Joe Gerstandt | keynote speaker, freedom fighter, freak-flag flier

originally posted in 2011…

I recently participated in a panel discussion about leadership.  The conversation was specifically focused on a leaders role in creating an inclusive organizational culture, and the whole thing just made me very scratchy. I tried to not make a big stink during the conversation, but I felt that we were way off base.

The golden rule was mentioned numerous times.

And the golden rule is one of those things.

The golden rule is part of the problem dressed up as solution; it is one of those things that that is about good intentions rather than better outcomes.

And this is what is wrong with a great deal of the work done today in the name of diversity and inclusion. Much current D&I work is informed by a paradigm of intentions, rather than a paradigm of outcomes. And probably the biggest outcome of these efforts is that we have gotten much better at proclaiming our good intentions (as individuals and organizations).

This is really unfortunate and I think counterproductive.

This is a big part of why D&I work is stuck in the mud today.

This is why the conversations that we have about D&I are still anchored in concepts like respect, compassion, patience, tolerance, sensitivity…all words that are oriented towards individual intentions, not shared outcomes. D&I work based on the false dichotomy of good person / bad person is of little positive impact.

If we tell ourselves that the only problem is hate, we avoid facing the reality that it is mostly nice, non-hating people who perpetuate racial inequality.
-Ellis Close

The golden rule is a perfect example. Applying the golden rule or proclaiming that I apply the golden rule to others allows me to stand up as one of the “good ones” with good intentions, but it actually runs counter to outcome based D&I work.

If our relationships, processes, decision making and organizations are to be more inclusive, they will be characterized by shared power and co-creation. The golden rule shapes relationships that are built on my terms. The golden rule is simply an extension of the privilege of position or identity, it is treating a human being as an object.

You do not know how I want to be treated. It may come from the best of intentions, but assuming that I want to be treated the same way that you want to be treated is some combination of lazy, ignorant and arrogant.

Good intention, bad outcome.

Any practice that divorces a human being from their own decision making, determination and self expression is exclusive, not inclusive.

Look beyond aspirations to be a “good person.” What are the actual outcomes of your behaviors? What are the outcomes for others? What evidence exists in the world that you are inclusive?

Be good to each other.

Upcoming public offerings –>>

August 3rd – I am doing a pre-conference workshop “The Art of Leadership” with the lovely and talented Doug Shaw at the Illinois SHRM Conference.

August 5th – I am doing a pre-conference workshop “Culture Builder Bootcamp: The What, Why and How of Building an Inclusive Organizational Culture,” at the Missouri SHRM Conference.

September 2nd – FORWARD! St. Paul: Diversity and Inclusion Workshop with a Bias for Action

September 3rd – FORWARD! Minneapolis: Diversity and Inclusion Workshop with a Bias for Action

FORWARD! is a new and highly actionable 1/2 workshop, ping me if you are interested in bringing this workshop into your organization of if you would like to help bring it to your community.

September 17th – I will be delivering one of the keynote messages for the Kansas SHRM Conference.

See you when I see you.