Muffet McGraw’s equality speech | Seeing is believing!

My take on Muffet McGraw’s equality speech:

✅ She said what she felt needed to be said and has every right to do so.

✅ She was prepared – concise and organized – with relevant facts to back-up heartfelt frustration.

✅ It’s 2019. Are we really still having this conversation?

 

I – like Muffet – am tired of the novelty…

We can do better. And we will, when we find common ground.

I’ll say that last part again: “… when we find common ground.”

Until then, most times it continues to feel like ‘he said – she said’, men vs women / women vs men; contentious, fragmented, broken, tiring.

Common ground feels strong, united, inclusive, energizing!

In my opinion, if we want to ensure that our daughters and grand-daughters are not having this exact conversation 20 or 30 years from now, we need to boldly and radically change the conversation – and we need to do it NOW.

 

The question is: Are we ready for an up-leveled conversation?

Here’s some conversation starters for you to ponder:

✅ If we want a level playing field, leave gender out of it.

✅ It’s not either/or. It’s both. That’s equality.

✅ Every player (leader) deserves the opportunity to make a world-class impact.

Focus on commonalities and the conversations that bring us together.

Need some helping getting started?  How about?

✅ Let’s talk about the future talent crisis and if we’re prepared for it.

✅ What future do we want for our kids? Our legacy.

✅ Our level of fulfillment, satisfaction, wholeness and completion as leaders.

 

Seeing IS believing!

My work summed up in three little words.

When I SEE myself in a certain position, opportunity or organization, I BELIEVE that I BELONG there. If I easily SEE it as a possibility, it will happen. And in most cases, it will happen faster. If I don’t easily SEE it as a possibility, the opportunity passes by, and progress stalls – yet again.

Are we ready to approach progress differently?

When I decided to join municipal politics, I searched for ‘my people’.

Do I belong here? Thankfully, I met two amazing women leaders who I related to. They are real and relevant to me. As a result, I was able to positively identify myself as a potential leader in municipal politics, an elected position held in my community for seven years because I, too, wanted to be able to help other women self-identify as potential political leaders.

When I look at your organization, I also search for ‘my people’.

Do your leaders reflect your stated core values? You say that diversity is important to you yet I find it challenging to easily find evidence of that when I observe your executive team, review your communications or website to learn about the strategic priorities you are currently taking action that demonstrate this core value in a simple, tangible and measurable way. Do I belong here?

Perhaps I’m missing something; but if I am, then so is the rest of your audience, including the talented, emerging leaders coming up behind us.

We are relevant for the future?

A great deal of resources are spent endeavouring to ensure organizations are relevant, top-of-mind and recognized as leaders in their areas of excellence. Does that effort extend to ensuring future relevance not only in product + service offerings but also in workplace culture?

We know that Canada’s biggest demographic wave in history is inching towards retirement in 2030. Yet how much time do you spend discussing who you need to be five or ten years from now in order to attract and retain highly engaged talent? Are we creating that culture? Will you be relevant? Do I belong here?

We can do better. And we will, when we find common ground.

At PowHERhouse, we believe that every leader deserves the opportunity to make a world-class impact.

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About Charlene SanJenko

Charlene SanJenko, Founder + CEO of PowHERhouse Media Group, has worked intimately with thousands of women over the past 17+ years to understand what they need to fully integrate excellence and fulfillment in all areas of their lives. www.powherhouse.com