Is Unconscious Bias Affecting Your Judgment in the Workplace?

If you have a brain, you have bias. The human brain is wired to take mental shortcuts. Also known as heuristics, these shortcuts are nature’s way..

To Avoid #MeToo Backlash, We Need a New Narrative for Men and Women

Have you noticed how people at your company are responding in the wake of the #MeToo Movement? Back in January, I discussed some of the initial..

Things to Remember as We Take Stock of International Women’s Day – Take the Lead!

March 8 had a different level of urgency and awareness this year compared with International Women’s Day celebrations in the recent past. Thanks to the #MeToo..

Focus Less on Metrics, More on Behaviors to Move Needle for Gender Equality

Groundbreaking new research by five economists sheds some fresh light on the gender pay gap and points the way toward a needed shift in the way..

Mentoring Movement Needed, But Won’t Work Unless Men Feel Invited

In the wake of their recent survey that revealed men are more hesitant to mentor women since the #MeToo dialogue started last fall, Lean In has launched a new initiative for men to mentor women. Called #MentorHer, this important program adds another welcome push on men to do their part in making workplace gender inequities everyone’s issue, not just a women’s issue.

Embracing the Power of One: Inclusion and Collective Intelligence

A national narrative is rapidly coalescing regarding the critical need for unification—a chorus of demand for leaders who can bring others together and create a sense of inclusion, trust, and belonging within our organizations, institutions, and communities. In my last blog, I talked about the new ROI for inclusion and belongingness, which I’ve termed the “Power of One.” There, I shared some facts that reveal how the high level of disruptive change in our organizations today is finally leading to the emergence of a new culture, where traditionally silent individuals and groups are starting to use their voices. As we embark on the New Year, I again challenge leaders to ask themselves: how can we be the voice of change and demonstrate inclusive leadership that unifies and harnesses the collective intelligence of all, while also holding others accountable to do the same?

How to Change Organizational Mindset Via the “Power of One”

There’s a new ROI for inclusion and belongingness, which I’ve termed the “Power of One.” In my last post, I shared some facts that reveal the high level of disruptive change in our organizations today is finally leading to the emergence of a new culture, where traditionally silent individuals and groups are starting to use their voices. With the balance shifting from polarization to integration in some companies, I again challenge leaders to ask themselves: how can we expect support for gender balance and diversity across our organizations if employees lack a basic sense of common purpose and connectedness? SHAMBAUGH has identified several strategies that point to what needs to happen to change the organizational conversation and mindset, which I’ll be sharing with you over the next few posts. Let’s begin with the first two strategies:

A New ROI for Inclusion: Collective Intelligence and the “Power of One”

Our world, society, the business community, and human beings are currently experiencing an incredible wave of change. Forces are coming from all directions causing major head winds, uncertainty, and new complexities the likes of which we have never before experienced. As I wrote this sweeping open statement, it occurred to me that the narrative sounds similar to a keynote speech on change that I delivered over a decade ago. Yet while the language may sound familiar, the current situation is much different. Consider these two facts:

Facing Fatigue About Gender Equality? Here’s What to Do

When it comes to balancing the scales for gender equality, Corporate America has a long way to go. Yet while achieving gender parity at the executive level remains a distant goal, many are growing weary of repeatedly hearing about the issue.

An article in the Wall Street Journal this month hammers home the point that there is a serious disconnect in how each gender views progress toward corporate equality at the senior levels. In short, the perception gap boils down to men feeling that the mission has been largely already accomplished, while women see a serious “work in progress.” Despite significant investment by many organizations in inclusion and gender equity, it’s akin to pushing a rock up a steep hill. There has been little progress, and in some respects, these efforts have unintentionally perpetuated gender segregation.

Together as Allies—How Men and Women Can Create a Better and Smarter World

This fall, I have been speaking at several major conferences and women’s leadership forums within organizations. While “women’s forums” have traditionally been designed as “women-only” events, I like to shake up this assumption a bit. I ask companies to have women attendees not just invite other women to attend, but also to bring along a male supporter of the initiative.

It’s time we start cracking the isolation factor that has often accompanied female leadership forums. This calls for men and women to start having this important conversation not only on gender-balanced leadership but also on how can can work together towards shared business goals, challenges, and opportunities. The only way to effect real change in this arena and better understand each gender’s unique but important differences is to reinforce a unified voice. And it is only when we begin to experience this journey as partners in a shared purpose, rather than as insiders and outsiders, that the alliance can truly be powerful. When it comes to advancing women’s leadership, men and women working together as allies should be a primary goal for our teams, our organizations, and our world.