Greg Morley

Execution might align with the people below the leader, but the leader's voice serves as a signal of endorsement, setting the stage for everyone else to follow suit.

Execution might align with the people below the leader, but the leader's voice serves as a signal of endorsement, setting the stage for everyone else to follow suit.

The power of a leader's voice goes beyond, I think, what we can imagine. I have had many situations in my career where individuals who worked for me or with whom I worked or we worked on projects together would mimic back to me things that I had said to them that had an impact on them, either an impact on them personally or their career or the work they were doing.

The power of a leader's voice goes beyond, I think, what we can imagine. I have had many situations in my career where individuals who worked for me or with whom I worked or we worked on projects together would mimic back to me things that I had said to them that had an impact on them, either an impact on them personally or their career or the work they were doing.

And those are things I don't even remember saying. And as leaders in an organization at whatever level, don't underestimate the power of your voice and your presence. And in my six years at Moet Hennessey, working on launching and working on diversity, equity, and inclusion.

And those are things I don't even remember saying. And as leaders in an organization at whatever level, don't underestimate the power of your voice and your presence. And in my six years at Moet Hennessey, working on launching and working on diversity, equity, and inclusion.

The number one key to success of having a great outcome or great outcomes was that for a period of time, the CEO, who's a very respected individual in Moet Hennessy and in the LVMH group, would, every time he stood in front of a group, talk about why it's important that we have a diverse and inclusive organization. He didn't have to spend 15 minutes.

The number one key to success of having a great outcome or great outcomes was that for a period of time, the CEO, who's a very respected individual in Moet Hennessy and in the LVMH group, would, every time he stood in front of a group, talk about why it's important that we have a diverse and inclusive organization. He didn't have to spend 15 minutes.

He could spend two minutes talking about why that was important to the innovation, the evolution, being an attractive company, being an attractive brand or brands to consumers, knowing consumers, all of these things. People pick up on that. Now, he probably would do that in a talk of 25 or 30 minutes. He'd take a minute or two to talk about diversity and inclusion.

He could spend two minutes talking about why that was important to the innovation, the evolution, being an attractive company, being an attractive brand or brands to consumers, knowing consumers, all of these things. People pick up on that. Now, he probably would do that in a talk of 25 or 30 minutes. He'd take a minute or two to talk about diversity and inclusion.

It made a huge difference because people picked up on those cues. If it's important to the CEO, then it might be important to me. And that's how the voice of a leader has impact on others.

It made a huge difference because people picked up on those cues. If it's important to the CEO, then it might be important to me. And that's how the voice of a leader has impact on others.

Speaking of using the power of leaders and voices to emphasize the importance of DEI, It's true that DEI has become a politically charged topic, especially in light of the upcoming presidential election. There's been an evolution in how DEI is perceived, with some viewing it as part of a bordered woke movement.

Speaking of using the power of leaders and voices to emphasize the importance of DEI, It's true that DEI has become a politically charged topic, especially in light of the upcoming presidential election. There's been an evolution in how DEI is perceived, with some viewing it as part of a bordered woke movement.

How do you address the misconceptions and misunderstandings surrounding DEI in this current cultural climate?

How do you address the misconceptions and misunderstandings surrounding DEI in this current cultural climate?

It's a great question because it's one of the reasons I wrote the book, which I saw this kind of fraying of the core of what I believed was important, which is creating inclusive environments. There's a great article, which I would encourage anyone to read. And it was published last week by our mutual friend, Todd Sears, who's the CEO of Out and Equal.

It's a great question because it's one of the reasons I wrote the book, which I saw this kind of fraying of the core of what I believed was important, which is creating inclusive environments. There's a great article, which I would encourage anyone to read. And it was published last week by our mutual friend, Todd Sears, who's the CEO of Out and Equal.

And he was addressing the issues that have arisen in recent weeks with large companies backing away from targets and commitments in diversity, equity and inclusion. And he makes a point.

And he was addressing the issues that have arisen in recent weeks with large companies backing away from targets and commitments in diversity, equity and inclusion. And he makes a point.