Top 25 Restorative
People Leaders to Watch 

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

All three—cultural, historical, and gender issues—are important, but historical issues stand out the most to me. History sets the context for cultural and gender issues, and we can’t fully understand them without acknowledging the past. For instance, with reproductive rights, we must understand how laws and morality evolved over time. Even restorative justice draws from historical healing practices. Today, technology has made us more individualistic, so we need to rethink community by looking at history and how it shaped healing and connection.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I believe in treating others how I want to be treated, but also how they want to be treated. This is the platinum rule—showing respect to others in the way they prefer. When someone crosses a boundary, I assume positive intent and address it directly but kindly. In meetings, for instance, if someone interrupts me, I’ll acknowledge their contribution and remind them I was speaking. It’s about setting boundaries respectfully, without creating drama, and modeling how you want to be treated.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Play and fun are essential to life and work. DEI can feel heavy, but it can also be energizing. I find that celebrating cultural differences brings joy—learning about someone’s food, music, or religion is a fun, engaging way to build understanding. At home, I turned something simple like going for a walk with my nephew into a playful game. In the workplace, we incorporate walking meetings or light, fun moments. These activities spark creativity and strengthen relationships, which is key to achieving the learning we want in DEI.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Company culture should be built on how we work, not on forcing people to fit a mold. Respect, curiosity, and accountability are core elements that shouldn’t clash with someone’s identity—whether it's language, appearance, or religion. It’s possible to have a shared goal while also celebrating individuality. Where we struggle is in judging others based on these superficial aspects. We need to practice not assigning value based on informal things like language or looks, and focus instead on how people contribute to the work.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

After years of being focused on my education, I found joy by taking dance classes just for fun, without any pressure to achieve something. It was freeing. However, most of my joy comes from sisterhood, like with my sorority, Alpha Kappa Alpha Sorority, Inc. We do meaningful community work, but we also celebrate and support each other. One of our members even created the Black Girl Day of Play, where we just come together to play games and enjoy fellowship. It’s a reminder that joy and community care are as important as self-care.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Juicy question! For me, it starts with culture. Culture weaves through every aspect of our lives, influencing how we relate to each other, how we understand our place in the world, and how we navigate both personal and professional spaces.

Culture is deeply intertwined with our identities, including race, ethnicity, ability, and more. When we notice and name dominant cultural norms, we often find that these norms benefit a select few, while harming so many others in any given context. Understanding cultural context helps us see the bigger picture, allowing us to address systemic inequalities with a more holistic and compassionate approach.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

Boundaries always start with self-compassion. This means I need to have enough love and regard for myself to clarify my needs, regardless of who I’m interacting with. Early in my career, I lacked boundaries (as many of us do), and it led to resentment, fear, and burnout. Then, in 2017, I had my first daughter, and realized I ain’t got time or energy for all that. I realized I owe it to myself, and those around me, to state my needs clearly. If something didn’t sit right, I named it sooner than later, so it didn’t fester and grow into something that felt impossible to address. And more often than not, folks appreciate the honesty and it strengthens our relationship.

People can only meet us as deeply as we’ve met ourselves. In order to have fulfilling relationships, we need to be honest with ourselves and one another about what we need, what we’re noticing, and how we can make it right.

Check out my book chapter, Accountability Through Restorative Dialogue in Racial Justice at Work to hear my story and learn tangible dialogue models for boundary-setting.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

There is so much freedom when we can let go of needing to be in control. To have genuine fun requires risking looking “uncool,” and I’m all for it, especially in our line of work. In fact, I believe we have a responsibility to bring more joy into our work wherever possible, so we can remember why we’re doing this in the first place.

I’m about as serious as they come. I think, write, and feel deeply about social issues, about the people near and far who matter to me. I’m an empath to my core, and have experienced many seasons of compassion fatigue and secondary trauma. Because of these experiences, I have given myself permission for levity. In fact, it’s the very thing I’m fighting to preserve—a world where we can still laugh, still find joy, still feel the lightness of being.

When I have the audacity to have fun in my work, I give others permission to do the same. I have noticed this is what builds stronger relationships and more trust in the long run.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Ah, authenticity vs. culture fit—it’s a delicate balance, but here’s the thing: the more we focus on culture “fit,” the more we risk creating an environment of sameness, where people feel like they need to conform to a certain mold. I think organizations thrive when people can be their whole, authentic selves. That means showing up how they feel most comfortable, whether that’s using informal language, working remotely, or skipping the office chit-chat.

Authenticity doesn’t have to clash with cohesion. In fact, when people feel safe enough to be themselves, it creates a much stronger foundation for trust and connection. Teams become more cohesive because they’re real with each other—there’s no pretense, no need to hide behind a professional mask. And that, in turn, drives creativity and innovation.

So, it’s less about forcing people to fit into a culture and more about shaping a culture where everyone fits naturally, as they are. The key is creating that psychological safety where people know they’re valued for their differences, not in spite of them. And when that happens, cohesion is the natural result.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

For me, true joy is fueled by being part of a collective united around common values (oftentimes freedom, love, justice, and healing). Most recently, I became a certified yoga instructor with the non-profit Peace in Practice. The program is trauma-informed, and aims to expand access to BIPOC communities in the Twin Cities. We have become a tight-knit community, gathering weekly for guided practice and catching up (we even started a game night)!

I am most alive when I’m fully present with my daughters, looking deep into their curious eyes. I love having dance parties with them in the living room, going on bike rides, or discovering weird-looking bugs in nature. I love hiking mountains with my partner, cracking up with my best friends, and getting lost in a good novel.

When I can quiet the noise of comparison and urgency, and remember who I truly am, I feel deep, lasting joy from within. Singing, writing, and expressing myself will always be modalities that help me return to my most authentic self.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

They are all tied together, so what does stand out mean? they are so interconnected.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I’m not sure I teach people how to treat me. I do expect respect, and with closer folks I expect care and compassion. Try to be a role model for others. Boundaries vary by person, especially around one’s personal life, and will change over time. Often there is no need to communicate your needs, they become understood through trusting relationships.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Fun is key to life and especially so with children. A sense of humor is key to having fun and enjoying life. That requires some emotional intelligence and humility, all of which builds trust.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Authenticity is key for leaders, which means they need to have integrity and build inclusion. Organizational culture needs to be flexible under the umbrella of the values of integrity and inclusion. An organization’s values are the foundation for culture. The UN recently updated their values – they now are Integrity, Inclusion, Humanity and Humility. Authenticity flows through these values, and they serve as a good starting point for any organization looking to articulate their values and culture.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

Certainly something bigger than oneself -- on other people and projects and principles that make the world a better place.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Historical issues resonate more deeply with me because they reveal the underlying power dynamics that shape our world. When we examine history, we see how power has been wielded, contested, and distributed, often setting the stage for the cultural and gender issues we face today. These power dynamics are not just relics of the past; they continue to influence how societies function and how individuals interact. For me, understanding history is crucial because it helps us see the patterns of power—who holds it, who challenges it, and how it shifts over time. It’s through this lens that I can better understand current behaviors, perceptions, and values. When we dig into the historical roots of power, we start to see why certain groups are marginalized, why certain narratives dominate, and how these dynamics continue to play out in our everyday lives. This focus on history isn’t just about looking back; it’s about understanding the forces that continue to shape our present. By grasping the historical context of power, we can better navigate and challenge the power structures that still exist today. That’s why historical issues stand out for me—they offer the most profound insights into the dynamics that define our world.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

When it comes to teaching others how to treat me, I start by understanding my own values and what I need to feel respected and supported. I genuinely care about people and their experiences, so I believe in leading by example. I treat others with the respect and honesty that I hope to receive in return. Setting boundaries is essential to me, whether it’s protecting my personal time or ensuring our conversations stay positive and constructive. I’m clear about these boundaries and make it a point to communicate my needs thoughtfully. I use ‘I’ statements to express how I feel, which helps avoid misunderstandings, and I always listen to the other person’s perspective. Being empathetic, I truly value what others bring to the table, and this approach helps me build relationships grounded in mutual respect and understanding.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Incorporating fun and playful elements into our everyday lives, both at home and at work, can be a powerful way to build stronger relationships and deepen trust. When we create an environment where people feel comfortable enough to be themselves and share a laugh, it breaks down barriers and brings us closer together. Playfulness fosters a sense of connection and belonging, which are essential for trust. At work, adding a bit of fun can lighten the mood, making collaboration easier and more natural. It encourages creativity and helps everyone feel more engaged and valued. When people see that you can balance getting things done with enjoying the process, it creates a positive atmosphere where trust can thrive. At home, playful moments can strengthen bonds by reminding us to not take life too seriously and to appreciate the joy in small things. It helps us stay connected and creates memories that reinforce our relationships. Ultimately, fun and play remind us that we’re all human, and when we share these lighthearted moments, it builds trust and brings us closer together.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Organizations can create a culture where employees feel free to be their authentic selves by embracing flexibility and understanding that people work best when they’re comfortable and supported. Allowing respectful and productive informal language, remote working opportunities, or skipping the daily small talk doesn’t mean compromising on professionalism; it means recognizing that everyone has different ways of being productive and engaged. By fostering an environment where authenticity is valued, organizations can build stronger, more genuine connections among team members. I see it daily that when employees feel they can be themselves, they’re more likely to bring their full creativity, passion, and energy to their work. This naturally aligns with a cohesive culture because it’s built on trust and respect for individual differences. Ensuring a cohesive culture fit doesn’t mean everyone needs to act the same way; it means finding areas where we see commonalities like shared values, goals, and the understanding that authenticity contributes to a more vibrant, dynamic workplace. When people are free to be themselves, they’re more likely to feel connected to the organization’s mission and to each other, which strengthens the overall culture.


5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

The times when I felt most alive and engaged were mostly when I was focused on something larger than myself. Those moments when I knew I was making a difference - whether it was a work project that provided meaningful impact or supporting someone else’s growth, were the times that energized me the most. I wasn’t only considering my success or satisfaction, on the contrary, I was deeply invested in the bigger picture and how my efforts could contribute to something that mattered to others. Mentoring immediately comes to mind for me here. Witnessing how those I mentored were thriving brought me great joy and a deep sense of satisfaction that helped me propel forward in my own journey of success. It’s those experiences where I felt connected to a purpose beyond my own needs that truly made me feel alive. Whether collaborating with a team to achieve a shared goal or simply being there for someone who needed support, my focus was on the collective good. This is what drives me; the idea that what I’m doing CAN make a positive difference in someone’s life, team, situation, or the broader community. Those are the moments when I’m not just alive, but thriving.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Culture is most relevant to me.
Our culture shapes our traditions and identity. I hope our society learns to value all cultures, even those different from the majority. For example, some cultures eat foods that are different from the majority, wear clothes that are different from the majority or have different temperaments. Let's value those and learn more rather than judge. In other words, let's appreciate each other for our differences.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I hope that my presence demonstrates to others how I want to be treated. I tend to be pleasant, smile, acknowledge others and communicate something positive about them. By doing this, I am showing my expectations to be treated the same. If someone says something insulting to me or others, I will let them know that I take offense to the statement or action and why. The boundaries I set are to treat people with respect, because we are all human. If I need to communicate this message, I am careful with my tonality and body language, so that I speak respectfully and non-threatening.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

In essence, life is short and so valuable that we cannot be too serious. Laughter and fun is important to our well being and those around us. Sometimes I find it a good thing to bring up the elephant in the room (if there is one) so we can acknowledge our thoughts and feelings. When we are honest with each other, we don't have to feel awkward and wonder how people feel, and this builds trust.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

When leaders reveal their own fears and imperfections, it lightens the mood. This honesty communicates to others that they too, can share their imperfections. and people become more relatable. Judgment free zones can be taught, and this starts at the top. I like to help clients understand the importance to replace the word 'fit' for 'add'. This way, people are more likely to feel as though they belong and don't need to cover up their real and best self.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something
bigger than yourself?

When someone wins-meaning they achieved something they wanted, that brings me joy. I recently went on a mission trip with my church to Jamaica to teach Vacation Bible School. When the students received prizes for getting answers right their smile and face was so bright. They experienced joy and I felt their joy. I also recently attended a wedding for my cousin who married his mate. It thrilled me that he and his husband were so happy, it made me so happy. So, it's all about when someone else achieves!

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

I would say definitely Culture since it also intersects with history and gender. Culture is what we all bring with us to the workplace. Our cultural values, beliefs and norms inform who we are and affect what we do and say. Understanding our historical cultural backgrounds helps us bridge across differences, which include age, gender, ability, socio-economic background, religion, etc.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I start by asking new people to "tell me about yourself." I avoid "teaching or telling" others how to treat me until I've gotten to know them and vice versa. Boundaries are important, however, until I've developed a closer relationship with someone, I would not feel comfortable telling them how to treat me. If however, they make me uncomfortable and I believe they've crossed the line, I will gently call them in by inviting a "courageous dialog" where I ask them "I'm curious, what was behind that comment you just made?" I like to give people the benefit of the doubt before I judge them.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Having fun seems to be forgotten at work and perhaps even in our lives since coming out of the Covid era. Fun and playfulness are two of the many elements that can build stronger and deeper relationships and trust. However, there's a time and place for it. Having a discussion with teammates and colleagues at work about their thoughts behind having fun would be an interesting and useful way to begin inviting ideas. Perhaps having team members volunteer to facilitate a fun activity at staff meetings each week/month would be a good start.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

In my opinion and in many others in my field of DEI, we are moving away from "culture fit." Instead, we are focusing on "culture add" - what does each person add to our organization's culture and team? What makes them unique and different? An inclusive workplace means people can show up authentically and not be judged for what they bring (of course, if someone is rude and offensive, that behavior is not something that can be accepted. Using a tool I created called, the 3As: Acknowledge, Accept and Adapt, we can all get to know our team mates and colleagues by getting to know each other's personalities, their backgrounds, experiences, what their strengths & challenges are, their preferences, etc. By understanding what makes someone different, I'm able to acknowledge and accept our differences, even though we may not agree, and then learn to adapt to each other. This way, we can all feel comfortable showing up as our authentic selves.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

I would say it's when I'm training or facilitating in person. My focus is usually on the participants in the room: am I engaging them so that they seem to be interested in what I'm teaching? How much are they taking in? Are light bulbs going off? What can I do and say to make the topic even more interesting? What examples and stories can I tell so they can relate? The topics related to DEIB are sometimes dry. How can I make it pragmatic, interesting and even fun? When it all comes together, that's when I have this overwhelming feeling of gratitude and that I've done my job.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Let’s be clear: cultural, historical, and gender dynamics are all tangled up in the gnarled mess of power imbalances. But if I had to pick one, history takes the cake. It's the foundational script from which all the others are adapted. Colonialism, slavery, patriarchy – these aren't historical relics; they’re the blueprints still shaping our world. To truly understand power, you've got to dig into the dirt of the past. It's where we find the root of systemic inequality.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

Leading by example is the cornerstone of effective relationships. It's about demonstrating the kind of treatment you expect to receive. By consistently modeling respect, empathy, and open communication, you set a clear standard. Also, assuming positive intent is crucial. It fosters trust and encourages open dialogue. Finally, one thing I often say is, “To be clear, is to be kind.” When we communicate our needs directly and respectfully, we create space for understanding.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

I like to say, "always laughing, though the work is serious." Fun isn’t a distraction; it’s a catalyst. In the complex world of DEI, a little levity can go a long way. Shared laughter breaks down walls, builds trust, and fosters a sense of belonging. It's about finding joy in the journey, even when the destination is challenging. By incorporating playful elements into our daily lives, we create a space where everyone feels comfortable being their authentic selves. And that is serious business.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Authenticity is a prerequisite for high performance. Organizations that stifle individuality stifle innovation. Want a culture where people thrive? Let them be themselves. Sure, there are boundaries – professionalism, respect – but within those lines, let people flex their unique styles. Informal language, remote work, and less small talk aren't threats to culture; they're opportunities to redefine it. Culture isn't about cookie-cutter conformity; it's about shared values and purpose. When people feel seen, heard, and valued, they're more engaged, more productive, and more likely to stick around. It's not authenticity vs. culture fit; it's authenticity is culture fit.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

My life’s soundtrack is composed of three harmonious notes: teaching, helping, and connecting. I’m a perpetual student, forever curious and eager to learn. But the true magic happens when I turn around and share that knowledge. Whether it's illuminating a complex idea or simply lending an ear, those moments of connection fuel my soul. Bringing people together, fostering collaboration, and witnessing growth—these are the experiences that make life truly vibrant.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural and historical issues stand out the most as we are in so many moments for the culture and history. The history of state-sanctioned violence in this country has led to cultural issues (and really clashing of cultures) for decades. We must understand the historical context of the cultural moment we find ourselves in, respect them, and adjust accordingly, even if that shift brings discomfort.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

In teaching others how to treat me, I find that I often lead with my therapeutic background in wanting to engage in partnership with others; and outlining what that means around leaning into discomfort, communicating honestly and respectfully, and seeking ongoing feedback from one another. I set clear boundaries around the expectations of the partnership and leading discussions with questions around capacity concerns in the case myself or other party needs more recovery time. It is important to me that folks know I will be honest, straightforward, and empathetic at all times, and that does not mean they will always enjoy what I have to say. It's the duality of engaging in partnership around DEI and health equity.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

We all need fun and positive relationships to engage in at home and around the office. For me, I've found that it has been much more difficult for folks to have biased opinions about me (or the -isms I may represent to them) once they know and/or have worked alongside me in some capacity. Trust can be built when you know who someone is, what they stand for, and how they operate, and that takes time to build that relationship. Both parties must know going in that within the fun and having a good time, there will be honest and difficult discussion around a variety of topics, and we're leaning into that difficulty because of the trust and relationships that have been built.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Organizations must begin asking themselves what they mean when they want folks to bring their "authentic selves." Many times, organizations still want that persons' authentic self to assimilate into the dominant culture which doesn't allow for much nuance and/or difference. An organization can create a culture of authenticity by looking at their leadership (including those leading without titles) and give those folks the resources they need to lead. Authentic leaders will attract diverse representation, and organizations must ask themselves if their work culture is prepared for that.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

As an LCSW, my training requires me to look at the person and their environment. The focus tends to be on the bigger picture, and that is something that crosses over into my work with DEI and health equity. We recently wrapped up the ARISE (Activating Relationships in Illinois for Systemic Equity) grant through IDPH and the CDC and established Community Health Workers (CHWs) within the organization. It was an incredible time that brought me joy because the community I'm from began addressing the root causes of systemic inequity around racism, prejudice, bias, and how those aspects play into the Social Determinants of Health (SDOH). Sure, it was about helping people, and it was about educating the masses on how to help the entire community - different from anything that's ever been done in that area.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues stand out to me the most because they are the bedrock upon which our interactions and perceptions are built. Culture shapes our values, norms, and behaviors, influencing how we communicate and collaborate. When we address cultural issues, we create a foundation for understanding that enables us to confront historical and gender-related challenges more effectively.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

In both life and leadership, I firmly believe in modeling the treatment we desire from others. I engage with kindness, respect, and dignity, and I expect the same in return. Setting and maintaining boundaries is an ongoing journey for me, but it’s essential.
I establish clear boundaries—like specific work hours and my approach to email responses—and I practice saying no when I really want to say yes just to please someone. By modeling these behaviors for my team and my daughter, I not only free myself from frustrations and misunderstandings, but I also contribute to a healthier, more joyful, and respectful work environment.
It’s all about transforming our approach to leadership, collaboration, and thriving together.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Bringing playful energy into our daily lives is important for creating joy and connection! I like to keep things light in how I communicate with my colleagues and family. Using humor helps me acknowledge mistakes and ease tension, and it also adds a fun touch when I speak publicly, making it easier to connect with my audience.
I encourage my teams to think creatively, where silly ideas and storytelling can flourish. This helps us bond and build trust. Plus, in addition to welcoming everyone with my wide smile, I love sharing my terrible jokes—it's just part of who I am!
When we embrace fun in our interactions, we lighten the air and build genuine connections.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Authenticity can be easier for some, especially when everyone around them shares similar backgrounds. But creating a culture where employees can truly be themselves is essential for driving innovation and engagement.
Leaders should model behaviors that are open and accepting. This includes encouraging open communication, being flexible with work arrangements, and truly welcoming different viewpoints. It's also important to create opportunities for team members to connect beyond their daily tasks.
I believe in sharing my truth—what it took to reach my goals, the struggles and failures I've faced, and the lessons I've learned about showing up for myself and others. It takes a kind of vulnerability that can be tough to embrace. But showing vulnerability isn’t a weakness; it’s my superpower.
Furthermore, organizations must ensure that there’s no gap between what they claim to value and how employees actually experience their work. This requires active listening, taking meaningful action, and genuinely connecting with employees.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

Always something bigger than myself. The title of my new book is Burnt Out to Lit Up: How to Reignite the Joy of Leading People. I believe leadership is a calling and there is joy and awe in what we do. That's when we come alive!

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Gender issues stand out the most because they permeate every aspect of society and workplaces, affecting power dynamics in both obvious and subtle ways. Intersectionality compounds these challenges by revealing how gender interacts with other aspects of identity such as race, class, sexuality, and disability. This creates complex, overlapping systems of disadvantage that can't be addressed in isolation. Understanding intersectionality is crucial for developing comprehensive solutions that tackle the root causes of inequality and ensure no groups are left behind in the pursuit of fairness.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I believe in treating others as they’d like to be treated. It’s starts with letting people know my preferences — how I work, communicate, who I am, etc. And then I ask them their preferences so I can understand who they are. I find that it allows me to meet them where they are and it helps to effectively manage expectations of one another. In the workplace, I share (as well as ask others to share) a "Guide to Me" and use tools like Strengths Finder and the MBTI to set clear expectations and boundaries. The mutual understanding allows us to get off on the right foot.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Having fun is essential — it builds stronger relationships and fosters trust. I like humor, jokes, anecdotes, and sharing stories because it helps break down barriers. I find that people are able to connect more deeply and folks are more at ease. This is my personal and professional philosophy and has served me well in helping not only decompress stress but aids in strengthened trust.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Authenticity should be the aspiration in both personal and professional contexts. Being authentic means staying true to oneself, which fosters deeper connections with people. This genuineness resonates because intentions are felt, moving interactions from transactional to personal. What's often called "culture fit" is really just assimilation in disguise. This approach risks the loss of individual uniqueness and can lead to conformity rather than being true to one’s self. By valuing authenticity and “culture adds” over a superficial fit, we can create an environment that preserves diversity and encourages meaningful connections, ultimately benefiting both individuals and organizations. This means embracing and creating space for differing working styles, communication preferences, and personal needs - such as using informal language, working from home, or opting out of daily office small talk.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something
bigger than yourself?

Over my life, I’ve felt most alive and engaged when I was working on deeply mission driven efforts like my current company, Swing Education in impacting greater educational outcomes, participating in local, state and federal election efforts and most importantly, spending quality time with my family. In those moments, my focus has always been on how I can contribute to societal good, at scale — something bigger than myself and where the impact lasts well beyond my life. Those legacy level efforts of family and contributing to societal good provide me with much joy.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural Issues stand out the most because we are no longer a homogenous society, our workplaces continue to be microcosms of the communities of which we live and work. Therefore, it is most critical for us to understand and accept the nuances of difference and similarity as we integrate into new communities and workplaces.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

The golden rule never worked for me as I met so many different people throughout my career and life. In fact, it was truly the platinum rule, I engaged with strangers with kind curiosity and interest and allowed them to be themselves without judgment or challenge. By design, they treated me better than I could ever expect. So few people allow individuals to be themselves, in fact, they spend too much time trying to assimilate them to their style rather than allowing the individual to be authentic and true to themselves. I will not tolerate disrespect or condescension. If I witness or experience such behaviors. I address it through "radical candor."

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

We have to have a sense of humor about life and really think about the big picture. Being kind and lighthearted, creates space for people and holds grace for them to be their true selves without fear of judgment.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Having leaders model the behaviors, like working remotely, telling their stories of vulnerability and authenticity or lessons learned, this opens doors wider for people to share more openly. Accepting people for what they bring and how they portray their character is key rather than wishing they were more like you. We don't need replicas of ourselves, we need individuals to bring their "spice" to the table.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

Joy can be experienced from a simple compliment you receive, a hug or even a butterfly finding a hummingbird in your flower garden. Joy can be a moment of victory for a team or seeing something you stand for coming to fruition. It could be a sort of change, a shift, a beautiful cool Autumnal afternoon. Even sitting by a fire with a soothing beverage, or hiking in the mountains, walking along the sea, and finally, taking in the clean oxygen to recharge your brain and spirit. It was being in nature and with people that invigorated me and of course the memories and the landscape in front of me always renewed my spirit.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues since culture is the invisible water we all swim in. And as Peter Drucker said, Culture eats strategy for breakfast.


2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

Boundaries are very important to me, and to our work at Brevity & Wit. It's one of the 5 core values of our partnership model because 1) boundaries are necessary for healthy creative collaboration and 2) the experience of being marginalized is the experience of the system pushing against your boundaries. I find it helps to state your boundaries early in the process, whether that's a new business endeavor or a new relationship, in a friendly, mutually beneficial manner. It also helps to state why you're stating boundaries, i.e., you want a healthy and long relationship! Boundaries without context can be disguised narcissism, so it's helpful to ensure people know you want to be in relationship with them before stating your needs thoughtfully.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Play is how we learn about the world! I was just interviewed by Drew Davidson at Carnegie Mellon University about the importance of play. Play teaches us about social engagement, when we can push boundaries and when we can't. It also teaches us about power. And the more fluent you are with boundaries and power, the more you'll be able to form trusting relationships.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal
language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

I often joke that I'm pathologically authentic; it's always been part of my personality and nature. However, in being so, I've learned there's a dark side to authenticity. If your authentic side is rude or judgmental or racist, perhaps you don't need to bring your authentic self to work? I find Adam Grant's maxim is helpful here: Be authentic to your principles, not your personality. Sometimes I have to suppress my authentic reaction (anger, shock, outrage) in order to be authentic to my principles (inclusion, compassion, wisdom). Organizations need to be explicit about their values, define what behaviors exemplify those values, and then give people room to engage in those prosocial behaviors in an authentic way. But if there are anti-social expressions of authenticity, organizations need to give employees that feedback and time and resources to adjust their behavior and then hold them accountable.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something
bigger than yourself?

Both. As Howard Thurman famously said, "Don't ask what the world needs. Ask what makes you come alive. Because what the world needs are people who have come alive."

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

All three are important however, gender issues stand out the most because I believe it's the issue most ignored or downplayed. Everyone has a gender identity and develop customs, traditions and institutions based on the commonality. Yet, in the work centers, the gender bias is often tolerated or ignored because calling it out means retribution.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I find curiosity to understand the new person is the best way to develop boundaries for myself and respect their boundaries. Asking questions helps minimize defensiveness and invites collaboration.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

We are naturally joyful beings. When we begin life, we have loads of joy until the socialization process squashes our joy or creativity. It is important to reestablish our joy and maintain it as adults. Joy attracts joy and joyful people engage in peaceful, fun, enlightening ways. This improves group effectiveness.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

This relies on the authenticity of the leaders of an organization. They can say they support individuality however, how inclusive are the actual responses to diversity. Talk the talk and walk the walk. Leaders must celebrate publicly diversity and promote individuality harnessing the talents of everyone. This takes strategic efforts and energy however research shows, companies with a diverse cultural power are more profitable have a better retention and employees enjoy the workplace culture.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

The most joy I have had during my adult life has been to collaborate with a team to provide a service for the greater good. It was a lot of hard work and often we were not certain of attaining our goals, but we all invested in the mission. Even before the event, our team felt so good for working together on creating a positive service.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

In the context of Restorative Leadership, cultural issues stand out the most due to their profound impact on leadership dynamics and organizational success. Cultural awareness in leadership enhances the ability to connect with diverse teams, fostering an inclusive environment where all members feel valued and understood. By bridging cultural gaps, leaders can build trust and empathy, which are crucial for effective communication and collaboration. This cultural sensitivity not only enriches leadership practices but also empowers organizations to thrive in a diverse workplace and marketplace.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

Teaching others how to treat you begins with self-awareness and clear communication. I prioritize setting boundaries by first understanding my own values and limits, then expressing them assertively yet respectfully. I communicate my needs by using "I" statements to convey my feelings and expectations without placing blame, ensuring the conversation remains constructive. Regular check-ins and open dialogue help reinforce these boundaries, allowing for mutual respect and understanding to flourish in relationships.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Playfulness encourages open communication and reduces stress, creating a safe environment where individuals feel more comfortable expressing themselves. However, it's important to recognize that what is fun for one person can feel threatening or exclusive to others, so it's crucial to be mindful and inclusive in our approach. Engaging in playful activities that consider everyone's comfort levels fosters a sense of camaraderie and mutual understanding, which are essential for trust-building and enhancing relationship satisfaction.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Leaders should model authenticity by being open and honest, encouraging employees to express themselves freely, whether through informal language, remote work, or opting out of small talk. This approach aligns with ensuring a cohesive culture fit by promoting a sense of belonging and respect for diverse expressions of authenticity. However, it's crucial to balance individual authenticity with the organization's core values to maintain a unified and productive workplace, ensuring that everyone feels included and valued.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

I enjoy dreaming big and solving big problems in unique ways. These moments were enriched by the connections and collaborations with others, where shared goals and mutual support created a sense of purpose and fulfillment. By channeling energy into collective efforts, I found that personal growth and satisfaction naturally followed, highlighting the profound impact of being part of something larger. This focus on the greater good not only invigorated me but also strengthened my relationships and sense of belonging.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Historical issues hold significant importance for me, as they reveal the deep-rooted inequities that continue to shape our present reality. The lingering effects of past injustices are becoming increasingly evident in our modern society. It is crucial for us to approach the past with thoughtfulness and intentionality, not only to heal from the harm inflicted and regain what was unjustly taken or suppressed, but also to actively shape a future that embodies the values of equity and justice that we aspire to see. By acknowledging and understanding the historical disparities, we can pave the way for a more inclusive and compassionate future, rather than simply reacting to the patterns of the past.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

This question intrigues me because I perceive it differently from most people. My method of teaching others how to treat me is through modeling. I aim for individuals to feel appreciated, respected, and cared for. I strive for them to feel acknowledged, reflecting the positive energy I radiate, which in turn opens up the opportunity for me to receive similar treatment. While I understand that not everyone will reciprocate, this leads me to my second approach: being deliberate and gentle in how I treat and affirm myself. If someone is unable to love and appreciate me as I do for myself, and lacks tenderness and kindness towards me, then it signifies a need for growth on their part. I choose to give them the space and time for that growth, but it doesn't mean I have to remain in their presence during that process.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

There is a beautiful unspoken language that exists both at work and at home, where the notion of fun and play is often overshadowed by a sense of seriousness and duty. Embracing playfulness and light-heartedness is crucial in shedding the protective armor we wear in our daily lives. While this armor shields us from being hurt, it also hinders us from truly connecting and feeling loved. Incorporating moments of fun in the workplace allows us to glimpse the humanity in others – to witness their genuine smiles and appreciate them as fellow human beings beyond their roles or skills. In return, it also gives others the chance to see us in our most authentic light. By revealing our true selves and encouraging others to do the same, we pave the way for deeper connections that strengthen our relationships. These strengthened bonds foster meaningful conversations, enhance understanding, and ultimately build a foundation of trust that is unbreakable.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Organizations must engage in authentic self-reflection to explore boundaries and truthfully address them. To establish a sense of belonging within the organization, it is crucial to comprehend what belonging means to the employees. People seek to be acknowledged, appreciated, and loved. Their needs may differ from what the business is accustomed to or has done in the past. If you want people to respond differently, give them someone different to respond too. Organizations should be deliberate in their hiring practices, focusing not only on historically excluded communities but also on finding individuals with the appropriate equity and culturally conscious mindset and character to fit seamlessly into the cohesive culture.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

When I am most alive, I am centered and in tune with myself, enabling me to focus on living my WHY. Why do I do what I do? To help and empower people. Yet, there are times when I give so much that there is nothing left for myself or my family. By centering myself and intentionally asking, "How is your heart? How is your spirit? How is your mind?" I am able to direct my focus towards nurturing myself in the areas that require attention. This practice not only allows me to live out my why but also helps me be my why.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

It is never too late to learn from history. This impacts gender, cultura, customs, beliefs, and every other element of any organization. We just need to learn our lessons instead of making the same mistakes over and over again just perhaps redecorated.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I am not a thought leader, I make leaders think. I am not any more important than anyone else I come in contact with. I am also clear on what I need to be my better self and encourage others to do the same in all contexts.


3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

I use A LOT of humor to collectively process current events as the greatest equalizer for humanity to be restored. Then the work can begin and continue.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

First step - recognize that this isn't already happening for everyone in the same way all of the time. There is in fact work to be done. Second step - identify who is and isn't a stakeholder in your organization and surrounding community. Third step - once defined, focus on your elements of culture rooted in the values and norms of the organizational work. This is by definition being authentic and creating space for others to follow suit.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

To feel alive and engaged, I seek those that need engagement, connection, and a spark to come alive. The ROI on serving others is bigger than I will ever be able to articulate.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues, as that can encapsulate, both historical, gender and other very important issues

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

The first step is self-acceptance. Without self-acceptance, it can be challenging to establish appropriate boundaries. Without self-acceptance, individuals may find themselves always seeking the approval of others, others who may not care how those without self-acceptance should be treated. Once self-acceptance has been established, an individual's boundaries are much more easily identified and reinforced. How I teach others how I expect to be treated begins with my values. By sharing what I expect from others, I can communicate how I wish to be treated and learn how others may want to be treated.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Play is important; it can relax and soften a hardened soul. It can help adults connect with others and develop important virtues in relationships, such as curiosity, tolerance, and humor. Play can help adults tap into their creativity, which may have been dormant since childhood. It can also help adults reduce stress and anxiety by releasing endorphins. When it comes to fun and DEI, it’s been my experience that adults can find pathways through courageous conversations using play, interaction, and discussion.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Leaders hold the key to organizational culture. If leaders claim that they want authenticity from their workforce, then they must lead by example, live the organization’s guiding principles, and model behaviors conducive to a healthy and authentic organizational culture. This also requires psychological safety, and leaders must lead by example to build psychological safety into the fabric of the organizational culture.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

Three distinct phases answer this question. The first phase was my experience growing up in a family of four siblings with mom and dad. The lessons I learned from my mother and father are the foundation of my life values. The second phase was as a father to my own family and the time I spent with my son, teaching him, talking with him, and showing him how to live a good life. The third phase was my experience in the US Army. The camaraderie and loyalty I experienced as a soldier in a collective of others working towards a common goal was a great experience in professional relationship building, accomplishing tasks and missions, and serving together for something much more significant than myself.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues stand out to you the most because they encompass the beliefs, values, and practices that shape communities and influence how people interact with one another. Understanding and addressing cultural issues is crucial for fostering inclusive and respectful environments, which are essential for restorative practices. By focusing on cultural issues, you can help bridge divides, promote understanding, and create spaces where diverse perspectives are valued and heard. This is especially important in a world where globalization and multicultural interactions are becoming more common

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

When engaging with new people, teaching others how to treat me involves clear communication, setting boundaries, and leading by example. I believe it's important to establish mutual respect from the start.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Incorporating fun and playfulness into daily life, at home and work, strengthens relationships and builds trust by breaking down barriers, encouraging open communication, and boosting positivity. It also enhances creativity and collaboration, reduces stress, and fosters resilience, making connections deeper and more genuine.


4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

While many leaders don't emphasize authenticity, I believe they should. Being authentic as a leader creates a safe environment for employees, fostering greater trust and openness. When leaders model authenticity, it encourages employees to do the same, leading to stronger, more genuine connections within the organization

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

Where I was the most alive and engaged, was an environment that I felt safe to be my self and did my best work. I felt trusted and respected by not only my peers but fellow leaders in the organization.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues stand out to me the most because when cultures are toxic, they tend to drive other problems, like gender and historical inequities. Privilege is a huge factor here—it shapes power dynamics in ways that can push people out or keep them from feeling included. Corporate politics only make this worse, amplifying those power imbalances and making it harder for people without privilege to thrive. The thing about culture is that it’s not always obvious. It’s woven into everyday behaviors and attitudes, so it’s tough to call out. But if we can tackle the toxicity and the privilege driving it, we’re a lot more likely to fix the other issues that come with it.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

A long time ago, someone told me, "These are the monsters you created" when I was frustrated with how I was being treated. That advice really shifted my thinking. I’ve learned that teaching others how to treat me starts with understanding my own boundaries and communicating them clearly. I set boundaries around my priorities—both personal and professional—as well as my time. But it’s just as important to learn about the other person’s priorities too. By having these open conversations, we create mutual respect and understanding from the start, making sure everyone’s needs are valued.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Adding fun and play into our daily routines—whether at home or at work—helps cut down on stress and makes it easier for people to relax and connect with each other. When we’re less stressed, we’re more open, patient, and joyful, which naturally improves our interactions. It’s not just about making things more enjoyable; it’s about breaking down barriers and creating real, authentic relationships. Fun gives people the space to be themselves, and when that happens, trust and connection grow organically.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

To create a culture where people can truly be themselves, organizations need to start by allowing flexibility in how people communicate and work. It’s about setting clear communication guidelines that are respectful and productive, without forcing everyone to follow the same rigid script. Leaders play a big part here—they need to lead by example, showing that different approaches are welcome and authenticity is encouraged. Finally, it’s important to focus on shared values, like respect and innovation, while leaving room for individuals to express those values in their own way. When we focus on outcomes and collective goals, people can be themselves without sacrificing the overall culture.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

I’ve always been the most engaged when I’m using my strengths to help others do the same. I’m a big believer in the Clifton Strengths philosophy, and for me, learning and sharing what I’ve learned is where I find the most joy. It’s not just about me—when I see others realize their potential and start operating from their own strengths, it’s a powerful feeling. That’s when I feel like I’m really making a difference.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural Issues. I chose Cultural Issues because I believe they encompass the other two dynamics. Often, people react to others based on historical or cultural beliefs, such as the notion that women are the weaker sex and therefore cannot handle making difficult decisions under pressure. While one might argue about physical strength, it has nothing to do with mental strength.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

When I was younger, I never corrected anyone when they called me Ann instead of Anna, but inside it bothered me tremendously. I couldn't understand why someone would take the liberty to abbreviate my name. I sat quietly and tolerated it until one day it hit me that my identity is associated with Anna, not Ann. So, I spoke up. Hence, the key lies in communicating frequently and not hesitating to share your perspective.


3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Building trust takes time, and one way to accomplish it is by being curious, asking questions, and getting to know the people around you both professionally and personally. Sometimes, there is a fear of not knowing how to ask a question, but if you are genuine and sincere in your approach, it will be welcomed. In fact, the person will likely be more than happy to explain, for example, why Italians eat seven fishes on Christmas Eve.


4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Organizations can create a culture of authenticity by promoting open communication, flexibility, and inclusivity. Encouraging informal language, remote work options, and reducing the emphasis on daily small talk allows employees to feel comfortable and valued for their true selves. This approach fosters a sense of belonging (which is really the key to DEI - as I often state dei with a capital B) and trust, which strengthens overall cohesion. Embracing diverse working styles and personalities does not make teams less productive or create complexities; rather, it builds a more dynamic and united culture.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

Joy comes from within, and it is reflected in how you express it outwardly. My most rewarding times were when I achieved harmony between my personal and professional lives. To maintain this balance, you need to nourish your body—mentally, physically, and spiritually. When you achieve this equilibrium, you will naturally exude joy. It's important to prioritize self-care and align your activities with your values and passions, ensuring that both areas of your life complement and enhance each other.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

All of the three are rooted within one another: the cultural struggles we see in present day are due a direct role historical issues have played in our society, which is intersected with gender issues. To view one in a vacuum, without the contextual implications of the others would be doing a disservice to the issues at hand. That being said, I think gender issues are easier to rally and unify voices around in present day, which sometimes mutes the underlying cultural and historical issues that exist in the gender equity movement.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I think boundaries are extremely personal and find myself catering different boundaries for different people based on my interactions with them, their intentions, and their effort. In the workforce, or even personally, I always seek to communicate my needs that are: 1. Clear, 2. Direct, 3. Specific, and 4. Vulnerable.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

DEI subjects can oftentimes be met with a lot of strong emotions, whether it be feelings on shame/blame when hearing one's experience, or denial and taking a lack of accountability. That being said, I find humor is oftentimes a more palatable way to integrate a space to share experiences, that allows one to poke fun at a situation and express vulnerability simultaniously.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

I think professionalism shouldn't be compromised at the expense of authenticity, and there is a delicate balance between showcasing the two in tandem in the workplace. That being said, something dismissed as a (lack of) 'cohesive culture fit' can be exclusionary, and anytime tokenism, or surface level DEI efforts are in place, these superficial efforts can crumble real progress and space for authenticity. .

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something
bigger than yourself?

I feel the most alive when connecting with an audience at scale. I deeply appreciate the opportunity to share my store on a large stage, and cannot describe the feeling post a talk, as there are people who speak to me afterwards sharing 1. they felt seen by my comments, 2. they could relate to something I shared, and hearing me verbalize validated their experience, or, 3. someone walked away with a learning they will not integrate in their life. To have the 'everyday' leadership impact is one I will always strive to have.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues stand out the most because they influence and are influenced by historical and gender-based issues. These societal dynamics, like racism, sexism, and disability concerns, impact everyone, whether they realize it or not. The intersections of these issues shape collective experiences and power structures in society.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

While I deeply value boundaries, I’ve found that people don’t always respect them, whether in personal or professional life. In my personal life, I continue setting boundaries with kindness, even when people don’t fully respect them. Professionally, I’ve been able to set firmer boundaries and, in some cases, have walked away from partnerships when those boundaries were violated. Knowing when to walk away from a situation has been empowering in professional settings.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Humor is an essential tool for me, both personally and professionally. Humor helps me restore my energy during difficult moments. In professional situations, even amid tension, moments of shared laughter can help ease conflicts. When I led students in experiential education programs, we played games to bridge cultural differences. I saw people with opposing viewpoints find common ground through fun and playful activities, which helped them build stronger relationships and understanding.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Culture fit can often contribute to bias, especially in recruitment or workplace dynamics. I believe authenticity is crucial and that individuals should be able to show up as their whole selves without fear of repercussion. That said, authenticity shouldn’t be used to excuse harmful behavior. I prefer organizations that don’t overly regulate how people live their lives or interact at work. This freedom allows individuals to be their authentic selves, which fosters a culture of inclusivity and retains employees who value authenticity.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

I felt most alive when acting as a family historian in Latin America, reconnecting with long-lost relatives and embracing them as they are. Each family member had different perspectives and traumas, but the experience of sitting with them helped me see the complexity of human beings. It was an illuminating time in my life, and it deeply informed how I approach my personal and professional life. This journey allowed me to confront and move past my own biases while accepting the multifaceted nature of human identity.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

Cultural issues - because people often focus on differences rather than their common threads.


2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

I approach people warmly and with interest in who they are. I lead with trust and setting clear expectations. I try to meet people where they are, and be honest when I don't have capacity to take something else on, but always prioritize respect for others.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

So much of life is now electronic and transactional. We get instantaneous responses from ChatGPT and likes on social media, so we substitute those for authentic interaction. When you show people the value in human interaction, it can be the most memorable part of someone's day. It's a reminder that no matter how advanced our technology becomes, nothing can replace the genuine connection that comes from a real conversation, a shared smile, or simply being present with another person. These moments of human connection are what truly enrich our lives and create lasting impressions.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Meeting people where they are is so important. When I do trainings on empathy and self-care, I often ask, "Do those terms make you cringe or roll your eyes?" I'll explain how you can use different language to capture the same feeling, and how important that is for your team as well.

5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

I was always focused on something bigger than myself. Whether it was working hard toward an organization's goals because I knew the leadership team knew who I was and cared about me as a person, or because I had a boss or coach who learned who each member of the team was, it was about achieving something with others, and celebrating.

1. Power Dynamics: Which of these three ideas stands out to you the most, and why? Cultural issues, Historical issues, Gender issues?

I was noodling on this question, and what stands out to me the most is cultural issues. These issues feel interconnected with historical and gender matters, but cultural dynamics seem to drive the systems and structures we live in. Culture is essentially people doing the same things repeatedly without questioning it, which creates systems. Since these systems can be redesigned, I focus on how conditioned tendencies and behaviors shape our culture and perpetuate inequities. Much of my work revolves around helping people understand that the way they practice isn't aligned with the future they envision. We work towards transforming power structures through inclusive, equity-focused approaches. I think of it as creating opportunities to redesign how we relate, make decisions, and collaborate—ultimately addressing the cultural conditioning that holds inequities in place. This focus on cultural issues forms the core of my work because culture is the lens through which we understand and address these other dynamics.

2. Restorative Boundaries: In life, we engage new people all the time. Talk to me about your process for teaching others how to treat you. What boundaries do you set? How do you communicate your needs thoughtfully?

Being clear is being caring. I often tell people that guessing about each other's needs leads to unnecessary confusion. I prefer being direct and transparent in my relationships, whether it's with my daughter, clients, or friends. With my clients, I clarify what I need to show up fully, and I encourage them to express their own needs as well. This ensures we build a relationship based on mutual understanding. For instance, I let people know I do best with directness, and I try to maintain clear communication channels—texting for quick responses, email for longer discussions. I also protect my energy and creativity by being mindful of my schedule and asking others to respect my time and process. Lastly, I'm not in a place where I’m convincing people that change is necessary. I prefer working with those who are ready to dive into the real work of change.

3. Fun and DEI Engagement: How can incorporating fun and playful elements into our everyday lives at home and work build stronger relationships and more trust?

Incorporating fun and play into DEI work is essential. Design thinking, for instance, is a creative problem-solving process rooted in human-centered needs, and to do this effectively, we need to create environments that allow people to dream and get creative. Often, this involves play—quick improv games, moments of contagious laughter, or grounding exercises. These practices help open people's minds and encourage trust-building. For myself, I maintain a rhythm of alternating between different types of work to stay energized. When I'm working intensely, I take breaks for outdoor activities or even naps. I also practice seeking awe, whether it’s witnessing a beautiful natural scene or observing something that makes me feel connected to the larger universe. These moments of awe are healing and provide a refreshing energy that sustains my work and creativity.

4. Authenticity vs. Culture Fit: Leaders often emphasize authenticity. How can organizations create a culture where employees can be their authentic selves, even if it means using informal language, working from home, or avoiding daily office small talk? How does this align with ensuring a cohesive culture fit?

Organizations need to be honest about what they mean when they say “bring your whole self.” Often, they say this but still impose restrictive cultural norms that make people feel judged or labeled as unprofessional. I believe organizations should acknowledge that their systems are designed for certain types of people to fit neatly, and if you don’t fit that mold, it becomes much harder to feel authentic. I advocate for having diverse perspectives and experiences at the decision-making table. If everyone at the table looks the same or has similar experiences, the decisions made won’t reflect the needs of the larger community. As leaders, it’s our responsibility to create spaces where different types of authenticity are valued, and where people can navigate their roles in ways that allow them to bring their full selves, whether that means using informal language or working from home. At the same time, we need to balance individual needs with collective responsibilities. We need to tend to each other in real-time and be flexible, understanding that people's needs shift depending on circumstances.


5. Joy: Think about the times in your life when you were the most alive and engaged. Who and what were you focused on in those moments - on yourself or something bigger than yourself?

One concept that embodies joy for me is stoke, which is the feeling of doing something you're excited about but that still challenges you. I experience this feeling when I’m snowboarding, surfing, or traveling. It’s a sense of both anticipation and accomplishment, which keeps me fully engaged in the moment. On a deeper level, joy comes from my relationships with loved ones—especially my daughter. Simple moments like sitting outside with my dogs or noticing how the garden changes bring me a sense of grounded joy. These moments remind me that joy doesn’t always have to be grand—it can be found in everyday human experiences that connect me to the people and the world around me.