A discussion of the fourth stage of psychological safety – the safety to challenge the status quo – as form of institutionalized and acceptable dissent.
In this episode I welcome special guest Dr. Jade Singleton, co-founder of Johnson Squared Consulting and DEI consultant at NASA’s Science Mission Directorate, to discuss transformational DEI at work: what we’re getting wrong, what we’re doing right, and how we can do better. This episode at a glance: Jade shares a lot of personal history, […]
After more than two decades leading transformational projects for organizations of all sizes, Barri Harris has committed herself to supporting success across intergenerational teams so that colleagues can develop meaningful trust in their leaders *and* in each other. In this episode we talk about cultural conditioning, especially related to power and gender, for folks from different generations.
“The power to trust and be trusted is an essential prerequisite to enhancing the department climate.” Mary Lou Higgerson wrote that 26 years ago, and it’s as true now as ever before.
From “Soulless Opening Year Academic Speeches” to “Calling it Quits” to “Why 2022 is the Year of Workplace Culture,” US employees are hyperfocused on the need for inspiring leadership that fosters vibrant cultures at work. How to get there seems elusive, and so we spend time and money on surveys, 3rd party vendors, and expensive consultants to help us through.
A large body of research is clear, though, that trust is the key to unlocking a healthy work environment: one that celebrates growth, coaches mistakes, and never resorts to fear, shame, or retaliation. This is not some made-up fantasy: I have lived and led in environments like this, and you can too. In this episode I share my favorite strategies, proven over more than 10 years of experimentation, for infusing your leadership and your team with deep and rewarding trust.
Here’s a peek at Getting Clear With Others: Module Two of The Leadership Academy. For you Badgers trained in the English Dept, this episode is also kind of a love letter to Brad Hughes. 🧡
When PWIs use “race” as the primary signifier of diversity, we burden our colleagues with black and brown skin and reify structural and behavioral racism. We can do better.
