Do You See What I See?

It's easy to miss what we're not looking for.

Have you ever watched the awareness video (created by Transport for London and Think!) where you're asked to count the number of basketball passes the team in white makes? Then when you're told the answer, and feel oh-so-proud that you counted correctly, you're asked if you noticed the moonwalking bear? If you haven't, and even though I've given away the punchline, do the test. Focus on counting those passes. You'll be amazed.

Again, it's easy to miss what we're not looking for.

Now, look at the picture in the header of this article. These are the faces of the 200 most powerful and influential leaders in the residential real estate brokerage industry, Swanepoel Power 200, as recognized by T3 Sixty and published on the Real Estate Almanac 2022 website. Does anything strike you?

Is it this ranking website's "fault" that there is exceptionally little diversity in this list? Were their ranking methods biased? Or are the results simply reflective of reality? Regardless, an opportunity was certainly missed, as an observer on the industry, to point out the potential for increased diversity and offer some solutions. To use our metaphor, basketball passes were counted correctly, but the moonwalking bear seems to not even have been seen.

In this case, how could the lack of diversity have been acknowledged, and what could have been done to offer steps toward improvement? More importantly, what could be done next year?

Perhaps the creators could compile a companion list of upcoming women and minority leaders to post alongside the Swanepoel Power 200. T3 Sixty could publish a survey alongside the release of this list asking those distinguished by it to offer ideas on how to increase diversity in the industry. Or organizations within the industry who are cultivating diverse talent and diverse leadership could be highlighted and recommended as leaders in that capacity. Maybe there is an opportunity to partner with any number of organizations facilitating talent pipeline development. Or my personal favorite - T3 Sixty could offer an opportunity for leaders from companies within the industry to commit to a membership group to develop their own awareness so that they can more effectively influence reality, on-going. Why? Because the shadow of the leader is the culture of the company. And the culture of each company within an industry shapes the industry's future.

The shadow of the leader is the culture of the company.

As I watched this video, I felt Stefan's genuine and sincere enthusiasm for the work (500-600 hours) by the staff (half dozen people) who research thousands of leaders to recognize outstanding leadership (as they have for the last 9 years). His passion and zeal for the industry are palpable. I am not discrediting the hard work of celebrating great leadership. This article is not meant to be a criticism as much as a wake-up call to recognize blindspots and offer solutions. Particularly to those who serve as an outside industry observer.

By the way, the reality reflected in the Swanepoel Power 200 is the same for the CEOs of the Fortune 500. (Click on graph for source)

My questions to people in positions of influence are simple: How do you know your blind spots? Who is helping you to uncover them?

My questions to people in positions of influence are simple: How do you know your blind spots? Who is helping you to uncover them?

My challenge to those same people in positions of influence is also simple: go a step further than creating diversity departments/programs or outsourcing initiatives to DE&I professionals (although all of those things are extremely important). Go a step further and consider your own blind spots. Cultivate your own awareness. What you don't see likely impacts what your organization doesn't see, which likely impacts industry and therefore societal trends. Be the stone that causes ripples of change in your environment. You are positioned to be able to have that impact. I quote Swanepoel's Power 200 Thoughts on Leadership:

"Great leaders are not passive – they do not sit on the sidelines. They don’t trade on past accomplishments but focus on their potential for further impact. Good leaders rise to the top. Great leaders help others ascend. Good leaders manage for today. Visionary leaders focus on what’s next. Good leaders adapt to change. Transformational leaders create change."

Create needed change in your industry. Notice the need first. Then consider how your personal awareness contributes to the thousands of micro-decisions you make every month, every year, that either manage for today or pave the way for a transformed tomorrow. Think about it. You might start to see what you had not even known to look for.

About the author:?Emily Bopp?is leveraging her experience facilitating membership-based executive peer groups to catalyze intentional awareness of racial realities in our country among leaders and influencers. Ground rules are simple: confidentiality, suspending judgment, acknowledging reality. From there we talk candidly about what our blind spots have been, and what we're now doing as a result of having seen what we didn't know to look for.