By “stepping up”, I’m thinking about leadership in its many forms.
Not just the type with the official title – but also the kind of leadership (little l) that inspires us to volunteer, get involved, share a perspective, take on a project, be “out front”.
I’ve been thinking about it because of this article I read yesterday (Why Capable People Are Reluctant to Lead), and because I couldn’t help but notice the consistent small number of parents who volunteer at the organization where my daughter participates in drama, dance and singing. It’s always the same few…
This article sheds light on three reasons why people don’t step up:
Interpersonal risk
Image risk
Fear of blame
These are not earth shattering – I’m sure we can all relate to a reluctance to step up for fear or it’s impact on a relationship, on how people “see us” and that we’ll be left holding the ball if things go sideways.
The first two are, in fact, also part of the risks people consider when speaking up, not just stepping up – and are things Amy Edmondson writes about in her book about psychologically safety called The Fearless Organization.
An EDI Perspective
And…(of course) from an EDI perspective, all of these (impact on relationships or image, or blame) can carry more weight, often carry more dire consequences, and have longer-lasting impacts if someone is from a Historically Disadvantaged group.
Why?
Because of negative stereotypes, isms, prejudice, discrimination, bias, assumptions etc that we push against daily that already have these three things on our radar.
Add to this the Glass Cliff – the phenomenon where women who are Black and Women of Colour are put in leadership positions expressly because there is an expectation that the project won’t work (and there is little support to help it to actually work). (By the way, the Glass Cliff is not something I made up. It’s a real phenomenon that Catalyst held a webinar on this past year. And you know when there is a name for something, then it must be happening so much that someone noticed it and coined the term).
So what?
So what is simple:
First, we have to notice who steps up – and ask ourselves why, given these three reasons not to they have. What allows people to step up? What supports are there (overt and covert) that make stepping up less risky. Privilege and power are two right off the bat.
Then, we have to notice who does NOT step up – and we must also consider the real barriers to stepping up (and for whom). What are the barriers?
Now that we have some information, we can ask ourselves if and how we (really) support those who do step up. And how we can support those who don’t, so that they can begin to consider it.
I challenge you to do all three: Notice who does, who doesn’t and what support exists (or could). Because only when we are aware, can we create change.
Let me know how it goes!
Notice more,
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