If you ask any historian to name periods of American history that changed the American way of life, many of them would agree on the following: 1920’s The Women’s Suffrage; 1941 Bombing of Pearl Harbor; 1954 Brown vs. Board of Education; 1968 MLK and RFK assassinations; 2001 Terrorist attack on the World Trade Center, Pentagon.
But, the 2020 Gods, not wanting to be outdone, said: “Oh yea History, Hold My Beer”
COVID-19 has upended our entire society and the way we do business. Many leaders across all business sectors have spent much of the last six months trying to get used to the exhaustive lifestyle and business changes the novel coronavirus has brought i.e. working remotely and social distancing edicts. Leaders know crises can lead to the emergence of great common purpose, solidarity, creativity, innovation, disfunction and loss of employment all together. All the rules changed in 2020.
Episode 1 gets real about the triumphs and perils of when your vision for your team and organization doesn’t go as planned during a world pandemic.
Courage, fearlessness and having the ability to judge what is right and wrong and act according are core pillars to servant leadership. Strong servant leaders are people who push through uncomfortable situations, who are willing to make difficult decisions and who do not back down when work ceases to serve the people. The residents of Jacksonville, Florida never realized just how fortunate they were to have Hope McMath until the day she followed her moral compass and walked away from her role as the Director of the Cummer Arts Museum position in 2016.
Despite a successful portfolio, the envy of many, and with an unstoppable career trajectory, it was the disturbing racist reactions from both the community and museum to her “LIFT: Contemporary Expressions of the African American Experience,” installation that gave the city Hope, and introduced the world to Yellow House.
Episode 2, Cultured Milk gets real about the importance of courageous, servant leadership when things go sour.
Many Black leaders find themselves being the “only one” in the c-suite, on boards, in meetings, at conferences, at strategic retreats. Black leaders often feel “Hoorah for me! and “Why just me?” all at the same time.
There is an unconscious bias that exists in leadership and business culture, whether people want to admit it or not. Companies can have all the diversity and inclusion trainings they want, but that doesn’t change the fact that Black women and men are continually overlooked, isolated, discriminated against or tokenized.
Join the next episode LEADERSHIP UNCENSORED as we explore what it’s like to simultaneously be invisible and hyper visible at work.
Bravado or vulnerability? Doggedness or self-Awareness? Intimidation or humility?
Most of us can visualize these terms playing out in our past/current places of employment, with our past/current leaders or even within ourselves.
On one side of the debate, some leaders believe that being smart, calculating, and competitive doesn’t equate to expressing any vulnerability, better yet crying. Leaders should convey a “professional demeanor” because anything else would be understood as being “too soft” in the public, with staff and with stakeholders.
“Don’t ever let them see you sweat” “Keep a professional mask and only show the best parts of who we are”
On the other side of the debate, some leaders strive to become more aware of their own intentions and their impact on others. Leaders believe that by taking steps toward ownership of their emotions and creating environments for growth and learning, they will build high performing and innovative teams, mitigate destructive cultures and increase retention.
Join the next episode of LEADERSHIP UNCENSORED as we ask, "What is the prevailing thinking about a leader who cries openly?
We need emotional intelligence and trauma informed leadership now more than ever. The outdated coercive style of leading and managing people is out.
Emotional intelligence and trauma informed leadership is an approach that acknowledges there is an emotional world of experiences that runs deep within each of us. When these emotional responses are triggered in the workplace, each person responds according to the extent of their emotional scars, traumas and emotional strengths.
Rather than creating a tinderbox workplace culture that asks,
“What’s wrong with you?” We should be asking,“What happened to you?” "What matters to you?” “What can we accomplish together?”