How HR Leaders Build Influence Through Strategy and Human Connection 

Behind every workplace decision is a human response: how it’s received, interpreted, and felt. 

Patricia Taylor Todd, an attorney, executive coach, and SPHR-certified leader, has built her career around those moments. Across law, HR leadership, and dispute resolution, she has seen how leadership choices ripple through organizations, and how the most effective leaders balance strategy with genuine human connection. 

Building Credibility as a Strategic HR Leader 

You hold the SPHR certification from HRCI. Why did you choose HRCI as your career partner, and how has certification shaped your growth and credibility as an HR professional? 

I pursued HR certification to deepen my expertise in a way that would directly enhance how I show up as a leader and advisor. I chose HRCI because it has long been recognized as the global standard in the HR profession. 

Preparing for the SPHR exam—which I like to joke was harder than the bar exam—challenged me to truly understand the strategic role of HR in driving organizational success. It sharpened my ability to connect people practices to business outcomes, which has been invaluable in my work as an HR executive and now in supporting executive leaders through my coaching practice. 

Among the various credentials I hold, my SPHR signals to clients, colleagues, and organizations that I bring intellectual rigor, credible experience, and disciplined expertise to the table. 

How Leadership Experiences Shape Perspective and Impact 

Your career spans labor and employment law, senior HR leadership, dispute resolution, and now executive coaching. Looking back, what experiences most shaped how you lead and support others in their professional growth? 

My people-focused career has given me a front-row seat to what happens when leadership goes wrong, and when it goes right. 

Whether investigating, mediating, or deciding employment-related disputes, I saw firsthand the ripple effects of leadership decisions on people’s lives. 

I came to realize that behind every dispute or policy issue was a human story—frustration, fear, ambition, miscommunication—and a fundamental need to feel acknowledged, heard, and understood. I also experienced becoming “stuck” in my own career due to poor leadership and a toxic work environment. One conversation with a supportive mentor shifted my perspective and ultimately led me to become the coach I am today. 

That experience taught me to integrate humanity with strategy to achieve business results. And now, as a coach, I help leaders do the same intentionally. 

Earlier in your career, you mediated and resolved hundreds of labor and employment disputes. What did those experiences teach you about communication, conflict, and the human dynamics behind workplace issues? 

Being an employment mediator taught me that most conflicts aren’t really about what they appear to be. They’re about feeling unheard, disrespected, overlooked, or misunderstood. In short, people feel disempowered and mistrustful. 

I also learned that almost any dispute can move forward once the psychological need to feel heard and understood is addressed, leading to a sense of empowerment for both parties. 

Communication is about clarity and trust. Leaders must slow down, listen differently, and engage in conversations that move things forward, not just check a box. Even saying the “right” thing can escalate a situation if trust isn’t there. 

I also learned the power of asking the right question at the right time—and truly listening to the answer. Active listening can shift an entire dynamic. 

Those experiences continue to shape how I coach and lead today. 

What Effective Leadership Looks Like in Practice 

You often speak about the “T.E.A.” of leadership: Trust, Empathy, and Authenticity. Why do you believe these qualities are especially important for leaders today? 

The pillars of my coaching practice—what I call the T.E.A. philosophy—evolved over time from common themes I observed in my work. Many clients struggled with trust in their leadership, their teams, and even themselves, along with extending empathy to themselves when they made mistakes. Leading authentically, rather than by title or script, was also a struggle for many. 

As I began coaching intentionally around these areas, I saw real transformation. Leaders became more effective, more confident, and more influential. Trust accelerates decision-making. Empathy improves communication and reduces friction. Authenticity creates alignment and credibility and empowers others in their leadership journey. 

You’ve spent much of your career working across law, HR strategy, and employee relations. How has that multidisciplinary perspective helped you navigate complex workplace challenges? 

Working at the intersection of law, HR strategy, and employee relations taught me to evaluate issues from multiple angles and take a long-term view. 

My legal lens helps assess risk. My HR lens evaluates impact. And my employee relations experience keeps me grounded in how decisions will actually land with people. 

As lawyers say, “it depends.” The technically correct answer isn’t always the most effective one. I am also a local municipal elected official, and I’ve found this combination of perspectives especially valuable in guiding leaders toward solutions that are not only compliant, but also sustainable and aligned with organizational culture. 

Supporting Leaders Through Growth and Complexity 

After serving in senior HR and legal leadership roles, you founded Tenacity Executive Coaching. What inspired that transition, and what kinds of leadership breakthroughs are most rewarding for you to witness in your clients? 

Founding Tenacity Executive Coaching was both a natural evolution and a deliberate choice. 

Beginning with my work as a mediator, I developed a passion for helping people move forward. Over time, I realized I was most passionate about leadership development, not just solving problems, but helping people grow in how they lead and develop others. 

I also saw a gap. Many accomplished leaders didn’t have a safe space to reflect, refine, and elevate how they show up. I strive to provide that trusted partnership. 

What inspires me most are the “click” moments—when a leader gains clarity, shifts their approach, and finds the confidence to navigate a difficult conversation, step into a bigger role, or lead with greater presence. Being part of that transformation never gets old. 

In your coaching work, you support accomplished leaders at pivotal moments in their careers. What are some of the less visible challenges leaders face—the struggles people might be surprised to learn even senior leaders experience? 

One of the biggest surprises is how much uncertainty leaders carry. They may appear confident, but internally they’re asking: Am I making the right call? How do I balance competing priorities? How do I lead former peers? 

There’s also a real sense of isolation. The higher you go, the fewer safe spaces there are to think out loud without consequence. 

And then there’s the pressure to always be “on”—to have answers, project confidence, and keep things moving. 

My role as a coach is to create space for honesty and reflection while helping leaders navigate these challenges without losing their authenticity. When they can do that, their impact expands significantly. 

Giving Back to the Profession and Guiding the Next Generation 

You’ve also contributed as an HRCI subject-matter expert. What does it mean to you to help shape the resources and knowledge base that HR professionals rely on? 

Given my respect for HRCI’s role in our industry, contributing as a subject-matter expert is both an honor and a responsibility. 

It’s an opportunity to ensure that the guidance HR professionals rely on reflects real-world application, not just theory. HR plays a strategic role in driving business results, and since employment issues are often at the center of an organization’s most complex moments, the quality of our thinking matters. 

If I can shape how HR professionals approach their work and their impact, that’s meaningful to me. 

As someone who has spent decades helping leaders grow and organizations evolve, what advice would you offer HR professionals who want to build influence, stay resilient, and lead with both strategic impact and human connection? 

First, own your role as a strategic partner. You are not “just HR.” HR drives organizational success and belongs at the table, so prepare yourself to contribute at that level. 

Second, invest in your own leadership development. Build credibility through both expertise and intentional growth. 

Third, strengthen your communication skills. The ability to navigate difficult conversations with empathy, clarity, and composure will set you apart. 

Finally, don’t lose the human side of the work. The most effective HR leaders balance business needs with genuine care for people. 

Remember, your discretion and your demeanor are your influence—and that is your leadership.