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
Leading with Authenticity
Speaker
Joanne Lockwood
Speaker
Dr Shelley Jones-Holt
00:00 Being authentic as a leader is vital. 06:35 Preparing young black people for challenges of life.
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“Ever wondered what it truly takes to create a world where everyone not only belongs but thrives?”
“It is her ability to bring people together that think about the world and have experienced society differently and creating a safe space for them to be authentic with each other so that they can take brave actions together.”
“Confident, authentic leaders breed and build confident, authentic leaders.”
“we have to recognize when we're being inauthentic and the triggers that create that lack of authenticity.”
“It helps them to find that center of authenticity early so that when they get in those prickly situations, they can identify that it okay. This is gonna be a situation where I'm gonna struggle to not be a pleaser or to do what I you know, the system wants me to do as opposed to what I know is right by the people.”
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So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with Inclusion Bites. And today is episode 119 with the title, Leading with Authenticity. And I have the absolute honor and privilege to welcome Dr Shelley Jones-Holt. Shelley is a courageous leadership coach, author, and speaker. When I asked Shelley to describe her superpower, she said, it is her ability to bring people together that think about the world and have experienced society differently and creating a safe space for them to be authentic with each other so that they can take brave actions together. Hello, Shelley. Welcome to the show.
Thank you for having me, Jo. It's awesome to be here. And number 119, that has to be a special number. Maybe we'll play those numbers or something.
Oh, yeah. Completely. There must be some sort of fen tui or some sort of alignment of the planets that, that's our number today. Jo, yeah, absolutely fantastic. So, Shelley, we were chatting in the green room before we came on, and we were talking about a lot of things. And the thing that came out of it was about being authentic, this authenticity. So how do we lead with authenticity?
There there are so many ways, and I have to say that part of the reason that I love the title leading with authenticity is because so many times we we experience leadership where people are, quote, unquote, trying to lead. And this idea of leading with authenticity, it implies that you are enough, and you are amazing just as you are, and there shouldn't be a different way that we need to show up to be, quote, unquote, authentic. And so many times people feel like they need to almost fake authenticity or they need to, you know, oh, I'm trying to lead in this way. And it's like, well, just be yourself and be honest and open and transparent with what it is you're trying to do. And trust that if you are open and honest and transparent, people will will feel that, will feed off of that, and that's how you will grow people to follow you. And it's also how you'll build other leaders. Confident, authentic leaders breed and build confident, authentic leaders. And in this world right now with the way things are, there are so many people that are leading from a place of fear, or they're leading from a place of of feeling the need to please the hierarchy or please certain people in order to get opportunities that I truly believe that those who are truly at their core authentic leaders, they're such a rare art form that those are going to be the leaders of tomorrow because they don't have to think about what it is they're doing.
They're just being. And then as a result, they lead from a place of being. So leading with authenticity, it it requires courage, which we're gonna talk about in a moment. And there are a lot of courageous things that we can do to lead, not just in the places we work, but leading where we live, leading where we learn, and leading where we earn in a way that we can be proud of that will truly change the world. So this idea of courageous authentic leadership is very near and dear to my heart, and I do believe it authenticity or better yet, the pulling off the cloaks of fear to to reveal authenticity can be learned, which means that we're gonna have to unlearn some things to get there.
Yeah. I completely agree. I think I'm a great believer and advocate, but leadership is a skill and a skill that could be developed, nurtured, and learned as something we have to develop always. We can't just I'm a leader now. I stop. It's about continual improvement. When we look at leadership models of past, though, we are often authoritarian, ego driven. How and maybe some new leaders or people emerging to the leadership field may be role modeling different behaviors.
Jo how can we make sure that we we are authentic and not ego driven?
Oh my goodness. Well, first of all, I would say that we have to recognize when we're being inauthentic and the and the triggers that will create that in in in that lack of authenticity, if you will. And so knowing that when you get into prickly situations, when you get into difficult situations, unsure situations, or you're dealing with people who are different from yourself that you typically may not may feel a little bit of trepidation with dealing with. And being honest and open with ourselves about that will help us realize, oh, I may have a tendency to be inauthentic in this place and space. Now that I can recognize that the propensity to be inauthentic, I can be intentional about interrupting that that feeling, that thought, and figure out, like, what is my authentic place and space in this? What's my do I have questions that I wanna ask that maybe I'm a little embarrassed about? How can I go about doing that? I think one of the biggest things that we can do, I operate using Dominique Ruiz's 4 agreements, and it's something that I use. I help to help people build that safe space with one another. And if you're unfamiliar with the the, Four Agreements from Dom Miguel Ruiz, it's a book I highly recommend everyone have a copy of. It's one that I give my chill my own children.
I have 8 of them when they turn 13 almost as a rite of passage because growing up black in America or black in the world, period. They're going to have to find ways to deal with the internal challenges that the external world will will bring them. And so it's it helps them to find that center of authenticity early so that when they get in those prickly situations, they can identify that it okay. This is gonna be a situation where I'm gonna struggle to not be a pleaser or to do what I you know, the system wants me to do as opposed to what I know is right by the people and recognizing that the system sometimes will have us do things to people that are not good for people, but they're good for the system, which is a whole different conversation, but that's one of those situations that can lead to inauthenticity. If you have a foundation in being impeccable with your word, which is the first agreement, Not to take anything personal. Recognize that what other people do is not about you. That is about them, and they have their own burdens that they're gonna have to figure out. Being able to not make assumptions and instead have the courage to ask a clarifying question, or as we like to say, have the courage to grill that beef up and eat it because it has to do with you.
And if you don't have the courage to ask, then you need to let that go. Right? And then the 4th agreement is just doing the best you can and recognizing your best is gonna be different moment to moment, situation to situation. Your best is gonna be different if you've just experienced a trauma or a death or quite frankly if you're just tired. Your best is gonna be different, and we have to learn to forgive ourselves in those moments. Being able to walk in those agreements is gonna breed authenticity because I if you're doing something, I'm not gonna take that on as something that has to do with me. I'm gonna continue to be me. Speaking light and positivity into myself even when I make mistakes. That's about me embracing the learning process of growing and being a a different person tomorrow, a better person tomorrow than I was yesterday.
The ability to not make assumptions and either say to myself, either I'm gonna have a the courage to you know let's say I'm meeting someone for the first time or go up and have that conversation, or I may have a question about someone who is different and comes from a different cultural background. Do I have the courage to ask? You know? Hey. Do you mind sharing with me a little bit about, you know, your story around whatever versus all the assumptions and predictions that we make automatically, and then we act on them and get embarrassed when we commit microaggressions. Right? So it's it's a way of being, and I think bringing in building authenticity is something that happens long before we get to the job, long before we get to interacting with other people. It starts in childhood. It starts in how we're raised, and that's at where I really do believe our leadership conversations need to shift into how we're growing and developing our young leaders of today who, if you've turned on TikTok or Snapchat, you realize they have no problem being authentic and telling you about yourself or themselves for that matter.
And that that's one of the challenges, isn't it? The the word authentic means being true to yourself and some of your your values and some of the driving forces. But it's not licensed to say and speak anything in in with the you know, using it's but it's my authentic truth. I deserve to be able to say that. That's not what it's about, is it?
No. Not at all. That to me, that's, you know, taking authenticity to a place of being mean and evil spirited. So being if your authentic self means that you wanna harm other people, then quite frankly, there is something going on with you and your internal self that requires, you know, medical intervention because that's not a natural state and a naturally positive, healthy, productive way of being. I mean, if you wake up in the morning, you know, trying to figure out how I can harm people and hurt people's feelings with my words today because they disagree with me, like, get some help because that's not the way that, you know, quality authentic debate happens. Now I could have differences of opinion. I can have differences in experiences, and I can share my differences in a way that is still respectful and in speaking your truth. So the other set of agreements that I didn't quite talk about come from a a a friend of ours by the name of Glenn Singleton who wrote a a book about 30 years ago that he has, you know, reached international fame called courageous conversations about race.
And what he speaks about is the need to stay engaged in the conversations, to speak your truth, and speaking your truth can be done in a way that's respectful and positive. I can speak about racialized experiences being a black woman in America and how people who identify as white have caused harm historically and currently without then pointing at every person who I think identifies as white and talking about how they owe me or they did this, that, and the other. Those are very different conversations. I can speak about history and its impact on folks or even my current experience even if someone of the with someone who shares an identity with those who I may see as villains in my story. But I don't have to insult the other person or and they don't have to accept responsibility or blame or shame for that. It's my story. And there are people of African descent that have been the villains in other people's story. I don't take that on.
And so, again, this idea that I can be authentic, I can speak my truth, and even if it harms other people, well, that's where you have to wonder, like, why would you wanna speak your truth in a way that harms? Now if it impacts someone and they may take offense to it or they may feel some kind of way about it, that's very different from intending to cause harm and being disrespectful or or in any way what's the word I'm looking for? Irresponsible, if you will, with your words. And so this idea of speaking your truth does not come without consequence. This idea of being your authentic self does not mean that everybody is going to accept it and and be willing to, you know, kinda tolerate your truth. So you gotta be think about situate what we call situational appropriateness. So the truth that I'm going my true self around, let's say, my grandparents versus my true self and authentic self around my girlfriends versus my true self when, you know, I'm with someone who I just met and we're having, you know, a semi professional, semi personal conversation, is gonna be very different, and that's okay. You know, we sit I think people mistake speaking their truth with, oh, I don't have to take responsibility for it afterwards, or I can also be situationally inappropriate, and that is not the case. Leading with authenticity means I'm also aware of my surroundings and my impact on those surroundings, and I want my truth to uplift. If I'm telling a story about you know, let's say, I often tell the story about how I left the plantation when I left the, you know, w two world and what that meant for me.
And for some people who are still there, they may go, oh goodness. Well, I'm still on the the, quote, unquote, plantation. Does that mean she looks down on me? And it's like, it has nothing to do with that. That's my story. That was my experience. And I am allowed to walk in it authentically. And guess what? There are some people like my husband who loves working in his w two world. Work it out.
That that works for you. They're just different parts of our stories. So when we talk about leading with authenticity, I think there is a certain responsibility we have to be conscious of because it does not mean that you just get to say whatever you want, do whatever you want, and mistreat people in any way you want because that's just being irresponsible and quite frankly mean and evil, and that's not what we're about.
You mentioned a couple of things there. 1 was this, w two, and you mentioned leaving the plantation. Can I can can you unpack a bit of that? Because, it's not a phrase that I've heard of and many of our listeners probably wouldn't have heard of those.
So absolutely, Jo. I do I knew I was gonna lobby that one up, and I knew we're gonna have to dunk that one. So I often will speak about as an entrepreneur, and and I really do appreciate the freedoms there, but also there's a lot of responsibility, I must say, that comes with being an entrepreneur. I became an entrepreneur after working about a little under 25 years in the school system here in America. And the reason I called it the plantation, it's not, you know, just a, you know, a funny term. But when you think about what plantations meant to this country, what was expected in plantations in this country, They for some people, they were a source of a lot of income. They were the source of great generational wealth. They were the source of happy memories, and there was definitely an expected hierarchy or a systemic hierarchy when you were on the plantation that everyone knew.
And if you violated it in any way, there were measures that would be taken regardless of race at this point to keep people in line. And, unfortunately, many people don't may may find it difficult to face the fact that our schools and sometimes our workplaces operate in much the same way. And these spaces with their unwritten and written rules can be very oppressive to people who don't fit the mold or who think differently or imagine us in an educational system, someone who's very autistic. And and I said r with a artistic with an r. And, you know, they express themselves very creatively, and yet the system is very traditionalist. You take these tests. You answer these questions. You show me your knowledge in this way.
Well, there are systems that at play in the educational system very much like in the plantation that are not healthy for everyone. I was one of those people that did not necessarily have the the always the healthiest experience. Although I was very successful on the plantation, what it did for my my psyche and my mental health was detrimental much like, you know, our plantations of the past. So the reason I called it the plantation is because it gives people a very clear connection to the systems and the rules that operated and the way people then experience things differently. And, you know, if you did well in the PlayStation, you receive society's rewards, whether it be financial, whether it be societal. But if you didn't do well on the plantation, you didn't weren't allowed society's rewards. And part of my efforts to liberate myself from the plantation, it's also the mindset you have to have to survive and thrive in these spaces. In order to survive and thrive on the plantation, people who look like me had to operate in ways that are oftentimes completely counterintuitive to who they are, counterproductive to their psyche and well-being.
And, I mean, not that you would have any kind of understanding of what that would mean, Jo, because, of course, you've been in spaces where if you're the only or if you're different, that's going to impact you, especially if you know that that difference is going to lead to you having struggles with being successful. And so when I left the plantation about 5 years ago, I have to say there was a period of time where leaving that w two security, leaving the benefits, and I'm talking about the health benefits, the medical benefits, the vision benefits. Like, there's all these benefits that they give you with staying safe on these plantations within the system. That the minute you come outside of that, they're like, yeah. You can leave, but you gotta take care of yourself on your own. It's kinda like what happened in, you know, the 18 sixties with the emancipation proclamation. It's like, okay. I'll free you, but now you gotta go figure this out on your own.
And all of these different scenarios diminish and deplete, sometimes create barriers to our abilities to lead authentically. And so it after I left, I had a period of time where I had to figure out, like, who am I? What is it that I really wanna do? Because the only me I knew professionally was the me that had to survive in these spaces. And so leaving that, you have this whole other world was like, I don't have to, you know, do whatever that is. I don't have to I don't have to have a traditional workday. I don't have to start my day at 7 AM and end it at 5. If I wanna start my day at noon and it ends at 8, like, I can do that now. And so this even something as small as that, being able to say not feel guilty to take my kids to school or pick them up and take those breaks in time. Or in the evening time, I'm gonna split out my day for how I'm gonna work so that I can put my family first as opposed to, well, the boss said I have to be here during these times, and I have to do x, y, and z.
So, you know, I can't pick you up or I can't go to this event. To me, that's all a way of living that keeps us from the freedoms that we say this country and the world is all about. Excuse me.
You mentioned, as bless you. Sorry. You talked just looking back a bit to authenticity again. You you mentioned, you know, you're you're you're a mom. You've got your friends. You've got your girlfriends. You've got your you've got your work. You got 8 different you got 8 children, I think you said.
And presumably, each one of those children is a unique human being, and they have their own sensitivities and their own ways of talking to them. So when we talk about being authentic, there's a danger that you are perceived as inauthentic because you're wearing these multiple hats and you're swapping between characters. So which one is the true you? And they can all be the true you. They're just different versions of you. Yes. It's the the core of you is your values and your core drivers that are the key factors of your authenticity. The fact you have to be situational, and you you talked about in terms of intent and impact, it's about context. You have to understand the context in which you're operating and communicating.
So how how could leaders recognize that needs to switch hats and to switch personality types to be situational?
Well, I think, first of all, in order to understand that, you have to understand that equity is one of my core values. And I define equity using the Jeff Duncan on doctor I'm sorry, doctor Jeff Duncan Andrade version, which is equity is getting people what they need, when they need it. And with his permission, I've added in the way they need it delivered. And so at my core, if if I am leading a situation, whether I'm leading a multimillion dollar organization, whether I'm leading my business or my nonprofit, whether I'm leading the girl scout troop or my sorority, or whether I'm leading my home. My goal as a leader is to serve. Right? And so my and so in order to serve someone, you have to find out what they need. Imagine if you went to a restaurant and the and the server just came and said, I got you. It brings you whatever it is that they just wanted to bring you because that's what they were serving that day.
You feel like, well, why you give me a menu? Why did you like, what am I doing here? Right? And that's often the times the way people experience inauthentic or kind of blanket leadership, if you will. It's that people have these ideas of what they believe leadership should be, and then they go and be that thing. Or even worse is they'll get their ideas of what leadership should look like from those that they're not leading, I e your higher ups. So you have some boss or somebody who's telling you this is what your people need. If you ever have a boss that's telling you what other people need, first of all, run. Because, you know, it's like, where is the data, the information that I can actually get what my people need and be able to provide that to them? If you're truly leading for service, for equity, and getting people what they need, when they need it, in the way you they need it delivered, the first thing you'll recognize is that everybody doesn't even receive information the same way. First, they don't need the same information or the same support, and they're not gonna receive it in the same way. So I'll take it to something as simple as parenting.
Yes. I have 8 kids. 6 that I birth, 2 are my free gifts with purchase. But I'll tell you the way that I sometimes have to talk with my 30 year old and the way that I have to talk with my 7 year old who have very different needs of me is different from what my 23 year old who's in law school needs. So I might pick up the phone, and my 23 year old needs to have a conversation about managing stress because he's in the middle of finals. And so he's gonna, you know, wanna tap into that part of mom that is saying, hey. I need to manage stress. Like, what tips do I have? I'm also dealing with somebody who has his own stresses and trials and tribulations.
You kinda remind me of him, Jo, sometimes because he does. He wears the black nail polish, and he's just so different and eclectic. But, you know, he's his own man, and that's but he also has his own challenges. I am as his mother, at at that moment when he says, mom, I need this, I need to figure out a way to get him what he needs. Conversely, in the next 15 minutes, my 7 year old could come in. And all he wants and needs is to figure out what he needs to do with his chores to get that little, you know, box of Pringles that he wants. I know. So it's very simple to please 7 year olds.
He's like, mom, did I did I do all my chores? I took out the trash. I did this. I did. Can I have my Pringles in my, you know, 15 minutes of video game time? So the conversation is very, very different with him. Now I'm gonna flip, and 15 minutes later, I'm now talking to my 30 year old. She wants to talk about life and maybe some things that are happening at work or, you know, some things that are happening in her current relationship or, you know, whatever it is. Again, I have to put on a different hat. She may even be talking about, oh, I'm thinking about buying a house.
What does that mean? Gotta put on a different hat. My point of being authentic leaders is that if you're gonna be an authentic leader who is based in equity, you have to know the people that you serve and do what's necessary to meet those people where they are and get them what they need when they need it in the way they need it delivered. As a superintendent, my assistant superintendents had different needs than some of my directors, than some of my principals, and some of them are meant to serve each other. And so sometimes it's a matter of building up whether it's skills, whether it's capacity, whether it's courage, whatever it is that people need to build within themselves, you've gotta look at, okay, what are the skills or capacities they need? That's one piece of information you need in order to lead with authenticity. And then how did the what part of me do they need? How do they need me to deliver it? How does it need to be said? How are they gonna receive this in the best way? Perhaps what experiences that they had that I may need to take into account? Because the way that, let's say, I'm going to support my my very strong willed yet Muslim leader who is just coming out of Ramadan, and so she may be a little disjointed at work because she's had a hue like, kind of when we when those of us who are Christian come back from Christmas break, you wouldn't want your boss then come and say, okay. Now what's going on with this 10 point project that you've been off for 3 weeks? And, you know, give you a little bit of time to kind of get acclimated. So the way I'm gonna approach that person, let's say right now, may be very different from how I approach an equally competent, but might be a little bit more mousy and a little bit more sensitive in their receipt of information from the boss. So the way I'm gonna approach my strong will leader who's coming out of of a religious celebration, and so her mind might not be fully focused.
He might little little bit a chance to acclimate versus the way I'm gonna approach my person over here who has a very different personality. And they may need the same thing. Let's say they need the same training or they need the same, you know, cultural connection that I need to help them make. But the way I'm gonna approach one person is gonna be very different how I'm gonna approach the other. I might or might not do it together. These are the pieces of authentic leadership. She's gonna need a side of doctor Shelley that meaning the person who is a bit more sensitive, I can't come directly at her. I might have to explain the situation and tell a story and help her see how she's capable of doing this and really able to do this well, and then, you know, kinda drop on her.
And these are the things that I want you to work on. This person here may want it. She very strong willed, very direct. It's like, just give it to me, and I'll figure it out. So I might come in. It might be a very much quicker, shorter conversation, be directly to the point. I need you to work on how you're talking with our customers who may have strong accents. I've noticed on a few of your calls or your conversations that you may you tend to get a little impatient with people with accents, so I need you to think about that.
Now she's got something to think about. Could have the same recommendation or thought or conversation with the this person over here, and I'm gonna approach it very differently. I'm still me. I'm still leaning with authenticity, but my approach is the words I use, the trainings that I do are gonna be totally different because my 2 people have very different needs. And I think that's a piece that people believe. If I'm not doing giving people everything the same way, which is equality, it's not equity, then I'm not being authentic. I'm not, you know, whatever it is that the story that people tell in their heads. And so I think this piece about understanding your audience is huge.
Go ahead.
Yeah. To pick up on that, you talk about your the different people in your team. We have to, as a leader, recognize you know, you talk about equity, and equity is not just around someone having a disability or workplace need. It's also about equity around personality types. Some people need to be bought into conversations. Some people need to have the dial turned down a bit. It will yeah, give other people the microphone for a second, or other people need to have a more emotional, less logical connection. So as a leader, we're also expecting not only this this contextual switching between different modes in different parts of our life, but also the context around the different personality types and different needs of our team to get the best out of each one of them.
So, again, how do we learn these skills? How do I mean, it's we we we say that leadership is a skill to be nurtured and developed. So what can, an aspiring leader who listens to this podcast today think about how can they they can bring those skills to play in everyday life?
The first thing I'll say to folks is get to know the people that you're working with and not just their skill sets and what's on their resume. Who are they as human beings? And the reason that oftentimes this is counterintuitive is because to go back to that plantation conversation. On the plantation where we are, you know, sometimes creating automatons and Autobots and you're expected to do this, that, and the other, then personality and uniqueness is not valued. You're you're you know, how you feel about something is not a value. What is a value is your productivity. Well, what we have learned since then about people is that people are more productive in environments where they feel welcomed. They feel appreciated. They feel like people know them, where they know that the exceptions that they bring with their exceptional personalities and such and and their exceptional situations are going to be considered and appreciated.
And that's how you're going to get folks. You know, I often get people who will ask me, well, Shelly, you know, you can get the folks that really do want to work with you. And I'm like, yes. Because they know I believe in them, and that same person knows that if something is going on in their lives where they need an exception or they need someone to understand, I want them to feel like they can come to me and let me know, and we can work through that. And so I would say to any new leader or any leader who's looking at shifting their ways or your team is just not quite operating in the way that you would like them to, I would ask them, like, what do you know about your people? What do you know about their likes, their dislikes, what it is that motivates them and moves them? I think we've gotten into this space that COVID has really illuminated for us where you know, I remember hearing this even when I would started working. You know? I know it was only 10 minutes ago, but but, you know, over 25 years ago, when I started in the workforce, it was, you know, when you come to work, you need to be a professional, and you need to do things like this, and you need to wear your hair like this. I remember getting my braids done once, and then getting called for an interview. And my mentor now my joy, I had just paid $200 to get my hair braided, and then they called me, like, a week later for an interview.
And my mentor was like, no. You have to now take that $200 hairstyle out and wear your hair a certain way for the interview. And I just remember being devastated. Like, what in the world does my hairstyle have to do with me being capable? I mean, I went to Berkeley for for goodness sake. Like, really? This is what we're worried about? And the truth of the matter was it was very true. And so, you know, now we're getting into a place where people are no longer going to be comfortable just showing up and doing what you tell them to do. But if they know you know them, if they know you care, if they know you're concerned about the fact that they come to work to create a living for their family, not the other way around that they're working and then they have these lives on the side. If we can create spaces like that, they're getting to know one another.
Storytelling is a huge piece of new leaders or people that wanna lead with authenticity. Find out people's stories. And when you find those stories out, you'll understand what motivates them. You'll understand what's beneath them. You'll you'll know their even their favorite coffee order or their tea order. Like, make time to get to know folks because the time you spend on the front end getting to know them, I promise you, mark my words, you will get that back on the back end in the amount of productivity that they will have because they're gonna work for you. Just like my babies in school when I would teach, my kids would do well because miss Jones was asking them to, not because they love math. Many of them couldn't stand math, but because they wanted to make me proud, they would do these things, you know, and make sure that they did well.
Your people in your that you're leading are are oftentimes the same way. They would do well not just because it's, you know, the right thing to do, but because they they appreciate you as their leader, and they wanna make sure that, you know, you look good, they look good, all the things. But you may have taken a couple days to get Jo them in the beginning.
You talked about, yeah, your hair being in braids. You've been to Berkeley and and so you you're you're a grown up. You're a grown up, aren't you? So you've been around a bit, you know, off on and off the plantation. You've been around a bit. So what we end up doing, and this is not specific specifically around leadership, we end up covering or masking or hiding part of our identity, and which can be a problem because it becomes very cumbersome in our in our cognitive load. You know, we we think about psychological safety as a concept. The principal foundation layer of that is inclusion safety, not having to cover, mask, or hide who we are, so we can let our authenticity out. Okay.
Contextual, we can't speak everything. We have to have a reasonable adjustment here to to what's polite. But it's a it's a I mean, presumably, you've you've faced this this need to pass as well, probably in terms of not being too much of a black woman. You know, the angry, shouty black woman, the stereotype that you probably hear all the time. Yeah. And, of course, as soon as you raise your voice, you're playing into that trope and stereotype and people and you'll say, oh, I've gotta minimize. I've gotta not speak out. I've gotta hide myself.
And that's the mental I call them the mental gymnastics. That's the mental gymnastics at Invisible Work that many of our minoritized people are doing on a daily basis that quite frankly, it leads to lack of effective productivity. If I have to spend a a portion of my time trying to figure out which side of me you wanna see and how to become that person even amidst microaggressions and people saying and doing things under their breath. Because believe me, the same things that happened to folks in high school and middle school, we had that one person that was, you know, bothering you, but not but the teacher didn't see, and so all they see is you blow up. The same kind of nonsense happens in the workplace, unfortunately. It happens in schools. It happens in community meetings. Like, as my son would say, people will people, and they're just gonna, you know, do their people thing.
And so as leaders, if we can model and bring to the table this idea that I want you to come as your best self. And so whatever the conditions are in this space that we need to create to bring out your best self, let's do that. And you see many companies nowadays that are considering that when Google and I'm not saying Google is the epitome of, you know, an ideal company when it comes to they're still on their journey, let's just say. Right? But when Google first came out and they had, you know, childcare and ping pong tables and workout gyms and all of these different amenities to make people feel comfortable in the space and be most productive. There were a lot of folks that were like, oh my goodness. They're just wasting money and throwing it away and all of these different speculations and opinions about that. Well, nowadays, folks are realizing if I want folks that are gonna be creatively minded and that creativity might come to them at 11 o'clock at night, I want folks to feel like they can do that and bring that creativity to the table. I don't want all of these barriers and impediments to get in the way.
And what many leaders have to realize is that oftentimes you are the biggest impediment to the authentic leadership you seek. Meaning that if you're not showing up authentically, if you're playing the game, if you're playing the role, if you're playing into the system, one of the worst things we can do as leaders is when we're explaining something to someone about a change or something they need to do is use the crutch of policy or that's the way we've always done it as a way to convince people that this is the right thing or the the correct and appropriate path moving forward as opposed to instead say, okay. This is the problem that we have to face. How can we best approach this together, and what do you need from me in order to create the the the optimal environmental conditions to make this happen? That's a very different approach than here's the project, here's the policy, here's the expectation, you know, here's the deadline, Make that happen. Right? And and so we have to have this idea of authentic leadership being something that starts with us, and it starts with us pulling off that cloak of vulnerability and being able to say to to a team, which I've said many times, hey, folks. This needs to happen because, you know, we've seen the data. We've seen the the metrics. This change needs to happen.
Now how we go about doing this change and the time frame that we work this in, this is where I need your thoughts and your creativity because I don't want this change happening to now ripple effect into other issues. Will you all take this on and help me look at different possibilities, and then we'll be figure out how we're gonna move forward together versus here's the change that needs to happen. Here's what I expect you to do. One is a much more dictatorial inauthentic approach that doesn't take into account the experiences of those closest to the work. The other one is much more vulnerable because I don't know what they're gonna come up with. I am not in control. I'm literally handing over control to those that are, you know, closer to the work. Again, fostering that authentic approach to leadership by modeling it as opposed to just talking about it.
There's a word you used earlier, which I Joanne feel the undercurrents of it in in our conversation at the moment. It's it was microaggressions. And this mask and covering, meeting societal expectations, and having to be inauthentic for somebody else is also part of a living up to the microaggressions that have been put on you. So can you explain to people, maybe you've not heard that expression, how you perceive what a microaggression is and how it manifests sometimes?
Absolutely. Absolutely. And so in order to understand microaggressions, there's 2 other terms that folks have to understand. 1 is stereotypes, and the other is implicit bias. So here's how this this train goes. We have stereotypes about people who are different than ourselves. We also have stereotypes that are about those who are like us. So me being, you know, just to say a few of my identities, I identify as a woman.
I identify as Christian. I identify as being a descendant of the survivors of the middle passage, which ethnically would be considered African American. So these are just a few of my identities. Right? And there are also stereotypes or beliefs that people have, whether they be about women, about African American women, etcetera. And stereotypes, many folks think that, you know, oh, if it's a positive stereotype, it's good. It's a it's a okay thing, and the negative stereotypes are the only bad things. Here's the deal. Any kind of preconceived notion about who a person is that does not take into account that individual is not okay.
It is considered wrong. It is bad. Is it unhealthy? Right? So stereotypes, no matter if they are the positive stereotypes, like, you know, Asians are good at math and black people are good at athletics, again, those Joanne be very negative because if you happen to be of Asian descent and not good at math, then what does that make you? Right? If you happen to be of African descent and you're not as good at athletics, then what does that mean? And so stereotypes, all of which are not good, but everyone does this. So we all have to fight against these stereotypes that we are taught and are are are exposed to at very early ages. The reason we have to fight against them is because unchecked, your stereotypes lead to implicit biases. And these are unconscious beliefs that we have about people who that may or may not be correct. But if you are if you do not check your implicit biases, which are unconscious again, it's that unconscious thought that when brought conscious, sometimes you feel a little bit of shame around. Like, oh, okay.
I know black all black women, you know, are not angry, but I just saw this lady who was a little upset, and I went to that angry black woman trope. Right? I gotta check my biases on that because just because someone is of African descent and happens to a female and gets upset at the situation does not mean they're an angry black woman. Just be and and so and you can go do that with any of the stereotypes that literally lead to implicit biases. When we have unconscious or implicit biases that we have not checked, we act on them. And where the and oftentimes, we act on them unconsciously. This when those actions oftentimes are clouded in this idea of wanting to be positive. So it becomes a compliment that is cloaked in the stereotype. So for example, I've actually had people say to me at a meeting where I did not speak or I spoke very measured, they would say, oh my gosh.
You speak so well. You're so measured and calm in your demeanor. What they're really saying in that microaggressive comment is, I have stereotypes about Lockwood as being loud and angry and and uncontrolled, and you did not fit that stereotype for that box. Congratulations for not fitting my box. And not realizing that that microaggressive comment is actually an insult cloaked in the fact that I don't fit your stereotypes and unconscious biases. They cut microaggressions can appear very, very innocent. For example, saying to a woman who's blonde, oh my gosh. You're so much smarter than I thought you would be.
So, basically, when I walked in here, you thought I was a dumb blonde. And because now I've opened my mouth and it's and helped you see that I don't fit that stereotype, you believe that that's a complimentary action that I've made and have decided to go the extra step of making that compliment, which is actually microaggressive because it reminds me that when I walked in here, you didn't think I was an intelligent woman, and now I had to prove myself once again. And so microaggressions are one of the most dangerous types of actions that go unchecked, unnoticed, and quite frankly uncalled out in the work in schools, in workplaces, and all kinds of arena. It's a simple I had one that happened today. My daughter was getting her braces off. And the woman who appeared to identify as white and I could tell she was trying to connect. Right? So let me just give you that preface. I could definitely tell she was working to connect, but in the course of connection with my daughter who's 14 and me, every other word was right, girlfriend? Oh, girlfriend.
You're gonna be fine. And and so after a while, I'd say, well, she's yes. She is a girl, but she's not your friend. I'm not understanding why you're using that term. Oh, well, I was using it as a term of endearment. For whom? Right? And so until I brought it to her conscious level, she had to face the fact, well, you're black women, and I thought that that would be a way to connect as opposed to saying, hey. As black women, what's the best way I can connect with you? Because I don't wanna be insulting, but I tend to call people girlfriend. So I don't want you to be offended by that and think that it has something that's racially motivated behind it.
Because when I saw her go to the other clients, she didn't call them out now. I'm one of them, girlfriend. So it what it it was actually a way that you believed. Again, a way that she thought she was connecting, but because I'm conscious enough to understand it, you it was definitely microaggressive. Now did I wanna make a big scene? Absolutely not. But these microaggressions are are different things that remember I talked earlier about the mental gymnastics that oftentimes minoritized populations have to go through. So now I have to sit there and process the fact that every third word is a microaggression. And, you know, so any mistake that she made is she made a little mistake one time.
I'm like, oh, okay. So is that what because you sitting up here, you know, dealing with girlfriend as opposed to, what do you call her, trust fund baby? Like, what what what are the the different terms that we have for people based on their identity. Right? And so, again, often innocent, often not intending to cause harm, but they are the result of implicit biases that have gone unchecked, that are the result of stereotypes that you've learned over the years that have gone unchecked. So the solution is we have to check our biases, which means we have to check our stereotypes and really be conscious of the ideas that we have about people who especially those who are different, that we may act on unconsciously and can lead us to being part of the problem versus part of the solution. Does that help, you think?
Yeah. I yeah. I think that's a a pretty good summary of, yeah, my understanding of my questions as well. I was also thinking as you're talking around leadership, as leaders, we're also led. So we we we play both roles. We'll we we lead and we we we are we are led. And not every great leader is good at being led. Is is that's also a skill to make yourself as easy to be led as possible because sometimes we we put all the responsibility for our management and our and to be led on the other person, whereas I also think as, having spent 60 odd nearly 60 years on this planet, I recognize that part of that responsibility is also mine.
I Joanne be I can be easy to lead or difficult to lead. And, and I want to make the the job of my leader as simple as possible. And maybe that's me playing into a bias. If I'm easy to deal with, I'll get more favors. I'll get more influence, and I'll be Yep. I'll be have have have opportunities. So as leaders, we wanna we wanna encourage our people to be led well as well, don't we?
Absolutely. I often say, as a leader, you are the lead follower. And if you can wrap your mind around that, it go kind of goes back to what the example I gave of how we present problems or challenges to our team. Am I presenting the challenge with me having thought am I am I upper level team, if you will, having thought of all the solutions and then bringing it to our down level folks to implement, then you, I mean, you might call that leadership, but it's actually dictatorship. You're dictating to people what you wanna have done, and then you want them to do it. Leadership is a bit different. Leadership involves bringing out the best ideas from those closest to the work and creating the pathway. The reason you're in front is you're paving the way and making the environment safe and palatable for folks to come and do the real work.
The best example I Joanne give, and I just realized what this work with is is curling. So you think about the person that's pushing the the big disk thing. I don't know what these things are called. So forgive my language, those of you who are laughing at me that are curling experts. But there are some people with some brooms in the front, and then they're pushing this big round donut looking thing
Stone. With a stick stone or something. Yeah.
There you go. See, I knew I wasn't out of the word. So Yeah. So the bro the brooms are making room for the stone and the person there's someone behind the stone that's pushing the stone forward. So you would think that the person who is most important in this, not to say that there's, you know, levels of importance, but one would think and and focus on the person who's moving the stone. I would argue the people that are leading and paving the way and make and are really critical to this process are the people in front with the brooms. Right? Especially the one with that first broom because you noticed that there are 2 brooms that are going this way. If that first broom doesn't clear out enough of the debris or whatever it is that they're clearing out on the ice to where that second broom is doing more of the polishing and paving the way for the stone to come down, no matter which way you wanna work this, that stone is not going to be able to move.
Right? That person with the first broom is the leader. So the leader technically that isn't doing the biggest part of the work. I mean, isn't doing what most people notice as the most important job, which is moving the stone because that's the the goal is to get the stone across whatever threshold. I mean, don't I'm not gonna act like I understand the sport. I just watched it and went, that's what leaders do. Right? But that first person with the broom has the most important job. They are the leader of this effort. They're gonna tell you what direction to go.
They're gonna assess the ice in front and go, oh, maybe we need to go a little bit more to the left or a little bit more to the right based on what I'm seeing. Like, they're going to clear that path as best as they can. So then that person, that vice leader, if you will, that second leader that's coming by, they're gonna follow the path of the first one because they're not gonna clear a different path. They're gonna go right behind that first person, and then the stone has to follow in that direction to be most effective. That's exactly what leadership is. It's it's clearing the way for the real people that are closest to the work to do that work, and we have to be out in front, but also know exactly what's necessary in order to do that.
Yeah. And just picking up on your current analogy there, if you actually watch what happens, what happens is the, they have a strategy meeting. They're Yes. They do. The the groomers and the the thrower, they're they're working out what their game strategy is. They they look at they look at the problem. Right? We're gonna lose. What do we need to win? We need to move that one out the way.
Exactly. We set our 1 here and put a block in there. Well, this is a block shot. This is an attack shot. So they're having this little strategy meeting. So the the entire team is behind the mission. Yes. 1st who launches the stone, knows how far they want how hard they want to to to shove it or something to to deliver it.
And then the as you say, the the 2 brushes are trying to angle it to get the trajectory onto that final drop spot on there. So that's the it's it's not a one person thing, but as you say, there's a leader there who's taking responsibility for the steering based on the trajectory, based on the plan. And, yeah, it's a it's a complex mission, not just throw it and hope.
Throw it. Exactly. And so when we talk about leadership, you know, I have to say you have to be that person that is willing because let's say that the person in front, that that leader doesn't agree with where they or the person who threw the stone throws it in the wrong direction. You're gonna have to change course immediately, and so that leader has to be the one to do that work. Again, not to beat up the curling analogy too much, but when we talk about lee knowing how to follow, that is such an important part of leadership and and being able to trust your team when they tell you this or is or is it going to work. Oftentimes, as a coach and a consultant, I go into teams, and I'm usually coaching the leadership. And one of the first things I ask them is, who is the expert on what we're trying to solve? And they'll and often times, they'll pause. I'm like, we need to get the expert on the call for whatever this problem's got.
You're the leader, but you may not be the expert. Right? If we're trying to solve a problem that has to do with your human resources team, well, then who is your human resources expert that can help us understand a little bit more about what's happening on the ground level to ensure that we have a very clear picture of what we need to move forward. And then part of a great part of, of a integral part of leadership is then going back to those frontline workers and those frontline folks and having those conversations so that the decisions you make, you know, are reflective of the needs of those closest to the work. And that so that would be the last thing I would wanna kinda bring about is that leadership is nothing but decision making. And the decisions we make around people, around how do we move forward, around how we treat how we create the culture of how people are treated. Those decisions are some of the most critical parts of leadership, and sometimes we have people that are leaving those decisions on the table or by the wayside. But the decisions you make are very critical, and if you can make decisions in the best interest of those that are following you, you'll always have people, right, willing and able, to follow your leadership.
That takes us back to one of the first words you said at the beginning, which was, courage. So as leaders, you know, you said that as a leader, decision making and inspiring, pointing people in the right direction, using the using the brushes to get the stone in the right place. It take it takes courage because not everyone's gonna agree with you.
No. How
do how do aspiring leaders prepare themselves for that?
Well, again, I go this is where the academic in me goes to what is the definition of courage. And so courage literally mean being courageous, literally means, Webster's definition, pushing past fear. That's what courage is. And so in order to push past it, you gotta be able to identify it. And so that it it case me back to what I was saying in the beginning, knowing yourself, knowing who you are, knowing your triggers, and knowing your fears. Right? Yes. I do a lot of work on diversity, equity, inclusion, leadership all across and with a lot of different identities. Right? And there is this thought process because you work in this space that has to do around leadership and, cultivating spaces that are healthy and productive for diverse people that I know everything there is to know about every diverse identity.
Well, let me be very clear. I am still on the journey to liberation myself, and there are several identities I'm still learning about. For example, many of us, at least in the calif in California and me being new to the Michigan area, I had no idea about the Muslim holiday of Eid. No clue. No clue it existed. I knew about ram I had heard the word Ramadan. Let me not say I knew about it. I'd heard the word Ramadan.
And even as a school leader, I knew it was a religious event. I knew and I was more concerned with what people need. And to be honest, I really didn't learn too much about the event because I'm like, okay. Tell me what you need. What is it? How is it that I can best serve and help? Well, being on this side of it and not having to lead the organization, I had time to really learn about the the celebration and what it meant. And my kids actually go to a school that is predominantly Muslim. So they had, you know, last Wednesday off. They have different holidays that, the traditional Christian calendar, which at first, I'll I'll admit I was like, oh my goodness.
Like, a random Wednesday that they're off. Like, what's going on here? Well, when I started to delve a little bit deeper, I'm like, oh my gosh. This is amazing. This is wonderful. Again, I wasn't aware of what I didn't know. I didn't know my own the gaps in my own thinking, my own experiences. But because I'm a person who's open to learn, I was able to find, you know, this whole other appreciation for culture I did I didn't recognize, but I also knew I had a lot to learn. Right? That's one example of what you know, being a leader really is about knowing yourself and knowing, you know, the areas that you may not be as familiar with and doing the work of learning those.
I've also, as a leader, I've been very transparent about the growth that I have in the area of our LGBTQIA populations. I'm still learning. Right? I identify as a heterosexual woman. That means I don't understand all of the different letters and what they mean and how people's experiences could be shifted based on where they sit and how they experience the world. That's an area of growth. I'm very conscious and open about it. If folks wanna help me learn, I am on the journey to learn. That's not anybody else's responsibility, though.
And so, to teach me, it's my responsibility to learn. So if we are truly going to be those folks that wanna create that the world that we wanna see, we have to take responsibility for our own learning and our own triggers and recognize you're gonna make mistakes. It's not it's not if. It's when you screw it up, quite frankly. And how can you apologize ahead of time and go, you know what? I used the wrong term. I used the wrong pronoun. My apologies for that. I am on the journey.
I'm really dedicated to growth and learning. How we, you know, create those environments where we speak our truth and are able to walk in that. That's where the true leadership, I think, is going to sit for the future. And the more that we can get people courageous enough to not just admit what you know, but also admit what you don't know and push past the fear of, oh, I'm gonna be judged or they're not gonna see me as a leader or whatever fears that you, whatever story you've written in your head that you're the victim of, because that tends to be what we do. We we are so all of us can be the victim of our own story. Whatever that story is, push past it. Lead from a place of courageousness and find your authenticity there. Find who you really are in that place of courageousness, and I promise you, you'll always have people ready and willing to follow your leadership.
Geri, thank you. Absolutely fantastic. What a conversation. Thank you so much. How do people get ahold of you?
Well, I am definitely on LinkedIn, so please follow my LinkedIn. I'm also on Facebook at doctor Shelly Jones Holt. You can find my company, Leadership Legacy Consulting, online at www.leadershiplegacyconsulting.com. I wanna help you build a legacy of your leadership that you Joanne be proud of. What will people say about you when you leave? What will they say about you when you have the impact you've created on the space? Will people have to survive your leadership, or will they thrive because of your leadership? And so we talk about courageous leadership development, coaching, and support. That is what we do. And we are firm believers that leadership, it happens where you live, where you learn, and where you earn. And so because of that, the fact that leadership, authentic, courageous leadership begins at home, we also have our nonprofit, which is Family Legacy 5.
You can reach us online at familylegacy5.com or on our Facebook page, family legis our Facebook group. I'm sorry. Family Legacy 5. And this is where we focus on courageous family leadership that leads to our children being the people that we know and that they can be. And so give me a call. I'd be happy to help you. If not, you know, for services, but just to have a chat and to get to know one another. I'm open to that as well, and it's been great getting to know you, Jo.
Thanks, Shelley. As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Today's discussion struck a chord Consider subscribing 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@seachangehappen.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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🔖 Titles
Authentic Leadership: Navigating Cultural Differences and Embracing Courage
Leading with Your True Self: Insights on Authenticity and Inclusion
Breaking Free: From Traditional Systems to Authentic Leadership
The Authenticity Challenge: Leading with Transparency and Respect
Dismantling Assumptions: The Power of Courageous Questions in Leadership
Unleashing Potential: The Balance of Authenticity and Responsibility in Leadership
Embrace the Authentic: Shaping Leadership with Self-Awareness and Equity
The Liberation Leader: Cultivating Authenticity Beyond the Plantation Metaphor
Steering Toward Authenticity: Leadership That Honours Individuality and Equity
From Plantation to Authentic Power: Transformative Leadership for a New Era
ℹ️ Introduction
Welcome to another thought-provoking episode of Inclusion Bites. I'm your host, Joanne Lockwood, and today we're set to uncover deep insights into the world of Inclusive Cultures and Belonging. As we sit down with leading changemakers, we step away from the superficial and dive into discussions that challenge norms and ignite real transformation.
In this episode, we won't just scratch the surface — get ready to venture through untold stories of trials and victories, and draw profound knowledge from the diverse experiences of our guests. Whether you're a seasoned expert in HR, an advocate for Diversity & Inclusion, or simply someone seeking substantial dialogues that spur change – this podcast is tailored for you.
Prepare for an engaging session that will do more than just inform; it will prompt you to act. Disconnect from the mundane and tune in to today's riveting conversation on Inclusion Bites. It's time to fuel your passion for equality and lay the groundwork for action, one bold conversation at a time. #InclusionBites
📚 Timestamped overview
00:00 Leading authentically is powerful, rare, and essential for building confident, authentic leaders.
06:35 Helping black children find authenticity amidst external challenges, fostering self-awareness and resilience.
12:28 Speaking truth while considering impact and appropriateness.
22:23 Questioning inauthentic leadership, suggesting to lead for service and equity, recognising individual needs and communication styles.
25:12 Authentic leadership involves understanding and meeting people's diverse needs and experiences.
30:56 Encourage understanding and support for team members.
37:35 Leaders must be authentic and avoid using policy or tradition to justify decisions, instead collaborating with their team to address problems.
44:01 Assumptions and microaggressions perpetuate stereotypes, going unchecked in various environments.
49:31 The people with brooms pave the way for the stone.
53:31 Leaders should rely on experts, understand frontline perspectives, and make decisions in the best interest of their team.
58:42 Embrace growth, speak truth, lead with courage and authenticity for future leadership.
01:01:01 Expressing gratitude, promoting community engagement, and inviting feedback for future discussions.
📚 Timestamped overview
00:00 Being authentic as a leader is vital.
06:35 Preparing young black people for challenges of life.
12:28 Speaking truth requires responsibility and situational awareness.
22:23 Leaders must serve and meet diverse needs.
25:12 Lead with authenticity by understanding and adapting.
30:56 Build connection with team, understand and support.
37:35 Leaders must be authentic, not obstructive.
44:01 Challenging microaggressions against dumb blonde stereotype.
49:31 Importance of those leading and preparing ground.
53:31 Lead with expertise, value frontline input.
58:42 Embrace learning, be authentic, lead with courage.
01:01:01 Express gratitude, join community, amplify voices, connect.
Episode Tags
authentic leadership, cultural differences, leadership coaching, courageous conversations, workplace inclusion, mental health, diversity and equity, unlearning biases, personal development, inclusive leadership strategies
A Subtitle - A Single Sentence describing this episode
Dr. Shelley Jones-Holt explores the potent blend of authentic leadership and cultural curiosity that is essential for inclusive environments and personal liberation.
About this Episode
About The Episode:
In a candid conversation with Dr Shelley Jones-Holt, we explore the intricate dance of authentic leadership within diverse environments. Dr Jones-Holt sheds light on her personal journey of "leaving the plantation" and how it reframed her approach to management and personal engagement. Dive deep into the nuances of true inclusion where self-awareness and a genuine understanding of others' needs become the pillars of visionary leadership.
Today, we'll explore:
The essential balancing act between authenticity and responsibility in conversations and leadership roles.
How one's transition from traditional systems to entrepreneurial ventures can underscore the necessity for mental liberation and a counterintuitive approach to success.
The transformative impact of embracing authenticity on personal growth and the development of potential leaders within an organisation.
The pivotal role of continuous learning and unlearning in the quest to reveal a leader's authentic self.
How to cultivate authentic relationships in leadership by adhering to the four agreements highlighted by Dom Miguel Ruiz.
The importance of storytelling in understanding team members' backgrounds and motivations, furthering an inclusive and productive work atmosphere.
Strategies for leaders to check and challenge their biases and stereotypes to foster a culture of equity and effective contribution.
Episode Summary with Intro, Key Points and a Takeaway
In this captivating episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Dr Shelley Jones-Holt for a thought-provoking discussion on Leading with Authenticity. Dr Shelley illuminates the path to courageous leadership and the transformative power of authenticity, drawing on her rich life experiences. She argues against making assumptions about cultural differences, advocating instead for the bravery to ask questions. An enlightening exploration into the value of authentic conversations ensues, charting how starting from childhood can influence the development of authentic leaders. Authenticity, she points out, should come with ardent responsibility and respect, underscoring the necessity of speaking one's truth in a non-damaging way. Joanne and Dr Shelley engage in a compelling dialogue around the metaphorical 'leaving the plantation', articulating a journey from the restrictive norms of the education system to the liberation found in entrepreneurship.
Dr Shelley Jones-Holt stands out as a courageous leadership coach, author, and speaker dedicated to inspiring growth and nurturing authentic leadership. Through her stalwart advocacy for unlearning ingrained behaviours and embracing continual self-improvement, she challenges outdated authoritarian leadership models and encourages the building of genuine relationships based on Dom Miguel Ruiz's Four Agreements. With a background that spans from distilling wisdom from parenting eight children to spearheading her company Leadership Legacy Consulting and its associated nonprofit, Family Legacy 5, Dr Shelley's insights reflect the multifaceted nature of authentic leadership grounded in equity and understanding of individual needs.
Throughout the conversation, both Joanne and Dr Shelley unravel the importance of storytelling in leadership as well as the intricate dynamics of stereotypes, biases, and the pursuit of creating a safe, welcoming and productive work environment. They delve into the courage necessary to embrace one's identity and to lead with both passion and empathy. The discussion navigates the tightrope walk between being a cogent leader and an effectual follower, illuminating the collective aspect of driving change and championing inclusion.
This episode culminates with a powerful reflection on the non-negotiable essence of being authentic and the irrefutable impact it has on leadership. Dr Shelley encourages listeners to reach out for guidance on fostering an inclusive atmosphere for diverse identities within their organisations. With a heartfelt thanks, Joanne invites subscribers to engage further with the podcast, sharing thoughts and contributing to the ongoing conversation on inclusion and leadership.
A key takeaway from this episode is Dr Shelley's compelling exposition on leading with heart and honouring the unique journeys of each individual. It is an essential listen for anyone striving to cultivate a culture of compassionate leadership and foster a milieu where authenticity and respect act as keystones to unlocking the full potential of teams and organisations.
💬 Keywords
cultural differences, authenticity, conversations, leadership, childhood education, responsibility, respect, emancipation, entrepreneurship, mental health, survival strategies, coaching, self-awareness, LGBTQIA+ understanding, continuous learning, equity, storytelling, psychological safety, identity masking, microaggressions, implicit bias, decision-making, team dynamics, Eid celebration, stereotypes, follower leadership, collaborative leadership, authentic relationships, personal growth, inclusive environment.
💡 Speaker bios
Joanne Lockwood is a herald of inclusion and an advocate for societal change. As the charismatic host of Inclusion Bites, she stands as a beacon for those seeking to foster a sense of belonging and transformation within society. Her mission is clear: to construct a world where diversity is not just accepted but celebrated, allowing all individuals to flourish.
Joanne guides her listeners through thought-provoking dialogues, tackling the often-unseen barriers that inhibit true inclusivity. Her podcast is a space for bold conversations, where challenging the norm is encouraged and stories with profound implications are shared. In her quest, she invites others to join the discourse, whether over a morning coffee or during a moment of evening relaxation.
Passionate about sparking change, Joanne actively encourages engagement, opening her platform for audience insights and guest contributions. Contactable at her email, jo.Lockwood@seechangehappen.co.uk, she welcomes all who wish to be a force for progress, uniting voices to inspire collective action.
In summary, Joanne Lockwood is a visionary and a connector, dedicated to nurturing an environment where everyone has the opportunity to succeed and be truly heard.
💡 Speaker bios
Dr Shelley Jones-Holt is a passionate advocate for authenticity in leadership. With a conviction that embracing one's true self is the cornerstone of effective guidance, she stands as a beacon for those weary of traditional, often disingenuous, leadership tactics. Jones-Holt believes authenticity implies that individuals are inherently enough, dismissing the need for contrived personas in positions of influence.
Rejecting the notion that leaders must conform to a particular mould, she champions honesty, openness, and transparency as the bedrock of trust and influence. Her philosophy is simple yet profound: authentic leaders naturally cultivate an environment where others feel inspired to follow and develop their own authentic leadership qualities.
In a landscape where fear and conformity frequently overshadow integrity, Dr Jones-Holt's voice is a clarion call for a new generation of leaders. She posits that true authenticity is a "rare art form," destined to redefine the paradigms of leadership. Her work is not just to lead but to multiply her ethos, nurturing a future where authenticity paves the way for progress and genuine connection.
❇️ Key topics and bullets
Introduction to the Episode: Leading with Authenticity
Host: Joanne Lockwood introduces the podcast and sets the stage
Title: Introduction to "Leading with Authenticity," episode 119 on the Inclusion Bites Podcast
Guest: Introduction of Dr. Shelley Jones-Holt, courageous leadership coach, expert on authenticity in leadership
The Importance of Authentic Leadership
The need for leaders to be genuine, vulnerable, and open
The role of authenticity in fostering a culture of trust and respect
How authentic leadership can influence personal growth and development of other leaders
Challenges and Perspectives on Authentic Leadership
Discussion of past leadership models and their limitations
How to balance being authentic with responsibility and respect
Recognizing and addressing triggers for inauthentic behaviors
Self-Awareness and Continuous Learning in Leadership
The significance of self-awareness in effective leadership
Importance of continuous education, especially in areas of cultural competence
Insights into authentic leadership dedicated to equity and understanding of team diversity
Adopting Authentic Leadership Practices
Utilizing The Four Agreements by Dom Miguel Ruiz as a framework for authentic relationships
Strategies for leaders to remain true to themselves while embracing ongoing learning and growth
Reflections on Leaving the “Plantation”
Dr. Shelley Jones-Holt's metaphorical journey from the traditional school system to entrepreneurship
Commentary on the oppressive nature of some work environments and the liberation of self-employment
Comparing school and workplace dynamics to historical plantations and their impact on mental health
Authenticity, Flexibility, and Work-Life Balance
Finding freedom and flexibility in creating one's work environment
Dr. Shelley Jones-Holt's experience in shaping a supportive and balanced professional life
Equity in Leadership
The significance of understanding the unique needs of team members
Strategies for delivering support that resonates with diverse individuals
Joanne and Dr. Shelley's discussion on the essential values of leadership and equity
The Role of Support and Personalization in Leadership
The importance of understanding individual needs within a team
Examples from Dr. Shelley's personal experiences with her children
Approaches to personalizing communication and support
Emphasizing Authenticity and Storytelling in Leadership
The value of storytelling in connecting with team members
Encouraging leaders to understand the backgrounds and motivations of their teams
The Impact of Masking and Psychological Safety
Discussions on the challenges of hiding one’s identity at work
The concept of covering and the necessity for psychological safety
Addressing Microaggressions and Implicit Bias
The role of stereotypes and bias in perpetuating preconceptions
The responsibility of leaders to challenge biases and contribute to positive change
The Collaborative Aspect of Leadership
The importance of good leadership and the willingness to be led
Creating a safe environment for the contribution of ideas
The analogy of curling to illustrate teamwork and guidance
Contact Information and Engagement Encouragement
Details on how to reach Dr. Shelley Jones-Holt and her Leadership Legacy Consulting
Joanne Lockwood's gratitude to listeners and invitation to subscribe and share feedback
The Hook
"Ever find yourself questioning if your TRUE self should show up at the leadership table? Unmask the powerful impact authenticity has in the boardroom..."
"Leading isn't just about the bottom line; it's about touching hearts and changing lives. Discover how authentic leadership shapes a culture’s soul + drives innovation."
"Fed up with the façade? It's time to rip up the rulebook of traditional leadership. Dive into a conversation where vulnerability meets strength in the corridors of power..."
"What happens when you lead not just with your mind... but your heart? Explore the untapped powers of leading with authenticity that can revolutionise your influence!"
"Are you courageously curious about cultural conversations? Unlock the leadership language that speaks volumes in diversity and drives collective growth..."
🎬 Reel script
Hello, innovators and leaders! I'm Joanne Lockwood, and you've just tuned into the Inclusion Bites Podcast. Our latest episode, "Leading with Authenticity," featured the riveting Dr. Shelley Jones-Holt. We explored the power of authentic leadership, the courage it takes to truly know your team, and the vital importance of embracing cultural differences without assumptions. Dr. Shelley moved us with her "leaving the plantation" metaphor – a call for liberation from oppressive work environments. We tackled how authenticity and storytelling can create inclusive spaces, allowing everyone to thrive. Remember, to lead is to learn continuously, to listen earnestly, and to lift others. Tune in, find your authentic voice, and let it guide you to shape a world where everyone belongs. Subscribe and share your stories with us at [insert contact information]. Keep leading with heart, and I'll see you on the next episode of Inclusion Bites.
🗞️ Newsletter
Subject: New Episode Alert: Lead with Authenticity - Tune into Inclusion Bites 🔥
Dear Listeners,
The Inclusion Bites Podcast is back with a compelling new episode that'll ignite conversations and challenge your perspective on leadership and inclusivity. Prepare to be inspired and transformed!
🎙️ Episode Title: Leading with Authenticity
🗣️ Special Guest: Dr Shelley Jones-Holt
📆 Release Date: [Insert Release Date]
Dive deep into a thought-provoking discussion on what it takes to be an authentic leader in today's diverse world. Join our remarkable guest, Dr Shelley Jones-Holt, as she explores the intricate balance between authenticity and responsibility within the realms of leadership and cultural understanding.
In this latest installment, Dr Jones-Holt shares her bold metaphor of "leaving the plantation", illustrating her journey from a restrictive educational system to the liberating world of entrepreneurship. Revel in her insights on the negative impacts such institutionalised environments can have on our mental health and the essential counterintuitive strategies to thrive.
Here's what you can expect from this episode:
🔹 The Power of Authentic Conversations
🔹 The Courage to Ask – Celebrating Cultural Differences
🔹 Coping with Workforce Expectations and Bringing Your Whole Self to Work
🔹 Leading with Equity and Truly Understanding Your Team
🔹 Storytelling, Psychological Safety, and Identity
Whether you're a leader or an aspiring change agent, this episode stands to enhance your commitment to authentic leadership and inclusivity.
[Listen to the Episode Now] - [Insert URL]
Don't keep this treasure trove of wisdom to yourself—share this with friends, colleagues, and anyone keen on driving change. And don't forget to subscribe to Inclusion Bites for your regular dose of D&I enlightenment.
We always encourage feedback and conversations around our episodes. If you wish to share your thoughts, stories, or vision, you're warmly invited to drop an email to jo.Lockwood@seechangehappen.co.uk.
Until next time, keep challenging norms and sparking real change.
Warm regards,
Joanne Lockwood
Host, The Inclusion Bites Podcast
P.S.: Stay in the inclusion loop! Keep your eyes peeled for new bites of wisdom by following us on [Insert Social Media Links].
You're receiving this email because you signed up for updates from The Inclusion Bites Podcast. If you'd like to unsubscribe, [click here].
SEE Change Happen, Founded by Joanne Lockwood
[Company Address]
[Company Contact Information]
[Privacy Policy]
#LeadingWithAuthenticity #InclusionBites #DiversityAndInclusion #AuthenticLeadership
🧵 Tweet thread
🎙️ THREAD: Schools, Workplaces & The Quest for Authentic Leadership 🪴
1/ Join us on a profound journey in the latest episode of Inclusion Bites with our host Joanne Lockwood (@JoLockwood1965) as we explore the emancipation from restrictive work environments with Dr. Shelley Jones-Holt. #InclusionBites #AuthenticLeadership
🔗 [Podcast Link]
2/ Dr. Shelley introduces us to the concept of "leaving the plantation," a striking metaphor for her courageous transition from being confined within traditional school systems to blossoming in the realm of entrepreneurship. #CourageToLead #BreakingFree
3/ This episode is not just a conversation; it's a revelation that our schools and workplaces often mimic historical plantations, impacting mental health and stifling authenticity. Dr. Shelley lifts the veil on surviving these systems. #MentalHealthAwareness #CulturalDynamics
4/ Leading with authenticity is a dance between being true to oneself and respecting others. Cruelty has no place here. It's about balance, respect, and responsibility. Dr. Shelley breaks down how this begins in childhood and follows us into leadership roles. #AuthenticSelf
5/ What does it mean to lead authentically? It's about being open, transparent, and, most of all, courageous. It's a continual process of growth and nurturing the leaders of tomorrow. Dr. Shelley and Jo dive deep into this transformative style of leadership. #LeadByExample
6/ Leave behind outdated authoritarian models. Instead, Dr. Shelley urges leaders to operate using Dom Miguel Ruiz's 4 agreements, fostering authentic relationships built on truth and integrity. #LeadershipEvolution #RespectfulDialogue
🔗 [Podcast Link]
7/ The conversation gets personal as Dr. Shelley shares insights from parenting her eight children, highlighting the importance of understanding individual needs in supporting others effectively. True for both parenting and workplace leadership. #LeadershipLessons #FamilyValues
8/ Authentic leaders aren't born overnight. Dr. Shelley stresses the importance of self-awareness and the journey of never-ending learning, especially in areas that challenge our preconceptions, like respecting LGBTQIA communities better. #LifelongLearning #InclusiveLeadership
9/ Trailblazing is more than a journey; it's a service. Leadership Legacy Consulting & Family Legacy 5, helmed by Dr. Shelley, offer such guidance. Looking to shift your leadership style? Reach out and be part of the change. #LeadershipDevelopment #LegacyBuilding
📧 DrShelley@LeadershipLegacyConsulting.com
10/ But what's at the core of Dr. Shelley's message? It's about knowing your team intimately—beyond the surface, past the professional facades. It's about genuineness, connection, and lifting others as we rise. #Teamwork #DeepConnections
11/ This isn't about empty buzzwords or trendy slogans. The lessons from Dr. Shelley are tangible—ingrained in every example, story, and strategy she shares. It's about leading with equity, ensuring no voice goes unheard. #EquityInLeadership #Empowerment
🔗 [Podcast Link]
12/ Part of being an authentic leader is recognizing our collective need for psychological safety. Joanne reflects on how masked identities can hinder true self-expression and creativity within teams. #PsychologicalSafety #AuthenticExpression
13/ In grounding leadership in storytelling, Dr. Shelley isn't just talking about anecdotes; she's urging us to really listen, to comprehend the vast tapestry of experiences our teams bring to the table. That's authentic leadership. #StoriesThatMatter #ListenToUnderstand
14/ Listeners, this episode is a treasure trove for those seeking to foster impactful leadership and genuine workplace culture. Don't miss this deep dive into the nurturing of belonging. Tune in, absorb, and let's evolve together. #CultureOfBelonging #InclusionBites
🔗 [Podcast Link]
15/ To continue the conversation, connect with Jo (@JoLockwood1965), who always welcomes your thoughts, stories, and visions. Your insights enrich the dialogue and drive real change. #JoinTheConversation #DiversityAndInclusion
📧 jo.Lockwood@seechangehappen.co.uk
🔁 Share this thread and let's amplify the message of authentic leadership together. How have you been inspired to lead with authenticity in your life? Drop a comment below! 👇 #ShareYourStory #InclusiveWorld
🎧 Remember to subscribe to Inclusion Bites for weekly awakenings in the world of D&I and cultural transformation! Discover the unwavering power of inclusion with every episode. #SubscribeNow #PodcastLife
🔗 [Podcast Link]
/end 🌟
Guest's content for their marketing
Article Title: Embracing Authentic Leadership: My Conversation on The Inclusion Bites Podcast
As a dedicated advocate for authentic leadership and cultural competency, I had the incredible opportunity to join Joanne Lockwood on The Inclusion Bites Podcast. Our conversation, titled "Leading with Authenticity," was an enriching experience that I'm eager to share with my community.
In a world that is ever-evolving and diversifying, the emphasis on authenticity in leadership has never been more critical. During my interview with Joanne, we explored the nuances of authentic leadership and the impact it has on fostering inclusive environments. The dialogue was not just enlightening, but it was also a reflection of what I stand for as a leader and a professional.
We dove deep into the concept of "leaving the plantation," a metaphor I use to describe my transition from the traditional school system to the liberating journey of entrepreneurship. This powerful image resonates with many who feel restrained by rigid systems and yearn for the freedom to express their authenticity fully.
The discussion extended to the importance of courageously asking questions about cultural differences rather than making assumptions. It's this curiosity and respect for diversity that can transform workplaces, classrooms, and communities. I shared how respect and responsibility should temper our authenticity, ensuring that speaking our truth never comes at the expense of others.
Perhaps one of the most profound realisations we touched upon was the need for continuous self-awareness and learning within leadership. As the founder of Leadership Legacy Consulting and the associated nonprofit Family Legacy 5, I'm passionate about supporting leaders in their journey toward fostering environments of inclusivity and equity.
But what made the podcast truly special was Joanne's ability to create a space of psychological safety where thoughts on identity, covering, masking, and microaggressions could be shared openly. Her skillful hosting allowed me to express the significance of understanding the team members' unique backgrounds and motivations to lead effectively.
The episode "Leading with Authenticity" is now available on The Inclusion Bites Podcast, and I'm excited for you to join us in this conversation. You can listen to the full episode by visiting [Podcast URL].
Inclusion isn't just a buzzword; it's a commitment to understanding, celebrating, and leveraging our differences to create better leadership, better teams, and a better world. And it starts with authentic conversations like the one I had on The Inclusion Bites Podcast.
I extend my gratitude to Joanne Lockwood for the opportunity to share my insights and experiences. If you wish to continue the conversation or learn more about my work, please do not hesitate to reach out to me or visit my website for more information on my consulting services.
To authenticity, understanding, and leadership that ignites change,
Dr. Shelley Jones-Holt
[Guest's Contact Information]
Questions Asked that were insightful
Indeed, the interview with Dr. Shelley Jones-Holt on "Leading with Authenticity" uncovered a wealth of insightful moments that can be transformed into a compelling FAQs series for our audience. Below are several key questions along with the thought-provoking insights they provoked:
FAQs based on the interview with Dr. Shelley Jones-Holt
What does authentic leadership really mean?
Dr. Shelley emphasised that authentic leadership is rooted in self-awareness and integrity. It's about being consistent in actions and words, and leading with courage and vulnerability.
Why is it important for leaders to be authentic?
Authenticity fosters trust and respect within a team or organisation. As Dr. Shelley pointed out, it encourages open communication and creates a culture where people feel valued and empowered.
How can leaders maintain their authenticity in challenging situations?
Dr. Shelley highlighted the importance of staying true to one's values and beliefs even when faced with adversity. Leaders should engage in continual self-reflection and be open to feedback.
What is 'leaving the plantation,' and why is it a significant metaphor in leadership?
The term 'leaving the plantation' is a metaphor Dr. Shelley used to describe her transition from traditional systems into entrepreneurship. It signifies breaking free from oppressive environments to seek liberation and authenticity.
How do you balance authenticity with the need to adapt to different cultural norms?
Dr. Shelley impressed upon us the need to ask questions and learn rather than make assumptions about cultural differences while remaining respectful and authentic in conversations.
Can you give an example of how authenticity has practical applications in the workplace?
Dr. Shelley shared her take on the significance of getting to know team members as individuals and understanding their unique needs and circumstances, which can lead to a more inclusive and productive work environment.
How can storytelling be used as a tool for authentic leadership?
Storytelling, according to Dr. Shelley, is essential for leaders to comprehend and relate to their team members' backgrounds and motivations, helping to forge stronger, more genuine connections.
What does it mean for a leader to 'know oneself'?
Dr. Shelley discussed the importance of self-awareness in leadership, which involves understanding one's strengths, weaknesses, and triggers for inauthentic behaviours.
How can leaders learn to be more inclusive of diverse identities and cultures?
Dr. Shelley advocated for the continuous learning of leaders, especially in understanding marginalised groups like LGBTQIA communities, and the courage to unlearn and relearn to embrace inclusivity.
What role does psychological safety play in authentic leadership?
Joanne touched upon the concept of psychological safety, which is crucial for employees to feel secure in being themselves without any repercussions. Leaders should foster environments where covering or masking one's identity is not necessary.
By sharing these Q&As from the episode, we offer our listeners bite-sized, easy-to-digest insights that they can take and apply in their own professional and personal lives, always keeping in mind the pursuit of a more inclusive and authentic leadership style.
Pain Points and Challenges
On the latest episode of The Inclusion Bites Podcast, titled "Leading with Authenticity," we welcomed the insightful Dr. Shelley Jones-Holt. Throughout our conversation, we delved into a variety of pressing challenges that leaders face in today’s diverse work environment. Below, we present several pain points discussed during the episode and provide some content to address these issues:
1. Overcoming Assumptions and Stereotyping:
Pain Point: Leaders often fall into the trap of making assumptions based on cultural stereotypes, which can lead to microaggressions and alienation within teams.
Content Focus: Develop educational resources on cultural intelligence that empower leaders to recognize and overcome their implicit biases. Highlight the importance of creating spaces for open dialogue where team members can share their experiences and cultural perspectives. Encourage leaders to ask respectful questions and foster an environment of continuous learning and inclusion.
2. Balancing Authenticity with Professional Responsibility:
Pain Point: Leaders struggle with being authentic while maintaining a sense of professionalism and respect within diverse teams.
Content Focus: Create workshops on emotional intelligence and professional communication that help leaders navigate this balance. Discuss how leaders can express their true selves in ways that build trust and respect without crossing lines of professionalism or causing harm.
3. Navigating the Transition to Entrepreneurship:
Pain Point: Transitioning from traditional roles or systems to entrepreneurship can be challenging, particularly when leaving behind oppressive or restrictive environments.
Content Focus: Offer stories and case studies of successful transitions, emphasizing the strategies used to break free from old systems. Provide guidance on managing change, personal branding, and the emotional journey of “leaving the plantation” to pursue one's dreams.
4. Mental Health in the Workplace:
Pain Point: Authoritarian leadership models and inflexible work cultures can negatively affect employee mental health and well-being.
Content Focus: Craft a series on mental health awareness for leaders, discussing how company culture affects employee health. Introduce leaders to practices and policies that promote mental wellness, such as flexible scheduling and providing mental health resources.
5. Continuous Learning and Self-awareness:
Pain Point: Leaders may remain ignorant about certain cultural experiences, which can create barriers to authentic leadership.
Content Focus: Design learning modules that focus on the importance of self-discovery and cultural education for leaders. Encourage self-assessment tools to help leaders identify areas for growth, particularly in understanding marginalized communities such as the LGBTQIA+ population.
In episode 119, Dr. Shelley Jones-Holt also shared her insights on the significance of personal stories and individualized leadership approaches. The content created to address these issues will aim to provide leaders with practical tools, knowledge, and the inspiration needed to transform their leadership styles and shift towards more authentic, equitable, and inclusive practices.
The Inclusion Bites Podcast is committed to igniting conversations that drive change. We invite you to share your thoughts, stories, or visions by reaching out to Joanne Lockwood at jo.Lockwood@seechangehappen.co.uk. Join us on this journey and be a part of our community that values and uplifts diverse voices and experiences.
Remember, your participation is more than just listening to these conversations; it's about taking action. So, subscribe to Inclusion Bites (https://seechangehappen.co.uk/inclusion-bites-listen) and become an active participant in the change towards a more inclusive world. #InclusionBites
Blog article based on the episode
[Blog Title]
Liberating Leadership: Embracing Authenticity for a Thriving Workplace
[Opening Hook]
Imagine stepping out of a shadow that has long dictated your every move, into a sunlight that warms and welcomes the real you — that's the power of authentic leadership. In the latest riveting episode of Inclusion Bites, titled "Leading with Authenticity," Dr. Shelley Jones-Holt graces us with her insights, encapsulating the essence of what it means to not just lead but to lead with unapologetic truth and courage.
[The Problem]
In a world teeming with hierarchical structures and rigid norms, too many leaders succumb to the temptation of wearing a mask, presenting a façade that aligns with outdated expectations rather than embracing their unique identity. The consequence? A workplace that suffocates authenticity and stifles the voices that could foster innovation and growth. The result is an environment in which diversity is seen, but seldom heard, and inclusion remains a buzzword, not a practice.
Dr. Shelley Jones-Holt, who joined Joanne Lockwood on Inclusion Bites, unraveled this predicament, calling out the systemic strongholds that encroach upon our professional lives. Her analogy to "leaving the plantation" injects a potent visual into the conversation about breaking free from oppressive systems that enslave modern thinking and leadership styles.
[Actionable Items]
How do we cultivate a sanctuary of authenticity? How can we, as leaders, spark a cultural metamorphosis that champions individuality while fostering unity? Dr. Jones-Holt doesn't leave us in the dark. Here are actionable steps you can take to transform your approach to leadership:
Courage and Unlearning:
Before we can lead authentically, we must dismantle the old guard within ourselves. This means bravely unlearning the patterns that bind us to inauthentic behaviors and asking the courageous questions about cultural differences. Remember, ignorance isn't bliss in leadership; knowledge is power.Balance and Respect:
Be an authentic speaker of your truth, but never at the expense of respect for others. Authenticity requires a deliberate dance with tact and consideration, ensuring that our true self serves to uplift rather than undermine.Building Relationships on Solid Foundations:
Draw upon the age-old wisdom of ancient agreements — be impeccable with your word, don't take anything personally, never make assumptions, and always do your best. These principles, as highlighted by Dr. Jones-Holt, are your compass to forming connections that are both genuine and robust.Uncover the Stripes of the Zebra:
In our conversation, Dr. Jones-Holt reminds us that every team member, like the unique stripes of a zebra, has their individual story and needs. Getting to know them beyond their roles not only nurtures a supportive atmosphere but also strengthens team cohesion.Cultivate Psychological Safety:
Create an environment where your team can express their full identities without fear of repercussion. This is where the real magic happens — where innovation is born out of diversity and where inclusion proliferates organically.
[Conclusion and Call to Action]
Leadership is an evolutionary journey, not a static destination. Let's not be content with merely being in charge, but rather lead with a purpose that truly liberates and ignites. Dr. Shelley Jones-Holt's testimony on Inclusion Bites, spearheaded by the ever-engaging Joanne Lockwood, beckons us to strive for a culture where diversity isn't just welcomed — it's celebrated.
Take a moment to reflect on what "leaving the plantation" in your own professional journey would look like. Think about the newfound horizons of possibility that could shape your leadership style and your workplace.
Turn this reflection into action. Be bold. Embrace that authentic core within, and harness it to drive positive change in your organization. Dive deep into "Leading with Authenticity" by listening to our latest episode of Inclusion Bites with Dr. Shelley Jones-Holt, which not only enlightens but empowers.
Let us not just lead with authority but lead authentically. For when we do, we create workspaces not just of compliance, but of vibrant colours and heartfelt allegiance. Assemble your leadership legacy with the authenticity it deserves. Join us in this conversation by subscribing to Inclusion Bites and reach out with your thoughts, stories, or visions for a truly inclusive future.
[Guest Name as a Source of Inspiration]
Dr. Shelley Jones-Holt's compelling narrative and wisdom have been a source of inspiration for this conversation. Her experiences and insights remind us that genuine leadership is rooted in the courage to be ourselves and the resolve to foster an environment where others can do the same.
[Episode Title Mention]
Inspired by our episode "Leading with Authenticity," let us pledge to be the leaders who not only advocate for diversity but live and breathe it. Your journey towards leading a liberated workforce starts here — with each of us making a conscientious decision to transform the very essence of leadership.
Remember: Inclusion isn't just about being allowed to the party — it's about being asked to dance. So let's dance to the rhythm of authenticity, shoulder to shoulder, with courage, respect, and an unwavering commitment to realising true inclusion.
The standout line from this episode
"Authenticity in leadership isn't just about being true to yourself; it's about understanding and valuing the true selves of the people you lead, thereby creating a workplace where everyone can bring their whole selves to the table and thrive." - Dr. Shelley Jones-Holt on The Inclusion Bites Podcast, episode 119: Leading with Authenticity.
❓ Questions
Can you elaborate on the concept of "leaving the plantation" and how did this transition impact your approach to authenticity in your leadership role?
How do you maintain the balance between being authentic in your leadership and retaining a sense of responsibility and respect, especially when delivering difficult messages?
In what ways do you think the oppressive dynamics of certain work environments hinder authentic leadership, and how can one liberate themselves to create more inclusive spaces?
Could you share some strategies or examples of how leaders can challenge themselves to unlearn behaviors that mask their authenticity?
What are some common triggers of inauthenticity in leadership, and how might recognizing these improve our ability to lead with integrity?
How do you incorporate Dom Miguel Ruiz's 4 agreements into your leadership practices to build authentic relationships?
Reflecting on your experience journeying from school systems to entrepreneurship, how has this shift changed your perspective on leadership and equity?
As someone who has parented eight children with different needs, how do you adapt your communication and leadership style to ensure it is inclusive and effectively meets individual needs?
You mentioned the importance of self-awareness and continuous learning. Could you discuss how a leader can stay committed to learning about areas they lack understanding, like the LGBTQIA+ community?
Storytelling can be powerful within leadership. Could you elaborate on how telling and honoring the stories of team members can strengthen a leader's authentic connection with their team?
FAQs from the Episode
FAQ Title: Navigating Authentic Leadership - Insights from "Leading with Authenticity"
Q1: Why is authenticity important in leadership?
A1: Authenticity in leadership fosters trust, promotes open communication, and creates an environment where people feel comfortable being themselves. Dr. Shelley Jones-Holt emphasises that authentic leaders are genuine, transparent, and courageous, which allows them to build other leaders and encourage growth through a foundation of truth and respect.
Q2: Can you explain the term "leaving the plantation" mentioned by Dr. Shelley Jones-Holt?
A2: "Leaving the plantation" is a metaphor used by Dr. Shelley to describe her journey from a restrictive and oppressive traditional work system, such as the school system, to the freedom of entrepreneurship. It symbolises her emancipation from environments that did not foster or celebrate authenticity and mental well-being.
Q3: How does Dr. Shelley Jones-Holt compare schools and workplaces to historical plantations?
A3: Dr. Shelley draws parallels between the dynamics of schools and workplaces with historical plantations, noting how both can have a negative impact on mental health. She suggests that these systems often require individuals to operate in ways that are counterintuitive to thriving, thus reinforcing the need for liberation and authenticity.
Q4: What is Dr. Shelley's take on the balance between authenticity and responsibility?
A4: Dr. Shelley states that authentic expression should be balanced with responsibility and respect. While it is crucial to speak one's truth, it should not be done in a manner that is mean or harmful. This balance is key to authentic conversations and leadership that encompasses empathy and understanding.
Q5: What does operating using Dom Miguel Ruiz's 4 agreements involve in building authentic relationships?
A5: Dr. Shelley mentions the application of Dom Miguel Ruiz's 4 agreements as a means of fostering authentic relationships: being impeccable with your word, not taking things personally, not making assumptions, and always doing your best. These principles help to create a genuine connection and understanding with others.
Q6: How does Dr. Shelley Jones-Holt view storytelling in leadership?
A6: Dr. Shelley advocates for the power of storytelling in leadership as an approach to comprehending the backgrounds and motivations of team members. Storytelling helps in recognising the uniqueness of individuals, facilitating an environment where everyone feels valued and motivated.
Q7: What is the significance of understanding different identities and cultures in leadership, according to Dr. Shelley?
A7: In the episode, Dr. Shelley highlights the importance of leaders being self-aware and committed to learning about various identities and cultures. This understanding is crucial in leading diverse teams and ensuring that support is delivered in a manner that resonates with each person's unique background and circumstances.
Q8: How is psychological safety related to covering and masking one's identity?
A8: Joanne Lockwood brings up the concept of covering and masking, which refers to the effort some individuals make to hide aspects of their identity to fit into the mainstream. Psychological safety is compromised when people feel they cannot show their full selves, leading to reduced well-being and productivity at work.
Q9: What kind of support does Leadership Legacy Consulting offer?
A9: Leadership Legacy Consulting, run by Dr. Shelley Jones-Holt, offers services focused on building authentic leadership and equity. Her organisation assists leaders in becoming more self-aware and effective in supporting their teams' diverse needs.
Q10: How can I share my thoughts or stories with the Inclusion Bites Podcast?
A10: If you'd like to share your input or experiences with the Inclusion Bites Podcast, please contact Joanne Lockwood at jo.Lockwood@seechangehappen.co.uk. Your perspective can provide valuable context to the ongoing conversation about inclusion and diversity in the workplace.
For more insights and engaging discussions, subscribe to the podcast at https://seechangehappen.co.uk/inclusion-bites-listen.
Tell me more about the guest and their views
In this episode of The Inclusion Bites Podcast, we have the pleasure of hosting Dr Shelley Jones-Holt, a recognised leader in the field of courageous leadership and an advocate for authentic engagement in both personal and professional environments.
Dr Shelley Jones-Holt carries an impressive portfolio, having transitioned from the school system into a flourishing entrepreneurship journey, which she metaphorically describes as "leaving the plantation." By using this powerful metaphor, she alludes to the restrictive and oppressive nature of traditional systems that often stifle personal and professional growth. Her move into entrepreneurship represents a conscious step towards liberation and the creation of work-life harmony on her own terms.
In her pursuit of authentic leadership, Dr Jones-Holt emphasises the significance of being true to oneself, and leading with a sense of open transparency. She is a proponent of the idea that authenticity in the workplace starts from childhood and should be nurtured throughout one's development into leadership roles.
Dr Shelley is cautious to balance authenticity with responsibility and respect. She advises that while speaking one's truth is vital, it should never be at the expense of others—meaning that being authentic doesn't equate to being hurtful or mean. Within this framework, she discusses how leaders can actively seek to understand cultural differences and encourages them not to make assumptions but instead to ask courageous questions.
Furthermore, Dr Jones-Holt sees authenticity as a key factor for leadership growth and the development of future leaders. She challenges past models of authoritarian and ego-driven leadership and advocates for a continual improvement mindset. Recognition of triggers that lead to inauthentic behaviour and adoption of practices, such as those outlined in Dom Miguel Ruiz's "The Four Agreements," are encouraged to foster authentic and trustful relationships.
During our conversation, Dr Shelley expounds on the need for self-awareness and ongoing learning for leaders, especially regarding understanding diverse populations, such as the LGBTQIA community. She exhibits a deep commitment to equity, iterating the importance of understanding the unique needs of individuals and providing support that resonates on a personal level, as gleaned from her experience in parenting her eight children, each with different communication styles and needs.
Through Leadership Legacy Consulting and the associated nonprofit Family Legacy 5, Shelley offers various services that reflect her values and mission in leadership. She is passionate about storytelling as a leadership tool, and about building an inclusive environment by truly getting to know team members and accounting for their individual contexts.
In summary, Dr Shelley Jones-Holt is not just discussing leadership theories but is putting them into practice with a focus on openness, responsibility, life-long learning, and compassion. Her approach to leadership is one that resonates deeply within the ethos of The Inclusion Bites Podcast, as we continue to explore the depth and breadth of what it means to lead with authenticity and inclusion at the fore.
Ideas for Future Training and Workshops based on this Episode
Based on the insights shared by Dr. Shelley Jones-Holt in the episode "Leading with Authenticity" on The Inclusion Bites Podcast, here are some ideas for future training and workshops that could be developed:
Authentic Leadership Masterclass:
A workshop that dives into the principles of authentic leadership, teaching participants how to be true to themselves while respecting others.
Exploration of personal values and how they align with leadership styles.
Strategies for fostering authentic communication and creating psychologically safe workspaces.
Building Inclusive Cultures:
Training focused on understanding cultural diversity and dismantling stereotypes.
Engaging exercises that encourage participants to explore their unconscious biases and how to overcome them.
Case studies on the impact of microaggressions and how to address them constructively.
Managing Mental Health in the Workplace:
Workshops discussing the importance of recognizing the mental health needs of employees.
Strategies for implementing mental health programs that cater to diverse employee needs.
Encouraging courageous conversations about mental health and reducing stigma.
Embracing Courage in Diversity:
A series of sessions that explore the concept of courage in asking questions and engaging with diverse cultures.
Developing skills for empathetic listening and responding to the unique needs of a diverse team.
Role-playing activities to practice addressing cultural differences and misunderstandings effectively.
The Authentic Storyteller:
Training that harnesses the power of storytelling in leadership to connect and inspire teams.
Sessions on crafting personal narratives that resonate and encourage inclusivity.
Exercises in active listening to better understand the stories of team members and their backgrounds.
Equity-Focused Leadership Development:
A development program dedicated to embedding equity in leadership practices.
Workshops on identifying and addressing systemic issues within organizations.
Action planning for creating a culture of equity, including equitable decision-making and resource distribution.
Unlearning for Leaders:
Workshops aimed at helping leaders unlearn outdated leadership models and embrace new paradigms.
A combination of theoretical understanding and practical application of contemporary leadership approaches.
Leading with the 4 Agreements:
Training inspired by Dom Miguel Ruiz's four agreements, focusing on impeccable speech, not taking anything personally, not making assumptions, and always doing one's best.
Role-play scenarios to demonstrate how to incorporate these agreements into daily leadership tasks.
Embracing Parenting Lessons in Leadership:
Unique training that parallels parenting techniques with leadership skills, exploring how the nurturing and guiding aspect of parenting can inform a more empathetic leadership style.
Discussions on adapting communication and support approaches to the individual needs of team members.
From Plantation to Empowerment:
A workshop inspired by Dr. Shelley Jones-Holt's metaphor for her transition to entrepreneurship.
Identifying oppressive traditions in work cultures and strategizing ways to liberate and empower employees for better well-being and productivity.
Every workshop and training session would be designed to foster inclusion, drive change, and challenge norms within the workplace, all well-aligned with the ethos of The Inclusion Bites Podcast.
🪡 Threads by Instagram
Dr Shelley Jones-Holt is joining us on Inclusion Bites to share why asking about cultural differences is paramount for true leadership. Tune in to discover the courage of authentic conversation!
Ever felt trapped in traditional work structures? Shelley draws parallels to plantations, advocating liberation through entrepreneurship. A must-listen for would-be entrepreneurs!
Shelley's journey from school system to creating Leadership Legacy Consulting is a testament to building work-life harmony. Delve into her insights on shaping your own path.
Authenticity in leadership isn't just buzzwords. Shelley stresses its core role in serving team needs effectively. Dive into this conversation to redefine your leadership style.
Psychological safety can't be overlooked. Shelley addresses the hidden struggles of minoritized people at work. Join us for a dialogue on creating an inclusive, empowering workspace.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Title: "Authentic Leadership: Embracing Individuality for Team Success"
Script:
Welcome to Leadership Insights Channel! Today we're exploring a common dilemma faced by many leaders: How can you lead authentically while ensuring respect and responsibility within your team?
Now, imagine you're at the helm of a diverse team. Each member brings a unique background and set of values to the table. The problem? You might be unsure how to integrate these differing perspectives without causing friction or misunderstanding.
Here's the solution: Be the embodiment of authenticity yourself. Show up as you are – open, transparent, and genuine. When your team sees this, they're more inclined to reciprocate, creating a culture of trust.
So, what actions and behaviours can foster such a positive outcome?
First, never presume to understand cultural differences; have the courage to ask questions instead. Encourage dialogue and show a willingness to learn from your team members. This approach not only broadens your perspective but also validates the experience and identity of each individual.
Second, balance candidness with sensitivity. Speaking your truth doesn't mean being hurtful. Always consider the impact of your words. Equitable treatment and respect for personal boundaries are crucial in maintaining team morale.
Third, get to grips with your team's diverse needs. Authentic leadership isn't a one-size-fits-all; it's about knowing who you're leading and how best to support them. Adapt your style to resonate with each person. Just as a parent would support their children differently, a leader must cater to the individual needs of their team members.
Lastly, embrace continuous learning—whether that's related to new managerial techniques or understanding diverse populations, such as the LGBTQIA community. Take responsibility for your own knowledge gaps and strive to fill them—this sets a powerful example.
By fostering an environment where everyone feels seen and valued, you're not just leading authentically; you're also cultivating a productive and harmonious workplace. Remember, your leadership journey is about continual self-improvement and empathy.
In conclusion, embody the change you wish to see, encouraging your team to be their most authentic selves, and watch as this transformation leads to remarkable team success. Stay tuned for more Leadership Insights!
SEO Optimised Titles
Embracing Cultural Curiosity: 5 Steps to Authentic Leadership | Dr. Shelley @ Leadership Legacy Consulting
Breaking Free: The Journey from Restrictive Roles to Entrepreneurship | Dr. Shelley @ Leadership Legacy Consulting
Unlearning to Lead: The Courageous Path to True Authenticity | Dr. Shelley @ Leadership Legacy Consulting
Email Newsletter about this Podcast Episode
Subject: Uncover Authentic Leadership with Dr. Shelley Jones-Holt on Inclusion Bites 🌟
Hey there, Inclusion Crusaders!
It's high time for a fresh episode of Inclusion Bites that will have you rethinking everything you thought you knew about leadership. Our latest chat features the incredible Dr. Shelley Jones-Holt, who brings a whole new level of realness to the table.
🚀 Today's Must-Hears:
Why your own authenticity is a non-negotiable in leadership (yeah, it's that important).
The art of questioning cultural differences without the awkwardness.
How a genuine conversation can trump any scripted dialogue - let's keep it real, shall we?
The transition from traditional frameworks to entrepreneurial freedom – it's all about 'leaving the plantation.'
The importance of self-awareness and ongoing learning for today's leaders. Time to hit the books (or the podcasts)!
Did you know Dr. Shelley runs her leadership coaching through a nonprofit as well? Talk about walking the walk when it comes to supporting her community! 🌱
So what's the game plan? Flex those fingers and hit the play button. Your next leadership lesson awaits and is sure to flip the script on what you thought leading authentically was all about.
Ready to dive in? Leap over to our episode "Leading with Authenticity" and brace yourself for some serious inspiration. Don't forget to drop us a message at jo.lockwood@seechangehappen.co.uk with your thoughts, stories, or visions for a more inclusive world.
Keep striving, keep thriving, and remember to keep the conversation as authentic as your leadership style.
Stay dazzling,
Joanne Lockwood & the Inclusion Bites Team
P.S. Share the love and spread the word. Inclusive leadership is too good to keep to yourself. 🌍💬
Want even more tasty bites of inclusion? Bookmark our podcast page and never miss an episode: https://seechangehappen.co.uk/inclusion-bites-listen #InclusionBites
SEE Change Happen – Driving Inclusion & Belonging
LinkedIn: Joanne Lockwood | Twitter: @jo_lockwood1965 | Web: seechangehappen.co.uk
Potted Summary
Intro:
In today’s Inclusion Bites episode, Joanne Lockwood welcomes Dr. Shelley Jones-Holt to explore 'Leading with Authenticity'. Shattering the normative shackles of oppressive systems, Dr. Shelley shares invigorating insights on the journey to self-liberation and the profound impact of authentic leadership in fostering growth and inclusivity.
In this conversation we discuss:
👉 Cultural curiosity
👉 Storytelling in lead.
👉 Role of microaggres.
Here are a few of our favourite quotable moments:
"Authenticity in leadership isn't just about being open, it's about being open to learning."
"Understanding individual needs tailors leadership beyond a one-size-fits-all."
"Equity in leadership requires knowing your team as human beings, not just workers."
Summary:
Dive into a conversation that cuts to the core of authentic leadership with Dr. Shelley Jones-Holt on Inclusion Bites. Experience an empowering discussion on cultural awareness, the profound ability of stories in leadership, and the pivotal role of tackling microaggressions. Ready to challenge the status quo? Listen now to hone your leadership strategy for a more inclusive and equitable work environment. #InclusionBites
LinkedIn Poll
Opening Summary for Context:
In our latest episode of The Inclusion Bites Podcast, titled "Leading with Authenticity," Dr. Shelley Jones-Holt shared invaluable perspectives on creating genuine leadership and the courage to embrace cultural differences. We uncovered how authenticity and leadership are intertwined and why it's crucial to nurture a work environment that values open dialogue, personal backgrounds, and cultural understanding.
Poll Question: What is the key to leading with authenticity?
🔑 Responses:
Self-Awareness 🧠 #AuthenticLead
Open Dialogue 🗣️ #InclusiveTalk
Challenging Biases ✊ #BiasCheck
Embracing Differences 🤝 #CulturalDiversity
Why Vote Closing:
Your insights matter! By voting in this poll, you contribute to a broader conversation on authentic leadership and inclusion. It also allows you to reflect on your values as a leader or team member and see where others stand. Don't miss the chance to have your say and perhaps learn what aspects to incorporate into your own leadership style. #LeadAuthentically #InclusionBites
Highlight the Importance of this topic on LinkedIn
🌟 Just finished an empowering episode of Inclusion Bites - 'Leading with Authenticity' with the exceptional Dr. Shelley Jones-Holt and had to share the insights! 🎧
In our ever-evolving industry, embracing authenticity in leadership isn't just 'nice to have', it's pivotal. 💡
🤝 Authenticity builds trust.
🌀 Courage to unlearn builds resilience.
🏋️♂️ Understanding individuality builds strong teams.
Here's why:
✔️As leaders, or HR/EDI professionals, we’re more than decision-makers and strategists; we’re culture shapers.
✔️Courageous conversations and genuine relationships are our tools in crafting inclusive environments where everyone thrives. 🌱
Dr. Shelley's metaphor of "leaving the plantation" is a powerful reminder of the oppressive systems we must dismantle. We're tasked with pioneering flexible, liberating work cultures. 🚀
All the more reason to foster psychological safety and address issues head-on. No more 'invisible work' or 'hiding part of one's identity.'
Let's listen, learn, and lead with equity and authenticity at the heart of all we do.
#InclusionBites #AuthenticLeadership #DiversityAndInclusion #HR #EDI #CultureChange
L&D Insights
Senior Leaders, HR, and EDI professionals, our latest episode of Inclusion Bites— "Leading with Authenticity" with Dr Shelley Jones-Holt, is a treasure trove of insights and strategies for fostering truly inclusive environments. 🚀 Here's a succinct rundown from the L&D lens to leverage in your roles:
✨ Authenticity is the heartbeat of leadership: Dr. Jones-Holt illuminates the vital need for leaders to embody transparency and openness, demonstrating that authentic leadership is a catalyst for growth and nurturing future leaders. An "aha moment" here is the recognition that leading authentically does not equate to being unfiltered but is about respectful, responsible truth-telling. 🗣️
🔍 The necessity of self-awareness: A key takeaway is the need for continuous personal development and courage in leadership, especially in supporting diverse populations. The resource urges a pivot towards leaders owning their learning journey with fervour. 📚
🔑 Embracing discomfort as a growth tool: Dr. Shelley stresses that moving away from traditional, often oppressive work systems (described metaphorically as "leaving the plantation") can lead to rich self-discovery and innovation. The "aha" here is that liberation from restrictive norms paves the way for flexible work-life integration and mental health benefits. 🌱
🌟 Equity in personalisation: The importance of understanding the individual needs of team members and offering customised support resonates strongly, pushing for equity over blanket approaches. Leaders are reminded to know their teams on a human level — an invaluable "aha" in driving inclusive practices. 👥
🏅 Leadership's hidden curriculum: The mental gymnastics performed by those who conceal parts of their identity is daunting and detrimental to wellbeing. Leaders must work towards psychological safety to minimise the need for covering and masking, enhancing authenticity and productivity. 🌈
Based on these insights, professionals should:
Craft genuine narratives in their leadership style, anchored in respect and recognising the power of vulnerability.
Pursue continuous learning fervently, particularly in topics that widen the lens of inclusion, like cultural competency and implicit bias.
Critically reflect on their leadership models and consciously move towards enabling ownership and empowerment within teams.
Adopt a personalised approach to leadership, acknowledging and valouring the unique circumstances and contributions of each team member.
📣 Bring these practices into your sphere of influence for a transformative shift in cultivating inclusive cultures. And for those thirsty for more than a sip of knowledge, the full feast awaits at Podcast URL.
📢 Social Sharing Hashtags:
#AuthenticLeadership
#InclusionRevolution
#DiversityMatters
#LeadershipGrowth
#EquityInAction 🎯
Shorts Video Script
Title: Unmask Authentic Leadership & Empower Diversity 👥💪 #UnleashPotential #LeadDifferently
(Text on screen: "Dare to Lead Authentically! 👥")
Hey there! Have you ever considered what it takes to be a truly authentic leader? It's not just about being genuine—it's about embracing and understanding cultural differences without making assumptions. Let's face it, even the best intentions can lead to misunderstandings if we don't have the courage to ask questions and learn.
(Text on screen: "Break Free & Thrive 🌱")
Imagine breaking away from traditional, restrictive leadership models—those that feel like a figurative plantation. You know, where everything is structured to fit a mould and there's little room for autonomy or creativity. Instead, think about leading in a way that liberates you and your team, where flexibility and balance are key to collective success.
(Text on screen: "Speak Your Truth, Respectfully ✊")
An essential part of being an authentic leader is speaking your truth. But remember, this isn't a green light to be mean or harmful. It's about finding that balance—respect and responsibility are just as important as authenticity.
(Text on screen: "Nurture by Knowing 🌟")
When it comes to leadership, one size definitely does NOT fit all. Understanding the individual needs of your team is crucial. It's about delivering support in a way that resonates with everyone's unique communication styles and personalities.
(Text on screen: "Continuous Learning, Continuous Leading 🔍")
Self-awareness is key to continuous improvement in leadership. Always take responsibility for your learning, especially in areas you're unfamiliar with, like understanding diverse populations. Learning is a never-ending journey, and as you grow, so does your capacity to lead effectively.
(Text on screen: "Inclusive Leadership Equals Empowered Teams 💼")
Finally, create an empowering environment by avoiding dictatorial approaches. The way forward is an inclusive one where you're open to learning about different identities and cultures, which makes everyone feel at home and able to do their best work.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
Hashtags:
#AuthenticLeadership
#CulturalIntelligence
#LeadWithEmpathy
#DiversityInAction
#InclusiveExcellence
Glossary of Terms and Phrases
Here are several concepts and terms discussed in the episode of "The Inclusion Bites Podcast" that may not be frequently used in everyday conversation, along with their implied definitions as they pertain to the episode:
Authentic Leadership:
Leadership style that focuses on being genuine, transparent, and true to one's values and beliefs while encouraging openness and honesty in communication.
Leaving the Plantation:
A metaphor used by Dr Shelley Jones-Holt to describe her transition from traditional, oppressive work environments to becoming an entrepreneur; symbolises emancipation and liberation from rigid systems.
Authentic Relationships:
Connections with others that are built on honesty, integrity, and a true understanding of each person's unique self, without facades or pretences.
Covering and Masking:
The act of hiding aspects of one's identity to fit in or to comply with social norms in a particular environment, which can compromise psychological safety.
Microaggressions:
Subtle, often unintentional, everyday actions or statements that indirectly or directly discriminate against members of a marginalised group; these can be based on race, gender, sexual orientation, religion, etc.
Implicit Bias:
The subconscious attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner, often leading to prejudiced behaviour.
Dom Miguel Ruiz's 4 Agreements:
A set of principles for personal development and building authentic relationships, inspired by the author's Toltec spiritualist beliefs.
Psychological Safety:
A shared belief that the team is safe for interpersonal risk-taking, which allows individuals to express ideas, questions, and concerns without fear of reprisal or ridicule.
Equity in Leadership:
The practice of fair treatment, access, opportunity, and advancement for all people in leadership roles while striving to identify and eliminate barriers that have prevented the full participation of some groups.
Stereotypes:
Widely held but fixed and oversimplified images or ideas about a particular type of person or thing, which may lead to prejudiced attitudes or actions.
Understanding these concepts can enhance the listener's appreciation of the depth and nuances involved in discussions around inclusion, diversity, and leadership.
SEO Optimised YouTube Content
Focus Keyword: Authentic Leadership
Title: Authentic Leadership: The Heart of Culture Change | #InclusionBitesPodcast
Tags: authentic leadership, culture change, leadership skills, inclusive leadership, leadership authenticity, nurturing belonging, diversity in leadership, leadership mindset, courageous leadership, transformative leadership, team empowerment, leading with authenticity, positive people experiences, creating inclusive cultures, authenticity in the workplace, authentic communication, growing leaders, leadership development, unlocking potential, self-awareness in leadership, embracing diversity, leadership legacy, equity-focused leadership, authentic decision-making, leading by example
Killer Quote: "Leading with authenticity not only means being true to oneself, but also embracing the responsibility to foster an environment where others can do the same." - Dr Shelley Jones-Holt
Hashtags: #AuthenticLeadership, #CultureChange, #InclusionBites, #PositivePeopleExperiences, #InclusiveLeadership, #LeadershipSkills, #TransformativeLeadership, #NurturingBelonging, #DiversityAndInclusion, #CourageousLeadership, #TeamEmpowerment, #Authenticity, #LeadershipMindset, #UnlockingPotential, #SelfAwareness, #LeadershipDevelopment, #EquityInLeadership, #InclusiveCulture, #AuthenticCommunication, #LeadingByExample
Why Listen:
Join us today on the Inclusion Bites Podcast, where we take a deep dive into the essence of Authentic Leadership and how it serves as the crux of Culture Change within any organisation. Shelley, a seasoned leadership expert, pulls back the curtain on what it means to lead authentically and how it transforms the relationship between leaders and their teams. During our enlightening discourse, we emphasise the relevance of "Positive People Experiences", as it's these interactions that can sculpt or skew the perception of leadership and ultimately, the dynamics within teams.
Throughout this episode, Shelley and I explore the delicate balance of transparency and vulnerability, intricately intertwined with the onus of leading with empathy and respect. We discuss how from early childhood to the boardroom, authenticity sets the stage for building relationships and creating environments that encourage open dialogue and mutual understanding. Shelley shares her profound insights on her transition from the restrictive confines of traditional systems, what she describes as "leaving the plantation", to the liberating journey of entrepreneurship.
Listeners will uncover the perils of historical leadership models that have favoured authority and ego over the holistic development of teams. We delve into the challenges and techniques to overcome triggers for inauthentic behaviour by referencing Dom Miguel Ruiz's famed 4 agreements, which Shelley believes are instrumental in establishing genuine connections.
Undoubtedly, you’ll find it intriguing when we touch upon how leadership is not a static skill but a dynamic voyage that calls for constant evolution and self-improvement. You will hear firsthand how Shelley navigates being a parent to eight unique individuals and how this has shaped her approach to leadership – catering to individual needs while driving collective success.
Buckle up, as we lay bare the importance of self-awareness and the continuous journey of learning to be the crux of effective leadership. Shelley provides practical guidance for leaders yearning to foster a culture that values equity, urging them to move beyond superficiality and delve into truly understanding the needs and aspirations of those they serve.
In this must-listen episode, we also unmask the invisible labour that people from marginalised groups undertake to conform to mainstream expectations, which Shelley equates to mental gymnastics impacting productivity. The discourse spans the vital role storytelling plays in humanising the workforce, creating an inclusive and psychologically safe space that can boost both individual welfare and overall organisational health.
Finally, listeners will be empowered by Shelley's affirmations on the significance of leaders championing the path for others, akin to being both the sweeper and skip in curling, and why courageous decision-making lies at the heart of impactful leadership.
So, don an explorer's hat, and get ready to embark on a journey through the realms of Authentic Leadership – a beacon for Culture Change and the keystone to fostering Positive People Experiences across the tapestry of diversity.
Closing Summary and Call to Action:
Key Learning Points and Actionable Insights:
Understand and Embrace Authentic Leadership: It's more than just being genuine; it’s about fostering transparency and empathy within your teams.
Balance Authenticity with Responsibility and Respect: Always communicate your truths in ways that are constructive, not harmful.
Recognise the Restrictive Norms and Have the Courage to Leave: Like Shelley's metaphor of "leaving the plantation", be prepared to step out of comfort zones to foster genuine change.
Value Each Person’s Individual Needs: Learn from Shelley’s parenting experience. Tailor your leadership style to resonate with different communication styles and needs.
Push for Self-Awareness and Lifelong Learning: Commit to continuous self-improvement, especially in areas unfamiliar to you.
Create a Culture that Values Equity: Know your team members personally to understand their backgrounds and motivations.
Understand the Invisible Labour of Minority Groups: Acknowledge the extra efforts taken by marginalised individuals to fit into corporate cultures.
Encourage Storytelling in Leadership: Use personal narratives to break down barriers and foster a greater understanding of team members.
Leverage the Power of Vulnerability: Share your own experiences and be willing to learn from others, showing that leadership is a collaborative process.
Navigate Biases and Microaggressions: Be proactive in challenging stereotypes and implicit biases to create an inclusive environment.
Be Open to Being Led: Embrace the mindset that a good leader also knows when to follow and when to enable others to lead.
Promote Psychological Safety: Leaders are responsible for creating a safe space for team members to express their ideas and concerns.
Outro:
Thank you so much for tuning in to today's episode on Authentic Leadership, the pulse point of Culture Change, here on the Inclusion Bites Podcast. If this conversation resonated with you, please like and subscribe to our channel. You can find more insightful episodes and information on authentic leadership and inclusive practices.
For more details, visit the SEE Change Happen website at https://seechangehappen.co.uk.
You can also delve deeper into our episodes on The Inclusion Bites Podcast at https://seechangehappen.co.uk/inclusion-bites-listen.
"Stay curious, stay kind, and stay inclusive - Joanne Lockwood"
Root Cause Analyst - Why!
Problem: A key issue highlighted during the "Leading with Authenticity" episode is the prevalence of inauthentic leadership within organisations.
Why does this problem exist?
Inauthentic leadership often exists due to leaders feeling the need to conform to outdated leadership models which prioritise authority and control over transparency and vulnerability.
Why do leaders feel the need to conform to these outdated models?
Many leaders conform due to a lack of exposure to alternative, more authentic leadership practices. They may also feel pressure to maintain the status quo because they perceive it as safer or more accepted by upper management and organisational culture.
Why is there a lack of exposure to authentic leadership practices?
There is often inadequate training and development focused on modern leadership skills that include elements of authenticity and emotional intelligence. Additionally, traditional leadership paradigms have been deeply entrenched in many organisations for so long that they overshadow newer approaches.
Why is the training inadequate?
Organisations may not recognise the value of investing in leadership training that focuses on authenticity. They might undervalue the impact that authentic leadership has on employee engagement, well-being, and performance.
Why do organisations not recognise the value of authentic leadership?
This may stem from a lack of awareness or understanding of the benefits of authentic leadership. There's also a possibility that the metrics used to assess leadership success are skewed towards short-term results rather than long-term growth and sustainability, including the health of the workplace culture.
Summary and Potential Solutions:
The root cause of inauthentic leadership appears to be a combination of adherence to traditional leadership models, a lack of exposure to and training in authentic leadership practices, and organisational cultures that do not recognise or reward the long-term benefits of authenticity in leadership.
Solutions:
Develop and implement leadership training programmes that focus on authentic leadership, emotional intelligence, and inclusive practices.
Encourage and facilitate open conversations about leadership styles and their impact on the organisation to raise awareness about the benefits of authenticity.
Re-evaluate leadership success metrics to balance short-term results with the importance of long-term cultural health and employee development.
Create a safe environment where leaders can experiment with authentic leadership practices without fear of negative consequences.
Share success stories and case studies within the organisation to demonstrate the positive impact of authentic leadership, thus encouraging others to adopt similar approaches.
These steps could be incorporated into the organisational strategy to gradually shift the culture towards one that supports and values authentic leadership.
TikTok/Reels/Shorts Video Summary
Focus Keyword: Authentic Leadership
Title: Authentic Leadership in D&I Cultures | #InclusionBitesPodcast
Tags: Authentic Leadership, Diversity and Inclusion, Positive People Experiences, Culture Change, Leading with Authenticity, Inclusive Leadership, Equity in Leadership, Dr Shelley Jones-Holt, Joanne Lockwood, Unlearning for Growth, Courageous Conversations, Self-awareness in Leaders, Continuous Learning, Leadership Legacy Consulting, Equity and Understanding, Team Dynamics, Empowering Work Environment, Authentic Conversations, Leadership Skills, Inclusive Workplaces, Storytelling in Leadership, Bias and Stereotypes, Inclusion Bites, Leadership Development, Impactful Leadership,
Killer Quote: "We're talking about leading from a place where we cultivate Positive People Experiences daily; that's the heart of Culture Change, isn't it?" - Dr Shelley Jones-Holt
Hashtags: #AuthenticLeadership, #DiversityAndInclusion, #PositivePeopleExperiences, #CultureChange, #JoanneLockwood, #DrShelleyJonesHolt, #InclusionBitesPodcast, #CourageInLeadership, #LeadershipDevelopment, #EquityInLeadership, #UnlearningGrowth, #SelfAwareness, #ContinuousLearning, #InclusiveWorkplace, #TeamDynamics, #EmpoweringEnvironment, #AuthenticConversations, #InclusiveCulture, #PositiveChange, #LeadershipSkills
Description: Are you seeking inspiration on how to lead with genuineness and impact? Dive into 'Authentic Leadership in D&I Cultures' on this week's Inclusion Bites episode, featuring the insight of Dr Shelley Jones-Holt. Recorded to enlighten leaders about the power of Positive People Experiences, this dialogue is an essential dose of wisdom for anyone keen to drive Culture Change. Shelley's perspective on authenticity in the workplace illuminates the crucial balance between being true to oneself and respecting diversity within teams. Why listen? To reframe your leadership approach, encourage unlearning for authenticity, and empower your decision-making with respect to individual identities. Your call to action is to absorb every meaningful minute of this essential conversation optimised around Authentic Leadership, only on Inclusion Bites. Join us and become a part of the movement toward more inclusive cultures.
Outro: Thank you ever so much for tuning in. If our conversation about Authentic Leadership struck a chord, then do like and subscribe to the channel for more insightful content. You can delve deeper and find more episodes brimming with wisdom by visiting the SEE Change Happen website, https://seechangehappen.co.uk.
Listen to the full conversation with Shelley, and many other fascinating guests on "The Inclusion Bites Podcast" here: https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Canva Slider Checklist
Episode Carousel
Slide 1: Provoking Question
"Is Leading with Authenticity in the Workplace an Ideal or a Practical Necessity?"
Ponder what true leadership means to you and the role authenticity plays in inspiring change. 🤔✨
Slide 2: Leadership Insight
"Unmask the Power of Authentic Leadership with Dr. Shelley Jones-Holt"
Delve into a candid discussion on how authentic conversations and leadership can begin as early as childhood. 🌱🗣️
Slide 3: Breaking Free
"Leaving the Plantation – Embrace the Liberation from Traditional Systems"
Explore Dr. Shelley's metaphor for stepping into the freedom of entrepreneurship and the impact on mental health and growth. 🦋🔄
Slide 4: A New Perspective
"Are You Ready to Transform Your Leadership Approach?"
Discover the dynamics of schools and workplaces through a fresh lens and learn the value of countering intuition to thrive. 🔄💡
Slide 5: Call to Action
"Join the Bold Quest for Inclusive Leadership on The Inclusion Bites Podcast!"
Tune into Episode 119, 'Leading with Authenticity', for your weekly dose of empowerment from host Joanne Lockwood and our esteemed guest, Dr. Shelley Jones-Holt. 🎧🚀
👉 Listen now link in bio! #InclusionBites #AuthenticLeadership #CourageousConversations
6 major topics
Blog Post Title: Navigating Authentic Leadership and Inclusion with Dr. Shelley Jones-Holt
Meta Description: Explore the realms of authentic leadership and inclusion with insights from Dr. Shelley Jones-Holt, highlighting the courage to embrace diversity, and the power of understanding cultural differences.
Introduction:
Hey, it's Joanne Lockwood here, and I recently had the pleasure of sitting down with the phenomenal Dr. Shelley Jones-Holt, a beacon of courageous leadership, equity, and authenticity. Our heart-to-heart conversation uncovered layers of wisdom that not only sparked my intellect but reminded me of the pivotal role leaders play in nurturing inclusive environments. From discussing the essence of authenticity in leadership to the liberation from oppressive systems, we traversed a journey that's bound to resonate with many. So, without further ado, let's bite into the great unpacking of these riveting topics.
Authenticity Begins with Curiosity
When Dr. Shelley Jones-Holt and I conversed about authenticity, a surprising revelation emerged – it all begins with a genuine curiosity and the bravery to ask questions about cultural differences. Shelley underscored the precious balance between being one's true self and respecting others. Have you ever pondered how your questions can bridge gaps and enhance your understanding of the myriad cultures around you?
Liberation from the Plantation
"The Great Escape" might evoke images of a Hollywood movie, but for Shelley, it signified her transition from the education system to entrepreneurship. Her metaphor, "leaving the plantation," calls upon not just an image of geographical change but a shift in mindset too. Can you identify moments in your career when you've felt the need to free yourself from the confines of traditional systems?
The Path to Authentic Leadership
"True Colours of Leadership" isn't just a metaphor—it's an ethos. Shelley and I explored what it truly means to lead with authenticity. Authentic leaders stand out for their ability to be open and transparent, but did you know that this vulnerability is exactly what fosters growth and builds more leaders? What does authenticity in your own leadership style look like?
Leadership as Skill and Art
Crafting a masterpiece requires skill and heart, just like leadership. When Shelley delved into the challenges of overcoming authoritarian and ego-driven leadership models, I couldn't help but wonder: what triggers may be causing us to stray from authenticity, and how can we realign our approach to leadership with our true selves?
The Ripple Effect of Storytelling in Leadership
"Once Upon a Team…" could be how Shelley starts her narrative on the potency of storytelling in leadership. Our dialogue went beyond the tales, focusing on how these shared experiences foster a deeper connection with team members. What stories are you sharing, and how are they shaping your leadership landscape?
The Balancing Act of Diverse Identities
Lastly, we broached the subject of retaining one's identity amidst the cultural mosaic of modern workplaces. I described the challenging art of covering and masking, necessitating psychological safety. Shelley emphasised the load carried by those forced to hide parts of their identity, affecting productivity and well-being. Have you considered how your environment supports or suppresses the full spectrum of identities?
Conclusion:
From our illuminating heart-to-heart, it's unmistakably clear that the road to authentic leadership is paved with the richness of diversity, the bravery to embrace our authentic selves, and the necessity to foster environments where every individual feels truly included. Each one of us plays a significant part in this journey, but perhaps the most exciting part is that we're continually learning and evolving. What will your next step be in leading with authenticity and promoting inclusion?
TikTok Summary
🎙️✨ Dive into the heart of inclusion with The Inclusion Bites Podcast! 🌈 Bite-sized brilliance, packed with powerful talks that challenge norms & ignite change. Join host Joanne Lockwood in episode 119 as Dr. Shelley Jones-Holt champions Leading with Authenticity. Discover the courage to question, listen for unspoken stories, and lead with a genuine spirit. Don't settle for surface-level—gain insights to reshape your world!
👉 Tap in for transformation: your journey to embracing diversity starts here! 🔗 https://seechangehappen.co.uk/inclusion-bites-listen #InclusionBites #AuthenticLeadership #CourageousConversations
Slogans and Image Prompts
Sure, here are some slogans, soundbites, and quotes from the Dr. Shelley Jones-Holt episode, "Leading with Authenticity" on the Inclusion Bites Podcast, that could be turned into memorable merchandise:
Slogan/Quote: "Ditch Assumptions, Embrace Questions"
Hashtag: #DitchAssumptions
AI Image Prompt: Visualise an open book with the words "Ditch Assumptions, Embrace Questions" on the left page and the right page showcasing diverse illustrated faces engaged in conversation, surrounded by a vibrant watercolour background.
Slogan/Quote: "Authenticity Over Ego"
Hashtag: #AuthenticityOverEgo
AI Image Prompt: A minimalist design featuring the silhouette of a person casting a shadow with superhero confidence and the phrase "Authenticity Over Ego" boldly emblazoned above, with elements such as a cape and mask fading away to signify shedding ego.
Slogan/Quote: "Courage to Unlearn and Relearn"
Hashtag: #CourageToUnlearn
AI Image Prompt: A phoenix rising from the ashes, symbolising rebirth, with the text "Courage to Unlearn and Relearn" incorporated into the wings in a tasteful script font, all against a sunset gradient backdrop.
Slogan/Quote: "Leave the Plantation, Find Liberation"
Hashtag: #FindLiberation
AI Image Prompt: An image of chains breaking, transforming into birds flying free from the constraints with "Leave the Plantation, Find Liberation" in bold, freeing script around the image, giving a sense of empowerment and release.
Slogan/Quote: "Authentic Leaders Build Leaders"
Hashtag: #AuthenticLeaders
AI Image Prompt: A forest of mighty oak trees with acorns falling and growing into new oaks, with "Authentic Leaders Build Leaders" artistically interwoven among the branches and roots, symbolising growth and development.
Slogan/Quote: "Speak Your Truth With Respect"
Hashtag: #SpeakYourTruth
AI Image Prompt: A mouth with sound waves emanating from it, forming the words "Speak Your Truth With Respect" with each sound wave a different colour to represent diversity and harmonious discourse.
Slogan/Quote: "Be the Curling Leader – Sweep the Path"
Hashtag: #CurlingLeader
AI Image Prompt: An ice curling scene with one person sweeping fervently with the text "Be the Curling Leader – Sweep the Path" arching over the top, the stone symbolising initiative, and the sweeper leadership nurturing the way.
Slogan/Quote: "Understanding is the Root of Inclusion"
Hashtag: #RootOfInclusion
AI Image Prompt: An intricate tree with roots forming the shape of diverse human faces and text "Understanding is the Root of Inclusion" encircling the design, symbolising interconnectedness and foundation of inclusive cultures.
These slogans can be adapted to fit various merchandise such as cups, mugs, t-shirts, or stickers and be made visually engaging to create unique and desirable items for fans of the podcast and the message it shares.
Inclusion Bites Spotlight
In this enlightening edition of The Inclusion Bites Podcast, we are honoured to welcome the renowned Dr. Shelley Jones-Holt who brings a wealth of experience and a refreshing narrative on the essence of leading with authenticity. As a distinguished leadership coach, author, and speaker, Dr. Jones-Holt unpacks the profound concept of "leaving the plantation" to embrace the enriching journey from customary educational frameworks to the realm of entrepreneurship.
Throughout the episode aptly titled "Leading with Authenticity," Dr. Jones-Holt champions the importance of authenticity in leadership—a value that must be nurtured from childhood. She navigates us through the delicate balance between being a true-to-self leader with the exercised responsibility and respect that one must maintain, ensuring that one's truth is not detrimental to others.
Her trailblazing metaphor is not merely about professional transition but a call to break free from traditional systems that may unwittingly mirror the oppressive nature of historical plantations. Dr. Jones-Holt provides a striking comparison as she discusses how these dynamics can affect mental health and underscores the vital necessity for leaders to adopt counterintuitive strategies to foster both personal growth and team development.
This profound dialogue resonates with any listener looking to cultivate genuine, empowering leadership dynamics within their sphere of influence. Tune into this episode to embrace the courageous path of Leading with Authenticity, a stepping stone towards transforming the realm of leadership with Dr. Shelley Jones-Holt's trailblazing insights. #InclusionBites
YouTube Description
Title: Leading with Authenticity | Dr. Shelley Jones-Holt on Inclusion Bites
Description:
Are conventional leadership models failing us? #AuthenticLeadership requires ditching assumptions, embracing cultural differences, and showing up with unwavering authenticity. On this episode of Inclusion Bites, Joanne Lockwood (#JoLockwood) is joined by the indomitable Dr. Shelley Jones-Holt, a courageous leadership coach and a beacon for systemic change, as they dismantle the restricting narratives of traditional leadership and plant the seeds for transformational change in today's workforce.
The #InclusionBites Podcast is your gateway to challenge norms and evoke real change in the workplace—where diversity initiatives aren't just checkboxes, but transformative movements. Dr. Shelley Jones-Holt unravels her philosophy of "leaving the plantation", a bold metaphor for her journey from the traditional school system to entrepreneurial freedom, one that echoes the trials many face in oppressive and outdated structures.
This episode, "Leading with Authenticity", crafts a narrative on the delicate balance of being open and staying true in leadership roles while ensuring respect and responsibility are at the forefront. As Dr. Shelley and Jo explore her strategies, from maintaining mental health to embracing individual needs and styles, the conversation transcends basic leadership principles, delving into the hidden struggles of the workforce, the power of storytelling, and the profound influence of an inclusive environment.
Key takeaways from this episode:
Authentic conversations as the bedrock of personal and professional growth
The metaphorical 'plantation' and the liberation from restrictive work environments
The significance of self-awareness and adaptability in leadership
Remaining cognisant of diversity and inclusivity, especially within team dynamics
The mental toll of covering and masking in the workplace
Be prepared to realign your leadership compass and embark on a journey to become the leader who doesn't just lead but uplifts. You'll walk away from this episode inspired to act, think, and feel differently about your role as an inclusive leader.
Join us at Inclusion Bites and embark on your next step toward achieving authentic, inclusive leadership. For the full episode and further enriching content, visit our podcast page: https://seechangehappen.co.uk/inclusion-bites-listen.
Let's continue the conversation - share your thoughts and stories by reaching out to Joanne at jo.Lockwood@seechangehappen.co.uk.
Hashtags:
#InclusionIgnited
#RealTalksChange
#DiversityandInclusion
#CourageousLeadership
#TransformationalChange
#AuthenticConversations
#StorytellingInLeadership
#MentalHealthAwareness
#InclusiveCultures
#NurturingBelonging
10 Question Quiz
Multiple Choice Quiz: "Leading with Authenticity"
What does Dr. Shelley Jones-Holt describe as crucial when interacting with people from different cultural backgrounds?
a) Making assumptions
b) Having the courage to ask questions
c) Avoiding the topic of cultural differences
d) Using a one-size-fits-all approachDr. Shelley Jones-Holt utilises which metaphor to describe her move from the school system to entrepreneurship?
a) "Climbing the ladder"
b) "Flying the nest"
c) "Leaving the plantation"
d) "Crossing the bridge"Authenticity in leadership, according to the guest, should be balanced with what?
a) Uncertainty and flexibility
b) Authority and control
c) Responsibility and respect
d) Insecurity and adaptabilityWhat is the name of Dr. Shelley Jones-Holt's company?
a) Family Growth Consulting
b) Leadership Legacy Consulting
c) Authenticity Bridge Coaching
d) Team Future AdvisoryWhich of the following personal responsibilities is emphasized by Dr. Shelley Jones-Holt for leaders?
a) Delegating tasks
b) Continuous learning
c) Managing finance
d) Prioritizing company profitsDr. Shelley Jones-Holt discusses the importance of understanding individual needs in the context of:
a) Marketing strategies
b) Parenting her children with different communication styles
c) International relations
d) Software developmentAccording to Joanne Lockwood, what plays an essential role in psychological safety?
a) Following orders
b) Offering financial incentives
c) Covering and masking
d) Ensuring competitionWhat is Dr. Shelley Jones-Holt encouraging leaders to check and challenge?
a) Their daily schedules
b) Biases and stereotypes
c) Corporate strategies
d) Personal relationshipsDr. Shelley Jones-Holt compares leadership dynamics to which winter Olympic sport to illustrate teamwork?
a) Skiing
b) Figure skating
c) Curling
d) BobsleddingWhat is the significance of learning about events like Eid, as discussed by Dr. Shelley Jones-Holt?
a) To enhance market research
b) To improve personal holidays
c) To appreciate cultural diversity within a team
d) To create a more structured work environment
Answer Key:
b) Having the courage to ask questions
Rationale: Dr. Shelley Jones-Holt stresses the importance of asking questions to better understand cultural differences without making assumptions.c) "Leaving the plantation"
Rationale: Dr. Shelley Jones-Holt uses the metaphor "leaving the plantation" to describe her transformative journey to entrepreneurship.c) Responsibility and respect
Rationale: Authenticity in leadership is about being true to oneself while balancing the responsibility and respect for others.b) Leadership Legacy Consulting
Rationale: Leadership Legacy Consulting is the name of Dr. Shelley Jones-Holt's company, as mentioned in the podcast.b) Continuous learning
Rationale: The importance of self-awareness and the continuous learning for leaders was a key topic discussed by Dr. Shelley Jones-Holt.b) Parenting her children with different communication styles
Rationale: Dr. Shelley Jones-Holt emphasizes the importance of understanding individual needs, drawing on her experience of parenting her children with different needs and styles.c) Covering and masking
Rationale: Joanne Lockwood talks about covering and masking as a challenge to psychological safety.b) Biases and stereotypes
Rationale: The conversation touched on the necessity for leaders to confront and challenge biases and stereotypes.c) Curling
Rationale: Dr. Shelley Jones-Holt uses a curling analogy to describe the collaborative and guiding role of leaders.c) To appreciate cultural diversity within a team
Rationale: Learning about different cultures and celebrations such as Eid is part of being an inclusive and effective leader, as stated by Dr. Shelley Jones-Holt.
Summary Paragraph:
In this episode of The Inclusion Bites Podcast, Dr. Shelley Jones-Holt and Joanne Lockwood explore the essence of Leading with Authenticity, highlighting that leaders must have the courage to inquire about cultural distinctions rather than succumb to assumptions. Dr. Jones-Holt details her departure from a conventional career path, akin to "leaving the plantation," and the transition toward authentic entrepreneurship through her venture, Leadership Legacy Consulting. Engaged in a lifelong educational journey, she underlines the significance of self-improvement and grasping the varied communication needs of individuals, drawing parallels from her personal experiences with her children. The episode reflects on the critical concepts of psychological safety, recognizing the challenges of covering and masking personal identities within the workplace. Furthermore, Dr. Jones-Holt calls on leaders to confront biases and stereotypes to foster a more inclusive environment, analogous to the sport of curling where teamwork and guidance are vital. By understanding global cultural practices, such as celebrating Eid, leaders can better value the cultural diversity and enrich team dynamics, shaping an empathetic and respectful workplace culture that cherishes authenticity.
Rhyme Scheme and Rhythm Podcast Poetry
Title: The Song of Authentic Shipwrights
In a land where difference is a treasure,
Leaders stand tall, authenticity their measure.
Not carved from stone, nor ice, nor wood,
But woven from truths of misunderstood.
With an honest helm they navigate the tide,
Through stormy assumptions they gracefully slide.
Daring to question, to learn and to ask,
Unmasking the biases from their task.
They sail not on seas of ego and command,
But on waves of respect, with an open hand.
Voices ring out, true and unfeigned,
In a chorus of courage, unchained and uncontained.
Though from plantations of old we may roam,
Seeking the hearth of a more genuine home.
A sanctuary built with equity's bricks,
Where every soul’s melody uniquely ticks.
No need for covers, no need to disguise,
In this armada where the true self flies.
Embracing uniqueness in each person's song,
Affirming that here, all truly belong.
The dance of difference spins wide and free,
Each step a stride towards the 'we' we could be.
With hearts as compass and stories as sails,
It's in owning our voyage that love prevails.
It’s time to subscribe, to delve and impart,
To share the notes of humanity's heart.
Let’s raise our voices, let's toast and let's feast,
With thanks to Dr. Shelley Jones-Holt for a fascinating podcast episode, at the very least.
Key Learnings
Key Learning and Takeaway:
Authentic leadership is not only about being true to oneself but also about nurturing an environment where others feel seen, heard, and respected. In this episode, Dr. Shelley Jones-Holt discusses how true leadership embodies the courage to embrace and respect cultural differences, encourages continuous self-improvement, and emphasizes the significance of equity in leadership roles. Leaders must understand and support individual team members based on their unique needs and personal stories, facilitating psychological safety and inclusion in the workplace.
Blurb Point #1:
Leadership requires more than just managing teams – it’s about revealing one's true self while respecting and valuing the authenticity of others. Dr. Shelley highlights the importance of not making assumptions and instead, having the courage to ask questions about cultural differences to lead with genuine intention.
Blurb Point #2:
Authenticity in leadership is balanced by responsibility. Dr. Shelley explores how leaders can speak their truth without being mean or harmful, using the metaphor of "leaving the plantation" to illustrate the liberation from oppressive traditional systems that impacts mental health and well-being.
Blurb Point #3:
By drawing from her personal journey and professional insights, Dr. Shelley sheds light on the challenges faced when wearing multiple hats. She emphasizes how core leadership values of equity and understanding individual team members play a crucial role in effective team management and productivity.
Blurb Point #4:
Leaders must foster environments where team members can safely express their identities without fear of microaggressions or bias. The conversation with Dr. Shelley underlines the need for self-awareness, challenging stereotypes, and promoting the role of leaders in paving the way for psychological safety and inclusion.
Book Outline
Title: "Authenticity in Leadership: A Journey Away from the Plantation"
Introduction: The Need for Authentic Leadership
Unveiling the essence of authenticity in leadership.
Exploring the need for authentic conversations, beginning in childhood.
The metaphorical journey: from "leaving the plantation" to entrepreneurial liberation.
Understanding the oppressive echoes of traditional systems in schools and workplaces.
Chapter 1: The Authentic Leader's Mindset
Courage, questioning, and unlearning: foundations of an authentic leader.
Authenticity balanced with responsibility and respect.
The role of self-awareness and continuous learning in leadership.
Chapter 2: Building Authentic Relationships
Using Dom Miguel Ruiz's 4 agreements as a framework.
Recognising triggers for inauthentic behaviour and countering them.
The necessity for leaders to take responsibility for expanding their knowledge on diverse topics.
Chapter 3: The Dynamics of Emancipation
Personal reflections on leaving a restrictive work environment.
Finding freedom and flexibility in shaping one's work-life balance.
Embracing individual needs and delivering support that resonates.
Chapter 4: Leading with Equity in Mind
The principles of equitable leadership and understanding the needs of those being served.
Knowing your team: balancing personalities and professional requirements.
Equity in leadership: importance considering various personality types and individual needs.
Chapter 5: The Power of Storytelling and Visibility
Storytelling as a tool for connecting with teams.
The mental gymnastics of identity: confronting covering and masking.
The importance of creating psychologically safe environments.
Chapter 6: Inclusive Leadership: From Dictatorship to Guidance
Steering clear of authoritarian models and embracing inclusivity.
Microaggressions, stereotypes, and combating implicit biases.
Enabling others to contribute and lead effectively.
Chapter 7: Cultivating Leadership Courage
Courage as a key component of leadership.
Navigating fear and self-discovery in leading diverse identities.
Learning from cultural celebrations: the case study of Eid.
Chapter 8: A Leader’s Legacy: Shaping Emerging Leaders
Encouraging growth and being a catalyst for building other leaders.
The role of leaders in paving the way for their team member's success.
Conclusion: Leading with Heart and Purpose
Summary of key insights from the podcast on authentic leadership.
The ongoing journey of embracing growth and staying true to oneself.
Call to Action: Inviting readers to reflect on their leadership style, commit to continuous improvement, and adopt a heart-centered approach to leadership.
Appendix
Additional resources for further exploration on topics discussed.
Reflection questions and exercises for self-assessment and personal development.
Contact information for Leadership Legacy Consulting and Family Legacy 5 for readers interested in deepening their understanding or seeking support.
Final Touches
Title Suggestions: "Authenticity at the Helm: Transforming Leadership" or "Heartfelt Leadership: Guiding Beyond the Norm".
Chapter Summaries: Each chapter summarized with an emphasis on its core message and the actionable takeaways for the reader.
Maxims to live by…
Based on the insightful conversation with Dr Shelley Jones-Holt on "Leading with Authenticity" on the Inclusion Bites Podcast with host Joanne Lockwood, I am pleased to present a list of inspirational maxims to embed in everyday life, both personally and professionally:
Embrace Authenticity Over Assumptions: Always remain genuine in interactions and have the fortitude to inquire about cultures and backgrounds different from your own.
Childhood is the Bedrock of Authenticity: Cultivate authentic speech and leadership values from an early age, as this sets the foundation for future behaviour and relationships.
Speak Your Truth with Kindness: Authenticity should coexist with responsibility. Communicating your truth is vital, but it should never be conveyed in a mean or harmful manner.
Seek Liberation from Restrictive Systems: Pursue personal and professional environments where you are free to be yourself, as liberation is essential for mental well-being and growth.
Acknowledge Differences, Craft Support Accordingly: Understand and appreciate each individual's unique needs and adapt your support strategies to resonate effectively with them.
Never Stop Learning: Constant self-awareness and education in areas unknown to you, especially in leading diverse teams, are quintessential for authentic leadership.
Know Your People: Invest time to understand your team members beyond their professional roles – their personal narratives, needs, and motivations.
Equity in Leadership is Non-Negotiable: Equity is the cornerstone of leadership. Provide an environment where all personality types and individual needs are considered and respected.
Storytelling Strengthens Leadership: Share and invite stories within your team. It's through these narratives that we deepen our understanding and connections with one another.
Psychological Safety First: Leaders should create an atmosphere where all members feel safe to express their identities without fear of retribution or judgment.
Combat Microaggressions: Recognize your own biases and stereotypes; actively work to diminish their influence in your behaviour and language.
Lead With Open Doors: Good leadership requires making space for others to lead. It's a collaborative effort akin to a well-orchestrated team sport.
Courage Over Comfort in Leadership: Embrace challenges and push beyond fear to reveal your most authentic and capable self as a leader.
Celebrate Diverse Festivities: Learn about and engage in cultural celebrations of your team members to nurture inclusivity and understand varying perspectives.
Challenge Stereotypes and Biases: Actively check, challenge, and change preconceived notions to contribute to a more inclusive society.
Leadership Is a Dual Path: Be a strong leader and an active follower. Allow your team to contribute ideas and demonstrate their expertise.
Collaboration Paves the Way: In leadership, as in curling, one must guide but also understand the importance of working collaboratively towards common goals.
Keep these maxims close at hand to foster an inclusive, respectful, and authentic environment in all realms of life. Join us on "The Inclusion Bites Podcast" for more enriching conversations that will ignite change and challenge norms.
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