A Lesson in Leadership: The Importance of Workplace Training

This blog post contains personal opinions and experiences. The views expressed are solely those of the author and do not necessarily reflect the views of any organization or individual.

I love taking leadership trainings. They are gentle reminders of how complicated everyone is in the workplace, and somehow, we have to work together for a common goal. I also read and reread many books on leadership. Everyone has their own ambitions and as I take my time to learn from history and other’s experiences I’m always in awe of how miscommunication can happen and egos can ruin everything. A few years ago, at another company, everyone had to take a mandatory harassment training session. I was so excited that some of the senior leadership brought questions to me (because they felt comfortable asking me, a black woman, these questions) and we discussed what they learned. However, I couldn’t help but pay close attention because the objective didn’t seem to align with the person who was managing me at the time. The training covered everything from what constitutes harassment to how to report it. But it was one particular question that sent shockwaves through me. It’s leaving a bad taste in my mouth now as I read commentary on presidential candidate Kamala Harris, her being both a woman and a person of color. Everything from her laugh to her intelligence is being questioned. Stark reminders of my own experiences.

The question I shared was presented as a multiple-choice scenario:

Jake and Alana are deciding who from their team should give an annual presentation to a major client. Jake suggests Geri, saying, “Geri always goes above and beyond. I feel confident in her abilities.” Alana responds, “I don’t trust her with such an important client. Geri comes across as aggressive, and I think she scares people. I know our smaller clients like her, but she’s too direct and needs work on her soft skills.”

Could Alana’s comments be problematic?

a. Yes, Alana may be bringing Geri’s racial identity and sex into this decision. b. Maybe. It depends on how Jake reacts. c. No. If Geri doesn’t conduct herself professionally, she shouldn’t be the one to present to the client.

The correct answer, as the training emphasized, is a. Alana’s comments could indeed reflect unconscious bias related to Geri’s race and gender. The use of terms like “aggressive” and “too direct” can often be coded for stereotypes about women and people of color.

Now, here’s where things get interesting. My manager, the G-man I mentioned recently, who has always had a contentious relationship with me (I’m a woman of color who has been exceeding expectations in my role and he was incredibly jealous of me), was put on the spot. I brought up the question when I was chatting with him and HR via Microsoft Teams, and to my astonishment, he confidently answered c.

The HR representative present seemed taken aback. They attempted to gently steer him towards the correct answer, but the damage was done. I was astonished to witness his blatant disregard for the training material.

It was surreal. On one hand, I felt a sense of vindication. His answer confirmed my suspicions about his biases. On the other hand, it was disheartening to see someone in a position of power so openly display a lack of understanding about such a critical issue. I told him so.

This incident highlights the importance of comprehensive harassment training and the need for accountability. It also underscores the fact that bias can be present even in the most unexpected places. This is why these trainings are critical; however, we need to assess them well. Some aspects of these trainings could also be biased. If leadership training is not inclusive and representative of diverse perspectives, it can inadvertently reinforce stereotypes and biases. Leadership training focusing solely on traditional leadership styles may exclude individuals from marginalized groups with different leadership approaches. Leadership training that fails to address organizational power dynamics can perpetuate existing inequalities and biases.

A couple of decades into these experiences, I realized from mentors and experience to ensure that leadership training is effective and inclusive, it’s essential to consider the following:

• Diversity and inclusion: Leadership training should be designed to include individuals from all backgrounds and perspectives.
• Critical self-reflection: Leadership training should encourage participants to reflect on their own biases and assumptions.
• Addressing power dynamics: Leadership training should address power dynamics within an organization and how they can impact leadership styles and behaviors.
• Measuring impact: Leadership training should be evaluated to assess its effectiveness in promoting diversity, equity, and inclusion.

As much as so many people want to eliminate DEI initiatives, it’s proven that diversity creates the best work. It’s proven by research. People from various backgrounds offer unique viewpoints, experiences, and ways of thinking. This leads to more creative solutions and problem-solving approaches. Exposure to diverse ideas and experiences fosters innovation and the development of new products or services that cater to a broader audience. Diverse teams are often more adaptable to change and can navigate complex situations more effectively.

Chime in, where do you look for guidance in management and leadership?