DailyPay’s Post

WOW, 😮 this is an essential read for everyone. A very concise analysis on the use of power. What did you find most compelling, resonant or poignant in this analysis? LMK in the comments below. #powerwith #powerto #socialworkinaction #daretolead

I shared a link to this podcast yesterday. I'm reposting Brené Brown's post today because I think that her observations about power and leadership are powerful and should give us all pause for thought. 🔎 How does this reflection on leadership and the use or misuse of power impact your vote? 🔎 As a leader, what sort of power do you exercise? 🔎 What steps can you take today to use your power to achieve purpose and effect change? 🔎 How can you cultivate positive leadership and "power with" cultures in your space? ________________________________________________________________ Hi, I'm Claire. I'm passionate about reinventing the way we lead ourselves, our teams and our businesses to maximize talent, leverage strengths & embrace opportunities. Interested in doing the same? Share, comment and tag people who would be interested in joining the conversation and follow me for more.

I wanted to share Brené Browns post about leadership and politics. In my experience as a leader and consultant, I've observed how essential it is to embrace a "power-with" approach in all aspects of leadership. This approach not only fosters collaboration but also creates an environment where individuals feel valued and empowered. Here are a few key reflections I’d like to share: 1) Empowerment Over Authority: Leadership is most effective when it prioritizes empowering others rather than exerting authority. By nurturing the unique talents and voices within a team, we create a culture that thrives on shared purpose and collective strength. 2) Creating Safe Spaces: Establishing a culture of psychological safety allows team members to express themselves without fear. This openness leads to innovative ideas and solutions that benefit the entire organization. When we practice "power-with," we encourage participation and engagement, enabling every voice to contribute to the larger mission. 3) Addressing Power Dynamics: We must be vigilant against the allure of "power-over," as it often emerges in moments of fear or insecurity. Recognizing and dismantling these dynamics requires courage and commitment to inclusive practices. Leaders must model accountability and transparency, showing that true strength lies in collaboration and mutual respect. 4) Championing Diverse Perspectives: Embracing diverse viewpoints not only enriches our understanding but also amplifies our impact. As we build coalitions across different interests, we strengthen our ability to effect meaningful change. I echo the sentiment that embracing "power-with" and "power-to" is crucial for cultivating resilient and equitable leadership. By doing so, we pave the way for a future defined by collaboration and shared success. What do you think about leadership and our responsibility to teach, nurture, and support a dynamic that enriches all of us? #OrganizationalCulture #Leadership #collaboration #inclusiveleadership #teamwork

Arnold Schwarzenegger is challenging people to recognise our collective responsibility to give back – to "send the ladder back down and lift the next group up". By paying these acts of kindness, or generosity forward and being useful to others, Schwarzenegger believes we not only contribute to collective growth and prosperity but can also find fulfillment in enriching the lives of those around us. Contrary to the zero-sum mentality that today’s society is surrounded by, he believes in the power of collaboration and mutual growth. He argues that by helping others succeed, we create a ripple effect of positivity that benefits everyone involved. It's not about competing for finite resources but rather about creating abundance and opportunity for all. #PayItForward #CollaborationOverCompetition #MutualGrowth #RippleEffect #Staffing #Recruitment

Ready to build a legacy they can’t ignore? On February 28th, we’re gathering changemakers, visionaries, and leaders who are ready to make a real difference for Black and Global Majority-led businesses. At Double Up & Access More!, we’re connecting with intention, growing our skills, and setting the foundation to double the reach and revenue of Global Majority entrepreneurs. This day isn’t just about business – it’s about taking a stand, building a legacy, and creating a future where opportunity isn’t the exception… it’s the standard! You’ll walk away with the connections, insights, and inspiration to make it happen. If you’re ready to step into a movement that’s rewriting the rules, join us. Let’s make this moment count. https://bit.ly/DoubleUp25 #BUDCX2 #DoubleUp #AccessMore

"Over promise Under Deliver: Why Oklahoma Falls short on DYI DEI " published 10/06/2024 in the #Oklahoman As we Oklahomans begin 2024, we must examine laws, DEI policies, and Executive Orders. Are Diversity, Equity, and Inclusion policies in corporate and educational settings inclusive of Host Nations? Inclusive of American Indian Tribes? For, if DIY(Do It Yourself) DEI initiatives fail American Indians, shouldn't DEI have been canceled in Oklahoma (the home of 38 federally recognized AmericanIndianTribes)? DEI tenets require organizations to examine their operating practices with regard to how diverse their team is, how equitably the organization manages their team, and how inclusive the group is with regard to marginalized communities. Many companies in Oklahoma possess DEI policies yet fail to recognize the American Indian Host Nations in their inclusion initiatives. The glaring omission seems ironic because many of these major industries' operations are located on American Indian Reservations. DEI presents sounds-good, feels-good policies that too often fall short of serving all communities. Take the following as a case in point: A few years ago, the superintendent and Board of a large OK school district with a DEI Director, attempted to "Reorganize Indian Education and redirect funding to Student Services." The proposed illegal use of federal funding was averted thankfully by Tribal Leadership and community intervention. Had the school district practiced their own DEI policies, the attempt to disenfranchise American Indians' treaty rights never would have made it onto an agenda in the first place. Governor Stitt's recent "Anti-discrimination" Executive Order taking aim at DEI measures may be what is needed for Oklahoma to do better because until DEI initiatives and policies, including the Governor's Proposed Merit based opportunity initiative, do right by the Host Nations, there can be only the facade of equity and inclusion.

The Simpsons have predicted a lot over the past two decades, none more so accurate than their portrayal of the middle class squeeze. That being stagnant and in many cases declining incomes paired with rising cost of living. In my latest article i touched on how Homer Simpson is a mirror for the economics facing the modern middle class. Read it here: https://lnkd.in/gE675Xz4

I always cringe when I hear NPOs say, "we need to run it like a business", or we want to "hire someone from the corporate sector". I'm not saying that I'm anti business because there is much to be learnt from all sectors, I just get very worried because it sends a message that the people running the non profit sector do not know what they doing, and that is definitely not the case. So I do appreciate this quote below: 👇 "We must reject the idea – well intentioned, but dead wrong – that the primary path to greatness in the social sector is to become “more like a business.” Most businesses – like most of anything else in life – fall somewhere between mediocre and good. Few are great. When you compare great companies with good ones, many widely practiced business norms turn out to correlate with mediocrity, not greatness. So then, why would we want to import the practices of mediocrity into the social sectors?” Jim Collins

I read this NYT article several months ago. It highlights an incredibly well executed strategy that promotes the hierarchy of our systems with a war on DEI. And I see it working in the reluctance organizations carry around DEI and the divestment that is happening all around us. As a DEI professional I have witnessed well intended progressive organizations cut their DEI efforts and never admit that they are divesting from DEI. Always hiding the truth under a broader and unrelated business strategy, and claiming that DEI will continue. But then when you talk to their marginalized staff the truth comes out. Part of the challenge is that making a cost benefit analysis for DEI is like trying to make a cost benefit analysis for therapy. Ultimately people go to therapy because they care about their personal wellbeing and how they are treating/interacting with others. Leaders should invest in DEI for the same reason. Instead we sell leaders on the business case. It's true that there are plenty of business cases for DEI including morale, broader problem-solving perspectives, retention, hiring, etc. But is that really enough to persuade white cis het leaders from doing the inner work required for them to lead an organization that deeply understands and invests in DEI? I don’t think so. DEI is as much an emotional endeavor as it is a business endeavor. It’s a place where un-marginalized folk need to open themselves up in a way that is so incredibly foreign (especially in the workplace) that they tend to just close-up and kill the efforts before they even get started. Why open yourself up and do the hard work of going to therapy when it doesn’t directly benefit you? I’m not saying anyone is actually thinking about it that way. Just like no one is thinking that they are racist, homophobic, sexist, ableist etc. But the end result is the same. DEI is dying. We are feeding into a narrative started by the right and now being pulled over the finish-line by progressives. This is not an attack on those folk who are not ready to do the inner work needed for DEI to thrive, but I can see how it could be perceived that way. My intention is to point out that there is a narrative around DEI being a bad idea that is gaining traction because the traction DEI is/was getting threatens the social hierarchy in which we exist. Those of us privileged enough to be at the higher ends of this hierarchy have to overcome the fact that much of our success is based on things beyond our control. Doing the inner work that DEI requires of us means coming to terms with that. And that is serious emotional workplace labor that we are currently putting on those who are marginalized. Especially if we are asking them to do the work when it's not why they were hired. This is a call to action for privileged leaders to do the work. To invest time, money AND emotional labor into DEI, for the good of all, not the few.

“To thrive in the long term, business depends on good governance, stability, fairness and the rule of law. Where these things are threatened or nonexistent, the operational and reputational risks are just too great.” –Sir Richard Branson (founder of the Virgin Group and co-founder of The #BTeam). 🗳 In a year when nearly half the world’s people are voting to elect their next leader or legislature, responsible business can play a positive role by enabling increased voter participation. ➡ Learn how by reading Sir Richard’s full note on #business and #democracy, in the latest edition of “The Catalyst” – The #BTeam's monthly newsletter: https://lnkd.in/ePAVddNT