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Roundtable: How women leaders foster resilient workplace cultures

19 5월 2025

In today’s rapidly evolving business landscape, the ability to lead effectively through transformation is essential. To explore how women leaders foster resilient workplace cultures, Portland Business Journal Publisher and President Candace Beeke recently convened a Portland BizWomen Coalition Roundtable. The panel featured:

 

• Shannon Drotning, Consumer and Specialty Market President, Providence Health Plan

• Lauren Francis, CEO, Mulberry Talent Partners

• Molly Ishkanian, President, Weinstein PR

• Jan Mason, Associate Principal and Director of Communications & Equitable Development, Mackenzie

• Amy Winterowd, Vice President of Client Solutions, JE Dunn Construction

The discussion, Navigating the Currents of Change: Women Leaders Fostering Resilient Workplace Cultures, highlighted strategies for guiding teams through uncertainty while maintaining trust, collaboration, and well-being.

 

Defining Resilient Workplace Cultures

Resilience means different things to different leaders, but common themes emerged:

• Shannon Drotning described it as a team that can "weather any storm" and emerge stronger.

• Lauren Francis emphasized adaptability – the ability to pivot and recover while maintaining strong relationships.

• Molly Ishkanian focused on psychological safety, where employees feel empowered to bring their whole selves to work.

• Jan Mason drew parallels to resilient buildings – structures designed to withstand tremors and adapt.

• Amy Winterowd likened resilience to a palm tree in a hurricane: bending without breaking.

Leading Through Major Transformations

The panelists shared pivotal moments of change they have navigated, with COVID-19 being a defining challenge.

• Lauren Francis kept her team employed during the pandemic’s darkest days, pivoting to virtual community-building webinars (Mulberry Conversations) that later became a core offering.

• Shannon Drotning led a sales team through an abrupt shift from in-person to digital engagement, emphasizing micro-transformations rather than overwhelming overhauls.

• Amy Winterowd highlighted the convergence of crises – pandemic, wildfires, and social upheaval – and stressed the importance of vulnerable, direct communication, including employee resource groups (ERGs) and mental health support like Lyra.

• Molly Ishkanian addressed AI adoption in PR, approaching it with curiosity and playfulness to ease fears and free up employees for higher-value work.

• Jan Mason underscored the value of change management, ensuring teams understand the why behind shifts, particularly in technology adoption.

Communication Strategies for Uncertainty

Trust and alignment hinge on authentic, empathetic communication:

• Shannon Drotning prioritizes transparency, skip-level meetings, and levity (like wearing a whimsical hat to lighten the mood).

• Jan Mason tailors messaging to different audiences, recognizing generational and cultural differences in processing change.

• Amy Winterowd encourages anonymous feedback channels (e.g., text-in Q&A) and small-group discussions for those uncomfortable in large forums.

• Lauren Francis advocates for consistency in one-on-ones, even if brief, to reinforce that employees are seen and valued.

• Molly Ishkanian advises multi-channel communication (calls vs. Slack vs. email) and identifying advocates to cascade messaging.

 

The Role of Empathy, Collaboration, and Inclusive Decision-Making

• Molly Ishkanian believes empathy separates leadership from management, fostering environments where ideas flow across roles (e.g., designers contributing to PR strategies).

• Lauren Francis stressed clarity and kindness in tough decisions, acknowledging that not all changes will be popular but must be made with respect.

• Shannon Drotning leverages "change ambassadors" – team members who help peers navigate transitions, turning skeptics into allies.

• Amy Winterowd and Jan Mason highlighted the importance of meeting employees where they are, whether through wellness resources or flexible work structures.

 

Final Takeaways

1. Resilience is a team effort – build cultures where challenges are faced collectively.

2. Transparency and vulnerability foster trust during uncertainty.

3. Change must be managed, not mandated – explain the why and involve employees in the process.

4. Empathy is non-negotiable – great leaders balance business needs with human needs.

As Candace Beeke concluded, the roundtable underscored that valuing, supporting, and empowering employees isn’t just good leadership – it’s good business.

Excerpts from this discussion can be found at portlandbusinessjournal.com.