On Monday was Mayor Carter’s annual State of the City. I thought the Mayor did a solid job dynamically conveying his strong sense of optimism. He reminded us of the city’s core values of resilience and innovation. A quote that grabbed me: “our greatest asset is the strength of our unity.” We really value that commitment as well, and we are on board to do our part. Of particular interest to me were Mayor Carter’s comments on the Downtown Alliance’s Downtown Investment Strategy. He highlighted both the policy objective to establish an incentive to convert downtown underused/vacant commercial buildings to residential and the proposed renovation of the Xcel Energy Center, “a venue that exemplifies the vibrancy the City has to offer.” We are strong supporters of both! It’s a great day for our region’s talent development work. Your Chamber, along with the Minneapolis Regional Chamber, the cities of Saint Paul and Minneapolis, and the WIBs serving Ramsey, Hennepin, and Carver counties, have been awarded a Drive for Five Grant from DEED! First off, the grant: The Drive for Five Workforce Initiative is a major new effort to prepare more Minnesotans for high-demand jobs in five occupational categories: technology, labor, caring professions, manufacturing, and education/professional services. Drive for Five prioritizes training for populations that face the largest disparities in employment: people of color, people with disabilities, people who lack stable housing, and other people who face barriers to family-sustaining employment. We have branded our program “Elevate Futures – MSP.” The ”Dream Team” listed above is committed to partnering with job training entities, and then facilitating both employer readiness training as well as job fairs/matching sessions. Our intent is to develop this regional work such that it can continue and even expand after the initial grant’s funding ends. We’ve been preparing – hoping – for such an announcement, and we all are thrilled (though it will take some time to get ramped up). Stay tuned for more information on this, in case you are interested in exploring if this program would be helpful for you in meeting your own organization’s workforce needs. To provide more color to the Elevate Futures – MSP project, I am happy to share more details. The vision for EF-MSP to provide employer engagement for job placement and provide employers with DEI training. These services are designed to create and support a regionwide talent development system that addresses employers’ need for skilled employees and connects jobseekers to careers in high-demand occupations. The project will focus on the cities of Minneapolis and St. Paul, which have multiple neighborhoods that experience persistent poverty, unemployment, and underemployment and on the metro suburbs, which also have growing pockets of poverty. We will engage employers through a variety of opportunities across the Twin Cities metro designed to connect and match employers with jobseekers, including Job Fairs, Occupation-Specific Hiring Events, a Mock Interview Corps, and Employer Job Quality Initiative (EJQI). We also will provide DEI and Job Quality training to help employers remove barriers, improve workplace culture, and offer jobs that lift up workers and families and makes their businesses more competitive. Our ultimate goal is to support recruitment and placement for at least 120 individuals across the metro area in high-wage employment ($25+/hour) in the target sectors. Because we were just notified of this award, we await further guidance from DEED relative to timing of funding. In the meantime, though, know that employer readiness training already is underway. Look for Employer Readiness programming already underway on the SPAC or MRC calendar!
Again, stay tuned. Should your organization be interested in participating in this program, we’ll schedule an informational Zoom meeting to review program and introduce next steps. See you in the trenches, B
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Oh What a Night, indeed!!! We are still glowing from a fabulous Annual Meeting last week. You have told us this was our best one yet. And 156 years in – that’s saying a lot! From the amazing guests to the beautiful space to the impactful speakers…our team feels so proud! And so many of you who sent encouraging notes after the event. More than you know, your feedback encourages us. So I say back to you, THANK YOU! I walked through the room more than once that evening, saw many dear friends, met several more. It feels so good to be among smart, talented people like you, and know that we have the tremendous privilege of serving you.
Our emcee, Jeff Aguy, was joyful and inviting. If you don’t know him, make it a point to introduce yourself. He is an extraordinary person. Thanks, too, to our 2024 Board chair, Lea Hargett. I am lucky to get to work alongside her, learn from her. And the guest speakers! They were great. More than one of you expressed later that you hadn’t been sure how they would tie together; after the event you said, “aah, now I get it.” I love that. Each demonstrated and amplified this idea that systems change is underway. Senator Norm Coleman reminded us of the importance to work collaboratively; business, public sector, and philanthropy must work together, hand in glove, to do the work. And he reminded us that we need to “Show up – that’s how we work together.” Tonya Allen is a force; she talked about the GroundBreak Coalition and reminded us that, “power is the ability to change the rules.” And Ling Becker? She is a tremendous advocate for tomorrow’s leaders. She spoke about our youth, the opportunity they represent, and reminded us that we don’t have to help everyone – but we CAN help at least one. She encouraged us to “help mentor just one other person, and think what that could do.” Our theme for this year’s annual meeting was, “Building a New Table.” Last year we talked about Investing in Tomorrow. New people, new ideas, new technologies. We continue to see these themes manifest. We also talked about uncertainty…change is hard and we’re not always sure about where we fit. The idea of Building a New Table continues this theme. And it comes from you. Because this past year I kept hearing a question. Time and again, across so many conversations, you asked me: “How can I get connected? Am I invited? I’m not sure I belong YET.” Others of you wanted to throw up your hands saying, “I’m not sure if I belong ANYMORE. Business doesn’t seem welcome at the table. I don’t feel like I am invited along where you’re going.” The answer to each of these questions is a resounding YES. I submit that our very future depends on that yes! And as we build more new relationships, I have one more thought to consider in terms of HOW we do that. At this new table, the art of humble inquiry (based on a book by that name) couldn't be more important. We are in a culture that loves talking, loves telling. We need to learn to ask better questions because we operate in an increasingly complex, interdependent, and culturally diverse world. We couldn't possibly understand what others in the room know. Asking rather than telling invites people in. As we all stretch towards tomorrow, wrestling with change and its impact on our lives and our businesses, I ended my comments last Thursday with encouragement: don’t abdicate, don’t walk away. Instead, lean in and let’s continue wrestling together. “Change does not roll in on the wheels of inevitability, but comes through continuous struggle” (Martin Luther King, Jr.). We, too, are driving towards a wider horizon, disorienting though it may be. And we are not alone. See you in the trenches, B Before I get to my thoughts for the week, I have a shout-out and a reminder. First, the shout-out. Last week we were honored to attend the 15th Annual Welcome Back Legislators Reception, hosted by our friends at Visit Saint Paul, sponsored by the St. Paul Area Chamber, and many of our members. We had the chance to connect with the Saint Paul legislative delegation, Mayor Carter, the Saint Paul City Council, and members of the Ramsey County Board. And many of you! I’m always glad for these opportunities, to reconnect with friends and get to know our public servants just a little bit more. Next, the reminder. Yes, this is the week of our 156th Annual Meeting! This event will be bigger than ever, and we look forward to seeing you! If you’re not able to attend this year, please find other ways to find your “seat at the table.” You can join a committee, attend other amazing events, join a DEI Collaborative cohort, join the PAC. We activate may of our priorities through our committees, and we need you!
My thoughts this week are about Black History Month. A friend shared with me two articles in Twin Cities Business, from their regular column, “Forward,” on equity and inclusion in our business community. The first article is “Centering the Black Experience in DEI Work.” I found it compelling. Seena Hodges is Founder and CEO of The Woke Coach. She also is an author and speaker. In this column Hodges drew me in with her response to questions she gets through sessions she leads: “‘Isn’t diversity about more than just blackness?’ ‘What about x, y, or z?’ ‘Do we really have to talk about Black people?’ My response is yes, and…” Hodges says that, when we talk about diversity but we don’t specify that we’re actually talking about race, we’re conveniently not talking about the system of racism. That was new for me. Here is Hodges’ tip for allies: From Hodges: “Centering race is your path to the most good because racism is one of our country’s most persistent problems that we have not gotten our arms around. While conversations about race seem like they’re everywhere, in these conversations, we don’t talk about race directly, so we keep not getting to the roots of the issues. Throughout my career, I’ve sat in rooms of people talking about diversity, and they use that word, but they’ve never put an adjective in front of diversity. “Diversity” has allowed people to think they’re talking about race without actually saying the word race. How can we possibly address something we can’t even say out loud?” Hodges’ advice: “I always encourage people to use an adjective when they use the word “diversity” because it’s the only way to talk about the truth of our circumstances. If you mean racial diversity, say that. If you are talking about neurodiversity, say it. We can’t make progress without being specific and honest in our conversations. The lack of honesty allows us to make assumptions and that doesn’t help any of us.” The second article I read is, “Leading Forward: Black Leaders on the Black Experience.” Hodges asked a few local Black professionals, “As a leader in your industry, what is one thing you wish people knew and/or understood about the Black Experience?” Read the entire article for the full experience (you’ll recognize friends there!); I’ll leave you with the one response that gripped me most: “As a Black leader, I wish more people–especially white leaders–understood a crucial truth: the Black experience is central to America’s story and its present challenges. Our nation’s history of racial imbalance isn’t just a backdrop; it’s a key to understanding and improving everything, from our communities to our businesses. Being anti-racist isn’t an option for leaders; it’s a fundamental duty. It’s about recognizing that liberating Black people is essential for the health and progress of our entire society. When Black Americans are restricted, everyone’s potential is limited.” –Dara Beevas, Founder & CEO of Wise Ink Publishing, Author, and Speaker See you in the trenches, B Minnesota’s 2024 legislative session started last week. Bill introductions are moving fast again this year. I hope you’ll follow our Advocacy News to keep abreast of the issues your Chamber is tracking. You can subscribe HERE. Also last week, we participated in the 2nd annual Black Entrepreneurs Day at the Capitol. The rotunda was full of more than 200 people, who rallied together and then prepared to speak directly with legislators. Organizer Sheletta Brundidge also invited other speakers to lend their voice. I was impressed by the potency in the room, both in terms of the number of people and the energy they brought to the moment. A takeaway for me came from one of the speakers: “people show up participate, make demands of their legislators. On Black Entrepreneurs Day, we want to amplify that ‘we the people’ means everyone.”
Week 3 of Leadership and Self-Deception: “The Deep Choice That Determines Influence.” More on this idea of operating “outside the box,” seeing our colleagues and team members as individuals, not just objects or numbers. One of Tom's team members had done something wrong, and he’d corrected her. But he’d done so with arrogance and dismissiveness. The right thing in the wrong way. “People primarily respond not to what we do but to how we’re being – whether we’re in or out of the box toward them.” Tom asks a questions I’ve wondered too: “how can you conduct a business seeing others as people all the time? Won’t you get run over doing that?... Isn’t it a bit unrealistic to think that you have to be that way at work, when you’ve got to be fast and decisive?” The key: if we are dealing with a team member on a hard issue, how we handle the situation and the person matters. If I’m “in the box,” seeing her as an object or as less important than I am, the real question is: after the correction, have I invited her to be more enthusiastic and creative about her work or less? Tom needs to figure out how to uphold standards and expectations while also being “out of the box,” seeing others as humans, and addressing them as equally valuable. Absent that, he may solve the immediate problem but create others in its wake. Being “out of the box” doesn’t make me soft . Being “in the box” doesn’t make me decisive or tough. It goes beyond behavior, to the being of a person. The approach. The mindset. “Ultimately, we can be tough and invite productivity and commitment, or we can be tough and invite resistance and ill will. The choice isn’t to be tough or not, it’s to be in the box or not.” There’s something deeper than behavior that determines our influence on others – it’s whether we’re in or out of the box. When I’m in the box my view of reality is distorted – I see neither myself nor others clearly. I am self-deceived. And that creates all kinds of trouble for the people around me. Bud then gave Tom a challenge that I’m taking on as well: “think about the people you work with and ask yourself whether you’re in or out of the box toward them. And don’t lump the people into an impersonal mass. Think of the individuals. You may be in the box toward one person and out of the box toward another at the same time.” What we do with that exercise I’ll share next time! See you in the trenches, B Last night was the MN Chamber’s annual Chamber Priorities Dinner. We had a table with fabulous guests, and the room was packed. Doug Loon laid out his priorities for this year’s session, which include improvements to Minnesota’s permitting process, no additional taxes, as well as a more balanced approach to employment related policy (workplace mandates). The takeaway comments for me came from an unlikely source – Kirk Cousins, Minnesota Vikings quarterback. He said, “commerce is the engine of society.” I couldn’t agree more. And we want to do all we can to support the growth of commerce. In the words of one of our upcoming Annual Meeting keynote speakers, Senator Norm Coleman, “the best thing we can do for families and our state overall is to ensure everyone has the opportunity for a good paying job.”
Week 2 of Leadership and Self-Deception: “Getting Out of the Box.” The question this week: Do I actually provoke people to resist me? When I’m trying to work with a “difficult” person, when I go out of my way to try to connect with this person, what am I most interested in – her or her opinion of me? Bud and Tom are continuing in their discussion of self-deception, about the importance of sincerity. The principle here is that leaders who are “in the box” create or exacerbate problems by trying to manipulate others. My motivation comes through regardless of my words. Others sense how I really feel about them and respond in ways that may be the opposite of what I want. Bus talks about one leader, Lou, who inspires devotion and commitment in others, even though he is interpersonally clumsy. People love working with him and they get results. “Then we have Chuck, who has a very different influence. Though he does all the ‘right’ things interpersonally, even if he applies the latest skills and techniques to their communication style, it doesn’t matter. People ultimately resent him and his tactics. And so he ends up failing as a leader – failing because he provokes people to resist him.” Pause…I’ve done that. I’ve all the said right things to someone all while thinking all the wrong things… People recognize and resent insincerity and manipulation. I sometimes think this is instinctual. We can “feel” it. And it doesn’t matter what management technique I use—managing by walking around, practicing active listening, or showing interest by asking personal questions. People pick up on and respond to the feelings behind my actions . Self-deceived leaders who try to manipulate others provoke them to resist. In contrast, an out-of-the-box leader knows “how much smarter smart people are, how much more skilled skilled people get, and how much harder hardworking people work when they see, and are seen, straightforwardly – as people.” Powerful! See you in the trenches, B |
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