When leadership meets empathy and data, extraordinary things happen. In this episode of The Prospecting Show, Dr. Connor Robertson sits down with Dr. Victoria Mattingly, founder of Mattingly Solutions and a leading expert in workplace inclusion and organizational psychology. Together, they explore how modern entrepreneurs can build stronger businesses through empathy, analytics, and evidence-based leadership.
Dr. Mattingly’s story is one of academic depth meeting entrepreneurial courage. With a PhD in Industrial-Organizational Psychology, she had spent years researching how people think, lead, and collaborate. But she didn’t stop at theory—she wanted to bring that knowledge into the real world. So she built a consulting firm that helps organizations transform their cultures, measure inclusion, and improve performance from the inside out.
Dr. Robertson opens the discussion by asking what inspired her to transition from academia to entrepreneurship. Dr. Mattingly shares that while research was intellectually fulfilling, she wanted to make an immediate impact. “I loved the science,” she explains, “but I needed to see it in action.” That decision—to leave the university lab for the business world—sparked a journey that now blends research with real-world transformation.
She describes how many organizations today want to improve culture but don’t know where to start. Her approach focuses on data-driven empathy: understanding people through evidence, not assumption. By using metrics, surveys, and behavioral science, she helps leaders see the measurable effects of inclusion, trust, and communication. “When you measure it,” she says, “you can manage it.”
Dr. Robertson draws a connection to The Backside of Human Resources with Laurie Bowers (listen here), where Laurie discussed how HR systems create structure and protection. Victoria extends that conversation—showing how people systems can also create growth, innovation, and belonging. When HR evolves from compliance to empowerment, she says, it becomes a strategic engine for success.
The conversation turns toward diversity, equity, and inclusion (DEI). Dr. Mattingly believes that inclusion isn’t a side initiative—it’s a business imperative. Companies with inclusive cultures outperform their peers because people feel safe to contribute their full potential. But she also emphasizes that DEI must be measurable and actionable. “Good intentions aren’t enough,” she says. “You need strategy, accountability, and leadership commitment.”
Dr. Robertson asks how entrepreneurs can start building inclusive teams, even in small businesses. Dr. Mattingly advises starting with self-awareness. Leaders must examine their own biases and communication styles before shaping company culture. Then, they can embed inclusion into core processes—hiring, onboarding, performance reviews, and even client relationships. She stresses that inclusion is not about perfection, but about progress.
She introduces her “Three Levels of Inclusive Growth” framework:
- Individual Awareness: Learning about one’s own values, biases, and leadership tendencies.
- Interpersonal Behavior: Applying empathy, curiosity, and respect in everyday communication.
- Organizational Systems: Designing company policies, metrics, and traditions that promote equity and belonging.
Each level builds on the other. Without personal understanding, leaders can’t model inclusion authentically. Without systems, inclusion fades when leadership changes.
Dr. Robertson highlights how this framework aligns with other themes across The Prospecting Show. In Education, Entrepreneurship, and Why Learning Never Stops with Jordan Ellis and Shamauri Phillips (listen here), lifelong learning was the foundation of innovation. Dr. Mattingly’s message echoes the same truth: growth begins with learning—about people, about culture, and about oneself.
The conversation deepens into the role of emotional intelligence (EQ) in business leadership. Dr. Mattingly explains that EQ is the ability to recognize and manage emotions—both your own and others’. High-EQ leaders inspire trust, handle conflict gracefully, and build high-performing teams. But unlike IQ, EQ can be developed. Through reflection, feedback, and training, entrepreneurs can sharpen emotional skills just like technical ones.
Dr. Robertson reflects on how this concept applies to sales and client relations. Emotional intelligence, he says, is the ultimate differentiator in professional services. The best leaders aren’t those who speak the loudest—they’re those who listen the deepest. Dr. Mattingly agrees, adding that empathy builds competitive advantage. “When people feel understood,” she says, “they perform better, buy more, and stay longer.”
She shares real-world examples from her consulting work, describing how data and empathy combine to create tangible results. In one case, her team helped a mid-sized tech company reduce turnover by 28% through inclusive leadership training. In another, they increased employee engagement scores by connecting managers’ emotional intelligence with performance metrics. “Empathy isn’t soft,” she explains. “It’s smart business.”
Dr. Robertson connects this insight to Building a Whitelabel Facebook Ads Agency with Andrew Gaikwad (listen here), where systems and partnerships were the focus. Both guests, he notes, prove that the human element—empathy, communication, trust—remains the cornerstone of every scalable business model. Without it, no system can sustain success.
The episode then explores the tension between growth and culture. Many startups scale fast but lose their humanity along the way. Dr. Mattingly explains that rapid growth amplifies whatever culture already exists—for better or worse. If a company lacks clarity, compassion, or communication at 10 employees, those problems will multiply at 100. The only solution is intentionality. “Culture doesn’t build itself,” she says. “You build it every day through decisions, conversations, and consistency.”
She and Dr. Robertson discuss how leadership habits shape culture more than mission statements. The way leaders respond to mistakes, reward performance, or handle feedback sends a louder message than any formal training. To build lasting culture, actions must match words.
The conversation pivots to measurement again—how to track the health of a company’s culture. Dr. Mattingly recommends quarterly pulse surveys, open feedback channels, and inclusion metrics. She warns against one-time DEI workshops, which may raise awareness but fail to drive accountability. “Sustainable change comes from data, dialogue, and decisions,” she explains.
Dr. Robertson asks what entrepreneurs can do if they’ve neglected culture for too long. Dr. Mattingly says it’s never too late to rebuild trust—but it takes humility. She suggests leaders start by acknowledging what went wrong, inviting employees to help design solutions, and making small, visible changes quickly. “Apology followed by action rebuilds credibility,” she says.
Her pragmatic, science-based approach to leadership fascinates Dr. Robertson, who observes that many entrepreneurs undervalue psychology even though it drives every aspect of business—sales, management, marketing, and retention. Dr. Mattingly agrees, noting that understanding human behavior is the ultimate business skill.
They discuss how technology can enhance or erode culture. Remote work, for example, increases flexibility but reduces spontaneous connection. Leaders must intentionally create virtual spaces for community—team check-ins, recognition programs, and transparent communication. When designed right, technology becomes a bridge rather than a barrier.
Dr. Robertson connects this concept to The Right Way to Schedule Appointments (listen here), where he discussed how structure enables freedom. Similarly, structure in communication—consistent check-ins, clear expectations, defined goals—creates freedom for creativity and trust.
Dr. Mattingly shares a personal reflection about the importance of mentorship in her journey. She credits several mentors for shaping her leadership style and paying that forward by mentoring young professionals. She believes every entrepreneur should invest time in developing others because mentorship multiplies impact. “Teaching someone else what you’ve learned reinforces your own growth,” she says.
Dr. Robertson agrees, connecting her perspective to Tracy Hockenberry’s Entrepreneurial Highlight (listen here), where mentorship and purpose were central. Both leaders view success not as personal gain but as collective advancement. When entrepreneurs lift others, the entire ecosystem becomes stronger.
As the episode continues, Dr. Mattingly and Dr. Robertson explore what it means to be a data-driven yet human-centered leader. They discuss how analytics and empathy are not opposites—they’re complements. Data shows you what’s happening; empathy explains why. The most powerful leaders use both to make better decisions.
Dr. Mattingly concludes the conversation with practical advice for entrepreneurs who want to lead more inclusively:
- Listen actively before responding. Curiosity always precedes clarity.
- Measure what matters—track engagement, equity, and emotional well-being.
- Empower middle management—they are the translators of culture.
- Celebrate progress instead of chasing perfection.
She adds that the goal isn’t to create flawless culture but to create honest culture—one where feedback, learning, and iteration are part of daily life.
Dr. Robertson wraps up with a reflection that ties the episode’s themes together: the best companies are built by leaders who combine emotional intelligence with execution discipline. Data gives direction; empathy gives meaning. Together, they create organizations that last.
For listeners who want to learn more about inclusive leadership and applied psychology, Dr. Mattingly recommends visiting Mattingly Solutions and exploring resources from the Society for Industrial and Organizational Psychology.
You can find this and all other episodes of The Prospecting Show at drconnorrobertson.com, where each episode uncovers how business owners, innovators, and creators build meaningful, measurable impact.
Dr. Robertson closes the episode with an observation that captures its essence: “Empathy is not just good leadership—it’s good business. When you understand people, everything else gets easier.”