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Part 1: What Will It Take to Lead Us Out of the Chaos?

Posted 3/24/2020

What is happening right now is changing our destiny – and it is scary because we are leaving the past behind.

The old ways of being are not going to work in the future.

We need to be warriors.  The battle is with our own fears.  It’s not about being in struggle with life, it involves us taking a leap forward: a leap from our shadow driven by fear into our gift of creativity.  

If we don't shift out of our own shadow there will be much resistance to it from people who have leapt forward themselves. Many of us are waking up to the idea that we need to put people first, and we will find creative ways to do this for the good of humanity. 

The chaos around us is triggering feelings of deep insecurity as we wait for the next shoe to drop on ourselves or on those we care for.

This chaos is tapping into a deep level of distrust in life that is innate within the human experience.  As humans we are constantly scanning our environments to check that we are safe.  When we sense we are unsafe, our instinct is to either fight, take flight or freeze.

Our response depends directly on how we experience life’s shocks, and that determines the outcomes and reality that show up.  Our fears keep us attached to a competitive reality that we believed to be safe. However, this reality was always fragile because it was built on needing to be first, and using others to take us higher.  We are in the throes of the collapse of this reality – and look how quickly it has happened and how our norms are changing.

Now we are being called to put our human competitive energy into the service of creativity to build a new future in which we all will thrive.  This will take individual leadership and creativity to allow us to take control of our own destinies. We are no longer at the mercy of greed and control, which has kept us in the shadow of human existence. We now have the opportunity to move into a reality where all people are valued, cared for and supported to prosper.

As a leader, this is your moment!  How can you adapt to this new normal, helping the world to move through the chaos we are facing by supporting the new norms that are beginning to evolve?


Authors: Amanda Knight and Connie Warner. We are part of the tribe of truth-seekers who recognize that this moment in time is pivotal to the future of humanity. We would love to connect with you via your comments to our series of articles, or through our individual LinkedIn profiles.

Connect here with Amanda on LinkedIn.

Connect here with Connie on LinkedIn.

Non-judgment of self and others has always been the central message of my work as an Emotional Intelligence thought leader, coach and facilitator. Latterly my work has brought me to the corporate HR arena where I have worked to put dignity and care at the heart of people strategy. This requires a holistic approach to cultural change by aligning transformational leadership competencies, inclusive practices and people development strategies with non-judgmental people systems.

While studying to become a certified professional diversity coach, I mapped out a model for building diverse, inclusive and equitable workplaces, by aligning the principles and language of ED&I with my core messaging around equality, non-judgment, dignity, care and ‘the leadership privilege’.

The principle concepts of this model are that:

1. Workplace cultures that deeply value, respect and leverage how people are different, truly reap the benefits of diversity – the sponsor of this aspect is the Executive team;

2. People strategy and systems built on the principle of dignity lead to fairness and equity – the sponsor of this aspect is HR;

3. Teams that care about each other and that respect each member’s uniqueness, build a sense of belonging which leads to inclusion – the sponsor of this aspect is the team’s leader.

My three-sided model – the Equity, Diversity & Inclusion pyramid – provides a visual of how the three aspects need to be happening concurrently.

For example, a workplace will not be truly equitable and inclusive if leaders are developed so that they build inclusive teams, yet they have to work with judgmental performance and talent management processes that ‘rate’ employees or put them in boxes based on bias.






The Diversity and Equity sides of the three-sided Equity, Diversity & Inclusion pyramid.










 © Amanda Knight 2020










The Inclusion and Diversity sides of the three-sided Equity, Diversity & Inclusion pyramid.









 © Amanda Knight 2020




To discover how to use this model in your organization, please contact Amanda to find out about her Diversity & Inclusion online program, or to discuss a customized approach designed specifically for the needs of your workplace.