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Earlier this year, Clearlink signed the Make Time to Vote Pledge, a non-partisan initiative aimed at helping employees to not have to make a choice between their paychecks and their right to vote. Today we honor that pledge by giving all of our employees paid time off to go make sure their voice is heard and their vote counted. So, to everyone here at Clearlink and everyone reading this: get out and vote today!
“Values-based leadership and attention to community are always smart, but now they are mandatory…. when leaders exhibit empathy, their employees feel safer, work more creatively, and perform better. The pain of these past few months has destabilized us, but it has also held up a mirror, stripping away comfort and routine and revealing who we truly are. The choices we make in this moment will shape who we — and our organizations — become.” Affirming values and emphasizing community are two of the most effective ways for leaders to help their teams grow during this time. Read about why these approaches work and how you can use them to be a better leader, especially in this moment.
âIn a recent Korn Ferry survey of talent leaders there was full or near consensus about the positive impact of inclusive leadership, with most respondents strongly agreeing that inclusive leaders empower team members to take risks and bring their authentic selves to work while also helping organizations to innovate and capitalize on new business opportunities.â Are you leading with inclusion as a priority? If not, your people are not reaching their full potential and your organization is suffering because of it.
“You need to start by learning about the kind of problems that result from unconscious bias yourself, so that you know what you’re trying to address. Then, you need to convey to people who you want to influence, such as your employees or any other group or even yourself, that there should be no shame or guilt in acknowledging our instincts.” We all have implicit biases -- acknowledging them and discussing them as a group is paramount to beginning to address their impact in an out of the office.
“Research shows that repeated practice, with immediate feedback, opportunities for course correction, and in the kinds of contexts that a person will likely encounter is necessary to train the brain for real behavior change…. there is a model for this kind of learning–the flight simulator used to train astronauts and pilots, and it is highly effective. In a digital environment, it is possible to create a leadership flight simulator, which learners can engage with repeatedly over time.” Here is some great advice on how to turn a challenge into an opportunity when it comes to virtual leadership training.
"Show courage not just in what you ask but in how you listen. Suspend your judgement, reduce your instinct to respond reactively, and take time to deeply reflect on what your people are telling you?. As a leader you need to be careful in the words you use, but don?t let your fear replace your curiosity." Leaders don't need to be experts to get their teams talking about diversity. They just need empathy, and an open mind, and a willingness to truly listen to in order to help facilitate these vital conversations.
"Building psychological safety in virtual teams takes effort and strategy that pays off in engagement, collegiality, productive dissent, and idea generation. The good news is that the tools and techniques that engage people ? and lower hurdles to engagement ? can become habitual and serve managers well today and long into the future." Take a look at this article to learn about some actions you can start taking immediately to help build psychological safety in a remote environment. #createcommunity #learnandgrow
"When Harvard Business School?s emeriti professors David A. Thomas and John Gabarro conducted an in-depth six-year study of leaders in three companies, they found that people of color had to manage their careers more strategically than their white peers did and to prove greater competence before winning promotions." This is just one of many obstacles black employees face in their careers. This piece by HBR can help you to better understand the systemic issues black employees face and what you can do to address some of them. #createcommunity #respecteveryperson
"Being an ally is also about helping foster allyship in other people. This could come in the form of a reading list you share with your company, a book club for colleagues focused on understanding race and bias, or a meeting with coworkers to come up with concrete tasks to dismantle bias in your workplace." As we start a new month, it is a great time to recommit to your pledge in the fight for equity, equality, and justice. Here are 11 anti-racist actions you can start taking immediately to be a better ally in your workplace.
“Inclusiveness isn’t just nice to have on teams. Our research shows that it directly enhances performance. Teams with inclusive leaders are 17% more likely to report that they are high performing, 20% more likely to say they make high-quality decisions, and 29% more likely to report behaving collaboratively.”
