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Intentional Conversations With Anu Mandapti and Elonda Johnson
It is always a treat when we welcome two guests to the co-host chairs for our LIVE Intentional Conversations vodcast. We were so excited to have Anu Mandapati and Elonda Johnson join us to discuss developing leaders in a more inclusive way.
KEY TAKEAWAYS:
1. When we think about retention, we should consider the reasons people chose to stay and go. When their experience is not as positive is when transitions start to occur, especially with people of color and not experiencing a sense of belonging.
2. It’s imperative to embrace the diversity of what a leadership may look like. Its time to create space for a different type of leader.
3. Increase visibility and build those relationships with those whose voice may not be in the room with the right people.
4. We all have leadership capacity; we lead at home at work and in different forms of our lives. Leadership is not necessarily by title but is impacted by the influence we have.
5. Its not about perfection in this work as that can create stress and anxiety, but rather it’s about progress. Providing that psychologically safe place in coaching allows for sensible action plans to grow.
6. Supporting other coaches, leaders, and sponsors and hold spaces for different organizations checking our own bias’s along the way is key.
7. We should call out when power dynamics exists and understand those conversations might be uncomfortable. Acknowledge it and seek the support you need.
CONNECT WITH ANU:
CONNECT WITH ELONDA:
Website
CONNECT WITH NIKA WHITE CONSULTING:
YouTube
View all episodes
By Nika White ConsultingIt is always a treat when we welcome two guests to the co-host chairs for our LIVE Intentional Conversations vodcast. We were so excited to have Anu Mandapati and Elonda Johnson join us to discuss developing leaders in a more inclusive way.
KEY TAKEAWAYS:
1. When we think about retention, we should consider the reasons people chose to stay and go. When their experience is not as positive is when transitions start to occur, especially with people of color and not experiencing a sense of belonging.
2. It’s imperative to embrace the diversity of what a leadership may look like. Its time to create space for a different type of leader.
3. Increase visibility and build those relationships with those whose voice may not be in the room with the right people.
4. We all have leadership capacity; we lead at home at work and in different forms of our lives. Leadership is not necessarily by title but is impacted by the influence we have.
5. Its not about perfection in this work as that can create stress and anxiety, but rather it’s about progress. Providing that psychologically safe place in coaching allows for sensible action plans to grow.
6. Supporting other coaches, leaders, and sponsors and hold spaces for different organizations checking our own bias’s along the way is key.
7. We should call out when power dynamics exists and understand those conversations might be uncomfortable. Acknowledge it and seek the support you need.
CONNECT WITH ANU:
CONNECT WITH ELONDA:
Website
CONNECT WITH NIKA WHITE CONSULTING:
YouTube