Pride Leadership with Dr. Steve Yacovelli


Is the secret of great leadership engagement as part of that or not but will it and it's a great question. it's funny. I've had a gentleman asked me when i launched my latest book. Pride leadership last summer. Not this past one. But the one pre code i i'd say and the germans said what's the secret leadership i said. There is one really like yes. There is as an if you if you take my three hundred sixty five page book. Boil it down to one page with one word. The key secret to is trust. So if i'm a good leader. And i can foster trust within my team and team doesn't have to be direct reports. It can be those around me. My bosses my clients. Whoever that is if you foster trust your gold. So i said know one word on one page. That's the secret to leadership but police buy my book. Anyway i'm sure there's lots more golden. Well actually since you brought it up. Why don't we. Why don't we go there and tell me a little bit more about the book. Yeah so like. I said technically my third book i with a real publisher which has been exciting different process. But i've been in love in the leadership and diversity inclusion space pretty much my whole career. You said i did. It was it disney. Ibm for a while as internal people who kind of went out on my own in two thousand eight as a full-time gig and worked with some awesome clients but you start to see leaders and leadership pattern for those who are just like rock and roll and be an awesome leaders and the ones who are crashing and burning and not doing so well the little qualitative research nerd in me was kind of just observing and all this stuff gathering that data if you will and then. I'm at a conference a couple years ago and sorting business cards go before session. This woman's next we actually doing the same thing and she's like what do you do. And i said well you diversity change management will. I said how about you. She's like. I'm a publisher mike. You know what. There's a book in my head that needs to come out. She's like let's get that book out. And so jen became was your and it really just got me starting to think about you. Putting these observations that had over the course of my career down in into play. Since i started. Kind of mapping that and then you know not not long after that. I started looking at some of the leaders around me i do a lot of work advocacy work of volunteer work especially for the lgbtq community as well as others just kind of helping foster equity and justice for the quote unquote others in the world. I through the lens because leadership is top of mind. I'm started watching these leaders. Do what it is they do especially the successful ones. And then if you remember that. Tv show from from back when sex in the city always computer. She's like. I couldn't help but wonder and i actually kind of popped in my head. I couldn't have put wonder if as an lgbtq blue person you have an opportunity to exercise leadership differently or in an in a unique way then our street brothers and sisters for example out of the story some competencies i wanted to play with. I would've down to six in this holding up my mouse pad which just happens it here. It's branded with license competencies. So they're authentic authenticity. Courage empathy communication relationships and culture. And so let's talk about empathy for a second. If i'm out gay man in the workplace when we could work that's leading very authentically in a different way. That may be my straight brothers and sisters are doing so. I'm not saying that. Gay leaders are better than others. But i write it. Probably lucia that. There's an opportunity for people to Maybe exercised those those leadership comedies. That everybody really should be focusing. Their energy on the basis of leadership allies. Love it to trust me. I have had that feedback along So it's not just for gays anymore. But it's really went through the looking at these six competencies through that specific. Yeah i think that's great and it really just makes sense because because yeah you have people who are Who fall fall in one of those communities. They really have had challenges. I think in particular i mean. Just you know personally. I mean it's i mean we've seen it earlier this year with the black lives matter movement and and so when you've got sort of you know couple strikes against you you've got to learn how to be able to maneuver in the business world or or your personal life and be able to find ways to have common ground which is something that we need so much of him so many aspects of her life frankly not just not just the business world as well but Well and which. I guess maybe maybe you can speak on. This is then how do i. I would thinking of people who've gone through unique challenges. Whatever it is and this can even be people who have Physical disabilities as well right that. How does one become. How do you kind of come up with fostering resilience especially when you're having to deal with maybe people who don't see either you or who just have a different way of you know just how how the world should work and your different and it's it's such a great question especially now one of the things that i also say is a key to leadership that and it's one of the skills that i don't feel that people leverage it enough is the concept of listening but it's not just you know it's stephen covey great leadership guru. It's listen to understand versus listen to respond and to far too often especially in western society in. Us society we tend to just listen to give our two sets and instead let let's. Let's do that active listening. Actually i talked about that in my my communication chapter is how can you. You could pull the fright of being empathetic through the action of being an effective and active listener. And so i think that's one of the ways that we can start to really see from different perspective. Especially if we're not really in in that frame of mind and i also i also acknowledged that one of the things that i really try to is my my soapbox if you will is is fostering leaders to be more consciously inclusive and so it really does mean getting in into my own head. I tried to reduce some of those those unconscious biases. And maybe maybe over by susanna might have. They're really work on myself. I and i kind of talk about that as i think. In methodology work on me first. And then i can start to what i call. Speak up on behalf of those around me and then really act out meeting look at the broader organization. We're talking we're plays or society. In general what are ways we can foster inclusivity and belonging for everyone and so it. Oh it's only the ultimately does start within my own

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