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The pathway to growth

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Image c/o McKinsey & Company

Which term accurately describes the issue: racism, discrimination, or prejudice? When these words come to mind, do they empower me and make me stronger, or do they weaken me and promote dissolution?

Integrating language effectively into action is essential for effective communication. It's crucial to ensure that what you say aligns with who you are as your audience evaluates your genuineness and trustworthiness based on this alignment. I think if you approach communication with honest inquiry and ensure that every word reflects your truth, you're on the path to growth - a golden pathway. On Thursday 7th March, Chiara Marmugi will be the facilitator, Phaedria Marie St. Hilaire and myself will be sharing our perspectives and insights on the complex realities of racism in Denmark. Sign up here.

““To make difference in someone’s life, you don’t have to be rich, beautiful or perfect. You just have to care.””
— Unknown

Know your place

In the hierarchy of social class, status plays a pivotal role within the broader class system. Those situated at the upper echelons of society often harbour motivations to rationalise and perpetuate the disparities that separate them from the lower class. Psychologists refer to this as the 'Just World Phenomenon,' which is an assumption that the world operates on a basis of justice, and people receive what they deserve. For example, the belief that good things happen to good people, and bad things happen to bad people. Consequently, people of high social class may justify their own position in society by saying that people who are poor must be lazy and if they just worked harder, they too may be successful.

Relational vs. transactional

What are your intentions?

Relational refers to an approach or style that prioritises building and nurturing interpersonal connections and relationships. In relational interactions, individuals emphasise trust, empathy, and understanding. These relationships are often characterised by mutual respect, cooperation, and collaboration. On the other hand, transactional refers to an approach or style focused on exchanges or transactions between parties to achieve specific goals or outcomes. In transactional interactions, individuals typically emphasise efficiency, clarity of roles and responsibilities, and achieving objectives. And these interactions are often based on agreements, contracts, or defined parameters.


I think when individuals lack a sense of care and support in their workplace, coupled with a lack of opportunities to utilise their strengths and grow, ambiguity regarding the mission or purpose, and unclear expectations, their behaviour may be affected. And given that we are all involved in dealing with people, it's fair to say we are essentially in the business of managing emotions.

Intention vs. action

I've always been drawn to communication, driven by a desire to convey messages, and my exploration of human behaviour began with observations of those closest to me. I often wonder why people find it challenging to change their behaviour. Is it due to entrenched habits? I believe it's not solely the behaviour itself that dictates its practicality, but rather the energy that fuels it. For example, consider someone who consistently procrastinates on tasks. It's not merely the action of procrastination that matters, but the underlying energy driving this behaviour, such as fear of failure or a lack of motivation.

““We judge ourselves by our intentions, but other people by their actions.””
— Burrellism
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Employee responsibility (part two)

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How can employees tackle the topic of diversity and inclusion?

I think understanding diversity and inclusion requires a nuanced approach that acknowledges the complexity of human experience. Rather than viewing diversity solely through the lens of distinct categories like gender or ethnicity, it's crucial to recognise the interconnectedness of these identities. For example, the workplace experiences of women can vary significantly depending on factors such as geographical location or socioeconomic background. And in this context, fostering inclusion becomes paramount in harnessing the true potential of diversity.

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Employee responsibility (part one)

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What concrete steps can employees take to enhance diversity and inclusion?             

There are several ways employees can play an active role in creating an inclusive workplace where diverse perspectives are celebrated, and everyone has the opportunity to thrive. Employees can take concrete steps to enhance diversity and inclusion in the workplace by first recognising role models who embody these principles, serving as inspiration and exemplifying the value of embracing differences. I think by improving dialogue and awareness around intersectionality and acknowledging the interconnectedness of various dimensions of diversity like race, gender, age, and socio-economic status will help to create an inclusive environment where all perspectives are valued. Also, by highlighting the practical advantages of diverse teams, such as heightened innovation and problem-solving capabilities, reinforces the business case for diversity and encourages broader participation. Finally, by facilitating open discussions and knowledge-sharing forums allows employees to exchange successful strategies and approaches this will provide a culture of continuous learning and improvement in promoting diversity and inclusion.

Reshaping global value chains

While much attention has been directed towards the 'E' (Environmental) and 'G' (Governance) aspects of ESG (Environmental, Social, and Governance), the interpretation of the 'S' (Social) dimension has varied widely. I think that 'S' largely revolves around risk mitigation, but there's a noticeable shift towards promoting pro-social behaviour, with supply chain diversity emerging as a significant focal point. The stringent governance processes pose significant barriers to entry for small entrepreneurs, as well as female and minority-led businesses, making it challenging for them to break into the market. Without implementing structural changes in how larger companies engage with suppliers, streamline onboarding processes, and provide technological support, we'll continue to struggle with supplier diversity challenges. Supplier diversity is a crucial component of the 'S' in ESG and has been lagging behind. However, during discussions at Børsen (Copenhagen) on Monday, I heard about a few promising developments, including partnerships between companies, government organisations, and NGOs aimed at addressing this gap.

What does belonging mean to you?

Belonging means different things to different people! What makes me feel like I belong doesn’t necessarily make you feel like you belong. People have been judging me throughout my life by what I look like, and my conditioning has made me do that to other people. Nowadays, I make a conscious effort not to judge other people simply by what they look like. I think we have to understand our own sense of belonging as we cannot sit back and think it’s just going to happen to us. We have to participate and in order to do that as an individual, we have to be able to articulate what makes us have a sense of belonging.

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Finding the right candidates

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There is an immense potential in leveraging diversity, equity, and inclusion (DEI) as a competitive advantage. The technological advancement within recruitment is a massive opportunity to access different talent pools and foster a more inclusive environment within HR departments. Approaching candidate evaluation with fresh perspectives not only brings about diverse viewpoints but also highlights the value of varied identities and opinions. Numerous studies emphasise the correlation between DEI and enhanced business performance. For example, Forbes research claims, “Inclusive teams make better business decisions up to 87% of the time.” I think it's crucial to acknowledge that DEI initiatives will only produce meaningful results if they are backed by a truly inclusive organisational culture. And without such a culture, DEI efforts risk being mere lip service. Contact me here or via e-mail when you are ready to upscale and develop your leadership, culture, and people to truly have inclusive behaviours.

Life is a verb

These 16 signs paint a picture of a high performer. Someone who is driven, disciplined, resilient, and adept at both personal and professional growth.

  1. You value your time

  2. You mind your own business

  3. You treat people with respect

  4. You look for "no's", not "yes's"

  5. You're improving every single week

  6. You find a way to do the impossible

  7. You see opportunities, not obstacles

  8. You're excited, passionate, optimistic

  9. You don't like waffle; you need clarity

  10. You chase down feedback to improve

  11. You're scared at the thought of settling

  12. You think in terms of years, not months

  13. You don't need motivation to do things

  14. You're not afraid to fail. You seek discomfort

  15. You connect the dots - people with your ideas

  16. You understand what others don't say out loud

Walk into any situation

When you're not desperate for the sale, and when you're not attached to the outcome - which is an emotional intelligence trait - you can walk into any situation and be okay with whatever happens because you have confidence in yourself. This includes having the ability to ask open-ended questions and to adapt your approach as needed. For example, if someone says "no," it's not a problem; you simply pivot and continue the conversation elsewhere. During discovery calls, I tend to probe with questions, seeking out sensitive areas or emotional cues. These conversations are fluid, allowing me to guide them towards an outcome, and when I am met with a "no," I seamlessly transition to the next topic while maintaining a questioning mindset.
Contact me here or via e-mail for sales training and workshops.

We are fed up of tokenism

Inclusion for me means the practices and programs that have the effect of giving power and voice to traditionally or historically opposed groups and individuals.
- What has your organisation actually done to demonstrate inclusion?
- What have you really done to demonstrate that this “minority” person has the power, resources, support, and the voice to enact change within your organisation?

Contact me here or via e-mail for a meeting to discuss your organisation's DEI maturity level.

This is a great book

"Thinking, Fast and Slow" by Daniel Kahneman is a renowned book that explores the two systems of thinking that govern our cognition:

System 1:
This is the fast, automatic, and intuitive mode of thinking. It operates effortlessly and quickly, drawing on heuristics and patterns to make snap judgments and decisions.
System 2:
This is the slower, more deliberate, and analytical mode of thinking. It involves conscious reasoning, logic, and effortful mental processes.

I think Kahneman's work has had a profound impact on our understanding of decision-making, cognitive biases, and human behaviour.

Frame of reference

Does one person or one image describe a whole community?

Communities bring people with similar characteristics and common interests together. There are many ways to think about community, for example, we can look at a community from a system, social, virtual, or individual perspective. From an individual perspective, a poster with a LGBTQ+ or a black guy is not representative of the community, even if they hold a significant role or embody its collective identity.


I think that it's a huge responsibility to be Black in Denmark, and I would like to put in a disclaimer now, as my experience is not the same as every Black person’s experience as everyone has a unique experience.

The "E" in DEI

Equity is an approach that ensures everyone has access to the same opportunities. Improving equity is to promote justice, impartiality and fairness within procedures, processes, and distribution of resources by institutions or systems. It is a process that acknowledges uneven starting places and seeks to correct the imbalance. I think to tackle equity issues will require an understanding of the underlying or root causes of disparities within our society. Equity is distinct from equality in that equality is treating everyone “the same,” but it only works if everyone starts from the same place, and all need the same help. Equity makes the necessary adjustments to ensure inclusive experiences and fair treatment, access, opportunity, and advancement for all.

Contact me here or via e-mail for a meeting to discuss your organisation's DEI needs and requirements.

Joining the dots

““Before I go on with this short history, let me make a general observation – the test of a first-rate intelligence is the ability to hold two opposed ideas in the mind at the same time, and still retain the ability to function.
One should, for example, be able to see that things are hopeless and yet be determined to make them otherwise. This philosophy fitted on to my early adult life, when I saw the improbable, the implausible, often the “impossible,” come true.””
— F. Scott Fitzgerald