““The strongest of all warriors are these two - Time and Patience.””
The hard work starts now
Diversity, Equity, and Inclusion (DEI) initiatives are deeply rooted in principles of change management and organisational development, providing a structural framework for implementing systemic and lasting change. I think working in the DEI space can be emotionally demanding, requiring self-awareness and self-care to prevent burnout. DEI practitioners must remain introspective, recognise their limits, and prioritise their well-being to sustain their efforts. Additionally, expertise in DEI often stems from hands-on experience and a process of trial and error. Many traditional approaches and frameworks are not formally documented, highlighting the importance of continuous learning and adaptability.
Mindset affects your resilience
Which mindset do you have?
In her book “Mindset: How You Can Fulfil Your Potential”, Carol Dweck (author and psychologist) challenges conventional thinking by exploring the concepts of fixed and growth mindsets and how they shape our attitudes, behaviours, and outcomes. I think it’s an oversimplification to think that we can only have one mindset. Most people believe they either have a growth or fixed mindset, but research shows we possess both. At times, we operate with a fixed mindset, and at other times, we adopt a growth mindset.
““Be who you are and say what you feel because those who mind don’t matter and those who matter don’t mind.””
Building a new team
In any team project, the journey to success often involves navigating through distinct stages:
1st Stage: Forming, when the team members come together and start to understand each other's roles and strengths.
2nd Stage: Storming, this phase is often marked by conflicts and challenges as different opinions and working styles clash.
3rd Stage: Norming, where the team begins to resolve differences, establish norms, and work more cohesively.
4th Stage: Performing, the final stage where the team operates at its highest potential, efficiently and effectively achieving its goals.
At what stage is your team? Contact me via email if you would like some guidance on your journey.
““The only skill that will be important in the 21st century is the skill of learning new skills. Everything else will become obsolete over time.””
Build a culture of respect
Everyone has an inherent desire to feel recognised, competent, and accepted, and to be admired for their contributions. This is why it’s crucial to approach challenging feedback with careful consideration and sensitivity. I think when providing feedback, it's important to protect the "status-need" of your colleagues by directing your focus on the work or behaviour at hand, rather than making it personal. By critiquing the work and not the individual will help to engage your colleagues in a collaborative dialogue, encouraging the discovery of shared solutions which fosters a sense of partnership and teamwork.
Contrasting pairs
Introvert is not lonely.
Humility is not self-doubt.
Silence is not ignorance.
Authority is not influence.
Kindness is not weakness.
Generosity is not loyalty.
Wealth is not health.
Privilege is not entitlement.
Calmness is not acceptance.
Appearance is not happiness.
I think each pair of statements contrasts two concepts that are often misunderstood or conflated with each other. This structure effectively highlights the distinctions between them, emphasising that having one quality does not necessarily imply the presence of the other. What do you think?
““You don’t learn to walk by following rules. You learn by doing, and by falling over.””
Risk vs. yield
Why do we need data, facts and proof before we trust our intuition?
We have been educated to not trust our internal judgement and to seek external validation via data, facts and proof. I think this preference stems from a fear of responsibility for decisions, a desire for social validation, and an aversion to the perceived risks and biases associated with intuition. I hope that in the future we will move awaty from the command and control scenario towards trust and inspiration culture where diverse thought is celebrated in the decision-making process.
““To learn and not to do is really not to learn. To know and not to do is really not to know.””
Emotional conversations
Illustration: Liz Fossilien ©
If you have an emotional reaction to everything that is said to you, you will continue to struggle. True power lies in sitting back and observing things with logic and restraint. If words control you, it means everyone else can control you. I think you should just breathe and let things pass.
““If you start a conversation with the assumption that you are right or that you must win, obviously it is difficult to talk.””
A simple model
I think everything you do in life will fall into one of three categories: bad work, good work, or great work. Here’s a simple model:
Bad work is a waste of time, consisting of life-draining bureaucratic tasks.
Good work involves fulfilling your job description, being productive, efficient, and getting things done. It includes tasks your boss or board expects you to complete.
Great work is more impactful and meaningful. It is strategic and engaging, resonating with both your head and your heart.
Strategic outcomes
Researchers at the Massachusetts Institute of Technology (MIT) have questioned the effectiveness of S.M.A.R.T goals (specific, measurable, achievable, realistic, time-bound). They suggest that better outcomes might be achieved by adopting F.A.S.T goals (frequently discussed, ambitious, specific, and transparent) instead. The MIT researchers think goals should be embedded in ongoing discussions to review progress, allocate resources, prioritise initiatives, and provide feedback. Objectives should be challenging yet attainable and translated into concrete metrics and milestones to clarify how to achieve each goal and measure progress. Additionally, goals and current performance should be made public for all employees to see. What do you think?
How change is created
I think change is created by a combination of ideas, thoughts, feelings, plans, habits, commitment, and lifestyle. New ideas and thoughts spark innovation, while emotions like hope and determination motivate action. Planning provides structure, and developing positive habits supports sustained progress. Commitment ensures persistence, and adopting a new lifestyle embodies and reinforces the desired transformation.
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.
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.
A culture of gratitude
Sharing leadership knowledge about how to create a sense of belonging for international employees. I think active listening is essential for meaningful leadership.
Purpose > Belonging > Personal Growth
Back in the days
Before becoming president, Barack Obama engaged with Black culture by addressing themes such as cultural identity, racial inequality, and the importance of education and opportunity. He drew inspiration from historical figures and worked in African American communities, advocating for change through grassroots efforts and policy initiatives.
Seeing things from a different perspective
Do you remember Goldilocks and the Three Bears?
This is a clear illustration of societal conditioning. As you know, Goldilocks is portrayed as a white character with a sense of entitlement, freely acting on her impulses, taking what she wants, and showing little concern for consequences. The narrative appears to condone and even facilitate her inconsiderate behaviour. On the other hand, the Brown Bears are hardworking individuals who maintain their livelihood, food, and lifestyle. Despite Goldilocks' careless actions, the bears are portrayed as submissive, continuing to accommodate her in their home, inadvertently conveying a message of tolerance, acceptance, and patience toward those who resemble the Goldilocks archetype in society.
One of my favourite quotations
““A cat that dreams of becoming a lion must begin with losing appetite for rats.” ”
I think it means that in order to achieve significant growth or transformation, one must be willing to let go of small, insignificant pursuits or habits.
Financial choices
The concept of a wealth blueprint is grounded in a structured progression of steps, highlighting the interconnectedness of thoughts, emotions, and behaviours in achieving financial success. I think ideas lead to feelings, and feelings lead to actions, and subsequently actions lead to outcomes. And in order to achieve these goals, good behavioural habits will be required.
The mind always wants more
My favourite organ is the mind, and what truly captivates me is the internal sense of self and the intricate complexities of human behaviour. While advancements in various fields of medicine are consistently enhancing outcomes, mental health remains an exception. Despite the progress in neuroscience, we are witnessing an increasing number when speaking about addiction, depression, and suicide rates. I think this clearly, our current approach to understanding the workings of the mind is flawed. I have dedicated my entire life to unravelling the intricacies of human behaviour and understanding “blind spots.” I feel it’s my duty to connect the dots and bridge the gaps.
Things start to happen
There is a great deal of difference between the art of presentation and persuasion. When I first got into sales, I became a pretty good presenter, so why are they not buying? As my late mother used to say, self-praise is no recommendation, so I quickly learned that I had to add an additional skill. I always knew I was a good presenter, but needed to become a great at persuasion if I was going succeed in sales. And I think you can only consider yourself a good persuader if the results start to follow, for example, when people start to act after your presentation. And to become good at persuasion, you have to become a good storyteller.