Jan 25: The Word of Year is....Momentum
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The Modern Manager: Create and Lead Successful Teams
The Modern Manager: Create and Lead Successful Teams
Mamie Kanfer Stewart
143: How to Support People of Color at Work with Dr. Omolara Uwemedimo
Diversity, equity and inclusion trainings are unfortunately often aimed at helping white people understand unconscious bias, microaggressions and managing white fragility. While these are important aspects of any company’s DEI journey, it’s important to also attend to the needs and experience of people of color, who have experienced the impact of these. Today’s guest Dr. Omolara Uwemedimo. Omolara is a physician and success strategist who works with women professionals to rediscover their purpose, prevent burnout, and achieve their vision - without resorting to struggle or sacrifice. Omolara and I talk about her approach to providing the space and support for people of color to do their own work while us white folks do our needed work. Omolara has provided access to the replay of her masterclass: How To Have Courageous Conversations. In it, you learn to begin building the confidence to communicate with key stakeholders, foster relationships and get what you need. To get access become a member of The Modern Manager community at themodernmanager.com/join/ Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: What Diversity Training Is Getting Wrong: 4 Ways To Help POC At Work KEEP UP WITH OMOLARA * Website: http://www.melaninmedicinemotherhood.com/ * Podcast: http://www.melaninmedicinemotherhood.com/podcast * Instagram: https://www.instagram.com/melaninmedicinemotherhood * LinkedIn: https://www.linkedin.com/in/omolaramd/ * Twitter: https://www.twitter.com/dromolara * YouTube: https://www.youtube.com/channel/UCmEztKcqxoN-6REC4oMETqg/videos Key Takeaways: * “Code switching” is when a person of color feels pressure to change how they naturally communicate in order to make their colleagues feel more comfortable. This causes a great psychological burden. * In a large organization, managers can create an employee resource group (an affinity group) for people to speak with people who have a shared experience about vulnerable or sensitive issues. * In a small organization, encourage employees to connect with community organizations that gather people from a shared industry, race or gender such as black women in tech. * Team diversity discussions and training often focus on discovering what white people have done wrong and improving the awareness, mindset and behavior of white people. While this is important, it’s not enough. * Create space for recovery for employees of color who live with the trauma of these issues. * POC often spend a lot of energy at work proving they are not negative stereotypes. * Set up employees of color with sponsorship and mentorship opportunities to gain support from leaders in their field who can help them feel more comfortable in showing up as themselves. * Meet one-on-one with employees of color to share strategies for success. Discuss the mission and vision of the company and how it applies to that individual’s own goals and values. Follow through with a strategy of what they can do to lead to promotions and leadership opportunities that POC don’t often get. * If you are a POC managing a mostly white team, be open about how implicit biases about your capabilities as a person of color might affect your colleagues. Demonstrate that you want a workplace with open communication and courageous conversation. Additional Resources: * Episode 123: Addressing Race and Bias in the Workplace with Aaron Samuels mamie@mamieks.com
33 min
BCG Henderson Institute
BCG Henderson Institute
BCG Henderson Institute
Book Interview: The Lonely Century with Noreena Hertz
Noreena Hertz is an English academic, economist, and author of four books. Having spent 10 years at the University of Cambridge, in 2014 she moved to University College London where she is an Honorary Professor at the Institute for Global Prosperity. Her latest book The Lonely Century: How to Restore Human Connection in a World that’s Pulling Apart focuses on how loneliness has become a defining condition of the twenty-first century. Even before the pandemic, loneliness had become more pervasive and widespread than ever before. In a conversation with Martin Reeves, Chairman of the BCG Henderson Institute she argues that loneliness is not merely a mental health crisis — it is a physical crisis, an economic crisis, and a political crisis that has profound implications on individuals and businesses. *** About the BCG Henderson Institute The BCG Henderson Institute is the Boston Consulting Group’s think tank, dedicated to exploring and developing valuable new insights from business, technology, economics, and science by embracing the powerful technology of ideas. The Institute engages leaders in provocative discussion and experimentation to expand the boundaries of business theory and practice and to translate innovative ideas from within and beyond business. For more ideas and inspiration, sign up to receive BHI INSIGHTS, our monthly newsletter, and follow us on LinkedIn and Twitter.
24 min
Digital HR Leaders with David Green
Digital HR Leaders with David Green
David Green
57. How Unilever has Created a Culture of Internal Talent Mobility (Interview with Jeroen Wels)
When the CEO cites the internal talent marketplace you have helped to create, as a major contributor to revenue during the company's quarterly earnings call, you know you have achieved something pretty special. That is what happened to my guest for this week's episode of The Digital HR Leaders Podcast. Jeroen Wels is the Executive Vice President of HR at Unilever and the architect of Flex Experiences. Flex Experiences is Unilever's thriving, internal talent marketplace, which is currently used by 65,000 global employees who are able to share their skills and experience with people in other teams and in other countries. During their quarterly earnings call for the first quarter of 2020, Unilever CEO, Alan Jope, highlighted how by using Flex Experiences the company had been able to redeploy over 3000 people from parts of the business with low demand, to the areas that were seeing high demand due to the pandemic. As you will hear from Jeroen in this episode, Flex is a standout example of a talent marketplace and the impact, both to the business in terms of agility and unlocked hours and employees in helping them discover their purpose and support their careers, is huge. In our conversation, Jeroen and I discuss: * The journey of talent marketplace at Unilever so far and what is coming next * How the events of 2020 cemented the business case for talent marketplace in Unilever * Jeroen’s horizon thinking approach to working with HR technology companies and startups * Whether the talent marketplace will mean that jobs won't exist anymore This episode is a must listen for anyone interested or involved in agile transformation, employee experience, learning and internal mobility. So that is Business Leaders, CHROs and anyone in a people analytics, learning or HR business partner role. Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/.
51 min
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