In part one of this series, we looked at the first four steps of John Kotter’s eight-step process for leading change as a framework for change management in DEI. In this second part, we’ll explore the four remaining steps: removing obstacles to the new vision, planning for and creating short-term wins, ensuring the effort is sustained, and anchoring changes in corporate culture.
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It is not enough for organizations to simply declare that they are anti-racist; they must truly and wholeheartedly be anti-racist. John Kotter’s eight-step process for leading change is a useful tool for mapping organizational change, especially the kind of systemic, long-lasting shifts that most companies are hoping to make. In the first part of this two-part blog post series, I’ll share the first four tenets of Kotter’s model: establish a sense of urgency, form a powerful guiding coalition, create a vision, communicate the vision.
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While storytelling is becoming more important, it is also fragile and complex. It is not fair or appropriate to expect Black employees to want to share their stories simply because they are Black. Sharing is taxing, a form of emotional labor that oftentimes leaves people feeling vulnerable and exposed. Inviting someone to share their story and ensuring they are in a 100% psychologically safe environment to do so is nuanced. Here are some tips to support responsible use of storytelling in cross-cultural understanding…
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Four years ago, I used an Amazon gift card to purchase the complete series of Daria–an animated...
Read MoreWhen asked by Diversity Best Practices how she got her start in diversity and inclusion (D&I), Wema Hoover, Global Chief Diversity Officer at Sanofi, began with, “Honestly, D&I sort of fell into my lap.” Hoover went on...
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