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Trisha Hautéa
Executive Communications, Partnerships, Social Impact, Community, Education | Consultant | Advisor
Trisha Hautéa is an accomplished professional with a diverse background in executive communications, partnerships, social impact, community engagement, and education. She currently serves as the Communications Board Chair of the Filipino American National Historical Society (FAHNS) Metro-NY chapter.2
Professional Experience
Trisha works as an executive advisor and consultant, focusing on:
- Social impact businesses
- Boutique law firms
- Financial advisory firms
- B Corps
- Other organizations3
Her expertise spans across multiple industries, demonstrating her versatility and broad skill set.
Education and Background
Trisha has connections to prestigious educational institutions:
- Tufts University (alumna)
- MIT (worked as a Program Facilitator)1
This educational background likely contributes to her diverse professional capabilities.
Areas of Focus
Trisha is dedicated to:
- Fostering collaboration across industries
- Promoting sustainability
- Advocating for an equitable future
Her work often involves bridging gaps between different sectors to create positive social impact.
Notable Engagements
Trisha has been involved in significant events related to sustainable investing. For instance, she attended the 2019 Sustainable Investing Conference hosted by Gitterman Wealth Management, LLC at the United Nations.4 This engagement highlights her interest and involvement in sustainable and socially responsible business practices.
Personal Interests
Beyond her professional commitments, Trisha is passionate about her cultural heritage, as evidenced by her role with the Filipino American National Historical Society. This involvement suggests a strong connection to her roots and a commitment to preserving and promoting Filipino American history and culture.2
Trisha Hautéa's diverse experiences and dedication to social impact make her a notable figure in the realms of executive communication, community engagement, and cultural preservation.
Highlights
Over the last few months of research and speaking to 50+ executive leaders who have shared their stories with me, I’ve learned that “quiet firing” often drives this “#quietquitting” phenomenon trending in articles.
Quiet firing or quiet quitting aren’t anything new either –– I’ve watched it happen to many friends and colleagues over my career.
It may look like the following:
- 1:1 meetings constantly cancelled without notice
- Being purposely excluded from team or company events sometimes projects (generally being siloed)
- Opportunities for growth and professional development withheld
- Frequently unclear expectations
- Unrealistic “Performance Improvement Plans” or PIPs with almost humanly impossible Key Performance Indicators (KPIs) to meet (usually by ridiculous deadlines)
- Passing up and overlooking promotion opportunities for excellent employees who have been with the company for years
- Title demotion
- Blatant favoritism
- A general lack of respect or care for an employee
- Gaslighting employees regarding harassment and mistreatment
- Huge turnover rates and pushing once loyal employees out (or burning them out)
When the job no longer becomes about the actual work, service, or product development, regardless of industry or organization, it is about maintaining power and a sense of control.
When a shining star’s light slowly dims, leaders should ask themselves, “Why?”
Instead of looking at the environment in which the “quiet quitting” employee is in, bad leadership finds a way to make the lives of that employee(s) more miserable by doing its best to bully them into submission or out of the company.
Poor leadership will blame anyone and everyone but themselves. However, organizations choosing to keep (and protect) their “bad apple(s)” versus ameliorating the toxic environment at the root has consequences, too.
Constructive dismissal? NDAs? Settlements? Other consequences? Does any of this sound familiar?
Let's be real, poor treatment because of bad leadership is usually why people “quietly quit.”
A culture and environment for any employee to thrive and be willing to go above and beyond go both ways.
People don’t “quiet quit” good leadership.
–––– #humanresources #socialresponsibility #culture #HR #leadership #leaders #quietfiring #thegreatresignation #employees #businessforgood #culture #workculture
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