Anika Bowles Consulting LLC

Growth Comes From Turning the Soil

Lately, I’ve been exploring and practicing a bit of home gardening. Plants are a lot like people—each one needs consistent attention, the right environment to thrive, and its own timing for growth. Sometimes the very things that look like setbacks are quietly strengthening the roots of what will become the sturdiest plants.

I’m learning that before anything beautiful grows, the soil has to be turned over. This simple act loosens the ground, helping water soak in, improving airflow, and mixing in nutrients that support new life. One of the ‘best’ nutrients has been manure, which, as you can imagine, smells terrible. Yet the very things that smell the worst often become the richest fertilizer for the growth that follows.

Difficult seasons in life work much the same way. Winning feels good, but we rarely learn much from it. The most meaningful growth cycles tend to come after disappointment, shortfalls, or defeat have challenged us.

Here are three lessons gardening has been teaching me so far:

🌱 Turn the Soil
Hard seasons force us to break up old ground. Once we do, the effort itself makes us reconsider what we’re planting and where we truly want to invest our energy in the next season.

🌿 Compost the Mess
Duds, disappointments, and shortfalls may stink in the moment. But the lessons they carry can become the richest fertilizer for future growth—if we’re willing to learn from them.

🌸 Plant With Intention
If nothing else, disappointment lights the path from failure to clarity. And clarity has a funny way of breaking through those experiences—much like flowers pushing through the soil. When things fall apart or fall short, they reveal who and what truly matters, who and what does not, and where we are—and are not—meant to direct our energy. Once that clarity arrives, be thoughtful about the seeds you plant next. Not everything deserves a place in your garden.

What feels messy today may simply be preparing the ground for your next season of growth.

Culture Is Not Created—It’s Repeated: A Leadership Lesson That Started at Home.

My father was an electrical engineer who grew up wanting to be a music teacher.

He loved music. He also loved process, strong foundations, and the nuances of mathematical strategy. That combination made him an excellent and collaborative engineer, especially on design teams. It also made him a tyrant when it came to helping me with my math homework.

According to my Dad, if I did not understand the current material, it meant I probably did not have a firm understanding of the previous material. “Math is repetition,” he'd say. “If you don’t understand this, you probably didn’t practice last week’s material enough.”

What that meant in real life was that asking for help with that day’s homework confirmed he was going to take me back in the book before helping me solve the problem in front of me. I remember being so frustrated, thinking that I only needed help with that day’s assignment. Going backward felt like more time than I wanted to spend.

Now, I think my Dad would have made a great band leader. He remembers every note, bridge, and transition of what feels like every song he's ever heard. He brought that same energy to my homework. I had to write out every step, so he could see exactly where I went wrong in my process of finding the answer. Even though we were looking at the same work, we had very different goals. A reasonably correct answer was enough for me. But my Dad, having much more education and life experience, understood that I'd need those same problem-solving skills later on in life, not just in math.

What felt grueling then has shaped the methods and principles I use to build with and build up leaders today.

When I begin working with a company, I listen, watch, and learn. One of my gifts is establishing trust early. That gives me access and opportunity to understand how their teams have learned to work, decide, communicate, and deliver to customers. Those patterns hold invaluable insight, because they show me the same thing my Dad was looking for: how they arrived at their present-day.

Culture isn't something you create or campaign for. It is the byproduct of daily decisions, repeated behaviors, and what leadership allows, rewards, ignores, or corrects over time. Once I see repeated habits and processes, or functional and dysfunctional patterns, I understand how the existing culture came to be. Only then can I offer strategies that truly impact the progress of the team and the company. Real change requires willingness—starting with the leader.

In a band, the leader can change the direction of the song by shifting the tempo or the key. Business leaders have that same ability. They can change the way an organization runs, communicates, celebrates, rebuilds, or grows by the standards they set and the behaviors they repeat.

My Dad has been retired for years now, but he still likes to hear about my work and my process inside different organizations. I am grateful he is still here to listen. He no longer requires me to write everything out, but he still asks questions that make me show my work.

I am fortunate to have had that kind of professional example and foundation through watching my father move through his career. His standards for how I arrive at answers have not changed. What has changed is my confidence in showing my work, because I now understand the principle behind repetition and the power of a solid foundation. It is also what keeps me connected to leaders and teams who are building, rebuilding, and scaling organizations. As long as they are willing to show their work, they are open to the kind of change that can actually make them successful.

Three things new business leaders can do to shorten the journey from startup to scale-up—and through grow-up—are:

1. Work with experienced mentors and operators - There is no shame in not knowing something. Google, ChatGPT, and YouTube can offer information and perspective, but access to someone who has actually worked in the spaces you are trying to enter can protect you from poor, incomplete, or even illegal decisions. Experience matters, especially when it comes to people practices, structure, and employment decisions.

2. Learn to be open to feedback—even when you don’t agree - Not every employee, client, or partner is attacking you when they share frustration or disappointment. Even hard feedback has value. Listen for what is true, relevant, and useful to the business. Low participation in surveys and low engagement scores often point to something deeper than apathy. They often point to low trust.

3. Learn to have difficult conversations in real time - If you want to be seen as the leader of your organization, you must become comfortable with handling and sharing hard news with the same steadiness you use for good news. Transparency is not just about what is said. It is also about when it is said and who says it. Leaders who consistently hand off difficult conversations risk handing off the trust of the team as well.

Once I realized my Dad was not trying to make my life harder, but trying to make me stronger, those math sessions became less traumatic. They also helped me sit at the top of my math classes in college and build study habits I still use today. I know now that he was making sure I had the tools for the next level. That principle still guides me.

If you are leading a team, growing a business, or trying to strengthen your culture, the question is not just whether you want a better answer. It is whether you are willing to show your work. If your team is growing faster than your structure, or your culture is reflecting patterns you know need to change, let’s talk. Strong organizations are built on stronger foundations. I will be sure to hold you to showing your work. Follow and connect with Anika Bowles Consulting LLC today!

I’ve always found the premise of the hit TV show, Undercover Boss, fascinating. A CEO disguises themselves to work alongside frontline employees… to find out what’s really happening inside their own company.

It makes great television. But it also highlights significant gaps long before the CEO even arrives for their first shift.

In a healthy organization, you shouldn’t be able to hide in plain sight with your own employees. The face of an engaged CEO who prioritizes people should be recognizable — even to the newest team member.

If leaders need a disguise to access truth, trust is not part of daily operations.

When people care about their work, they want to talk about it. They want to make it better and, above all, they want to be heard and appreciated.

Collecting feedback shouldn’t require a costume change. It should be a normal part of the workday for people who work together to meet the needs of day-to-day customers.

How?

🛞 Through conversation
🛞 Through participation
🛞 Through observation

As a leader, you should be engaged closely enough with the work to gather FACTs about how your systems — and the people operating them — are performing.

In my work with growing teams, I’ve helped leaders use a simple structure for difficult conversations:

I’ve dubbed it, The FACT Framework™

F – Facts
Start with observable behavior, not interpretation. Confirm what you see.

A – Affect
What was the impact on the team, the customer/client, or the outcome?

C – Clarify
What is the clear expectation moving forward?

T – Track
When and how will you measure progress and follow up?

⛔ Not feelings.
⛔Not assumptions.
⛔Not “I just feel like…”

⛳ Facts. Impact. Clarity. Follow-through.

When feedback flows consistently, leaders don’t need undercover missions. The feedback in a trusting organization of work teams who care about and want to preserve that culture will rise to the top quickly. Because the speed of your organization will never exceed the level of trust within it.

Trust builds.
Speed increases.
And performance improves in real time.

If you have to go undercover to learn what’s happening in your own organization… It may not be a visibility issue. It may be a feedback rhythm issue.

Strong cultures don’t require surveillance. They require structure.

I have tools to help leaders build that structure intentionally.

If that’s you, DM me “STRUCTURE.” Let’s start there.

Amazing school with AMAZING students and faculty team!!!

Join the PATH team - We’re Hiring!
See the flyer for available positions and instructions on how to apply.

Performance review season is approaching, and every year the same pattern surfaces:
🖋️ Leaders trying to summarize 12 months of performance…
based on memory, not on conversation or engagement. Or worse — emotion.

If feedback only shows up twice a year, it’s not feedback. It’s a surprise.
And surprise rarely builds trust.

📽️ Think about a theater or film director.

They don’t wait until opening night — or the end of shooting — to tell their lead actor, “You know… that emotional moment in Act 2? It didn’t quite land the way we wrote it.”

No.

They offer direction, motivation, and adjustments in real time:

🌟 “Pause longer before delivering your line.”
🌟 “Lean into the frustration — it’s already there.”
🌟 “Let the silence breathe.”

This is why they hire talented actors. They’re not manufacturing ability.
They’re shaping what already exists — guiding it toward a shared creative vision.

🈴 That’s what effective performance feedback should feel like.

You’ve hired talented people. Your role as a leader is not to “catch” them doing something wrong six months later. It’s to help them see — in real time — how their strengths, habits, and behaviors align (or misalign) with the story you’re building as an organization.

🔝 High-performing teams operate with rhythm and trust. Because the speed of your organization will never exceed the level of trust within it.

In strong organizations, leaders:
☑️ Set clear expectations
☑️ Offer example-based coaching
☑️ Save and revisit documented conversations
☑️ Offer and expect mutual accountability

By the time formal mid-year and end-of-year conversations happen, no one should be shocked by their rating — because nothing in it is new.

On the other side of that high-performing coin, strong leaders don’t just give feedback.

🎯 They ask for it.
🎯 They seek it.

Because they understand that feedback is a catalytic converter for growth.
“What is one thing I could do differently to support you better?”

That question alone can shift the culture.

🔩Performance doesn’t improve through silence. It doesn’t improve through uninformed arrogance either.

It starts with self-awareness. And it grows through clarity and the courage to have challenging conversations when they are needed most.

🏋 If your review season feels heavy, reactive, or anxiety-inducing… it may not be a talent issue. It may be a cultural rhythm issue disguised as a feedback problem.

Follow along. More to come.

⚕️ Affordable Health Insurance Options for 2026 Are Still Available!

With everything shifting over the past year, one of the biggest concerns I’m seeing—especially for those of us who truly care about people—is access to healthcare. Millions of Americans are being priced out of coverage.

As someone who works closely with small and scaling business owners, consultants, and independent contractors, I’m seeing this happen in real time. People aren’t opting out… they’re being pushed out by the rise in cost.

That’s one of the reasons I partnered with Benefit Airship. What stood out immediately is that their packages offer real, flexible solutions for individuals, families, and even employers.

👥 For individuals & families:
✅ Plans starting as low as $59/month
✅ Coverage customized to your needs
✅ Medical, dental, vision, prescriptions, and mental health options

💼 For business owners (including those with contractors):
✅ No monthly minimums
✅ No minimum employee requirement
✅ No census required
✅ Can be set up in about 15 minutes ⏳

I’m sharing this because it truly has the potential to be life-changing. It provides a path to stability, dignity, and protection for individuals and for business owners trying to care for their teams without being crushed by rising costs.

👉 Explore options here:
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📌 Important: To have active coverage by the 1st of next month, enrollment must be completed by the 15th of this month.
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If you’re a business owner, contractor, or leader trying to make sense of what’s available, I’m happy to talk through what may fit your situation and point you toward next steps, if you need it.

On behalf of my client team Liquid Soul mark your calendars for this event:

ATLANTA - It. Is. Time. Join us for an unforgettable evening of connection, opportunity, and empowerment!

Aflac United: Power in Partnerships – Thriving Through Connections, taking place on April 16th!

Whether you're a small diverse business owner, an aspiring professional, or a community leader, this event is designed to help you grow your network, explore new opportunities, and connect with people who are building and thriving.

What’s in store:

🔹 Breakout sessions for business owners, brokers, and career-seekers
🔹 Networking with Aflac leaders and Atlanta’s top influencers
🔹 Real insights on partnering with Aflac—as a provider, employer, or advocate

Special Guest:

We’re thrilled to welcome Pinky Cole Hayes, CEO of the wildly successful SluttyVegan ATL brand, Aflac client, and founder of the Pinkydot Foundation. She’s changing lives through business and philanthropy—and she’s ready to share her journey to inspire yours. If you're ready to elevate your business, build lasting connections, or take the next step in your career, this is the room to be in.

Event Details:
April 16, 2025 | 6:00 PM – 9:00 PM | The Gathering Spot, Atlanta

✨Bonus: Some guests will be selected for an exclusive VIP Meet & Greet with Pinky Cole Hayes after the event!

Reserve your spot today: https://lnkd.in/gWBK3jTv
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💡 NEW WAYS TO SUPPORT OUR SMALL BUSINESSES & ENTREPRENEURS!

Small and medium businesses and entrepreneurs are the heartbeat of our communities. But too many are struggling due to funding cuts and financial shortfalls. As a business consultant, I am not only seeing firsthand how these challenges can hold back passionate, hardworking business owners, I am also in the trenches with their teams navigating the challenges.

That’s why ABC LLC is stepping up in new ways to help!

Through the Builder fundraiser, we’re not just selling hoodies and tees—we’re creating opportunities for partnership, collaboration, and community support. 100% of proceeds will go directly to small businesses and entrepreneurs in need, helping them sustain, pivot, and thrive!

✨ How You Can Get Involved:
✔ Grab your T-shirt, Long-Sleeve, or Hoodie and wear the message!
✔ Share this post and spread the word!
✔ Know a small business that could use community support or business guidance? Tag them below!
✔ Looking for a way to rally your community or organization? We offer personalized options for community groups, businesses, and organizations—reach out to discuss how we can partner!

💛 What Makes This Special?
✔ Front: 2025 Builder logo with a vibrant ring of hands, symbolizing unity and support
✔ Back: Ecclesiastes 4:9 – "Two are better than one because they have a good reward for their labor." God's powerful reminder that we rise better together!
✔ Available In: T-Shirts, Long Sleeves & Hoodies in a variety of colors (Adult Small – 3X). Youth sizes coming soon!
✔ Locally Sourced & Produced – supporting small businesses and the creative, entrepreneurial spirit every step of the way!

Let’s build community, empower entrepreneurs, and make a real impact—one tee at a time!
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Our 2025 business planning—both internal and client-facing—is well underway, designed to ignite creativity, drive innovation, and fuel strategic growth. We’d love to bring that same focus to your team, empowering you to turn your vision into success. Let’s connect and make it happen!

Anika Bowles

As you prepare for a new season and the next year, it’s a good time to reflect on the standards shaping organizations you are connected to. What’s tolerated at the top sets the tone and filters through every level, potentially normalizing behaviors that don't align. Pay attention —call out toxicity and do the work to preserve strong relationships within positive cultures. Ensure you’re helping to build environments that reflect your goals for the year ahead.

Many people manage with a scarcity mindset, which falls short of true leadership. Great leaders, however, foster environments that empower their teams with the limitless potential that comes from collaboration and mutual encouragement.

As you are building development strategies for yourself and your teams for the upcoming year, here are 3 points to consider:

1. Mutual Empowerment: Emphasize a mutual belief system. Success is not a zero-sum game, and supporting others doesn't diminish your unique potential. The success of each person strengthens the collective growth of the team.

2. Collaboration for Success: Highlight the idea that belief in one another allows for greater possibilities. When we unite our efforts and confidence, we can achieve more than we could alone. Teamwork can be a powerful tool for problem-solving, as diverse perspectives can lead to innovative solutions and faster resolutions.

3. Inclusive Leadership: This mindset fosters an inclusive and supportive environment where everyone feels valued, empowered to contribute, and has the opportunity to grow. This is essential for strong leadership and organizational success. Inclusion starts with, "in".

As you plan for the year ahead, prioritize fostering a culture of leadership within your team. Effective leadership isn't just about managing outcomes; it's about empowering others to take the reins. When you cultivate a team of empowered leaders capable of driving collective success, you end up pushing yourself forward in your career. Creating space for others to lead is a powerful way to make room for your own growth and development!

Contact Anika Bowles Consulting LLC for Leadership Development/ Development Strategy Planning Information.