conscious business Archives - Kadabra | Leadership Teamwork Change

Understanding the Links Between DEI and Innovation

Two of the things CEOs struggle with the most are how to get employees to be more innovative, and how to build a diverse and inclusive culture. On the surface, innovation and DEI seem unrelated, but they’re not.

I recently read an article in HBR about what’s needed for a successful agile transformation in organizations. The research the authors conducted found that “many large agile initiatives not only miss their goals but also cause organizational disruption—including staff burnout, the loss of key talent, and infighting among teams.”

What’s going wrong? With the help of organizational network analysis—a methodology for mapping how people collaborate—the authors have identified where unforeseen barriers undermine agile initiatives. The main problem they found: Traditional practices for executing agile projects are ineffective.

Inclusion and Belonging at All Three Levels, Part 3: The Role of Trauma

In this part three exploring Kadabra’s Inclusion and Belonging Model, we’ll discuss the role of trauma in the model and in culture in general. You can read part one here and part two here.

“Trauma decontextualized in a person looks like personality.
Trauma decontextualized in a family looks like family traits.
Trauma in a people looks like culture [bodies of culture].”
~Resmaa Menakem, My Grandmother’s Hands

The reason we call our inclusion and belong model a trauma-informed model is because we recognize that trauma exists not only in individual leaders and team members, but in the culture of the organization itself.

Simplify Your Decision Making with The 3T Model

We make decisions all the time—both minor (what brand of milk should I buy?) to major (which strategy will give us the biggest ROI?). If we want better outcomes from our decisions, we could use a tool to help us first narrow down our options. And we could clearly identify when there is only one viable path forward so we don’t waste time chasing dead ends.

Your Search for Diverse Leadership Isn’t a Pipeline Problem

Developing diverse leadership: it’s not a pipeline problem. The default way talent pipelines operate is via the path of least resistance.

People tap the shoulders of people who are top of mind. Who is that? Thanks to unconscious bias, it’s usually white, cis-gendered, tall, reasonably attractive men. That’s because the vast majority of people picture someone like that when asked to “picture a leader.”

There are a number of other factors that go into this path of least resistance, beyond unconscious bias. Men tend to brag about themselves more than women do, generally speaking. People of color often have tremendous skills that aren’t traditionally considered to be leadership skills, but that are greatly in demand in these VUCA times.

Shifting Your Mindset from Looking Good to Doing Good

This year we’ve seen powerful movements for social justice. Many brands have jumped on those bandwagons only to fall off (or get pushed off). One reason social justice messages aren’t landing well with organizations’ audiences is a perceived lack of authenticity on the part of the brand. If your organization isn’t solidly walking their talk, it’s time to think about shifting your mindset from looking good to doing good.

Values Misalignment at Work: A Case Study

I left three Fortune 500 companies in my corporate career because of misalignments between my values and how the companies were operating. In two of the cases, what I was asked to do was unethical at best and very shady business practices. In one case, I was asked to do something illegal. I refused to sacrifice my values each time, choosing to leave each company in search of a more ethical place to work.

What I didn’t do was stand up to the unethical business practices.

I walked away and kept my story to myself (mostly). Which is why the story of Julia Bond, an assistant designer at Adidas, struck a deep chord in me.

conscious business

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