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<v Joanne Lockwood>Welcome to Inclusion Bites, your sanctuary

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<v Joanne Lockwood>for bold conversations that spark change. I'm Joanne Lockwood,

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<v Joanne Lockwood>your guide on this journey of exploration into the heart of

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<v Joanne Lockwood>inclusion, belonging, and societal transformation.

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<v Joanne Lockwood>Ever wondered what it truly takes to create a world where

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<v Joanne Lockwood>everyone not only belongs but thrives? You're

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<v Joanne Lockwood>not alone. Join me as we uncover the

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<v Joanne Lockwood>unseen, challenge the status quo, and share

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<v Joanne Lockwood>stories that resonate deep within. Ready to dive

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<v Joanne Lockwood>in. Whether you're sipping your morning coffee or winding down

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<v Joanne Lockwood>after a long day, let's connect, reflect, and

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<v Joanne Lockwood>inspire action together. Don't forget, you

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<v Joanne Lockwood>can be part of the conversation too. Reach out to

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<v Joanne Lockwood>jo.lockwood@seechangehappen.co.uk

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<v Joanne Lockwood>to share your insights or to join me on the show.

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<v Joanne Lockwood>So adjust your earbuds and settle in. It's time to

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<v Joanne Lockwood>ignite the spark of inclusion with Inclusion Bites.

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<v Joanne Lockwood>Today is episode 142

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<v Joanne Lockwood>with the title, Empowering Belonging. And I

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<v Joanne Lockwood>have the absolute honour and privilege to welcome Alisa de Vere.

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<v Joanne Lockwood>Alisa is a confidence expert, a leader

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<v Joanne Lockwood>of the ERG Alliance that equips organisations with

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<v Joanne Lockwood>the tools and brain science to create sustainable,

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<v Joanne Lockwood>inclusive, and impactful employee resource group. And

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<v Joanne Lockwood>I asked Alyssa to describe a superpower. She said that it is helping

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<v Joanne Lockwood>people feel confident and valued by creating spaces

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<v Joanne Lockwood>where everyone belongs. Hello, Alissa. Welcome to the

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<v Joanne Lockwood>show. Jo, I'm so excited to be here. I can't imagine a more

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<v Alyssa Dver>perfect conversation for today. No.

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<v Joanne Lockwood>And we met, I suppose, coming up from a month ago. It was actually,

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<v Joanne Lockwood>to put a date stamp on it, it was the day after the,

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<v Joanne Lockwood>US presidential elections where the news of the result was just

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<v Joanne Lockwood>filtering through. Wasn't it? It was. And I was so glad to be with you

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<v Alyssa Dver>and not in Boston where I am right now because I tell you that

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<v Alyssa Dver>was a tough day. Yeah. So

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<v Joanne Lockwood>we were at a, the ERG Alliance event

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<v Joanne Lockwood>in London, weren't we, on that day? That's right. In Waterloo, South Southwark.

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<v Alyssa Dver>Yeah. It was it was really nice to be, and and, you know, it's

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<v Alyssa Dver>interesting too, of course, for me being kind of the representative American in the

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<v Alyssa Dver>room. You know, everyone was like, why? And, I still don't have

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<v Alyssa Dver>those answers. No. And you put a brave face on

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<v Joanne Lockwood>it, if I remember rightly. Yeah. We could everyone could tell that there was

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<v Joanne Lockwood>a a lot of confusion and pain behind the eyes. Oh,

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<v Alyssa Dver>yeah. Well, I, you know, I guess that's good because

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<v Alyssa Dver>I don't wanna fake anybody ever. I will

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<v Alyssa Dver>say this, you know, in processing it now for several weeks,

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<v Alyssa Dver>there is a lot of pain still. And every day, the news

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<v Alyssa Dver>is, you know, almost more unbelievable with some of the appointees

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<v Alyssa Dver>and some of the ramifications and things that are happening. But

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<v Alyssa Dver>it's also rallied maybe an energy or

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<v Alyssa Dver>a a latent complacency.

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<v Alyssa Dver>Right? I think that we we often take a lot for

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<v Alyssa Dver>granted, whether it's women's rights or any kind of rights, civil

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<v Alyssa Dver>rights. And those are things that we have to continue to put

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<v Alyssa Dver>our focus on. So for what it's worth, it

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<v Alyssa Dver>bites. But at the same time, we are gonna bite back

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<v Alyssa Dver>in a way that is productive, smart, and, sustainable. So

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<v Alyssa Dver>we have a lot of work to do. I think a lot of people are

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<v Alyssa Dver>realizing that. They're taking maybe the rest of the year to kind of re energize

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<v Alyssa Dver>and at the same time find a new approach. Yeah. It's

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<v Joanne Lockwood>I find that the whole world of politics is it's

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<v Joanne Lockwood>very divisive, isn't it? I mean, we're gonna be talking around ERGs

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<v Joanne Lockwood>and staff networks and empowering people and creating belonging,

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<v Joanne Lockwood>which is an inclusive approach. Whereas politics

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<v Joanne Lockwood>is you're in, you're out. You're with

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<v Joanne Lockwood>us, you're against us. And and there's no room for the for the losers

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<v Joanne Lockwood>almost, is there? Yeah. Well, think about

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<v Alyssa Dver>elementary, middle school, high school. I mean, why is it any different? You know,

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<v Alyssa Dver>power, people who wanna be popular, who wanna have power in

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<v Alyssa Dver>that. The only way they

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<v Alyssa Dver>I should say the only way. The most common way, of course, is to

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<v Alyssa Dver>make themselves either bullies or make the and or make the

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<v Alyssa Dver>rest of the population feel less confident. And

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<v Alyssa Dver>so, unfortunately, that that's kind of the definition

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<v Alyssa Dver>of divisiveness. Right? Somebody's a winner, somebody's a loser.

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<v Alyssa Dver>And it's just sad. It's a human condition that unfortunately

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<v Alyssa Dver>transcends ethnicity, culture, country.

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<v Alyssa Dver>Right? And you look at all over the world. Or you end up in a

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<v Joanne Lockwood>a democracy that is constrained. Someone like,

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<v Joanne Lockwood>Switzerland, for example, where it's a consensus

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<v Joanne Lockwood>voting all the time and it's very hard to make change, which creates a very

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<v Joanne Lockwood>stable political government, but you don't evolve as

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<v Joanne Lockwood>a country or evolve as a society because you can never get

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<v Joanne Lockwood>consensus. That's the other challenge, isn't it? Yeah.

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<v Alyssa Dver>Well, you can never get consensus. Let's think about that for a second, though. Because

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<v Alyssa Dver>if we're really inclusive, we're inviting difference.

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<v Alyssa Dver>We embrace and celebrate differences. Right? So consensus

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<v Alyssa Dver>may not be something that is attainable. And maybe that's okay. I mean, we're getting

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<v Alyssa Dver>very ideological here. But, the reality

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<v Alyssa Dver>is this, is if you really have all those beautiful different voices at a

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<v Alyssa Dver>table and you want them to agree,

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<v Alyssa Dver>that's kind of by definition not going to work. It shouldn't

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<v Alyssa Dver>work. Right? But if we can come to a place

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<v Alyssa Dver>where and, you know, I'm not I don't love the word compromise.

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<v Alyssa Dver>It kind of implies that we're all not getting what we want.

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<v Alyssa Dver>But if we can come to a place of compromise where everyone goes, you know,

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<v Alyssa Dver>that'll work for me enough. And that's one of my favorite words is

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<v Alyssa Dver>enough. Because I don't think we use enough enough. But, like, instead of

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<v Alyssa Dver>having to be totally, you know, if my list has

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<v Alyssa Dver>10 requirements, but I get 8 or 7 of them

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<v Alyssa Dver>fulfilled, and you get 8 or 7 of yours fulfilled, that's enough.

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<v Alyssa Dver>So consensus may not be the right

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<v Alyssa Dver>choice there. Oh, I I hear what you're saying about the word consensus. I I

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<v Joanne Lockwood>always try and reframe it so that I'm not seeing it as

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<v Joanne Lockwood>I've given way or I've had to compromise. I

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<v Joanne Lockwood>wanna see compromises. Actually, I'm satisfied that

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<v Joanne Lockwood>we've both given ground. We've both met in the middle.

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<v Alyssa Dver>Right. We both acknowledged each other's feelings, our needs.

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<v Joanne Lockwood>And when we sat down and talked about something, I go, actually, you're

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<v Joanne Lockwood>right. We need a bit of that as well. And so we're we're not giving

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<v Joanne Lockwood>ground. We're we're we're sharing ground and understanding each

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<v Joanne Lockwood>other's needs. I think that's that's how I would frame compromise. I agree. 100%.

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<v Alyssa Dver>100%. Wouldn't it be a better world?

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<v Alyssa Dver>It would be. Right? You know, I don't wanna label anything or

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<v Alyssa Dver>try to avoid labels. But, you know, this this

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<v Alyssa Dver>historically dictatorial stance

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<v Alyssa Dver>of, you know, it's mine, and I has to be my

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<v Alyssa Dver>way or the like, it's it's just we gotta do

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<v Alyssa Dver>something about that. And and at the same time, we don't have to

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<v Alyssa Dver>impose. Right? Like, just because we choose whatever it might

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<v Alyssa Dver>be, a lifestyle or a preference, doesn't

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<v Alyssa Dver>mean you have to. Right? And I think I think

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<v Alyssa Dver>there is this, I don't know. I don't even

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<v Alyssa Dver>know the words to how I am, like, so so beyond trying to

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<v Alyssa Dver>explain things, as I said. But I think there is this assumption that we

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<v Alyssa Dver>all have to, like you said, consensus, we all have to agree. We don't have

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<v Alyssa Dver>to agree. And that's okay. Yeah. No. I I agree we

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<v Joanne Lockwood>don't have to agree. And I think it's I I always try and come from

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<v Joanne Lockwood>the angle that if I can understand why you believe something, I don't

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<v Joanne Lockwood>actually have to believe the same thing as long as I can understand and relate

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<v Joanne Lockwood>to your lived experience and the fact that you're

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<v Joanne Lockwood>straight or you're black or you have a disability, whatever it may

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<v Joanne Lockwood>be, I can't walk in your shoes, but, and I can't necessarily

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<v Joanne Lockwood>have empathy for what you go through, but I can relate to

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<v Joanne Lockwood>your stories, to your lived experience, and I can go, actually, I've never seen it

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<v Joanne Lockwood>through that those eyes before and that that lens before. But now you say that,

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<v Joanne Lockwood>I I really do understand why it's important to you.

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<v Joanne Lockwood>It will never be important to me, but I can understand now it's important for

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<v Joanne Lockwood>you, it's important to me as well, sort of thing. Just trying to find that

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<v Joanne Lockwood>middle ground, isn't it? Yeah. Well, yes. And

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<v Alyssa Dver>and I think that oftentimes people make

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<v Alyssa Dver>very poor assumptions. Right? We know assumptions are never good, but

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<v Alyssa Dver>they can be very dangerous. And and what I mean by that is

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<v Alyssa Dver>you don't know what somebody's been through. You have no

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<v Alyssa Dver>idea. You, you know, you're talking to somebody at any given

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<v Alyssa Dver>moment and you don't know what they just came out of or have lived through

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<v Alyssa Dver>in the past. And so their perspective is gonna be

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<v Alyssa Dver>different than yours. But it doesn't mean it's better, wrong, right. It's just

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<v Alyssa Dver>different. At the same time, isn't

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<v Alyssa Dver>that a beautiful thing? We get all this

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<v Alyssa Dver>different views of things, whether it's, you know,

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<v Alyssa Dver>for innovation reasons or just to enrich our

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<v Alyssa Dver>intellectual appreciation of all of it. But I don't

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<v Alyssa Dver>think everyone I know I'm not, you know, clearly that's not a shared

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<v Alyssa Dver>viewpoint. You know,

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<v Alyssa Dver>I I don't know how or why I have that, to be honest

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<v Alyssa Dver>with you. I have a lot of my own lived experiences that make

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<v Alyssa Dver>me that way. But it's there's an irony

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<v Alyssa Dver>here, . Because I want people to be more

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<v Alyssa Dver>accepting because I'm more accepting. Right? So

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<v Alyssa Dver>I try and also understand, and I use brain

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<v Alyssa Dver>science as my tool to understand why

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<v Alyssa Dver>does somebody feel so bigoted? Or why do they feel

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<v Alyssa Dver>so assumptive? What like, what is behind that

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<v Alyssa Dver>so that I can be a little bit more

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<v Alyssa Dver>prepared and and maybe I don't want to say supportive. That's not the right

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<v Alyssa Dver>word either. But so so that

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<v Alyssa Dver>I can create a a common ground. Do you have any theories

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<v Joanne Lockwood>with your brain science and your your experience as to

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<v Joanne Lockwood>why, yeah, as you say, I, we,

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<v Joanne Lockwood>many people we know, want to see betterment. We want to

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<v Joanne Lockwood>feel we want people to succeed. We want people to genuinely feel

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<v Joanne Lockwood>safe, secure, have opportunities.

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<v Joanne Lockwood>And we believe we're the best in people, but there are other people who have

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<v Joanne Lockwood>a different view where they're not, well, whether it's

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<v Joanne Lockwood>selfish or self centred or self effacing, Begins

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<v Joanne Lockwood>with the word self. They're not thinking in those ways. So what

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<v Joanne Lockwood>is the difference? And without going into personality disorders, narcissistic

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<v Joanne Lockwood>tenders, what word should we use? Can we? Can we,

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<v Alyssa Dver>please? Well, alright. We'll we'll make it very

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<v Alyssa Dver>I don't want to say simple. It's not simple, but we'll make it, somewhat easy

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<v Alyssa Dver>to digest. You know, there's two reasons. Well, first of all, no baby is

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<v Alyssa Dver>born selfish. Right? Like you don't come out and you're like, I'm

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<v Alyssa Dver>gonna be a jerk when I grow up. Like, you know. You don't it's a

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<v Alyssa Dver>learned behavior, right? So they learn it from somewhere, some people,

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<v Alyssa Dver>some situations. And in many cases,

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<v Alyssa Dver>it may be a defensive mechanism from some trauma or

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<v Alyssa Dver>from other things too, of course. Right? So

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<v Alyssa Dver>you can't always blame the people or the situation,

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<v Alyssa Dver>but you can at least explain that there's a reason why that person is feeling

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<v Alyssa Dver>the way they are. Now, reality overall is that our

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<v Alyssa Dver>brains, as evolved as they are, they're still pretty

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<v Alyssa Dver>cave like, right? In that we respond to fear. That is

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<v Alyssa Dver>our immediate, you know, I'm about to be hurt.

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<v Alyssa Dver>And hurt, not just physically hurt, but emotionally hurt. Like, someone's not

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<v Alyssa Dver>gonna like me. Somebody's gonna think I'm a loser.

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<v Alyssa Dver>And in that moment of what is usually subconscious,

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<v Alyssa Dver>because we don't stop and say, Oh, I'm feeling this way. It's

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<v Alyssa Dver>a reaction. And the reaction goes right into our brain stem, which

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<v Alyssa Dver>is the cave person part of our brain. Right? That's the oldest

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<v Alyssa Dver>part. It's the part of the brain that keeps us

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<v Alyssa Dver>in survival mode. And survival mode is

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<v Alyssa Dver>interesting because survival mode has 2 kind of

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<v Alyssa Dver>extremes. 1 is very aggressive behavior, defensive

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<v Alyssa Dver>aggressive. It could be somebody

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<v Alyssa Dver>like, Oh, I didn't say that. Or it could be, you know, You.

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<v Alyssa Dver>You're the problem. Those kinds of aggressive behaviors.

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<v Alyssa Dver>But it could also be the other extreme, which is shy hunkering

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<v Alyssa Dver>down, trying to disappear. You know, the people who don't want to say anything,

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<v Alyssa Dver>maybe even passive aggressive, you could put in that bucket. But

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<v Alyssa Dver>people who are quiet, who are introverted in a way that you

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<v Alyssa Dver>go, you know, say something. And

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<v Alyssa Dver>that's survival mode, right? They're scared. And that

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<v Alyssa Dver>fear, that trigger of whatever it is. And I mean,

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<v Alyssa Dver>it's kind of almost farcical in

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<v Alyssa Dver>some ways, right? I watched our political news. We started on that

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<v Alyssa Dver>foot. And I'm like, that guy that guy's scared,

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<v Alyssa Dver>right? He's scared. He's scared of losing face. He's scared of something. And

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<v Alyssa Dver>so, what do they do? They get overly aggressive. They become

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<v Alyssa Dver>passive puppets, right? And that's the heart of it.

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<v Alyssa Dver>I mean, it's what it's the heart of it. It's the head of it, right?

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<v Alyssa Dver>It's that's what it's all about. So, when we don't belong,

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<v Alyssa Dver>when we're not included, we go into that

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<v Alyssa Dver>survival mode. And if we can make people or

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<v Alyssa Dver>help people feel more belonged, more included,

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<v Alyssa Dver>maybe we wouldn't have so many damn dictators all over the world.

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<v Alyssa Dver>And I did stress that. Dictators. Sorry.

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<v Joanne Lockwood>Dictator. Yes. I yeah. There was a an enunciation of

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<v Joanne Lockwood>that word, wasn't there? It's heavily loaded towards the first syllable.

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<v Alyssa Dver>Well and let me be clear. It is not it

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<v Alyssa Dver>is not, you know, male or and women

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<v Alyssa Dver>have this these issues too. And more and more, I think, you

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<v Alyssa Dver>know, for lots of social reasons, women are

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<v Alyssa Dver>acting equally defensive and

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<v Alyssa Dver>aggressive as well as shy. You know, we we do see those polars all over

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<v Alyssa Dver>the place. I've lived 2 lives as as you're aware,

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<v Joanne Lockwood>and I've noticed a complete difference in the way I view the

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<v Joanne Lockwood>world, the way I show up, the way I interact.

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<v Joanne Lockwood>And I I could liken it to finding a religion or finding my

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<v Joanne Lockwood>epiphany or whatever it was whatever it may be. And why

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<v Joanne Lockwood>I look back on that that time in my life is realising that once you've

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<v Joanne Lockwood>told that biggest secret, that biggest thing inside you, once

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<v Joanne Lockwood>you've effectively opened your kimono to the

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<v Joanne Lockwood>world and said this is who I am underneath, There's not a

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<v Joanne Lockwood>lot left to hide and you've also realised that fear, all

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<v Joanne Lockwood>this apprehension, the things that are holding you back are

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<v Joanne Lockwood>just so what? No big deal, you can get over it. I

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<v Joanne Lockwood>think you're right in saying that some people have this

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<v Joanne Lockwood>defensiveness, insecurity, the little child inside

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<v Joanne Lockwood>them that doesn't want to be found out, doesn't

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<v Joanne Lockwood>want to be, you know, wants to be in with a big crowd, you know,

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<v Joanne Lockwood>they're always chasing this and they surround themselves with people who say yes all

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<v Joanne Lockwood>the time or amplify their their beliefs. Whereas I I

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<v Joanne Lockwood>find it much much more interesting now to to exist in, I

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<v Joanne Lockwood>say, chaos. We live in a world where I don't have to have all the

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<v Joanne Lockwood>answers, and I'm really, really comfortable with that these days. I love

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<v Alyssa Dver>how you you said that. Yes. A 100%. But you said

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<v Alyssa Dver>some people. I think everyone does. And it's

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<v Alyssa Dver>few that and I say everyone, including you and I,

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<v Alyssa Dver>that there's probably moments you still you regress a little. I

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<v Alyssa Dver>mean, I do too. Now what we know from our research at the Institute

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<v Alyssa Dver>is that by the time we're 60 years old, we're finally

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<v Alyssa Dver>comfortable in our own skin and as a population. Right? You know, why is

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<v Alyssa Dver>that? Because by the time you're 60, you finally realize all that minutia that you

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<v Alyssa Dver>mentioned, all those things that just don't matter. Like, I'm not

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<v Alyssa Dver>changing now. Like, this is who I am. Get over it. Right? But

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<v Alyssa Dver>there are going to be moments, I don't care how confident someone out

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<v Alyssa Dver>there thinks they are. In fact, it takes confidence

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<v Alyssa Dver>to realize you're not confident. Right? And when you

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<v Alyssa Dver>finally come to that conclusion that, you know what? I'm not perfect. I'm not right

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<v Alyssa Dver>all the time. And, you know, I'm human. If if

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<v Alyssa Dver>that's the way it is. And when you accept that really wholly,

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<v Alyssa Dver>it is liberating. You're absolutely right. Oh, yeah. I just sort of

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<v Joanne Lockwood>phew in my my brow here, you know, you have to start to get your

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<v Joanne Lockwood>your shit together. If you're like, well, I'm 30 60. I'm 60 in 7 weeks'

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<v Joanne Lockwood>time. So I'm kind of glad that I've kind of arrived at that

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<v Joanne Lockwood>plateau just at the I mean, I think what

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<v Joanne Lockwood>would have happened if I got to this point and I locked in my personality

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<v Joanne Lockwood>at 60. It was the other one. I think, wow, at least

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<v Joanne Lockwood>I'm locking in the right personality at 60 and thinking I've got going together. But

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<v Alyssa Dver>Well, thank you too for doing it because we love who you

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<v Alyssa Dver>are. Yeah, I think I think my fifties have

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<v Joanne Lockwood>been in training for my sixties. You know, I think when you get to this

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<v Joanne Lockwood>point in your life, approaching 60, you're right. You don't have to be

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<v Joanne Lockwood>anything anymore. All of those, I

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<v Joanne Lockwood>suppose again, human instinct when you were young, you're trying to nest

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<v Joanne Lockwood>build, you're trying to acquire stuff, you're trying to feather everything

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<v Joanne Lockwood>and making sure that you have an environment where your children can grow up safely.

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<v Joanne Lockwood>You can then provide for them. All this kind of stuff that we do is

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<v Joanne Lockwood>very primeval. And we get to, I suppose, our age. Sorry.

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<v Joanne Lockwood>I wasn't trying to say that you're our age. Our age. No. We're we're

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<v Alyssa Dver>yes. 60 scissors. Sis, sis, scissors.

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<v Alyssa Dver>Sixty sisters. I can't even say it. We don't need that

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<v Joanne Lockwood>baggage anymore. You know, we can shed that baggage. And I was talking to someone

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<v Joanne Lockwood>yesterday about the difference between baggage and luggage. Baggage is stuff you

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<v Joanne Lockwood>carry around with you, that you collect over the years. Luggage is the stuff

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<v Joanne Lockwood>where you sort your baggage out and say, this is all I now need

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<v Joanne Lockwood>to have a great life from here on in. So this is a shedding

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<v Joanne Lockwood>of the baggage and just picking up the luggage now. Yeah. So I'll give

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<v Alyssa Dver>you another data point that reinforces exactly what you just

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<v Alyssa Dver>said. You know, we we've done a lot of research through the institute over the

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<v Alyssa Dver>years, the last decade plus. And some of these data

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<v Alyssa Dver>points, when you first collect them, you're like, really? And then you start to, like,

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<v Alyssa Dver>ask people, and you'll it's just completely validated. And one of

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<v Alyssa Dver>them was, you know, when you're in your twenties, your thirties, you have a

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<v Alyssa Dver>bazillion friends typically. Like, you look at

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<v Alyssa Dver>wedding pictures and there's, like, how many grooms men and grooves

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<v Alyssa Dver>at bridesmaids. Right? And then you get into your later years

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<v Alyssa Dver>and the average number , I'm gonna ask you to guess. What's the average number

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<v Alyssa Dver>of people you'd really consider a good friend? Really honest,

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<v Joanne Lockwood>I could survive just my wife and I

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<v Joanne Lockwood>as as the core must haves,

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<v Joanne Lockwood>and our children, and my parents, maybe. I don't I don't mean

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<v Joanne Lockwood>maybe in a nasty way. I'm just saying that if it came down to it

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<v Joanne Lockwood>and I had to lock the door and not let anybody in, my wife and

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<v Joanne Lockwood>I would be very happy together. But I suppose outside of that, there were 5

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<v Joanne Lockwood>people maybe. Maybe. 2. 2 was

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<v Alyssa Dver>the statistical audit appointment. Tongue tied today. 2.

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<v Alyssa Dver>And part of that is letting go of the baggage. Because

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<v Alyssa Dver>there's a lot of people that we collect over the years that are out of

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<v Alyssa Dver>convenience. You know, people that are there during your kids' young

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<v Alyssa Dver>years where you needed to carpool and you needed some backup or whatever.

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<v Alyssa Dver>Friends that were just fun to go out drinking buddies. You know, whatever it was.

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<v Alyssa Dver>And you get older and you're like, you know, I have so little time. And

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<v Alyssa Dver>it's not because I'm planning to die anytime soon. It's just that a day is

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<v Alyssa Dver>24 hours and I gotta sleep at least 8 of them. Right? So,

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<v Alyssa Dver>like, with the time I have, I wanna be really mindful of the people that

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<v Alyssa Dver>matter to me. And so you'd really do that, what I call pruning

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<v Alyssa Dver>of your relationships. And subsequently, you get rid of the

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<v Alyssa Dver>baggage. And you're like, you know what? I don't have time for that person and

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<v Alyssa Dver>their drama. I don't have time for this person who's only asking me

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<v Alyssa Dver>for stuff all the time. So you do go through some of that in

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<v Alyssa Dver>your fifties. And you end up in your 60s. And you're kind of like, I'm

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<v Alyssa Dver>lighter. I don't need any more stuff. I don't need more people. I don't need

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<v Alyssa Dver>any more anything. I just want to live in my own skin

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<v Alyssa Dver>and respect my values, my needs, and my wants. And the people that

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<v Alyssa Dver>I love in the same vein. Yeah. I've I've moved into I've I've talked to

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<v Joanne Lockwood>other people, a sufficiency phase of my life. So

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<v Joanne Lockwood>I've gone away from acquisition and assets and

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<v Joanne Lockwood>gluttony into a sufficiency. So what you're saying there is is is

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<v Joanne Lockwood>mirroring that that feeling. I'm shedding the

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<v Joanne Lockwood>gluttony of relationships to the simplicity of

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<v Joanne Lockwood>to sufficient relationships that feed my

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<v Joanne Lockwood>needs. We're symbiotic in our needs with each other rather

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<v Joanne Lockwood>than it being, as you said, unbalanced. You're a taker. I'm

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<v Joanne Lockwood>always a giver with you. We don't need that, do we? Yeah. And, you know,

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<v Alyssa Dver>I think there's a a beautiful I don't

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<v Alyssa Dver>know. Justification, I guess, I would call it where you say I say to myself

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<v Alyssa Dver>regularly, if I waste time, for example, with

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<v Alyssa Dver>that person and all their nonsense,

351
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<v Alyssa Dver>it's less time I can give less energy, less

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<v Alyssa Dver>focus to the people or the person that really needs me

353
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<v Alyssa Dver>now. Right? And so, you get judicious.

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<v Alyssa Dver>You get judicious with what you do, where you go,

355
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<v Alyssa Dver>what you join, what you sign up for, and who you hang out with.

356
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<v Alyssa Dver>Because you recognize we have limited asset. And

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<v Alyssa Dver>you know, I don't regret any of the past. I think it's all part of

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<v Alyssa Dver>our, you know, own life experience. But at the same

359
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<v Alyssa Dver>time, you know, I think a lot of people hold on to relationships.

360
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<v Alyssa Dver>They hold on to things well

361
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<v Alyssa Dver>past their due and and subsequently do regret that. So the sooner you

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<v Alyssa Dver>can prune, the better. Software subscriptions, you need to not

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<v Joanne Lockwood>renew them. Exactly.

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<v Joanne Lockwood>That's that's the worst thing about Black Friday and

365
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<v Joanne Lockwood>Thanksgiving and Cyber Monday is all my AppSumo and all those

366
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<v Joanne Lockwood>other software deals I've got all renew at this time of year. So it's

367
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<v Joanne Lockwood>got 200 dollars for this, $50 for that, $100 for this, you

368
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<v Joanne Lockwood>think? Blimey. So so I started for all this last year and some

369
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<v Joanne Lockwood>more. I'm sorry. Well, needless to say, there's an app for that.

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<v Alyssa Dver>I can't remember the name, but you There's probably and an app to unsubscribe you

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<v Alyssa Dver>from all of that. Yeah. Anyway. Yeah. For sure. But you're

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<v Joanne Lockwood>right. We need to unsubscribe from our friends that aren't bringing us value.

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<v Joanne Lockwood>They're not adding they're decrementing rather than incrementing

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<v Joanne Lockwood>our life. And And family too. I'm sorry to, like, pick

375
00:23:40.740 --> 00:23:44.225
<v Alyssa Dver>up your friends. But, you know, there's family members that are also life suckers. And

376
00:23:44.225 --> 00:23:47.745
<v Alyssa Dver>so and and, you know, yeah, you might have to see them at a

377
00:23:47.745 --> 00:23:51.585
<v Alyssa Dver>holiday, but it doesn't mean you have to jump, you know, every

378
00:23:51.585 --> 00:23:55.345
<v Alyssa Dver>time they say I need something. That's a hard one because

379
00:23:55.345 --> 00:23:59.120
<v Alyssa Dver>you're like, oh, I feel indebted to family. You're born with family. You have

380
00:23:59.120 --> 00:24:02.240
<v Alyssa Dver>no choice on that one. But you can still minimize the,

381
00:24:02.960 --> 00:24:06.559
<v Alyssa Dver>the drain. As you're talking there, and I'm my brain's flying around in the

382
00:24:06.559 --> 00:24:10.320
<v Joanne Lockwood>background thinking this is a very privileged conversation to have

383
00:24:10.320 --> 00:24:13.675
<v Joanne Lockwood>the privilege of a supporting environment of

384
00:24:14.135 --> 00:24:17.755
<v Joanne Lockwood>a a status of wealth and to be able to make these life choices.

385
00:24:18.055 --> 00:24:21.895
<v Joanne Lockwood>Not everybody has this opportunity to pick and choose their their

386
00:24:21.895 --> 00:24:24.555
<v Joanne Lockwood>friends. Some people are, are maybe struggling.

387
00:24:26.610 --> 00:24:29.890
<v Joanne Lockwood>That that happens in organizations as well, doesn't it? It's always a

388
00:24:30.450 --> 00:24:33.910
<v Joanne Lockwood>if you're living a working in a world where you're not being respected,

389
00:24:34.450 --> 00:24:36.850
<v Joanne Lockwood>it's very easy for some and some, well, if you don't like it, leave and

390
00:24:36.850 --> 00:24:40.304
<v Joanne Lockwood>go somewhere else. But that's also a very privileged thing to say, isn't it? Everyone

391
00:24:40.304 --> 00:24:43.985
<v Joanne Lockwood>has that ability to up up sticks and go. Yeah.

392
00:24:43.985 --> 00:24:45.365
<v Alyssa Dver>Absolutely. Absolutely.

393
00:24:47.904 --> 00:24:51.745
<v Alyssa Dver>It's unfortunately it's it's kinda like family in some ways, really.

394
00:24:51.745 --> 00:24:55.284
<v Alyssa Dver>You end up in an organization. Now maybe you chose that job originally,

395
00:24:55.424 --> 00:24:59.000
<v Alyssa Dver>but, again, like you're suggesting, maybe you had to for a

396
00:24:59.000 --> 00:25:02.680
<v Alyssa Dver>variety of reasons. And then all of a sudden, you're surrounded by all these people

397
00:25:02.680 --> 00:25:06.360
<v Alyssa Dver>who may or may not get you, may not want to get you, and at

398
00:25:06.360 --> 00:25:09.855
<v Alyssa Dver>the same time may not be anything like you. So that can

399
00:25:09.855 --> 00:25:12.115
<v Alyssa Dver>be extraordinarily traumatic.

400
00:25:14.095 --> 00:25:17.455
<v Joanne Lockwood>So we hear sequential tales of,

401
00:25:19.615 --> 00:25:23.235
<v Joanne Lockwood>young young women who are probably now middle aged women, older women

402
00:25:23.295 --> 00:25:26.320
<v Joanne Lockwood>who have put up with poor behavior

403
00:25:27.260 --> 00:25:30.780
<v Joanne Lockwood>because at the early phase of their career, that was the only way they perceived

404
00:25:30.780 --> 00:25:33.340
<v Joanne Lockwood>they could get on. And we're just seeing stuff in the UK press at the

405
00:25:33.340 --> 00:25:37.180
<v Joanne Lockwood>moment around TV presenters who have been acting

406
00:25:37.180 --> 00:25:41.015
<v Joanne Lockwood>inappropriately for many, many decades and never been called

407
00:25:41.015 --> 00:25:44.315
<v Joanne Lockwood>out, or if they were called out, they were never listened to and never

408
00:25:44.615 --> 00:25:47.995
<v Joanne Lockwood>respected. So the kind of Me Too, the other things that are going on,

409
00:25:48.934 --> 00:25:52.075
<v Joanne Lockwood>it's not easy to sort of to stand your ground,

410
00:25:52.295 --> 00:25:55.980
<v Joanne Lockwood>because principals don't pay the rent, do they,

411
00:25:55.980 --> 00:25:59.820
<v Joanne Lockwood>sometimes? Yes. Very

412
00:25:59.820 --> 00:26:02.560
<v Alyssa Dver>profoundly put. It is hard.

413
00:26:04.300 --> 00:26:08.140
<v Alyssa Dver>It you know, I do the employee resource group employee networks, and that

414
00:26:08.140 --> 00:26:11.795
<v Alyssa Dver>was one reason I felt really a need.

415
00:26:11.795 --> 00:26:15.635
<v Alyssa Dver>I remember, you know, I had already started the American Confidence Institute, and the

416
00:26:15.635 --> 00:26:19.175
<v Alyssa Dver>story behind that is kind of interesting because it goes back to a neurological

417
00:26:20.115 --> 00:26:23.715
<v Alyssa Dver>crisis that I was dealing with with my son. So I had really good

418
00:26:23.715 --> 00:26:27.400
<v Alyssa Dver>motivation motivation. I it was like

419
00:26:27.400 --> 00:26:31.159
<v Alyssa Dver>urgency to get, my hands around what was going on

420
00:26:31.159 --> 00:26:33.900
<v Alyssa Dver>with human behavior and brains for that reason.

421
00:26:34.679 --> 00:26:38.520
<v Alyssa Dver>But one of the things I realized was that there were so many people

422
00:26:38.520 --> 00:26:42.235
<v Alyssa Dver>in the workplace that were in that position where they just didn't

423
00:26:42.235 --> 00:26:45.675
<v Alyssa Dver>feel like they belong. They weren't included. And so I was like, well, what can

424
00:26:45.675 --> 00:26:49.455
<v Alyssa Dver>I do? And lo and behold, started getting a lot of calls from ERGs

425
00:26:49.595 --> 00:26:52.975
<v Alyssa Dver>to present the confidence work. And when I started asking questions,

426
00:26:54.490 --> 00:26:57.950
<v Alyssa Dver>it was kind of hilarious because the talent

427
00:26:58.090 --> 00:27:01.390
<v Alyssa Dver>people, you know, HR and talent management would say to me,

428
00:27:01.770 --> 00:27:05.530
<v Alyssa Dver>these groups, they're just for wine and cheese and, you know, food, like, and fun.

429
00:27:05.530 --> 00:27:09.195
<v Alyssa Dver>And I was like, but they don't have to be. They're really good constructs. And

430
00:27:09.195 --> 00:27:12.635
<v Alyssa Dver>if we just got organized. And then I was like, we? Who's the

431
00:27:12.635 --> 00:27:16.315
<v Alyssa Dver>we? There was no we. And the we became me

432
00:27:16.315 --> 00:27:19.534
<v Alyssa Dver>because I was like, I don't know. I can at least organize

433
00:27:19.674 --> 00:27:23.200
<v Alyssa Dver>people. And so, you know,

434
00:27:23.260 --> 00:27:27.100
<v Alyssa Dver>fast forward, that was in 2019 that we actually said, Okay,

435
00:27:27.100 --> 00:27:30.779
<v Alyssa Dver>we're going to do this ERG thing. And then George Floyd and COVID and

436
00:27:30.779 --> 00:27:32.799
<v Alyssa Dver>all kinds of other contributors.

437
00:27:34.985 --> 00:27:38.424
<v Alyssa Dver>And despite the horrific news that

438
00:27:38.424 --> 00:27:42.125
<v Alyssa Dver>continues to pour out through the US and other countries about

439
00:27:42.345 --> 00:27:46.184
<v Alyssa Dver>getting rid of the D, getting rid of the I, everything is

440
00:27:46.184 --> 00:27:49.710
<v Alyssa Dver>disgusting. The

441
00:27:49.710 --> 00:27:52.530
<v Alyssa Dver>constructs are still, maybe even more so,

442
00:27:53.310 --> 00:27:57.150
<v Alyssa Dver>important. You know, one of the things that I've

443
00:27:57.150 --> 00:28:00.990
<v Alyssa Dver>said a long time is it was a bummer that ERGs, employee networks, I'll

444
00:28:00.990 --> 00:28:03.905
<v Alyssa Dver>use those interchangeably today, but that they got

445
00:28:04.605 --> 00:28:08.205
<v Alyssa Dver>kind of, latched on to diversity because I

446
00:28:08.205 --> 00:28:11.745
<v Alyssa Dver>think that the core of those groups, it

447
00:28:12.285 --> 00:28:16.045
<v Alyssa Dver>has to do with what's important to you no

448
00:28:16.045 --> 00:28:19.330
<v Alyssa Dver>matter what that intersectionality is.

449
00:28:21.470 --> 00:28:25.230
<v Alyssa Dver>If you want to be part of an LGBT group, great. But maybe you

450
00:28:25.230 --> 00:28:28.990
<v Alyssa Dver>want to be part of the linen arts group because that brings you joy and

451
00:28:28.990 --> 00:28:32.225
<v Alyssa Dver>pleasure and connection. And I, you know, I think we

452
00:28:32.765 --> 00:28:36.525
<v Alyssa Dver>need to embrace this as a moment of, of expressing who we

453
00:28:36.525 --> 00:28:40.365
<v Alyssa Dver>are in all different ways and and and enjoying the company of others

454
00:28:40.365 --> 00:28:43.980
<v Alyssa Dver>who do too. I kinda like actually the

455
00:28:43.980 --> 00:28:47.360
<v Alyssa Dver>fact that it's now pivoting into employee experience because

456
00:28:48.060 --> 00:28:51.740
<v Alyssa Dver>if we can find people who we maybe there's nobody

457
00:28:51.740 --> 00:28:55.420
<v Alyssa Dver>else that's blocking your organization and you have

458
00:28:55.420 --> 00:28:58.720
<v Alyssa Dver>to want to stay at that organization for whatever reasons.

459
00:28:59.284 --> 00:29:03.044
<v Alyssa Dver>But maybe you can connect with somebody who has a different aspect that you still

460
00:29:03.044 --> 00:29:06.885
<v Alyssa Dver>really value. And I think that that opens up a whole new door of

461
00:29:06.885 --> 00:29:10.485
<v Alyssa Dver>opportunity for us to bring inclusion and belonging. And that may

462
00:29:10.485 --> 00:29:14.040
<v Alyssa Dver>be not so much a silver lining, but a nice

463
00:29:14.040 --> 00:29:17.720
<v Alyssa Dver>evolution of this whole construct. I'm a big

464
00:29:17.720 --> 00:29:21.260
<v Joanne Lockwood>fan of what you're saying here. I mean, I I talk about positive people experiences,

465
00:29:21.320 --> 00:29:25.080
<v Joanne Lockwood>and that's the fundamental. We get caught up in these

466
00:29:25.080 --> 00:29:28.794
<v Joanne Lockwood>acronyms, don't we? DEI, EDI. We put a J for justice in

467
00:29:28.794 --> 00:29:32.475
<v Joanne Lockwood>there. We put a this in there. And it confuses the

468
00:29:32.475 --> 00:29:35.914
<v Joanne Lockwood>layperson with all these buzzwords. And what we're really trying to say is we want

469
00:29:35.914 --> 00:29:39.674
<v Joanne Lockwood>well-being. We want psychological safety. We want environments where people can

470
00:29:39.674 --> 00:29:43.270
<v Joanne Lockwood>thrive, they feel safe, they can they can grow, they can develop,

471
00:29:43.330 --> 00:29:47.010
<v Joanne Lockwood>they can be nurtured. That's all we're talking about and that's that's all

472
00:29:47.010 --> 00:29:50.850
<v Joanne Lockwood>people rather than just some people. And if that's what we're trying

473
00:29:50.850 --> 00:29:54.554
<v Joanne Lockwood>to do with DEI, EDI, is try and create positive

474
00:29:54.554 --> 00:29:57.855
<v Joanne Lockwood>environments where people thrive and feel that sense of belonging and purpose.

475
00:29:58.715 --> 00:30:02.554
<v Joanne Lockwood>And it's got hijacked into, as you say, food and flags

476
00:30:02.554 --> 00:30:06.394
<v Joanne Lockwood>and fun and and which which are great because everyone loves a good party, everyone

477
00:30:06.394 --> 00:30:10.130
<v Joanne Lockwood>loves a good it brings people together, but it's I often think that

478
00:30:10.130 --> 00:30:13.890
<v Joanne Lockwood>some it gets lost in, I I call it, bean counting. Have I got it's

479
00:30:13.890 --> 00:30:16.870
<v Joanne Lockwood>like Noah's Ark. Have I got one of those, 2 of those, 5 of these?

480
00:30:17.570 --> 00:30:20.690
<v Joanne Lockwood>Where is everybody? If we're not careful, what we end up doing is we're focusing

481
00:30:20.690 --> 00:30:24.375
<v Joanne Lockwood>on the numbers rather than the outcomes, which is how do people feel?

482
00:30:24.695 --> 00:30:28.375
<v Alyssa Dver>That's right. That's right. Now, I'm I'm gonna take us a little

483
00:30:28.375 --> 00:30:31.915
<v Alyssa Dver>bit outside of that box for a second if you'll allow me.

484
00:30:33.015 --> 00:30:36.135
<v Alyssa Dver>My husband is a 5th grade teacher here in the US, and he works in

485
00:30:36.135 --> 00:30:38.870
<v Alyssa Dver>a school that is bilingual,

486
00:30:40.610 --> 00:30:44.290
<v Alyssa Dver>largely Brazilian Portuguese is the

487
00:30:44.290 --> 00:30:48.130
<v Alyssa Dver>second language. A lot of these children have been

488
00:30:48.130 --> 00:30:51.650
<v Alyssa Dver>through extraordinary trauma. And I keep using that phrase,

489
00:30:51.650 --> 00:30:55.465
<v Alyssa Dver>extraordinary trauma, because I think there's everyday traumas that we all live through.

490
00:30:55.465 --> 00:30:58.205
<v Alyssa Dver>But these are extraordinary, you know, they've left homes

491
00:30:59.305 --> 00:31:03.065
<v Alyssa Dver>sometimes with a single parent, sometimes had, you

492
00:31:03.065 --> 00:31:06.845
<v Alyssa Dver>know, all kinds of voyage journeys and so forth.

493
00:31:07.200 --> 00:31:10.880
<v Alyssa Dver>And oftentimes are still in a traumatic environment where maybe

494
00:31:10.880 --> 00:31:14.260
<v Alyssa Dver>they're one of 10 people in a very, very small

495
00:31:14.720 --> 00:31:18.480
<v Alyssa Dver>apartment. Maybe there's abuse and drugs. There's all kinds of things that

496
00:31:18.480 --> 00:31:22.164
<v Alyssa Dver>happen. Needless to say, he teaches a course for

497
00:31:22.164 --> 00:31:25.924
<v Alyssa Dver>other teachers on how to handle trauma. And, you know, I think one

498
00:31:25.924 --> 00:31:29.765
<v Alyssa Dver>of the key messages is you're never going to understand, nor should

499
00:31:29.765 --> 00:31:33.330
<v Alyssa Dver>you, nor, you know, it's almost a

500
00:31:33.330 --> 00:31:37.170
<v Alyssa Dver>waste of time in many cases to try and really understand the trauma. But

501
00:31:37.170 --> 00:31:41.010
<v Alyssa Dver>there are ways we can support that child in learning

502
00:31:41.010 --> 00:31:44.790
<v Alyssa Dver>better, knowing that they've been through trauma. Right? And I

503
00:31:44.885 --> 00:31:48.665
<v Alyssa Dver>I use that you know, I'm very inspired by all that because I think

504
00:31:49.125 --> 00:31:52.825
<v Alyssa Dver>what a lot of managers will never understand

505
00:31:53.205 --> 00:31:55.705
<v Alyssa Dver>is if you really want people to

506
00:31:56.725 --> 00:32:00.350
<v Alyssa Dver>have the best performance they can be. Right? Like, as a manager, that's your

507
00:32:00.350 --> 00:32:04.190
<v Alyssa Dver>job is like, how do I help you perform better? That that's it. Right? How

508
00:32:04.190 --> 00:32:07.550
<v Alyssa Dver>do I make you, the best contributor you can

509
00:32:07.550 --> 00:32:11.165
<v Alyssa Dver>be? I don't have to understand your

510
00:32:11.165 --> 00:32:14.385
<v Alyssa Dver>experience, but I have to at least respect it. And I have to

511
00:32:15.085 --> 00:32:18.765
<v Alyssa Dver>ask good enough questions to to make you

512
00:32:18.765 --> 00:32:22.445
<v Alyssa Dver>psychologically safe, to allow you to thrive in a way that doesn't

513
00:32:22.445 --> 00:32:23.665
<v Alyssa Dver>threaten my

514
00:32:26.559 --> 00:32:30.240
<v Alyssa Dver>limitations. Right? And I think that's where the rubber hits the

515
00:32:30.240 --> 00:32:34.000
<v Alyssa Dver>road is managers feel like, you know, they are, you know, you got to

516
00:32:34.000 --> 00:32:36.640
<v Alyssa Dver>get the best out of your people. You got to like, you know, bring your

517
00:32:36.640 --> 00:32:40.255
<v Alyssa Dver>whole self to work. Well, really? Really?

518
00:32:40.635 --> 00:32:44.395
<v Alyssa Dver>Come on. Who are you joking? I can't bring my whole self to work if

519
00:32:44.395 --> 00:32:46.815
<v Alyssa Dver>you're not even letting me open my mouth in a meeting,

520
00:32:47.995 --> 00:32:51.535
<v Alyssa Dver>right? Or you're not even asking me what I need

521
00:32:52.649 --> 00:32:56.409
<v Alyssa Dver>in this body that I have that's very different than yours. And I

522
00:32:56.409 --> 00:33:00.169
<v Alyssa Dver>think there's a vulnerability there that we just we're never gonna I shouldn't

523
00:33:00.169 --> 00:33:03.149
<v Alyssa Dver>say never. It's gonna be hard to train some of these people to

524
00:33:04.009 --> 00:33:07.365
<v Alyssa Dver>relax a little bit. Yeah, I'm just picking out

525
00:33:07.845 --> 00:33:11.365
<v Joanne Lockwood>some core thinking out of what you're just saying, and I I think I'm

526
00:33:11.365 --> 00:33:14.725
<v Joanne Lockwood>gonna crystallize it as as listening to

527
00:33:14.725 --> 00:33:18.245
<v Joanne Lockwood>understand. Not listening to reply, but listening to truly

528
00:33:18.245 --> 00:33:21.940
<v Joanne Lockwood>understand. I think what I find is the traditional

529
00:33:22.340 --> 00:33:25.940
<v Joanne Lockwood>I say traditional, the old school command and control leadership style is I'm

530
00:33:25.940 --> 00:33:29.720
<v Joanne Lockwood>right. I know the plan. We're gonna do it my way.

531
00:33:29.940 --> 00:33:33.460
<v Joanne Lockwood>And if you're not doing it my way, I'm gonna manage you until you do

532
00:33:33.460 --> 00:33:37.175
<v Joanne Lockwood>or or you're out. Whereas the what we're trying to do now is

533
00:33:37.175 --> 00:33:40.855
<v Joanne Lockwood>is develop teams of artisans, people who are

534
00:33:40.855 --> 00:33:44.475
<v Joanne Lockwood>creative, people who are free thinking, people who bring that empowerment

535
00:33:45.255 --> 00:33:49.035
<v Joanne Lockwood>and those ideas sharing into the workplace. And the leaders' role is different now.

536
00:33:49.080 --> 00:33:52.919
<v Joanne Lockwood>It's about creating space and holding space for people

537
00:33:52.919 --> 00:33:56.679
<v Joanne Lockwood>to explore ideas and come to

538
00:33:56.679 --> 00:34:00.519
<v Joanne Lockwood>this consensus or this compromise, whatever we want to call it, of of

539
00:34:00.519 --> 00:34:03.480
<v Joanne Lockwood>of a direction rather than saying, I've got all the ideas, this is what we're

540
00:34:03.480 --> 00:34:06.275
<v Joanne Lockwood>going to do. It's what do we think? How are we gonna do this? I

541
00:34:06.275 --> 00:34:09.795
<v Alyssa Dver>think we could even apply that comment to, again, the

542
00:34:09.795 --> 00:34:12.215
<v Alyssa Dver>politics. Right? The difference between being

543
00:34:13.235 --> 00:34:14.855
<v Alyssa Dver>led versus

544
00:34:17.969 --> 00:34:21.190
<v Alyssa Dver>empowered. Right? And

545
00:34:22.210 --> 00:34:25.890
<v Alyssa Dver>leaders fear empowering people because it

546
00:34:25.890 --> 00:34:29.250
<v Alyssa Dver>means that they're gonna lose their own power, which in truth is just the

547
00:34:29.250 --> 00:34:32.885
<v Alyssa Dver>opposite. You know? The old adage of hire

548
00:34:32.885 --> 00:34:36.645
<v Alyssa Dver>people that are smarter than you. Like, it takes a really confident person

549
00:34:36.645 --> 00:34:40.245
<v Alyssa Dver>to be like, hey. You know, this is an area that I know we need

550
00:34:40.245 --> 00:34:44.025
<v Alyssa Dver>to do, and I'm not the expert, but you are. Right?

551
00:34:45.889 --> 00:34:49.349
<v Alyssa Dver>So, yes, when you allow people, empower

552
00:34:49.489 --> 00:34:53.009
<v Alyssa Dver>people to be in the words they use innovative, I'll even

553
00:34:53.009 --> 00:34:54.949
<v Alyssa Dver>say entrepreneurial. Right?

554
00:34:56.690 --> 00:34:59.924
<v Alyssa Dver>And I I I would go so far to say that most people who do

555
00:34:59.924 --> 00:35:03.065
<v Alyssa Dver>leave a corporate world, myself included, I was a corporate,

556
00:35:04.164 --> 00:35:07.845
<v Alyssa Dver>executive for 25, 30 years. And I I was

557
00:35:07.845 --> 00:35:11.444
<v Alyssa Dver>like, I I can't deal with these constraints. My brain is too

558
00:35:11.444 --> 00:35:14.940
<v Alyssa Dver>creative. I wanna do bigger or better things, and I can't do it in

559
00:35:14.940 --> 00:35:18.700
<v Alyssa Dver>this environment. But I think a lot of people leave because of

560
00:35:18.700 --> 00:35:22.400
<v Alyssa Dver>that reason. And yet, the talent, the

561
00:35:22.460 --> 00:35:26.174
<v Alyssa Dver>innovation, the creativity that comes from allowing people to do that.

562
00:35:26.315 --> 00:35:29.535
<v Alyssa Dver>Yeah. That's why companies take so long to move companies.

563
00:35:29.914 --> 00:35:33.535
<v Alyssa Dver>Organizations would be government and nonprofit. You you know, any kind of organization.

564
00:35:34.635 --> 00:35:38.395
<v Alyssa Dver>Because the management is, assuming that they

565
00:35:38.395 --> 00:35:42.039
<v Alyssa Dver>need to lead and not empower. I I walked

566
00:35:42.039 --> 00:35:45.180
<v Joanne Lockwood>out of corporate banking life in the

567
00:35:46.200 --> 00:35:49.559
<v Joanne Lockwood>twilight of the nineties, 1998. It was just prior to year

568
00:35:49.559 --> 00:35:53.099
<v Joanne Lockwood>2000. There was a lot of memos going around

569
00:35:53.495 --> 00:35:57.175
<v Joanne Lockwood>telling us about our bonuses that were on the on the line if

570
00:35:57.175 --> 00:36:01.015
<v Joanne Lockwood>year 2000 went went wrong. And

571
00:36:01.015 --> 00:36:04.455
<v Joanne Lockwood>just the tone of voice in these letters, the tone of voice in the communication.

572
00:36:04.455 --> 00:36:07.180
<v Joanne Lockwood>I just thought, hang on a minute. I don't need this.

573
00:36:08.119 --> 00:36:11.880
<v Joanne Lockwood>You're you're treating me as as a 2 year old. You're paying me a lot

574
00:36:11.880 --> 00:36:14.299
<v Joanne Lockwood>of money, and you're talking me like I'm a 2 year old.

575
00:36:15.240 --> 00:36:18.599
<v Joanne Lockwood>No. I'm not having it. And I walked into HR and I said, no. I'm

576
00:36:18.599 --> 00:36:22.425
<v Joanne Lockwood>out. They looked at me and say, what, what, what, you can't do that?

577
00:36:22.425 --> 00:36:26.265
<v Joanne Lockwood>I said, well, you changed the rules, not me. You know, you decided that you're

578
00:36:26.265 --> 00:36:29.065
<v Joanne Lockwood>going to rearrange the department. You're going to do this, you're going to do that.

579
00:36:29.065 --> 00:36:31.625
<v Joanne Lockwood>That's not the job I wanted. That's not the job I applied for. That's not

580
00:36:31.625 --> 00:36:35.369
<v Joanne Lockwood>the job you offered me. You just think I'm going to be your pawn. I

581
00:36:35.369 --> 00:36:38.970
<v Joanne Lockwood>decided at that point there I wasn't fit for corporate life. I wasn't prepared to

582
00:36:38.970 --> 00:36:42.809
<v Joanne Lockwood>be the the pawn on the on the board and,

583
00:36:43.049 --> 00:36:46.730
<v Joanne Lockwood>to be, ruled by the back by the back row. So,

584
00:36:46.730 --> 00:36:50.315
<v Joanne Lockwood>yeah, it was but I didn't know what being self employed truly meant. I just

585
00:36:50.315 --> 00:36:54.101
<v Joanne Lockwood>knew that I could get up tomorrow and figure stuff out. Figure it out.

586
00:36:54.155 --> 00:36:57.835
<v Alyssa Dver>Figure it out. And it is, again, a privileged position as you said

587
00:36:57.835 --> 00:37:00.895
<v Alyssa Dver>earlier, right, to be able to do that, and some people can't.

588
00:37:01.595 --> 00:37:05.170
<v Alyssa Dver>So the people that can't or won't and could be can't

589
00:37:05.170 --> 00:37:08.850
<v Alyssa Dver>financially, but it could be can't because, emotionally, they're just not there. They don't have

590
00:37:08.850 --> 00:37:12.690
<v Alyssa Dver>the the the wherewithal. A thousand reasons, right,

591
00:37:12.690 --> 00:37:16.530
<v Alyssa Dver>why they can't. At least, if there's an environment

592
00:37:16.530 --> 00:37:20.065
<v Alyssa Dver>where they can commiserate with other people who are in the same boat, that

593
00:37:20.065 --> 00:37:23.825
<v Alyssa Dver>helps. At least if they can feel like I'm not the only one

594
00:37:23.825 --> 00:37:27.265
<v Alyssa Dver>who sees the ridiculousness of the situation or the injustice of the

595
00:37:27.265 --> 00:37:30.645
<v Alyssa Dver>situation, that helps. So,

596
00:37:31.425 --> 00:37:35.250
<v Alyssa Dver>you know, I I do use that word commiserate

597
00:37:35.390 --> 00:37:38.829
<v Alyssa Dver>a lot in the ERG language because I think there is an

598
00:37:38.829 --> 00:37:42.530
<v Alyssa Dver>empowerment that comes. It's not whining. It's validating.

599
00:37:42.750 --> 00:37:46.130
<v Alyssa Dver>It's saying, you know, I see this is wrong.

600
00:37:46.595 --> 00:37:50.115
<v Alyssa Dver>And yet other people are saying, Yeah, we see it wrong

601
00:37:50.115 --> 00:37:53.635
<v Alyssa Dver>too. So maybe they'll get up and do something to right it. But if

602
00:37:53.635 --> 00:37:57.015
<v Alyssa Dver>nothing else, they don't feel like an outsider saying,

603
00:37:57.075 --> 00:38:00.550
<v Alyssa Dver>you know, the emperor has no clothes. So,

604
00:38:00.850 --> 00:38:04.690
<v Alyssa Dver>you know, I think that there is a real power in that coming

605
00:38:04.690 --> 00:38:08.450
<v Alyssa Dver>together, in that ability to, again, share. Even if

606
00:38:08.450 --> 00:38:12.290
<v Alyssa Dver>it's not an ethnicity share, it's not a

607
00:38:12.290 --> 00:38:15.855
<v Alyssa Dver>gender share. It's not it's not that. It's just we see that this is

608
00:38:17.295 --> 00:38:20.495
<v Alyssa Dver>we see it from the same side of things, and apparently, the rest of the

609
00:38:20.495 --> 00:38:24.175
<v Alyssa Dver>organization doesn't. You don't feel so lonely in that.

610
00:38:24.175 --> 00:38:27.635
<v Joanne Lockwood>ERG staff networks, however you wanna describe them, they go through

611
00:38:28.050 --> 00:38:30.550
<v Joanne Lockwood>an evolutionary phase, both an

612
00:38:31.570 --> 00:38:35.090
<v Joanne Lockwood>organization, being from a start up to

613
00:38:35.090 --> 00:38:38.930
<v Joanne Lockwood>maturing, and the ERG will will match

614
00:38:38.930 --> 00:38:42.625
<v Joanne Lockwood>the maturity model, if you like, with the organisation as well. So at the

615
00:38:42.625 --> 00:38:46.065
<v Joanne Lockwood>early stages, it's a bit probably less less formal. And

616
00:38:46.065 --> 00:38:48.645
<v Joanne Lockwood>eventually, you're working with a multinational conglomerate

617
00:38:50.545 --> 00:38:54.005
<v Joanne Lockwood>with thousands and thousands of staff all over the world, then the ERG model

618
00:38:54.785 --> 00:38:58.360
<v Joanne Lockwood>becomes multi territory, multi time

619
00:38:58.360 --> 00:39:00.540
<v Joanne Lockwood>zone, and it has to have some structures.

620
00:39:02.600 --> 00:39:06.220
<v Joanne Lockwood>Where do organizations make mistakes in the early days when they're starting

621
00:39:06.280 --> 00:39:09.980
<v Joanne Lockwood>ERGs? What's their what's their biggest misstep, if you like?

622
00:39:10.825 --> 00:39:14.425
<v Alyssa Dver>Well, I'm gonna start with there's no

623
00:39:14.425 --> 00:39:18.265
<v Alyssa Dver>maturity model. I think it's misled for people to think

624
00:39:18.265 --> 00:39:21.945
<v Alyssa Dver>that there's a maturity model. We used to have an assessment ourselves for

625
00:39:21.945 --> 00:39:25.245
<v Alyssa Dver>progression and this and the other. And the reality is this that the organization

626
00:39:25.830 --> 00:39:29.590
<v Alyssa Dver>may have a programmatic maturity. You know, they finally

627
00:39:29.590 --> 00:39:32.970
<v Alyssa Dver>get a policy document. They probably they finally

628
00:39:34.230 --> 00:39:37.750
<v Alyssa Dver>get the rules and processes kind of in a place. Maybe they have a

629
00:39:37.750 --> 00:39:41.215
<v Alyssa Dver>system to help manage it, whatever. Group

630
00:39:41.215 --> 00:39:44.734
<v Alyssa Dver>itself ebbs and flows. And it ebbs and

631
00:39:44.734 --> 00:39:48.275
<v Alyssa Dver>flows with the leadership of the group,

632
00:39:50.095 --> 00:39:53.795
<v Alyssa Dver>the experience and the zeal of those leaders themselves which come and go.

633
00:39:54.390 --> 00:39:58.150
<v Alyssa Dver>2 years is an average tenure, but when I say average,

634
00:39:58.150 --> 00:40:01.990
<v Alyssa Dver>most leaders don't even last that long. So, there's a lot of new

635
00:40:01.990 --> 00:40:05.190
<v Alyssa Dver>people that come and go, and they may or may not have experience leading a

636
00:40:05.190 --> 00:40:08.905
<v Alyssa Dver>group at all. So, the group itself, there may be new groups

637
00:40:08.905 --> 00:40:12.205
<v Alyssa Dver>that pop up all the time. And we get inquiries

638
00:40:12.744 --> 00:40:16.505
<v Alyssa Dver>at ELA all the time saying, oh, yesterday somebody emailed

639
00:40:16.505 --> 00:40:19.945
<v Alyssa Dver>us. You ever heard of Slovenia Slovenian group,

640
00:40:19.945 --> 00:40:23.730
<v Alyssa Dver>Slovenic group, I guess? And we'd like to know if

641
00:40:23.730 --> 00:40:27.410
<v Alyssa Dver>there anybody else has one of those on the those happen. So

642
00:40:27.410 --> 00:40:30.770
<v Alyssa Dver>the groups themselves will ebb and flow. And even if it's

643
00:40:30.770 --> 00:40:34.210
<v Alyssa Dver>a, you know, big group that's been around for a long time, there's a

644
00:40:34.210 --> 00:40:38.025
<v Alyssa Dver>reflection of the leadership. There's a reflection of the overall leadership of the organization.

645
00:40:39.365 --> 00:40:42.885
<v Alyssa Dver>Of course, there's an ebb and flow of the political environment. I mean, there's a

646
00:40:42.885 --> 00:40:46.645
<v Alyssa Dver>lot of things that can, in fact, impact the status of

647
00:40:46.645 --> 00:40:50.265
<v Alyssa Dver>that group. So I think number one mistake

648
00:40:50.799 --> 00:40:54.180
<v Alyssa Dver>is don't assume anything. Like, always go back to some of the fundamentals

649
00:40:54.559 --> 00:40:58.400
<v Alyssa Dver>of, you know, make sure that it's clear who that group is

650
00:40:58.400 --> 00:41:02.160
<v Alyssa Dver>serving specifically and why. And when I say

651
00:41:02.160 --> 00:41:05.355
<v Alyssa Dver>go back, review those documents. Some people have charter missions. We

652
00:41:05.595 --> 00:41:09.195
<v Alyssa Dver>charter and mission statements. We we have something a little bit more

653
00:41:09.195 --> 00:41:12.795
<v Alyssa Dver>granular to really kind of call out some of the things that often get lost

654
00:41:12.795 --> 00:41:16.095
<v Alyssa Dver>in those mission statements. Because who are you serving?

655
00:41:17.275 --> 00:41:20.590
<v Alyssa Dver>You know, if you're serving women, are you serving any woman?

656
00:41:21.050 --> 00:41:24.890
<v Alyssa Dver>Anyone who identifies as a woman? Women in general, what

657
00:41:24.890 --> 00:41:28.510
<v Alyssa Dver>about men who want to support women better? Those are your allies.

658
00:41:28.810 --> 00:41:32.490
<v Alyssa Dver>Are you supporting them? If so, okay. But define

659
00:41:32.490 --> 00:41:36.295
<v Alyssa Dver>it. Right? And why? Be really clear. Why does this group

660
00:41:36.295 --> 00:41:38.954
<v Alyssa Dver>need to exist? And what happens if the group goes away?

661
00:41:39.654 --> 00:41:43.414
<v Alyssa Dver>So those fundamentals are really important. And and in light

662
00:41:43.414 --> 00:41:47.174
<v Alyssa Dver>of those, when you're clear about who that group

663
00:41:47.174 --> 00:41:50.810
<v Alyssa Dver>is for, the structure of the group, the processes of the group, the roles of

664
00:41:50.810 --> 00:41:54.330
<v Alyssa Dver>the different not just in the leadership chain, but the executive

665
00:41:54.330 --> 00:41:57.070
<v Alyssa Dver>sponsors, the role of the allies. When you have those fundamentals

666
00:41:59.850 --> 00:42:03.695
<v Alyssa Dver>updated regularly, then everything else gets easier.

667
00:42:03.915 --> 00:42:07.375
<v Alyssa Dver>I'm not going to say easy, but easier. So, when you make decisions

668
00:42:07.435 --> 00:42:11.275
<v Alyssa Dver>about how do we inform and who do we inform and how frequently

669
00:42:11.275 --> 00:42:14.875
<v Alyssa Dver>and what channels, what programs do we do, what gets funded, what

670
00:42:14.875 --> 00:42:18.619
<v Alyssa Dver>doesn't get funded, Who's allowed to come to what?

671
00:42:18.619 --> 00:42:21.839
<v Alyssa Dver>What safe spaces versus brief spaces are we gonna create?

672
00:42:22.460 --> 00:42:25.980
<v Alyssa Dver>Those things get clearer. Are we gonna run things

673
00:42:25.980 --> 00:42:29.500
<v Alyssa Dver>remotely? So people who are out in the fields who

674
00:42:29.500 --> 00:42:33.185
<v Alyssa Dver>are maybe on a factory floor or frontline, are they

675
00:42:33.185 --> 00:42:36.485
<v Alyssa Dver>gonna be easily

676
00:42:36.705 --> 00:42:40.405
<v Alyssa Dver>participating? You know, those things get a lot clearer. So I

677
00:42:40.625 --> 00:42:44.385
<v Alyssa Dver>think though that's the biggest mistake is people don't pay attention. I call them

678
00:42:44.385 --> 00:42:47.560
<v Alyssa Dver>the fundamentals. It's kinda like, you know, the the definitional

679
00:42:48.100 --> 00:42:51.460
<v Alyssa Dver>building blocks that make that group who they are. I see a lot of debates

680
00:42:51.460 --> 00:42:54.840
<v Joanne Lockwood>on, LinkedIn around who who owns the

681
00:42:55.060 --> 00:42:58.820
<v Joanne Lockwood>ERG. You know? And, is it employee led,

682
00:42:58.820 --> 00:43:02.525
<v Joanne Lockwood>employee owned, or is it really the company? Who is the

683
00:43:02.525 --> 00:43:06.305
<v Joanne Lockwood>master? Who who is the who drives the agenda?

684
00:43:06.445 --> 00:43:10.125
<v Joanne Lockwood>And I see people criticising other

685
00:43:10.125 --> 00:43:13.265
<v Joanne Lockwood>people for doing unpaid

686
00:43:13.645 --> 00:43:17.320
<v Joanne Lockwood>voluntary work to support the company, and the company should

687
00:43:17.320 --> 00:43:20.600
<v Joanne Lockwood>really be funding the ERG and giving it part of their job and giving them

688
00:43:20.600 --> 00:43:24.280
<v Joanne Lockwood>time off. And people find they're doing it as a hobby or a

689
00:43:24.280 --> 00:43:27.720
<v Joanne Lockwood>side side hustle. I don't really try and sort

690
00:43:27.720 --> 00:43:31.345
<v Joanne Lockwood>that that that, that tension out. I appreciate there's

691
00:43:31.345 --> 00:43:33.845
<v Joanne Lockwood>no right or wrong way. It's whatever works for you.

692
00:43:34.705 --> 00:43:37.825
<v Joanne Lockwood>But how how can we rationalize the,

693
00:43:38.265 --> 00:43:41.985
<v Joanne Lockwood>the the yin and the yang of that? I don't know

694
00:43:41.985 --> 00:43:45.585
<v Alyssa Dver>if it's yin and yang. I think they're a little bit more confrontational than

695
00:43:45.585 --> 00:43:49.290
<v Alyssa Dver>that. No. There's there's a couple points that you

696
00:43:49.290 --> 00:43:53.069
<v Alyssa Dver>just put into that question. You know, all these organizations

697
00:43:53.290 --> 00:43:57.130
<v Alyssa Dver>that wanna slap a b in the front of the word. Right? Business resource group

698
00:43:57.130 --> 00:44:00.730
<v Alyssa Dver>or business employee resource group. You know? That's part of that whole

699
00:44:00.730 --> 00:44:04.435
<v Alyssa Dver>debacle of really who owns the group. Now I'm gonna say

700
00:44:04.435 --> 00:44:08.195
<v Alyssa Dver>something here that may not resonate well with a lot of people. But look,

701
00:44:08.195 --> 00:44:12.035
<v Alyssa Dver>if you're taking money from the business, I'm sorry to say it's like

702
00:44:12.035 --> 00:44:15.475
<v Alyssa Dver>your board of it's your board of advisors or whoever. Like, the

703
00:44:15.475 --> 00:44:19.270
<v Alyssa Dver>business owns that. But if

704
00:44:19.270 --> 00:44:22.710
<v Alyssa Dver>the business is smart, if the business is doing this for the right

705
00:44:22.710 --> 00:44:26.390
<v Alyssa Dver>reasons, it is funding it like an investor and trusting

706
00:44:26.390 --> 00:44:30.230
<v Alyssa Dver>that the leaders of that group are not only

707
00:44:30.230 --> 00:44:33.914
<v Alyssa Dver>gonna make good decisions, but take the time to justify those

708
00:44:33.914 --> 00:44:37.515
<v Alyssa Dver>decisions back to the board. So if I'm going to give you

709
00:44:37.515 --> 00:44:40.954
<v Alyssa Dver>x number of pounds or dollars or euros, whatever it might

710
00:44:40.954 --> 00:44:44.394
<v Alyssa Dver>be, that you come back and say, Here are the things that I want to

711
00:44:44.394 --> 00:44:48.079
<v Alyssa Dver>do with that money. And subsequently, this is the outcome.

712
00:44:48.539 --> 00:44:52.160
<v Alyssa Dver>Now, here's where the ERGs

713
00:44:52.299 --> 00:44:55.579
<v Alyssa Dver>and the whole world is changing a lot. And you were in the London event.

714
00:44:55.579 --> 00:44:59.339
<v Alyssa Dver>You know that my trends report for 2025 is all about the numbers.

715
00:44:59.339 --> 00:45:02.865
<v Alyssa Dver>Right? We gotta get better with the numbers. And the numbers have to

716
00:45:02.865 --> 00:45:06.645
<v Alyssa Dver>be speaking to the business people. So, when we say that,

717
00:45:06.865 --> 00:45:10.625
<v Alyssa Dver>you know, it helps people feel included and belonging, that means nothing

718
00:45:10.625 --> 00:45:14.230
<v Alyssa Dver>to a CFO. What means to a CFO is if you

719
00:45:14.230 --> 00:45:18.069
<v Alyssa Dver>don't do this, this is how many people are gonna leave next year. If

720
00:45:18.069 --> 00:45:21.589
<v Alyssa Dver>you don't do this, this is what the impact on profitability and productivity is gonna

721
00:45:21.589 --> 00:45:25.109
<v Alyssa Dver>be with some kind of quantitative number. Right? And

722
00:45:25.109 --> 00:45:28.835
<v Alyssa Dver>so, that has been a mistake since

723
00:45:28.835 --> 00:45:32.515
<v Alyssa Dver>the 1960s. Right? The ERGs have been there, but there never really been

724
00:45:32.515 --> 00:45:36.355
<v Alyssa Dver>this rally cry of we've got to show the quantitative outcome

725
00:45:36.355 --> 00:45:39.335
<v Alyssa Dver>to the business because the businesses are funding this.

726
00:45:40.275 --> 00:45:42.055
<v Alyssa Dver>So, one woman's opinion

727
00:45:44.099 --> 00:45:46.920
<v Alyssa Dver>is the groups are employee

728
00:45:47.460 --> 00:45:51.079
<v Alyssa Dver>run, but they are business

729
00:45:51.940 --> 00:45:55.720
<v Alyssa Dver>funded and assisted. This whole thing about compensating

730
00:45:56.655 --> 00:45:58.835
<v Alyssa Dver>the leaders, which you also kind of tucked in

731
00:46:00.575 --> 00:46:04.255
<v Alyssa Dver>there. This has been a very heated debate

732
00:46:04.255 --> 00:46:06.435
<v Alyssa Dver>since the get go. We in many of our

733
00:46:07.855 --> 00:46:11.600
<v Alyssa Dver>ELA events, our conferences. We've we've literally had

734
00:46:11.600 --> 00:46:15.200
<v Alyssa Dver>different panelists argue this. The audience gets very heated about

735
00:46:15.200 --> 00:46:19.040
<v Alyssa Dver>it. And again, this is one woman's opinion. If you step up to be

736
00:46:19.040 --> 00:46:22.580
<v Alyssa Dver>an ERG leader, you're giving yourself a really beautiful

737
00:46:22.720 --> 00:46:25.060
<v Alyssa Dver>opportunity to practice

738
00:46:26.184 --> 00:46:30.025
<v Alyssa Dver>leadership skills, to learn from other people, to have access to

739
00:46:30.025 --> 00:46:33.385
<v Alyssa Dver>people and resources that you'll never get in your day job, in your higher job,

740
00:46:33.385 --> 00:46:37.145
<v Alyssa Dver>as I like to prefer to call it. So it's an

741
00:46:37.145 --> 00:46:39.405
<v Alyssa Dver>opportunity. It's like taking, you know,

742
00:46:41.319 --> 00:46:44.119
<v Alyssa Dver>one of those, you know, somebody says, would you like to be in the management

743
00:46:44.119 --> 00:46:47.960
<v Alyssa Dver>track? Yes. It doesn't always pan out that way for lots of reasons.

744
00:46:47.960 --> 00:46:51.799
<v Alyssa Dver>But if you take that approach and proactively say, this is what I want

745
00:46:51.799 --> 00:46:54.119
<v Alyssa Dver>to learn and who I want to learn from. And these are the some of

746
00:46:54.119 --> 00:46:57.845
<v Alyssa Dver>the things I'm gonna do in that role. It's a beautiful opportunity.

747
00:46:59.825 --> 00:47:03.665
<v Alyssa Dver>Now you need your hired manager's support to do that. Of course, you

748
00:47:03.665 --> 00:47:07.425
<v Alyssa Dver>don't wanna jeopardize your regular job. You certainly need

749
00:47:07.425 --> 00:47:11.230
<v Alyssa Dver>the executive sponsor's support of the group to make all that, you

750
00:47:11.230 --> 00:47:15.070
<v Alyssa Dver>know, open up all those doors and support you. But

751
00:47:15.070 --> 00:47:18.370
<v Alyssa Dver>that's what it's about. There's some really

752
00:47:18.670 --> 00:47:22.510
<v Alyssa Dver>terrible data out there. And I say data because it's

753
00:47:22.510 --> 00:47:26.015
<v Alyssa Dver>not right. I I hate to call other organizations

754
00:47:26.875 --> 00:47:28.095
<v Alyssa Dver>wrong, but they're wrong.

755
00:47:31.835 --> 00:47:35.675
<v Alyssa Dver>We survey our members constantly. You know, at every event,

756
00:47:35.675 --> 00:47:39.510
<v Alyssa Dver>we're always asking them. And this job is not

757
00:47:39.510 --> 00:47:43.130
<v Alyssa Dver>compensated. It's not a job. It's a temporary

758
00:47:43.270 --> 00:47:46.810
<v Alyssa Dver>assignment. It's like volunteering to be on the Parent Teacher Association

759
00:47:47.110 --> 00:47:50.870
<v Alyssa Dver>or something else where you feel like you want to have your voice heard. You

760
00:47:50.870 --> 00:47:54.525
<v Alyssa Dver>want to learn some things. You want to make new connections. But it's

761
00:47:54.525 --> 00:47:58.285
<v Alyssa Dver>not a paid position. And the people who've gotten paid in the

762
00:47:58.285 --> 00:48:01.424
<v Alyssa Dver>past or made payment available got burned.

763
00:48:02.125 --> 00:48:05.484
<v Alyssa Dver>Because now all of a sudden, you have 2 bosses, 2 sets of performance reviews

764
00:48:05.484 --> 00:48:08.900
<v Alyssa Dver>to deal with, and a lot of expectations

765
00:48:09.200 --> 00:48:12.960
<v Alyssa Dver>that often are not in your control. So, you know, they

766
00:48:12.960 --> 00:48:16.800
<v Alyssa Dver>give you a bonus, a spot bonus. They give you a cash card.

767
00:48:16.800 --> 00:48:20.275
<v Alyssa Dver>Go, you know, have a nice cup of coffee somewhere. That's

768
00:48:20.275 --> 00:48:24.035
<v Alyssa Dver>awesome. You know, maybe you're getting, a nice letter from

769
00:48:24.035 --> 00:48:27.815
<v Alyssa Dver>your executive sponsor that you can put in your resume and your confidence

770
00:48:27.955 --> 00:48:31.795
<v Alyssa Dver>collection someday to go, I did a great job. If you can

771
00:48:31.795 --> 00:48:35.600
<v Alyssa Dver>get some of that put into your regular performance review, even better. For

772
00:48:35.600 --> 00:48:39.120
<v Alyssa Dver>all those reasons, it's that those are valuable. They may not be

773
00:48:39.120 --> 00:48:42.800
<v Alyssa Dver>cash convertible, but they're very valuable. But to

774
00:48:42.800 --> 00:48:46.640
<v Alyssa Dver>expect that you're gonna get paid to do this work. I think that goes

775
00:48:46.640 --> 00:48:50.444
<v Alyssa Dver>back to what we're saying before. DEI wanted all these people to be

776
00:48:50.444 --> 00:48:54.285
<v Alyssa Dver>ambassadors and that was that was unpaid work. And I

777
00:48:54.285 --> 00:48:57.964
<v Alyssa Dver>don't think that's fair. But if you're doing it for yourself in a way that's

778
00:48:57.964 --> 00:49:01.720
<v Alyssa Dver>going to improve your ability to lead and contribute to the

779
00:49:01.720 --> 00:49:04.780
<v Alyssa Dver>organization, whatever organization that is in the future,

780
00:49:06.040 --> 00:49:09.720
<v Alyssa Dver>that's a great opportunity. Yeah. I suppose the way I would frame it is

781
00:49:09.720 --> 00:49:13.560
<v Joanne Lockwood>it's a it's a fast track growth opportunity to step

782
00:49:13.560 --> 00:49:17.255
<v Joanne Lockwood>out of your comfort zone, to step into something else. Also, if you're

783
00:49:17.954 --> 00:49:21.714
<v Joanne Lockwood>operating at the senior level within the ERG, then it

784
00:49:21.714 --> 00:49:24.934
<v Joanne Lockwood>will give you access to upper management in organisations

785
00:49:25.635 --> 00:49:29.369
<v Joanne Lockwood>and across teams where you're networking with other ERGs, other

786
00:49:29.369 --> 00:49:33.049
<v Joanne Lockwood>leaders. So you will be very well connected, very well known, and it's a

787
00:49:33.049 --> 00:49:36.510
<v Joanne Lockwood>it's a fantastic opportunity for for career development, career advancement

788
00:49:37.130 --> 00:49:40.029
<v Joanne Lockwood>as a CV line, especially if you went to another organisation.

789
00:49:40.730 --> 00:49:44.575
<v Joanne Lockwood>It's it's a huge, great asset to you and your growth. So I

790
00:49:44.575 --> 00:49:47.555
<v Joanne Lockwood>think you're right. This may be seen as a

791
00:49:48.575 --> 00:49:52.335
<v Joanne Lockwood>financially rewarding at the time, but an investment in your career, investment

792
00:49:52.335 --> 00:49:56.095
<v Joanne Lockwood>in a vocation that you can step out of being a

793
00:49:56.095 --> 00:49:59.430
<v Joanne Lockwood>techie and into management without and have a test drive.

794
00:50:00.210 --> 00:50:03.890
<v Alyssa Dver>Absolutely. And, you know, it's not just for the senior people. Like a junior

795
00:50:03.890 --> 00:50:07.730
<v Alyssa Dver>person who maybe they wanna run an event and they've never

796
00:50:07.730 --> 00:50:11.170
<v Alyssa Dver>done something like that. Well, what a great opportunity to

797
00:50:11.170 --> 00:50:14.905
<v Alyssa Dver>experience it. You know, the the curricula that we designed and I

798
00:50:14.905 --> 00:50:18.685
<v Alyssa Dver>mentioned the blueprints before. I said it's like a mini MBA.

799
00:50:18.984 --> 00:50:22.744
<v Alyssa Dver>It really is. I mean, I went to the top business school in the world

800
00:50:22.744 --> 00:50:25.405
<v Alyssa Dver>and I promise you it's like a mini MBA.

801
00:50:26.160 --> 00:50:30.000
<v Alyssa Dver>So if you can get that for free with low risk and

802
00:50:30.000 --> 00:50:33.299
<v Alyssa Dver>at the same time a lot of support around you so you're not

803
00:50:33.599 --> 00:50:37.359
<v Alyssa Dver>studying on your own kind of thing. Oh my gosh. But people

804
00:50:37.359 --> 00:50:40.675
<v Alyssa Dver>don't see it that way. They either like, I'm doing the work of DI or

805
00:50:40.675 --> 00:50:44.355
<v Alyssa Dver>I'm doing, you know, all this other Yeah, it's it is additional

806
00:50:44.355 --> 00:50:47.075
<v Alyssa Dver>work. I give it to you. It is a work and it's stressful and we

807
00:50:47.075 --> 00:50:50.675
<v Alyssa Dver>see a lot of burnout. But that's largely because the

808
00:50:50.675 --> 00:50:54.420
<v Alyssa Dver>expectations are not well set, and they

809
00:50:54.420 --> 00:50:57.860
<v Alyssa Dver>are also not well managed. We get the same problem sometimes as we do in

810
00:50:57.860 --> 00:51:00.920
<v Joanne Lockwood>in the hired job where people aren't

811
00:51:02.420 --> 00:51:06.260
<v Joanne Lockwood>experienced or trained or capable leaders. And putting within

812
00:51:06.260 --> 00:51:09.995
<v Joanne Lockwood>ERG for to to grow their leadership skills is good, but

813
00:51:09.995 --> 00:51:12.475
<v Joanne Lockwood>it it's also fraught with problems as well. So we've got to make sure there's

814
00:51:12.475 --> 00:51:16.075
<v Joanne Lockwood>good governance and rules and

815
00:51:16.075 --> 00:51:19.595
<v Joanne Lockwood>policies, for whatever better way of describing it. Otherwise, ERGs could

816
00:51:19.595 --> 00:51:22.910
<v Joanne Lockwood>become a political hotbed of matriarchal

817
00:51:23.210 --> 00:51:26.970
<v Joanne Lockwood>patriarchal clashes and demigods kicking in and

818
00:51:26.970 --> 00:51:30.810
<v Joanne Lockwood>it's my budget, not your budget. We're gonna do it my way. Dungeons and

819
00:51:30.810 --> 00:51:34.430
<v Alyssa Dver>Dragons and ERGs, right? I think, yeah, absolutely.

820
00:51:34.650 --> 00:51:38.115
<v Alyssa Dver>But, you know, I gave the example of a parent

821
00:51:38.115 --> 00:51:41.635
<v Alyssa Dver>teacher organization. What what do you call them in the UK? Because here they go

822
00:51:41.635 --> 00:51:45.315
<v Alyssa Dver>PTOs or you have the PTA,

823
00:51:45.315 --> 00:51:48.750
<v Joanne Lockwood>Parent Teacher Association. Yeah. Yeah. Let me think about that. Village FATE,

824
00:51:49.310 --> 00:51:52.990
<v Joanne Lockwood>organizing a carnival or something like that. Yeah. Right. Or

825
00:51:52.990 --> 00:51:56.610
<v Alyssa Dver>even, you know, if you're on some kind of advisory board for a religious organization

826
00:51:56.990 --> 00:52:00.830
<v Alyssa Dver>or even a board for a nonprofit or a a start

827
00:52:00.830 --> 00:52:04.474
<v Alyssa Dver>up. Right? If there's no rules of engagement, if there's no kind of

828
00:52:04.474 --> 00:52:07.914
<v Alyssa Dver>expectations of what your, contribution and

829
00:52:07.914 --> 00:52:11.515
<v Alyssa Dver>subsequent behavior should be, yeah, yeah, yeah. It is chaos. You're

830
00:52:11.515 --> 00:52:15.275
<v Alyssa Dver>absolutely right. But an ERG is no different. I say ERGs are

831
00:52:15.275 --> 00:52:19.020
<v Alyssa Dver>internal in associations. That's what they are. So if you run them without

832
00:52:19.020 --> 00:52:22.700
<v Alyssa Dver>any governance, without any guardrails, yeah, you better believe people are

833
00:52:22.700 --> 00:52:26.140
<v Alyssa Dver>gonna run off the road. It's just nature of

834
00:52:26.140 --> 00:52:29.980
<v Alyssa Dver>humans. But but it's not very hard to create those guardrails. And

835
00:52:29.980 --> 00:52:33.735
<v Alyssa Dver>it's not very hard to also ensure that

836
00:52:34.435 --> 00:52:37.795
<v Alyssa Dver>people in and around the organization and here's

837
00:52:37.795 --> 00:52:41.555
<v Alyssa Dver>another huge mistake. The only way an ERJ, I'm gonna

838
00:52:41.555 --> 00:52:44.849
<v Alyssa Dver>be very absolute with this. The only way one of these groups really does well

839
00:52:44.849 --> 00:52:48.609
<v Alyssa Dver>is if it has good executive sponsorship. Why? Because they

840
00:52:48.609 --> 00:52:52.369
<v Alyssa Dver>have the visibility, they have the ear, they have the power

841
00:52:52.369 --> 00:52:55.750
<v Alyssa Dver>really to ensure that that group is

842
00:52:56.529 --> 00:53:00.315
<v Alyssa Dver>respected. Right? But how many organizations

843
00:53:00.775 --> 00:53:04.455
<v Alyssa Dver>train their ear their executive sponsors? And they they look at these c suite or

844
00:53:04.455 --> 00:53:07.435
<v Alyssa Dver>director level people, and they're like, oh, they're so smart. They know everything.

845
00:53:07.895 --> 00:53:11.515
<v Alyssa Dver>Baloney. Bullshit. They do not know how to be an executive

846
00:53:11.575 --> 00:53:14.400
<v Alyssa Dver>sponsor. We say to them, Oh, you're all just to advocate. They're like, I don't

847
00:53:14.400 --> 00:53:18.240
<v Alyssa Dver>know what that means. I don't know how to do that. So, one

848
00:53:18.240 --> 00:53:21.520
<v Alyssa Dver>of the things I did is I went out and interviewed 50 executive sponsors and

849
00:53:21.520 --> 00:53:24.660
<v Alyssa Dver>every single one of them were like, I don't know what I'm doing.

850
00:53:25.655 --> 00:53:28.775
<v Alyssa Dver>And I'm like, well, of course you don't know what you're doing. You never were

851
00:53:28.775 --> 00:53:31.675
<v Alyssa Dver>taught how to do this. It's a different role than

852
00:53:32.615 --> 00:53:36.454
<v Alyssa Dver>the one that you do day to day, or your CFO or CMO or whatever

853
00:53:36.454 --> 00:53:40.250
<v Alyssa Dver>it is. It's a completely different role. And nobody teaches

854
00:53:40.250 --> 00:53:44.030
<v Alyssa Dver>you how to be a mentor. Nobody teaches you how to be an advocate.

855
00:53:44.090 --> 00:53:46.030
<v Alyssa Dver>Nobody teaches you how to represent.

856
00:53:48.170 --> 00:53:51.849
<v Alyssa Dver>And so, not training those executive sponsors knowing that they're a

857
00:53:51.849 --> 00:53:55.545
<v Alyssa Dver>key, that's a huge monumental mistake. We

858
00:53:55.545 --> 00:53:59.305
<v Alyssa Dver>did more training this year for executive sponsors than anyone. So, I'm encouraged that

859
00:53:59.305 --> 00:54:02.845
<v Alyssa Dver>that's a trend. But at the same time, man, if you have executive

860
00:54:02.905 --> 00:54:06.605
<v Alyssa Dver>sponsors that have never been trained, that's a vulnerability.

861
00:54:06.980 --> 00:54:10.740
<v Alyssa Dver>That's a liability. The vulnerability of the sponsor is as career

862
00:54:10.740 --> 00:54:14.260
<v Joanne Lockwood>developing as any other as the other way around, where you're you're

863
00:54:14.260 --> 00:54:17.940
<v Joanne Lockwood>learning about different aspects of the business. You're you're probably drilling

864
00:54:17.940 --> 00:54:20.980
<v Joanne Lockwood>down and coming in contact with people you wouldn't have come in contact, listening to

865
00:54:20.980 --> 00:54:24.535
<v Joanne Lockwood>opinions, listening to views, getting your finger on the pulse.

866
00:54:24.835 --> 00:54:28.535
<v Joanne Lockwood>If everybody at the C suite was executive sponsoring

867
00:54:28.994 --> 00:54:32.535
<v Joanne Lockwood>in their own right, they would have huge insights into the

868
00:54:33.075 --> 00:54:35.974
<v Joanne Lockwood>ground floor of their business, wouldn't they? Yes, absolutely.

869
00:54:36.595 --> 00:54:40.280
<v Alyssa Dver>Absolutely. And the whole ERG is a is

870
00:54:40.280 --> 00:54:43.980
<v Joanne Lockwood>a a win win or should be a win win for

871
00:54:44.360 --> 00:54:48.200
<v Joanne Lockwood>both the people of which it represents, but also the organization in which

872
00:54:48.200 --> 00:54:51.895
<v Joanne Lockwood>it serves. That's exactly what I

873
00:54:51.895 --> 00:54:55.174
<v Alyssa Dver>got into in the beginning. I was like, we're doing these wrong, and we gotta

874
00:54:55.174 --> 00:54:58.934
<v Alyssa Dver>do them better. And the only way we're gonna do them better is if we

875
00:54:58.934 --> 00:55:02.535
<v Alyssa Dver>rally a global community that can help

876
00:55:02.535 --> 00:55:05.595
<v Alyssa Dver>figure out what those things are. You know, I said before that

877
00:55:07.840 --> 00:55:11.680
<v Alyssa Dver>there's no progression. Well, you know what? There's no best practices either and

878
00:55:11.680 --> 00:55:15.040
<v Alyssa Dver>there's no experts. And the reason being because

879
00:55:15.040 --> 00:55:18.640
<v Alyssa Dver>every organization, of course, is different. Different culture, different leadership,

880
00:55:18.640 --> 00:55:22.484
<v Alyssa Dver>every group itself is different. But that doesn't mean we

881
00:55:22.484 --> 00:55:25.944
<v Alyssa Dver>can't have some benchmarks and some standards that people

882
00:55:26.244 --> 00:55:28.964
<v Alyssa Dver>look and say, Okay, this is what we, you know, we need to have a

883
00:55:28.964 --> 00:55:32.744
<v Alyssa Dver>policy guide. What's in that policy guide will vary from organization

884
00:55:32.805 --> 00:55:36.325
<v Alyssa Dver>to organization. We need to have some governance for a group. And again, it

885
00:55:36.325 --> 00:55:40.160
<v Alyssa Dver>may vary from one to the other, but there's certain aspects of governance that they

886
00:55:40.160 --> 00:55:44.000
<v Alyssa Dver>all should have. We need to have structure. Not every group is going to have

887
00:55:44.000 --> 00:55:47.140
<v Alyssa Dver>the same structure, but we need to have a structure. And here's what typically

888
00:55:47.840 --> 00:55:50.900
<v Alyssa Dver>is in organizations for at least your group to consider.

889
00:55:52.235 --> 00:55:55.055
<v Alyssa Dver>And I think that I know that

890
00:55:56.715 --> 00:55:59.835
<v Alyssa Dver>not trying to be the expert and tell people what to do, but bring the

891
00:55:59.835 --> 00:56:03.355
<v Alyssa Dver>community together to say, okay, how are we gonna make these groups

892
00:56:03.355 --> 00:56:05.935
<v Alyssa Dver>better, stronger, more

893
00:56:07.400 --> 00:56:10.140
<v Alyssa Dver>business centric without losing that employee

894
00:56:11.240 --> 00:56:14.700
<v Alyssa Dver>control, I would say. Least employee

895
00:56:16.680 --> 00:56:20.145
<v Alyssa Dver>value. Yeah, I think it's a huge

896
00:56:20.145 --> 00:56:23.505
<v Alyssa Dver>win win. I think we're going to see the data and we're starting to see

897
00:56:23.505 --> 00:56:27.125
<v Alyssa Dver>data already showing that when the groups are done well,

898
00:56:27.745 --> 00:56:31.505
<v Alyssa Dver>the overall productivity and profitability of the organization goes up. And

899
00:56:31.505 --> 00:56:35.160
<v Alyssa Dver>it's not just the people that are in the groups, it's the entire organization goes

900
00:56:35.160 --> 00:56:39.000
<v Alyssa Dver>up. But we also see the opposite when you say, Yeah, we're going to

901
00:56:39.000 --> 00:56:41.480
<v Alyssa Dver>have the groups because we want a checkbox. We want to be able to say

902
00:56:41.480 --> 00:56:44.940
<v Alyssa Dver>that we have these groups, but we're not really going to support them well.

903
00:56:45.400 --> 00:56:48.935
<v Alyssa Dver>We actually see profitability and productivity go down Because

904
00:56:48.935 --> 00:56:52.375
<v Alyssa Dver>people know that the managers are full of crap. If you're listening to this, and

905
00:56:52.375 --> 00:56:56.215
<v Joanne Lockwood>you're sitting there thinking, wow, that sounds utopian. I

906
00:56:56.215 --> 00:56:59.275
<v Joanne Lockwood>want an ERG just like that. Our organization,

907
00:57:00.135 --> 00:57:03.970
<v Joanne Lockwood>whatever, tick whichever box doesn't work for you. What advice would

908
00:57:03.970 --> 00:57:07.350
<v Joanne Lockwood>you, or starting point, would you say to someone, if it's not working,

909
00:57:08.290 --> 00:57:11.890
<v Joanne Lockwood>how does someone get involved and catalyze it? What are the key things to

910
00:57:11.890 --> 00:57:15.490
<v Joanne Lockwood>kicking it into the right orbit? Oh, wow. Well, two things come to mind.

911
00:57:15.490 --> 00:57:19.275
<v Alyssa Dver>1st, and it's not a commercial because these are all free.

912
00:57:19.275 --> 00:57:22.715
<v Alyssa Dver>Jump on our website, grab a copy of the book, which is a PDF of

913
00:57:22.715 --> 00:57:26.475
<v Alyssa Dver>the ERG intelligence book. It's everything you need to know about ERGs. It's a

914
00:57:26.475 --> 00:57:29.835
<v Alyssa Dver>short quick read. But you can at least start to think about some of the

915
00:57:29.835 --> 00:57:33.420
<v Alyssa Dver>things that, you know, should be in place before you really get

916
00:57:33.420 --> 00:57:37.099
<v Alyssa Dver>going. The second thing is

917
00:57:37.099 --> 00:57:40.859
<v Alyssa Dver>to really talk to some employees. And usually, I mean, we just did this

918
00:57:40.859 --> 00:57:43.280
<v Alyssa Dver>with actually a company that's based in

919
00:57:44.940 --> 00:57:47.680
<v Alyssa Dver>the Netherlands, but they have they operate in 42 countries.

920
00:57:48.675 --> 00:57:52.515
<v Alyssa Dver>They said, look, we want to do we want to have a conversation like

921
00:57:52.515 --> 00:57:55.875
<v Alyssa Dver>a town hall almost where we can come and talk about what these groups could

922
00:57:55.875 --> 00:57:59.715
<v Alyssa Dver>be like and will look like. And if you're interested in learning more, come and

923
00:57:59.715 --> 00:58:03.309
<v Alyssa Dver>talk. And so we led that that conversation, knowing

924
00:58:03.309 --> 00:58:06.510
<v Alyssa Dver>that not everybody was gonna show up, but at least you start to attract the

925
00:58:06.510 --> 00:58:10.349
<v Alyssa Dver>people that have that interest, and you build that community then to

926
00:58:10.349 --> 00:58:13.710
<v Alyssa Dver>build and leverage it through your organization. But to

927
00:58:13.710 --> 00:58:17.355
<v Alyssa Dver>expect a single diversity person or

928
00:58:17.355 --> 00:58:20.735
<v Alyssa Dver>department for that matter, if there's still a department in your organization,

929
00:58:21.355 --> 00:58:25.195
<v Alyssa Dver>or to expect the employees to do it on their own, it's kind of naive.

930
00:58:25.195 --> 00:58:28.795
<v Joanne Lockwood>This has been a fascinating conversation. This hour has flown

931
00:58:28.795 --> 00:58:32.010
<v Joanne Lockwood>by in addition to the 20 minutes we were chatting in the green room

932
00:58:33.530 --> 00:58:37.290
<v Joanne Lockwood>beforehand. I'm sure the listener who's got to

933
00:58:37.290 --> 00:58:40.010
<v Joanne Lockwood>this point is dying to find out how to get a hold of you. Where

934
00:58:40.010 --> 00:58:43.150
<v Joanne Lockwood>could people track you down? Well, all right. I'm going to give 2

935
00:58:43.450 --> 00:58:47.275
<v Alyssa Dver>URLs because get on there and contact us on both pages will will

936
00:58:47.275 --> 00:58:50.255
<v Alyssa Dver>find its way to me if you have a direct question. So the ergleadershipalliance.com

937
00:58:51.995 --> 00:58:55.755
<v Alyssa Dver>is the one around ERGs. Ergleadershipalliance.com, just

938
00:58:55.755 --> 00:58:59.030
<v Alyssa Dver>like that. And the American Confidence

939
00:58:59.250 --> 00:59:02.930
<v Alyssa Dver>Institute.com is the brain science

940
00:59:02.930 --> 00:59:06.690
<v Alyssa Dver>confidence entity. So if you have 1 or either one, you

941
00:59:06.690 --> 00:59:10.214
<v Alyssa Dver>can go to and contact us and it'll get to me. And you work globally?

942
00:59:10.214 --> 00:59:13.115
<v Joanne Lockwood>It's not just US focused? It's all across Europe, Asia?

943
00:59:13.575 --> 00:59:17.414
<v Alyssa Dver>Everywhere. You know, it's interesting I say American confidence. And we were very

944
00:59:17.414 --> 00:59:21.174
<v Alyssa Dver>deliberate when we started that because it is very focused on North

945
00:59:21.174 --> 00:59:24.900
<v Alyssa Dver>and Central and South American confidence constructs.

946
00:59:24.960 --> 00:59:28.720
<v Alyssa Dver>But the data and the research we've done globally, and we certainly do present

947
00:59:28.720 --> 00:59:32.340
<v Alyssa Dver>around the world. And forgive me for saying that this, but at least physiologically,

948
00:59:32.640 --> 00:59:36.464
<v Alyssa Dver>our brains are the same. So so, yeah. And

949
00:59:36.464 --> 00:59:39.825
<v Joanne Lockwood>LinkedIn is a good place to track you down as well. Absolutely. Just my name

950
00:59:39.825 --> 00:59:43.184
<v Alyssa Dver>is a little tough to spell, so I'll spell it out loud if that's okay,

951
00:59:43.184 --> 00:59:44.464
<v Alyssa Dver>Jo. It's A-L-Y-S-S-A

952
00:59:44.464 --> 00:59:48.300
<v Alyssa Dver>D-V-E-R. And

953
00:59:48.300 --> 00:59:51.600
<v Alyssa Dver>you can find me. I'm the only one, thankfully, with that tough name.

954
00:59:52.060 --> 00:59:55.900
<v Alyssa Dver>And I welcome any and all connections, comments, and love to connect with

955
00:59:55.900 --> 00:59:59.260
<v Alyssa Dver>people online as well as over Zoom or whatever you use.

956
00:59:59.260 --> 01:00:02.965
<v Joanne Lockwood>Fantastic. Again, thank you so much. It's been

957
01:00:03.025 --> 01:00:06.385
<v Joanne Lockwood>a really insightful conversation, and I

958
01:00:06.385 --> 01:00:09.685
<v Joanne Lockwood>hope that January doesn't bring you

959
01:00:11.745 --> 01:00:15.285
<v Joanne Lockwood>more sadness, and that you and your friends can

960
01:00:16.520 --> 01:00:20.060
<v Joanne Lockwood>find some solace in a future

961
01:00:20.119 --> 01:00:23.720
<v Joanne Lockwood>where it's only 4 years. It's only 4 years, and I can just move to

962
01:00:23.720 --> 01:00:27.500
<v Alyssa Dver>London, right? Go to London. Yeah. You're welcome here.

963
01:00:27.640 --> 01:00:30.815
<v Alyssa Dver>No. You know, it is only 4 years, but at the same time, it's gonna

964
01:00:30.815 --> 01:00:34.654
<v Alyssa Dver>be a tough 4 years. And I I rely on people like yourself and

965
01:00:34.654 --> 01:00:38.414
<v Alyssa Dver>others in the community that we, we're so proud to support that,

966
01:00:39.375 --> 01:00:43.135
<v Alyssa Dver>we're gonna get through this together. And it's gonna make us stronger, smarter, and

967
01:00:43.135 --> 01:00:46.530
<v Alyssa Dver>more prepared for all the challenges that have yet to

968
01:00:46.530 --> 01:00:50.050
<v Alyssa Dver>unfold. And let's hope that the this coming 4 years

969
01:00:50.050 --> 01:00:53.730
<v Joanne Lockwood>is the end. So this is an end date.

970
01:00:53.730 --> 01:00:57.510
<v Joanne Lockwood>There's no second bite of the cherry or third bite of the cherry. There's hope.

971
01:00:58.404 --> 01:01:02.164
<v Joanne Lockwood>There's hope. Yeah. Well, again, if it if it isn't the

972
01:01:02.164 --> 01:01:05.605
<v Alyssa Dver>end, we're gonna be ready. More ready than we ever were

973
01:01:05.605 --> 01:01:09.365
<v Alyssa Dver>before. But, you know, here's the thing. It's not a fight,

974
01:01:09.365 --> 01:01:13.130
<v Alyssa Dver>you know. Don't want people to think that, you know, it's this aggressive.

975
01:01:13.130 --> 01:01:16.650
<v Alyssa Dver>We're gonna fight it. I think what it really is is really finding the

976
01:01:16.650 --> 01:01:19.230
<v Alyssa Dver>way, as we've said through this entire interview.

977
01:01:21.529 --> 01:01:25.225
<v Alyssa Dver>It's not a win win. It's not a it's not a win lose situation. We

978
01:01:25.225 --> 01:01:28.825
<v Alyssa Dver>have to find win win. And so part of this is,

979
01:01:29.065 --> 01:01:32.905
<v Alyssa Dver>maybe coming to the table with some some smarter ways to make

980
01:01:32.905 --> 01:01:36.525
<v Alyssa Dver>people fear less that they're losing. And fearless that,

981
01:01:37.865 --> 01:01:41.329
<v Alyssa Dver>we all have to be the top of the pyramid.

982
01:01:41.470 --> 01:01:45.089
<v Alyssa Dver>It doesn't work that way. Yeah. I suppose we have to recognize that 75

983
01:01:45.150 --> 01:01:48.930
<v Joanne Lockwood>odd million people are not all wrong. So there must be some

984
01:01:49.069 --> 01:01:52.609
<v Joanne Lockwood>points of view in there that are worth sharing and understanding. Although

985
01:01:53.309 --> 01:01:56.174
<v Joanne Lockwood>hard to work it out. Yeah. For sure. Thank you so much for having me

986
01:01:56.174 --> 01:01:59.934
<v Alyssa Dver>today. What a what a lovely opportunity to talk with you. So thank you so

987
01:01:59.934 --> 01:02:03.615
<v Alyssa Dver>much. Alyssa, thank you. As we

988
01:02:03.615 --> 01:02:07.295
<v Joanne Lockwood>bring this conversation to a close, I want to express my

989
01:02:07.295 --> 01:02:11.000
<v Joanne Lockwood>deepest gratitude to you, our listener, for lending

990
01:02:11.000 --> 01:02:14.380
<v Joanne Lockwood>your ear and heart to the cause of inclusion.

991
01:02:15.320 --> 01:02:19.000
<v Joanne Lockwood>If today's discussion struck a chord, consider subscribing to

992
01:02:19.000 --> 01:02:22.680
<v Joanne Lockwood>Inclusion Bites and become part of our ever growing

993
01:02:22.680 --> 01:02:26.405
<v Joanne Lockwood>community, driving real change. Share this journey with

994
01:02:26.405 --> 01:02:29.785
<v Joanne Lockwood>friends, family, and colleagues. Let's amplify the voices

995
01:02:30.165 --> 01:02:33.765
<v Joanne Lockwood>that matter. Got thoughts, stories, or a

996
01:02:33.765 --> 01:02:37.550
<v Joanne Lockwood>vision to share? I'm all ears. Reach out to jo.lockwood@seechangehappen.co.uk.

997
01:02:40.970 --> 01:02:44.810
<v Joanne Lockwood>And let's make your voice heard. Until next time. This

998
01:02:44.810 --> 01:02:48.270
<v Joanne Lockwood>is Joanne Lockwood signing off for the promise to return

999
01:02:48.410 --> 01:02:51.070
<v Joanne Lockwood>with more enriching narratives that challenge,

1000
01:02:52.305 --> 01:02:55.665
<v Joanne Lockwood>inspire, and unite us all. Here's to fostering a more inclusive

1001
01:02:55.665 --> 01:02:59.365
<v Joanne Lockwood>world, one episode at a time. Catch you on the next bite.