Q. You are coming up on five years at GALE! What an accomplishment, congratulations. Tell us about your role and your time at GALE so far.
My role has two components. The first is working on organization-wide initiatives, solving for people-challenges, celebrating our people, and creating a platform for people to be heard. The second is working 1-on-1 with everyone who walks through our doors to ensure they are building toward their future, developing skills, and have the resources they need to get there.
It’s been amazing to watch GALE and our people evolve over the past five years. The organizational growth has provided me with so much opportunity to expand my role, build the Organizational Development and Coaching team, and have a broader impact on the organization.
Q. We hear you have a PHD in Psychology. How has this been useful in your role at GALE?
Psychology is the study of human behavior, and at GALE, we take a people-first approach to career growth. Rather than bringing in generic solutions to say we offer leadership training, we create impactful programs that really benefit our people. The focus is always on people-impact rather than process.
Q. What do you enjoy most about your job?
I enjoy implementing programs that improve GALE’s people-experience. I love seeing the impact they have, which can sometimes be immediate or years down the road. These programs range from working with people 1-on-1 to grow their leadership skills, to implementing a transparent competency-based approach to talent management. Watching these programs positively influence individual career growth, whole teams, talent acquisition is so rewarding.
Q. What do you think sets GALE apart from the other companies?
GALE is a place where you can identify opportunity, advocate for yourself, and have a broader impact. If you see something that can be done better or there is something that you want to implement, there is space to chat about it to make it happen. I have never heard a ‘no’ from leadership when it comes to implementing new programs or initiatives. There is a genuine care and consideration when it comes to creating something that will positively impact our people.
Q. Why is personal coaching such an important part of the GALE ethos?
We have an employee-led philosophy when it comes to career development. We create the structure, provide the support and resources to help our people achieve their goals, but they are the ones telling us where they are going. This can be tough to navigate if they have never been in the driver’s seat before, but our coaching team is here to help them identify their goals, structure their path forward, communicate it in an engaging way, and advocate for their experiences and impact.
Q. What advice would you give to someone looking to follow a career path similar to yours? What skills are important?
I consider myself, and the entire Organizational Development team here at GALE, to be organizational problem-solvers. Having a background in Industrial-Organizational Psychology has provided me with the basis for determining which levers to pull to help solve any problem. Another helpful skill is having an entrepreneurial approach to the work that’s required to strategize, plan, and execute impactful initiatives. I often joke that the skills I gained on student council or as a camp counselor impact my day-to-day more than my education.
Q. Which of GALE’s core values do you connect with the most?
Building a Legacy is central to the work I do. I reference this core value during all of the career conversations and coaching sessions I have. By asking someone about the legacy they are building, we shift the focus from their day-to-day tasks, to their broader impact.