Exodus Consulting Group, LLC’s Post

Friedman makes an important argument. We need to evolve to a renewed set of norms that revolve around respect, decency, and self accountability for what we do. We are what we do. #culture #leadership

Smart commentary from Chitra Ragavan

A lot of people shy away from making direct eye contact with those they see as more powerful than themselves, for example, politicians and anyone in a leadership or management position. The eyes, however, are an informative window into a person's true characteristics... #Delivery #HumanResources #Informationtechnology, #ITProjectManagement #Leadership #management #Projectmanagement #Psychology https://lnkd.in/eTm3xaca

Thank you Karen Ann Bulluck for inviting me to join you on the Transcending Corporate Norms: A Journey of Self-Discovery Podcast. In this discussion, I share a breakthrough way to leverage the workplace as a laboratory for emotional healing, especially for those of us who come from a dysfunctional past.    Through my 36-year corporate HR career, with 16 of those years serving two public companies as their Chief HR Officer, plus my own personal journey, I share strategies that will transform how people experience their workplaces. I teach how to shift away from never feeling like you are good enough at work, feeling you need to prove yourself constantly and experiencing painful emotions regularly (such as worry and fear) to discovering how to experience more joy at work, even in the most challenging of conflict situations.   Join Karen and me for an enlightening discussion that promises to inspire and motivate.    Link to the podcast is in the comments. Yolanda Harris

Former leaders’ self-reflections are rarely complete, honest, or self-critical. Yet, as this interview suggests, Tony Blair’s book should be an interesting read for the most part. I bet those parts of the book where he talks about “you start at your most popular and least capable and end at your least popular and most capable,” or his suggestion that “that it takes a minimum of 10 years to change a country, which is longer than most leaders, at least in democracies, can expect to get,” or that “leaders never want to leave,” shall get a lot of people thinking and talking. #leadership #leadershiplessons #leadershipfailures #power

Leadership isn't always smooth sailing. Learn from experts Ruchika Tulshyan and Patti Neuhold-Ravikumar as they share their experiences dealing with criticism. Gain insights on how to navigate tough situations and respond with grace. #LeadershipChallenges #CriticismManagement

This is a post for our amazing DEI and HR clients and anyone in leadership. Dhalia Balmir CEO of Balmir Inclusive, is a go to Consultant for many Organizations and Corporations. In a recent interview she addresses the unfortunate erosion of important advances in DEI. Get the complete interview at the link below. She gives specific actionable steps that are very doable in any company. Q: How would you advise advocates to continue pushing for DEI progress in organizations, states, or orgs whose legislature and/or leadership are explicitly against such movements? Dhalia: "It's tough going up against folks who are actively working against DEI progress. But remember, even small steps can make a big difference, and it's an ongoing process. Here are a few ideas: • Get on the offensive, not defensive: When faced with those who explicitly push against DEI efforts, many may find themselves wanting to explain and defend. However, consider doing the opposite. Instead of constantly justifying the importance of DEI, challenge (or hold space) for those who oppose it to explain their stance. Ask them to articulate why they resist efforts that promote fairness, equality, and inclusion, and to center humanity. By shifting the burden of proof, you can invite opponents to clarify their reasons and possibly reveal their underlying biases or misconceptions. This also opens up a space for public dialogue and education about the value of DEI initiatives." To see the rest of the ideas and her full interview, read it here:

7 TIMELESS LEADERSHIP LESSONS FROM PRESIDENT BIDEN'S SPEECH, WHICH CAN HELP INDUSTRY CAPTAINS, BUSINESS LEADERS AND C-SUITE EXECUTIVES LEAD GREAT ORGANISATIONS; BY THE QUINTESSENTIAL POLYMATH - PART 5. The more investments is made in its [organisation's] people, the better the organisation. President Biden shares my philosophy and lives it. Take a look at this as expressed in his speech - "Over the next 6 months, I will be focused on doing my job as president. That means I will continue to lower costs for hard-working families, grow our economy. I will keep defending our personal freedoms and civil rights, from the right to vote, to the right to choose. I will keep calling out hate and extremism, making it clear there is no place, no place in America for political violence or any violence ever, period. I’m going to keep speaking out to protect our kids from gun violence, our planet from climate crisis as an existential threat." That is it. Promote Programmes That Cater To The Genuine Well-Being Of The Workforce Beyond Remuneration. If you too, as an industry captain, business leader and c-suite executive will effectively lead great organisation[s], take a cue from President Biden. Promote programmes that cater to the genuine well-being of the workforce beyond remuneration. TIMELESS LEADERSHIP LESSON 6 - KEEP YOUR WORD; ALWAYS AND IN ALL WAYS - Ever heard of the statement - "Your word is your bond."? A woman or man who can't keep his or word, isn't fit for any position of leadership at any level. No matter how corrupt the world gets, integrity will never go out of fashion. Period. Keeping one's word is a non-negotiable quality of a truly great leader. Period. President Biden exemplified this admirable quality as expressed in his speech - "I’ve kept my commitment to appoint the first Black woman to the Supreme Court of the United States of America. I also kept my commitment to have an administration that looks like America and be a president for all Americans. That’s what I’ve done." Kudos to you President Biden for keeping your word. If you too, as an industry captain, business leader and c-suite executive will effectively lead great organisation[s], take a cue from President Biden. Keep your word always, and in all ways. - Oladele Olunike & Associates. +234 802 303 7738 [email protected] https://lnkd.in/dSCAK2Hh DISCLAIMER: This piece isn't a political one or an attempt to support or discredit the personalities discussed. It is simply an educational, enlightening and business oriented article. © Oladele Olunike & Associates. July, 2024. All Right Reserved. - Oladele Olunike & Associates. - 🖼️ - Internet. - #Future - #OfficialSoundStudio. Research Sources - #AssociatedPress #WallStreetJournal #TheWashingtonPost #Leadership #Communication #Speech #Workforce #Remuneration #Succession #Character #Integrity #Employee #Politics #Business #Career #Executive #LifeSkill

🚨🚨New Publication Alert🚨🚨 So, I am beyond excited to inform you that my newest article has been published in the Journal of Public Policy & Administration. This article is about the decision-making processes of federally elected positions via the frameworks of Rational Choice Theory and Incrementalism. This article comes at an important time in our nation’s history as we are witness to potentially the first African American/Asian American female President of the United States. Throughout this article, I discussed political ideology and social equity and how they can impact the decisions made by our federally elected leaders, amongst other critical topics. Please read through it and let me know your thoughts. I welcome all constructive feedback!

This was an article posted by the Washington Post today detailing the current plight of DEI in today's environment and how it is not necessarily going away but going through a reinvention as it has at other points in history. Change leaders are taking on the challenge to keep the core of DEI relevant. Some organizations and practioners are removing the word "diversity" or moving it further down the acronym (i.e. EDI, or JEDI) What are your thoughts? What does the evolution of DEI look like from your lens? https://lnkd.in/gzru9s4v #leadership #DEI #Inclusiveleadership #DEIB