Leading From The C-Suite: Dr. Laurie Moroco On Five Things You Need To Be A Highly Effective C-Suite Executive

Effective and Essential Communication Skills — Most of the time, if an employee is upset, I have learned they just want to be heard. Using active listening and empathy are often the best way to de escalate an issue.

As part of our series called “Five Things You Need To Be A Highly Effective C-Suite Executive” we had the pleasure of interviewing business strategist and corporate leadership trainer, Laurie Moroco.

Dr. Laurie Moroco has always been an advocate of competent and effective communication which she believes equips people with tools for successful personal and professional relationships. As a solopreneur, her businesses have been featured on Rachel Ray, MSN and Working Mother, and the Republican National Convention. She obtained a BA in communication and public relations, an MA in corporate communication and a PhD in interpersonal communication and ethics from Duquesne University. Dr. Moroco became a full-time tenured professor and communication chair, and she is now an assistant dean of instruction at a Colorado institute. In addition to being a professor, Dr. Morocco is also a certified master business strategist, a corporate leadership trainer, and a working mom of four children. Laurie is passionate about mentoring other entrepreneurs and encouraging them to ELEVATE their success to the next level.

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 with us the backstory about what brought you to your specific career path?

My calling is to be an educator. I entered higher education as a young 23 year old graduate student and have been teaching is some capacity for more than 30 years. About 5 years ago I was feeling restless, professionally, and decided to take my talent and acquired skills in communication and business to start educating business executives on how to be effective leaders. I wanted to empower others (especially women) to find their voice, take up space, be heard, be confident and most importantly, to be assertive.

Can you share the most interesting story that happened to you since you started your career?

In a span of about two months, several women who wanted to change careers found me. They were all all at the top of their leadership game as CEO’s, Directors, medical professionals, etc., but needed to start from square one in terms of resumes, interviewing skills, networking and social media. The interesting part is that they became my niche! When things are meant to be, it happens so effortlessly. That is when and how you know you are on the right track.

Can you please give us your favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life?

I have many favorite quotes; in fact, I collect them on my phone as reminders to carry on when I am doubting myself. A friend who is going through some personal difficulties told me that the motivational quotes I post on social media are really helping her.

Here are some favorite: “Your light is going to aggravate lot of unhealed people. Glow anyway, sis.”

“Dreams don’t work unless you do”

“Decide that you want it, more than you are afraid.”

Is there a particular book that made a significant impact on your leadership style? Can you share a story or an example of that?

“Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity” by Kim Scott.

In this book, the author shares how to build strong relationships with your team members by combining caring for them personally and challenging them directly. The book discusses the importance of open communication, feedback, and empathy in achieving both professional and personal growth. As a communication professional and business coach, this was impactful to me! I highly recommend this book to anyone looking to make a positive impact on employees, spark innovation and foster a positive working environment.

What do you think makes your company stand out? Can you share a story?

Success for my clients is my number one goal. I am her biggest cheerleader, personally and professionally. Often times the two get blurred but because I am also a certified life coach, I will help her through any life issues that may be blocking the way for professional success. Once the personal obstacles are cleared, we can proceed with professional goals.

You are a successful business leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?

• Dedication
• Perseverance
• Curiosity-

I grew up in a small town in Western Pennsylvania, with a single mom, raised by my grandmother and became a first generation college student. After putting myself through college, I had no plan but I knew I had to leave my hometown and find my way. I worked hard, stayed true to myself, explored life with my eyes wide open and found gratitude in every step along the way. I kept climbing and learning and despite the success I have found, I am only half way to where I want to be.

Leadership often entails making difficult decisions or hard choices between two apparently good paths. Can you share a story with us about a hard decision or choice you had to make as a leader?

As a leader, we often need to have difficult conversations with people we supervise. Sometimes it is because of performance issues, subordination, conflict, etc. Most people will shy away from addressing the issue because they don’t like conflict. However, being honest and assertive while being empathetic, is the only way people can grow. It is up to the leader to tackle the issue before it becomes a problem. And creating a plan might be moving on and parting ways or creating a plan for growth and learning. These conversations are never easy, but they are necessary.

Ok, thank you for that. Let’s now jump to the primary focus of our interview. Most of our readers — in fact, most people — think they have a pretty good idea of what a C-Suite executive does. But in just a few words can you explain what a C-Level executive does that is different from the responsibilities of other leaders?

C-Level executives (leaders with the title of “chief”) are top-level or senior managers who make decisions regarding company policy and growth. Because they hold the highest management positions in an organization, they make higher-stakes decisions, set strategic direction, and oversee the overall operations of their organization.They have the ultimate authority and accountability for the success or failure of the company.

Other leaders, such as department heads or team managers, typically have more focused responsibilities within specific areas or functions of the organization.

What are the “myths” that you would like to dispel about being a C-Suite executive? Can you explain what you mean?

They have unlimited authority and control — C-Suite executives do indeed hold significant decision-making authority, but they don’t operate in a silo. These leaders often work in a system with great responsibility. For example, they collaborate with the board of directors, shareholders, and other stakeholders, and are held accountable for their actions.

Money and power are their only motivations — While large salaries and influence might be motivating factors, many C-Suite executives truly want to make a positive impact and contribute to the overall success of the organization. Significant pressure from stakeholders to produce results, while securing the company’s viability and sustainability, are the reality of their jobs that most people would not want.

They are all knowing and have all the answers- C-Suite executives should not be expected to have all the answers. However, they should know where to find the answers. Relying on the expertise and knowledge of their teams, trusting their intuition, and collaborating with astute people (like the stakeholders) can help them arrive at well-informed decisions.

What are the most common leadership mistakes you have seen C-Suite leaders make when they start leading a new team? What can be done to avoid those errors?

Lack of Vision and/or Direction — Imagine being lost and not having a map. This is what it feels like for a new team when they don’t have a clear vision and lack direction from their leader. Rather, be sure to communicate a mutual vision with buy in from the team that includes clear and concise goals. Be consistent when talking about the message so that every team member feels part of the collective process.

Micromanagement — Just don’t do it. Instead, loosen the reins and trust the capabilities of the team. Personally, I hire competent people and let them do their job. Delegation of tasks while offering your guidance and support as needed will empower your team to make good decisions. Be sure to provide an opportunity for them to take ownership of their work, which will promote growth and excellence.

In your experience, which aspect of running a company tends to be most underestimated? Can you explain or give an example?

Because communication is, and has been my life, for so many years I’d have to say that effective internal communication (i.e., exchange of information, ideas, and feedback among employees) at all levels within an organization is often underestimated.

Imagine the C-suite executive who is leading a major digital transformation initiative within their company. Now imagine the executive underestimates the significance of communicating the vision, goals, and impact of the transformation to employees. What could possibly go wrong? Confusion, uncertainty, resistance to change, decreased morale and trust could go very wrong, to name just a few scenarios.

Ok super. Here is the main question of our interview. What are your “Five Things You Need To Be A Highly Effective C-Suite Executive”? If you can, please share a story or an example for each.

1 . Effective and Essential Communication Skills — Most of the time, if an employee is upset, I have learned they just want to be heard. Using active listening and empathy are often the best way to de escalate an issue.

2 . Strategic thinking — I am a big advocate of staying updated on industry developments, doing your own research, and seeking diverse perspectives from others in the field is invaluable for a C-Suite executive.

3 . Team Building — A leader is only as good as their team so cultivating a positive work environment, empowering employees, being a mentor, and recognizing their contributions go a long way.

4 . Flexibility — When Covid hit, colleges had to act very quickly so that student learning was not interrupted. As a Dean, I had to help faculty and students navigate the online world, literally overnight. Adaptability and resilience were the keys to success in those turbulent and unknowing times.

5 . Professional Development — As a lifelong learner, I am always seeking opportunities for educational conferences, executive programs, and self improvement. When I am wearing my professor hat, I can’t be the one using yellow note from 20 years ago. And thought it may sting at times, actively asking for feedback helps to refine my leadership skills and stay ahead of the competition.

In your opinion, what are a few ways that executives can help to create a fantastic work culture? Can you share a story or an example?

1. Create a safe and brave space — It is vital to create a space where employees know they have an opportunity to share their views and ideas openly with honesty and transparency, without repercussions. We often call this a safe space because it promotes community and trust. However, a brave space is also important so that employees are encouraged to speak up even though it may feel uncomfortable. The executive can do this by being a role model and sharing their own vulnerabilities, holding town halls, coffee talks, having an open door policy, or internal workshops for professional development and personal growth.
2. Empower employees — Empowering employees is a cornerstone of fostering a positive company culture. When employees feel empowered, they are given the autonomy and trust to take ownership of their work and contribute meaningfully to the organization’s goals. This sense of empowerment not only boosts individual morale and job satisfaction but also encourages creativity, innovation, and problem-solving. Empowered employees are more likely to proactively seek solutions, take calculated risks, and go the extra mile to deliver exceptional results. Moreover, a culture of empowerment promotes open communication, collaboration, and mutual respect, creating a supportive environment where everyone’s ideas and contributions are valued. Such an atmosphere cultivates a sense of belonging, engagement, and loyalty among employees, ultimately leading to increased productivity, employee retention, and overall success for the company.
3. Promote work-life balance — Encourage work-life balance and work-life harmony, by offering flexible schedules, remote work options, and promoting a healthy work environment that puts your people first. Remember, these are not just employees they are human beings. Fostering a good workplace culture requires mutual trust, and that doesn’t come by treating people like numbers. Lead with compassion and empathy and your people will do for you what you do for them.

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. :-)

As a Social Equity Commissioner for my town as well as an educator, this topic is near and dear to me. Therefore, I would start a worldwide movement for educational social equality. A movement like this would strive to ensure equitable access to quality education and knowledge and would empower individuals and communities alike.

How can our readers further follow you online?

Readers can follow me on Instagram @ljmcoaching.phd, on Facebook @Laurie Moroco, PhD and on LinkedIn @Dr. Laurie Moroco. My website is www.lauriemoroco.com

Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!

About the Interviewer: Douglas E. Noll, JD, MA was born nearly blind, crippled with club feet, partially deaf, and left-handed. He overcame all of these obstacles to become a successful civil trial lawyer. In 2000, he abandoned his law practice to become a peacemaker. His calling is to serve humanity, and he executes his calling at many levels. He is an award-winning author, teacher, and trainer. He is a highly experienced mediator. Doug’s work carries him from international work to helping people resolve deep interpersonal and ideological conflicts. Doug teaches his innovative de-escalation skill that calms any angry person in 90 seconds or less. With Laurel Kaufer, Doug founded Prison of Peace in 2009. The Prison of Peace project trains life and long terms incarcerated people to be powerful peacemakers and mediators. He has been deeply moved by inmates who have learned and applied deep, empathic listening skills, leadership skills, and problem-solving skills to reduce violence in their prison communities. Their dedication to learning, improving, and serving their communities motivates him to expand the principles of Prison of Peace so that every human wanting to learn the skills of peace may do so. Doug’s awards include California Lawyer Magazine Lawyer of the Year, Best Lawyers in America Lawyer of the Year, Purpose Prize Fellow, International Academy of Mediators Syd Leezak Award of Excellence, National Academy of Distinguished Neutrals Neutral of the Year. His four books have won a number of awards and commendations. Doug’s podcast, Listen With Leaders, is now accepting guests. Click on this link to learn more and apply.