You'll never know

I think that the two most powerful tools that we possess as humans to combat discrimination, bias, and prejudice are the capacity for deep communication and empathy. While no two persons are the same, and we will never know what it is like to live their lives, we can get closer through empathy. Empathy allows us to walk in another person's shoes, empowering us to see beyond our own biases and adopt different perspectives. This is an important attribute for marketers, as market segments may interpret data differently than we do. It is important to be conscious and sensitive to intersections and foster diversity and inclusion with the choices we make and for the consumer.

““You have to wear the shoes to know where it hurts.””
— Chisom Udeze

A better understanding

I think an act of curiosity is an act of vulnerability, and true empowerment means stepping away from power and the spotlight to let others realise their potential, rather than solving the problem for them. Share your story, preserve its integrity, and control its narrative.

““The harm is in the unwanted help or helping them when they need to figure things out for themselves. Help is the sunny side of control.””
— Anne Lamont
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Do you know the difference?

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What are the distinctions between a role-model, mentor, coach and sponsor?

-       A role model is someone you look up to and aspire emulate, even though you may never have met them in person.


-       A mentor is your guide by your side who supports your career development, offering advice on potential paths and obstacles. Mentors are typically volunteers and commit to your growth over time.


-       A coach is short-term advisor who helps you to develop specific skills, for example, I have some executive coaching clients who come to me when they need guidance with executive presence or imposter syndrome. Coaches are usually paid professionals focused on targeted improvements for their clients (coachees)


-       A sponsor is someone who mentions your name in the rooms that you may not be in, for example, they could be recommending you for choice assignments, projects, jobs, or awards. Sponsors leverage their reputation to support your advancement.

I hope this clarifies any confusion you may have about the difference between role models, mentors, coaches and sponsors.

We have a responsibility

Society often judges men by the wrong value systems, for example, men are often valued solely for their financial contributions to the home. If a man does not provide financial support, he is seen as having no value. I think men offer much more than just financial support, as we provide guidance, instruction, and discipline for children, which are sorely needed in our homes. Men also offer gratification, fulfillment, protection, and many other important values. These contributions are often missing in our children's lives today, leading to many children being out of control in the streets, disrespectful, and having no regard for others. Many of us are scared of these children because we lack the means to connect with them and gain control. If we can raise better children, we will have a better society.

Curiosity killed the cat

Can you stay curious a little bit longer?
Curiosity is perhaps the most important strength we have as human beings. How can we ensure that we stay curious, empowering our leaders, our colleagues, our employees, and our employers? I think it’s important not to rush to advice giving or action - take things a little more slowly. Try asking the question, "And what else?" as it’s a way to encourage deeper thinking and exploration, allowing for a more thoughtful discussion.

““Why are we obsessed with energy when we should be obsessed with the brain”.”
— Paul Scholes

The Equinox

Many people in Denmark celebrated Sankt Hans (mid-summer) yesterday. The evening is celebrated with bonfires, communal singing and speeches at both public and private events.
In the UK, we call it the summer solstice as it’s the point of the year in the northern hemisphere when the sun is at its furthest point from the equator, making it the longest day of the year. This is always the time when I reflect on the first half of the year, reflecting on whether I am on track with my mission.

”My mission is to accelerate goal achievement for individuals and teams by providing highly effective learning tools and experiences. I measure success by the positive impact on users' personal and professional lives.”

I know nothing

Disclaimer: I am not a medical professional, so please take the following statement as an opinion rather than professional advice.

Stress is a natural response meant to protect you, not harm you. It becomes destructive only when you ignore or mismanage it. Embrace your anxiety as a cue to make necessary changes in your life. Learn mindfulness, practice self-care, and adopt a healthier lifestyle.

“No amount of anxiety will change your future and no amount of regret can change your past. The key is acceptance.”
— Steven Bartlett

A new paradigm

The workplace is now more age-diverse than ever, with five generations - Boomers, Generation X, Millennials, Generation Z, and Alpha - working side by side. This age diversity among employees can be both a blessing and a challenge. Young people entering the workplace bring a different mindset and language, and they openly discuss their needs. In Denmark, 50% of Generation Z identify as neurodivergent, necessitating structural changes in society, including how educational institutions are run and how people work. And I think that leadership development training should focus more on emotional intelligence rather than just technical skills.

People like us

How can we broaden our trust to include people who are different from ourselves?
I have been asked this question so many times. In homogeneous environments, it's easier to trust people because they behave, think, and learn like us. I think that expanding our trust means embracing those who do things differently. This isn't about insisting that our way is correct, but recognising that there are various ways, including those different from neurotypical methods. These diverse approaches can lead to outcomes better than we ever imagined, and there is loads of data out there to back this up.

Juneteenth

On June 19, 1865, enslaved African Americans in Texas were told they were free. Juneteenth is a federal holiday in the United States commemorating the end of slavery in the United States, observed annually on June 19. It is also known as: Black Independence Day, Emancipation Day, Jubilee Day, Juneteenth Independence Day, Juneteenth National Independence Day.


Human beings throughout history have used racism to elevate certain groups of people over others. There are laws, such as the Equality Act, that prohibit racism and protect certain groups from discrimination. These laws exist because society has been structured in a way that historically favoured white men, placing them at the top and everyone else beneath them. To counteract this historical imbalance, the law aims to protect marginalised groups (e.g., women, minorities, people with disabilities, LGBTQ+ individuals) from discrimination. These categories are protected because they have historically faced discrimination. However, there is no law that mandates organisations to hire people from marginalised backgrounds.

Five key attributes

The world is becoming increasingly interconnected, I think future leaders must possess these five key attributes to navigate the complexities of a globalised landscape effectively.
1. Global thinking
2. Cross-cultural appreciation
3. Technology savvy
4. Building alliances and partnerships
5. Shared leadership

“The leader of the past was a person who knew how to tell. The leader of the future will be a person who knows how to ask.””
— Peter Drucker

Awareness and trust

People only buy from you for two reasons: they know you exist, and they trust you. Awareness is finite; once someone's attention is spent, it’s gone forever. As a result, people are becoming more selective about where they direct their attention. Historically, marketers have often wasted our attention, but moving forward, the successful ones will be those who value, nurture, and cherish it. The biggest mistake marketers repeatedly make is rooted in selfishness and narcissism - believing that just because something was hard to create, people owe them their attention. I think this mindset lacks humility, generosity, and connection. Marketers need to shift from behaving like toddlers throwing tantrums to patiently earning the attention of the people they seek to serve.

Create a pathway

c/o LinkedIn

I think leaders need to take ownership of this dynamic and commit to seeking guidance from experts like “myself” to navigate and implement effective policies. And by doing so, they will ensure that their employees feel valued. When employees feel valued, they contribute diverse experiences and perspectives to decision-making and problem-solving, which provides a significant competitive advantage.

Making people feel valued

c/o LinkedIn

Genuine leadership is not about asserting authority; it’s about earning the trust and respect of others through your words and actions. Inclusive leadership, in particular, is the foundation of Diversity, Equity, and Inclusion (DEI). I recently heard that 70% of employees’ sense of being valued comes from what they observe and hear from their leaders. I think that while leadership can implement policies and programs, the essence lies in the leader's ability to create an inclusive environment.

It never happens

I think that if you are not being creative, then you are not being fully rational. If you don’t allow room for the imagination, you’re not actually being intelligent; you’re only being logical. Truly robust and rigorous decision-making must involve a degree of mental experimentation.
Have you ever heard of a CFO asking the design department for their thoughts on the numbers in the quarterly forecast before presenting them to the accountants?

““Creative people must always present their ideas to rational people. Note this never happens the other way round.””
— Rory Sutherland

One string in my bow

As a seasoned leadership coach and consultant specialising in training and organizational development, I have successfully designed and delivered sales leadership programs for individuals and teams across various industries. My approach focuses on fostering self-awareness, enhancing communication skills, and cultivating leadership competencies that drive organisational growth.

““The best of all leaders is the one who helps people so that eventually they don’t need him.”
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— Lao Tzu

Equality vs. equity

Deloitte ©

In the first image, it is assumed that everyone benefits from the same support. Do you think they are being treated equally?
In the middle image, individuals are given different support to make it possible for them to have equal access to the view. Are they being treated equitably?
In the third image, all three can see the view without any support because the inequality was addressed, and the systemic barrier has been removed.

Benefits of an audit

As a leader, knowing the cultural frameworks of your team members can be very helpful to block your own bias and adapt your leadership style to ensure that your team members are performing at their best. I think by conducting a DEI audit within your team or organisation may be beneficial to get a sense of where bias and discrimination lie and what challenges need to be addressed. Contact me via email and let’s arrange a DEI audit for your organisation.

““Empathy is the most powerful force that makes us human and one. Designing from a place of empathy elevates the human experience.””
— Dr. Puleng Makhoalibe