Navigating Workplace Toxicity: Jen Donovan Of Youthrive Coaching On Strategies for a Healthier Work Environment
An Interview With Vanessa Ogle
Foster a Culture of Continuous Learning- Providing opportunities for professional growth and development helps employees feel valued and engaged. Offering coaching, mentorship, or training sessions not only builds skills but also demonstrates that the organization is invested in its people. I’ve seen remarkable transformations in teams when leadership promotes a growth mindset, encouraging staff to pursue learning opportunities aligned with their interests and skill set.
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 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 Jen Donovan from Youthrive Coaching.
Jen Donovan is an experienced leadership coach, mental health expert, and educator with over 15 years of experience in mental health and leadership. She specializes in supporting people and professionals, especially those in leadership, helping them navigate challenges with practical, solution-focused strategies. Jen is passionate about fostering workplace wellness and empowering leaders to build thriving, compassionate teams.
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?
My career began in youth services, where I focused on supporting young people through various challenges in mental health and substance use. Over time, I stepped into leadership roles in the healthcare sector, leading mental health programs and operational management. One of the most pivotal moments for me was realizing how much of my leadership style centered on fostering wellness in workplace environments. This led me to launch my coaching business, YouthThrive Coaching, which helps people, professionals, and teams cultivate practical, solution-focused strategies to overcome burnout, build self-compassion, and step into fulfillment. My background, along with 15 years of experience in healthcare, allows me to help other leaders thrive in their roles, which fuels my passion for workplace health and coaching.
Can you share the most interesting story that happened to you since you began your career?
When the pandemic hit, I was managing youth substance use prevention services. Overnight, I transitioned from leading programming to writing PPE protocols and supporting infection control measures, a major shift and something I knew nothing about. One of the most interesting moments was when I was redeployed to assist with vaccinating seniors, many of whom hadn’t left their homes in over a year. I remember a 94-year-old woman dressed in her Sunday best, thrilled to be out in the world and excited to receive her vaccine. Those months taught me how adaptable healthcare workers can be and how community connection is vital, especially in times of crisis.
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?
Early on in my career, I thought I could gain great control other people’s choices, whether they were clients, colleagues, or systems. It was humbling to learn that trying to manage others’ behavior directly is not sustainable. I realized that the key to change is respecting others’ autonomy and working collaboratively. This shift has helped me grow into a more effective leader and coach, influencing from a place of compassion and understanding, rather than control.
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?
The Enneagram in Love and Work by Helen Palmer had a profound impact on my personal growth and coaching practice. The Enneagram provides insight into different personality types and motivations. It’s a tool I frequently use with clients to help them understand their strengths and challenges in life and work. It offers a compassionate lens to understand others’ motivations, which has helped me tailor my coaching to better align with the goals of my clients.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
“A boundary is an action, not a request.” When I was first learning how to balance my personal and professional life, I often felt disappointed when others didn’t respect my stated boundaries. I eventually realized that boundaries aren’t just about communicating your needs — they’re about following through with actions when those needs aren’t met. This lesson taught me to take ownership of my boundaries, whether it’s in leaving unsupportive environments or taking bold steps to prioritize what matters most.
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?
Workplace toxicity involves a work environment where unhealthy behaviors are normalized, such as micromanagement, unproductive criticism, lack of transparency, or an absence of psychological safety. Toxic environments stifle collaboration, diminish morale, and often lead to burnout, poor mental health, and high turnover.
Can you describe a time when you personally encountered or helped resolve workplace toxicity?
One key instance was addressing a lack of collaboration in a team that I inherited. There was a culture of overworking and rewarding individualism over collaboration and wellness, which bred resentment and disjointed work being done. As a leader, I first invested in building my relationships with staff, once there was individual safety and trust, this was able to be bridged over to team open communication. Because of the trust and safety each person felt with me, I more in the know with their grievances or life hardship early on and could make workload adjustments accordingly. Once people felt supported individually, they were able to show up more positively with their colleague and were much more willing to step in to short term extra work. This approach led to a department record for staff retention, and the team becoming values champions for the organization.
What were the key signs that the environment was toxic?
1. A decrease in collaboration and teamwork
2. An increase in sick-time and absenteeism
3. Increase tension between staff, often centered on personal conflicts rather than work-related issues
4. High staff turnover
5. A drop in the willingness of employees to share ideas or voice concerns
6. A punitive culture that punishes rather than celebrates contributions and growth.
7. A Increase in micromanagement, signaling a lack of trust in employees.
What are some of the most common causes of toxic work environments, and how can leaders recognize these issues before they become pervasive?
Toxicity often builds slowly in workplaces where hierarchical structures are rigid, transparency is lacking, and flexibility is lacking. When employees feel powerless and disengaged, they may respond in ways that fuel the problem. This compounds quickly on teams where multiple staff members are feeling disempowered, overworked, and unheard. A decreased collaboration, increased conflicts, and a rise in HR interventions, are strong indicators of a growing toxic culture.
What steps can employees take to address workplace toxicity if they feel uncomfortable or unsupported by leadership?
Employees should raise concerns early and offer solutions alongside their feedback. Fear of consequences or being dismissed can be a barrier, so finding allies who share similar views can help have their voices heard. Rather than simply identifying problems, employees should approach leadership with constructive ideas for change; even better if you can root these solutions in alignment with the organization’s mission and values. Bringing forward creative solutions avoids reinforcing hierarchical power dynamics. Employees should also set boundaries, remember, boundaries are actions, not just requests. For example, if you’re asked to take on more work when you’re already at capacity, say: “I’m happy to take on this new task. Given my current responsibilities, what would you like me to prioritize to make space for this?” This conveys both your workload capacity and willingness to help, while preventing burnout or resentment building up.
What role does mental health play in navigating workplace toxicity, and how can both employees and organizations prioritize mental wellness?
Mental health is foundational to creating and maintaining a healthy workplace. All employees exist on a spectrum of mental wellness, and life events inevitably affect all our work performance at one point or another. Organizations should recognize this and offer support and flexibility proactively. Accommodations for those going through difficult times, such as flexible hours or temporary reductions/adjustments in workload, can prevent burnout and mitigate the escalation of toxicity. For example, if a staff member is going through a personal loss, giving them short term flexibility in hours or tasks can prevent long-term impacts on their productivity and well-being. Teams that foster this kind of empathy build a resilient culture, where people feel safe to be human at work, and are less likely to burn out or perpetuate toxic behaviours.
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”? If you can, please share an example or story for each.
1. Prioritize Relationship Building — Building strong relationships within teams and across leadership levels is crucial for fostering a collaborative and trusting workplace. This goes beyond the usual business meetings or the once-a-year holiday party. Taking the time to connect with colleagues as people, outside of their formal roles, creates space for greater understanding, compassion, and teamwork. When individuals see each other as more than just job titles, it strengthens the foundation for open communication and effective collaboration. For example, simply asking staff what they did on the weekend, can open up much more insight into the lives people live outside of their role at work.
2. Create Opportunities for Employee Autonomy — Empower employees to have ownership over their projects and decisions. A lack of autonomy often leads to disengagement and resentment. In my coaching work, I emphasize the importance of recognizing individuals’ strengths and giving them the freedom to explore innovative solutions rather than micromanaging them. Where you can, let go of control. One of the teams I managed was set to do a policy review. By allowing the staff team to each go through the policy book and highlight things that worked or didn’t work in practice, we were able to refine the policy manual with a high level of buy-in from the staff who had contributed. This led to a higher level of policy adherence and less conflict in team management.
3. Encourage Rest and Work-Life Balance — Burnout is a leading contributor to workplace toxicity. Ensuring that employees take their time off and are supported during difficult times in life leads to greater job satisfaction and long-term productivity. Staff turnover can cost anywhere from 30–150% of that one staff’s annual salary so it is a huge cost savings to give a little extra wiggle room and support when staff need it. For example, offering flex hours or work-from-home days for parents or those with regular health issues can allow for continued work, reduced days missed, and improve morale.
4. Foster a Culture of Continuous Learning- Providing opportunities for professional growth and development helps employees feel valued and engaged. Offering coaching, mentorship, or training sessions not only builds skills but also demonstrates that the organization is invested in its people. I’ve seen remarkable transformations in teams when leadership promotes a growth mindset, encouraging staff to pursue learning opportunities aligned with their interests and skill set.
5. Emphasize Clarity in Roles and Expectations — Clearly defining each team member’s responsibilities helps avoid confusion and unnecessary conflict. Leaders should consistently revisit job descriptions, team goals, and individual expectations. Also, conveying the roles of leaders above staff can help create similar clarity around expectations and access to solutions. For example, knowing that your manager doesn’t allocate the department budget can help shift the complaints if staff are feeling limited by resources to a more collaborative solution focussed conversation.
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.
I would inspire a movement focused on fostering accessible leadership coaching and mentoring for BIPOC, 2SLGBTQ+, and women by people who represent their lived experiences. Many people in leadership roles struggle with imposter syndrome, work-life balance, and navigating the unique challenges of modern workplaces. By providing support, practical tools, and strategies through initiatives like my coaching business, Youthrive Coaching, we can empower more leaders to thrive, not just survive, in their careers. When leadership is healthy and compassionate, it trickles down to every level of an organization, improving work cultures across industries.
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.
Marcia Dawson, who is a Gitxsan Consultant and trailblazer in Indigenous social policy, community engagement and community development. I greatly admire the work she does.
How can our readers further follow your work online?
youthrivecoaching.ca or www.linkedin.com/in/jendonovan/
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: Jen Donovan Of Youthrive Coaching On Strategies for a Healthier Work… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.