Increase Your Leadership Agility

We are almost halfway through 2021. One thing is for certain – leadership looks a great deal different than even from last year. It’s understandable that leaders feel extra pressure to perform financially and to keep employees happy (and employed). Leaders must understand how to engage and unlock the individual potential of their employees. BeingContinue reading “Increase Your Leadership Agility”

Behavioral Analytics In Private Equity, Growth Equity, & Venture Capital

This article was originally published on Rice Unversity’s lilie blog on February 22,2021. In my last post, I discussed how behavioral analytics could be used for start-ups. Here, I’ll dive into how private equity, growth equity, and venture capital firms are utilizing people data. Study after study puts the failure rate of mergers and acquisitions somewhere between 70% and 90% (2011, HBR).Continue reading “Behavioral Analytics In Private Equity, Growth Equity, & Venture Capital”

Optimizing Talent Through Analytics

This article was originally published on Rice Unversity’s lilie blog on January 13,2021. You know the work that needs to get done, and you know the environment that you want to build. How do you find the people who will build it with you? Historically, we relied on relationships, intuition, and track record when weContinue reading “Optimizing Talent Through Analytics”

3. Create Management Accountability Structure

This is the last of a 3-part series. Read more – introduction, part 1 and part 2. When the individuals making decisions do not represent the population, we inadvertently create policies that have adverse impacts or unintended consequences towards a marginalized group. Even when the course of action is equitable, leaders administering it can choose to treatContinue reading “3. Create Management Accountability Structure”

2. Add “Champions of Diversity, Equity, and Inclusion” To Your Core Competency

This is part 2 of a 3-part series. Read the introduction and part 1. Obviously, it’s not as easy as it sounds. This may be the hardest of the three steps. It takes a great deal of dedicated time, intentionality, and leadership support to achieve inclusion. One DEI training is not a panacea. In fact, there’sContinue reading “2. Add “Champions of Diversity, Equity, and Inclusion” To Your Core Competency”

1. Revamp Your Recruitment and Interview Process to Mitigate Bias

This is part 1 of a 3-part series. You can find the introduction here. In order to attain a racially inclusive and equitable workforce, institutions must track internal demographic data, define targeted goals to attract a diverse applicant pool, eliminate bias in the hiring process, and develop a culture that retains workers of color atContinue reading “1. Revamp Your Recruitment and Interview Process to Mitigate Bias”

3 Steps to Building an Antiracist Organization

It’s impossible to disrupt our biases all the time because it’s human nature. The best and most effective way to fight racial inequity is to DISMANTLE it systemically. Systemic solutions address root issues by eliminating the way systems create and perpetuate racially inequitable outcomes. When we put race-explicit, outcome-oriented structure in place, we change theContinue reading “3 Steps to Building an Antiracist Organization”

Are they unwilling or unable?

Leaders often feel guilty when they decide to terminate an employee. You are unhappy with the performance of an employee, but you have difficulty deciding if and when to terminate that employee. This leads to stress and anxiety for you and continued poor performance by the employee. One simple and powerful question to ask yourselfContinue reading “Are they unwilling or unable?”

You can’t have it all…

Today’s quote in my quote of the day calendar resonated with me so much I had to share. Early on in my career, I truly believed in the false notion of “you can have it all.” The lie was alive and well, perpetuated by put-together, successful women who didn’t want to let you in onContinue reading “You can’t have it all…”