Let me start by stating the obvious: 2020 did not come to play. As a country, we are being tested and asked to question, evolve, and reform many aspects of how we live, think, and work. Our world may look very different as a result of the events of this year, and in many respects, I believe what emerges will largely be for the better.
The last few weeks have been both humbling and moving, watching events unfold across the country with my family and my community. It’s been a cathartic reminder of why Black Lives Matter and the realities many of our colleagues, friends, industry, and fellow citizens must address.
But while the problems are immense, the paths to addressing them are murky. I’ve previously written about how I think irrationality can guide us through the current pandemic. Similarly, I don’t believe status quo thinking will lead us out of our culture of racial inequity and discrimination. We need to be more irrational with our solutions and approaches when it comes to diversity, inclusion, racism, and social justice. Like most of you, I’d be out of my depth if I tried to propose and implement a plan for large scale societal change.
But an inability to change everything doesn’t excuse us from a responsibility to do something.
That’s why I’m focused on exploring how individuals in a position of organizational leadership can effect change. Every CEO and leader is or should be thinking about this right now. We aren’t martyrs and we can’t solve all of society’s issues, but we can affect the lives of those in our organizations — and by extension, their families and larger communities.
At T3, we are committed to promoting and supporting diversity and inclusion through initiatives like the Pronoun Project and donations to the NAACP, but I know we can do better, particularly internally. Regardless of the policies and initiatives that do or don’t exist in any given organization, I challenge other leaders to take a hard look at their respective companies and imagine an irrational alternative. In Embracing Irrationality, I made the case for incremental, one-degree decisions — small-and-steady changes that gradually move the needle toward a long-term irrational vision. But as I’ve recognized with the pandemic, sometimes incremental isn’t fast enough or good enough, especially when you’re up against historical inertia and discriminatory policies. When it comes to racial and social justice, we need change now, not someday.
At T3, we’ll be applying my framework for irrationality to tackling this problem. Hiring, retention, leadership expansion, paths to promotion, mentorship, culture shifts — everything is on the table and ripe for review and reform, and I look forward to discovering what undiscovered solutions and approaches we are not yet considering. It’s time to disrupt this space.
Having a big irrational vision is still important, and progress almost always comes incrementally, but I’m also challenging myself and my organization to think about what big swings we can take right now. Great leaders and thinkers imagine the impossible and then find a way to make it a reality. What would a world (or an organization) without systemic injustice look like? What’s the immediate big swing? What actions can we take to simultaneously enhance diversity AND drive revenue?
Instead of coming to you with empty words and “someday” promises, I wanted to have a concrete, immediate plan in place. Today, I’m proud to share our T3 Commitment to Change Action Plan. Like any innovation effort, it’s an imperfect work in progress. But regardless of how it evolves over time, our commitment to upholding these beliefs and principles will not wane.
We can’t control the bodies and circumstances into which we are born, but we can change what we do in our positions of power and privilege. I invite other executives and leaders to develop an irrational vision of a more equitable and humane future within their own organizations, including big, immediate transformations.
It is my hope that T3 will help to lead the charge and set a precedent for change and growth replicable by other organizations. And in the spirit of collaboration, I want to hear what your company is doing to level the playing field and promote underrepresented talent. For those in my position, this is as much a time for deep listening as it is for swift action.
In the words of Congressman John Lewis, we must all “find a way to get in the way.” How do we rise to this moment, not only via politically correct words, but through our persistent actions? What policies and practices will we promote after this news cycle ends? How will we show up for our clients and employees when no one is looking?
Our commitment to diversity and social justice is strong. Our action plan is clear. And my eyes and ears are open.
Ben
Previously posted on t-3.com/thinking.