Savvy and Anti-Racist Leadership: Stepping Up to be an Includer

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FOURCY Radio. What's working on Purpose? Anyway? Each week we ponder the

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answer to this question. People ache
for meaning and purpose at work, to

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Business can be such a force for
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In our program, we provide guidance
and inspiration to help usher in this

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world we all want working on Purpose. Now, here's your host, Doctor

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Elise Cortes. A hearty welcome back
to Working on Purpose. Thanks for tuning

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in this week. Great to have
you. I'm your host, Doctor Elise

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Cortes. This show has been brought
to you with pride and passions since February

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of twenty fifteen. Already, if
we have not yet met before and you

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don't know me, I'm an organizational
psychologist and logo therapist, speaker and author.

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My team and I at Gusto Now
help companies to enliven and fortify their

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operations by articulating their purpose and building
inspirational leaders and cultures activated by meaning and

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purpose to turn those companies from a
flat line EKG to a vibrant destination workplace.

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Their people are intrinsically motivated to perform
with their best, can grow into

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their fuller potential, and are committed
to stay and do not deliver on the

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company's mission. You learn more about
us and how we can work together at

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gustodashnow dot com or my personal site
Atliscortes dot com. Now I've got a

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special treat for you today, getting
into the program we have with us.

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Collett Phillips. She's President and CEO
of Collett Phillips Communications, founder and president

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of Get Connected and the GK Fund. For thirty years, Collette has been

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a powerful voice and effective agent of
change in one of America's oldest and most

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tribal cities, Boston. An immigrant
black woman from Antigua, described by Boston

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Magazine as Boston's great connector and Boston
Globe cites her for changing the conversation about

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diversity in Boston. Collette has brought
her passion, power and wisdom to publications

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and boardrooms around the Globe. She's
the author of The Includers, the Seven

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Traits of culturally Savvy anti racist Leaders, which will be talking about today.

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She joined today from Boston. Collette, Welcome to Working on Purpose, beautiful

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woman. Nice to meet you.
Doctor Cortes Alide is delightful to have you

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in my studio. Collette, you
are a treasure and I enjoyed reading every

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single last word of this beautiful book, The Includers you brought into the world.

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It was delicious. You know,
we have talked about this general topic

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a few times on this program.
But what I love about what you have

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done, Colette, has made it
so inviting, so accessible, and I

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really really appreciate that. I want
to really just applaud that, and we'll

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talk about your themes, but that's
the part that I want to applaud.

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You made it so inviting. Well
it's easy, you know, it's not

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an easy topic when you're talking about
inclusion, when you're talking about racism and

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gender and racial inequality, it can
be heavy. And so I wanted to

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make this a book that was more
of a guide book, a handbook,

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if you will, and to really
bring people in as opposed to have them

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external. So that started off in
my book with my own story, because

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I think we all have stories,
and people love storytelling, and I felt

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that people needed to know who I
am, how I arrived at the point

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that I I'm at, and how
did I decide to put this book together.

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So I thought telling my story is
a good way to invite the readers

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to kind of go on this journey
with me. Indeed, stories are delicious,

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and I love the stories that you
tell in your book. I do

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want to cover the seven traits that
you discussed in your book because they're so

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important and so vibrant, and I
think it makes sense for the readers unlike

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me, who haven't read your book
just yet, if you could just give

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a little bit of a short sketch
of your background and why when you found

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it a PR firm, why not
architecture. Why not accounting why pr Well?

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I came to Boston at age seventeen
from Antigua, a very tiny island

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in the Eastern Caribbean. At the
time, there were like sixty thousand people

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who live on the island. Now
it's about ninety and to I was fascinated

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by journalism and radio in particular because
I grew up on the radio listening to

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radio stories and I wanted to be
a journalist, a broadcast journalist. And

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so I came to Emerson College in
Boston, which is like one of the

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absolute top communications and performing arts institutions
in the country. And so I decided

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that I was going to pr was
not what I was going to focus on.

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But I did an internship and with
the Kansas Society and recognize the power

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that public relations have to influence people
to change opinions and to invite people to

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take a stand on an issue that
is very important. And I thought,

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wow, I saw the power of
public relations in action. I was working

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on the first ever fashion show for
women who had had masectomies, and typically

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women feel very un sexy, unappealing
when you lose a breast, and the

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Cancer Society to their credit. Decided
they didn't want women to feel like they

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were less than a woman. So
they had this fashion show and I got

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to work on it and help with
the PR and attracted over four hundred women

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to this event, and I thought, Wow, this is the power of

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public relations. I think this is
the field I want to get into.

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So I ended up being able to
blend my journalism skills with my skills and

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I left and went back to Antiga
worked in television there as a anchor and

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a television host. Like I like
to say, I was the Oprah before

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Oprah. Yes, Yes, Antigua. And then I came back to do

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my masters and went back to Emerson
College because they offered me a wonderful opportunity

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to be a graduate assistant and finish
up my master's degree. And so I

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worked a little in the the telecommunications
field for Cable Vision now Comcasts and Exfinity,

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and then in the hospitality business the
Royal Sinester Hotel Sinester International, And

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after working with those two organizations,
I got the Seinster to become my first

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client. Brilliant launched my business then, and it's been thirty eight years now

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since I've been in business, which
was not an easy thing to do in

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a city like Boston back in the
day. Yes, indeed, hardy.

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Congratulations Collette. It's so inspiring and
so smart to go from your employer to

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making them a client. That's brilliant. I wish I had that beautiful insight

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to do something like that. I
did not I did, of course,

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I did it the hard way and
just jumped off the cliff, you know,

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without any client, So no parachute. Here we go. So wonderful

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now our listeners and viewers know a
little bit more about who you are and

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where you came from. What I'd
like to do in our conversation for this

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episode is just really if we will
color with stories these seven traits that you

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talk about in the book, and
the first one is just so brilliant,

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this idea of character. And I
really love how you to light these traits

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to the stories you tell. And
I you gave me insight into Prince Harry,

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the Duke of Sussex that I didn't
understand as he was coming in to

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marry Megan Markle. So could you
just showcase why his actions really showcase character

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and what you mean in relation to
being an anti racist leader. Well,

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you know, I think when Harry
decided he was going to marry a biracial

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black woman divorced American sounds familiar like
his great uncle. It shook up some

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teacups in the UK, and you
know here she was a descendant of slaves,

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and when he announced his marriage,
there was an ugly backlash in the

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UK and in some places here in
America where people were saying, well,

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why is he choosing to marry a
woman of color? Why can't he marry,

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you know, a white woman more
or less? And I think Harry

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showed character, and no one should
be surprised. Character is really having integrity

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and standing in your conviction. And
I thought that the way in which he

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handled it, he stood up.
Less than two years later, in the

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Fall, he made a statement that
says, I have been silent, a

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silent witness to Megan's you know,
private suffering for too long. To stand

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back and to do nothing would be
contrary to everything we believe in. Within

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a year they would leave the U
okay and decide to come to America.

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And I think that showed exhibited a
sense of character that it would have been

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easy to kind of roll with the
punches, go along to get along,

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but instead he stood up and he
stood up against racism, which is something

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that we all need to be doing
more of, particularly in this moment where

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we are seeing tremendous increase in anti
Semitism. It takes character to stand up

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and say that is wrong, and
I want to speak out and speak up

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about it. I think it's such
a powerful example, and I think you

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know what I appreciated about that starting
with this example, Colette, is you

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know, who do we want to
be in the world. I would like

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to be that level of a human
being, and I want I want my

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daughter to be that, and I
want anyone that I'm helping to steward in

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the world in terms of leadership and
culture. It's such a beautiful example,

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so I wanted to start with that. It's just a study example, and

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you do go and see in your
book. We won't cover it here,

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but I love how you also really
share with us in your book. You

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know how his mother, Princess Diana, really you know, raised he and

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William to go travel about the world
to interact with different people, not to

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talk at them or just be at
them, but to be with them.

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And I just think that's such a
powerful example of how we can nurture this

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kind of character and connection in our
in our children and the people that we

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steward. Absolutely, you know,
if you remember in the show where it

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says South specific that you have to
be carefully taught to hate, you have

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to be carefully taught. And that
to me is something that has always resonated

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that people grow up. If you
put a group of kids of every cultural

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and ethnic background in a sandbox,
they're little people. All they see is

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little people like themselves, and they
want to play. And I think sometimes

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we have to step back and maybe
go back to that place of innocence where

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we don't see people with the lens
of their accent, their ethnicity, their

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religion, or whatever we think they
are based on the external, but that

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we really look at them through the
eyes of a reflection of ourselves, through

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their humanity, which is what children
do. And I love that we should

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all think of ourselves as children sometimes, because you know, you get into

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the world. We live in a
very divisive time. I'm right now,

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and I want us to get back
to that place of seeing each other with

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the eyes of our humanity and grace. I want that too, Collet,

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which is why I wanted to have
you in the program in order to get

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there. Though, since we can't
revert to being children, we need to

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employ Would you call in your book
cultural intelligence? I think is incredibly beautiful.

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So can you talk a little bit
about what is this cultural intelligence?

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Well, cultural intelligence is really essential
to overcoming our bigotry or prejudice, racism,

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gender misogyny, or religious, you
know, intolerance. I think it's

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more just an awareness and a sensitivity. If I could say, the perfect

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person who has demonstrated cultural intelli dilligence
was the late Anthony Boudaine who had that

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wonderful show on CNN called Parts Unknown. I was a big fan of that

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show on Sunday nights at nine PM. I couldn't wait to see what country,

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what place was he going to,
what adventure was he going to have

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tonight? And during the time that
he interacted with people who looked different,

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who spoke different, not once did
I ever see Anthony Boudain turn up his

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nose, no matter what the food
was, even if to those of us

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on the outside looking in said,
oh my god, that looks so weird,

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he never ever ever had that reaction. He was always curious, well,

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how did you make this? What's
in it? You know? And

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that to me, it is a
absolute epitome of cultural intelligence and basically putting

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ourselves in the other person's shoes.
You know. It's like there is a

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wonderful Indigenous people's proverb that says,
don't judge me till you have walked a

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mile in my moccasins. And I
think that's what cultural intelligence invites us to

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do, to step out of our
comfort zone and to really get to know

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somebody the way that For example,
I thought President Obama when they had that

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friction in Boston Cambridge with the policeman's
and the well known professor Skip Gates,

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and he invited them to the White
House, and people thought, oh,

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you know what, that is such
a simple thing. It's not you know,

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deep, and it's not looking at
the whole issue of racial profiling.

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But what he understood and used cultural
intelligence is my father used to say,

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if you want to know somebody,
sit down and break bread with them.

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Absolutely, when you sit across the
table from a person eye to eye,

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it's really hard to hate somebody or
hate on somebody that you are that close

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to. All of a sudden you
begin to see their humanity and see them

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as a reflection of yourself. And
you would be happy to know that both

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Skip Gates and Officer Crowley found out
that they were historically connected. Their ancestral

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routes were there were distant cousins of
Irish descent, of Irish descent who knew

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so that was the Bear Summit was
a form of cultural intelligence. Men loved

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to drink. Men love to talk
about sports. When you sit down and

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you have a beer with another guy, what do you, guys start talking

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about sports? You start talking about
the things that are similar in your lives

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as opposed to the things that separate
to you. And it can be that

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simple. On that note, let's
take our first break, because it's there's

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so much beauty and elegance in this
I'm your host, Doctor Earley's Cortez put

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in there with Collette Phillips. She's
the author of the Includers, the seven

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Traits of culturally savvy anti racist leaders. We've been talking about first, the

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first trait that she talks about.
We're going to continue and cover all of

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them in this conversation. Stay with
us. We'll be right back Doctor Elise

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Cortes is a management consultant specializing in
meaning and purpose. An inspirational speaker and

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author. She helps companies visioneer for
greater purpose among stakeholders and develop purpose inspired

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leadership and meaning infused cultures that elevate
fulfillment, performance, and commitment within the

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workforce. To learn more or to
invite Alease to speak to your organization,

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please visit her at elisecortes dot com. Let's talk about how to get your

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employees working on purpose. This is
working on Purpose with doctor Elise Cortes.

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To reach our program today or to
open a conversation with Elise, send an

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email to Alise A. L Se
at elisecortes dot com. Now back to

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working on purpose. Thanks for saying
with us, and welcome back to working

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on purpose. I'm your host,
doctor Elise Cortes, as I too,

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am dedicated to helping create a world
where people can realize her potential. At

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work. I'm led by inspirational leaders. It can help them find a contribute

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their greatness. I keep researching and
writing my own books. So one of

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my latest books, which came out
in twenty of twenty three, is called

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The Great Revitalization. How activating meaning
and purpose can radically in liven your business.

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And I wrote it to help leaders
understand the lay of today's workforce land

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what do they want and need from
their employment? And then I give you

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twenty two best practices to be able
to fold into your culture to create that

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for them. You can learn more
about the book at eliscoretest dot com or

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find it on Amazon if you are
just joining us. My guest is Callett

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Phillips. She's the president and CEO
of call It Phillips Communication and the founder

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and president of Get Connected and the
GK Fund. So let's continue here.

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One of the things I wanted to
say as you were talking is that you

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also say beautifully in your book,
which speaks to another element here is the

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power of curiosity. So what you
also said about Anthony Bourdain and also put

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forth to President Obama, and the
example you gave is that in there being

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so culturally intelligent and also curious,
that they actually elicited more of the fullness

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of those people in those exchanges than
they would have otherwise. And I think

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that's the beauty. That's who I
want to be in the world collecte,

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That's who I want our listeners and
viewers to be in the world. So

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you speak so beautifully and I love
this like it's just so great. Your

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examples are just so exhilarating in your
book. But you talk about how speaking

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of curiosity and leaning in, pulling
in from that as you talk about the

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remarks of at and T I guess
Ceo Randall Stevenson. Yes, And you

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talked about the power of his and
culture, his culture intelligence and he said

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simply trying to coexist or get along. He says tolerance is for cowards.

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I completely agree with that. He
said, being tolerant requires nothing from you

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but the but the uh and to
be quiet and not make waves, building

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entirely holding each other to your views
and judgment without being challenged. Do not

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tolerate each other, work hard,
move into unshortered territory, and understand each

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other. Yes, please, may
I have another? Yes? I so

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agree with Rando Stevenson on that.
I always said, I don't want to

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be tolerated. We tolerate pain,
We tolerate pain. I want to be

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I want to be accepted. Acceptance
mean that you see me, you see

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everything about me. That's why when
people say, you know, I want

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we live in a world or that
is colorblind. No, we don't,

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No, we don't. You.
I want you to see my beautiful black

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skin, and I want you to
embrace that. I don't want you to

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say I know what some people say
mean when they say I don't don't see

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color. What they're saying is I
don't see your skin color as a barrier

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to me getting to know you.
But I don't want people to say I

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don't see color, because you do
see color, and you if you're not

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seeing color, then you're telling me
I don't exist visible. Right, So

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that to me is what acceptance is
different to tolerant. When you tolerate somebody,

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it's like, oh, I'm just
tolerating this person because I got to

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work with them, and it's not
an fully embracing of their humanity. Well,

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and that's what I want to put
forth, Colette. I want to

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go from tolerating to accepting to celebrating
and reaching. That's what I want for

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our world. I am interested in
you precisely because you are different from me.

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I find that intriguing and interesting.
What can I learn from you?

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How can I be dazzled by you? What's your story? What's your background.

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It's going to learn from that.
You know, how can I become

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a better human being by learning that
that's the world that I want to live

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in and help Stewart And that's why
you coming on the program is so so

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so important. And to do that, of course, we have to feel

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uncomfortable. As you say, it's
important to acknowledge the discomfort be in it.

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So speak a little bit about this
discomfort for those of us who are

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those that don't maybe quite embrace this
yea of celebrating. Well, I think

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sometimes people. I don't want people
to feel guilty. I want you to

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be uncomfortable in the sense that you
begin to feel and it begins to resonate

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with you. If you are a
man, especially if you have daughters,

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Yes, and you see how certain
men behave towards women, it makes you,

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you know, it's like eugh,
and that in itself makes you uncomfortable

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because you know, how would I
feel if the way that person was acting

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towards that young lady, that young
woman was my daughter. And so the

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uncomfortableness and if you see somebody being
particularly disrespectful to a person who might be

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a Latino who speaks with an accent
or a person, a black person or

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a Muslim or a Jewish person for
you to feel the discomfort, but yet

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be willing to step out and speak
up and having what I call courageous conversations,

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because when you are willing to open
up yourself and talk about these issues,

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it takes courage. You know,
people may not believe it, but

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it does take courage because we live
in a world where we are all very

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different. You know, it's like
being in a jelly bean bowl. Yeah,

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well you got the yellow or the
black or as I like to say,

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not a mulligan stew, but a
beautiful salad where you have the tomato,

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the cucumber, the carrots, the
celery. They're all very different,

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but guess what they make a down, beautiful, healthy salad. And that's

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what we are in the world.
And you know, that's what I think

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the founding fathers of this country when
they said in their motto, their Latin

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motto e pluribus unam, out of
many, we are want, that's what

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they were envisioning. And even back
then when people when they didn't consider black

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people to be fully human as they
said, they knew that this country was

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going to be a country of immigrants
because the first people who came here,

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not the people, not the indigenous
people, but the people who came here

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escaping religious persecution. That lots of
people were going to come over from different

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parts of the world. But what
was going to differentiate America? Make America

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the beacon of democracy, the beacon
of coexisting, the beacon of us being

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the example in the world of how
people of all different backgrounds, a rainbow

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of people can come together and in
a country where we look at each other,

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we are different, but we are
very similar. And that's what I

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want people in the workplace and people
in their community to focus on our similarities

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and to not think of We haven't
talked about the word yet diversity, equity

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and inclusion, but I want to
bring it up because I want people in

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America not to think of DEI as
some kind of musical cheers. So when

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the music stops and you're not sitting
in front of a tay of a chair,

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you're out of the game. It's
not a zero sum game. Diversity,

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equity and inclusion is about leveling the
playing field so that women, people

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of color, people of all cultural
backgrounds can have access and opportunity to leverage

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their their abilities and their talent to
succeed. That's all it is. And

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when I want you people to think
of DEI as a Thanksgiving table, because

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what do we do at Thanksgiving?
We cook more food, we add more

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chairs, we expando a table.
Everybody gets a seat, and everybody gets

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a meal, and nobody feels left
out. That's how we should see it.

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So beautiful, Collet, I'm in. I'm in well, but that

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speaks to first they have to be
invited. And so your third seed is

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about connections, mixed it up and
multiply. And your stats are really interesting

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in this chapter, Callet, you
talk about, you know, your your

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adopted home of courses in Boston,
but it has plenty of diverse talent.

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You say, twenty eight percent of
residents are foreign born, forty eight percent

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are first generation immigrants, and fifty
percent are people of color. But why

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aren't they showing up at the events? And so one of the things that

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you say so Beautifu in your book
is you found yourself at these you know,

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very nice social events, but you
realized it was because you were in

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the rolodex of your allyship white friends. Yes, and you were in the

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stark minority in doing so. So
that the opportunity here about connections, inviting

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people in as you said so beautiful
about Thanksgiving is the opportunity. Yes,

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yes, and I started That's how
I started Get Connected. Yes, indeed,

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I felt you know another I said, My late father was a brilliant

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person. He said that not only
do you have to invite people to the

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table, but you also need to
create an environment where people feel welcomed,

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yes, and wanted and wanted and
valued. Yes, And not to focus

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on how we are different, but
let's focus on how we are similar.

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And so I decided to create Get
Connected as a place where people, no

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matter their social economic background or their
ethnicity, of what they look like,

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to come to a venue where you
can interact and get to meet somebody.

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You can meet a CEO, a
senior level C suite executive, or you

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can meet the receptionists in a big
law firm, and everybody is treated equally.

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There is no separation, no division, no sense of oh there is

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the CEO, the chairman of the
board of oh, oh my goodness.

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You know, everybody is there as
an equal and you can go up and

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interact with them. So sixteen years
ago I created this cross cultural networking business

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networking event called Get Connected with a
K, and I wanted people to be

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able to come to get connected and
get connected, interact, exchange business cards,

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talk a little, do some networking, and then we brought in speakers

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to speak at the event and to
give career advice and lift people up.

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We're doing this coming end of May. We're doing a c Suite Executive Networking

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and speed mentoring program our eighth year
with c suite CEOs and c suite executives.

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People who are, you know,
the bank president, chairman of a

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multi billion dollar bank, people who
are the COO of a major billion dollar

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insurance company, and have these younger
next gen people sit with them for twenty

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thirty minutes and hear their tales from
the top. How did they get to

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where they were? How important is
mentorship and sponsorship? And that maybe they

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started off as a teacher and decided
after ten years of teaching, this is

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not really what I want to be
doing. How did they pivot? What

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did they have to do? What
are the challenges? How do you seek

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a mentor what do you ask of
your mentor? How do you have your

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mentor hold you accountable. All of
these things that young professionals need to know

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because a lot of young people today
they do not have. People call them

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soft skills. Soft skills. I
call them essential skills that you were needed

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to succeed in the workplace. We
don't teach that in college. And yet

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those skill sets are so critical to
moving up the ladder and to succeeding in

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the workplace. So that's what Get
Connected is doing is really the connective tissue

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for Boston. It has now become
a powerhouse event of people must must be,

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must go, Who is in who
is in the room? That's you

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know, that's the the secret sauce
of the success of Get Connected. I

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love your beautiful contribution to the planet. Here, Collett, let's take our

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last break. Here. I'm your
host, Doctor release Cortez. I've been

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on air with Collette Phillips. She
is the author of The Includers, The

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Seven Trades have culturally savvy, anti
racist leaders, which we've been talking about.

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After the record, you get into
the fourth principle, which is communications.

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And I also really want to cover
over the idea of do overs and

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calling people in se Doctor Elise Cortes
is a management consultant specializing in meaning and

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purpose. An inspirational speaker and author, she helps companies visioneer for greater purpose

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among stakeholders and develop purpose inspired leadership
and meaning infused cultures that elevate fulfillment,

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performance, and commitment within the workforce. To learn more or to invite a

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00:35:32.920 --> 00:35:37.480
lease to speak to your organization,
please visit her at elisecortes dot com.

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Let's talk about how to get your
employees working on purpose. This is working

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00:35:47.079 --> 00:35:52.480
on Purpose with doctor Elise Cortes.
To reach our program today or to open

379
00:35:52.480 --> 00:35:57.719
a conversation with Elise, send an
email to Alise A. L Se at

380
00:35:57.719 --> 00:36:07.679
elisecortes dot com. Now back to
working on Purpose. Thanks for staying with

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this and welcome back to working on
Purpose. I'm your host, doctor Alis

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Cortes. I mentioned in the first
brick about my latest book coming out with

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the Great Revitalization. What I also
wanted to share is what I did for

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you is I created a three page
assessment for you to determine the extent to

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which your organization is currently meeting the
demands of today's discerning workforce. You can

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find it at gustodeshnow dot com and
you'll be able to determine the extent to

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which you're actually operating in that in
that vein. If you are just now

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joining us. My guest is Collette
Phillips. She is president and CEO of

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Colette Phillips Communications and the founder and
president of Get Connected that you were just

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talking about in the GK Fund.
So I do want to get through these

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other principles really quick here because I
promise our people that I would. But

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just quickly the fourth principle communications making
the message matter, you know, and

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I really appreciate you know that you
do need to talk about it. You

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need to you need to bring it
to life in the way it's important to

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you as a leader, and it's
an organization and of course you do that

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exceptionally what they just are the work
that you do. But if you could

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just speak a little bit too,
what goes into this messaging? Why is

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it important in how to deliver it? Well, you know, we live

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in a world where we are all
very sensitive, and you know we have

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to understand that and give each other
grace. Yes, says we don't always

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understand. You know, it's like
a man does not understand what it's like

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to be a woman, and a
person who has never been a person of

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color in their lives may not understand
some of the uncomfortableness and the microaggressions that

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people of color experience on a daily
basis. So when somebody says something that

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might make us feel a sense of
discomfort, a colleague, you know,

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a friend in the workplace, or
just don't shame them publicly. You know,

407
00:38:08.360 --> 00:38:14.480
there are certain people who should be
shamed publicly. But a colleague or

408
00:38:14.519 --> 00:38:22.840
a friend saying something maybe misgendering somebody, or they make a statement. I

409
00:38:22.000 --> 00:38:28.440
had an elderly friend. When I
say elderly, she's about twenty five years

410
00:38:28.480 --> 00:38:32.079
older than she's a mentor and is
like, I call her my mother,

411
00:38:32.760 --> 00:38:38.840
my second mother, Boston mother.
She was making a statement and referred to

412
00:38:39.000 --> 00:38:51.920
an LGBTQ person as sexual preference,
and I said to her, don't say

413
00:38:52.280 --> 00:38:58.280
sexual preference, because you are using
a term that says that it's a choice.

414
00:38:58.760 --> 00:39:06.079
I said, people who lgbtqia,
it's not a choice. It's who

415
00:39:06.159 --> 00:39:10.440
they are, it's how they were
born, and we have to call it.

416
00:39:12.079 --> 00:39:17.400
You know that this is their orientation
as opposed to their preference. And

417
00:39:17.440 --> 00:39:24.320
she thanked me for correcting her and
calling her in as opposed to saying why

418
00:39:24.360 --> 00:39:29.639
did you say that? That's what
you know? I wait until she was

419
00:39:29.639 --> 00:39:32.760
in the car with me and we
were driving home, and I was taking

420
00:39:32.760 --> 00:39:37.480
her home, and I said,
you know, you said something tonight.

421
00:39:37.039 --> 00:39:40.760
So let me give you a little
bit as somebody who is a culturalist and

422
00:39:40.840 --> 00:39:49.280
a social scientist who study people's culture, I want you to know that that

423
00:39:49.760 --> 00:39:54.079
word preference is not what you want
to say. So I believe professor Loretta

424
00:39:54.800 --> 00:40:00.159
Ross, who is a professor at
Smith University, talks about calling people in

425
00:40:00.639 --> 00:40:08.079
as opposed to calling them out and
having that private interaction and conversation, and

426
00:40:08.199 --> 00:40:14.159
what it is is really giving each
other grace to make a mistake. You

427
00:40:14.199 --> 00:40:20.280
know, somebody said something that you
can't always assume. I always say,

428
00:40:20.360 --> 00:40:25.800
assume best intentions. And if you
assume best intentions, know that people are

429
00:40:25.800 --> 00:40:31.000
not walking around trying to deliberately say
and do things to hurt you or harm

430
00:40:31.079 --> 00:40:37.199
you. It's the way they may
have been brought up or you know,

431
00:40:37.320 --> 00:40:44.760
they didn't see and understand how saying
something could be hurtful to another person because

432
00:40:44.760 --> 00:40:49.000
they haven't walked in your shoe.
So call them in just say, you

433
00:40:49.000 --> 00:40:55.639
know, you said something today at
last that made me feel very uncomfortable or

434
00:40:55.679 --> 00:41:00.800
cause discomfort for me. Let me
share with you, and then you might

435
00:41:00.840 --> 00:41:05.880
say to the person, tell me
how did I what did I say that

436
00:41:06.239 --> 00:41:10.119
was discomfort and tell me how it
made you feel. I am so sorry.

437
00:41:10.280 --> 00:41:15.079
That was never my intention, right, and what I want to celebrate

438
00:41:15.079 --> 00:41:17.440
with Collette, I think this is
one of the most important things in your

439
00:41:17.480 --> 00:41:21.239
book. There are many important things, but this is one of the most

440
00:41:21.280 --> 00:41:27.000
actionable, distinguishing parts of your book, Callette. So listeners and viewers,

441
00:41:27.000 --> 00:41:30.639
here's what I want to reiterate or
emphasize about what Collette is sharing here.

442
00:41:30.639 --> 00:41:36.320
From my vantish point one, when
you're the person who feels discomfort, you

443
00:41:36.400 --> 00:41:39.960
have an opportunity to teach, to
enroll people, to teach them why you're

444
00:41:40.039 --> 00:41:45.119
uncomfortable and how it was made.
So that's an opportunity for you to teach

445
00:41:45.119 --> 00:41:49.320
me you don't know, they don't
know, as she is called, give

446
00:41:49.400 --> 00:41:52.400
them grace. And then on the
other side of that, what happens is

447
00:41:52.920 --> 00:41:57.880
that discomfort happens when people feel shell
shocked, like I don't even know what

448
00:41:57.960 --> 00:42:00.880
to say, I don't know what
to do, I'm gonn Actually, well,

449
00:42:00.000 --> 00:42:02.840
if we then make it comfortable to
talk about it, because we're calling

450
00:42:02.880 --> 00:42:07.079
them in, not calling them out. Now we're having a civilized, respectful

451
00:42:07.559 --> 00:42:13.679
conversation and exchange, and we're teaching, and we're elevating each other. That

452
00:42:13.800 --> 00:42:17.280
is a wholly different way that many
people relate to this idea at DEI and

453
00:42:17.320 --> 00:42:21.079
that is what I want to celebrate
and call forth her call that. It's

454
00:42:21.119 --> 00:42:27.159
so beautiful. Absolutely so. I
love the calling in culture. I do

455
00:42:27.239 --> 00:42:30.119
too. I do too. And
now taking it another step further, here

456
00:42:30.159 --> 00:42:37.639
is your fifth principle is collaboration.
I love the subtitle ascend through alliance.

457
00:42:37.880 --> 00:42:42.159
Yes, please, can we have
more of that? Well, you know,

458
00:42:42.559 --> 00:42:50.960
when you are an includer, you
basically collaborate with others. You get

459
00:42:51.000 --> 00:42:55.599
to know other people. One of
the things that I found when I started

460
00:42:55.840 --> 00:43:04.880
my business is that I really very
deep and very involved in the Latino community,

461
00:43:05.480 --> 00:43:09.639
in the Asian community, because I
was advising clients and saying, you're

462
00:43:09.760 --> 00:43:15.719
leaving money on the table. There's
a large Latino community in Boston, there's

463
00:43:15.760 --> 00:43:22.440
a large Caribbean community, large Asian
and if you are not marketing to them,

464
00:43:22.480 --> 00:43:29.239
because you don't know how you're leaving
money on the table and you're losing

465
00:43:29.280 --> 00:43:35.960
out. You need to take that
actionable step to really get to know them.

466
00:43:36.079 --> 00:43:42.239
So what I did was partner them
with you know, organization like LULAC,

467
00:43:43.360 --> 00:43:49.079
you know that's in the Latino community, and then the National Association of

468
00:43:49.199 --> 00:43:54.599
Asian American Professionals, the Black MBAs, the Urban League, the United Negro

469
00:43:54.679 --> 00:44:01.079
College Fund, you know. So
we brought these organizations, these corporations and

470
00:44:01.199 --> 00:44:07.960
big institutions together to partner and collaborate
to say that wait a minute, Yes,

471
00:44:08.280 --> 00:44:16.960
it's September two October. September fifteenth
to October fifteen is National Hispanic Heritage

472
00:44:17.039 --> 00:44:23.000
Month. But Hispanic people are Hispanics
three hundred and sixty five days of the

473
00:44:23.119 --> 00:44:30.639
year. And while you may decide
to do something special during that month that

474
00:44:30.880 --> 00:44:39.280
celebrates their heritage, let's not just
you know, limit your Latino interactions for

475
00:44:39.360 --> 00:44:44.519
that one month. You should be
interacting with them all day, every day,

476
00:44:44.639 --> 00:44:46.719
three hundred and sixty five days of
the year. And the same thing

477
00:44:46.760 --> 00:44:53.239
with all of your consumers. So
that's what I call collaboration, getting to

478
00:44:53.400 --> 00:45:00.480
know and reaching out and finding ways
and even within your own instea institution,

479
00:45:00.960 --> 00:45:07.280
which you know, doctor Cortez,
because you're advising companies, you understand the

480
00:45:07.400 --> 00:45:14.920
power of employee resource networks and employee
resource groups and some people call them ergs,

481
00:45:15.440 --> 00:45:21.440
some people call them erbs, and
you know employee resource you know business

482
00:45:21.559 --> 00:45:30.599
or EBG's internal business groups, employ
internal networks. How they function? So

483
00:45:30.679 --> 00:45:37.719
how do we as a company collaborate
with these organizations to drive innovation, to

484
00:45:37.920 --> 00:45:42.800
drive profitability, to hear from them? You know what is it about the

485
00:45:42.880 --> 00:45:46.960
company that could be better? And
you know, sometimes you have to be

486
00:45:47.079 --> 00:45:53.840
willing to step out and lean in, listen and learn and lead, as

487
00:45:53.880 --> 00:45:59.960
I like to say, from behind. That is how you break down barriers.

488
00:46:00.639 --> 00:46:06.440
And to recognize that your most important
asset. You know, I think

489
00:46:06.480 --> 00:46:14.880
it's Richard Bramson who said his most
important asset is not his customers, it's

490
00:46:14.559 --> 00:46:22.239
his employees. He said, make
your employees happy, and they will reward

491
00:46:22.400 --> 00:46:27.320
you by making your customers happy.
That's right, is very true. Yes,

492
00:46:27.440 --> 00:46:30.199
that's something I advocate and work with
as well. And just quickly I

493
00:46:30.199 --> 00:46:34.239
wanted to put this out here.
The last two are courage and commitment.

494
00:46:34.239 --> 00:46:36.280
I just want to share because we
don't really have time to cover them.

495
00:46:36.280 --> 00:46:40.360
But I really appreciate how in the
courage chapter you're talking about encouraging CEOs to

496
00:46:40.400 --> 00:46:46.159
show their courage by advancing racial equity, to advocate, to lobby, you

497
00:46:46.159 --> 00:46:52.159
know, to forge ties, to
conduct philanthropy in a way that really advances

498
00:46:52.159 --> 00:46:55.599
these ideas, and that does take
courage and stepping way out of your comfort

499
00:46:55.679 --> 00:46:59.880
zone, stepping way out of whatever
your public sphere might be. In the

500
00:47:00.000 --> 00:47:04.880
commitment piece really speaks to tying it
how people get compensated. Yeah, this

501
00:47:05.039 --> 00:47:09.199
is really really critical what you've put
forth there. Very true. I mean,

502
00:47:09.280 --> 00:47:15.440
it takes courage to be able to
talk about something, stand up for

503
00:47:15.559 --> 00:47:20.119
your employees, stand up for your
customers, and speak out. I think

504
00:47:20.199 --> 00:47:24.400
a lot of I just wrote an
op ed piece about standing up to the

505
00:47:24.480 --> 00:47:30.639
bullying of people who are trying to
dismantle diversity, equity and inclusion. Well,

506
00:47:30.679 --> 00:47:35.559
if you do that, you're saying, let us revert back to the

507
00:47:35.599 --> 00:47:40.840
way things were, just the status
quo, don't promote women, don't promote

508
00:47:40.840 --> 00:47:45.400
people of color, don't bring them
into your business. Well what are you

509
00:47:45.480 --> 00:47:50.679
going to have if women and people
of color decided to take a day off

510
00:47:50.760 --> 00:47:57.280
one day? I can guarantee you
the economy in the United States would collapse

511
00:47:57.719 --> 00:48:04.519
tank exactly, bank because seventy percent
of the people in the workplace are women,

512
00:48:05.239 --> 00:48:08.679
people of color, and immigrants.
So how are you going to grow,

513
00:48:09.039 --> 00:48:15.039
function, compete and be the best
that we can be if we do

514
00:48:15.079 --> 00:48:20.519
not lift up and have the courage
to say, wait a minute, this

515
00:48:20.559 --> 00:48:25.440
is not about political correctness. This
is a business imperative. It's not a

516
00:48:27.039 --> 00:48:31.400
nice stew It's a must do if
we are going to be profitable and compete

517
00:48:31.480 --> 00:48:37.679
on a global economy. You know, with a billion Chinese and a billion

518
00:48:37.760 --> 00:48:45.159
plus Indian Indians, we have to
be better. We have to show up

519
00:48:45.280 --> 00:48:52.960
with a diverse team that reflects the
businesses and the people, the customers we

520
00:48:52.000 --> 00:48:58.280
are trying to do business with.
That's a winning strategy. It is Colette,

521
00:48:58.280 --> 00:49:00.039
and I can't think of a better
way to close the show. So

522
00:49:00.360 --> 00:49:02.679
you are an incredible delight. I'm
so grateful to know you, share you

523
00:49:02.760 --> 00:49:07.840
with my listeners and viewers across the
world who desperately need your wisdom, your

524
00:49:07.920 --> 00:49:10.719
voice, your conviction. Thank you
Collette for coming on working on purpose.

525
00:49:12.280 --> 00:49:15.920
Thank you what a beautiful name.
Working on purpose, Yes, ma'am,

526
00:49:15.960 --> 00:49:20.519
and that is what you are doing. Listeners and viewers, you're going to

527
00:49:20.559 --> 00:49:23.039
want to learn more about Collette Phillips
and the work she does at Collet Phillips

528
00:49:23.079 --> 00:49:28.320
Communications and get connected, as well
as checking out her book, The Includers.

529
00:49:28.360 --> 00:49:34.039
It really is phenomenal. Go to
her website at cpcglobal dot com.

530
00:49:34.679 --> 00:49:36.760
Last week, you've missed a live
show, you can always catch it if

531
00:49:36.800 --> 00:49:39.280
you recorded podcast. We were on
here with Todd Davis, who is a

532
00:49:39.360 --> 00:49:45.360
senior consultant and thought leader at Franklin
Covey, talking about managing difficult conversations,

533
00:49:45.480 --> 00:49:47.679
not like any of us have those. We'll be on again next week with

534
00:49:47.800 --> 00:49:52.320
yet another conversation, another nourishing conversation
about working on purpose. See you there,

535
00:49:52.440 --> 00:49:55.480
and remember work as one of the
best adventures and means of realizing our

536
00:49:55.559 --> 00:50:02.239
potential and making the impact we crave. So let's work on Purpose. We

537
00:50:02.360 --> 00:50:07.199
hope you've enjoyed this week's program.
Be sure to tune into Working on Purpose

538
00:50:07.320 --> 00:50:10.400
featuring your host, doctor Elise Cortes, each week on W four CY.

539
00:50:10.960 --> 00:50:16.039
Together, we'll create a world where
business operates conscientiously, Leadership inspires and passion

540
00:50:16.119 --> 00:50:21.199
performance and employees are fulfilled in work
that provides the meaning and purpose. They

541
00:50:21.320 --> 00:50:23.320
crave see you there. Let's work
on purpose.