In the advance landscape of biotechnology, where innovation and human capital converge, Dena House emerges as a transformative force. Holding the pivotal role of Chief People Officer at Adverum Biotechnologies, Dena is at the forefront of shaping a workplace culture that not only fosters professional growth but prioritizes the well-being and satisfaction of its employees. 

Dena’s journey into the field of psychology began with a curiosity about job satisfaction and a determination to unravel the complexities behind workplace happiness. Struck by the paradox of individuals spending a significant portion of their lives at work while being unhappy, she delved into the field of industrial/organizational psychology. Specializing in Organization Development (OD), Dena set out on a mission to enhance the very fabric of organizational dynamics. 

At the core of Dena’s approach lies her commitment to collaborate and align with all levels of the organization. Her role is not merely about implementing programs but about designing and developing initiatives that permeate the corporate fabric, leading to enhanced business results, growth, efficiency, and team effectiveness. This involves the facilitation and consultation with both small and large groups, guiding them from problem identification to results-based solutions. 

With a foundation in psychology, Dena’s career trajectory initially focused on management and leadership development. Armed with tools to create environments that amplify team engagement, she transitioned seamlessly into an HR Business Partner role. This shift allowed her to intimately understand the intricacies of employee satisfaction, identify roadblocks to effectiveness, and optimize company efficiencies. 

Dena’s expertise spans the four pillars of organizational development – mission, vision, strategy, and goals. These pillars, she believes, are the cornerstones for crafting an environment that is not only effective and productive but also engaging. In her pursuit of excellence, Dena weaves together a rich tapestry of psychology, management, and human resources to create a workplace that is as innovative as the biotechnological advancements Adverum is recognized for. 

Prioritizing Dignity and Empathy in Challenging Times of Change 

Dena emphasizes the importance of compassion, empathy, and treating individuals with dignity, especially during challenging times or when going through a significant change or transition. Recognizing that how people are treated during these situations impacts not only the individual, but also the team members around them.   Dena underscores the significance of maintaining people’s dignity and self-esteem. She points out that the impression and interactions during a transition process are crucial, shaping individuals’ memories of their overall experience with the organization. Dena’s leadership approach revolves around seeing the whole person, valuing relationships, and focusing on individuals beyond their roles within the company. This, she believes, forms the foundation for any effective HR strategy. 

Collaborative Partnerships Across the Organization 

Dena highlights the importance of success in HR initiatives as the presence of a genuine pull for these initiatives and meaningful interactions between employees, executives, the Board of Directors, and the People Team. She emphasizes the need for Chief People Officers (CPOs) to build trusting relationships at all levels within the organization. According to Dena, success is not merely about the initiative to be implemented, but rather it’s about understanding the organization’s needs, customizing solutions to fit its business requirements, and demonstrating patience in addressing areas that require care and attention. For Dena, the journey of collaborative and thoughtful HR efforts is what truly matters. 

Accountability and Expectations 

Dena underlines that for collaboration to thrive within an organization, there must be a genuine desire for it to be ingrained in the culture. At Adverum, they actively sought to define their culture as collaborative and transparent, responding to the requests of employees and gaining sponsorship from leadership. The People Team played a crucial role in providing tools to foster collaboration. Regular discussions about collaboration occur in group meetings, and feedback is openly given to individuals and teams. When conducting interviews, the organization seeks to identify candidates who display collaborative behaviors, and everyone is held accountable for the collaborative culture. 

Collaboration at Adverum is not just a term but an integral part of their language and Values. It is embodied in their actions, and they have clear expectations and consequences for when it is not happening. Collaboration is defined, rewarded, and recognized through their Competency Model, Core Values, and various feedback mechanisms throughout the year. The impact of this collaborative culture is evident in their strong sense of teamwork, collective problem-solving during challenges, open communication, and low turnover. The team is highly engaged and committed because they trust each other and share a common goal of delivering the best outcomes for Adverum and patients. 

Encouraging Compassion, and Building Alignment for a Collaborative Culture 

Dena recognizes that different levels within an organization may have diverse perspectives and face varying pressures based on the information they possess or the decisions they must make. These differences can lead to misalignment of priorities. Overcoming such challenges requires the courage to provide feedback on the impact of this misalignment on the company, teams, and individuals. It involves being a voice for different groups, fostering compassion, and encouraging individuals to see things from others’ points of view. 

Having the courage to address roadblocks may involve holding up mirrors, offering feedback to help individuals understand the impact of their behaviors. This process also entails active listening, occasional mediation, and, most importantly, creating open lines of communication to ensure that everyone feels heard and understood. By addressing these challenges head-on, organizations can work towards achieving alignment and fostering a collaborative and inclusive culture. 

Pioneering People Practices 

Staying abreast of trends and actively listening to individuals’ needs, both inside and outside the organization, are crucial aspects for Dena. Remaining adaptable and avoiding stagnation in traditional practices is vital; being open to change is a cornerstone. In Dena’s role, effective change management plays a critical role in enabling individuals at all levels to cope with and embrace change, rather than resist it. Providing opportunities for continuous learning and the acquisition of new skills is integral to navigating change successfully. 

Adverum places a strong emphasis on being at the forefront of People practices and initiatives. The company is committed to embracing change, experimenting with new practices, and implementing innovative trends. Moreover, Adverum aspires to be a pioneer in researching, developing, teaching, and modeling approaches that align with the evolving nature of work and changing times. This commitment ensures that the organization remains dynamic and responsive to emerging challenges and opportunities. 

Culture of Inclusivity, Genuine Kindness, and Comprehensive Well-Being  

Employee well-being and Diversity, Equity, and Inclusion (DEI) are central focus areas at Adverum, according to Dena. The organization has implemented a robust DEI program that emphasizes education, involvement, and transformation. Adverum actively practices inclusivity in its interactions, hiring processes, and community engagement. The commitment to DEI extends beyond ethnicity and gender, embracing each person’s unique experiences and fostering an environment where individuals can be their authentic selves. 

Adverum distinguishes between being “nice” and being “kind,” implementing initiatives that go beyond surface-level interactions. The organization values true acceptance, kindness, understanding, and mutual respect among its team members. Mental health and overall well-being have gained increased attention, especially in the aftermath of the COVID-19 pandemic. Adverum recognizes the interconnectedness of personal and mental well-being with professional performance, making it a collective responsibility to support each other. 

The organization actively addresses mental health challenges by providing forums of support, robust benefits, and sharing best practices for coping with health and well-being. Adverum encourages open conversations about mental health, acknowledging that it’s okay not to be okay at times and promoting the importance of self-care. The People Team plays a proactive role in providing resources and support, while managers are equipped with tools to effectively support and encourage their team members. Adverum’s commitment to employee well-being is reflected in positive feedback received from employees in engagement surveys, highlighting a sense of support, encouragement, and understanding from their direct managers. 

Global Insights 

Early in Dena’s career, she had the opportunity to be involved in numerous global initiatives, and these experiences significantly influenced her approach to Human Resources (HR) and Organizational Development (OD). At times, there was resistance from leaders who believed that global initiatives or interventions wouldn’t work universally. However, Dena’s experiences contradicted this notion. She discovered that, irrespective of location, people share common needs – they want to be heard and valued. While there might be slight adjustments needed to accommodate specific locations, the core of programs remained consistent. The key factor was the upfront work of building relationships. 

In essence, these early experiences taught Dena that the success of an initiative or program is not solely about the content; it’s about the relationships fostered in the process of design and implementation. She adds that building strong connections before rolling out any initiative is crucial to its effectiveness. 

Elevating Organizational Success 

As an HR Leader, Dena emphasizes her role in encouraging organizational leaders to recognize the positive impact on the business when valuing diversity, supporting employee well-being, and fostering a sense of belonging. Excuses such as lack of time or industry downturns should not be used to deprioritize the focus on these critical aspects. Instead, it is the responsibility of the organization to integrate diversity, well-being, and belonging into its culture and way of operating. This commitment reflects a long-term investment in the success and positive impact of the organization. 

Additionally, Dena finds fulfillment and motivation in witnessing individuals grow within the organization, expressing their authentic selves, and recognizing the value they contribute to the organization. The pride that employees take in their work, the success of their colleagues, and the company itself is a source of inspiration.  

Website: adverum.com