✨ Christelle Mombo-Zigah

I believe in being intentional every day. To do that, you have to be able to set some boundaries. Your time is precious. You get to decide how you use it, and when others can access it. Life and work can get extremely busy, and sometimes it feels like it's all happening TO us, outside of our control. When that happens, we have to take the initiative and get it back. At #DISQO we've started by expecting agendas for all meetings, and giving support to each colleague to reject meetings for which they aren't needed to share direct input or make a decision. That's a small step each day that will add up over time. As I often say, "we get what we accept." We all have the ability to NOT accept requests and activities that won't contribute to our top priorities. It starts with being intentional about each "yes" and "no" we choose. #Intentional #Boundaries #Initiative

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Great Place To Work® and Fortune magazine have honored Five9 as one of this year's Best Workplaces in the Bay Area. 🌟 This is Five9's second time being named to this prestigious list, coming in at No. 17. Earning a spot means that Five9 has surpassed rigorous benchmarks, establishing itself as one of the best workplaces among companies headquartered in the San Francisco Bay region. Learn more: #Five9 #BestPlacesToWork #CustomerExperience

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I welcome company culture shifts to drive more accountability. Companies exist to drive business results. Outstanding business results happen when leaders create the conditions for high performance. However, many leaders do not know how to do this well and often lean toward "punitive" measures to make this happen. This article focuses on how you can drive performance and accountability in a way employees can embrace. There is science around accountability. The NeuroLeadership Institute has some great thinking on how to make this work. Accountability can and should exist with treating employees with respect and compassion. Many think performance and compassion cannot co-exist. Here are some thoughts on how they can. You CAN drive accountability in teams without sacrificing compassion or employee well-being. Researchers at the NeuroLeadership Institute studied cognitive processes associated with leaders who cultivate accountability. They identified two types of accountability: ✔ Threatening (punitive) ✔ Worthy challenge (growth-oriented) Growth-oriented accountability is more effective, encouraging risk-taking and a growth mindset. Three key habits of leaders who build accountability: ✔ Think ahead ✔ Own your commitments ✔ Anchor on solutions How do you do this? ✔ Thinking ahead involves mentalizing tasks and potential obstacles and communicating clearly with employees. ✔ Owning commitments means following through consistently, which builds trust and sets expectations. ✔ Anchoring on solutions focuses on learning from mistakes rather than punishment, fostering psychological safety. These habits help balance achieving results and maintaining a supportive team culture. Teams practicing these habits can be more candid with each other while feeling secure in their roles. Are there examples of companies that do this well? These concepts need to be ingrained into the culture. These leadership behaviors need to be rewarded and reinforced. https://lnkd.in/g_iinYfU #accountability #performance #neuroleadership #results #culture #compassion

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Being ‘intentional’ in what we do. When I’m asked about my views of how to be successful in the corporate world,how to grow as a leader,how to grow as a woman-leader, how to grow as a queer-leader, I’m often conflicted. I realize that the conflict comes from the dialogue inside my head on ‘what is the correct answer that they are looking for, from me’? Wait, I do have a genuine answer, but, this answer does not look different, doesn’t feel to fit in or alter when the words ‘queer’, ‘woman’ are thrown in the question to me. And so, would the answer that I’m going to give to my audience feel very generic to them? Well, the good news is, I just end my giving my genuine answer only, always, after this whole conversation inside my head.But I must tell you, this little chat inside my head happens all the time. I don’t know about being ‘successful’,but,yes,I do take a lot of pride in adding ‘value’, creating ‘high impact’ overall on the people and the teams,business that I work with.The one thing that’s always worked for me, is being ‘intentional’ is anything that we put our ‘effort’ in.Because being intentional means that you will only do things that will add the value that you intent to add. In the business sense, be it a metric, problem solving for a business or a people issue,seeing your action contribute to a cultural transformation, see it translate into a behavioural change in a person - basically always ending at the ‘desired outcome’. I know that’s a lot of words :) So let me now just give you the formula, ay? In summary, my formula to your perceived success is - Being ‘intentional’ (starting point) + always working with the ‘desired outcome’ in mind (ending point - visualize it) = you achieve the desired outcome. Ahem, but don’t just sit on our ass, put in the effort (work), yeah!  ;) I know that these are the same principles of coaching, but, I personally think that we need to use simpler words like ‘intentions’ even in the workspace to simply understand what we mean to ‘coach’.We are not robots, are we? (at least not yet). So, use human language in the workspace too? Don’t be shy.  Also, I asked AI to create an image for me that described ‘being intentional’ - this is what it gave me hahaha! Love it!

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Truly inclusive environments goes beyond simply having a diverse team, but inclusivity is different from diversity - it requires every voice to be heard and valued in the decision-making process. In other words, it’s the ‘how’ of DEI. Leaders need to involve teams in business processes and this can be done by becoming an expert listener. When leaders make a point to listen to and welcome different perspectives, employees will become more excited about sharing their ideas as they know how much their voice matters to the organization. #DEI #inclusion #diversity

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New article in HBR from my friend Joy Chen (陈愉) and Angela Cheng-Cimini. In the piece, they cite a 2017 research report that found "... Traditional leadership programs often do not address the experiences and developmental needs of individuals raised outside Western cultural norms." Former IBM VP Wesley Hom and I had concluded the same thing a decade earlier, so co-founded the Asian Leadership Executive Education Program at the Stanford University Graduate School of Business in 2010, targeting skills for VP-level/general management corporate roles (next session 8/4-8/9).

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"Humbitious" is the term you'll want to remember, as great leaders balance ambition and humility. One of my favorite podcasts features Amer Kaissi's intervention at HBR discussing his book. Here are the 7 insights I've gleaned from him: 1️⃣ Objective metrics now exist to measure humility, a critical trait for effective leadership. Self-awareness, openness, and gratitude are pivotal characteristics. 2️⃣ Humility complements emotional intelligence, emphasizing the importance of remaining grounded and connected with one's team. 3️⃣ While ambition drives progress, humility ensures leaders remain connected to their teams and acknowledge their own limitations. 4️⃣ Leaders who exhibit humility create an environment of psychological safety and engagement, empowering their teams to thrive. 5️⃣ While humility is invaluable, it must be balanced with ambition. Excessive humility in certain situations could hinder effectiveness. 6️⃣ Female leaders often demonstrate a blend of humility and ambition, navigating success with elegance and empathy. 7️⃣ Practices such as self-reflection, appreciation, and assertiveness training serve as tools for cultivating a humbitious leadership style. Reflecting on personal experiences, I'm reminded of how humility profoundly influences connections and fosters growth. Thus, we must strive for a balanced approach, embracing ambition while remaining grounded in humility. 😉

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One of the things I love about longform podcasts are the opportunity to go a level deeper in understanding great authors and their additional insights. James Clear, author of Atomic Habits does a lot of podcasts and I always learn something new, or gain a new insight from listening to him. In the podcast linked below he was asked what's the difference between people who make the most of their potential, vs others. His answer was simple, people make the most of their potential by the way in which they direct their attention. What's beautiful about the answer is how it's such common sense. Time is our most valuable resource, and what we apply it to directly impacts outcomes. https://lnkd.in/eEFnrRAN

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In today's rapidly evolving business landscape, the concept of leadership is being redefined. An insightful article by Nell Derick Debevoise delves into the essence of purposeful leadership and offers a powerful framework for leaders aspiring to make a meaningful impact. Key takeaways include: A - Authenticity: Authentic leaders inspire trust and loyalty. By staying true to their values and being genuine in their actions, they create an environment where others feel empowered to do the same. B - Boldness: Purposeful leaders are not afraid to take risks and make bold decisions. They challenge the status quo and drive innovation, always with a clear vision in mind. C - Connection: At the heart of effective leadership is the ability to connect with others. Building strong relationships, fostering collaboration, and demonstrating empathy are crucial for creating a cohesive and motivated team. D - Dedication: Commitment to a greater cause is what sets purposeful leaders apart. They are dedicated to their mission, and this unwavering focus drives their actions and decisions. E - Empathy: Understanding and valuing the perspectives of others is essential for building trust and creating an inclusive culture. Empathetic leaders listen, learn, and adapt to the needs of their team and stakeholders. As we navigate the complexities of modern leadership, it's worth reflecting on how we can embody these principles. Are we leading with authenticity, boldness, connection, dedication, and empathy? How can we further align our actions with our purpose? Read the full article https://bit.ly/4bwtWwh #PurposefulLeadership #Authenticity #Boldness #Connection #Empathy #LeadershipDevelopment

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Lean In Latinas released a new report today, The State of Latinas in Corporate America. An insightful powerful read. There is work to be done. 💪 Here are my takeaways: ▪ Underrepresentation and Promotion Barriers: Latinas make up just under 5% of entry-level employees and only 1% of C-suite executives in corporate America. Promotion rates are lower for Latinas, with only 74 Latinas promoted to manager for every 100 men. ▪ Impact of Stereotypes and Lack of Sponsorship: Stereotypes and a lack of sponsorship hinder Latinas' career advancement. They are less likely to have their work highlighted or to benefit from sponsorship actions such as promotion recommendations or public praise. ▪ Latinas' Ambition and Corporate Opportunity: Despite these challenges, Latinas are highly ambitious, with 44% prioritizing career growth and 71% interested in senior leadership. Companies have a significant opportunity to nurture and support this fast-growing talent pool. Links in post below. 👇

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🚀 The Most Disturbing 5 Mistakes Leaders Make When Promoting People (And How to Prevent Them) 🚀 Promotions are critical for organizational growth, but they can backfire if not handled correctly. Gustavo Razzetti highlights five common mistakes leaders make and offers actionable solutions: Thinking Technical Skills Equal Managerial Skills: Mistake: Assuming top technical performers can automatically become great leaders. Solution: Assess leadership potential and provide varied career growth paths. Favoritism Over Merit: Mistake: Promoting based on personal bias rather than objective criteria. Solution: Establish transparent, merit-based criteria and increase candidate pools.   Blaming New Leaders for Poor Decisions: Mistake: Expecting new managers to excel without guidance. Solution: Provide decision-making frameworks, delegate authority, and allow for learning through experience. Not Promoting Women to Leadership: Mistake: Overlooking women for leadership roles despite their proven potential. Solution: Involve women in hiring panels, prioritize potential over skills, and implement flexible work policies. Neglecting Leadership Development: Mistake: Assuming promotion alone prepares individuals for managerial success. Solution: Develop leaders before and after promotion with training, mentorship, and ongoing support.   Effective leadership starts with thoughtful promotion practices. Let's invest in our people and build stronger, more resilient teams! 💼✨ #Leadership #CareerGrowth #Management #Diversity #LeadershipDevelopment #GustavoRazzetti

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As a working mom in tech, I'm constantly juggling deadlines, childcare schedules, and the ever-present question: am I doing enough🥺? But lately, a new concern has joined the mix: bias in AI. Reading Caroline Criado Perez's "Invisible Women" opened my eyes to the different ways societal biases can infiltrate even the most cutting-edge technology. The book highlights how data, often collected from a male-centric perspective, can perpetuate gender inequality. This resonates deeply as we develop AI like Generative AI and ChatGPT – are we unknowingly building a future where these biases are baked in? Here's why this matters: 📈Flawed data leads to flawed results. AI trained on imbalanced datasets can amplify existing biases, potentially impacting everything from loan approvals to healthcare diagnoses. Imagine a world where an AI assistant prioritizes male candidates for leadership roles, simply because the data reflects a historical norm. 🦹‍♀️The "invisibility" of women's needs. Just like the book describes, AI systems might not be programmed to consider women's specific needs. Think car safety features optimized for male body types, or voice assistants that struggle to understand female voices. 🦾A missed opportunity for innovation. By excluding women's perspectives, we're limiting the potential of AI. A diverse set of voices leads to more robust solutions that benefit everyone. So, what can we do? ✅Demand transparency in AI development. Understanding how data is collected and analyzed is crucial for identifying and mitigating bias. ✅Challenge the status quo. Question assumptions and actively seek diverse perspectives when developing and using AI tools. ✅Support initiatives promoting fairness in AI. Organizations like Women in AI are paving the way for a more inclusive future. The fight for gender equality extends beyond boardrooms and political offices. It's a fight for the future we're building with AI. Let's work together to ensure this technology empowers everyone, not just the privileged few. #GenderBias #AI #WomenInTech #GenerativeAI #ChatGPT #Equality https://lnkd.in/gH99cuPQ

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This article from Harvard Business Review offers valuable insights into how top leaders cultivate and sustain their confidence. Confidence is a crucial element for any leader, and it's particularly vital for CEOs who are steering their organizations through both calm and turbulent times. Key takeaways include: ✅Embrace Vulnerability: True confidence comes from embracing vulnerability. CEOs who acknowledge their limitations and seek input from others build a culture of trust and continuous improvement. ✅Continuous Learning: Confident CEOs are lifelong learners. They stay curious, seek out new knowledge, and adapt to changing circumstances. This growth mindset not only strengthens their own capabilities but also inspires their teams. ✅Building Strong Relationships: Effective leaders invest in building strong, authentic relationships with their team, board members, and stakeholders. These relationships provide a support network and a source of diverse perspectives. ✅Clear Vision and Communication: Articulating a clear, compelling vision and consistently communicating it helps align and motivate the entire organization. Confidence in leadership is reinforced when everyone understands and believes in the direction they are headed. ✅Resilience and Adaptability: The ability to navigate setbacks and adapt to change is a hallmark of confident leadership. CEOs who demonstrate resilience inspire confidence in their ability to lead through any challenge. ✅Self-Care and Balance: Maintaining physical and mental well-being is essential. Confident leaders prioritize self-care and balance to stay focused and energized. Building confidence as a CEO is not about having all the answers, but about fostering an environment where continuous learning, collaboration, and resilience are at the forefront. This article is a great reminder that confident leadership is cultivated through intentional actions and a commitment to personal and organizational growth. Read the full article here: https://bit.ly/3VrzYHM #Leadership #CEO #Confidence #BusinessLeadership #ContinuousLearning

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Last week Marisa Schwartz DNP, MBA and I had the opportunity to share some leadership lessons in listening at the CXM@MSU Global 360 virtual conference. We talked about listening from two perspectives. ➡ Micro-level. This is how we can be a better listener in one-on-one or small group conversations. ➡ Macro-level. This is how we can listen at scale to all of the voices that surround our business. We shared these three tips along with ways the audience can improve both their micro and macro level listening skills. ❤️ Talk less and listen more. Micro level tips: ask open-end questions and resist the urge to interrupt. Macro level tips: shift the focus from survey programs (like #NPS, #CSAT, and #CES), which tend to focused on what we want to learn, to unsolicited feedback which is what our customers want us to hear. ❤️ Be an active listener. Micro level tips: Think of your role as a trampoline - to amplify, energize, and clarify the speakers ideas. Check out this Harvard Business Review article for more information on how you can be the trampoline. Macro level tips: At the macro level, it's about enabling the enterprise to be active listeners. Look at the systems, processes, and communication channels that already exist and find ways to weave the customer voice into those channels. For example, start every team meeting with a customer story or montage. ❤️ Make them feel heard. Micro level tips: take notes and and repeat back to the speaker what you're hearing (in your own words) to make sure you're understanding. Macro level tips: it's all about driving action and the most effective tool for inciting action is data-backed storytelling. When sharing data in your organization, couple it with micro stories that help bring that data to life. Listening is one of the most important leadership skills and yet it's a skill that is often not taught. Listening is how we build trust in business. Listening is love ❤️ What tips do you have for becoming a better listener? #ListeningIsLove #NothingReplacesListening #AIForHumanUnderstanding #CX #EX #HX https://lnkd.in/gtAnGnAU

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We all know that stories work better than any other medium of communication with a higher recall. Stories also work when leaders want to inspire, connect, teach or be vulnerable with their teams. But why do they work? What are the inner mechanisms that help stories have the kind of impact that they have? This blog post explores this and goes under the hood of our brains to understand why stories work the way they do.. #storytelling #leadership #brainfunction #neuroscience

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Well, well, well, Dell… That didn’t quite go as planned.😑 Dell Technologies’ strict return-to-office policy, which barred fully remote employees from promotions, hasn’t had the desired effect. Nearly 50% of Dell’s full-time U.S. workforce and one-third of its international employees have continued to work remotely. Many employees find the benefits of working from home outweigh the advantages of being in the office. This ongoing tug of war between employees and employers over remote work begs the question: Who will ultimately prevail? #returntooffice #workfromhome #worklifebalance #401ksrock https://lnkd.in/gKY2_csY

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I had the pleasure of speaking at an Adobe leadership offsite last week with fellow leaders Marissa Rexer, David Tokheim and Rob Commons, and it was an incredible experience. Here are my top points and takeaways: 1 - Find and Solve Problems: Every business has its challenges. Identifying and addressing these problems is crucial for success. 2 - Sell Solutions, Not Products: Customers don’t buy products; they buy solutions to their problems. By helping them find these solutions, you build trust and loyalty. 3 - Build Relationship Currency (Something I learned from Carla Harris): Enjoy what you do and who you do it with, including your customers. Be a good friend and colleague. We’re all people striving to do good things. A positive attitude and genuine connections lead to great outcomes. 4 - No Bad Ideas: Leverage your team and cross-functional partners for ideation. Often, bad ideas lead to good ones, which can be more valuable than refraining from sharing thoughts altogether. Thank you, Adobe, for the opportunity to share my insights and learn from such an inspiring group of leaders! #Leadership #Innovation #ProblemSolving #CustomerSolutions #Teamwork #CustomerExperience #Agile #LeadershipDevelopment #Adobe

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When was the last time you took a mental health day? Balancing motherhood, work, and social expectations can be incredibly challenging for women, especially women of color. Prioritizing mental health is critical for your well-being and being present for your family. As we conclude Mental Health Awareness Month, I wanted to share some strategies that have helped me prioritize my mental health. Prioritize Self-Care Self-care is a necessity, not a luxury. Carve out time to recharge and rejuvenate. Seek Support It’s okay to ask for help from family, friends, or professionals. Building a support network can provide comfort and encouragement. Practice Mindfulness Techniques like deep breathing, meditation, yoga, walks around the block can help reduce stress and anxiety. 5-minutes a day will make a difference. Create Boundaries Learn to say NO to unreasonable demands and prioritize your needs to maintain a healthy balance. Practice Gratitude Daily gratitude can shift your focus from stress and foster a more positive outlook. Fuel Your Body and Mind Eat a nutritious meal and get enough sleep to maintain mental clarity and resilience. Let's continue to support each other and make mental well-being a top priority. How do you prioritize your mental health? What strategies do you use? Do you practice self-care? #MentalHealthAwareness #SelfCare #WorkingMom #WorkLifeBalance #MentalHealthMatters #TakeAMentalHealthMoment

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The Netflix culture memo offers a compelling example of how to distill complex corporate culture into clear, actionable principles. Netflix has created a framework that: *Guides decision-making at all levels *Clarifies expectations for employees *Empowers staff to align their actions with the company's vision It's a reminder that effective organizational values should be easily understood and embraced by everyone.

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