From Dorm Rooms to Boardrooms: Building Environments that Unlock Potential

On one of those last precious weekends of summer, I flew across the country to drop my son off at college—a milestone we had long anticipated. After spending the weekend sightseeing, sharing meals, taste-testing various spicy chicken joints, making countless trips to Target to decorate his dorm, and a final pit stop at In-N-Out Burger, the moment came when we had to say goodbye. Our hearts were full of hope and excitement for the journey ahead. We envisioned him thriving in this new chapter, finding his people, and discovering his full potential in this vibrant environment. But the reality has been far different from the dream. The first few weeks have been harder than we expected. He has struggled to adapt, has not quite found his community, and the skills and passion he was eager to share remain locked within the walls of his dorm.

We are fortunate that he’s not so hard to read and feels comfortable enough to share his challenges with us. But it would be dishonest to say that we were fully supportive or handled everything perfectly in those early conversations. Our initial reaction—like so many parents—was to encourage him to stick it out and reassure him that it would get better with time. But before we could truly dial into his experience, we had to let go of our own expectations, our hope that everything would fall perfectly into place. We realized that our instinct to push him forward was more about our desire for him to thrive quickly than it was about really listening to his struggles. We had to restrain the urge to offer solutions right away and instead focus on understanding what he was feeling, meeting him where he was rather than where we wanted him to be.

This experience made me reflect on how these dynamics play out in the workplace. As leaders, we often have aspirations and expectations for how each employee will perform, hoping they will quickly find their footing, integrate into the team, and contribute at a high level. But just as our hopes for my son didn’t immediately align with his experience at college, the expectations we set for employees may not always match their individual aspirations or the challenges they encounter. Employees, like students, arrive full of potential, eager to grow and succeed. However, if the work environment doesn’t provide the right support, opportunities for connection, or recognition of their unique strengths, that potential can remain untapped. As ambassadors of the work environment, it is our role not just to set expectations but to create environments where employees can thrive, aligning their personal goals with the needs of the organization.

Work is where we spend most of our time, grow and evolve, build networks, and develop the values that guide our lives. The culture and environment we create within organizations have a profound impact not only on the success of the business but on society as a whole. The values instilled at work—collaboration, integrity, empathy, accountability—extend far beyond office walls. They shape how employees engage with their communities, interact with others, and contribute to the world at large. When we create environments where people are respected, supported, and empowered, we are not just building stronger organizations—we are building stronger societies.

The responsibility of leadership, and of Human Resources in particular, goes far beyond setting expectations for performance. It is about crafting a culture that fosters the growth of individuals as ethical, engaged, and thoughtful contributors to society. Every interaction, policy, and decision within an organization can either reinforce or erode these values. The depth of this responsibility cannot be overstated: the workplaces we shape are the crucibles where societal values are tested, strengthened, or diminished. It is within these environments that the future leaders, innovators, and citizens of our world are molded.

HR’s role in crafting and upholding these environments is crucial—not just for the success of the organization but for the well-being of the individuals within it. At the heart of this responsibility is ensuring that leaders understand the profound influence they have on shaping the organizational culture. Leadership sets the tone for how values are upheld, how teams collaborate, and how decisions are made. A healthy workplace, much like a nurturing educational environment, begins with leadership that models integrity, empathy, and accountability. HR is responsible for holding leaders accountable to these standards, ensuring they are not only setting expectations but also living up to them.

Leaders play a pivotal role in creating environments where individuals feel empowered to bring their full selves to work, where talents are recognized and nurtured, and where employees are supported in their personal and professional growth. When leadership fosters transparency, inclusion, and respect, it cascades throughout the organization, influencing how employees interact with one another and how they perceive their roles within the company. However, when leadership neglects these responsibilities or when they prioritize short-term gains over long-term cultural health, the entire organization suffers.

HR acts as the guardian of this cultural integrity, ensuring that leaders are held accountable not just for financial performance, but for how they contribute to the health of the organization. This means that HR must equip leaders with the tools and support they need to build positive environments—through leadership development programs, feedback mechanisms, and clear expectations around ethical behavior. Additionally, HR must ensure that leaders understand the ripple effect of their actions. The way leaders manage their teams and address challenges directly shapes the values that employees carry with them beyond the workplace.

Leadership's role goes beyond driving business metrics; they are responsible for creating environments where values like collaboration, fairness, and ethical decision-making are non-negotiable. HR’s critical function is to ensure these values are not just stated in company policies but actively practiced and upheld by every level of leadership. When this happens, the organization not only thrives?but?also contributes to a stronger society—one where the values nurtured in the workplace shape how individuals engage with their communities and the broader world.

As the weeks have passed, my son has decided to come home and transition into something new—an environment where he feels empowered to tap into his strengths and unleash his potential. He’s even entertained the idea of starting his own chicken business, something that excites him and aligns with his entrepreneurial spirit. It wasn’t the path we initially envisioned, but it’s one we support fully because it aligns with what he needs to thrive. This shift made me realize how important it is, both as a parent and a leader, to create spaces where individuals feel they can succeed on their terms. Whether for a student finding their place or an employee navigating their career, the right environment makes all the difference in unlocking potential.

Just as my son is now stepping into an environment where his skills can flourish, organizations must ensure that employees are placed in environments where they feel supported, empowered, and able to contribute meaningfully. HR’s responsibility—and leadership’s duty—is to create and uphold these spaces. When we do this well, we aren’t just improving organizational outcomes; we are helping people grow into their best selves, strengthening our communities and society as a whole.