Previously, I’ve chronicled my own journey with respect to diversity & inclusion (see Brady’s “Diversity & Inclusion Incompetency”). So, what have I done lately?
Here are 3 specific actions that I’m taking personally and encouraging other Executives to take as well:
- Be Active & Visible in Diversity & Inclusion Dialogue (in Executive meetings and as a member of our “Inclusive Leadership Cadre”—a group of Senior Executives taking a facilitated learning journey with Michael Welp, Co-Founder of White Men as Full Diversity Partners)
- Continue my learning journey and share my experiences and perspectives with others, especially middle managers and front-line leaders
- Be intentional about improvements to our Work Culture to build a more inclusive environment
As I considered potential blog topics for the month of June, I reviewed my sixth leadership tip: “Resolve Conflict Directly.” This tip is linked with the Fruit of the Spirit, Patience. The Greek word for patience describes patience with people, but it’s not about being timid and letting others walk all over you. It’s when you have the ability and freedom to react to something, but choose not to.
I refelected on what I learned from Roosevelt Thomas’ book Building on the Promise of Diversity, where he noted, “With diversity comes tension. Getting past ‘stuck’ requires a willingness to accept this reality and an ability to make quality decisions in spite of the existence of tensions.”
From the Inclusive Leadership Cadre, Michael Welp gave us a copy of his recently-released book Four Days To Change: 12 Radical Habits to Overcome Bias and Thrive in a Diverse World. The book is filled with ideas to help us move forward in the midst of tensions created by diversity in order to “resolve conflict directly.”
Click here for a summary.
