Stronger Than Hate

I've been thinking about the tremendous amount of sadness in the news lately from around the world. There are big things like war, famine, and blatant violations of human rights happening all the time.

Isn't that last comment enough to make you sick? These issues are so common we're not even phased when we hear about them.

Hate and indifference fuel these disastrous situations.

It's Personal
I've discovered over the years that I have a tremendous amount of influence in my life when it comes to hate. 

Sometimes the hate is subtle in the workplace...a quiet joke about someone who might be gay, or a crass comment about a female leader who is driving change. And the room is filled with a mix of nervous laughter and heads facing toward the floor.

Why is it that difference becomes a threat? 

Why is it that so many "professionals" don't realize that they are showing their true feelings when these not-so-subtle comments are made publicly? Seriously, when I hear these things I now react to them...and simultaneously lose all respect for the person saying it. 

I may have to work with you, but I will never cut you any slack again. Ever.

It's Serious
What strikes me as the ultimate in ironies is that the leaders that make crude comments about race, gender and sexuality also expect to be treated with the utmost respect. Ha! Good luck with that one.

"The same people often use religion as their cannon fodder for hate. I'm not a biblical scholar, but I don't recall Jesus saying 'let the white christian straight children come to me.' He actually invited all children to join him."

It's a shame so many leaders today fail to appreciate that message.

How About You

The world is changing...albeit slowly. No longer will the generation that is going to dominate the world of work accept these bigoted and outdated behaviors. Not to mention the legal infrastructure that is finally catching up to a civilized view of the world that treats all people with respect.

It's time for each of us to evaluate the words we use, and the challenges we make to these tired and embarrassing comments in the workplace. Stand up and let your voice be heard.

I'd love to hear from you.

No Excuses.

The Last 10%

I have a serious bias when it comes to the world of work. My friend and colleague Joe Gerstandt does a terrific job of helping us "see" the hidden biases we all have (yes, you have them too.) Some of them are not so hidden however. They are front and center for us, and candidly that is where they are going to stay whether we want them to or not.

So here's one that I've put at the top of my list: making it safe for every employee in the company to feel safe coming to talk to me. About any topic.

Including me.

Job Titles Are Scary

I've been fortunate ( and continue to be) to serve in senior leadership roles for several organizations. The downside of that role is that the darn job title gets in the way sometimes. Here's what I'm talking about...

...employee wants to raise an issue or concern...starts to worry that raising that issue with a "VP" might make them look bad at best, or be career-limiting at worst...

The job title blocks getting to the real issue. That's not good. But there is a clear solution. Can you guess who is responsible for executing that solution every day?

Job Titles Are Also Opportunities

We've all heard the phrase that "talk is cheap." Well I disagree. I think words are powerful. I think words move people to action. I think words can make all the difference...

...words can do all these things when they are combined with action.

That fancy job title that gets people flustered opens the door for you to make it safe...literally...for your team members to come to you with any issue. 

It's not easy. You have to start fresh every day. Forget that you built a strong rapport with the team last month, last week, or even yesterday.

Make it safe again today. Never stop reinforcing that you are available and will not over react, or for God's sake punish them for stepping forward.

This may sound very simple to you...but when was the last time you intentionally thought about making your workplace safe for every employee to come forward.? I'm not talking about your peers, or those in "higher level roles." I mean everyone.

How About You

I hear many leaders lament that they don't know the "real story" of what is going on in their organizations. Well here's a tip...when leaders make it safe for everyone to come forward and share the last 10% of the story (which is always where the real issues are hiding) the truth will come out. It is entirely up to you to make it happen.

I'd love to hear from you.

No Excuses.

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Social Gravity - Read and Learn!

I was fortunate to take last week off for a vacation. Finally some family time (almost) disconnected from email and twitter (at least from an obligation standpoint), and really unwound from the pace that consumes us all in everyday life.

One of the perks of having so much downtime is the chance to read a book that you want to read, not one that you have to read. Social Gravity, by the dynamic team of Jason Lauritsen and Joe Gerstandt is one of those books.

Endorsements Aren't My Thing

Those who know me well appreciate my disdain for most things vendor and/or endorsement related. I guess I always feel taken advantage of, or that I'm being used for someone else's advantage.

Reading Social Gravity however requires me to not only endorse this great little book, but to challenge my colleagues to step up and read it for the sole purpose of some serious introspection. Not only is the book filled with practical strategies that can be implemented immediately; but it also turns the whole concept of networking, connections, and personal relationships completely around.

How About You
Are you ready for that; or is it safer to stay glued to your old (read here => tired) and trusted (read here => risk-averse) and reliable (read here => the world has passed you by) approaches?

I'm doing a whole bunch of rethinking right now. Buy the book today and get started learning how the world really works.

I'd love to hear from you.

No Excuses.




pic courtesy of Talent Anarchy

The One Second Rule

How many times have these words flashed through your mind: "I wish I could take back what I just said!"?  How many times have you worked with a leader on a complicated employee issue only to learn they said something that makes a difficult situation impossible to resolve?  

If only there was a simple way to head off these foot-in-mouth moments.  So much time, energy, and embarrassment could be avoided.

Just Give Me A Second, Literally 

Slowing down to think before we speak is not as easy as it sounds.  Sure, we're professionals and we're supposed to be good at this stuff, right?  But what tool can we realistically offer to the leaders we support that is easy to use and easy to remember? 


The One Second Rule.


I know we're all busy, and have a hectic life full of drama, projects, deadlines and more drama.  However, I have to believe that we all have at least one second to spare.  It's in that one second of time that the magic happens.  Give yourself just one second to affirm, or change, what you are about to say.  Think of the implications:


- one less insensitive remark
- one less racial slur
- one less harsh comment to an employee
- one less arrogant statement
- one less gender-biased remark
- one less homophobic comment
- one moment to lead -> GAINED.


NOW IS THE TIME


We can not wait to implement this rule.  If we strive to create organizational cultures rich in cognitive diversity as Joe Gerstandt so effectively describes, then we can ill afford to have our leaders cutting off these opportunities before they even begin.

Think before you speak.  Give yourself a chance to do the right thing before it's too late and you find yourself wishing you could "have those words back."  

I know it's difficult to do...I struggle mightily with this every single day.

HOW ABOUT YOU


How do you ensure you don't regret making comments that deflate instead of empower?  How do you make the conscious choice to say the right words at the right time to the right people?  How do you invest your One Second?

I'd love to hear from you.


No Excuses.










pics courtesy of http://www.backseatblogger.com/ and http://www.blogs.discovermagazine.com/

Diversity & Inclusion - Part 1

Today begins an occasional series on my Diversity and Inclusion (D&I) journey. Obviously these issues are important, but I'm looking at them not only from the standpoint of "the right thing to do"; but, that I need to address them in order for my organization to excel.  This isn't about a regulatory mandate or compliance pressure.  This is about making D&I part of how work is done, not an additional task to complete each day.  This is about being world-class.


TAKING THE PLUNGE
So here I am, ready to take a deep dive into D&I.  Gut-check time...am I the right one? Am I the most knowledgeable? Am I the "expert?" So far the answers are easy - No, I am not.


Now what?  Do I throw in the towel because I'm not ready?  Do I wait for the perfect time to kick things off?  Do I invest months of time preparing so the launch will be perfect?  Or, do I take Joe Gerstandt's advice and:  1-Start over in my understanding of D&I, 2-Focus on human nature; and, 3-Get going?

I'm going with Joe's advice.

RE-LEARNING WHAT I KNOW
To assume I "know" the fundamentals of an effective D&I initiative is more than a stretch.  So I'm going to listen, and learn, and push myself to throw away my first reaction to things and go farther.  I've spent years trying to standardize the behaviors, style, and reactions of the employees in my organizations, but Jason Lauritsen turned that view upside down with his recent post at Talent Anarchy.  Standardization does not help, it waters down, distills, and fails to leverage the unique talents and experiences of the employees all around me.


So, I'm starting over.


ENTHUSIASM DOES NOT EQUAL SUCCESS
I now find myself in an interesting place...I'm excited about this process not only for my own growth, but for the impact it may have on my organization. However, simply because I am engaged in this process does not necessarily mean it is going to be a success.  Recognizing now that I need to leverage the talent both inside and outside my immediate circle of influence is essential to achieving sustainable results.  

HOW ABOUT YOU
Do you have valuable lessons to share as part of your D&I journey?  Where did you stumble?  How have you succeeded?  Or, do you still think diversity is an annual ethnic foods picnic and an EEO-1 report?

I'd love to hear from you, and please pass the rice and beans.


No Excuses. 






pics courtesy of http://www.blogtrepreneur.com and http://www.equalityanddiversityuk.com