How To Build Psychological Safety For Inclusion And Accountability
Dr. Nika White • August 16, 2021
The brilliant Amy Edmondson, Novartis Professor of Leadership and Management at Harvard Business School, catapulted the idea of Psychological Safety into the DEI and business space. According to Edmondson, “psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.”
The goal is to avoid catastrophic mistakes in your business by opening the door for employees, colleagues, and stakeholders to raise concerns in a safe, open environment. However, not every business has an environment of psychological safety where team members can express concerns, share ideas, or ask questions without being gaslit, ignored, or disregarded.
This is especially true for diverse teams. Companies with LGBTQIA+, people of color, and team members with disabilities should pay even more attention to psychological safety. Employees who occupy a unique identity in the workplace often bring a different perspective to the table. If they’re not heard, what impact will that have on a company’s growth and development? It’s a missed opportunity. Building psychological safety isn’t only helpful for growing, healthy businesses, but it’s essential for the respect and safety of employees.
Here’s how to build psychological safety on a diverse team.
Run a 5-minute psychological safety audit
The first step towards building psychological safety is to use Edmonson’s 5-minute audit to assess how psychologically safe a work environment is. (1) The audit covers questions like: is it safe for employees to voice concerns? If they do, are they heard? Do things change? The questions below are additional questions you can use to run a 5-minute audit on your company’s psychological safety.
Ask yourself the following questions:
- If I make a mistake, will it be held against me?
- Do members of the team feel safe to bring problems and issues to light?
- Do people on the team reject others for being perceived as “difficult”?
- Is it safe to take risks?
- Is it intimidating to ask other members for help?
- Would other members of the teamwork to undermine new efforts or ideas?
- Are there unique skills and talents that aren’t being valued and utilized?
If the answers to any of these questions raise a flag for you, it could be time to build better psychological safety in the company. Here’s how.
Make it clear that people are free to express themselves
Bring it up at the beginning of a meeting, or explicitly tell each team member one by one. Ensure the entire team that it’s perfectly fine to ask questions, raise concerns, and express ideas. But, also encourage teammates to bring solutions. While naming hard things creates hope, the ability to solve those hard things requires partnership.
Amplifying the idea that each employee is free to express their thoughts in the workplace allows minority groups more assurance that speaking up is safe to do. Thus, they’ll be less fearful of judgment or ostracization for sharing concerns that better the company and everyone in it. Especially if those concerns go against the grain and encourage leadership to revisit diversity initiatives and improve the company’s inclusivity.
Be mindful of gaslighting team members
Once the freedom to express ideas is clear, be mindful of disregarding or diminishing someone else’s ideas. If someone from an underrepresented group speaks up about a serious concern, gaslighting them can make them feel shut down, dismissed, and dissuaded from sharing other important thoughts in the future.
Marginalized groups shouldn’t feel silenced or fearful of sharing. Psychological safety is key to supporting these groups in your company and giving them the space to express their ideas without holding them in and harboring stress.
Without psychological safety, people may step away from the company because they’re not supported and don’t feel respected. Clearly, this is counterproductive to building trust, safety, and inclusion for the long run. A positive team climate is foundational for psychological safety.
A big step forward means being open to hearing the thoughts of each colleague, thanking people for sharing, and committing to considering their ideas. The simple act of acknowledgment as opposed to gaslighting can be a powerful way to make others feel a sense of psychological safety in the workplace.
Avoid using psychological safety as a way to dodge accountability
As Amy Edmondson notes in her 2014 TedX talk , accountability and psychological safety are two separate areas that work hand in hand. Offering a space to share ideas, concerns, and thoughts also means holding those with the power to make change accountable. In fact, that’s a major goal of psychological safety.
The people who need the feedback, the ones who can change systems, and produce a better outcome, should be held accountable after someone shares an important concern or idea. And those who offer criticism or feedback to those in positions of power should be safe to do so.
A problem occurs when people hide behind issues that come up in the workspace. People in positions of leadership may feel ashamed about being accountable for concerns that come up. Fortunately, there is a way to effectively hold someone accountable without shame. Overall, the idea of holding folks accountable when ideas, concerns, and thoughts come up isn’t something to run from, it’s something to dive deeper into.
When there’s accountability, employees feel safer knowing that leadership has their best interests at heart and will do what’s necessary to uphold the values of the organization. This should not be confused with failing to provide psychological safety. Leadership should strategize on the best move forward given the feedback, and it may not look the way employees want it to. Employees should have trust for the process of integrating feedback and that their employer will do what they can to address their concerns.
It’s crucial for leaders to be strong and open in the face of criticism. Even if it means they have to make fundamental changes that impact the company as a whole. We need to be careful not to let the fear of psychological safety and what truths may come to light, shadow our commitment to bettering the company and the employees. Organizations also need employees who value truth and accountability, which requires openness and a growth mindset when offering constructive feedback. It boils down to this: psychological safety is a two-way street of communication, growth, and adaptation.
If we aren’t in a space to receive constructive feedback, we can easily feel as though the person giving the feedback doesn’t have our best interest in mind. It can feel like they’re pointing out only what’s wrong and bad. However, good leaders and employees can distinguish between feedback that’s promoting growth or stifling it. Although psychological safety isn’t always easy, hearing people out, deciding if it’s constructive, and making moves to improve the situation will most certainly benefit your company in the long run.
Final thoughts
Psychological safety is a middle ground where both employees and employers have to make a concerted effort to receive and adapt to feedback. Feeling challenged in the workplace by driving toward the organization’s standard of performance, can feel like one’s safety is threatened but learning the difference is important.
It’s not easy to cultivate an environment that’s open to hearing the feedback of every voice even if the critiques we hear are our fault or responsibility. Psychological safety is a powerful way to promote inclusion and accountability in the workplace. Including the voices of diverse employees, hearing their unique perspective, and making moves to improve the company is the ultimate goal. It’s in the best interest of the organization to be open to those perspectives and create an environment that holds growth and inclusion at the heart of its development. Only when employees and employers feel safe enough to hear each other and move in the direction of growth will organizations reach psychological safety.
Citations:
Edmondson, A. (1999) Psychological Safety and Learning Behaviour in Work Teams. Administrative Science Quarterly, 44: 350-38
In a recent Intentional Conversations Vodcast, leadership expert Dr. Nika White and organizational effectiveness guru Shayla N. Atkins discussed what it truly means to be a modern leader. They explored the evolving landscape of work, the importance of genuine connection, and how we can all redefine success in a human-centered way. Beyond the Buzzwords: The Future of Leadership Is Human The conversation kicked off with the idea that the future of work isn't some distant concept—it's already here. With hybrid workplaces and AI becoming the norm, the skills we once called "soft" are now essential for effective leadership. Shayla referenced the World Economic Forum's report on future jobs, emphasizing that a human-centered approach prioritizes individual growth is no longer a luxury but a necessity. Drawing from her extensive experience, Shayla noted that authentic leadership isn't about conforming to a mold; it's about aligning with your core values. This alignment isn't just a feel-good concept—it directly impacts a team's effectiveness and an individual's well-being. Redefining Resilience: It's Not a Badge of Honor A powerful part of the conversation was the shift in perspective on resilience. Dr. White and Shayla challenged the common, and often toxic, idea that resilience is a prize for those who can endure the most stress or work the longest hours. Instead, they redefined it as a strategic, proactive practice. Shayla explained that true resilience involves strategic planning and proactive recovery measures. She suggested a simple but powerful tool: conducting a "stress inventory" to anticipate high-stress periods and prepare for them. She also advocated for things like rotating breaks and adjusting decision-making protocols to build a resilient workplace culture. Dr. White added to this by introducing the concept of "regenerative strength," which encourages leaders to recognize early signs of stress and prioritize rest before burnout sets in. The Power of Vulnerability and Support The conversation also delved into why leaders, especially women, are often reluctant to seek help. They pointed out that societal expectations often frame vulnerability as a weakness. Dr. White and Shayla argued for a fundamental shift in this mindset, stressing the importance of a culture that normalizes asking for help and fosters genuine connection among peers. Shayla also shared insights from her book, Black Women Lead with Spice , and her SPICE framework (Savvy, Performance, Image, Communication, and Exposure). This framework helps underrepresented women navigate their careers by emphasizing skills like communication and savvy, which are crucial for translating qualifications into leadership roles. The dialogue between Dr. White and Shayla served as a powerful reminder that modern leadership is not about managing metrics alone. It's about connecting with people, understanding their unique needs, and building a culture where authenticity and regenerative strength are valued over persistence and overwork. It’s a call to action for leaders to lead with their hearts as much as their minds. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a recent Intentional Conversation vodcast, activist and author Lisa Hurley shared powerful insights from her new book, Space to Excel. Alongside host, Dr. Nika White, the conversation delved into the emotional complexities of publishing, the importance of authenticity, and a fresh perspective on activism. Hurley, a celebrated author known for her work on self-care for Black women, introduced her unique philosophy: "soft life activism." The Power of Gentle Activism Hurley's concept of "soft life activism" challenges the traditional view of activism as loud and bold. She explained that her motivation stems from the fatigue felt by Black women in the wake of the post-George Floyd movement and the constant stress of systemic racism and microaggressions. Her approach emphasizes personal well-being, community support, and rest rather than the more visible, often exhausting, forms of activism. This is a form of activism that aligns with her introverted nature, allowing her to contribute to the movement in a sustainable way. Her philosophy is deeply rooted in her Caribbean upbringing, where community and rest were central to life. She recalled a childhood where the entire island would observe a rest day on Saturdays—a practice that greatly influenced her belief in prioritizing life over work. Centering Joy and Self-Care Hurley and Dr. White explored the idea of centering joy and emotional regulation as essential components of life-work integration. They argued that for Black women, navigating the current socio-economic climate requires a shift from a rigid "work-life balance" to a more fluid life-work integration where personal needs take precedence. As Hurley puts it, a "soft, centered, serene life" is one where joy and community support are non-negotiable. Hurley also shared a personal experience from her publishing journey, where she was advised to cut meditations and affirmations from her manuscript. She firmly refused, believing these elements were crucial for readers who are stressed and overwhelmed. Dr. White supported her, highlighting the value of these practical tools for self-soothing. Embracing Authenticity and Imperfection The discussion concluded with a powerful message about embracing imperfection and valuing every moment. Hurley and Dr. White noted that a perceived "mastery" is often an illusion; true growth comes from continuous practice and accepting imperfections. Hurley shared how she prioritizes meaningful experiences over conventional professional obligations, such as her decision to promote her book in a way that feels authentic to her, rather than adhering to traditional book tour expectations. Hurley left attendees with a final thought: to reflect on their personal desires, prioritize self-care, and treat themselves with love and gentleness. The session served as a powerful reminder that authenticity and well-being are the cornerstones of a truly fulfilling life, both personally and professionally. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a world filled with digital noise, how can leaders cut through the clutter and truly connect with their teams? The answer, as highlighted in a recent Intentional Conversations Vodcast between Dr. Nika White and Charlotte Otter , lies in the power of storytelling, vulnerability, and intentional action. The Art of Storytelling We often hear that storytelling is a powerful tool, but Dr. White and Charlotte Otter explained how it's more than just a technique—it's a way to foster empathy and bridge divides. Stories remind us of our shared humanity, helping leaders connect on a deeper level. This is particularly crucial in a digital world where authentic human connection can get lost. Otter, a former crime reporter and now a novelist and executive communications leader, knows the power of a good narrative firsthand. She emphasized that a leader's ability to share their personal journey—including the challenges and lessons learned—is a key component of building trust and inspiring change. The Importance of Vulnerability The idea of a perfect, stoic leader is an outdated stereotype. Dr. White and Otter both spoke passionately about how vulnerability is not a weakness but a cornerstone of effective leadership. Leaders who are willing to be open and authentic create a safe space for their teams to do the same. This doesn't mean airing all your personal issues, but rather showing your humanity and being real. Otter shared how her past as a crime reporter taught her about the importance of being open to feedback and embracing authenticity. This is true for all leaders, especially those from diverse backgrounds who can leverage their unique experiences to enhance their leadership effectiveness. Learning to Be a Better Leader So, how does a leader put these ideas into practice? Otter offered valuable insights through the concepts of single-loop and double-loop learning. Single-loop learning is when you simply fix a problem without looking at your own role in it. For example, if a project fails, a single-loop leader might blame a team member or a flawed process. Double-loop learning is more reflective. A double-loop leader would ask, "What did I do or not do that contributed to this outcome? How can I change my behavior to improve the process next time?" This type of reflective thinking is crucial for a culture of continuous improvement. According to Otter, this requires leaders to be intentional about their actions and align them with their core values. Communication and Authenticity A key takeaway from the discussion was the critical role of communication, particularly for middle managers. These individuals are often the vital link between senior leadership and employees, and they need to be empowered with strong communication skills to prevent breakdowns and enhance understanding. Otter also challenged the stereotype that leaders must be extroverted. She argued that effective communication is not about who speaks the loudest but who communicates with intention. An authentic, vulnerable leader—whether an introvert or an extrovert—can be incredibly effective by simply being genuine and open to feedback. In the end, it all comes back to integrity. Leaders must align their values with their actions. By telling their stories and embracing vulnerability, they can build trust, inspire their teams, and create a legacy of impactful leadership. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
We often hear about growth in terms of metrics: market share, revenue, team size. And while these external indicators are certainly vital, I'm here to challenge a pervasive narrative within leadership – one that often overlooks the equally, if not more, critical dimension of internal, emotional growth. As leaders, how we grow is just as important as how fast we grow. In the fast-paced world of business, it's easy to get caught up in the relentless pursuit of "more." More clients, more projects, more profit. But what about more presence? More patience? More self-awareness? These are the hallmarks of emotionally regulated leadership, and they are, in my view, the bedrock of sustainable success. The Overlooked Foundation: Emotional Regulation Emotional regulation isn't about suppressing feelings; it's about understanding and managing them effectively. It's the ability to pause, reflect, and choose a thoughtful response rather than reacting impulsively. This might sound like a "soft skill," but its impact on a team and an organization is profoundly tangible. Consider the ripple effect of a leader who is genuinely emotionally regulated: Calmer Waters in a Storm: When challenges arise, an emotionally regulated leader doesn't panic. They provide a steady hand, inspiring confidence and clarity in their team. Stronger, More Resilient Teams: When leaders model emotional intelligence, they foster an environment where team members feel safe to express themselves, make mistakes, and learn. This builds trust and psychological safety, crucial for innovation and problem-solving. Improved Decision-Making: Emotions can cloud judgment. A regulated leader can step back from immediate feelings to assess situations objectively, leading to more strategic and effective decisions. Enhanced Relationships: Both internally with your team and externally with clients and partners, emotional regulation builds stronger, more authentic connections. People gravitate towards leaders who are consistent, empathetic, and composed. Sustainable Well-being: For the leader themselves, emotional regulation is a powerful tool against burnout. It allows for healthier processing of stress and setbacks, promoting long-term resilience and well-being. Join the Conversation: Emotionally Regulated Leader CoP Here in Greenville, South Carolina, and beyond, it's time we collectively elevate the conversation around what truly constitutes leadership growth. It's not just about the numbers; it's about the depth of our character, the strength of our emotional fortitude, and the positive impact we have on those around us. If you're a leader committed to this deeper, more holistic form of growth, I invite you to connect with our Emotionally Regulated Leader Community of Practice (CoP). This is a space where we share insights, challenges, and strategies for cultivating the internal strength that powers external success. Let's champion a new era of leadership where emotional intelligence is not just valued but actively cultivated and celebrated. Because true growth, the kind that lasts and truly transforms, is always, profoundly, emotional. Visit www.nikawhite.com to learn more about The Emotionally Regulated Leader CoP and how to join.
In a recent episode of the Intentional Conversations Vodcast, Dr. Nika White sat down with LaShawn Davis , a culture strategist and founder of the HR Plug, for an unforgettable discussion about greatness, authenticity, and leadership. Davis, author of the book At the Pinnacle of Greatness, shared her insights into how to transform workplace practices and empower individuals to embrace their true selves. Here are some of the biggest takeaways from the conversation. Moving Beyond Hustle Culture Davis argues that we need to move past the traditional hustle culture that often equates a person's worth with their job title or success. Instead, she encourages people to recognize their inherent greatness, believing that our greatest challenges often point us toward our true calling. Dr. White agreed, noting that this mindset applies to both corporate professionals and entrepreneurs alike. The Eagle and the Crow Emotional resilience is key to success. Davis illustrated this point using the metaphor of an eagle and a crow. The crow, a persistent scavenger, often bothers the eagle, but the eagle simply soars higher until the crow can no longer follow. Davis said we should handle our naysayers the same way, focusing on our own success and not giving attention to those who try to bring us down. Dr. White shared this sentiment, emphasizing the need to control our reactions to external negativity. The Unplugged Experience Davis shared insights about the Unplugged experience, which started during the COVID-19 pandemic, to help HR professionals find support and community. The event encourages attendees to look beyond their professional roles and focus on personal growth. Dr. White highlighted the value of these spaces, especially during challenging times in the workplace, and how they provide a safe place for professionals to connect and grow. Redefining Professionalism The conversation also tackled the topic of redefining professionalism in the workplace. Davis advocates for focusing on an individual's abilities rather than appearance. She and Dr. White stressed the importance of authenticity and personal connections in professional settings, showing how being true to yourself can lead to better outcomes. Authentic Leadership and Self-Discovery To round out the discussion, the two leaders discussed the importance of self-discovery and its impact on leadership. Davis shared that understanding and articulating one's own identity is crucial for authentic leadership. She also identified three leadership styles—visionary, alignment, and execution—and encouraged people to find their dominant style to clarify their purpose. Dr. White reinforced that leadership isn’t just about a title; it's about the influence you have on others. Davis wrapped up the conversation with a powerful quote about self-acceptance, encouraging listeners to recognize their worth and not force themselves into unwelcoming situations. The conversation served as a powerful reminder to invest in yourself and be your most authentic self. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a recent episode of Intentional Conversations Vodcast, Dr. Nika White welcomed guest co-host Gisele Marcus , an accomplished speaker and executive with a Harvard MBA and extensive global experience. The episode unpacked the crucial topic of networking and building genuine, authentic relationships in the business world. More Than a Handshake: The Power of Authentic Relationships Gisele shared her journey, highlighting a pivotal expatriate assignment where she learned the importance of staying visible with mentors and sponsors. This led to an astonishing 11 job opportunities upon her return to the U.S. Her story underscores a key takeaway: authentic networking is about creating a two-way street. It's not just about what others can do for you, but how you can build a mutually beneficial relationship based on genuine connection, a stark contrast to the transactional approaches often seen on platforms like LinkedIn. Dr. White connected with this idea, sharing a personal anecdote about her daughter's engagement, which came about through a family connection. Both stories serve as a powerful reminder that relationships built on trust and visibility are invaluable. Networking in the Digital Age: Strategies for LinkedIn and Beyond In today's hybrid world, networking extends far beyond in-person events. Gisele offered practical advice for navigating this landscape, starting with LinkedIn. She advises being intentional about your connections, always introducing yourself with context, and seeking out commonalities to make interactions more meaningful. For those with a large network, she suggests being selective and using social media strategically to expand your platform. For introverts, networking can feel daunting, but Gisele offered valuable tips. They recommend approaching people who are alone at events, having a plan before you go, and taking breaks to recharge. Gisele also shared her own practice of offering both one-on-one and group networking options to make herself more available. Making Networking Work for You Both speakers shared powerful examples of networking in action. Gisele recounted a chance Zoom conversation that led to a speaking invitation at a major international conference. Dr. White shared her experience organizing a networking event called "Net Night," where she trained "connectors" to help shy attendees feel more comfortable. They also discussed the importance of being observant and proactive. Gisele stressed the value of understanding the purpose of every meeting and being upfront about your intentions. She and Dr. White both agree that networking isn't about collecting business cards; it's about building meaningful connections that can lead to unexpected opportunities and lasting professional relationships. Final Thoughts Whether you're an introvert or an extrovert, in a virtual meeting or a bustling conference, the core of successful networking remains the same: it's about being authentic and building relationships. By being intentional, proactive, and genuinely interested in others, you can create a network that supports your goals and contributes to your career longevity. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
Burnout by Budget: How Financial Stress Creates Emotional Fragility in Leaders & What to Do About It
In today’s dynamic business landscape, leaders face a constant barrage of challenges. While market shifts and competitive pressures are often top of mind, a less visible yet equally potent threat is silently eroding leadership capacity: financial stress. The anxiety stemming from budget constraints, cash flow concerns, and the ever-present question of financial sustainability can seep into every aspect of a leader's life, ultimately leading to emotional fragility and burnout. The Credit Card Conundrum for Small Businesses Adding to this financial pressure is the timely issue of credit card usage among small businesses. For years, attractive rewards programs and high credit limits have made business credit cards a seemingly convenient solution for managing expenses and even fueling growth. However, with interest rates remaining high and traditional small business loan options becoming increasingly limited, many are now facing a challenging reality. Are small businesses inadvertently ensnared by the allure of easy credit, only to be burdened by high rates and restrictive terms? This situation underscores the critical need for careful financial management and exploring alternative financing strategies to avoid the pitfalls of relying heavily on credit cards for growth. The Cognitive Cost of Financial Strain Financial worries do more than just keep leaders up at night. They directly impact executive function, the very cognitive skills needed for effective leadership. When preoccupied with financial survival, leaders experience diminished clarity, impaired decision-making, and a significant reduction in strategic focus. The mental bandwidth consumed by navigating financial uncertainty leaves less capacity for innovation, team development, and long-term vision. This constant state of financial pressure often fosters a scarcity mindset, where fear and limitation dominate thinking. Leaders operating from this perspective may become risk-averse, micromanage resources, and struggle to see opportunities for growth. This contrasts sharply with an abundance mindset, which fosters creativity, resilience, and the ability to make bold, strategic moves. The Emotional Toll: From Anxiety to Burnout The persistent stress of financial instability takes a significant emotional toll. It can trigger anxiety, increase irritability, and erode emotional resilience. Leaders operating in this state are more susceptible to emotional outbursts, less able to empathize with their teams, and ultimately more prone to burnout. This emotional fragility not only impacts their personal well-being but also ripples through their organizations, affecting team morale and overall productivity. Reclaiming Leadership Through Emotional Regulation The solution lies not just in better financial management (though crucial) but in cultivating robust self-leadership skills, particularly emotional regulation and emotional resilience. Emotion regulation is the ability to understand, manage, and respond to one's emotions in a healthy, intentional way. It's about harnessing emotions, not suppressing them. Leaders who can self-regulate effectively are better equipped to foster psychological safety, handle conflict constructively, and make sound decisions even under stress. By strengthening their emotional regulation skills, leaders can navigate financial pressures with greater stability and clarity. This ability is foundational for building trust and modeling resilience across teams and organizations. Great leaders don’t just manage money—they manage mindset. Introducing Our Emotional Regulation Community of Practice (ER CoP) At Nika White Consulting, we understand the critical link between emotional well-being and effective leadership. That's why we've developed the Emotionally-Regulated Leader: A Community of Practice (CoP), a transformative learning experience designed to enhance the emotional authority, composure, and relational capacity of leaders. Our CoP is built on three essential pillars: Self-Awareness, Self-Management, and Social Connection. These pillars work in tandem to support sustainable leadership and organizational health. The program provides tools to increase self-awareness and self-regulation and helps leaders build their inner capacity and reduce emotional exhaustion and reactivity. Participants in the CoP learn to pause rather than react, communicate with intention, and create psychologically safe environments where others can thrive. As one participant shared, "I don't know how I made it as far as I have without this coaching opportunity". Your Guide to Self-Regulation Ready to take the first step towards stronger self-leadership and emotional resilience? Join our email subscription list today and comment, “emotional resilience,” to receive our complimentary self-regulation guide. This valuable resource is packed with practical techniques you can implement immediately to start mastering your emotional responses and leading with greater clarity and calm. Don't let financial stress erode your leadership potential. Embrace the power of emotional regulation and build a foundation for sustainable success.
When we think of leadership, we often picture someone who is strong, decisive, and unflappable. But what about the inner world of a leader? The feelings, the pressures, the moments of doubt and exhaustion? In a recent Intentional Conversations Vodcast, Dr. Nika White and emotional regulation coach Mikki Bey tackled this very topic, making it clear that a leader’s emotional well-being isn't a soft skill—it’s a business-critical issue. Mikki Bey's own story is a powerful testament to this truth. As a Vice President in the pharmaceutical industry, she experienced a rapid rise to success, but it came with a heavy price. Juggling the immense pressure of her corporate role with the stress of her child's health challenges pushed her to a breaking point. Ultimately, she made the courageous decision to step away from her career to prioritize her mental health and well-being while tending carefully to her son. This personal journey led her to discover her purpose: empowering women to put their internal environment first. The Power of Emotional Regulation in Leadership Both Dr. White and Mikki emphasized that emotional regulation is a non-negotiable for effective leadership. Mikki shared her belief that emotions are simply energy carrying essential messages, and suppressing them can be detrimental to both the individual and their team. Leaders who are self-aware and understand their emotional triggers are better equipped to prevent burnout and create healthier, more supportive workplace cultures. This self-awareness isn't just about managing your own feelings—it’s about fostering a culture of co-regulation, where team members feel safe and supported. So, how can leaders and individuals begin to regulate their emotions? The conversation offered several practical strategies: "Name It to Tame It": Mikki introduced this simple but effective technique. By simply acknowledging and naming a strong emotion, you can begin to lessen its power over you. Journaling for Self-Expression: Journaling was highlighted as a powerful tool for processing feelings without the pressure of having to present a perfect version of yourself. Distinguishing Between Threat and Discomfort: Dr. White offered a key insight, encouraging people to pause and ask themselves: "Am I truly in danger, or am I just uncomfortable?" This distinction is crucial for managing emotional responses and preventing overreactions. The Importance of Community: High achievers often isolate themselves, especially when facing challenges. Mikki stressed that finding a supportive community is essential for emotional safety and co-regulation, helping people move through their struggles with the support of others. Coaching, Therapy, and Embodiment Mikki also clarified the distinction between her role as a coach and that of a therapist. She explained that while therapy often addresses past traumas and mental health, her coaching is focused on optimizing one's present self and future outcomes. She also noted that coaching and therapy are often complementary, with many of her clients engaging in both practices. The conversation also addressed the transformative power of embodiment—the process of stripping away old programming, consciously choosing the person you want to become, and living in the belief that you are that person. Mikki shared how she lost 110 pounds by identifying as a healthy woman, which in turn led to healthier choices and behaviors. This powerful example underscores the idea that by narrating a new story and acting as if your desired identity is already real, you can begin to transform your life. Ultimately, the conversation between Dr. White and Mikki Bey served as a vital reminder that our emotional world is not separate from our professional one. By prioritizing emotional well-being, leaders can not only create a more fulfilling life for themselves but also build more productive, resilient, and compassionate teams. What strategies have you found effective in managing your own emotional well-being? Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
Recently, Dr. Nika White and Dr. Roz Cohen had a conversation that explored what it truly takes to build an engaging, inclusive, and thriving workplace. Their discussion went beyond surface-level solutions, diving into the core elements that create a sense of belonging and drive organizational success. The Journey to People-First Leadership Dr. Roz Cohen's path to becoming a chief people officer is a testament to the idea that a career isn't always a straight line. She began with aspirations of becoming a doctor, but a difficult organic chemistry class led her to pivot to psychology. Her experience as a resident advisor sparked a passion for student affairs, and she eventually transitioned into finance—a field in which she had no prior experience. This diverse background, which includes earning a Ph.D., has given her a unique perspective on the importance of human-centered leadership. The "Engagement Trifecta": Thinking, Feeling, and Belonging One of the key concepts they explored was the engagement trifecta, which Dr. Cohen broke down into three crucial components: thinking, feeling, and belonging. While many organizations focus on the feeling of inclusivity, they often overlook the intellectual engagement aspect. Dr. Cohen emphasized that to truly engage employees, companies must critically evaluate job roles to ensure they are intellectually stimulating. This means moving beyond a simple checklist of tasks and considering how each role can provide a sense of purpose and intellectual challenge. Shared Accountability for Belonging The conversation also highlighted the critical role of shared accountability in creating a workplace where everyone belongs. Dr. White noted that fostering a culture of respect and inclusion isn't just the responsibility of leadership—it's a shared effort. Dr. Cohen agreed, pointing out that organizations often fail to involve employees in this process. Both leaders agreed that direct conversations about individual needs and providing recognition are essential for building a supportive and connected workplace culture. The Power of Vulnerability in Leadership Both Dr. White and Dr. Cohen stressed the importance of vulnerability in leadership, contrasting it with traditional authoritative styles. Dr. Cohen shared her practice of being open about what she knows and what she doesn't know, which fosters genuine dialogue and builds trust. She recounted a compelling story from an interview at Bank of America Securities. When asked a question she didn't understand, she chose to be honest and ask for clarification instead of faking it. Her honesty impressed the interviewer and underscored the power of authentic vulnerability. The conversation also touched on the need for organizations to rethink promotion criteria. They argued that leaders should be promoted based on their ability to manage and lead effectively, not just their technical skills. By promoting individuals who are willing to be vulnerable and who prioritize psychological safety, organizations can create environments where employees feel comfortable expressing challenges and are more productive. Beyond Culture Fit: Embracing Cultural Add Finally, the discussion delved into the potential biases of "culture fit." Dr. White pointed out that this concept can often favor those who conform to the dominant culture, hindering diversity. Dr. Cohen suggested a more effective approach: defining culture not by personal preferences but by behaviors that align with organizational values. They advocated for a shift toward "cultural add," a concept that values and celebrates diverse perspectives, ensuring that the organization is not just a reflection of itself but a richer, more dynamic collection of people and ideas. Ultimately, this conversation was a powerful reminder that building a great workplace requires intentional effort, open communication, and a commitment from both leaders and employees to create a culture where everyone feels they belong and can thrive. Intentional Conversations is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search archives to view replays of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.
In a world saturated with data and an ever-increasing pace of change, the ancient art of storytelling has re-emerged as a crucial "power skill" for connection, inclusion, and influential impact. More than just entertainment, stories have the profound ability to shape perceptions, evoke emotions, and inspire action. My recent travels with my family to Ghana deeply underscored this truth, transforming abstract historical facts into a lived, palpable experience that I believe is vital for us all to acknowledge and learn from. Echoes of History: Assin Manso Slave River Our journey took us to the Assin Manso Slave River, a place where history echoes with unimaginable pain, resilience, and remembrance. Standing on those riverbanks, I felt the weight of generations who were forcibly taken from their homeland, many having their last bath in this river before being led to the coast and across the Atlantic. We journeyed the same path as our ancestors and did so with bare feet to honor and pay respects to their journey and strength. We touched the same water in which many of them took their last baths prior to being forced to cross the Atlantic. It was a deeply sobering experience, yet also a sacred moment of connection: honoring those who endured, those who were lost, and the unbreakable spirit that lives on through us. Traveling as a family made it even more meaningful. Together, we reflected not only on the brutality of the past but also on the power of remembering, acknowledging, and carrying forward those stories. Through the Door of No Return: Cape Coast Castle Further along our journey, we visited Cape Coast Castle, one of the most profound and haunting experiences of the trip. Walking through dark, narrow dungeons, where thousands of enslaved Africans were held before being forced onto ships, was beyond words. Standing before "the Door of No Return," we felt the weight of generational trauma, loss, and the resilience it took for our ancestors to survive. It wasn't just history but a sacred moment of remembrance and acknowledgment—a space where grief, reflection, and ancestral pride come together. Leaving through what's now "the Door of Return," we honored those who could not return and reaffirmed our responsibility to carry their stories, strength, and legacy forward. This visit left an indelible mark on our hearts, a reminder that remembering is an act of love and telling these stories is an act of liberation. Storytelling as a Catalyst for DEI This personal journey powerfully illustrates why storytelling is so critical, especially in the context of diversity, equity, and inclusion (DEI). History, as often taught, can be a selective narrative, frequently marginalizing the experiences of communities like those of enslaved Africans and Indigenous peoples whose contributions were instrumental yet often overlooked or romanticized. Storytelling offers a potent antidote to this historical injustice, allowing marginalized voices to be heard and their contributions recognized. By centering these stories, we can challenge dominant narratives and foster empathy, breaking down harmful stereotypes and promoting cultural understanding. Stories uniquely humanize experiences, allowing individuals to reveal vulnerabilities, triumphs, and challenges, thereby creating deeper connections with others. When employees share their stories, it fosters empathy, breaks down stereotypes, and dismantles barriers, bridging different cultures, backgrounds, and perspectives. By amplifying marginalized voices, organizations can create a more inclusive narrative and challenge biases. The Strategic Advantage of Storytelling in Organizations Beyond individual connections, storytelling is a strategic advantage for organizations. It can transform complex ideas into compelling narratives, drive engagement, and influence decision-making. For instance, weaving narratives around data makes complex information more accessible and engaging, with 92% of business leaders and data professionals attesting to its effectiveness. The transformative power of storytelling extends to various facets of an organization: Enhanced Communication: Clear and concise storytelling improves both internal and external communication. Increased Engagement: Stories captivate audiences, fostering deeper connections and better retention of information. Improved Decision-Making: Data-driven narratives can inform strategic choices. Stronger Brand Identity: Consistent storytelling strengthens brand identity and reputation. Increased Innovation: Stories inspire creativity and spark new ideas. Human Resources Innovation: Storytelling can improve employee engagement, onboarding, and performance review. It also plays a significant role in talent attraction and retention by highlighting a company's unique culture and values. Cultivating a Storytelling Culture Cultivating a storytelling culture requires intentional investment, including leadership buy-in and targeted training. Leaders must champion storytelling as a core competency, model behavior by actively using stories in their communications, and integrate stories into leadership decision processes. Training employees in core storytelling skills, data storytelling, visual storytelling, and cultural sensitivity is also crucial. A Legacy of Stories My family's journey to Ghana was a powerful reminder that some stories are not just narratives; they are living legacies that demand to be remembered and shared. By embracing storytelling, we can build bridges of understanding, foster deeper connections, and drive meaningful change within our organizations and communities. It's about recognizing the power in every individual's experience and using those narratives to create a more inclusive, equitable, and human-centered world.
