Being Tolerant is for Cowards

WANT TO BE AN INCLUSIVE COURAGEOUS LEADER? IT STARTS HERE! It's easy to be courageous when someone is there to help you out. Finding your voice takes less effort when the odds are in your favor and the risk is low. It has been said, "When a community excludes even one member it's not a community at all!" Too often we talk about the need for tolerance as though that is sufficient. Becoming tolerant is not a destination; it is a step on the journey to valuing and respecting others. Would you feel that you're being tolerated; it seems like someone is putting up with you. This feeling can have a detrimental impact on the morale, engagement, and productivity of individuals in the workplace, on teams, on the success of leaders, and the effectiveness of organizations. The most important asset an organization has lies between the ears of its people. We asked over 10,000 people in 14 organizations; what percentage of your best efforts do you give at work on a regular basis? 57% self-stated they give less than 100% effort on a regular basis. When asked what would incentivize them to give more effort in the workplace; the number one answer wasn't pay, perks, or benefits. The top answer was having a boss that treats me with dignity and respect! Building respectful inclusive places to live and work requires disruptive leaders a disruptive leader isn't afraid to shake things up, is always looking for better solutions, and improve processes with a purpose. Achieving your purpose demands preparation and planning this book will help you achieve that in four ways, as an individual, a team, a leader, and an organization.

WANT TO BE AN INCLUSIVE COURAGEOUS LEADER? IT STARTS HERE! It's easy to be courageous when someone is there to help you out. Finding your voice takes less effort when the odds are in your favor and the risk is low. It has been said, "When a community excludes even one member it's not a community at all!" Too often we talk about the need for tolerance as though that is sufficient. Becoming tolerant is not a destination; it is a step on the journey to valuing and respecting others. Would you feel that you're being tolerated; it seems like someone is putting up with you. This feeling can have a detrimental impact on the morale, engagement, and productivity of individuals in the workplace, on teams, on the success of leaders, and the effectiveness of organizations. The most important asset an organization has lies between the ears of its people. We asked over 10,000 people in 14 organizations; what percentage of your best efforts do you give at work on a regular basis? 57% self-stated they give less than 100% effort on a regular basis. When asked what would incentivize them to give more effort in the workplace; the number one answer wasn't pay, perks, or benefits. The top answer was having a boss that treats me with dignity and respect! Building respectful inclusive places to live and work requires disruptive leaders a disruptive leader isn't afraid to shake things up, is always looking for better solutions, and improve processes with a purpose. Achieving your purpose demands preparation and planning this book will help you achieve that in four ways, as an individual, a team, a leader, and an organization.

Craig B. Clayton, Sr. serves as Global DE&I Consulting Practice Leader for DHR Leadership Consulting. With more than 20 years of experience as a diversity and inclusion consultant, he provides organizations with resources to leverage the increasing diversity of their workforce, workplace, and marketplace in tangible and profitable ways. Craig specializes in providing his clients with executive strategies and business practices that create measurable processes to improve performance, productivity, and profitability through creating culturally competent leaders and organizations. His approach integrates inclusive strategies to recruit, hire, onboard, develop, retain, and promote talent, including creating inclusive succession plans and performance management practices. An international consultant, his work has spanned many countries including Mexico, Brazil, China, Belgium, the Philippines, Indonesia, Singapore, and South Africa. Working with clients in all industries, he has established diversity councils, created business resource groups, developed supplier diversity programs, integrated learning and development into talent management processes, and created accountability models measuring the fiscal impact of workplace equity. Craig developed and uses multiple proprietary metrics to support his clients' success, such as the "Diversity Profit Equation" linking inclusive human capital models to the top line (revenue growth), the bottom line (cost reduction), and the pipeline (recruiting, retention, and talent management) in quantifiable ways. Prior to joining DHR, Craig founded and led Equitable Workplace Institute and Inspirar Consulting where he created, developed, trained, and implemented strategic approaches to creating equitable workplaces. In addition, he served as Partner: Executive Strategy at Talent Dimensions and served for 20 years as the Director & Diversity Strategist for the University of Houston's International Institute for Diversity & Cross-Cultural Management. Craig is a sought-after unconscious bias speaker and diversity keynote speaker for conferences, corporate retreats, and association events. He has been interviewed on radio and television, including PBS, ABC, CNN, CBS, NBC, and Fox Affiliates. Craig also filmed a special on PBS focusing on "Corporate Bullying – The New Sexual Harassment in the Workplace." He is the author of Being Tolerant is for Cowards, a book providing readers with a pathway to building an inclusive organizational culture based on respect and courageous, disruptive leadership.