Navigating Leadership with Integrity: A Journey of Resilience, Autonomy, and Purpose.

1. Do you have any business leaders that provide a source of inspiration?

“Inspiration” is a word that resonates differently for each individual. For me, it’s not found in the loud, glitzy stories of overnight successes or those who have built sprawling empires without a struggle. True inspiration stems from the quiet, powerful stories of those who started from nothing, who fought with tenacity and grit to carve out a place for themselves in a world that often tries to keep them out. I’m drawn to the individual who began as a clerk in a purchasing department and, through sheer determination, ended up leading the company.

These are the self-made leaders who embody resilience and purpose—those who weren’t born into privilege but clawed their way up, fueled by relentless drive and an unyielding commitment to excellence. These are the people who lead not with ego but with integrity, nurturing talent without bias and staying true to their values. Their stories are constant reminders that greatness isn’t a stroke of luck or a gift bestowed upon the few; it’s earned. It’s earned through sweat, failure, persistence, and the belief that perseverance is transformative. These are the leaders who inspire me to stay grounded, to push harder, and to never lose sight of what really matters—leading with purpose and a sense of duty to those who come after you.

2. What’s the most important advice you have been given in a job?

Early in my career, I had a mentor—Donna Coles—who gave me advice that has become one of the most valuable lessons in my professional life: “Stay away from gossip and office politics.”

At the time, I didn’t fully grasp the depth of her words. But as I have moved through various roles and companies, I have come to realize just how destructive these forces can be. Gossip is a silent cultural poison. It eats away at trust, undermines collaboration, and creates divisions where none should exist. It’s a seed that, if left unchecked, can grow into a toxic work environment, dragging down even the most well-intentioned teams.

In every leadership role I have taken on, I have been adamant about creating a Gossip-Free Workplace Policy. But this isn’t just about banning idle talk—it’s about fostering an environment of transparency and mutual respect. It’s about cultivating a culture where communication is open, where people feel heard, and where decisions are made in the light, not behind closed doors. When gossip and office politics are eliminated, what remains is a foundation of trust, a space where ideas flourish, and where collaboration isn’t just encouraged—it’s inevitable. Leadership, for me, is about setting that standard, about ensuring that our teams focus their energy on building something great, not tearing each other down.

3. What personal quality do you value most in your team?

If I had to choose one quality above all else, it would be resilience. Life, business, projects—they are all riddled with setbacks, obstacles, and moments that test your resolve. Resilience is what allows a team to not only withstand the pressure but to rise stronger in the face of it. It’s about seeing challenges as opportunities, about finding creative solutions when everything feels like it’s falling apart. Resilience is the heartbeat of every great team—it’s the quiet strength that powers you through the hardest days, and it’s the fire that keeps you pushing toward the goal, no matter how distant it might seem.

Alongside resilience, autonomy is crucial. I firmly believe in empowering people to own their roles, to take initiative, and to feel the freedom to make decisions without constant oversight. Autonomy isn’t about leaving people to figure it out on their own; it’s about building a culture of trust where everyone knows they have the tools, support, and confidence to lead within their space. When people are trusted to steer their own ship, they tend to rise to the occasion. Autonomy fosters accountability, creativity, and a sense of ownership that makes a company thrive.

In both resilience and autonomy, there’s a shared theme: empowerment. Teams that are empowered to think for themselves, to weather storms, and to act with conviction are the ones that ultimately change the game. They’re the ones who don’t just survive—they thrive. And that’s the kind of team I want to lead.