Tag: Diversity

How To Manage Risk, According To General Stanley McChrystal And Anna Butrico

by Bright Osadiaye, posted in Leadership, Management, Workplace Learning
hand holding domino blocks
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‘The greatest risk to us as individuals, and to our organizations, is us.’

‘We can’t control the emergence of threats– but we can make our organizations less vulnerable.’

‘Communication allows the Risk Immune System to work. Get this right or we fail.’

‘When our narrative is misaligned to our purpose, values, or strategy, we invite risk into our organization.’

‘Structure enables or inhibits the effective functioning of any organization’s Risk Immune System.’

‘Understanding structure’s impact on our processes and culture, positive or negative, is critical.’

‘As technology continue to evolve, so must we. This means cultivating an active awareness of the ways in which technology shapes our processes and culture.’

‘Leaders don’t necessarily have to know all the answers, but they should be focused on asking the right questions, gathering a diversity of thought in the room to make the best decisions for their team.’

‘Diversity isn’t a nice-to-do, it’s a need-to-do. Different perspectives and skills increase our effectiveness. Achieving diversity requires deliberate action.’

‘Ultimately, what we do (or don’t do) determines the outcome.’

‘A correct response to a threat can be entirely ineffective if poorly timed. Acting too early can be as wrong as acting too late.’

‘Every threat is different- so too must be our responses. Constantly changing threats demand continuous adaptation.’

‘The Risk Immune System is an organic process but it does not function automatically. Leadership is essential to orchestrate the interactions and synergy of the Risk Control Factors.’

‘Readiness for risk is less a function of accurately predicting specific threats and more about building resiliency into the organization through a healthy Risk Immune System.’

‘Effectively strengthening the Risk Immune System first requires understanding where it is strong and where it is weak.’

Source

General Stanley McChrystal and Anna Butrico (2021). Risk: A User’s Guide

Leading Inclusion: How To Get It Right

by Bright Osadiaye, posted in BriSights, Employee Engagement, Leadership, Management, Personal Development, Workplace Learning
Photo by Alexas Fotos on Pexels.com

‘Business leaders can help eliminate race-based workplace disparities by listening to and connecting with employees of all races.’

‘It is difficult to build and lead an inclusive organization without first understanding the experiences of those who have been traditionally excluded.‘

‘You must create and maintain an environment in which traditionally underrepresented groups do not face systemic hindrances and are unequivocably safe to voice the injustices they experience.’

‘To understand how to enhance the experiences of employees from traditionally underrepresented groups, leaders must connect with all employees.’

‘Although it is vital to address both interpersonal and systemic bias in organizations, focusing on the systemic bias will have a faster and more scalable impact.’

‘Leaders must recognize and fix their own implicit biases.’

‘To really understand employee experience, understand how managers behave.’

‘Employees who are subordinated and waiting for systemic change know that disproportionately focusing on ‘the money’ only perpetuates the very problem that needs to be solved.‘

‘Your executive team members can make or break your efforts to build an inclusive culture.’

‘Multicultural competency should be an essential leadership expectation, like financial and marketing acumen.’

Source

Gena Cox (2022). Leading Inclusion: Drive Change Your Employees Can See and Feel