When I first became a mom at age twenty-five, someone gave me a quote by Jill Churchill that read: “There is no way to be a perfect mother and a million ways to be a good one.” With six “babies” in various stages of leaving the nest, and a more than twenty-one-year career in corporate America—including several as the CEO of my own consultancy—I know the same can be said for leadership:

There is no one way to be a perfect leader, but a million ways to be a good one.   

The best ways to be a good leader start with knowing, respecting, and understanding the people you lead. Just like being a good parent, a good friend, or a good mentor, being a good leader means looking beyond what exists on the surface and knowing there is more to see, more to learn, more to build with someone. And having the humility to adjust—our perspectives, our approaches, our steps—as we forge the mutually beneficial relationship we desire and deserve.

Through our partnership with Brandtrust, a research firm that helps companies solve complex business challenges through applied social and behavioral science, The Waymakers Change Group has learned a lot about the specific employee aspirations, motivations, and preferences connected to four basic workplace needs we all have in common: to be seen, to be respected, to be valued, and to be protected.

To be Seen 
In all levels of leadership. In meetings where decisions are being made. On important projects. In marketing and communications.

To be Respected 
For their distinct perspectives and ideas. For their results and contributions. For their expertise and experience. As they envision, lead, create, and make decisions.

To be Valued 
As a person. As a professional. As a business partner with growth potential—with equal pay and equal access to opportunities.

To be Protected 
With psychologically safe spaces—meetings, teams, company cultures, idea funnels and relationships.

There is a limitlessness that comes with feeling seen, respected, valued, and protected. And there is power in it. Being a part of something lasting, with people who trust you and believe in your potential—encourages children to conquer their fears, adults to bet on themselves, and yes, employees to contribute at a higher level than they thought possible. And unleashing talent, facilitating breakthrough innovation is what every leader is charged with doing.

But our narrative inquiry study with Brandtrust also revealed that the more different employees are from the dominant group in the workplace, the less likely they are to get those four needs met. Why is that? And does it really matter if they aren’t?

In his letter from a Birmingham jail in April of 1963, Dr. Martin Luther King, Jr. stated, “We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects all indirectly.” At The Waymakers Change Group, we know this to be true in workplaces just as it is where we live, worship, shop, eat, and play. When we help clients sustainably increase opportunity for marginalized talent, engagement across the organization increases. When we help clients focus on behaviors and outcomes, behaviors shift and outcomes improve…for everyone.

So, yes. It does matter if underrepresented talent are not thriving in your organization. Because if they aren’t, many others aren’t either.

Over the next few weeks, we’re going to leverage this newsletter platform to dive deeper into the 4 Talent Needs: To Be Seen. To Be Respected. To Be Valued. To Be Protected. We’ll examine WHY marginalized talent aren’t getting those needs met at the same levels as those closest to the dominant culture in our organizations. We’ll also share proven approaches to help you turn that around. Yes, you.

The more completely we understand what it means for underrepresented talent to fully experience the four needs in our workplaces and the more we understand how leaders have broken through perceived or invisible walls to meet those needs, the more confident we all become in our own ability to do the same.

Excited about our deep dive over these next few weeks and even more excited about where you will go from there.