Angel Henry Recap: Tools that Women Need to Breakthrough

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Diversity, equity, inclusion, belonging. These terms are vital to the success of any team or organization. And in our last episode, we had the most amazing conversation with Angel Henry. She's the number one Amazon best selling and award winning author of Dents in the Ceiling. She's an agile mindset champion and an inclusion activist. And we need more Angels in the world. And we went deep and we talked about what it looks like to be inclusive and her experience as a black female in corporate America. And I just want to share some key highlights from that interview and please do go and listen to it. If you care about people, you care about humanity, care about kindness, inclusion, then you've just got to listen to it. But here's some of the key takeaways. Number one, this comes from Angel. More diverse and inclusive environments simply make more money. And look, what I want to do is I want to share with you. We put that up as a quote on some of our social media recently, that exact quote from angel. And someone wrote right away, you simply cannot write this. And I wrote back, why not? This is from data, this is from hard facts. And you know, I think you've got to take a long, hard look at yourself. If you go, you know, the more less diverse we make an environment, the more successful it's going to be. I mean, you've got to take a long, hard look at that in and of itself. But the data actually backs up when an organization or team is more diverse in gender, in age, in experience, in race, in beliefs, it does better. And that shows up in revenue. So whatever your team is, look around and ask yourself, is it diverse? I look around my team and it is diverse. Could it be more diverse? Yes, 100%. But certainly I'm not looking at a number of mirrors of myself. Another thing angel shared is once people realize that they're going to have to change, that's where you start seeing the resistance. We're all resistant to change. You know, a change, whether it's good or bad, brings a level of stress. It just does. Moving house, that's a great change. You're moving and buying a new property. But it brings stress. So when we know change is afoot, we tend to want to resist. So a leader's job is to really explain why we're changing, why we're doing what we're doing, why we're being more diverse in our approach, being more inclusive and equitable. Another big key takeaway was this. Changing one's culture is A mammoth, mammoth change. Isn't that the truth? When you think about culture change and change management, whoa. It's a huge, billion probably trillion dollar business. But changing a culture doesn't happen overnight. Changing a culture, whether that's at your own family level or your team organization country, that does not happen overnight. But I'll tell you what does happen. It happens from the top down. Culture does not change bottom up. It always changes top down. So if you're in a privileged position where you lead a team, or perhaps you're the CEO, perhaps you're the parent of the family, whatever it might be, you get to set the tone for that culture and then it flows down from there. So if you are the leader and you don't like the culture, look in the mirror, it comes back to you. There's no such thing as bad teams, just bad leaders. And I think it's our job as leaders. And you're listening to this because you are a leader. You're a leader in industry, you're a leader at home, you're a leader on the field or off the field, or you're an aspiring leader, but that's the reason you're listening is because you want to influence others in a positive way. You know what? Angel spoke about bias and she said that there's a big problem. You know, it's in what we picture when we think of a leader. When most of us close our eyes and picture a leader, she says we picture a heterosexual white male. And she said that when you're hiring for a CEO role and a person who doesn't meet these requirements is in front of you, they trigger your biases and you won't feel comfortable and will automatically edge on the side of no. And I really appreciate when she brings up to the table because I'm a heterosexual white male and that should be triggering for me. But actually it's more intriguing for me because sometimes the right person for the job is the white heterosexual male, but other times it's not. And wouldn't it be great if we could just change our filter and be more diverse and equitable, open minded, and whoever's the best person for the role, they should get the job. And we need to open up our eyes and think, okay, how can we rewire this bias that we have and we've all got a bias? You know, if someone went to the same school as us and played in the same sports team and we're about to hire someone, there's a chance that we might lean on that bias a little bit. So I'd like you to really think about this. It's an exercise, actually, that angel shared and, you know, said a good exercise to do is to get better at responding to your biases using the paper napkin exercise. So grab a paper napkin or a small piece of paper and write down this Number one, the name of someone you recommended for a job.

Number two, the name of your closest customer or client.

The name of your direct supervisor, manager, leader.

The name of your favorite peer.

Last but not least, the name of someone you mentor. Then look at the list and see, is it diverse? Are they all the same skin color? Are they all the same gender? Is there a bias towards certain backgrounds, ages, stages? Do they all have a similar story to you or are they really different to you? Do you really even know the people in your own network? You know, this activity helps you to see where you might have a blind spot, then become intentional to get to know other people and helping other people. So just be open to have a conversation with someone who has lived a different experience to you. You'd be surprised what you can learn when you really open your mind to that. And I loved how angel challenged me and every listener to look around and see who is in your space. And she talked about using your gift to live out your purpose. My question to you right now, what is your gift?

Why are you here? Where are you headed towards? And who are you bringing with you? Who are you inspiring? Who are you helping? If a leader isn't helping people around them, they're not leading. If you look around and there's nobody following you, then you're not a leader. So please, please, please go and listen to that amazing interview with the one and only Angel Henry. And while you're here, please do me a huge favor. If you enjoy the podcast, I'd really love if you could subscribe and leave me a rating and review. It. Just, it will help me to reach many more amazing humans just like you. And I know many of you share the podcast. So if you want to share this, this episode, or one of your favorite episodes, I would sincerely appreciate it. But for now, please get out there and lead your life on purpose.

Sam.