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]

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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

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In this episode of Race in the Workplace, Dr. Joanna Shoffner Scott and Anthony Armstrong continue this season’s leadership series called Let's Get REAL: Racial Equity for Adaptive Leaders. This week’s discussion explores how to plan for leadership transitions. As Joanna and Anthony unpack the complexities of leadership transitions, they discuss the opportunities and challenges accompanying these shifts, emphasizing the importance of mindful and equitable practices. Whether you're a leader preparing to transition out, stepping into a new leadership role, or just interested in how leadership changes impact racial equity initiatives within organizations, this episode is filled with thoughtful insights and practical guidance.

Key Takeaways:

1. Avoid Too Much Change at One Time

• Joanna and Anthony highlight the importance of gauging how much change staff can absorb at once. They caution against overwhelming staff with new equity initiatives during leadership transitions. Too much change at once can lead to increased stress and resistance when leaders need staff buy-in the most.

2. Incoming Leaders Experience Racialized Expectations

• The discussion addresses how the identity of incoming leaders affects organizational expectations and dynamics. Anthony and Joanna point out that new leaders (who are most often Black) face different and heightened staff expectations compared to their white counterparts. Anthony emphasized the need for white-identified leaders to acknowledge this dynamic and take a proactive role in disrupting harmful patterns as they emerge.

3. Build Honest and Respectful Relationships

• Joanna and Anthony underscore the importance of building trust and respect within teams, especially during times of transition. Joanna emphasizes authentic communication and respect for each team member's humanity. Establishing these principles creates a foundation for more equitable and supportive working conditions, regardless of the changes taking place within the organization.

Additional Resources:

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

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This episode is the second conversation in their series, Let's Get REAL: Racial Equity for Adaptive Leaders. In it, Dr. Joanna Shoffner Scott talks with longtime colleague Anthony Armstrong about the difference between transactional and transformational leadership. The distinctions between these two leadership styles matter, particularly in building racially equitable organizations. They also discuss their collaborative journey, the frameworks they've developed to help organizations approach racial equity holistically, and the importance of a shared “why” to anchor meaningful change.

Key Takeaways:

1. The Importance of Purpose in Racial Equity Work:

• Joanna and Anthony identify the significance of beginning with a clear "why" when starting racial equity initiatives. Building a foundational understanding helps leaders and organizations align their actions with their mission, vision, and values, making the subsequent steps more impactful and meaningful.
  
  

2. Frameworks for Holistic Change:

• The episode explores the frameworks that Joanna and Anthony use, such as the 6P Racial Equity Framework and the Racial Equity Growth Continuum.
  
  
• These tools help organizations move beyond siloes to embed equity systematically across all aspects of their work. These frameworks can be used to address everyday challenges.
  
  

3. Differentiating Transactional from Transformational Leadership:

• The discussion lifts up the reality that while tools and technical solutions are valuable, they alone do not lead to transformational change.
  
  
• Transformation requires adaptive leadership that considers deeper, often unseen organizational dynamics. Leaders must be willing to step back, assess their organizations from a broader perspective, and address the systemic issues that perpetuate inequities in the ways they work.

Additional Resources:

• Explore the 6P+ Racial Equity Framework to anchor your approach in ways that center your organizational values [created by Joanna and Anthony]
  
  
• Becoming An Adaptive Leader [Based on the work of Ronald Heifetz and Marty Linsky]

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In this mini episode, host Joanna Shoffner Scott highlights the significance of systems and processes in creating racially equitable organizations. Drawing from her extensive experience as an organizational development consultant and founder of the Stamey Street Consulting Group, Joanna explains why clear systems and processes are foundational to equity work. She unpacks the often hidden but crucial role systems play in fostering an inclusive workplace. Whether you're a nonprofit leader, executive, or manager, this episode provides valuable insights to help you see the benefits of leveraging your processes to build equity into your everyday work.

Key Takeaways:

1. The Essential Components for Building Racially Equitable Organizations:

• Joanna highlights four critical components for creating equitable organizations: a committed leader, clear values and identity, robust systems and processes, and organizational behaviors aligned with these elements. Systems and processes, in particular, are necessary for sustaining the work of racial equity but are often overlooked and underutilized.
  
  

2. Seven Key Systems for Nonprofits:

• Joanna outlines seven crucial systems every nonprofit organization needs.

3. Equity in Most Felt in Small, Everyday Decisions:

• While many view equity through the lens of grand initiatives and public-facing projects, Joanna emphasizes that equity also resides in the small, day-to-day decisions leaders make. Proper systems and processes help mitigate bias and ensure that organizational history and decision-making are transparent and accessible, promoting a more inclusive environment.

Additional Resources:

• Graphic on structures, systems, processes, tasks, and steps from The Power and Limitations of Racial Equity Audits: How to Uncover Organizational Weaknesses and Address Inequities via stameystreet.com
  
  
• Intentionality Goes A Long Way In Sustaining Your Racial Equity Commitment [BLOG]

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In this episode of Race in the Workplace (S3, Ep 4), host Joanna Shoffner Scott explores the necessary components for building a racially equitable organization. From her extensive consulting experience and personal experiences as a Black woman in professional spaces, Joanna identifies and unpacks four foundational elements critical to building and sustaining racial equity within organizations. Whether you're a leader just beginning your journey or navigating ongoing challenges, these insights can inform your efforts to create a truly equitable workplace.

Key Takeaways:

Equity requires...

1. Committed Leadership:
   • Sustainable equity work requires "Big L" (i.e., executive leadership with positional power) and "Small L" (i.e., team and project leaders without positional power but with significant influence) leadership.
     
     
   • A commitment to equity from leaders with positional power is crucial for implementing and maintaining equitable practices within an organization.
     
     
2. Clear Values and Identity:
   • Organizations must work from a shared understanding of their mission, vision, and values to support a cross-cutting approach to equity.
     
     
   • Values should be more than just words on a website; they should be operationalized and revisited regularly to ensure they are still relevant and accurately reflect the organization's identity and commitments.
     
     
3. Systems and Processes:
   • Using systems and documented processes is essential for creating and maintaining equitable organizational practices.
     
     
   • Systematized ways of working enable organizations to evaluate and improve their processes objectively, ensuring efficiency and equity without personal biases interfering.
     
     
4. Aligned organizational behaviors
   • Aligning behaviors with your equity commitment. In short: Are you being equitable in your doing?
     
     
   • It also refers to your internal behaviors (i.e., how you engage with each other) and how your work shows up in the world.

Additional Resources Mentioned in This Episode:

• Previous Podcast Episode: Creating Your Organizational Equity Why | S1, Ep7
• Upcoming Mini Episode on Systems and Processes (Stay Tuned!)

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Let's Get REAL: Introducing Racial Equity for Adaptive Leaders | S3, Ep 3

In this episode of the Race in the Workplace Podcast, host Joanna Shoffner Scott shares a discussion with Anthony Armstrong, founder and lead consultant at Make Communities, to explore the intricacies of adaptive versus technical leadership strategies, especially concerning racial equity and its role in practice transformation in nonprofit organizations. The discussion explores the realities of imperfection, the importance of psychological safety for making mistakes, and the need for continuous growth and adaptation in leadership roles. Together, they discuss how leaders can navigate the complex relationship between personal commitment and practical implementation to foster real, equitable change within their organizations.

Here are three summary points for Episode 3 of the Race in the Workplace Podcast:

1. Personal Growth and Navigating Resistance: The episode underscores the importance of self-reflection, vulnerability, and continual learning in leadership. Leaders must navigate identity issues, manage resistance, and set realistic expectations for transformational change. The discussion also touches on the need for a growth mindset and the acceptance of mistakes as part of the journey toward achieving organizational equity goals.
   
   
2. Generational and Equity Challenges for Leaders: The episode explores how nonprofit leaders grapple with managing cross-generational teams, shifting philanthropic commitments, and equity challenges. Both Joanna and Anthony emphasize the importance of creating psychologically safe environments where admitting "I don't know" is normalized, facilitating personal and organizational growth.
   
   
3. The Role of Boards and Leadership Support: This episode unpacks the ways boards play a crucial role in supporting nonprofit leaders. It highlights the necessity for boards to invest in coaching resources, support equity initiatives, and foster environments that allow leaders to admit gaps in knowledge and experience.

Resources

Learn more about the 6P+ Racial Equity Framework

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