Ask Pam Green
Pamela J. Green, MBA, SPHR, PCC, ICC
I Help C-Suite Executives Develop Strategies that Lead to High-Performing Teams, Engaging Cultures, and Influential Brands | C-Suite Strategist, Coach, Consultant, Speaker | Founder of the Leading with Influence Academy
This bi-weekly LinkedIn Newsletter will address common and not-so-common questions leaders and executives, like you, have about the culture of the c-suite.
I've been serving in executive roles, reporting to Boards, CEOs, and Executive Directors since my early 20's. I've seen and experienced quite a bit, but mostly, I've learned a lot. These experiences are what led me to executive coaching.
If you're serving in the C-Suite or are headed in that direction, I'd like to hear from you. It's not often you can find a trusted advisor to answer your most pressing questions - for free. So here I am, let's talk!
This Week's Question:
"I'm one of those white guys that really want to expand my inner circle of people of color, but really don't know how, and I also don't want them [people of color] to feel uncomfortable. What approach should I take?"?-- Wisdom-seeking White Guy
This Week's Response:
Recently, I was asked to host a few DEI conversations with a group of primarily white executives in a place where very few people of color live, work, or play. I suggested that instead of PowerPoint presentations, I would provide them with the definitions for DEIB (diversity, equity, inclusion, and belonging) and then open the floor to create our own adventure. And create they did. We held three back-to-back sessions, and progressively the groups got larger and larger with each session. This was one of the questions that emerged.
What do you say? What suggestions do you have for Wisdom-seeking White Guy?
Pam?
Have a question you'd like for me to answer? Send it to?[email protected]. Remember, your full name and contact details will never be published or distributed.
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2 年Wisdom-seeking White Guy, Firstly, please keep an open mind to my perspectives. Be completely honest about your intentions and transparent ~ most people will respect your approach…ethnicity has little to do with this. Share your story and purpose for expanding your inner circle. Be open to understand diverse views [dialogue], which aids in establishing trust in any desired relationship. Secondly, Why do you feel your ask will make [them] persons of color feel uncomfortable? People will often direct their personal emotions on others, while demonstrating acts of considerations for subconscious liberation; due to personal or societal shortcomings and or sins (e.g. fallacy, injustice, credulity), which requires great humility to admit and accept in order to overcome. The context applies to all ethnicities, including my own. Lastly, see and speak of us [people of color] as equals in society, not [them] which denote segregation and inferiority. I believe you are a good person, or you would not be a “Wisdom-seeking White Guy”. You have taken the first steps within your heart and mindset to expand your inner circle. I commend your affirmative action for inclusion and appreciate your candor. I trust that it is reciprocal.
Manager, Organizational Development
2 年My My! I really want to join this conversation instead of simply liking it. Pam this is great work that you do. I am going to be transparent...I am completely apathetic about this stuff. I also don't want them [people of color] to feel uncomfortable. Them people? I know this is still going on in the world as its just hard to stomach. I would have to first appropriately address the "them people" statement. I would need to set up a coaching session with Coach Pam to ensure my address was void of my emotions.