Note to Readers. As you read this keep in mind I’ve been reading Michael Hyatt’s blog since 2007 and I still really enjoy it. (UPDATE – I stopped reading MH’s blog regularly a few months after writing this) Please read all of this in the spirit of grace and mutual understanding all of it is meant to be wrapped in. I have to ask the questions, but I want amiable solutions.
UPDATE as of July 11, 2013
Michael Hyatt continues to change his blog for the better. More women leaders are visible now (which wasn’t true almost at all since 2007!) and the site has come a long way since I started prodding for a more appropriate and equitable Platform for the Michael Hyatt brand a few short weeks ago.
What I think will also happen is that you will never hear about me and this incident as something he took into consideration. You will never hear him say any of this happened. He will continue to look wise and fair.
He unfollowed me Twitter and to him, I’m probably not a good leader. But, I wasn’t looking for a permission slip to make sure the right thing could happen.
UPDATE as of JULY 2
I’m happy to report that I just checked and Michael Hyatt has adjusted his homepage. Now the videos featured in the sidebar do include some women. VICTORY!
UPDATE as of JUNE 26
Joy Groblebe (claiming the title of Michael Hyatt’s manager) has weighed in below in the comments section saying Hyatt is a poor example of bias. Yet, he still does not have women featured in his video leader interviews See what you think! Is she right?
UPDATE as of JUNE 25!
The post you are about to read was written last week, published in a limited sneak-peak form, and announced on Twitter and Facebook at that point. Though Michael Hyatt has too seldom featured women, yesterday Michael Hyatt did feature his longtime friend, Michele Cushatt (maybe he read the preview of the post you will read below…I’m not sure. But, great timing I must say.). You can read her article here. (It’s about females experiencing rejection. Irony.)
I found out about this surprise and rare post through this personal note from Hyatt on Twitter this morning:
FROM: @MichaelHyatt mentioned “@lisadelay The irony of this is that @MicheleCushatt was featured on my blog yesterday: http://t.co/c560ZMQiBJ”
He didn’t see the irony… :)
The article is on REJECTION. Someting women leaders and speakers may be experiencing a lot with not just Hyatt (until recently), but also with publishers in general, as Michael explained in his Twitter posts. At this point, the vast majority of Hyatt’s blog guest posts are by men. Will it maintain the status quo of white male domination in leadership expertise? Time will tell if Intentional Leadership will evolve as a Brand that way. I have every hope it will grow more diverse and vital.
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Background: This Spring (2013) I posted this (excerpt):
I’ve noticed something. Not too many male leaders list women authors, leaders, and thinkers in their blogrolls or refer to them in posts. You don’t see that women influence them. What about Christian male leaders? It seems twice as bad.
Michael Hyatt’s “Intentional Leadership” blog is a favorite of mine. I LOVE it. But have you noticed that not one video on his homepage sidebar features a female leader? Does he even realize the omission? Should he maybe be more intentional on this part….I think yes! Read the whole post here.
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FINALLY- the post you’ve been reading this for.
POST WRITTEN JUNE 17.
What I didn’t get to do after that Spring post was follow up. I didn’t get to share Michael Hyatt’s direct correspondence with me that day. It’s far more interesting and surprising that I imagined it would be, and not for any of the reasons I expected.
Here’s that:
So why don’t females pitch to him? Isn’t that the bigger and more important question? Should we look into that maybe?
Then I asked him if he felt he was hearing from a balance of leadership voices, and here’s his reply:
I had presumed that Mr Hyatt would give my observation some thought. Maybe he would mention the need to assess he might have a blind spot.
Could there be an unconscious oversight? Were there ways to improve? But, he inadvertently offered up more than he may have realized. His comments only strengthened my contention that a gap, a regrettable gap, exists between men and women in leadership and visibility on his blog, website, but also across the board. This only gained momentum when he continued and mentioned the world of publishing. (see below. The older post is positioned on the bottom and is a continuation of his comment posted above.)
So by his admission the publishing industry (his experience as the CEO of Thomas Nelson is a Christian outfit) has a massive blind spot.
This is not a surprise, but certainly a disappointment. What are leaders like Hyatt doing to turn the tide if the gap is this vast?
I soon realized the aforementioned blind spots would stay largely “in shadow” that day, but it wasn’t a total loss. Hyatt did show a desire for improvement. [UPDATE – in subsequent blog posts he wrote about Blind Spots -though never did he mention this incident-perhaps it was a blind spot too.]
My exchange with Hyatt is long over and I wish him well. But, I have wonder: Has he for too long wasted his opportunity to his influence how we hear from leaders? Isn’t this the blindness that success and privilege creates?
I’ll let you decide.
APPENDIX:
Others weighed in during our Twitter conversation and things stayed interesting for most of the day, that Spring. Here are just two examples:
Yes, Hyatt has every right to feature only those he pleases, but mentioning that he doesn’t hear from women at the same time as mentioning that he only features “the best” seems deleterious.
Through his leadership we are left to wonder: Are “the Best” really predominantly male? or is Hyatt actually gleaning from a skewed pool?
Nah.
More importantly, does he realize it and will things change “on his watch”? I don’t think both his claims can be true unless he holds a disparaging view of women in leadership.
And, mind you, I don’t believe he does. I think it’s a genuine blind spot from a well-intentioned male leader (with the current #1 blog on Leadership) who hasn’t quite comprehended or addressed the light-skinned, male privilege he is privy to.
Sometimes a cautionary tale gives us a great lesson. We should learn from this:
None of us are immune to blind spots of our particular privilege.
We must be diligent agents of progress and positive change. That’s my own hope and the reason I have decided to continue the conversation today. The more of us who ask the tough questions of the powerful and prod for the answers and the transformation needed, the better off we will all be. Won’t you join me? To help, Leave a comment or share this post.
SO! Who are the “BEST VOICES”?
In truth, we don’t hear from the “best voices” by doing a google search and poking around. They don’t get pitched to us by the establishment. The “best voices” may not turn up or asked to be heard. Sometimes because it’s too noisy and sometimes it’s because they assume they are not wanted. The stats do not favor minorities (women, the poor, the physically or mentally disabled, the marginalized, and people with darker skin tones), they favor the already powerful.
This means that if you indeed want to have “the best” you must make extra efforts to find and hear from those who don’t have an equal shot. You have to work much harder at it, plain and simple.
As leaders we should admit this. To continue the conversation online please use the hashtag #bestleaders and others can follow the digital footprint and continue onward in the pursuit of improvement
These hard-to-find voices have plenty to offer even if they don’t quite have the following as of yet. The stats don’t make the leader, the character and efficacy does. I think we can all agree there.
In the next post, I’ll talk about the subtle ways language reenforces privilege, especially in the poor opinions and myths perpetuated about women–often unintentionally. It’s sobering. However, I’m skewering the topic not with a pitchfork but a rubber chicken. The point, and my point, isn’t to make enemies, it’s to start the conversation and act as a change agent.
Interesting discussion, and good for you for bringing it to his attention. I read Hyatt only occasionally, so I wouldn’t have necessarily noticed. I think it’s a tricky balance sometimes because I wouldn’t want someone to just include women for the sake of being women, which it sounds like is Hyatt’s position. BUT I wonder if the lack of women among “the best” (whatever that means) is a result of years and years of women not even having opportunities to lead. I wonder if this will be the case in another decade or two, now that women have more opportunities. This is my gut reaction/initial thoughts, but thanks for broaching the subject!
You asked if he was gleaning from a skewed pool. Absolutely. How can he possibly know if he has the best leaders. He has the best leaders being presented to him, for obvious reasons: whiteness and maleness. It is his responsibility, if he says he wants the best, to actually find the best. And sometimes the best come with lady parts.
Totally agree, Lisa. I don’t vote for women just because they’re women, and I don’t want some quota filler in his blog roll to appease me. I don’t share your optimism about future decades, mostly because my mothers and grandmothers were leaders who fought the same battles.
While I don’t read Hyatt’s blog consistently, I’ve noticed the same trend…white males, very little diversity. I’m also wondering if his preference for these writers stems from how he prefers to see leadership discussed. Authoritative, straight the point, a very masculine way of writing. Many women (not all) write from story to illustrate their points. A preference Hyatt may not recognize as being the “best” way of presenting information. I find it hard to believe that the “best” are just like him.
I do sound optimistic, don’t I? :) But I’m new to the women in leadership discussion. And I see qualities in my 5-year-old daughter that could develop into strong leadership and I want to start talking/challenging/changing things in preparation for that. But you’re right, that the battle isn’t new and it’s taken a long time to get to where we are.
“I don’t think it’s my responsibility to ‘balance’ the voices. My responsibility is to find the best talent. Period.”
Welp. Double points for buck passing and insulting underrepresented people in one fell swoop. I’m not interested in following wherever this guy is leading. Mr. Hyatt just played a classic round of “Privilege Says…” http://www.christenacleveland.com/2013/06/privilege-says/
Thank you for adding to the discussion today. I know the issue is actually complex and how we get to a solution is tricky.
I do feel strongly about this part though: If we don’t question those in power nothing can change. Dialogue and understanding is important.
Women tend to not see themselves as leaders. This is a societal failure, but we don’t have to perpetuate it. We can speak up. We can train our eyes differently and help our children to see better too.
I do too. In perpetuating the norm (white, male, well-off) those who fall outside those distinctions will literally “follow” and not sense their sameness if they already lack it. They will likely think,”Someone like him leads”.
Maybe this ends up being a good argument for intentional team leadership….as in a “team of elders” not a “top dog”. Of course I realize Hyatt has built his whole platform and his University of Platform Studies (or what-have-you) on being a Brand. A Man at the top. It’d be sort of silly to revamp it just for integrity’s sake….oh wait…. :)
Let’s just say I’m not sure he’s going to get full accreditation at this point.
Great conversation Lisa! As the other have mentioned it is a multifaceted problem with no easy solutions. Beginning to ask questions of those in power and engaging them in solid, thoughtful conversation is a great place to start. Will continue to watch the conversation as it is an important one!
I hope I wasn’t pushy or obnoxious! I love your optimism. And I hope you and your daughter continue on that path. It just kills me that automatic assumption people make about what girls can do and what boys can do. We’re all people with specific gifts and skill sets. Who cares what’s under my clothes? (Apparently, a lot of people…) I have two teen daughters, and a son. They all know there is no such thing as a girl job or a boy job. They all do dishes, and they will all learn to check the oil and cut the grass. Both of my daughters are leaders in different areas and if’s fun to see. I hope, though the baby steps seem incredibly incrementally small that they pile up in a big way!
I totally agree. If it’s his job to find the best talent, then may I ask where he’s looking? At the large and vocal pool of awesome white dudes. The best talent has a higher pitched voice sometimes. He lost me with his attempted joke about purple people.
I don’t know that that’s an accurate representation. How many male leaders, pastors for example, use story to illustrate their point? Most of them. Plus, who gets to define best? Because clearly his ideas don’t jibe with mine. I take your point, but I’m not sure I’m totally on board with it.
No, I didn’t take it that way at all. :) I saw this flow chart picture on Facebook this week titled “How do you know if a toy is for a boy or a girl?” The question was “Do you operate the toy with your genitals?” If yes, then this toy is not for children. If no, then it doesn’t matter. Anyone can play with it. We have a boy and a girl (our girl was first) so our son has played with dress up clothes, barbies, dolls, kitchen stuff. I think there was a time when I might have thought he needed “boy” toys (and he has some) but he plays with everything. Lots of good learning from that (for me!).
I agree! Thanks for you comment, Vicki
Lisa, thanks so much for starting this discussion. I think the role of women in leadership is very important and not discussed enough. You and I diverge in opinion though when you try to use Michael Hyatt and his leadership blog as an example to prove your point.
I am Michael’s manager. I also am a woman. Along with my business partner Brian, we are responsible for running the majority of Michael’s business.
The portion of Michael’s blog that your post refers to references 10 video interviews Michael has done over the years – mostly with authors in the areas of leadership, publishing and productivity. Yes, they all happen to be men. He’s also done interviews with women including Alison Levine, Anne Jackson, Rachelle Gardner, Jane Friedman, and Lysa TerKeurst.
Let me tell you about the rest of his business.
The truth is, 80% of his team – including his accountant, proofreader, editor, executive assistant, graphic designer, lead of Platform University, and customer service agent (to name a few) are women.
Numerous women have guest posted on his blog including Michele Cushatt, Lucille Zimmerman, Kelly Combs, Mary DeMuth, Margaret McSweeney, Ali Luke, Colleen Coble….the list goes on.
We’ve had women speak at our DCI conferences including Lysa Terkeurst, Carrie Wilkerson and, later this fall, Amy Porterfield.
I know what you’re trying to say, I just don’t think Michael is the best example to use to make your point.
How about this instead? As women, let’s not be victims. Let’s not leave it up to the current leaders to make us successful. Let’s work hard, stand on our own two feet and rise up because of our own talents and abilities. You and I aren’t leaders because someone “in power” made the extra effort to find us. We are leaders because we have qualities that people want to follow.
Lisa, have you read Lean In by Sheryl Sandberg (of Facebook)? She had an interesting story I think is powerful and relates to Hyatt’s “not getting pitched” story. One day after talking to male and female employees about subtle prejudices and taking questions, she went back to her office. A young woman was there and asked, “Do you know what I learned today?” She told Sandberg she learned to keep her hand up, saying that when Sandberg had said she would take two more questions, she put her hand down after the second question. But the men didn’t and Sandberg took more questions from those who kept their hands up. Made me wonder how often I play by the rules and miss the opportunity. Can I learn to keep my hand up?
I heard Sandberg say this in a TED talk (I think) and I think the point is excellent! Thanks Carol.
Joy, thanks for taking the time to connect here. I realize I don’t know the inner workings and behind-the-scenes parts of Michael’s blog and business, and I see now that a lot of women are in supporting roles to make his Brand happen. This is of course, as you probably realize, is not the same as featuring leaders for their expertise. I believe that Michael utilizes women to help him and that he values them, but what I’m contending fall outside that scope.
I thank you for listing the women he has interviewed. I will try to find those.
What you say at the end echoes what I’ve heard Seth Godin mention. Something he calls “picking yourself” …which I agree with…but I suppose we may diverge a bit when it comes to wanting to hold those in power more accountable and responsible. I think it’s a both/and solution.
Thanks for your input here, Joy. It’s appreciated.