We’re excited to introduce you to the always interesting and insightful Angela Howard. We hope you’ll enjoy our conversation with Angela below.

Angela , thanks for taking the time to share your stories with us today Coming up with the idea is so exciting, but then comes the hard part – executing. Too often the media ignores the execution part and goes from idea to success, skipping over the nitty, gritty details of executing in the early days. We think that’s a disservice both to the entrepreneurs who built something amazing as well as the public who isn’t getting a realistic picture of what it takes to succeed. So, we’d really appreciate if you could open up about your execution story – how did you go from idea to execution?

During my 15+ years leading teams in Employee Experience, HR and Culture – I quickly realized that leaders had little no knowledge around how to assess, develop, and change organizational culture. My idea for Call for Culture and our IMPACT Culture Program was incremental. I wish I could tell you it came to me in a dream or in a spontaneous moment, but it really spawned from a few different places:

1. My realization that companies are spending BILLIONS of dollars on culture work and not getting any return.
2. My own story and experiences around highly exclusive cultures that kept me and other underrepresented people on the fringes their entire careers.

After working with multiple organizations as an internal consultant, I found myself leveraging a cross-discipline methodology to culture change that put the human at the center of it all. This included a mix of psychology, anthropology, neuroscience, and sociology. I knew then that I needed to package this to help organizations get from culture change INTENT to IMPACT. This was the catalyst to Call for Culture and my reason for leaving my executive job as a Chief People Officer to hang my own shingle!

I happen to be a very linear thinker, so my first step was to systematize my process. It was all in my head, but I used tools like Monday.com to develop the program and transfer what seemed intuitive to me and memorialized all of the assets and artifacts of the program. The toughest and most challenging part of this was packing this in a way that other talented people could pick up and execute. The reason why this was so important was that I wanted to build a business, and the integrity of the process while I was building a team was a key priority for me.

I also started to assemble a fractional dream team to help me execute on balancing working on and in the business. ChatterBoss was and has been a pivotal partnership that has catapulted my business without having to hire full time team members right away. It was really important to be thoughtful and mindful as we scale.

Awesome – so before we get into the rest of our questions, can you briefly introduce yourself to our readers.

Dropping my bio and our company’s overview below:

Angela R. Howard is and Organizational Psychologist and the CEO of Call for Culture – an organization that applies psychology, anthropology, and, sociology to the science of culture development and change. Her mission is to help transform companies into environments where employees can deploy their contributions for positive organizational outcomes and social impact. Her podcast, Social Responsibility at Work, interviews change makers who are actively creating solutions for this mission.

What we do at Call for Culture: https://www.linkedin.com/pulse/introducing-call-culture-angela-r-howard/?trackingId=RQMqY0r5TmyY5Wesj7aUWg%3D%3D

A fresh take on workplace culture consulting. Community built on inclusion, sustainable change, & regenerative outcomes.

Gone are the days where having a ping pong table, or hiring a DEI specialist will create the progressive company culture you want. The Best Workplaces of 2030 aren’t just offering perks — they’re changing minds and hearts about what work means, and challenging tired leadership paradigms.

We envision a world in which companies exist to better employee experience, not just customer experience because human-centered workplaces create stronger communities and societies. When you adopt the social responsibility of creating employees that go home happy and create impact in their communities, better outcomes are created — at every level.

At Call for Culture, our job is to help you hack the intersection of business impact and employee personal interest. Because when you take care of your people as humans first and employees next, they take care of your customers, stakeholders, and outcomes.

We’d love to hear the story of how you turned a side-hustle into a something much bigger.

I spent 7 years building my business as a side hustle while working full time. I always possessed an entrepreneurial itch and knew I wanted to build something of my own.

COVID was the first pivotal milestone. I left my full time executive job in April of 2022 and began taking on projects while building my core services and frameowork.

Just one year later we launched Call for Culture with 4 core services to help organizations go from intent to impact around their culture building and change work.

I view scale as a constant work in progress, so we’re not done yet!

Can you share a story from your journey that illustrates your resilience?

Sharing a link that highlighted the time my dad passed away: https://www.paulwolfe.com/52humans/angela-howard

Contact Info:

• Website: www.callforculture.com
• Instagram: @angelarhowardcfc
• Linkedin: https://www.linkedin.com/in/angelarhowardconsulting/
• Youtube: @callforculture
• Other: Podcast: Social Responsibility at Work Apple: https://podcasts.apple.com/us/podcast/social-responsibility-at-work/id1534670655 also available on all other platforms

Image Credits
Josh Drean LisaKay Creative Photography