Navigating Workplace Toxicity: Kendra Parker Of The Achievement Algorithm On Strategies for a Healthier Work Environment
An Interview With Vanessa Ogle
Lead with Empathy
Empathy is the ultimate antidote to toxicity. When leaders and team members take the time to understand each other’s perspectives and challenges, to treat each other as humans, it fosters connection and trust.
Toxic work environments can have a significant impact on employees’ mental health, productivity, and overall job satisfaction. From poor communication and office politics to bullying and burnout, toxicity in the workplace can manifest in many forms. What are the most effective strategies to address and overcome these challenges? How can organizations and employees work together to create healthier, more supportive work environments? In this interview series, we are talking with with leaders, HR professionals, organizational psychologists, business leaders, and experts about “Navigating Workplace Toxicity: Strategies for a Healthier Work Environment.” As a part of this series I had the pleasure of interviewing Kendra Parker.
Kendra Parker is a dynamic leader, creative visionary, and host of The Like-Minded Radicals podcast, where she explores bold ideas and transformative stories with changemakers around the world. As the Director of Growth & Strategy for The Achievement Algorithm™, she leverages her expertise in HR, leadership consulting, and innovative frameworks to empower individuals and organizations to utilise their full potential. Passionate about helping others articulate their gifts, Kendra combines strategic insight with a deeply human approach to inspire radical change in work, life, and leadership.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?
It is definitely my pleasure!
I didn’t start out with the intention of carving a career in HR. I was actually a political science Major, studying pre-law with every intention of going to Law School. Then I studied abroad my sophomore year — and gaining a worldly perspective shifted everything for me. I realized my passions lay more in experiencing and embracing the joys of life, rather than immersing myself in the rigid, logical world of law.
That realization led me to Rome, where I taught English — Best year of my life! — one that taught me the importance of connection, culture, and people.
This led to a move to Chicago and a career in International Education for a few years. But I eventually got home sick, and when it came time to move, I also decided to pivot careers. Friends suggested HR or recruiting as potential fits. I wasn’t convinced at first, but a role as an HR Relocation Specialist came along, and it just clicked. It aligned with my skills and opened up a world of opportunity to do work I loved: building creative, outside-the-box programs that truly supported employees — not just at work, but in their lives as a whole.
That started me on the road to my current passion: creating workplaces that meet people where they are, and help them thrive in all aspects of their lives.
Can you share the most interesting story that happened to you since you began your career?
One of the most meaningful moments in my career started with a call from a manager; she was concerned about a new team member — someone who had started strong but seemed to be struggling. When I reached out to understand what was happening, I learned the terrible reality: she was a victim of domestic abuse. She was actually in the midst of planning a middle-of-the-night escape but felt stuck — unsure how to navigate work commitments and how to restart her life, especially with her support system living on the other side of the country.
This wasn’t just a performance issue — it was a human moment. My first calls were to my HR counterparts and leaders in the business, to rally together and ensure there was a role waiting for her when she got to the other side. And here’s the thing — there was no policy, no obligation, no rule that said we had to do this. But this was someone in need, and we rallied around her.
She made her escape safely, relocated, and went on to thrive, becoming one of the best vocal advocates for our employee experience, I’ve ever worked with.
In HR, it’s rarely life or death. But in this case, it was. And I’ll never forget how people came together to make a difference — not just for the business, but for a human being. It was honestly another catalyst that started me on the mission I am on today; to make work more human.
Can you share a story about the funniest mistake you made when you were first starting? Can you tell us what lesson you learned from that?
Ha! Of course — Early in my career, I was working on the help desk for our HRTech team. It was a role where I had access to all sorts of email distribution lists, including the infamous “All Employees” list. Inevitably — one day in a rush to get things done, I meant to copy someone with an “A” name — Albert? Allissa? — but instead, I hit All Employees.
At the time, that meant about 6,000 people. Yep, I sent a random email to the entire company. The mortification was instant. I didn’t sleep for like 2 days and walked around with a pit in my stomach the size of a bowling ball. But here’s the funny thing — nothing bad really happened. I wasn’t fired or even really scolded. It was clearly a mistake, and my superiors knew I was already beating myself up far more than they ever would. Isn’t that usually the case!
That experience taught me a few important lessons. First, we’re all human, and mistakes are part of the journey. Second, it’s okay to give yourself a little grace. And finally, always double-check the “To” line — always. Needless to say, I never made that mistake again!
Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
When I worked in International Education, the organization I worked for was one of the early adopters of Gallup’s StrengthFinders. Having always been a rather introspective person, who questioned her abilities and uniqueness, I was hooked. I became a total believer in strength based leadership and management . In fact, a lot of the work I do today is about advocating for individuals to get very clear on their Unique Value Proposition. I wholeheartedly agree with Tara Mohr who said “ I believe that when you can articulate your gifts with clarity, you can step into your greatness without hesitation.”
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
I started my career adhering to the old adage, “fake it till you make it”. And it served me well! I faked the confidence to go after roles where I felt underqualified, and I faked bravery when I packed up my life and moved halfway across the world, completely on my own. It was a great motto for a time — it pushed me to take risks and step outside my comfort zone.
But over the past few years that mantra stopped feeling right. It started to feel like I was wearing a mask — one of “professionalism” or some version of myself I thought I was “supposed” to be. It created a gap between who I truly was and who I was showing up as. I realized that there is more power in being an authentic leader, than a fake one.
These days, I’m much more about showing up authentically, so my motto is “just gotta be me” — even when that’s not polished! I want to prove that showing up as your whole, messy, human self is not only enough — it’s what allows you to truly connect, lead, and thrive. We need to keep the workplace human, now more than ever.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Let’s start with a simple definition so that all of us are on the same page. What does does workplace toxicity mean?
In my opinion, workplace toxicity means an environment that continually experiences negative behaviours & dynamics that harm or hinder the workplace for others. Of course there will be conflict in every workplace — again, we’re humans it inevitable. But when it’s more than just occasional conflict or stress; it’s a persistent pattern that undermines trust, respect, and collaboration, it has become “toxic”.
Can you describe a time when you personally encountered or helped resolve workplace toxicity?
The thing about workplace toxicity is it can be systemic, where it’s infiltrated the culture of the organization and is displayed by numerous leaders, or it can be siloed where one person is behaving outside the organizational norms and creating toxicity. The problem is when it’s only one person, in my experience, it’s actually not so glaringly easy to identify or rectify.
Individual toxicity is, of course, easier to tackle than systemic issues, but it comes with its own set of challenges. I’ve encountered it a few times in my career, unfortunately — but probably not surprisingly. I’ve had to let go of leaders who were creating toxic environments, and I’ve even had to call out my own leader for their behavior.
What those experiences taught me is that toxic behaviors can often get brushed aside or minimized. Positive performance metrics might overshadow the harm being caused, microaggressions can be overlooked as “misunderstandings,” and personality differences might be used to explain away conflict. It’s a messy process, but identifying and addressing those patterns is the only way to truly create a healthier, more inclusive workplace.
What were the key signs that the environment was toxic?
The signs of a toxic environment are usually tied to leadership behaviors that erode trust and morale. I’ve personally seen and experienced things like micromanagement, undermining, favoritism, gossip, and a breakdown in communication that borders on coercive control.
The impact can be devastating for someone. You start to lose confidence in yourself, and your ability to perform- and that stress takes a toll — not just mentally, but often physically too. If you’ve been in a toxic environment, you’ve probably felt your cortisol levels spiking and your body reacting to the constant tension- and the sad thing is, it doesn’t even take that much to create that kind of stressful environment. It leads to burnout, poor productivity, and can demolish your ability to think creativity and innovatively. In the end it will lead to turnover — because people will always leave an environment where they feel undervalued and unsafe.
What are some of the most common causes of toxic work environments, and how can leaders recognize these issues before they become pervasive?
One of the biggest contributors to toxic work environments is poor leadership. Not everyone enters leadership roles equipped with the skills to lead effectively — and that’s okay, but it becomes a problem when we don’t address it.
Most often, people are promoted from individual contributor roles into management positions without any meaningful training or support. They’re expected to figure it out as they go, and that’s where things can start to unravel. Without proper development, these leaders may lack the self-awareness and tools to manage people consciously and conscientiously.
We should be investing in leadership development, particularly for mid-level managers. Leaders need to understand the impact of their behaviors — not just on their team’s roles, but on their lives. By fostering self-awareness and teaching communication approaches like Non Violient Commumication, we can help leaders manage conflicts before they grow into something bigger. And when we do that, we inadvertently build a leadership pipeline that embeds thesse leadership behaviours across the organization.
What steps can employees take to address workplace toxicity if they feel uncomfortable or unsupported by leadership?
When you’re dealing with workplace toxicity, it can take everything in you to escalate. But please oh please, do not let it fester. Here’s what I always recommend:
- Document Everything
Toxicity often feels like death by a thousand cuts, and it can be difficult to articulate the full impact. That’s where documentation comes in. Write down incidents as they happen — what was said or done, when, and who was involved. Patterns matter, and being able to demonstrate that certain behaviors are not isolated but repeated offenses can make a big difference. Keep it factual and free of emotion to strengthen your case. - Find Allies
If you’ve experienced toxic behavior, chances are, you’re not alone. Connecting with others who have had similar experiences can be validating and provide much-needed support. Together, you can start building a clearer picture of how these behaviors are affecting the broader environment. There’s strength in numbers, especially when it comes to addressing systemic issues. - Escalate the Issue
If you’ve voiced your concerns and haven’t been heard, don’t stop there. Take it to the next level, and then the next after that if you have to. That may mean going to a more senior leader, using a reporting hotline, or filing a formal complaint with HR. Yes, filing a complaint can feel intimidating, but: you’re not just speaking up for yourself — you’re creating an opportunity to address the problem and, potentially, improve things for others too. - I honestly don’t wish it upon anyone. But there is a silver lining — you’ll come out of it, stronger and more resilient in the end.
What role does mental health play in navigating workplace toxicity, and how can both employees and organizations prioritize mental wellness?
Here’s the thing: if companies aren’t willing to address toxic leadership or behaviors, no amount of yoga classes or wellness apps will make a real difference. Toxicity will always prevail.
For organizations that are serious about prioritizing mental health, it starts with tackling the root causes of toxicity. That means confronting and addressing the behaviors that create these environments, even when it’s uncomfortable — and it always is! But it needs to be done.
At the same time, organizations need to consistently focus on mental health education — helping employees recognize signs of burnout and stress — and building a more human-centered culture. When well-being is baked into the culture, employees are more likely to feel empowered to speak up about toxic behaviors because it’s clear that those actions go against the organization’s values.
Can you share some strategies or practices that individuals and teams can implement to create a healthier and more productive work environment? Please share your “5 Strategies For A Healthier Work Environment”?
1. Lead with Empathy
Empathy is the ultimate antidote to toxicity. When leaders and team members take the time to understand each other’s perspectives and challenges, to treat each other as humans, it fosters connection and trust.
Example:
I shared a story earlier about an employee facing issue that were affecting their work. Instead of focusing on performance metrics, we focused solely on creating a support plan. We led with empathy — and it’s one of my proudest career moments. As an HR Leader, or human, there is no greater comment to receive than “you saved my life”.
2. Create Trust
Trust is the cornerstone of any healthy team dynamic. Without it, there can be no psychological safety — a foundational element of a thriving work environment. Psychological safety allows employees to share their best ideas, admit their mistakes, voice concerns, or even share personal challenges without fear of judgment or retaliation. Trust is what enables open, honest interactions.
Example:
I worked with a leader who wanted to “build a better culture” within their region. Together, we identified the behaviors, attitudes, and goals we wanted to embed in the team, crafted core values, and created a roadmap for change. However, the real reason it worked wasn’t the plan itself but how it was delivered. This leader began each session by sharing their personal journey — both career highs and deeply vulnerable lows, including personal life challenges. By leading with authenticity, they set the tone for others to show up with the same openness, which built an unshakable foundation of trust within the team.
3. Set Clear Expectations and Boundaries
I talk a lot about this on my podcast with guests. The Future of Work is not about when or where work gets done — it’s on how we measure work outcomes and articulate expectations. A lack of clarity can lead to frustration and burnout. Leaders and teams must establish clear goals, roles, and boundaries around work to support balance and prevent overwork. This includes who does what, and when AI is used.
Example:
During a four-day workweek trial I helped lead, we realized the key to making it work was redefining priorities, and learning to set boundaries. We worked with teams to clearly outline their most impactful tasks and let go of non-essential work. We also focused on better calendar management and holding boundaries. The result? Greater focus and higher productivity — all while employees gained a better work-life balance.
4. Get Weird, and then weirder still.
Lean into unconventional concepts like consciousness, mindfulness and self-awareness. When teams invest in activities that promote understanding of themselves — their strengths, motivations, and behaviors — they unlock the ability to understand others more deeply. Knowing your own “why” and “how” makes it easier to empathize, collaborate, and connect with your team.
Celebrate individuality, showcase your unique contributions, and encourage others to do the same. Then get even weirder. We need to move away from the persona of who we think we need to be, to just being who we are. When people feel seen for who they truly are, it fosters authenticity, creativity, and stronger bonds within the team.
Example:
I’m a huge fan of psychometric assessments, some of the teams I’ve felt closest to were those where we dove into assessments like CliftonStrengths, 16 Personalities or Enneagram, but we didn’t stop there. During a leadership team workshop, everyone shared their results and gave an example of how their strengths showed up at work and more importantly in life. I’ll never forget learning that the regional GM and I we’re the same type, “Campaigners” and it changed everything. As he explained how his personality led to pastimes of surfing, yoga and the desire to deeply lean into consciousness and meditation, I realized his weird was a lot like my weird — and if he could ascend to a leadership role, why couldn’t I?
5. Celebrate Wins, Big and Small
Recognition goes a long way in building a positive work environment. Celebrating both team and individual achievements — whether they’re professional or personal — keeps morale high and shows appreciation for contributions. It’s not just about the win itself but about the message it sends: your efforts matter, and you’re seen.
Example:
In one team, we started a fun little ritual called “Win of the Week” at our weekly meetings. It wasn’t just about work wins — people shared everything from wrapping up a tough project to finishing a marathon, or even finally getting their toddler to sleep through the night. The best part? Everyone started rooting for each other’s wins. Celebration creates camaraderie and loyalty to the team.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
Kind of you to say — I appreciate that. And I’ve already started trying! Through my podcast, The Like-Minded Radicals I’m trying to spark a movement about how we can all play a role in creating a more human work experience. I started my podcast, after completing a Master Program in Conscious Business. I am insanely curious and I wanted to understand why I, and so many others, felt that the corporate experience was falling a little flat. The focus is to understand what exactly is broken, in the hope we can one day fix it.
Every other week I interview business & people leaders, entrepreneurs, and everyday folks who have found a way to “do it, differently”. We hear how they have designed a “role for their soul,” and inevitably get inspired by the endless possibilities for ourselves.
The podcast is aimed at leaders and individuals alike, who recognize this angst and are ready to pave the way to a better workplace experience.
Together, we explore what it’s going to take to redefine the meaning of work, rewrite the rules, and build a world of work where we’re thriving, not just surviving.
We are very blessed that some very prominent names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US with whom you would love to have a private breakfast or lunch with, and why? He or she might just see this if we tag them.
I’d have to say Elon Musk. I’m not going to lie — he fascinates me. There are aspects of his approach that I genuinely admire, and others that I struggle to align with. I’d love the chance to dive into what drives his pursuit of excellence and his methods for getting the best out of people. But, more than that, I’d want to have a real conversation about the environments he creates and whether he’s truly considering a balanced approach in creating experience that can sustainably access the human potential he’s tapping. And if not, challenge him to consider innovative approaches to doing just that.
How can our readers further follow your work online?
You can follow my work online a few ways –
Check out The Like-Minded Radicals wherever you get your podcasts or watch the interviews on YouTube. Visit www.thelikemindedradicals.com to explore our past guests — trailblazers who are making waves and changing the world.
I’ve also just accepted a role with The Achievement Algorithm, a Leadership Consultancy out of London who is definitely leading the way in Leadership Development, and “doing it differently”.
It is such a great alignment with my own values and desire to radically change the landscape of potential.
Our unique system aligns your nervous system and taps into your unconscious operating system to eliminate obstacles and help you definitively access your biggest ambitions. It’s a revolutionary method that not only improves your performance but ensures long-lasting success.
I’m so excited to see how methods like this will transform the landscape. For Leaders, Founders, Sellers, Entrepreneurs — if you’re looking to elevate your team or individually reach your next level, this method is a game-changer. Check us out at www.achievementalgorithm.com.
And I spend a lot of time on LinkedIn, so please find me and connect at (1) Kendra C. Parker | LinkedIn
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
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.
Navigating Workplace Toxicity: Kendra Parker Of The Achievement Algorithm On Strategies for a… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.