Creating a Culture of Courage: Alexis Carpenter Of AC Global Ventures On How Authenticity Benefits People and Profits in the Workplace
An Interview With Vanessa Ogle
Lead by Example: I believe leadership is about action, not just words. I make it a point to share my own challenges and vulnerabilities with the team. For instance, after a difficult quarter, I openly discussed my feelings of doubt and the strategies I used to navigate them. This openness has encouraged others to share their struggles and successes, creating a culture of mutual support and understanding.
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 Alexis Carpenter.
Alexis Carpenter is the Founder and CEO of AC Global Ventures LLC (www.acglobalventures.com). As a seasoned Culture Consultant, she empowers organizations to prepare for layoffs, onboard talent, and develop high-performing teams with a laser focus on increasing revenue, retention, and satisfaction, by leveraging company culture. Alexis’s journey to becoming a Culture Consultant stems from her own experience of an abrupt corporate exit due to workforce reductions. This personal encounter fuels her passion for teaching ethical layoff strategies under pressure and proactive disaster avoidance plans. With over 15 years of corporate experience, she has masterfully onboarded thousands of employees and compassionately offboarded approximately 500 individuals. Her notable achievements include orchestrating the dissolution of a corporate location in Vermont, where she ensured personalized exit plans for 150 employees, ranging from career transitions to remote work adaptations.
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’m Alexis Carpenter, the Founder and CEO of AC Global Ventures LLC, and my path to this point has been event-filled. Throughout my career, I often found myself feeling misplaced and wrestling with self-doubt, a common struggle for many. Yet, I chose not to see this as a dead end but rather as a catalyst for growth. I dove into self-improvement, which unveiled my potential for leadership and passion for cultivating positive workplace environments.
My commitment deepened as I navigated the challenges of closing a corporate office, ensuring 150 employees transitioned smoothly. However, my own abrupt layoff underscored the vast work still needed in fostering humane corporate cultures. This realization propelled me to establish my business, dedicated to helping organizations cherish their people through culture.
What I bring to the table is unique — a suite of services designed to enrich company culture and leadership. The Culture Collective Blueprint aids businesses in refining or establishing their culture, emphasizing a compassionate approach from onboarding to parting ways. The Collective Mastermind offers a sanctuary for women executives and CEOs to rediscover what truly matters, striking a balance between professional and personal life. Meanwhile, the Community Collective provides a platform for executive leaders and CEOs to enhance their skills and forge meaningful connections, all underpinned by a focus on people and compassionate leadership.
My distinct edge? I’ve navigated the very challenges I now help others overcome. From feeling like an outsider to finding my voice, my journey informs my mission to prioritize people, ensuring leadership is not only effective but also fulfilling. I’m set on disrupting the status quo, advocating for a business approach that values the human experience above all.
This venture was unexpected, yet reflecting on my journey, every challenge and conversation has been instrumental in leading me here. I’m committed to driving change, supporting others in their leadership journeys, and proving there’s a more empathetic way to conduct business. It’s been an incredible journey, one I embrace fully, excited for what lies ahead.
Can you share the most interesting story that happened to you since you started your career?
Certainly, the most interesting twist in my career journey came from an unexpected lesson about my own worth and leadership style. Despite overcoming a significant challenge in teaching myself to read as an adult and achieving high honors in college, I was haunted by feelings of inadequacy. I carried this weight of embarrassment and imposter syndrome, constantly fearing that my colleagues would see through the facade and label me as the “stupid girl” I secretly feared I was. Despite these internal battles, to the outside world, I appeared as nothing short of a superwoman — a perception that severely contrasted with my own.
For years, I was under the impression that my value was directly tied to how much I could handle, believing that taking on endless responsibilities, hiding who I was, and never seeking help was the only way to prove my worth. This unsustainable belief system came crashing down when I was diagnosed with Bells Palsy, a condition brought on by extreme stress, sidelining me for two weeks. This forced hiatus turned out to be the most eye-opening experience of my professional life. In my absence, I saw my team not just managing but thriving, which led me to a startling realization: my incessant need to micromanage and control every aspect of our work had been holding them back. It was a tough pill to swallow, recognizing that my leadership approach, driven by a fear of underachieving, might have been the biggest barrier to their success.
This period of reflection was transformative. Upon returning, I pivoted my focus towards fostering team development and empowerment. I learned to delegate, trust in the strengths of my colleagues, and prioritize our collective growth over my achievements. This shift not only alleviated my stress but also cultivated a more dynamic and resilient team. It was a profound moment of growth that reshaped my understanding of what it means to lead effectively. I discovered that true leadership isn’t about doing it all but about creating an environment where everyone feels valued and has the room to excel. This journey from self-doubt to empowerment, marked by my battle with Bells Palsy and a reevaluation of my leadership style, stands as one of the most interesting and transformative stories of my career.
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?
The three character traits that were most instrumental to my success are Trust, Curiosity, and Connection. I’ll explain why.
A captivating chapters in my career unfolded when the world was disrupted by the COVID-19 pandemic. Trust, a cornerstone of my leadership philosophy, played a pivotal role during this unprecedented crisis. As the world scrambled to adapt, our organization leaped into the unknown, transitioning to remote work. The success of this swift pivot was rooted deeply in the trust we had cultivated within our team. By maintaining open lines of communication, and detailing every precaution and plan, we navigated this challenge without fear. Our transparency about the transition and support for those unable to work from home reassured our team, reflecting our commitment to their well-being. This underscored the profound impact of trust in leadership and organizational resilience.
Curiosity has been another guiding star in my career, sparking innovation and driving us forward. A memorable situation of this was when we onboarded a new client with a vision but no clear path to realization. Tasked with creating a program from scratch, we leaned into our collective curiosity, asking “what if” and “imagine if we did” questions that broke the mold of conventional thinking. This exploratory approach not only led us to develop a groundbreaking plan but also laid the groundwork for our future B2B programs. It was a testament to how curiosity can illuminate uncharted paths to success.
Lastly, the power of connection has been instrumental in creating our organizational culture. Establishing deep, meaningful connections with my team, employees, and the executive board has been crucial. It’s these connections that foster trust, ensuring everyone believes in our shared vision and feels confident in our direction. Without this foundation, the seamless operation and trust we experienced, especially during challenging times like the pandemic, would not have been possible. These stories of trust, curiosity, and connection highlight interesting and transformative experiences of my career, illustrating the essential elements that drive success and innovation in any organization.
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?
A pivotal moment in both my career and personal life that truly underscored the importance of authenticity occurred when I realized the facade I was maintaining was doing more harm than good. Initially, I thought that embodying the persona everyone else expected of me was the key to being a successful leader. However, this approach backfired spectacularly. My team sensed the inauthenticity, perceiving it as if I had ulterior motives or a hidden agenda. This lack of genuine connection made me unrelatable, and instead of inspiring my team to pursue their ambitions and utilize their unique talents, it led to a sense of despair. They felt they could never live up to the unrealistic standards I was unwittingly setting.
This realization hit me hard. The act of constantly pretending to be someone I wasn’t not only drained me but also created a barrier between myself and my team. The exhaustion from maintaining this facade was palpable, and the disconnection I felt from those I aimed to lead was deeper than ever before.
Embracing my authentic self was not an overnight transformation, but it marked a significant turning point in my life. By shedding the persona I thought I needed to succeed and instead being true to who I am, I was able to rebuild trust with my team. This shift towards authenticity allowed me to connect with them on a human level, showing that leadership isn’t about perfection but about genuine connection, growth, and understanding. This change didn’t just improve my well-being; it transformed the way we worked together, fostering a culture where everyone felt valued, understood, and motivated to bring their best selves to the table.
What strategies have you found most effective in fostering an environment where employees or team members feel safe to express their true selves, including their ideas, concerns, and aspirations?
One strategy that has impacted my team’s dynamic is the intentional creation of a creative space. Implementing bi-weekly “dream sessions,” each lasting an hour, designed to unlock the team’s creative potential. During these sessions, each team member is encouraged to bring forward at least one idea. These can range from suggestions for current projects, visions for future projects, or improvements to our existing processes. The goal is to stretch beyond the conventional boundaries of our thinking and explore new possibilities.
These dream sessions serve a dual purpose. Firstly, they grant permission for everyone to think outside the box, fostering a culture where innovation is not just welcomed but expected. Secondly, and maybe more importantly, they build a foundation of trust within our team. When team members see their ideas not only being heard but also considered and, when fitting, implemented, it reinforces their confidence in their creative thinking abilities.
This has been instrumental in cultivating an environment where employees feel safe to express their true selves, along with their ideas, concerns, and aspirations. It’s a practice that goes beyond listening; it’s about actively engaging with and valuing each person’s contribution. By doing so, we’ve not only enhanced our team’s confidence but also fosters a sense of belonging and ownership over our collective success.
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?
Addressing the challenge of fostering authenticity in a diverse workplace involves more than just acknowledging the issue; it requires a proactive approach to break the cycle of silence and reservation that individuals from diverse backgrounds often experience. Many are accustomed to holding back, conditioned by past experiences where their voices were marginalized or dismissed. For example, a person of color might hesitate to share their opinions, fearing their input could be perceived as offensive or aggressive, or that it might not resonate with the majority. This constant self-monitoring is not only exhausting but also stifles genuine expression and contribution.
Similarly, consider a woman presenting her ideas in a room full of executives, only to be interrupted or overlooked. Such experiences can deeply affect our sense of value, prompting a retreat into silence and hindering the expression of their true self and ideas. These scenarios underscore the critical need for us to cultivate a workplace that not only embraces but actively champions diversity and authenticity.
Creating brave and courageous spaces is essential in this endeavor. These are environments where speaking up and active listening are not just encouraged but visibly practiced and celebrated. It’s about setting a clear example that every opinion matters and that we are committed to understanding and valuing each unique perspective. This commitment must be evident in our daily interactions, meetings, and decision-making processes.
To break the cycle, we must actively engage in building trust with those who have been conditioned to stay silence. This involves consistent efforts to show that their contributions are not only safe to express but are eagerly awaited and genuinely appreciated. Leadership plays a crucial role here, not just in advocating for these spaces but in being the first to practice vulnerability, showing that it’s okay to share ideas, concerns, and aspirations openly.
Moreover, recognizing and celebrating instances where individuals take the courageous step to share their authentic selves reinforces the message that our environment is one of support and empowerment. By highlighting these moments, we signal to others that they, too, can feel comfortable and confident in expressing themselves fully.
In essence, encouraging authenticity in a diverse workplace is about creating a culture where breaking the cycle of reservation and silence is a shared goal. Through deliberate actions, the establishment of brave spaces, and the visible practice of inclusive behaviors, we can ensure that every team member feels truly seen, heard, and valued. This is the foundation upon which genuine authenticity and a thriving, diverse workplace culture are built.
Based on your experience and research, can you please share “5 Ways to Create a Culture Where People Feel Safe to be Authentic?”
There are several ways of creating a culture where people feel safe to be authentic. As a woman of color it’s a big part of my mission. Here are five ways I’ve found to cultivate an authentic environment.
1 . Creating Space for People’s Experiences: Early in my career, I realized the power of simply making room for individuals and their stories. I started hosting monthly “Share Your Story” sessions where team members could talk about their backgrounds, challenges, and perseverance. One memorable session involved a team member sharing their journey of cultural identity, which not only brought us closer but also enriched our understanding of diversity. This practice has become a cornerstone of our culture, reminding us that every story has value.
2 . Creating a Physically and Psychologically Safe Environment: I led a project that required team members to step far outside their comfort zones. Recognizing the potential for anxiety, I established a ‘no judgment’ zone where mistakes were not just tolerated but welcomed as learning opportunities. We shared our ‘failures’ in weekly meetings, celebrating them as steps towards innovation. This approach transformed our team’s dynamic, encouraging risk-taking and creativity without fear of career ending repercussion. In turn less mistakes were actually made.
3 . Educating Constantly on JEDI Work: Justice, Equity, Diversity, and Inclusion (JEDI) are not just buzzwords for us; they’re principles we live by. I introduced quarterly workshops on these topics, sometimes bringing in external experts. One particularly impactful session on unconscious bias opened many eyes, including my own, to the subtle ways we might inadvertently exclude others. These workshops have become a vital tool for fostering a deeper, shared commitment to inclusivity.
4 . Lead by Example: I believe leadership is about action, not just words. I make it a point to share my own challenges and vulnerabilities with the team. For instance, after a difficult quarter, I openly discussed my feelings of doubt and the strategies I used to navigate them. This openness has encouraged others to share their struggles and successes, creating a culture of mutual support and understanding.
5 . Including the Team in Decision Making: Involving everyone in decisions, big and small, has been transformative. We once faced a major strategic pivot, and instead of deciding from the top down, I opened it up for team discussion. The diversity of thought and perspective we received not only led to a better decision but also fostered a sense of ownership across the team. This collaborative approach has shown that when everyone speaks up, we can collectively navigate change more effectively and creatively.
These strategies have not only helped create a culture where authenticity thrives but have also shown that such an environment is the driving force of innovation, engagement, and collective success.
In your opinion, how does authenticity within an organization influence its relationship with customers, clients, or the broader community?
In my opinion, authenticity in an organization is like a magnet. It draws in the right customers, clients, and even positively impacts the community around us. When we’re true to who we are, clear about our vision, and firm in our values, it becomes easier to know which opportunities to grab and which to let go. This isn’t just about making choices; it’s about attracting those who will genuinely benefit from what we offer.
Customers can sense when a company knows itself inside and out. They’re drawn to that confidence and clarity. It’s a game-changer. The results speak for themselves, really. When you’re authentic, the services and products you offer are tailored for those who align with your mission and vision. This means they’re more likely to be satisfied, stick around longer, and even become advocates for your brand.
But it’s bigger than just customer relationships. Authenticity boosts job satisfaction among employees, leading to better hiring opportunities and a more vibrant workplace culture. It’s a cycle of positivity that feeds into itself. A company that stands firm in its identity contributes to the community in meaningful ways, whether that’s through job creation, community service, or simply by setting a standard for what a values-driven business looks like.
So, yeah, I’d say authenticity is the secret sauce. It influences everything from the way we interact with our clients to the broader impact we have on the world around us. It creates a well-balanced environment where everyone — employees, customers, and the community — benefits.
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. 🙂
I love this question! Dreaming big, I envision a movement that lights up the world with optimism and possibility, especially for those who need it most: foster kids, at-risk youth, and young adults. I picture a series of dynamic live events sweeping through cities nationwide, brought to life through the support of big-hearted organizations and spearheaded by empathetic leaders like myself, alongside inspirations such as John C. Maxwell, Jamie Kern Lima and Mel Robbins. These events, would be sponsored making them completely free for the young attendees, would be a powerful blend of inspiring talks, practical skill workshops, and transformative personal development sessions.
Think about the profound impact such a movement could have. A space where every young individual, no matter their story, feels empowered to transcend their challenges and aim for extraordinary heights. This is the dream that drives my commitment to making a difference. Bringing this vision to life could ignite a chain reaction of hope and ambition across generations, encouraging our youth to dream without limits and embrace the boundless potential within them.
How can our readers further follow you online?
Thank you so much for this incredible conversation! Readers can connect with me by visiting www.acglobalventures.com or on social @alexismcarpenter on LinkedIn and Instagram, or Alexis Carpenter on Facebook. I can’t wait for the next conversation with you and your audience!
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: Alexis Carpenter Of AC Global Ventures On How Authenticity Benefits… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.