I recently went one on one with Dr. Muriel Clauson, CEO of Anthill.

Adam: Thanks again for taking the time to share your advice. First things first, though, I am sure readers would love to learn more about you. How did you get here? What experiences, failures, setbacks or challenges have been most instrumental to your growth?

Muriel: I was raised primarily in Alaska, where most of my friends and family members were in the trades, supply chain, manufacturing or similar jobs. When I entered a doctoral program at the University of Georgia, I met my friend and co-founder, Dr. Young-Jae Kim. Our extensive research in workforce development led to global leaders and employers asking for our advice on how to better connect with their deskless and frontline workforce. Having loved ones who have been in deskless roles and working these jobs ourselves, we took a special interest in supporting frontline workers. In our search for technology to support and connect employers with deskless employees, we realized there just wasn’t a tool on the market that could meet the unique needs of a workforce that typically doesn’t sit at a desk or in an office - or have access to a corporate email account. Most options include apps for download but this doesn’t translate when your workforce doesn’t have a strong data plan or want to download employer-run apps. 

We also saw several options that included one-way communication, which quite frankly doesn’t build trust or create an open dialogue. I was actually thinking about all of this as I sat waiting in line at a tire shop a few years ago. I called my friend Young-Jae - who is also an IO psychologist specializing in machine learning - and we started building our company right there on the phone that day. Our goal was to support the deskless workforce with inclusive technology that creates generational change and added opportunities - which is exactly what we’re doing with Anthill now. The challenges we faced in launching our company are slim compared to the challenges we see this workforce face in communicating with their employers everyday from the field, ports and sales floor. Employers are eager to make changes and look for solutions, and we’re proud to be part of this collaborative effort.

Adam: In your experience, what are the key steps to growing and scaling your business? What is your best advice on building, leading and managing teams?

Muriel: In our experience at Anthill, I’d say don’t be afraid of what you don’t know. Reach out to partners and mentors who have stood where you’re standing. In our case, we were fortunate enough to connect with incredibly talented and knowledgeable people interested in building tech for the most marginalized workforce. Build an atmosphere where you encourage employees to take time to grow - through education and re-skilling opportunities or collaborative conferences and events in their field. By fostering corporate culture where employees are encouraged to learn from mistakes and given the freedom to make them, you set up a more creative and collaborative environment which translates into positive outcomes such as higher employee engagement, retention and productivity. Also, remember to stay humble. Employees prefer to be managed by an approachable, humble team leader. 

Adam: What are the most important trends in technology that leaders should be aware of and understand? What should they understand about them? 

Muriel: The right technology can amplify your efforts - taking what’s working and multiplying the impact. In terms of what technology will help scale your business - we need to look at automation in order to support employee success so that team members  can concentrate on the most important aspects of their role within their organization. For instance, the 2.7 billion-strong deskless workforce - which represents about 80% of jobs in the world - is largely without access to the SAAS products previously only available to employees who work in an office or at a computer. This means, that largely, the discussion around technology in the workplace has left this group out of the conversation - leading to high turnover rates in these roles. It has also left HR Ops leaders and corporations without a solution to quickly scale their departments efficiently in seasons of growth. Understanding how technology can empower employees and build trust at all levels of the organization is an important conversation to tap into. 

Adam: What do you believe are the defining qualities of an effective leader?

Muriel: Humility - Leading from a place where you understand that you can always learn more encourages a growth mindset for your team and emphasizes how much you value those around you.

Empathy - Being able to relate to people and listen to their needs will make you a more innovative and approachable leader.

Integrity - Gaining a reputation for doing the right thing when no one is looking cultivates trust among employees, customers, colleagues and mentors.

Adam: How can leaders and aspiring leaders take their leadership skills to the next level?

Muriel: Find mentors who push you forward. Keep listening and learning. Challenge yourself and those around you to run toward growth even if it means you experience failure.

Adam: What are your three best tips applicable to entrepreneurs, executives and civic leaders?

Muriel:

1. Listen to your employees - Voice of the employee programs are essential to find out where you’re tracking. By engaging in two-way conversations, you’re building trust with your employees - something that will earn you top talent, even in a tight labor market.

2. Be an advocate for your HR team - HR departments are supporting your people and building your business. If your HR Ops team isn’t running effectively, you’ll feel the pain points across your organization. Studies have shown that at least a third of employees don’t understand the benefits they’re enrolled in - meaning they likely aren’t capitalizing on the systems and programs you’ve put into place. Whether this stems from a lack of access - as with most deskless workers - or to a lack of awareness, if your employees aren’t participating in the programs and systems you’re paying for, you’re wasting capital. Meet with the HR team and employees to understand what they’re able to access and what tools will be the right solutions for their work environment. 

3. Invest in training & development - Equip your employees with training and education that they can use on the job and for the future. Use upskilling to expand your team’s skill set to ensure that your team performs at an optimal level and is well prepared for future growth or shifts in your organization. Understanding your company’s competencies, talents and goals will contribute to building your bench for your most critical roles. You’ll also benefit from encouraging employees that you see long-term growth potential for them within your organization.

Adam: What are your best tips on the topics of sales, marketing and branding? 

Muriel: When building your brand, take time to develop your corporate identity and identify what you’re trying to accomplish. From there, learn your customer. Through testing several iterations of messaging - especially as a startup - I can say, your best resource in understanding what to say to describe what you’re trying to solve in the marketplace is by interacting closely with your customers. Their feedback is essential, not only in terms of marketing and sales but also in product development. Your customers will make you better if you’re willing to listen. 

Adam: What is the single best piece of advice you have ever received?

Muriel: Never fear failure, rather fear the loss of humility. One is never beyond the point of learning something new.

Adam: Is there anything else you would like to share?

Muriel: The most important thing to Anthill is that we give a voice to deskless employees. Everyone on our team has either worked these jobs or have had family members in these roles. We’re building our company to be an employer of choice, and a corporation that can bridge the communication gaps to create positive change for this community. We’re excited to be able to share our learnings to benefit this crucial on-the-go workforce.


Adam Mendler is the CEO of The Veloz Group, where he co-founded and oversees ventures across a wide variety of industries. Adam is also the creator and host of the business and leadership podcast Thirty Minute Mentors, where he goes one on one with America's most successful people - Fortune 500 CEOs, founders of household name companies, Hall of Fame and Olympic gold medal winning athletes, political and military leaders - for intimate half-hour conversations each week. Adam has written extensively on leadership, management, entrepreneurship, marketing and sales, having authored over 70 articles published in major media outlets including Forbes, Inc. and HuffPost, and has conducted more than 500 one on one interviews with America’s top leaders through his collective media projects. A top leadership speaker, Adam draws upon his insights building and leading businesses and interviewing hundreds of America's top leaders as a top keynote speaker to businesses, universities and non-profit organizations.

Follow Adam on Instagram and Twitter at @adammendler and listen and subscribe to Thirty Minute Mentors on your favorite podcasting app.