Kelley Steven-Waiss

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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Women #CEOs run 10.4% of Fortune companies, the same as last year. How can we help change this? (1) If there are candidates who are #women in your organization or outside who should be considered as CEO, proactively advocate for them and put their names forward. Voice out on who you want to see in leadership. (2) Hire and recruit from outside the industry. Industry experience is great, but at the end of the day it comes down to ability to do the job and bring more value (new perspectives). (3) Focus on how company culture directly impacts your revenue and growth. This will lead to a more inclusive leadership team, and more diversity in the C-suite. (4) Encourage more women to go after executive roles. The #glassceiling is still very real, and collectively we can keep stellar candidates motivated to go after it, and attract more candidates. (5) Understand the impact on investment. More diversity and women in leadership roles has a a direct impact on growth in profitability. Be intentional, and proactive when you recruit new candidates. Invest into organizations that put a spotlight on this, like Chief. Read today's announcement from Emma Hinchliffe and Joseph Abrams of #Fortune here: https://lnkd.in/eBUyEYFX #womeninAI #womenintech #womeningames #womeninmedia

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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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One week until the next cohort launches, four spaces left! I could tell you all about it, but I'd rather give that space to the incredible Anna Gasparian (Manager, Reporting & Analytics) to share her experience from the last cohort: ****************** I highly recommend Claire Fry’s Vocal Confidence course. Each session provided an incredible opportunity to learn from Claire’s expertise as a voice actor. Over eight weeks, she taught us strategies and techniques aimed at communicating impactfully and effectively. Breathing techniques, voice warm-ups, setting the right tone before a presentation or meeting, and aligning message content with its delivery—these are just a few areas where I gained a wealth of knowledge from Claire. During each session, I practiced what I learned, pushed myself out of my comfort zone, and received immediate, professional, and constructive feedback. I appreciated how Claire focused on helping each participant leverage our unique strengths. My favorite take away from the course is that “vocal confidence is not about sounding like someone else who’s more confident than you; it’s about having the confidence to sound like yourself." This is the best self-development course I've ever taken. ****************** If you're ready to show up, work hard, practice diligently and grow your communication skills fast (the way Anna did) then you can find more information at the link below. #VocalConfidence #LearnToLoveYourVoice #PublicSpeaking #CommunicationSkills #SpeakerTraining #Testimonial

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Oooh this, this, this! I have Becky Barsellotti to thank for sharing this one. This is the clearest argument I've heard for why there are a declining number of women in senior leadership positions. Essentially that women are offered 'accommodations' ie part-time work when they come back after having babies, (and men less so), rather than being supported via flexibility and a healthy culture around how we work/not overworking and the realities of being a parent. "I won't be able to over-work like I used to so I best step back" or.. "It won't be possible for me to be consistently there for those moments that matter, so I'll best take that part-time role." #culture #hybrid #flexibility #futureofwork https://lnkd.in/eBy9Si3M

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In a moment like the coronavirus crisis, leaders have to navigate a paradoxical tension: providing direction, guidance, and reassurances while simultaneously acknowledging that the path forward isn’t clear. Balancing this tension requires you to lead with humanity in three important ways: 1) Put people first; 2) Be upfront and vulnerable; and 3) Go out of your way to support and connect.

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Thought-provoking The New York Times article on the importance of embracing our humanity and leveraging our unique strengths in the age of AI. Now more than ever, people skills and our human abilities to communicate, empathize and collaborate are essential for innovation and problem solving. Aneesh Raman and Maria Flynn, both experts in workforce development and education, point out the importance of building interpersonal relationships, fostering positive work cultures and guiding and motivating teams. As we navigate this significant workforce innovation, I look forward to how we can successfully apply our soft skills through this transformation.

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This article from 2019 still resonates strongly. Remember networking does not mean you have to talk to the most people in the room or that you need to be the most interesting person. Focus on being interested rather than interesting and you will form better connections. #networking #coaching

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The Wall Street Journal has reported that SHRM, the United States top organisation for human-resources professionals “is distancing itself from the ‘equity’ plank of diversity, equity and inclusion, or DEI.” A lobbying and advocacy group with 340,000 members, they have reasoned that “they want members to focus on diversity and inclusion in that order.” According to their statement on LinkedIn: “By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash,” But is it really the acronym that’s the problem? The work to challenge the status quo and redistribute power to the global majority in the face of white supremacy has taken various forms, and names, over the last decades (and centuries). By insisting its the acronym that is the problem, there’s a suggestion that existing corporate initiatives operating under this banner are sub par. Instead, why not have the courage to address the two elephants in the room? 1 - Leaders lacking courage: After a period of solidarity and white allyship during 2020 and the BLM movement, we’ve seen many white leaders in positions of power retreat out of the place of discomfort back into a space of comfort. And even worse, to a place of hostility towards historically marginalised groups pursuing fair treatment and justice. 2 - DEI is a clickbait phrase that's constantly misused: In the age of rage bait and click bait DEI as a term has been weaponised by politicians and pundits to desperately hoard attention. They tag it onto polarising topics steeped in prejudice to get a reaction from the masses and go viral. And this formula clearly works. By rebranding we are avoiding the real conversation: let’s embrace the discomfort and talk about what’s really going on. What are your thoughts? #leadership #diversityandinclusion #edi #dei

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Learning how to build a strong emotional foundation is a crucial skill for children (and the adults supporting them). I love that Sesame Workshop is committed to championing mental health wellness and supporting families with free mental health tools. https://lnkd.in/gPDhybSt   #EmotionalWellBeing #MentalHealthAwareness 

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Leaders who show empathy and vulnerability can create lasting organizational change. But how do you actually do this in an organization?   In Harvard Business Review, Patti Sanchez explores how leaders can connect the dots between empathy and success to make people feel connected at every level: https://lnkd.in/eY7TzzNK  

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“Like finding hidden gems in your backyard, broadening the scope of leadership development can uncover talent that can drive your business forward.” An eye-opening perspective on leadership. Leadership potential isn’t a quality that’s only tied to traditional markers like seniority or current job title. It’s just as much about one’s ability to inspire, innovate, and navigate challenges. These are characteristics that can be found throughout all ranks of the organization, which is why we need leadership development to be more widely accessible. Not only does this give more employees a chance to shine, but it is also setting the business up to be more dynamic, innovative, and resilient. #leadershipdevelopment #diversity #leadership

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I recently read this article by Kim Scott, “Speaking Truth to Power: The Cost-Benefit Analysis”, and it resonated deeply with me. Kim discusses the complexities and personal costs of addressing workplace injustice head-on, whether it's bias, discrimination, or harassment. She provides a thoughtful perspective on the tough decisions many face when contemplating whether to speak up or move on.  Read the article here 👉 https://lnkd.in/eFkZUB2t I thought it would be valuable to share here, what are your thoughts after reading 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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Your workplace should be a House of Empathy built on Care, Courage and Curiosity. Bring in psychological safety, where employees feel secure in expressing themselves, reducing anxiety and stress associated with fear of judgment or retribution. This openness can lead to much better mental resilience and job satisfaction for your teams. These foundational 3C's can create an environment where everyone's potential is acknowledged and celebrated. #workculture #leadership #empathy

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"The stories we tell literally make the world. If you want to change the world, you need to change your story." ~ Michael Margolis In a recent interaction with a group of up and coming leaders I shared 12 stories from my life and consequent leadership lessons that have helped shape me as a professional and are at the heart of whatever I have been able to accomplish in my career. This interaction was part of our "Leaders as Teachers" initiative which has been invaluable in developing leadership talent as well as shaping and propagating our organizational culture. Watch the video to find out which lessons resonate with you. https://ow.ly/w1u450RcbcG #LeadershipDevelopment #CareerGrowth #ManagementTips #LeadershipLessons #Cadence #Culture #GPTW #LeadersAsTeachers #WeAreCadence #StoryTelling

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Discover why tearing down the barriers to disability disclosure is more than a corporate responsibility; it's a journey toward true societal change. This week, Debra Ruh, Antonio Santos and I shed light on why individuals with disabilities often choose silence over sharing despite the increased acceptance of diversity in today's workplaces. The episode peels back the layers of this complex issue, looking at the societal challenges and job market uncertainties that can dissuade even the most confident from self-identification. We also examine how misconceptions about who is part of the disability community impact self-identification rates and consider the role of technology as an unwritten ally in supporting those with disabilities. In a world where data shapes the future of inclusivity, we probe the importance of this information in bridging the disability pay gap. Just as the data-driven approach has helped narrow the gender pay gap, it could be the key to empowering disabled employees. Our discussion also scrutinizes the unexpected shortcomings in non-profits and charities, where advocacy for the disabled doesn't always align with inclusive practices. We call out the need for a corporate culture that doesn't just wear inclusivity as a badge but weaves it into the very fabric of its existence, creating systemic change that reflects the true diversity of our society.

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Instead of thinking about new strategies to engage our teams, we might need a new approach altogether. Interesting article on the next evolution of employee engagement. Employee transformation goes beyond office perks and experiences to helping employees become the best versions of themselves, creating more dedicated and passionate employees who think innovatively about ways to help their organizations grow with impact. Meaningful work, a positive culture, and purpose are all at the center of this. #employeeengagement #employeetransformation #employeeexperience

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