Top 20 Restorative
People Leaders to Watch 

1. Collective Trust: Do teams perform better when trust is earned or granted to everyone upon hire?

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As a leader, DEI is a lifestyle for me, so to answer this question, I would do so from that lens. Granting trust to everyone upon hire fosters an inclusive environment, enhancing psychological safety and encouraging open communication. This approach aligns with equitable practices, giving all team members an equal starting point and signaling belief in their capabilities. It promotes engagement, motivation, and productivity, creating a sense of belonging crucial for team performance. Additionally, it enhances cultural competency by demonstrating a commitment to diversity and inclusion, allowing diverse talents to thrive and contribute effectively.

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2. Restorative Mindset: What measures have you taken to cultivate a growth mindset within your social media network, emphasizing continual learning and proactive approaches to conflict resolution?

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Again, from my DEI lens, to cultivate a growth mindset within my social media network, I have implemented several measures emphasizing continual learning and proactive approaches to conflict resolution: 1. Educational Content: I share diverse articles, videos, and resources to promote lifelong learning and stay informed on current trends. 2. Inclusive Discussions: By encouraging open dialogue on DEI, innovation, and leadership, I create a culture of shared learning and mutual respect. 3. Showcasing Diverse Voices: Amplifying voices from various backgrounds exposes my network to different viewpoints, promoting empathy and understanding. 4. Conflict Resolution Resources: I share strategies for effective conflict resolution, emphasizing proactive and respectful communication. 5. Highlighting Success Stories: Featuring stories of individuals and organizations with a growth mindset inspires and provides practical examples. 6. Interactive Webinars and Workshops: Organizing sessions on skill development, leadership, and DEI topics fosters collaborative learning. 7. Feedback and Reflection: Encouraging feedback and reflection helps identify improvement areas and reinforces continuous development. These measures create a social media network that values growth, inclusivity, and proactive conflict resolution, fostering a supportive and dynamic community.

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3. Thoughts on DEI: I would love to hear your thoughts on the evolution of DEI in corporate America in the past few years.

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From the perspective of a Black woman in leadership, the evolution of Diversity, Equity, and Inclusion (DEI) in corporate America over the past few years has been marked by notable strides and significant hurdles.Increased Awareness and Public Commitments: Following high-profile incidents of racial injustice and the resurgence of the Black Lives Matter movement, there has been a heightened awareness of DEI's importance. Companies are making public commitments to DEI, driven by the realization that diverse and inclusive workforces can enhance innovation and business performance.Strategic DEI Initiatives: Many organizations are now implementing structured DEI programs. The appointment of Chief Diversity Officers (CDOs) and setting measurable goals reflect a more serious commitment. Investment in DEI training, inclusive hiring practices, and equitable policies has become more common. For Black women in leadership, these changes offer new opportunities and a platform to influence corporate culture positively.Resistance and Challenges: Despite these advancements, Black women in leadership often encounter resistance to DEI initiatives. Some view these efforts as superficial or mere "window dressing" rather than genuine change. Additionally, there's backlash from those who misunderstand DEI as preferential treatment. This underscores the need for continued education and genuine commitment from all levels of leadership.Impact of Social Movements: Social movements have significantly impacted DEI efforts. The murder of George Floyd and the subsequent protests in 2020 prompted many companies to reassess their practices and publicly commit to addressing systemic racism. For Black women in leadership, these movements have provided a critical impetus to push for more meaningful and sustained DEI efforts within their organizations.Economic and Business Imperatives: The growing body of research showing that diverse teams drive better business outcomes has shifted DEI from a moral or social issue to a strategic business priority. This recognition helps Black women leaders advocate for DEI as essential to their company’s success, rather than an optional add-on.Focus on Equity and Inclusion: The conversation has evolved from merely increasing diversity to ensuring equity and inclusion. For Black women in leadership, this means advocating for environments where all employees feel valued and can thrive, and addressing systemic barriers that disproportionately affect marginalized groups. This shift is critical in creating workplaces that support Black women's professional growth and leadership opportunities.Intersectionality: Understanding intersectionality has become more central to DEI efforts. Recognizing that employees have multiple, overlapping identities (race, gender, sexuality, disability, etc.) has led to more comprehensive and effective DEI strategies. For Black women, this holistic approach acknowledges their unique challenges and experiences, fostering a more inclusive environment.

4. Leadership Superpowers: If you could grant 1 superpower to others as a restorative leader, which of the 3 superpowers would you give the members of your community? Compassion Enhancement: The ability to instantly deeply understand and resonate with the emotions and motivations of all team members, leading to ally actions and more effective collaboration. Teleportation Wand: A superpower that allows one to see the future for a few seconds to see things from other's points of view. Conflict Diffusion Wave: The capability to emit a calming aura that instantly diffuses tensions and resolves conflicts, promoting a harmonious and productive team environment.

As a Black woman in leadership, the superpower I would choose to grant the members of my community is Compassion Enhancement.Compassion Enhancement—the ability to deeply understand and resonate with the emotions and motivations of all team members—holds transformative potential. This superpower fosters empathy and allyship, creating a foundation for more effective collaboration and inclusive decision-making.Why Compassion Enhancement?Building Authentic Connections: In leadership, authentic connections are crucial. Understanding the diverse experiences and challenges faced by team members, particularly those from marginalized backgrounds, helps create a supportive environment. Compassionate leaders can better address the unique needs of their teams, leading to higher morale and productivity.Fostering Inclusivity: For Black women in leadership, promoting inclusivity is vital. Compassion allows leaders to recognize and address systemic barriers and biases that affect their team members. By enhancing compassion, leaders can create policies and practices that support equity and inclusion, ensuring everyone has a fair opportunity to succeed.Empowering Allyship: Compassionate understanding cultivates allyship. Team members who deeply resonate with each other’s emotions and motivations are more likely to support and advocate for one another. This solidarity is essential in addressing racial and gender disparities in the workplace.Enhancing Collaboration: Effective collaboration hinges on mutual respect and understanding. Compassion helps break down silos and fosters a culture of open communication and trust. When team members feel understood and valued, they are more willing to share ideas and work collaboratively towards common goals.Promoting Psychological Safety: Compassionate environments promote psychological safety, where team members feel safe to express their ideas, concerns, and mistakes without fear of judgment. This is particularly important for marginalized groups, including Black women, who may otherwise hesitate to voice their perspectives.

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5. Budget Priorities: If you had an unlimited company budget what are the top 5 budget items on your list?

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As a Black woman in leadership with an unlimited company budget, my top five budget items would focus on fostering diversity, equity, inclusion, and professional development. These investments aim to create a supportive and empowering environment for all employees, particularly those from marginalized backgrounds.Comprehensive DEI Programs:Training and Development: Implement ongoing, mandatory DEI training for all employees, focusing on anti-racism, unconscious bias, and cultural competency. This includes workshops, seminars, and e-learning modules designed and facilitated by experts in the field.Resource Groups and Networks: Fund and support Employee Resource Groups (ERGs) and networks for Black employees and other underrepresented groups, providing them with the resources to organize events, mentorship programs, and networking opportunities.Equitable Hiring and Promotion Practices:Inclusive Recruitment: Invest in recruiting diverse talent through partnerships with HBCUs, minority-serving institutions, and professional organizations focused on underrepresented groups. Enhance outreach efforts and create internships and fellowships specifically aimed at increasing diversity.Bias-Free Evaluation: Implement technologies and processes to eliminate biases in hiring and promotion decisions. This includes anonymized resume reviews, structured interviews, and clear, equitable criteria for performance evaluations and promotions.Leadership Development Programs:Mentorship and Sponsorship: Establish robust mentorship and sponsorship programs to support the career advancement of Black employees and other underrepresented groups. Pair emerging leaders with senior executives who can provide guidance, advocacy, and career opportunities.Leadership Training: Provide targeted leadership training programs designed to prepare Black women and other underrepresented employees for executive roles. This includes workshops, coaching, and access to leadership development resources.Wellness and Support Services:Mental Health and Wellbeing: Offer comprehensive mental health services, including access to therapists and counselors who specialize in racial trauma and stress. Provide wellness programs that address the specific needs of Black employees, such as stress management, financial planning, and work-life balance.Family and Community Support: Invest in programs that support employees' families and communities, such as childcare services, scholarships for employees' children, and community outreach initiatives.Cultural Celebration and Education:Cultural Events and Initiatives: Allocate funds for celebrating cultural heritage through events, speaker series, and cultural appreciation days. These events should highlight the contributions and histories of Black people and other marginalized groups.Educational Resources: Create a library of resources, including books, documentaries, and online courses, that educate employees about Black history, culture, and the ongoing struggle for racial equality. Encourage continuous learning and understanding through company-wide reading programs and discussion groups.These investments are designed to create a more equitable, inclusive, and supportive workplace where all employees, particularly Black women and other underrepresented groups, can thrive.