Post by account_disabled on Oct 14, 2023 6:49:14 GMT
“Let people feel like they can bring their whole selves to work and try to lead by example,” he said. “I'm a 40-year-old brown man with tattoos and I've been a leader at a Fortune 500 conservative company. I'm not like a lot of people I work with. And I made those intentional choices. I made that choice to get tattoos on my arms that you can see, and I can’t easily cover up in the summertime. I made choices to be who I am. I made choices to speak out publicly. I even speak out on things our company does I don't agree with.”There are a lot of marginalized people who don't feel like they can bring their whole selves to
work. To create an inclusive workplace that values authenticity, brands must prioritize equity companywide; it’s not enough that leaders are able to be themselves, Jackson said. Companies must ensure everyone is afforded the same freedoms as leadership.
If it's just me and no one else is mirroring that Phone Number List commitment to being yourself, then it's fake,” he said.Jackson embraces what he calls healthy debate in his teams. The freedom to speak up should not mean “only when we all agree.” For Jackson, debate promotes innovation and is a fundamental to decision-making because multiple perspectives can be considered.“As a leader, it is critical that you make that very clear that as part of the DNA of the organization you're going to have debate; we don't want yes men and women,” he said. “However, if you are going to debate, do it with empathy. Be thoughtful.”“One of the things you should erase from your vocabulary is ‘culture fit’. When someone doesn't get a job and someone starts to explain, 'well they’re not a cultural fit', that's one of the most divisive, scariest things to say because you're basically self-selecting people who look and act like you in the cult that you've built,” he said.
According to Jackson, to truly prioritize diversity and to change the way things are, companies must change how they create teams.When we consider a job candidate, I always push myself and my team to ask: Are they adding to the culture, are they complimenting it? If not, then that's probably a good reason to consider someone else, but let's get specific. If someone says the candidate is not a cultural fit and yet can't articulate why, that's a bad thing. What are you really picking for?”Patience and commitment don't always look efficient, but they are essential to creating real change and the business outcomes that will evolve from there. For Jackson, that means changing how we think about and grow good people from all walks of life – a philosophy that drives him.When we consider a job candidate, I always push myself and my team to ask: Are they adding to the culture, are they complimenting it? If not, then that's probably a good reason to consider someone else, but let's get specific. If someone says the candidate is not a cultural fit and yet can't articulate why, that's a bad thing. What are you really picking for?”
Patience and commitment don't always look efficient, but they are essential to creating real change and the business outcomes that will evolve from there. For Jackson, that means changing how we think about and grow good people from all walks of life – a philosophy that drives him.
work. To create an inclusive workplace that values authenticity, brands must prioritize equity companywide; it’s not enough that leaders are able to be themselves, Jackson said. Companies must ensure everyone is afforded the same freedoms as leadership.
If it's just me and no one else is mirroring that Phone Number List commitment to being yourself, then it's fake,” he said.Jackson embraces what he calls healthy debate in his teams. The freedom to speak up should not mean “only when we all agree.” For Jackson, debate promotes innovation and is a fundamental to decision-making because multiple perspectives can be considered.“As a leader, it is critical that you make that very clear that as part of the DNA of the organization you're going to have debate; we don't want yes men and women,” he said. “However, if you are going to debate, do it with empathy. Be thoughtful.”“One of the things you should erase from your vocabulary is ‘culture fit’. When someone doesn't get a job and someone starts to explain, 'well they’re not a cultural fit', that's one of the most divisive, scariest things to say because you're basically self-selecting people who look and act like you in the cult that you've built,” he said.
According to Jackson, to truly prioritize diversity and to change the way things are, companies must change how they create teams.When we consider a job candidate, I always push myself and my team to ask: Are they adding to the culture, are they complimenting it? If not, then that's probably a good reason to consider someone else, but let's get specific. If someone says the candidate is not a cultural fit and yet can't articulate why, that's a bad thing. What are you really picking for?”Patience and commitment don't always look efficient, but they are essential to creating real change and the business outcomes that will evolve from there. For Jackson, that means changing how we think about and grow good people from all walks of life – a philosophy that drives him.When we consider a job candidate, I always push myself and my team to ask: Are they adding to the culture, are they complimenting it? If not, then that's probably a good reason to consider someone else, but let's get specific. If someone says the candidate is not a cultural fit and yet can't articulate why, that's a bad thing. What are you really picking for?”
Patience and commitment don't always look efficient, but they are essential to creating real change and the business outcomes that will evolve from there. For Jackson, that means changing how we think about and grow good people from all walks of life – a philosophy that drives him.