Cascading Leadership - The Show

 Dr. Jim discussed the importance of building equity for Black women in leadership and welcomed a panel of guests to the show. T

The three panelists discussed the role of leadership in advancing black women into leadership roles in sales. 

Sertrice Grice has a background in industrial organizational psychology, and is passionate about allyship and inclusive behaviors. She and her business partner recently wrote a book called Inclusalytics and are also creating a training course on allyship .

Dr. Jim asked Grice why it's important to have a data-driven approach to DEI. Grice explained that collecting data and hearing the employee voice is critical in order to drive DEI strategy, before beginning behavior change interventions. 

She also emphasized the importance of not just collecting data but also being transparent about it and taking action based on it. This is necessary to avoid the performative space and ensure that employees actually see changes being made.

Wesleyne shared that many leaders have a similarity bias and don't look outside the box, industry, or what they know to find people with innate sales skills. Whitney Goins noted that leaders need to create an inclusive and diverse work environment and empower black women to take on leadership roles. 

She suggested that leaders should also provide mentorship, resources, and support to help black women in the sales field. They concluded that leaders should prioritize creating a culture of inclusion and opportunity for black women in sales if they want to create meaningful change in the industry.

Whitnie Goins is a Global DEI Manager for a real estate investment trust company. She has had success in sales and marketing in multiple organizations, but she has always gone beyond the scope of her role to amplify the voices of historically marginalized groups. 

When she was working in marketing innovation, she noticed an opportunity to educate their commercial organization on how to approach communications during times of communal trauma and horror. This started her transition into DEI, and she loves her work. Her role involves going into offices and organizations to discuss what can be done better to make people feel like they belong and are treated equitably.

Timestamps

00:03:42

Conversation on Leadership and Sales

00:05:26

Advancing Black Women into Leadership in Sales

00:08:27

 Benefits of Diversity, Equity, and Inclusion Initiatives in the Workplace

00:11:22

The Lack of Representation of Black Women in Leadership Positions

00:16:55

The Challenges of Advancing Black Women into Leadership

00:21:09

Exploring Strategies for Elevating Women and Black Women in Leadership

00:25:46

"Exploring Data to Improve Representation of Underrepresented Groups in the Workplace"

00:31:26

Diversity and Inclusion in the Workplace

00:37:36

Empathy Training and Allyship

00:40:09

"Advancing Black Women in Leadership: Key Action Items for Organizations"

00:45:12

Black Women Leaders in the Workforce: Data and Actions to Drive Change

Music Credit: Maarten Schellekens - Riviera

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Navigating the Career Path - Staying True to Yourself & Unlocking Success

SUMMARY 

Dr. Jim and Natalie Coulson discuss the importance of staying true to oneself and why anonymity is not a virtue in the modern world. Natalie works with entrepreneurial thinkers to help them find their personal brand, no matter if they are still in a corporate environment or have made the transition into their own business. 

They discuss the keys to getting ahead in the modern world and how people should navigate their career path. Natalie encourages people to stay true to themselves and to not be discouraged by the corporate world. With her help, people can find their own personal brand and make the most of their career.

She believes that getting their mindset right is fundamental, as it sets them apart from others and helps them feel better. Natalie has chosen this niche because it follows her own journey and she understands how transformative it can be. In the conversation, Dr. Jim digs deeper into why Natalie chose this niche and her experience with it.

In this conversation, Natalie and Dr. Jim discuss the differences between the mindset of a corporate employee and an entrepreneur. Natalie points out that many people in her generation were taught to go to university, get a job and do as they were told. But this doesn't lead to either happiness or success - especially not in expensive cities like Sydney, where houses cost 3-4 million. 

To be successful, Natalie explains that having an entrepreneurial mindset is essential - one that is open to taking risks and embracing uncertainty. This means breaking free from the constraints of corporate life and being willing to take a leap into the unknown.


Natalie and Dr. Jim discussed the concept of entrepreneurial thinking. They noted that it is not something that is taught in school and that it takes a certain amount of risk to embrace it. However, it does not have to be an all or nothing equation; it is possible to have a corporate job and still pursue entrepreneurial ideas. 

TIMESTAMPS 

00:02:00  Empowering Corporate Employees to Elevate Their Brand and Move Into Entrepreneurship

00:03:43  Mindset Shifts for Entrepreneurship

00:10:44  Professional Journey and Highlight Moments

00:12:10  Navigating the Financial Services Industry and Experiencing Stressful Workloads

00:15:42   Mental Health Crisis and Breakdown

00:17:07  Mental Health and Self-Belief

00:21:32  Re-Building After a Breakdown 

00:23:12  Embracing Failure and Quitting Things for Growth and Thriving

00:30:36   Reframing Priorities and Learning to Say No

00:36:00   Exploring Personal Branding

00:40:14  Re-evaluating Traditional Paths to Success

00:46:09  Finding a Mentor and Building an Attraction Model

00:48:09 Own Your Story and Take Time Out to Reflect

Music Credit: Maarten Schellekens - Riviera

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Dr. Jim discussed three key tips for career success. The first tip is to connect with purpose and mission in order to have success in one's career. The second tip is to have a limitless mindset in order to develop career success. The third tip is to embrace minimalism in order to achieve career success. 

This conversation was driven from a recent interview with Sonya Sepahban, CEO of OurOffice, who mentioned that a connection to purpose and mission was a driving factor behind her career. These tips are essential for anyone looking to succeed in their respective career fields. By connecting with purpose and mission, having a limitless mindset, and embracing minimalism, anyone can increase their chances of achieving career success.

Dr. Jim discussed the importance of connecting with purpose and mission when considering career success. He highlighted the importance of forming a strong connection to one's work and operating from a 'why mentality'.

 He suggested that experimenting across or within functions may help to discover what one's purpose is. He also suggested having a limitless mindset which emphasizes the importance of having an open mind and not limiting oneself when it comes to career navigation.

Dr. Jim discussed the importance of breaking away from the me versus the organization mindset in order to foster a sense of limitless possibilities. He suggested that individuals call out areas of opportunity where things can be done differently and work on solutions that could be beneficial to the organization. 

Additionally, it is important to build strong networks and have advocates within the organization as well as tying potential solutions to a business impact. Lastly, the conversation turned to minimalism and how it can help individuals remain agile and flexible enough to respond to change. This gives them an advantage over those who are not living a minimalist lifestyle.

In this conversation, Dr. Jim  discussed how to have better chances of success when it comes to career navigation. The conversation offers valuable insights on how to move one’s career further and faster.

Timestamps

0:00:58

"Navigating Career Success Through Purpose and Mission"

00:02:43

 Developing a Limitless Mindset

00:06:26

Career Navigation, Purpose, and Mindset

Music Credit: Maarten Schellekens - Riviera

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Sonya Sepahban is -  a minority of minorities -  in today's startup world. She is one of the few women in executive boardrooms and startup CEOs that get funded. Despite the fact that she was often the only woman in the room, she was able to navigate these situations due to the help and mentors she received from the men in power. 

Sonya rejected limits and focused on what she could do to make her voice heard. She believes that everyone has something to offer and that it is important to ask for what you need. This attitude allowed her to rise to the top and be successful in her career.

Sonya is a talented leader in the tech and startup space. She has had a varied and successful career, starting out as a junior NASA engineer and progressing to executive roles with thousands of employees as well as public company boardrooms. 

Currently, she works with a small, talented team at a tech startup. In this conversation, Sonya and Dr. Jim discussed how purpose-driven living is the key to long-term success, why ignoring limits is the key to successful career navigation, and what role reinvention plays in life and career.

Sonya is the founder and CEO of a company focused on helping organizations of any size create inclusive workplaces. She has a background as a developer and senior female leader in Fortune 500 companies, which has shaped her work in diversity, equity, and inclusion (DEI). 

Sonya began her career in NASA, and she explains that looking back she can connect the dots in her career to the work she is doing now. She emphasizes that being purposeful is an important part of her work, and she believes that her own experiences have helped to shape her current role. Her goal is to help companies foster productivity and belonging for all individuals within their organization.

Sonya has been focused on purposeful work throughout her career, from joining NASA to now working in the corporate boardroom. She joined NASA with the hope of exploring space to better understand humanity and progress, then shifted to aerospace and defense to protect security, freedom, and the way of life. 

In her current role, she is focused on making the workplace a place where everyone feels they belong and can be productive. She believes that regardless of the business, it is important to be focused on the end user, and that this is similar to what she did at NASA: making people feel safe. In her heavily male-dominated spaces, she is determined to make a difference.

Timestamps

00:00:00

"Exploring Purpose-Driven Living and Career Navigation "

00:01:57

Heading: Inclusive Workplaces 

00:03:32

Exploring a Career of Purpose and Mission

00:10:22

Conversation on Career Advancement and the Power of Belief

00:14:23

Overcoming Limitations and Achieving Professional Success

00:17:30

Conversation on Finding Purpose and Mission in Career Trajectory

00:21:15

Conversation Summary: Exploring the Pursuit of Perfection

00:26:49

Exploring Minimalism

00:33:56

Exploring the Impact of Diversity, Equity, and Inclusion in the Workplace

00:39:40

Reinventing Yourself and Building Your Career

00:44:11

 Career Reinvention 

Music Credit: Maarten Schellekens - Riviera

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Dr. Jim discussed the topic of diversity, equity, inclusion and belonging (DEIB) on his podcast . He noted that progress for the Black community has been slow and questioned whether this slow progress is a design feature or a bug. 

He has had conversations with members of the Black community about civil rights, representation and advancement, and how DEIB was brought forward to create a more equitable world of work and opportunity for the Black community. The conversation highlights the need to consider this slow progress and the importance of DEIB in creating a more equitable world.

 Dr. Jim talks about the level of frustration that comes up when discussing D E I B initiatives, and how they often don't do what they're designed to do. He references James Baldwin's debate with William F. Buckley and his later quote from 1980, which reflects the struggles of the Black community over the past 60 years. 

Dr. Jim concludes that if a fair-minded person looks at the slow progress of D E I B initiatives, they must conclude that the slow progress is a design feature. 

He encourages people to think about what other conclusion can be drawn from this.

Timestamps

00:00:00

Exploring the Slow Pace of Progress for Diversity, Equity, Inclusion, and Belonging (DEIB)

00:00:58

"Exploring the Impact of Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives on the Black Community"

00:02:46

 Examining the Effectiveness of Diversity, Equity, and Inclusion Initiatives

00:04:59

Conversation on Oppression and Initiatives to Address Injustice

00:07:44

Examining the Need for Sustained Focus on DEIB 

Music Credit: Maarten Schellekens - Riviera

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Dr. Jim and Lawrence welcome Stephanie Davis to Cascading Leadership to discuss navigating a career change as a mid-career professional. 

Stephanie speaks from her own experience on how to switch functional areas of expertise and what factors to consider when making a transition in a career.

Dr. Jim transitions to talking about the difficulty of transitioning from one career to another, especially when compounded with issues of race and gender.

Dr. Jim interviews Stephanie, a former financial services professional, to discuss her transition from finance to her current career. Stephanie had always been interested in money and business and decided to pursue a degree in economics and finance. 

She started out in financial services and eventually transitioned to her current career. She talks about the challenges she faced navigating the change and provides advice to others who may be looking to do the same. 

She encourages people to take opportunities and be open to possibilities, while also reminding them to take time to understand the industry they're entering and build relationships. She also emphasizes the importance of knowing yourself and your strengths and weaknesses.

Timestamps

00:00:00

Navigating a Career Change as a Mid-Career Professional

00:02:00

Navigating Career Transitions and Overcoming Challenges of Race and Gender

00:04:00

Navigating Career Change and Her Experience in Business and Economics

00:07:32

Early Career in Finance and Technology

00:12:27

Conversation on Transitioning from Buy Side to Sell Side of Financial Services

00:15:34

Conversation on Career Transitions and Relationship Building

00:20:00

The Power of Relationships and Networking in Achieving Success

00:27:48

Navigating a Career Switch with Stephanie Davis

00:32:00

Conversation on Navigating the Buyer-Seller Relationship for Career Success

Music Credit: Maarten Schellekens - Riviera

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 Dr. Jim discussed  the importance of leveraging technology properly to ensure success and avoiding the mistake of viewing technology as a standalone solution. A combination of people, process, and technology is necessary to solve any transformation initiative. In order to properly leverage technology, there needs to be  a conversation between stakeholders, develop a comprehensive plan, and consider the long-term impact. He concluded that a well-implemented technology strategy is key to advancing any inclusion initiative.

In order to ensure a successful initiative, a strong alignment and understanding of the purpose is essential. Organizations should do a current state analysis to get an honest assessment of where they are currently. This is important because it can be easy to get sold a product which paints a picture of a much more advanced future than the current state. Companies should also ask themselves hard questions about the current state in order to properly plan for the initiative. Technology can play an important role in the success of the initiative, but it is important to focus on the purpose and the current state first.

Dr. Jim discussed how organizations can create a successful talent strategy. He suggested focusing on aligning the organization's purpose and asking hard questions to gain a better understanding of the current state. This allows for the evaluation of people and processes and the creation of an appropriate solution. Technology can be used as an activator, but should not be the only solution. Additionally, organizations should look at the big picture and avoid focusing on one problem in a vacuum when creating their talent strategy. John Graham's conversation on how to create a talent attraction flywheel was also discussed, with the emphasis that organizations should focus on the entire picture and not just the talent attraction side.

Dr. Jim and John had a conversation about how to solve talent strategy issues. They emphasized the importance of having an honest assessment of where the current state infrastructure is before trying to attract more people to the organization. They suggested evaluating the existing infrastructure to make sure it's optimized for retention and development, as well as getting feedback from the existing team on areas that cause them issues with job satisfaction. This is important to prevent filling a leaky bucket and to make sure that employees are positioned for success.

Timestamps

00:00:00

"Exploring the Role of Technology in Driving Inclusion"

00:02:00

"Aligning Technology Initiatives with Organizational Purpose for Success"

00:03:37

Exploring the Framework for Successful Technology Transformation and Talent Strategy

00:07:00

"Evaluating Talent Strategy"

00:08:25

Strategies for Successful Talent Attraction and Factors Influencing Leadership Success

00:10:26

On Practicing Leadership Effectively"

Music Credit: Maarten Schellekens - Riviera

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SUMMARY 

Bryan  Bennett is the Chief Leadership Innovation Officer for the Elite Leadership Academy Company and an adjunct professor at Northwestern University. He is the author of the Path to Elite Level Leadership, a philosophy of leadership based on the way athletes train. 

 Lawrence Brown and Bryan discussed the similarities between leadership and team sports, and Bryan shared his own origin story as a nerd before Nerds were cool. He believes that leadership should be approached in the same way that athletes approach their craft, with a continual focus on self-improvement.


Bryan grew up with three brothers and had two parents who provided a great family environment. His mother was very educated and had graduated high school after two double promotions and was still valedictorian of the class. His father was more hands-on and they both worked hard to keep the family in private school. 

As a child, Bryan didn't participate in many extracurricular activities. However, this experience helped him to find himself and be brave enough to step out in front when he had to. Bryan was involved in nerdy activities like the science club, chess club, and National Honor Society.


His father had an inspiring work ethic that he was exposed to from a young age. His mother also had a strong work ethic, and the family would often welcome any guests to join them for breakfast on Saturdays. Bennett went to Butler University for accounting and then worked for three years at Coopers and Lybrand in Cincinnati. He then moved back to Chicago to attend Northwestern's Kellogg Graduate School, majoring in marketing, finance, information systems, and management policy. Afterwards, he began working for Amoco in their financial analysis department. Bennett's journey demonstrates his strong work ethic and his drive to achieve success.

Bryan  is a leadership expert who found his footing in his career when he became a database marketing executive. His job involved using his quantitative skills to analyze data and his strategic skills to consult clients on the strategies they should employ. 
His role required him to lead teams and this experience helped him transition into a leadership expert. Bryan attributes his leadership skills to his upbringing and his parents who led in different ways.

TIMESTAMPS 

00:01:58  Exploring Family Dynamics and Extracurricular Activities and Influence on Future Leadership 

00:04:27   From Database Marketing Executive to Leadership Expert

00:07:50  Leadership Development and Career Advancement

00:12:00   Leadership Fundamentals: Vision, Living, Reflection, and Coaching

00:14:21   Conversation on Leadership and Followership

00:17:53   Leadership Assessment, Data Analysis, and Decision-making 

00:20:31  Leadership Coaching and Managing Across and Upwards

00:23:45  Generational Leadership Perspectives with Bryan Bennett

00:25:10  Benefits of Having a Mentor and Sustained Relationships

00:28:27  Message to Millennials and Gen Z on  Career Advancement and Finding an Advocate or Sponsor

Music Credit: Music Credit: Music Credit: Maarten Schellekens - Riviera

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This episode features key takeaways from the conversation with Jiquanda Nelson - 

• How to build an inclusion culture 
• How to set up a strong foundation for DEIB strategy 
• How DEIB benefits organizations 

Additionally, this episodes covers highlights form the conversation with John Graham Jr. 

• How to have constructive conversations about DEIB
• How to move beyond the talent attraction hamster wheel 
• How unconscious bias impacts the hiring process

Additionally, a sneak peak of the  upcoming episode of Cascading Leadership featuring Brian Bennett, a leader with a unique perspective on how to build strong organizational leadership cultures. 

Brian has spent time in the healthcare and IT spaces, implementing systems and helping organizations level up their leadership capabilities. This episode, along with the others released in February, will be beneficial for those looking to increase their talent management and talent strategy capabilities. 

Timestamps

00:00:00

Heading: Cascading Leadership: February 13 Promo with Dr. Jim and Jaqua Nelson

00:01:00

"Exploring the Benefits of D&I in the Workplace with QUANDA and John Graham Jr."

00:05:00

Heading: Leveraging Unique Perspectives to Level Up Leadership Capabilities

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Summary/Abstract

John Graham Jr. joined Dr. Jim for a conversation about creating a talent attraction flywheel and how cultural intelligence for the C-suite to recruitment is critical for sustained success. They discussed the importance of the question who benefits and the need for everyone in the enterprise to own the A-word if they want to solve turnover.  The conversation provided insights into how to create an effective talent attraction flywheel.

John is a specialist in employer branding and recruitment marketing. He helps organizations reflectively hold up a mirror to their culture and employees' lived experiences, and then articulate this experience to attract, engage, and retain talent. Employer brand is important because it is the way that people experience and perceive your organization. 

When candidates are looking for a place to work, they are exposed to your employer brand through a multitude of touchpoints and it speaks on your behalf before they even get to a recruiter. Therefore, it is important to shape the narrative and the story of who you are.

John and Jim discuss the importance of understanding the needs of marginalized talent in the job market. Graham Jr. is the author of the book Plantation Theory: The Black Professional Struggle Between Freedom and Security, which examines the daily experiences of black professionals in the corporate world, as well as the epigenetic programming that affects their autonomy and control over labor. The book encourages better conversations and provides better questions to help shape better outcomes for marginalized communities.

John and Jim discussed the importance of advancing constructive conversation in organizations. To do this, John suggests that executive leadership must confront their own insecurities and be willing to address them in order to make substantial change. 

Timestamps

00:00:00

"Interview with John Graham Jr. on Creating a Talent Attraction Flywheel"

00:02:16

Exploring the Importance of Employer Branding and DEI Initiatives 

00:05:44

Conversation on Advancing Constructive Conversations for Meaningful Change

00:10:38

Moving Beyond the Attraction Hamster Wheel

00:14:57

Exploring the Challenges of Diversity, Equity, and Inclusion in the Workplace

00:21:58

"Exploring the Impact of Unconscious Bias on Hiring Decisions"

00:23:40

 Building Cultural Intelligence and Increasing Representation of Marginalized Communities in the Workplace

00:30:11

"Creating a Culture of Inclusion and Employee Advocacy"

00:37:28

"Creating an Inclusive Culture Through Accountability and Authenticity"

00:42:27

"Creating an Inclusive Recruitment Model"

00:47:29

"Creating an Attraction Model for Talent Acquisition: Key Considerations for HR Leaders"

Music Credit: Music Credit: Maarten Schellekens - Riviera

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