[00:00:00]
Aderonke Bademosi Wilson: Welcome to another episode of ABWilson’s Heart of the Matter. I’m your host, Aderonke Bademosi Wilson, and today I am thrilled to have with me a woman whose work and energy light up every room she enters. Her name is Karen Hinds, the founder and CEO of Workplace Success Group. Karen, welcome to the show.
[00:00:21]
Karen Hinds: Thank you so much, Aderonke. It’s such a pleasure to be here. I’ve been looking forward to this conversation.
[00:00:27]
Aderonke: Same here. I feel like we could start in so many directions because your story touches leadership, entrepreneurship, diversity, and authenticity. But maybe we can start with your journey — how you became who you are today.
[00:00:45]
Karen: Well, I always say my story started on the beautiful island of St. Vincent and the Grenadines. I grew up in a place where everyone knew everyone, which taught me early that character and reputation matter. My parents instilled in me the values of hard work and community service. When I came to the United States for college, I had this determination to make something meaningful out of my life — not just for myself, but for others coming behind me.
[00:01:13]
Aderonke: That grounding from your upbringing really shows in your work. There’s such a depth and generosity in how you talk about leadership. What drew you to leadership as a calling?
[00:01:25]
Karen: Leadership for me has always been about influence. Even when I was young, I noticed that people naturally looked to me for direction or encouragement. Later on, working in corporate America, I saw what good leadership could do — and what poor leadership could destroy. That contrast lit a passion in me to help people grow their ability to lead, especially women and professionals of color who often don’t get the same guidance or opportunities.
[00:01:58]
Aderonke: You mentioned corporate America. What did your early years there teach you?
[00:02:03]
Karen: (laughs) Oh, so many lessons! First, that competence isn’t enough. You can be the smartest person in the room, but if you don’t know how to connect with people, you’ll hit a ceiling. I learned that success depends on relationships, communication, and knowing how to make your voice heard. I also learned that workplaces need to evolve — they must create spaces where everyone, no matter their background, feels valued and supported.
[00:02:33]
Aderonke: Which, interestingly, sets the foundation for the work you do now with Workplace Success Group. Tell us about that journey — how it started and what you focus on.
[00:02:43]
Karen: I started Workplace Success Group more than twenty years ago because I wanted to help organizations build strong leaders and inclusive cultures. We began with workshops on communication and professional development and then expanded into leadership pipelines, inclusion strategies, and employee engagement programs. Over time, our work has spanned across industries — from education to healthcare to finance. The goal has always been the same: equip people to lead effectively and authentically.
[00:03:15]
Aderonke: There’s one thing that always stands out when you speak — the way you connect leadership to authenticity. You often say, “You can’t lead if you don’t know yourself.” What do you mean by that?
[00:03:27]
Karen: Oh, that’s one of my favorite principles. Many people think leadership is about managing others or holding a title. But real leadership starts with self-awareness. If you don’t know your strengths, your weaknesses, your values, or what drives you, you’ll lead in ways that are inconsistent or even harmful. Knowing yourself helps you show up grounded and clear, and that clarity inspires trust in others.
[00:03:55]
Aderonke: That’s so powerful. I also hear you speak often about courage — courageous conversations, courageous leadership. Why is courage such a key theme for you?
[00:04:06]
Karen: Because real growth requires discomfort. Whether in leadership or life, you have to be willing to confront what’s hard — the feedback you’d rather avoid, the bias that exists in systems, the uncomfortable truths about yourself. Courage isn’t about being fearless; it’s about acting even when you’re afraid. When leaders do that, it gives everyone around them permission to do the same.
[00:04:34]
Aderonke: You’ve worked with organizations all over the world — what do you see as the biggest challenge leaders face right now?
[00:04:42]
Karen: Honestly, I think it’s leading in uncertainty. The world is changing so fast — technology, social expectations, the way people work. Many leaders are struggling to stay grounded and human in the middle of all that change. People want connection and meaning. Leaders who can balance performance with empathy are the ones who will thrive.
[00:05:06]
Aderonke: That resonates deeply. And it ties to your message about belonging. You often say diversity without belonging is just numbers. Could you expand on that?
[00:05:17]
Karen: Absolutely. An organization can hire people from every background and still fail if those people don’t feel they belong. Belonging means you can be yourself without fear of judgment or punishment. It’s the feeling that your ideas matter, that your presence adds value. When people feel that, they contribute more creatively and stay more engaged. Belonging transforms diversity from a checkbox into a living, breathing part of the culture.
[00:05:48]
Aderonke Bademosi Wilson: That’s such an important distinction. Belonging is where people can exhale. You’ve talked before about how leaders sometimes avoid the tough conversations needed to create that belonging. What helps leaders get more comfortable doing that?
[00:06:02]
Karen Hinds: The first step is acknowledging that discomfort is part of growth. Many leaders want to fix things quickly, but inclusion work isn’t a checklist. It’s a learning journey. You have to listen with humility, admit when you’ve gotten something wrong, and stay engaged even when the feedback stings. When leaders model that behavior, they build trust, and that trust opens the door for everyone else to be honest too.
[00:06:30]
Aderonke: That reflection piece is big. You can’t fake your way into trust.
[00:06:33]
Karen: Exactly. People know when you’re performing and when you’re truly present. One of the most powerful things a leader can say is, “I don’t know, but I’m willing to learn.”
[00:06:46]
Aderonke: Yes! And humility doesn’t mean weakness. It’s actually such a strength.
[00:06:50]
Karen: Oh, absolutely. Some of the strongest leaders I’ve met are those who can admit vulnerability. Because when you do that, it humanizes leadership. It tells others they don’t have to be perfect to contribute.
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Aderonke: When you work with organizations, do you find that mindset — that willingness to be vulnerable — changing?
[00:07:08]
Karen: I do, slowly. More leaders are realizing that emotional intelligence is not soft; it’s essential. Technical skills will get you in the door, but your ability to relate and manage emotions — your own and others’ — that’s what keeps teams healthy and high performing. It’s interesting because ten years ago, we had to convince companies to even talk about emotional intelligence. Now, it’s at the center of leadership conversations.
[00:07:41]
Aderonke: That’s hopeful. You’ve built a career helping people develop those leadership muscles. But I imagine your own journey wasn’t always smooth. Were there moments where you doubted yourself?
[00:07:52]
Karen: (laughs softly) Oh, many moments! Especially early in my entrepreneurial journey. I went from a nice, steady corporate paycheck to running my own company where everything depended on me. There were times when contracts fell through, when I wondered if I’d made the right decision. But what kept me going was remembering my “why” — helping people show up as their best selves. Purpose steadied me when fear wanted to take over.
[00:08:27]
Aderonke: That’s such an honest and relatable truth. It’s easy to see the polished success story and forget there were uncertain days at the start.
[00:08:36]
Karen: Oh yes, there were nights filled with self-doubt. But I learned that growth math always includes failure. You cannot skip that part. The failures taught me resilience and pushed me to innovate. Each stumble was really a step forward in disguise.
[00:08:56]
Aderonke: Growth math — I love that phrase. That may become one of your signature expressions!
[00:09:00]
Karen: (laughs) You’re probably right! But really, it’s true. People want success to be linear, but it’s full of loops and lessons.
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Aderonke: I’d love to hear a bit about the lessons from your upbringing in St. Vincent that still guide your leadership philosophy today.
[00:09:20]
Karen: My island upbringing grounds everything I do. I grew up seeing community at work. If someone was in need, everyone pitched in without hesitation. That sense of connection and accountability shaped my belief that leadership is service. My grandmother was a big influence. She didn’t have much formal education, but she had wisdom — she believed in dignity and integrity. She told me, “Your reputation will walk ahead of you; protect it.” That’s something I’ve carried everywhere.
[00:09:59]
Aderonke: That’s the kind of wisdom that never ages. It’s universal.
[00:10:02]
Karen: Yes, and it helps me remember that no matter how big the stage or how fancy the title, you’re still just a human being whose job is to make life better for others.
[00:10:15]
Aderonke: Beautifully said. You mentor a lot of young professionals. What guidance do you give them when they’re just starting and feel unsure about career or purpose?
[00:10:26]
Karen: I tell them to start with curiosity. You don’t have to know everything, but you do need to pay attention to what sparks energy in you. That’s usually a clue toward purpose. I also tell them to find mentors — real ones, not just people who say nice things but those who challenge and guide them. And, equally important, to be mentor-ready. That means showing up prepared, taking feedback seriously, and doing the work.
[00:10:58]
Aderonke: Such good advice. And “mentor-ready” — that’s gold. Too often, people assume the mentor is supposed to carry all the weight of that relationship.
[00:11:08]
Karen: Yes, exactly. Mentorship is like a dance; both people have to show up and move together. When both are invested, the growth is amazing.
[00:11:20]
Aderonke: You balance confidence with humility so gracefully, Karen. Was that always natural for you, or did it evolve over time?
[00:11:28]
Karen: Oh, it definitely evolved. I used to think confidence meant never showing weakness. But maturity — and a few hard lessons — taught me that real confidence is being secure enough to admit when you don’t know something. Humility doesn’t diminish credibility; it deepens it.
[00:11:52]
Aderonke: That combination is what makes your leadership philosophy so refreshing. You bring intellect, but also heart and grace.
[00:12:00]
Karen: Thank you. That means a lot. I truly believe heart-centered leadership is the future. People crave leaders who see them, not just their job titles or performance numbers.
Here’s Part 3 of the fully copyedited transcript from ABWilson’s Heart of the Matter featuring Karen Hinds.
ABWilson’s Heart of the Matter – Karen Hinds Episode (Part 3 of X)
[00:12:15]
Aderonke Bademosi Wilson: When you think about heart-centered leadership in practice, what does that look like day-to-day for a manager or executive?
[00:12:23]
Karen Hinds: It’s really about presence. When someone comes to you with a problem, are you listening to fix, or are you listening to understand? Heart-centered leadership is about empathy in action—simple things like checking in on your team when they’re quiet, creating an environment where people feel safe to speak up, or showing appreciation genuinely. It’s those consistent, human actions that create trust.
[00:12:55]
Aderonke: So practical and yet so heartfelt. Sometimes people think empathy is this abstract concept, but what you’ve described makes it concrete.
[00:13:05]
Karen: Exactly. You can’t just say you care; people have to feel it. And they feel it through your tone, your body language, your follow-through. Especially now, after the pandemic, people expect their leaders to show humanity. The world has changed.
[00:13:27]
Aderonke: Yes, the pandemic pulled back so many layers. It exposed both strengths and weaknesses in systems and people. Did that period change how you approach your work?
[00:13:39]
Karen: Oh, absolutely. It made me more intentional about wellness—both my own and my clients’. Before 2020, I was on planes constantly, racing from one engagement to another. When the world shut down, it forced me to pause and reflect on sustainability, not just success. I began to make rest a part of productivity. And I now talk to leaders about how burnout is not a badge of honor; it’s a warning sign.
[00:14:09]
Aderonke: I love that—“rest as part of productivity.” That could be its own episode.
[00:14:13]
Karen: (laughs) It really could. It’s something we don’t talk enough about. You can’t pour from an empty cup. Leaders who rest think better, lead better, and have more to give.
[00:14:29]
Aderonke: And there’s often guilt, especially for women leaders, about stepping back or slowing down.
[00:14:37]
Karen: Yes, that guilt can be heavy. But we have to redefine productivity. Taking care of yourself doesn’t make you less driven; it makes you more sustainable. When you take time to breathe and reset, you show your team that balance is possible.
[00:15:00]
Aderonke: You’ve worked with so many incredible clients and audiences. Is there a moment that stands out—one that reminded you why you do what you do?
[00:15:10]
Karen: There was a young woman early in my speaking career who came up to me after a session, tears in her eyes, and said, “You made me believe I could be more.” That moment has stayed with me for over a decade. It reminded me that words have power, and when used intentionally, they can shift someone’s direction completely. That’s the ripple effect of leadership—one spark ignites another.
[00:15:44]
Aderonke: What a beautiful story. And that ripple effect idea is exactly what this podcast is about. It’s about conversations that keep rippling outward.
[00:15:54]
Karen: Yes, that’s why I love the name—Heart of the Matter. There’s something grounding about getting to the essence of what really shapes us, beyond titles, beyond accomplishments.
[00:16:12]
Aderonke: Speaking of essence, let’s talk about legacy. When you think about your work, what kind of legacy do you want to leave?
[00:16:20]
Karen: I want my legacy to be that I helped people see their own greatness. Not greatness defined by money or status but by impact. If someone looks back and says, “Because of Karen, I saw myself differently,” that’s legacy for me. I also want to be remembered for integrity—for walking my talk, for showing up consistently with kindness and courage.
[00:16:53]
Aderonke: That comes through so clearly in how you lead, in how you communicate, even in how you tell stories. You use storytelling beautifully to teach. Where did that instinct come from?
[00:17:05]
Karen: I think storytelling came from island life. Everything in my culture revolves around stories—around sitting together and sharing experiences, whether in the kitchen or on the porch. It’s how values are passed down. I realized early that stories make lessons memorable. You can give people data, but a story helps them feel it in their bones.
[00:17:33]
Aderonke: That’s true. Storytelling bridges intellect and emotion.
[00:17:38]
Karen: Exactly. And when we connect head to heart, that’s when transformation really happens.
[00:17:49]
Aderonke: You’ve written books, led seminars, consulted for Fortune 500s. What’s one lesson you’ve learned from all that experience that you still remind yourself of?
[00:18:00]
Karen: Never stop learning. The moment you think you know it all, you start declining. Every client, every audience, every team I’ve worked with has taught me something new. Staying curious keeps you humble and adaptable, and those two traits are the anchors of effective leadership.
[00:18:28]
Aderonke: That’s wisdom right there. Curiosity and humility.
[00:18:31]
Karen: They’re lifelong companions. If you keep them both close, you’ll keep growing no matter what stage you’re in.
[00:18:45]
Aderonke Bademosi Wilson: You’ve mentioned curiosity so many times, and it really does sound like a throughline in your life. What keeps you curious today, after all the success and experiences you’ve had?
[00:18:57]
Karen Hinds: People. People’s stories constantly surprise me. I love hearing about how others overcome challenges, what lessons they’ve learned. Human beings are endlessly fascinating. I also travel a lot, and every culture teaches you something about leadership, communication, or resilience. When you stay open like that, the world becomes one big classroom.
[00:19:26]
Aderonke: That’s beautifully said. And traveling, I imagine, also deepens your empathy, seeing how people navigate different realities.
[00:19:36]
Karen: Absolutely. It reminds me that there’s no single right way to lead or to live. Context matters. But what’s universal is respect—treating people with dignity, listening before judging, and creating space for everyone to shine.
[00:19:58]
Aderonke: That word “dignity” keeps coming up—it’s powerful. You’re describing leadership as relational rather than positional.
[00:20:07]
Karen: Right, because titles come and go. One day you’re the boss, the next day you’re retired. But how you treat people—that endures. I’ve always believed that when you lead with respect, even your critics will respect you back over time.
[00:20:25]
Aderonke: That’s so true. I once heard someone say, “Your leadership is defined by the stories people tell about you when you’re not in the room.”
[00:20:34]
Karen: Yes, absolutely. I often ask leaders to think about that. What do you want your legacy story to be? Not your resume, not your job description, but the emotional footprint you leave behind.
[00:20:49]
Aderonke: That really brings us back to the heart of the matter. You’ve said before that leadership starts in small daily habits. What are a few of those habits you practice yourself?
[00:21:00]
Karen: One is gratitude. Every morning I take a moment to reflect on what I’m thankful for. It centers me and sets the tone for the day. Another habit is intentional listening—really giving people attention, even in short conversations. And finally, reflection. I end the day asking myself, “Did I add value today? Did I lead with grace?” It helps me grow a bit each time.
[00:21:34]
Aderonke: Those questions—“Did I lead with grace?”—that’s such a grounding practice.
[00:21:39]
Karen: It keeps me honest. None of us get it right all the time, but if the intention is clear, the progress follows.
[00:21:49]
Aderonke: You’ve mentioned mentoring earlier. Are there mentors or role models who shaped your philosophy?
[00:21:56]
Karen: Yes, quite a few. My parents first—they modeled discipline and faith. Professionally, there were two leaders early in my career who saw potential in me before I saw it in myself. They challenged me, corrected me, and celebrated me. That combination—challenge and support—is rare and powerful. It’s something I now try to give others.
[00:22:26]
Aderonke: That’s a great balance, challenge and support. You can’t grow without both.
[00:22:31]
Karen: Exactly. Growth isn’t comfortable, but it’s necessary. When mentors push you kindly, they help you become someone stronger than you thought you could be.
[00:22:47]
Aderonke: You’ve worked with leaders across generations. Do you notice differences in how younger professionals approach leadership compared to previous generations?
[00:22:56]
Karen: Definitely. Younger professionals today value transparency and flexibility much more. They want purpose baked into their work, not something separate from it. And they’re outspoken about what they expect from leaders, which I find refreshing. Older generations sometimes see that as entitlement, but I see it as courage—they’re saying, “Let’s build better workplaces.”
[00:23:27]
Aderonke: That perspective matters because generational tension in workplaces can be real.
[00:23:32]
Karen: It can, but that’s where dialogue comes in. Each generation has its strengths. If we take time to understand each other instead of labeling, we realize that everyone wants to contribute meaningfully—they just express it differently.
[00:23:52]
Aderonke: Communication again—always the glue.
[00:23:55]
Karen: Always. Every leadership challenge, at its root, involves communication. If people feel heard and respected, most problems can be solved.
[00:24:09]
Aderonke: That’s such a timeless truth. Before we start to wrap up, what gives you hope about the next generation of leaders coming up now?
[00:24:18]
Karen: Their openness. They talk about mental health, diversity, fairness—they’re not afraid of those topics. That gives me tremendous hope. I see in them a collective desire to lead with empathy and create balance between profit and purpose. If they stay grounded in those values, our future is in good hands.
[00:24:49]
Aderonke: That’s encouraging. And what advice would you give those same young leaders who sometimes feel impatient about making an impact quickly?
[00:24:58]
Karen: I’d tell them impact takes time. Don’t underestimate small, consistent actions. Change rarely happens in a burst; it’s built moment by moment. And stay teachable. You can be ambitious and humble at the same time. That combination will carry you far.
