Tips and Tools for Achieving Your Brand!

Russell Westbrook: The Value of Diversity

Playoff Game 5: Oklahoma City Thunder vs San Antonio Spurs

Pic Source: Gawker Media Image

We are in a time in America where the hot topic is Diversity and Inclusion. It’s a valuable topic, but as we have observed over many high profile incidents, it is not one that is easily discussed or digested. One thing is clear though, there seems to be this unspoken, understood ideal about what behavior is ‘status quo’ and thus the most palatable.

Since I have started following basketball a little more closely the past couple of months, I have learned that Russell Westbrook is a ‘relatively’ controversial basketball player who is part of the Oklahoma City Thunder. The words I have heard used to describe him are highly talented and ‘hard to stop’ but ‘selfish’, ‘aggressive’, ‘intense’, and ‘emotional’. Now it is clear that he is one of the most valued players on his team, but it seems that his personality, his way of doing things, is always being compared to the laid back, ‘quieter’ leadership style of Kevin Durant.

I think comparing individuals is a natural characteristic of human nature based on our need to make sense of our world. Through socialization and enculturation, we have all internalized ideals and standards (consciously or subconsciously) about what is ‘good’, ‘acceptable’ and ‘bad’ behavior. The funny thing though, is when I have spoken to clients, most cannot quickly articulate the source of their beliefs, which leads me to the point of this post. When we say we value diversity, do we really mean it? Also, how do you value yourself when your ‘diversity’ is being challenged?
So here we go!

For diversity to be valued in the workplace 3 conditions must exist:

1. Genuine effort to understand the contextual background of the individual.

2. Distinct assessment of the person’s added value to your corporation without comparison to another employee or group of people.

3. Empowerment of the individual to be his/her authentic self to give your corporation the most value.

Addressing the Game: 1st half

Now that we have covered those fundamentals, let’s get back to Russell Westbrook and OKC’s game 5 against the Spurs. The day before this game, there was mounting criticism of Westbrook on his tendency to ‘hog’ the ball and not spread it to his teammates as much as he should. Well tonight in the game at half-time, some pundits were lamenting that Westbrook should just play his style of basketball because he looked as if he may have been internalizing some of the criticism and overthinking his game. Which basically meant that he did not seem as effective in some of his shots as they know he could be.

Addressing the Game: 2nd half

The second half of the game, Westbrook came back with his intense passion, his unrelenting style of play, and determination, driving the ball in the net in final 10 secs of the game for OKC to defeat the Spurs 94-91. One of the game’s commentators at the end asserted that Westbrook should be who he is and not who the critics want him to be. He closed with a charge to Russell, “Be the best Westbrook you could be” - ultimately that’s when he is the most valuable.

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Key Takeaways for your ‘diverse’ brand:
1. There is only one unique you.
Critics are there to sharpen you or break you, however, the success of their feedback depends solely on you and how well you understand who you are and what is your unique value proposition.

2. You cannot be your best if you’re not being authentic.
While growth comes from us being uncomfortable and challenging ourselves, it should not be at the expense of you pretending to be something you’re not. In the end, you will be unhappy and everyone will still be displeased with you as you slowly lose your appeal and value to the team.

3. Brand consistency is important.
Just like corporations, you have a brand identity and position in the competitive market. Your peers have come to understand your unique brand characteristics and the value you add. They know what to expect from you and what things do not come naturally to you. If you keep trying to make drastic core changes to who you are based on every negative thing someone says about you, then after while your brand identity will no longer be clear and distinct and thus less valuable to your target market.

4. Brand evolution and innovation is natural.
It is healthy to grow and evolve. ‘Constructive’ feedback is there to help you consider how you could be a better version of yourself. Process the feedback and make your best judgment on what it’s worth. You can conclude two things: (1) this feedback is something that I have heard repeatedly and is apparently hindering my progress or (2) maybe, just maybe, this corporate culture may not be the best fit for me. And just in case you were wondering, if you conclude option (1) and change some aspects of yourself and the criticism keeps on coming, then 'you' may not be valued there. It's okay, other people in another organization will.

Let's Process

To fully process these 4 takeaways and be the ‘diverse’ personality that your corporation ‘actually’ hired you to be, you need to do the introspective work and be clear on who you are and what traits make you an invaluable asset to your team/firm.

Think about it, can anyone make Popeye stop eating spinach? No, he will never be strong. You need to know what your ‘spinach’ is and never compromise those traits.

Helping you ‘achieve’ your brand!

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Dr. Raedene Copeland

Copyright 2016