The Unforgettable Day I Became Dr. Jonathan

This is a special episode of the podcast for me

5 years ago this week, I officially became Dr. Jonathan

Something happened that day.. that no one expected

In today’s show we discuss several things including:

  • The tough time I had getting a PhD
  • The misunderstanding I had after my exam
  • 3 Lessons you can use in your life and much more

Here’s some of what we discuss on the show:

Assume Your Role

“The process of the PhD by definition makes you an authority. The people who examine you are leaders in their field. You have the authority 

If you’re serious about Diversity and Inclusion. 

Assume the role of a person who is serious about Diversity and Inclusion 

You have the authority to do this”

Commitment

“My PhD was a long term project that produced very little results until the distant future. I was committed to outcomes without an immediate benefit. This is dissatisfying”

Bet on yourself even when no else is

“I had put everything into this. All my time, all my money… I paid for this myself… LSE gave me a few thousand pounds a year but I live in London.. Every relationship I had in my life suffered as a consequence of the PhD. Every single one”

SHOWNOTES

Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace

The Diversity & Inclusion Advice No One Will Give You

Why Some People Have A Problem With Me Helping You To Become More Inclusive

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences