Shutting down that pesky imposter syndrome

Thriven Partners

cultivating breakthrough thinking and action

Shutting down that pesky imposter syndrome

Not just self-doubt

     The more driven to succeed we are, the more vital our process of personal growth becomes. As anyone who has sought out challenges on their way to achievement can tell you, the path towards success is replete with obstacles that require facing. One of the most notorious obstacles that ambitious people must face is none other than that pesky imposter syndrome. If you’ve ever felt like you’re perpetually stuck in a mode of self-doubt despite being steeped in the research and latest best practices and having experience in what you are engaged in, you might be struggling with imposter syndrome. 

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Allyship and Solidarity: What it is an what it requires of you as a leader in the workplace

Thriven Partners

cultivating breakthrough thinking and action

Allyship and solidarity: what it is and requires of you as a leader in the workplace

     While they may seem like terms meant for a protest and other forms of activism, allyship and solidarity have a place in the workplace. The reality is that the workplace is no different from the places we might find activism happening; while the workplace has its own protocol and culture, it doesn’t exist in a vacuum and many of the disenfranchising dynamics that occur outside the workplace also occur within it. By engaging in allyship and showing solidarity in the workplace towards those who need it, we take steps forward towards making a more equitable workplace and even a more equitable world. 

   Being a person from an underrepresented group in the workplace can feel uncomfortable, to say the least. It’s difficult to get your voice heard when it’s the only voice stemming from your position. It can feel like your needs and place in the workplace often gets steamrolled by the majority. Not only is this detrimental to the workplace itself in the way it ends up discounting valuable perspectives and feedback, but it’s always an uncomfortable position to place others in and can result in an unnecessarily negative experience for them.

    Situations like these are where the concept of solidarity and allyship take center stage. While they may seem like terms meant for a protest and other forms of activism, allyship and solidarity have a vital role right at home in the workplace. The reality is that the workplace is no different from the places we might find activism happening; while the workplace has its own protocol and culture, it doesn’t exist in a vacuum and many of the disenfranchising dynamics that occur outside the workplace also occur within it. By engaging in allyship and showing solidarity in the workplace towards those who need it, we take steps forward towards making a more equitable workplace and even a more equitable world. 

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How to do your own work on DEI as a white leader/ally

Thriven Partners

cultivating breakthrough thinking and action

How to do your own work on diversity, equity, and inclusion as a white leader/ally

Three recommendations for ways you can activate yourself to affect positive change

     The importance of diversity, equity, and inclusion are at the forefront of our conversations today. An attempt to shift the old exclusionary frameworks of the past is underway. Yet, even amid all the enthusiasm and educational resources, it can be confusing to truly understand what your role as a white leader and ally should be. One study found that 70% of white male respondents and 60% of minority and female leaders felt unsure as to the role that white men should hold in diversity initiatives.

     You want to make an effort that will move the needle on diversity, equity and inclusion (DEI), but you don’t want to make the wrong move or take on a role that isn’t appropriate for you as a white leader and ally. By committing to put your energy to use for a more diverse, equitable and inclusive organization, and doing so thoughtfully, you’re positioned well to make significant changes in yourself and the organization you lead.

Here are a few recommendations you can take to maximize your role as a white leader and ally to affect positive, inclusive and equitable change. 

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Inclusive Meetings

Thriven Partners

cultivating breakthrough thinking and action

Leading inclusive, engaging, and generative meetings

Workplace culture unlocks potential

     Workplace culture is critical to the success of an organization and its employees. Harnessing the power of a consciously cultivated workplace culture can yield amazing benefits that spread throughout the entire company. Creating an environment where employees feel included and engaged fosters creativity and productivity—two qualities that top-performing companies tirelessly work to establish and protect. In companies where employees feel their contribution is valued and that they are vital to the organization’s success, you reap the benefits of retaining employees for the long haul. An employee that feels included and valued is much more likely to go the extra mile and to feel connected to the company in a meaningful way. 

     Effective leadership in the workplace can feel like a daunting task, as there are many different angles that one can approach this effort. Yet, the effectiveness of your leadership will depend on selecting the approaches that will have the most impact. Considering this, one of the areas that involves significant time, resources, and impact are meetings. Meetings are a microcosm of the company’s culture, a mirror of what the culture values, how it operates, and the way it does business. Meetings provide an excellent window into how employees engage with each other and with the workplace, as well as how ideas are shared, received, and what comes of them.

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