Normalize ‘better’

There is a lot of talk about diversity, equity and inclusion (DEI) now. And many brands have been publicizing their forward-looking commitments to being ‘better’: adj – of a more excellent or effective type or quality.

If there is a commitment to being better at hiring, retaining, training, etc. an employee base that is more reflective of the demographic make-up of the U.S.A. but no real adjustments are made to your overall company culture, how effective will these new DEI initiatives be?

My experience leading teams across my career has taught me that there are levels to this. Real effort towards betterment requires deeper assessment than a survey of how many women and Black people are employed by your company. It requires a bold and perhaps uncomfortable approach to examining the current landscape and what needs to be edited. Real effort towards betterment means you have to break up the sameness – literally.

Sameness in crisis is potentially more of a risk than taking a risk. I am not suggesting entire business models be reconstructed – but maybe that should be a consideration? Everyone – every business, every person – has been forced into some adjustments over the past 6 months. We’ve all adjusted to new ways of staying productive and connected and conducting business virtually.

As troubling times have a way of exposing our gaps and weaknesses, for decision makers - this is a time for total reassessment and potential repositioning of people and process – as harsh as that may sound, it’s real. Decision makers have an opportunity to step up and LEAD. As a leader, you have the toughest job in the joint! We do not have to wait for a crisis to pivot. Stay ready by regularly and honestly assessing teams and process and shaking things up when sameness starts to negatively impact the business.

Normalize ‘better’ within your company culture and throw sameness out the door!