This article summarizes a discussion with Kyle McDow, a bestselling author, inspirational speaker, and leadership expert, on the state of corporate America, DEI (Diversity, Equity, and Inclusion) initiatives, and the building of a culture of excellence.
The Current State of Corporate America
Defining Corporate America
McDow argues that the term "Corporate America" is often misunderstood. He believes it's essentially a synonym for the workplace, encompassing everything from non-profits to sports teams. It refers to any collective group of people working to deliver a specific product or service. The key is inspiring, motivating, and enabling individuals to find fulfillment in their work, regardless of their role.
Buzzword Bingo and Vocabulary Differences
McDow highlights the tendency for corporate environments to use jargon, creating a disconnect between workplace language and everyday communication. He emphasizes the importance of clear communication and focusing on people, irrespective of the organization's size or sector.
Diversity, Equity, and Inclusion (DEI) in Corporate America
The Intention vs. The Reality of DEI
McDow believes the original intention of DEI initiatives was to create a more inclusive environment by incorporating unique and diverse experiences and perspectives, particularly from underrepresented populations. However, he argues that the implementation has sometimes strayed from this goal.
The Pitfalls of Compromising Competency
McDow cautions against compromising the need to put the best people in positions in order to meet DEI requirements. He uses the analogy of professional sports, where results are paramount, and DEI is not a primary factor in selecting players.
The Capitalist Perspective
He argues for a capitalist approach where the best person wins, the best product wins, and the best team wins. Over-indexing on attributes like race or gender at the expense of expertise can lead to a company's decline.
A Different Approach to DEI
McDow suggests that instead of focusing solely on hiring practices, there should be more investment in underrepresented groups through up-training, scholarships, and other resources. This would level the playing field and increase the pool of qualified candidates from diverse backgrounds. This investment should occur before the hiring stage.
Small Business vs. Large Corporations
McDow suggests that small businesses are less impacted by DEI initiatives because the stakes are higher. Smaller businesses must hire individuals who can quickly contribute and excel. Multi-billion dollar firms can handle diluting expertise to meet diversity quotas far more easily than can smaller firms struggling to survive.
The Impact of DEI on Team Performance
McDow notes that while he hasn't experienced mandated DEI quotas impacting his teams directly, he has seen pressure to lean towards underrepresented candidates when presented with equally qualified individuals.
The Source of DEI Pressure: Top-Down or Societal?
McDow believes that societal pressure, fueled by social media and a desire to avoid offense, plays a significant role in driving DEI initiatives. Corporations try to appease everyone, leading to inauthentic attempts at inclusivity.
The Dangers of Pandering
McDow emphasizes that consumers are increasingly aware of inauthentic pandering. Trying to please everyone ultimately pleases no one and can damage a company's reputation and trustworthiness.
Building a Culture of Excellence
Defining a Culture of Excellence
McDow defines a culture of excellence as one that equally weighs the team's and its members' personal and professional goals alongside the company's goals. It involves understanding and supporting individual aspirations, even those outside the company.
The Importance of Values and Principles
Values are an outcome of principles. Principles are the foundation of beliefs.
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Principles: A system or foundation of beliefs for a chain of reasoning, defining who we are and what we stand for.
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Values: Outcomes informed by principles, reflecting what we deem important in our actions and decisions.
McDow stresses the importance of aligning teams around a common set of objectives and foundational truths (principles). This clarity reduces ambiguity and enables better execution. Companies often teach employees how to do their jobs but fail to communicate how they should behave.
Don't Be Afraid to Ask For Help
McDow's biggest lesson from his corporate experience is the importance of asking for help. Whether facing professional challenges or personal struggles, seeking support is crucial for growth and success.
Connecting with Kyle McDow
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Social Media: Kyle McDow Inc (on all major platforms)
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Website: www.kylemcdowinc.com
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Book: Begin with We: 10 Principles for Building and Sustaining a Culture of Excellence (available wherever books are sold, including Amazon)
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