Rise Leaders Radio
Achieving Workforce Excellence |  Trudy Bourgeois: Equality,  Inclusion + Diversity Expert

Achieving Workforce Excellence | Trudy Bourgeois: Equality, Inclusion + Diversity Expert

September 8, 2020

When you see something that is not right, not fair, not just, you have to speak up. You have to say something; you have to do something. 

John Lewis

 

Trudy Bourgeois came to the work of Diversity, Equity, and Inclusion (DEI) reluctantly.  She wanted 'nothing to do with' previous ineffective efforts to improve DEI in organizations.  Yet the work kept calling her.  As a former executive in a Fortune 500 consumer products company she brings pragmatism and passion. And results.

Here's what to pay attention to as you listen to the episode today: first, where she sees hope for the changing landscape in terms of equity in organizations. Second, listen to Trudy's perspective on how to own the value that you bring to your organization so that you can speak with authenticity and with power. This is particularly for women of color and women in general. Third, listen for Trudy's perspective on the role of white and black women in moving the equity conversation forward.

[09:31]:  This is not new. What is new is that through the power of a smartphone, people had an emotional connection. Their consciousness was touched. I think that organizations would say many of them, that they were on the journey. I would humbly submit that they might have been on the journey, they hadn't gone very far.

 

So many of them would say, it's a business imperative. I don't know as a former line manager, I don't know what business imperative would go unresolved for 50 years and people would keep their jobs.

[15:45]: If people realize, you spend the largest percentage of your life at work. Why do you want to wake up every day and put a mask on and go pretend to be somebody that you're not, just so that you can get a paycheck? If your value is that good, then you know what? Your attitude, it should always be, “I am choosing to give my gifts and talents and add my value and impact here. I’m not being held hostage to stay here. I’m making a choice.”

[18:49] ...   organizations talk about innovation, yet when you stifle people and you put them in a box and then they get scared and then they don't know their value, you're not going to have any innovation and you're sure not going to have any collaboration. You sure are not going to have all the things that people write up about how they want to function as a company, but this notion of knowing your value is so important. It's important for everybody, that it's especially important for women and people of color.

 

[28:42]  ... I am specifically calling on women, us, to stop pointing the finger at men and the lack of progress that we've made. This is not to suggest that we don't need male champions, but I am calling on us to have the courageous conversation. 

 

Trudy Bourgeois https://workforceexcellence.com/trudy/

Center for Workforce Excellence  https://workforceexcellence.com/

Equality:  Courageous Conversations About Women, Men and Race to Spark a Diversity and Inclusion Breakthrough

https://www.amazon.com/Equality-Courageous-Conversations-Diversity-Breakthrough/dp/1976596335/ref=sr_1_1?crid=1X53JAOD87D10&dchild=1&keywords=trudy+bourgeois&qid=1599318403&sprefix=trudy+bour%2Caps%2C168&sr=8-1

HBR:  Why Diversity Efforts Fail https://hbr.org/2016/07/why-diversity-programs-fail

Questioneering, Joseph Bradley  https://www.amazon.com/Questioneering-Model-Innovative-Leaders-Digital/dp/1944027440/ref=sr_1_8?dchild=1&keywords=joseph+bradley&qid=1599318601&sr=8-8

 

https://www.vanityfair.com/hollywood/2020/06/share-the-mic-now-instagram-campaign

Building Trust at Work: The Trust Equation

Building Trust at Work: The Trust Equation

August 25, 2020

High Trust environments invite people to focus their precious energy and passion on creating and delivering value rather than on managing politics, their reputation and their image.

The ability to show up authentically and to openly collaborate creates a path of least resistance.  The lack of friction produces freedom and flow. In high-trust organizations, people show up as their authentic selves, maximizing teamwork and solid relationships.

So how do you go about creating a high-trust environment? A quick search on Amazon for books on Trust reveals over 80,000 titles; narrowing the search to building trust gives us over 10,000 results. There is no shortage for approaches and models for Trust.

In this episode, we delve into Charles Green's Trust Equation, a model that illustrates distinct, yet nuanced elements of trustworthiness. You'll have the opportunity to explore the level of trustworthiness in one of your relationships from three different perspectives by using the Trust Equation.

05:06 - "(...) think of all models as a trellis.  They give us something to hold on to - a structure for growth and reaching out.  And not to get too deep with the metaphor, but we also need to remember to clear out the dead stuff that no longer serves the living organism."     

06:50 - "Both credibility and reliability can be observed, or measured, and take less emotional energy than intimacy. (...) David Brooks calls these ‘resume virtues’ – their knowledge, experience, abilities." 

09:25 - "Self-orientation – Take a moment to reflect on the term, self-orientation.  What do you think of when you think of someone who is self-oriented?"  

14:26 - "Use the equation as a journaling tool, using the initial ratings as a starting point and going deeper from there. (...) Focus on yourself and raising your own rating.  You can even ask someone whom YOU trust to share their ratings of you."

How did you do? What were the most surprising results?

For more resources highlighted in this episode please visit the links below:

A Guide to the Trust Equation:  

https://rise-leaders.com/trust-equation-guide-2/

Episode 15: How to Talk About Race at Work
https://rise-leaders.com/how-to-talk-about-race-at-work/
Charles Green: The Trusted Advisor on Amazon:
https://www.amazon.com/Trusted-Advisor-David-H-Maister/dp/0743212347/ref=sr_1_2?dchild=1&keywords=Charles+Green%27s+The+Trusted+Advisor&qid=1597958450&sr=8-2

To discuss executive coaching, leadership development program design and workshop facilitation please visit:
https://rise-leaders.com/contact-info/

High Fidelity Conversations: Nine elements to launch culture change

High Fidelity Conversations: Nine elements to launch culture change

August 18, 2020

Organizations are constantly changing due to both internal and external events.

These events include mergers and acquisitions, disruptive technology, and various economic pressures, like the one we are currently living through. This year, in addition to facing a pandemic, the US had to deal with hard truths on racial injustice, and the need to address the topic in the workplace was no longer avoidable.

On a previous Podcast episode, How to Talk About Race at Work, Drew Clancy and Lori Bishop shared how they tackled the topic head-on at PCI, and explained why they didn’t wait for the perfect long-term solution to address concerns about race.

Whether your focus is on stepping fully into conversations about race or committing to another critical change to your culture, it's important to provide strength, alignment, and resonance, or fidelity, for the people who engage in them. Do you know how to provide the proper framework for these delicate conversations?

This episode has been entirely designed to guide leaders on how to launch culture change in their organization, by applying nine actionable concepts to achieve safe (or high fidelity?) conversations at work.

05:52 - "Create a vision that everyone can see themselves in. And what that means is, create a compelling future that matters for people. People need to see how the change is going to benefit them and the organization long term." 

07:26 - "And with conversations, that means listening and learning and being open to other points of view."

10:36 - "Waiting will keep you out of the game today. And you want to balance this immediate action with the longer-term creation of policies and structures that provide resistance-free solutions."

11:43 - "Naming the effort gives people language for how to refer to the change".

For more resources highlighted in this audio episode please follow the links below:

Episode 15: How to Talk About Race at Work
https://rise-leaders.com/how-to-talk-about-race-at-work/
Launching Culture Change through Hi-Fidelity Conversations guide: https://rise-leaders.com/hi-fi-conversations-icons/

To discuss executive coaching, leadership development program design and workshop facilitation please visit:
https://rise-leaders.com/contact-info/

How to Talk About Race at Work

How to Talk About Race at Work

August 11, 2020

Are you having Meaningful Conversations about race?

Publishing Concepts (PCI) didn’t wait for the perfect long-term solution to address concerns about race.  Drew Clancy, President, and Lori Bishop, CPO, saw people hurting and they responded. They thoughtfully organized Meaningful Conversations as a way to talk about race.  This is their first step for improving long term trust and for healing throughout the entire workplace.

Organizations are all over the map in terms of how they’re addressing the issue of racial and social justice within their own companies. I can empathize with the feelings of uncertainty and fear of doing or saying the wrong thing.

Where do you even start?

Conversations in this domain can be delicate and deserve to be handled with care.  It takes courage, commitment, and humility to open oneself to hear the experiences of those who have been marginalized. It can be uncomfortable. 

It can also be transformational – on all levels.

Following are a few quotes and several links.  I will be following up with more podcasts and tools to help you along your journey.  Stay tuned.

I specialize in helping leaders and organizations thrive.  Reach out if there’s a way I can support you and your organization.

 

[06:28] Drew:  …what I said to them that afternoon was, I’m really just here to listen and I'm interested in your perspective. Many of these guys [African American male leaders at PCI], we’ve worked together for many years but we’d never had a conversation about race or these types of issues, and it was, I will say, for me, very eye-opening and just the level of frustration, the level of discouragement, the hopelessness in certain cases around what was going on.

Each of the men told some version of a story of growing up and a parent or maybe a grandparent saying, “When you leave this house, you need to be very careful what you say, how you act, especially around law enforcement.” After that conversation, it really struck me that the advice they were getting was you essentially have to be invisible. Again, good advice but what a message to hear.

I'm just fed up, and we've reached a moment in time when action is required here. As businesses, as a for-profit business, perhaps businesses can be on the – We can be part of the solution.

 

[10:21] Lori: I was afraid.  I have learned that I’m going to have to take off some masks... There's a level of safety and caution that I wasn't sure I can let go of and really embrace from a trust perspective. I had to tell myself, as a black person, all the things that I've heard from growing up and how my safety depended on me never trusting in white people. I had to admit that to myself before I could help Drew on this journey.

 

[19:04] Lori: … the original conversations had breakout sessions … and people are very unvarnished and open …  people are embracing it. They’re asking questions. They're doing their homework. They’re sharing stories. They’re coming into levels of self-awareness that they never thought that they would have as people, and they’re doing it at work. To be able to experience this with people has been incredibly fulfilling.

 

… and people are answering with real-life experiences. We’ve made that a rule because we don't want to start debating, as Drew says, politics and a bunch of whataboutisms and frankly just ways to stay stuck on either side of this issue. … We decided that trust was the only way to get there…

Links:

Transcript

Drew Clancy

Lori Bishop

Eric Mosley

PCI

White Fragility

Robin DiAngelo

Servant Leadership

Bob Kegan

Immunity to Change

An Everyone Culture

How To:  Build a Culture and a Thriving Business

How To: Build a Culture and a Thriving Business

September 5, 2019
Culture eats strategy for lunch
 - Peter Drucker
 
NOTE:  Show Notes on the Rise Leaders Radio web page are full of suggestions and resources related to building a thriving culture, staying relevant as your industry changes and keeping the business strong even as the personal partnership changes
 
 
Anytime Fitness Bishop Arts is in the 97th percentile of clubs in the Anytime Fitness franchise and quite easily achieved status as a Platinum Club.   Several metrics combine for this designation:  member retention, financial results, team member retention, and their PLEASE scores, which are based on the club’s alignment with corporate values.  
 
I have a colleague who likes to say, "leaders get the organizations they deserve".  Owners Jacqui Bliss and Renee Reed have a lot to be proud of and they are getting exactly what they worked hard for and thus deserve.
 
The Platinum Club accolade does not surprise me one bit.  I’ve been a member of AF BAD (Anytime Fitness Bishop Arts District) for two years and from the moment I walked in I could feel the culture.  And because my experience and their offer continues to improve, I conclude that I was not shown dogs and ponies.  It’s an easy place to be; the community is friendly and eager to support your goals.  Even with the neighborly atmosphere, the sweat pours, heart rates rise and strength is built.    
 
I always intended that the Rise Leaders Radio podcast include two ways of bringing value:  the interview itself and an accompanying article, or blog post that picks up on and extends past the content of the podcast.  These Show Notes expand on concepts and provide links to helpful resources.    
 
Here are the big ideas of the podcast:
  • Elements of their high-performing culture
  • Staying relevant in the changing world of fitness
  • How business partners get through hard time by staying focused on the future and leaning on each other’s strengths 
 
The show notes are a separate value piece and I hope you’ll read and comment!  
 
And if you feel moved, please rate Rise Leaders Radio on iTunes and leave a comment!
 
Elevate your part of the world-
 
LeeAnn

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