Zoom In, Zoom Out

Leader: There are lots of useful data out there about what to do when someone in your organization- someone in your leadership care- becomes ill with COVID-19.  HR policies, practices, notification channels, and precautions. All essential to the health and safety of your workforce. 

And then there are the people, the human beings, who are ill and frightened. Their family members are worried and they are struggling to focus on work for even short, sporadic stints.

Moving into Inclusion

Anyone can be a strong, people-centered leader in good times. Truly inclusive leaders stand the test of time, of change, of competitive threats and economic downturns. You’ll need to commit, to hold your position, and, in the words of my late mother, Kaleel Jamison, a pioneer in organizational change, “you’ll need to eat your Wheaties.”

Inclusive Leadership

Is there a difference between Inclusion and Engagement?

Engagement is easier; it’s the “cop out” version of the more complex, challenging, and messy issues raised when we are courageous enough to really wrangle with Inclusion as human beings, teams, and organizations. Engagement reflects the degree to which I am connected to, interested in, and “busy with” the cultural and mechanistic workings of my organization. Engagement is important. People being “into their work” makes for better results and higher productivity.