pitfalls that come along with mistrust.
About the Author: Stephanie Nadi Olson founded We Are Rosie from a genuine realization of what it feels like to “not belong.” As a young mother with a career and also as a daughter of an immigrant parent of color, she knew what it felt like to be overlooked and marginalized. Because of this, she wanted to create a home and opportunity for people who often feel discounted. We Are Rosie is an extension of the work she has done with refugees her entire life and her soul’s calling to create a better way to do business. Stephanie has worked closely with big brands and major tech companies her entire career, so she has a unique 360 view of industry practices and the need for transformation.
This story was originally published on August 8, 2019, and has since been updated.
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Driven Women Who Dream Big
Key takeaways: Dream big and believe in yourself.
Ayesha Coker brings the Porsche brand to life as the Director of Experiential Marketing for Porsche Cars North America, Inc. She leads a high-performing team focused on experiential brand marketing, strategic partnerships, driving programs, and the Porsche Club of America. In the midst of our new reality, strong leaders like Ayesha stand out by innovating, adapting, and fostering connection in new and even unconventional ways.
As an entrepreneur, Mattie James is a total BOSS in the truest sense of the word and she really does walk the talk. Not only has she successfully turned her passion project into a thriving business but she’s bringing the rest of us along with her thanks to her online courses and downloads that teach us how to build a multi-figure business, too.
In this episode of WorkParty, host Jaclyn Johnson sits down with both of these ladies to discuss how to turn your ambition into a booming business, and level up your leadership skills. If there’s one message they want you to take away from the conversation, it’s to dream big and believe in yourself.
Subscribe to WorkParty and never miss an episode.
“In a position of leadership, you must learn how to listen to your team.”
Ayesha Coker, Director of Experiential Marketing for Porsche Cars North America, Inc
On pursuing your passion full time...
“It was really easy for me because I was fired. When you get fired you have to figure things out rather quickly.” – Mattie James
“Take action – it's hard to stop momentum.” – Mattie James
“You cannot manufacture momentum.” – Jaclyn Johnson
On the challenges…
“2020 was definitely a year to remember, but I loved watching how my team came together to create unique brand experiences for our customers.” – Ayesha Coker
“We listened to our customer and really took it to heart, banding together as a team to create unique experiences during such a challenging time.” – Ayesha Coker
On ditching the perfectionist trope…
“Being present is way more is way more important than being perfect.” – Mattie James
“There is no way to be a perfect mother, but there's a million ways to be a good one.” – Mattie James
“I like to call it life-work balance, because those are my priorities. When you honor life, you honor work and vice versa.” – Mattie James
On pivoting experiential Porsche events…
We quickly realized that nothing replaced human connection. Nothing replaced that one-on-one experience that people were longing for.” – Ayesha Coker
“Our customers are an extension of us – they're like an extended family, as we would say.” – Ayesha Coker
“We had to create our own space, so that's what we did. We called it ‘Stay Driven’ because we wanted people to stay driven during the pandemic, not to forget that we will get through it.” – Ayesha Coker
Mattie James, Influencer
““Being present is way more is way more important than being perfect.” ”
On leadership learnings...
“Having a following as an influencer is one thing, but having a community that really believes in the value of your offering is another thing.” – Mattie James
“In a position of leadership, you must learn how to listen to your team.” – Ayesha Coker
“Sometimes leaders are expected to know everything, but I find what the team needs the most is support, honesty and a clear vision.” – Ayesha Coker
“As a leader, you have to make quick decisions and then you have to stand by them.” – Jaclyn Johnson
“I tell my team that we may have different titles, but at the same time, we have the same goals.” – Ayesha Coker
On pursuing your dreams…
“Find that uncomfortable middle – you don't want to be comfortable, but you do want to make sure you're taking a calculated risk.” – Mattie James
“Get clear on what it is that you want to do, get clear on what it is that you're trying to accomplish, and when do you want to accomplish it.” – Mattie James
“We love to overwhelm ourselves with big audacious dreams. Take a deep breath, and break it down into digestible pieces.” – Mattie James
On building your dream career…
“Go with your gut. Never second guess yourself. Show confidence at all times. Don’t be afraid to make mistakes. Live your most authentic self.” – Ayesha Coker
“Self-leadership is so important. It’s plays into the trifecta self-awareness, self-confidence and self-care.” – Mattie James
“Be intentional about self-care.” – Ayesha Coker
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How to Be an Emotionally Intelligent Leader
Real-time feedback is key.
Photo: Create & Cultivate
Being an emotionally intelligent leader means cultivating self-awareness, being able to identify your flaws, and understanding how others perceive you. As an emotionally intelligent leader, you’re transparent and speak the truth to those around you—in fact, you're the first to acknowledge your own mistakes. It also means you are perceptive and allow others to be heard first before responding—all necessary characteristics to leading a strong and productive team.
Does this sound like the kind of leader you want to be? If so, read on to find out how. Ahead, we’re sharing four tips to be an emotionally intelligent leader so you can cultivate a healthy company culture—even if you don’t have an HR department. Psst… looking for more tips for leading a team? Download The HR Bundle and discover an onboarding checklist for new employees, a template for providing performance reviews, a guide for preventing workplace bullying, and more.
Be Open to Exposing Vulnerabilities to Help Better Connect
During 1:1 meetings, focus on feedback and be very open about what you’re struggling with. Oftentimes, people try to hide that, but being open helps everyone feel a little more comfortable sharing.
Include Feelings in the Conversation, Which Can Help People Feel Heard
For example, ask “How are you feeling?” rather than, “How are you doing?” As a leader, be open to sharing when you feel frustrated or overwhelmed.
Give Employees Constant and Real-Time Feedback
After a meeting, share feedback either in person or over Slack. Make it a point to seek feedback by asking, “Do you have any feedback for me?”
Do Not Make Assumptions or Jump to Conclusions
It’s important to be curious and take an inquisitive approach. For example, ask, "Can you clarify what you meant when you said X so I can better understand your intentions?
Ready to take your company’s leadership to the next level?
Add the Create & Cultivate Marketplace The HR Bundle to your cart, or get unlimited access to our entire library of downloads and videos when you join Insiders.
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12 LGBTQIA+ Founders, Executives, and Leaders Who Are Shaping Major Companies and Shifting Culture in the Process
From Coolhaus to Beautycon to Netflix—and beyond.
Until now, over half (52%) of the people who identify as LGBTQIA+ in the U.S. were living in states where they could be fired, passed over for a promotion, denied training, and harassed in the workplace based on their gender identity or sexual orientation.
On June 15, 2020, the U.S. Supreme Court took a long-overdue step in ending these discriminatory practices by ruling that the Civil Rights Act of 1964, which prohibits employment discrimination based on race, religion, national origin, and sex, also applies to discrimination based on sexual orientation or gender identity. “An employer who fires an individual merely for being gay or transgender defies the law,” Justice Neil M. Gorsuch wrote for the majority in the historic six-to-three ruling.
In honor of this landmark ruling, which also just so happens to coincide with Pride, we’re using our platform to shine a spotlight on LGBTQIA+ entrepreneurs and leaders who are running cool companies and shifting culture in the process. Scroll on to meet just a few of the founders, executives, and leaders who are shaping some of the most influential businesses in our cultural lexicon—like Netflix, Facebook, and Reddit to name drop a few—and paving the way to the boardroom for the young LGBTQIA+ individuals coming up behind them.
Freya Estreller & Natasha Case
Co-Founders, Coolhaus
“When you are a true CEO, you are driving your own dream but you think of the company as a place for all of your employees to accomplish their dreams as well.”
—Natasha Case, CEO & Co-Founder, Coolhaus
It’s safe to say Freya Estreller and Natasha Case have successfully disrupted the freezer aisle. The co-founders of the women-owned, women-run ice cream brand Coolhaus, which is known for its innovative flavors (think street cart churro dough) and “farchitecture” ice cream sandwiches, have built a formidable franchise complete with a fleet of ice cream trucks, two scoop shops, and premium placement in the freezer aisle in over 7,500 grocery stores from Safeway to Whole Foods. Earlier this year, we shined a spotlight on the innovative founders as Create & Cultivate 100 honorees.
Jimena Almendares
Product Executive, Facebook
Jimena Almendares’ résumé is impressive, to put it mildly. Before she landed her current role as product executive at Facebook, she helped shape other major companies like Intuit, OkCupid, and Meetup. While at OkCupid, she led the company through its IPO, and ad Intuit, she led the expansion of Quickbooks into Mexico and set the record for the fastest global launch the company’s history in the process. Not to mention, she’s on the board of Out for Undergrad (O4U), an organization dedicated to helping high-achieving LGBTQ+ undergraduates reach their full potential.
Rachel Tipograph
Founder & CEO, MikMak
“
Invest in your voice. Your ability to be a powerful orator will get you much further than any other skill.”
—Rachel Tipograph Founder & CEO, MikMak
Rachel Tipograph is making marketing cool again. With a client list that includes brands like L’Oreal, Hershey’s, Unilever, and Estée Lauder, the founder of MikMak is leveraging social media for major profits, something the 2017 Create & Cultivate 100 honoree talked about at our recent Digital Money Moves Summit. It’s no wonder the innovative entrepreneur has been honored in Forbes’ 30 Under 30 Who Are Changing the World, Marie Claire’s 50 Most Influential Women in America, Fast Company’s Most Creative People in Business, and Entrepreneur's 50 Most Daring Entrepreneurs lists. She’s also an angel investor who’s passionate about funding women, POC, and LGBTQIA+ founders.
Jen Wong
COO, Reddit
“We share responsibility for the health and safety of the platform with our communities.”
Jen Wong’s career reads like a dream run on paper. Before joining Reddit, Wong served as president and COO of Time, Inc, where she was the highest-ranking female executive. Before that, she served as PopSugar’s chief business officer and even spent a stint as AOL’s global head of business operations. Under Wong’s leadership, Reddit is reportedly on track to reach $262 million dollars in ad revenue by 2021, which is more than double last year’s revenue.
Photo credit: @onewong
Leanne Pittsford
Founder, Lesbians Who Tech & Allies
“Power doesn’t give up power. You must create urgency around change. It doesn’t happen naturally.”
—Leanne Pittsford, Founder, Lesbians Who Tech & Allies
In 2012, Leanne Pittsford organized a series of happy hour networking events for lesbians in technology. Fast-forward to 2020 and what started as a small gathering of just 30 people has grown into Lesbians Who Tech & Allies, a veritable tech community of 40,000 members with chapters in 40 cities. Since then, the 2019 Create & Cultivate 100 honoree has founded two more companies to help underrepresented people in tech land their dream jobs: Include.io, a mentoring and recruiting platform, and Tech Jobs Tour, a series of networking events across the country to bridge the gap between tech companies and prospective job candidates.
Lydia Polgreen
Head of Content, Gimlet Media
Earlier this year, Lydia Polgreen resigned as HuffPost’s editor in chief—a role she took on when Arianna Huffington, the founder, stepped down—to become head of content at Gimlet Media. In doing so, the seasoned storyteller, who spent nearly 15 years on staff at The New York Times before joining HuffPost, validated what many in media already suspected: podcasting is on the rise. In fact, Spotify paid nearly $340 million in a combined deal to acquire both Gimlet and Anchor, a company that makes easy-to-use tools for producing podcasts, in 2019.
Arlan Hamilton
Founder & Managing Partner, Backstage Capital
“
It started with my mom telling me I deserved to be in any room and shouldn't shrink myself to make someone else feel better about themselves.”
—Arlan Hamilton, Founder & Managing Partner, Backstage Capital
Here are some startling stats: Only 12% of venture capital funds are invested in companies with at least one female founder, according to All Raise. Additionally, of the $425 billion raised in VC funding since 2009, a mere 0.32% went to Latinx female founders and .0006% to startups led by Black women. Arlan Hamilton, the founder and managing partner of the venture capital firm Backstage Capital, is on a mission to tip these statistics in the right direction. Since launching in 2015, Backstage Capital has invested over $7M in 130 companies led by underrepresented founders, according to the company’s website. It’s no wonder we included her on our 2018 Create & Cultivate 100 list.
Emma Mcilroy
CEO, Wildfang
Emma Mcilroy started a feminist revolution in 2013 when she launched her clothing brand, Wildfang—remember this Wild Feminist T-shirt?—dismantling the patriarchy and gender norms in the process. And it seems a lot of people want to join Mcilroy for the ride. Now a multi-million-dollar company, Wildfang is also a global community and a place for women to feel that they can conquer anything.
Denyelle Bruno
CEO, Tender Greens
“It’s easy to get caught up in the game of trying to be like others, but the best copying will result in a less good version of another person.”
—Denyelle Bruno, CEO, Tender Greens
As the CEO of Tender Greens, Denyelle Bruno is at the helm of a casual restaurant chain that serves over seven million customers across 30 locations in California, New York, and Massachusetts and, not to mention, brings in an impressive $100 million in annual revenue. But it’s not just about the bottom line for Bruno. In an industry where the gender gap is getting wider, not narrower, Bruno is leading the charge in gender diversity. In fact, by the end of 2020, Tender Greens achieved gender parity across the company’s restaurant leadership, from executive chefs to sous chefs, which is one of the many reasons we included Bruno on our 2020 Create & Cultivate 100 list.
Angelica Ross
Actor, Writer, Producer, Founder and CEO, TransTech Social Enterprises
You probably know Angelica Ross as Candy Ferocity on Pose, but she’s also a leading figure in the movement for trans and racial equality. When you consider the statistics—72% of trans homicide victims between 2010 and 2016 were black trans women and femmes—it’s easy to see why Ross wants to ensure that these women aren’t reduced to a statistic. As the founder of TransTech Social Enterprises, she’s is working to empower trans and gender-nonconforming people through on-the-job training in leadership and workplace skills. As a powerful speaker, she tours nationally to share her mission with business leaders, educators, and the President of the United States.
Cindy Holland
VP of Original Content, Netflix
As vice president of original content at Netflix, Cindy Holland, who has been with the company since 2002, oversees the production of the streaming giant’s binge-worthy original series and the multi-billion-dollar budget needed to bring that high-quality, programming to the platform’s 182 million subscribers and counting. Under Holland’s watch, Netflix earned 117 Emmy nominations in 2019, 17 Golden Globe nominations in 2020, and has secured deals with the likes of Shonda Rhimes and Janet Mock, who is the first openly trans creator to sign a major deal with Netflix.
Up next: 19 Powerful LGBTQIA+ Leaders on Instagram to Follow and Support Now and Always
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