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Guest Bio
Ann Lazarus-Barnes is the Chief People Officer at Lionbridge, overseeing human capital programs aligned with the company’s strategic goals. With over 35 years of HR experience across technology, finance, and retail, Ann has held leadership roles at Convergys, BIC, Fifth Third Bank, and Macy’s. She is a recipient of the National Retail Federation Silver Award and Ohio’s Glass Ceiling Award for advancing women in the workplace.
A Humbling Leadership Moment
Ann Lazarus-Barnes shares a story that’s both hilarious and humbling—one that reshaped how she approaches leadership. On her way to speak at a panel, feeling accomplished and confident, she ignored a man trying to get her attention. Turns out, he was just trying to let her know that her skirt had hiked up in the back. That moment was a stark reminder: no matter how successful you are, always stay grounded and listen to those around you.
The Real Root of Team Dysfunction
Ann has led numerous diversity and inclusion initiatives, but one team’s challenges weren’t about race or gender—they were about how people worked. Team members assumed bias was the issue, but when Ann dug deeper, she realized it was their differences in work styles causing friction. Once they recognized and respected each other’s unique approaches to problem-solving, they transformed from a dysfunctional group into a thriving team.
Why Communication Styles Matter
Through years of experience, Ann has learned that how you communicate is just as important as what you communicate. She breaks work styles into four categories:
- Logic-driven (data-focused decision-makers)
- Vision-driven (big-picture thinkers)
- Relationship-driven (people-oriented communicators)
- Process-driven (detail-focused organizers)
A small moment reinforced this lesson—after delivering a meticulously crafted presentation, she realized some attendees struggled to follow along. Why? She forgot to number the slides. A minor detail to her, but a major frustration for process-driven colleagues. It was a simple but powerful reminder: understanding different communication preferences can make or break a message.
Scaling HR for a Global Workforce
With 6,000 employees across 27 countries, Ann knows firsthand that you can’t manage every conflict directly. Instead, she focuses on empowering HR teams with best practices and ensuring employees have the right tools to navigate challenges themselves.
The Hardest Lesson: Culture Trumps Everything
One of Ann’s biggest career lessons came from a failed transition. After successfully leading diversity programs at Macy’s, she moved to a financial institution, expecting to replicate her success. Same strategy, completely different result. Her approach didn’t resonate with the company’s conservative culture, and ultimately, her role was eliminated. It was a difficult experience, but one that taught her an essential truth:
A great strategy won’t work if the culture isn’t ready for it. This moment of failure pushed her toward a more holistic HR leadership path, shaping how she approaches transformation in organizations today.
Leading Global Teams: When Cultural Differences Work in Your Favor
At Lionbridge, where employees work across different languages and regions, cultural diversity is a strength, not a challenge. But in previous roles, Ann saw how offshore teams were sometimes treated as “outsiders,” creating an us vs. them dynamic. The key to avoiding silos? Fostering mutual respect and making diversity a shared advantage rather than a point of division.
Advice for HR Leaders: The Power of Listening
Ann’s top piece of advice for new HR leaders: listen first, act second. Early in her time at Lionbridge, she spent months focused on a non-critical issue because an executive labeled it “urgent.” That experience taught her:
✔️ Not all “urgent” issues are actually important.
✔️ Just because someone speaks the loudest doesn’t mean their problem should be top priority.
✔️ Prioritize based on real impact, not just immediate noise.
Takeaways for Leaders:
– Pause Before Reacting – Take a step back before acting on a request.
– Assess the Source of Urgency – Urgent doesn’t always mean important.
– Focus on High-Impact Work – Prioritize initiatives that drive long-term value.
– Listen to Multiple Perspectives – Don’t make decisions in a vacuum.
– Create a Decision Framework – Use clear criteria to filter distractions and stay focused.
Ready to Challenge the Status Quo?
Ann’s journey proves that humility, adaptability, and communication are at the heart of great leadership. Whether you’re leading a team, navigating workplace dynamics, or scaling HR strategies, her insights offer real, actionable advice for any leader.
Episode Summary
In this episode, Ann Lazarus-Barnes shares her journey in HR, highlighting key leadership lessons on humility, communication, and team dynamics. She discusses the impact of culture on workplace initiatives, the challenges of scaling HR solutions, and the importance of understanding individual preferences in communication. Her insights offer valuable guidance for leaders aiming to build inclusive, high-performing teams.
Resources
- Learn more about Ann Lazarus-Barnes
- Learn more about Lionbridge
- Connect with Growthspace
Key Takeaways
- Humility Creates Stronger Leaders: Acknowledging weaknesses builds credibility and trust.
- Communication Adaptability is Key: Tailoring messages to different styles enhances collaboration.
- Culture is the Foundation of Success: Workplace initiatives thrive when they align with company values.
- Listening is More Powerful Than Speaking: Thoughtful observation leads to better decision-making.
- Embrace Failure as a Growth Tool: Setbacks often provide unexpected opportunities for advancement.
- Teams Work Best When They Value Differences: Understanding and respecting diverse work styles fosters productivity.
- Leadership is About Influence, Not Authority: Great leaders inspire rather than dictate.
- Trusting Teams Yields the Best Outcomes: Employees often navigate conflicts more effectively when given autonomy.
Chapters
17:49 – The Power of Listening in Leadership: Why new HR leaders should listen more before acting.w to avoid being an order taker.
00:00 – A Humbling Leadership Lesson: Ann shares an embarrassing yet insightful story about humility.
03:05 – Diversity & Team Dynamics: How identifying work style differences improved a dysfunctional team.
05:48 – Communication Styles & Leadership: Why adapting to different communication approaches matters.
09:08 – Scaling HR Solutions in a Global Workforce: Addressing team conflicts across multiple countries.
12:03 – Failure & Company Culture: Ann’s experience with a diversity initiative that didn’t fit its environment.
15:13 – The Challenge of Global Teams: Balancing cultural differences and collaboration in HR leadership.
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