Creating a Culture of Courage: Jess Pontious of Hunger Task Force On How Authenticity Benefits People and Profits in the Workplace
Establish Trust Through Transparency: Trust is everything when it comes to creating an authentic environment. I make it a priority to be transparent and consistent. By being open about both wins and setbacks, I show that honesty and authenticity matter to me and that encourages the same in others. When people trust their leaders, they are more willing to speak up, share ideas and take risks.
With over 15 years of leadership experience spanning the for-profit and non-profit sectors, Jess Pontious is a results-oriented executive dedicated to fostering a culture of courage and authenticity in the workplace. Serving as Chief Operating Officer (COO) at Hunger Task Force, and holding a Senior Professional in Human Resources (SPHR) certification and Lean Six Sigma Green Belt, she combines strategic acumen with a deep commitment to mission-driven leadership. She oversees organizational processes, workforce planning and talent development initiatives to ensure alignment with the organization’s mission to combat food insecurity. Her commitment to building inclusive, future-ready teams has been central to advancing organizational goals and sustaining long-term impact. Known for her ability to inspire trust, champion authenticity and promote collaboration, Jess firmly believes that courageous leadership is the cornerstone of transformation. By fostering environments where individuals feel empowered to innovate, take risks and lead with purpose, Jess has established a track record of driving operational success while cultivating meaningful relationships and lasting organizational change.
Thank you so much for joining us in this interview series. Before we dive into our discussion our readers would love to get to know you a bit better. Can you share with us the backstory about what brought you to your specific career path?
My journey to becoming COO at Hunger Task Force has been shaped by a series of transformative experiences that cultivated my passion for authentic leadership and mission-driven work. As a collegiate basketball player, I gained invaluable lessons in teamwork, resilience and trust which are all qualities that have consistently guided me throughout my career. These early experiences, combined with a deep commitment to fostering inclusivity and empowering others, laid the foundation for my leadership journey.
After college, I transitioned into retail management. During this part of my career, I honed my skills leading teams in fast-paced, customer-centric environments. These roles deepened my understanding of operational efficiency and people management. Later, as the sole female site leader in my region at Amazon, I navigated the complexities of high-pressure operations in a male-dominated field. These experiences not only sharpened my operational expertise but also reinforced the importance of building trust, fostering psychological safety and cultivating authentic relationships within teams.
When the opportunity to join Hunger Task Force arose, it felt like the culmination of my professional and personal growth. This role allows me to merge my operational leadership skills with my passion for creating meaningful impact and serving a mission that aligns with my values. At Hunger Task Force, I am dedicated to building a culture where our team can thrive authentically while driving innovative solutions to fight hunger with dignity. It is an incredible honor to work in a role where I can make a tangible difference — not only within our organization but also in the lives of the people and communities we serve.
Can you share the most interesting story that happened to you since you started your career?
Years ago, during my time as General Manager of a Home Depot store, I had an experience that left an indelible mark on my career. A customer approached and asked to speak with the “man”ager. When I introduced myself as the head of the store, he dismissed me and insisted on speaking to a male leader. Despite holding the highest position in the store, my authority was questioned solely because I was a woman. In that moment, I felt the weight of the stereotypes and biases that so many others endure daily.
Rather than letting the encounter discourage me, I used it as a catalyst to strengthen my resolve. It fueled my commitment to creating environments where every individual feels empowered to stand confidently in their truth. I focused on fostering a culture within my team where everyone understood their worth and felt secure in their abilities — regardless of the biases they might face externally.
That pivotal moment shaped my passion for building workplaces grounded in respect, inclusiveness and courage. Today, I remain steadfast in this mission.
You are a successful individual. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Resilience, empathy, and courage.
Resilience has been the foundation of my ability to navigate challenges and overcome obstacles throughout my career. It helped me foster strength, adaptability and a forward-looking perspective.
Empathy has been central to my leadership philosophy, allowing me to build genuine connections and create inclusive environments where individuals feel valued, supported and heard.
Courage has given me the confidence to stay authentic, stand firm in the face of adversity and lead with integrity — even in the most challenging situations.
Together, these traits have not only shaped my approach to leadership but have also enabled me to grow, inspire others and drive lasting, meaningful impact.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a pivotal moment in your career or personal life when being authentic made a significant impact on your success or well-being?
A pivotal moment came when I decided to fully embrace my true self and come out. Owning my identity was one of the most liberating and transformative experiences I have ever had. It taught me the profound strength that comes from living authentically — without fear of judgment — and the empowerment that arises when you unapologetically embrace who you are. Little did I know this deep personal journey would become the cornerstone of my ability to navigate significant challenges in my professional life.
One of those defining moments came during my tenure as the only female site leader in my region at Amazon. In a culture that often felt at odds with my values and leadership style, the pressure to conform was immense. As the only woman at the table, I frequently felt the weight of proving my worth. Yet, instead of compromising my principles, I leaned into the lessons I learned from my personal journey. I chose to lead with authenticity — embracing empathy, collaboration and vulnerability as the hallmarks of my leadership style.
This approach not only earned the respect of my peers, but also created a workplace environment where my team felt safe to show up as their true selves. By staying true to who I am, I fostered trust, inclusivity and a deeper sense of connection which are all values that became the bedrock of our collective success.
Through this experience, I realized that authenticity is not just about personal fulfillment; it is a powerful tool for inspiring courage, building community and achieving meaningful results. Embracing my identity gave me the resilience to navigate challenges in my role at Amazon and continues to shape how I lead and live every day.
How do you navigate the challenges that come with encouraging authenticity in a diverse workplace where different backgrounds and perspectives may sometimes lead to conflict?
Encouraging authenticity in a diverse workplace comes with challenges, but fostering respect, psychological safety and shared purpose can transform potential conflicts into opportunities for growth. People are most empowered to contribute authentically when their foundational needs — such as safety, connection and recognition — are met. This creates an environment where they can thrive. Creating a culture of authenticity is not about avoiding conflict or achieving perfect harmony; it is about fostering an environment where people feel safe, connected and recognized.
Ok super. Here is the main question of our interview. Based on your experience and research, can you please share “5 Ways to Create a Culture Where People Feel Safe to be Authentic?”
Build Psychological Safety: Psychological safety is at the heart of authenticity. People need to feel free to express themselves without worrying about being judged or facing negative consequences. I try to build this by admitting my own mistakes, treating challenges as learning opportunities and welcoming diverse perspectives. When people know their ideas are respected, they feel safe bringing their full selves to the table.
Establish Trust Through Transparency: Trust is everything when it comes to creating an authentic environment. I make it a priority to be transparent and consistent. By being open about both wins and setbacks, I show that honesty and authenticity matter to me and that encourages the same in others. When people trust their leaders, they are more willing to speak up, share ideas and take risks.
Foster Inclusivity: Authenticity flourishes in inclusive spaces. I focus on celebrating diverse backgrounds, experiences and viewpoints. I also work hard to ensure everyone feels heard and valued. That means encouraging input from all voices, recognizing people’s unique strengths and making sure opportunities for growth are fair and accessible to everyone. When people feel like they belong, they are more comfortable being themselves.
Normalize Feedback and Open Dialogue: Open communication is a huge part of building authenticity. I create opportunities for people to share feedback, ideas and concerns and make sure we have tools in place for respectful conflict resolution. When disagreements happen, they are a chance to grow and learn and are not a source of tension. The more open and transparent the conversations are, the stronger the connections become.
Align Purpose with Strengths: People are at their best when they are doing work that aligns with their passions and strengths. I take the time to learn what motivates and excites my team members and try to match their roles with what they love and are great at. When people see how their work makes a difference, they feel more engaged and ready to bring their whole selves to work.
At the end of the day, creating a culture of authenticity means building trust, fostering inclusion and encouraging open communication. When people feel safe and supported to be themselves, everyone benefits because it boosts creativity, teamwork and success across the board.
What strategies have you found most effective in fostering an environment where employees or team members feel safe to express their true selves, including their ideas, concerns, and aspirations? If you can, please share a story or an example for each.
The most effective strategy I have found is building psychological safety by modeling vulnerability. When leaders openly share their challenges, admit mistakes and seek input, they create a foundation of trust that inspires others to do the same. During a particularly challenging project at Amazon, I acknowledged to my team that we were navigating uncharted territory and did not have all the answers. Instead of projecting a false sense of certainty, I invited them to share their ideas and concerns. The key was to fail fast and pivot quickly. This openness created a space where team members felt safe to contribute their perspectives without fear of judgment. As a result, we not only strengthened our ability to innovate and problem-solve but also fostered a culture of mutual respect and collaboration.
Modeling vulnerability sends a powerful message — authenticity is not just accepted but valued in the workplace. This approach helps build the trust and psychological safety necessary for teams to thrive and reach their full potential.
In your opinion, how does authenticity within an organization influence its relationship with customers, clients, or the broader community?
As the COO of Hunger Task Force, I have witnessed how operating authentically builds trust and fosters meaningful connections. When an organization’s actions align with its values — such as promoting dignity, equity and respect — it resonates deeply with both those we serve and our community partners and donors. Clients and supporters recognize and appreciate genuine commitment, which strengthens loyalty and creates advocates who amplify the organization’s mission.
Authenticity also shapes how employees represent the organization externally. At Hunger Task Force, when team members feel empowered to bring their true selves to work, that authenticity naturally extends to their interactions with the people we serve and our partners. This builds mutual respect and trust and turns relationships into lasting collaborations rather than mere transactions. Our community-driven initiatives, such as ensuring food security with dignity, are rooted in genuine purpose rather than performative efforts. This authenticity solidifies our role as a trusted and compassionate partner dedicated to meaningful impact.
In my role, I have learned that authenticity not only shapes internal culture but also transforms how an organization connects with and serves its community. It is the foundation for trust, collaboration and a mission that truly resonates.
How can our readers further follow you online?
Readers can stay up to date on all things Hunger Task Force by visiting www.HungerTaskForce.org. Please engage with me on LinkedIn.
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!