Ep210: Introducing Quay Eady, Humanergy Coach

Mimi Mitrius introduces the newest Humanergist Quay Eady and digs into her coaching style, her history and what brings her to Humanergy

Transcript

Mimi (00:17)
All right—hey, everyone, and welcome to the Humanergy Leadership Podcast. I'm Mimi Mitrius, your host for today, and we are thrilled to introduce a new face on the Humanergy team: Quay Eady.

Quay brings incredible experience, energy, and insight to her role as an executive and personal coach. She’s a U.S. Navy veteran, a seasoned leader across several industries, and someone who’s passionate about helping people unlock their leadership potential.

We're excited for you to get to know her—and to hear what makes her coaching so impactful. So let's dive in. Hey Quay, how are you?

Quay (00:54)
Mimi, it's so good to be here with you today.

Mimi (00:58)
We're very happy to have you—both here today and on the team. So welcome again!

Let’s just get right into it. You’ve had a really fascinating career path—Navy veteran, corporate leadership, now coaching. Can you talk a little bit about what inspired your transition into leadership development?

Quay (01:17)
Well Mimi, it’s the impact for me. Leadership coaching was the plot twist in my success story—and in my career trajectory.

When it came time for a career shift, I thought really hard about where I could have the most impact. The Navy taught me discipline and how to lead under pressure. Corporate taught me strategic thinking and how to drive results.

But when I look at the last 22 years, every position I’ve held required me to elevate and empower individuals and teams—and that’s what I loved. And I'm really good at it! So leadership development just felt like the natural evolution—from military, to corporate, to coach.

Mimi (02:08)
Yeah, that bridge certainly tracks for me too.

To build on that—your coaching focuses on helping teams go from high potential to high performance. Can you tell us a little more about how you do that?

Quay (02:22)
Yes. High performance doesn’t come from pressure—and that’s something a lot of leaders really need to embrace.

It comes when people feel seen, supported, and stretched. So when I coach leaders, we focus on three things: connection, communication, and culture.

Building self-awareness helps you connect with people in a deeper way. Effective communication helps you set clear goals, clear expectations, and communicate in a way that motivates. Then we build a culture of continuous improvement—which requires feedback and accountability—so teams know how to do what moves the needle.

Mimi (03:12)
That sounds so great. And I want to rewind to something you said right at the beginning—I think you said high performance doesn’t equal high pressure? Did I hear that right?

Quay (03:22)
Absolutely.

Mimi (03:23)
That sounds like music to my ears. Want to expand a little more on that? I think it’s really important.

Quay (03:29)
Yes. To take a team from high potential to high performance, you need to create psychological safety. People need to feel safe to stretch, to grow, to push the status quo.

We ask bold questions, get real feedback, and create habits that fuel strategies—those strategies build momentum and drive performance.

Mimi (04:05)
That’s awesome—I love that. For our listeners, Quay and I had a quick chat before the recording. We talked about past leadership we’ve both experienced, and psychological safety is so important.

I’ve had leaders who didn’t create that space, and it really hurt the team. Needless to say, I didn’t stay in those positions for long. I’m really glad you brought that up.

Quay (04:37)
Yeah, you have to challenge the status quo. You don’t want a team that does things the same way they’ve always done them for five years.

High-performing teams innovate. They find ways to sharpen the saw, improve the process, make things faster, more efficient, automated. And you can’t do any of that if the environment isn’t safe for people to grow and stretch.

Mimi (05:01)
I’m going to put you on the spot now—a little curveball, but still related to psychological safety.

I was talking to a friend who's a leader. They told me that some of their employees don’t come to them with concerns because they’re afraid of how they’ll react. What would you say to that leader—or what would you ask?

Quay (05:30)
I’d be really curious about how they deliver feedback.

Maybe the way they’ve communicated in the past didn’t land well. There could be a misunderstanding or a misalignment that needs to be uncovered.

We all have blind spots—sometimes it’s something we’re completely unaware of. It could be verbal or even nonverbal. I used to get called out for the faces I made!

But if people aren’t coming to you, something in your communication—or your delivery—may need to shift. I’d ask questions to get clarity and then work on strategies to build trust and mutual understanding.

Mimi (06:20)
That’s sound advice—well, not advice exactly, because you’d ask questions first. Which is key to coaching.

You’ve worked across multiple industries—healthcare, finance, hospitality, even casinos (which sounds fun!). What leadership challenges do you see across all these industries?

Quay (06:46)
Unfortunately, the two biggest challenges I see across the board are burnout and employee engagement.

Burnout isn’t about hours or workload—it’s about the experience. When people feel invisible or unsupported, it doesn’t matter how long their to-do list is—they’re already drained. They show up drained. You know the feeling: it’s Sunday and you’re already dreading Monday.

And when people are burnt out, it’s hard to get engagement. It’s easy to get people to clock in—but not buy in. And what leaders really need is buy-in: to the mission, the goals, the cause.

Mimi (07:22)
Yeah.

Quay (07:39)
There’s a strong correlation between team buy-in and team performance.

People don’t go the extra mile for a paycheck. They go the extra mile for a purpose—for a leader they trust and who supports them.

Mimi (07:59)
They don’t go the extra mile for a paycheck—they go for a purpose. Is that your quote? Because I’m writing it down and posting it on Instagram.

Quay (08:06)
Yes—please!

We’ve all heard the phrase: people don’t quit jobs, they quit leaders.

Mimi (08:14)
Yep.

Quay (08:16)
It’s not the paycheck that drives high performance. Sure, compensation matters. But it’s the purpose—the connection to the mission, the people, the goals.

When people feel truly connected—to each other, to their leader, to the work—that’s when performance takes off. Engagement goes up, performance follows, and the culture becomes something people want to be part of—not something they want to escape.

Mimi (08:50)
Yeah, that’s so valuable—creating a strong foundation for your team where they actually want to be there together.

Quay (09:02)
Right. It sounds like a fairy tale, but I’ve worked on teams like that.

I remember way back—maybe 10 or 15 years ago—one of my first mentors gave me some powerful advice. I was switching teams within the organization and I told her, “I don’t know about their culture, Kelly. I don’t know if it’ll be the same.”

She looked me dead in the eye and said, “Quay, create the culture where you go. You have permission to be powerful.”
And I was like, “Oh—okay. Well, I guess we’re gonna have fun here too.”

Mimi (09:35)
That’s so great. I think a lot of folks who aren’t in formal leadership roles wonder how they can have that kind of influence. What would you say to someone who isn’t in a leadership position but wants to make a difference?

Quay (09:52)
Yeah—well, leadership isn’t about a title. It’s about how you show up, how you speak up, and how you follow through.

That’s what really defines your leadership.

John Maxwell says leadership is influence—the way we influence the people around us. If we’re influencing others positively toward a common goal, we’re demonstrating leadership.

And I think it was John Adams, our sixth president, who said, “If you inspire someone to do more, learn more, become more—you’re a leader.”
He said that over 200 years ago, and I’m holding on to it!

Mimi (10:31)
Isn’t that great? The best leadership advice really is evergreen.

Quay (10:41)
Timeless. Classic.

Mimi (10:43)
Right?

Quay (10:44)
It is.

Mimi (10:45)
Which is why Humanergy has been around for 25 years! Just had to plug that—although I’ve only been here for about four. Still, I’m so happy to be part of this team. It’s one of those dream teams you mentioned earlier.

Quay (10:53)
Congratulations! Absolutely. I was actually a client of Humanergy early in my career.

So when I had the opportunity to join the team, it was a no-brainer. The strategies and tools we share with leaders and teams actually changed the trajectory of my career. I’ve used them every day for the last 15 years.

Mimi (11:30)
Same here. Since I started working here, I’ve seen a huge shift. I keep the tools next to my desk, and I think about them throughout the day—at work and even in the rest of life. They’re so relatable and transferable.

But let’s bring the focus back to you. Earlier you said you create culture wherever you go. You’re also known for bringing high energy and igniting urgency and purpose. How do you help leaders and teams embrace that kind of bold action?

Quay (12:06)
Yeah, I always say: bold action doesn’t come from hype—it comes from clarity.

The hype? That’s just the extra I bring to make it fun.

Most teams don’t lack capability. They lack clarity on where they’re going—and alignment. Sometimes, they just need a new standard. Maybe they’ve hit their current bar—they’re running at 100%—but there’s still room to grow.

To feel urgency and take action, people need an environment where they feel safe, supported, and clear. When that foundation’s in place, urgency feels natural—not forced.

Let’s hurry up and do the right thing. You know what I mean?

Imagine what your team could accomplish with that mindset. Things would get done faster, smoother. It’s about aligning people, priorities, and taking a step back to think clearly—then moving forward with confidence.

So yeah—the hype is fun and brings some razzle dazzle, but it’s really all about clarity. Where are we actually going?

Mimi (13:42)
True—clarity and mutual understanding.

Quay (13:46)
Absolutely.

Mimi (13:49)
Awesome. Earlier you said leadership isn’t about a title. That really resonates with me, and hopefully with our listeners too.

What advice do you have for someone who doesn’t see themselves as a leader yet, but wants to grow into a leadership position—maybe with a title, maybe not?

Quay (14:27)
Here’s what I’d suggest:

Take a few minutes and write down the top 10 qualities of the best leader you know. List all the amazing things about that person. Then, read that list three times—top to bottom.

Now here’s the key: the only reason you recognize those qualities is because they’re already in you. Those seeds have been planted—we just need to nurture them so they can bloom and grow.

Everyone has the ability to lead. You can lead people. You can lead processes. But the most important thing you’ll ever lead is yourself.

Once you’re leading the person in the mirror, others will start to see those leadership qualities—sometimes before you even see them yourself. That’s what happened to me.

My boss came up to me one day and said, “Quay, we see a leader in you—you’re just a little rough around the edges.”

Some people are natural-born leaders. Some are classically trained. I had to be trained. I had to polish the edges, sharpen the saw, and find the leaders that inspired me. I read their books, learned their habits.

And just like I said earlier—show up, speak up, and follow through. That’s how your leadership shows up in the world.

Mimi (16:11)
Show up, speak up, follow through. You heard it here, folks.

Outside of coaching, we hear you love to travel. What’s been your favorite adventure so far—and where are you most excited to go next?

Quay (16:27)
When you say “adventure,” I use that term very loosely—because I like to relax.

Mimi (16:33)
Hey, that still counts! Your adventure might look different than someone else’s, but it’s still an adventure.

Quay (16:42)
Exactly.

So I’d say my most memorable, favorite, outstanding, spectacular, out-of-this-world experience was a trip to Hawaii for my birthday one year. We did a private sunset cruise on a yacht. The yacht guys caught lobster off the side and grilled them up right there—we had dinner on the boat. It was the sweetest lobster I’ve ever had in my life.

And watching the sunset on the ocean in Hawaii… it was just a whole thing. We were on Oahu.

Mimi (17:14)
What island were you on?

Lovely. Very cool.
There is nothing that sounds terrible about that experience.

Quay (17:29)
Right? I love going on cruises—I blame the Navy.

I have a cruise coming up soon—we’re going to Turks and Caicos, the Dominican Republic, and Nassau, Bahamas. I’ve been to all of those before, but oh, the water in Turks… it’s just so blue and beautiful. I’m always like, “Oh my God, people live here. They get to see this every day!”

It’s like it cleanses my soul. I’m so excited to go.

Mimi (17:56)
That sounds so awesome. So where have you not been yet that you’re most excited to visit?

Quay (18:04)
I want to go to Egypt. I really want to see the pyramids.

I don’t know—I want to touch them, I want to feel them. I want to see if I get goosebumps or something. And I want to see the Northern Lights. But I can probably see those in Michigan, up north, so I’ll have to come home for that one.

Mimi (18:23)
Yep, that’s right. For those listening—Quay is originally from Michigan and currently located in Las Vegas. So she’s a lot warmer than most of us right now.

Quay (18:37)
I like to say I’m a Midwest girl who lives out west—but loves the Atlantic Ocean. I don’t know why I’m here, but I love it.

Mimi (18:46)
You’re dynamic—and I like it. I’m here for that.

Before we wrap up, can you let our listeners know how they can connect with you or learn more—whether it’s a discovery call, coaching session, or just to keep the conversation going?

Quay (19:00)
Absolutely. If something sparked something in you today, I’d love to keep the conversation going.

You can find me on LinkedIn—just search Quay Eady. Or head to humanergy.com to learn more about our leadership programs and free resources.

Mimi (19:17)
That’s right. And Quay’s email is quay@humanergy.com—that’s Q-U-A-Y at H-U-M-A-N-E-R-G-Y dot com.

Thanks, everybody!

Quay (19:29)
Thank you!