Dr Patricia Anderson of Forbes School of Business and Technology: Five Things Business Leaders Can Do To Create A Fantastic Work Culture
Leaders and managers, beef up on your emotional quotient (EQ). Normalize “I’m not OK” to create a safe space for employees to not just survive but to thrive!
As a part of my series about about how leaders can create a “fantastic work culture”, I had the pleasure of interviewing Dr Patricia Anderson.
Dr. Anderson is a professor at the Forbes School of Business and Technology with more than 20 years of experience in executive leadership and business. She has combined years of extensive behavioral research with her proven abilities to manage complexity, volatility, and ambiguity in the realm of leadership, to become a leading expert in Authentic Transformational Leadership (ATL). Dr. Anderson’s mission with ATL is to position leaders and businesses to create people-powered, future-proof solutions and sustainable success through authenticity, transparency, and mutual real-time accountability.
Thank you so much for doing this with us! Can you tell us a story about what brought you to this specific career path?
I started with studying computer science which led me to support digital transformation in organizations. Once I received an MBA I started my own technology consulting business, which then morphed into a business consulting services, where I partnered with Fortune 100 companies in implementing their strategic vision. After several years, I had the opportunity to earn a doctorate in Transformational Leadership; I now lead successful digital transformations powered by Authentic Transformational Leadership and Organizational Change Management practices.
Can you share the most interesting story that happened to you since you began leading your company?
I remember working in the country club and advertising agency verticals supporting their digital transformation. At a particular country club, there was an elderly woman who cried tears when told that her work would be automated. After patiently working with her to reinforce that her sustained value and contributions to the club would not cease, and exploring the ease with which she would be able to work, she was won over. First came the smiles, then she became the strongest advocate for the transformation.
Are you working on any exciting projects now? How do you think that will help people?
Yes, organizations that missed the first wave of digital disruption are now being forced to come on board. They now view digital transformation as a necessary strategic pursuit. Some companies are prioritizing their HCM (Human Capital Management) transformation to enable their internal customers to support their external customers fully. I am excited to work in this space as the extensive research I have performed on Transformational Leadership comes to bear in the successful implementation of these projects. There is a learning curve for both leaders and stakeholders, and the opportunity to grow is interminable.
Ok, let’s jump to the main part of our interview. According to this study cited in Forbes, more than half of the US workforce is unhappy. Why do you think that number is so high?
First, the Great Resignation is real, so is The Rise of the Humans. Employees are no longer tolerant of the status quo which is focused more on economic ROI instead of the mental and emotional ROI of their internal customers. Talent is seeking meaningful engagements in socially responsible organizations. Also, the forced self-focus of the COVID-19 era reoriented priorities for many of us. What worked prior to that time now needs an upgrade or total cessation. Our humanity was put to the test, and we emerged being confident of how to hierarchize our well-being, including our mental and physical welfare.
Based on your experience or research, how do you think an unhappy workforce will impact a) company productivity b) company profitability c) and employee health and wellbeing?
Employees not functioning at optimum mental health pose risks to the operations of the organization that range from missed deadlines, absenteeism, accidents, decreased productivity, and attrition to loss of lives. The organization may not be as attractive to exceptional talent who place a high value on the organization’s focus on their internal customers’ well-being. Short-term and long-term ROI will decrease as the internal customers are not equipped to support the external customers.
Can you share 5 things that managers and executives should be doing to improve their company work culture? Can you give a personal story or example for each?
Employers are being tasked with engaging the whole employee — mentally, physically, emotionally, financially, etc. Mental help support looks like an inclusive multi-dimensional culture that ranges from a diverse executive team to designing workspaces, allowing employees to work from home as needed, and supporting them financially in setting up the home office.
- Companies need to pivot from the “workplace (location) mentality to the “workspace” (state of mind) paradigm. When employees design their workspaces they are more mentally satisfied and perform better.
- Make work and working more meaningful: engage employees in ways that motivate and stretch them (hire up, reskill, upskill, stretch assignments, etc.)
- Be prescriptive about employee health by investing in a robust HCM (Human Capital Management) system that provides engagement tools beyond recruitment and promotion activities.
- Conduct frequent pulse checks of your employee well-being especially if life events affect them (personally, locally, nationally, globally, etc.) Provide Employee Assistance Programs (EAP) that value anonymity. Extend benefits to include family members.)
- Leaders and managers, beef up on your emotional quotient (EQ). Normalize “I’m not OK” to create a safe space for employees to not just survive but to thrive!
It’s very nice to suggest ideas, but it seems like we have to “change the culture regarding work culture”. What can we do as a society to make a broader change in the US workforce’s work culture?
Social engines such as advocacy, boycotting, and voting are instrumental in “changing” the work culture. Let’s be clear; we want transformation instead of change (which is binary.) The internal customers of the “workforce” are pumping out products to the external customers. An alignment of both types of key strategic stakeholders will influence decision-makers to move the needle towards a better culture.
How would you describe your leadership or management style? Can you give us a few examples?
Authentic Transformational Leadership (ATL). In my research and experience, it is the only leadership style that is pandemic, crisis, and disruption-proof. It is a form of deep leadership that engages stakeholders on multiple levels including mentally, emotionally, and intellectually. ATLs walk the talk and are learning leaders. ATLs also realize that knowledge is provisional, and are adaptable, open to input, and accountable.
None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?
I have a tribe of friends whom I have known for decades who keep me accountable. They are honest, motivational, and supportive.
How have you used your success to bring goodness to the world?
Teaching is an honorable profession. My engagement in the learning/adoption cycle helps me to bring new knowledge to leadership which in turn supports them with data-driven decision making. My motto is “Transforming the world — one leader at a time.”
Can you please give us your favorite “Life Lesson Quote”? Can you share how that was relevant to you in your life?
“Words are seeds; you sow what you say.” Being cognizant of both your self-talk and what you vocalize is instrumental in what you bring into your and others’ lives. As speaking/creative beings, we have the power to create our worlds with our words.
You are a person of great influence. If you could inspire 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 really like the Rise of the Human movement and support it by teaching leaders to adopt Authentic Transformational Leadership practices. Understanding how change alone is not sustainable and is insufficient to long-term success is a start. The key ingredient to true success is to attend to the person at the center. Rich engagement needs to move from the periphery to occupy the nucleus of what makes us all great. We can be better.
How can our readers further follow your work?
Thank you for these fantastic insights. We wish you continued success!
Thank you so much!
