An Interview With Fotis Georgiadis
Diversity is good for business because it enables equality of opportunity. As society becomes more diverse, workplaces that reflect it will reap the benefits of increased collaboration, innovation, creativity, and productivity.
As a part of our series about “How Diversity Can Increase a Company’s Bottom Line”, I had the pleasure of interviewing Jen Patterson.
Jen Patterson is an experienced HR leader and business consultant in the Human Resources industry for 20+ years. From talent development to executive leadership, Jen has experience creating workplace cultures centered on putting people first, working with clients to identify gaps in their HR programs, and creating talent and succession planning and retention strategies.
Thank you so much for doing this with us! Before we dive into the main part of our interview, our readers would love to “get to know you” a bit more. Can you share a bit of your “backstory” with us?
I started Patterson Consulting Group in 2021 to help companies learn how to engage their employees through creating cultures where people want to come to work and know their company understands their value. Our team works with companies with HR strategies, programs, and plans to help companies enhance their HR team and humanize their workplace.
Before starting Patterson Consulting Group, I worked at a large book wholesaler for six years and held a dual title of CHRO and CXO and oversaw more than 250 people, and was directly responsible for HR, Sales, Marketing, and Products. I’ve also worked for Gap, Inc., and Limited, Inc., where I was a district trainer that coached leadership on employee engagement, created labor management strategies and assisted with managing low-performing stores.
Can you share the most interesting story that happened to you since you started your career? Can you tell us the lesson or take away, you took out of that story?
When I was coaching a new leader early in my career, it became clear that they were not invested in their role. Sadly, I had to let them go because of poor performance and lack of activity on the job. However, let’s fast-forward to meeting up again 5+years later! The individual reached out to me with thanks for being honest about expectations from day one, as well as accountability. That moment of responsibility and honesty propelled them to make some changes personally and professionally. They are now thriving in their career and credit that uncomfortable moment as why they grew as a leader.
Can you please give us your favorite “Life Lesson Quote”? Can you tell us a story about how that was relevant in your own life?
One of my favorite quotes from Simon Sinek is, “Managers work to see numbers grow. Leaders work to see people grow”. I love this quote because it embodies an important life lesson that I have learned through my experience leading people. This perspective has been incredibly helpful to me in my journey as a leader, and I am excited to share it with others.
None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are?
It all started with a wonderful woman, my former boss. She taught me to put people first, and that’s where my passion for being a great leader stems. I would not be here if it weren’t for this incredible leader who dedicated so much time teaching her team about leadership skills, which inspired yours truly to become an even better person than before!
What do you think makes your company stand out? Can you share a story?
PCG is all about putting people first! We help leaders drive business through people by supporting them with the resources they need to succeed. We’re excited to be able to offer our clients the best possible service and help them achieve their goals. We implemented an employee engagement program with a large client. The program was successful in increasing retention by 25%. We’re excited about the program’s positive results and the difference it’s made for their employees and the bottom line.
Are you working on any new or exciting projects now? How do you think that might help people?
We’re lucky to have helped a client with over 10,000 employees in the US. We are developing programs that will put people first and prioritize their development by helping managers lead through organizational values while also working on an onboarding process for new hires who need help adjusting to their workplace culture — and finally, we developed a talent management system so they can identify their top performers easier than ever before!
How have you used your success to bring goodness to the world?
PCG is committed to spreading goodness throughout all of the work we do with clients. We also often volunteer or make donations in support of charities that are important to our team or clients, ensuring a positive impact on those around us as well!
Ok. Thank you for that. Let’s now jump to the main part of our interview. This may be obvious to you, but it is not intuitive to many people. Can you articulate to our readers five ways that increased diversity can help a company’s bottom line.
Diversity is good for business because it enables equality of opportunity. As society becomes more diverse, workplaces that reflect it will reap the benefits of increased collaboration, innovation, creativity, and productivity.
Diversity strengthens leadership accountability and capabilities. When leaders are held accountable to diverse employees, they must be more aware of their actions and words. They must also be competent in communicating with and relating to people from different backgrounds so companies can conduct diversity training with leaders and managers. I have seen this lead to better decision-making and overall improved business outcomes.
To have a truly diverse workforce, employees must feel safe and valued in the workplace. They need to know that they are included regardless of their differences, so when businesses embrace diversity and inclusion, they create a clear advantage in the workplace. Companies should create an inclusion council or group to meet to plan diverse events and celebrations and discuss strategies to increase diversity in their company.
Mentorship programs are an excellent opportunity to provide employees the opportunity to spend time with leaders they might work with and interact with regularly. Additionally, have events and opportunities for conversation between departments and teams to help spur creativity and connection. Diverse conversation is valuable and brings together employees with multiple experiences and perspectives. I’ve seen teams approach a project differently after having discussions with other, more diverse departments.
By ensuring that their workforce reflects the changing demographics of society, companies can reap the rewards of a more productive, innovative, and collaborative team. So, if you want to improve a business’s bottom line, start implementing diversity and inclusion initiatives!
What advice would you give to other business leaders to help their employees to thrive?
Company culture is one of the most critical factors contributing to a positive, thriving employee experience. A company with a strong culture will have staff who feel like they belong and are aligned with the organization’s values.
A positive work environment is another important factor in creating a great employee experience. Staff who feel happy and comfortable at work are more likely to be productive and satisfied with their job. You can do many things to create a positive work environment, such as providing flexible working arrangements, promoting teamwork, and encouraging open communication.
What advice would you give to other business leaders about how to manage a large team?
Leaders of large teams must take the time to create a positive employee experience by offering opportunities for growth and development, providing feedback, and recognizing employee contributions.
While leaders must ensure their recognition is meaningful, they can also encourage employees to recognize each other. This can be done through formal programs or simply by creating an environment where employees feel comfortable acknowledging and thanking each other for a job well done.
Leaders should also set realistic goals. Make sure your goals are achievable so your employees can feel successful in meeting them. If unrealistic goals are set for a team, they can quickly become discouraged.
Lastly, lead by example. Show your employees that you are motivated and committed to doing your best, and they will follow suit. Just because you manage a large team doesn’t mean you don’t set the tone for the team.
How can our readers further follow your work online?
Feel free to visit our website and social channels, read our blog, and reach out to us online if you have any questions.
Thank you for these excellent insights. We wish you continued success in your great work.
Jen Patterson Of Patterson Consulting Group On Why Diversity Is Good For Business was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.
