Taking a Collective Stand | Achieving a Bold Stakeholder Vision

Taking a Collective Stand | Achieving a Bold Stakeholder Vision

Taking a Collective Stand | How to Achieve a Bold Community Vision

This episode is being re-published because the content feels incredibly relevant given our political and social environment.  In the mid-1990s Jennifer Touchet and a group of committed citizens took a clear and unified stand against a powerful and complex system and won!  They used positive political strategies based on a win-win-win approach and intentional inclusivity.

Show Notes

In the beginning, the vision was something for the community, and truly nothing more than that. That’s what held us together. We wanted to bring the community together.
–          Jennifer Touchet

The Power of Your ‘Why’

In episode 21, I discussed owning your value and the key elements to unlocking authenticity and personal power. This week we take a deep dive into the first element, “Know what you stand for,” as embodied by my guest, Jennifer Touchet.

Holding true to the vision and the “why” of the community was indispensable during her bid to establish a nature center in the urban neighborhood of Oak Cliff in Dallas, TX.

While some wanted to erect a high-end, gated community on that beloved spot of land, much of the neighborhood knew and loved it for the nature and recreation it provided. What followed was a years-long project requiring passion and persistence. Enjoy learning some key pointers from our conversation.

[3:12] …BeBe spoke so passionately and it was clear that she had a bigger vision for who should benefit from … this jewel that was in our community. So afterward, I connected with her and … asked her if she wanted to work together to try and bring the community voice to what’s really going to happen. And she wanted to…

Be Empowered by Your Beliefs

[9:32] “One of my core beliefs is that local communities that are closest to problems are also closest to solutions…”
“I firmly believe that the community can come up with what’s best for itself. I kind of believe that in general, that the communities that live and work and play where they are, that are closest to things know also how to make it better.”

Know the Stakeholder Environment

“If you want to get anything done, you have to look at all the different factors that will affect your ability as a person or as a group to get that done.”

Know When to Relent and Know When to Relax

Knowing your stand is important. But there often comes a time when compromise needs to occur.  Originally Twelve Hills was 20 acres of land. To achieve their purpose, they had to scale back and negotiate. As Jennifer said, “To win doesn’t mean winner take all.”
[16:08] “We had to go back and change our plan, and negotiate with our city government, the school district developers to come up with a different vision. Twelve Hills today is just over five acres…But there were some people that felt like we gave up too much. But at that point, it felt like it was going to be if we fought for all, we were going to get nothing.”

Resources mentioned in this episode:

Owning Your Value | Key Elements for Authenticity and Personal Power
https://rise-leaders.com/owning-your-value/

A Guide For Owning Your Value:
https://mailchi.mp/d37649fa5f04/own-your-value
A downloadable worksheet for defining and voicing your value

To learn more about Twelve Hills please visit:
https://twelvehills.org/

To connect to Jennifer please visit:
https://www.linkedin.com/in/jennifer-touchet-0437571/

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To discuss executive coaching, leadership development program design, and workshop facilitation, please visit:
https://rise-leaders.com/contact-info/

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

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Taking a Collective Stand | Achieving a Bold Stakeholder Vision

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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Taking a Collective Stand | Achieving a Bold Stakeholder Vision

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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Taking a Collective Stand | Achieving a Bold Stakeholder Vision

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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