Meet Jackie Lauer, a dynamic leader dedicated to transforming workplaces into vibrant, high-performance cultures. With over 20 years of experience in change management and leadership consulting, Jackie empowers leaders to harness their team’s strengths, align values and goals, and build environments that foster genuine success from within. Her journey began as a change management consultant, and over the past two decades, she’s repeatedly observed that the heart of effective organizational change lies in culture and leadership. Today, as the CEO and President at her firm, Jackie Lauer Leadership Consulting, she combines her extensive expertise with a passion for helping others unlock their potential. 

Jackie’s impressive credentials include certifications in change management methodologies, four distinct coaching programs (from executive coaching to relationship systems coaching), conflict mediation, and the neuroscience of trust and emotional intelligence (EQ). These qualifications equip her to guide leaders in creating resilient and supportive workplace cultures. 

Two defining experiences inspired Jackie to pursue this path. The first was in 1999, while leading a team at Nortel. A team member who had just completed a coaching course excitedly told Jackie that the program made her think of Jackie, believing she was a natural coach. This marked the start of Jackie’s love for coaching, leading her to achieve nine certifications over the years. 

The second pivotal moment came while leading a sales team. Jackie hired IBM to implement a CRM system, and during the process, a senior consultant pointed out that her true talent lay in facilitating change conversations and fostering alignment. He gave her the language to recognize and embrace what she naturally did best. This insight forever changed her career, fueling her mission to help leaders cultivate workplaces that thrive on trust, collaboration, and shared purpose. 

The Secret to Scaling Across Borders 

For Jackie, a defining moment in her career came when she was leading a fast-scaling technology sales team in the education sector, expanding from Canada into the United States and eventually Europe. This rapid growth across diverse markets brought a lesson that would shape her leadership style for years to come: the critical role of workplace culture in driving organizational success. 

“Every time we entered a new region, I became keenly aware of the subtle cultural differences across Canada, and even more so across the United States,” Jackie recalls. “It was clear that for us to succeed, I needed to understand and respect these unique aspects of each region. At the same time, I had to identify the shared values that could unite our global team.” 

At the time, expertise in workplace culture was scarce, forcing Jackie to educate herself on the subject. Her discovery was transformative. She began identifying values and common systems of meaning that could be transported across borders, uniting her team under a shared mission and vision while allowing each region’s distinct culture to flourish. 

“Understanding the mission and these shared values became the bedrock for our team,” she says. “Once we had that foundation, we could celebrate the differences within each region and use them as strengths rather than challenges. The better I got at fostering this balance, the more engaged our people became, the more fun we had, and—most importantly—the higher our performance soared.” 

Jackie’s experience underscored the power of workplace culture, showing her that successful teams aren’t built solely on skills or metrics but on a shared commitment to values and purpose. By honoring each region’s unique identity while promoting a unified culture, Jackie drove her team to new levels of engagement and success, proving that culture isn’t just a “nice-to-have” but a vital driver of high performance. 

Building Organizations from the Inside Out 

Jackie’s journey in change management brought her face-to-face with a challenge familiar to many leaders: navigating the elusive force of workplace culture. “As a change management consultant, I began to see how ‘culture eats strategy for breakfast,’” she explains. “It was clear that many organizations underestimated the role of culture in driving change and achieving sustainable growth. Culture can be a vague concept, so I developed Creating the Heart of Culture—a program designed to help leaders truly understand what culture is, recognize the gap between lived and espoused values, and learn to measure, operationalize, and manage it strategically every day.” 

For Jackie, creating a lasting culture goes beyond surface-level efforts; it’s about embedding neuroscience and the science of happiness into leadership development and workplace dynamics. This approach taps into the neural mechanisms that drive motivation, collaboration, and emotional resilience. By fostering an environment that prioritizes psychological safety and positive interactions, leaders can cultivate a culture rooted in trust and engagement. 

“Integrating neuroscience insights transforms how we view workplace culture,” Jackie emphasizes. “When leaders understand the brain science behind motivation and resilience, they’re better equipped to create environments that not only support well-being but also enhance productivity and innovation.” Through positive psychology and neuroscience, organizations can create programs that foster belonging, purpose, and fulfillment, benefiting both individuals and the organization as a whole. 

Jackie’s approach reflects a fundamental belief: a well-tended workplace culture doesn’t just support strategy—it propels it forward. By equipping leaders with the tools to inspire and uplift, she’s showing organizations how to build success from the inside out, creating spaces where employees can thrive and contribute to a shared vision with purpose and passion. 

Power of Neuroscience and Emotional Intelligence in Leadership Development 

Jackie champions an approach to leadership training that goes beyond traditional frameworks, emphasizing neuroscience and emotional intelligence (EQ). She recognizes that integrating these concepts can dramatically improve the effectiveness of training and coaching by aligning them with the way the brain naturally learns, processes emotions, and builds trust. “For many leaders, neuroscience and EQ are still thought of as ‘soft skills’ or ‘fluff,’” Jackie notes. “But when we incorporate scientific data to explain the ‘why’ and ‘how,’ we see greater understanding, buy-in, and ultimately, stronger results.” 

Jackie’s approach includes a blend of science-based principles and practical strategies that empower leaders to drive change and connect more deeply with their teams. Here’s how her team integrates neuroscience and emotional intelligence into leadership programs:  

• Understanding Neuroscience Principles: Jackie’s programs delve into how the brain functions during learning and decision-making. For example, by teaching leaders about neuroplasticity—the brain’s ability to adapt and change—they can better understand how new skills can be ingrained and old habits unlearned. Leaders also learn how stress impacts cognitive functions and decision-making, with stress management techniques like mindfulness and breathing exercises to enhance clarity in high-stakes moments.
  
  
• Emphasizing Emotional Intelligence: A critical component of every leadership program is building self-awareness. Leaders take assessments to identify emotional triggers, biases, and personal narratives that may hinder trust. With the rise of compassionate leadership since the pandemic, Jackie’s team incorporates role-playing exercises to enhance empathy, allowing leaders to practice understanding and responding to various perspectives.
  Many of these programs include real-time EQ skill-building, such as team exercises to strengthen collaboration and communication. Jackie works closely with the C-suite to foster environments that encourage feedback, enabling leaders to improve their emotional regulation and social skills while deepening their team’s trust.
• Building Resilience through Neuroscience and Positive Psychology: Resilience is a focal point of Jackie’s training, with neuroscience-based techniques that help leaders bounce back from setbacks. Drawing from Bruce Feiler’s concept of “lifequakes”—significant, disruptive life events—Jackie’s programs help leaders navigate these moments by using practical frameworks from positive psychology. This equips leaders not only to manage challenges but to understand and guide their teams through them effectively. 

Jackie’s approach transforms how leaders view and develop “soft skills,” making a solid case that EQ and neuroscience aren’t just add-ons but essential components of effective leadership. By bridging science with real-world application, she’s helping today’s leaders become resilient, empathetic, and capable of inspiring genuine trust and engagement across their organizations. 

Conversational Intelligence 

Jackie’s insights on workplace culture and communication draw inspiration from her mentor, Judith Glaser, a pioneering neuroscientist and author of Conversational Intelligence (C-IQ). Glaser’s philosophy, encapsulated in her quote, “To get to the next level of greatness depends on the quality of the culture, which depends on the quality of the relationships, which depends on the quality of the conversations. Everything happens through conversations,” has profoundly influenced Jackie’s approach to leadership development. For Jackie, C-IQ is fundamental to fostering trust, enhancing collaboration, and driving innovation and co-creation within teams. 

Here’s a look at how Jackie leverages the principles of C-IQ to transform workplace dynamics: 

• Building Trust: Central to C-IQ is the creation of open and honest dialogues that lay the foundation for trust. Jackie believes that when individuals feel safe expressing their thoughts and emotions, the strength of their relationships flourishes, leading to resilient and cohesive teams.
• Enhancing Collaboration: Jackie uses C-IQ to encourage effective communication as a way of navigating conflicts and leveraging diverse perspectives. By enhancing collaborative efforts, Jackie helps teams arrive at innovative solutions that would be difficult to achieve in a less connected environment.
• Improving Engagement: Leaders equipped with high C-IQ skills can engage their teams more deeply, creating a positive ripple effect on employee motivation, satisfaction, and retention.
• Empathy and Understanding: Active listening and empathy are pillars of C-IQ that Jackie reinforces to prevent misunderstandings and foster a supportive, inclusive work environment.
• Feedback Culture: Emphasizing constructive feedback as a key C-IQ component, Jackie builds a culture where teams feel empowered to discuss challenges openly, fueling continuous improvement and collective growth. 

Strategies to Integrate Conversational Intelligence 

Jackie employs several key strategies to teach C-IQ principles to leaders and teams, driving impactful transformation in communication and team cohesion:

• Workshops and Training: Jackie designs immersive workshops that focus on the core principles of C-IQ—active listening, empathy, and effective questioning. Through role-playing exercises, participants gain practical experience in applying these skills.
• Coaching and Mentoring: Leaders receive one-on-one coaching to fine-tune their conversational skills, while mentoring programs help teams learn from experienced communicators who model C-IQ behaviors.
• Modeling Behavior: By embodying C-IQ practices, leaders set a precedent for their teams, demonstrating the positive impact of open and effective communication.
• Feedback Mechanisms: Regular feedback sessions allow teams to share their communication experiences, reinforcing C-IQ principles and identifying areas for growth.
• Reflection and Self-Awareness: Jackie encourages leaders to reflect on their own communication styles, using self-assessment tools to understand their impact on others and to build self-awareness.
• Creating Safe Spaces: Jackie advocates for environments where team members feel comfortable expressing their thoughts and emotions without fear of judgment, which she achieves through team-building activities and open forums. 

Through integrating these approaches, Jackie helps organizations foster C-IQ, ultimately leading to healthier workplace relationships and improved team performance. As she and her team observe, prioritizing conversational intelligence is essential for building resilient, innovative cultures that can adapt to challenges and capitalize on opportunities. 

Insights on Leadership and Culture Challenges in Startup Technology Companies 

With experience advising over 70 startup technology companies, Jackie has a unique perspective on the cultural and leadership challenges that these organizations face. She’s observed that for startups, establishing a strong culture and effective leadership is essential for navigating rapid growth, resource limitations, and the high-stakes environment that comes with innovation. Here are the core challenges she sees and her insights on addressing them: 

Rapid Growth and Change 

• Scalability: As startups grow, they often struggle to scale culture and leadership practices effectively. What works for a small, close-knit team may not transition smoothly to a larger organization. Jackie emphasizes the importance of proactively evolving leadership frameworks to accommodate growth while staying true to the company’s core values.
• Role Evolution: Startups demand flexibility from employees, as roles often shift quickly. Founders and early employees typically wear multiple hats, and while this is essential in the early stages, it can lead to confusion and dissatisfaction. To mitigate this, Jackie advises leaders to clarify role expectations regularly, provide guidance on changing responsibilities, and maintain open lines of communication. 

Resource Constraints

• Limited Resources: Startups often operate with restricted budgets, making it challenging to invest in leadership training and culture-building activities. While these areas may seem secondary to product development and sales, Jackie stresses that overlooking them can lead to regret. Founders should carve out time and resources to foster leadership and culture, even if only in small, impactful ways, as this can have long-term benefits.
• Wearing Multiple Hats: Team members frequently juggle numerous responsibilities, which can dilute their focus on leadership development and cultural initiatives. Jackie recommends that leaders incorporate cultural and leadership goals into daily routines to prevent them from slipping off the priority list. 

Uncertainty and Risk

• High Stakes: The intense pressure of the startup environment can foster a culture of fear and risk aversion, which undermines innovation and transparency. Jackie highlights the importance of hiring individuals with a “startup mindset”—those who can thrive in uncertainty and see risk as an opportunity. By building a team that aligns with this mindset, startups can establish a culture that embraces change and encourages openness.
• Frequent Pivoting: Frequent shifts in strategy can disrupt team cohesion and destabilize the cultural foundation. Jackie believes that understanding this aspect and managing it strategically is critical to long-term growth. Leaders should communicate pivots clearly and emphasize a shared vision to help the team adapt more smoothly. 

Founders’ Influence

• Founder Dynamics: The founder’s vision and personality often heavily shape the company culture, which can be both a strength and a limitation. While a strong leader can be inspiring, over-reliance on one perspective can stifle diversity in thought. Jackie encourages founders to build an inclusive leadership style and foster a culture that values diverse perspectives to balance this dynamic.
• Succession Planning: As startups mature, the founder may need to take a step back, which can be a challenge for both the team and the founder. To ease this transition, Jackie advises startups to engage in succession planning early and to make leadership shifts as transparent and inclusive as possible. 

Attracting and Retaining Talent

• Competing for Talent: Startups often find themselves in competition with larger, more established companies for talent, making it crucial to establish a compelling culture and leadership that sets them apart. Jackie emphasizes that culture should reflect the company’s unique values, which can attract candidates looking for meaningful work.
• Managing Employee Expectations: New hires may have high expectations regarding work-life balance, growth opportunities, and company culture. Jackie believes that startups should prioritize honest conversations about what they can offer and work toward meeting these expectations wherever possible. 

Establishing Core Values

• Defining Culture: For small teams—often just a few founders and early hires—defining culture and core values can feel nebulous. Jackie finds it exciting that younger professionals increasingly recognize the importance of a positive workplace culture. She advises startups to involve all team members in defining core values, which fosters a sense of ownership and alignment from the outset.
• Consistency in Values: As the team grows, maintaining consistency in cultural practices and values becomes challenging. Jackie recommends that leaders document core values and reinforce them through regular team interactions to foster a shared understanding across all levels. 

After addressing these challenges proactively, Jackie believes that startup technology companies can develop robust leadership and a resilient culture that supports sustainable growth. 

Measuring Success 

Jackie’s approach to measuring the success of coaching and consulting interventions, especially in the realm of culture change, is comprehensive and tailored to each client’s goals. Recognizing that success metrics must align with each organization’s unique objectives, she uses both qualitative and quantitative indicators to provide a well-rounded picture of progress. Here are the key metrics Jackie emphasizes for evaluating culture and leadership transformation: 

Employee Engagement Surveys 

Pulse Surveys: Jackie uses brief, regular surveys to capture shifts in employee sentiment and engagement levels over time. Engagement scores and specific metrics such as job satisfaction, motivation, and commitment offer insights into the overall impact of interventions. 

Culture Assessments 

Cultural Diagnostics Tools: Jackie incorporates tools like the Organizational Culture Assessment Instrument (OCAI) to compare current and desired cultures, often supplemented with Values Alignment assessments. This helps determine how well employees understand and align with organizational values. 

Performance Metrics 

Productivity Measures and KPIs: Productivity levels are tracked pre- and post-intervention, and KPIs—such as sales figures, project completion rates, or customer satisfaction scores—are monitored to assess whether specific intervention goals are being met. Jackie either works with clients to establish relevant KPIs or utilizes existing, clearly defined ones. 

Turnover and Retention Rates 

Attrition Rates and High Performer Retention: Jackie partners with clients to track changes in turnover rates, with a decrease suggesting improved culture and job satisfaction. Additionally, she focuses on retaining top talent, as they are often most sensitive to cultural shifts. 

Innovation and Initiative Metrics 

Idea Generation and Cross-Functional Collaboration: To promote growth and innovation, Jackie encourages clients to track the number of new ideas or initiatives proposed by employees. She also suggests measuring cross-departmental collaboration, as increased teamwork often signals a more cohesive culture. 

Additional Metrics 

• Leadership Assessments: Gathering feedback from leadership evaluations can provide valuable insights into cultural shifts.
• Customer Satisfaction: Improved internal culture often positively impacts customer satisfaction, making this an important metric.
• Overall Business Performance: Jackie emphasizes that a healthy culture often translates to broader business improvements, so tracking financial performance, market share, or other bottom-line indicators is essential. 

For Jackie, the effectiveness of these interventions also hinges on employee involvement. Engaging employees in the measurement process not only enhances the accuracy of insights but also fosters commitment to cultural change, ensuring that progress toward a stronger workplace culture is both measurable and meaningful. 

“No BS” Approach 

Jackie’s “no BS” approach is a core element of her coaching style, and her clients recognize its impact. She views it as a natural extension of her values, emphasizing Authenticity and Trust in every client relationship. By committing to Transparent Communication—whether addressing opportunities or navigating challenges—she creates a space where clients feel comfortable discussing their real issues. 

Jackie has found that this honest, straightforward approach not only builds trust but also allows clients to feel secure enough to be open and vulnerable, which deepens the connection and facilitates impactful progress. As a result, clients can see her as a genuine partner who prioritizes their growth over simply telling them what they want to hear. 

Ultimately, Jackie’s “no BS” approach leads to meaningful, productive relationships where both parties are empowered to tackle goals authentically. This perspective not only strengthens engagement but also fosters a culture of honesty and accountability within her clients’ organizations, contributing to sustainable, positive transformation. 

Expanding Heart-Centered Leadership Worldwide 

Jackie’s vision for the next five years centers around deepening the impact of her work in leadership and culture transformation. Driven by gratitude and a sense of purpose, she is committed to scaling her Heart of Culture program and her leadership consulting and coaching practice to reach a global audience. Her goal is to expand her services, helping more people and teams cultivate authentic, resilient cultures and develop empowered, effective leaders worldwide. Jackie feels incredibly fortunate to be able to guide others in this journey and is excited to extend her work’s reach, allowing more organizations to experience sustainable, positive change. 

To Know More, Please Visit: https://jackielauer.com/