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

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

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

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.

Episode 19   | September 8, 2020

Show Notes

 

 

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

Former U.S. Representative

Civil Rights Activist

 

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 Trudy 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.

Is Diversity, Equity and Inclusion a Business Imperative?  Tell the Truth

[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.

Owning Your Value = Power to Choose

[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.

Women Hold the Key

[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 conversations. 

Thank you for listening and reading!  I’ve included links to various resources covered in this episode.  

And remember…Elevate Your Part of the World!

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

Twitter: @trudybourgeois

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

 

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

 

 

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

Building Trust at Work: The Trust Equation

Building Trust at Work| The Trust Equation

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.  In this episode, I walk through The Trust Equation, a model that illustrates distinct, yet nuanced elements of trustworthiness.

Show Notes

If you want a high-trust workplace, be trustworthy!

The Value of a High Trust Workplace

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.

 

Credibility, Reliability, Intimacy and Self-Orientation

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.

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

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

 

 

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

High Fidelity Conversations: Nine Elements for Launching Culture Change

High Fidelity Conversations:  Nine Elements for Launching Culture Change

These types of conversations are High Fidelity because they provide strength and resonance for the people who engage in them.  They’re designed to support the Core Ideology of the organization and especially support the people experiencing the change.  LeeAnn describes nine elements important for launching these conversations.

Show Notes

 

“Waiting until you have created the perfect, most elegant solution keeps you out of today’s game. Launch it!” 

 

High Fidelity Conversations Support Culture Change

 

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

Mergers and acquisitions, disruptive technology, and various economic pressures, like those brought on by the Covid pandemic are prime examples. 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.  They explained why they didn’t wait for the perfect long-term solution to address concerns about race and how they tied the conversations to their values and focus on increasing trust throughout the organization.

Whether your goal is to step fully into conversations about race, or to committing to the successful adaptation of a 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 entire episode has been created to guide leaders on how to begin culture change in their organization by following these nine actionable concepts for designing high fidelity conversations.

A Few Elements from the Guide Described in the Episode

 

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

A Guide to High Fidelity Conversations

 

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

 

 

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

How to Talk About Race at Work

How to Talk About Race at Work

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.

Episode 15   | August 11, 2020

Show Notes

 

“What we’re creating here is, first and foremost, just living our values. Just being who we say we are and digging deeper as it relates to the structural racism that we have all been forced to live in here in the United States...” 

Lori Bishop, CPO, Publishing Concepts – PCI

“I think this calls for leadership and leaning into it… I think it’s a tremendous opportunity to ultimately strengthen the culture of the organization and have better conversations, better relationships, a stronger organization. ”  

Drew Clancy, President, Publishing Concepts – PCI

 

Are You Having Meaningful Conversations About Race?

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.

 

Start By Listening to Experiences

[06:28] Drew:  …what I said to them that afternoon was, Im really just here to listen and I’m interested in your perspective. Many of these guys, weve worked together for many years but wed 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.

Vulnerability + Courage

[10:21] Lori: I was afraid.  I have learned that Im going to have to take off some masks. …. There was 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.

Structure Your Conversations About Race

[19:04] Lori: … the original conversations had breakout sessions … and people are very unvarnished and open …  people are embracing it. Theyre asking questions. They’re doing their homework. Theyre sharing stories. Theyre coming into levels of self-awareness that they never thought that they would have as people, and theyre 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…

 

More Links from this Episode:

Transcript

Drew Clancy

Lori Bishop

Eric Mosley

PCI

White Fragility

Robin DiAngelo

Servant Leadership

Bob Kegan

Immunity to Change

An Everyone Culture

Additional Guides and Articles

Storycorps Guide to Talking About George Floyd’s Murder and Black Lives Matter Demonstrations

Forbes: Yes, You Must Talk About Race At Work

Wharton: How to Begin Talking About Race at Work

Wharton: Leading Diversity: Why Listening and Learning Come Before Strategy

 

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