What’s the overall theme of this episode? Inspiring greater empathy in the workplace. What makes it imperative for companies to pay attention now? The Great Resignation, which is really the Great Self-Realization. In other words, employees are realizing what matters to them and are changing jobs and careers to better align with their own values and desire to be themselves on the job. What’s standing in their way, prompting the wave of resignations? As DDS Dobson-Smith notes, too often the answer is executives who implore employees to change while not really taking a candid look at their own stale assumptions. The bottom line here is that empathy and inclusion go hand-in-hand.
DDS Dobson-Smith is the founder of the executive coaching consultancy Soul Trained and was certified as an Executive Coach by the Oxford School of Coaching and Mentoring. Prior to founding Soul Trained, he held senior roles at Marks & Spencer, Eurostar International, Sony Music Entertainment, and the world’s largest advertising agency, WPP.
Remember the Marlboro Man, who symbolizes rugged individualism? Minal Bopaiah is here to suggest that the idea of the “making it on your own” is and has always been a myth. That’s because there is always, inevitably, a social context that favors one group more than another. It’s not that individual efforts aren’t valid; it’s just that the story is always more complicated, and those in positions of power are eager to camouflage the degree to which the “game” is tilted by factors like gender, race, and of course relative wealth. Beyond corporate life and the usual topics covered when discussing Diversity, Equity, and Inclusion (DEI), this episode also explores the world of non-profits, where “doing good” has aspects to it that should welcome reform. Get ready for a passionate guest. Minal Bopaiah doesn’t deliver “talking points” – “feeling points” is closer to the mark.
Minal Bopaiah is the founder of Brevity & Wit, a strategy and design firm focused on DEI initiatives. She’s written for the Stanford Social Innovation Review and TheHill.com an author, among other activities and career accomplishments.
How is it that $8 billion a year gets thrown at diversity training and yet next-to-nothing changes? One person who isn’t giving up is Sue Unerman, who along with her co-authors Kathryn Jacob and Mark Edwards favors a full array of changes that can improve the degree to which women get represented in the ranks of senior management at companies. The scope of this episode is broad: from how meetings are run, to how teams are built, and of course who gets promoted and receives how much in compensation. A particular focus is detrimental “banter” that’s hardly as light-hearted as it’s claimed to be. Add to that the Glass Slipper problem of people trying to fit into a corporate culture that should, instead, be blown wide-open and allow everyone to thrive, and all-in-all you get a sense of just how committed Unerman is when it comes to the interlocking topics of gender, fairness, and reform.
The fantasy is that citizens carefully, rationally, sift through political messages and information, making consciously informed decisions about which candidate to support based on the issues of the day. The reality is that 75% of Americans can’t name all three branches of government, 20% believe the right to own a pet is enshrined in the First Amendment of the U.S. Constitution, and 10% of our country’s college graduates think Judge Judy is a member of the U.S. Supreme Court.
So don’t think for a moment that emotions and intuitive, gut-reactions and biases don’t drive election results. How best to spot what a candidate is feeling?
Bear in mind that in ambiguous situations—think presidential debates—how we assess what’s being communicated is 55% from the face, 38% from the voice, and merely 7% from the words. Yes, facial expressions matter. So here is my cheat-sheet guide for you to use while watching the first debate on September 29th when the 7% of Americans who have supposedly not made up their minds may instead make up their hearts.
Special Upcoming Roundtable Edition of Podcast
Airing on October 2nd will be a special, one-hour edition of my “Dan Hill’s EQ Spotlight” podcast. It features a pair of political scientists, John Hibbing and Jonathan Weiler, who specialize in the emerging field of biopolitics: how our emotions, personality traits and even, perhaps, our DNA can predispose us to a liberal or conservative political orientation. This special edition will focus on how swing-voters in play may have responded to what they saw and heard during the 1st presidential debate.
Is It Expensive To Be Yourself?
Released today: episode #20 of my “Dan Hill’s EQ Spotlight” podcast, featuring Timothy R. Clark, the author of The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation (Berrett-Koehler Publishers, 2020). Listen to the clip below and click on the image to get to the new episode.
How does any organization invite the true, full participation of its members?
Clark is the founder and CEO of LeaderFactor, and ranks as a global authority on senior executive development, strategy acceleration and organizational change. He’s the author of five book, and over 150 articles. Clark earned a doctorate degree in Social Science from Oxford University.
Topics covered in this episode include:
Why showing respect and granting permission are the keys to unlocking potential.
What lies beneath stunning statics like, only 36% of business professional believe their companies foster an inclusive company culture, and only one-third of workers believe their opinions count; whereas, 50% of workers report being treated rudely at work at least once a week.
How a leader’s “tell-to-ask” ratio relates to whether that person suffers from the narcissism that limits the effectiveness of so many leaders.