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 where everyone not only belongs but thrives? You're not alone. Join me as we uncover the unseen, challenge the status quo, and share stories 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.
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The Inclusion Bites Podcast
Empowering Belonging
Speaker
Joanne Lockwood
Speaker
Alyssa Dver
Joanne Lockwood hosts a profound dialogue with Alisa de Vere on cultivating belonging and confidence within workplaces. They explore the impact of divisive politics, the importance of compromise, and how brain science can illuminate human reactions to inclusion and exclusion, inspiring listeners to foster empathetic, empowering environments.
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Highlights
“Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change.”
“'I can't walk in your shoes, but, and I can't necessarily have empathy for what you go through, but I can relate to your stories, to your lived experience, and I can go, actually, I've never seen it through that those eyes before and that that lens before. But now you say that, I I really do understand why it's important to you.'”
“The constructs are still, maybe even more so, important.”
“You're never going to understand, nor should you, nor, you know, it's almost a waste of time in many cases to try and really understand the trauma. But there are ways we can support that child in learning better, knowing that they've been through trauma.”
“I can't bring my whole self to work if you're not even letting me open my mouth in a meeting.”
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Full transcript
So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with Inclusion Bites. Today is episode 142 with the title, Empowering Belonging. And I have the absolute honour and privilege to welcome Alisa de Vere. Alisa is a confidence expert, a leader of the ERG Alliance that equips organisations with the tools and brain science to create sustainable, inclusive, and impactful employee resource group. And I asked Alyssa to describe a superpower. She said that it is helping people feel confident and valued by creating spaces where everyone belongs. Hello, Alissa.
Welcome to the show.
Jo, I'm so excited to be here. I can't imagine a more perfect conversation for today.
No. And we met, I suppose, coming up from a month ago. It was actually, to put a date stamp on it, it was the day after the, US presidential elections where the news of the result was just filtering through. Wasn't it?
It was. And I was so glad to be with you and not in Boston where I am right now because I tell you that was a tough day.
Yeah. So we were at a, the ERG Alliance event in London, weren't we, on that day? That's right. In Waterloo, South Southwark.
Yeah. It was it was really nice to be, and and, you know, it's interesting too, of course, for me being kind of the representative American in the room. You know, everyone was like, why? And, I still don't have those answers.
No. And you put a brave face on it, if I remember rightly. Yeah. We could everyone could tell that there was a a lot of confusion and pain behind the eyes.
Oh, yeah. Well, I, you know, I guess that's good because I don't wanna fake anybody ever. I will say this, you know, in processing it now for several weeks, there is a lot of pain still. And every day, the news is, you know, almost more unbelievable with some of the appointees and some of the ramifications and things that are happening. But it's also rallied maybe an energy or a a latent complacency. Right? I think that we we often take a lot for granted, whether it's women's rights or any kind of rights, civil rights. And those are things that we have to continue to put our focus on. So for what it's worth, it bites.
But at the same time, we are gonna bite back in a way that is productive, smart, and, sustainable. So we have a lot of work to do. I think a lot of people are realizing that. They're taking maybe the rest of the year to kind of re energize and at the same time find a new approach.
Yeah. It's I find that the whole world of politics is it's very divisive, isn't it? I mean, we're gonna be talking around ERGs and staff networks and empowering people and creating belonging, which is an inclusive approach. Whereas politics is you're in, you're out. You're with us, you're against us. And and there's no room for the for the losers almost, is there?
Yeah. Well, think about elementary, middle school, high school. I mean, why is it any different? You know, power, people who wanna be popular, who wanna have power in that. The only way they I should say the only way. The most common way, of course, is to make themselves either bullies or make the and or make the rest of the population feel less confident. And so, unfortunately, that that's kind of the definition of divisiveness. Right? Somebody's a winner, somebody's a loser. And it's just sad.
It's a human condition that unfortunately transcends ethnicity, culture, country. Right? And you look at all over the world.
Or you end up in a a democracy that is constrained. Someone like, Switzerland, for example, where it's a consensus voting all the time and it's very hard to make change, which creates a very stable political government, but you don't evolve as a country or evolve as a society because you can never get consensus. That's the other challenge, isn't it?
Yeah. Well, you can never get consensus. Let's think about that for a second, though. Because if we're really inclusive, we're inviting difference. We embrace and celebrate differences. Right? So consensus may not be something that is attainable. And maybe that's okay. I mean, we're getting very ideological here.
But, the reality is this, is if you really have all those beautiful different voices at a table and you want them to agree, that's kind of by definition not going to work. It shouldn't work. Right? But if we can come to a place where and, you know, I'm not I don't love the word compromise. It kind of implies that we're all not getting what we want. But if we can come to a place of compromise where everyone goes, you know, that'll work for me enough. And that's one of my favorite words is enough. Because I don't think we use enough enough. But, like, instead of having to be totally, you know, if my list has 10 requirements, but I get 8 or 7 of them fulfilled, and you get 8 or 7 of yours fulfilled, that's enough.
So consensus may not be the right choice there.
Oh, I I hear what you're saying about the word consensus. I I always try and reframe it so that I'm not seeing it as I've given way or I've had to compromise. I wanna see compromises. Actually, I'm satisfied that we've both given ground. We've both met in the middle.
Right.
We both acknowledged each other's feelings, our needs. And when we sat down and talked about something, I go, actually, you're right. We need a bit of that as well. And so we're we're not giving ground. We're we're we're sharing ground and understanding each other's needs. I think that's that's how I would frame compromise.
I agree. 100%. 100%. Wouldn't it be a better world? It would be. Right? You know, I don't wanna label anything or try to avoid labels. But, you know, this this historically dictatorial stance of, you know, it's mine, and I has to be my way or the like, it's it's just we gotta do something about that. And and at the same time, we don't have to impose. Right? Like, just because we choose whatever it might be, a lifestyle or a preference, doesn't mean you have to.
Right? And I think I think there is this, I don't know. I don't even know the words to how I am, like, so so beyond trying to explain things, as I said. But I think there is this assumption that we all have to, like you said, consensus, we all have to agree. We don't have to agree. And that's okay.
Yeah. No. I I agree we don't have to agree. And I think it's I I always try and come from the angle that if I can understand why you believe something, I don't actually have to believe the same thing as long as I can understand and relate to your lived experience and the fact that you're straight or you're black or you have a disability, whatever it may be, I can't walk in your shoes, but, and I can't necessarily have empathy for what you go through, but I can relate to your stories, to your lived experience, and I can go, actually, I've never seen it through that those eyes before and that that lens before. But now you say that, I I really do understand why it's important to you. It will never be important to me, but I can understand now it's important for you, it's important to me as well, sort of thing. Just trying to find that middle ground, isn't
it? Yeah. Well, yes. And and I think that oftentimes people make very poor assumptions. Right? We know assumptions are never good, but they can be very dangerous. And and what I mean by that is you don't know what somebody's been through. You have no idea. You, you know, you're talking to somebody at any given moment and you don't know what they just came out of or have lived through in the past. And so their perspective is gonna be different than yours.
But it doesn't mean it's better, wrong, right. It's just different. At the same time, isn't that a beautiful thing? We get all this different views of things, whether it's, you know, for innovation reasons or just to enrich our intellectual appreciation of all of it. But I don't think everyone I know I'm not, you know, clearly that's not a shared viewpoint. You know, I I don't know how or why I have that, to be honest with you. I have a lot of my own lived experiences that make me that way. But it's there's an irony here, . Because I want people to be more accepting because I'm more accepting.
Right? So I try and also understand, and I use brain science as my tool to understand why does somebody feel so bigoted? Or why do they feel so assumptive? What like, what is behind that so that I can be a little bit more prepared and and maybe I don't want to say supportive. That's not the right word either. But so so that I can create a a common ground.
Do you have any theories with your brain science and your your experience as to why, yeah, as you say, I, we, many people we know, want to see betterment. We want to feel we want people to succeed. We want people to genuinely feel safe, secure, have opportunities. And we believe we're the best in people, but there are other people who have a different view where they're not, well, whether it's selfish or self centred or self effacing, Begins with the word self. They're not thinking in those ways. So what is the difference? And without going into personality disorders, narcissistic tenders, what word should we use?
Can we? Can we, please? Well, alright. We'll we'll make it very I don't want to say simple. It's not simple, but we'll make it, somewhat easy to digest. You know, there's two reasons. Well, first of all, no baby is born selfish. Right? Like you don't come out and you're like, I'm gonna be a jerk when I grow up. Like, you know. You don't it's a learned behavior, right? So they learn it from somewhere, some people, some situations.
And in many cases, it may be a defensive mechanism from some trauma or from other things too, of course. Right? So you can't always blame the people or the situation, but you can at least explain that there's a reason why that person is feeling the way they are. Now, reality overall is that our brains, as evolved as they are, they're still pretty cave like, right? In that we respond to fear. That is our immediate, you know, I'm about to be hurt. And hurt, not just physically hurt, but emotionally hurt. Like, someone's not gonna like me. Somebody's gonna think I'm a loser. And in that moment of what is usually subconscious, because we don't stop and say, Oh, I'm feeling this way.
It's a reaction. And the reaction goes right into our brain stem, which is the cave person part of our brain. Right? That's the oldest part. It's the part of the brain that keeps us in survival mode. And survival mode is interesting because survival mode has 2 kind of extremes. 1 is very aggressive behavior, defensive aggressive. It could be somebody like, Oh, I didn't say that. Or it could be, you know, You.
You're the problem. Those kinds of aggressive behaviors. But it could also be the other extreme, which is shy hunkering down, trying to disappear. You know, the people who don't want to say anything, maybe even passive aggressive, you could put in that bucket. But people who are quiet, who are introverted in a way that you go, you know, say something. And that's survival mode, right? They're scared. And that fear, that trigger of whatever it is. And I mean, it's kind of almost farcical in some ways, right? I watched our political news.
We started on that foot. And I'm like, that guy that guy's scared, right? He's scared. He's scared of losing face. He's scared of something. And so, what do they do? They get overly aggressive. They become passive puppets, right? And that's the heart of it. I mean, it's what it's the heart of it. It's the head of it, right? It's that's what it's all about.
So, when we don't belong, when we're not included, we go into that survival mode. And if we can make people or help people feel more belonged, more included, maybe we wouldn't have so many damn dictators all over the world. And I did stress that. Dictators. Sorry.
Dictator. Yes. I yeah. There was a an enunciation of that word, wasn't there? It's heavily loaded towards the first syllable.
Well and let me be clear. It is not it is not, you know, male or and women have this these issues too. And more and more, I think, you know, for lots of social reasons, women are acting equally defensive and aggressive as well as shy. You know, we we do see those polars all over the place.
I've lived 2 lives as as you're aware, and I've noticed a complete difference in the way I view the world, the way I show up, the way I interact. And I I could liken it to finding a religion or finding my epiphany or whatever it was whatever it may be. And why I look back on that that time in my life is realising that once you've told that biggest secret, that biggest thing inside you, once you've effectively opened your kimono to the world and said this is who I am underneath, There's not a lot left to hide and you've also realised that fear, all this apprehension, the things that are holding you back are just so what? No big deal, you can get over it. I think you're right in saying that some people have this defensiveness, insecurity, the little child inside them that doesn't want to be found out, doesn't want to be, you know, wants to be in with a big crowd, you know, they're always chasing this and they surround themselves with people who say yes all the time or amplify their their beliefs. Whereas I I find it much much more interesting now to to exist in, I say, chaos. We live in a world where I don't have to have all the answers, and I'm really, really comfortable with that these days.
I love how you you said that. Yes. A 100%. But you said some people. I think everyone does. And it's few that and I say everyone, including you and I, that there's probably moments you still you regress a little. I mean, I do too. Now what we know from our research at the Institute is that by the time we're 60 years old, we're finally comfortable in our own skin and as a population.
Right? You know, why is that? Because by the time you're 60, you finally realize all that minutia that you mentioned, all those things that just don't matter. Like, I'm not changing now. Like, this is who I am. Get over it. Right? But there are going to be moments, I don't care how confident someone out there thinks they are. In fact, it takes confidence to realize you're not confident. Right? And when you finally come to that conclusion that, you know what? I'm not perfect. I'm not right all the time.
And, you know, I'm human. If if that's the way it is. And when you accept that really wholly, it is liberating. You're absolutely right.
Oh, yeah. I just sort of phew in my my brow here, you know, you have to start to get your your shit together. If you're like, well, I'm 30 60. I'm 60 in 7 weeks' time. So I'm kind of glad that I've kind of arrived at that plateau just at the I mean, I think what would have happened if I got to this point and I locked in my personality at 60. It was the other one. I think, wow, at least I'm locking in the right personality at 60 and thinking I've got going together.
But Well, thank you too for doing it because we love who you are.
Yeah, I think I think my fifties have been in training for my sixties. You know, I think when you get to this point in your life, approaching 60, you're right. You don't have to be anything anymore. All of those, I suppose again, human instinct when you were young, you're trying to nest build, you're trying to acquire stuff, you're trying to feather everything and making sure that you have an environment where your children can grow up safely. You can then provide for them. All this kind of stuff that we do is very primeval. And we get to, I suppose, our age. Sorry.
I wasn't trying to say that you're our age.
Our age. No. We're we're yes. 60 scissors. Sis, sis, scissors. Sixty sisters. I can't even say it.
We don't need that baggage anymore. You know, we can shed that baggage. And I was talking to someone yesterday about the difference between baggage and luggage. Baggage is stuff you carry around with you, that you collect over the years. Luggage is the stuff where you sort your baggage out and say, this is all I now need to have a great life from here on in. So this is a shedding of the baggage and just picking up the luggage now.
Yeah. So I'll give you another data point that reinforces exactly what you just said. You know, we we've done a lot of research through the institute over the years, the last decade plus. And some of these data points, when you first collect them, you're like, really? And then you start to, like, ask people, and you'll it's just completely validated. And one of them was, you know, when you're in your twenties, your thirties, you have a bazillion friends typically. Like, you look at wedding pictures and there's, like, how many grooms men and grooves at bridesmaids. Right? And then you get into your later years and the average number , I'm gonna ask you to guess. What's the average number of people you'd really consider a good friend?
Really honest, I could survive just my wife and I as as the core must haves, and our children, and my parents, maybe. I don't I don't mean maybe in a nasty way. I'm just saying that if it came down to it and I had to lock the door and not let anybody in, my wife and I would be very happy together. But I suppose outside of that, there were 5 people maybe. Maybe.
2. 2 was the statistical audit appointment. Tongue tied today. 2. And part of that is letting go of the baggage. Because there's a lot of people that we collect over the years that are out of convenience. You know, people that are there during your kids' young years where you needed to carpool and you needed some backup or whatever. Friends that were just fun to go out drinking buddies.
You know, whatever it was. And you get older and you're like, you know, I have so little time. And it's not because I'm planning to die anytime soon. It's just that a day is 24 hours and I gotta sleep at least 8 of them. Right? So, like, with the time I have, I wanna be really mindful of the people that matter to me. And so you'd really do that, what I call pruning of your relationships. And subsequently, you get rid of the baggage. And you're like, you know what? I don't have time for that person and their drama.
I don't have time for this person who's only asking me for stuff all the time. So you do go through some of that in your fifties. And you end up in your 60s. And you're kind of like, I'm lighter. I don't need any more stuff. I don't need more people. I don't need any more anything. I just want to live in my own skin and respect my values, my needs, and my wants.
And the people that I love in the same vein.
Yeah. I've I've moved into I've I've talked to other people, a sufficiency phase of my life. So I've gone away from acquisition and assets and gluttony into a sufficiency. So what you're saying there is is is mirroring that that feeling. I'm shedding the gluttony of relationships to the simplicity of to sufficient relationships that feed my needs. We're symbiotic in our needs with each other rather than it being, as you said, unbalanced. You're a taker. I'm always a giver with you.
We don't need that, do we?
Yeah. And, you know, I think there's a a beautiful I don't know. Justification, I guess, I would call it where you say I say to myself regularly, if I waste time, for example, with that person and all their nonsense, it's less time I can give less energy, less focus to the people or the person that really needs me now. Right? And so, you get judicious. You get judicious with what you do, where you go, what you join, what you sign up for, and who you hang out with. Because you recognize we have limited asset. And you know, I don't regret any of the past. I think it's all part of our, you know, own life experience.
But at the same time, you know, I think a lot of people hold on to relationships. They hold on to things well past their due and and subsequently do regret that. So the sooner you can prune, the better.
Software subscriptions, you need to not renew them.
Exactly.
That's that's the worst thing about Black Friday and Thanksgiving and Cyber Monday is all my AppSumo and all those other software deals I've got all renew at this time of year. So it's got 200 dollars for this, $50 for that, $100 for this, you think? Blimey. So so I started for all this last year and some more.
I'm sorry. Well, needless to say, there's an app for that. I can't remember the name, but you There's probably and an app to unsubscribe you from all of that. Yeah. Anyway. Yeah.
For sure. But you're right. We need to unsubscribe from our friends that aren't bringing us value. They're not adding they're decrementing rather than incrementing our life. And
And family too. I'm sorry to, like, pick up your friends. But, you know, there's family members that are also life suckers. And so and and, you know, yeah, you might have to see them at a holiday, but it doesn't mean you have to jump, you know, every time they say I need something. That's a hard one because you're like, oh, I feel indebted to family. You're born with family. You have no choice on that one. But you can still minimize the, the drain.
As you're talking there, and I'm my brain's flying around in the background thinking this is a very privileged conversation to have the privilege of a supporting environment of a a status of wealth and to be able to make these life choices. Not everybody has this opportunity to pick and choose their their friends. Some people are, are maybe struggling. That that happens in organizations as well, doesn't it? It's always a if you're living a working in a world where you're not being respected, it's very easy for some and some, well, if you don't like it, leave and go somewhere else. But that's also a very privileged thing to say, isn't it? Everyone has that ability to up up sticks and
go. Yeah. Absolutely. Absolutely. It's unfortunately it's it's kinda like family in some ways, really. You end up in an organization. Now maybe you chose that job originally, but, again, like you're suggesting, maybe you had to for a variety of reasons. And then all of a sudden, you're surrounded by all these people who may or may not get you, may not want to get you, and at the same time may not be anything like you.
So that can be extraordinarily traumatic.
So we hear sequential tales of, young young women who are probably now middle aged women, older women who have put up with poor behavior because at the early phase of their career, that was the only way they perceived they could get on. And we're just seeing stuff in the UK press at the moment around TV presenters who have been acting inappropriately for many, many decades and never been called out, or if they were called out, they were never listened to and never respected. So the kind of Me Too, the other things that are going on, it's not easy to sort of to stand your ground, because principals don't pay the rent, do they, sometimes?
Yes. Very profoundly put. It is hard. It you know, I do the employee resource group employee networks, and that was one reason I felt really a need. I remember, you know, I had already started the American Confidence Institute, and the story behind that is kind of interesting because it goes back to a neurological crisis that I was dealing with with my son. So I had really good motivation motivation. I it was like urgency to get, my hands around what was going on with human behavior and brains for that reason. But one of the things I realized was that there were so many people in the workplace that were in that position where they just didn't feel like they belong.
They weren't included. And so I was like, well, what can I do? And lo and behold, started getting a lot of calls from ERGs to present the confidence work. And when I started asking questions, it was kind of hilarious because the talent people, you know, HR and talent management would say to me, these groups, they're just for wine and cheese and, you know, food, like, and fun. And I was like, but they don't have to be. They're really good constructs. And if we just got organized. And then I was like, we? Who's the we? There was no we. And the we became me because I was like, I don't know.
I can at least organize people. And so, you know, fast forward, that was in 2019 that we actually said, Okay, we're going to do this ERG thing. And then George Floyd and COVID and all kinds of other contributors. And despite the horrific news that continues to pour out through the US and other countries about getting rid of the D, getting rid of the I, everything is disgusting. The constructs are still, maybe even more so, important. You know, one of the things that I've said a long time is it was a bummer that ERGs, employee networks, I'll use those interchangeably today, but that they got kind of, latched on to diversity because I think that the core of those groups, it has to do with what's important to you no matter what that intersectionality is. If you want to be part of an LGBT group, great. But maybe you want to be part of the linen arts group because that brings you joy and pleasure and connection.
And I, you know, I think we need to embrace this as a moment of, of expressing who we are in all different ways and and and enjoying the company of others who do too. I kinda like actually the fact that it's now pivoting into employee experience because if we can find people who we maybe there's nobody else that's blocking your organization and you have to want to stay at that organization for whatever reasons. But maybe you can connect with somebody who has a different aspect that you still really value. And I think that that opens up a whole new door of opportunity for us to bring inclusion and belonging. And that may be not so much a silver lining, but a nice evolution of this whole construct.
I'm a big fan of what you're saying here. I mean, I I talk about positive people experiences, and that's the fundamental. We get caught up in these acronyms, don't we? DEI, EDI. We put a J for justice in there. We put a this in there. And it confuses the layperson with all these buzzwords. And what we're really trying to say is we want well-being. We want psychological safety.
We want environments where people can thrive, they feel safe, they can they can grow, they can develop, they can be nurtured. That's all we're talking about and that's that's all people rather than just some people. And if that's what we're trying to do with DEI, EDI, is try and create positive environments where people thrive and feel that sense of belonging and purpose. And it's got hijacked into, as you say, food and flags and fun and and which which are great because everyone loves a good party, everyone loves a good it brings people together, but it's I often think that some it gets lost in, I I call it, bean counting. Have I got it's like Noah's Ark. Have I got one of those, 2 of those, 5 of these? Where is everybody? If we're not careful, what we end up doing is we're focusing on the numbers rather than the outcomes, which is how do people feel?
That's right. That's right. Now, I'm I'm gonna take us a little bit outside of that box for a second if you'll allow me. My husband is a 5th grade teacher here in the US, and he works in a school that is bilingual, largely Brazilian Portuguese is the second language. A lot of these children have been through extraordinary trauma. And I keep using that phrase, extraordinary trauma, because I think there's everyday traumas that we all live through. But these are extraordinary, you know, they've left homes sometimes with a single parent, sometimes had, you know, all kinds of voyage journeys and so forth. And oftentimes are still in a traumatic environment where maybe they're one of 10 people in a very, very small apartment.
Maybe there's abuse and drugs. There's all kinds of things that happen. Needless to say, he teaches a course for other teachers on how to handle trauma. And, you know, I think one of the key messages is you're never going to understand, nor should you, nor, you know, it's almost a waste of time in many cases to try and really understand the trauma. But there are ways we can support that child in learning better, knowing that they've been through trauma. Right? And I I use that you know, I'm very inspired by all that because I think what a lot of managers will never understand is if you really want people to have the best performance they can be. Right? Like, as a manager, that's your job is like, how do I help you perform better? That that's it. Right? How do I make you, the best contributor you can be? I don't have to understand your experience, but I have to at least respect it.
And I have to ask good enough questions to to make you psychologically safe, to allow you to thrive in a way that doesn't threaten my limitations. Right? And I think that's where the rubber hits the road is managers feel like, you know, they are, you know, you got to get the best out of your people. You got to like, you know, bring your whole self to work. Well, really? Really? Come on. Who are you joking? I can't bring my whole self to work if you're not even letting me open my mouth in a meeting, right? Or you're not even asking me what I need in this body that I have that's very different than yours. And I think there's a vulnerability there that we just we're never gonna I shouldn't say never. It's gonna be hard to train some of these people to relax a little bit.
Yeah, I'm just picking out some core thinking out of what you're just saying, and I I think I'm gonna crystallize it as as listening to understand. Not listening to reply, but listening to truly understand. I think what I find is the traditional I say traditional, the old school command and control leadership style is I'm right. I know the plan. We're gonna do it my way. And if you're not doing it my way, I'm gonna manage you until you do or or you're out. Whereas the what we're trying to do now is is develop teams of artisans, people who are creative, people who are free thinking, people who bring that empowerment and those ideas sharing into the workplace. And the leaders' role is different now.
It's about creating space and holding space for people to explore ideas and come to this consensus or this compromise, whatever we want to call it, of of of a direction rather than saying, I've got all the ideas, this is what we're going to do. It's what do we think? How are we gonna do this?
I think we could even apply that comment to, again, the politics. Right? The difference between being led versus empowered. Right? And leaders fear empowering people because it means that they're gonna lose their own power, which in truth is just the opposite. You know? The old adage of hire people that are smarter than you. Like, it takes a really confident person to be like, hey. You know, this is an area that I know we need to do, and I'm not the expert, but you are. Right? So, yes, when you allow people, empower people to be in the words they use innovative, I'll even say entrepreneurial. Right? And I I I would go so far to say that most people who do leave a corporate world, myself included, I was a corporate, executive for 25, 30 years.
And I I was like, I I can't deal with these constraints. My brain is too creative. I wanna do bigger or better things, and I can't do it in this environment. But I think a lot of people leave because of that reason. And yet, the talent, the innovation, the creativity that comes from allowing people to do that. Yeah. That's why companies take so long to move companies. Organizations would be government and nonprofit.
You you know, any kind of organization. Because the management is, assuming that they need to lead and not empower.
I I walked out of corporate banking life in the twilight of the nineties, 1998. It was just prior to year 2000. There was a lot of memos going around telling us about our bonuses that were on the on the line if year 2000 went went wrong. And just the tone of voice in these letters, the tone of voice in the communication. I just thought, hang on a minute. I don't need this. You're you're treating me as as a 2 year old. You're paying me a lot of money, and you're talking me like I'm a 2 year old.
No. I'm not having it. And I walked into HR and I said, no. I'm out. They looked at me and say, what, what, what, you can't do that? I said, well, you changed the rules, not me. You know, you decided that you're going to rearrange the department. You're going to do this, you're going to do that. That's not the job I wanted.
That's not the job I applied for. That's not the job you offered me. You just think I'm going to be your pawn. I decided at that point there I wasn't fit for corporate life. I wasn't prepared to be the the pawn on the on the board and, to be, ruled by the back by the back row. So, yeah, it was but I didn't know what being self employed truly meant. I just knew that I could get up tomorrow and figure stuff out.
Figure it out. Figure it out. And it is, again, a privileged position as you said earlier, right, to be able to do that, and some people can't. So the people that can't or won't and could be can't financially, but it could be can't because, emotionally, they're just not there. They don't have the the the wherewithal. A thousand reasons, right, why they can't. At least, if there's an environment where they can commiserate with other people who are in the same boat, that helps. At least if they can feel like I'm not the only one who sees the ridiculousness of the situation or the injustice of the situation, that helps.
So, you know, I I do use that word commiserate a lot in the ERG language because I think there is an empowerment that comes. It's not whining. It's validating. It's saying, you know, I see this is wrong. And yet other people are saying, Yeah, we see it wrong too. So maybe they'll get up and do something to right it. But if nothing else, they don't feel like an outsider saying, you know, the emperor has no clothes. So, you know, I think that there is a real power in that coming together, in that ability to, again, share.
Even if it's not an ethnicity share, it's not a gender share. It's not it's not that. It's just we see that this is we see it from the same side of things, and apparently, the rest of the organization doesn't. You don't feel so lonely in that.
ERG staff networks, however you wanna describe them, they go through an evolutionary phase, both an organization, being from a start up to maturing, and the ERG will will match the maturity model, if you like, with the organisation as well. So at the early stages, it's a bit probably less less formal. And eventually, you're working with a multinational conglomerate with thousands and thousands of staff all over the world, then the ERG model becomes multi territory, multi time zone, and it has to have some structures. Where do organizations make mistakes in the early days when they're starting ERGs? What's their what's their biggest misstep, if you like?
Well, I'm gonna start with there's no maturity model. I think it's misled for people to think that there's a maturity model. We used to have an assessment ourselves for progression and this and the other. And the reality is this that the organization may have a programmatic maturity. You know, they finally get a policy document. They probably they finally get the rules and processes kind of in a place. Maybe they have a system to help manage it, whatever. Group itself ebbs and flows.
And it ebbs and flows with the leadership of the group, the experience and the zeal of those leaders themselves which come and go. 2 years is an average tenure, but when I say average, most leaders don't even last that long. So, there's a lot of new people that come and go, and they may or may not have experience leading a group at all. So, the group itself, there may be new groups that pop up all the time. And we get inquiries at ELA all the time saying, oh, yesterday somebody emailed us. You ever heard of Slovenia Slovenian group, Slovenic group, I guess? And we'd like to know if there anybody else has one of those on the those happen. So the groups themselves will ebb and flow. And even if it's a, you know, big group that's been around for a long time, there's a reflection of the leadership.
There's a reflection of the overall leadership of the organization. Of course, there's an ebb and flow of the political environment. I mean, there's a lot of things that can, in fact, impact the status of that group. So I think number one mistake is don't assume anything. Like, always go back to some of the fundamentals of, you know, make sure that it's clear who that group is serving specifically and why. And when I say go back, review those documents. Some people have charter missions. We charter and mission statements.
We we have something a little bit more granular to really kind of call out some of the things that often get lost in those mission statements. Because who are you serving? You know, if you're serving women, are you serving any woman? Anyone who identifies as a woman? Women in general, what about men who want to support women better? Those are your allies. Are you supporting them? If so, okay. But define it. Right? And why? Be really clear. Why does this group need to exist? And what happens if the group goes away? So those fundamentals are really important. And and in light of those, when you're clear about who that group is for, the structure of the group, the processes of the group, the roles of the different not just in the leadership chain, but the executive sponsors, the role of the allies. When you have those fundamentals updated regularly, then everything else gets easier.
I'm not going to say easy, but easier. So, when you make decisions about how do we inform and who do we inform and how frequently and what channels, what programs do we do, what gets funded, what doesn't get funded, Who's allowed to come to what? What safe spaces versus brief spaces are we gonna create? Those things get clearer. Are we gonna run things remotely? So people who are out in the fields who are maybe on a factory floor or frontline, are they gonna be easily participating? You know, those things get a lot clearer. So I think though that's the biggest mistake is people don't pay attention. I call them the fundamentals. It's kinda like, you know, the the definitional building blocks that make that group who they are.
I see a lot of debates on, LinkedIn around who who owns the ERG. You know? And, is it employee led, employee owned, or is it really the company? Who is the master? Who who is the who drives the agenda? And I see people criticising other people for doing unpaid voluntary work to support the company, and the company should really be funding the ERG and giving it part of their job and giving them time off. And people find they're doing it as a hobby or a side side hustle. I don't really try and sort that that that, that tension out. I appreciate there's no right or wrong way. It's whatever works for you. But how how can we rationalize the, the the yin and the yang of that?
I don't know if it's yin and yang. I think they're a little bit more confrontational than that. No. There's there's a couple points that you just put into that question. You know, all these organizations that wanna slap a b in the front of the word. Right? Business resource group or business employee resource group. You know? That's part of that whole debacle of really who owns the group. Now I'm gonna say something here that may not resonate well with a lot of people.
But look, if you're taking money from the business, I'm sorry to say it's like your board of it's your board of advisors or whoever. Like, the business owns that. But if the business is smart, if the business is doing this for the right reasons, it is funding it like an investor and trusting that the leaders of that group are not only gonna make good decisions, but take the time to justify those decisions back to the board. So if I'm going to give you x number of pounds or dollars or euros, whatever it might be, that you come back and say, Here are the things that I want to do with that money. And subsequently, this is the outcome. Now, here's where the ERGs and the whole world is changing a lot. And you were in the London event. You know that my trends report for 2025 is all about the numbers.
Right? We gotta get better with the numbers. And the numbers have to be speaking to the business people. So, when we say that, you know, it helps people feel included and belonging, that means nothing to a CFO. What means to a CFO is if you don't do this, this is how many people are gonna leave next year. If you don't do this, this is what the impact on profitability and productivity is gonna be with some kind of quantitative number. Right? And so, that has been a mistake since the 1960s. Right? The ERGs have been there, but there never really been this rally cry of we've got to show the quantitative outcome to the business because the businesses are funding this. So, one woman's opinion is the groups are employee run, but they are business funded and assisted.
This whole thing about compensating the leaders, which you also kind of tucked in there. This has been a very heated debate since the get go. We in many of our ELA events, our conferences. We've we've literally had different panelists argue this. The audience gets very heated about it. And again, this is one woman's opinion. If you step up to be an ERG leader, you're giving yourself a really beautiful opportunity to practice leadership skills, to learn from other people, to have access to people and resources that you'll never get in your day job, in your higher job, as I like to prefer to call it. So it's an opportunity.
It's like taking, you know, one of those, you know, somebody says, would you like to be in the management track? Yes. It doesn't always pan out that way for lots of reasons. But if you take that approach and proactively say, this is what I want to learn and who I want to learn from. And these are the some of the things I'm gonna do in that role. It's a beautiful opportunity. Now you need your hired manager's support to do that. Of course, you don't wanna jeopardize your regular job. You certainly need the executive sponsor's support of the group to make all that, you know, open up all those doors and support you.
But that's what it's about. There's some really terrible data out there. And I say data because it's not right. I I hate to call other organizations wrong, but they're wrong. We survey our members constantly. You know, at every event, we're always asking them. And this job is not compensated. It's not a job.
It's a temporary assignment. It's like volunteering to be on the Parent Teacher Association or something else where you feel like you want to have your voice heard. You want to learn some things. You want to make new connections. But it's not a paid position. And the people who've gotten paid in the past or made payment available got burned. Because now all of a sudden, you have 2 bosses, 2 sets of performance reviews to deal with, and a lot of expectations that often are not in your control. So, you know, they give you a bonus, a spot bonus.
They give you a cash card. Go, you know, have a nice cup of coffee somewhere. That's awesome. You know, maybe you're getting, a nice letter from your executive sponsor that you can put in your resume and your confidence collection someday to go, I did a great job. If you can get some of that put into your regular performance review, even better. For all those reasons, it's that those are valuable. They may not be cash convertible, but they're very valuable. But to expect that you're gonna get paid to do this work.
I think that goes back to what we're saying before. DEI wanted all these people to be ambassadors and that was that was unpaid work. And I don't think that's fair. But if you're doing it for yourself in a way that's going to improve your ability to lead and contribute to the organization, whatever organization that is in the future, that's a great opportunity.
Yeah. I suppose the way I would frame it is it's a it's a fast track growth opportunity to step out of your comfort zone, to step into something else. Also, if you're operating at the senior level within the ERG, then it will give you access to upper management in organisations and across teams where you're networking with other ERGs, other leaders. So you will be very well connected, very well known, and it's a it's a fantastic opportunity for for career development, career advancement as a CV line, especially if you went to another organisation. It's it's a huge, great asset to you and your growth. So I think you're right. This may be seen as a financially rewarding at the time, but an investment in your career, investment in a vocation that you can step out
of
being a techie and into management without and have a test drive.
Absolutely. And, you know, it's not just for the senior people. Like a junior person who maybe they wanna run an event and they've never done something like that. Well, what a great opportunity to experience it. You know, the the curricula that we designed and I mentioned the blueprints before. I said it's like a mini MBA. It really is. I mean, I went to the top business school in the world and I promise you it's like a mini MBA.
So if you can get that for free with low risk and at the same time a lot of support around you so you're not studying on your own kind of thing. Oh my gosh. But people don't see it that way. They either like, I'm doing the work of DI or I'm doing, you know, all this other Yeah, it's it is additional work. I give it to you. It is a work and it's stressful and we see a lot of burnout. But that's largely because the expectations are not well set, and they are also not well managed.
We get the same problem sometimes as we do in in the hired job where people aren't experienced or trained or capable leaders. And putting within ERG for to to grow their leadership skills is good, but it it's also fraught with problems as well. So we've got to make sure there's good governance and rules and policies, for whatever better way of describing it. Otherwise, ERGs could become a political hotbed of matriarchal patriarchal clashes and demigods kicking in and it's my budget, not your budget. We're gonna do it my way.
Dungeons and Dragons and ERGs, right? I think, yeah, absolutely. But, you know, I gave the example of a parent teacher organization. What what do you call them in the UK? Because here they go PTOs or you have the
PTA, Parent Teacher Association. Yeah.
Yeah. Let me think about that.
Village FATE, organizing a carnival or something like that. Yeah.
Right. Or even, you know, if you're on some kind of advisory board for a religious organization or even a board for a nonprofit or a a start up. Right? If there's no rules of engagement, if there's no kind of expectations of what your, contribution and subsequent behavior should be, yeah, yeah, yeah. It is chaos. You're absolutely right. But an ERG is no different. I say ERGs are internal in associations. That's what they are.
So if you run them without any governance, without any guardrails, yeah, you better believe people are gonna run off the road. It's just nature of humans. But but it's not very hard to create those guardrails. And it's not very hard to also ensure that people in and around the organization and here's another huge mistake. The only way an ERJ, I'm gonna be very absolute with this. The only way one of these groups really does well is if it has good executive sponsorship. Why? Because they have the visibility, they have the ear, they have the power really to ensure that that group is respected. Right? But how many organizations train their ear their executive sponsors? And they they look at these c suite or director level people, and they're like, oh, they're so smart.
They know everything. Baloney. Bullshit. They do not know how to be an executive sponsor. We say to them, Oh, you're all just to advocate. They're like, I don't know what that means. I don't know how to do that. So, one of the things I did is I went out and interviewed 50 executive sponsors and every single one of them were like, I don't know what I'm doing.
And I'm like, well, of course you don't know what you're doing. You never were taught how to do this. It's a different role than the one that you do day to day, or your CFO or CMO or whatever it is. It's a completely different role. And nobody teaches you how to be a mentor. Nobody teaches you how to be an advocate. Nobody teaches you how to represent. And so, not training those executive sponsors knowing that they're a key, that's a huge monumental mistake.
We did more training this year for executive sponsors than anyone. So, I'm encouraged that that's a trend. But at the same time, man, if you have executive sponsors that have never been trained, that's a vulnerability. That's a liability.
The vulnerability of the sponsor is as career developing as any other as the other way around, where you're you're learning about different aspects of the business. You're you're probably drilling down and coming in contact with people you wouldn't have come in contact, listening to opinions, listening to views, getting your finger on the pulse. If everybody at the C suite was executive sponsoring in their own right, they would have huge insights into the ground floor of their business, wouldn't they?
Yes, absolutely. Absolutely.
And the whole ERG is a is a a win win or should be a win win for both the people of which it represents, but also the organization in which it serves.
That's exactly what I got into in the beginning. I was like, we're doing these wrong, and we gotta do them better. And the only way we're gonna do them better is if we rally a global community that can help figure out what those things are. You know, I said before that there's no progression. Well, you know what? There's no best practices either and there's no experts. And the reason being because every organization, of course, is different. Different culture, different leadership, every group itself is different. But that doesn't mean we can't have some benchmarks and some standards that people look and say, Okay, this is what we, you know, we need to have a policy guide.
What's in that policy guide will vary from organization to organization. We need to have some governance for a group. And again, it may vary from one to the other, but there's certain aspects of governance that they all should have. We need to have structure. Not every group is going to have the same structure, but we need to have a structure. And here's what typically is in organizations for at least your group to consider. And I think that I know that not trying to be the expert and tell people what to do, but bring the community together to say, okay, how are we gonna make these groups better, stronger, more business centric without losing that employee control, I would say. Least employee value.
Yeah, I think it's a huge win win. I think we're going to see the data and we're starting to see data already showing that when the groups are done well, the overall productivity and profitability of the organization goes up. And it's not just the people that are in the groups, it's the entire organization goes up. But we also see the opposite when you say, Yeah, we're going to have the groups because we want a checkbox. We want to be able to say that we have these groups, but we're not really going to support them well. We actually see profitability and productivity go down Because people know that the managers are full of crap.
If you're listening to this, and you're sitting there thinking, wow, that sounds utopian. I want an ERG just like that. Our organization, whatever, tick whichever box doesn't work for you. What advice would you, or starting point, would you say to someone, if it's not working, how does someone get involved and catalyze it? What are the key things to kicking it into the right orbit?
Oh, wow. Well, two things come to mind. 1st, and it's not a commercial because these are all free. Jump on our website, grab a copy of the book, which is a PDF of the ERG intelligence book. It's everything you need to know about ERGs. It's a short quick read. But you can at least start to think about some of the things that, you know, should be in place before you really get going. The second thing is to really talk to some employees.
And usually, I mean, we just did this with actually a company that's based in the Netherlands, but they have they operate in 42 countries. They said, look, we want to do we want to have a conversation like a town hall almost where we can come and talk about what these groups could be like and will look like. And if you're interested in learning more, come and talk. And so we led that that conversation, knowing that not everybody was gonna show up, but at least you start to attract the people that have that interest, and you build that community then to build and leverage it through your organization. But to expect a single diversity person or department for that matter, if there's still a department in your organization, or to expect the employees to do it on their own, it's kind of naive.
This has been a fascinating conversation. This hour has flown by in addition to the 20 minutes we were chatting in the green room beforehand. I'm sure the listener who's got to this point is dying to find out how to get a hold of you. Where could people track you down?
Well, all right. I'm going to give 2 URLs because get on there and contact us on both pages will will find its way to me if you have a direct question. So the ergleadershipalliance.com is the one around ERGs. Ergleadershipalliance.com, just like that. And the American Confidence Institute.com is the brain science confidence entity. So if you have 1 or either one, you can go to and contact us and it'll get to me.
And you work globally? It's not just US focused? It's all across Europe, Asia?
Everywhere. You know, it's interesting I say American confidence. And we were very deliberate when we started that because it is very focused on North and Central and South American confidence constructs. But the data and the research we've done globally, and we certainly do present around the world. And forgive me for saying that this, but at least physiologically, our brains are the same. So so, yeah.
And LinkedIn is a good place to track you down as well.
Absolutely. Just my name is a little tough to spell, so I'll spell it out loud if that's okay, Jo. It's A-L-Y-S-S-A D-V-E-R. And you can find me. I'm the only one, thankfully, with that tough name. And I welcome any and all connections, comments, and love to connect with people online as well as over Zoom or whatever you use.
Fantastic. Again, thank you so much. It's been a really insightful conversation, and I hope that January doesn't bring you more sadness, and that you and your friends can find some solace in a future where it's only 4 years.
It's only 4 years, and I can just move to London, right?
Go to London. Yeah. You're welcome here.
No. You know, it is only 4 years, but at the same time, it's gonna be a tough 4 years. And I I rely on people like yourself and others in the community that we, we're so proud to support that, we're gonna get through this together. And it's gonna make us stronger, smarter, and more prepared for all the challenges that have yet to unfold.
And let's hope that the this coming 4 years is the end. So this is an end date. There's no second bite of the cherry or third bite of the cherry. There's hope. There's hope.
Yeah. Well, again, if it if it isn't the end, we're gonna be ready. More ready than we ever were before. But, you know, here's the thing. It's not a fight, you know. Don't want people to think that, you know, it's this aggressive. We're gonna fight it. I think what it really is is really finding the way, as we've said through this entire interview.
It's not a win win. It's not a it's not a win lose situation. We have to find win win. And so part of this is, maybe coming to the table with some some smarter ways to make people fear less that they're losing. And fearless that, we all have to be the top of the pyramid. It doesn't work that way.
Yeah. I suppose we have to recognize that 75 odd million people are not all wrong. So there must be some points of view in there that are worth sharing and understanding. Although hard to work it out. Yeah.
For sure. Thank you so much for having me today. What a what a lovely opportunity to talk with you. So thank you so much.
Alyssa, thank you. 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. If today's discussion struck a chord, consider subscribing to 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, stories, 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 for the 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.
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Episode Category
Primary Category: Female Empowerment
Secondary Category: Wellbeing
🔖 Titles
Navigating Age and Wisdom: Simplifying Life and Relationships
From Accumulation to Sufficiency: Valuing Meaningful Connections
The Power of Authentic Relationships and Personal Transformation
Unlocking the Potential of Well-Structured Employee Resource Groups
How Diverse Perspectives Fuel Innovation and Growth
The Role of Governance in Effective ERG Leadership
Embracing Belonging: Reducing Conflict Through Inclusion
The Journey to Self-Acceptance and Confidence with Age
Empowering Workplaces: The Critical Role of Psychological Safety
Life Simplification Strategies: Shedding Unnecessary Subscriptions and Relationships
A Subtitle - A Single Sentence describing this episode
Alyssa Dver and Joanne Lockwood explore the empowering journey of ageing, the importance of pruning relationships that add value, and the enriching experience of diverse perspectives while advocating for inclusive and psychologically safe work environments.
Episode Tags
Empowering Belonging, Joanne Lockwood, Alyssa Dver, inclusion and diversity, employee resource groups, leadership and empowerment, personal growth, psychological safety, workplace relationships, prioritising meaningful connections
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes guest Alyssa Dver to discuss the nuances of creating and sustaining a sense of belonging. Joanne reflects on turning 60, sharing how she feels more settled in her personality and wisdom gained over the past decade. Alyssa appreciates this perspective, noting that age often brings the ability to simplify and enrich life by focusing on what truly matters. The conversation touches on shedding unnecessary relationships and valuing meaningful connections as they age.
Alyssa Dver, a confidence expert and leader of the ERG Leadership Alliance, joins Joanne to share her remarkable insights on empowerment and belonging. Alyssa has dedicated her career to helping people feel valued and confident, creating spaces where everyone can find a sense of belonging. Through her work with the American Confidence Institute and ERG Leadership Alliance, Alyssa has influenced corporate cultures globally, providing training and resources to enhance leadership and foster inclusive environments. Alyssa's personal journey, including experiences with her son's neurological issues, has fuelled her passion for genuine well-being and psychological safety in the workplace.
Joanne and Alyssa discuss the importance of being judicious with time and relationships, likening unnecessary subscriptions to unneeded relationships that drain rather than add value. They also touch upon the influence of diverse perspectives, with Joanne highlighting the importance of understanding others' lived experiences even without full agreement. Alyssa sheds light on the learned nature of selfish behaviours as defensive mechanisms and the role of belonging in reducing global conflicts. The debate around Employee Resource Groups (ERGs) ownership, governance, and the strategic structure necessary for their effectiveness is explored, offering listeners a comprehensive understanding of ERGs' dynamic roles in organisations.
The episode concludes with hopes for a peaceful resolution to future societal challenges and emphasises the power of community support in fostering resilience. Joanne invites listeners to share their thoughts, subscribe to the podcast, and stay engaged for future episodes that promise to delve deeper into inclusivity and belonging.
A key takeaway from this episode is the shift from accumulating to prioritising meaningful connections, the critical role of diverse perspectives in fostering innovation, and the importance of empowering others to create inclusive environments. Whether you're managing an ERG, navigating personal growth, or seeking to cultivate a sense of belonging in your community, this episode offers valuable insights to inspire and guide you on your journey.
📚 Timestamped overview
00:00 Processing the recent events has been painful, yet it has also sparked energy against complacency regarding rights.
08:11 Understanding others' perspectives, even without personal agreement or experience, fosters empathy and finding common ground.
15:05 Living authentically after revealing one's true self diminishes fear and insecurity, embracing the unknown.
19:04 Over time, people's close friendships decrease, with fewer good friends in later years.
25:59 The author's motivation to understand human behaviour and create the American Confidence Institute stemmed from a personal neurological crisis with their son and recognising that many people feel they don't belong in the workplace.
27:18 ERGs, originally linked to diversity, remain crucial for fostering individual connection and interest, regardless of external challenges.
34:06 Empowering people strengthens leadership, as confident leaders embrace talent and innovation, challenging fears of losing power.
41:07 Clearly define your group's purpose, who it serves, and the roles involved; regularly update these fundamentals for clarity and ease.
44:07 Businesses should fund activities like an investor, trusting leaders to make and justify decisions to the board. Future trends focus on data-driven results.
49:07 A fast track growth opportunity offering exposure to upper management, networking across teams, and significant career advancement benefits.
57:39 A Netherlands-based company operating in 42 countries initiated a town hall-style meeting to discuss forming interest groups and building a community, highlighting that expecting a single person or department to handle diversity is unrealistic.
01:02:00 Subscribe to Inclusion Bites and join the inclusive community; share and connect at jo.lockwood@seechangehappen.co.uk.
📚 Timestamped overview
00:00 Processing events reveals ongoing disbelief and pain.
08:11 Understanding others' perspectives is finding middle ground.
15:05 Living authentically means embracing vulnerability and uncertainty.
19:04 Friendships decrease with age; fewer close friends.
25:59 The challenge of workplace belongingness motivates action.
27:18 ERGs foster connection regardless of diversity focus.
34:06 Empowering leadership fosters innovation and entrepreneurship.
41:07 Define your group's purpose, structure, and roles.
44:07 Business funding requires justification of decisions.
49:07 Fast-track growth and networking opportunity.
57:39 Global company hosts town hall for community building.
01:02:00 Join our community driving inclusion and change.
TikTok/Reels/Shorts Video Summary
Focus Keyword: Positive People Experiences
Title: Empowering Belonging Through Positive People Experiences | #InclusionBitesPodcast
Tags: Inclusion, Belonging, Culture Change, Positive People Experiences, Employee Resource Groups, Diversity, Equity, Inclusion, Joanne Lockwood, Alyssa Dver, Confidence, Personal Development, Leadership, Governance, Employee Engagement, Community Building, Workplace Well-being, Trauma-informed Management, Self-acceptance, Authenticity, Psychological Safety, Transformation
Killer Quote: "Creating a sense of belonging can potentially reduce conflicts and power struggles globally." - Alyssa Dver
Hashtags: #PositivePeopleExperiences, #InclusionBitesPodcast, #Diversity, #Belonging, #CultureChange, #ERGLeadership, #EmployeeEngagement, #WorkplaceWellbeing, #Leadership, #Governance, #SelfAcceptance, #PsychologicalSafety, #TransformativeLeadership, #JoanneLockwood, #AlyssaDver, #SeeChangeHappen, #Confidence, #InclusiveWorkplaces, #CommunityBuilding, #PersonalDevelopment
Summary Description:
In this episode of The Inclusion Bites Podcast, we dive into the heart of Positive People Experiences. Join me, Joanne Lockwood, and our esteemed guest, Alyssa Dver, as we explore the journey towards self-acceptance, the significance of meaningful relationships, and the transformative power of "Culture Change" in workplaces. Alyssa shares her invaluable insights on the importance of Employee Resource Groups (ERGs), governance, and fostering environments where individuals feel valued and confident. Discover how age brings wisdom, and why prioritising genuine connections can lead to enriched lives and workplaces. Tune in to understand how embracing diverse perspectives can spark innovation and drive societal transformation.
Call to action:
Why Listen? - To gain actionable insights on creating inclusive cultures, enhancing psychological safety, and fostering personal and organisational growth through Positive People Experiences.
Outro:
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Listen to the full episode here The Inclusion Bites Podcast
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
ℹ️ Introduction
Hello and welcome to another episode of "The Inclusion Bites Podcast," where we delve into conversations about inclusion, belonging, and societal transformation. I'm your host, Joanne Lockwood, and today we're joined by the remarkable Alyssa Dver, a confidence expert and leader of the ERG Alliance.
In this episode titled "Empowering Belonging," Alyssa and I reflect on the profound shifts that come with age, shedding unnecessary relationships to focus on meaningful connections. We explore how being judicious with our time and relationships can create a more symbiotic and fulfilling life.
Our discussion also touches on the critical role of Employee Resource Groups (ERGs) within organisations. We debate the ownership and funding of ERGs, the importance of governance and executive sponsorship, and how these groups can foster leadership skills and inclusivity within the workplace.
We dive into the deep need for understanding diverse perspectives and the power of collective validation in challenging organisational norms. Additionally, we contrast the evolving leadership styles from 'command and control' to ones that foster creativity and inclusivity, ensuring everyone feels valued and heard.
Alyssa also shares her insights on overcoming workplace trauma and the importance of creating psychologically safe environments where all individuals can thrive. We conclude our discussion with reflections on the current focus of DEI initiatives and advocate for genuine well-being and psychological safety in the workplace.
Join us as we empower belonging and explore how inclusion can pave the way for a brighter, more cohesive future. Make sure to subscribe, share, and engage with us to keep the conversation alive. Let's get started!
💬 Keywords
Turning 60, reflecting on age, shedding unnecessary relationships, valuing genuine connections, simplifying life with wisdom, research on friendships, moving from accumulation to sufficiency, prioritising meaningful connections, "unsubscribing" from relationships, privilege of life changes, understanding diverse perspectives, dangers of assumptions, embracing different viewpoints, learned selfish behaviours, defensive reactions to fear, sense of belonging, reducing conflicts globally, personal transformation, self-acceptance with age, reflection on future, peaceful solutions over conflict, promoting inclusion, sharing and subscribing to podcasts, engagement with audience, ERG ownership debate, funding ERGs, compensating ERG leaders, career development in ERGs, governance of ERGs, DEI initiatives, ERG leadership standards.
About this Episode
About The Episode:
In this engaging episode, Alyssa Dver joins us to explore the profound themes of personal growth, inclusivity, and belonging as we age. She shares her unique insights on the transformative power of shedding unproductive relationships and how empowerment can rejuvenate leadership and creativity. Her perspectives provide a deep dive into the evolving nature of Employee Resource Groups (ERGs) and their crucial role in fostering inclusive workplace environments.
Today, we'll cover:
The shift from accumulating connections in youth to valuing fewer, more meaningful relationships as we age.
The importance of prioritising relationships and activities that are symbiotic and fulfilling rather than burdensome.
The concept of "unsubscribing" from toxic relationships, similar to cancelling unnecessary subscriptions.
The psychological impact of fear and defensive behaviours, and how creating a sense of belonging can mitigate these reactions.
The role of ERGs in career development, offering leadership opportunities and access to resources.
The debate on whether ERG leadership should be compensated and the benefits of governance and clear expectations.
The evolving role of leadership towards inclusivity and fostering environments where team members can collectively explore ideas.
💡 Speaker bios
Joanne Lockwood is a passionate advocate for inclusion, belonging, and societal transformation, serving as the host of "Inclusion Bites." With a welcoming spirit, she guides listeners through bold conversations that challenge the status quo and uncover the unseen aspects of a truly inclusive world. Joanne invites her audience to join her on a journey of reflection and inspiration, whether over a morning coffee or as a day winds down. Engaging deeply with her listeners, she fosters a space for shared stories and actions that resonate at the core. Those interested in contributing to the conversation or appearing on her show can reach out to her at jo.lockwood@seechangehappen.co.uk.
💡 Speaker bios
Alyssa Dver is a dynamic advocate for civil rights and social justice. Despite experiencing significant personal and societal pain, Alyssa channels her energy into fighting against complacency. Recognising the ongoing challenges and unbelievable developments in the world, she underscores the importance of not taking rights—whether women's or civil rights—for granted. Alyssa's commitment to maintaining focus on these critical issues exemplifies her dedication to fostering a more equitable society.
❇️ Key topics and bullets
1. Personal Reflections on Age and Wisdom
Joanne Lockwood’s reflections on turning 60.
Alyssa Dver’s appreciation of Joanne’s personality.
Discussion on shedding unnecessary relationships with age.
Research showing people generally have fewer close friends as they age.
2. Prioritising Meaningful Connections
Transition from accumulation to sufficiency.
Importance of being judicious with time and relationships.
Comparing unnecessary subscriptions to unneeded relationships.
Privilege in being able to make life changes.
3. Understanding Different Perspectives
Joanne emphasises understanding diverse perspectives.
Alyssa highlights dangers of making assumptions.
Importance of embracing different viewpoints for growth.
4. Addressing Defensive Reactions
Alyssa on selfish behaviours being learned.
Human brain’s defensive reactions to fear.
Creating a sense of belonging to reduce conflicts and power struggles.
5. Self-Acceptance and Overcoming Fears
Joanne on personal transformation and overcoming fears.
Discussion on self-acceptance with age.
Hopes for a peaceful future and the importance of community support.
6. Promoting Inclusion
Encouragement to share and subscribe to the podcast.
Joanne signs off inviting audience engagement.
7. Employee Resource Groups (ERGs) Discussion
Debate on ERG ownership: employee-led vs company-owned.
Funding and justification for ERGs.
Role of ERGs: employee-run and business-funded.
Compensation debate for ERG leaders.
ERGs as career development opportunities.
Governance, rules and expectations within ERGs.
Comparison to other volunteer organisations.
8. Empowerment vs. Leadership in Corporate Environment
Alyssa on being led vs being empowered.
Joanne’s experience leaving corporate banking.
Privilege of leaving corporate roles.
9. Evolution and Effectiveness of ERGs
Evolution of ERGs in large organisations.
No set maturity model for ERGs.
Common mistakes in ERGs.
10. Family Dynamics and Workplace Environments
Similarities between family dynamics and workplace environments.
Joanne on poor behaviour endured by women for career advancement.
11. Importance of DEI and Well-being at Work
Alyssa’s personal experiences influencing her DEI work.
Concerns over current DEI focus.
Example of trauma-informed management in schools.
12. Transforming Leadership Styles
Evolution from command and control to inclusive leadership.
Creating space for collective idea exploration.
13. Governance in ERGs and Advisory Boards
Importance of governance, rules, and expectations.
Need for strong executive sponsorship.
Lack of training for executive sponsors.
Importance of benchmarks and standards in ERGs.
14. Resources for Improving ERGs
Consulting resources like the ERG Intelligence book.
Holding employee discussions to build community interest.
15. Contact Information for Alyssa Dver
URLs: ergleadershipalliance.com and americanconfidenceinstitute.com.
Availability on LinkedIn.
Global work despite being based in the Americas.
16. Podcast Background and Episode Context
"Inclusion Bites" podcast hosted by Joanne Lockwood.
Episode titled "Empowering Belonging" featuring Alyssa Dver.
Alyssa’s superpower: helping people feel confident and valued.
Initial meeting at an ERG Alliance event in London.
Discussion on politics, consensus, and compromise.
Frustration with dictatorial attitudes and importance of diverse perspectives.
The Hook
Have you ever wondered why we prune friendships as we age? Discover how focusing on fewer, meaningful connections can TRANFORM your life and career in ways you never imagined...
"Less is more." We’ve heard it before, but have you really thought about its impact on your relationships and productivity? Dive into the POWER of pruning and uncover the wisdom behind simplifying your social circles.
What if the key to a happier, more fulfilled life lies in shedding the relationships that drain you? 🌟 Learn how prioritising genuine connections can bring you unmatched JOY and SUCCESS.
Is your time being hijacked by unnecessary commitments and unfulfilling relationships? Time to hit the 'UNSUBSCRIBE' button on what doesn't serve you and make room for what truly matters.
Feel like you're running on empty trying to keep up with everyone and everything? Explore how making the conscious choice to focus on symbiotic and fulfilling relationships can BOOST your happiness and effectiveness.
🎬 Reel script
Hi, I'm Joanne Lockwood, and today on The Inclusion Bites Podcast, I had an enlightening chat with confidence expert Alyssa Dver. We delved into the journey of ageing with grace, the art of pruning unneeded relationships, and the empowering role of Employee Resource Groups. Alyssa shared insights on fostering genuine belonging, the importance of governance in ERGs, and how inclusive leadership can transform workplaces. Tune in to hear more about creating meaningful connections and promoting psychological safety for all. Don't miss out—subscribe and join the conversation on inclusion and belonging!
🗞️ Newsletter
Subject: Episode Alert: Empowering Belonging in Today's World
Dear Inclusion Bites Community,
We're excited to bring you our latest episode of The Inclusion Bites Podcast, titled "Empowering Belonging." In this compelling discussion, host Joanne Lockwood (she/her) sits down with Alyssa Dver (she/her), a renowned confidence expert and leader of the ERG Alliance, to delve deep into the nuances of belonging, leadership, and the transformative power of Employee Resource Groups (ERGs).
Highlights of the Episode:
🏷 Reflecting on Age and Wisdom:
Joanne shares her personal reflections on turning 60, feeling settled in her personality, and the journey of self-discovery throughout her fifties. Alyssa echoes this sentiment, noting how age provides the wisdom to simplify life and focus on what truly matters.
👥 Shifting Relationship Priorities:
Both speakers discuss the natural evolution of relationships as we age. They highlight the importance of shedding unnecessary connections, much like unsubscribing from unneeded subscriptions, to focus on meaningful and fulfilling relationships.
🧠 Diverse Perspectives and Self-Acceptance:
Joanne and Alyssa emphasise the value of understanding diverse perspectives and the importance of self-acceptance. They discuss how embracing different viewpoints is crucial for intellectual growth and the role of self-acceptance in leading to greater confidence and peace.
🔄 ERGs and Inclusive Leadership:
The episode delves into the role and governance of ERGs, discussing whether they should be employee-led or company-owned. Joanne and Alyssa explore the benefits of ERGs for career development, the importance of executive sponsorship, and the need for clear governance to avoid burnout and conflict.
🛠 Empowerment vs. Leadership:
Alyssa reflects on the fine line between being led and being empowered, sharing her personal journey of leaving the corporate world to foster innovation and creativity. The conversation highlights the potential for empowerment to enhance leadership rather than diminish it.
🌍 Future Hopes and Challenges:
Both speakers touch on the hope for peaceful resolutions in a future that's only four years away, emphasising the reliance on community support for resilience and the importance of prioritising meaningful connections and experiences.
📚 Resources and Contacts:
Alyssa provides valuable resources for those looking to improve their ERGs, including her ERG Intelligence book. She also shares her contact details and encourages listeners to reach out via ergleadershipalliance.com, americanconfidenceinstitute.com, and LinkedIn.
This episode is packed with insights on personal transformation, leadership, and the power of belonging. Whether you're part of an ERG, leading one, or just interested in fostering inclusivity, this conversation is sure to inspire and inform.
Don't Miss Out!
Listen to the full episode here and join the conversation by sharing your thoughts on social media. Remember to subscribe to The Inclusion Bites Podcast to stay updated on future episodes and continue amplifying important voices.
Warm regards,
Joanne Lockwood
Host of The Inclusion Bites Podcast
P.S. We love hearing from our community! Feel free to drop us a line with your thoughts and suggestions for future episodes. Let's continue to foster a world where everyone belongs.
🧵 Tweet thread
🧵 Reflecting on Milestones and Wisdom: @JoanneLockwood shares her journey and valuable insights with @AlyssaDver 👇
1/ Ageing isn't just about getting older, it's about growing wiser! @JoanneLockwood reflects on turning 60, feeling ready and settled in her personality. Her fifties were the groundwork for this newfound calm. 🌟 #Wisdom #AgeingGracefully
2/ @AlyssaDver admires Joanne for her vibrant personality, noting how age brings clarity and the ability to simplify life. As we age, shedding unnecessary relationships becomes crucial. Quality over quantity, always! 🧘♀️ #Friends #LifeLessons
3/ Research shows that people have fewer close friends as they age. It’s all about pruning relationships to focus on genuine, meaningful connections. 🌿💕 #Friendships
4/ Moving from accumulation to sufficiency, Joanne and Alyssa discuss valuing symbiotic and fulfilling activities over burdensome ones. It’s about being judicious with time! ⏳✨ #LifeChoices
5/ Think of unnecessary relationships as subscriptions you don't need. Time to hit ‘unsubscribe’! 🗑️ #MentalDecluttering
6/ Joanne acknowledges that not everyone has the flexibility to make these changes, especially in challenging work environments. It's a privilege to have choice, but it’s worth striving for. 🙏 #PrivilegeCheck
7/ Understanding diverse perspectives without necessarily agreeing with them enriches us. @AlyssaDver warns against making assumptions based on incomplete knowledge. Let’s embrace growth through different viewpoints! 🌍 #Inclusivity
8/ Selfish behaviours are often learned as a defence mechanism. Mitigating these through a sense of belonging can reduce global conflicts and power struggles. 💡 #HumanNature
9/ @JoanneLockwood reflects on personal transformation and overcoming identity fears. Embracing uncertainty leads to peace and open-mindedness. 🌈 #PersonalGrowth
10/ Self-acceptance tends to come with age when superficial concerns fade away. Here's to greater confidence and inner peace! 🧘♂️ #SelfLove
11/ Joanne and Alyssa share hope for a future that resolves conflicts peacefully. Relying on community support can help us navigate challenging times. ☮️ #Hope
12/ They stress the importance of considering different viewpoints, even when they're hard to understand. Let's commit to being more inclusive! 🤝 #Inclusivity
13/ ERGs: Are they employee-led or company-owned? The debate rages. Funding ERGs means expecting transparency. Outcomes should appeal to business metrics like retention and profitability. 📊 #WorkplaceCulture
14/ Being an ERG leader is akin to volunteering – it offers non-monetary benefits like skill development, networking, and access to leadership. 🌟 #CareerGrowth
15/ Governance and clear expectations are crucial for ERGs to prevent burnout or political disputes. Good governance fosters community and progress. 👥 #Leadership
16/ Empowering others enhances leadership, it doesn’t diminish it. @AlyssaDver left corporate life for empowerment and innovation. 💪 #Leadership #Innovation
17/ Joanne left corporate banking in the late 90s due to paternalistic treatment. Independence can sometimes lead to true personal growth! 🚀 #Career
18/ ERGs and workplace dynamics: Without clarity, chaos ensues. Executive sponsorship provides visibility and respect. 🏢 #WorkplaceCulture
19/ Successful ERGs drive productivity and profitability. Unsupported groups can cause decline. It’s all about strong support! 🚀 #BusinessGrowth
20/ To learn more about ERG improvement, consult resources like the ERG Intelligence book or visit @AlyssaDver's sites: ergleadershipalliance.com and americanconfidenceinstitute.com. 🌐 #Resources
21/ The "Inclusion Bites" podcast by @JoanneLockwood centres on inclusivity and societal transformation. Tune in for future episodes! 🎙️ #Podcast #Inclusion
22/ End note: During times of political upheaval, it's crucial to rally for civil rights and continue advocating for belonging. 🌍 #Advocacy
💬 Join the conversation! Share your thoughts on prioritising meaningful connections. What steps are you taking for self-growth and inclusion? #Community #Transformation #Inclusivity
Guest's content for their marketing
Reflections on Empowering Belonging: My Experience on The Inclusion Bites Podcast
I recently had the pleasure of being a guest on The Inclusion Bites Podcast, hosted by the wonderful Joanne Lockwood. During our engaging conversation, we dived deeply into various topics surrounding inclusion, belonging, and societal transformation. The episode, aptly titled "Empowering Belonging," provided an incredible platform to discuss some of the themes that are close to my heart.
One of the highlights of our discussion was the reflection on the wisdom and clarity that age brings. Both Joanne and I shared our personal journeys through life and how we have come to prioritise meaningful, symbiotic relationships over the years. It was enlightening to discuss how shedding unnecessary connections and focussing on those that truly add value can lead to a more fulfilling life.
We also delved into the importance of understanding diverse perspectives, even when we do not necessarily agree with them. Relating to others' lived experiences and moving beyond assumptions were key aspects of this conversation. Joanne and I agreed that embracing different viewpoints is not only enriching but also essential for intellectual and innovative growth.
A significant part of our discussion centred on Employee Resource Groups (ERGs) and their role within organisations. Having had extensive involvement with ERGs, I emphasised the need for strategic structure and effective governance within these groups. Proper sponsorship and clear benchmarks are crucial for ERGs to thrive and contribute positively to an organisation's productivity and profitability.
In line with my work at the American Confidence Institute, we touched upon the concept of confidence and empowerment. I highlighted the difference between being led and being empowered, noting that true empowerment can enhance leadership and fuel creative innovation. This is particularly vital in creating inclusive work environments where everyone feels valued and supported.
A topic that struck a personal chord was the idea of belonging and well-being within corporate settings. We pointed out the current focus of DEI initiatives, advocating for genuine psychological safety and well-being that allows all individuals to thrive. Drawing from my experiences, both personal and professional, I stressed the importance of respecting and supporting each individual's unique experience.
To build on this conversation, I encourage those interested in enhancing their ERGs or exploring the dynamics of confidence and belonging to visit my websites at ergleadershipalliance.com and americanconfidenceinstitute.com. You can also connect with me on LinkedIn for further discussions.
Overall, my experience on The Inclusion Bites Podcast with Joanne Lockwood was truly empowering and thought-provoking. It provided a space to reflect on critical issues and to advocate for a world where inclusion and belonging are at the forefront of our efforts. I am grateful for the opportunity to share these insights and look forward to continuing the conversation on these essential topics.
Pain Points and Challenges
Pain Points and Challenges Discussed in the Podcast "Empowering Belonging"
Pruning Unnecessary Relationships:
Challenge: Identifying and letting go of relationships that are draining.
Content Focus: Provide tips on how to evaluate relationships for value and how to gracefully distance oneself from those that no longer serve.
Managing Voluntary Roles Like ERGs:
Challenge: Finding balance between voluntary ERG leadership roles and work commitments.
Content Focus: Share strategies for managing time effectively, setting boundaries, and advocating for compensated ERG time within the organisation.
Governance of ERGs:
Challenge: Establishing clear governance to avoid internal conflicts and burnout.
Content Focus: Offer guidelines on creating robust governance structures for ERGs, including rules, expectations, and executive sponsorship.
Lack of Training for ERG Sponsors:
Challenge: Executive sponsors lacking the training needed to support ERGs effectively.
Content Focus: Develop training modules or workshops focussed on the roles and responsibilities of executive sponsors for ERGs.
Transitioning from 'Command and Control' Leadership:
Challenge: Shifting from authoritative leadership styles to inclusive and empowering practices.
Content Focus: Provide practical advice for leaders on fostering a collaborative environment that encourages creativity and inclusivity.
Dealing with Workplace Trauma:
Challenge: Managing the effects of past traumas in a professional setting.
Content Focus: Share resources and techniques for managers to support employees who have experienced trauma, ensuring a psychologically safe workplace.
Creating a Sense of Belonging Amidst Diversity:
Challenge: Ensuring all employees feel valued and included, especially in diverse environments.
Content Focus: Outline steps to build inclusivity through active listening, empathy, and creating platforms for diverse voices to be heard.
ERGs as More Than Social Gatherings:
Challenge: Ensuring ERGs contribute to meaningful and strategic organisational goals.
Content Focus: Discuss the importance of having clear objectives, regular reviews, and alignment with broader company goals for ERGs.
Navigating Unpaid Voluntary Work for ERGs:
Challenge: Justifying the value of ERGs without direct financial compensation for leaders.
Content Focus: Emphasise the professional development and networking opportunities ERG leadership brings, and discuss ways to advocate for potential financial recognition.
Assumptions and Misunderstandings:
Challenge: Avoiding assumptions based on incomplete knowledge of others' experiences.
Content Focus: Encourage listeners to adopt practices that foster understanding and reduce assumptions, such as open communication and active empathy.
Addressing the Challenges:
Evaluating and Shedding Unnecessary Relationships:
Create a step-by-step guide on how to conduct a 'relationship audit'.
Host a guest psychologist to discuss the emotional aspects of letting go.
Effective Management of ERG Leadership:
Share a downloadable calendar template specifically designed for ERG leaders.
Present a case study from organisations that successfully integrate ERG tasks into work hours.
Establishing Robust Governance for ERGs:
Develop a checklist for creating an effective ERG governance framework.
Interview successful ERG leaders to share their governance best practices.
Training for ERG Executive Sponsors:
Offer an online course or webinar series for current and aspiring ERG executive sponsors.
Create an ERG sponsor toolkit, including FAQs and role-specific advice.
Shifting Leadership Styles:
Publish an e-book on transitioning to inclusive leadership methodologies.
Host a series of mini-episodes featuring leaders who have successfully embraced inclusive practices.
Supporting Traumatized Employees:
Provide access to mental health professionals and include their insights in the podcast.
Share successful workplace policies that support mental health and trauma recovery.
Building a Sense of Belonging:
Create a series of workshops on empathy, active listening, and inclusive practices.
Feature stories of how different organisations have successfully fostered belonging.
Strategic Focus for ERGs:
Develop a template for ERG mission statements and objectives.
Host panel discussions with ERG leaders who have aligned their efforts with company goals.
Justifying ERG Leadership:
Compile statistics on the success rates of employees who have led ERGs in advancing their careers.
Create an advocacy guide for ERG leaders to present their case for compensation to management.
Reducing Assumptions and Misunderstandings:
Start a mini-series on common workplace assumptions and how to dismantle them.
Share real-world stories and experiences from diverse perspectives to illustrate the importance of understanding.
By addressing each of these pain points with targeted and practical content, "The Inclusion Bites Podcast" can provide its listeners with actionable insights and resources to navigate the complexities of fostering true inclusion and belonging in their personal and professional lives.
Questions Asked that were insightful
Certainly! Transforming some of the interesting exchanges into a FAQ format can help distil the key insights from the episode. Here are several questions that were asked during the interview, along with the particularly insightful responses they elicited:
FAQs: Empowering Belonging
How has turning 60 influenced your perspective on life and relationships?
Joanne Lockwood: Reflecting on turning 60, I feel ready and settled in my personality. My fifties were a journey of discovering who I am and what relationships truly matter. Age has brought wisdom to simplify life by shedding unnecessary relationships and focusing on valuable, fulfilling connections. It's about moving from accumulation to sufficiency.
Why do people generally have fewer close friends as they age?
Alyssa Dver: Research indicates that as we age, we often prune relationships that no longer serve us. This shift results in fewer close friends, but those bonds tend to be deeper and more meaningful. It's a natural progression towards valuing quality over quantity in our relationships.
What is the importance of understanding diverse perspectives, even if we don't agree with them?
Joanne Lockwood: Understanding diverse perspectives is essential to intellectual and innovative growth. It doesn't mean we have to agree with everyone, but recognising others’ lived experiences enriches our own views and fosters inclusivity.
Can selfish behaviours result from past trauma?
Alyssa Dver: Yes, selfish behaviours are often learned and can be a defence mechanism from past traumas. Our brains are wired to react defensively to fear, leading to aggressive or passive behaviours. Creating a sense of belonging can mitigate these defensive reactions and reduce conflicts.
What role do Employee Resource Groups (ERGs) play in organisations, and should they be company-funded?
Alyssa Dver: ERGs are typically employee-run but business-funded. They provide leadership development opportunities and access to networks. There's debate over whether ERG leaders should be compensated, but the focus is often on the non-monetary benefits such as skill and career development. Good governance is crucial to avoid burnout and political disputes within ERGs.
How does corporate culture impact an individual's sense of belonging and inclusion?
Joanne Lockwood: Corporate culture significantly impacts an individual's sense of belonging. Many, particularly women, have had to endure poor behaviour for career advancement. In current times, and with enhanced focus on DEI (Diversity, Equity, and Inclusion), there's a need for genuine well-being and psychological safety at work, allowing everyone to thrive.
Why is executive sponsorship important for the success of ERGs, and what are the common oversights?
Alyssa Dver: Executive sponsorship provides visibility and respect within the organisation, which is essential for ERG success. A common oversight is the lack of proper training for executive sponsors. Having clear benchmarks and standards tailored to the organisation’s unique culture is also crucial.
These FAQs can help our audience quickly grasp the depth of the conversations held in the episode and spark further interest in exploring these topics.
Blog article based on the episode
Empower Yourself and Others: The Path to Genuine Belonging
In a world increasingly driven by digital connections and virtual communities, why do so many of us still feel isolated and unseen? Imagine walking into a room filled with people, yet feeling completely alone, or being surrounded by colleagues who neither understand nor value your input. These feelings of isolation and disconnection aren't just personal crises; they represent significant challenges in our workplaces and societies.
On a recent episode of The Inclusion Bites Podcast, titled "Empowering Belonging," host Joanne Lockwood and guest Alyssa Dver delved deeply into the pillars of creating genuine belonging and inclusion — essential elements for thriving both individually and collectively. What they unveiled illuminated not just the depths of loneliness that many experience but also the profound strategies we can embrace to foster environments where everyone is empowered and valued.
The Problem: A Culture of Accumulation Without Fulfilment
In our youth, we often amass friends and connections, spurred by the misconception that more equals better. However, as Lockwood and Dver discuss, this approach rarely leads to meaningful interactions. Both speakers reflected on significant personal transitions, particularly as they age, learning to prune relationships that no longer serve them. With age comes the wisdom that real value lies not in numbers but in the depth and quality of a few genuine connections.
Research supports this shift, showing that with age, people tend to have fewer close friends. This reduction isn't a loss but a calculated decision to focus on symbiotic and fulfilling relationships. Yet, this intentional curation requires the luxury of time and resources — a privilege not everyone possesses.
The Shift from Accumulation to Sufficient Connections
Lockwood poignantly points out that the privilege of making these life changes isn’t universally available, especially in challenging work environments. Here is where the transformational power of inclusive practices becomes evident. By understanding and embracing diverse perspectives, workplaces can create environments that not only recognise but celebrate individual differences.
Alyssa Dver emphasised the pitfalls of assumptions often based on incomplete knowledge of others' experiences. This echoes her assertion that human brains react to fear with defensive mechanisms, cultivated through learned selfish behaviours. The episode makes a compelling case: mitigating these reactions is essential for reducing global conflicts. Creating environments — be they in families, workplaces, or larger communities — that support a sense of belonging can drastically shift people from defensive survival modes to spaces of mutual respect and collaboration.
Strategies for Creating Genuine Belonging
Several actionable strategies emerged during this thought-provoking discussion:
Audit Your Relationships:
Both Lockwood and Dver likened unnecessary relationships to unneeded subscriptions. It’s time to 'unsubscribe' from connections that are draining rather than enriching your life. Prioritise those that offer mutual support and growth.Emotional Intelligence in Leadership:
Lockwood reflected on the importance of understanding diverse perspectives without necessarily agreeing. Dver highlighted the unseen trauma people might carry, advising managers and leaders to support their teams’ experiences for optimal performance. This shift requires leaders to evolve from 'command and control' to fostering inclusivity and creativity.Empowering Through ERGs:
Employee Resource Groups (ERGs) emerged as vital tools for promoting inclusion. However, their success hinges on strategic structure, clear mission statements, active executive sponsorship, and measurable outcomes. Dver also compared the function of ERGs to volunteer organisations, suggesting that they shouldn't just be social gatherings but platforms for meaningful change.Governance and Training:
Dver underscored the importance of governance and training for executive sponsors of ERGs. Without clear rules and expectations, she warned, chaos could ensue. Well-executed ERGs, built on solid governance, could improve organisational productivity and profitability.
The Power of Community Support
Alyssa Dver’s departure from the corporate world underscored the power of feeling empowered and being part of a community that values collective validation. This sentiment resonated through the episode, especially considering the hardships Lockwood and Dver both faced while lacking supportive environments in their past careers.
The Call to Action: Building Inclusive Futures
As we navigate personal and professional landscapes, the lessons from The Inclusion Bites Podcast’s "Empowering Belonging" episode can guide us toward a more inclusive future. Here are some steps you can take:
Introspect and Prune: Regularly assess your relationships and environments, focusing on reciprocal, empowering connections.
Prioritise Training for Leaders: Advocate for emotional intelligence and inclusivity training in your workplace. Empower leaders to create environments where diverse viewpoints are not just tolerated but celebrated.
Support and Fund ERGs: Push for proper funding and strategic support for ERGs within your organisation. These groups should be integral to the corporate fabric, promoting true inclusion and well-being.
Foster Genuine Belonging: In all your interactions, strive to create spaces of mutual respect and understanding. Be the catalyst for environments where everyone feels they belong.
If these themes resonate with you, I encourage you to delve deeper into the thoughts and insights of Alyssa Dver, our inspiring guest, whose work can be explored further through the ERG Leadership Alliance and the American Confidence Institute. Alyssa's dedication to creating confident, valued communities is a beacon for those seeking to cultivate genuine belonging.
To stay engaged and support these vital conversations, subscribe to The Inclusion Bites Podcast. Join us as we explore more avenues to inclusivity and belonging, ensuring that together, we build a future where everyone feels empowered to be their most authentic selves.
Listen, Reflect, and Share: Tune in to "Empowering Belonging" and other episodes in our series. Let’s continue to foster communities where everyone can thrive.
Together, let’s embrace the journey to authentic inclusion.
The standout line from this episode
"Empowerment is about creating spaces where everyone belongs, not just where they are led." - Alyssa Dver
❓ Questions
Absolutely, here are ten thought-provoking discussion questions based on the episode "Empowering Belonging" from The Inclusion Bites Podcast:
Self-Reflection and Age: How does Joanne Lockwood's reflection on turning 60 resonate with your own experiences of ageing and self-acceptance?
Pruning Relationships: Discuss Alyssa Dver's observation that people generally have fewer close friends as they age, focusing instead on meaningful connections. How have your own relationship priorities changed over time?
ERGs Dynamic: What are your thoughts on the debate over whether Employee Resource Groups (ERGs) should be employee-led or company-owned, especially with regard to funding and compensation?
Psychological Safety: How can organisations effectively create an environment of innovation and creativity by ensuring psychological safety, as emphasised by both Joanne and Alyssa?
Judicious Use of Time: Joanne and Alyssa liken unnecessary subscriptions to unneeded relationships. How do you decide which relationships and activities are valuable enough to invest your time and energy in?
Diverse Perspectives: Reflect on the importance of understanding and integrating diverse perspectives in the workplace, as discussed by Joanne and Alyssa. How can this improve both individual and organisational growth?
Sense of Belonging: Alyssa Dver mentions that creating a sense of belonging can potentially reduce conflicts and power struggles. How can companies cultivate this sense of belonging among their employees?
Leadership Evolution: How do you perceive the transformation from a 'command and control' leadership style to one that fosters inclusivity and creativity? What are the key benefits and challenges of this shift?
Governance in ERGs: Discuss the importance of governance, rules, and executive sponsorship in the successful running of ERGs, as highlighted by Alyssa Dver. How can organisations ensure these governance standards are met?
Future and Unity: Joanne Lockwood expresses hope for a peaceful resolution in the future, with Alyssa echoing the need for community support. In what ways can fostering inclusion and understanding today influence a more unified and peaceful tomorrow?
These questions should encourage listeners to delve deeper into the topics discussed in the episode and reflect on their personal and professional lives.
FAQs from the Episode
FAQ: Empowering Belonging - Key Takeaways from "The Inclusion Bites Podcast"
1. What is the central theme of this podcast episode, "Empowering Belonging"?
The episode revolves around creating a sense of belonging and the importance of meaningful relationships, particularly as we age. Joanne Lockwood and Alyssa Dver discuss moving from accumulating friends to valuing a few genuine connections, the significance of being judicious with time and relationships, and the role of Employee Resource Groups (ERGs) in fostering inclusion.
2. How do Joanne and Alyssa view the evolution of friendships as we age?
Both speakers note a shift from striving for numerous friendships in youth to prioritizing a few valuable ones as they grow older. They discuss the concept of "unsubscribing" from relationships that are no longer symbiotic or fulfilling, comparing it to ending unnecessary subscriptions.
3. What insights do Joanne and Alyssa share about the importance of understanding diverse perspectives?
Joanne and Alyssa stress that even if we don’t agree with others' viewpoints, it is crucial to relate to and understand their lived experiences. This practice enriches personal and intellectual growth and helps mitigate conflicts.
4. Why do Joanne and Alyssa highlight the privilege aspect concerning changes in life choices?
They acknowledge that the ability to make significant life changes, such as shedding unfulfilling relationships or leaving a corporate job, is often a privilege. Not everyone has the resources or flexibility to make such choices, especially in challenging work environments.
5. What role do Employee Resource Groups (ERGs) play according to this discussion?
ERGs are employee-run but business-funded groups that provide a platform for developing leadership skills, networking, and access to resources. However, there is debate over whether ERG leaders should be financially compensated or view their role as volunteer work offering non-monetary benefits like career development.
6. How do the speakers view the development and governance of ERGs?
Proper governance, clear rules, and executive sponsorship are critical for ERGs to succeed. Without these, ERGs can become ineffective. Successful ERGs should have transparency, clear missions, and documentation showcasing their benefits like improved productivity and employee well-being.
7. What is the difference between being led and being empowered according to Alyssa?
Being led involves being directed by someone else, whereas being empowered means having the agency to take initiative and innovate. Empowerment in the workplace fosters creativity and personal growth.
8. How do Joanne and Alyssa view the current state of Diversity, Equity, and Inclusion (DEI) initiatives?
They critique the focus of some DEI initiatives, advocating for genuine well-being and psychological safety that allow all individuals to thrive rather than superficial diversity efforts.
9. What suggestions does Alyssa provide for improving ERGs within organisations?
Alyssa recommends consulting resources like the ERG Intelligence book, engaging employees in meaningful discussions to build interest, and ensuring proper training for executive sponsors.
10. Where can listeners find more information on Alyssa Dver’s work?
Listeners can visit Alyssa Dver’s websites at ergleadershipalliance.com and americanconfidenceinstitute.com. She is also available on LinkedIn and her work spans globally.
11. What is Joanne’s reflection on her personal transformation and fears tied to identity?
Joanne narrates her journey towards self-acceptance, overcoming fears related to her identity. She finds peace in embracing uncertainty and open-mindedness.
12. How do the speakers view the impact of trauma on workplace dynamics?
Alyssa explains that traumatic experiences can affect behaviour at work. Managers should respect and support employees’ unique experiences to help them perform their best.
13. What overarching message do Joanne and Alyssa hope to convey in this episode?
They emphasise the importance of inclusion, understanding, and empowering individuals within both personal and professional realms to create a sense of belonging and promote societal transformation.
Tell me more about the guest and their views
Certainly! Our guest for this episode of "The Inclusion Bites Podcast," titled "Empowering Belonging," is the remarkable Alyssa Dver. Alyssa is renowned for her expertise in confidence and is the leader of the ERG Leadership Alliance, an organisation dedicated to enhancing the effectiveness and impact of Employee Resource Groups (ERGs). She is also the founder of the American Confidence Institute, which aims to promote confidence and inclusion in both personal and professional spheres.
Alyssa brings a wealth of knowledge and a unique perspective on the intersection of inclusion, belonging, and organisational dynamics. Here are some key insights and views she shared during our episode:
Age and Wisdom: Alyssa appreciates the wisdom that comes with age, which she believes simplifies life. She recognises that as people age, they tend to prune unnecessary relationships and focus on those that are symbiotic and fulfilling.
Prioritising Relationships: Alyssa highlights research showing that people generally have fewer close friends as they age. This "pruning" process involves letting go of relationships that no longer serve a positive purpose, a process akin to unsubscribing from unnecessary services.
Different Viewpoints: Alyssa underscores the importance of understanding diverse perspectives without necessarily agreeing with them. She emphasises that making assumptions about others can be dangerous and that embracing different viewpoints is crucial for intellectual and innovative growth.
Defensive Reactions: Discussing human behaviour, Alyssa points out that selfish behaviours are often learned as defence mechanisms from past trauma. She explains that fear can trigger defensive reactions, which can manifest as either aggressive or passive behaviours.
Empowerment and Leadership: Alyssa draws a distinction between being led and being empowered. She believes true leadership comes from empowering others, a perspective she embraced after leaving the corporate world due to its constraints.
ERGs and Corporate Dynamics: Alyssa discusses the evolution of ERGs, noting the importance of strong governance, clear rules, and expectations to prevent burnout and internal conflicts. She also emphasises the need for executive sponsorship and training to ensure the success and impact of ERGs.
Career Development: Alyssa views participation in ERGs as a valuable career development opportunity, offering leadership skills, networking, and exposure to upper management. She stands by the idea that ERG leadership, despite being voluntary, brings non-monetary benefits that aid professional growth.
Challenges in DEI Initiatives: Alyssa voices concerns over the current focus of Diversity, Equity, and Inclusion (DEI) initiatives, advocating for genuine well-being and psychological safety in the workplace. She believes that DEI should be more than just social gatherings but should foster an environment where everyone can thrive.
Trauma and Inclusion: Drawing on her personal experiences and those of her family's, Alyssa relates how traumatic experiences can influence workplace dynamics. She stresses the importance of managers respecting and supporting their employees' individual backgrounds to enable peak performance.
Global Perspective: Alyssa's work is global, making her insights relevant and accessible to a broad audience. She advocates for the continuation of civil rights advocacy and the fight against complacency, especially in politically turbulent times.
In essence, Alyssa Dver is a passionate advocate for empowerment, inclusion, and genuine belonging. Her insights illuminate the complex interplay between leadership, personal growth, and organisational effectiveness, making her a valued voice in the conversation around creating inclusive and supportive environments.
Ideas for Future Training and Workshops based on this Episode
Absolutely, here are several ideas for future training and workshops inspired by themes and discussions in this episode:
Navigating Age and Wisdom in Professional Settings:
Workshop focusing on how to leverage the wisdom and experience that comes with age to simplify life and optimise professional and personal relationships.
Quality Over Quantity: Building Valuable Connections:
Training on identifying and maintaining meaningful relationships while "unsubscribing" from connections that drain rather than add value.
Empathy and Perspective-Taking:
Interactive workshops to cultivate skills in understanding and appreciating diverse perspectives, enhancing collaboration and innovation in the workplace.
Creating a Sense of Belonging:
Training sessions aimed at fostering inclusive environments and mitigating defensive reactions by creating a sense of belonging within teams and organisations.
Overcoming Workplace Trauma and Supporting Colleagues:
Workshops that address the impact of workplace trauma and provide strategies for managers to respect and support individual experiences, ensuring optimal performance.
Governance and Leadership in ERGs:
Specific training on the governance of Employee Resource Groups (ERGs), including the development of clear rules, expectations, and effective executive sponsorship.
Balancing Volunteering and Professional Development in ERGs:
Workshops exploring the balance between voluntary work and career development within ERGs, including discussions on the potential for compensation and recognition.
Transforming Leadership Styles: From Command and Control to Inclusivity:
Training designed to help leaders transition from traditional authoritative styles to more inclusive, creative approaches that empower team members.
Building Confidence and Empowerment in the Workplace:
Workshops facilitated by experts like Alyssa Dver, focusing on creating a workplace environment that fosters confidence, belonging, and inclusion.
Optimising ERG Effectiveness and Impact:
Practical sessions on establishing benchmarks and standards tailored to an organisation’s culture and leadership, aimed at improving ERG productivity and profitability.
Recognising and Mitigating Assumptions in the Workplace:
Training to help employees and leaders identify and mitigate assumptions, promoting deeper understanding and cooperation.
Support and Resources for Executive Sponsors:
Workshops and resources for training executive sponsors in recognising their roles and responsibilities, ensuring effective support for ERGs.
Strategic Planning for ERG Evolution:
Sessions focused on understanding the lifecycle of ERGs, avoiding common pitfalls, and maintaining clarity on mission and structure amid changing leadership dynamics.
Conflict Resolution through Inclusive Practices:
Training on resolving conflicts by valuing and integrating diverse perspectives, moving beyond dictatorial attitudes towards consensus and compromise.
By offering these training and workshops, organisations can foster a more inclusive, understanding, and supportive environment that benefits both individuals and the organisation as a whole.
🪡 Threads by Instagram
Turning 60, Joanne Lockwood shares wisdom on focusing on genuine connections rather than accumulating acquaintances. As we age, prioritising meaningful relationships enriches our lives. #EmpoweringBelonging
Alyssa Dver highlights that life’s learning isn't about accumulating, but about finding sufficiency. The journey to shed what no longer serves us creates space for enriching, fulfilling connections. #EmpoweringBelonging
Discussing ERGs, Joanne and Alyssa stress the importance of strategic structure and clear governance to avoid pitfalls. Properly funded and structured ERGs enhance both employee satisfaction and company performance. #EmpoweringBelonging
Joanne Lockwood explores the transition from 'command and control' leadership to fostering creativity and inclusion. Leaders now create spaces for teams to thrive, reflecting a broader shift towards empathy and support. #EmpoweringBelonging
Alyssa Dver emphasizes the importance of genuine DEI efforts: focusing on well-being and psychological safety over mere social gatherings. True inclusion allows everyone to thrive, highlighting the need for meaningful change. #EmpoweringBelonging
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
[Leadership Insights Channel]
Title: "Navigating Relationship Pruning as a Leader"
Hey there, and welcome to the Leadership Insights Channel. I’m here to talk about a common challenge many leaders face: managing relationships effectively as you grow older and more experienced.
As leaders, it’s easy to accumulate a vast network of connections, but not all are equally valuable. Many of us struggle to identify and let go of relationships that no longer serve our personal or professional growth.
Here are some clear actions and behaviours to navigate this:
Reflect on Your Connections: Take some time to evaluate your current relationships. Are they symbiotic and fulfilling, or do they feel burdensome? Be honest about which connections add value and which do not.
Set Boundaries: It's crucial to establish boundaries. Be judicious with your time and energy. Focus on nurturing relationships that are mutually beneficial and let go of those that drain you. Think of it as "unsubscribing" from unneeded relationships.
Prioritise Meaningful Interactions: Shift your focus from quantity to quality. Instead of trying to maintain a vast network, concentrate on a few genuine connections that enrich your life and work. Quality relationships will lead to better collaboration and innovation within your team.
Embrace Diverse Perspectives: Understand that diversity in viewpoints enriches your leadership and drives intellectual growth. Make it a point to relate to others' experiences, even if you don't wholly agree with them.
Promote a Sense of Belonging: As a leader, it’s your role to foster an inclusive environment. Encourage open dialogue, validate different perspectives, and strive to create a space where everyone feels valued.
By taking these steps, you’ll find that not only do your relationships become more meaningful, but your leadership will also be more impactful. Remember, true leadership isn’t about pleasing everyone; it’s about cultivating worthwhile connections that lead to collective success.
Thank you for tuning in to the Leadership Insights Channel. Stay tuned for more actionable advice!
End of Script
SEO Optimised Titles
Discover the Pruning Effect: Why Friendships Dwindle After 50 | Alyssa @ ERG Leadership Alliance
ERGs Unmasked: True Value and Common Pitfalls in Business | Alyssa @ ERG Leadership Alliance
The Secret to Leadership Evolution: From Command to Empowerment | Alyssa @ ERG Leadership Alliance
Email Newsletter about this Podcast Episode
Subject: 🌟 Empowering Belonging: Uncover Wisdom & Insight with The Inclusion Bites Podcast 🌟
Hey Inclusion Bites Community!
I've got a delightful treat for your ears today – our latest episode, "Empowering Belonging," featuring the brilliant Alyssa Dver, who joins me to dive deep into the realms of belonging, wisdom, and purposeful connection. Trust me, you don't want to miss this one!
Let's whet your appetite with 5 key takeaways you're sure to appreciate:
Wisdom with Age: Both Alyssa and I reflect on the beauty and serenity that comes with ageing, emphasising the art of pruning relationships to focus on the genuinely valuable connections.
Moving Toward Sufficiency: We discuss the shift from accumulation to sufficiency – focusing on symbiotic and fulfilling relationships rather than burdensome ones.
The Importance of Diverse Perspectives: Understanding and appreciating diverse viewpoints enrich our lives and contribute significantly to intellectual and innovative growth.
ERGs - Navigating Structure and Governance: Alyssa shares insightful thoughts on the growth and strategic structuring of Employee Resource Groups (ERGs), stressing the importance of good governance and strong executive sponsorship.
The Importance of Belonging and Inclusion: We highlight the need for genuine well-being and psychological safety in workplaces, moving beyond superficial DEI initiatives.
🔍 Here's something unique from the episode that struck a chord – Alyssa talks about how unnecessary subscriptions are much like unneeded relationships. It's a fantastic analogy, encouraging us to "unsubscribe" from connections that drain rather than uplift us. Simple but profound, right?
And now, for the juicy bit! 🎧 I urge you to tune in, share the episode, and subscribe to The Inclusion Bites Podcast if you haven’t already. Amplifying these important voices can make such a difference, and your engagement is vital.
Don’t forget, for those looking to connect with Alyssa Dver, head over to ergleadershipalliance.com or americanconfidenceinstitute.com. She’s also on LinkedIn and always happy to engage with our wonderful community!
It’s a time of reflection, understanding, and action, dear listeners. Our discussions are just the start – let's continue to foster inclusion and belonging in every sphere of our lives.
Until the next bite, stay curious and inclusive!
Warm regards,
Joanne Lockwood
Host, The Inclusion Bites Podcast
[Podcast Link]
P.S. Send us your thoughts or queries – we love hearing from you!
Potted Summary
Episode Introduction
Welcome to "The Inclusion Bites Podcast." In this episode titled "Empowering Belonging," host Joanne Lockwood is joined by Alyssa Dver, a renowned confidence expert. They delve into navigating relationships with age, the essence of ERGs, and the power of genuine inclusion. They discuss shedding unnecessary connections as we grow and leading ERGs effectively.
In This Conversation We Discuss
👉 Shedding unnecessary connections
👉 ERG governance
👉 Empowering leadership
Here Are a Few of Our Favourite Quotable Moments
“Ultimate self-acceptance usually comes with age, as we realise superficial concerns don't matter.”
“Governance and clear expectations are crucial for successful ERGs.”
“Creating a sense of belonging can mitigate defensive reactions and reduce conflicts.”
Episode Summary
Join Joanne Lockwood and Alyssa Dver as they explore meaningful relationships, effective ERGs, and the essence of empowering leadership in "Empowering Belonging." They advocate for genuine inclusion and governance within ERGs. Listen now to transform your approach to fostering inclusivity and belonging. Don't miss out—subscribe to "The Inclusion Bites Podcast" today!
LinkedIn Poll
Opening Summary:
In the latest episode of "The Inclusion Bites Podcast," we dived into the dynamic world of Employee Resource Groups (ERGs) with Alyssa Dver. We explored important facets such as the balance between being employee-led and company-owned, the role of executive sponsorship, and the impact of governance and community support. Your insights can help shape the conversation further!
Poll Question:
What do you see as the key to effective ERGs? 📊
Poll Options:
🎓 Leadership Training
💼 Executive Sponsorship
🔍 Clear Governance
🤝 Community Support
Closing:
Your vote will help us understand what elements contribute most to thriving ERGs, fostering inclusion and belonging in workplaces. Let's continue the conversation! #InclusionBites #ERGs #WorkplaceInclusion
Highlight the Importance of this topic on LinkedIn
🎙️ Just finished listening to the latest episode of "The Inclusion Bites Podcast" titled "Empowering Belonging" with Joanne Lockwood and Alyssa Dver. What a thought-provoking discussion on the evolving role of leadership, the significance of Employee Resource Groups (ERGs), and the essence of true inclusion!
Key takeaways:
The value of pruning relationships to focus on meaningful connections 🤝
The debate around ERG ownership, funding, and the role these groups play in career development 🌱
The transformation of leadership styles towards fostering creativity and inclusivity 🌟
The vital importance of respecting diverse perspectives for intellectual and innovative growth 🌍
As we advocate for Diversity, Equity, and Inclusion in our organisations, it's crucial to embrace these insights. Supporting ERGs and prioritising genuine well-being and psychological safety can unlock immense potential and drive both personal and organisational success. Let’s continue to create environments where everyone thrives! 🌈
#InclusionBites #EmpoweringBelonging #DEI #ERGs #Leadership #Inclusion #HR #EDI
L&D Insights
Insights for Senior Leaders, HR, and EDI Professionals from "Empowering Belonging" 🎙️
Podcast episode: Empowering Belonging
Host: Joanne Lockwood
Guest: Alyssa Dver
Key Takeaways and "Aha Moments" 💡
Prioritise Meaningful Relationships Over Quantity 🎯
Joanne Lockwood and Alyssa Dver discuss the importance of focusing on genuine connections as we age, moving from accumulating friends to valuing a select few. This principle can be applied in professional networks to foster deeper, more meaningful collaborations.
Empower, Don’t Just Lead 🌱
Dver emphasises that true leadership involves empowering others, not merely directing them. This shift from a command-and-control style to one that encourages creative and inclusive environments can transform team dynamics and innovation.
Importance of ERG Structure and Governance 🏛️
Effective Employee Resource Groups (ERGs) require strong governance and clear expectations. Senior leaders should ensure that there is an organisational commitment to support ERGs, providing necessary resources and executive sponsorship.
Trade Accumulation for Sufficiency 🔄
Apply the idea of moving from accumulation to sufficiency, focusing on activities that add value rather than burden. This can inform organisational strategies, prioritising quality over quantity in initiatives and relationships.
Understanding and Inclusion Over Assumptions 🔍
Both speakers highlight the significance of embracing diverse perspectives and avoiding assumptions. This is crucial for EDI professionals aiming to create inclusive environments where all voices are respected and valued.
Actionable Strategies 📈
Review and Refine ERG Support Structures 📝
Audit your current ERG framework. Ensure that ERG leaders receive proper training and resources, and verify that there is executive sponsorship committed to the group's success.
Foster a Culture of Empowerment 🚀
Shift your leadership approach from managing to empowering. Encourage team members to take initiative and provide them with the tools and autonomy to innovate.
Focus on Quality Connections 🤝
Encourage your team to build deeper, more meaningful professional relationships rather than focusing on expanding their network superficially. Quality connections can lead to higher engagement and productivity.
Implement Rigor in Governance 🔒
Develop clear governance structures for ERGs and other advisory boards. Establish benchmarks, standards, and regular reviews to ensure these groups operate effectively and align with organisational goals.
Promote Psychological Safety and Well-being 🧘
Go beyond DEI initiatives to create environments where employees feel genuinely safe and included. This will enable them to bring their full selves to work, enhancing overall organisational performance.
Noteworthy Quotes 🎙️
"Empowerment is the key to unlocking true leadership potential." – Alyssa Dver
"We need to shift from accumulating to being selective, focusing on what truly adds value." – Joanne Lockwood
Social Media Hashtags 📲
#InclusionBites
#EmpoweringBelonging
#LeadershipEvolution
#ERGEfficiency
#QualityConnections
By implementing these insights and actions, senior leaders, HR, and EDI professionals can cultivate more inclusive, effective, and empowering workplaces.
Shorts Video Script
Attention-Grabbing Title:
"Age, Friendship, and Empowerment: Making Meaningful Changes for a Fulfilling Life! #Inclusion #Empowerment #Belonging #Relationships #SelfGrowth"
Hashtags:
#Inclusion #Empowerment #Belonging #Relationships #SelfGrowth
Text on screen: "Shedding Unnecessary Relationships 🚫👥"
"Hi everyone! Today, let's talk about the powerful concept of shedding unnecessary relationships as we age. Research shows that people tend to have fewer close friends over time, choosing to focus on quality over quantity. It's all about valuing genuine connections rather than accumulating many friends. This shift in mindset can greatly simplify life and enrich our social experiences.
Text on screen: "From Accumulation to Sufficiency 🌿"
"We are moving from a phase of accumulation to sufficiency, focusing on relationships and activities that are fulfilling and mutually beneficial. Think of it like unsubscribing from services you don't need. We should be judicious with our time and connections, prioritising those that truly add value to our lives.
Text on screen: "Embrace Diverse Perspectives 🌍"
"It's also crucial to embrace diverse perspectives. You don't have to agree with everyone, but understanding different viewpoints enriches your own experience and drives intellectual and innovative growth. Remember, making assumptions is often based on incomplete knowledge of others' experiences.
Text on screen: "Personal Transformation & Self-Acceptance 🌟"
"Personal transformation and overcoming fears tied to identity are essential steps toward self-acceptance. With age, people often find peace in uncertainty, leading to greater confidence.
Text on screen: "ERGs: Valuable Yet Challenging 💬"
"Employee Resource Groups (ERGs) play a vital role in promoting belonging and inclusion at work. While they're generally employee-run and business-funded, there's debate about whether ERG leaders should be compensated. The focus is often on personal development, leadership skills, and exploiting professional networks rather than financial gain.
Text on screen: "Governance & Support for ERGs 🛠️"
"Effective governance and strong executive sponsorship are crucial for ERGs' success. Training for sponsors and benchmarks tailored to each organisation's culture and leadership can significantly enhance productivity and profitability. Without this support, ERGs might face decline.
Text on screen: "Empower vs. Lead 🌈"
"Finally, remember the difference between being led and being empowered. Empowering others fuels innovation and creativity, breaking free from the constraints of traditional corporate life. It's about community and shared understanding, paving the way for collective validation.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨"
Glossary of Terms and Phrases
Certainly! Here’s a list of words and phrases from this episode of "The Inclusion Bites Podcast" that might not be frequently used by most people, along with their definitions as implied in the episode:
Symbiotic: Relationships or activities that are mutually beneficial and fulfilling, rather than one-sided or burdensome.
Unsubscribe: A metaphor for ending relationships or commitments that drain energy or add no value, akin to cancelling unneeded subscriptions.
Pruning Relationships: The act of consciously reducing the number of close friendships as one ages, focusing on quality over quantity.
Sufficiency: Moving from a mindset of always wanting more (accumulation) to finding contentment with what is enough and satisfying.
Defensive Reactions: Behaviours that arise from fear, manifesting as either aggression or passivity, as part of the brain's survival mechanism.
ERGs (Employee Resource Groups): Volunteer-led groups within organisations intended to foster inclusivity, belonging, and support amongst employees.
Strategic Structure: The organisation and governance necessary for ERGs to function effectively and sustainably as they grow.
Executive Sponsorship: The support and backing from senior executives within a company to lend visibility and respect to ERGs, vital for their success.
Governance in ERGs: The establishment of rules and clear expectations to prevent chaos and ensure the effectiveness and sustainability of ERGs.
Psychological Safety: Creating an environment where individuals feel safe to express themselves without fear of negative consequences, essential for genuine inclusion and well-being.
Command and Control Style: A traditional leadership approach characterised by top-down decision-making, as opposed to more inclusive and empowering styles.
Consensus and Compromise: The processes of reaching general agreement and finding middle ground in decision-making, especially within diverse groups.
Quantitative Outcomes: Measurable results that justify the investment of resources in ERGs, appealing to business metrics like employee retention and profitability.
Collective Validation: The power of communal support and acknowledgement in challenging organisational norms, emphasising the strength found in community.
Maturity Model for ERGs: The idea that there isn't a fixed path for the development of ERGs; they need regular reviews and adjustments to remain effective.
Superficial Concerns: Worries or issues that are ultimately insignificant in the grand scheme of life, often realised with age.
Confidence Expert: Someone who specialises in building individuals’ self-assurance and value within various contexts, particularly within organisations.
SEO Optimised YouTube Content
Focus Keyword: Positive People Experiences
Title: Empowering Belonging: Positive People Experiences | #InclusionBitesPodcast
Tags: inclusion, diversity, positive people experiences, culture change, belonging, employee resource groups, ERGs, leadership, DEI, Joanne Lockwood, Alyssa Dver, wisdom from ageing, workplace inclusion, self-acceptance, meaningful connections, psychological safety, empowerment, ERG sponsorship, governance, career development, advisory boards, overcoming fears
Killer Quote: "True inclusion recognises and celebrates differences without necessarily achieving full consensus." - Joanne Lockwood
Hashtags: #InclusionBitesPodcast, #PositivePeopleExperiences, #CultureChange, #Inclusivity, #Belonging, #Diversity, #ERG, #Leadership, #DEI, #EmployeeWellbeing, #JoanneLockwood, #AlyssaDver, #SelfAcceptance, #MeaningfulConnections, #PsychologicalSafety, #Empowerment, #CareerGrowth, #OvercomingFears, #SupportiveCulture, #InnovativeGrowth
Why Listen
Welcome to this episode of The Inclusion Bites Podcast, titled "Empowering Belonging: Positive People Experiences." I'm your host, Joanne Lockwood, and today we are joined by Alyssa Dver, an acclaimed confidence expert and leader of the ERG Alliance. Together, Alyssa and I dive into a conversation about cultivating Positive People Experiences and driving Culture Change within organisations.
As I reflect on turning 60, I've come to appreciate the wisdom and simplicity age brings. Alyssa commends this stage of life, noting how it allows us to shed unnecessary relationships and focus on genuine connections that truly matter. Research shows that as we age, we tend to prune relationships that no longer serve us, moving from a mindset of accumulation to one of sufficiency. This shift leads to more fulfilling and symbiotic relationships.
Alyssa and I liken unnecessary relationships to subscriptions that need to be "unsubscribed" from. This metaphor underscores the importance of being judicious with our time and connections, prioritising those that add value to our lives. However, we acknowledge the privilege of being able to make these changes, recognising that not everyone has the resources or flexibility, especially in challenging work environments.
Diving deeper into the theme of Positive People Experiences, we discuss the need to understand diverse perspectives. Alyssa cautions against making assumptions based on incomplete knowledge of others' experiences. Embracing different viewpoints, even without agreeing, is crucial for intellectual growth and innovation. Alyssa suggests that selfish behaviours are learned, often as defence mechanisms from past trauma. She explains how the brain's wiring to react defensively to fear can manifest as aggression or passivity. Creating a sense of belonging can mitigate these reactions, reducing conflicts globally.
We explore the concept of self-acceptance and how age brings a realisation that superficial concerns fade, leading to greater confidence. Looking forward, I express a hope for a future without sadness, acknowledging Alyssa's belief in the power of community support to navigate challenges. Our conversation stresses the importance of finding peaceful resolutions, understanding differing perspectives, and advocating for inclusion.
We then transition to a discussion on Employee Resource Groups (ERGs), debating whether they are employee-led or company-owned. Alyssa and I critique the unpaid voluntary work associated with ERGs, suggesting that companies should fund them and integrate duties into work hours. When companies invest in ERGs, they expect transparency and justification, framing ERG work as an opportunity for leadership development.
The debate extends to whether ERG leaders should be compensated, likening their roles to volunteering. While there are non-monetary benefits such as skill development and networking, there's contention around financial compensation. Involvement in ERGs is seen as a fast track for career advancement due to exposure to upper management and expanded professional networks. However, governance and clear expectations are crucial to prevent burnout and conflicts.
Alyssa and I highlight the need for strategic structure within ERGs as they evolve, noting the absence of a set maturity model due to leadership changes and organisational dynamics. Clarity on mission, beneficiaries, and operations ensures effectiveness. Alyssa draws parallels between family dynamics and workplace environments, emphasising how misunderstandings can lead to trauma if one doesn't fit in.
Reflecting on our early careers, we discuss the perceived necessity to endure poor behaviour for advancement. Media coverage of inappropriate conduct in the UK mirrors these struggles. Alyssa's involvement with ERGs and the American Confidence Institute, founded due to personal experiences with her son's neurological issues, stress the significance of belonging and inclusion.
We critique current DEI initiatives, advocating for genuine well-being and psychological safety. Alyssa shares an example of her husband's work with traumatised children, relating it to workplace management, stressing the need for respect and support. We contemplate the evolution of leadership from 'command and control' to fostering creativity and inclusivity.
Governance in ERGs and similar entities is essential, with strong executive sponsorship providing visibility and respect. However, Alyssa points out a lack of training for sponsors, suggesting this as a vulnerability. Successful ERGs require benchmarks and standards tailored to organisational culture and leadership. Improve productivity and profitability with resourceful ERGs, while unsupported ones decline.
For those keen on enhancing ERGs, Alyssa recommends consulting resources like the ERG Intelligence book and engaging employees in discussions to build community interest.
Ultimately, this episode is a treasure trove of insights on empowering belonging, embracing diverse perspectives, and fostering Positive People Experiences within the framework of Culture Change.
Closing Summary and Call to Action
As we wrap up this enlightening episode of The Inclusion Bites Podcast, let's summarise the key learning points and actionable insights:
Self-Acceptance and Age: The journey of self-acceptance often deepens with age, bringing wisdom that helps simplify life and focus on meaningful connections.
Pruning Relationships: As we grow older, it's important to shed unnecessary relationships and focus on those that are fulfilling and symbiotic. This is akin to unsubscribing from unneeded subscriptions.
Understanding Diverse Perspectives: Embracing different viewpoints, even without fully agreeing, is crucial for intellectual and innovative growth. Avoid making assumptions based on incomplete knowledge of others' experiences.
ERGs Funding and Governance: Companies should consider funding ERGs and integrating duties into work hours. Transparency and justification in fund usage are essential, and good governance is crucial to prevent burnout and conflicts.
Compensation Debate: The role of ERG leaders can be likened to volunteering, offering non-monetary benefits such as skill development and networking. However, there's debate around the need for financial compensation.
Strategic ERG Structure: ERGs need a strategic structure as they grow, with clarity on mission, beneficiaries, and operations. Successful ERGs require strong executive sponsorship and proper training for sponsors.
Evolution of Leadership: Leadership styles are evolving from 'command and control' to fostering creativity and inclusivity, allowing team members to explore ideas collectively.
Creating Belonging: A sense of belonging can mitigate defensive reactions, reducing conflicts globally. It's important to create a workplace environment that respects and supports individual experiences.
DEI Initiatives: Current DEI initiatives should focus on genuine well-being and psychological safety, allowing all individuals to thrive in their roles.
Career Advancement through ERGs: Involvement in ERGs can fast-track career growth by providing exposure to upper management and expanding professional networks.
Managing Assumptions: Recognise the importance of not making assumptions about others and actively seeking to understand their lived experiences.
Collective Validation: The power of community support and collective validation can help individuals navigate challenges and build resilience against organisational norms.
In conclusion, fostering an inclusive culture and driving Positive People Experiences require understanding, governance, and strategic effort. By prioritising meaningful connections and creating a sense of belonging, we can significantly enhance workplace environments and overall organisational health.
Outro
Thank you, the listener, for tuning in to this episode of The Inclusion Bites Podcast. I hope you found our discussion on empowering belonging and creating Positive People Experiences insightful and thought-provoking. Don’t forget to like, subscribe, and share this video to help amplify important voices. For more information, you can visit the following links:
SEE Change Happen website: 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!
Root Cause Analysis for 'Empowering Belonging'
Key Problems:
Decrease in Close Friendships as People Age
Assumptions and Misunderstandings of Diverse Perspectives
Challenges with Employee Resource Groups (ERGs)
Inclusion and Psychological Safety in Workplaces
Problem 1: Decrease in Close Friendships as People Age
Why does this problem exist?
People tend to prune relationships that no longer serve them or add value as they age.Why do people prune relationships?
As individuals age, they prioritise meaningful connections and symbiotic relationships over a large number of acquaintances.Why do they prioritise meaningful connections?
Life experiences and growing wisdom help people recognise the value of quality over quantity in relationships.Why does wisdom lead to prioritising quality connections?
With age comes understanding of time's finite nature and the desire to spend it with those who genuinely matter.Why is understanding of finite time important?
Awareness of life's limited timeframe encourages people to invest in relationships and activities that provide fulfilment and joy.
Summary & Solution:
This problem stems from individuals' natural life evolution and understanding of life’s finite nature, leading them to value depth in relationships over breadth. To maintain social fulfilment, platforms or events focusing on fostering deep and genuine connections could be promoted.
Problem 2: Assumptions and Misunderstandings of Diverse Perspectives
Why does this problem exist?
People often make assumptions based on incomplete knowledge of others' experiences.Why do people have incomplete knowledge?
Lack of open communication and willingness to listen to different viewpoints.Why is there a lack of open communication?
Fear of judgement or confrontation, combined with a tendency to stay within one’s comfort zone.Why do people fear judgement or confrontation?
Defensive reactions are rooted in past traumas or insecurities.Why do past traumas or insecurities affect current behaviour?
The human brain is wired to react defensively to fear, often manifesting as avoidance or aggression.
Summary & Solution:
The root cause lies in deeply ingrained defensive mechanisms and fear of being judged. Encouraging open dialogues, workshops on empathy, and storytelling sessions could help people understand and relate to diverse perspectives better.
Problem 3: Challenges with Employee Resource Groups (ERGs)
Why do these challenges exist?
ERGs often lack proper governance, executive sponsorship, and clarity of purpose.Why do ERGs lack governance and sponsorship?
There is often insufficient training and resources allocated to ERG leaders and executive sponsors.Why is there insufficient training and resources?
Organisations may not recognise the value of ERGs or see them as a priority.Why do organisations overlook the value of ERGs?
Focus on other business metrics like profitability and efficiency, overshadowing inclusivity efforts.Why is inclusivity overshadowed by other business metrics?
Short-term business goals often take precedence over long-term cultural sustainability.
Summary & Solution:
The main issue is the lack of recognition and investment in ERGs. Solutions include integrating ERG responsibilities into work hours, providing necessary training for leaders and sponsors, and emphasising the long-term benefits of inclusive cultures, such as improved retention and morale.
Problem 4: Inclusion and Psychological Safety in Workplaces
Why is this problem prevalent?
Many workplaces still operate under a 'command and control' leadership style.Why do they follow this style?
It is viewed as efficient and has been the traditional approach in many organisations.Why is efficiency prioritised over inclusivity?
Immediate profitability and operational success are often seen as more tangible and measurable.Why is profit more tangible than inclusivity?
Inclusivity and psychological safety benefits are long-term and harder to quantify.Why are long-term benefits harder to quantify?
They involve softer metrics like employee satisfaction and engagement, which don't directly translate into immediate financial outcomes.
Summary & Solution:
The entrenched traditional leadership styles and the focus on immediate financial outcomes are barriers to inclusivity. Solutions could include leadership training on modern inclusive practices, redefining success to include employee well-being, and implementing regular assessments of workplace culture.
General Recommendations:
Foster Authentic Connections: Develop community-building events that promote genuine, deep interactions.
Encourage Empathy and Understanding: Facilitate workshops and sessions to improve listening skills and open communication.
Invest in ERG Infrastructure: Allocate proper resources and training for ERG leaders and integrate ERG work into official responsibilities.
Redefine Leadership: Train leaders on inclusive practices and prioritise long-term cultural sustainability alongside short-term profitability.
By addressing these root causes, the foundational issues hindering belonging and inclusion can be effectively tackled, creating more inclusive and supportive environments both socially and professionally.
Canva Slider Checklist
Episode Carousel
Slide 1:
Background image: A mature woman reflecting peacefully near a serene landscape.
Text:
"Ready to Trim the Fat: Are We Holding Onto Unnecessary Relationships?"
Slide 2:
Background image: Joanne Lockwood smiling warmly.
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"Join host Joanne Lockwood as she reflects on turning 60, finding peace in her identity, and talking about the journey to empowering belonging."
Slide 3:
Background image: Alyssa Dver speaking passionately.
Text:
"Guest Alyssa Dver sheds light on ageing, wisdom, and how pruning relationships can lead to a fulfilling life."
Slide 4:
Background image: An illustration of trimming branches.
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"Unsubscribe from draining connections. Focus on valuable, symbiotic relationships and activities that truly matter."
Slide 5:
Background image: Podcast logo and listening platforms icons.
Text:
"Want more tips on creating meaningful connections? Tune into 'Empowering Belonging' on The Inclusion Bites Podcast. Click the link in bio to listen!"
6 major topics
Empowering Belonging: Insights on Inclusion and Transformation
As I celebrate turning 60, I've taken some time to reflect on my journey and personal growth over the past decade. My conversation with Alyssa Dver on "Empowering Belonging" led us through a series of thought-provoking topics that highlight the significance of inclusion, personal evolution, and meaningful connections. Here are six major themes from our exchange, each bringing valuable insights into fostering a sense of belonging and empowerment in our lives and communities.
The Wisdom of Age: Simplifying Life and Relationships
Turning 60 has given me a serene confidence and clarity that I lacked in my earlier years. Alyssa echoed this sentiment, noting that age brings an invaluable wisdom to prioritize and simplify life's complexities. We both acknowledged the tendency to accumulate relationships in our youth, only to find ourselves pruning them down to a few valuable connections as we age. This shift from quantity to quality in relationships is supported by research indicating that people generally have fewer close friends as they grow older.
The idea of shedding unnecessary relationships like unwanted subscriptions intrigued both of us. Why do we continue holding onto burdensome connections when they no longer serve us? We explored this curiosity, emphasizing that being judicious with our time and energy—both in relationships and daily activities—is crucial for a fulfilling life.
The Privilege and Challenges of Making Life Changes
In our discussion, I acknowledged my privilege in being able to make these life changes, a flexibility not everyone enjoys. Especially in demanding work environments, many find themselves stuck and unable to take the same decisive actions. Alyssa and I both believe that understanding diverse perspectives is essential, even if those perspectives differ from our own. It's this very understanding that enriches our intellectual and innovative growth.
However, not everyone has the opportunity to break free from restrictive circumstances. We delved into the importance of collective validation and community support for those unable to leave challenging environments. It’s critical that we create inclusive spaces where everyone feels they belong and can thrive.
The Evolution of Employee Resource Groups (ERGs)
Alyssa and I ventured into the world of Employee Resource Groups (ERGs), discussing their ownership, funding, and role within organisations. We debated whether ERGs should be employee-led or company-owned, particularly around the concerns of unpaid voluntary work versus funded efforts. Should these groups be business-funded, organisations would expect transparency and justification for resource utilisation, aiming for goals like employee retention and profitability.
There's a contentious debate around compensating ERG leaders, with arguments likening leadership roles to volunteering opportunities which offer developmental benefits rather than direct financial gain. Alyssa compared this to volunteering in Parent Teacher Associations, where skill development and community contribution are the main rewards.
Recognising and Mitigating Defence Mechanisms
Alyssa explored the idea that selfish behaviours are learned and often originate as defence mechanisms from past trauma. The human brain's wiring to react defensively to fear can manifest as aggressive or passive behaviours when in survival mode. Creating an inclusive sense of belonging can mitigate these responses, potentially reducing conflicts and power struggles globally.
We pondered whether fostering a stronger sense of community can lead to fewer defensive reactions and more harmonious interactions. This notion of belonging ties back to making individuals feel seen, heard, and valued, which in turn promotes psychological safety and well-being.
Transformational Leadership and Identity
Reflecting on my own personal transformation and journey of overcoming fears tied to my identity, I found peace in embracing uncertainty and open-mindedness. Alyssa and I agreed that self-acceptance often comes with age, as the superficial concerns that once plagued us lose their grip. This acceptance leads to greater confidence and a more authentic presence.
Joanne: Leaving corporate banking in the late 1990s was driven by my desire for independence, having faced paternalistic treatment and changes made without my input. Alyssa also left the corporate world, highlighting the need for empowerment to fuel innovation and creativity. Together, we emphasised the importance of fostering creativity and inclusivity within leadership roles, paving the way for a more flexible and supportive work culture.
The Need for Effective Governance in ERGs
We concluded our conversation by discussing the critical role of governance in ERGs and similar entities. Without clear rules and expectations, chaos can easily ensue. Alyssa stressed that successful ERGs require strong executive sponsorship to gain visibility and respect within the organisation. There's a common oversight in not providing training for executive sponsors, which can weaken the group's effectiveness.
Effective ERGs tailored to an organisation's unique culture and leadership can significantly improve productivity and profitability. Conversely, unsupported groups may lead to organisational decline. For those looking to enhance their ERGs, Alyssa recommended resources like the "ERG Intelligence" book and encouraged building interest through community discussions.
In conclusion, our conversation iterated the power of embracing inclusion and fostering belonging in all areas of life. By nurturing genuine and valuable connections, supporting diverse perspectives, and continually striving for positive change, we can build stronger, more inclusive communities and workplaces. Let's continue these conversations and champion the cause of inclusion and belonging for all.
Remember to share this message and join in on the conversation. Future discussions will delve deeper into these critical themes, promoting a society where everyone can feel valued and empowered.
TikTok Summary
🎙️ Feeling the need for genuine connection and empowerment? Dive into our latest episode of "The Inclusion Bites Podcast" with Joanne Lockwood and guest, Alyssa Dver! 🌟 They unpack their journeys through life, shedding unneeded connections, embracing meaningful relationships, and the pivotal role of Employee Resource Groups (ERGs). 💡 Ready to feel inspired and more inclusive? Listen now for insights on confidence, belonging, and the power of different perspectives. 🎧✨
👉 Catch the full episode here: https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Podcast #Belonging #ERGs #Confidence #Community #Leadership
Slogans and Image Prompts
Absolutely! Here are some catchy slogans, soundbites, and quotes from the "Empowering Belonging" episode that would work wonderfully on merchandise. Each comes with a detailed AI image generation prompt for visual appeal.
"Simplify with Wisdom"
Image Prompt: A serene elderly woman with flowing grey hair, standing on a cliff with an ocean backdrop, her wise and calm expression reflecting lifelong wisdom. Surrounding her are minimalist icons representing life’s simple pleasures (e.g., a small house, heart, tree).
"Unsubscribe from Toxic Relationships"
Image Prompt: A person with cut scissors icon over a toxic symbol (like a wilting plant or broken chain) amidst a bright, vibrant background. Elements of abstract digital art showing weeds being trimmed and a blooming flower signifying rejuvenation.
"Empower, Don’t Lead"
Image Prompt: A diverse group of people standing in a circle, each holding a flickering candle that glows warmly. The central figure distributes light rather than holding a standard leadership position, symbolising empowerment.
"Belonging is a Privilege and a Right"
Image Prompt: A globe with diverse hands coming together around it like a protective, embracing shield. The background is a soft gradient of colours symbolising inclusivity.
"Creating Space for Ideas"
Image Prompt: An expansive, open field with a single, large tree under which people are sitting in a circle, brainstorming. Small lightbulbs and speech bubbles hover above, symbolising ideas and creativity.
"Age Brings Sufficiency, Not Accumulation"
Image Prompt: An elderly person planting a small, hardy sapling in a simple, tidy garden. The setting sun in the background signifies the fulfilment and serene beauty of life in later years.
#IncludeAndThrive
Image Prompt: A dynamic urban scene where diverse people are joyfully interacting, working, and thriving. Subtle signs and symbols of inclusivity (rainbow pins, diversity banners) are visible throughout.
"Governance Over Chaos"
Image Prompt: A library with neatly organised bookshelves and a large open book on a table, emanating a gentle glow. In the backdrop, shadowy figures resembling chaos are pushed back by light, symbolising order.
"From Survival to Thrival"
Image Prompt: A person emerging triumphantly from a dense, shadowy jungle into a sunny, lush meadow full of flowers and butterflies, symbolising a journey from mere survival to thriving existence.
#ConfidenceCreatesBelonging
Image Prompt: A confident person standing with open arms on a hilltop, surrounded by a diverse group of supportive individuals. The hill overlooks a vast, harmonious landscape with clear skies.
These items of inspiration can be beautifully transformed into merchandise to convey the important message of the podcast while being aesthetically pleasing.
Inclusion Bites Spotlight
On Empowering Belonging, this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes confidence expert and leader of the ERG Alliance, Alyssa Dver. Known for her dedication to fostering inclusive environments, Alyssa brings a wealth of knowledge and experience to the discussion on belonging and meaningful connections.
Alyssa and Joanne delve into the wisdom that comes with age, emphasising the importance of prioritising valuable relationships over accumulating superficial ones. They discuss the natural shift from quantity to quality in friendships and the necessity of "unsubscribing" from unneeded relationships that drain rather than enrich our lives.
They also explore the concept of Employee Resource Groups (ERGs) and their role within organisations. The discussion addresses the debate on whether these groups should be employee-led or company-owned, and the potential benefits and challenges that come with each model. Alyssa underscores the importance of governance, clear expectations, and executive sponsorship in maintaining effective and sustainable ERGs.
Alyssa passionately advocates for creating inclusive spaces where everyone feels seen, heard, and valued. Drawing from her personal experiences and extensive work, she explains how empowering others can enhance leadership and fuel innovation, rather than diminish it.
Joanne and Alyssa’s conversation also touches on the evolution of leadership styles, moving away from 'command and control' to fostering creativity and inclusivity. They highlight the importance of understanding diverse perspectives and the enrichment that comes from embracing different viewpoints.
Join us in this insightful episode as Joanne and Alyssa explore the nuances of empowerment, belonging, and the profound impact of genuine inclusion. It’s a conversation that promises to inspire listeners to reflect on their relationships and strive for environments where everyone can thrive.
YouTube Description
🔊 Have you ever wondered why friendships wane as we age? Why we're weeding out rather than gathering connections? Dive deep into Episode 45 of "The Inclusion Bites Podcast" where Joanne Lockwood and guest Alyssa Dver unravel this enigma: "Empowering Belonging."
🌟 In this episode, Joanne Lockwood reflects on turning 60 and the journey of self-discovery through her fifties. Alyssa Dver, a confidence expert and leader of the ERG Alliance, explores how age bestows wisdom to simplify life. They discuss the transformative shift from seeking numerous friendships to cherishing a select few, comparable to "unsubscribing" from burdensome relationships.
👥 Joanne and Alyssa delve into the importance of prioritising meaningful connections and activities. They liken unnecessary subscriptions to unneeded relationships, suggesting that as we age, it's vital to prune our social gardens for healthier growth. In doing so, we focus on symbiotic and fulfilling experiences, revealing the privilege and challenges in making these life choices.
🌍 They emphasise understanding diverse perspectives, noting that embracing different viewpoints enriches intellectual and innovative growth. This episode also tackles the role of Employee Resource Groups (ERGs) in corporate life, their impact on leadership development, and the ongoing debate surrounding their ownership and funding.
Key insights include:
How ageing refines our social circles and life choices.
The critical role of ERGs in personal and professional growth.
The necessity of good governance and executive sponsorship in ERGs.
Takeaways and actions:
Re-evaluate your current relationships and consider if they add true value to your life.
Embrace diverse perspectives to foster intellectual and innovative growth.
Explore involvement in ERGs as a path for career development and leadership skills.
Reflect on the balance between personal well-being and professional responsibilities.
Tune in and challenge your understanding of belonging, leadership, and the evolving terrain of interpersonal relationships. Don't forget to like, comment, and subscribe to "The Inclusion Bites Podcast." Share your thoughts and join the conversation!
#EmpoweringBelonging #InclusionMatters #DiversityAndInclusion #ERGs #LeadershipDevelopment #PersonalGrowth #AgeingWisely #Relationships #JoanneLockwood #AlyssaDver
10 Question Quiz
Empowering Belonging Quiz
Joanne Lockwood reflects on turning which age, feeling ready and settled in her personality?
A) 50
B) 55
C) 60
D) 65
What shift in relationships do Joanne and Alyssa discuss as people age?
A) Accumulating more friends
B) Valuing fewer genuine connections
C) Maintaining every relationship
D) Seeking new acquaintances constantly
Joanne Lockwood highlights the importance of understanding diverse perspectives without necessarily doing what?
A) Ignoring them
B) Forgetting them
C) Agreeing with them
D) More research
According to Alyssa Dver, what is often based on incomplete knowledge of others’ experiences?
A) Trust
B) Friendships
C) Assumptions
D) Love
How do Joanne and Alyssa compare unnecessary subscriptions to relationships?
A) As rewards
B) As items for collection
C) As habits to nurture
D) As things to unsubscribe from
What role do Joanne and Alyssa believe ERG leaders should ideally serve in their organisations?
A) Full-time compensated employees
B) Investment managers
C) Volunteers providing non-monetary benefits
D) External contractors
What does Joanne Lockwood suggest is crucial for avoiding issues such as burnout in ERGs?
A) More social activities
B) Clear governance and expectations
C) Extensive funding
D) Regular external audits
Joanne Lockwood reflects on the shift from what kind of leadership style to a more inclusive approach?
A) Authoritarian
B) Command and control
C) Laissez-faire
D) Democratic
What does Alyssa Dver recommend for improving ERGs in organisations?
A) Conducting quarterly audits
B) Regularly reviewing purpose and structure
C) Outsourcing management
D) Focusing solely on social events
Where can listeners go to find more information about Alyssa Dver and her work?
A) ergleadershipalliance.com and americanconfidenceinstitute.com
B) Wikipedia
C) Local library
D) Company intranet
Answer Key with Rationale
C) 60
Rationale: Joanne Lockwood reflects on turning 60 and feeling settled in her personality.
B) Valuing fewer genuine connections
Rationale: They discuss shedding unnecessary relationships and focusing on valuable connections as they age.
C) Agreeing with them
Rationale: Joanne emphasises understanding diverse perspectives without necessarily agreeing with them.
C) Assumptions
Rationale: Alyssa highlights the dangers of making assumptions based on incomplete knowledge.
D) As things to unsubscribe from
Rationale: Unnecessary subscriptions are likened to unneeded relationships, suggesting the need to "unsubscribe."
C) Volunteers providing non-monetary benefits
Rationale: ERG leadership is seen as an opportunity for skill development and networking, likened to volunteering.
B) Clear governance and expectations
Rationale: Clear governance and expectations are crucial to prevent burnout or political disputes within ERGs.
B) Command and control
Rationale: Joanne reflects on moving from a 'command and control' style to more inclusive leadership.
B) Regularly reviewing purpose and structure
Rationale: Alyssa suggests the importance of clarity on mission, beneficiaries, and operations for ERGs.
A) ergleadershipalliance.com and americanconfidenceinstitute.com
Rationale: Alyssa Dver provides these URLs for more information on her work.
Summary Paragraph
In "Empowering Belonging," Joanne Lockwood reflects on turning 60 and feeling grounded in her personality. She and guest Alyssa Dver discuss the importance of valuing genuine connections over accumulating numerous relationships as they age. Joanne emphasises understanding diverse perspectives without needing to agree with them, while Alyssa notes assumptions are often based on incomplete knowledge. They compare unnecessary subscriptions to unneeded relationships, recommending "unsubscribing" from what no longer serves us. ERG leaders are seen as volunteers who gain non-monetary benefits like skill development and networking. Clear governance and expectations are crucial to prevent burnout within ERGs. Joanne reflects on the shift from a 'command and control' style of leadership to a more inclusive approach. Alyssa stresses regularly reviewing the purpose and structure of ERGs is key, and listeners can find more information about her work at ergleadershipalliance.com and americanconfidenceinstitute.com.
Rhyme Scheme and Rhythm Podcast Poetry
Empowering Belonging
In the golden autumn of our lives,
We find it's wisdom that survives.
Reflections on what time has shown,
From paths we've walked and seeds we've sown.
Shedding ties that serve us none,
Valuing the few as years have run.
A shift from quests of more and more,
To finding peace within our core.
Pruning branches for mental ease,
Unsubscribing to appease.
Time and ties we artfully choose,
To cherish those that hearts enthuse.
Diverse viewpoints like shining lights,
Reveal new paths, instead of fights.
Embracing differences wide and far,
Ignites our minds like guiding stars.
Lessons wrought from age and fears,
Bring peace of mind, dispelling tears.
The strength in feeling understood,
Transforms our lives for greater good.
Programme pruned and well-constructed,
Governance smoothly conducted.
Support both given and received,
In belonging, we're relieved.
Leadership we redefine,
Creating spaces, hearts align.
From command to soft embrace,
We foster growth in our shared space.
Lessons from family and from school,
Teach us to follow each nuanced rule.
From ERGs to workplace bounds,
In formal ways, our worth rebounds.
Empowered, driven by our own,
The strength in numbers quickly shown.
Consensus may not always flow,
But in our rifts, bright visions grow.
As shadows lengthen on our years,
Confidence dispels our fears.
With wisdom won through many a test,
We find our stride and feel our best.
So if you seek a path to see,
Where inclusion means equality,
Engage, subscribe, for insights rare,
And help us spread these voices fair.
With thanks to Alyssa Dver for a fascinating podcast episode.
Key Learnings
Key Learning and Takeaway:
The episode titled "Empowering Belonging" of The Inclusion Bites Podcast underscores the profound importance of fostering genuine, inclusive relationships and environments where everyone feels valued and understood. Joanne Lockwood and Alyssa Dver highlight the journey of self-empowerment through pruning unnecessary relationships, appreciating diverse perspectives, and advocating for well-structured, effective Employee Resource Groups (ERGs). The episode also delves into the privileges and challenges tied to these efforts, emphasising the vital role of community and support systems.
Blurbs:
Point #1: The Wisdom of Pruning Relationships
As people age, they often shift from accumulating friends to valuing a select few meaningful connections. Joanne Lockwood and Alyssa Dver explore this dynamic, suggesting that letting go of unfulfilling relationships can lead to more fulfilling and symbiotic interactions.
Point #2: The Role of Employee Resource Groups (ERGs)
ERGs can significantly enhance workplace inclusion and belonging when well-governed and supported by executive sponsors. Alyssa Dver emphasises that these groups should go beyond social gatherings, contributing to personal development and organisational growth.
Point #3: Embracing Diverse Perspectives
Joanne Lockwood and Alyssa Dver discuss the enrichment that comes from embracing diverse viewpoints. Understanding different lived experiences fosters intellectual and innovative growth, necessary for personal and collective advancement.
Point #4: Empowerment through ERGs
Leading an ERG offers valuable leadership and career development opportunities by providing access to networks and resources. Effective governance and support are crucial to avoid burnout and ensure these groups serve their intended purpose of promoting inclusion and well-being.
Book Outline
Certainly! Here’s a structured book outline based on Alyssa Dver's insights and perspectives from "The Inclusion Bites Podcast" episode titled "Empowering Belonging."
Book Outline: "Empowering Belonging: Unlocking Confidence and Inclusion"
Introduction
Premise: Introduce the core theme of the book, focusing on empowering individuals to foster a sense of belonging and inclusion.
Objective: Explain the purpose and insights shared within the book, derived from practical experiences and research.
Overview: Briefly outline the chapters and key topics covered.
Chapter 1: The Wisdom of Age
Subheading: Embracing Simplicity
Discussion on the wisdom age brings, enabling simplification and prioritization.
Subheading: Shedding Unnecessary Relationships
Overview of research indicating fewer close friends with age and the importance of pruning relationships.
Example: Personal anecdotes on simplifying life and focusing on valuable connections.
Chapter 2: Moving from Accumulation to Sufficiency
Subheading: Symbiotic Relationships
The shift from accumulating to fostering symbiotic and fulfilling relationships.
Subheading: Unsubscribing from Burdensome Associations
Analogies of unnecessary subscriptions to unneeded relationships.
Quote: "Being judicious with time and relationships is paramount."
Chapter 3: Embracing Diverse Perspectives
Subheading: Understanding without Agreement
The value of relating to others' lived experiences.
Subheading: The Dangers of Assumptions
How assumptions often stem from incomplete knowledge of others' experiences.
Example: Managing different viewpoints for intellectual and innovative growth.
Chapter 4: The Value of Belonging
Subheading: Mitigating Defensive Reactions
How creating a sense of belonging can reduce conflicts and power struggles.
Subheading: Empowerment Over Aggression
Finding non-aggressive solutions through understanding differing perspectives.
Quote: "Empowerment enhances leadership, it does not diminish it."
Chapter 5: Personal Transformation and Self-Acceptance
Subheading: Overcoming Identity Fears
Reflection on personal transformation and finding peace in uncertainty.
Subheading: Self-Acceptance with Age
Attaining greater confidence as superficial concerns wane with age.
Chapter 6: Employee Resource Groups (ERGs) - Structure and Strategy
Subheading: ERGs as Employee-Led, Company-Owned
Debate on ownership, funding, and justification of ERGs.
Subheading: The Compensation Debate
Discussion on whether ERG leaders should receive financial compensation.
Example: The role of ERGs in career development and personal growth.
Chapter 7: Governance and Sustainability of ERGs
Subheading: Governance and Leadership Fluctuations
Importance of clear rules, expectations, and strong executive sponsorship.
Subheading: Training Executive Sponsors
The oversight of training executive sponsors and its implications.
Quote: "Properly governed ERGs can significantly enhance organisational productivity."
Chapter 8: Beyond Corporate Constraints
Subheading: From Corporate Life to Empowerment
Personal journey of leaving the corporate world due to its constraints.
Subheading: The Power of Community Support
Importance of community and shared understanding in challenging organisational norms.
Chapter 9: Mimicking Family Dynamics in the Workplace
Subheading: Traumatic Experiences in Workplace Environments
Similarities between family and workplace dynamics, potential for trauma if not understood.
Subheading: Respecting Individual Experiences
Managers' roles in respecting and supporting individual experiences for better performance.
Example: Real-life examples from the guest's husband's teaching experiences.
Conclusion: Fostering a Better Future
Summary: Recap the main insights and overarching message of the book.
Call to Action: Encourage readers to apply the insights on fostering belonging and inclusion in their personal and professional lives.
Supplementary Materials
Research and References: Additional research to add depth to key points.
Visual Aids: Suggested images, charts, or diagrams to enhance understanding.
Interactive Elements: Reflection questions, exercises, and action steps for readers.
Final Touches
Title Suggestions: "Empowering Belonging: Unlocking Confidence and Inclusion", "The Power of Symbiotic Relationships", "Beyond Boundaries: Inclusion and Empowerment".
Chapter Summaries: Brief summaries for each chapter to encapsulate the key focus and content.
This structured outline transforms Alyssa Dver's insights from the podcast into a coherent, reader-friendly format suitable for a book, ensuring that it balances Alyssa's original tone and insights with the needs of a book-reading audience.
Maxims to live by…
Maxims for Empowering Belonging:
Embrace aging as a journey towards self-realisation and simplicity.
Prioritise valuable, genuine connections over the accumulation of acquaintances.
Focus on symbiotic relationships and fulfilling activities rather than burdensome engagements.
Be judicious with your time and choose meaningful connections and experiences.
"Unsubscribe" from relationships that drain your energy and offer little value.
Practice privilege awareness; recognise not everyone has the flexibility or resources to make life changes.
Understand diverse perspectives to enrich your own worldview, even if you don't agree with them.
Resist making assumptions about others based on incomplete knowledge of their experiences.
Seek to mitigate defensive behaviours by fostering a sense of belonging.
Work towards self-acceptance and understand that superficial concerns hold less importance as time goes on.
Value peace and understanding over conflict and aggressive confrontation.
Share and amplify voices that promote inclusivity and understanding.
Find empowerment in collective community support and validation to challenge organisational norms.
Engage in continuous review and clarity of purpose and structure for any group or initiative you lead.
Understand the corporate value of Employee Resource Groups (ERGs) and advocate for their strategic integration.
Emphasise governance, clear expectations, and strong executive sponsorship for the success of ERGs or similar entities.
Respect and support individuals' experiences to help them perform at their best.
Foster creativity and inclusivity in leadership rather than practising command and control.
Establish benchmarks and standards that align with your organisation's unique culture and leadership.
Advocate for genuine well-being and psychological safety in all inclusion initiatives.
Seek a balance of consensus and compromise that recognises and celebrates differences.
Extended YouTube Description
Empowering Belonging | The Inclusion Bites Podcast with Joanne Lockwood & Alyssa Dver 🎙️
Join host Joanne Lockwood and special guest Alyssa Dver on The Inclusion Bites Podcast for an enlightening episode titled "Empowering Belonging." This episode delves into the wisdom that comes with age, the importance of genuine relationships, and the role of Employee Resource Groups (ERGs) in fostering inclusive workplaces.
Timestamps:
00:00 - Introduction
01:30 - Joanne Reflects on Turning 60
05:20 - Simplifying Life with Age
10:45 - Shedding Unnecessary Relationships
15:35 - Accumulation to Sufficiency: A New Perspective
20:10 - Judicious Use of Time & Relationships
25:50 - Privilege in Making Life Changes
30:15 - Understanding Diverse Perspectives
35:50 - Dangers of Assumptions
40:00 - Selfish Behaviours and Defence Mechanisms
45:30 - Creating a Sense of Belonging
50:15 - Self-Acceptance and Confidence with Age
55:40 - Hopes for a Peaceful Future
59:30 - ERG Ownership and Company Responsibility
01:05:00 - Benefits and Challenges of ERGs
01:10:20 - Governance, Rules, and ERG Maturity Models
01:15:35 - Family Dynamics in the Workplace
01:20:00 - The Importance of DEI Initiatives
01:30:00 - Evolving Leadership Styles
01:35:15 - The Role of Governance in ERGs
01:40:45 - Resources and Contact Information
Video Description:
Welcome to The Inclusion Bites Podcast, hosted by Joanne Lockwood. In this episode titled "Empowering Belonging," Joanne chats with Alyssa Dver, a renowned confidence expert, about the invaluable life lessons that come with age and the importance of cultivating meaningful connections over time.
Joanne reflects on turning 60, embracing the wisdom that simplifies life and fosters sufficiency. Alyssa and Joanne discuss the shift from accumulating relationships in youth to treasuring a few genuine ones as we grow older. They highlight the concept of "unsubscribing" from draining connections and focusing on enriching relationships.
As they explore Employee Resource Groups (ERGs), the conversation shifts to ownership, funding, and the roles these groups play in businesses. Alyssa and Joanne underscore the importance of governance and strategic structure to avoid burnout and conflicts within ERGs.
Moreover, the episode touches on the necessity of understanding diverse perspectives, making informed assumptions, and the impact of belonging on mitigating defensive and selfish behaviours. Joanne and Alyssa also advocate for enhancing DEI initiatives to foster genuine well-being and psychological safety.
For those involved in ERGs and looking to foster inclusive environments, this episode offers valuable insights and actionable strategies. Whether you're seeking personal growth, improved workplace dynamics, or innovative DEI approaches, this conversation is a must-listen.
Call to Action:
Don't forget to subscribe to our channel for more insightful discussions on inclusion and belonging. Visit our website for additional resources and information: [website link]. Watch more related videos here: [link to related video].
Relevant Hashtags:
#InclusionBites #EmpoweringBelonging #JoanneLockwood #AlyssaDver #ERGs #DiversityAndInclusion #WorkplaceInclusion #Leadership
Keywords:
inclusion podcast, Joanne Lockwood, Alyssa Dver, Employee Resource Groups, ERGs, workplace inclusion, DEI initiatives, meaningful connections, governance in ERGs, ageing and wisdom, simplifying life, psychological safety, diversity perspectives, self-acceptance, leadership styles, strategic structure in ERGs, personal growth, professional development.
Watch, engage, and join us in creating more inclusive spaces where everyone feels like they belong!
Custom LinkedIn Post
🎙️ This Week on Inclusion Bites: Empowering Belonging 🎙️
💡 What if prioritising meaningful relationships could transform not just your personal life but your workplace, too? 💡
This week, I’m ecstatic to welcome Alyssa Dver, a confidence expert and the leader of the ERG Alliance. Alyssa’s insights into inclusion and belonging are truly unmissable!
Together, we dive into:
🔑 The importance of "unsubscribing" from relationships that aren’t adding value.
🔑 The journey from accumulating connections to valuing genuine, symbiotic relationships.
🔑 How ERGs can be strategic tools for fostering true belonging in the workplace.
Why Listen?
"Inclusion is about understanding, and this episode is packed with insights to help you create more #PositivePeopleExperiences."
About the Podcast
As the host of Inclusion Bites, I release weekly episodes to inspire, educate, and challenge perspectives on inclusion and belonging. This short clip is just a taste of what’s to come.
Engagement Call to Action
What’s your take? 💭 Share your thoughts below 👇 or tell us about your experience with focusing on genuine relationships.
[🎧 Listen to the full episode here: https://url.seech.uk/empoweredbelonging]
Default Hashtags:
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #Belonging #WorkplaceInclusivity
Tune in and transform your relationships – both personally and professionally!
Custom LinkedIn Post
LinkedIn Post: Empowering Belonging
🎙️ This Week on Inclusion Bites: Empowering Belonging 🎙️
💬 Ever wondered how shedding unnecessary relationships can lead to a more fulfilling life? 💬
This week, I’m ecstatic to welcome Alyssa Dver, a confidence expert and leader of the ERG Alliance, to discuss the power of meaningful connections and genuine self-acceptance. Alyssa’s insights are both profound and practical, making this episode a must-listen!
Together, we explore:
🔑 The wisdom that comes with age and how it helps simplify life.
🔑 The importance of prioritising meaningful relationships and unsubscribing from those that drain us.
🔑 How diverse perspectives and experiences can enrich our personal and professional lives.
Why Listen?
"Inclusion is about understanding different viewpoints, and this episode offers valuable lessons for fostering more #PositivePeopleExperiences."
About the Podcast
As the host of Inclusion Bites, I bring you engaging weekly episodes designed to inspire, educate, and challenge our understanding of inclusion and belonging. This 60-second audiogram is just a glimpse of the insightful conversation with Alyssa.
Engagement Call to Action
What’s your take? 💭 Share your thoughts below 👇 or tell us about your experience with prioritising meaningful connections.
🎧 Listen here: [Insert Link to Audiogram]
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #SelfAcceptance #MeaningfulConnections #DiversePerspectives #Confidence #Belonging
Don't forget to like, subscribe, follow and comment - and share with your colleagues.
Custom LinkedIn Post
🎙️ 𝘛𝘩𝘪𝘴 𝘞𝘦𝘦𝘬 𝘰𝘯 𝘐𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘉𝘪𝘵𝘦𝘴: 𝘌𝘮𝘱𝘰𝘸𝘦𝘳𝘪𝘯𝘨 𝘉𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨 🎙️
💬 Ever pondered how embracing diverse perspectives could spark innovation and foster a sense of belonging? 💬
This week, I’m delighted to welcome Alyssa Dver, a confidence expert and leader of the ERG Alliance, to delve into the realms of meaningful connections and ultimate self-acceptance. Alyssa’s wisdom is not only enlightening but also utterly transformative—this episode is truly unmissable!
𝗧𝗼𝗴𝗲𝘁𝗵𝗲𝗿, 𝘄𝗲 𝗲𝘅𝗽𝗹𝗼𝗿𝗲:
🔑 The shift from accumulating friends to cherishing genuine, mutually beneficial relationships.
🔑 The importance of understanding diverse perspectives to grow intellectually and innovate.
🔑 Practical steps to "unsubscribe" from draining relationships and focus on uplifting connections.
𝗪𝗵𝘆 𝗟𝗶𝘀𝘁𝗲𝗻?
"Inclusion is about understanding different viewpoints, and this episode provides essential insights for fostering more #PositivePeopleExperiences."
𝗔𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗣𝗼𝗱𝗰𝗮𝘀𝘁: As the host of Inclusion Bites, I share engaging weekly episodes designed to inspire, educate, and challenge our understanding of inclusion and belonging. This 60-second audiogram offers just a taste of the inspiring conversation with Alyssa.
𝘞𝘩𝘢𝘵’𝘴 𝘺𝘰𝘶𝘳 𝘵𝘢𝘬𝘦? 💭 Share your thoughts below 👇 or tell us about your experiences with valuing meaningful connections.
🎧 Listen here: https://url.seech.uk/ibs142
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #SelfAcceptance #MeaningfulConnections #DiversePerspectives #Confidence #Belonging
Don't forget to like, subscribe, follow, and comment—and share the love with your colleagues.
with SEE Change Happen and Marie Jane Manley
Substack Post
Empowering Belonging: Shedding the Superficial and Embracing True Connections
In the ever-evolving landscape of Diversity, Equity, and Inclusion (DEI), fostering a sense of belonging can often feel elusive. How do we curate environments where genuine connections thrive and where every individual feels valued? This week on the Inclusion Bites Podcast, I had an enriching conversation with Alyssa Dver, a confidence maven and a key advocate for cultivating belonging within workplaces.
Navigating the Path to Authentic Relationships
Age gives us the wisdom to distil life into what truly matters. In this episode, titled "Empowering Belonging," Alyssa and I delve into the nuanced journey of shedding superficial relationships and nurturing those that bring true value. We highlight the shift from accumulating friendships and connections in our youth to discerningly valuing a few genuine ones as we age. This episode offers critical insights for HR professionals, DEI leaders, Talent and Recruitment teams, and Organisational and Learning Development leads, driving home the importance of meaningful connections in creating inclusive workplaces.
Alyssa, with her depth of expertise, and myself reflect on our personal experiences—be it transitioning from the corporate world or championing inclusion through Employee Resource Groups (ERGs). Join us as we dissect the interplay between personal evolution and professional inclusivity.
The Key to Fulfilling Connections
The rich discussion brought forth tangible insights, encapsulating our experiences and learnings:
Pruning Relationships for Growth
Alyssa and I discussed the natural transition of letting go of relationships that no longer serve us. As we age, we become more judicious with our time and energy, choosing to invest in connections that are truly symbiotic and fulfilling. This principle is crucial within professional spheres, advocating for quality over quantity in team dynamics and mentorships.Leveraging the Privilege of Choice
We acknowledge that the ability to make significant life changes is a privilege not everyone possesses. The conversation illuminated the importance of empathy and understanding diverse perspectives, even if they differ from our own experiences. This stance is not only humbling but essential for fostering an inclusive work environment where everyone's background is respected.ERGs: Balancing Passion with Compensation
A significant part of our dialogue centred on the role of ERGs in modern workplaces. Alyssa eloquently argued the case for ERGs to be business-funded while remaining employee-driven, ensuring leaders are not burnt out from unpaid voluntary labour. We discussed the importance of viewing ERGs not just as social entities but as critical hubs for driving change and fostering a deep sense of belonging across all levels of an organisation.Embracing Different Viewpoints
The necessity of embracing various perspectives cannot be overstated. Both Alyssa and I stressed that seeing the world through different lenses is enriching and vital for intellectual and innovative growth. By fostering an environment where diverse viewpoints are not only accepted but celebrated, organisations can unlock a plethora of opportunities for growth and advancement.
A Sneak Peek into the Episode
Want a glimpse of our in-depth discussion? Watch this one-minute audiogram for a powerful excerpt that captures the essence of our conversation. Watch Here to get a sneak peek into how Alyssa and I tackle the challenge of fostering true belonging.
Listen and Reflect
Don’t miss out on the full conversation—tune in to the episode for a comprehensive exploration of how to empower belonging and inclusivity in your workplace. Listen Now for insights that could transform your approach to DEI and help you build a more connected and inclusive team.
Food for Thought
As you reflect on our discussion, consider this: How can you, in your unique professional role, prioritise and nurture those genuine, valuable connections that foster a sense of belonging and inclusivity for all?
Reflect on the insights from this episode and think about the practical steps you can take to create a workplace where every individual feels they genuinely belong.
Let’s move from mere intentions to impactful actions.
Continue the Journey
I would love to continue this enriching journey with you. Stay connected and up to date through the following platforms:
YouTube – Watch episode highlights and more.
TikTok – Engage with insightful, bite-sized content.
LinkedIn – Join ongoing discussions and stay informed on the latest in DEI.
Website – Explore articles, blogs, and learn how we can support your organisation.
Feel free to reach out if you’d like to discuss how I can support your organisation's speaking, training, and inclusion needs.
Let’s work hand in hand to create workplaces brimming with authentic connections and a deep sense of belonging.
What’s the next step you’ll take to cultivate an inclusive culture in your organisation?
Until next time,
Joanne Lockwood
Host of the Inclusion Bites Podcast
The Inclusive Culture Expert at SEE Change Happen
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