Crucial conversations: From MISC to Mainstay

“I see patterns. I see gaps. I see gaps in patterns and patterns in gaps.”

I had just been asked what I thought my “superpower” was. The question of articulating one's superpower seems to have become a commonplace inquiry, leaving one to wonder how those acquainted with you might react to the response. My prefrontal cortex executive brain would have pondered upon receiving the question, but my amygdala just stepped in with the answer – detecting an emergency, of sorts. I owe my amygdala – it has helped me with my superpower.

In the last few weeks I had the privilege to be able to share my thoughts and perspective at many forums – the Multidisciplinary Working Group on STEMM equity, the workshop on increasing belonging in STEM at American Association for Advancement of Science (AAAS) annual meeting, the many Women’s History Month related panels and podcasts, and my keynote for the 1st Tuesday Speaker Series at the Carlson School of Business, University of Minnesota. Remarkably, each occasion led me to emphasize the same strategy for catalyzing the change imperative in various domains.

Whether it is to move away from ‘incrementality’ in innovation or creating a more inclusive STEM enterprise or accelerating gender parity in leadership roles, at a high level I see the same gaps and I see the same patterns. Given the juncture we are at as a society, from my perspective there are four topics that need to be brought into mainstream discussions. Driving systemic change requires elevating crucial elements from the periphery to the forefront – bringing these areas from MISC into mainstay:

Myth & Multiplicity of Meritocracy

Intentionality & Intersectionality

Science (of) Society & Sentimentality

Community & Communality in Culture

The essence of sustainable change lies in systemic transformation. Recommendations must be meticulous for such change to take hold for the long-term and the proposed solutions embedded, with implementation measures constructed for tangible, enduring impact. Embracing an ecosystem approach that encompasses all stakeholders necessitates understanding and acknowledging what is valued and why, recognizing the system's beneficiaries, and identifying constituencies that remain underserved. Equally critical is society's perception and shaping of these values, alongside an organization's leadership commitment and cultural influence. 

Mind the gap

Unraveling the myth of meritocracy and acknowledging its multifaceted manifestations is pivotal in addressing systemic issues. A case in point is the undue emphasis on academic publications, impeding breakthroughs in science by fostering incremental advancements. Meritocratic systems, emphasizing metrics like publications, citations, and first authorship, inadvertently obstruct collaboration and innovation required to tackle global challenges such as the climate crisis. Another manifestation of meritocracy surfaces in the higher education ecosystem, perpetuating a social stigma against skilled-trades certifications and resulting in a substantial gap between demand and supply of skilled trade workers.

Bridge the Gap

Addressing these challenges mandates bridging gaps and transcending inherent biases. The tools, templates, and tactics pervasive in certain domains often cater to a limited demographic, inadvertently excluding a substantial section of constituents. A lack of intentionality in adapting to evolving social and demographic situations further compounds the issue. The concept of intersectionality, traditionally associated with diversity, proves invaluable in crafting effective solutions by examining intersecting factors influencing a problem.

Flawed assumptions about what leadership entails often results in women being mentored to emulate men. Achieving gender parity in leadership roles through women having to fundamentally shift their stance and styles to the stereotypical male norms is unlikely to materialize. Another example is the imperative of diversity in STEM fields. While unlocking talent is crucial, it is equally vital to ensure that the pipeline effectively nurtures and retains individuals. Recent research 3M conducted with Indiana University underscores the importance of being intentional about strategies that encourage, inspire, and retain STEM talent through the education pipeline. The findings reveal that many minoritized individuals in STEM fields are motivated by prosocial goals. However, the STEM education system often fails to consider the reflection of purpose and goals, resulting in incongruities. Additionally, the research emphasizes the role of intersectionality, with minoritized women experiencing higher stress levels due to inadequate support systems.

Holding pattern

Whether striving for innovation, systemic change in education, or gender parity in leadership, these initiatives are intricately linked to societal dynamics and public perceptions. The success of these endeavors hinges on their alignment with prevailing sentiments and evolving societal norms. Knowing well that many decisions are influenced by sentimentality, or a reliance on feeling rather than reasoning, necessitates a profound understanding of the societal pulse.

Notably, 3M's research on the global public perception of science provides insights into the importance of aligning initiatives with societal shifts. During the pandemic, science skepticism decreased, emphasizing the critical role of science in problem-solving that took hold. The public's recognition of the connection between science and sustainability underscores the need for organizations to be attuned to societal shifts. Integrating findings from social science research into innovation strategies is imperative for ensuring relevance and resonance with the broader community. Lack of understanding of human behavior and social sentiments can set back the agenda of innovation and systemic change – and the proposed solutions may not land well. By the same token an innovation that aligns with growing societal concerns about sustainability is more likely to disrupt the market.

Gaping holes

The pattern observed across successful initiatives reveals the foundational role of cultivating a culture that incorporates community and pro-social goals. At 3M, the 'secret sauce' lies in the McKnight principles, fostering empowerment, collaboration, and communal context. These elements are not mere afterthoughts but were ingrained within the organizational fabric. The feeling of community and a sense of pro-social goals can tap into personal purpose and build collective resilience. This cultural paradigm encourages collaboration and unconventional thinking, creating an environment conducive to innovation. It is crucial to extend these cultural elements into learning and development initiatives, both in business and academic settings. An inclusive curriculum with a pro-social emphasis can be a powerful motivator, especially in fostering disruptive innovation.

Leaders and organizations that foster open conversations on these four topics can lead meaningful change. These discussions can provide the nuanced understanding necessary for sustained change, extending beyond traditional metrics. Tracking these elements requires not only math and meaningful metrics but also a qualitative understanding of mindsets. Shifting from the myth of meritocracy requires mindful monitoring, mentoring, and intentional efforts to integrate intersectionality.

Not so miscellaneous

There is a prevalent misconception that the realms of 'Business' or 'Science' are to be devoid of feelings, identities, needs, or lived experiences. Contrary to this belief, my perspective aligns with the increasing evidence suggesting otherwise. Given the crossroads society stands at, embracing emotions and incorporating a holistic understanding of human experiences has become imperative in navigating the intricacies of innovation and systemic change. And the amygdala, a seemingly unconventional factor in our thinking, emerges as a superpower, especially in recognizing patterns and closing gaps.