This is How Young Talent Can Revitalize Legacy Industries

Legacy industries like the shipping sector have a long history. Now they're finding themselves at a pivotal juncture, where young, innovative minds are not just supporting but leading the change. People like Karolina Siemieniuk, a young professional with a strong technical background are steering these transitions at at DNV a company whose work lies at the intersection of shipping and energy.

A Youthful Surge in a Rolling Sea

The average age in the shipping industry tends to skew older, but initiatives like the YoungShip International conference are pivotal in attracting and retaining young talent. These platforms not only spotlight the vibrancy and potential of youthful contributors but also emphasize the importance of their fresh perspectives in steering age-old industries toward new horizons.

Fresh Winds of Change

• Infusion of New Ideas: Young professionals bring innovative solutions that can lead to technological advancements and improved efficiency in traditional sectors.

• Enhanced Diversity: Including diverse age groups enriches the decision-making process, leading to more holistic and creative outcomes.

• Sustainability and Resilience: Younger generations are particularly attuned to issues of sustainability, driving industries like shipping toward greener practices.

Diversity Drives the New Wave

Inclusion isn't just beneficial; it's essential. As we merge the old with the new, the results can revitalize even the most traditional of industries.

P.S.

Are you inspired by new perspectives? Dive deeper into how diverse young talent is reshaping industries. Follow Adi Marwaha , Erlend Holberg , and Odin Aadland for more insights and join us at the next YoungShip International conference and follow your local YoungShip initiative to be part of this exciting transformation! YoungShip Oslo YoungShip Texas YoungShip Italia YoungShip Spain YoungShip Bangladesh YoungShip Greece Youngship Mumbai YoungShip Nigeria

Thinking About Closing Your DEI Offices? Here's the Top Three Things You Can Expect in the Aftermath

Consumers and employees neeed more than just words. It's time for companies to shift from merely repeating buzzwords to acting on them. The demand for authenticity in diversity, equity, and inclusion (DEI) initiatives means that token gestures or superficial measures are not just insufficient; they can lead to substantial backlash.

The Pitfalls of Pausing Progress

As the tide shifts towards genuine inclusion, companies considering scaling back on their DEI efforts might want to reconsider. Here’s what’s at stake:

1. Innovation Suffers: Diversity fuels creativity. Without a diverse team to challenge and inspire, innovation can stagnate, leading to products that fail to meet the diverse needs of a global market.

2. Accessibility Declines: When DEI initiatives are sidelined, the importance of creating accessible and user-friendly products tends to diminish. This oversight can alienate sizable segments of the consumer base and limit market reach.

3. Talent Drifts Away: Top talent thrives in environments that foster inclusivity. When a company’s commitment wavers, its brightest stars will look elsewhere, drawn to competitors who place real value on inclusion and belonging.

Key Takeaways

• Implement, Don’t Just Imply: Putting principles into practice is crucial. It’s not enough to have a DEI policy; the real work is in the implementation.

• Monitor and Adapt: Regularly review the effectiveness of DEI efforts and be prepared to adapt strategies in response to new challenges and opportunities.

• Engage Everyone: True change in DEI requires buy-in across all levels of an organization. Engaging everyone from interns to executives ensures that DEI values are woven into the fabric of the company culture.

A Lesson in Links

When commitment meets action, the chain of inclusion strengthens. It’s not just about adding links; it’s about forging them to last.

P.S.

Is your organization ready to transform its DEI rhetoric into reality? Dive deeper into how to put these principles into practice with the Inclusion Game. Ensure your company is not just on the right track, but leading the way in inclusivity.

Traveling to Chile to Discover the Latest Disability Innovations

This week in Santiago, Chile, I'm joining an amazing community at the Zero Project Latinoamérica conference part of the Zero Project to look at how philanthropy can be a game changer for people with disabilities. I'm honored to lead a session that highlights philanthropic successes and pushes the boundaries on how we think about value and impact.

Philanthropy’s Pathways to Impact

In my interactive session titled "Discover Philanthropic Potential: Showcasing Value and Driving Impact," a group of business leaders and I will dive into the ways we can amplify and scale disability innovations. Our focus will be on understanding the unique challenges and opportunities in this niche, effectively articulating the value of our initiatives, and amplifying our impact.

Key Takeaways from Santiago

• Understanding the Landscape: Learning to navigate and stand out within niche philanthropic environments.

• Articulating Value: Techniques for philanthropic leaders to express the significance and outcomes of their initiatives.

• Maximizing Impact: Strategies for leveraging awards and recognitions to enhance visibility and effectiveness.

Reverse Mentoring: A Twist of Fate

The work I get to do in Chile would not be possible if it weren't for a cadre of young people who have guided me in my career. Mentorship usually conjures images of seasoned professionals guiding newcomers. Yet, my reverse mentors have been instrumental in shaping my decisions for the last 10 years. The fresh perspectives of people like Dr Shani Dhanda , Anne Igeltjørn , Dasha Krivonos, Si-Jane Woo 胡斯真 and Cathrine Bui have taught me more about resilience, business acumen, and personal growth than I could have imagined.

P.S.

I’d love to hear about your mentoring experiences! Who has turned your world upside down with their wisdom?

Is Your Paycheck Inclusive?

I've faced a lot of career changes since I started working in the finance industry back in 2001. It's been tempting to prioritize my salary. However, I've learned that the broader dimensions of job satisfaction and personal growth often matter equally. And they reflect an underlying, powerful aspect of workplace inclusion. This is something that GSMA has highlighted in its stellar 2023 Diversity Report.

Weighing Worth Beyond Wallets

While financial security is absolutely the most important thing when it comes to work. Once that baseline has been achieved, true job satisfaction goes beyond the numbers on a paycheck. It's about feeling valued, heard, and included. An inclusive work environment fosters a sense of belonging, empowering employees to unlock their full potential. This not only benefits individual growth but also enhances collective productivity and innovation. Organizations that recognize the importance of employee well-being and strive to address diverse needs often witness higher retention rates and more profound loyalty.

Inclusion at Work: More Than Just There

1. Equitable Opportunities: Inclusive leadership ensures that all employees have access to the same opportunities for success, for growth and advancement, regardless of their background.

2. Supportive Environments: Cultivating a supportive workplace where everyone feels safe and valued is critical for job satisfaction.

3. Feedback and Flexibility: Encouraging open dialogue and offering flexibility can greatly enhance job satisfaction, making employees feel truly included in their organization’s fabric.

A Matter of Mutual Growth

When leaders prioritize both the financial and emotional well-being of their teams, they create an environment where everyone can thrive. This approach not only boosts job satisfaction but also aligns with inclusive practices that benefit the entire organization.

P.S. Take a Beat

How does your organization measure up in balancing your financial remuneration with job satisfaction and personal growth? Could fostering a more inclusive environment be the key to enhancing employee satisfaction and retention? Share your thoughts and join the conversation on fostering inclusion in the workplace.

How My Journey to Professor and CEO Fuels Change

When I reflect on my nearly decades-long tenure in academia, where I founded Inclusive Creation among other companies, I always felt a disconnection. Academics always seemed uninterested in my business ventures and my academic responsibilities always seemed out of sync with reality. This disconnect made it challenging to bridge my entrepreneurial spirit with my educational duties.

A New Chapter at Kristiania University College

Fast forward to today, my role at Kristiania University College shows a different picture. As a keynote speaker, workshop facilitator, and business consultant, every aspect of my work enriches the classes I teach. My focus on impactful research rather than research for its own sake breathes life into my lectures. The stories I share about my industry experiences or the anecdotes about my students enhance my speeches at corporate events and international conferences AND informs my teaching. This connection creates a powerful feedback loop that benefits both my students and my professional audiences.

Uniting Classroom and Company

• Synergies in Teaching and Business: The integration of real-world business insights with academic teaching enhances learning experiences for my students.

• Leadership in Action: Making the big leap to CEO of Inclusive Creation will allow me to steer the company towards more inclusive growth and innovation.

• Collaborative Leadership: Working alongside former student and co-founder Anne Igeltjørn, new business partner Regont Arnori, and Chief Inclusion Officer Sumita Kunashakaran, gives me pride in our dynamic and shared leadership that champions diversity.

Wisdom Through Experience

This journey—from academia to include industry leadership—has been about achieving my personal goals - i.e., empowering others. The wisdom I have gained in these experiences is not just something I share on TikTok, Instagram, or YouTube; it is a living, breathing part of how I lead and teach.

P.S.

Are you striving to create more synergy between your professional and teaching roles? Follow me on TikTok, Instagram, or YouTube where I post new videos every week on the interplay between academia and industry!

AI for All

Artificial intelligence (AI) continues to transform our lives, and if the benefits of AI are accessible and usable for everyone, we need to put the principles of inclusion into the practice of AI design and development. With 9 in 10 organizations using AI for a competitive edge, according to MIT Sloan Management, the race isn't just about being the best; it's about being the best for everyone.

AI Unbiased

The World Economic Forum projects a booming AI workforce, with 100 million people expected to work in AI by 2025. However, a glaring gap remains: only 22% of AI professionals are women. This gap is likely exacerbated when it comes to women of color, women with disabilities, and other gender minorities. Initiatives and conversations around inclusive AI need to pave the way for a more balanced representation.

Future-Proofing AI: 3 Key Takeaways for a More Inclusive AI Future

• Empower and Educate: Promote the participation of people from underrepresented and excluded groups in AI through STEM education and accessible learning resources.

• Mentorship and Support: Establish mentorship and reverse mentorship programs that target underrepresented groups in AI, fostering a supportive community.

• Policy and Advocacy: Advocate for policies that promote inclusivity in AI development and application, ensuring AI technologies benefit everyone.

Diversity Drives Innovation

In the design and development of AI, diversity isn't just nice to have; it's a must-have. Diverse teams bring diverse perspectives, driving innovation that's as broad and inclusive as the society we want to live in. Embracing inclusivity in AI is not just about correcting imbalances; it's about enriching the AI landscape with a myriad of ideas and insights.

P.S. Be Part of the Change

Interested in making AI more inclusive? Join my course on Inclusive AI at https://inclusiveartificialintelligence.com/ and become a catalyst for change.

An Uncomfortable Truth: Leadership Has a Vulnerability Problem

Imagine a leader, poised and composed, stoic and unshakeable. This image is far too common in corporate leadership where invincibility is often mistaken for strength. I've learned that real strength lies in the courage to be vulnerable. Learning this lesson was not easy. It took a student's honest and brutal critique that cracked my facade and taught me a lesson in humility and the true essence of leadership.

The Fear of True Connection

The day one of my students, Katie, challenged me, poking holes at my teaching was a turning point. Her words stung because they were true. I wanted to dismiss her, to protect my ego, but she forced me to confront my vulnerabilities - that I was not as good a teacher as I thought I was, or at least that there was room for improvement. Ultimately, admitting I was wrong didn't diminish my authority; instead, it showed me how to lead in a way that is more inclusive. By letting her guide me, I discovered the power of empathy in leadership.

Three Lessons from the Other Side of the Desk

• Empathy Over Ego: Recognize that vulnerability can transform your leadership.

• Strength in Flexibility: Adapting to feedback and new perspectives strengthens your team's relationships and opportunities to innovate.

• Mutual Growth: Vulnerability fosters an environment where both leaders and their teams can learn and grow together.

From Defensiveness to Discovery

The journey from defensiveness to openness is not just a path of personal growth but a strategic shift in our leadership styles. Embracing vulnerability doesn't signal weakness; it calls for a deeper, more genuine form of strength. It's about shifting from a posture of defense to one of discovery, where learning and growth are mutually reinforcing.

P.S. Are you willing to lower your defenses and let your team see the real you?

Bridging Norway's Perception Gap: Does Inclusive Leadership Foster Innovation?

A study conducted in 2023 by Dr. Anthony Giannoumis and Inclusive Creation AS revealed a significant disparity between men's and women's perceptions of the role of inclusive leadership in promoting innovation. Surveying 475 Norwegian professionals, they posed the question, "How much do you agree with the statement 'Inclusive management contributes directly to a more innovative working environment.'" The responses revealed a stark contrast: while none of the women disagreed, 4% of men expressed their disagreement. Even more compelling was the level of strong agreement, with nearly half (48%) of the women strongly agreeing, compared to only 35% of men.

These findings underscore a broader conversation about the intrinsic value diversity and inclusion bring to innovation. Women's heightened acknowledgment of inclusive management as a catalyst for innovation mirrors an essential truth: diversity isn't just a moral imperative; it's a competitive advantage.

Why This Matters

Diversity and inclusion in the workplace are not new topics, but their direct correlation to innovation brings a fresh perspective to their importance. Diverse teams bring a wealth of experiences, perspectives, and ideas, driving creativity and leading to more innovative solutions. However, if a significant portion of leadership (predominantly male, as data suggests) underestimates the value of inclusivity, companies may miss out on these critical benefits.

The Way Forward

Recognizing the gap is only the first step. Bridging it requires actionable strategies and a commitment to fostering an inclusive environment where every voice is not only heard but valued. Here are a few steps organizations can take:

• Leadership Training: Equip leaders with the knowledge and skills to appreciate and harness the power of diversity.

• Inclusive Policy Making: Ensure that policies reflect the commitment to inclusion at every level of the organization.

• Empowerment and Recognition: Create channels for recognizing and empowering diverse voices within the company.

• Continuous Feedback: Implement systems for ongoing feedback to understand the evolving dynamics of the workplace and address issues promptly.

Call to Action

Understanding the importance of inclusive management in fostering innovation is just the beginning. To truly make an impact, action is needed. If you want to transform your leadership team and embrace inclusivity at its core, I'm here to help. Book me as a workshop facilitator, and together, let's create an environment where innovation thrives through diversity.

Book a Session with Dr. Anthony Giannoumis

Together, we can bridge the gap, creating workplaces that aren't just inclusive but are the foundation for innovation and excellence. Let's make diversity and inclusion our strongest assets in the pursuit of innovation.

Seeing the Full Spectrum: A Leadership Blueprint for Inclusion

Have you ever considered the full spectrum of someone's experience, beyond their role or the skills they bring to the table? It's easy to overlook the human being behind the professional facade. Yet, this oversight can lead to a crucial gap in our ability to support one another, particularly in the workplace. Recognizing the whole person – their joys, struggles, and unique identity – is not just about creating a nurturing work environment; it's about fostering a culture where every individual feels valued and supported.

Revealing the Human Behind the Role

In the quest for efficiency and specialization, we often compartmentalize individuals into their job roles or skill sets. This myopic view can blind us to the richness of a person's experiences, challenges, and aspirations. By broadening our perspective to see beyond professional knowledge, skills, and competencies, we can unlock a deeper understanding of our team members. This understanding paves the way for empathy, which is the fundament of truly inclusive leadership. Seeing the full spectrum of someone's identity encourages a culture where people feel acknowledged and heard, significantly impacting their sense of belonging.

Cultivating a Spectrum-Aware Culture

1. Promote Open Dialogue: Create spaces where employees feel safe to share their personal stories and challenges. This openness enriches team dynamics and fosters a deeper sense of community.

2. Implement Supportive Policies: Design workplace policies and benefits that acknowledge and address the diverse needs of your team members, including mental health support, flexible working hours, and family care options.

3. Champion Empathy and Understanding: Encourage leaders and managers to lead with empathy, actively seeking to understand the individual circumstances and backgrounds of their team members.

A Spectrum of Experiences, A Spectrum of Insights

The essence of inclusive leadership lies in recognizing and valuing the myriad hues of our human experience. When we appreciate the full spectrum of what makes us human, we reveal the root of resilience, creativity, and solidarity. It's about seeing each other not just for what we do but for who we are.

As part of this journey towards a more inclusive workplace, consider playing the "Inclusion Game" with your team. This immersive experience is designed to challenge your perceptions, broaden your understanding, and equip your teams with the practical tools for building more inclusive environments.

Empowering the Unheard Voices in Your Organization

In the heart of every thriving organization lies an incredible array of diverse talents, perspectives, and experiences. Yet, amidst this wealth of experience, some voices remain unheard, potential goes unrecognized, and individuals who, despite having brilliant ideas feel sidelined. Addressing this gap isn't just about fairness; it's about utilizing the full spectrum of creativity and innovation these individuals bring.

Creating Spaces That Listen

The journey towards a truly inclusive workplace begins with the simple act of listening—creating environments where everyone feels safe and valued enough to share their stories, insights, and experiences. But listening is just the starting point. Leaders must then act to weave those insights into the fabric of their organizations, ensuring policies and practices genuinely reflect the diversity of the workplace. From reverse mentorship programs to inclusive decision-making processes, the goal is to transform listening into actionable change that elevates and empowers.

Key Takeaways for Inclusive Change

• Empower Through Active Listening: Encourage open dialogues that foster understanding and empathy across all levels of your organization.

• Implement Inclusive Policies: Translate the insights gained from diverse perspectives into policies that actively support marginalized and underrepresented individuals.

• Celebrate Diversity in Action: Recognize and reward the contributions of all team members, highlighting the value of diversity in driving innovation and success.

Feeling inspired to make a real difference in your organization? Ready to transform your inclusive intentions into impactful actions? Book me for your next corporate event or training to ignite the fire of change in your leadership teams. Together, we can turn inclusion policies into daily practices that not only support but elevate every individual in your organization. Let's make inclusivity more than just a promise—let's make it a daily practice.

A Tribute to the Women Who Light My Path

As we gear up for International Women's Day 2024, I want to reflect on the profound influence of three remarkable women. Their visible and invisible contributions are a testament to the power of female guidance, wisdom, and partnership.

Celebrating the Women Behind the Scenes

My mother is a beacon of unwavering support. She believes in the power of education. She is steadfastly committed to my growth, never wavering as my career ebbed and flowed from computer programming to opera singing to professor. To this day, she still offers to pay for any new books I might want or need.

My wife, Jessica Giannoumis, is one of the most insightful and wise women I've ever known. Her intuition and belief in my potential profoundly shape my career path. Her words have helped me confidently change career paths as she reminds me "This is exactly what you should be doing".

My relationship with Anne Igeltjørn, co-founder at Inclusive Creation, has evolved from student-teacher to mentor and now business partner. Our journey from the classroom to the boardroom focuses on our shared mission - championing inclusivity. She reminds me every day of the importance of our work and never hesitates to give me a pep talk when I'm feeling discouraged. Without her, the things I get to do, wouldn't be possible.

Empower, Elevate, Embrace

As we celebrate International Women's Day, I want to acknowledge women's roles in shaping the leaders of tomorrow. Here are three key takeaways from my experiences:

• Celebrate Unseen Contributions: Recognize and appreciate the often-unacknowledged efforts women make, both in their professional and personal lives.

• Dismantle Gender Norms: Challenge and dismantle the societal and institutional barriers that perpetuate gender disparities.

• Foster Inclusive Growth: Encourage environments where women's voices are heard, respected, and valued, leading to richer, more diverse outcomes.

I invite you to further explore the principles of inclusive leadership as detailed in "The Sins and Wins of Inclusive Leadership," co-authored with Sumita Kunashakaran. This book embodies our collective insights into fostering a world where inclusivity is not just a goal but a reality. Discover how together, we can make a difference and honor the women in our lives not just today, but every day.

From Margins to Mainstream: Inclusive Leadership in Humanitarian Aid

At the center of humanitarian aid lies a potent but often untapped resource: the direct involvement of marginalized groups in shaping the very initiatives meant to assist them. For the last 25 years, I've worked for world where the voices at the fringes are not just heard but are central to the development process, co-creating solutions for humanitarian aid that are as diverse as the challenges we face.

Empowering Voices in Every Corner

In Mozambique, the University of Eduardo Mondlane has become a beacon of progress, introducing the concept of universal design to its curriculum. This isn't just about creating accessible technology; it's about nurturing a mindset that sees the value in everyone's contribution, paving the way for more resilient and adaptable humanitarian efforts.

Meanwhile, in Uganda, Mfano design studio rewrote the narrative of business development through the lens of inclusivity. By focusing on inclusive business models, they proved that the path to sustainability and impact is through embracing the full spectrum of human diversity.

And let's not forget the years of advocacy in China, where the push for disability rights is slowly but surely changing perceptions and policies, demonstrating that inclusive leadership is not just beneficial but essential for progress.

Key Takeaways for Inclusive Humanitarian Aid

• Embrace Diversity as a Strength: Diversity in thought, background, and experience leads to more innovative and effective solutions.

• Empower Local Voices: Ensuring that those who are directly affected by humanitarian crises have a say in the aid they receive not only empowers them but also enhances the efficacy of aid.

• Promote Universal Design: Implementing universal design principles in humanitarian aid projects ensures accessibility and usability for all, making aid efforts more inclusive and impactful.

Lead with Inclusivity, Win with Humanity

In the realm of humanitarian aid, inclusivity isn't just a buzzword—it's a blueprint for building a world where everyone, regardless of background or ability, can thrive. The work I've had the privilege to do in Mozambique, Uganda, and China serves as a testament to the transformative power of inclusive leadership.

Ready to Dive Deeper? Explore my course on the Fundamentals of Universal Design and join me in shaping a more inclusive future. Together, we can turn the tide of humanitarian aid to foster a culture of empowerment and dignity for all.

Let's not just deliver aid. Let's deliver change.

Turning Community into Opportunity: Lessons from My First Business Failure

I'm sitting on my couch in my living room wearing my Slanket, staring out at the newly fallen snow and pondering why so many startups don't make it past the commercialization stage. My first business failed miserably. Even though I had a vision to unite young people in my community, I faced an unexpected twist right at the start. 🛣️

My Leap into the Unknown 📰

My journey took a sharp turn during my first major media interview. There I am, standing nervously yet eager, in front of the journalist, ready to share the passionate vision behind my and my team's startup. But instead of discussing our innovative approach or the community we aimed to serve, the conversation veered into unexpected territory. 'How do you plan to navigate the new regulations that city hall is set to release next week?' they asked. It was a question that I was unprepared to answer because I had no idea these regulations were set to be enacted and worse, that they would cost my company more than our operating budget for the first year. External factors, like sudden regulatory changes, can pose significant challenges. That moment, under the bright lights and the probing gaze of the journalist, was a profound reality check. 🚧"

Three Key Takeaways for Aspiring Entrepreneurs 🗝️

1. Engage with Your Community: Understanding and integrating into your community can unveil new opportunities and insights critical for your venture’s success and help mitigate external threats and risks.

2. Be Ready to Pivot: Flexibility and the ability to adapt your business model in response to external challenges are crucial for survival and growth.

3. Navigate Regulations Wisely: Familiarize yourself with local regulations to prevent unforeseen obstacles that could derail your startup.

Inclusion as a Guiding Star 🌟

This journey taught me a crucial lesson: inclusion turns community into opportunity. It's not enough to have a groundbreaking idea; connecting deeply with your community and using their insights to pivot when necessary is key to navigating the unpredictability of startup life.

My workshops on inclusive leadership help explore how deeper community engagement can reveal new pathways and turn setbacks into stepping stones. If you're working in the world of entrepreneurship, add me on LinkedIn!

Unlocking Norway's Next Level of Equality: The Surprising Gap in Inclusive Leadership

In a world divided on the topic of inclusion, Norway stands as a leader in achieving equality, yet recent findings suggest we're on the brink of an even greater breakthrough. According to a study conducted by myself and Inclusive Creation AS in 2023, while 72% of professionals believe their companies excel in inclusive management, a staggering 60% report a scarcity of training or resources on the matter. This reveals a crucial opportunity for growth.

Norway's Commitment to Equality: More Than Just Numbers

I take great pride in having lived in Norway for over 13 because it is one of the world's most equal countries, boasting a Gini coefficient of 27.7 as of 2019. This achievement is a testament to our commitment to financial equality. However, equality extends beyond income. The Gini coefficient, while insightful, doesn't capture the full spectrum of societal participation challenges faced by individuals due to disability, age, race, gender, or other marginalized (in particular, intersectional) identities. It's a reminder that our journey towards inclusivity is far from over.

Three Key Takeaways for a More Inclusive Norway

1. Perception vs. Practice: The disparity between how inclusive we believe our workplaces are and the actual support provided highlights a crucial area for development.

2. Broadening Our Definition of Equality: Embracing a more comprehensive view of equality beyond income, acknowledging the barriers that marginalized groups face, is essential for true inclusivity.

3. Actionable Steps Forward: Providing targeted training and resources on inclusive leadership is not just beneficial; it's necessary for fostering a truly inclusive society.

Let's Make Inclusivity a Practice, Not Just a Promise

Norway has the foundation to lead by example in creating a more inclusive world. But recognizing the gap is only the first step. It's time to transform our promises into practice. If you're looking to inspire your leaders and take actionable steps towards inclusivity, I'm here to help. Together, we can ensure that Norway continues to set the global standard for equality and inclusion.

I believe in open data and open access to research, so check out the raw data and dive into the treasure trove of knowledge that awaits for yourself!

Navigating 2024: Unveiling a Trio of Transformation Turning Points

As I wander home after teaching a class on entrepreneurial leadership, I juggle thoughts of the day's work alongside my grocery list. My mind wanders to the challenges I see my clients and partners facing everyday. There are three turning points that are shaping our present and future: Inclusion, Artificial Intelligence (AI), and the Future of Work.

Inclusive Leadership: A Beacon of Change

Firstly, inclusion is not just about policies or numbers; it's about fostering leadership that inspires and motivates. It's about lighting a fire within every manager and business executive to act and think inclusively, and create an environment where everyone feels valued and heard.

Artificial Intelligence: A Double-Edged Sword

AI's transformative power is undeniable. However, I see it continually bringing to light the challenges of biases in data and algorithms. These biases perpetuate social inequities, making it imperative for organizations to navigate AI's implementation with a keen eye on equality and fairness.

The Future of Work: Embracing Gen Z's Ethos

By 2030, Gen Z will dominate the consumer and workforce landscape. This is our queue to rethink our working cultures. This generation values inclusion, sustainability, and diversity, pushing us to upend traditional hierarchies in favor of models that prioritize reverse mentorship and collaborative growth.

Takeaways for Our Journey Ahead:

• Inspire Change Through Leadership: Cultivate a leadership style that encourages inclusivity and innovation.

• Mitigate AI's Biases: Actively work to identify and eliminate biases in AI, ensuring technology serves as a tool for equality.

• Revolutionize Work Cultures: Embrace the values of younger generations by fostering environments that prioritize diversity, sustainability, and inclusivity.

As we embark on 2024's journey of transformation, let's approach these challenges with joy, excitement, and a commitment to making a lasting impact. Together, we can pave the way for a future that celebrates diversity, leverages technology for good, and nurtures the talent of tomorrow.

P.S. if you're looking to dive deeper, visit my website to discover how you can book me as a speaker or workshop facilitator for your next event. Together, let's shape a future that reflects our shared values and visions. ✨🚀

Visit my website to learn more and let's connect!

Review: "Range" by David Epstein

A month ago, I was at a flea market, and my eyes fell on a well-kept book nestled between a dusty porcelain cat and a worn-out board game from the ‘80s. The title? "Range" by David Epstein. Having one of my mentors incessantly praise it, I thought, "Why not?" and with the same excitement as a child finding a forgotten toy, I paid for the book and hurriedly made my way home.

Now, if you're expecting another one of those self-help books that keep churning out the same "10-step plan to success" or a melodramatic epiphany disguised as revelation, then pump your brakes. Epstein's "Range" is like taking a sip from a rich cappuccino when you've been used to instant coffee. It wakes you up, comforts you, and nudges your thinking cap.

As I flipped through its pages, I felt like I was relearning what I knew about success. Epstein contradicts the age-old adage, "jack of all trades, master of none." He convincingly argues that it's not the early specializers who win but the generalists - the explorers who dip their toes in many waters, taste various flavors, and then choose a dish.

But you may be thinking, "Isn’t specialization the key to success and acquiring expertise?". But here's the thing, you’ll achieve an even more robust version of your goals if you dabble in anything that piques your interest and give your attention to understanding the intricacies of whatever topic or issue attracts your attention.

The book isn't just an ode to the wanderers but a well-researched manifesto that cites Mozart, Roger Federer, and even Vincent Van Gogh as examples. Imagine jumping from one hobby to the next, thinking you're being "indecisive," only to realize you're simply on a journey of exploration, much like these greats.

If Epstein’s theory holds true, acquiring a range of experiences, like knitting, gardening, engineering, and acting, will make you a more apt technology developer (with a bit of help, of course). In a sense, Range becomes an advocate for those who wander, question, and embrace the many hues of life.

"Range" by David Epstein feels like a reassuring pat on the back for all of us who felt like we were hopping from one interest to the next without a "true calling" It makes you believe that maybe, just maybe, in today's world, that the secret sauce to not just success but a fulfilling, well-rounded life is exploring new areas of interest. In an era of hyperspecialization, this book is a breath of fresh, diverse air. Highly recommended, especially if you, like me, find joy in everything life offers.

Alt for Norge: The biggest mistake founders in Oslo can make and what reality TV can teach us to prevent it.

7.3 billion Norwegian kroner (approx. 7,300 million Euro) is the value of scaleups - essentially a startup going through rapid growth - in Oslo. The problem for many founders is trying to find the right talent to grow despite a shortage of highly skilled tech professionals in Oslo. To further complicate the matter, even though over half a million people have moved to Norway to help fill those positions, many leave within 10 years.

I want to tell you a story about how I, an immigrant from the US, left a stable job to run a fast-growing company alongside my Norwegian co-founder Anne.

There I am, sitting in my office and grinding my teeth. The tin of makrell og tomat I ate for lunch made the office smell vaguely fishy. The fan on my laptop whirred as it tried to cool down while I slammed each key in response to an email from the university’s accounting department. I read it again for the 2,183rd time. “We can’t accept the 300.000 kroner [approx. 30,000 Euro] payment from your funder in the United States because they won’t accept our contract”. The university’s contract was written in Norwegian and the American funder wanted it in English. I am at a breaking point and this was not the first time. I don’t belong here.

Two years later, I left my job, Anne and I started Inclusive Creation, and are navigating the ups and downs of hiring a new team. I am eager. I belong. And Anne and I work hard every day to make sure our team feels like they belong. The lesson? For immigrants, like myself, feeling connected to your new home is vital. This is why Anne is the hero of this story. She is the reason the four of us feel like we belong.

When a company starts to scale, I imagine a lot of founders think “Where are we going to find talented people to join us?!” My first thought was whether Anne and I could help the rest of our team connect with life in Oslo. That’s why hiring a team is like shopping at a loppemarked. You have to beat all the second-hand shop owners from grünerløkka who are looking to triple their investment in every knickknack they can find. You see, the big consultancies can afford to offer billion kroner salaries to 6-year-olds who show a passing interest in Minecraft. But you have to work smarter, and if you want to attract the best talent, looking abroad can help you scale quickly.

The challenge isn’t attracting people to come to Norway. Show them a nice video of the Northern Lights and hand them a job contract. But they will stay if they feel like they belong. The lesson for scale-ups, incubators, and business developers in Oslo is that you cannot rely only on Norway’s high quality of life, absolutely stellar weather, and world-renowned cuisine to keep talent. You have to give people a sense of belonging.

Alt for norge is a reality tv show that pits Americans against each other to see who can be the most "Norwegian”. Alt roughly translates to everything. I want you to remember the word “Alt”. The talent you need is willing to give alt to come to Norway and I want you to give ALT back - Accept, Learn, Think.

ACCEPT that they are going to miss home. If they complain, it’s not because they hate it, it’s because they want you to empathize with them. If they complain about the food, take them to the shops in Grønland. You’ll probably come away with more recipes and ideas for dishes than you could ever imagine. If they complain about the cold, explain how many pairs of ullundertøy and brodder they’ll need to survive the winter. If they complain about the dark, introduce them to the ways of hygge.

LEARN about them and their culture. If you want to make an immigrant cry with happiness, give them something that reminds them in some small way of their home. If a coworker ever bought me a box of Kraft macaroni and cheese or girl scout cookies, I’d probably break down into tears of joy.

THINK about what it took for them to get here. A lot of immigrants come from humble backgrounds. Even if they’re highly educated or wealthy, they may not have come from a place with the safety and security of Norway. Think and reflect on their resilience and strength and acknowledge and validate their experiences.

Immigrants have given Alt for Norge to work at your company. Can you give ALT back to them?

This is why my mom threw her new printer across the room and why it's not her fault

In an excited rush, my mom drove to the store with the sole purpose of buying a new printer. Toe-tapping on the gas pedal, she was intent on waking up the next morning, making her cup of tea, and sitting at her kitchen table while she looked bemusedly at freshly printed pictures of her new grandson stuck to the white enamel door of her refrigerator. Little did she know of the mayhem that was about to unfold in her tiny, second bedroom turned office. After some negotiating and chiding from an “expert” sales associate in his ironed blue polyester polo shirt, she swiped her credit card and managed to just lift the heavy piece of machinery out of her cart and into the back of her well-worn grey Toyota. You’d imagine she was carrying a lost artifact to a museum, the care she took navigating the winding hills and lanes back to her house in the country. With even more effort and care, she lifted it out of her trunk and proceeded to push the heavy box across the house and into her floral wallpapered office.

The excitement of a 10-year-old on Christmas doesn’t compare to the absolute glee she experienced pulling the styrofoam packaging and plastic-wrapped components and black and grey cables out of the box. Without a second thought, she began connecting inputs to outputs and soon she stared face-to-face with her monitor as a sea of windows erupted onto the screen. “Install this!” “Check that!” “Click here!” The computer was inundated with notification after notification as her excitement turned to confusion. Luckily, she had a secret weapon! It was the same trick every parent in the last 100 years has used when facing the obstacle of a new piece of technology. “I’ll call my son!” she happily thought. Quickly pressing 1 on her speed dial, my brother's voice greeted her on the other end and the two of them set out to work. “Click the button that says ok” “Wait not that button” “What does it say now?” “Is it turned on?” “Not the computer, the printer!” After a grueling 90 minutes of sweat and a sore back from plugging and unplugging the printer over and over, my brother had to end the call to go to work. My mother was left staring at a blank screen with a printer that could only print the words “Test Page” over and over again as if that were its only purpose in life. Her kitchen alarm went off. She had set it to remind her when she was supposed to start making dinner and that shrill noise fueled her growing despair and frustration with each “beep beep beep beep”. After a minute and when the timer finally gave up she quietly reached down, lifted her brand-new printer, and with all the strength in her 5’ 7” body, threw it against the wall.

Technology should never drive us to anger. My mom’s experience is something that many of us share - the feeling of anger, frustration, and exasperation when a piece of technology isn’t usable. And this has nothing to do with you or me or my mom. It has to do with the way technology is designed. When technology fails to meet the basic expectations of its users, it’s not the users that are at fault. It’s the lack of attention to user experience, usability, and accessibility that has failed us. And when that inattention prevents a student from participating in class, an employee from doing their job, or a friend from enjoying their hobbies, it’s no longer an “option” or a “nice to have” for that technology to be inclusively designed. It becomes an issue of our basic human rights. Unusable and inaccessible user interfaces are not just a technical challenge. It’s a social challenge because it’s through our educational systems, our industries, and our politics that technology developers don’t have the opportunity to gain the skills necessary for universally and inclusively designing their products and services.

The Norwegian Authority for Universal Design of ICT says that inclusive design is “necessary for some and good for everyone”. I want to take this a step further. Universal design is absolutely necessary for some, but it’s awesome for everyone because when a programmer works with persons with disabilities to ensure their software is accessible and usable for them, it will work better for me, for my mom, and for you.

The 7 Lovely Wins of Inclusive Leadership

Inclusive leadership is about using your position as a leader to create a more inclusive workplace for everyone. It is about recognizing your power and privilege as a leader, seeking an understanding of the needs of diverse teams, and creating an environment that allows everyone to succeed. Inclusive leadership is important because it helps create a culture of respect, acceptance, and collaboration among employees. It also helps to foster innovation and creativity by providing a safe space for people to share their ideas without fear of judgement. It can help reduce turnover rates as employees feel valued and respected and that they belong in their work environment. By investing in inclusive leadership training and practices, companies can ensure they are creating an equitable workplace for everyone. The 7 Lovely Wins of Inclusive Leadership are drawn from Dr. Anthony Giannoumis’ motivational keynote on Inclusive Leadership.

1. Inclusive design is necessary for some but awesome for everyone. It’s a new way to design with extreme users and stakeholders.

2. Gamification drags your team out of their phone and into the zone. Make inclusion a competition to turn sighs into allies! 

3. Hiring a "good fit" and a "better add". Cognitively diverse teams outperform the competition. Difference is in demand. 

4. It’s dangerous to go alone, but reverse mentoring surrounds you with support so you can see yourself in 360 degrees. 

5. Non-violent communication turns vulnerability into validation and diverse teams into innovation machines. 

6. Inclusion is not being color blind. It’s the opposite. Seeing in color enables you to overcome any adversity to diversity.

7. You messed up but saying “I'm sorry ok?”, doesn’t cut it. Learn to apologize or get ready to eulogize your reputation.

This is why reverse mentoring will change your work and life.

Mentoring is one of the key drivers for women’s success in nearly all industries. However, reverse mentoring can also benefit both the mentor and mentee alike. Reverse mentorship inverts the traditional mentor-mentee relationship. Professionally, reverse mentors are often junior to their mentees and can provide critical insights on their leadership and career. Being a reverse mentor helps showcase the value you bring to a team and consider new pathways for your own career advancement. The first step to reverse mentorship is creating trust between the mentor and mentee. Since the typical power relationships are reversed, reverse mentors must be able to trust that their advice will be taken seriously. If you have a typical mentor, you can offer to be their reverse mentor and help them see their work and position from a different perspective. As a reverse mentee, you have to open yourself up to receiving advice from someone who is junior to you, and be able see the value in their perspective. It’s the reverse mentor’s responsibility to give you a critical appraisal of your work from their point of view, and it’s the reverse mentee’s responsibility to take action on that advice. Who makes great reverse mentors? Ideally, reverse mentors are about three to five years junior to their mentees. This enables them to give you the perspective of the next generation of professionals and gives them the chance to think critically about the next stage of their careers.

Investing time and effort in reverse mentoring and being a reverse mentee will give you new opportunities to advance your career in ways you wouldn’t expect.