Before "Just Work" hit the shelves, we got a chance to sit down with Scott and Trier Bryant, co-founder and CEO of Just Work, which aims to help companies put the principles of the book into practice. Today on the Review, we spike out five lessons from its impactful pages and weave in additional insights from Scott and Bryant in our exclusive interview with the duo. What follows is an essential guide that leaders and their employees need to create a more just workplace and transform careers for the better — with Scott's signature knack for creating playbooks folks can apply right away.
Here's a sneak peak at the lessons:
Lesson #1: We all have a role to play. “No leader I’ve ever talked to has said, ‘I want to create the kind of environment where I can coerce everyone.’ I’ve also never met a single leader who says, ‘I want to create an organization that demands conformity.’ We know that’s not going to create good results or produce innovation. And yet too often, that’s exactly what happens," says Scott.
Lesson #2: We need a framework to go deeper than unconscious bias. “Kimberlé Crenshaw says, ‘You have to name it in order to solve it. So step one is how do you name these workplace injustices and the root causes so we can identify the solutions?” says Bryant.
Lesson #3: Hold up a mirror to bias with "I" statements and bias interruptors. “As you start having more diverse teams, your proximity to working with people that have different identities and different intersections than you is going to increase the amount of bias that can creep up in those situations,” says Bryant.
Lesson #4: Confront prejudice with "It" statements and clear standards for conduct. "Too many leaders act as if creating fair and equitable working environments is somehow separate from their core job," says Scott.
Lesson #5: Don't make exceptions for the "brilliant jerk" — confront bullying with "You" statements & clear consequences. "Atlassian provides a great example of a performance management system that actively punishes bullying. Managers rate employees along three different dimensions: how they demonstrate company values, how they deliver on expectations of their role, and the contribution they make to the team. Employees get a separate rating for each of those areas, not just an average rating," says Scott.
As always, thank you for reading and sharing!
-The Review Editors