President Trump has left. A new administration is beginning. But if you’re a leader struggling with the backlash from the “candid conversations” you may have had about the January 6 riots at the U.S. Capitol and the events that led up to them, you may still be in the thick of things.
You’re not alone.
“We have hit a nerve here,” says Michael Bush, CEO of Great Place To Work, and the author of a blog post about the riots called Don’t Call Yourself A For-All Leader if You Don’t Do These Things Today. In it, he offered good advice about how to discuss the riot with employees with an important framing: “To be honest, I’m still processing what I saw, but I’m certain of one thing: Now is not the time for leaders to be silent.”
Evidently, people spoke right up.
His blog post saw record traffic, but also a record number of unsubscribes and angry e-mails—followed by phone calls—which were far more negative than the usual back-and-forth he receives around addressing systemic racism at the corporate level. He suspects the reaction was due to leaders — in this case, mostly white and Republican — being asked to reevaluate the way they identify in a political context. “In my experience, they can say things about social justice… that you’re going to increase representation… and say all those things that seem bold and courageous at the time,” says Bush. “But really, you, your team, and your board have never actually had to do anything much differently. That makes this a third rail moment.”
He stands by his post and his advice but adds an important reminder. When talking about the riot and the events that led up to it, “describe what you saw on the Capitol steps and talk about the fact that you know that other people saw it differently.” Acknowledging that different perspective can lower the temperature and reestablish an element of empathy, even in a divided workplace.
“Transformational leaders are looking at how to influence others,” he says. “Unfortunately, many of them are trying to change other people’s minds, which, you know, is a tall order.” But the job now is to encourage people to stay in relationship with leadership, their peers, and the values that govern your work together. While this moment may be uniquely fraught because (mostly) white people are upset, the path forward is the same. Find ways to encourage deep introspection as a leadership practice. “Are you willing for a moment to question what you believe and why you believe it?” He says. “Are you willing to see how your lived experiences affect what you see and what you believe?” Then, the empathy piece. “Are you willing to think about the fact that other people you work with, based on their lived experiences, see the exact same thing differently?”
For leaders under siege: don’t give up, says Bush, but do think about ways you can continue to use the “see it differently” framing to stay the course.
“You know, CEOs are magicians, all of them,” he says. “This is a gift they have. That’s why they’re in that seat. They can get people to believe in something that doesn’t even exist yet. No product or code has been created or written and they can talk about a vision and people believe it.”
The reasons why people believe the U.S. Election was stolen is hard for him to parse, he says. Very hard. “I do know that they certainly believe it with no facts and data.” But, he says, lots of other things people believe are hard to parse and it’s time we dig back in. “Some people believe what they believe about women, people of color, and particularly Black people—that they’re lowering the bar in terms of talent in the workplace, that the achievement gaps are personal shortcomings, and some [people of color] feel like we have to accept this. We need to find a way to talk about all of this.”
This is where a little executive magic can really help. “What is your vision for a workplace where people can examine what they believe and why they believe it with openness, curiosity, and respect?” He asks. “It’s a gift we all need right about now.”
Ellen McGirt
@ellmcgirt
[email protected]
On point
Do the right thing and we will show you the money New research shows that Black and African American consumers are more likely than other demographic groups to support companies and brands that express inclusive values, including their work on diversity and justice. In fact, Black consumers are more than twice as likely as the general population to say that “commitment to diversity, equality, and social justice is important when choosing a product or service.” How big is Black buying power, you ask? It’s pretty impressive.
Ad Age
Analysts hope the Biden stimulus plan will help women regain their footing in the workforce While I implore us all to banish the word “shecession,” the phenomenon is terrifying. The majority of the jobs lost to the effects of the pandemic were held by women, and largely women of color. Some 800,000 women dropped out of the workforce completely. But a cross-section of experts agree that parts of the $1.9 trillion America Rescue Plan will help women get back to work, and help families stabilize. Think: vaccine strategy, expanding paid leave, eviction moratoriums, and child care support.
New York Times
After a lifetime of hiding, visibility A new exhibit, displayed in a senior living center in downtown Brooklyn, offers a quiet study in the enormous emotional toll of discrimination. The photos, shot in 2019 by German photographer, Karsten Thormaehlen, are photos of 12 older LGBT+ adults (the "Q" is missing for a poignant reason" who were harassed by their families or otherwise blocked from living their true lives. As a demographic, older gay adults are likely still marked from the efforts to “cure” or isolate them, and more likely to be aging alone.
New York Times
On Background
The U.S. Has a more complex history than most people seem to realize Historians, researchers, and writers have been working overtime to help provide the much-needed context to explain the moment we’re in and why it shouldn’t surprise anyone. It’s worth reading and sharing as many as possible, perhaps for one simple reason: they are the best answers to the “can we just move on?” Argument. In this piece, Paul Musgrave makes it plain: We are doomed to reliving racist resentment and violence because we never connect the dots. “As debates over how to understand Jan. 6, 2021 demonstrate, until recently most practicing American social scientists reflexively dismissed such events as incidental, regrettable exceptions to a democratic, rule-based system.”
Foreign Policy
That said, we’re also going to need to talk about the 1776 report The Trump White House released the lengthy screed on the Martin Luther King, Jr. Holiday; the document defends America’s founding as a slave-owning nation, and decries progressive thought as fascism. It also calls for a “pro-American” curriculum for schools. The report was issued by the 1776 Commission, a panel picked by Trump to rebut the Pulitzer Prize winning New York Times 1619 Project. By the time you read this, President -elect Joe Biden will have issued an executive order disbanding the commission. While it's a start, historians will have their work to do to calm themselves sufficiently to begin their work debunking the report. They’re all fired up and ready to go. “It’s a hack job. It’s not a work of history,” American Historical Association executive director James Grossman told the Washington Post. “It’s a work of contentious politics designed to stoke culture wars.”
Washington Post
raceAhead is edited by Aric Jenkins.
Today's mood board
