Flexibility, Diversity and Authenticity in Leadership are Key for Success

Have you ever had a conversation that inspired you and reminded you of your why?

Monday was the type that reminded me why we focus the work we do at RLD Group | Rebooting Leadership Drive on culture transformation and banishing burnout.

What I know to be true is that flexibility, diversity and authenticity in leadership are key for success.

I was inspired and energized to moderate several of the conversations started by organizations like WBW | Women Back to Work and Uber ( Uber Engineering ) about normalizing career breaks and organizational returnship programs.

I had the privilege to lead several discussions about the value of leveraging the practical skills gained during a career break to bring talented people back into the workforce and how to set them up for success once they’re working inside your organization.

Dude, there were so many inspirational nuggets it would be impossible to list them all but here’s some key takeaways and why you absolutely should get to know more about both these organizations.

Takeaway 1: Authentic leadership is inspiring and makes it safe for others to be themselves

I started our conversation with Bo Young Lee ??? (Chief Diversity Equity and Inclusion Officer - Uber), who, delayed on her return home from a hybrid work trip/family vacation, zoomed in from an Uber ride, two young kids beside her, showed up authentically to our discussion. She shared her real-time, real-life experiences about how working for a company that empowers you to show up as your authentic self creates the confidence to seek new opportunities for growth.

“I don’t fit in. I’m done trying to. I’m just going to be Bo Young Lee and we’ll see how the world likes Bo Young Lee. Don’t waste an ounce of energy trying to be something you’re not.” - Bo Young Lee

Bo reiterated the power of a returnship program through the lens of diversity and how that creates a ripple effect throughout the organization that ensures you get the best possible user experience for your customers.

I immediately saw the returners get energized and inspired to see a real leader, facing the same real-life challenges, and still prioritizing the importance of the discussion. They didn't get a disconnected, pre-polished presentation- they saw a working Mom, able to excel in leadership at work and still live a life she loves.?

Next, I moderated “Fireside Chat: Culture and Life at Uber” with Uber engineering executives, Albert Greenberg (VP of Platform Engineering), Jeff Moore (VP of Engineering, Core Services), and Hao Truong (Director of Engineering, DEI).

Albert Greenberg shared the future technology developing behind the scenes at Uber and stressed the importance of diverse voices at the table to create the strongest and most effective solutions. He continued to invite the returners to apply for the open returnship positions and to give the heartfelt advice to show up to the interviews viewing them as conversations.

Jeff Moore shared his views and experience of living the value of “One Uber,” which celebrates the concept of recognizing success as one unit, and supporting the growth and development to the benefit of the entire organization. His insights into knowing the value of a career break and seeing what skills are transferable was another key insight into how Uber is normalizing career breaks.

“I was worried that if I wanted to follow [this passion], I’d have to leave Uber. Until I talked to my leadership…” - Hao Truong

Hao Truong shared her experience on pursuing her passions and integrating her whole self into her role at Uber . She shared how the flexibility in the leadership helped her reinvent her career path through sponsors and mentorships without having to leave the organization to pursue a passion that was unrelated to her current position. The passion she discovered for DEI is something she's integrated into her role at Uber and in her life too.?

Takeaway 2: High performing organizations don’t have to wonder how their company and products/services will impact working moms, people of color, young people, physically disabled, neurodiverse, (etc…), if you have those people working from inside your organization and helping to inform decisions throughout the process.

Dude, here's the deal and what I loved about the conversation with the Uber execs - When leaders lead with flexibility and empower their employees to grow in whichever direction inspires or drives them, you have higher engagement on your teams, you create an overall more impactful organization, and retain the top talent that would otherwise seek employment elsewhere.

Thank you Uber and WBW | Women Back to Work for walking the talk and showing others the power of diversity, flexibility and authenticity.