There is enough

Meritocracy assumes a level playing field, but structural inequalities (e.g., access to education, networking, and mentorship) mean some groups start with disadvantages. Research shows that unconscious biases influence hiring, promotions, and leadership opportunities. The big question is would DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives be necessary if true meritocracy—where individuals are evaluated and rewarded solely based on their abilities, performance, and contributions—worked perfectly?

““Even after all this time the sun never says to the earth, “You owe me.”
Look what happens with a love like that, it lights the whole sky.””
— Hafiz

Masculinity debate

My journey of healing and growth as a man isn’t bound by society’s narrow definitions of people who look like me, because those definitions have always been limiting. I was raised in a world that measures masculinity by culture’s rigid standards, where strength is defined by the ability to provide, protect, and procreate. When a man excels in these areas, he is granted power, and with power comes privilege. I think true masculinity, true strength, goes beyond these checkboxes, it lies in the courage to redefine ourselves on our own terms. Where displaying kindness and vulnerability should not be seen as weakness.

Tonight, the Brotherhood for Professionals of Color (BPoC) will have our long-awaited panel debate: “Redefining Masculinity: Pathways & Perspectives” at the Nordea HQ in Copenhagen.

Stay right there

Confidence and focus are like muscles, and they both need constant maintenance. Even the most self-assured person can start a downward spiral when faced with an unexpected setback at work or in life. Likewise, being highly goal-oriented doesn’t make you immune to distractions and unforeseen challenges can leave you feeling scattered and overwhelmed. I think to stay grounded, you must continuously exercise these mental muscles through self-regulation, ensuring that setbacks don’t derail your progress.

Venus in Næstved

““Being a stereotype - gives you something to break.””
— Venus Williams

Venus Williams was in Næstved yesterday to promote her new book, “Strive: 8 Steps to Find Your Awesome” and my friend, Adama did an exceptional job as the moderator. Venus is kind and humble with a wonderful sense of humour. Many thanks to ProWoc (Professional Women of Colour) for the invitation.

What are you capable of?

True leadership isn’t about micromanaging every detail, I think it’s about setting a clear vision and empowering others to find their own way forward. When you tell people exactly how to do something, you limit their creativity, their problem-solving abilities, and ultimately, their growth. But when you define the goal, provide the necessary resources, and step back, you create space for innovation and ownership.

Great leaders understand that trust is a catalyst for excellence. By relinquishing control over the "how," you invite people to take ownership of the process. You give them permission to experiment, fail, learn, and ultimately, deliver results that may far exceed your expectations. So, resist the urge to dictate every step, instead, inspire with clarity, support with confidence, and then stand back. You may just be amazed by what people can achieve when given the freedom to rise to the challenge.

Trust and safety

c/o LinkedIn

Trust and safety are essential in a coaching relationship because our brains are constantly scanning for perceived threats or rewards. The amygdala plays a crucial role in this process, as it interprets sensory data from our environment to anticipate potential outcomes. When a situation feels unsafe or uncertain, the amygdala triggers a stress response, which can hinder our ability to think clearly. In contrast, the prefrontal cortex—responsible for executive functions such as deep thinking, problem-solving, decision-making, and memory—operates most effectively in a psychologically safe environment. This is why creating trust and safety in coaching is vital; it allows the prefrontal cortex to function optimally, enabling meaningful reflection and growth.

The funeral (part three)

My father had a deep connection to our ancestors and believed that those who passed before us left something within us, a timeless body of wisdom. In every community, certain individuals are chosen to access this spiritual knowledge. It was only after moving to Denmark that I began to understand the bridge between what the wise have long known and what the young are still striving to learn. There are lessons we have yet to experience, yet they are lessons that those before us have already navigated. My father’s legacy has been left in every life that he ever touched.

The funeral (part two)

““The winds that sometimes take something we love, are the same that bring us something we learn to love. Therefore, we should not cry about something that was taken from us, but, yes, love what we have been given. Because what is really ours is never gone forever.” ”
— Bob Marley

I ended my tribute with this beautiful and reflective quote from Bob Marley. It speaks to the cyclical nature of life—loss and gain, endings and new beginnings. It encourages gratitude and resilience, reminding us that what truly belongs to us, in essence, never really disappears. It served as a powerful anchor, exploring both loss and the lessons of love that remain.

Managing up

People who have completed extensive training on emotional intelligence often excel at saying the right thing at the right time. However, they may lack genuine emotional depth, creating an impression of emotional void despite having the right answers. This is similar to AI, which can generate appropriate emotional responses without actually experiencing feelings.

““The smart way to keep people passive and obedient is to strictly limit the spectrum of acceptable opinion, but allow very lively debate within that spectrum — even encourage the more critical and dissident views. That gives people the sense that there’s free thinking going on, while all the time the presuppositions of the system are being reinforced by the limits put on the range of the debate.””
— Noam Chomsky

Designing work for the future

Technology is playing a crucial role in increasing workforce participation among people with disabilities. I think to truly harness this potential, organisations must embrace purposeful design thinking and human-centered design to create inclusive workplaces that genuinely support diverse talent. But what happens after hiring? If your organisation has invested significant time and resources in integrating diverse employees, yet they feel unheard and overlooked—if they sense that the mainstream always takes priority—they may silently walk away. When that happens, you're back to square one. How is your organisation ensuring that diverse voices are not just present but truly valued?

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A way of life

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According to the teachings of the ancient Chinese master Lao-Tzu, the Four Cardinal Virtues offer a path to transcend habits and excuses, guiding you back to your original nature. The more you align your life with these virtues, the less control your ego has over you, allowing you to access the full power of source energy.

The first virtue, reverence for life, emphasises unconditional love and respect for all beings. Natural sincerityencourages authenticity and emotional honesty, embracing the mantra: “This is who I am, and this is how I feel”. Gentleness serves as an umbrella for forgiveness, acceptance, and love, fostering inner peace and harmonious relationships. Finally, supportiveness reflects selfless service to others, offering help without expectation of reward. I think by embodying these virtues, one cultivates a life of balance, compassion, and deeper connection to the world.

““Even after all this time, the sun never says to the earth ‘you owe me.’””
— Hafiz

The game is unfair

Illustration by Nathalie Lees

Meritocracy assumes that everyone starts from the same position with equal opportunities, but this is clearly not the case for marginalized groups. Structural biases and systemic discrimination often limit access to resources, opportunities, and networks, making it more difficult for these individuals to succeed, even with talent and hard work.

How should I initiate conversations about DEI to effectively highlight these systemic inequities? What’s the best way to address the underlying structures that perpetuate these disparities? And why is removing these barriers essential to truly creating a fair and inclusive environment for all?

What do you think?

Inclusive leadership lies at the heart of DEI, and research shows that 70% of an employee's sense of feeling valued stems from what they see and hear from their leader. To foster this environment, leaders must take ownership and commit to creating programs and policies that make employees feel appreciated and included. I think by embracing inclusive leadership, organisations can unlock the benefits of diverse decision-making, gain new perspectives, and leverage those insights to build a competitive advantage. What do you think?

Open door policy

c/o Harvard Business Review

A discerning leader knows the importance of boundaries, as not everyone deserves your time, attention, or energy. While it’s essential to be available to those you lead, not every request or individual is worth your focus. I think that using discretion in granting access is vital for maintaining your well-being and effectiveness. Leaders who set clear boundaries ensure their time and energy are used purposefully, focused on those and tasks aligned with their mission. What do you think?

Empathy is not weakness

c/o Lolly Daskal ©

Words are powerful as they can both build up or tear down. An empathetic leader understands the weight of their words and speaks with thoughtfulness and restraint. They listen first, reflect, and then respond with wisdom. I think a leader’s words should inspire, uplift, and guide, never harm or discourage. In a world full of noise, an empathetic leader knows that intentional and thoughtful communication is key to lasting influence. What do you think?