Today we dispatched the July edition of our Leadership That Works Newsletter, a curated digest of the best leadership links to read right now from around the web, sent at the end of each month. Topics covered in this month’s best leadership links to read right now include: Fix your ‘digital body language,’ oil your ‘squeaky wheels,’ put health on the CEO agenda, and more. As always, we’re sharing the articles from our newsletter here in case you’re not subscribed to our mailing list. If you find these links enriching, you can sign up to receive our newsletter right here.
Creating an inclusive and equitable workplace requires “building a culture of accountability,” in order to “address racism and advance racial equity,” says this smart SSIR article. The first step towards activating this cultural norm with “integrity and care” is distinguishing “accountability from punishment.” There is a popular societal attitude that conflates accountability with “punishment, shame and/or retaliatory harm,” but this confusion belies an important distinction that is anchored in relationships: “Punishment breaks a relationship; it’s rooted in isolation, shame, and disconnection,” whereas “accountability” can preserve and deepen relationships because it “requires communication, negotiation of needs, the opportunity to repair harm, and the chance to prove that we can change and be worthy of trust again.” To learn more about this, explore the three types of accountability and seven implementation practices provided in the full article here.
**For more on accountability, explore our related article on why choosing to take responsibility is always the best leadership choice.
The 9-to-5 workday is shifting. The proliferation of remote work has “allowed for more flexible hours,” leading employees to increasingly work “asynchronously,” which means they complete tasks “on their own schedules, which may be different from those of their colleagues,” explains this illuminating Harvard Business Review post. This “asynchronous” work has become rapidly embedded in the rhythms of today’s organizations and is “now essential to being part of a modern digital economy, staying competitive in the war for talent, and building a globally distributed workforce.” Companies must adapt to this “new mindset” and “profoundly rethink what it means to be part of a modern work structure,” or they may find themselves “disadvantaged” in the competition to attract the best talent. To nudge your culture towards asynchrony, read the strategies provided in the full piece here
The “breakneck speed of economic recovery,” and a “severe talent shortage,” have unleashed a “poaching frenzy” that could rob you of your best talent, warn the authors of this premonitory piece in Chief Executive. And experts say that the more successful your company, the more likely it is that headhunters will zero in on luring your key people to other organizations with attractive offers. But all is not lost. If you “anticipate and act now,” you can be “preemptive” in both “acquiring and protecting talent,” and the authors provide four actionable tips that can help.
“Building trust isn’t a one-time activity,” and while it’s tempting to try to devise a way to simply check building trust off your leadership to-do list, it requires “ongoing maintenance,” and continuous improvement, says this Office Vibe piece on trust. Whether you want to “establish trust on a newly-formed team, rebuild broken trust, or strengthen the trust that already exists,” there are five modern strategies that can deliver success. The top strategy? Establish “healthy workplace communication practices” that “allow for open dialogue,” and “set the tone” with your own behavior encouraging your team to follow your lead. Read all five strategies in the full post here.
“Health has sometimes been too narrowly defined as the absence of disease,” but the pandemic exposed the “need for organizations to support individuals’ health in a broader and more integrated way,” and to expand the understanding of health to include “physical, emotional, and mental health and well-being,” says this comprehensive Deloitte explainer on the importance of leaders formalizing their commitment to employee well-being. There is a burgeoning expectation that the CEO become “health-savvy,” meaning that they explicitly place wellness on their agenda, and understand that doing so means “being fundamentally future-oriented,” and helps their company “adapt and pivot with resilience.” Investing in health can encompass a wide breadth of initiatives and might include “support for working parents, new norms for well-being and collaboration, enhanced tools for virtual work, more community engagement, new private-public sector partnerships, and more.” Explore the full slate of recommendations for enhancing the health of your team and your organization here.
**To further develop your ability to healthfully and holistically adapt to the changing world, download your free excerpt of The Blueprint, a book which contains countless prompts for thoughtful reflection including a values exercise, envisioning exercise, and more.
Insights & Resources from ConantLeadership
A bi-annual FREE meeting of the top leadership minds and luminaries in the business space. Hear from Jane Hyun, Dan Pink, Hubert Joly, Amy Edmondson, and more.
In this new ConantLeadership post, Indra Nooyi and Doug Conant share experience-backed wisdom and practical tips for becoming a highly effective transformational leader.
This recent ConantLeadership post compiles advice from three top leadership experts for building and strengthening trust with your stakeholders in a post-pandemic world—including telling your people how much you care, and then showing it tangibly and repeatedly.
In last month’s newsletter: Build your resilience, reskill the workforce, be an ‘upstander,’ and more.