Allyship In Action podcast

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Action Academy | Replace The Job You Hate With A Life You Love

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How To Replace A $100,000+ Salary Within 6 MONTHS Through Buying A Small Business w/ Alex Kamenca & Carley Mitus 57:50

vor 1 year57:50

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Alex (@alex_kamenca) and Carley (@carleymitus) are both members of our Action Academy Community that purchased TWO small businesses last thursday! Want To Quit Your Job In The Next 6-18 Months Through Buying Commercial Real Estate & Small Businesses? 👔🏝️ Schedule A Free 15 Minute Coaching Call With Our Team Here To Get "Unstuck" Check Out Our Bestselling Book : From Passive To Passionate : How To Quit Your Job - Grow Your Wealth - And Turn Your Passions Into Profits Want A Free $100k+ Side Hustle Guide ? Follow Me As I Travel & Build: IG @brianluebben ActionAcademy.com…

Allyship in Action

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Allyship doesn’t happen by accident. It requires intention, action, and consistency. The goal of Allyship in Action is to provide practical, actionable tools from inclusion experts that people can be more actionable allies at work.

111 Episoden

#Business #Julie Kratz #MBA #Inclusion #Inclusiveleadership #Leadership #Allyship #Training #Dei #Culture

Allyship in Action

updated vor 3 Tagen

Serie-Home•Feed

111 Episoden

#Business #Julie Kratz #MBA #Inclusion #Inclusiveleadership #Leadership #Allyship #Training #Dei #Culture

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Allyship in Action

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292: The Behavioral Blueprint: Nudging Toward Inclusive Action, One Moment at a Time with Katryn Wright 22:34

vor 3 Tagen22:34

22:34

Katryn Wright, a behavioral science expert, joins this week's episode of the Allyship in Action Podcast to share some fascinating insights. She reminds us that changing the world isn't about grand gestures, but those tiny, actionable tweaks in our everyday moments. Here are the key themes we explored: Behavioral Science as a Practical Tool: Moving beyond abstract concepts to understand why people behave the way they do and how to create tangible change in organizational settings. Specificity Over Ambiguity: Ditching the "woolly and fluffy" notions of culture for concrete, measurable behaviors in everyday processes like hiring, performance reviews, and team meetings. The Power of "Just-in-Time" Interventions: Delivering the right message, from the right messenger, to the right people, at the right moment, to maximize impact and mitigate bias. Data-Driven Decision Making: Using data to pinpoint specific areas for improvement and track the effectiveness of interventions, rather than relying on generalized assumptions. The Critical Role of Middle Managers: Recognizing the significant influence of middle managers in shaping employee experiences and the need to equip them with inclusive mindsets. Actionable Allyship Takeaway: Identify one specific process or moment within your organization where you suspect inclusivity could be improved. Then, break down the behaviors involved and design a "just-in-time" intervention – a quick, targeted nudge – to encourage more inclusive actions. Remember, it's about boringly specificity and practical steps, not grand gestures. Insightful Quotes: "Culture is the result of the behaviors that people around US display all the time." "If we can get the right message, the right messenger to the right people at the right time, we can have these really outsized effects." "Really figure out what's the problem that you're trying to solve for, and and to be that sounds like an obvious thing to say, but to be as behaviourally specific about that as possible." "These little nudges, though, add up. People notice like, oh, wow, like that promotion. Like, decision felt different." Find Katryn Wright at http://www.morethannow.co.uk/ and on Linkedin. Find Julie Kratz at https://www.nextpivotpoint.com/ .…

Allyship in Action

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291: How to Make Work Fair with Siri Chilazi 34:46

vor 10 Tagen34:46

34:46

Siri Chilazi, co-author of the brilliant new book, "Make Work Fair," joins us this week on the Allyship in Action podcast to translate academic research into simple, actionable steps leaders can take. We tackled the "myth of meritocracy," the power of norms, and how to actually embed fairness into our workplaces, not just talk about it. It’s not just about changing systems, it’s also about changing behavior. Here are the key themes we explored: The Myth of Meritocracy: We debunked the idea that hard work automatically equals success, highlighting how biases creep into decisions, even when we think we're being fair. As Siri pointed out, "the world has never actually seen a meritocracy in action yet, and it's the state of the world that we have to create going forward." Systems vs. Individual Actions: We delved into the paradox of DEI work, recognizing that both systemic changes and individual actions are crucial. It's not an either-or situation; it's a "both-and." As Siri put it, "systems change is really the thing that works," but it can happen "in both top down ways" and "bottom up ways." The Power of Norms: We discussed how norms, or "how we do things around here," significantly influence behavior. Even when people hold virtuous intentions, the perceived norms can sway their actions. Small, everyday moments can either reinforce or shift these norms. Leadership and Modeling: We emphasized the importance of leaders modeling inclusive behaviors. Their actions, whether positional or influential, have a ripple effect on the entire organization. "They absolutely are demonstrably more influential at helping to shape norms and change culture for the organization," Siri noted. Making Fairness Count: We explored practical ways to embed fairness into systems, particularly performance evaluations, by using data, structured processes, and clear, actionable feedback. Actionable Takeaway: Start small by focusing on micro-behaviors. Pay attention to the everyday moments in meetings, feedback sessions, and team interactions. Ask yourself, "Am I contributing to a fair and inclusive environment?" and "What small tweak can I make today?" Remember, change happens one moment at a time. Insightful Quotes: "The world has never actually seen a meritocracy in action yet, and it's the state of the world that we have to create going forward." "Systems change is really the thing that works." "They absolutely are demonstrably more influential at helping to shape norms and change culture for the organization." "There's actually no evidence to suggest that we can fundamentally debias human brains. We can debias our decisions and our behaviors." You can find Siri Chilazi at https://sirichilazi.com/ and find Julie Kratz at https://www.nextpivotpoint.com/…

Allyship in Action

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290: Unlocking Neurodiversity: Beyond Labels and Stereotypes with Dr. Angela Kingdon 52:15

vor 17 Tagen52:15

52:15

On this episode of the Allyship in Action podcast, Julie Kratz is joined by Dr. Angela Kingdon, Autistic Advocate and host of The Autistic Culture Podcast. Dr. Kingdon shares how life can throw you a curveball – like finding out you're autistic at 39! Angela's journey is a testament to the power of self-discovery and the importance of understanding neurodiversity. She's not just talking about labels; she's talking about culture, empathy, and making room for everyone's unique "weirdness." And let's be honest, who isn't a little weird in their own special way? It’s about celebrating those differences. Here are the key themes explored on this episode: The Double Empathy Problem: It's not that autistic people lack empathy; it's that neurotypical and autistic individuals operate within different cultural frameworks. Understanding this cultural difference is key to bridging communication gaps. It's like learning the shower habits of your mother-in-law – it's about cultural awareness, not judgment. Rebranding Autism: The outdated "Rain Man" stereotype has done a disservice to the autistic community. It's time to shift the narrative and recognize the diverse spectrum of autistic experiences. It's time to throw out the old script and write a new one, where everyone gets a starring role. Support Needs vs. Labels: Focusing on individual support needs rather than rigid labels fosters a more inclusive and understanding environment. It's not about "how bad" someone's autism is; it's about "what do they need right now?" It's like asking for a ride when you break your ankle – it's about practical support, not categorization. Self-Advocacy and Accommodations: Understanding your sensory profile and advocating for your needs is crucial for autistic individuals. Small accommodations, like moving water bottles or adjusting lighting, can make a significant difference. It's about knowing your "meat body" and making the world a little more comfortable, one adjustment at a time. Special Interests and Connection: Asking about someone's special interests is a powerful way to connect with autistic individuals. It's like unlocking a treasure trove of passion and knowledge. It's about finding common ground in the things that light us up, whether it's wreck-it Ralph or German tanks. Actionable Allyship Takeaway: Start practicing "spin bonding." Instead of asking "how are you?" which can be challenging for autistic individuals, ask about their special interests. "What are you researching right now?" or "Tell me about your hobbies" are great conversation starters. This simple shift can foster deeper connections and create a more inclusive environment. Quotes: "Autism needs a better PR department like we have some messaging problems." "It's a double empathy problem. Not autistic people don't have empathy, so we have plenty of empathy. We might even have more than you. We have to understand and respect each other's cultures enough to know this person has empathy. Just looks different than mine." "Just making room for more differences. Makes the world just. More magical, like so many surprise." "If a label makes you happy you should use it." Find Dr. Angela Kingdon at http://www.autisticculturepodcast.com/ and find Julie Kratz at https://www.nextpivotpoint.com/…

Allyship in Action

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289: Navigating the Broken Rung and Building Your Own Path to Success with Lareina Yee 25:06

vor 24 Tagen25:06

25:06

The broken rung. It's that invisible hurdle, that subtle yet persistent barrier that keeps so many talented women from climbing the ladder. Think of it like trying to run a race with a shoelace tied to your ankle – you can still move, but you're definitely not at your full speed. Today, we're diving deep with Lareina Yee, a powerhouse from McKinsey Global Institute, and co-author of "The Broken Rung. Wrong. When the career ladder breaks for women and how they can succeed in spite of it." Lareina's is here to shed light on the strategies that can help us navigate this tricky terrain, reminding us that we're not alone in this journey. Let’s unravel the hidden ingredients, the superhero tactics, and the research-backed strategies that can help us all succeed, even when the ladder feels a little… wobbly. Key Themes: The Persistent Broken Rung: The core issue starts at the entry-level promotion, where women are significantly less likely to advance than men, creating a ripple effect throughout their careers. Experience Capital: 50% of a woman's lifetime earnings come from on-the-job learning, highlighting the importance of strategic career moves and seeking out roles that build valuable experience. The Power Alley (P&L Roles): Securing profit and loss roles is crucial for career advancement, as they provide essential business acumen and are often a stepping stone to leadership positions. Strategic Risk-Taking (Big, Bold Moves): Embracing opportunities with significant skill distance can lead to substantial career growth and personal development. The Importance of Allies: Men and women both play critical roles in dismantling systemic barriers. Men in power can be particularly effective allies by providing mentorship, sponsorship, and active support. Actionable Takeaway: Be your own advocate and seek out experience capital. Don't wait for opportunities to come to you. Actively pursue roles that challenge you and build your skills, especially in areas like P&L and technology. Take the initiative to learn new technologies like AI and refashion your role. Learn more about Lareina Yee at McKinsey and Julie Kratz at nextpivotpoint.com…

Allyship in Action

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288: How to Push Back Against Othering in the Workplace with Daniela Pierre-Bravo 27:26

vor 4 weeks27:26

27:26

Imagine stepping into a room, feeling like you're the only one wearing a different uniform. That's the "other" feeling, isn't it? It's a feeling I know well, and it's something Daniela Pierre Bravo explores with such raw honesty and grace. Like many of us, Daniela's journey is a tapestry of "firsts," resilience, and a whole lot of grit, woven together with the threads of her immigrant experience. She reminds us that being "the other" isn't a weakness; it's a superpower. It sharpens our emotional intelligence, compels us to be resourceful, and forces us to see opportunities where others might see obstacles. Daniela's story, from her Greyhound bus odyssey to her pivotal moments with Mika Brzezinski, is a testament to the power of strategic vulnerability and the importance of finding your voice. She reminds us that sometimes, the biggest leaps in our careers come from the smallest acts of courage, like brewing the perfect cup of coffee or daring to pitch an idea on a plane. Key takeaways from our conversation: Embrace the "Other" as a Superpower: Daniela highlights how being from a marginalized background can enhance your emotional intelligence and ability to read people, turning potential weaknesses into strengths. Strategic Proactivity over Reactivity: In a climate where DEI efforts are being challenged, it's crucial to move beyond simply doing the work. Take inventory of your stakeholders, identify potential career sponsors, and proactively seek opportunities to advance. The Power of Sponsorship and Mentorship: Daniela's relationship with Mika Brzezinski underscores the transformative impact of having a sponsor who believes in your potential and advocates for you in rooms you're not in. Intentional Relationship Building: From perfecting Mika's coffee order to strategically pitching an idea on a plane, Daniela demonstrates the importance of building genuine relationships and finding ways to add value to others. Community and Connection: Daniela emphasizes the importance of finding community, especially for those from marginalized groups. Her work with her "Exceso Community" highlights the power of shared experiences and collective support. Actionable Allyship Takeaway: Take a moment to map out your professional landscape. Identify three key stakeholders in your organization who could potentially be allies or sponsors. Consider how you can add value to their work and strategically build relationships with them. Remember, it's about mutual benefit and shared success. Find Daniela at https://www.danielapierrebravo.com/ and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.…

Allyship in Action

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287: Honoring Transgender Day of Visibility with Josephine Guckiean 39:03

vor 5 weeks39:03

39:03

International Transgender Day of Visibility is celebrated annually on March 31 to celebrate the accomplishments and visibility of transgender people while raising awareness of discrimination faced by transgender people worldwide. This day is an opportunity to recognize the resilience and strength of transgender individuals and advocate for their equal rights and opportunities. My guest on today's episode of the Allyship in Action Podcast, Josephine Guckiean, a transgender woman and leader at Deloitte shares with us tools to be an ally year-round to the transgender community: The Power of Visibility: Josephine's story highlights the critical importance of being seen and heard, especially for marginalized communities. Visibility is not just about existing; it's about claiming space and asserting one's right to authenticity. Allyship as Action: True allyship goes beyond passive acceptance. It involves active intervention, speaking up against injustice, and amplifying the voices of those who are often silenced. The Impact of Societal Norms: The conversation reveals how deeply ingrained societal norms can shape individual experiences, leading to isolation, depression, and even violence. Challenging these norms requires courage and collective effort. The Importance of Education and Understanding: Many misconceptions about the transgender community stem from a lack of knowledge. Education and open dialogue are essential tools for breaking down barriers and fostering empathy. Humanity's Shared Experience: Despite our differences, we are united by our shared humanity. Recognizing this common thread is crucial for building a more inclusive and compassionate world. Actionable Allyship Takeaway: Be an active ally. If you witness or hear something that perpetuates harmful stereotypes or discrimination against the transgender community, speak up. Your voice matters, and it can make a real difference. Favorite quote: "Allyship is the foundation of our community. Because allies are in. We're not in. Allies are at table speaking our names when we're not there. Allies are defending us. When it matters." Find Josephine on LinkedIn and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.…

Allyship in Action

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286: Hiring with Intention: Moving Beyond Bias to Build a Thriving Workforce with Josh Millet 25:38

vor 6 weeks25:38

25:38

This week's episode features Josh Millet, the founder and CEO of Criteria. We dove deep into the world of evidence-based hiring, exploring how to make objective talent decisions that not only reduce bias but also drive better business outcomes. Josh shared some powerful insights about the common pitfalls in hiring, the importance of focusing on "strong signals" rather than "weak signals," and how to create a more equitable and transparent hiring process. It's like trying to bake a cake with a recipe written in a different language – you might have all the ingredients, but you're missing the key instructions. We talked about how traditional hiring practices, like relying heavily on resumes and unstructured interviews, can inadvertently perpetuate bias and limit our talent pool. Josh's expertise really shines a light on how we can move beyond these outdated methods and embrace a more scientific approach to talent acquisition. Plus, we even touched on the tricky topic of DEI and how, regardless of your stance, everyone can agree that reducing bias is a win-win. So, grab your favorite beverage, settle in, and let's explore how we can build a workforce that's not only diverse but also incredibly successful. Here are the key takeaways from our conversation: Beyond the Resume: Traditional hiring methods often rely on "weak signals" like education and years of experience, which aren't always the best predictors of job performance. Josh advocates for focusing on "strong signals," such as cognitive ability, personality traits, and the ability to learn, which are more closely linked to success. The Interview Trap: Unstructured interviews are rife with bias. Josh shared that almost 50% of people make up their mind about a candidate in the first five minutes! He emphasizes the importance of structured interviews with standardized questions and scoring to ensure a more objective evaluation. Assessments with Intention: Assessments can be powerful tools for measuring potential and reducing bias, but they need to be used thoughtfully. Josh highlighted the importance of explaining the purpose of assessments to candidates, providing feedback, and offering accommodations when needed. He also discussed innovative formats like game-based assessments to improve the candidate experience. DEI Reimagined: Regardless of your personal feelings about DEI, reducing bias in hiring is something everyone can agree on. Josh pointed out the clear ROI of diverse teams, including increased profitability, innovation, and creativity. He also emphasized that diversity encompasses much more than just race and gender, including age, socioeconomic status, disabilities, and veteran status. Transparency is Key: Candidates, especially Gen Z, value transparency in the hiring process. They want to know how they're being evaluated and appreciate equitable treatment. Open communication and feedback mechanisms can significantly improve the candidate experience. Actionable Allyship Takeaway: Review your current hiring process and identify at least one area where you can incorporate more objective, evidence-based practices. Maybe it's structuring your interviews, rethinking your assessment strategy, or simply being more mindful of the language you use in job descriptions. Insightful Quotes: "So much to unpack in there. I hadn't thought about Big Ten bias, but I think I'm going to look at that one." - Josh Millet "You're not going to remove all the bias and subjectivity from your process. And we don't think that, any kind of tool should, should try to do that or should purport to do that because we're all human, we all have our set of biases." - Josh Millet "The business case is settled...building a diverse workforce, does lead very clearly to a series of non woke metrics like higher profitability, better return on shareholder equity, you know, higher revenue growth." - Josh Millet Find Josh at criteriacorp.com for more information and connect with Josh Millet on LinkedIn. Find Julie Kratz at nextpivotpoint.com and on LinkedIn.…

Allyship in Action

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285: The Great Re-Evaluation: Finding Purpose in the New World of Work with Jennifer Moss 28:30

vor 7 weeks28:30

28:30

On today's episode of Allyship in Action, we're diving deep into the heart of purpose and well-being in the workplace with the insightful Jennifer Moss. Author of the brilliant book, "Why Are We Here?", Jennifer's work is a breath of fresh air tackling the often-overlooked aspects of what truly motivates us and how we can create a more fulfilling work experience. As someone who's spent years navigating the choppy waters of work-life balance and purpose, I can't wait to share the gems we unearthed in this conversation! Jennifer's insights are like a warm, comforting cup of tea on a chilly day – they soothe the soul and inspire action. Jennifer shares: The Existential Wake-Up Call: The pandemic forced many of us to confront our own mortality, triggering a re-evaluation of our priorities. This has led to a shift away from simply tolerating work towards seeking out roles that provide a sense of meaning and contribution. The Purpose Gap: There's a disconnect between how senior leaders and employees perceive purpose in their work. Bridging this gap requires connecting daily tasks with individual values and motivations, making even mundane activities feel more meaningful. FOBO and the Rise of AI: The fear of becoming obsolete (FOBO), particularly with the rise of AI, is creating anxiety among employees. Organizations need to address these fears with empathy, compassion, and clear communication about the future of work. The Power of Vulnerability: Leaders must be willing to acknowledge that they don't have all the answers, especially in this rapidly changing world. Embracing vulnerability and fostering a culture of continuous learning is crucial for navigating the complexities of the modern workplace. Gender Inequality Persists: Despite some progress, gender inequality remains a significant challenge. Organizations need to address pay gaps, provide adequate support for women at all career stages, and create inclusive policies that promote work-life balance. Actionable Takeaway: Take some time for introspection. Identify what truly motivates you and how your values align with your work. If there's a disconnect, explore ways to bridge that gap, either within your current role or by seeking out new opportunities that better align with your purpose. Remember, work doesn't have to be just a means to an end; it can be a source of fulfillment and contribution to something greater than yourself. Insightful Quotes: "Life is short. We're going to lean into the things that make us feel like we're adding value to the world." - Jennifer Moss "People don't actually really care about the mission statement as much as the senior leaders do. There's a huge purpose gap." - Jennifer Moss "This is not the future of work. We've literally entered a new timeline." - Jennifer Moss "If you're a really good leader, you have humility. You are agile." - Jennifer Moss "This is a great opportunity to reinvent work and free our capacity with AI so that we can do more of this purpose-driven, people-centric work." - Julie Kratz Find Jennifer at https://www.jennifer-moss.com/ and Julie at https://www.nextpivotpoint.com/…

Allyship in Action

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New Season, New Name: Allyship in Action 8:15

vor 8 weeks8:15

8:15

Exciting news - we are pivoting our podcast name to Allyship in Action. Allyship in Action will be your guide to transforming passive support into active change. We believe allyship isn't a label, it's a practice. Each week, we’ll feature honest discussions with authors, corporate leaders, and everyday allies who are making a difference. We’ll break down complex issues, provide practical tools, and inspire you to take meaningful steps in your own life and community. If you're ready to move beyond good intentions and create lasting change, buckle up, and get ready to take action as an ally.…

Allyship in Action

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Unlocking the Superpower of ADHD with Kristen Pressner 32:29

vor 11 weeks32:29

32:29

You may know Kristen Pressner from her provocative TEDx talk “Are you biased? I am.” along with her ‘Flip it to test’ framework to check unconscious bias. Kristen joins us to highlight another sensitive subject, why is it that so many people ‘can’t get it together’? Kristen is a trailblazing people leader who believes in the potential in each of us. As Global Head of People & Culture for a prominent multinational, her passion for equity and inclusion makes her a sought-after voice and she is often featured on international ‘Top HR Influencer’ lists. Together, we discuss: How to unlock the full potential of people to be their best, and reach their potential Her family's diagnosis with ADHD and how it shaped her thinking as a leader Her journey to unlock the mystery of ADHD, neurodivergent brains and the potential consequences (including mental health) Check out Kristen's new TedTalk at https://www.youtube.com/watch?v=axIDDiZsM78 and find Julie at https://www.nextpivotpoint.com/…

Allyship in Action

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282: How to Talk About Privilege and Power Without Triggering People with Julie Kratz 8:23

vor 12 weeks8:23

8:23

The "P" word can be triggering, and it does not need to be. If you have access to power or privilege, use it for good. This is a chance to be an ally. In this episode, Julie shares tips and ideas to navigate this fraught DEI climate with tools to bring in more allies into the conversation. And, yes, even talking about privilege in a healthy, productive way.…

Allyship in Action

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281: The Truth About Anti-DEI Legislation with Julie Kratz 11:25

vor 14 weeks11:25

11:25

You've probably heard a lot of news stories about anti-DEI legislation and companies withdrawing from DEI. The truth is the DEI industry has been experiencing backlash for 2.5 years. This is not new. Scare tactics and false information is at play. There are some pivots to consider that I share in this episode. Corporate DEI leaders - no need to be frightened. There is room for optimism based on real data, not opinions and fears.…

Allyship in Action

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280: What The Next Trump Presidency Means For The Future Of DEI 7:19

vor 20 weeks7:19

7:19

In today's competitive business landscape, DEI is not just a moral imperative but also a strategic advantage . Organizations that embrace diversity and inclusion are better equipped to understand and cater to the needs of a diverse customer base, attract and retain top talent, and drive innovation. In today's episode, we'll discuss how by quietly and effectively embedding DEI into their culture, organizations can create sustainable and inclusive workplaces that drive long-term success. No one knows the future of DEI for certain, yet it is likely that the DEI divide will widen, DEI language will shift and DEI work will continue quietly. Full article here: https://www.forbes.com/sites/juliekratz/2024/11/13/what-the-next-trump-presidency-means-for-the-future-of-dei/…

Allyship in Action

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279: Why Abandoning Diversity Efforts Will Hurt Your Bottom Line 6:10

vor 21 weeks6:10

6:10

In this episode, we'll discuss how diversity, equity, and inclusion initiatives have become a hot-button topic in politics and at work. While some organizations are doubling down on their commitment to creating inclusive workplaces, others are quietly (or not so quietly) abandoning these efforts. But stepping away from DEI can have significant, and often overlooked, consequences for your business. Full article here: https://www.forbes.com/sites/juliekratz/2024/11/06/why-abandoning-diversity-efforts-will-hurt-your-bottom-line/…

Allyship in Action

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278: How To Balance DEI Backlash With Employee Support For DEI 6:49

vor 22 weeks6:49

6:49

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report . I unpack these strategies in this episode: Leverage your existing employee resource groups (ERGs). Proactively set the tone for leaders to have candid conversations about inclusion. Clearly reinforce the meaning of and expectations for DEI at the organization. Reinforce existing DEI training and resources. Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/…

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