Creating a Culture of Courage: Lara Langdon Of ramarketing On How Authenticity Benefits People and Profits in the Workplace
An Interview With Vanessa Ogle
Foster Trust: Establish a foundation of trust within the team by demonstrating reliability, integrity, and empathy. For example, honor commitments, maintain confidentiality, and actively listen to team members’ concerns, building a sense of safety and security. For me, this is the foundation from which everything else is built.
In today’s social media filled, fast-paced world, authenticity in the workplace and in our personal lives has become more difficult to come by. Business leaders must focus on the bottom line of profits and corporate success, but does that have to be at the expense of the authenticity of their employees? I believe it is quite the opposite. I know from my own experience that a culture of authenticity allows the hiring of a team that will bring their all to the workplace. That fosters innovation, creativity and a level of success that few companies dream of. Yet, fostering an environment where individuals feel secure enough to express their true selves remains a challenge. The importance of authenticity cannot be overstated — it is the foundation of trust, innovation, and strong relationships. However, creating such a culture requires intention, understanding, and actionable strategies. As part of this series, we had the pleasure of interviewing Lara Langdon.
Head of People, Lara is the guardian of ramarketing’s heart and soul and its incredibly diverse team! Joining the agency in 2021 with over 15 years of experience in process and people management, Lara makes sure our global team thrives.
Not your average HR leader; she’s a problem-solving perfectionist, a multitasking virtuoso, and excels when given exciting challenges. Coming from the banking and commercial real estate sectors, she brings a wealth of knowledge to the table.
Her role at ramarketing is to craft, implement, and fine-tune our people strategies. Lara is dedicated to ensuring that everyone in the ramarketing family has the support they need to keep the creative flames burning bright and deliver world-class work for our clients.
But that’s not all — Lara is also a master in the art of client relationship management. When our team needs backup, she swoops in, armed with a smile and a solution.
Thank you so much for joining us in this interview series. Before we dive into our discussion our readers would love to “get to know you” a bit better. Can you share the most interesting story that happened to you since you started your career?
I can thank COVID-19 in all honesty, as I fell into this line of work, although I have always had a passion for everything related to people. My journey started when I joined ramarketing, as the office manager, a week before the March 21, COVID lockdown. At this point, I had to diversify quickly, and I was fortunate enough to work for a company that was prepared to take a gamble on someone who had no real experience in People or HR. However, from that point, I found my place and I know with 100% certainty that I will never work in another sector, I love what I do.
The incident that remains etched in my memory, shaping my career trajectory and solidifying my commitment to the field of everything people-related, occurred nearly 15 years ago, during my tenure at a prominent financial institution. While the organization boasted impressive credentials, the reality behind its facade of excellence was marred by systemic mismanagement.
Under the purview of a profoundly inept line manager, I found myself entangled in a web of toxicity. Their penchant for deflecting blame onto subordinates and appropriating credit for unearned accomplishments, created an atmosphere of fear and insecurity within our team.
One fateful day, amid the throes of pregnancy (nearly 9 months), I found myself trapped within a wheelie bin, subjected to a torrent of unwarranted berating over a mistake that, upon closer examination, was not of my making but rather a consequence of their lack of oversight. Despite the blatant injustice of the situation, I internalized the blame and became convinced of my culpability. It wasn’t until the eventual upheaval of redundancy provided me with the distance to reflect that I fully comprehended the egregious nature of the treatment I endured.
From that pivotal moment onward, I resolved never to subject myself to such a hostile environment ever again. Moreover, I pledged to leverage my influence within the realm of human resources to safeguard others from similar experiences. This harrowing ordeal served as a catalyst for my unwavering dedication to fostering inclusive, supportive work environments where every individual is valued and respected — a commitment that continues to inform my professional endeavors to this day.
You are a successful individual. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Empathy — An effective head of people needs to understand and empathize with the employees, their concerns, challenges, and aspirations. This is critical at ramarketing as we’re proud to be a people-led business. Empathy enables us to connect with the team on a personal level, creating an environment where employees feel heard, supported, and valued. Empathy is crucial for resolving conflicts, providing guidance, and promoting an inclusive workplace culture.
I am incredibly proud that here at ramarketing empathy is front and center, should an employee be facing a challenge, regardless of whether in their professional or personal life, we will support them and provide the support they need.
Integrity — This is probably the most important trait for a Head of People to have as we deal with such sensitive information from performance reviews, grievances, and trusted personal information. I consider the Head of People role to be the gatekeeper of the values, someone who must demonstrate honesty, fairness, and ethical conduct, earning the respect of the staff. Upholding integrity builds credibility ensuring decisions and actions align with the company’s goals and vision.
Resilience — Working in this role can take its toll on your mental health, as it often involves managing challenging situations, conflicts, or crises. Resilience enables me to remain composed and focused during difficult times, as well as bounce back from setbacks and navigate through adversity. I want employees to have confidence in my role here and understand the value it has in driving the business forward. I do think sometimes employees can forget that you’re only human.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a pivotal moment in your career or personal life when being authentic made a significant impact on your success or well-being?
When I was new to the role, I faced doubts about my experience and ability. I was taking on a huge challenge, and on paper, I looked as if I was out of my depth. Imposter syndrome is a real thing. However, armed with self-belief, determination, and the CEO’s support, I embraced the challenge wholeheartedly.
In a team meeting, I chose to share my authentic journey and self, acknowledging my unconventional path to the role and my concerns, which was incredibly difficult and a risk. I didn’t know how the team would respond and I was actively letting them see behind the mask. My transparency not only dispelled doubts but also fostered trust and empathy within the team. This experience reinforced the importance of authenticity in leadership, proving that belief in oneself, coupled with support, can overcome any perceived limitations.
What strategies have you found most effective in fostering an environment where employees or team members feel safe to express their true selves, including their ideas, concerns, and aspirations?
In my experience, creating a safe environment where employees can freely express themselves involves several key strategies. Firstly, prioritizing building trust through open, frequent, and transparent communication, demonstrating authenticity and vulnerability in interactions. Secondly, cultivating a culture of continuous and authentic feedback, emphasizing that it’s not only welcomed but encouraged at all levels.
By normalizing feedback as a means for growth, rather than criticism, team members feel empowered to share their ideas, concerns, and aspirations openly. Additionally, approaching conflict as a neutral term, framing it as an opportunity for constructive dialogue and problem-solving, rather than a negative occurrence. This mindset shift encourages healthy conflict resolution and fosters a sense of psychological safety, where individuals feel valued and respected for their contributions, ultimately promoting a more collaborative and innovative work environment.
How do you navigate the challenges that come with encouraging authenticity in a diverse workplace, where different backgrounds and perspectives may sometimes lead to conflict?
Navigating challenges in fostering authenticity in a diverse workplace involves promoting empathy and understanding while encouraging open dialogue. Prioritizing inclusive leadership principles over management and control, seeking to understand employees’ backgrounds and perspectives. By emphasizing constructive conflict resolution and providing ongoing training, to create an environment where authenticity and diversity can flourish harmoniously.
Based on your experience and research, can you please share “5 Ways to Create a Culture Where People Feel Safe to be Authentic?”
1 . Lead by Example: Share your authentic self, experiences, and vulnerabilities as a leader. For instance, openly discuss your learning journey, including both successes and setbacks, to demonstrate that authenticity is valued and encouraged. People are often surprised to learn that I am dyslexic and very open about this and how it affects me.
2 . Foster Trust: Establish a foundation of trust within the team by demonstrating reliability, integrity, and empathy. For example, honor commitments, maintain confidentiality, and actively listen to team members’ concerns, building a sense of safety and security. For me, this is the foundation from which everything else is built.
3 . Encourage Open Communication: Create platforms and channels for transparent and honest communication. Here at ramarketing, we have created an environment where feedback is encouraged on a continuous basis, for instance, 121 meetings, catch-ups, and departmental meetings to name but a few. The intention is that we create an environment where employees can ask questions, share concerns, and provide feedback directly to leadership, fostering a culture of open dialogue and trust.
4 . Provide Authentic and Supportive Feedback: Offer feedback that focuses on development and growth. For example, when providing feedback to a team member, focus on strengths and areas for improvement, offering resources and support to help them reach their full potential. People will be aware of their growth areas, but these should not be the focus of all development. Flipping the perspective on its head and looking at how you can turn good into great, can have a great impact on an individual.
5 . Cultivate Collaboration: Fostering a collaborative culture, where teamwork is encouraged and valued, creating opportunities for individuals to contribute authentically to shared goals and projects. This involves moving away from manager mode and control into leadership and empowerment. This approach promotes synergy and innovation while honoring diverse perspectives within the team.
In your opinion, how does authenticity within an organization influence its relationship with customers, clients, or the broader community?
Authenticity within an organization can have a profound impact on its relationship with customers, clients, and the broader community. I am incredibly proud to work for a values-driven organization that puts this front and center. Here are a couple of examples of why:
Building Trust: How authenticity breeds trust. When an organization authentically communicates its values, mission, and actions, customers are more likely to trust its intentions and commitments. Trust forms the foundation of strong, enduring relationships, which are essential for customer loyalty and brand reputation.
Enhancing Brand Reputation: Authenticity helps differentiate a brand from its competitors. When customers perceive an organization as genuine and sincere, they are more likely to develop positive associations with the brand. This positive reputation can attract new customers, retain existing ones, and ultimately contribute to the organization’s long-term success.
Driving Innovation and Adaptability: Authentic organizations are more adaptable and responsive to customer needs and feedback. By fostering open communication and a culture of authenticity internally, organizations are better equipped to listen to their customers, understand their evolving preferences, and innovate accordingly. This agility enables organizations to stay relevant and competitive in dynamic market environments.
Authenticity within an organization is not only beneficial internally, but also crucial for building strong, meaningful relationships with customers, clients, and the broader community. It forms the cornerstone of trust, reputation, engagement, innovation, and social impact, ultimately driving sustainable success in today’s interconnected world.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)
I would launch ‘The Authenticity and Trust Movement’ and it would focus on fostering genuine connections, transparency, and integrity in all aspects of life. It would encourage individuals and organizations to embrace authenticity, leading with honesty, vulnerability, and sincerity in their interactions.
Through this movement, we would work to rebuild trust in institutions, communities, and interpersonal relationships by prioritizing integrity and accountability. This would involve initiatives such as promoting ethical leadership, advocating for transparency in governance and business practices, and fostering open communication and mutual respect in personal relationships.
How can our readers further follow you online?
LinkedIn: https://www.linkedin.com/in/lara-langdon-a89b4b157/
People Bio: https://www.ramarketingpr.com/about-us/people/lara-langdon/
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
