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You would have to be an idiot not to take diversity and inclusion seriously.

Study after study shows the economic power of diversity.

A diverse, high-performing team is more productive, your leaders make better decisions, and you avoid the drama that makes for a toxic workplace.

The return on investment is such a no-brainer that companies spend millions each year on diversity and inclusion (D&I) programs.

The likelihood that these programs deliver diverse AND high-performing teams, though, is too limited.

A recent Wall Street Journal study shows that companies are doing well in hiring diverse talent, but not in promoting them.

The first management rung seems to be the hardest to climb.

What’s happening?

Systemic bigotry is part of the problem.

Another part of the problem is that companies set their employees up for failure when they fail to align work with people’s natural inclinations.

When your hiring focuses mostly on diversity-that-you-can-see, you heighten the risk of putting the round peg in the square hole.

You know the results: heightened frustration, less productivity, and faster burnout.

People who report using their natural inclinations – their superpowers – each day are two-to-three times more productive than those who do not.

Using your superpowers each day means higher engagement, better performance, and less frustration and burnout.

Aligning work with natural inclinations is the best way to set up your employees for success so that you are more likely to retain and promote them.

We’ve developed a straightforward and free tool that you can use to promote diversity of natural strengths and make your leaders successful.

Servant leaders come in four broad archetypes: Pioneers (innovators), Reconcilers (team-builders), Operators (implementers), and Mavericks (game-changers).

Your subordinates are more likely to thrive when you put them in positions aligned with their superpowers.

You will be a better mentor when you help each person be the best version of themselves rather than sub-consciously encouraging them to copycat you.

You will also avoid what my mentor Michele Flournoy calls the mini-me syndrome – the tendency to surround yourself with people who think and act as you do.

The combination of physical and cognitive diversity will power your growth, limit expensive mistakes, and make your company a better place to work.

Do your most vulnerable employees feel that they can contribute their best and most authentic selves each day?

Get the tool here.

What’s your top leadership takeaway from this article?

Add a comment or email me at [email protected] 

The Pioneer versus The Reconciler. Which one is better for America?

Many of you have asked me for thoughts about the upcoming U.S. presidential election using our PROM leader archetypes: Pioneer, Reconciler, Operator, and Maverick. (Get your PROM servant leader archetype here)

My articles are never partisan, and this one won’t be either.

I’ll outline the healthy, average, and unhealthy versions of The Pioneer and The Reconciler and offer what they need to do to govern effectively.

I’ll let you decide which candidate is which archetype, and to figure out which one is most likely to become the best and healthiest version of themselves.

Key takeaway: When you are hiring people on your team, look for those who add to your cognitive diversity and who are becoming the best and healthiest versions of themselves.

Do you want to learn more about using PROM servant leader archetypes to strengthen your team and stop wasting your time refereeing disputes and prodding people to do their jobs? Schedule your breakthrough call with me.

Let’s take a look at the two archetypes in the upcoming election.

One candidate is a Pioneer. The other is a Reconciler.

A healthy Pioneer challenges the status quo and rallies people behind innovations and changes.

A healthy Pioneer recognizes the disruptive nature of change and seeks to address the downside effects on the most vulnerable.

A healthy Pioneer seeks Operators who can implement the changes to a high standard, Reconcilers who can build and maintain consensus, and Mavericks, who tether the innovations to the bigger picture of what American ought to be.

Average Pioneers are divisive and run-roughshod over the opposition. They pinball back and forth, lacking the discipline to set and maintain priorities.

Average Pioneers tend to surround themselves with people who think like and agree with them, so they do not benefit from cognitive diversity.

Frequent blindsides throw them off-track. They do not get things done to a high standard. Most of their innovations are half-baked, executed poorly, and often create resentment.

Unhealthy Pioneers turn into dangerous demagogues who surround themselves with a narrowing group of sycophants. When backed into a corner, they are likely to take considerable risks to reverse their fortunes.

To govern effectively, The Pioneer needs to build consensus across America’s many divisions, protect vulnerable populations, set clear priorities, and get things done to a high standard.

If The Pioneer can meet these challenges, he will make meaningful changes that take care of those left behind, heal divisions, and reset America’s place in the world to something more fair and sustainable.

If, however, The Pioneer emphasizes divisions, fails to build consensus, and lacks the discipline to get things done, America in the 2020s could make the 1960s look calm.

A healthy Reconciler, on the other hand, builds consensus toward a clear and compelling vision.

A healthy Reconciler recognizes the dangers of watered-down consensus and thus sets clear goals and expectations to achieve them.

Healthy Reconcilers embrace cognitive diversity. They need Mavericks to help them create the vision, Pioneers to identify the practical innovations necessary, and Operators to set the game plan and hold people accountable.

Average Reconcilers tend to surround themselves with people who think like and agree with them, so they do not benefit from cognitive diversity.

They seek consensus as a goal. They water-down their vision and agenda to something unobjectionable to everyone. The aggressive people around them use the opportunity to pursue personal agendas.

Average Reconcilers can have a hard time making decisions because they don’t want to upset anyone. Everyone leaves a meeting thinking they have the Reconcilers backing. In-fighting creates the perception of a power struggle.

Unhealthy Reconcilers exhaust themselves, trying to please everyone. They grow resentful that others are not as giving, while a feeding frenzy erupts around them as subordinates vie for control.

To govern effectively, The Reconciler needs to set forth a clear and compelling vision that can bridge America’s divisions, create a game-plan, and hold officials accountable.

If The Reconciler can meet these challenges, he will realize, perhaps for the first time in history, America’s e Pluribus Unum motto – out of many, one. An America that is of the people, by the people, and for the people.

Not some of the people. All of the people.

If The Reconciler fails to create a compelling vision that unites Americans and does not hold his team accountable, his ideological cabinet members will advance their private agendas.

The divisiveness and resentment they will create could make the 1960s look calm.

For me, the hiring decision is this: which candidate is most likely to rise to become the best and healthiest version of themselves?

Get your PROM servant leader archetype here.

What’s your top leadership takeaway from this article? Add a comment or email me at [email protected]