How can coaches best collaborate to bring diverse perspectives and extra value to organisations? Here are some thoughts based on an enjoyable assignment I carried out recently with fellow coach Max Comuzzi for Blue Ventures, a social enterprise whose mission is restoring ocean life in 13 tropical countries.
Blue Ventures does crucial work with vulnerable fisheries and small-scale coastal communities who are often at the sharp end of climate change. Sir David Attenborough has described its work as “a model for everyone working to conserve the natural life-support systems of our troubled planet”. Continue reading →
20 Dec 2022 How are inclusion and sustainability interconnected? In this video discussion about inclusive leadership hosted by fellow coach Priya Hunt, I explain why we need different thinking from business as usual, and as broad a mix of perspectives as possible, to make the shifts essential to deal with the mega-crises facing our world.
That means that leaders should consistently be asking: Whose voice is missing? What perspective have we not thought about? How can we bring different ideas into our decision-making? It’s what Rebekah Steele and I call harnessing “the collective superpower” of diversity in our book INdivisible.
Rebecca Jones and Garry Browne shared their experience on the business importance of inclusion and how to make it happen in practical ways, and the conversation flowed thanks to Priya’s skilful facilitation.
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How can we engage more people in the complex challenges facing the world?
I recently finished watching the Royal Institution Christmas Lectures, led by Professor Jonathan Van-Tam, on viruses and how science is fighting back. They were brilliant: interactive, entertaining, mind-expanding. There are surely lessons here for involving more people in tackling climate change and social injustice. Continue reading →
Have online meetings affected your perspective of height and status?
I recently attended a physical gathering where most people hadn’t seen each other for nearly two years, except on screen. Real life was evidently a sudden reminder of our differences in stature, as several people commented on my height in relation to theirs. Continue reading →
“Inclusion and sustainability are interdependent. Both require global systemic change.”
How can DEI leaders help corporate boards address these burning issues together?
Investors are increasingly focused on companies’ climate goals. This is critical. But more attention must be paid to societal alongside environmental impacts. Progress on each depends on the other. Continue reading →
As this is the last column I’ll write for the IWE community, I want first to thank and pay a personal tribute to Peta Payne as she steps down.
Those who know the driving force behind IWE (International Women of Excellence) will know how modest she is, never seeking the limelight. They will also know her persuasive power, her ability to harness different people’s strengths for a common purpose, and her determination to support women’s career growth so that businesses and societies flourish by using the best of all the talent. Continue reading →
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27 July 2021 THERE’S something extraordinary about taking part in a collective challenge with a group of people who have a unifying purpose. We feel connected, even to near-strangers. We achieve more than we thought we were capable of. We transcend boundaries that limit us, as I wrote in this LinkedIn post.
My most recent experience of this was on a cancer charity fund-raising trek on the coast of Wales, a challenge made even more enticing by months of pandemic restrictions. It set me thinking about the parallel with building organisations where everyone thrives and gives their best. Continue reading →
Some of us have been saying it for years: achieving gender equity should not be the job of women alone. Indeed, it’s unlikely to happen unless men are deeply involved in driving the change, especially the men who are still the majority in many boardrooms and executive teams.
Why then, given the well-evidenced business benefits of balanced teams and organisations, is it hard for a lot of male executives and managers to engage with the issue? And what can be done about this? Continue reading →