Foreign.
Something went wrong!
Hang in there while we get back on track
Leadership Learning and Belonging
The Inclusion Bites Podcast
Leadership Learning and Belonging
JL
Speaker
Joanne Lockwood
DC
Speaker
Dr. Cedric Howard
00:00 "Embracing Inclusion and Identity" 06:12 Pacific Northwest: Unique, Tax-Friendly Paradise 10:09 Campus Tensions Erupt over Verdict 11:05 "Duct Tape Incident Sparks Success" 16:05 From Welfare to Generational Wealth 18:20 "Overcoming Internal Struggles" 23:09 "Prioritising Students in Education" 24:36 Prioritising Student Voices 28:38 "Family Success and Perseverance" 31:33 "Education Beyond…
✨ Magic Chat
Don't have time for the full episode?
Ask anything about this conversation — get answers in seconds, sourced from the transcript.
Try asking
Featured moments
Highlights
“The Power of Belonging: "Remember, everyone not only belongs, but thrives.”
“my superpower, he said that it is translating complex policy into everyday storeys that inspire actionable change.”
“You make your money in California, but you have your permanent residence and address here in Washington state so that you don't have to necessarily pay the taxes or as many taxes on your income.”
“We was like, Cedric was involved. I can't believe he was, you know, involved in this particular situation in a negative way and realised, no, you were actually the saving grace.”
“Championing Access for Disadvantaged Students Quote: "how do I create an environment where people that are similar to me, people that are coming from disadvantaged backgrounds, people that are students that are coming from less than desired socioeconomic classes into the. Give them a gateway into the academy.”
Timeline
How it unfolded
Read along
Full transcript
Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change. I'm Joanne Lockwood, your guide on this journey of exploration into the heart of inclusion, belonging and societal transformation. Ever wondered what it truly takes to create a world? Remember, everyone not only belongs, but thrives. You're not alone. Join me as we uncover the unseen, challenge the status quo and share storeys that resonate deep within. Ready to dive in? Whether you're sipping your morning coffee or winding down after a long day, let's connect, reflect and inspire action together. Don't forget, you can be part of the conversation too. Reach out to jo.lockwood@seechangehappen.co.uk to share your insights or to join me on the show.
So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with Inclusion Bites.
And today is episode 190 with the title Leadership, Learning and Belonging. And I have the absolute honour and Privilege to welcome Dr. Cedric Howard. Cedric is a higher educational thought leader and financial empowerment advocate who is dedicated to breaking cycles of poverty through inclusive leadership and real world impact. And when I asked Cedric to describe his superpower, he said that it is translating complex policy into everyday storeys that inspire actionable change. Hello, Cedric. Welcome to the show.
Thank you. I'm honoured to be here. Looking forward to the conversation.
Absolute pleasure. So we were chatting in the green room just before we went live and I think you said you were in North America at some place.
Yes, you talk about sleepless in Seattle. I'm in the wonderful city of Seattle.
Seattle. And I guessed this correctly, so this is not cheating. I guessed it was in Washington state and I just.
Yes, we're nested between California, Oregon and British Columbia, Canada.
So I get. I've been to New York a few times, I've been to Miami a few times, I've been to San Diego, San Francisco and L.A. What's the Seattle culture like as a state? Or do you have an identity?
Yes, we have what is called Seattle. Nice. It is the place everyone likes to come to when they enjoy moderate weather because it's pretty much between 40 and 70 year round. A hot day for us is like 72. Not a lot of snow, especially on the i5 corridor door. But it's the place you come when you want to just relax, chill, get you a cup of. Of coffee. Of course, you know we're known for being the home for a famous coffee place that shall remain nameless.
Yes, of course, but. Of course, but no, it is a place that I have Grown to love, in part because it is a place where your identity and who you are as a person is accepted. And our neighbourhood. I grew up in the southern part of the United States where race was an issue, either things were black or white, and where you went, you knew based upon your ethnic makeup here, whether. Whether you are straight, gay, black, white, however you decide to identify is well embraced and welcome, in part because the Pacific Northwest community is one that looks at inclusion as an asset and we embrace it. If you were to go into my neighbourhood, or you were to go into my place of business, where my office is located, I mean, sometimes people refer to it as United nations because you may hear two or three different languages just as you're entering the door or you're playing outside with the kids.
Pacific Northwest, I've heard that term. I never really associated that with a geographical language location. But, yeah, obvious, isn't it? You're on the Pacific and you're in the Northwest. So, yeah, you mentioned the i5. I didn't realise it went all that way up. It goes all the way from basically Mexico all the way through, up to Washington State then, does it?
That is certainly the case. Certainly the case. Unfortunately. You know, one of the, I would say the liabilities of being in the Pacific Northwest is because it's so green, we have a lot of allergies that are blooming during this time of season. So we have to adjust and adapt from that perspective. Other than that, that's the worst we have to deal with here.
So you're on the i5 all the way at the top, aren't you? So I, I, I bumped into the i5 in San Diego, in LA when I was there. And my claim to fame is I went to Mexico by mistake. I was driving down the i5 and was chatting away and, and missed the sign said last US Exit and then next sign is welcome to Mexico. And it was a, a bit of a, kind of like, oh, that was a mistake.
It was an aha moment. Yeah. So if you would continue north, you would take the eye up through Oregon and into Washington and you will eventually end at the Canadian border.
So it literally goes from Canada to Mexico along that coast? Yeah.
Yes, yes. Literally, it is the gateway between three different countries.
Wow. Yeah. When I was in, I worked in LA for a while and we did spend a bit of time cruising up and down the pch.
Yes. Yeah. Pacific.
Yeah. So you go there, all the RVs on the side of the road, parking over the, looking over the Pacific, and you just go on and on and on. There's back to back RVs for 20, 30, half an hour as you're driving them.
Yeah, well, see, you know, the uniqueness of being in some place like the Pacific Northwest is in part because all of the Californians, actually many of them have residents here in Washington state, in part because of our tax system. You know, California is a high tax state. In Washington State we don't have a state income tax. And so you can, as we say, you make your money in California, but you have your permanent residence and address here in Washington state so that you don't have to necessarily pay the taxes or as many taxes on your income. And that's kind of what we, what we're known for. What I oftentimes say about being in Pacific Northwest, it is the utopian community that you didn't know existed. And I have to say that very respectfully, in part because when people come here and they're walking around and they're trying to, you know, enjoy the sights, whether it is a space Needle or they're going to, you know, see some of, you know, because, you know, literally in, in Seattle you could be fishing in the Pacific Ocean and then literally an hour from, from, from there you could be skiing all in the same morning or same afternoon because we go from actually sea level all the way up through the point where you have Mount Rainier. And so it is a diverse community that people, you know, fall in love with.
But when you come here, the thing that most people are surprised is just how genuinely kind people are. And three out of the top 10 zip codes, United States for its diversity is here in metropolitan Seattle area. I giggled because I said, wait till you see the insurance commercials. And so there's insurance commercials where people are literally at four way stops and they say, you go. No, you go. No, you go, you go. And no one can decide who to go because people are just so kind and so nice, you know, and that could be a bit shocking because you begin to suspect something's wrong. And I think it's just a community environment that have really been cultivated here in the Seattle area.
Sounds heavenly. Maybe in a few years time when it's safe to travel again. I may venture that way. You never know.
That is certainly the case. I mean, we have a much larger issue around travel and Visa and other things that we're dealing with here in the United States that I think is something that is a bit of an overcast in relations to travel and how we deal with things. So. Well said.
Yeah, it's a bit complex right now, so we'll just wait for clarity and see what happens. Anyway, so you're an educational thought leader. What does that mean? How did that come about?
So it was actually a mistake, to be quite honest and frank. I got into higher education literally. You know, people say, never waste a good crisis. And my actually introduction to higher education was a crisis. And I had used it to maximise the opportunity and really cultivate and create and curate a career that has led to me being considered a thought leader here in the United states. So in 1993, it was the first recorded case of police officers actually, you know, abusing a person. And that person's name was Rodney King. I happened to be working at a university as a student and that day my campus was in the state of Georgia.
And actually the campus, very proud of being a graduate of that institution, was the very first capital of Georgia. It actually sits geographically in the centre of the state and the governor's mansion is on campus. And so a couple blocks from there is the residence hall, very large Residence hall, about 800 students that resided there. And that day we had just literally finished playing intramural basketball and everyone was having fun. And when the verdict happened on the the Pacific coast in California, three hours later, those same people were actually physically attacking each other because of the verdict. And of course, like I said, everything in the south, especially back then, was black and white. So you had friends that were getting along now, attacking each other based upon their colour. And I'm a relatively big guy, you know, six, four.
And so I did something that I thought I would regret, but actually became the springboard for my career. I ran into the resident assistant's office and got duck taped and I went and grabbed people because they respected me. At that point in time, I was student body vice president and had just been named Hong Kong King for the campus. And I began to duct take people to telegram polls to. If you stay still long enough, I would duct tape you to someone else just so you can fight each other. Well, the next day I got called to the president's office and the vice president was there and the chief of police was there and I knew that I was getting, you know, suspended and expelled from school. And they literally said to me, hey, Cedric, when we begin this and your name came up, we were shocked because we was like, Cedric was involved. I can't believe he was, you know, involved in this particular situation in a negative way and realised, no, you were actually the saving grace.
And so, no, you're not getting kicked out of school. What we would like to offer you is an opportunity to consider higher education as a profession. And I said, as a profession? They said, yes, we go to school to become college administrators. I said, I've never heard of that before. They said, well, when you graduate next year, we would like to recommend you to a couple of schools. Which they did. And I was accepted. And ultimately that became the springboard and trajectory of a career that has spanned more than 30 years.
And so that has evolved into me really curating my career to say as a first generation college student, which I am, how do I create an environment where people that are similar to me, people that are coming from disadvantaged backgrounds, people that are students that are coming from less than desired socioeconomic classes into the. Give them a gateway into the academy. And so that's how I have created my career. And because of that, when there's a thought that needed to be considered and, or interview, you know, just this last week I've been interviewed by Forbes and, and Yahoo Finance. And just think over my career, I've been interviewed for north of 150 publications. When there's a question that is been batted back and forth around, you know, how does this affect the student experience and affect students. Usually I'm getting a call in order to provide some narrative. But it all began a chance situation, you know, in April of 1993 because of the Rodney King situation.
And some action I took actually led me into a career of being a higher education administrator and then ultimately a college professor and writing chapters and books for the profession. And now I'm considered to be a thought leader and as the young people say, an OG and a higher education og kind of the old guard, you know, even though I tell them I'm not, I don't look as old as I actually am.
As you talk about. I've got loads of questions in my head that I just want to, I really want to dive in there.
Please go ahead.
For those listening, who is Rodney King? I've heard the name as being outside of the U.S. i don't know the storey. And it was what, 22 years ago? 23 years ago. What's the quick storey about who Rodney King was?
Yes, so Rodney King actually was, believe it or not, was 32 years ago. It was in 1993, California. We talk about the PCH. Rodney King was the first actual recorded police beating of a citizen. And it was on. It was a situation in California where he was a driver that was pulled over and you know, dozens of police Officers responded and he was. There was a recording of four police officers beating him hundreds of times. And it was the.
You know, for me, it became the introduction of recorded activity and actions that was uploaded from a camcorder and that video went viral before we knew the term viral across the world. And then ultimately there was a case of those four police officers with the video and they were acquitted and said that their actions were just. And that ignited. It sparked a lot of racial tension and frustration within the United States. So that's kind of the premise of, you know, some people have heard of George Floyd, but this was the original case before George Floyd happened. Rodney King was the very first recorded police case of brutality here in the United States.
As a black man yourself, a part of the community, you must have been outraged as well, just from a racial community point of view. But how were you feeling at the time?
Well, I didn't know how to feel at the time. You know, at this time, you know, I'm not even, you know, I'm not even. I think I was like 19 or 20 and, you know, and I'm a college student. And I realised that in our campus, I mean, we're only 5% of the student population. And here I am as a student body officer and, you know, recognised by our community. For me, I was raised in an environment and just knowing my storey, I was raised, you know, one of. One of my things I've done for its financial literacy and that part, and I'm kind of circle back around is I go into communities, I tell the storey of how I went from welfare to wealth and generational wealth. And part of it was that I was raised in a community that took care of each other, where, you know, your neighbour's needs were your needs.
And so I took that same thought into the academy, into the university. And so as a resident assistant living in our residence hall, I went into a community saying, okay, why are we fighting each other for no reason? I mean, we're friends. And so I just went into action the same way I would have been in the inner city had I been at home. If something's happened, you just jump into action. And so I didn't see myself as a large black man now after the fact I did. But during the situation, I saw myself as a student body officer. I saw myself as an agent of the institution. I saw myself as interacting with friends that had a relationship.
So this wasn't transactional, this relational. And I think that allowed me to take off the blinders that would have blinded me Had I thought about, I'm a large black man about to go and grab someone who's not black, because that would have, you know, fear would have forced me, you know, to forfeit ultimately what became my promise. And I'm very fortunate that it did. It.
It takes a. Well, with hindsight, it must have taken a really. It's been ingrained in your psyche and personality that you were looking for resolution and to pull together rather than get angry and push apart. That must take a real kind of core value of yours that you've brought through.
Well, one of my core values as a person and as an educator is the greatest struggle you have to overcome is the one within yourself. If you can't win the battle of your own thoughts and the self talk and rewire your mind to think positive and seek positivity, then you're already defeated. And so I live my lifelong perspective that a crisis or a threat is nothing more than opportunity. No simply means another option. And so I have to look at my life from that perspective, not from a deficit mindset. And I oftentimes say that if we begin with that, then you and I have never met each other, but there's a kinship that we can engage in a conversation with honesty and in a authentic manner that I think is beneficial for others that review this particular conversation. Now, if we begin from that perspective, we've already won. We've already set an environment, an ecosystem that we can learn from each other.
And I think that is critical in any conversation and debate to give that person the agency to be who they are and to respect who they are. And so that's the way I approach life. That's who I am as a professional, who I am in, you know, in higher education. Because almost every higher education institution is nothing more than a reflection of the community that it resides within. That is all that it is. It is simply a smaller, miniature version of, of what is happening with the factors and the influences that are affecting it. And so we, you know, discuss things in the same way. The difference is that we create an environment that says it is okay to have debate, it is okay to be frustrated, it is okay to, to engage in conversation, but you must do so up under the umbrella or the premise of that you respect the person that you're engaging in debate with.
That is something that I think we can. Can mirror in society. And I think that's what has come for me. And that's why that being a person from a disadvantaged background, I had all the things that was against me. You Know, I was the first in my family to go to college. Well, statistics say I shouldn't make it. Definitely was not. Only 4% of African Americans in the United States and only 2% of African Americans across the world have terminal degrees, you know, for a doctorate, you know.
And so for me, it was creating an environment to say, because I've come from those places, why should I fear, you know, the situations I'm dealing with? Because we should create an environment where people feel valued, seen, and most importantly, validated. That's how we should lead as individuals and citizens.
I completely agree with you. I think I would also describe myself as an educator rather than an activist. And as you're talking now, I'm thinking, I've almost in my own mind thinking. When activist talks without listening, an educator's first, first tool is listening before talking. And it's trying to understand where people are and meet them where they are first, rather than telling everybody where you are. It's a slightly different approach. And I think I use the word thought leader in your introduction. And that's part of that.
It's leading thought, isn't it? It's bringing people around the table to have these conversations and disarming people and saying, hang on a minute, we're not going to solve anything by being at polar opposites here.
Yeah. And I think an important part of being. What I have learned about the convenience of leaders is that you may have content, but it's also important to have context. Because when you have content with context, you have clarity. And what I have decided to do, especially in my sphere of influence working with higher education deans, vice presidents and presidents, is say, have we thought about the context by which we're going to present this content? And that's where we've been able to leverage games and really come off from the perspective of everything that we feel may not be felt or seen by those that are making decisions. Almost every incident, every public institution in the United States reports up, ultimately, through a community or state board, a politician. And so not to acknowledge that public's desire has some influence on that politician, which has influence on your funding, is a fallacy. It's a flawed thought.
And so we got to begin with that first. And so leveraging the thoughts is saying, timeout. What is important to you as a politician? What is important to you as a power broker? What is important to you as a part of the citizens and the community that you serve? That's where we should begin, because we should be the community's college or the Community's university and not a, and not an ecosystem or organisation or a structure onto ourselves. And that's where I have learned being, you know, considered a thought leader is because I have said my primary customer in higher education are students. And what I do is create an environment where access and success becomes the guiding principles for leading decisions that ultimately serve our primary customer, which are students. And when we get that as the focal point, then we can make more, we can make much more meaningful, direct and intentional decisions that support the students that we ultimately serve.
How do you make sure that you're humanising the individual? Because sometimes when you're making decisions at a politician level, at a campus level, whatever it may be, it's too easy to see a student as an entity rather than the breadth and depth, the intersectionality, the individual within that. And how do you bring out the human into your model?
Well, I think the most important thing is to make sure that at every stage of the decision making process you're involving students to bring that voice. Because as a senior level administrator or as you know, when I'm being interviewed, I'm thinking in the macro because I'm trying to get a point across to the, to the masses. But storytelling is extremely important. That's why, you know, from every phase of development and every point of discussion actually have a student that is part of that process. Oftentimes I have a couple students because they have different storeys to tell and they have different experiences. So making sure that we involve students, one of the things that I have learned, and this is important lesson I think is critical for the, for, for your listeners and a part of our conversation. Too often those that are in power are making decisions based upon who is funding or who is giving input into their decision making process and they're not involved in the people that are being affected. And so for me, I began just the opposite to say, okay, let me truly understand what is the problem.
So I go to the people that are affected first, understand the problem and then I develop a solution based upon the programme, the policy and or procedure that actually addresses the problem. And I think that's how you resolve the issue of the voices of the individuals that are being affected. Start with them first. Don't create an issue or problem based upon the funding source and or the political influence that may craft a statement for you because their interests have already been met. Go to the people that are going to be affected and start there first, because now you can craft something that is actually meaningful and intentional and actually get to address what the issues actually are.
Yeah, no, I see that. And you're right. Sometimes you got to ask, ask the money what their motivation is.
Yes, yes.
And often just to make more money.
You gotta understand the person's why, because that's what drives them. And, you know, you gotta also understand the process. The process determine the product that you produce. And so in my process or processes that I lead, I make sure I have all effective parties at the table so that they can engage in conversation and inform decisions as we're moving forward.
You mentioned earlier that you're a first generation college graduate.
Yes.
That implies to me that you're not the last. See, you're now the beginning of your new family tree.
Yes. So very briefly. So go back to the storey of undergraduate career. So a year Later, June of 94, I graduated and I happened to be the first in my family to ultimately graduate. So my, my, my grandmother came and I've kind of told this storey because it became the genesis of the new iteration of our family. My grandmother came and my grandmother's 5:1, and she said, you know, can I have your gown? And I said, no, the gown belongs to me. And she says, you know, in this, you know, very direct Southern grandmother voice, baby, if you want to see tomorrow, you will give your nana the gown. I said, yes, ma'.
Am. So I took the gown off and I gave it to her. At that point in time, it was myself and 11 cousins. I'm the only child. My father was the only child. So on that side, I was only child. On my other side of my mother's side, my maternal side, I'm the oldest of the grandkids. And so my grandmother asked for my cousins to get into this gown.
And she says, from this standpoint, each of you owe me a college graduation gown. That is my expectation for you. I don't want any money. I want college graduation gowns. That day set the trajectory of my entire family. We're very fortunate. There's 18 of us now. All 18 have college degrees.
My mother, who was a young mother who gave birth to me out of wedlock and eventually we were born into, at that point in time, what was welfare, went back to college and went to college when she was in her late fourth 40s. And then 14 years later, 14 years later, she's the second doctor my firstborn happens to be. We consider her to be the real doctor because she actually has a medical degree. She graduated college with her first degree at 16, medical school to 21, and now at 26, she's a practising neurologist. And then we, my son, we refer to him as the slacker, in part because he's the naval officer and actually serves in our US Navy. He only has one degree, so he just graduated a year ago. So we told him he need to step up his game a bit. But I say all that to say, not that anything was special about our family other than there was an inflection point.
It was an inflection point where my grandmother said, enough is enough, you know, I'm tired of us having this cycle of poverty. And here's now the new expectation. And so, you know, the youngest, when he just graduated about a week or so ago, he's taking his gown and actually in a couple of days we're going to have a ceremony because his 18th gown that we'll put actually, my grandmother's no longer with us and so we'll put it actually on the chest on her grave. And that will bring that version of her vision to fruition. But it has set a trajectory for a new version of her, who we are. And I would say for generations to come, we would tell the storey of my grandmother in part because that day it changed the trajectory of our family.
That's really powerful. It's so powerful. I didn't get a degree, I didn't go to any university, I joined the Royal Air Force, so I joined the. I had a military career when I left school and my father didn't have a degree either and my mother didn't have a degree. When I was growing up, she went back to become a teacher and she got a degree. I was already an adult, so I can't really claim that she was a previous generation degree holder. She went back afterwards. But our two children, our daughter and our son, both had degrees when I grew up.
It was never an expectation, that part of the education, it was. I was brought up in a trade apprenticeship rather than the professional side, so my destination was electronics and engineering, but I didn't need a degree for that. So, yeah, I mean, all of the fact that you started this tradition within your own family and created this because it's a belief system. If my parents said to me, the expectation in our family is for you to get a degree, my life would have gone that direction. But they didn't. Which. It's not good or bad. It is, but, yeah, I think fair onto your nana.
Yeah. And I think, you know, for many, when they actually, you know, when I, when I do keynotes and I do speaking engagements, people actually shock so you promote people to go to college and get a degree. No, I promote you to get an education. And for some people your education is to go to trade school or your, your education is to learn how to do the business that you're seeking. For me and my path is I need to get a college degree but for others it may be that you are going to become an electrician or you're going to get a trade. I promote that there should be some post secondary education that prepares you to have a job or trade that provides support for you and resources for you to live. That is what I promote as an educator because college and the academy, college of the university is not for everyone. And I say that, you know, if you have a tree and you're skilled with your hands, go for it.
My son knew that he wanted to go into the military and so the compromise was that hey, you can do this, here's a programme for you to go through. If you're going to do it, consider being an officer. Well, he was very fortunate in order, in order for that to occur. But he got his degree and, and, and, and, and he got his degree in naval science because that's what he knew he wanted to do. He didn't get it in another discipline. He knew he wanted to go into Navy, he knew he wanted to be a lifer, that's what he wanted to do. The compromise was to get a degree. But if he were to say to me, I want to go directly in and he was passionate.
We've been like son, we're supporting you, we support you just longest, you're going to have training and you're going to have a skill set and a trade to live off of. That is the most important thing from our perspective.
When you talk there about the educational side and the financial independence, it reminds me of the tsunami that was in the 2004 Sri Lanka and India and around that area. And I was involved helping people post that tsunami funds, whatever. And I also got involved with a programme that they used to have in India called Freedom through Education. And I didn't understand what it was until it was explained to me that freedom education was allowing the Indian population to break free of colonialism. So that was the freedom from colonialism through education. But you can apply that metaphor, you generate life choices and freedom by being educated, by being marketable, by having skills, by having a value in society. So what you're doing there is you're giving people a worth, aren't you? Through education?
Yeah, and essence real important. So I give I'm going to give you a fact that that's going to probably shock you because it shocks many. Now I've been in higher education, like I said now for 31 years. I'm also an entrepreneur. So I have a consultant firm that works with leaders and I have a couple other companies that fall up under my larger umbrella. I have made more money from being an entrepreneur than I have from being an educator. So my entrepreneurial aspects and spirit actually funds for me being a college administrator. And so that's why I say I can't frown upon someone who has a spirit to learn and they may not want to go sit in a classroom for four or five, six years, but they can go through an eight week programme, become an entrepreneur and be a successful business person, they can run a successful trades operation.
Why would I promote that? Why wouldn't I support that? You know, when I look at my cousin's action number four, because my grandmother referred to us, not by name, she referred to us when she was alive by numbers. So she called you by your numbers. I don't think she ever knew all of our names, she just called, you know, she always got the number right. But number four actually went into the Navy first and then got out of the Navy after 20 years. And that's when she went to college, became a paralegal and now she's an attorney. Now imagine if we would have said, no, you got to go to school first. She would have been like, no, that would just not. Would not have been her.
So give people the agency to go down the path that is most suitable for their desires and who they are as individuals. Ultimately the life satisfaction and happiness is a lot more, is a lot more rewarding from that perspective other than forcing people to do things because, you know, that's the fad of the day. That is, you know, the issue du jour and it is the, you know, the, for lack of better. It's a sexy thing. No, I want it to be sound, not sexy. I want to make sure that it is going to be sustainable. And you know, that's where I say that's real talk. That's the educator in me that says, yes, you could do it, but how you do it may be very different than how others do it.
Yeah, I think it's also important for young people to appreciate. You don't have to get it right first time when you're 16, 17, 18, 19, 20, that age. We often end up making these decisions in our life that we get to our late 20s and go actually, I'm on the wrong bus. I should be over somewhere doing something else. And I think we too often expect our younger people to have a destination before they're ready to find one because.
We have these fallacies and scripts. And I said there's four things we have to address in any situation to change your trajectory. For one, we have to address, I call them the hates. You have to address the habits, you have to address the attitudes, you have to address the beliefs, and you also have to address the expectations. That event that occurred for me when I graduated changed a habit in our family. It also changed our attitudes about what we can accomplish. Then we change our belief system to say, no, this is attainable. And now we have established a set of expectations that has allowed us to put systems that are in place.
And so, you know, for us and our family, because it is a belief system, we have structures in place to ensure that you're going to get the degree that you seek. So, you know, you don't have to worry about the funding because we have a family nonprofit that is set up and trust set up to pay for those things. The more successful we become as a family, the more resources that are available for the next generation. And so by addressing your age, your habits, your attitudes, your beliefs and your expectations, you can rewrite the mental models and you can rewrite the self talk and a set of systems or that are either supporting you and, or holding you back to make sure that they're aligned appropriately to get you to where you need to be. Most successful people have failed oftentimes many more times than they have succeeded, but they've learned how to deal with that failure. And that is how, you know, you understand that successful people become successful because they properly learn how to process failures. So, so they don't, so they don't continue to go down those same path. I oftentimes prefer it's the R and D method for individuals.
Yeah, I saw a study, I can't remember where I saw it, but it's around A grade. Students are less likely to be entrepreneurs because they've never experienced failure in the same way that a D grade student or an E grade student has always had to live with that failing and retrying mentality and, and they learn how to be more resilient.
Yeah, I wrote an article, I don't know, probably 15 years ago that many universities was kicking out after the first year, more 4.0 high school students than they were the 2.5 high school students because the fools had gotten to college. And they had to learn the survival skills, the grit and resiliency in order to be able to be successful. They were used to a routine not figuring things out versus at 2.5, it had some adversity. And they've learned to figure things out in a way that was productive and sustainable within a college environment.
Don't learn to walk without falling over. You have to bump your head, graze your knee. First time you ride a motorbike, you're hanging on, you know you've got it, you got to get it wrong to get it right.
Imagine your kids and my kids, every time they fell, we ran over to, to pick them up. They would never learn how to walk. And so we have to allow them to scrape some things, some, you know, you know, first in order for them to develop the chops, in order to accomplish the things they need to accomplish.
Is that one of the challenges we face in today's society where we've tried to minimise failure, we've tried, everyone's a winner, everyone's an ad. Everyone has come first. We don't, we don't pick out the winners and losers anymore because you don't want to make the losers feel bad.
Everyone gets a trophy, everyone gets a participation trophy versus everyone should have gotten the experience for participating. And the reward was that you got the experience. And so I think what we have done is said we want to make sure that everyone is going to be valued and seen. I'm not saying disrespect. What I'm saying is that there's lessons to be learned from the challenges and there's lessons from, learn from the experiences, trial and error. So that when you're not there as a parent, when you're not there as a support structure, they're able to survive.
Yeah, I quite happily admit I've spent a lot of my life making mistakes and I'm better for it. It's only when you make the same mistake repeatedly that you're not learning if you are. Every new experience and throughout my 20s, teens, 20s, 30s, I've made some huge mistakes in my life. Some of them, I look back and go, oh, blimey, I was lucky to get away with that, or I didn't get away with it and I deserved not to sort of thing. And yeah, you mess up. But now I'm 60 and I look back and think I've got all those big value pillars in my life that I can look back on and go, actually, I've got core value as a result of that. And I'VE got another core value to honesty. Integrity came out of being in situations where I was wanting for those things and I was coming short and they made me realise that actually I don't want to have no integrity and I don't want to have no honesty.
Those are now my. A bit like that film is inside out where you make the core memories drop them down the chute. I think these core memories develop myself and I know who I am now based on those significant self critical moments.
Yeah, yeah, that is critical. You know, I tell you a storey. One of the physicians asked my daughter said so you know, you're so much younger than us. I have kids older than you, you know, how, how do you stand up to us? How do you, you know, because when we're in a situation you are commanding the room and you're so young. And she says my daddy put me in situations where he knew I was going to fail and he never rescued me. So when I'm in this environment and we're in the middle of a crisis, I have learned the skills. That is not about the characteristics that I asude as or you see as a person. It's the characteristics that I'm bringing to the situation are to resolve it.
So I don't see you as an elder, I don't see you as. I see you as another medical provider and we're equals. Can we address the issue of our patients? Because she understands the lessons that I've taught about serving students and they should be the core of what you do. Her patients are her students and that's the environment that she's in. I put in some in a situation where I knew that she was going to fail. You know, she was 11 or 12 and I put her in basketball. She doesn't have an athletic bone in her body. I knew she was going to fail but she learned, she didn't give up.
She ultimately, you know, got better at it and better at it and before four or five years later, I mean she was one of the top basketball players in our state and you know, and ultimately played basketball in college. But she tells the storey of my dad put me in an environment and I kick and I claw and I was like I hate you. And I later realised that was the best thing ever happened to me. Same as my son, I put him in wrestling because I knew he was not a good wrestler and he struggled but now he's learned how to struggle. And so sometimes as parents, sometimes as more experienced citizens, we got to put the younger generations, the younger generation in situations where they can learn and grow, be there in case they really fall. But don't pick them up every time they struggle because they're learning skills, grit, resilience, that'll be much more conducive for them as adults than had we not put them in environments that we got put in, put into you. Because you know, oftentimes our generation just go out and play, just come back, you know, at a certain time, figure it out, figure out a game to play, you know, figure this situation out. It is those problem solving skills that I think are critically important as a part of the situation.
And that's what I also bring with me into higher education. This is not a complex situation. It is a relatively simple situation. There's personalities involved that make it complex. So let's remove the personality and let's actually address what is the core issue. Because if we address the core issue, the symptom goes away. And so when there's complex situation, let's take a step back. I use a five step process I refer to as the nerdy way.
It's something that I publish in one of my books. And nerdy stands for the N is actually an acronym for knowledge, education, research, discovery for you. So you look at your knowledge base, you look at what you do and you, what you know and what you don't know, then you educate yourself. That's the key. What, what, where things, what should things be? What are all the information I need in order to make a decision? The research is actually the active learning piece where I'm actually learning how to apply skill set. And then you discover a new you and that new you is what you implement moving forward. That's how I address complex situation. Tell me what I know.
That's my current knowledge. I educate myself, which is the process. The research is actually the application of what I'm doing. Because you're testing things, you're experimenting and then I come out a better person. That's the discovery for you. And that is a bit of a method that I've used to deal with almost every complex situation. And to this day is always bode well in order to take a complex situation, simplify and make a lot easier for people to consume.
That's a great model and I think that holds you in good stead as you get older and older because it also helps you delegate as well. I think you don't have to do everything yourself. What you're doing there is you're coordinating the resources that you need to succeed in whatever you're Doing as an entrepreneur, as an employee, wherever you are in that. And by using that model, what you're doing is you're mapping out what you need to succeed next.
Because remember, oftentimes when you're dealing with issues, you don't have to be the content expert. You just have to have that connection and serve as a connector through the connective tissue with the content expert in order to resolve the situation and or issue.
It's like being an astronaut. You need telemetry, you need data, you need trajectory, you need to know conditions, you need to go, okay, now I can plot my course, and then how am I going to get home again? So you've got all those parameters in there to make the best decisions is what you're looking for, isn't it?
Absolutely. But also as an astronaut, that is central command and the control unit's job to figure all that stuff out. Your job is to serve as the pilot of the craft, as you use another example, trusting your team.
Yeah, you're the jockey. You just got to push the button at the right time or hang on in there when it gets.
Yes, yes. You know, I've learned because I spent some time in England in 2009 and 10, I was actually working to assist Parliament as they re look at the academy structure, very similar to the US system. And one thing I learned is your version of football, what we call soccer, that it is truly not just a sport, it's a lifestyle. And that the communities and city, cities by which these clubs are in really galvanise around the particular club. And then of course, there's when to go to elevation and those type of things. So it reminds us kind of of the situation. The clubs need the communities that they reside in. The communities need the clubs because the soccer teams become an economic driver for those particular communities and a sense of pride.
And so you need each other to support each other in order for all parts and partners to be successful.
Yeah. And the team brings the community together. You've got something to get behind. The wins, the losses, the hope, the dreams, the, the celebrations. And that shared lived experience all comes from that sporting occasion, doesn't it? I think you have it in the US as well. We have the basketball, you have the ice hockey, you have the college football, the varsities, you have the same things, don't you, in your own way.
Yeah, but our version of it is NFL football, professional football, it's kind of similar. It's just, you know, the tackle football is what everybody kind of galvanise around and drive communities to support each other.
You're either a football, American football fan or a hockey fan or a basketball. You tend to polarise again around your sport tribe, don't you?
That is certainly the case. The most divided time at any time is the moment that your team is playing. That is the most divided time in any community and or organisation, because you're always supporting your team.
Yeah. And as you're probably aware, in the uk, we've got a lot of clubs, big clubs in. So Manchester's got two big clubs, Liverpool's got two big clubs, London's got half a dozen big clubs. And where I live, Portsmouth, we've got a rival club just down the road called Southampton. So we've always been this. The red team and the blue team and other cities you get the red team and the blue team. It really plays into that, that sort of tribalism and partisanship. It's for the good.
But sometimes it does spill over into excess passion sometimes, doesn't it?
Yeah, sometimes when we allow the liquid courage libation to get involved, the interventions kind of go away and we kind of get a little bit more animated than we should.
Here's a metaphor. That's where we need to duct tape our people to a lamppost, isn't it?
Well said, my friend. Well said.
I still think that's insightful that you found the duct tape and you had the foresight to think this is the way of de escalating. Great insight.
Yeah, well, kind of the metaphor in my life is duct tape has held so many things together in my life, especially as a youth. I knew that it was going to hold whatever it was stuck to. And so it was kind of my genesis in higher education. And it's kind of what I've used to hold things together throughout life.
It reminds me of the storey, your particular one, as you were. As you were telling your duck tape storey at the beginning, it reminded me of a situation I was in probably 20 years ago. I was in his club and a friend of mine decided that he was too lazy to go to the restroom to use the toilet. He decided he wanted to nip out the fire exit and just do his business just outside, because it was a lot easier. And of course, he set the alarm off on the fire exit. He came back in and then security surrounded him. So there's probably about five or six big, big security guards. Six, four, six, five.
And it was kind of middling and they just surrounded him. And I looked at this and thought, it's like a bear pit, you know, he was like being baited by these people. He was a bit drunk. He'd lost his rational mind. And I could just see this going really badly wrong. They wanted to arrest him, throw him out, kick him. I don't know. This was going really bad.
For some reason I had the foresight to just walk into the middle of the circle and put my arms around him and give him the biggest hug and he's going to get off me. I said, I'm not letting you go. If I let you go, this is going to end badly. You must now listen to me. Shut up and just be compliant. Listen to my voice. Listen to my voice. And he calmed down.
I said to everybody, I've got him, I've got him, it's okay, I'll walk him out. And they went, okay, and we over to diffuse and walk it out. And that was my duct tape moment. It just takes that, that, that calmness to just take the heat out of that situation. Doesn't.
Takes someone to diffuse the situation, but you don't know it. In a moment, it becomes somewhat instinctive. You just knew that you needed to do something. And in reflection, post mortem is when you look at and say, I don't know if I should have done that, but it resolved the issue.
Well, I think we all need to have a group of friends with a safe word. So that when things are, when you are not thinking through your rational brain, your amygdala kicked in, not your prefrontal cortex, you're really into that adrenaline mode. Someone just needs to come up with that word. And you go, ah, that's my de. Escalation word. Okay. Like picking a cat up by the back of the neck. It goes all floppy.
Yeah, it just, we just need that, that something to just trigger your front brain going, I get it now I'm being an ass. I need to stop.
Yeah, absolutely. Especially in this era of cameras and social media because it lives forever. You much rather take a, have a moment to pause and for someone to say, hey, I'm gonna, I'm, I'm, I'm going to intervene. You could be upset with me for the moment, but this moment won't live forever because when it escalates, you know, and gets out of head, it's going to be a lot worse when you see it and you're going to say, you should have stopped me. Yeah.
And usually, well, I couldn't stop you. That's what I mean. We just need that, need that magic click, don't you? To go, ah, okay, I get it now and you say duct tape them to the lamppost or give them a massive hug, something like that, just to snap them out.
Isn't that what friends are for?
That's exactly what friends are for. Yeah.
You need them in a time of concern and crisis. That's a true friend that can intervene in that point in time when things are, you know, going well, you know, friends are there, but you don't really need them. You need them in a time of crisis and concern. You need people who are going to intervene on you in your stead. I think that's. That's critically important for life and that's a life lesson we can all take from, you know, with us, from this particular conversation.
Yeah, no, that's. That's a. That's an excellent takeaway for me. Is duct taping your friend to a lamppost just to save him. Yes. I like it, I like it, I like it. Yeah. Don't recommend it as a.
As I carrying the duct tape every time, but at least the metaphor is real. Yeah, I love it.
Yeah.
Cedric, it's been absolutely fascinating. We can rabbit on for. For hours. I know. Tell me how people get ahold of you.
So simple way to follow me is on social media and. Or my website. So social media is always Cedric B Howard, C E, D R I C B Howard. And my website is cedricbhoward.com and so you can always follow me on all the major social media platforms and on my website.
Excellent. Well, we're connected on LinkedIn, so when this episode goes out, I'll make sure your LinkedIn's tagged and it'll go out on Instagram as well. And all your social links will be in the show notes below. So, yeah, absolutely fantastic. So, Cedric, thank you so much for your time. It's been amazing having a chat.
Thank you, my friend.
As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Today's discussion struck a chord. Consider subscribing into Inclusion bites and become part of our ever growing community driving real change. Share this journey with friends, family and colleagues. Let's amplify the voices that matter.
Got thoughts, storeys or a vision to share?
I'm all ears. Reach out to jo.lockwood@seechangehappen.co.uk and let's make your voice heard. Until next time, this is Joanne Lockwood signing off with a promise to return with more enriching narratives that challenge, inspire and unite us all. Here's to fostering a more inclusive world. One episode at a time. Catch you on the next bite.
Also generated
More from this recording
Episode Category
Primary Category: Overcoming Adversity
Secondary Category: Cultural Diversity
🔖 Titles
Duct Tape Moments and Inclusive Leadership: Dr Cedric Howard’s Journey from Crisis to Community
Rewriting Family Legacies: From Poverty Cycles to Generational Wealth Through Education
From Welfare to Wealth: Access, Resilience and Belonging in Higher Education
Creating Real Change: The Role of Authentic Leadership and Listening in Diverse Communities
Building Belonging: Life Lessons from Seattle’s Inclusive Spirit to Educational Transformation
First Generation Graduate to Thought Leader: Dr Cedric Howard on Overcoming Adversity
Empowerment Through Education: Breaking Barriers and Shaping New Family Expectations
Developing Grit and Resilience: Why Failure is Essential for True Inclusion
Humanising Education: Putting the Student Experience at the Heart of Leadership Decisions
The Power of Listening: Addressing Habits, Beliefs and Expectations for Inclusive Progress
A Subtitle - A Single Sentence describing this episode
Dr. Cedric Howard explores the pivotal intersection of leadership, educational empowerment, and belonging by weaving personal narratives, social context, and intergenerational transformation to illuminate the path from adversity to inclusive systemic change.
Episode Tags
Inclusive Leadership, Higher Education Insights, Breaking Cycles of Poverty, Student Empowerment, Belonging in Communities, Generational Change, Failure and Resilience, Transformational Storytelling, Thought Leadership, Human Centred Decision Making.
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores the intersection of leadership, learning, and belonging in a conversation with Dr. Cedric Howard. Cedric unpacks the realities and misconceptions surrounding diversity and inclusion in higher education, reflecting on his personal journey from a crisis moment during the Rodney King verdict, through becoming a respected thought leader and advocate for financial empowerment. Joanne and Cedric examine how educational institutions mirror wider society, why authentic student voice is essential in decision-making, and the challenges of tackling systemic disadvantage. The conversation is rich with anecdotes—ranging from the vibrant inclusivity of Seattle to the importance of failure as a component in growth—and offers actionable insights for listeners seeking to create lasting change in their own organisations and communities.
Cedric is a higher educational thought leader and financial empowerment advocate whose life’s work is dedicated to breaking cycles of poverty through inclusive leadership and real-world impact. As a first-generation graduate, Cedric transformed challenges into opportunities, nurturing a legacy of achievement for his entire family. His superpower—translating complex policy into everyday stories—shines as he recounts how his intervention during campus unrest redirected his career towards higher education. His expertise is regularly sought in national publications and policy discussions, with over thirty years in transformative educational leadership. Joanne draws on his experience to unpick what it truly means to humanise policy, empower young people, and create a culture where everyone can belong and thrive.
Listeners will come away from this episode with a renewed appreciation for the role of authentic relationships and shared experience in educational and societal change. Key takeaways include the necessity to centre lived experience in leadership, the power of resilience forged through failure, and how systemic expectations and habits can be reimagined for collective advancement. This episode is a call to ground leadership in empathy and action—be that through duct tape moments or rethinking how we define success—tailored for anyone passionate about making inclusion a lived reality.
📚 Timestamped overview
00:00 The Pacific Northwest fosters inclusivity, embracing diverse identities, backgrounds, and languages, creating a welcoming and accepting community.
06:12 The Pacific Northwest attracts Californians due to no state income tax in Washington, offering diverse experiences like fishing, skiing, and scenic landmarks, and is seen as a hidden utopia.
10:09 Campus, once Georgia's first capital, became tense after a controversial verdict, causing racial conflicts among students.
11:05 A seemingly regretful act of duct taping turned into a pivotal career moment, as it showcased leadership and earned unexpected praise.
16:05 Reflecting on being a minority college student and student leader, raised in a supportive community, and advocating financial literacy to inspire others from welfare to generational wealth.
18:20 Overcoming internal struggles through positivity transforms challenges into opportunities, fostering authentic connections and mutual growth.
23:09 Focus on students as the primary priority in education, ensuring access, success, and community-centred leadership for meaningful decisions.
24:36 Involve students at every decision-making stage to ensure their voices, experiences, and needs shape impactful decisions.
28:38 A once-struggling mother pursued education later in life, inspiring her daughter to excel as a neurologist by 26 and her son to serve as a naval officer, highlighting a family turning point.
31:33 Encourage post-secondary education tailored to individual paths, whether college, trade school, or skill-based training.
37:42 Family resources and structures support success through belief systems, personal growth, and learning from failure.
41:12 Mistakes shaped me; through them, I gained values like honesty and integrity.
43:51 Encourage struggles and challenges to build resilience, grit, and problem-solving skills for long-term growth.
48:19 Football in England is more than a sport; it's a lifestyle, uniting communities and serving as both an economic driver and a source of pride.
51:43 A friend avoided the restroom, triggered a fire exit alarm, and was confronted by security.
54:48 True friends support and intervene during times of crisis.
56:23 Thank you for supporting inclusion; subscribe to Inclusion bites and share to amplify voices.
📚 Timestamped overview
00:00 "Embracing Inclusion and Identity"
06:12 Pacific Northwest: Unique, Tax-Friendly Paradise
10:09 Campus Tensions Erupt over Verdict
11:05 "Duct Tape Incident Sparks Success"
16:05 From Welfare to Generational Wealth
18:20 "Overcoming Internal Struggles"
23:09 "Prioritising Students in Education"
24:36 Prioritising Student Voices
28:38 "Family Success and Perseverance"
31:33 "Education Beyond College Pathways"
37:42 "Success Through Structure and Growth"
41:12 "Lessons Learned Through Mistakes"
43:51 "Building Resilience Through Challenges"
48:19 "Football: A Lifestyle and Economy"
51:43 "Fire Exit Mishap"
54:48 "True Friends in Crisis"
56:23 "Inclusion: Join the Journey"
Custom LinkedIn Post
🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: Leadership, Learning and Belonging 🎙️
💥 Ever wondered how a crisis can spark the start of a life-changing leadership journey? Hear how real stories inspire actionable change—in just 60 seconds! 💥
This week, I’m absolutely delighted to welcome Dr. Cedric Howard, a higher education thought leader and passionate financial empowerment advocate devoted to opening doors and breaking cycles of poverty through inclusive leadership. Why should you tune in? Because everyone deserves to thrive, not just survive.
Together, we dive into:
🔑 Turning Adversity into Opportunity – The unconventional, duct-tape-wielding story that launched Dr. Cedric Howard’s career.
🔑 Humanising Leadership – How context, community, and lived experience reshape what it means to lead inclusively.
🔑 Rewriting Family Destiny – Powerful lessons about shifting generational expectations and turning education into empowerment.
Why Listen? “Inclusion is about understanding, and this episode is packed with insights to help you create more #PositivePeopleExperiences.”
As the host of Inclusion Bites, I release episodes every week to inspire, educate, and challenge perspectives on inclusion and belonging. This short clip is just a taste—are you ready to disrupt your thinking?
What’s your take? 💭 Have you turned a crisis into a stepping stone? Share your thoughts below 👇 or tell us what belonging means to you!
🎧 Listen here for the full episode: https://seechangehappen.co.uk/inclusion-bites-listen
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts
#InclusiveLeadership #GenerationalChange #FinancialEmpowerment #Belonging #EducationForAll
Don’t forget to like, subscribe, follow, and share with your network. Let’s spark change—one bite at a time.
with SEE Change Happen and Dr. Cedric Howard
TikTok/Reels/Shorts Video Summary
Focus Keyword: Culture Change
Title:
How Culture Change Drives Positive People Experiences | #InclusionBitesPodcast
Tags:
culture change, positive people experiences, inclusion, belonging, leadership, diversity, higher education, empowerment, community, social impact, authentic leadership, resilience, inspiration, life lessons, transformational leadership, student voice, education reform, workplace culture, learning from failure, generational wealth, equity, inclusive leaders, societal change, SEE Change Happen, Inclusion Bites
Killer Quote:
"The greatest struggle you have to overcome is the one within yourself. If you can’t win the battle of your own thoughts... you’re already defeated." – Dr. Cedric Howard
Hashtags:
#CultureChange, #PositivePeopleExperiences, #InclusionBites, #InclusionBitesPodcast, #Inclusion, #Leadership, #Belonging, #Diversity, #SEEChangeHappen, #AuthenticLeadership, #Resilience, #SocialImpact, #HumanisingLeadership, #InspireChange, #Empowerment, #StudentVoice, #LearningFromFailure, #Equity, #TransformationalLeadership, #Community
Summary Description:
Curious about what true culture change looks like? In this episode, I sit down with Dr Cedric Howard to unpack the real drivers behind Positive People Experiences in organisations and beyond. Cedric’s journey from a first-generation graduate to a higher education thought leader shines a light on breaking cycles, empowering every individual, and creating spaces where belonging is at the heart of leadership. We explore how inclusive leadership and genuine connection to community fuel deeper, more lasting culture change—and why humanising everyone in the process creates the foundation for sustainability and growth. Perfect for leaders and changemakers chasing authentic transformation, this conversation is packed with life lessons, fresh insights, and practical ideas. If Positive People Experiences and real culture change matter to you, this is essential listening. Tap in and be part of the revolution.
Outro:
Thank you for tuning in to this episode of Inclusion Bites. If you found value in our conversation, please like, subscribe, and share this channel to help more people find Positive People Experiences. You can discover more at the SEE Change Happen website: https://seechangehappen.co.uk and listen to the full episode at The Inclusion Bites Podcast.
Stay curious, stay kind, and stay inclusive – Joanne Lockwood
ℹ️ Introduction
In this episode of Inclusion Bites, host Joanne Lockwood welcomes higher education thought leader and financial empowerment advocate Dr. Cedric Howard for an honest, energising conversation on “Leadership, Learning and Belonging.” Together, they journey from the vibrant Pacific Northwest, exploring Seattle’s unique culture of kindness and diversity, to the life-changing moments that propelled Dr. Cedric Howard into a career dedicated to breaking cycles of poverty through inclusive leadership.
Listeners are invited to reflect on what it truly means to create environments where everyone not only belongs but thrives. Dr. Cedric Howard shares his powerful personal story—shaped by resilience, community, and a pivotal act of unity during the Rodney King era—that inspired generations in his own family and beyond to rewrite their stories through education and opportunity.
From the lessons learned in adversity and the vital importance of humanising every student, to practical insights on empowering individuals to define their unique paths, this episode offers both inspiration and tangible strategies. Prepare for an engaging and heartfelt discussion packed with wisdom about agency, the value of failure, and the transformative power of connection.
Plug in your earbuds, settle in, and get ready to ignite the spark of inclusion—one bold conversation at a time. This is not just a podcast; it’s a movement for real change.
💬 Keywords
inclusion, belonging, leadership, learning, financial empowerment, higher education, breaking cycles of poverty, inclusive leadership, policy translation, diversity, community, Seattle culture, Pacific Northwest, intersectionality, student experience, first generation college student, generational wealth, social mobility, access to education, student voice, decision making, resilience, failure, life skills, equity, career pathways, self-validation, personal development, storytelling, societal transformation
About this Episode
About The Episode:
In this powerful episode, Dr. Cedric Howard explores the intersection of leadership, learning, and belonging, drawing on his own transformative journey from a first-generation university student to a recognised thought leader in higher education. With emphasis on translating complex policy into everyday narratives, he shares real-world strategies for breaking cycles of poverty, advancing inclusion, and amplifying student voices. Tune in for actionable insights into building nurturing educational communities, fostering resilience, and reimagining what it means to lead with authenticity and empathy.
Today, we'll cover:
The pivotal role of community in creating inclusive learning environments in higher education.
Practical frameworks for involving those affected in decision-making to ensure policies serve real needs.
The significance of storytelling in humanising policy and making impactful change accessible.
Strategies for nurturing resilience and growth mindset through embracing failure and learning from setbacks.
Ways to recalibrate belief systems, address intergenerational poverty, and instil new family traditions around success.
Approaches to honouring intersectionality and seeing students as individuals rather than statistics.
Tools for rethinking leadership—placing authenticity, context, and active listening at the heart of educational transformation.
💡 Speaker bios
Joanne Lockwood is the passionate host of Inclusion Bites, a podcast dedicated to bold conversations that challenge the status quo and ignite social change. As your guide, Joanne invites listeners on a journey into the heart of inclusion, belonging, and societal transformation. Through heartfelt stories and thoughtful reflection, she encourages everyone not just to belong, but to thrive. Joanne’s warm, engaging style builds a sanctuary for open dialogue—connecting, inspiring, and empowering her audience to take action. Whether you’re seeking connection, reflection, or inspiration, Joanne welcomes you to join the conversation and help create a more inclusive world.
💡 Speaker bios
Certainly! Here is a short bio for "Dr. Cedric Howard," summarised in British English and in story format:
Dr. Cedric Howard grew up in the southern United States, where issues of race often drew clear dividing lines and one’s identity seemed inescapably defined by appearance. Yet, Dr. Howard found a new sense of belonging and acceptance upon moving to the Pacific Northwest—a place he has truly grown to love. Here, in a community that proudly embraces inclusion as its greatest strength, Dr. Howard experienced for the first time an environment where people of all backgrounds, regardless of ethnicity, culture, or identity, are welcomed and celebrated. Whether you visit his vibrant neighbourhood or step into his workplace—fondly dubbed “the United Nations” due to the chorus of languages and diversity you’ll encounter—Dr. Howard’s story is one of finding acceptance, and championing diversity wherever he goes.
❇️ Key topics and bullets
Certainly! Here is a comprehensive sequence of topics covered in the transcript for "The Inclusion Bites Podcast – Leadership Learning and Belonging," with detailed sub-topics under each primary heading:
1. Introduction to the Inclusion Bites Podcast
Welcome and purpose of the podcast
Host introduction: Joanne Lockwood
Audience invitation to participate and share insights
2. Guest Introduction and Background
Introduction of Dr. Cedric Howard as guest
Overview of Dr. Cedric Howard’s expertise: higher education, financial empowerment, inclusive leadership
Dr. Cedric Howard's self-described superpower: Translating complex policy into impactful stories
3. Cultural Context: Life in Seattle and the Pacific Northwest
Description of Seattle’s “Seattle Nice” culture
Comparative reflection on other U.S. cities (New York, Miami, California)
Inclusion and diversity within Seattle communities
Geography and climate: Pacific Northwest features, lifestyles, and norms
Demographics and diversity statistics in Seattle
4. Educational and Professional Journey
Dr. Cedric Howard's unexpected pathway into higher education
The Rodney King incident as a pivotal moment
Context and explanation of the Rodney King case
Immediate impact on a university campus in Georgia
Personal response: conflict resolution and leadership
Institutional recognition leading to a career in academia
5. Overcoming Adversity and Creating Change
Lessons drawn from early professional experiences
Value of relational vs transactional engagement during crises
The importance of inner resolve and positive mindset
The concept of higher education as a reflection of the broader community
6. Thought Leadership and Philosophy on Education
Explanation of a “thought leader” in higher education
Activism vs education: listening and understanding as foundational tools
Importance of content, context, and clarity in leadership messaging
Role of politicians and funding in shaping educational policy
7. Centring Student Voice in Decision-Making
Strategies for humanising students in policy process
Inclusion of student perspectives in institutional decision-making
Critique of decisions driven primarily by funders or politicians
8. Intergenerational Change and Family Transformation
Dr. Cedric Howard as a first-generation college graduate
Family expectations: The “graduation gown” tradition
Transformative impact on family trajectory: increasing graduation and achievement rates
Story of family members overcoming cycles of poverty and under-education
9. Valuing Diverse Educational Pathways
Advocacy for post-secondary learning, not limited to university
Recognition and support for trades and vocational training
Entrepreneurship as a viable and respected path
10. The Role of Failure and Resilience in Learning
The significance of failure in building resilience and capability
Critique of overprotecting young people from adversity
Life lessons from personal struggle: grit, adaptability, and learning from mistakes
Family traditions and systems for supporting continued education
11. Leadership, Delegation, and Problem-Solving Models
Introduction of “The Nerdy Way” – a structured approach for complex situations:
Knowledge, Education, Research, Discovery, You
Metaphors and parallels with team dynamics (e.g., astronauts, football teams)
Importance of team trust, resource coordination, and context-based leadership
12. Social Cohesion and Community Identity
Synergy between community and institutions (e.g., universities, sports clubs)
Examples from UK and US: Football (soccer), American football, and city allegiances
Risks of tribalism and extremity in passion
13. Conflict De-escalation and Friendship
Stories and metaphors for de-escalating group tensions (“duct tape moments”)
The value of friends and allies during personal or collective crisis
14. Closing Thoughts and Practical Takeaways
Importance of surrounding oneself with supportive allies
Reinforcing inclusion and diversity in all aspects of life
Contact details for Dr. Cedric Howard
Final words of gratitude and call to action from Joanne Lockwood
This sequence reflects a rich, nuanced exploration of belonging, leadership, family, education, and inclusion, interwoven with lived experiences and practical perspectives.
The Hook
Ever wondered what REALLY holds your family, your team, your entire community together? (Hint: it’s not just duct tape…but it might be.) Dive in and discover why failure, friction—and even a little chaos—might actually be your greatest assets for belonging and leadership growth.
Forget everything you know about “success”. What if your most game-changing wins are hiding in your biggest mistakes? Stick around—this isn’t another generic “learning from failure” pep talk. It’s the kind of real talk that rewires how you see yourself (and those around you).
What’s the secret sauce for turning “just getting by” into a legacy of thriving? (No, it’s not hustle culture or another productivity hack.) Imagine rewriting your family’s story—or your business story—starting with one radical belief. Ready to see the blueprint?
“Everyone gets a trophy”… or do they? Here’s the uncomfortable truth about why protecting people from failure might be costing them everything—and why true belonging means letting people fall (and rise) on their own terms. Intrigued? You should be.
Pause. You in a crisis—fight, flight…or duct tape? What if your next defining moment comes down to one unexpected act of courage—and every so-called ‘mistake’ is leading you there? Stay with me, this is leadership and belonging like you’ve never heard it.
🗞️ Newsletter
Subject: Leadership, Learning, and Belonging—A Transformative Conversation with Dr. Cedric Howard | Inclusion Bites
Hello Inclusion Bites Community,
Welcome to the latest edition of the Inclusion Bites newsletter—your regular dose of thought-provoking conversations and practical insights, all curated to ignite inclusion and inspire real change. This week, we bring you episode 190: “Leadership, Learning and Belonging” featuring a compelling discussion with higher education thought leader and financial empowerment advocate, Dr. Cedric Howard.
Episode Spotlight: Leadership, Learning, and Belonging
In this episode, Joanne Lockwood dives deep with Dr. Cedric Howard into what it means to truly belong in communities and organisations. Dr. Cedric Howard, whose superpower lies in translating complex policy into everyday stories that inspire change, shares his rich journey from being a first-generation college student to a catalyst for generational transformation.
Key Topics This Week:
The Power of Place: Discover the “Seattle Nice” phenomenon, where diversity is considered an asset and difference is embraced. Dr. Cedric Howard paints a vivid picture of how Seattle and the Pacific Northwest offer a utopian environment for acceptance and inclusion.
Turning Crisis into Opportunity: Hear the moving story of how the Rodney King incident in 1993 became Dr. Cedric Howard's unexpected entry into higher education—a chance event that set him on a 30-year path to shaping inclusive leadership.
Belonging, Leadership, and Action: Learn how Dr. Cedric Howard advocates for seeing crisis as opportunity, and why the path to empowerment begins with reshaping our internal dialogues, focusing on respect, and building authentic connections.
Generational Impact: Be inspired by the story of how a single moment and a grandmother’s expectation set an entire family on the course from poverty to prosperity, leading eighteen family members to earn degrees and shift their family legacy.
Practical Inclusion at Work: Unpack how involving impacted voices—especially students—in decision-making can create not just effective policy, but genuine belonging and success.
The Value of Failure and Resilience: Reflect on the importance of allowing ourselves—and our children—to fail, learn, and grow strong, rather than being shielded from adversity.
Bold Insights, Real Stories, Actionable Change
This episode is a must-listen for anyone passionate about building bridges—between communities, within organisations, and through education. Dr. Cedric Howard reminds us that inclusion is not about making everyone the same, but giving everyone agency to grow, contribute, and belong.
“The greatest struggle you have to overcome is the one within yourself. If you can win that, everything else is possible.”
— Dr. Cedric Howard
Take the Conversation Further:
What core beliefs are shaping your community?
How can you turn moments of crisis into lasting change?
Are you making space for the voices that most need to be heard?
We love to hear from you—reply to this email, or share your reflections with jo.lockwood@seechangehappen.co.uk.
Listen and Share:
Catch this episode and previous ones at seechangehappen.co.uk/inclusion-bites-listen.
Follow and share using #InclusionBites to bring more voices into our bold, transformative conversations.
Thank you for being part of our Inclusion Bites community. Together, we’re fostering belonging, one episode at a time.
With appreciation,
Joanne Lockwood and the Inclusion Bites Team
If you enjoyed this newsletter, pass it on to a colleague or friend—let's amplify the voices that matter!
Guest's content for their marketing
In Conversation: My Experiences as a Guest on The Inclusion Bites Podcast
Recently, I had the privilege of joining Joanne Lockwood on the Inclusion Bites Podcast for an episode titled “Leadership, Learning, and Belonging”. This engaging session served as an opportunity to share my journey through higher education, inclusive leadership, and the ways we can break cycles of poverty through empowerment and belonging. I am delighted to reflect on this thought-provoking experience, and I hope my participation will inspire others to lean into transformative conversations around inclusion and leadership.
From the outset, Joanne Lockwood created a welcoming and open platform, inviting honesty, authenticity, and vulnerability. We began by exploring cultural differences and community values—drawing inspiration from my home in Seattle and its Pacific Northwest ethos of embracing diversity as an asset. It was refreshing to paint a picture of my community as a place where intersectionality thrives, and multiple identities are not just accepted but celebrated.
A significant portion of the episode delved into my origin story as a higher educational thought leader. I was candid about the unorthodox and serendipitous route that led me into academia—an experience that began in the aftermath of the Rodney King verdict and its impact on community relations and campus life. The lessons on courage, crisis management, and the value of relational (rather than purely transactional) intervention have underscored my approach to fostering environments where everyone feels they belong.
One of the episode’s highlights was sharing my personal and family transformation—how my journey as a first-generation graduate inspired an expectation of higher achievement within my own family, breaking the cycle of poverty and anchoring new generational values. It was particularly meaningful to discuss the traditions instilled by my grandmother, which have seen all members of my extended family go on to earn degrees, demonstrating how a single act can become a catalyst for systemic change.
Throughout the conversation, Joanne Lockwood and I grappled with the intersection of activism and education. I explained my ethos: effective educators listen first before speaking, striving to understand before seeking to be understood. We discussed the importance of context as well as content—ensuring decision-making in higher education actively centres student voices and lived experiences, instead of reducing individuals to statistics.
Practical leadership and personal growth were important threads. I shared the ‘NERDY’ model—a framework for moving through challenge by leveraging knowledge, education, research, and discovery in service of our personal and professional growth. We even wove in metaphors and humour, from duct tape moments that de-escalate conflict to learning the value of failure and resilience—as well as the universal truth that supportive networks and authentic friendships matter most during crisis.
Being a guest on the Inclusion Bites Podcast allowed me to champion the message that inclusion is not a sideline cause, but rather the foundation for resilient, forward-looking organisations and societies. If there is one takeaway I hope to leave with listeners, it is that all of us can lead transformation, not only through our victories but by embracing our losses, learning from our setbacks, and resolving to create environments of genuine belonging.
My deepest thanks go to Joanne Lockwood for the invitation and for facilitating a conversation that balances warmth, challenge, and practical insight. If you are seeking content that goes beyond platitudes, and equips you with real tools for inclusion, I encourage you to tune in to Inclusion Bites.
To connect with me further or explore my work, please visit cedricbhoward.com or find me on social media as Cedric B Howard.
Together, let’s ignite inclusion, one courageous conversation at a time.
Pain Points and Challenges
Certainly. During this episode of Inclusion Bites, “Leadership Learning and Belonging”, several pain points and challenges emerged through the discussion between Joanne Lockwood and Dr. Cedric Howard. Below is a focused summary of these issues, immediately followed by approaches and content to address them, crafted in an engaging and pragmatic manner.
Pain Points and Challenges Highlighted
Systemic Barriers to Education and Opportunity
Dr. Cedric Howard shared his journey as a first-generation college graduate from a background of poverty and how systemic barriers almost predetermined lower outcomes for those like him (‘statistics say I shouldn’t make it’).
Institutional Failure to ‘Humanise’ Decisions
The risk of educational and political bodies viewing students as statistics, rather than individuals with intersecting and unique life experiences.
Lack of Agency for Student and Individual Voices
Decisions in higher education are often made based on funding or political motivations rather than starting with those most affected—the students themselves.
Challenges of Social Mobility and Breaking Cycles of Poverty
The need for a shift in generational expectations and systems that only reinforce cycles, requiring inflection points to disrupt inherited poverty mindsets.
Fear of Failure and Overprotection in Youth Development
Contemporary society’s impulse to shield young people from failure (the ‘everyone gets a trophy’ mentality), leading to diminished resilience and problem-solving skills.
Polarisation and Lack of Respectful Dialogue
The challenge of creating environments where contentious issues are met with respect, open debate, and a willingness to listen rather than activism without dialogue.
Disconnect Between Education Pathways and Life Readiness
The pressure on young people to ‘get it right’ from an early age, often without flexibility or acknowledgement that career trajectories—through trades or academia—are diverse and not linear.
Addressing These Issues: Approaches and Content
1. Tackling Systemic Barriers
Cultivating Role Models and Visibility: Share concrete narratives like Dr. Cedric Howard’s, spotlighting how he and his wider family changed generational trajectories. These stories empower other first-generation or disadvantaged students to see what’s possible.
Policy Advocacy: Challenge institutions to analyse their classrooms and leadership structures for real diversity, then fund bridge programmes and mentorship for underrepresented students.
2. Humanising Decision-Making
Embed Lived Experiences in Governance: Insist on genuine student representation within major policy decisions, not token consultation. Regularly capture and act upon student stories, as highlighted by Dr. Cedric Howard's call for “context, not just content”.
Training for Executives: Equip institutional leaders with storytelling and active listening skills to break through the abstraction of data and reconnect with the human realities behind policy.
3. Centring Individual Voices
Participatory Design: Refashion programme and policy design processes to start with those affected, gathering their insights before involving funders or politicians.
Community Forums: Host cross-level dialogues where institutional leaders, lecturers, students, and local community members debate needs and co-design solutions.
4. Social Mobility and Generational Change
Family and Community Interventions: Facilitate ‘expectation-setting’ interventions, much like the powerful ritual of graduation gowns in Dr. Cedric Howard’s family, supporting families to create positive educational narratives.
Financial Literacy and Career Planning: Integrate financial empowerment training and life skills earlier in educational journeys so students can visualise new pathways and gain practical tools.
5. Fostering Grit and Growth through ‘Safe Failure’
Reframe Failure: Embed stories and examples of failure as normal, valuable steps toward innovation—including ‘duck tape moments’ where improvisation and collaboration diffused crisis.
Structured Challenge: Build curricular and extra-curricular experiences that allow for risk, error, and growth, with supportive feedback, not punishment.
6. Nurturing Dialogic Leadership
Active, Respectful Listening: Champion leadership where dialogue comes before advocacy—what Joanne Lockwood refers to as the educator’s approach, listening then engaging, not simply broadcasting.
Conflict Resolution Training: Develop skill sessions for respectful disagreement and managing emotionally charged situations, so that teams learn from diversity rather than fracture.
7. Rethinking Pathways to Success
Diversified Success Models: Promote the legitimacy of trade, entrepreneurship, and varied forms of post-secondary education, not just traditional university routes.
Career Exploration: Encourage early and ongoing opportunities for all young people to ‘try out’ diverse paths and make changes without stigma.
In summary, the critical challenges raised in this episode all point towards the urgent need for authentic inclusion—not as a box-ticking exercise, but as a lived, system-wide practice. By shifting our institutional cultures towards listening, contextual understanding, and celebrating varied routes to success, real social change and individual flourishing become possible.
For further inspiration and resources, or to share your reflections, reach out to Joanne Lockwood at jo.lockwood@seechangehappen.co.uk, or join the ongoing conversation at Inclusion Bites Podcast.
Questions Asked that were insightful
Absolutely, the conversation between Joanne Lockwood and Dr. Cedric Howard was rich with insightful exchanges that naturally lend themselves to an FAQ series for the Inclusion Bites audience. Here are several standout questions and responses from the interview that could serve as compelling entries:
1. What does it mean to be an educational thought leader, and how did you come to occupy that role?
Joanne Lockwood asked Dr. Cedric Howard to define what it means to be an educational thought leader and how he found himself in that space.
Insight: Dr. Cedric Howard shared a deeply personal story linked to the 1993 Rodney King incident, explaining how crisis shaped his journey into higher education and spurred his commitment to breaking cycles of poverty through inclusive leadership.
2. Who was Rodney King and why was his case significant?
Joanne Lockwood posed this question for those unfamiliar with US history.
Response: Dr. Cedric Howard succinctly recounted how Rodney King’s beating at the hands of police became the first high-profile case of its kind to be filmed and widely broadcast, igniting national dialogue on race and justice long before viral media existed.
3. As a Black man, how did you feel during the Rodney King verdict era, and what impact did it have on you?
Insight: Dr. Cedric Howard candidly described his internal conflict and the impulse to seek resolution rather than division, referencing his upbringing in a community-oriented environment and highlighting the importance of self-mastery and fostering positive mindsets.
4. What are your core values as an educator and leader?
Insight: Dr. Cedric Howard articulated that the greatest struggle an individual has is with their own thoughts, advocating for a mindset shift towards opportunity and connection, not deficit or division.
5. How do you ensure the student’s voice is heard and individualised in higher education decision-making?
Response: Dr. Cedric Howard stressed the continuous inclusion of students at every stage of policy and decision discussions, highlighting the necessity to start solutions with those directly affected, rather than top-down impositions based on politics or funding.
6. How did you break the cycle of poverty in your own family, and what role did expectation and education play?
Insight: Dr. Cedric Howard shared a moving account of his grandmother declaring a new family tradition of university graduation, illustrating how intergenerational expectation, support, and a clear inflection point can shift an entire family’s trajectory.
7. Is a university degree essential for everyone, or is there more to educational success?
Response: Dr. Cedric Howard argued that education should be about acquiring the right tools and skills for each person—whether that’s university, trade school, or entrepreneurship—rather than a one-size-fits-all prescription.
8. Does failing and making mistakes contribute to future success?
Insight: Both Joanne Lockwood and Dr. Cedric Howard reflected on the critical role of failure and resilience in lifelong learning, emphasising that success is often rooted in having the grit to recover from setbacks and continue growing.
9. How can leaders create genuine belonging and inclusion in organisations and communities?
Response: Dr. Cedric Howard advocated for respecting others’ lived experiences, listening before acting, and building environments where everyone feels valued, seen, and validated.
10. What is the 'nerdy' method for resolving complex challenges?
Explanation: Dr. Cedric Howard described his NERDY approach—Knowledge, Education, Research, Discovery for You—as a structured method for tackling difficult situations by grounding actions in understanding, process, experimentation, and personal growth.
Each of these Q&As could easily form the basis of an FAQ post or be expanded for use in promotional or educational resources for your Inclusion Bites audience. They encapsulate both practical and philosophical insights from the episode, underlining the power of storytelling, active listening, resilience, and purposeful leadership in cultivating true inclusion and belonging.
Blog article based on the episode
Leadership, Learning and Belonging: Unravelling the Power of Inclusive Transformation
What if the answer to breaking generational cycles of poverty, exclusion and marginalisation lay not in sweeping reforms or grand gestures, but in the daily, intentional acts of listening and empowering others? This is the question that pulses at the heart of episode 190 of The Inclusion Bites Podcast, “Leadership, Learning and Belonging,” featuring Dr. Cedric Howard—an unwavering thought leader in higher education and advocate for financial empowerment. Through exchanges with Joanne Lockwood, Dr. Howard shares candid, personal insights about the profound, sometimes messy, and always human process of transforming institutions and communities. His life story and leadership philosophy offer a blueprint for anyone serious about turning inclusion from concept into daily practice.
The Challenge: When Inclusion Is Just a Word
Contemporary conversations around inclusion are plagued by paradox. We talk of belonging and diversity, yet so often, decisions affecting others are taken behind closed doors, outcome-centred rather than people-focused. Educational systems, organisations, and public bodies risk slipping into the comfort of policy paperwork, failing to embrace the lived realities of those they serve.
Dr. Cedric Howard diagnoses the problem acutely: too many decisions are shaped by funders, politicians, or abstract targets, not by the voices of those most affected. As he points out, “Too often those that are in power are making decisions based upon…who is giving input into their decision making process and they're not involving the people that are being affected.” The result? Institutions become remote, policies lose soul, and cycles of disadvantage remain unbroken.
This is aggravated by the prevalence of ‘deficit mindsets’—perspectives focused on what individuals lack rather than what makes them unique. When the focus is solely on achievement outcomes, there’s a risk of losing the essence of education, inclusion, and leadership: the nurturing of whole, valued, resilient people.
The Turning Point: Living Models of Leadership and Belonging
Real change, as explored in this episode, stems from a reinvention of what leadership looks like. Dr. Cedric Howard’s journey is an inspiring testament to this. As a first-generation graduate who overcame disadvantage and became a catalyst for educational transformation, his path was ignited by an unexpected event—a moment of campus tension during the Rodney King trial, where rather than fuelling division, he literally duct-taped students in conflict together to force dialogue and de-escalate violence. This act, filled with both symbolism and practicality, led to university leaders inviting him to pursue a career in higher education. His story encapsulates the very leadership he now advocates—one rooted in relational rather than transactional values.
He credits his rise not simply to personal ambition but to community expectations, notably his grandmother’s insistence on education as the route out of poverty—a belief so powerful that it transformed the trajectory of an entire family. “That day set the trajectory of my entire family…We’re very fortunate; all 18 [of my cousins] have college degrees now,” he shares, demonstrating how family and community can catalyse enduring cultural change. The message is potent: small acts, clear expectations, and communal accountability can break cycles and build futures.
Actionable Lessons: Embedding Inclusion in Practice
So, what practical steps can leaders, educators, and change agents take to ensure inclusion becomes real and sustainable? Drawing from Dr. Howard’s wisdom and experiences, here are five actionable approaches:
1. Start with Lived Experience
Ensure those affected by decisions are not just consulted but actively involved at every stage. Bring students, employees, or community members into the room before solutions are crafted. Dr. Howard describes the importance of student voices in shaping policy: “From every phase of development and every point of discussion, actually have a student that is part of that process.”
2. Privilege Storytelling Over Stereotypes
Humanise data and decisions with real stories, not just numbers or assumptions. As Howard shows, resilience and resourcefulness aren’t always born of privilege or prior success. The sharing of stories—be it the journey from welfare to generational wealth, or failure endured and overcome—offers others inspiration and maintains the humanity in institutional change.
3. Focus on Process, Not Just Product
Evaluate how decisions are made, not just what outcomes are achieved. A valuable insight from Dr. Howard: “The process determines the product that you produce.” A fair, inclusive process that hears every perspective produces more just, equitable results.
4. Reframe Setbacks as Steps Forward
Move away from ‘everyone’s a winner’ to an ethos that values challenge, resilience and growth. As illustrated through stories of personal failure and recovery, Howard urges, “Most successful people have failed oftentimes many more times than they have succeeded, but they've learned how to deal with that failure.” Let young people and colleagues try, fail, and develop genuine grit.
5. Make Expectation a Catalyst for Change
Raise expectations, not just for results but for opportunity. Howard’s grandmother framed higher education not as an option but a family tradition—a pivot that cascaded success across generations. Whether in families, firms, or communities, clear expectations (and support structures to meet them) can ignite transformation.
The Solution in Practice: Leadership for All
Ultimately, “Leadership, Learning and Belonging” champions an approach to inclusion that is both deeply personal and universally applicable. For Dr. Howard, leadership is not about position or expertise but about creating environments “where people feel valued, seen, and most importantly, validated.” Institutions must become reflections of their communities—agile, caring, open to debate, and unafraid of failure when it leads to genuine progression.
What emerges from this episode is a clarion call: Move beyond tokenistic inclusion and engage with genuine, courageous leadership. Create the conditions—at home, in schools, in the workplace—where learning happens, belonging is felt, and expectations inspire rather than oppress. Draw strength from your roots, just as Dr. Howard did, and be fearless in reimagining who gets to lead and what leadership can accomplish.
Call to Action: Ignite Change, One Conversation at a Time
Now is not the time for passive listening or performative policy. It is the time to become the “inclusion igniters” the world so desperately needs—to be the duct tape in fractured moments, the voice for those not yet at the table, the champion for belief and expectation where others see only deficit and doubt.
Inspired by Dr. Cedric Howard’s insights on The Inclusion Bites Podcast, ask yourself: Who is missing from my next decision? Whose story could reframe our organisation’s vision? What expectations am I upholding, and who am I empowering with my leadership?
If you’re ready to move the inclusion agenda from talk to tangible change, join the Inclusion Bites community. Subscribe, listen, and, most importantly, start or continue your own conversations—at home, in the workplace, or on campus. Share your story and let us all be part of the ripples of positive disruption.
To hear more about breaking cycles of exclusion and building powerful cultures of learning and belonging, catch the full conversation with Dr. Cedric Howard and Joanne Lockwood on Inclusion Bites Podcast, episode 190: “Leadership, Learning and Belonging”. Let’s ensure our actions, not just our intentions, define the legacy of inclusion we pass on.
Listen. Share. Change. Inclusion Bites: Disrupt the Ordinary—one bold conversation at a time.
https://seechangehappen.co.uk/inclusion-bites-listen
The standout line from this episode
The standout line from this episode is:
“The greatest struggle you have to overcome is the one within yourself.”
This insight, shared by Dr. Cedric Howard, encapsulates the spirit of resilience, self-leadership, and personal growth that threads through the entire conversation.
❓ Questions
Certainly! Here are 10 discussion questions based on this episode of the Inclusion Bites Podcast, "Leadership Learning and Belonging":
How does Dr. Cedric Howard's personal journey from a first-generation college student to an educational thought leader shape his approach to fostering inclusion and belonging within academic institutions?
In what ways does the Pacific Northwest’s emphasis on diversity and acceptance influence the community and the professional environment, according to Dr. Cedric Howard?
Dr. Cedric Howard described an incident involving duct tape during a period of racial tension on campus. What does this incident reveal about unconventional leadership during crises, and what can be learned from it?
How does Dr. Cedric Howard distinguish between activism and education in driving inclusivity, and do you agree with his view that listening should precede speaking when teaching others?
The podcast highlights the power of expectations and belief systems within families and communities. How did Dr. Cedric Howard’s grandmother help break the cycle of poverty and build generational change, and what wider lessons can be drawn from this?
Both Joanne Lockwood and Dr. Cedric Howard discuss the importance of failure and resilience. How can we better design educational environments that allow young people to learn from setbacks rather than sheltering them?
According to Dr. Cedric Howard, why is it essential to involve students directly in policy decisions affecting their educational experience? What risks arise when student voices are absent from these discussions?
How does Dr. Cedric Howard’s "NERDY" approach (knowledge, education, research, discovery, for you) support effective leadership and problem-solving in complex organisations?
The episode draws parallels between communities and sports clubs, discussing shared identity and purpose. To what extent do you believe institutions should mirror their surrounding communities, and where might tensions arise?
Reflect on the metaphor of “duct taping friends to lampposts” during crises. How can strong relationships and timely interventions enhance belonging and inclusion, especially during moments of conflict or heightened emotion?
These questions are crafted to inspire in-depth conversation around the central themes and personal stories in the episode.
FAQs from the Episode
FAQ: Leadership, Learning and Belonging – Inclusion Bites Podcast, Episode 190
1. What is the core focus of this episode?
This episode of Inclusion Bites explores the intersections of leadership, learning, and belonging, with particular emphasis on how inclusive leadership in higher education can help break cycles of poverty and foster genuine inclusion.
2. Who are the speakers in this episode?
Joanne Lockwood (she/her): Host of the Inclusion Bites Podcast, a leading voice on inclusion and belonging, and founder of SEE Change Happen.
Dr. Cedric Howard: Guest and higher education thought leader, financial empowerment advocate, and champion of translating complex policy into actionable change.
3. How does Dr. Cedric Howard define his purpose and superpower?
Dr. Cedric Howard describes his superpower as translating complex policies into everyday stories that inspire meaningful, actionable change. His core purpose lies in using inclusive leadership to open opportunities for those from disadvantaged backgrounds.
4. What formative experiences shaped Dr. Cedric Howard’s leadership approach?
His early life experiences in the American South, where he witnessed and intervened in racial tension during the aftermath of the Rodney King verdict, propelled his career in higher education and shaped his commitment to inclusion, relational leadership, and resolving conflict with empathy rather than anger.
5. How does storytelling support inclusion in higher education?
Storytelling is central to Dr. Cedric Howard's methodology. He argues that involving students in decision-making processes and capturing their stories humanises policy decisions and ensures the unique needs and identities of students are addressed, rather than reducing them to mere statistics.
6. What is the significance of being a ‘first generation college student’ according to Dr. Cedric Howard?
Dr. Cedric Howard explains that being the first in his family to graduate from university became an inflection point, inspiring subsequent generations to pursue education. For his family, a new tradition was created centred around higher learning, but he also emphasises that the real goal is post-secondary skills, not just degrees.
7. Does the episode argue that university is the only route to success?
No. Both Joanne Lockwood and Dr. Cedric Howard stress that success is found through various pathways, whether academic, vocational, or entrepreneurial. What matters is acquiring skills and agency for financial independence and purposeful living.
8. How does failure feature in the discussion on learning and leadership?
The speakers highlight that resilience, adaptability, and the ability to learn from failure are crucial for both personal and professional growth. Over-protecting young people from failure deprives them of grit and problem-solving skills needed for real-world success.
9. What is the ‘N.E.R.D.Y.’ model mentioned by Dr. Cedric Howard?
This model stands for Knowledge, Education, Research, Discovery for You. It is a framework for addressing complex situations through continuous learning and self-discovery, applying knowledge, and adapting through research and reflection.
10. How do the speakers view the role of community and collaboration?
The conversation draws analogies with sport to illustrate how communities and their institutions (like universities or sports teams) thrive by fostering belonging, shared goals, and mutual support. The value of teamwork, both in education and in wider society, is recurrent throughout the episode.
11. What advice is offered for driving inclusion and belonging?
Start with the voices of those affected, not just stakeholders with power or funding.
Humanise and validate individuals rather than seeing them as statistics or problems to be solved.
Encourage agency, debate, and respect in all decision-making settings.
Lead with empathy, understanding, and by example—embracing both success and failure as vital learning tools.
12. How can listeners participate or connect further?
Listeners are encouraged to reach out to Joanne Lockwood via jo.lockwood@seechangehappen.co.uk to share their stories or to join the podcast. Social handles and further resources are available in the show notes on https://seechangehappen.co.uk/inclusion-bites-listen.
For in-depth conversations that inspire change and disrupt the status quo around inclusion, belonging, and leadership, subscribe to Inclusion Bites and share your journey with the community.
Tell me more about the guest and their views
Certainly! The guest for this episode of the Inclusion Bites Podcast is Dr. Cedric Howard, a highly respected higher education thought leader and advocate for financial empowerment. His background is as a first-generation university graduate dedicated to breaking cycles of poverty through inclusive leadership and real-world impact.
Background and Personal Story:
Dr. Cedric Howard brings a compelling personal narrative to the discussion. He grew up in the southern United States, in an environment where racial division was prevalent. His initial foray into higher education leadership was, as he describes, “by mistake” and rooted in a crisis: he played a key role in de-escalating racial tensions on his university campus after the Rodney King verdict in 1993. Rather than punishment, his intervention—duct taping students to lampposts to prevent violence—became the springboard for a lifelong commitment to creating inclusive educational environments.
Views on Inclusion and Belonging:
He is deeply invested in curating environments where all students, particularly those from disadvantaged backgrounds, can access and succeed in higher education. Dr. Cedric Howard stresses that universities are reflective microcosms of the wider community and that meaningful inclusion is achieved when people feel valued, seen, and validated. He advocates for inclusion to be leveraged as an asset, not merely a tick-box exercise.
A critical aspect of his outlook is that debate, frustration, and open conversation are healthy within the context of mutual respect. He prioritises listening and involving affected individuals—primarily students—in decision-making. For Dr. Cedric Howard, the most effective and humane policies are those that begin by centring the voices of those impacted, rather than decisions being driven by funding or political interests.
Approach to Leadership and Education:
Dr. Cedric Howard identifies as an educator rather than an activist. He distinguishes the two by explaining that educators prioritise listening and understanding before speaking or leading, whereas activism can sometimes overlook this foundational step. He also highlights the necessity for leaders to combine content (facts, figures, strategies) with context (human stories, lived realities), stressing that clarity and empathy come when both align.
He’s also vocal about the importance of resilience and learning from failure, referencing both personal family experience and broader life lessons. He believes generational change comes from shifting habits, attitudes, beliefs, and expectations. His own family is testament to this: from a first-generation university graduate, he played a role in catalysing a new family tradition where now all 18 cousins hold degrees, an outcome attributed to intentionally raised expectations and community structures.
Perspectives on Education Pathways:
While an advocate for education, Dr. Cedric Howard is not prescriptive about university being the only valid route. He champions the value of post-secondary education in any form—trades, apprenticeships, entrepreneurship—pointing out that real freedom and generational mobility come from skills and financial independence, not merely academic credentials.
Key Philosophies:
Inclusion should be seen as an asset, not an afterthought.
Effective leadership begins with listening, understanding, and centring affected voices.
Education and empowerment should be tailored to the individual, recognising a variety of valid pathways.
Resilience, built through adversity and failure, is essential for lifelong success.
Change starts with habits, attitudes, beliefs, and expectations—whether at the family, institutional, or societal level.
In sum, Dr. Cedric Howard is a passionate, values-driven leader deeply committed to transforming not just educational institutions, but also broader social attitudes towards inclusion and personal empowerment. His insights throughout the episode are practical, grounded, and directly tied to lived experience—making them both inspiring and actionable.
Ideas for Future Training and Workshops based on this Episode
Absolutely, drawing from this episode of Inclusion Bites with Dr. Cedric Howard and Joanne Lockwood, there is a wealth of high-value insights and real-life examples to inspire transformative training and workshops. Here are some robust ideas shaped directly by the themes and stories discussed:
1. Leadership for Inclusive Cultures: Moving from Policy to Practice
Focus: Using Dr. Cedric Howard's superpower of translating complex policy into daily actions, this workshop would guide managers and leaders to decode equity and inclusion policies, and embed them tangibly into everyday leadership behaviours.
Structure: Case studies, policy-to-action exercises, and story-led group reflections.
2. The Power of Lived Experience: Storytelling as a Tool for Inclusive Change
Focus: Illuminate how personal storytelling (as demonstrated in the duct tape and graduation gown anecdotes) can reshape perspectives, build empathy, and drive actionable change in workplaces and communities.
Structure: Narrative-building exercises, practising vulnerability in sharing stories, and reflective listening modules.
3. Developing Resilience Through Embracing Failure
Focus: Based on the conversation about the value of failure, grit, and lessons from adversity (Dr. Cedric Howard's journey, and discussions of student and family experiences).
Structure: Activities exploring personal and team responses to setbacks, resilience-building frameworks, and real-world scenario roleplays.
4. Humanising Systems: Student Voice and Co-Creation in Decision-Making
Focus: Drawing from the principle that decisions should be made with those most affected at the table.
Structure: Workshops for educators, policymakers, and organisational leaders to operationalise co-creation, featuring live panels with students/community members and design-thinking sprints.
5. Intercultural Awareness: The Pacific Northwest Model
Focus: Inspired by Dr. Cedric Howard’s description of Seattle’s inclusive, multilingual culture, use this as a launchpad for understanding intercultural acceptance and belonging.
Structure: Practical intercultural communication activities, self-reflection on bias, and scenario-based training around inclusive community-building.
6. Financial Empowerment as a Tool for Breaking the Cycle of Disadvantage
Focus: Based on Dr. Cedric Howard's family journey from welfare to generational wealth, centre the workshop on financial literacy, expectation-setting, and building family/community support structures.
Structure: Case studies, mindset exercises around money and education, and collective problem-solving sessions.
7. Educator Versus Activist: Developing the Skills of Thought Leadership
Focus: Unpacking the dialogue between educator and activist mindsets, as highlighted by Joanne Lockwood. This session could cultivate advanced listening, critical questioning, and facilitative skills.
Structure: Debates, listening circles, and frameworks for impactful, context-driven education.
8. Transforming Habits, Attitudes, Beliefs, and Expectations (The H.A.B.E. Model)
Focus: Leverage the change methodology Dr. Cedric Howard mentioned—targeting habits, attitudes, beliefs, and expectations—to spark mindset shifts within organisations.
Structure: Self-assessment, guided group discussions, and actionable planning based on personal and systemic reflection.
9. Designing Intervention Skills: Diffusing Conflict with Empathy and Non-Escalation
Focus: Rooted in the episode’s memorable duct tape and de-escalation stories, upskill teams in recognising and intervening in moments of tension, using empathy and practical strategies.
Structure: Live simulations, peer practice, and scenario analysis.
10. Beyond Academia: Supporting Multiple Pathways to Success
Focus: Challenge the one-size-fits-all university pipeline. Inspired by the principle of agency and respecting diverse aspirations (trade, military, entrepreneurship).
Structure: Career mapping, strengths-finding, and mentorship connections outside the academic mainstream.
Each of these concepts could be tailored as standalone workshops or developed into a comprehensive training series. They go beyond 'surface-level chatter', integrating actionable insights and rooted in real narratives—as per the Inclusion Bites philosophy.
🪡 Threads by Instagram
What does it take to create true belonging? Dr. Cedric Howard shares how inclusive leadership and community spirit can break cycles of disadvantage—and why listening is the first step to meaningful change.
A single act can spark a legacy. Dr. Cedric Howard tells how his family’s expectation shifted, turning generations towards education and new possibilities—all from one graduation gown and a grandmother’s vision.
True leaders don't fear differing views—they invite them in. Joanne Lockwood and Dr. Cedric Howard remind us: solutions begin with respect, not opposition. Start with listening, not lecturing.
“Failure” isn’t the end—it's the lesson. Dr. Cedric Howard highlights the value of letting young people stumble, learn, and build resilience. Growth comes not from trophies, but from real-world experience.
Don’t mistake surface-level inclusion for belonging. Joanne Lockwood delves into the importance of humanising each story, ensuring that every voice is heard in decisions that shape our communities and futures.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Leadership Insights Channel
Struggling to connect with your team on a human level? Here’s a common pitfall: Too many leaders make decisions about people, without involving the people themselves. This creates distance, reduces trust, and ultimately weakens your organisation’s success.
Here’s how to fix it:
First, involve those affected by your decisions from the start. Bring their voices to the table—don’t just assume you know what’s best.
Second, listen before you act. Ask questions, really hear what’s important to your team, and understand their needs and backgrounds.
Finally, respect every individual’s story. See each team member as a person—not just a number. Recognise their skills, experience, and perspectives.
When you lead with empathy and inclusion, you create an environment where everyone can thrive. Start today: involve, listen, and respect—and watch your team’s success soar.
SEO Optimised Titles
From Welfare to Generational Wealth: How 18 Family Members Broke the Poverty Cycle Through Education | Cedric @ cedricbhoward.com
Lessons from Seattle: Why 3 Out of 10 of the Most Diverse US Postcodes Are in Washington State | Cedric @ cedricbhoward.com
Leadership and Belonging: 30 Years in Higher Education and the True Power of Student Voices | Cedric @ cedricbhoward.com
Email Newsletter about this Podcast Episode
Subject: New Episode! Leadership, Learning, and Belonging with Dr. Cedric Howard 🚀
Hello Inclusion Bites Family,
Another enlightening episode has just dropped—and you won’t want to miss this one. Episode 190: "Leadership, Learning and Belonging" welcomes the brilliant Dr. Cedric Howard to join Joanne Lockwood for an open, deeply personal, and insightful conversation about breaking cycles, building communities, and what it really means to belong.
What’s in store for you? Here are 5 keys you’ll take away from this conversation:
How to Reframe Crisis into Opportunity
Dr. Cedric Howard shares how a moment of unexpected crisis propelled him into higher education—and how each of us can turn adversity into a platform for growth.Bringing Humanity Back into Leadership
Discover Dr. Cedric Howard’s approach for making sure the “human” in human resources is never forgotten—even amidst bureaucracy and high-level decisions.The Power of Changing Family Narratives
Imagine transforming your family’s legacy in a single generation. You’ll hear the incredible story of how Dr. Cedric Howard’s family pioneered a tradition of higher education, establishing a new cycle of success and empowerment.The Importance of Failure in Growth
Explore why embracing—and even encouraging—failure sets up young people for genuine resilience, grit, and life-long learning.Inclusive Leadership for Real-World Impact
Learn actionable steps on how leaders (and aspiring leaders) can create environments of authentic belonging—where everyone is seen, heard, and valued.
A Unique Fact You Can’t Miss:
Did you know that duct tape sparked a career? Dr. Cedric Howard shares a truly unforgettable story about how duct-taping fellow students (yes, really!) during a moment of campus unrest didn’t lead to expulsion but instead opened the door to his career as a higher education leader. Sometimes the most unexpected actions become the turning points in our lives.
Ready to Listen?
Tune in now and join the conversation that’s equipping changemakers from all walks of life to lead with empathy and action. Want to add your own voice? Joanne Lockwood is always keen to hear your stories, thoughts, or perhaps even invite you to join as a guest. Just reply to this newsletter or reach out at jo.lockwood@seechangehappen.co.uk.
👉 Listen to the latest episode here!
Let’s keep lighting the path towards a more inclusive world—one bite at a time.
Warmly,
The Inclusion Bites Team
P.S. Don’t forget to subscribe wherever you get your podcasts! Share this episode with a friend, colleague, or family member who’s ready for some inspiration.
#InclusionBites #Leadership #Belonging #PositivePeopleExperiences
Potted Summary
Episode Introduction
In this compelling episode of Inclusion Bites, Joanne Lockwood welcomes Dr. Cedric Howard, a trailblazing higher education thought leader and financial empowerment advocate. Together, they explore leadership, learning, and belonging—unveiling personal stories and actionable insights that champion inclusive environments. From generational transformation to practical approaches for nurturing resilience, this conversation challenges norms while inspiring listeners to foster true inclusion within their own communities. Tune in for a dose of wisdom, warmth, and real-world experience.
In this conversation we discuss
👉 Inclusive leadership
👉 Family transformation
👉 Learning from failure
Here are a few of our favourite quotable moments
"The greatest struggle you have to overcome is the one within yourself."
"You may have content, but it's also important to have context. Because when you have content with context, you have clarity."
"Give people the agency to go down the path that is most suitable for their desires and who they are as individuals."
Summary and Call to Action
This episode brims with candid reflections and transformative lessons on leadership, equity, and generational change. Dr. Cedric Howard and Joanne Lockwood illuminate the power of inclusion and the importance of resilience, reminding us that true belonging starts with listening and empathy. Don’t miss this inspiring episode—listen now at Inclusion Bites and ignite your journey towards meaningful change.
LinkedIn Poll
Certainly! Here is a LinkedIn poll with contextual framing and four concise response options, all rooted in the conversation from this episode of the Inclusion Bites Podcast.
Poll Introduction (for context):
On the latest episode of the Inclusion Bites Podcast, Joanne Lockwood explores with Dr. Cedric Howard the impact of leadership, learning, and belonging in creating inclusive environments. They discuss how education, whether academic or vocational, can break generational cycles and foster genuine belonging. Which factor do you think is most critical in paving the way for lasting inclusion and success, both academically and professionally?
Poll Question:
Which factor is most vital for fostering inclusion and personal growth? #InclusionBites #Belonging #Leadership #Diversity
Options:
💡 Personal Resilience
🗣️ Active Listening
📖 Lifelong Learning
🤝 Community Support
Why Vote:
Your perspective will help highlight where organisations and leaders can focus to build more inclusive and empowering cultures for all. Join the conversation—your vote matters!
Highlight the Importance of this topic on LinkedIn
Just listened to the latest episode of Inclusion Bites, "Leadership Learning and Belonging" with Joanne Lockwood and Dr. Cedric Howard — and wow, what a powerful conversation! 🎙️
As a senior leader in HR/EDI, these insights resonate deeply with our daily challenges and aspirations:
🌱 True inclusion isn’t just about policy — it’s about translating lived experiences into real, actionable change. Hearing Dr. Cedric Howard’s journey from first-generation college student to thought leader shows how belief systems, support networks, and ‘inflection points’ can break the cycle of disadvantage and spark generational transformation.
👂 Meaningful leadership is listening-first. Engaging those most impacted by our decisions — not just those with financial clout — ensures our organisations genuinely serve diverse communities.
🎯 Let’s move from box-ticking to real dialogue. As Joanne Lockwood said, to be true educators and change agents, we must “listen before we talk” and lead from a place of respect and curiosity.
🔗 The metaphors about duct tape and teamwork struck a chord — sometimes, supporting our colleagues means knowing when to step in, de-escalate, and help each other navigate through adversity.
If you're passionate about building equitable, inclusive cultures, I highly recommend tuning in. The stories shared are a must-hear for any HR or EDI professional striving for lasting change.
#InclusionBites #Leadership #Belonging #DEI #PeopleFirst
L&D Insights
Key Insights for Senior Leaders, HR and EDI Professionals from “Leadership Learning and Belonging” – Inclusion Bites Podcast
🎧 Resource Overview:
This episode, hosted by Joanne Lockwood with guest Dr. Cedric Howard, traverses topics of inclusive leadership, transformational educational journeys, and nurturing belonging at both strategic and grassroots levels. The discussion is rich with real-world examples, leadership lessons, and practises that cut through abstraction and offer immediate, practical utility.
Core Takeaways & “Aha Moments” 💡
1. Belonging Isn’t Accidental—It’s Engineered by Intentional Practice
Dr. Cedric Howard describes Seattle as a microcosm for inclusion, rooted in lived values, not merely policies. Genuine belonging arises from environments where all identities are actively welcomed, proving that inclusion starts with culture before policy or metrics.
2. “Duct Tape Moments”: Diffusing Crisis Through Human-Centred Action
The “duct tape” metaphor from Dr. Cedric Howard’s story demonstrates the power of unconventional, relational interventions during moments of crisis. Whether it’s literally or metaphorically taping conflict to a lamppost, leaders are reminded that de-escalation and resolution come from empathetic action and not always from following the handbook.
3. Systemic Change Begins with Listening to the Marginalised
Decision-making models must start with those most affected, not stakeholders with the largest budgets or loudest voices. Inviting students, employees, or under-represented groups to actively co-create policy ensures solutions are meaningful and genuinely responsive.
4. Success Is about “Grit, Not Grades”
Dr. Cedric Howard highlights that resilience, adaptability and the willingness to grow from failure, rather than perfect academic or professional records, are the greatest predictors of future leadership effectiveness and workplace engagement.
5. Reframing Leadership as “Connector not Controller”
Leaders don’t need all the answers—they must instead act as connectors, building the right teams, listening, and facilitating contributions from diverse voices. This approach shifts leaders from command-and-control to collaboration, boosting innovation and inclusion.
What Should Leaders and EDI/HR Pros Do Differently? 🔄
🗣️ Shift from Broadcast to Dialogue:
Move away from “top-down” communications. Instead, create regular, safe spaces where all employees—especially the marginalised—can share experiences and inform organisational practice.
👂 Make Listening a Core Leadership Skill:
Include affected parties early in policy/process design. Use employee (or student) “pulse groups” to validate assumptions and stay attuned to emerging issues.
🛠️ Equip Teams for “Resolution in the Moment”:
Encourage and empower people-managers to act humanely and contextually in the face of conflict, rather than relying solely on post-hoc procedural reviews.
👨👧👦 Foster “Learning from Failure” Cultures:
Normalise mistakes and reframing them as opportunities—use stories (like Dr. Cedric Howard’s family’s journey) to demonstrate that growth, not perfection, is the benchmark.
🔗 Reimagine Your Role as a Connector:
As Dr. Cedric Howard articulates, focus on connecting people, knowledge, and resources—build cross-functional taskforces or communities of practice to address systemic barriers collectively.
Social Media Hashtags
#BelongingByDesign
#LeadWithInclusion
#CultureChangeMakers
#ListenThenLead
#EmpowerToThrive
In summary: This episode exemplifies that inclusion, resilience, and belonging must be woven intentionally into leadership and HR practice. The most vital insight? True progress emerges not from rituals, but from real relationships and the courage to learn, act, and grow—together.
Glossary of Terms and Phrases
### Less-Frequently Used Concepts and Phrases from This Episode
1. **Inclusive Leadership**
- The practice of leading with a conscious effort to include individuals from a variety of backgrounds, perspectives, and identities, treating inclusion as an asset and creating environments where everyone feels valued and validated.
2. **Higher Educational Thought Leader**
- An individual recognised for their influence and expertise in shaping trends, debates, and policies within the realm of higher education, often sought for insights on student experiences and institutional strategy.
3. **First Generation College Student**
- A person who is the first in their immediate family to attend and graduate from higher education, serving as a catalyst for social mobility and changing family trajectories.
4. **Access and Success (Principles)**
- Core guiding values in educational leadership aiming to ensure that all students can both access opportunities and achieve successful outcomes, especially those from underrepresented or disadvantaged backgrounds.
5. **Community’s College/University**
- The concept that educational institutions should deeply reflect and serve the needs, values, and aspirations of the communities in which they are situated, rather than existing as isolated or self-serving entities.
6. **Deficit Mindset**
- A cognitive framing that focuses on what individuals or groups lack, as opposed to recognising and leveraging their existing strengths and potential.
7. **Terminal Degree**
- The highest academic degree available in a given field, such as a doctorate (e.g., PhD, EdD), often signifying the completion of formal education in that discipline.
8. **Intergenerational Wealth/Generational Wealth**
- Assets or resources that are accumulated and passed down within a family, contrasting cycles of poverty and serving as a means to shift longstanding socio-economic patterns.
9. **Financial Empowerment Advocate**
- An individual who promotes strategies, education, and policies to equip others (often from marginalised backgrounds) with the knowledge and tools to achieve financial independence.
10. **Content vs. Context in Leadership**
- The distinction between ‘content’ (the substance or topic under consideration) and ‘context’ (the surrounding circumstances that give meaning to the content), with effective leadership requiring a synthesis of both for clarity and sound decision-making.
11. **Nerdy Way (Methodology)**
- A process model for problem-solving: N.E.R.D.Y. stands for Knowledge, Education, Research, Discovery, and You, guiding individuals to systematically resolve complex issues by acquiring knowledge, educating themselves, practising through research, discovering new perspectives, and applying personal growth.
12. **Intersectionality (Implied)**
- While not named directly, the discussions around seeing the ‘breadth and depth, the intersectionality, the individual’ use the concept that multiple aspects of identity (race, class, gender, sexuality, etc.) interact to amplify experience and influence opportunities.
13. **Activist vs. Educator (Roles)**
- The distinction made between advocating forcefully for change (activism) versus prioritising listening, understanding, and facilitating learning and change (educator), favouring dialogue over confrontation.
14. **Agency (in Education/Careers)**
- The emphasis on enabling individuals to make informed choices about their educational or career paths, rather than prescribing a single ‘correct’ route.
15. **Utopian Community (Contextual Use)**
- A description given to a setting perceived as ideal, inclusive, and harmonious, where diversity is actively embraced and supported.
16. **Self Talk/Self-Talk**
- The internal dialogue or thoughts individuals have about themselves, which can influence their mindset and approach to challenges.
17. **Liquid Courage (Libation)**
- Colloquial for alcohol’s effect on emboldening individuals, often mentioned in the context of heightened passions and loss of inhibition during community or sporting events.
18. **Systemic Impact (Implied)**
- The recognition that decisions and interventions at the individual or family level can have far-reaching effects on social systems and patterns of inequality over generations.SEO Optimised YouTube Content
Focus Keyword: Culture Change for Positive People Experiences
Video Title:
Culture Change for Positive People Experiences – Lessons in Leadership and Belonging | #InclusionBitesPodcast
Tags:
culture change, positive people experiences, inclusion, belonging, leadership, diversity, higher education, empowerment, generational wealth, intersectionality, adversity, resilience, student experience, social mobility, change management, inclusive cultures, thought leadership, radical inclusion, workplace belonging, equity, transformative leadership, duct tape metaphor, lived experience, generational change, #InclusionBitesPodcast
Killer Quote:
"You achieve the greatest change in the world when you create an environment where people feel valued, seen, and, most importantly, validated." – Dr. Cedric Howard
Hashtags:
#CultureChange, #PositivePeopleExperiences, #InclusionBites, #Leadership, #Belonging, #Diversity, #Inclusion, #GenerationalWealth, #LivedExperience, #TransformativeLeadership, #Mentorship, #InclusiveCulture, #ThoughtLeadership, #DEI, #WorkplaceBelonging, #Intersectionality, #Education, #Resilience, #Empowerment, #Podcast
Why Listen: Culture Change for Positive People Experiences
On this compelling episode of Inclusion Bites, I take you with me on a journey into the transformative power of culture change, all through the lens of creating Positive People Experiences. I am joined by Dr. Cedric Howard, a renowned thought leader in higher education and an advocate for financial and social empowerment. Together, we unpack why culture change is far more than a buzzword—it’s the foundation for genuine belonging and sustainable transformation in education, leadership, and society at large.
From the very start, Cedric immerses us in the vibrant inclusivity of the Pacific Northwest, where diversity is regarded as an organisational superpower. Through his unique lens, we explore how an environment that welcomes every aspect of identity is not a utopian ideal but an achievable reality rooted in intentional choices. Cedric’s storey, originating from a single act of duct tape-fueled de-escalation at a pivotal moment in US race relations, is a vivid illustration of how moments of crisis can spark lifelong commitments to culture change.
The heart of our discussion revolves around actionable mechanisms to create inclusive cultures. Drawing on his own experience as a first-generation graduate and the inflection point that transformed his family from a cycle of poverty to one of generational wealth, Cedric demonstrates how expectations, core values, and lived experiences together shape transformative leadership. He highlights that culture change is sustained not by grand gestures, but by setting expectations, celebrating difference, and authentically including the voices of those who will be most impacted.
As we weave through examples—whether it’s supporting students’ journeys in higher education, addressing adversity as a skill-building exercise, or celebrating resilience—you’ll see that Positive People Experiences are both the motivator and the outcome of culture change. Cedric and I probe the balance between recognising individual stories and constructing institutional policies that honour intersectionality, financial empowerment, and a sense of agency.
We challenge the notion of failure as negative; instead, we reframe setbacks as the fuel for success and deep learning. Together, we discuss why it’s crucial for young people and leaders alike to be given the space to fail and grow, and why authentic mentorship and the sharing of generational expectations forge lasting changes in family culture, organisational culture, and national identity.
The podcast also delves into the differences between being an activist and an educator—how true change starts by listening, contextualising, and then leading with thought and intent. We stress that real transformation occurs when people are not only part of the conversation but have true agency in shaping decision-making. This democratic and person-centred approach to leadership will resonate with anyone interested in driving culture change, anchoring Positive People Experiences at the heart of their practice.
Whether you’re an academic, a business leader, or simply passionate about driving positive impact, this episode goes beyond surface-level diversity talk to equip you with practical tools and philosophical insights. It’s a bold conversation about what it means to belong, to lead with compassion, and to view every challenge as an opportunity for growth—personally, professionally, and as members of an inclusive society.
Closing Summary and Call to Action
Key Learning Points & Actionable Insights:
Culture Change Begins with Inclusion: Recognise that true culture change is an intentional process rooted in embracing diversity and intersectionality. When we see inclusion as an asset rather than a legal or ethical obligation, we ignite real transformation in every sphere, from our neighbourhoods to our organisations.
Centre Positive People Experiences: Place individuals and their lived stories at the heart of your work. Value and validate each person’s experiences—moving from transactional engagement to relational leadership creates lasting bonds and drives performance.
Listen Before You Lead: In both activism and education, listening is a superpower. Adopt a reflective approach—contextualise every policy with the lived realities and voices of those directly affected to ensure your actions are truly impactful.
Empower First Generation Changemakers: Foster a culture where breaking cycles of disadvantage or poverty is celebrated and encouraged. Set fresh expectations within families, teams, or organisations that prioritise education and lifting one another up.
Failure as a Building Block for Success: Redefine your relationship with adversity. Encourage grit and resilience by creating “safe to fail” environments, particularly for young people. Embrace life’s duct tape moments—sometimes holding things together is the greatest act of leadership.
Educate for Agency, Not Just Academia: Expand the definition of success. Whether through university, apprenticeships, entrepreneurship, or trade, empower people to choose paths that align with their strengths and passions, not just social norms.
Humanise Every Decision: At all organisational levels, from boardroom to campus, include genuine student and stakeholder voices in the decision-making process. This ensures that policies don’t just look good on paper, but actually benefit those they’re meant to serve.
Set Clear, Shared Values and Expectations: Establishing expectations in communities and families—such as the tradition of university graduation gowns in Cedric’s family—creates generational culture change. Rituals and visible benchmarks foster collective belief in what’s possible.
Move Beyond Surface-Level Inclusion: True transformation requires action beyond policies—commit ongoing energy to questioning assumptions, resetting biases, and closing the gap between intent and reality.
Equip Yourself with the Tools of Thought Leadership: Clarify your purpose and approach; combine content (what you know) with context (how it matters and to whom) to achieve clarity in decision-making and leadership.
Anchor Organisational Identity in Community: Schools, businesses, and clubs thrive when they truly reflect and serve the diversity and needs of their wider communities. Make “community belonging” your North Star.
Balance Kindness with Accountability: Participation awards are comforting, but the greatest life lessons arise from difficulty. Pair compassion with the chance for real growth—make space for honest conversations, reflection, and the occasional metaphorical duct taping for de-escalation!
Celebrate Every Win: Just as sports teams unite cities, collective achievements and celebrations foster unity and pride. Find time to acknowledge milestones, both big and small.
Nurture Networks and Friendship: True friends are those who are willing to step in, de-escalate, and hold us to account when we most need it. Build and rely on your support systems.
Use Setbacks as Springboards: The power of reflection is enormous. As Cedric’s daughter reflects, being put in challenging or “failure-prone” situations early on built the resilience needed for adult success. Apply this to your own leadership development and mentoring.
Play the Long Game: Like Cedric’s family journey from the first university graduate to a whole generation of degree-holders, real culture change is a marathon. Set the ground now for others to build upon and thrive in future.
Institutional Change Mirrors Societal Change: Remember that our institutions are microcosms of our wider context—addressing change at one level drives impact throughout society.
Lead Authentically: True educators and leaders start from a place of vulnerability, modelling honesty, integrity, and ongoing learning. Never be afraid to show your own learning curve.
Harness Ritual and Symbolism: Physical symbols, like graduation gowns, turn values into shared reality. Create visible markers for progress and belonging in your own spheres of influence.
Be Courageous, Stay Curious: Above all, be willing to challenge the status quo, welcome discomfort, and continually ask, “How can I foster greater inclusion and Positive People Experiences in every interaction?”
Call to Action: Culture change isn’t just a corporate aspiration or theoretical debate—it is realised through the relentless pursuit of better Positive People Experiences, one interaction and decision at a time. If you are committed to sparking transformative leadership and fostering organisational belonging, share this episode, engage with the Inclusion Bites community, and, most importantly, act boldly and kindly in your own circles.
Outro
Thank you for tuning in to this episode of Inclusion Bites. If this conversation on culture change and Positive People Experiences resonated with you, please do like, subscribe, and share this episode to help spread the spark of inclusion. For more in-depth conversations, resources, and to get involved, visit the links below.
SEE Change Happen: https://seechangehappen.co.uk
The Inclusion Bites Podcast: https://seechangehappen.co.uk/inclusion-bites-listen
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Root Cause Analyst - Why!
Certainly. Analysing the episode "Leadership Learning and Belonging" from The Inclusion Bites Podcast, the central theme revolves around inclusive leadership, educational opportunity, personal development, and the creation of environments that foster belonging—particularly within education and wider society.
Key Problem Identified
Many individuals from disadvantaged backgrounds lack access to inclusive educational opportunities, leading to cycles of poverty and social exclusion.
Root Cause Analysis (The Five Whys)
Why do individuals from disadvantaged backgrounds lack access to inclusive educational opportunities?
Because the education system and institutional frameworks are often structured around existing power dynamics and funding priorities, rather than tailored to the nuanced, real-life needs of these individuals.
Why are education systems and institutional frameworks not tailored to these needs?
Because decision-making processes are predominantly influenced by macro-level factors such as political agendas, funding sources, and top-down policy, rather than by those directly affected, such as students from marginalised communities.
Why are those directly affected not involved in decision-making?
Because traditional institutional culture tends to value authority, hierarchy, and pre-determined metrics of success (e.g., academic performance, economic outcomes), often sidelining the lived experiences and voices of underrepresented groups.
Why does traditional institutional culture value hierarchy and metrics over lived experiences?
Because of a long-standing belief that expertise and strategic success are defined by those already in power—a legacy of systemic biases (e.g., racial, social, economic) and risk-averse organisational norms.
Why do systemic biases and risk-averse norms persist in educational and societal leadership?
Because change agents (leaders, educators, policymakers) often lack either the will, awareness, or mechanisms to challenge and recalibrate inherited systems, perpetuating cycles where only minor, surface-level reforms occur rather than genuine systemic transformation.
Findings Summary
The lack of inclusive educational opportunity for disadvantaged groups is less about individual capability and more about entrenched systemic structures. These systems are preserved through hierarchical decision-making, insufficient representation, and cultural inertia—ultimately rooted in inherited biases and an avoidance of disrupting the status quo.
Potential Solutions
1. Embed Lived Experience in Decision-Making
Consistently include students and community members from marginalised backgrounds in all stages of policy and programme development, as recommended by Dr. Cedric Howard.
2. Redesign Leadership Development
Shift leadership development toward models that value self-awareness, relational skills, and the ability to challenge personal and collective assumptions—echoing Dr. Cedric Howard’s core values around self-mastery and respect.
3. Reallocate Funding Structures
Redirect funding incentives to prioritise meaningful engagement with and outcomes for disadvantaged communities, not just traditional attainment measures.
4. Foster a Culture of Psychological Safety and Belonging
As discussed throughout the episode, create institutional environments where authenticity and difference are regarded as assets, not obstacles. This includes building ecosystems where debate, critical conversation, and failure are allowed and respected (Joanne Lockwood, Dr. Cedric Howard).
5. Systematically Address Bias and Recalibrate Success
Implement ongoing programmes for leaders, staff, and students to deconstruct inherited biases and challenge the “way things have always been done.” Make these part of regular institutional practice.
In short, the key to breaking the cycle identified in this episode is not just to create policy or provide resources, but to fundamentally rethink how we define leadership, learning, and belonging. That means privileging those who have been left out of the conversation and actively redesigning systems to serve them—not merely inviting their participation, but embedding their voices, experiences, and agency at the heart of ongoing social and organisational change.
Canva Slider Checklist
Slide | Content |
|---|---|
Opening Slide | Creating an inclusive culture requires intentional leadership, authentic listening, and valuing every individual’s journey. This checklist outlines five essential best practices for fostering belonging, building resilient teams, and humanising decision-making for senior HR, DEI, TA, and OD professionals. |
1. Lead with Context | Ensure your organisational decisions are founded on both content (the facts) and context (the lived realities of those affected). Combine clarity with compassion for maximum impact and relevance. |
2. Centre Lived Experience | Involve real voices in policy design and decision-making. Go directly to those impacted by change, listen intently, and co-create solutions. Don’t rely on assumptions or distant data—amplify individual stories to shape meaningful policy. |
3. Humanise Leadership | Prioritise seeing each team member in their full intersectionality. Move beyond labels and statistics; make room for authenticity and diverse perspectives, ensuring people are truly seen, validated, and valued at every level. |
4. Embrace Constructive Challenge | Encourage respectful debate and genuine dialogue. Leaders must create safe spaces for disagreement, listening actively before acting, and seek to learn from divergent viewpoints to drive innovation and resolve complex issues. |
5. Foster Resilience and Growth | Build processes that enable individuals to learn from setbacks. Celebrate growth from failure, and instil grit, adaptability, and self-leadership as central qualities within organisational development and talent strategies. |
Closing Slide | Ready to activate a more inclusive workplace? Connect with Joanne Lockwood and SEE Change Happen to drive sustainable culture change. Discover actionable insights, strategic support, and community at https://seechangehappen.co.uk. Take the first step—reach out and let’s shape inclusion together. |
6 major topics
Leadership Learning and Belonging: Six Bold Conversations Sparking Change
Meta Description:
Join me, Joanne Lockwood, as I journey into the heart of leadership, learning, and belonging with Dr Cedric Howard. Discover six transformative topics we unravelled—from the power of inclusive leadership to personal resilience and the life-changing value of education—offering a roadmap for anyone passionate about building truly inclusive cultures.
Delving into leadership learning and belonging with Dr Cedric Howard was a thought-provoking experience that went beyond the veneer of tick-box diversity. As we exchanged stories, insights, and a fair amount of laughter, we wove through powerful moments of truth about what it really means to create inclusion—both structurally and at a deeply personal level. Join me as I unpack these six major themes from our conversation, each crafted to ignite your curiosity and drive meaningful change.
1. Inclusive Leadership: The Pacific Northwest as a Microcosm of Belonging
Leadership learning stands as our guiding light, and in my conversation with Cedric, the Pacific Northwest emerged as a vibrant example. Cedric described Seattle’s culture as one where identity, regardless of race, sexuality, or background, is truly embraced. How often do we see leaders deliberately creating spaces where everyone is not just accepted, but also celebrated for simply being themselves?
I was curious—can the lessons from Cedric’s community influence global structures? What would happen if more of our leaders saw inclusion as an asset rather than an obligation? Through his stories, I became more convinced than ever: belonging isn’t confined by geography—it’s a philosophy, a choice, and, crucially, a leadership skill.
2. Crisis as Catalyst: A Journey into Leadership
One of the most compelling threads of this leadership conversation centred around Cedric’s own journey into higher education—a path sparked by crisis rather than design. He took me back to the seismic moment following the Rodney King verdict, and the unrest that gripped his Georgia university. Instead of retreating, Cedric intervened with what he had at hand (a roll of duct tape, no less!), embodying the very essence of leadership learning: seeing opportunity in adversity.
The question we explored was profound: How many of us are prepared to step up when crisis calls, even before the dust settles? And how often do moments of chaos reveal our true potential as leaders-in-waiting?
3. Stories of Transformation: From Poverty to Generational Wealth
With leadership learning as our compass, I challenged Cedric to share how education became a force for transformation, not just for himself but for generations that followed. He painted a vivid picture of his family’s trajectory—from reliance on welfare to building generational wealth. His grandmother’s demand for a graduation gown from every grandchild was more than a symbolic gesture; it was a challenge to rewrite family destiny.
This raised pressing questions: What inflection points can we nurture in our own communities? And what rituals or expectations could we embed to break damaging cycles and forge new narratives?
4. The Power of Diversity in Higher Education
Every institution reflects its wider community—this was Cedric’s insightful observation as we dug into the often-political battleground of education policy and funding. Leadership learning here requires recognising the rich intersectionality of students well beyond their “entity” label.
But how do we truly centre students in decision-making, rather than treat them as statistics? Having students at the table—as Cedric does—means policies are driven by lived reality. It made me ponder, what might our organisations achieve if we consistently sought out and listened to those most affected by our choices?
5. Resilience, Grit, and the Value of Learning from Failure
Our connection deepened as we discussed the myth of linear success. Cedric and I agreed: leadership learning isn’t built from smooth sailing, but from scrapes, failures, and the lessons they bring. His children’s stories—of uncomfortable team sports and learning to fail safely—mirror our own societal need to embrace resilience.
A question lingered: Are we, as leaders and educators, doing enough to create environments where falling down is just another step towards empowerment? What might happen if we valued the process as much as the outcome?
6. Community, Tribe, and the Shared Experience of Belonging
Finally, we reflected on the connective tissue that holds us all together—belonging. Whether it’s the pride of a local football club, the camaraderie in sharing victories and defeats, or simply having someone close enough to intervene when we lose perspective, belonging is the undercurrent to transformative leadership learning.
It left me wondering: What could we achieve if we took the “duct tape moments” from our own lives and used them to hold communities together, even in times of strife?
Conclusion: Sparking Real Change Through Leadership Learning and Belonging
In every conversation with Cedric, the truth is clear: leadership learning and belonging demand courage, curiosity, and deep respect for one another’s story. If we truly wish to challenge the status quo and disrupt harmful norms, we must rethink not only how we lead, but also the ecosystems we create.
So, let’s carry these questions forward: Where can you intervene for good? What traditions will your legacy leave? And are you ready to centre those most affected—and most resilient—in your leadership learning journey?
For more stories and actionable insight, subscribe to Inclusion Bites and tune in for the next bold conversation. Let’s commit to igniting real, sustainable inclusion—together.
#LeadershipLearning #Belonging #InclusiveLeadership #Diversity #Resilience #GenerationalWealth
Slogans and Image Prompts
Absolutely! Drawing from the transcript of the "Leadership Learning and Belonging" episode of The Inclusion Bites Podcast, here are standout slogans, quotes, and hashtags—each matched with a detailed AI image generation prompt perfect for merch. These encapsulate the episode's themes of courage, transformation, belonging, and collective growth.
1. Slogan:
"Ignite the Spark of Inclusion"
Image Generation Prompt:
Create an uplifting, high-contrast graphic of a diverse group of people standing in a circle. In the centre, a radiant spark made of vibrant, warm colours glows, with gentle rays reaching outwards. Style: modern, bold lines, inclusive representation, suitable for both T-shirts and mugs.
2. Quote:
"Duct Tape Moments: Holding Us Together"
Image Generation Prompt:
Illustration of two figures—friends or colleagues—linked together by a playful, oversized piece of silver duct tape labelled ‘BELONGING’. The background is minimalist, with subtle hints of a lamppost or a community setting. Infuse with warmth and subtle humour, ideal for stickers or a mug.
3. Quote:
"No simply means another option."
Image Generation Prompt:
Depict a stylish pathway at a crossroads with signposts marked “No” and “Another Option”, the latter leading up a sunrise-lit hill. Add subtle figures considering their choices. Palette: hopeful sunrise tones, clean, motivational feel, suitable for a notebook cover or poster.
4. Slogan:
"From Welfare to Wealth: Education is Power"
Image Generation Prompt:
Artwork of a ladder rising from a brick foundation labelled “Welfare” to bright clouds spelling “Wealth”, with books as rungs. Climbing the ladder are individuals of different backgrounds. Modern flat style, blue and gold palette, aspirational vibe, perfect for tote bags and wall prints.
5. Quote:
"Change the habits. Change the story."
Image Generation Prompt:
Visualise hands weaving a vibrant tapestry. Interconnected threads are labelled “Habits”, “Attitudes”, “Beliefs”, “Expectations”. Style: hand-drawn, warm tones, diverse hands, slightly abstract, ideal for T-shirts and stickers.
6. Hashtag:
#DuctTapeWisdom
Image Generation Prompt:
Bold, playful sticker-like graphic featuring a roll of silver duct tape unravelled into the hashtag, set against a colourful splash. A few tiny icons (paw prints, lamppost, graduation cap) can dot the tape, tying in podcast stories.
7. Slogan:
"Bring Everyone to the Table"
Image Generation Prompt:
Charming illustration of a round table seen from above. Around it sit chairs filled with a wide variety of people (different ages, backgrounds, abilities) holding steaming mugs. Bright, inviting, cartoon-like style, soft pastels, for kitchenware or T-shirts.
8. Soundbite:
"Be the friend who intervenes."
Image Generation Prompt:
A gentle comic-style panel of someone hugging or supporting another, calming a tense group. Heart symbols and calming blue hues. Inclusive character designs—a comforting, friendly mood for mugs or stickers.
9. Hashtag:
#InclusionIgnited
Image Generation Prompt:
The hashtag surrounded by stylised sparks, each spark containing icons representing diversity—hands, globe, lightbulb, heart. Bright, bold, and eye-catching, sticker-ready.
10. Quote:
"Let’s create an environment where people feel valued, seen, and most importantly, validated."
Image Generation Prompt:
Elegant typographic print, with the words woven into a vibrant abstract shape (resembling a heart, speech bubble, or open hands). Background is softly multicoloured, evoking feelings of acceptance and warmth, appropriate for posters or tote bags.
These memorable lines directly reflect the wisdom and energy of the episode—each paired with a visual concept that celebrates belonging, resilience, and positive disruption. Perfect for anyone who believes in making inclusion tangible.
Inclusion Bites Spotlight
Dr. Cedric Howard, our guest on Leadership, Learning and Belonging, this episode of The Inclusion Bites Podcast, brings a powerful lens on inclusive leadership and the enduring impact of education. As a higher education thought leader and financial empowerment advocate, Dr. Cedric focuses on breaking cycles of poverty and fostering environments where every individual is seen, valued, and enabled to thrive.
Cedric’s journey is rooted in real-world complexity: from his beginnings as a first-generation university graduate, he has become an agent of change—creating opportunities for disadvantaged communities and championing access to education. His philosophy is clear: inclusion is not transactional, but fundamentally relational, built on mutual respect, authentic engagement, and understanding the lived experiences behind systemic barriers.
Throughout his career, Cedric has dedicated himself to making policy meaningful and accessible, translating complex debates on equity, belonging and diversity into everyday stories that inspire actionable transformation. He understands the nuances of institutional decision-making—from student representation to the often-conflicting motivations of funders and politicians—and advocates for solutions centred on the voices and experiences of those most directly affected.
On this episode, Cedric shares his insights into educational pathways, financial independence, and how families and organisations can create traditions of aspiration and support. He explores the resilience built through struggle and adversity, and the importance of viewing challenges as opportunities for growth. His reflections highlight how inclusive leadership goes beyond policy: it demands a commitment to listening, learning, and co-creating environments where failure is accepted as part of development and where every story contributes to collective progress.
Join us as Dr. Cedric Howard encourages us to rethink leadership and belonging—not as distant ideals, but as daily practices rooted in empathy, context, and community. His perspective will challenge us to consider how our choices and structures shape possibility for others and how, together, we can ignite genuine change in the pursuit of inclusion.
Don’t miss this enlightening conversation—listen now at Inclusion Bites and be inspired to cultivate inclusive cultures where everyone belongs and succeeds.
YouTube Description
What does it really mean to belong—and dare we say, to lead—when the world demands more than lip service to inclusion?
In this thought-provoking episode of the Inclusion Bites Podcast, host Joanne Lockwood sits down with Dr. Cedric Howard, a higher education thought leader and financial empowerment advocate, to challenge your assumptions about leadership, learning, and belonging. Through authentic story-telling, Dr. Cedric Howard unpacks his remarkable journey from the first-generation college student to a recognised OG (Old Guard) in higher education, revealing how his lived experiences shaped his philosophy of inclusive leadership, breaking cycles of poverty, and fostering generational transformation.
Together, Joanne Lockwood and Dr. Cedric Howard confront tough realities—from the Rodney King uprising and systemic disadvantage to why real inclusion starts with humanising each individual within those academic and organisational structures. You’ll hear about “Seattle Nice”, the critical need for context alongside content, and how duct tape (literally and metaphorically) became a model for conflict de-escalation and holding communities together.
Key Insights & Takeaways:
Learning is not a straight path—failure, grit and resilience are not flaws but essential ingredients for success.
True leadership is not about imposing change, but about listening deeply and giving your community real agency.
Consider how your own habits, attitudes, beliefs, and expectations shape your potential to create inclusion and break cycles of limitation.
"No" simply means another option—seek out positivity and dialogue over conflict and division.
Transform your environment by starting with those most affected, not the loudest or richest voices in the room.
Experience as the best teacher: let mistakes and reflection build your core values.
How will you think, feel, or act differently?
You’ll leave this episode re-examining your approach to leadership and inclusion. Rather than seeing policy as a set of abstract rules, you’ll be inspired to translate it into relatable stories and practical action—valuing every voice, especially those most overlooked. You’ll feel empowered to foster genuine belonging, knowing that your interventions matter—sometimes all it takes is metaphorical “duct tape” and a willingness to listen, connect, and uplift.
Ready to ignite real change in your own sphere?
Tune in, subscribe, share your insights, and take the lead in nurturing inclusion—one meaningful conversation at a time.
#InclusionBites #Belonging #InclusiveLeadership #HigherEducation #DiversityMatters #BreakTheCycle #FinancialEmpowerment #ResilientLeadership #SocialChange #ThoughtLeadership
—
Subscribe for more bold conversations: https://seechangehappen.co.uk/inclusion-bites-listen
Connect with Joanne Lockwood: jo.lockwood@seechangehappen.co.uk
10 Question Quiz
Inclusion Bites Podcast Quiz: Episode 190 – Leadership, Learning, and Belonging
Based solely on the insights and contributions of Joanne Lockwood as host.
1. What role does Joanne Lockwood see herself fulfilling in fostering inclusion on the podcast?
A) Activist
B) Educator
C) Politician
D) Journalist
2. In her introduction, how does Joanne Lockwood invite audience engagement?
A) By asking listeners to comment on social media
B) By sharing her email for direct contact
C) By urging listeners to download a toolkit
D) Through a phone-in segment
3. What metaphor does Joanne Lockwood use to describe the core of her podcast approach?
A) Echo chamber
B) Sanctuary for bold conversations
C) Workshop for activism
D) Arena of debate
4. According to Joanne Lockwood, when is the best time for listeners to engage with Inclusion Bites?
A) During their work commute
B) While exercising
C) Whenever suits—morning or evening
D) Only during live broadcasts
5. How does Joanne Lockwood describe her preferred style of leadership in challenging conversations?
A) Telling people where she stands first
B) Meeting people where they are
C) Ignoring dissenting views
D) Defending institutional policy
6. What does Joanne Lockwood identify as a key difference between an activist and an educator?
A) Educators listen before talking
B) Activists produce more research
C) Educators avoid direct engagement
D) Activists never make mistakes
7. In the episode, what does Joanne Lockwood imply is necessary for creating real change in inclusion?
A) Polarisation of opinions
B) Actionable insights and conversation
C) Focusing only on marginalised groups
D) Avoiding sensitive topics
8. What personal experience does Joanne Lockwood share regarding lifelong learning and mistakes?
A) She regrets making mistakes
B) She avoided all failures in life
C) Mistakes have led to personal growth
D) She only learned from books
9. How does Joanne Lockwood suggest individuals should approach others in difficult situations to foster understanding?
A) Use confrontation
B) Apply calmness and seek resolution
C) Enforce strict discipline
D) Withdraw from dialogue
10. To Joanne Lockwood, what is the value of sharing stories and lived experiences on the podcast?
A) For entertainment only
B) To challenge, inspire, and unite listeners
C) To promote advertisements
D) To maintain traditions unchanged
Answer Key and Rationale
B – Joanne Lockwood indicates she sees herself as an educator rather than an activist, emphasising listening and understanding (see transcript near [00:21:18][Joanne Lockwood]).
B – Joanne Lockwood directly invites listeners to email her and even shares her address ([00:00:51][Joanne Lockwood] and [00:56:54][Joanne Lockwood]).
B – She refers to the podcast as a "sanctuary for bold conversations" ([00:00:07][Joanne Lockwood]).
C – Joanne Lockwood encourages listeners to tune in either "sipping your morning coffee or winding down after a long day" ([00:00:41][Joanne Lockwood]).
B – She stresses the need to "meet people where they are" and the importance of understanding their context ([00:21:28][Joanne Lockwood]).
A – She distinguishes educators by their focus on "listening before talking" ([00:21:23][Joanne Lockwood]).
B – Joanne Lockwood's concept for the podcast centres on "actionable insights," not surface-level talk ([Podcast About Text] and [00:00:23][Joanne Lockwood]).
C – She openly discusses making mistakes and growing from them ([00:41:12][Joanne Lockwood]).
B – She recounts using calmness and compassion to de-escalate conflict ([00:52:38][Joanne Lockwood]).
B – The essence is in sharing stories to challenge, inspire, and unite ([Podcast About Text] and [00:56:23][Joanne Lockwood]).
Summary Paragraph
In Episode 190 of the Inclusion Bites Podcast, Joanne Lockwood demonstrates a compelling approach to leadership, learning, and belonging through her role as an educator who listens and meets people where they are. By providing her direct email and making the podcast a sanctuary for bold conversations accessible at any time, she invites wider engagement. Joanne Lockwood advocates for actionable insight rather than polarising debate, emphasising the importance of lifelong learning, growth through mistakes, and compassion in resolving conflicts. Her philosophy underpins the value of storytelling—not merely for entertainment, but as a catalyst to challenge perspectives, inspire action, and foster unity amongst listeners. The episode embodies her commitment to connecting, reflecting, and driving authentic change in the realm of inclusion.
Rhyme Scheme and Rhythm Podcast Poetry
Lamplight and Duct Tape: Lessons on Belonging
In the city where kindness is rhythm and rain,
Where identity finds room and fear can’t remain,
Pacific pines shelter voices diverse,
Acceptance flows freely—a living universe.
From corridors humming with laughter and lore,
To duct-taped resolve when tempers outpour,
There’s courage in pausing, in holding a friend—
Restraint that brings conflict and bias to end.
Leadership grows not from titles or pride,
But in listening close, letting stories confide.
Decisions inclusive must centre the voice
Of those most affected, empowering choice.
Learning’s not limited; wisdom may start
With trade, craft or study, but lives in the heart.
Breaking old cycles—be they poverty’s chain
Or lessons of failure—brings hope in its wake.
Resilience is crafted by trial and mistake,
When falling is learning, and losses remake
Belief into action, self-doubt into trust,
With grit as foundation, and fairness as must.
Communities rally, they anchor and lift,
Their sporting allegiance, their heritage’s gift—
But true belonging is deeper than teams,
It’s duct tape and lamplight, and meeting all dreams.
So pause and reflect, lend your ear, share a thought—
For inclusion’s a journey together, not taught.
Subscribe to the story, invite others to see
How belonging and leadership set people free.
with thanks to Dr. Cedric Howard for a fascinating podcast episode
Key Learnings
Key Learning & Takeaway
The core insight from this episode of Inclusion Bites is the profound value of humanising leadership and education in service of belonging. Dr. Cedric Howard and Joanne Lockwood explore how true inclusion and societal transformation begin when leaders and educators prioritise authentic relational connections, listen to those impacted by decisions, and intentionally craft environments where people are not just present, but genuinely seen, valued, and empowered to thrive.
Point #1: Inclusion Is an Asset, Not a Tick-Box Exercise
Dr. Cedric Howard highlights the Pacific Northwest’s approach, where diversity is truly embraced as a strength. Communities actively welcome different backgrounds, languages, and identities, fostering a feeling of safety and acceptance.
Point #2: Leadership Requires Both Content and Context
Effective leaders must combine their expertise (“content”) with an acute awareness of the lived realities and needs of those they serve (“context”). Only then can policy or change be enacted in a way that resonates and drives real impact.
Point #3: True Change Starts with Listening to the Margins
Meaningful decisions emerge when the process centres the voices and stories of those most affected, rather than only listening to funders or power brokers. Inclusion is not theoretical—it’s practical and relational.
Point #4: Resilience and Growth Are Forged Through Adversity
The episode discusses the necessity of allowing failure and challenge. Supporting others is not about shielding them from difficulty, but providing the conditions to develop resilience—be it in education, employment, or community life.
At its heart, this conversation champions leadership that leads with empathy and authenticity—one that turns cycles of disadvantage into cycles of opportunity through collective belonging.
Maxims to live by…
Maxims for Leadership, Learning, and Belonging
Inclusion is an Asset: Treat diversity and difference not just as facts to be tolerated, but as strengths to be harnessed for richer communities and organisations.
Community Reflects the Institution: Understand that every organisation is a microcosm of the wider environment. Strive for environments where everyone is valued, seen, and validated.
Lead Through Listening: An educator seeks to listen first, ensuring every conversation is informed by a genuine understanding of others’ realities.
Start with the Affected, Not the Influential: Build policy, strategy, and practice by engaging those most affected—never let funding or politics dictate needs above lived experience.
Content Without Context Is Incomplete: When making decisions, always consider both the what (content) and the why or how (context) so outcomes are relevant and respectful.
Respectful Debate Sparks Growth: Create spaces where it’s safe to disagree, explore frustration, and ask challenging questions—always grounded in mutual respect.
Failure Builds Resilience: Give yourself—and others—permission to fail. True learning and leadership emerge from navigating challenges, not from perfection.
Education Empowers Choice: Lifelong learning, whether academic or practical, unlocks possibilities and generational change. There is no single path—champion all forms of skill and knowledge development.
Change Your Story, Change Your Future: Challenge inherited habits, attitudes, beliefs, and expectations to author new trajectories for yourself and your community.
Perspective Requires Agency: Give everyone—especially those with least power—the chance to shape decisions that affect them.
Adversity Is Opportunity: See every threat and obstacle as a springboard for growth, not a reason to withdraw.
Process Determines Outcomes: Involve all relevant voices in processes to produce robust, just, and sustainable outcomes.
Friendship Is Mutual Accountability: True friends and colleagues intervene when we falter, helping us pause and regain control.
Storytelling Creates Change: Turn complex ideas into everyday stories. Real-world narratives inspire action and deepen empathy.
Be the Catalyst for New Traditions: Sometimes, enough really is enough—do not fear becoming the hinge that changes the story for generations to come.
Celebrate Participation, Learn from Experience: Reward the courage to try, while valuing the lessons in both victory and defeat.
Strength Grows Through Challenges: Allow yourself and others space to experience and overcome difficulty. Grit and resilience are forged, not gifted.
Delegate and Collaborate: No need to be an expert in everything; coordinate, connect, and trust your team to achieve meaningful progress.
Self-Mastery Precedes Leadership: The greatest battles are within. Cultivate positive self-talk and a growth mindset; leadership follows self-understanding.
Find Connection Across Difference: Kinship and meaningful interaction transcend personal histories—meet people authentically and with curiosity.
These maxims offer practical, human-centred guidance for anyone determined to foster belonging, lead thoughtfully, and learn courageously.
Extended YouTube Description
Inclusion Bites Podcast | Leadership, Learning & Belonging: From Poverty to Empowerment with Dr. Cedric Howard
Welcome to another compelling episode of the Inclusion Bites Podcast, hosted by Joanne Lockwood. This week, Dr. Cedric Howard, a distinguished higher education leader and financial empowerment advocate, shares his remarkable journey of breaking generational cycles of poverty through inclusive leadership, transformative education, and authentic belonging.
🔖 Timestamps & Easy Navigation
00:00 – Introduction: Setting the scene for Inclusion Bites
01:15 – Meet Dr. Cedric Howard: Higher education leadership and personal superpower
04:18 – Seattle’s inclusive culture and identity
09:17 – The origins of an educational thought leader: From crisis to career trajectory
14:34 – Rodney King explained: Historical context and lessons in activism
21:17 – Core values: Leading with positivity and overcoming adversity
28:38 – Creating generational change: The power of family expectation
34:17 – Why education means more than university: Vocational and entrepreneurial paths
39:37 – Building resilience: The value of failure and real-world experience
49:14 – Sport, community, and belonging—metaphors for leadership in society
54:03 – The importance of friendships, support systems, and personal interventions
56:23 – Final thoughts, guest follow-up, and contact details
About This Episode
Key themes:
Inclusive leadership, generational transformation, financial empowerment, educational pathways, belonging, resilience, real-world skills, community & culture
What you’ll learn:
How Dr. Cedric Howard overcame adversity, using both academic and vocational routes to uplift his family—and how you can instigate change in your own circle.
Why “belonging” is not just a buzzword, but an essential driver of performance and personal fulfilment.
Actionable strategies to foster resilience, encourage life-long learning, and rewire your mindset for positivity and growth.
Practical ways leaders and educators can humanise their model, create agency among marginalised voices, and ensure decision-making is shaped around lived experience—not just policy.
The vital role of community, trust, and honest dialogue in navigating complex socio-political landscapes.
Why this matters for you:
Whether you’re a Diversity, Equity & Inclusion professional, an HR specialist, an educator, or someone committed to building more inclusive teams, this episode equips you with the real-world tactics and inspiration to ignite positive, sustainable change. Learn how to convert setbacks into transformational opportunities, bridge generational divides, and embed inclusion as the cornerstone of your organisation’s culture.
Ready to Lead Change?
Subscribe for more bold conversations and expert insights on inclusive leadership, belonging, and societal change.
Visit our website: seechangehappen.co.uk/inclusion-bites-listen for full show notes and resources.
Share your story: Email Joanne Lockwood at jo.lockwood@seechangehappen.co.uk if you have insights or want to join the podcast.
Liked this episode? Explore our playlist for more inspiring interviews!
Hashtags to Boost Reach:
#InclusionBites #InclusiveLeadership #Belonging #DEI #FinancialEmpowerment #HigherEducation #Resilience #CommunityCulture #GenerationalChange #PositivePeopleExperiences
Unlock more inclusive thinking and disrupt the status quo—one episode at a time. Listen, learn, and lead the change you wish to see.
Substack Post
The Leadership Tapestry: Weaving Learning and Belonging into Everyday Practice
What does it really mean to lead inclusively, beyond a slogan on a corporate wall? In a world where processes and procedures jostle for priority, how do we make sure that the human at the heart of every policy isn’t lost in a fog of paperwork or political sensibility? These are the thorny questions that land in my inbox week after week—from HR specialists seeking to drive culture change, D&I heads worried about disengagement, to leaders genuinely perplexed about belonging in modern workplaces.
This is exactly why I invited Dr. Cedric Howard—a higher education thought leader and formidable financial empowerment advocate—to join me for Episode 190 of the Inclusion Bites Podcast, “Leadership, Learning and Belonging”. Dr. Howard’s extraordinary trajectory from being the first in his family to step onto a university campus, through moments of raw adversity and transformative action, provided fertile ground for an exploration of what truly enables individuals and organisations to flourish.
Exploring the Core: Belonging, Power, and Pragmatism
During our conversation, Dr. Howard and I peeled back the layers of his journey—from growing up amidst the persistent realities of poverty and racial tension in the Deep South, to influencing systemic change in Washington State and beyond. We didn’t skirt around the awkward questions. Together we grappled with:
How inclusive leadership can break cycles of disadvantage and instil generational change. Dr. Howard’s family story, starting with his grandmother’s passionate insistence on higher education, reminded me how one bold expectation can upend entrenched norms. What starts as a single graduation gown can become a legacy.
Translating complex policy into practical, everyday impact. Too often, I see strategy bogged down by jargon. Dr. Howard champions the art of storytelling—connecting policies to real people’s lived experience. In his words, “If you want to humanise the institution, you must put students at every stage of the decision-making table.”
The subtleties of leadership in times of crisis. Rather than retreat, Dr. Howard spoke candidly about a pivotal moment when, as a student, he diffused racial tensions in his university residence (armed only with duct tape and presence of mind). Such moments, he insists, don’t just test character—they build it.
These themes weave together the essential threads needed for HR, leadership, and L&D professionals looking to anchor learning and belonging at the centre of organisational life.
Practical Threads for Inclusive Practice
Here are core insights from my conversation with Dr. Howard—lessons that you can draw into your professional tapestry:
Put Voice Before Policy
Policy is an empty vessel if those most affected aren’t offering input. Dr. Howard is adamant: “Don’t create an issue or solution based on funding or the loudest voice in the room—start with the people most impacted.” For HR and D&I teams, this means genuinely co-producing strategy with employees and students, not just consulting them after the fact.Context is the Quiet Power behind Content
We discussed why context matters just as much as content in DEI communications. Dr. Howard reflected that “when you have content without context, you’re speaking into a void”. You can have all the right data, intentions, and tick-box exercises, but without grounding decisions in people’s stories—especially those at the margins—messages fail to land, and real change falters.Failure is Fertile Ground for Growth
Schools and workplaces can often sanitise struggle, pushing the myth that success is a straight line. We explored Dr. Howard’s family tradition—a legacy of educational achievement born from one brave act and carried generationally. His message to leaders: allow space for mistakes and let resilience flourish. Don’t rob your teams (or students) of the lesson that falling down is part of learning to walk tall.Nurture Intrinsic Motivation, Not Just Outcomes
Dr. Howard’s family chose education pathways not from a sense of “should”, but from the power of pride and belonging. For workplace practitioners, the takeaway is clear: don’t just incentivise achievement—celebrate milestones that build identity, agency, and connection.Build Processes with People, Not for Them
Be wary of solutions devised solely to please powerbrokers or unlock funding. Dr. Howard advocates structuring decision-making so “all affected parties are at the table”. Give your system the flexibility to adapt as lived realities shift. This, he argues, is at the heart of “humanising” organisations—moving beyond numbers to nurture potential.
A Slice of the Conversation: Watch, Reflect, Apply
I know time is precious, so I’ve handpicked a one-minute highlight for you. In this short audiogram, Dr. Howard shares the punchy essence of using personal story and direct action to resolve conflict—a moment as emblematic as duct tape at a crossroads.
[Watch the Audiogram Here – Discover the Power of Everyday Leadership]
(Insert link to video audiogram here)
Whether you catch this on your commute or over your morning cuppa, I promise it’ll spark a thought (or five) on how to lead with both courage and compassion.
Pull Up a Chair—Here’s Your Invitation
If this piques your interest, don’t miss the full conversation. The episode is alive with practical wisdom, humour, and boldness—all underpinned by a belief that inclusion is not an abstract ideal, but an everyday reality we can all shape.
Listen to Episode 190 – Leadership, Learning and Belonging
Share this episode with your team, forward it to your D&I council, or discuss it at your next development session. Let’s move inclusion from theory into the everyday fabric of our organisations.
One Final Thread: What’s Your Duct Tape Moment?
Here’s something to ponder: When have you last stepped in—not because you were the assigned “fixer”, but because you knew someone had to break the cycle of conflict, silence, or exclusion? How might you, in your role, create space for belonging, and who would you invite to the table next time a decision looms?
True inclusivity is nurtured through thousands of small actions—sometimes improvised, often imperfect, always human. Will you be the person to reach for the (metaphorical) duct tape?
Until next time—keep weaving belonging into the heart of your leadership practice.
With purpose and pride,
Joanne Lockwood
Host of the Inclusion Bites Podcast
The Inclusive Culture Expert at SEE Change Happen
Stay connected:
What step will you take this week to nurture courageous leaders and a deep sense of belonging in your organisation?
1st Person Narrative Content
Leadership, Learning, and Breaking the Cycle: My Candid Conversation on Inclusion Bites
“Never waste a good crisis.” That mantra has defined my approach to leadership, learning, and creating lasting impact far beyond educational institutions. It’s not just that adversity reveals our character; it’s that adversity carves it—shaping how we build environments where people truly belong. When Joanne Lockwood asked me, “What propels you as an educational thought leader and advocate for financial empowerment?” we didn’t just skirt around platitudes. Instead, we ventured into the heart of what it means to translate lived experience into systems-change—how one small shift in family expectation can seed generational transformation, and why institutional power must be disrupted from the inside, not just challenged from without.
Why Belonging Is More Than a Buzzword
Growing up as a first-generation university student, the concept of belonging was never a given. I understood from an early age that institutional spaces—especially in the South of the United States—were constructed to keep people out, not usher them in. Joanne Lockwood, host of the Inclusion Bites Podcast, set the stakes for our dialogue early: “Ever wondered what it truly takes to create a world where everyone not only belongs, but thrives?” For both of us, this wasn’t an academic inquiry; it was a lived imperative.
Joanne brings an empathy-fuelled edge to leadership conversations. As the founder of SEE Change Happen, she’s built a reputation for peeling back the status quo on inclusion, belonging, and societal transformation. Her interviews are known for their unapologetic candour and relentless drive for actionable change. Over [INSERT_VIEW_COUNT] people have already watched our interview on YouTube, with many more tuning in via Spotify and Apple Podcasts.
If this conversation sparks something for you—questions, pushback, or agreement—I’d love to hear your thoughts in the comments below. I read every one.
The Geography of Kindness—And Why It Matters
When people ask me where I live, and I say “Seattle,” the stereotype is always about the rain or perhaps the coffee shops. The reality is that much deeper—Seattle, the Pacific Northwest, represents a social geography I never envisioned growing up. As I told Joanne, “I grew up in the southern part of the United States where race was an issue, everything was black or white…but here, whether you are straight, gay, black, white, however you decide to identify—it is well embraced and welcomed.”
This region embodies what I call “Seattle Nice.” In the best moments, it reflects authentic kindness, palpable diversity, and real community. Joanne, with her trademark curiosity, pressed for the detail: is this reputation for acceptance real? Absolutely. Three of the top ten most diverse postcodes in the US are right here. Walk into my place of work and you’ll hear a global symphony of languages—what’s more, you’ll be seen.
That’s not just a cultural happenstance; it’s the result of conscious choices. In Seattle, inclusion isn’t a side project; it’s considered an economic asset and a social norm. And yes, it also brings its paradoxes—the same openness that pulls us together can sometimes conceal the underlying systemic challenges. But I’d take this challenge over the blunt exclusion I grew up with any day.
Accidentally on Purpose: From Crisis to Calling
I didn’t set out to be a leader in higher education. In fact, as I admitted in my conversation with Joanne, “My introduction to higher education was a crisis.” Joanne listened, nodding in recognition, and then drew out the deeper thread with her gently probing question: “What does it really mean to have your career born out of crisis—and how did that shape your approach?”
Let’s paint the picture: it was 1993, and the Rodney King verdict had just come down—the first time police brutality was globally televised. I watched as friends who’d just been playing basketball together were suddenly pitted against each other because of their skin colour. Instinctively, I took a risk: I started duct-taping people to lampposts, quite literally, to stop fights escalating. That impulsive act didn’t see me expelled, as I’d feared. Instead, it caught the eye of university leadership: they saw leadership potential and introduced me to a world I’d never even imagined—a career in student affairs.
Joanne reframed it as a parable of belonging—and perhaps, of luck. “With hindsight, it must have taken a real core value to look for resolution and pull together rather than divide,” she reflected. She’s right. That day, I simply acted to protect the community I loved. In doing so, I stepped onto a path that would let me redefine what ‘belonging’ could mean—not just for me, but for thousands of others.
Rewiring the Script: Belief Systems and Family Transformation
There’s a moment in every family’s story where someone draws a line and says: “From now on, things will be different.” For my family, that moment came as I returned from university, the first to earn a degree. My 5’1” Southern grandmother gathered all eleven cousins, demanded my graduation gown, and pronounced: “Each of you owe me a college graduation gown. That is my expectation for you.”
What happened next wasn’t magic; it was systemic change at the family level. One by one, each cousin stepped up. Today, all eighteen of us hold degrees. My mother went back to university in her late forties. My daughter became a practising neurologist at twenty-six. My son chose the navy route, negotiating his own path with our support. Our youngest, who just graduated this year, will see his accomplishment celebrated at my grandmother’s grave—a literal and metaphorical laying down of legacy.
Here’s the point: we didn’t do this because we were exceptional. We did it because expectations shifted and the script was rewritten. Joanne’s own story echoed this same theme—a mother who earned her degree later in life, children who soon reset the family standard. As leaders, as educators, as parents, our first act is to rewrite what’s possible. “Too often,” Joanne noted, “we expect young people to have a destination before they’re ready to find one.” That’s a fallacy we can actually dismantle, with intention, in our own homes.
Listening First: Humanising Policy Through Story
One of the failures of the modern institution—be it university, government, or corporation—is the reduction of the individual to an abstraction. “How do you ensure students are seen as individuals, not just numbers or funding opportunities?” Joanne challenged. She exposed the trap: when leaders make policy in a vacuum, the human story vanishes.
My answer is always practical: bring the voices of those affected into every stage of the process. Yes, I might have expertise, but the context—the lived experience—belongs to others. I insist that students sit at the table, not as tokens but as story-bearers. When you begin by understanding the real experience of those impacted, you end up constructing systems that actually work.
Joanne traced the line perfectly: “I’d describe myself as an educator, not an activist. The educator listens first, talks second.” Content without context breeds confusion; content with context, as I like to say, brings clarity.
Whether navigating the politics of educational funding or confronting societal debates, the principle stands: start with those up close to the pain point, not those furthest away with the chequebook.
Financial Freedom, Self-Worth, and the New Credibility
What does it mean to break the cycle of poverty? In my work as a financial empowerment advocate, it’s never just about skills or jobs: it’s about dignity. I go into communities and share my journey from welfare to generational wealth—not to boast, but to normalise aspiration.
Joanne, always attuned to global context, drew a beautiful parallel with a post-tsunami educational initiative in India—how education was not just about jobs, but about freedom from colonialism and imposed limits. “Freedom through education,” she said, is the mechanism by which we build life choices.
Let’s be absolutely clear: university is not the only or even the highest path. I remind students and parents alike: if you find your path through the trades, through entrepreneurship, through military service—as my own family has—then embrace it fully. We’ve got to “give people the agency to go down the path most suitable for their desires,” I insisted. For some, the happiness and satisfaction of self-chosen direction will always outshine a degree chased for its own sake.
What matters? Whether it’s a degree or a trade, it’s the ability to provide for yourself, to build resilience, and to lift up the next generation—not by making them live your story, but by helping them author their own.
The “H.A.B.E.” Model: Building New Habits, Attitudes, Beliefs, Expectations
True change demands more than aspiration—it requires a systematic overhaul of the underlying operating system. In our family, I codified this as changing our HABE: Habits, Attitudes, Beliefs, and Expectations.
Adapting habits meant studying and working differently. Shifting attitudes helped us believe new achievements were possible. Setting new beliefs and expectations allowed us to institutionalise those learnings—eventually constructing trust funds and scholarship support within our own family. “By addressing your HABE, you can rewrite the self-talk and challenge the scripts that are holding you back,” I explained.
Joanne picked up on this, noting how resilience is born from struggle—not ease. She highlighted a study showing that straight-A students are often less adept at navigating adversity than those who’ve experienced failure. I’ve long argued that the myth of the always-successful prodigy is a trap: “Most successful people have failed more times than they’ve succeeded, but they’ve learned to process those failures.”
It’s not the A grades that build entrepreneurs; it’s the grit, the learning, the relentless re-wiring when things don’t go as planned.
Failure Is Our Greatest Teacher
We live in a culture that sometimes elevates the myth that “everyone’s a winner,” awarding trophies for showing up, not for overcoming. Joanne and I challenged this. “Everyone should have gotten the experience for participating—the real reward is that you persisted, not just that you won,” I noted.
If we rob young people (or ourselves) of discomfort and adversity, we also rob them of the opportunity to discover who they really are in the crucible of challenge. My own daughter is a case in point—put through the rigour of competitive sports, she learned early that failing on the court built confidence off it. Today, as one of the youngest practising neurologists in her cohort, she credits her grit not to intellect, but to being put in situations where I wouldn’t—couldn’t—rescue her.
Joanne, candid as always, added personal vulnerability. “I’ve spent my life making mistakes, and I’m better for it. Now, sixty years on, my core values—honesty, integrity—emerged from those difficult moments.” We cannot outsource resilience, nor can we legislate it. We must let people fall, and then equip them, structurally and relationally, to get back up.
Community, Competition, and Collective Belonging
As our conversation drifted into sports tribalism—Portsmouth versus Southampton, football versus rugby, soccer versus American football—it was clear the search for belonging is deeply woven into human nature. The danger, though, is when tribal belonging tips into destructive exclusion.
In higher education, just like in sporting fandom, the healthiest communities unite around common cause while leaving space for difference. The institution and the community must be deeply intertwined. As I observed, “The clubs need the communities, and the communities need the clubs.”
From Joanne’s UK vantage point, this is manifest in the passionate, sometimes volatile football rivalries. In Seattle, we see it in the way investment flows from university sports teams out into the surrounding neighbourhoods. The lesson for leaders? Anchoring organisations in the communities they serve is the only route to authentic, sustainable relevance.
The Duct Tape Principle: Leadership Means Acting in the Moment
“That’s what friends are for,” Joanne said, after recounting her own crisis-averting “duct-tape moment” in a nightclub—a wry analogy for calming a tense situation by stepping in and de-escalating rather than letting events spiral. Sometimes, she noted, what people need is a metaphorical duct tape or a safe word—a nudge strong enough to snap them from fight-or-flight reactions into a space where they can choose better options.
For me, duct tape has always symbolised survival. As a kid, it literally held things together. As a young leader, it stopped violence. As an executive and educator, it reminds me that sometimes—whether threading a team through controversy or holding a family together—leadership is about unglamorous, decisive, hands-on intervention.
It’s also about having the humility, as Joanne put it, to allow our friends to pause us, to remind us who we are, and to shield us from ourselves when our amygdala takes over. “That,” I agreed, “is what genuine community is for—not just to celebrate with us when things go well, but to step in and hold us accountable when we most need it.”
Closing Thought: The Power and Promise of Chosen Family
If there’s one insight I hope readers will take away, it’s this: Identity, legacy, and community are not preordained—they are crafted, moment by moment, in how we respond to crisis, opportunity, and each other. We have the power to rewrite the future by shifting habits, resetting expectations, and building structures that let those coming up behind us do better than we did.
Belonging is not given—it is built. It is what happens when leaders, educators, parents, and friends show up with both open arms and measured challenge. And it is what endures, long after the trophies are forgotten, the degrees conferred, and the applause dies down.
So—if you’re ready to duct tape your assumptions, your systems, or even your friends (metaphorically, of course) for the sake of building a better, more inclusive future, I invite you to join this conversation. Let’s ensure our legacy is one of courage, candour, and radical belonging.
Leave your comment below. I look forward to reading it—and to continuing this unfinished conversation, one bold step at a time.
Song Lyrics from Episode
[Title
Duct Tape and Graduation Gowns]
[Synopsis
Episode 190 — Spun from “Leadership, Learning and Belonging,” this song turns the journey from generational poverty to empowered legacy into an acoustic anthem. Drawing from Dr. Cedric Howard’s story of transformative action, family, and belonging, it rises from adversity to aspiration, honouring the strength in vulnerability, true inclusion, and the grit to build a new future. Warm indie-pop, direct, compassionate, and unwavering.]
[Vibe
Mid-tempo, acoustic guitar foundation. Understated verses with intimate female vocal and soft piano. Pre-chorus blooms with shimmering atmospheric pads and subtly insistent drums. Uplift in chorus with layered harmonies and steady percussion. Bridge shifts to finger-picked guitar and honest spoken-word tone. Final chorus introduces driving rhythm and affirmation, ending with a gentle guitar-led fade.]
Lyrics
[Verse 1]
You grow up counting reasons
Why the door's been closed too long,
Chasing after borrowed futures
With the battle in your bones.
The tape that holds your world together
Is frayed but never shamed —
When they said “not for you, child,”
You stood up and wrote your name.
[Pre-Chorus]
Isn’t this what courage means —
Listening when the room divides?
Building spaces at the table
Where every doubt can hide?
[Chorus]
So tie my story to a lamppost,
Duct tape and graduation gowns.
We built a hope from broken places,
Turned the future upside down.
Not just a number, not just a name —
This is showing up, this is claiming ground.
Pull up a chair,
Belonging’s how
We change this town.
[Instrumental Section]
[Acoustic guitar riff, warm pads, gentle rhythmic percussion. Faint echo of children playing/laughter beneath.]
[Verse 2]
They said the world won’t wait for healing
But we took the slower route.
Family trees in borrowed regalia,
Dreams that no one talks about.
Every “no” became a question,
Every fall rebuilt with care —
If you look close, you’ll see the answers
Written in the stories we share.
[Pre-Chorus]
Isn’t strength what happens here —
When you give your fear a name?
If you face the mirror honest
You’ll never leave the same.
[Chorus]
So tie my story to a lamppost,
Duct tape and graduation gowns.
We built a hope from broken places,
Turned the future upside down.
Not just a number, not just a name —
This is showing up, this is claiming ground.
Pull up a chair,
Belonging’s how
We change this town.
[Bridge]
Let me tell you —
It’s the lessons, not the medals,
That carve out who you’ll be.
Failure writes the blueprint
For the life we want to lead.
All the residue of struggle —
That is wisdom in disguise.
Grit is loving with your eyes wide open
On the day the masks collide.
[Instrumental Section]
[Fingerpicked guitar, subtle build. Sounds of a cheering crowd, settling gently.]
[Verse 3]
Now my hands are calloused kindness,
I give away what I received.
From a grandmother’s whispered lessons
To a flame you won’t believe.
We are more than lists or letters,
We are more than what we’ve earned —
There’s dignity in starting over,
And power in return.
[Pre-Chorus]
Can you feel the world in motion,
All the stories in this room?
Every struggle stakes a promise —
There’s still space to bloom.
[Final Chorus (Lifted with Harmony)]
So tie my story to a lamppost,
Duct tape and graduation gowns.
We built a hope from broken places,
Turned the future upside down.
Not just a number, not just a name —
This is showing up, this is claiming ground.
Pull up a chair,
Belonging’s how
We change this town.
So tie my story to a lamppost —
Belonging’s how
We change this town.
[Fade Out]
[Guitar and harmony voices softly repeat:
“Pull up a chair… Belonging’s how we change…”
Instrumental lull, warm and reflective.]
Made with Castmagic
Turn any recording into a page like this.
Upload audio or video — interviews, podcasts, sales calls, lectures. Get a transcript, summary, key takeaways, and social-ready clips in minutes.
Google
Apple
Or learn more about Castmagic first.
Magic Chat
Try asking