Drew Soule is a seasoned HR professional with extensive experience in roles such as Senior HR Business Partner, HR Manager, and HR Director. With a Master’s in Human Resource Management from the University of Illinois, Drew has made significant contributions to major organizations like Northrop Grumman and Pinterest. At Northrop Grumman, he supported the space engineering team, notably contributing to the James Webb Space Telescope project. At Pinterest, Drew played a crucial role in shaping HR policies, fostering inclusivity, and leading diversity initiatives. His passion for advocacy extends beyond the workplace, as he actively champions accessibility for individuals in wheelchairs.

What is one strategy that has helped you grow your business or advance in your career?

A strategy that has been pivotal in my career is focusing on building relationships. Relationships are the foundation of any successful venture. By connecting genuinely with clients, colleagues, and industry peers, I’ve built trust and credibility, which have opened doors to new opportunities. Networking events and meaningful conversations are key to maintaining a strong professional network that supports my growth.

Continuous learning and seeking feedback are also central to my strategy. I stay up-to-date with industry trends through workshops and conferences and regularly seek feedback to refine my approach. This mindset ensures I’m always improving and delivering better results. Lastly, empathy plays a significant role in my strategy. Success, to me, is about positively impacting those around me, not just achieving financial gain. By ensuring that everyone I work with has the support they need, I’ve fostered a positive work environment that attracts and retains talented individuals.

What are some of the keys to effective decision-making?

Effective decision-making relies on several key elements. First, the emphasis on relationships and continuous learning allows me to gather diverse insights that inform my decisions. I seek feedback from trusted colleagues and mentors, which is crucial for making well-rounded decisions.

Timely action is another essential factor. I prioritize making decisions based on the information available and avoid delays that can hinder progress. Additionally, learning from unfavorable outcomes is critical. When faced with negative results, I reflect on what went wrong and how to improve, continuously enhancing my decision-making skills.

Finally, I consider the long-term impact of my decisions. By aligning decisions with my long-term goals and values, I ensure they contribute to sustainable success, not just immediate results.

How do you build and maintain strong professional relationships with colleagues and mentors?

Building and maintaining strong professional relationships requires proactive effort and a commitment to continuous learning. I actively seek opportunities to connect with colleagues and mentors, whether at industry events or through professional development workshops. Showing genuine interest in others’ work helps establish trust and respect.

Continuous learning and feedback are vital to maintaining these relationships. I’m open to constructive criticism and regularly seek input from colleagues and mentors, which not only improves my approach but also strengthens our bond. Regular communication is another key aspect. I make it a point to stay engaged with colleagues and mentors through regular check-ins, whether in person, virtually, or via email. Expressing appreciation and acknowledging their contributions also helps nurture positive and supportive professional relationships.

What continuing education or training initiatives are you currently involved with to stay ahead?

To stay ahead in my field, I engage in various continuing education and training initiatives. Networking and following thought leaders in the HR space are crucial components of my approach. I attend industry conferences, seminars, and webinars to connect with professionals and gain insights from experts, helping me stay current with emerging trends and practices.

I’m also involved in regional networking teams and groups, which provide a platform to share experiences and discuss challenges with other HR professionals. Staying connected with these teams gives me valuable insights into local industry trends and helps me prepare for upcoming changes in the HR space.

Staying informed about evolving best practices, AI innovation, and employment laws is another priority. I regularly read industry publications and research papers to keep up with the latest developments. This ensures that the organizations I support remain compliant and that our HR practices are aligned with current best practices.

How do you handle difficult clients, customers, or coworkers?

Handling difficult clients, customers, or coworkers requires patience, empathy, and effective communication. I approach these situations by first listening to their concerns and understanding their perspective. This helps in identifying the root cause of the issue. I then work on finding a mutually beneficial solution, ensuring that the individual feels heard and respected throughout the process.

If the situation escalates, I rely on my conflict resolution skills to mediate and de-escalate tensions. My goal is always to maintain a positive and professional relationship, even in challenging circumstances.

What do you believe are the most crucial qualities or skills a leader should possess, and how do you embody these qualities?

I believe the most crucial qualities a leader should possess are empathy, decisiveness, and the ability to inspire others. Empathy allows leaders to understand and relate to their team members, which fosters a supportive work environment. I embody empathy by always considering the impact of my decisions on others and striving to support my team in any way I can.

Decisiveness is also critical, as it enables leaders to make informed decisions promptly. I practice this by gathering necessary information, seeking feedback, and then taking timely action. Finally, inspiring others is about leading by example. I aim to demonstrate a strong work ethic, a commitment to continuous learning, and a passion for positive change, which I hope motivates others to do the same.

Can you share a specific example of how you helped a colleague or coworker overcome a significant challenge or obstacle?

A specific example that comes to mind is when a colleague was struggling with adapting to a new project management system that our team had recently implemented. Recognizing their frustration, I offered to help by providing one-on-one training sessions. We went through the system step-by-step, and I also shared resources that could aid in their learning. Over time, my colleague became more comfortable with the system and eventually became proficient enough to assist others. This experience reinforced the importance of patience, support, and personalized guidance in helping team members overcome challenges.

How do you decide what to do yourself and what to delegate to others?

Deciding what to do myself and what to delegate involves assessing the strengths and workloads of my team members. I start by identifying tasks that align with their skills and areas for growth. If a task is critical and requires my expertise, I handle it personally. However, if a task provides a learning opportunity for someone on my team or is within their area of expertise, I delegate it. I believe in empowering my team by giving them responsibilities that help them develop their skills while also ensuring that the work is done efficiently.

How do you motivate your team for outstanding results?

Motivating a team for outstanding results involves clear communication, recognition, and providing the necessary resources. I set clear expectations and goals, ensuring everyone understands their role and how it contributes to the overall success of the project. Regular feedback and recognition are also essential. I make it a point to acknowledge and celebrate achievements, both big and small, to keep morale high.

Additionally, I ensure that my team has the tools and resources they need to succeed. By removing obstacles and providing support, I create an environment where they can focus on delivering their best work. I also encourage a culture of continuous improvement, where team members feel motivated to learn, grow, and take on new challenges.

Thank you, Drew Soule, for taking the time to share your insights and experiences in this interview. Your dedication to continuous learning, relationship-building, and leadership is truly inspiring. We appreciate your thoughtful contributions and wish you continued success in your future endeavors.