Influential Woman · Human Resources
Edythe Richards
Employee Development Manager, Metropolitan Washington Airports Authority
Washington, DC 20001
Her Story
About Edythe
My professional story began far from where I am today. At 21 years old, fresh out of college, my first job was as an ESL teacher in South Korea. This was before “globalization” was a common part of everyday life, and in many cases, I was the first Caucasian person my students had ever met or spoken with. Living and working in what many would describe as a patriarchal and xenophobic society was both challenging and formative—and it fundamentally shaped how I see people, work, and leadership.
That experience taught me something that has guided every career chapter since: everyone wants to be respected, and most people genuinely want to do good work. When we take the time to listen first, to understand where someone is coming from, and to meet people where they are, real connection—and real growth—becomes possible. This belief became the foundation for my work as I transitioned from teaching to counseling, and eventually into leadership development—my third career path. Reinvention, even in mid‑career, isn’t just possible; it can be powerful.
Today, I am the Employee Development Manager at the Metropolitan Washington Airports Authority, where I lead leadership development for a complex, diverse workforce that spans executive leadership, middle management, frontline employees, public safety, and skilled trades. In parallel, I run my own consulting and coaching practice, partnering with individuals and organizations on emotional intelligence, leadership effectiveness, and conflict resolution.
I am deeply committed to evidence‑based development and am an avid user of psychometrics. I was one of the first 50 recipients worldwide of the Myers‑Briggs Master Practitioner credential and am also a certified Emotional Intelligence practitioner and trainer, Everything DiSC certified practitioner, Gallup‑certified CliftonStrengths coach, Certified Workplace Mediator Trainer (CMT) in Conflict Resolution, and an ICF‑certified coach. I believe that when we better understand ourselves, we take the first—and most important—step toward understanding and appreciating others.
Beyond my professional work, I am passionate about giving back. I actively volunteer with Algorizin, a tech company that helps immigrants secure their first jobs in the U.S., and with Accountability and Hopeful Fridays, a national organization supporting job seekers navigating layoffs and career transitions. I am also the creator and host of four podcast series, including Myers‑Briggs Question Corner, which I launched in 2016 as a way to make personality theory practical, accessible, and human.
At my core, I am a lifelong learner who believes leadership starts with curiosity, humility, and the courage to engage across differences. Every chapter of my journey has reinforced the same truth: when people feel seen, heard, and respected, they rise.
Her Interview
Ten minutes with Edythe
01What do you attribute your success to?
There are two things I attribute my success to: a deep commitment to self‑understanding—and a willingness to invest in it early and often—and the quality of my relationships.
The first time I took the Myers‑Briggs assessment, it was a light‑bulb moment. I finally understood why I had often felt like the “black sheep” in my family and in many workplaces, and I began studying how to use my personality preferences intentionally—to adapt, communicate effectively, and move forward with purpose. That experience sparked a broader journey into self‑reflection and growth through additional assessments and lived experience. I’ve learned that progress requires personal responsibility: when things aren’t going the way you hoped, you have to be willing to ask, What can I do better? while also acknowledging your strengths and what makes you unique.
Equally important has been my investment in relationships. Relationships are the single most valuable currency anywhere—people grow, advance, and find opportunities largely through the trust and credibility they build with others. Surrounding yourself with people who support and challenge you, even if they are different from you, matters deeply. Along the way, I’ve learned to balance conviction with humility—leaning on my strengths, thinking critically, and exercising diplomacy, while accepting that I won’t always have the right answer. Careers evolve, people can be challenging, and things won’t always go your way—and that’s okay. Every difficult experience builds resilience and clarity, and each one becomes part of the learning that shapes long‑term success.
02What advice would you give to young women entering your industry?
My advice is to invest early—and continuously—in self‑reflection. Take the time to truly understand your strengths, your tendencies, and how you show up at work. Psychometric assessments, coaching, and trusted mentors can be invaluable tools, but what matters most is your willingness to be genuinely honest with yourself—even when it’s uncomfortable. Clarity about who you are, how you think, and what you value is the foundation for good judgment and meaningful career decisions.
If you ever feel like an outlier, or that your skill set doesn’t naturally align with the environment you’re in, know that adaptation is possible. There may be periods where observing, listening, and learning the expectations of the organization are just as important as visibly performing. You will encounter difficult personalities, frustrating dynamics, and moments when things don’t go your way—and that’s normal. Every challenging experience has something to teach you if you’re willing to reflect and grow from it.
Over time, what matters most is developing the self‑awareness to balance diplomacy with conviction: to think critically, lean on your strengths, and move forward with what you believe is right—while also recognizing that you won’t always have the answers. Perspectives evolve, and people will sometimes disappoint or annoy you. Building resilience and emotional intelligence is essential. In my experience, self‑awareness and empathy are two of the most overlooked—and most powerful—skills in leadership. Check in with yourself often, stay open to feedback, and remember that growth is a lifelong process.
03What are the biggest challenges or opportunities in your field right now?
The biggest challenges in my field right now fall into 3 clear priorities. First is a growing lack of trust in leadership and increasing disengagement. As some leaders climb the ladder, focus can shift away from people and toward ego, titles, or outcomes alone. When leaders lose connection with their teams, engagement, trust, and discretionary effort decline—and that has real organizational consequences.
Second is an aging workforce and the urgent need for thoughtful, intentional succession planning. Many organizations are at risk of losing institutional knowledge without ready pipelines of prepared leaders.
Third is the rapid adoption of AI and technology without equal investment in emotional intelligence and critical thinking skills. While AI can be incredibly powerful, relying on it at the expense of judgment, curiosity, and human connection is a real concern.
The opportunity—and the optimism—lies in addressing all three together. Organizations that prioritize emotionally intelligent leadership, invest in developing internal talent, and use technology to support (not replace) human thinking will be far better positioned for the future. When leaders stay curious, grounded, and people‑focused, trust can be rebuilt—and meaningful, sustainable engagement can follow.
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