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#027: Belonging and Inclusivity in the Workplace with Brenda Harrington

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Treść dostarczona przez Wendy Brand. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Wendy Brand lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.

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My very special guest today is Brenda Harrington.
Brenda is a certified Executive Coach, author, and facilitator of leadership development experiences. She works with leaders across a variety of business sectors, non-profit, government, and intergovernmental organizations to help them enhance their leadership competencies and build capacity. Her partnership with clients is centered on the development of professional habits that will enable them to have the greatest possible impact.

Brenda is also a Black woman and In her book, Access Denied, released last summer, Brenda addresses workplace disparities and discrimination through brave storytellers who shared their stories with her.

I am not a black woman and can not begin to understand what black women experience, or have experienced in the workplace. But, I do strongly believe everyone should feel a sense of belonging and safety when they show up for work. At the very least, they should not feel isolated or made to feel less than for any reason. Not for the color of their skin, not for a disability, not for their age (younger or older).

There is so much opportunity for us to continue to learn from each other in this area. I hope this episode provides you with some nugget that you can take back to your day-to-day, inspires you to purchase Brenda’s book to learn more from her or to have a conversation with someone that creates awareness and better understanding of one another.

Here are some of my takeaways:

1. When you don’t see yourself in the "family portrait" or you don’t feel there’s a place for you or acknowledgment of the value you bring it is difficult to be engaged.

2. Misunderstanding, judgment, and fear are barriers to inclusivity.

3. There are really just two emotions fear and love.

4. A more inclusive workplace begins with paying attention and being aware. The world is not colorless and no one wants to be invisible.

5. Hold managers accountable for standards. We may not be able to change the hearts and minds of others, but we should have certain standards and accountability in the work environment.

6. Schemas are mental shortcuts that we take. We rely on shortcuts to interpret the world around us. They are embedded in the psyche and they create assumptions. So we have to be willing to question those shortcuts and reconsider them.

7. Once you are aware, you have the ability to make changes in your beliefs, thoughts, and actions.

8. Think about where you can have an impact, small or large. What can you do in your immediate environment? If you see something call it out and if you have agency in a certain space, what steps can you take to make a change?

You can find Brenda Harrington’s work on her website at Adaptiveleadershipstrategies.com and you can contact her via email at bharrington@adaptiveleadershipstrategies.com and on Instagram at authorbharrington. She is also on Linked In.

If you have enjoyed this episode I hope you w

____________________________
With 25+ years of leadership experience, spanning multiple roles across corporations and non-profits, I have gained a wealth of experience in understanding what makes organizations successful.
CONNECT WITH ME
Website: CultureCoachWendy.com
LinkedIn: Linkedin.com/in/wendybrand/
Instram: Instagram.com/culturecoachwendy
YouTube: YouTube.com/@CultureCoachWendy
The CultureCoach Podcast Page: CultureCoachWendy.com/podcasts/

  continue reading

80 odcinków

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iconUdostępnij
 
Manage episode 375817787 series 3440800
Treść dostarczona przez Wendy Brand. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Wendy Brand lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.

Send us a text

My very special guest today is Brenda Harrington.
Brenda is a certified Executive Coach, author, and facilitator of leadership development experiences. She works with leaders across a variety of business sectors, non-profit, government, and intergovernmental organizations to help them enhance their leadership competencies and build capacity. Her partnership with clients is centered on the development of professional habits that will enable them to have the greatest possible impact.

Brenda is also a Black woman and In her book, Access Denied, released last summer, Brenda addresses workplace disparities and discrimination through brave storytellers who shared their stories with her.

I am not a black woman and can not begin to understand what black women experience, or have experienced in the workplace. But, I do strongly believe everyone should feel a sense of belonging and safety when they show up for work. At the very least, they should not feel isolated or made to feel less than for any reason. Not for the color of their skin, not for a disability, not for their age (younger or older).

There is so much opportunity for us to continue to learn from each other in this area. I hope this episode provides you with some nugget that you can take back to your day-to-day, inspires you to purchase Brenda’s book to learn more from her or to have a conversation with someone that creates awareness and better understanding of one another.

Here are some of my takeaways:

1. When you don’t see yourself in the "family portrait" or you don’t feel there’s a place for you or acknowledgment of the value you bring it is difficult to be engaged.

2. Misunderstanding, judgment, and fear are barriers to inclusivity.

3. There are really just two emotions fear and love.

4. A more inclusive workplace begins with paying attention and being aware. The world is not colorless and no one wants to be invisible.

5. Hold managers accountable for standards. We may not be able to change the hearts and minds of others, but we should have certain standards and accountability in the work environment.

6. Schemas are mental shortcuts that we take. We rely on shortcuts to interpret the world around us. They are embedded in the psyche and they create assumptions. So we have to be willing to question those shortcuts and reconsider them.

7. Once you are aware, you have the ability to make changes in your beliefs, thoughts, and actions.

8. Think about where you can have an impact, small or large. What can you do in your immediate environment? If you see something call it out and if you have agency in a certain space, what steps can you take to make a change?

You can find Brenda Harrington’s work on her website at Adaptiveleadershipstrategies.com and you can contact her via email at bharrington@adaptiveleadershipstrategies.com and on Instagram at authorbharrington. She is also on Linked In.

If you have enjoyed this episode I hope you w

____________________________
With 25+ years of leadership experience, spanning multiple roles across corporations and non-profits, I have gained a wealth of experience in understanding what makes organizations successful.
CONNECT WITH ME
Website: CultureCoachWendy.com
LinkedIn: Linkedin.com/in/wendybrand/
Instram: Instagram.com/culturecoachwendy
YouTube: YouTube.com/@CultureCoachWendy
The CultureCoach Podcast Page: CultureCoachWendy.com/podcasts/

  continue reading

80 odcinków

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