Greg Morley

That we could say just because we're in a certain place in a certain part of the world that we're not taking part of this discussion. Back to my recent visit to Cognac, they're doing some amazing work on the cognitive diversity element. They're doing some great work on bringing different ability individuals from the community to work in the facility there.

That we could say just because we're in a certain place in a certain part of the world that we're not taking part of this discussion. Back to my recent visit to Cognac, they're doing some amazing work on the cognitive diversity element. They're doing some great work on bringing different ability individuals from the community to work in the facility there.

So in terms of diversifying the way they work, they're doing it really well in their context. And that's what I think it looks like when it's done well anywhere in the world.

So in terms of diversifying the way they work, they're doing it really well in their context. And that's what I think it looks like when it's done well anywhere in the world.

I was talking with somebody earlier today and we were talking about career management and this person said a number of years ago, I would have been very hesitant to even raise my voice in terms of being interested for other roles. I mean, you imagine like that kind of energy and enthusiasm for one's career and the person felt, I'm not sure that that's the right call for me to raise that.

I was talking with somebody earlier today and we were talking about career management and this person said a number of years ago, I would have been very hesitant to even raise my voice in terms of being interested for other roles. I mean, you imagine like that kind of energy and enthusiasm for one's career and the person felt, I'm not sure that that's the right call for me to raise that.

So what happens in that situation is that person would ultimately leave the organization because they would feel safer somewhere else than in the organization. I think that has, as she said to me, fundamentally changed so that she feels liberated to have those discussions. And that's what I hope those are the kinds of conversations we can have more of to help

So what happens in that situation is that person would ultimately leave the organization because they would feel safer somewhere else than in the organization. I think that has, as she said to me, fundamentally changed so that she feels liberated to have those discussions. And that's what I hope those are the kinds of conversations we can have more of to help

organizations and the leaders in organizations understand that bringing forth the ideas of everyone in the organization is good for the organization and good for them as leaders. So there's personal interest as well in their success.

organizations and the leaders in organizations understand that bringing forth the ideas of everyone in the organization is good for the organization and good for them as leaders. So there's personal interest as well in their success.

I'm thrilled to have heard that from this individual. And I was even more thrilled to have heard it from this individual because she's a person of color. So she feels like in an organization like ours, which can be traditional, relatively male dominated and relatively not color oriented that she feels like now she has a place. So that to me is huge progress. And I felt very good about that.

I'm thrilled to have heard that from this individual. And I was even more thrilled to have heard it from this individual because she's a person of color. So she feels like in an organization like ours, which can be traditional, relatively male dominated and relatively not color oriented that she feels like now she has a place. So that to me is huge progress. And I felt very good about that.

And it's not to say that we have finished the job because I hope that there are more individuals like her who feel like they have a place to grow and they have a voice to be heard. So in that way, if I think about your intention in this podcast.

And it's not to say that we have finished the job because I hope that there are more individuals like her who feel like they have a place to grow and they have a voice to be heard. So in that way, if I think about your intention in this podcast.

The more I get close to finishing the book, the more excited I get about it. So this is an effort I started a couple of years ago. And it was an idea that actually somebody gave to me and said, hey, you know, you've got these experiences that you really have an obligation to share. And I had never really thought of my experience as an obligation to share.

The more I get close to finishing the book, the more excited I get about it. So this is an effort I started a couple of years ago. And it was an idea that actually somebody gave to me and said, hey, you know, you've got these experiences that you really have an obligation to share. And I had never really thought of my experience as an obligation to share.

But when this person gave me that advice, I thought, okay, maybe I could do this. So we started to pull together some ideas about what does it take for any organization to create that true sense of belonging?

But when this person gave me that advice, I thought, okay, maybe I could do this. So we started to pull together some ideas about what does it take for any organization to create that true sense of belonging?

Whether it's a big organization like LVMH or a volunteer organization like Hong Kong Gay Games, there are certain elements that bring people closer to the mission, create a safe working space and create a place where people want to thrive and grow.

Whether it's a big organization like LVMH or a volunteer organization like Hong Kong Gay Games, there are certain elements that bring people closer to the mission, create a safe working space and create a place where people want to thrive and grow.