What's the Difference Between a Lazy Allie and a Performative Ally?

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Ajodian: I had this idea of ally ship and different types of allies, and what ally ship actually is. And then i read an older article from roxy and gay where she writes that black people do not need allies on like roxan just blew up my whole situation. What that's helped frame up for me is that ally ship isn't just a nice thing to do, you know. It's your job. If you're not doing your work as manager or as a leader with that lens of social justice,. Then you are fundamentally ill equipped for that job. Ai talk about what does it mean to be a lazy ally right? Someone who believes that they have values

Jodi-Ann Burey: End Imposter Syndrome in Your Workplace Jodi-Ann Burey is a sought-after speaker and writer who works at the intersections of race, culture, and health equity. Her TED talk, “The Myth of Bringing Your Full Authentic Self to Work,” embodies her disruption of traditional narratives about racism at work. Jodi-Ann is also the creator and host of Black Cancer, a podcast about the lives of people of color through their cancer journeys. She is the author, with Ruchika Tulshyan, of two recent Harvard Business Review articles: Stop Telling Women They Have Imposter Syndrome and End Imposter Syndrome in Your Workplace. In this conversation, Jodi-Ann and I challenge that notion that imposter syndrome is something that an individual should address alone. Instead, we invite managers and organizations to begin to consider their own contributions to “imposter syndrome” and how we can work together with employees to help everybody move forward. We highlight several key actions that managers can take to begin to end imposter syndrome inside of their organizations. Key Points Managers and organizations tend to address the symptoms of imposter syndrome, but not the source. Those who experience imposter syndrome often feel like it is “death by a thousand paper cuts.” Managers can help by reinforcing an employee’s belief in their abilities and chances of success. Listen for what employees are asking for — and explore when they are silent. Managers should be transparent about an organization’s locked doors — and demonstrate that they are also willing to be vulnerable. In private conversations, managers should redirect perceptions and language that do not accurately reflect the value of their employees. Resources Mentioned Stop Telling Women They Have Imposter Syndrome by Jodi-Ann Burey and Ruchika Tulshyan End Imposter Syndrome in Your Workplace by Jodi-Ann Burey and Ruchika Tulshyan Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Three Steps to Great Career Conversations, with Russ Laraway (episode 370) What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398) The Way Managers Can be Champions for Justice, with Minda Harts (episode 552) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.