In this episode, "How to Lead When It Feels Like the World Is Burning Down," Joanna talks about the importance of leadership that is both self-reflective and team-focused, as leaders do the hard work of maintaining racial equity commitments in an anti-DEI climate.

Joanna provides insights into current anti-diversity, equity, and inclusion (DEI) movements and their implications for the workplace. Additionally, she points to the power of structural storytelling as a tool to shift anti-DEI narratives toward more honest stories. This 15-minute episode emphasizes the importance of self-care for leaders, supporting teams in uncertain times, and leveraging the power of storytelling to highlight racism's role in shaping the current moment.

Key Takeaways:

1. Self-Care for Leaders: Joanna emphasizes the need for leaders to prioritize self-care in the face of collective uncertainty.

• Maintaining personal practices through coaching, meditation, or therapy is crucial for leaders to continue showing up effectively for their teams.
  
  

2. Supporting Teams in Disruptive Times: Leaders should consider how to best connect with their teams.

• Joanna prompts leaders to assess how they are present for their staff and plan forward to build team resilience.
  
  

3. Power of Structural Storytelling: Highlighting research on media narratives, Joanna stresses the importance of storytelling that names systems and structures rather than individual blame.

• This strategy not only brings to light the underlying systems of privilege but also serves as a powerful tool to create narratives that counter the lies in the public sphere.

Resources Mentioned:

Here is a list of resources mentioned in the episode.

Why So Many Organizations Stay White - by Dr. Victor Ray [article from the Harvard Business Review, November 19, 2019]

Let's Get REAL: How to Overcome the Most Common Leadership Challenges | S3, Ep 9 [podcast episode]

Great Work: Do What Matters Most Without Sacrificing Everything Else - by Dr. Amanda J. Crowell [book]

The Collaborative on Media & Messaging for Health and Social Policy
and the communications research Joanna referenced in the episode. [article]

Race in the Workplace - a newsletter that provides the resources and help you need to lead organizational change delivered to you weekly [newsletter]

To Take Action:

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About Your Host

Dr. Joanna Shoffner Scott is an organizational development consultant who helps leaders of nonprofits, philanthropies, and businesses create workplaces that work for everyone.

Personal growth for leaders is more than just a buzzword. It's a necessity for anyone striving to align their actions with their values. In this episode of the Race in the Workplace Podcast, host Joanna Shoffner Scott is joined by guest Anthony Armstrong to discuss the opportunities and hurdles leaders most commonly face in equity work. Joanna and Anthony explore the unique challenges leaders face, especially those of color, and the importance of building robust support systems. Using personal stories and research insights, they highlight the need for safe spaces where leaders can express themselves without judgment. The episode concludes by celebrating the joy of living a life that is true to one's values.

Key Takeaways:

1. With REAL Change Comes Resistance

• Leaders should anticipate and prepare for REAL change in their organizations that come from changes in practice. A common pitfall is organizations make public commitments to equity without enacting tangible changes that affect staff and external partners.
  
  
• Resistance often stems from inertia or a fear of losing comfort and operational norms. Understanding this natural reaction can help leaders manage it more effectively.
  
  

2. Create a Culture Open to Learning

• Create a culture that welcomes continuous learning. Encouraging staff to ask critical questions about existing processes and being open to new ways of doing things is how you work as a team.
  
  
• Leaders must challenge dominant cultural norms and integrate equity into day-to-day operations to align with mission, vision, and values.

3. Prioritize Personal Growth Development

• Equity as a practice is an organizational challenge and a personal journey.
  
  
• Building a strong support system through peer groups or professional coaches can aid leaders on this personal development path, allowing them to approach setbacks and necessary pivots with resilience and creativity.

Additional Resources:

Let's Talk Racial Equity and Leadership with Sheri Brady | S2, Ep 4 [podcast episode]

Supporting Executive Leaders of Color: A Conversation with Sean Thomas-Breitfeld | S2, Ep 12 [podcast episode]

How to Plan for Leadership Transitions | S3, Ep 7 [podcast episode]

If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://pages.stameystreet.com/

If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts.

Want to learn more about my work with leaders? Visit stameystreet.com

In this episode of the Race in the Workplace Podcast, host Joanna Shoffner Scott is joined by guest Anthony Armstrong to unpack strategies for designing an equity program. Together, they discuss the factors that leaders should consider before starting on an equity journey, addressing both the opportunities and challenges that can arise. From assessing organizational readiness to aligning aspirations with actionable steps, this thought-provoking conversation aims to provide listeners with insights for building meaningful and sustainable programs, even in changing times.


Key Takeaways:

1. Timing and Intentionality Matter

Joanna and Anthony stress the significance of understanding the timing of an equity initiative. Leaders need to be clear on why they are starting the initiative. Timing affects the strategy, receptiveness, and overall success of the program.


2. Leaders Need Commitment and Capacity

The demands of leadership differ by identity. Joanna and Anthony emphasize that successful equity work requires more than just aspirational goals; it demands a realistic assessment of the organization's capacity, including resources, commitment levels, and the extent to which the organization is willing to embed systemic changes.


3. Navigating Challenges and Building a Respectful Culture

The conversation notes potential challenges, such as varying degrees of readiness among staff and the different racial dynamics that shape participation. They outline strategies for building a workplace culture that encourages honest dialogue and continuous professional development to support equitable practices.


Additional Resources:

Check out the Proposal Pyramid from Make Communities

[Podcast Episode] What To Do When Your Organization Declares Itself To Be Anti-Racist Too Soon | S1, Ep 3

If you liked this episode, you will LOVE my Race in the Workplace newsletter. Check it out here: https://pages.stameystreet.com/

If you learned even one thing you didn't know before listening to the episode, leave me a + review on Apple Podcasts.

Want to learn more about my work with leaders? Visit stameystreet.com