Let's talk about parties!

Within the last two weeks, D&I speakers have shared a quote about a party. You may have heard it...

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Diversity is being invited to the party.
Inclusion is being asked to dance.
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Diversity has been a priority for many companies, and inclusion evolved from there. The D&I equation evolved further recently to include belonging.

It's time to evolve the quote too, right? Here's my draft...

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Diversity is being invited to the party.
Inclusion is being asked to dance.
Belonging is dancing at the party if you feel like it.
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I think the idea of not having to be ASKED to dance is important.

When someone really feels they belong at a party, they will dance. If their moves are unique, the crowd even cheers! Or, they will sit down if they feel like it.

Isn't that how we want our coworkers to feel--welcomed to bring their whole selves to work, unique dance moves and all?

Remember Elaine from "Seinfeld"? She had a blast dancing!

You know what's worse than Elaine's dancing??? Being at a party where she's mocked or won't dance at all.

Create the party people want to attend! The senior leadership team sets the tone for the company culture, just like the host does for a party. How welcoming do others feel in your presence? Do they cringe in anxiety or feel like dancing?!

When you’re at the party, dance! Even if you dance like Elaine! Or, sit down if you feel like it.

Beware of dinosaurs!

One positive from 2020 is more companies welcoming modern needs for work-life balance (WLB). Many CEOs recognize the upside in acquisition, retention, and performance.

Many see the impact on humans and care about that!

Not the CEO of #GoldmanSachs (GS) though.

Mr. Solomon said work from home (WFH) is an "aberration and we're going to correct it as soon as possible." Correct it!?!

In a talk last week at Credit Suisse’s annual virtual financial services forum, Mr. Solomon claimed WFH negatively impacts the GS culture of "innovative apprenticeships." If that were the case, couldn't they design ways to make it work? You know, since they are so innovative and all.

If GS were harmed by WFH, their financial results sure don’t show it. Their 2020 annual revenue of $44 billion was its highest since 2009. Their stock is up 50% YOY.

So, what’s the real problem? 

What are leaders like Mr. Solomon and cultures like GS really missing when their people are not in the office?

Their culture is missing things that put the “cult” in culture…

💥The ability to influence every aspect of employees’ lives from work to working out and networks.

💥Peer pressure to skate close to regulations, over-promise results, and work more hours. (George Costanza's car anyone?)

💥The influence of ego-feeding and self-aggrandizement. (Perhaps Mr. Solomon’s ego is not boosted at home as much as at the office?)

Companies and CEOs who care about their people are open to changes that empower people in their own lives. They do not want to “correct” those changes with antiquated rules.

Mr. Solomon is not the only leader with outdated thinking, nor is he the worst out there. Beware of dinosaurs! Don’t let them infiltrate your life or cause you to sacrifice your core values.

Beware of dinosaurs and don’t become one.