We recently connected with Monique Hudson and have shared our conversation below.

Alright, Monique thanks for taking the time to share your stories and insights with us today. We’d love to hear from you about what you think Corporate America gets wrong in your industry and why it matters.

Corporate America misjudges the gauge of its workplace culture. Workplace culture is currently experiencing an unprecedented decline, with several contributing factors. I identify three primary reasons for this downturn: a lack of leadership, insufficient transparency, and unsuccessful attempts at fostering diversity and inclusion. In my perspective, the root cause lies in the absence of effective leadership. While many individuals may hold leadership titles, true leaders are those who connect with and inspire their teams. Corporate America must recognize this distinction. Often, admiration is directed towards executives who excel in revenue generation, yet the contributions of their people are overlooked. Unfortunately, not all leaders are adept at inspiring engagement, leaving employees disenchanted when they realize that their Vice President is more of a manager than a true leader.

Another significant factor contributing to the decline in culture is the lack of transparency. I frequently encounter clients seeking guidance on unfair performance management cycles and promotions. This culture should be a concern for every employer, given its association with elevated disengagement levels, increased turnover rates, and mental health issues. A poignant example is the story of Candia-Bailey Lincoln, who was the University’s vice president of student affairs. Her suicide on January 4, 2024, prompted a national discussion on the treatment of black women in the workplace. Numerous women, particularly black women, have reported being overlooked for promotions, stereotyped, and discriminated against, adversely affecting their job satisfaction. This narrative resonates with many women I counsel for workplace conflict resolution, highlighting the urgent need for a shift in workplace culture.

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

Growing up as the child of a pastor and a drug and alcohol counselor instilled in me a strong sense of service from an early age. As a teacher in an urban school district and working for a youth homeless shelter, I recognized the importance of advocating for the voiceless in whatever career I pursued. Despite being a first-generation law school graduate, I never anticipated that my career would lead me to explore how to support individuals in the workplace.

Presenting hundreds of cases to the EEOC and state civil rights agencies, I became troubled by the numerous distraught individuals sharing similar stories. Their experiences indicated that mistreatment severely impacted their confidence in corporate America and took a toll on their mental health. This drove me to provide deeper support through career conflict coaching.

Establishing The Hudson Legal Group PLLC and co-founding EEO Defenders, I aimed to address the need for career advice beyond legal counsel. At EEO Defenders, we strive to restore individuals’ confidence in career development, equipping them with tools to navigate corporate challenges and achieve success.

While we take pride in numerous client success stories, our focus on diversity includes assisting clients facing ageism. We help those who wish to exit the workforce on their terms, free from the fear of discrimination. Additionally, working with parents at various career stages, we recognize the unique challenges pregnant women encounter in corporate America. EEO Defenders is dedicated to reinstating confidence in women, ensuring fair treatment, and acknowledging their full qualifications at all stages of their careers.

Any advice for managing a team?

As I embarked on the journey to become a fast-food franchisor, I pursued my goal with unwavering determination. The more I pursued it, the more setbacks I encountered. Rejections from franchisors, banks, and realtors became a common occurrence. Despite facing numerous obstacles, I persevered with even greater fervor. It often felt like my dreams were enduring a drought, barely clinging on. Yet, I maintained the audacity to relentlessly seek opportunities to nurture the seed of faith I had planted. Eventually, my persistence paid off when I found a bank that embraced my business plan and an Amish franchisor that welcomed me into their company. With their support, I successfully opened two locations and secured contracts for sports venues.

Subsequently, I embarked on the task of building a team. Drawing from my corporate experience, I learned valuable lessons on how not to build and treat a team. I was determined to instill leadership qualities in every team member I hired, as I firmly believe in the leadership potential of all individuals. However, I was aware that cultivating such a team would require a significant investment of time from me.

In my approach to team building, three key concepts emerged as crucial for fostering high morale: effective communication, setting clear expectations, and abundant recognition and appreciation. Effective communication fosters transparency and openness within the team, ensuring that every member feels valued and heard. Setting clear expectations involves defining roles, responsibilities, and goals for each team member, empowering them to contribute meaningfully to the team’s success. Moreover, recognition and appreciation play a vital role in boosting morale. Regularly acknowledging and celebrating the efforts and achievements of team members reinforces a positive team culture and motivates individuals to continue performing at their best.

One of the paramount principles in my business revolved around establishing safe environments for my team. I consistently prioritized celebrating the unique qualities of my team members and even the smallest victories. A team with elevated morale has consistently been integral to my journey towards success. Without the support and contributions of my team, achieving success would have been an insurmountable task on my own.

Let’s talk about resilience next – do you have a story you can share with us?

As a first-generation attorney in my family, my journey differed from that of my peers. Unable to focus solely on my studies, I worked as a teacher Monday to Friday and commuted from Ohio to Michigan for classes on weekends. Concurrently, my father battled a brain tumor, he was and is my greatest supporter while I took on added responsibility as the eldest of three girls. Initially, I questioned why I faced such hardships, but I soon realized there was no reason it couldn’t be me. Rather than viewing my circumstances as punishment for aspiring to succeed, I shifted my mindset. I recognized that I was positioning myself to be unstoppable. Embracing the process and believing in myself became paramount.

My resilience has been instrumental in my journey, enabling me to complete law school and obtain bar admission in two states, Texas and Ohio. Additionally, I established my law firm, The Hudson Law Group, PLLC. Continuously advocating for underrepresented and marginalized individuals across various industries remains my commitment. I firmly believe that giving up is never an option; resilience will always be my preferred path forward.

Contact Info:

• Website: https://www.hudsonlegalgroup.com/
• Instagram: hudsonlawgroup
• Linkedin: www.linkedin.com/in/moniquehudson-esq