Ripple Effect Leader Spotlight: Nicole Anzuoni
You know when you meet someone and you immediately think, I’d like to be friends with that person? That’s how it was for me with Nicole Anzuoni.
I’ll never forget Nicole’s genuine curiosity in getting to know me as a person when we first met. So often, we jump into work and business and try to find ways to connect in those areas. But my conversation with Nicole was mostly focused on getting to know each other on a personal level.
That’s the level of care, love and generosity that is also reflected in her leadership.
Sometimes we look at other people and think - they’ve got it all figured out. Nicole’s honest and vulnerable reflections are a reminder that we’re all humans with our own struggles AND it’s our responsibility as leaders to keep showing up.
Enjoy!
What would you like our readers to know about you?
My name is Nicole Anzuoni, and I am the Executive Vice President and Chief Administrative Officer of UMA Education, Inc., which operates career education institutions in the U.S., including Ultimate Medical Academy, a non-profit higher education institute with the mission of equipping and empowering students to excel in healthcare careers. In my role I oversee our Legal, Corporate Governance, People & Culture, and Facilities Management functions. I have been with UMA for more than a dozen years. I am a lawyer, a single mother, and a children’s book author.
What’s important and meaningful to you about your work?
I am grateful that I get to spend my days working for an organization that centers its culture around care. UMA provides training for much-needed allied health professionals through in-person and online education. We prioritize knowing our 17,000+ learners and caring for them to help meet their educational needs, which in turn allows them to provide care in the communities in which they live and work. We also believe that care for our students and graduates begins with care for our team members. Being at the helm of our People & Culture function and working with a team of leaders who oversee areas like Organizational Wellness and Wellbeing, Diversity, Equity & Inclusion (DEI) and Learning & Development gives me an opportunity to focus on care for our team every day. Through this virtuous cycle of care, we are positively impacting our nation’s health.
What does it mean to “bring your authentic self” to work?
UMA has a deep commitment to diversity, equity, and inclusion. Our DEI function has helped create an environment that welcomes and celebrates every team member. I believe that our DEI work has made it possible for everyone with whom we interact to feel comfortable being their most authentic self. You may not choose to share everything about yourself with your teammates, but you know that you could. Throughout the year, our DEI Council hosts educational sessions and conversations about big topics like “Cancel Culture,” “Inclusive Leaders” and “Identity and Authenticity.” These conversations draw hundreds of team members, and I am consistently uplifted by the open, thoughtful, and respectful conversations that unfold across our diverse team.
How do you practice this?
I admit that even though I know how inclusive UMA is and how there would never be any repercussions for being myself, I still struggle with being totally open. Sometimes I may purposefully omit a pronoun when discussing my ex-spouse, the other mother of my children. Or not elaborate on elements of my personal life. When I do this, I feel the effort, the weight of fear of judgment that should not be there. I literally feel myself hiding, as if talking to someone from behind a curtain. And when that happens, I remind myself that if I do not model authentic behavior, how can others feel comfortable being their authentic selves at work? So it is, indeed, a practice.
What is your definition of leadership?
For me, leadership is motivating my team to do things that they did not think possible of themselves. How? By recognizing that each person needs a leadership dynamic that appeals to them to do their best work. One size will not fit all. Some require consistent encouragement. For others, you need to get out of their way. Leadership is figuring out this alchemy at the individual and the team level. I try to live by and promote the platinum rule – not just treating others as you want to be treated, but learning about them and treating them how they prefer to be treated.
How has your coming out journey and/or identity strengthened who you are as a leader?
I think being a part of the LGBTQ+ community provides me a perspective that increases my empathy as a leader. Having struggled with coming out (and still sometimes struggling with it), I know that every team member has gone through something that informs who they are today. I always try to understand and empathize with that struggle. This allows me some commonality with each of my colleagues, which can serve as a foundation to work through solutions even under difficult circumstances.
What is something you still struggle with as a leader who identifies as LGBTQ+?
As I noted earlier, I sometimes still struggle with my openness about being “out.” I am human and have the same desires and fears around belonging and acceptance that most – if not all – humans have. As a leader though, I find myself in the spotlight more than I would otherwise, and I engage with a very broad range of people. I quite consciously try to prioritize authenticity over fear, but it would be inauthentic to pretend that it is not a struggle sometimes.
What resources do you tap into for support?
I have the greatest therapist in the galaxy. And I am completely open about how much I believe one can benefit from therapy. I am grateful that UMA shares this perspective and dedicates time and resources to promote the total wellness of our team members. We speak often with our team members about the importance of mental and emotional wellbeing in addition to physical wellness. In living that philosophy, I have seen firsthand how taking good care of one’s mind can bolster strength in other areas of life – work, personal relationships, physical health and more.
Tell us about something you’re especially proud of - work or non-work related.
There is no other answer to this question for me than Charlotte and Teddy – my 10-year-old daughter and my 6-year-old son. Kind, smart, funny, creative, and strong, they make me beam with pride every day.
What excites you about the future of work/leadership?
We have seen a lot of big changes in our world over the past several years, particularly in the areas of health, remote work and learning, and diversity and inclusion. My work intersects all those areas. I am excited to continue growing, sharing my wisdom, and helping others flourish.
What else would you like to share?
My mantra: It’s not a problem until it’s a problem. If it’s a problem with a solution, it’s not a problem. If it’s a problem without a solution, why am I wasting time thinking about it.
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For more information about the QueeHR community we’re building, you can visit my community page and request to join our LinkedIn group. Each spotlight recipient is someone who embodies the core Ripple Effect Leadership values of vulnerability, kindness, empathy, curiosity and humility.
