When Valbona (“Val”) Kola describes what Frequentis does, the high stakes of their important work is clear.

“At Frequentis USA, everything we do contributes to a safer world,” she says. “We make the voice systems that connect pilots and towers. If we make a mistake, the consequences could be serious.”

That sense of responsibility extends beyond technology to the company’s people. As senior HR business partner, Kola leads a team that supports the engineers and administrative staff who serve as federal contractors for the FAA. “It’s an intense environment,” she explains. “You have to commit 100 percent. But it’s also deeply rewarding, because we’re all working toward something that matters.”

Kola’s 12-year career in human resources began in a more traditional role — focused on payroll, benefits, and employee relations for a previous company. But after completing Next Level Leaders through the Dr. Nancy Grasmick Leadership Institute at Towson University, her professional outlook changed entirely.

“The program was like a mirror,” she says. “It showed me where I was and where I wanted to be.”

Through a combination of workshops, coaching, and self-reflection, Kola began to see leadership differently. “I learned that leadership isn’t about one style being right or wrong. It’s about adapting. I also learned how critical trust is, how easily it can be lost, and how important consistency and integrity are in building it.”

That insight shaped her next career move. Soon after completing Next Level Leaders, Kola joined Frequentis and found herself in a company that valued innovation but needed to evolve its people culture. Drawing on her Grasmick Institute training, she began positioning HR as a strategic partner rather than a purely administrative function.

“I started working closely with the executive team to identify gaps, strengthen engagement, and ensure we stay competitive,” she says. “I wanted them to see HR as a collaborator, focused on people, fairness, and organizational growth.”

Kola even built her Next Level Leaders capstone project, which created a company engagement committee, into reality at Frequentis. The volunteer group organizes activities to strengthen culture and mental wellness. “It’s been wonderful to see employees connect through these efforts,” she says. “It’s not just fun; it builds trust and retention.”

Inspired by her own transformation, Kola brought the Grasmick Institute back to her organization. She invited a Grasmick Institute facilitator to lead the Manager to Leader Workshop for Frequentis supervisors, managers, and directors. Kola describes the results as “amazing.”

“We have many engineers who tend to be very technical, focused, and often quite introverted. During that training, I heard them laughing and interacting in ways I’d never seen before. They were engaged, self-reflective, and connecting with each other. For two full days, no one wanted to leave the room.”

Post-training surveys confirmed her impressions: participants overwhelmingly called it the best professional development they had ever attended. “It became both a leadership workshop and a team-building experience,” Kola says. “And it strengthened the sense of community within the company.”

Now, she’s planning future collaborations with the Institute, exploring additional coaching and leadership development programs.

Looking back, Kola credits the Grasmick Institute with helping her — and her organization — grow stronger. “It gave me the confidence and perspective to become a true partner to our leaders,” she says. “And when I shared that experience with my colleagues, it multiplied the impact. We’re not just managing people anymore, we’re leading them.”