Is fear of being “canceled” stifling your leadership?

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them.?

Leaders: what would you do if you weren’t afraid of getting “canceled”??

With an economic downturn (or recession) in the likely future, with “permacrisis” named 2022’s word of the year, times are challenging….

… And it’s an ideal opportunity for leaders to show what they’re made of. To embrace the future — which is one of diversity, equity, and inclusion — and actually role model a new way of leading in their workplaces.

“To endure, brands will have to approach the next months and years in partnership with all their stakeholders. In this partnership, trust is the one ingredient that’s crucial to productive relationships” (source 1).?

Break it Down

Cancel culture came up in a recent client conversation. It was clear that fear of being “canceled” was holding my client back. And this client isn’t the only one: many executives are wary of saying or doing anything for fear of doing or saying the wrong thing.

This fear shows a lack of trust — in themselves, their ability to recover from mistakes, and in their stakeholders (customers, employees, investors, peers).

Add to that lack of trust the reality of economic uncertainty (when leaders are often inclined to batten down the hatches) and you have a recipe for inaction, maintaining the status quo, and missing the opportunity to build the “deep reservoir of trust” needed to navigate crises.?

Leaders are anxious. They want scripts and fail-safe words, blueprints and guarantees. It’s understandable, but it’s not what people need.?

Employees and customers don’t need leaders to have the “right words”. They need leaders willing to try. Leaders open to embracing change. Leaders who communicate, even if it’s imperfect.

Do Something Different:

Research found that trust is built on two components: competence and ethics (source 1).

1. Competence?

“During challenging times, in the absence of communication, a clear purpose and strategy, things can go awry” (emphasis mine). I’ve banged my “clear communication” drum before and I’ll do it again: It’s critical that you communicate openly to build trust in all your stakeholders.?

Honest reassurance from leaders (even if it’s as transparent as “we’re working on addressing this in X and Y ways) is more important than saying or doing the “right” thing. There are two aspects to competence you can read about in the report, but neither matter if you don’t communicate them. Trust requires communication.

2. Ethics?

Ethical drivers are 3X more important to company trust than competence, Edelman found (emphasis mine again). Consider that as you watch companies’ DEI efforts go first on the chopping block. Why would stakeholders trust you when, at the first sign of difficulty, you renege on your promise to prioritize inclusion (or psychological safety, or mental health, etc)?

Not sure how to assess the trustworthiness of your company as you navigate crises? Ask these questions with your leadership teams and executives, from Sandra Sucher and Shalene Gupta (source 2):

• Is your company motivated to serve others’ interests as well as its own??
• Does your company use fair means to achieve its goals??
• Does your company take responsibility for all its impact?

I can’t protect you from being canceled — no one can. Your stakeholders are not a monolith, and their reactions to your words and deeds will vary. But I can guarantee that what will protect you, more than perfect words or scripts, is willingness to try.?

Willingness to show your trustworthiness through communicating authentically, taking responsibility for mistakes, and keeping your word. Show what you’re made of, and model a new way of leading at work.?

I want to hear from you: how have you built trust as a leader? Or, how have you seen other leaders successfully strengthen trust (or fail to!), especially during a crisis? Share in the comments!?

Sources:

1. Trust In a Time of Uncertainty
2. The Trust Crisis

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community , a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work , at Amazon, Barnes & Nobles, and wherever books are sold.