“The power of the people is stronger than the people in power.” Wael Ghonim
All great leaders are pondering how to respond to our nation’s racial outcry right now. People are pleading for those in power to step up and lead the change they want to see. Moral outrage over George Floyd’s death ignited a tinderbox of emotions, and social media debates and images of violence have stoked the fire. The range of opinions stir up anxiety, righteous indignation, and confusion as to how to respond. You as a leader have the potential to usher in change, and your employees’ eyes are fixed on you, waiting. How will you respond? It’s 2020 and the “unprecedented times and uncharted waters” continue. For the sake of our nation’s health, we have to be the ones who ‘Make America Great Again’.
Kudos if you have already responded and taken action. For the rest of you, are still wondering if you need to act?
Consider this:
Those in their 20’s and 30’s are trending with more liberal viewpoints, and they will be looking for bold, progressive companies to fit into their career plans.
You have an opportunity to demonstrate organizational courage by inviting change.
Customers, vendors, partners, and investors are watching to see how you acknowledge and respond to this national crisis.
Your organization’s strategic plan, mission, vision, and values could be enriched and invigorated with greater staff diversity.
Don’t weaken your leadership by waiting this out; ultimately shrinking back rather than confronting the matter will shred the fabric of your entire organization. Don’t let the heated debates impede your next move. Your staff will likely reflect the array of divisive public opinions expressed, but you can (no, you must) lead through this. Brave the quagmire of issues, tap into resources to inform your approach, and equip yourself with a well-reasoned out, nimble plan. Symbolic gestures and lip service are easily dished out and hollow. Worse though, they breed animosity. Instead seize your position of influence, invest in conscience changing efforts, and help repair this country’s racial divide.
- Change your own heart if it needs changing. Turn away from emotional, divisive opinions and delve into the realistic plea of Black people. Empathize with their anger, frustration, and grief and you’ll get a sense of how your organization can play its part in the changes that need to happen.
- Your employees are the bellwethers of your company’s culture. Be intentional about the culture you promote, and if it isn’t already diverse and inclusive, revisit it. (If you haven’t defined your culture, please contact me about resources.) Diversity is measured by quotes, inclusion is a cultural experience.
- Examine your policies, procedures, and practices and synchronize them with inclusion in mind.
Without question sifting through the quagmire of issues is daunting. Tap into resources to inform your approach, and equip yourself with a well-reasoned out, nimble plan. Resolve to pursue and implement solutions.
If you would like help in this pursuit, you may email me, text, or call me at 561.339.2170.