PATRICE GORDON
Meet Patrice Gordon, a trailblazing business executive and founder of Eminere, a dynamic leadership consultancy that’s redefining the way organisations approach leadership and inclusivity. In 2022, Patrice took a bold step to fully invest in her passion for creating positive change, leaving behind a successful corporate career to focus on transforming leadership practices through reverse mentoring, inclusive leadership programmes, executive coaching, and strategic business development consultancy.
With a wealth of experience from commercial leadership roles at top-tier companies like British Airways, Royal Mail, and Virgin Atlantic, Patrice brings unmatched insight and practical expertise to her clients. Her unique approach, shaped by real-life leadership, finance, and coaching experience, ensures she delivers almost immediate value by applying a solutions-focused lens.
Patience's dedication to inclusive and emotionally intelligent leadership is the heartbeat of her work. She recognized the gap in emotional intelligence among senior leaders and took a courageous leap to fill it. Now a celebrated TED speaker and author, she champions the concept of reverse mentoring, empowering leaders to see the immense benefits of a bottom-up approach that uncovers and nurtures hidden talent within organizations.
Get ready to be inspired by Patrice Gordon’s mission and the impact of her pioneering work!
All information and links were correct at the date of original publication on
All information and links were correct at the date of original publication on
4 Dec 2024
What emerging trends do you see transforming leadership development, especially when it comes to Reverse Mentoring, and how critical is this in reshaping modern workplaces?
The call for "servant leadership" has been growing louder, but since the pandemic, empathy has become the non-negotiable core of effective leadership.
Empathy isn't just a soft skill—it's the bridge to understanding and the foundation for impactful, inclusive decision-making. How do leaders build this? By deeply listening, showing genuine curiosity toward perspectives that challenge their own, and then reflecting on how those insights might change their approach.
This is precisely where Reverse Mentoring shines. It breaks down barriers, encouraging leaders to engage meaningfully with people they might not typically interact with, opening doors to nuanced perspectives. When leaders see the world through another's lens, they're more equipped to make decisions that resonate across the board, fostering workplaces where everyone feels they belong.
Having held senior roles at top companies, what were the toughest challenges you faced, and how did you navigate them? What hard-hitting lessons emerged from those experiences?
The toughest challenges that I faced were always due to people whether it be internal politicking or managing under-performance. I didn’t care too much for politics early in my career – I have always been focused on getting the job done.
The toughest challenges have always revolved around people—whether navigating internal politics or tackling underperformance. Early on, I focused purely on results. But as I advanced, I saw that relationships are as essential as results. Without intentional connection, hard work can go unseen and unvalued.
A key lesson has been to operate in line with my personal values, even when it might not lead to an immediate promotion. Knowing your values and acting on them can sometimes sting the ego, but it builds resilience. When your actions align with what you believe in, it gets easier to weather the ups and downs—and you learn to focus on impact over accolades.
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What strategic advice do you offer to emerging leaders who want to carve a meaningful and successful career path in today's dynamic landscape?
Know your values and use them as your guiding star. They’ll help you make decisions that feel right and fuel your authenticity.
Mentor someone else—it’s incredibly grounding and rewarding. But you should also seek a mentor who’s different from you to broaden your view and gain fresh insights.
Engage beyond your department; cross-functional relationships are invaluable. The most successful people tend to be the most connected. It’s important to expand your network externally. Step outside the familiar—meet people from different backgrounds, and watch how your world expands as a result.
In five years, where do you envision Reverse Mentoring, and what impact do you think it will have on leadership styles across industries?
I see Reverse Mentoring becoming a default programme in organisations, shaping a collective movement toward authentic change. For true transformation, industry-wide efforts are essential. Organisations can’t do this alone—together, we can create shifts that are more than incremental. Reverse
Mentoring is powerful when implemented with intention, and I’m excited to continue leading this revolution and shaping an inclusive leadership landscape.
In your book, you emphasise the power of uncomfortable moments in Reverse Mentoring. How can leaders shift their mindset to see these moments as opportunities for growth, rather than challenges to avoid?
Growth isn’t just a mindset—it’s a courageous action. Leaders must step into discomfort, just as they would with any critical business strategy. When you create a psychologically safe space within a Reverse Mentoring relationship, it becomes a zone for unfiltered learning. The most profound change often lies on the other side of that initial discomfort, but it takes courage to embrace it.
What actionable steps can companies take to better amplify the voices of underrepresented employees through Reverse Mentoring programmes?
Organisations can develop a clear Inclusion and Belonging strategy that Reverse Mentoring can contribute to.
Invest in educating leaders ahead of their sessions so the onus of teaching doesn’t fall on underrepresented individuals.
Define and communicate clear objectives for the programme so that accountability remains central.
Ensure ongoing communication and transparent action plans that evolve with insights from the programme.
What pivotal personal insights have you gained from your own journey in Reverse Mentoring, and how has it transformed your leadership approach?
For the first time, I was invited into a professional relationship as my whole self. While I would prefer recognition for my professional expertise, being welcomed authentically allowed me to drop the "mask" that many Black women feel compelled to wear. This empowerment was significant; as one of the most senior women of colour in the aviation sector, I had to own my identity and step into my power.
Inclusion has always been at the heart of my leadership ethos, but this experience made me more intentional about my relationships. I actively sought mentorship from the younger generation, inviting them to mentor me. This has been refreshing and game-changing, providing new perspectives and energising my approach.
What key advice would you give to companies striving to build a true culture of belonging and inclusivity?
Companies need to start by ensuring that actions align with the company’s purpose. Building a culture of belonging requires more than slogans—it demands consistent action. Analyse past engagement surveys to understand any underlying issues, address these first, and build initiatives that rest on a stable foundation. When purpose and inclusion converge, companies can create an environment where everyone feels they belong.
In your view, what should transformative leadership look like in action, both at a team level and within the wider company?
Transformative leadership involves creating an environment where everyone feels valued and empowered to contribute their best. At a team level, this means fostering open communication, encouraging innovation, and supporting personal growth. Within the wider company, it involves aligning organisational goals with ethical practices, inclusivity, and social responsibility.
As we move towards a more inclusive future, what are your final thoughts on the urgency of amplifying marginalised voices in the workplace and leadership?
We must acknowledge that who a person is still significantly impacts their opportunities and success. Amplifying marginalised voices isn't just a moral imperative; it's essential for innovation, growth, and building organisations that truly represent and serve society. By embracing diversity and inclusion, we can unlock the full potential of our teams, our organisations and pave the way for a more equitable future.
An extract from Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace.
“In a utopian world, everyone would have a voice that would be heard and listened to. Climbing the economic and organisational ladder would reflect the hours worked, effort exerted, and education earned. True meritocracy— in which people attain success, power, and influence based on their talents, knowledge, and performance—would thrive.
The school, college, or university you attended; the region or country where you were born; your race, gender identity, disability, sexual orientation, or body shape; how you choose to dress or wear your hair—none of this would matter. The best ideas would win out over the loudest voices, and great employees would be rewarded with great jobs and salaries to match their potential and contributions.
Many organisations say that they aspire to this ideal, but few (if any) have actually achieved it. In fact, research suggests that when companies actively try to promote meritocracy, they often end up favouring dominant demographic groups, like men, over the traditionally marginalised, even when performance is equal.*
Who a person is rather than what they do still has a profound effect on what jobs they get, how much influence they hold, and how much money they make. And whether we want to admit it or not, statistics show that, across the globe, certain demographic groups are more likely to succeed than others.”
Discover More About Patrice Gordon's Game-Changing Work!🌟
If you're inspired by the concept of transforming leadership from the inside out, dive into Patrice Gordon’s bestselling book, Reverse Mentoring. Her passion for building a world where businesses are 100 percent diverse, inclusive, and equitable radiates through every chapter.
In this insightful book, Patrice shares her innovative philosophy and real-world strategies to foster environments where voices of marginalised employees are heard, leaders embrace vulnerability, and organisations unlock the full potential of their talent.
✨Want to connect with Patrice and learn more about how you can elevate your leadership or organization? Reach out via:
🌐Website: https://elevate-with-Patrice.beehiiv.com
💼LinkedIn: linkedin.com/in/Patrice gordon