Tabitha Moore - Founder of the Feminine Leadership Academy

I’ve always been passionate about leadership and change. After graduating from Columbia with a Masters degree in Organizational Psychology I was eager to help organizations create better working environments where their employees could thrive. So you can imagine how excited I was when I started working at Capgemini Consulting as a Change Manager.

There I was, traveling every week to one of my projects with Fortune 100 companies like ConocoPhillips, Limited Brands, Boeing, and Genetech. I was out to change the way processes were done so that employees could go home with a smile on their face.

However… project after project… that didn’t happen. What I saw instead were silos and turf wars, blame games and rampant politics. I finally landed a project with a company that had been named the #1 company to work for by Forbes Magazine that year.

I was so excited! “Finally”, I thought, “I have a chance to make a great organization even better!”

If you had been there with me, you would have seen the look of disgust on my face as I realized that the culture was inundated with people backstabbing each other while smiling.

This experience made me realize that even if all the systems and processes of a company were 100% efficient and easy to use, it wouldn’t create a thriving work environment. I needed to find a role where I could help to change the culture of a company.

Several years later I found that role. I was given the task to create a more collaborative culture within a hospital. If you think about it, employees in hospitals face life and death situations with their patients on a daily basis. The fact that a hospital saw enough value to bring me in to create a more collaborative environment with their staff says a lot. They realized that if silos, turf wars, blame games and politics subsided and the employees respected each other and felt like they had a say, that this would help with patient satisfaction and patient safety.

Let’s put this another way, they knew that if employees felt like they could make a difference and feel valued at work, that their bottom line would improve.

Wow! For an organization that deals with people’s lives to understand the importance of a positive work environment is revolutionary!

Within a year of starting this role the results ended up being better than I could have imagined. Employee turnover dropped to 9% or less while employee engagement increased from the 50th percentile to the 75th percentile. And in some departments it even reached the 98th percentile. The leadership teambuilding process raised the leadership team scores from 2.92 out on a scale of 1-5 to 4.24.

Now I know what you are probably thinking. Did those statistics stick?

And the answer is YES!

Not only that, but employee engagement continued to rise years later and patient satisfaction scores increased as well.

What really got me though, was a comment made by one of the physicians. He said, “You know, I used to walk down these hallways and people would pass me by without paying much attention to me. Now, I walk by and even the housekeeper looks up at me, smiles, and says ‘Hi’.”

After getting those results I knew I had something special. But I wanted to make sure it wasn’t just a one-time thing, so I started consulting and coaching leaders in other hospitals across the nation. And each time their scores started going up as well.

I want to share with you what I have learned from coaching many leaders for over a decade. I am on a mission to help women climb the corporate ladder so they can change the culture of their organizations.

The skills needed to create a more collaborative work environment are the very strengths that most women already possess. Being collaborative, empowering others, listening, being empathetic… these are the strengths that you already have as a leader. I’m just here to help you channel those strengths in a way that creates a magnetic influence, propelling you to the top of the organization while changing the culture along the way.

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