PURPOSEFUL HUSTLE BLOG

It’s Black History Month—a well-intentioned time of year that can, unfortunately, be used as a “free pass” to gloss over Black people and our history for the other 11 months of the year (see my blog post on Using Black History to Propel the Future for more). Additionally, it’s crucial to remember that Black innovation and changemaking do not solely belong to the past—to history. Today, Black people are making waves and making strides in many industries and roles. According to NBC News, Black-owned businesses have skyrocketed in recent years, increasing by an incredible 38 percent from February 2020 to August 2021. Let’s celebrate Black Present (instead of History) today by spotlighting 8 incredible entrepreneurs.

We’re in the second week of Black History Month in the United States. While it can be valuable to shine a spotlight on the amazing accomplishments of Black historical figures, activists, entrepreneurs, and other changemakers, it can also feel like checking a box. “Great, we celebrated Black history! Now let’s move on…” As an organization, it’s certainly fine to acknowledge Black History Month, but don’t let a single month offset the rest of the year! It’s not enough to send out a few inspirational quotes from famous Black leaders or mention Black history in a company newsletter. Instead, organizations should strive to create lasting, meaningful change all year long. One of the best ways to do this is by investing in diversity, equity, and inclusion initiatives (which we’ve discussed often on my blog). DEI initiatives not only help diversify the workplace, but also create a more inclusive environment for all employees, regardless of race, gender, and other factors. Keep in mind, this isn’t about ticking items off a list. True DEI-centered actions are company-wide, leadership-driven, and long-lasting. If your organization is truly committed to DEI work, incredible transformations can take place. Here are 6 ways DEI initiatives make an impact...

I’ve been an activist and a vocal proponent of Black rights for as long as I can remember. As a high school student, I was livid when my school glossed over Martin Luther King, Jr. Day—a relatively new national holiday at the time. We celebrated Columbus Day, after all, which honored a man who didn’t actually discover anything, and who is a problematic historical figure for many, many reasons. As one of the few BIPOC kids at my high school, I felt compelled to do something to honor Dr. King and his legacy...

“Action expresses priorities.” - Mahatma Gandhi When it comes to creating an equitable and inclusive workplace, it’s not enough to have good intentions. After George Floyd’s murder in 2020, hundreds of major corporations pledged billions of dollars to DEI efforts. However, very few of those pledges actually came to fruition, and the ones that did were not necessarily spent productively. The Washington Post reported that, 14 months after Floyd’s murder, the 50 companies which had pledged $50 billion only actually distributed $1.7 billion. That’s less than 2 percent of what was pledged. That’s what happens when good intentions are not accompanied by a plan. Good intentions are a start, but they’re not enough. Unfortunately, this happens far too often in the DEI space. The intention is there, but because the organization does not have an intentional strategy, it has no teeth and inevitably fails or fades away. To achieve meaningful action, an organization needs to use their intentions as a springboard. Right now, the vast majority of workers value diverse and inclusive companies. Capitalize on that intention by taking meaningful, organization-wide actions:

The changing seasons can have a distinct effect on our moods, especially when the days are shorter and the weather is colder. For some, the effect is mild—perhaps increased irritation or some lethargy. For others, the effect is more severe—resulting in weight gain, difficulties concentrating, or depression. According to an article published by the Psychiatry journal, 20 percent of the U.S. population is affected by seasonal mood changes, with 6 percent experiencing seasonal affective disorder (SAD) and 14 percent experiencing the more mild “winter blues.” That’s a significant portion of the workforce! When that many people are affected by dark winter days, is it any wonder January and February are often the least productive months of the year? People are not feeling their best and, therefore, unable to perform at their peak. On the other hand, research shows, “…happy employees have 31% higher productivity, 37% higher sales, and 3x more creativity than unhappy employees.” It’s clear from a productivity angle that workplaces should pay attention to seasonal depression and take measures to help their employees. But beyond that, it’s simply the right thing to do. As a leader, it’s important to practice empathy (see my recent article about ways to boost empathy) and strive to create a supportive environment that is conducive to both physical and mental wellbeing. Start with these 6 steps:

With workplaces just easing into the new calendar year, what better time to adopt new, productive habits? Your habits not only shape your daily life, they can have a ripple effect on those around you and can fundamentally change who you are. According to James Clear, author of Atomic Habits, “Every action you take is a vote for the type of person you wish to become.” Why not make this the year to improve your inclusivity practices and become a more welcoming leader? Inclusive leaders tend to be successful leaders. When individuals feel respected and included in the workplace, their morale and productivity increase. Not only that, inclusivity opens the door to a wider range of perspectives and ideas, creating more robust projects and collaborations. Research shows that when diverse team members collaborate effectively, they engage in better problem-solving. Clearly, inclusive leadership is a win for both the team and the organization, as a whole. Work to improve inclusivity in your workplace this year by practicing these 6 daily habits:

Another year is upon us, and that prompts many people to create New Year’s Resolutions (or goals, or objectives) for the year ahead. Even though we’re really just turning the page of the calendar, the psychological effects of the New Year are real. People feel like they have a clean slate, and a chance to head in a new direction. This phenomenon is known as the fresh start effect. This concept claims that “people are better at tackling their goals when they start on so-called temporal landmarks.” A temporal landmark might be the first day of the year, the first of the quarter, or a Monday morning. There is some debate about whether the fresh start effect is a help or a hindrance, but one thing’s for certain: the effect is real. There’s a reason gym attendance increases by 20 percent at the beginning of a new year! How can you use the fresh start effect to create momentum around your work’s diversity, equity, and inclusion (DEI) practices? Try the following 4 steps:

At the end of the year, it’s natural to reflect on the year and everything you’ve accomplished. If you’re like most leaders I know, I’m guessing you’ve achieved quite a bit in the last 12 months! But you didn’t do it alone. Your team was with you every step of the way, working to achieve company goals (and helping you look good in the process!). The truth is, even the most efficient leaders cannot—and should not—do everything on their own. It takes a team to generate and implement ideas, conduct research, perform day-to-day operations, and support each other along the way. This holiday season, why not show your team a little extra appreciation? Studies show that employees who feel appreciated tend to have higher job satisfaction, stay with the company longer, and are more productive. Not to mention, it feels good to be recognized for your efforts! Here are six ways to show your team gratitude:

It’s human nature to seek comfort. Our brains have evolved to create strong bonds within our social group and to seek out similar individuals. This desire to stay within our comfort zone is stronger than ever during the holidays – a time when we’re surrounded by family, friends, and loved ones. But while the holidays are a great time to relax and recharge, they’re also a perfect opportunity to step outside your bubble and mingle with people who you might not encounter on a daily basis. Why choose to expand your horizons and meet new people? Having one-on-one interactions with a variety of people is one of the best ways to combat deeply held biases (whether conscious or unconscious). When you’re exposed to people of different genders, races, religions, socio-economic backgrounds, etc., you begin to realize that the world is a lot more complex (and interesting!) than you may have thought. You will also chip away at the unconscious biases you may hold. Here are five tips to help you step outside your comfort zone and meet new people during the holiday season:

The holiday season can be a joyful and uplifting time for some…and a time of exclusion and frustration for others. Traditionally, national and Christian-based holidays have taken center stage, with Christmas (a highly visible holiday) placed squarely in the spotlight. However, it’s becoming increasingly likely that not everyone in your workplace is Christian, and not everyone celebrates Christmas. Nearly one-quarter of Americans identify as “religiously unaffiliated,” while another 5 percent are part of a non-Christian religion. Not to mention, certain Christian sects, such as Jehovah’s Witnesses, do not celebrate holidays. Even if the majority of people in your workplace celebrate Christmas, it’s important to be mindful and inclusive of those who do not. After all, workplace belonging is one of the most important factors in determining whether someone is likely to remain in their position or search for a new job. On the flipside, being sensitive to everyone’s holiday traditions and preferences does not mean canceling seasonal celebrations entirely. Instead, the holidays can be approached with empathy, an open mind, and the goal to be as inclusive as possible. Here are 5 ways to accomplish that (seemingly) big ask: