Creating a Just Workplace

At Glynn Capital we are proud to host Leadership Chats with our portfolio companies to share the latest insights and best practices in building successful companies. We recently hosted Kim Scott, co-founder of Just Work.? She previously wrote Radical Candor. The title of her newest book is Just Work: Get Sh*t Done, Fast & Fair.

Kim shared highlights from her new book and led an invigorating discussion with #HRLeaders Justin Vacca, Human Interest, Stephanie Spiegel, Enigma Technologies, Inc., Matt Morgan, BigPanda, Amanda Roach, BigPanda, Lauren Clark, SingleStore, Brittany Call, PHR, SHRM-CP, Lucid Software, Gabrielle Sirner-Cohen, FullStory, Paul Whitney, Sysdig, Bernard C. Coleman III, Gusto, Emily Porta, GoFormz, James Konoske, GoFormz, Lionel Riley, Oportun, Gabriela Serret-Campos, Chronosphere.

Here are highlights and takeaways from the discussion:

The goal: Build more equitable, productive, and successful workplaces where people don’t feel coerced.

Kim Scott challenges HR leaders and companies to think about:

• Who are companies hiring?
• Who are companies promoting?
• How can companies work to make sure power doesn’t corrupt teams?
• How can HR leaders create cultures where everyone has a role to play in preventing bias, prejudice, and bullying?

She shared ideas on what to do when confronted in the workplace with what she calls the root causes of workplace injustice:

Bias: Situations in which people may not mean what they say. Use an “I statement” to bring the bias to their attention. For example, in an important sales meeting with a prospective client, questions were being addressed not to the experienced female negotiator who made the presentation but to her more junior male colleague. He noticed what was going on and changed the dynamic by simply saying, “I think we should switch seats” so that the female negotiator was clearly designated as the authority on the topic.

Prejudice: When people mean what they say. Try an “it statement” by pointing out relevant laws and perhaps even the ridiculousness of their preconceived notions.

Bullying: When people, especially those in power, have a pattern of being mean. Respond with a “you statement.”

Steps to Take to Prevent Problematic Behavior

Kim Scott also shared insights on what leaders can do to prevent the following from taking hold:

Bias: Disrupt it. Come up with shared vocabulary on what to say if bias comes up, for example, in a team meeting. Measure what matters.

Prejudice: Have and enforce a Code of Conduct.

Bullying: Have consequences for bullies, particularly compensation consequences. Some high performers have strong individual performance but they can be detrimental to a group. Have checks and balances. Don’t have unilateral authority on hiring and promoting.

Left unchecked, these behaviors can grow into bigger, corrosive problems. Scott’s definitions:

1. Discrimination: Bias and prejudice with power.??
2. Harassment: Bullying with power.?
3. Physical Violations: Touch with power.

In conclusion, everyone in a work environment has a role to play to create a just workplace. She urged HR leaders to create cultures to prevent a “default to silence” when there are harms. She advised the following:

• If one is feeling harmed, choose a response.?
• If you’re causing harm (even inadvertently), listen and address the situation.?
• Bystanders who see problematic behavior need to intervene and be “upstanders.”
• Most importantly,?leaders have a role to prevent these situations from occurring.

If you’d like to join a future event with Glynn Capital, please check out our schedule of events found on our website: https://www.glynncapital.com/events?