On this day, January 20, 2021, Kamala Harris is sworn in as the 49th U.S. vice president, becoming the first woman, the first black American, and the first Asian American to occupy the office. The first vice president was elected in 1789. Kamala Harris was elected as vice president after a lifetime of public service, having been elected District Attorney of San Francisco, California Attorney General, and United States Senator. She will serve as the deputy of President Joe Biden, who together, defeated incumbents Donald Trump and Mike Pence.
As second in line for the U.S. presidency, Kamala Harris has come closer than any woman before her to breaking what Hillary Clinton famously called “the highest, hardest glass ceiling”. Kamala’s early experiences of the Civil Rights Movement, as she went with her mother to marches, inspired her to make it her life’s work to fight against injustice. She shared these thoughts in her quote, “Our unity is our strength, and our diversity is our power. We reject the myth of “us” vs. “them.” We are in this together.” DE&I is at the Centre of True Organisational Change.
“Who we are born as is an accident of time, and we are all different, but the important elements of our journey in life are diversity, equity, and inclusiveness”
As leaders of change, we must put people first, and our objective is to provide employees with a positive change transition experience. Not only does a DE&I organisation drive better business results, but they are also more innovative. They help attract better and more talented employees, improving brand reputation. A DE&I environment can be a great foundation for successful change implementation.
- Diversity Helps Change: Diverse views, perspectives, open and honest discussion, where everyone can contribute, leads to better change solutions and acceptance.
- Equity Helps Change: Shaping and implementing a change that has equity considerations that does not disadvantage any individual or group, will make it more palatable to the employees.
- Inclusion Helps Change: Employees will feel engaged and more willing to become involved in the change design and implementation. They will feel that they are able to ask questions that might otherwise develop as resistance, questions that provide invaluable feedback and even improve the change approach.
Have a fantastic holiday with the ones you love and care for, enjoy some fresh air, exercise, eat, drink and be happy.
Further Reading: Change Management Behaviour: Leadership of Change Volume 6
Peter consults, speaks, and writes on the Leadership of Change®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.
For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com Amazon.com: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
By Peter F Gallagher
Keywords: Leadership, Change Management, Business Strategy