A Breath of Inspiration and Possibility

One man's report on a fantastic conference, with pearls and links.

It’s clear we’ve come to a societal breaking point at which most outdated, limiting practices and beliefs are being exaggerated and examined in the pulsar blaze of restrained progress. For months I’ve been haunted by seeing and experiencing the frustrations of burgeoning but blighted racial and gender equality. I’ve felt the grief of recognizing remnant and re-emergent, draconian management practices, and the exasperating foibles of hierarchy in which talented and intelligent adults must be half the perceptive humans they are, as they bend a knee to spurious superiority. Gross inequities of income, the prevalence of denied but sustained sexual abuse across beliefs and institutions, and even the threat of normalizing genocide have all casually stepped into the clear light of morning. It can take your breath away. Yet in the light, all can be squarely faced.

Facing the error of our ways has been a requirement of this challenging time. Misguided beliefs, Dickensian work practices, unbelievable sanctions of culture like “Boys will be boys…,” absurd and stubborn assumptions about race, religion, sexual orientation and gender have all been up for review. It’s been necessary on a range of levels from individual to global, and from nuance to gross injustice. The work is exhausting because awareness of the need for change is omnipresent. It’s happening on all fronts, and one of them – is the workplace.

I recently had the great fortune to attend the WorkHuman Conference 2019. It was flat-out inspiring and a true call to action. Suddenly I was surrounded by about 4000 people of like mind. I was in an environment of very high diversity where people were greeting each other with genuine smiles and heart-felt hellos. Even an older, white guy like me (the apparent perpetrator of many of our societal problems) was seen to belong, because well… I was there. Although the Gay of me isn’t apparent at a glance, it can give me a qualifying card in the diversity deck but there, all cards were faceless. The theme of the conference was Diversity and Inclusion, which several impressive speakers upgraded to Belonging. Remember a time and place where you experienced deep belonging. Now savor that feeling long enough to consider what it would be like to simply and thoroughly feel that about your workplace. This may not be a stretch for some; for many it’s a constant battle to be accepted, recognized or included in the place they spend about 75% of their waking life.

Throughout the conference prestigious business leaders identified the workplace as “a platform for healing,” an essential part of society that has the power to reshape society.

WorkHuman pivots on several core principles and substantiates their power with statistics:(my wording)

• Recognition builds engagement
• Gratitude yields happiness
• Diversity with inclusion and belonging increases creativity and innovation
• When employees can be themselves and be human, they are most productive
• Human values create a strong and effective culture
• Technology can increase humanity in the workplace
• People centered that recognize humanness organizations are the most effective

The WorkHuman core values are: Courage, Kindness, Awareness, Connection

A fundamental principle reinforced by many of the leaders at WorkHuman was Explore Unconscious Bias. It’s human. It’s hard wired in our brains by the process of how we develop perception. It’s nothing to be ashamed of. It is something to be aware of, see the consequences of, and brave the acknowledgment of. Unconscious Bias runs deep, is partially structured and reinforced by culture. When we notice it, feel it and get a sense of how constant and subtle is, we can realize that it is not who we are. Unconscious bias is simply what we’ve come to believe. The truth is we human beings are all amazingly more alike than we are different.

Break-out Sessions

I attended quite a few Diversity and Inclusion sessions to be able to feed a proposed focus at my workplace. I was deeply touched and sometimes brought to tears by stories of the journey from oppression to belonging, then beyond to stunning expressions of human leadership. A panel of Diversity and HR leaders included Caroline Wanga, CD&IO and VPHR from Target - Carlos Cubia, Global VP & CDO, Walgreens Boots Alliance – Namrata Yadav, SVP, Head of Inculsion, Bank of America – and Howard J. Ross of Cook Ross, Inc. (author of Everyday Bias: Identifying and Navigating Unconscious Judgements in Our Daily Lives) with moderator Candi Castleberry Singleton, VP of Culture and Diversity, Twitter. Themes ranged across diversity being vital to business success, putting Belonging at the center of everything, teaching people to embrace the discomfort of social learning, storytelling as a key to creating understanding, illuminating everyday bias, emphasizing appreciation vs. tolerance, and taking care to positively prime the discovery of everyday bias.

“Minds are like parachutes. They don’t work unless they’re open.”

David Lapin, Consultant, shared wisdom and strategies from his experience working with Diversity and Inclusion in South Africa. He recommended strategies that evoke the dignity of all: frame the work as a journey from diversity through inclusion to belonging, address values to create a bridge vs. attack beliefs which divides, and facilitate choice vs. enforcing through bureaucracy, and prepare people with awareness for the depth of conversations needed. This approach will change concepts and lead people to new paradigms.

Rich Long, HRO, VMWare, offered that you have to hit a visceral, emotional level of understanding in your approach to Belonging: storytelling is essential to the process, metrics do not reveal the truth of people’s experience; you have to place people in work they love and pay them what they’re worth in relation to peers vs. their past salary, bridge the silos of minorities, hire ability – over degree, embrace discomfort and don’t assume the business “gets it.” Inclusion is important to 80% of employees and delivers 22% more engagement. Ultimately – “The power of diversity matters.”

Because the work of WorkHuman is a “movement,” we need to embrace the discomfort of leading with fresh strategies and caring hearts.

Sadly I could not attend all sessions and keynotes as several ran simultaneously. Here are highlights of those I attended:

Relationship Comes First: Discovering the Path to Employee Engagement – Jason Lauritsen

Jason’s recommendation is to redesign work as a relationship. We focus on it being a contract. A healthy relationship is based on Appreciation, Acceptance, Communication, Support, Commitment, and Time. To establish trust in the workplace we need to be able to be vulnerable and have psychological safety. Link to Jason Speaking & gettalk.at/rcfwh19

The Fuel You Need to Tubro-Charge Your Workforce – Doreen Coles Sr. Dir., and Susan Hanold VP Talent / ADP

They acted on two decades of research that proved the effectiveness of a Strengths approach for increasing employee performance and engagement, and they “blew up” their PMP while emphasizing the WHY of work, while emphasizing the individual potential of each employee. This changed the culture and delivered significant results.

Our People Deal: Cisco’s Strategy for Creating an Award Winning Culture – Gabrielle Thompson SVP, and Ashley Goodall SVP

“Innovate Everywhere – Benefit Everyone” At Cisco they took a big risk and eliminated their PMP. It worked. They had excellent results, because people had to talk to each other. Their People Deal Manifesto included Prenatal Support, Genetic testing for cancer, Mental Health and including “the personal” in work. They incorporated a rewards program. Frequent, personalized, meaningful awards create lasting impressions. What drives engagement is people getting to use their Strengths. They found meeting employees at least 3 times a month produced 50% more engagement. They de-emphasized the “control” of management.

“Teach managers why they should care (and show them the data) – It’s really their job.”

Inspiring Best Self at Work: Connecting People to Company Purpose and Values with Micro-Habits -Adam Fridman

I loved this session because Alan has created an app that fits my own belief that we can train and talk humanity and communication at work but getting the ideas into everyday conversation and behavior can be difficult post learning event. His app will shoot you a single action reminder, a small step, each day to help you maintain focus on the intention and take action. See www.prohabits.com/start/ to give it a try. He made several recommendations in line with WorkHuman values, one of which was - “Promote people who do the little things (i.e. practice civility).”

Don’t Hold People Accountable, Develop Accountable People – Mitch Warner, Managing Partner, Abringer Institute

Accountability begins by developing an outward, instead of Inward Mindset. Many of us still see people as objects to get what we want and unknowingly treat them that way. When we shift to seeing them as human beings and take into account their human needs and preferences, and how our attitudes and the quality of our work affect them – a myriad of things improve in the workplace (and life). This Outward Mindset is foundational to an effective workplace culture. Mitch was another expert to highlight that “PMP fails to close the gap of perception because it’s usually one-way with hierarchy empowered.” Link to Arbinger Blog , and a YouTube program with Mitch on Outward Mindset.

Create a People Centric Culture – David Rodriguez Global eEVP, CHRO – Marriott International, interviewed by Rasmus Hougaard, Mng. Dir. – Potential Project.

David’s gave a very warm interview in which his belief and demonstration of the power of a people-centric workplace was very clear. He shared stories of how Marriott cares for its employees and highlighted statistics and significant results in International Business. Here are some points of wisdom:

• Start with yourself; all change must start there.
• Not everything important in life is measurable.
• Focus on employee Purpose, Well-Being, Opportunity and Community.
• If you take care of people they carry the movement into society.
• 72% of leaders believe they engage employees, 82% of employees say leaders don’t.
• Put people first – Pursue excellence – Activate integrity – Serve the world

Keynote Highlights

OK now. The Keynote speeches were provocative, confirming, compelling and inspirational. Sorry, one descriptor can’t capture the feeling, and I could go on…. They start and end each day and prime your heart and mind to soak in the wisdom and tools of break-out sessions mentioned above. Each session begins with a rousing “Welcome Humans!” The brief encapsulations below can only hint at the intelligence and passion they imparted.

Eric Mosely, CEO Globoforce, (WorkHuman)

Eric sets the tone for the entire event. His company, Globoforce, started WorkHuman, and now goes by that name. The product of the organization is an employee recognition app that was created to be a global force; an expression and conduit of WorkHuman’s principles and values. Several professionals attending the conference are from organizations who are using the app, and the philosophies:

• Gratitude and recognition increases the experience of inclusion – the more rewards, the more included people feel. Gratitude rewires the brain.
• A mere four recognitions has a dramatic effect on a staff person and cuts the likelihood of leaving the organization in half. At C-level, one reward has the same effect.

"Work is the best place to work on human issues to have a societal impact. This is a very important element of a human workplace."

 Gary Hamel – Business Guru, Author and Visiting Professor at London Business School.

Gary cited broad scale knowledge based in international experience studying and teaching business. He also has great belief in and feeling for the power of embracing humanity in enterprise.

• He quoted Mary Parker Follet (Early 20th Century Social Worker and “Management Prophet”)

“To free the energies of the human spirit is the highest potentiality of all human association.”

• He asks us to consider the words “Human Resource Management;” The very words weigh you down. People as resources? Management implies control. The act of controlling people does not engage, nor does it motivate.
• Initiative, creativity and passion cannot be managed. Most of those qualities are not showing up at work…. When you humanize you maximize contribution.
• People are not a means to an end. Companies thrive when people realize their full potential.
• Decision power should not be based on rank.
• Move out of the world of bureaucracy focused on control: https://hbr.org/2017/05/assessment-do-you-know-how-bureaucratic-your-organization-is

George Clooney (is a title needed?) – International Movie Star, interviewed by Steve Pemberton, CHRO, WorkHuman.

Was very entertaining and shared stories of his life and he and his wife’s (Amal Clooney – International Attorney for Human Rights) work for justice in the world. His message was to do whatever you are able to, to have a positive impact on the world and people in need.

 Kat Cole – COO and President, Focus Brands North America

Her presence and story are captivating and full of promise. Her career skyrocketed when she was working her way through college. She excelled through insight, smarts, learning from mistakes, caring about her people and the business, and having the courage to “do the right thing.” Not only is she a successful business woman; she’s a creative who attends Burning Man religiously. She had a lot to say:

• Be intentional about humanity.
• You get the culture that you buy - (hire)
• Companies are nothing more than a collection of humans
• Emotionally compel people. Give a voice, not just a seat at the table
• She works to give 18-year-olds an amazing experience and teach them how to excel at positive challenges. HOW is hard.
• What is my water?" - The most important priority right now?
• Avoid “Who am I to question them?” Have the courage to question.
• Stepping up and doing the right thing creates tremendous trust; Do one thing really well – BUILD TRUST
• Have a blend of curiosity and humility, courage and confidence, ask questions; make the moves!

3 Operative Questions:

• What do we have to throw away? (what’s not valued)
• When do we have to say no? (what do customers want that you say no to – when a yes would actually create business?)
• If you could change only one thing in the business – what would it be? – do it.

Brené Brown – Research Professor, University of Houston & Best-Selling Author

Her work is profound and accessible, and I love the way she uses her life in example. So does everyone else. She gives some of the most impactful and clear descriptions of popular terminology that I have heard (i.e. Empathy, Vulnerability, Courage), along with practical processes to instill them into personal and organizational behavior. Read her book – Dare to Lead.

Vulnerability can be extremely powerful in the workplace, contrary to all prior belief. I first experienced this concept in teaching The Five Behaviors of a Cohesive Team, but also in therapy, coaching and mindfulness practice. Ultimately, it’s what makes us human, and what makes relationship possible. Brené held us rapt with a barrage of points and examples:

• Teach everyone to be responsible for their own “bounce.” (Resiliency) Sports teams hire on a player’s ability to reset after failure.
• Brave leaders are never quiet about hard things.
• The biggest barrier to leadership is personal armor (defensiveness).
• There is no courage without vulnerability.
• Joy is the most vulnerable human emotion. Gratitude is the way to lean into joy.
• Clear is kind; unclear is unkind.
• In the absence of data we make up stories. Always check the story you’re telling yourself.
• "Paradox is a great spiritual gift. For instance – gentle leads better than tough."

 Geena Davis – Gender Equalilty Advocate & Award –Winning Actor, Interviewed by Ellen McGirt.

Although all bias is insidious, gender bias is most prevalent because it is inherent to a majority of races, ethnicities, religions, sexual orientations and other targets of prejudice. It’s so strong that many women have not yet awakened from their culturally imposed status. Others stand brilliantly and courageously in the discomfort of challenging it. Geena Davis, one of the many dynamic women at the conference, presented a clear example. Ellen McGirt conducted a rousing interview and Davis spoke passionately and brilliantly about gender bias and the impact of unconscious bias in the entertainment industry, corporations, government; the world. She said that the research of her foundation determined that at the current rate of change, parity for women would take 700 years. Her conviction was; it doesn’t have to – let’s get this done now, parity of jobs, leadership, pay and power shouldn’t be that hard. She has worked smartly for more images of powerful women in the media. The motto of her organization: “If she can see it, she can be it.” The truth of this motto applies to all people hampered by prejudice and bigotry. https://www.dhirubhai.net/company/geena-davis-institute-on-gender-in-media/

• We must focus on illuminating unconscious bias (it’s human and it cuts both ways – also become internalized)
• We’re at a global tipping point for women.
• Female Agricultural Workers rose to support women in film. This kind of activism works.
• Capitalism is currently a 0 Sum game for equality.
• Make conscious policies in your workplace.
• Accept failure and a personal sense of exposure when doing the work.
• Create a culture of forgiveness.
• To foster resilience, forgive yourself and others.

Viola Davis – Award –Winning Actress, Producer and Humanitarian, interviewed by Steve Pemberton, CHRO, WorkHuman.

Viola Davis is stunning in her presence. She is viscerally authentic, and serves as a powerful example of being uncompromisingly yourself. She and Steve Pemberton share quixotic stories of childhood abuse and poverty which were transcended by vigor and the grace of being uplifted, recognized and loved by one compassionate person. Viola communicates clearly the impact of childhood trauma, and relates her journey from being hurt and numbed to being a force for understanding and freedom. The clear message from both Steve and Viola was that we can overcome, and it is vital to be that person of compassion in the world. I was very disappointed to have to leave this session early to catch my flight. I left buzzing with feeling and the imprint of presence and authenticity.

I'm still buzzing from the brilliance and impact of the whole experience. My boss was so taken with the purpose and passion I expressed upon return that she promised to send me every year. Now I'm ecstatic! I can't wait to see you in Denver in 2020!