Scraping the Barnacles Off DEI and ESG

Good Coaching Helps Executives Turns Ideals into Reality

Many executives are uncomfortable discussing the terms DEI (diversity, equity and inclusion) and ESG (environmental, social and governance). On the surface, who could oppose these ideals?

Because the acronyms have accumulated misunderstandings and divisive connotations that can make even the most well-intentioned leaders recoil. These barnacles obscure the real meaning behind the terms and choke out their potential for positive change.

Executives hear “DEI” and “ESG” and assume they signal expensive programs, divisive policies or even attacks on certain groups. These assumptions often miss the point entirely. With proper coaching, leaders can strip away these barnacles. They can embrace the underlying ideals of DEI and ESG without getting bogged down by unnecessary complexity or controversy.

Yes, some high-profile companies are abandoning such programs. But according to Retail Dive, more are sticking with them.

Why Acronyms Become Choke Points

Acronyms like DEI and ESG don’t exist in a vacuum. Over time, they gather layers of interpretation, misconception and controversy. For example:

• DEI has been misconstrued as a weapon against white males. In reality, it’s about creating opportunities for all, fostering innovation through diverse perspectives and treating people equitably.
• ESG has been reduced to “electric cars.” Critics argue about the environmental costs of mining for lithium or the carbon footprint of battery production. They miss the broader aim of thoughtful, environmentally conscious decision-making.

Such misinterpretations act as barnacles, distorting the meaning of these terms. Barnacles offer chokepoints that distract you from your true purpose: making better decisions for a sustainable, inclusive and profitable future.

Reclaiming the Ideals of DEI and ESG

As a leader, you don’t require elaborate programs or hefty budgets to fulfill the principles behind DEI and ESG.

You might, however, need to shift your mindset. Executives can get the right coaching. Adopt new thinking. Then you can integrate these ideals into your operations without the need for programs that might create division.

DEI without the barnacles means recognizing that smart, capable individuals exist across all genders, ethnicities and backgrounds – and understanding how to harness that talent for organizational growth. You don’t need a program to treat people fairly or to mentor team members effectively. You might need coaching to understand different perspectives, motivations and needs.

ESG without the barnacles means factoring environmental and social considerations into decision-making because it’s good business – not because it’s a trend. Executives who approach ESG this way can ensure that their organizations are ready for a future. These days, stakeholders and customers care about greenhouse gas emissions and other environmental factors.

Coaching for Clarity and Execution

The key to embracing DEI and ESG lies in leadership coaching. Coaches help leaders cut through the noise, clarify their understanding and identify how to apply these principles effectively within their organizations.

• DEI coaching can help you build teams that reflect a wide range of experiences and skills while fostering a culture of respect and collaboration.
• ESG coaching helps you make operational decisions that are environmentally and socially responsible and aligned with long-term business goals.

This approach removes the need for formal, budget-heavy programs and focuses on what really matters: developing leaders who can think critically and act with integrity.

Breaking Through the Myths

A common myth about DEI is that it leads to unqualified people taking roles over more qualified candidates. This myth is often rooted in frustration or misunderstanding. In reality, the best leaders can step back, evaluate talent objectively and choose people based on their ability.

Leadership and corporate governance are about vision, communication and the ability to inspire and guide a team. That goes beyond technical skill.

Many people passed over for promotions cannot recognize that their skills do not translate to the next level. Coaching can help leaders make and explain these distinctions fairly and effectively.

Often, leadership chooses somebody else for a coveted position. The rejected guy goes home and tells his family the position went to someone who was less qualified.

In my experience, that’s bunk 99% of the time. That guy usually was not qualified for the job in the first place. Or, that person was great at his current job but would not be as good at the job he didn’t get.

I’ve had a number of occasions where I had a guy who could create great distribution systems. But I wouldn’t want him running those operations. Or guys who were great supply chain planners, but they were horrible mentors.

I passed those people over for promotion. Instead, I selected people who I thought had the leadership and mentoring skills to run the whole department better.

The Path Forward

Stripping the barnacles off DEI and ESG allows executives to focus on their true value. These principles aren’t about quotas, mandates or buzzwords. They’re about building stronger, more resilient organizations.

With the right coaching, leaders can transform their mindsets and decision-making processes, incorporating DEI and ESG in ways that drive innovation and profitability.

Stop choking on acronyms. Start understanding their true meaning and using the right ideals to navigate the future with confidence and clarity.

Scrape off the barnacles and lead with purpose.

Related Reading

• Flexibility Can Key Diversity, Employee Retention
• Why Leadership Principles Must Change for 2025 and Beyond
• DEI/ESG Need Not Take Two Decades