In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Nate Jorgensen, Senior Director of Marketing at Miami University. 

Nate Jorgensen is the Senior Director of Marketing at Miami University, a public research university in Oxford, Ohio, and one of the oldest public universities in the United States. At Miami, Nate leads creative services, marketing, and web marketing. Before this, he worked as Director of Marketing and Communications at University of Cincinnati - College of Engineering and Applied Science. 

[03:48 - 05:34] Insecurity in Leadership - While traits such as overthinking and insecurity can often be perceived as weaknesses, Nate suggests that, in fact, they can be strengths. For instance, he highlights how leaders that question themselves and are not confident that they are “the smartest person in the room” may listen to their colleagues more. The willingness to try new things will often lead to innovation, and this can be a direct result of leaders who adapt their approach based on what others have said. 

[24:57 - 28:54] Authenticity in Leadership - When leaders attempt to project a facade of complete control, this can be counterproductive. Indeed, Nate says that in his experience, being upfront with his colleagues resonated well. Furthermore, this transparency built trust in his team and made him more effective in his role. Leaders lead by example, and this approach fosters a culture where others feel more comfortable being open and honest. Vulnerability is a great way of creating unity in a team, and clearly defining one another’s skillsets. 

[46:47 - 48:16] Embracing Discomfort and Uncertainty - Through repetition, Nate says he has got to the point where he is comfortable with being uncomfortable. He says that he has come to terms with the fact that he may not know the result of an outcome. Since Nate’s efforts, whether 50% due to time constraints or 100% with complete dedication, can receive unpredictable reactions, this unpredictability has taught him to separate effort from outcomes. 

[37:14 - 39:23] Hiring For Attitude - Nate’s hiring strategy involves him asking questions during interviews that candidates are unlikely to know the answers to. The goal here is to observe whether they are comfortable admitting when they don’t know something. When candidates are willing to admit their blind spots, it suggests authenticity and a willingness to be transparent. Furthermore, Nate is clear that, while skills can be taught, a good attitude, the ability to learn, and genuine enthusiasm are key traits for which to hire.

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