Creating a Culture of Courage: Gail Graeve Of Mutual of Omaha On How Authenticity Benefits People and Profits in the Workplace
An Interview With Vanessa Ogle
Senior leaders set the tone for an entire workforce. Their actions should be people-centric, aligning with the organization’s mission and values. How do they demonstrate vulnerability and transparency? Sharing personal stories and being open about challenges and mistakes creates relatable connections across an organization.
In today’s social media filled, fast-paced world, authenticity in the workplace and in our personal lives has become more difficult to come by. Business leaders must focus on the bottom line of profits and corporate success, but does that have to be at the expense of the authenticity of their employees? I believe it is quite the opposite. I know from my own experience that a culture of authenticity allows the hiring of a team that will bring their all to the workplace. That fosters innovation, creativity and a level of success that few companies dream of. Yet, fostering an environment where individuals feel secure enough to express their true selves remains a challenge. The importance of authenticity cannot be overstated — it is the foundation of trust, innovation, and strong relationships. However, creating such a culture requires intention, understanding, and actionable strategies. As part of this series, we had the pleasure of interviewing Gail Graeve.
Gail Graeve is Vice President of Social Impact at Mutual of Omaha and Executive Director of the Mutual of Omaha Foundation. She leads the Fortune 500 company’s culture-shaping strategy and programs, as well as enterprise efforts focused on diversity, equity, and inclusion (DEI); environmental, social, and governance (ESG) and corporate philanthropy. She also oversees the company’s charitable foundation and community outreach efforts.
Gail’s career has included diverse leadership roles spanning multiple organizations. She is deeply involved in the community as a member of the Omaha Community Foundation board of directors and a graduate of the Greater Omaha Chamber of Commerce’s Leadership Omaha program. Gail received the Jaycee’s Ten Outstanding Young Omahans (TOYO) award and is a past Tribute to Women honoree presented by the Women’s Center for Advancement.
Thank you so much for joining us in this interview series. Before we dive into our discussion our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
I’ve always been passionate about serving others and helping people thrive, whether at work or in the community. That passion has guided me throughout my career and ultimately attracted me to my role at Mutual of Omaha, which allows me to put that passion into practice. Since its founding in 1909, Mutual of Omaha has been a company that deeply cares about people. Our vibrant and inclusive culture enables our employees to be at their best as they serve our customers. We also have a deep commitment to our local community, giving back through our corporate philanthropy, employee volunteerism and the Mutual of Omaha Foundation. This work is near and dear to my heart, and I’m privileged to get to work with some amazing people to carry on Mutual of Omaha’s great legacy.
Can you share the most interesting story that happened to you since you started your career?
Throughout my career, I’ve honed business skills including communications, marketing, branding, fundraising, budget management and people leadership through non-profit placements in the community. Those volunteer opportunities have been invaluable on many levels, including my career.
One of my favorite examples is when I volunteered with a friend to co-chair a thrift store committee for the Junior League — a non-profit organization of women designed to advance women’s leadership. We essentially signed up to run a small business for two years. This experience pushed me outside my comfort zone, but it provided incredible real-world experience with operations, staffing, expense management and marketing. My friend had a strong accounting and finance background, and I had experience in sales and communications. Together, we made an excellent team, complementing each other’s strengths, while providing opportunities to learn from one another. We were highly successful, and brought in higher sales and visibility for the store, with financial results that allowed Junior League to have a greater charitable impact in the community. It was incredibly rewarding to run a purposeful business that benefitted a non-profit committed to our community and to developing the potential of women.
This unique volunteer experience not only strengthened the community, but it also opened a door for my career growth. Another Junior League member was leaving her marketing management role at my place of employment and advocated for me to be her replacement given my experience and success with marketing the thrift store. She encouraged the hiring manager to consider my potential. I ended up getting the role, despite not having previous paid marketing experience, and I’m convinced my volunteer experience and her sponsorship combined opened that door.
You are a successful individual. Which three-character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Relationship Builder. Throughout my career, I’ve held roles centered on people. I’m a natural extrovert and get energy through others. I’m fascinated to hear people’s stories and to learn more about their lived experiences. This has helped me create not just a wide and diverse network, but real connections. These relationships have been key in helping to build my emotional intelligence and inspiring me to be a better person, both at work and home.
Risk Taker. I’ve held a wide range of roles spanning different functions including sales, marketing, communications, government relations and corporate social responsibility. This movement in my career has required me to be vulnerable and step outside of my comfort zone. As a high achiever, it can be unsettling to venture into a new role where you don’t have all the answers, but you can’t really grow without taking risks and being uncomfortable.
Communicator. Communication is an art and is one of the best ways to build trust with others. To be effective, it’s important not just to talk, but to listen actively and intentionally. While I’ve always been a confident speaker and effective storyteller, I’ve learned how to lean into active listening to be more effective. With all the technological advances in communication, my preference is personal interaction, where people connect in real life instead of relying on instant message, text or email. Prioritizing real conversation pays off, especially when the message might be challenging.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a pivotal moment in your career or personal life when being authentic made a significant impact on your success or well-being?
When I was first promoted into a Vice President position, my children were toddlers and I found myself logging into work later at night after baths and bedtime. A few nights a week turned into a regular habit and a daily routine that was, frankly, exhausting. I was very driven and as a new officer, wanted to demonstrate my value and commitment. During my first evaluation in this role, my leader praised our results and was pleased with my performance. When I asked if there was anything I should stop doing, he paused for a moment and said, “Yes, you need to slow down. You have the job, so it’s time to stop treating every day like it’s an interview. I know you’re up for this challenge and I believe in you. Are you investing the same energy into your personal life? You’re no good to me or your family if you flame-out.”
When I talked about this with my husband, he reminded me that our young kids were playing “office” mimicking me, always on the phone, in a meeting or typing on the computer. They were observing very closely and, as impressionable young people, it made me think about what example I was setting for them, even at this early stage of life.
Striking work-life balance is hard, because it’s always shifting. Often, there’s not an even distribution of prioritization between work and home. On both fronts, unexpected events and needs pop up, requiring us to flex or lean in, especially when it’s not convenient. Acknowledging those gaps or moments when we need to shift are critical. I’m much better about asking for help at home and work, which has helped me slow down, exhale and manage my overall energy.
How do you navigate the challenges that come with encouraging authenticity in a diverse workplace, where different backgrounds and perspectives may sometimes lead to conflict?
We wouldn’t be able to effectively serve our customers without committed associates who can openly share diverse perspectives, experiences and ideas. While different backgrounds and perspectives can lead to what may feel like conflict, I try to think of it more as constructive challenge. We strive to have an inclusive workplace where others feel comfortable speaking up and offering a different point of view. That trust is a catalyst for innovation, creativity and ideation.
It’s important to respect other’s lived experiences and provide the opportunity for sharing and understanding. Empathy and patience start with listening to one another and assuming good intent, especially since we share the same business objectives. The key is building trust among the team and helping colleagues develop relationships with one another. This effort strengthens collaboration and makes it more comfortable to navigate difficult conversations.
Based on your experience and research, can you please share “5 Ways to Create a Culture Where People Feel Safe to be Authentic?”
- Invest in culture-shaping training that engages everyone, at every level, of your organization.
When every associate in your organization engages in the same culture-shaping training, it creates a unified and cohesive foundation for your workplace. The training should create an awareness of diverse workstyles and the value they bring to the workplace. This understanding of how others think and work opens the door to key cultural values centered on accountability, teamwork and inclusion. It’s also important to consider how to keep these concepts alive well beyond the training session. Engage culture champions across the enterprise who can creatively and authentically bring their own ideas and voices to this work across your entire organization.
2. Model authenticity from the top down.
Senior leaders set the tone for an entire workforce. Their actions should be people-centric, aligning with the organization’s mission and values. How do they demonstrate vulnerability and transparency? Sharing personal stories and being open about challenges and mistakes creates relatable connections across an organization.
3. Equip people-leaders with culture-shaping resources.
It’s critical to invest in your people at every level. Everyone is on their own journey, which is why it’s important to provide training that meets leaders where they are and helps get them to where they want to be. Identify a wide range of programs, training and experiences that build the overall cultural competency of your entire leadership team. Encourage self-awareness, so leaders can authentically engage in the resources that can help them grow and create a more inclusive culture within their team. It’s not a race and all of us have different starting places. There’s also no end point. The best programs continually offer resources that engage people leaders to cascade this growth mindset with their teams.
4. Empower your employees.
Employee-led teams such as employee resource groups, DEI councils and culture champions elevate the voice of your employees, individually and collectively. Companies that prioritize these activities have stronger retention and higher engagement scores. Associates leading this work are also developing key skills outside of their day-to-day role that help them grow, while also strengthening the contributions of the entire organization.
Mentoring is also an effective tool to empower your employees and build authenticity within corporate culture. Consider how you can leverage mentors at all stages of their career. Each of us brings a unique perspective and knowledge that can benefit others, meaning mentors shouldn’t be limited to just management. Be creative in how you match mentors and mentees, making connections and sharing knowledge across your organization.
5. Listen well and often.
Ask your employees for feedback and be honest about what’s not working. It’s refreshing to see leaders call out the challenges and ask for help. When creating listening sessions, consider who isn’t at the table and engage them in conversation. Frontline associates are generally much closer to the customers and the challenges at hand but aren’t always asked for input.
Be mindful about setting expectations for listening sessions, helping employees understand how their input will be applied and why you’re seeking their perspective. Follow-up by sharing how you applied their insights, validating your commitment to an open and trusted dialogue.
In your opinion, how does authenticity within an organization influence its relationship with customers, clients, or the broader community?
The ability for a company to deliver on its brand promise is predicated on an authentic customer experience. And authenticity begins with a company’s strong investment in creating a culture that helps employees thrive, so they can be at their best for customers. Organizations that are diverse, inclusive and people-centric are appealing to both customers and prospective employees and are a source of pride in the community.
As a mutually held company, Mutual of Omaha’s employees are committed to doing the right thing in the best interest of our customers. This guiding principle has served us well for 115 years, bringing our mission and values to life with integrity and authenticity.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
There’s so much more that unites us than divides us, yet society has become polarized and divisive. I’d love to see a movement that encourages people to dedicate one hour a week to building relationships with others outside of their network. Take the time to meet in person to share stories and find common ground. Personal connections foster understanding, validation and emotional well-being. I truly believe if we took the time to create authentic relationships with those who hold perspectives and lived experiences different from our own, our society would be more tolerant and inclusive.
How can our readers further follow you online?
They can connect with me on LinkedIn: https://www.linkedin.com/in/gail-graeve-5446824
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Creating a Culture of Courage: Gail Graeve Of Mutual of Omaha On How Authenticity Benefits People… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.