A new story from Dose of Leadership

Dose of Leadership
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Automatic TRANSCRIPT

He's probably I've brought this book up so many times that he's probably going to be and be like you owe me some money, but I loved the book really when I think about diversity, equity and inclusion because I think it requires you to lead through principles and not by rules. Like people want the rules all the time. They ask me, well, what's the manual? What do I say and not say? What do I do and not do? And I try to get them away from that because this is human centric work. And there is no one right answer. But there are principles, right? That if you lean into them and lead according to them, you can create the kinds of climates where everybody feels they have an opportunity to do their best work. And that's really at the heart of way making. So those are some of the things in there. We also have a chapter about business outcomes. The talent outcomes leaders can reasonably expect when they make people feel seen respected valued and protected. So it's pretty well researched. There are a lot of stories in there because I do this work in addition to researching the work. And I think it's an insightful inspiring and most important practical guide to helping people make a way. Right. And that's so important. I think just as this world's evolving so fast, just with technology and working remotely and just every day, it's like something new is coming. I'm just like, wow, that's a thing. I didn't even know that that would be a thing. So I think more and more, where do those good ideas come from? It's not from the stereotypical way that we use to process information or the way we used to share information or market input. It's so much more organic now. I think as a business owner or a business leader, if you're not listening to that stuff, you're already falling behind. If you're not if you're not harvesting ideas and opening up those channels of communication with everybody at all stakeholders that are attached to any organization, then you're going to be behind. Because somebody else is going to listen. I mean, that's the big difference now, right? Before maybe nobody was listing in the 60s or 70s or 80s or maybe 90s. Nobody was listening because there was enough money and there was enough stuff driving. But now it's shifted like if you're not inclusive, you're behind, right? You are. And I love that point because people have asked me, is your book about diversity? And I'm like, not really. It's a leadership book. Because in my opinion, leaders of the future, if they're not leading inclusively, they will not be able to lead. Right. 88% of Generation Z says that diversity and inclusion is very important to them when choosing a place to work. I mean, think about that. So if we're not figuring this out, if we're not really taking the work seriously, then we won't be able to attract talent and we certainly won't be able to keep talent. So in my opinion, it's not just a nice to do. It's a sustainability play in addition to it just being the right thing to do. Well, and I think from that to add on to that perspective, I think that's what we're seeing with what they call what now the great resignation or whatever. I mean, I think that's exactly what's happening. I think it's spreading across all age groups. It's kind of like, well, if they don't value what I think, and they don't value what I, what I can contribute, then I'm just not going to work there anymore, right? Right. I'm going to find someone who does. I'm going to find someone he does, or I'll just go create a space, a freelancer, or so many people, like I said, can work remotely now and do those things that it's like, I'm just not going to, I guess there's almost a certain level of if a company's kind of BSing about their inclusion policies, really people are just like, no, I'm going to vote with my talent, and I'm just going to take it somewhere else. And we're seeing that across all industries. That's not just service industry or whatever. I think that's we're seeing that. And I think that's a very positive thing, right? We've got to be more balanced in the world. Well, it raises the bar, you know, for all of us. And if you think about it, in every single dimension of business, we've had to rethink how we work and how we go to market. And this is really no different, right? The culture should be part of that redefining part of that reimagination. There was a time when I was first in the workplace 20 something years ago. Where it was a lot more amazing. When you were 16, when I was just a wee, we used to do interned, right? Exactly. A wee Tara, you know, it was command and control back then. Right. Like, we're the leaders, these are the rules. This is how we operate. If you don't like it, you don't have to be here. You know, I'm not suggesting that was the spirit of the company I worked for, but that's just the way it was in the world. Exactly. And it's not like that anymore. We are, I say, you know, we're squarely in the collaborate and cultivate era. People want to do the work, not just for us, but alongside us. They want to create the future that they are interested in contributing to. And if we don't know how to do that, if we don't know how to open those doors and bring people along, we are going to be left behind to your point. Yeah, and that's every level. And then when you say leaders and CEOs, leaders, really, that's everybody in an organization, right? Because everybody can lead. I've been involved in several organizations.

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