If I Had a Boss, 3 Things I Would Want Them To Do

Suggestions for Leading Teams Through the George Floyd Tragedy

I am an entrepreneur. I do not have a boss. I have partners. I am loyal to my partners. I am also fully authentic with who I am. It has not always been this way. For the majority of my career, I was an employee. One thing I know is that it is impossible to be fully authentic as an employee. When I became an entrepreneur, I vowed to use my autonomy to be fully authentic. That includes, speaking on behalf of Black employees whenever necessary. This past weekend, I found it necessary.

Due to COVID 19, most of us will not be gathering in the coffee room anytime soon. However, Monday morning filler conversation will, inevitably, take place. Different from prior weekends, this weekend was consumed by the murder of George Floyd, an unarmed Black man, by a Minnesota police officer. The subsequent protests and the selfish infiltration of rioters has consumed our news feeds and created an environment where the world is discussing Black life like never before. As a result, whether directly or indirectly, companies have the opportunity and/or responsibility to address how they have and will deal with Black life. When doing so, I thought it important to provide a guidepost that will assist leaders and teams in their effort.

Three Tips For Companies

1. Do Not Immediately Expect 100% Genuine Answers From Black People

Town halls, infinity groups, and other initiatives for employee engagement are nice. However, leaders must keep in mind that every employee is primarily working to receive a paycheck. Black people are no different. Thus, every question asked will be measured through an internal filter that asks, "is giving this person my authentic answer worth not being able to pay off a mortgage or rent?". So, expect generic statements like "those officers were wrong", "riots are not the way" or "yes, we really need to do something but let's keep pushing". Trust me. That is not their real answer. They want more and want you to do much more but you will likely not hear that immediately. You will not hear how you overlooked a candidate or failed to promote a former colleague who they remain in constant contact with. Spend time. Gain trust and you will learn more. 

2. Do Not Assign Responsibilities That You Are Not Willing to Pay For

As statements are crafted, D&I leaders consulted and taskforces are formed, please know that including the high performing Black employee to assist in the solution will be another burden (cloaked in the garb of responsibility and heightened access and exposure) on that employee. The employee may even desire that responsibility and access. However, that responsibility that will require extra work and effort. So, even if this responsibility is sufficient for both parties it should be met with extra compensation. No work inside a company is voluntary, particularly, if directly assigned. Do not ask a Black employee to lead panels, create a taskforce or develop mentor groups without increased compensation. Recognize that these assignments are part crisis management, public relations, talent management and business development. These business categories are fundamental and are not free, passion projects. 

3. Think Long Term 

Racism and subjugated Black life in America is a 400+ year old disease. Lack of inclusion through business is just one offshoot. Thus, employees and leaders should not expect to wave a magic wand of diversity strategies to make issues around Black life disappear at companies. Corporate emails will not cut it. Yes, truly visionary companies will capitalize. Visionary leaders will make creative, strategic investments. These investments will enhance talent pools. These investments will create market opportunities. These investments will enhance Black life and enhance great companies. 

Best,

Ernie Lyles