Creating a Culture of Courage: Jessica Katz of Liberated Elephant On How Authenticity Benefits People and Profits in the Workplace
An Interview With Vanessa Ogle
Empower Decision-Making: Encourage employees to take ownership of their roles by providing clear boundaries and support. In one case, shifting decision-making authority to team leads increased accountability and morale.
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 Jessica Katz.
Jessica Katz is a leadership coach, speaker, and CEO specializing in building consent-driven workplace environments that foster trust, collaboration, and productivity. As the Founder of Liberated Elephant and CEO of PolyLabor, Jessica draws on her expertise in practical methodologies for organizing work and non-traditional relationship dynamics to guide organizations in creating spaces where individuals thrive.
A seasoned speaker with over 100 conference appearances, Jessica provides actionable insights on leadership, organizational growth, and diversity of thought. She holds certifications as a Scrum Professional, Team Transformation Coach, PMI Agile Certified Practitioner, and Project Management Professional. Based in Nashville, Jessica is committed to revolutionizing workplace culture and championing authenticity in leadership.
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?
My journey into leadership coaching and workplace culture consulting started with a deep desire to create environments where individuals could thrive. I spent years navigating corporate structures and observed how traditional, hierarchical approaches often stifled creativity and collaboration. Inspired to create change, I founded Liberated Elephant and later became the CEO of PolyLabor, where I specialize in consent-driven workplace practices. My passion for leadership development stems from seeing how small shifts in communication and empathy can transform teams, boost productivity, and foster innovation.
Can you share the most interesting story that happened to you since you started your career?
Early in my career, I had the opportunity to coach two team members who were struggling with miscommunication. Both were diligent employees who arrived early to work each day, but their interactions were strained. One of them, let’s call her Sarah, would greet her coworker, Mark, warmly each morning, only to be met with little to no response. Over time, Sarah felt ignored and isolated, assuming that Mark disliked her. On the other hand, Mark felt frustrated and distracted by Sarah’s attempts to engage him, interpreting them as interruptions to his focused work time.
This cycle of misinterpretation caused their professional relationship to deteriorate, impacting team dynamics and productivity. Both had created stories in their minds about the other’s intentions — stories they believed to be true but had never verified. Sarah assumed Mark was intentionally being dismissive, while Mark assumed Sarah didn’t respect his need for focus.
In coaching them, I guided both through a process of open communication. They shared their assumptions, clarified their intentions, and made specific requests of each other. Mark explained that his silence wasn’t meant to be rude — he simply needed uninterrupted time to settle into his work. Sarah shared that her greetings weren’t about demanding attention but about fostering a sense of connection. Together, they agreed on a way to respect both needs: a simple nod or smile from Mark to acknowledge Sarah’s greeting, coupled with an understanding that deeper conversations could happen later in the day.
What stood out to me most was how universal this situation was. Whether at work or in personal life, relationships form the foundation of our effectiveness. This experience reinforced my belief in the importance of “humaning” — the art and science of being intentional, empathetic, and communicative in our interactions. When individuals improve their relational skills, teams become stronger, work becomes more seamless, and organizations see better outcomes across the board.
This principle has since become a cornerstone of the work I do with PolyLabor, where we focus on enhancing relationships as a pathway to agility, innovation, and measurable success.
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?
1. Empathy: Empathy has been the cornerstone of my career. I believe in meeting people where they are, which has allowed me to build trust and foster meaningful connections. For example, in a consulting project, I helped a resistant leader embrace vulnerability, transforming their leadership style and resulting in a more cohesive team.
2. Resilience: Navigating the unconventional path of consent-driven leadership required resilience. There were times when my ideas were met with skepticism, but staying true to my vision has brought me to where I am today.
3. Curiosity: I approach every situation with curiosity. Asking questions and truly listening has enabled me to identify unique solutions for clients. For instance, I once helped a client struggling with team conflicts by introducing the practice of “curiosity before judgment,” which reshaped their team dynamics entirely.
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 came when I made the decision to embrace polyamory in my personal life. This choice required deep self-reflection, authenticity, and open communication — principles that I quickly realized were just as relevant in the business world. The parallels between fostering trust, setting boundaries, and practicing mutual respect in relationships and in the workplace were undeniable. This realization inspired me to found PolyLabor, where I integrate consent-driven practices into leadership and organizational development. By applying these principles professionally, I’ve helped businesses build cultures rooted in collaboration, trust, and authenticity.
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?
Navigating these challenges starts with creating a foundation of psychological safety. I encourage organizations to approach diversity as a strength and to address conflict as an opportunity for growth. By implementing consent-driven strategies, such as setting clear boundaries and fostering open communication, teams can learn to embrace differing perspectives without diminishing trust or respect.
Ok super. Here is the main question of our interview. Based on your experience and research, can you please share “5 Ways to Create a Culture Where People Feel Safe to be Authentic?” 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? If you can, please share a story or an example for each.
- Cultivate Psychological Safety: Create an environment where individuals feel secure in expressing themselves without fear of retaliation. At one organization, introducing anonymous feedback channels empowered employees to share candid insights, leading to constructive changes.
- Lead by Example: Authentic leadership starts at the top. I worked with a CEO who shared their personal growth journey during a company retreat, inspiring employees to embrace vulnerability and collaboration.
- Implement Clear Communication Practices: Encourage active listening and clarity in communication. In one workshop, a team learned to reframe their feedback style to be both assertive and empathetic, reducing workplace tension.
- Promote Inclusivity: Recognize and celebrate diverse perspectives. At a client company, establishing affinity groups allowed underrepresented voices to share their unique experiences, fostering a more inclusive culture.
- Empower Decision-Making: Encourage employees to take ownership of their roles by providing clear boundaries and support. In one case, shifting decision-making authority to team leads increased accountability and morale.
In your opinion, how does authenticity within an organization influence its relationship with customers, clients, or the broader community?
Authenticity resonates beyond internal operations — it shapes how customers perceive and interact with a brand. Organizations that prioritize authenticity build trust and loyalty, as their values are reflected in their actions. For instance, a company I worked with experienced increased client retention after aligning its external messaging with its internal culture, creating consistency that customers could trust.
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. 🙂
If I could start a movement, it would be centered on “Consent-Driven Leadership for All.” This approach prioritizes trust, respect, and mutual agreement in workplace interactions, challenging traditional top-down management styles. By adopting these principles, we can create workplaces where every individual feels valued and empowered to contribute their best.
How can our readers further follow you online?
Readers can follow me on LinkedIn at Jessica Katz, visit my Sessionize page at sessionize.com/jessica-katz, or explore more about my work at PolyLabor and Liberated Elephant.
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: Jessica Katz of Liberated Elephant 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.