The Power of Perspective
If there’s one thing my life has taught me, it’s that strength doesn’t always look like what the world expects. I was born with Spinal Muscular Atrophy, a neuromuscular disability that has shaped the way I move through the world—both literally and figuratively. While some might see that as a limitation, I’ve come to see it as one of my greatest leadership strengths.
Living with a disability has given me a unique lens through which I see people, processes, and possibilities. It’s built in me a deep resilience—one that has fueled innovation, empathy, and impact in my work as an HR leader for over 15 years. This blog isn’t just about disability; it’s about how adversity, when embraced with purpose, becomes an engine for meaningful results.
Turning Challenge Into Strength
From an early age, I learned how to adapt, advocate, and lead. I grew up in the Chicago suburbs with a strong support system—my parents, my twin brother, and my sister—who encouraged me to go after my goals, regardless of the obstacles. That mindset stuck with me and became the foundation of my professional journey.
Navigating a world that wasn’t designed with me in mind taught me creativity, persistence, and problem-solving. Those are the very qualities that have made me successful in HR. Whether I’m supporting a company through rapid growth, designing an inclusive performance management system, or coaching a leader through a tough decision, I draw on those same skills: empathy, adaptability, and a relentless focus on progress.
Why Lived Experience Matters in Leadership
Inclusion isn’t something I had to study—it’s something I live. That lived experience allows me to lead with a deep sense of humanity. I know what it feels like to be underestimated. I also know what it feels like to exceed expectations when given the right support.
As HR professionals, we talk a lot about “belonging” in the workplace. But to build belonging, we have to lead with authenticity. We have to see the full person—not just their résumé, job title, or output. My disability has taught me to do just that.
I bring that perspective into every organization I work with. I’ve supported aerospace engineers building telescopes for NASA, advised product teams in Big Tech, and guided healthcare and fintech companies through transformation. Across every industry, one truth holds: people perform best when they feel seen, supported, and empowered.
Innovation Rooted in Empathy
True innovation doesn’t come from having all the answers. It comes from asking better questions—and listening with the intent to understand. Living with a disability has helped me become a better listener, a more creative thinker, and a more collaborative problem solver.
I don’t approach challenges with a “one-size-fits-all” mindset. I look for solutions that consider the broader context—what people need, what motivates them, and how systems can be built to serve everyone equitably. That’s what drives innovation in HR: not just designing policies that look good on paper, but building programs that work for real people with diverse needs.
Whether it’s rethinking onboarding, modernizing performance reviews, or scaling a team through an acquisition, I start with empathy and end with action. The result? More resilient organizations and more engaged teams.
The Business Case for Inclusion
Too often, inclusion is treated as a “nice to have.” But the reality is that diverse, inclusive, and accessible workplaces are stronger workplaces. They perform better, retain talent longer, and adapt faster to change.
When we include people with disabilities—not just in hiring but in leadership—we unlock a wealth of perspective and capability. We design better products. We build better systems. We cultivate cultures where people feel like they matter.
As someone who has been in both the employee seat and the leadership seat, I can tell you: inclusion isn’t just the right thing to do. It’s the smart thing to do.
Leading by Example
In every chapter of my career, I’ve made it a point to lead by example—not by being perfect, but by being honest, accountable, and human. I’ve had to navigate inaccessible environments, challenge unconscious bias, and push for inclusive change, even when it was uncomfortable. And I’ll keep doing it.
I want to be part of a generation of HR leaders who don’t just talk about inclusion—we operationalize it. We hire with intention, build with accessibility in mind, and lead with empathy at the core of every decision.
And along the way, I want to continue supporting the disability community—both inside and outside the workplace. I want to show what’s possible when barriers are removed and support systems are strong.
Resilience Is a Leadership Superpower
Resilience isn’t about bouncing back. It’s about moving forward—especially when things are hard. My life with a disability has taught me that challenges don’t define you; your response to them does. That’s the mindset I bring to every role, every project, and every team.
Today, I’m proud to serve as a Lead HR Business Partner and Organizational Design Consultant, helping organizations align people strategy with business growth. But more than any title, I’m proud to be someone who shows up with empathy, clarity, and the determination to make workplaces better for everyone.
Final Thoughts
Living with a disability has never held me back—it’s pushed me forward. It’s taught me to lead with heart, to innovate with purpose, and to fight for a future where every person, regardless of their circumstances, has the opportunity to succeed.
Resilience turns into results when we create space for people to be their full selves at work. That’s the kind of leadership I believe in. That’s the kind of workplace I’m committed to building.
Let’s keep going—together.