What happens when you put four passionate people in a room together talking about diversity? Magic! Thatβs what happens. π And not just because we all come from different backgrounds, but because our lenses into inclusion in the workplace are also so diverse. From Simon Dewar, Group CEO of BSI Digital Learning, to Kala Philips, CEO of BSI Learning institute and Nola Turner-Jensen, a Senior Aboriginal Research Fellow at Melbourne Uni to myself, Author of the Gender Penalty and When men lead women. The clip is my take on the importance of DEI from an interpersonal perspectiveβ¦ and itβs not just DEI as it stands today; itβs the outcome or goal of DEI - πππ₯π¨π§π π’π§π . Diversity without understanding is just difference. Itβs disruptive. But diversity with understanding is transformative. It creates belonging.
Traditional notions of leadership often exclude diverse voices and perspectives, perpetuating inequality and limiting progress. By expanding our definition of good leadership, we create space for a multitude of talents and experiences to flourish, driving innovation and fostering a more equitable society.
If you are keen to see a shift in the way we discuss what βgood leadership looks likeβ then you might enjoy this talk tooβ¦
Dive deep into the biggest challenge confronting women professionals today: the double bind dilemma.
Picture this: Navigating the fine line between being perceived as "leaderlike" and "ladylike". It's not just about breaking the glass ceiling, it's about shattering stereotypes too!
So you think you don't have influence? Think again.
This clip covers one of my favourite takes on the reality of influence: We all have it. Sometimes, we even unconsciously influence people in the wrong direction, without knowing it. But influencing people against our own agendas is not the same as being without influence. It just feels like it is...
Effective communication is the cornerstone of career success⦠ESPECIALLY if you are a technical expert.
In the workplace, your ability to convey ideas, listen actively, and build relationships is paramount. Clear and compelling communication not only helps you articulate your vision but also fosters understanding, trust, and teamwork. It's the key to closing deals, inspiring colleagues, and advancing your professional journey.
I know IWD has been and gone, but the need for the focus still remains.
Hence Iβm sharing a recording of a fireside chat I had the privilege to be a part of, on IWD this year.
Lead by the inimitable and always delightful, Belinda Fry from Metcash, we had a brilliant chat about all things women at work.
Do women choose female dominated roles in corporate spaces (think: HR, marketing, etc) because itβs a natural fit for them, or is it because itβs expected, or easier, or just seems like a better fit? What do you think? Listen to the excerpt from The Difference Project interview to hear more thoughts on this β¦.
Kerrie Phipps wrote a book called 'Do talk to strangers'.
I love this so much. As a keen connector of human folk, I love chatting with strangers and leaving as friends.
This podcast interview was no different. I think we could have talked for hours, but don't worry, we didn't! π
But we did have a lovely chat about confidence, connection and continuous learning. Have a listen if this is up your alley.
Recently, I had an amazing interview with Lindsey Leigh Hobson in her first ever Evolution Training session. As leaders, managers and collaborators in the L&D space, we need to have difficult conversations... Whether we like it or not. From sharing uncomfortable, unpopular and sensitive messages, to digging into what someone actually needs when they insist on more training - the way we navigate critical conversations ultimately affects our overall impact on the business. In this interview, we revealed how to turn difficult, awkward and uncomfortable conversations into meaningful, measured and impactful results.
I had a lovely time being interviewed by Nina Sunday on her podcast, πππ§ππ π πππ₯π, ππππ πππ‘ππ«π¬. We discussed my book, πππ―ππ₯π¨π©π’π§π ππ’π«πππ πππ©π¨π«ππ¬, and why it's important that we develop the performance of others. Watch the interview here.
A snippet of a podcast discussion on The Difference Project - We were discussing the dimensions of difference we wanted to explore. For me, the opportunity around difference goes beyond the intellectual experience of recognising (or even appreciating) the differences between individuals. I'm more interested in how we deal with the daily discomfort of difference. And more importantly, what we do about it to transform these feelings of discomfort into moments of curiosity. An opportunity for connection and inclusion. It's a bit more confronting, but this is how we create real change in the diversity space. What do you think?
