Turn on tonight’s national championship game and you will see modern football at its finest. High powered offenses. Headsets everywhere. Laminated play sheets thicker than a Southern Baptist hymnal.
But hanging around all of it, whether anyone realizes it or not, is an old familiar figure.
Bear Bryant.
There has been a lot of buzz lately about Nick Saban’s coaching tree and how it seems to have RSVP’d en masse to the playoff. Mario Cristobal. Curt Cignetti. A group of head coaches who either worked for Saban or learned from someone who did. The internet loves a good coaching tree, and this one is having a moment.
But the funny thing is, Saban’s tree does not really start with Saban.
Back in the late 1970s, Frank Cignetti hired a young defensive backs coach at West Virginia. That coach was Nick Saban, long before championships, “the Process,” or insurance commercials. Years later, when Saban arrived at Alabama, he quietly closed the loop by hiring Frank Cignetti’s son, Curt, onto his staff. Curt Cignetti spent several years at Alabama soaking it all in before heading off on his own path, which now has him leading Indiana and popping up in big game conversations.
That is not just a coaching tree. That is a family reunion.
If you keep pulling on that thread, it goes back even further. Frank Cignetti coached under Bobby Bowden at West Virginia. Bowden was part of the same coaching generation shaped, directly or indirectly, by Bear Bryant’s model of leadership. Different schools and different styles, but a lot of the same DNA built around preparation, discipline, accountability, and the belief that culture matters before talent ever takes the field.
Which brings us back to Alabama fans.
For a long time after Bear retired, Alabama fans wanted the next head coach to be one of Bear’s boys. Winning alone was not enough. That expectation followed every coaching search and worked against Bill Curry. When he left, Athletic Director Hootie Ingram understood the moment and knew exactly what had to happen. He hired Gene Stallings, a Junction Boy. That decision worked out pretty well, and Alabama fans finally settled down.
Over time, those memories faded. New generations came along. The requirement loosened.
And yet, in a very Alabama twist, the program ended up with a coach who fit the mold anyway. Nick Saban never played for Bear Bryant, but the way he ran a program felt familiar in all the ways that mattered.
Several generations removed, Alabama still kept it in the family.
So as the championship gets underway tonight and everyone talks about schemes, matchups, and coaching trees, just remember this story did not start this season.
Somewhere along the way, the Bear still had a hand in it.
We were in the Branson, Missouri area over the holidays, driving around and doing what families do when they’ve been in a car together just long enough for random conversations to surface. As we passed a sign with Mark Twain on it, our youngest, Isaiah—who is in the ninth grade and was driving at the time (yes, fifteen, learner’s permit, pray for us)—looked up and asked, very sincerely, “Who is Mark Twain?”
His sister Shanna and I laughed, assuming this was a joke we hadn’t quite caught yet. We waited for the punchline. It never came. After a few seconds, we realized he was serious. Completely serious. No context. No recognition. No vague sense that this might be someone he should know.
So we tried a few prompts. Tom Sawyer? Blank stare. Huck Finn? Nothing. The Prince and the Pauper? Still nothing. Zero context.
That’s when Allison casually pointed out that she didn’t really know who Mark Twain was either until she got to college. That comment landed a little harder than the original question. For many of us, Mark Twain and authors like him were unavoidable. Their books were required reading, not because they were perfect, but because they mattered. They forced us to engage with difficult language, flawed characters, social injustice, and an American history that is anything but tidy.
Somewhere along the way, we decided that discomfort was best managed through removal. Books disappeared from reading lists because of language, content, or concern over how they might be received. And to be clear, this isn’t about pointing fingers in one political direction. Cancel culture exists on both the red and blue sides. The result, however, is the same.
Most of us read those books, wrestled with them, and managed to survive the experience. For the most part. 😉 The difference wasn’t that the material was comfortable; it was that good educators provided context. They helped us understand why a text was problematic, why it mattered historically, and how to read it critically rather than avoid it entirely.
History doesn’t serve us well when it’s hidden. Studying it isn’t the same as celebrating it, and reading difficult books isn’t the same as endorsing everything in them. When we remove historically significant texts instead of teaching them well, we don’t protect students—we leave gaps. And gaps have consequences.
As Isaiah kept driving, focused on the road ahead, I couldn’t help but think about how quietly removing stories from classrooms also removes the context the next generation needs to understand where we’ve been—and why it matters.
I suppose this is the moment I officially become that “get off my lawn” guy. It was funny at first. It really was. But the longer I thought about it, the more unsettled I became.
Seen by God: Finding Strength When You Feel Unseen
There was a time in my life when I stood at what many would call “the top of my game.” My career was strong. My influence was wide. My schedule was full. And while my calendar overflowed, my spiritual life was quietly starving. I read Scripture, but not deeply. I prayed, but not intimately. My connection with God existed, but it often lived on the surface.
Then, life shifted. Opportunities faded. Influence diminished. The doors that once swung open without resistance suddenly closed. Financial security vanished. My relevance felt questioned. And alongside the professional loss came something even more painful: seasons of feeling unseen, unheard, and forgotten—sometimes even within the places where I sought encouragement and community.
That’s why the raw honesty of Psalm 142:4 resonates deeply with me:
“Look and see, there is no one at my right hand; no one is concerned for me. I have no refuge; no one cares for my life.”
There have been moments when I have related to that cry. Times when I poured myself out and still felt overlooked. Times when I showed up faithfully and left discouraged. Times when silence from others echoed louder than words. And like David, that reality had the power to wound deeply.
But like David, I also learned this: even when we feel unseen by people, God has never stopped seeing us. He has never stopped caring. He has never stopped showing compassion. And even when loneliness whispers that we are forgotten, God remains steadfastly present.
The apostle Paul reminds us in 2 Corinthians 12:9 that the Lord declares,
“My grace is sufficient for you, for My power is made perfect in weakness.”
That verse stopped being theological theory in my life and became reality. In my weakness, God met me. In my loss, He taught me dependence. In uncertainty, He taught me trust. In humility, I discovered His strength in ways I never had before.
Today, I find myself deeper in the Word than I have been in years. I study, not because it is convenient, but because it is life-sustaining. I pray, not casually, but out of true need. I seek Him, not out of habit, but because I know I cannot walk through these seasons without Him.
I recently reflected on my finances and realized that I now make a fraction, literally about a fifth, of what I once did. By human logic, that should not work. Yet somehow, the Lord continues to provide. My family has food. We are clothed. We have shelter. We have peace. God keeps making a way.
Psalm 23:1 declares:
“The Lord is my shepherd; I shall not want.”
I used to read that from comfort. Now I read it from dependence, and its truth has never been more real.
And through it all, I have experienced the tenderness of God’s heart. Psalm 103:13 reminds us:
“As a father has compassion on his children, so the Lord has compassion on those who fear Him.”
Even in the moments when I felt overlooked… He saw me. When I felt invisible… He was near. When discouragement took root… He met me with compassion.
Satan would love to take seasons of loneliness and twist them into lies: “You are forgotten. You are useless. You no longer matter.” But Scripture reminds us otherwise. In our weakness, God’s strength is revealed. In our emptiness, His sufficiency is revealed. In our sense of being unseen, His watchful love is revealed.
So I continue to pray, not simply for restoration, but that God will use my life right where it is. I pray that the testimony of God’s faithfulness in struggle may remind someone else who feels unseen that God still sees them too.
If you are walking through a season like that… If you feel invisible… If it feels like no one stands beside you…
Take courage. God sees you. He hears you. He cares deeply for you. And He is nearer than you think.
Sometimes, it is in the very places we feel the weakest, most overlooked, and most vulnerable that God shows us just how strong, compassionate, and faithful He truly is.
Prayer
Lord, thank You for Your grace that meets me in my weakness and Your strength that sustains me each day. Help me keep my eyes fixed on You, guarding my heart from the lies that tell me my worth is found anywhere but in You. Teach me to lean into You more deeply, especially in seasons of loneliness, need, uncertainty, and humility. Remind me that You see me, You care for me, You are my Shepherd and my compassionate Father, and help me trust that Your presence is enough. Amen.
Recently, I had the opportunity to contribute a chapter to an IGI Global publication titled Building Learning Communities: Collaborative Coaching as a Catalyst for Talent Development in Higher Education. You can read the chapter here: https://www.igi-global.com/chapter/building-learning-communities/389775
The chapter explores a theme that has shaped much of my professional life: the transformative power of coaching and community in higher education. As I reflect on the ideas I shared there, I’m reminded why this work continues to matter to me so deeply.
Shaped by Leadership Roles in Higher Education
Much of what I know about building effective learning communities comes from my years at the University of Alabama and the University of Central Oklahoma. Serving in senior leadership roles at both institutions placed me in environments where collaboration was not just helpful but essential. I learned how teams thrive when people feel empowered to contribute, when communication is intentional, and when leaders invest in others’ growth.
These experiences taught me the importance of developing people through meaningful dialogue, reflective practice, and shared responsibility. The collaborative approaches that were necessary in those roles became foundational to my understanding of how coaching can strengthen teams and enhance institutional culture.
The Heart of the Chapter: People Grow in Community
At the core of the chapter is a simple truth: meaningful development rarely happens in isolation. Whether students, faculty, or staff, individuals thrive when they are supported by intentional communities of learning. Coaching becomes the mechanism that holds these communities together, a structured space where reflection, vulnerability, accountability, and growth are possible.
Throughout my career, I’ve seen institutions invest in new programs, technology, or organizational structures while overlooking the human connections that make these efforts successful. Sustainable improvement begins with people, not systems. Coaching empowers individuals to engage, to question, and to evolve in ways that ultimately strengthen the institution.
Leadership Development Requires More Than Training
One of the arguments I make in the chapter is that leadership development is not a one-time event. It’s a continuous process shaped by dialogue, mentoring, and real relationships. Traditional training has value, but it cannot replace the depth that coaching offers. Through coaching, leaders learn to think critically, to navigate complexity thoughtfully, and to cultivate environments where others can succeed.
This approach builds not only individual capacity but also collective resilience. Institutions marked by trust and reflective practice tend to weather change more effectively.
Why This Matters in Today’s Higher Education Climate
Higher education is experiencing enormous pressure — demographic shifts, economic uncertainty, heightened expectations, and increasing demands for accountability. In such an environment, learning communities anchored in coaching are not optional. They are essential.
They create space for honest dialogue. They help institutions retain talented employees. They nurture student success. And they foster cultures where growth is expected, supported, and celebrated.
These are not theoretical concepts; they are practical approaches that shape institutions and the people who work and learn within them. And while my examples come from higher education, the lessons extend far beyond it. Coaching, collaboration, and intentional community-building have relevance in virtually any organizational setting, making these insights broadly applicable across many professional and leadership environments.
A Continuing Commitment
Writing this chapter was more than an academic exercise. It was a reaffirmation of my lifelong belief in the power of human development. Despite the challenges, the disappointments, and the moments that test one’s sense of purpose, I remain deeply committed to the work of building communities where people can learn, lead, and thrive.
Thank you for engaging with this work. The conversation about coaching, learning, and leadership is ongoing, and I look forward to contributing to it in meaningful ways.
A few days ago, I had an unexpected encounter in my driveway. A man I didn’t immediately recognize approached me and asked, “Do you remember me?” He then reminded me that many years ago, he had brought his daughter to my office. I had worked with her and their family during a time of great need. He shared that because of that support, she is now thriving, excelling in a successful military career and having recently completed law school. He told me their entire family still attributes much of her journey to the help I offered back then. I was humbled beyond words.
After he left, I stood there for a while, reflecting. That moment stirred something deep within me. I realized just how much I miss working with young people, helping them believe in themselves, overcome obstacles, and step confidently into their future. It reminded me of the calling I once lived out daily, and how sacred that work truly was. In those seasons, I don’t think I appreciated fully the weight or beauty of the opportunity I’d been given.
God gave me gifts, and for a time, He opened doors for me to use them in powerful ways. But if I’m honest, there were times when I was so focused on what was next, the next title, the next achievement, the next milestone, that I missed the miracle of the present. I didn’t always “be where my feet were.”
That phrase, “Be where your feet are”, was spoken to Coach Nick Saban as he frequently reminded his players, but it has deep biblical resonance. God has already given us so much: family, health, calling, love, and grace. But if we’re always chasing the next thing, we risk missing what’s already in our hands. One day, we look up, and it’s gone.
Paul understood this tension. He wrote in Philippians 4:12:
“I know what it is to be in need, and I know what it is to have plenty. I have learned the secret of being content in any and every situation…”
Paul didn’t write those words from a place of comfort. He wrote them from prison. Yet he had found the secret to contentment: not in circumstances, but in Christ. His peace didn’t come from what he had or didn’t have. It came from who he belonged to.
That’s the peace I’m seeking now. Looking back, I can see how God walked with me even in the hardest times. I see now that He was teaching me, preparing me, and holding me close even when I didn’t realize it. And though I carry sorrow over what’s lost, I’m learning to also carry deep gratitude for what was, and what still is.
So now, my prayer has changed. I ask God to help me stay rooted in the moment, to treasure the gifts I’ve been given, and to trust Him with both what has passed and what’s still to come. I pray for the strength to be fully where my feet are, and to recognize that even now, God is not done using my story.
If you’re reading this and wrestling with discontentment, I invite you to pause. Ask God to show you what He’s already doing right in front of you. Not in the future. Not in the “what if.” But right now. He’s here. He sees you. And He’s still writing your story.
Prayer: Lord, help me to see the blessings in front of me. Teach me to live fully present, with a heart rooted in contentment and gratitude. Help me to let go of regret and to trust You with my future. Keep my feet grounded in Your purpose, and let me walk forward in peace. Amen.
Yesterday, I lost someone I called both godbrother and fraternity brother, Ronald Gamble. He was complex, like most of us are. Some saw him as prideful, but if you looked closer, you’d see that it was a kind of confidence, perhaps even a shield, shaped by life’s challenges. Regardless of how others perceived him, he loved his people deeply. His community was clear: our fraternity, the brotherhood of Masonry, the teammates he grew up with, and those who stood with him throughout life.
Losing a loved one always prompts reflection. In the wake of his passing, I’ve been thinking about the idea of community—what it means, what it takes, and why it matters.
Community is beautiful, but it’s also messy. It’s not polished or convenient. In John 15:15–16, Jesus calls us friends and tells us that we are appointed to bear lasting fruit. That fruit doesn’t grow in sterile conditions. It grows in dirt, in the joy and grief, in forgiveness and failure, in patience and presence.
True community is like a garden. To grow something real, you have to dig in. You have to get your hands dirty. It means walking alongside others not only in celebration, but also in sorrow. It means forgiving when it’s hard, loving when it’s inconvenient, and choosing connection even when it would be easier to retreat.
John 13:34–35 tells us to love one another as Christ has loved us. That’s not passive love. It’s active, intentional, sacrificial love. It’s the kind of love that forgives. It’s the kind of love that sticks around. And that’s the love I saw in my godbrother, underneath the armor. He may not have always said it, but he showed up, and he belonged to his people.
There’s something sacred in that kind of belonging.
I’ve also been reminded that community requires vulnerability. That’s where real transformation happens, when we allow others to see our imperfections and we choose to love theirs in return. That openness is risky, but without it, we miss out on the fruit of deep, meaningful connection.
So today, I reflect with gratitude for the life of my brother. For his presence in my life and in our shared communities. I reflect, too, on how I can be more present, more forgiving, more loving. Who do I need to forgive? Who do I need to love more boldly? Where do I need to dig deeper into the soil of relationship?
Community is God’s design for growth. It’s not clean or easy. But it’s sacred. And it’s worth it.
As we honor those we’ve lost, may we carry their legacy by cultivating connection, extending grace, and choosing love—even in the mess.
Friday nights and Saturdays at Alabama were electric, but the real work happened long before game day
When people hear that I played football at the University of Alabama, they often picture packed stadiums, roaring crowds, and those iconic Saturdays in the South. But my journey didn’t start there—it began under the Friday night lights at Sweet Water High School in Alabama. Those nights were unforgettable, but like Saturdays in college, they were only part of the story.
The real work happened long before the games. It was in the winter workouts, the spring drills, the sweltering summer practices, and the brutal two-a-days in August. At Sweet Water and later at Alabama, success wasn’t something that just happened when the lights came on. It was earned through discipline—day in and day out.
We had to be consistent. We had to show up. We had to be committed to the little things: stretching properly, staying focused during film sessions, eating right, and trusting the process even when it hurt. The wins on Friday and Saturday were built on what no one else saw. And that truth has stuck with me ever since.
The same principle applies to our spiritual lives. Too often, we treat our faith like a game day—we show up for a moment, hoping everything falls into place. But we can’t expect to face spiritual battles unprepared. We can’t expect to grow in faith without discipline. Just like football, our spiritual lives require consistent training.
Paul writes in 1 Corinthians 9:27, “I keep under my body, and bring it into subjection…” He knew that spiritual effectiveness isn’t just about knowledge or calling—it’s about discipline. Discipline builds capacity. It expands your ability to carry the weight of what God has called you to do.
Private moments of prayer, Scripture study, fasting, and quiet obedience are where we build that capacity. They’re our spiritual workouts. And they prepare us for the moments when life demands more from us.
Jesus modeled this perfectly. Before launching into public ministry, He withdrew in solitude, fasting and praying. His strength came from time alone with the Father. Our strength comes the same way.
So ask yourself: Are you preparing like it matters? Are you building spiritual muscle through daily discipline? Or are you waiting for game day, hoping you’ll somehow be ready?
Let’s focus on the little things. Because they’re never really little. They’re what prepare us for the big things.
Thought to Ponder: Are you actively building your spiritual capacity through disciplined practices? Which habits do you need to cultivate more faithfully?
Prayer: Lord, train me through discipline. Help me to seek You in the quiet, to grow in strength where no one sees, so I can serve You in the light. Expand my capacity for Your glory. In Jesus’ name, Amen.
Some songs entertain. Some get stuck in your head. And then there are a few that break you wide open.
That’s what “Only God Knows” by Struggle Jennings and Jelly Roll did to me.
When My Wife Hit Play
I didn’t find the song by accident. My wife sent it to me. She knows me. She knows the roads I’ve walked, the weight I’ve carried, and the unspoken battles I’ve fought. When she shared it, I knew right away that it wasn’t just about music—it was about a message.
“God knows I’ve drank with the Devil / Been as high as the angels…”
That line wasn’t just lyrics. It was a reflection. Of my story. Of seasons of regret, isolation, and struggle. Of doing things I’m not proud of, but still somehow clinging to the hope that redemption is real.
The Line That Broke Me
“No, I ain’t sold my soul / But I damn near came close…”
That one stopped me cold.
I’ve never fully put into words how close I came to letting go—not just of dreams, but of myself. But when I heard those lyrics, it was like someone had finally said the thing I couldn’t. I’ve stood on that line. I’ve questioned my worth. I’ve carried guilt that didn’t leave quietly.
But I never walked alone.
A Light in the Darkness
My wife has been a light through all of it. When I forgot who I was, she reminded me. When I couldn’t see beyond the fog, she pointed toward the horizon.
And maybe most powerfully—she saw this song and saw me. Not the polished version, not the one who keeps going—but the one who almost didn’t.
Sometimes, we don’t need someone to fix us. We just need someone to say, “I see you. I still believe in you.”
That’s what she did. And that’s what God continues to do.
Why I Recorded a Video
I don’t record many personal reflections. But I had to speak on this one.
I sat down and talked about what this song stirred up in me—about survival, grace, the deep need to be seen, and how even when we think no one understands, God does. He knows the entire story—especially the parts we try to hide.
If you’ve ever felt lost, if you’ve ever been close to giving up, if you’re holding on by a thread—you’re not alone.
Tell Your PeopleIf someone has been your light, your steady hand, your reason to keep going—tell them. Let them know they matter. I’m grateful every day for my wife, who has been that for me. And I’m grateful that songs like this exist—to help us say what we sometimes can’t.
Only God knows how far we’ve come. And sometimes, that’s more than enough.
Workplace sabotage can manifest in various forms, including gossip and rumors, undermining colleagues, passive-aggressive behavior, direct confrontations, and exclusion and cliques. Gossip and rumors involve spreading false or harmful information about colleagues, leading to mistrust and hostility. Undermining colleagues means deliberately sabotaging a colleague’s work or reputation by withholding important information or providing incorrect guidance. Passive-aggressive behavior includes using sarcasm, giving the silent treatment, or making backhanded compliments to create a toxic atmosphere. Direct confrontations involve engaging in open arguments or heated discussions that disrupt workflow and increase workplace tensions. Exclusion and cliques entail forming exclusive groups and excluding others, leading to feelings of isolation and resentment.
As a person of color, my professional journey has been marked by distinct experiences. At times, I noticed a difference in how I was treated compared to my peers. Reflecting on these experiences, I acknowledge that while not always the case, there were instances where peers made efforts to create a challenging workplace environment for me. This was unfortunate, and sometimes these actions may have been unintentional. However, in other situations, I perceived these challenges as deliberate acts of workplace sabotage.
I believe sharing my experiences could be valuable to other professionals of color facing similar workplace confrontations perceived as sabotage. It’s important to navigate these situations with awareness and resilience, seeking support and utilizing resources within the organization. Addressing such challenges requires a proactive approach, documenting incidents, seeking guidance from mentors or HR, and advocating for a supportive workplace culture that values diversity and inclusion.
The Unique Impact on People of Color
People of color often experience workplace sabotage differently and more intensely due to systemic biases and racial discrimination. The impact can include increased scrutiny, where people of color face higher levels of skepticism regarding their capabilities and contributions, making them more vulnerable to sabotage. Isolation is another issue, as exclusion from informal networks and social circles within the workplace can limit their access to critical information and opportunities. Stereotyping leads to biased evaluations and unfair treatment, further exacerbating feelings of inadequacy and frustration. Microaggressions, which are subtle, often unintentional comments or actions that reinforce negative racial stereotypes, can undermine confidence and create a hostile work environment.
Examples of Workplace Sabotage Against People of Color
Examples of workplace sabotage against people of color include questioning competence, withholding information, overloading with work, credit stealing, and negative performance reviews. Questioning competence involves doubting or questioning the qualifications and capabilities of people of color, often without basis, undermining their confidence and professional standing. Withholding information is the deliberate exclusion of people of color from important meetings or withholding crucial information that could aid their job performance. Overloading with work means assigning excessive workloads or menial tasks to people of color, making it difficult for them to succeed or advance. Credit stealing occurs when others take credit for the ideas and contributions of people of color, hindering their recognition and career progression. Negative performance reviews involve giving unfairly critical performance reviews based on biased assessments, which can impede career growth and job satisfaction.
I recall one situation where a peer noted that the functional area that I was supervising had encountered a few findings based upon a routine institutional audit. I was shocked as the area always was meticulous in its operations. I did my research and discovered that in this case, they had done everything that they were expected to do also. They had asked for an exception to a policy through another department, and that department had granted the exception. They had the information in writing. I was relieved because the errors seemed to be out of character for the department. When I followed up with the colleague who mentioned the findings to me regarding what I had discovered, they elected to ignore them. They made it a point to report to my supervisor and other institutional leaders that these audit findings had been discovered in one of my areas. The ability to triangulate my findings was not difficult as the individual supervised the department that made the exception. After bringing it up on several occasions, I was literally told that there was nothing that could be done, as “that ship has sailed”.
The Impact of Workplace Sabotage
The consequences of workplace sabotage are far-reaching and can affect both the individual and the organization. Decreased productivity is a significant impact, as the stress and distraction caused by sabotage can lead to decreased focus and efficiency. Lower morale is another consequence, as persistent sabotage can erode morale, leading to disengagement and dissatisfaction among employees. Increased turnover is a likely outcome in a hostile work environment, prompting valuable employees to leave and resulting in higher turnover rates and loss of talent. Health issues can also arise, with prolonged exposure to a toxic work environment causing physical and mental health problems, such as anxiety and depression.
When I have encountered these situations, it has caused a tremendous amount of stress and anger. I tried to navigate through them, but there are some who are very well-equipped in strategizing to create difficult situations for their “colleagues”. Many people of color like me have not been taught this game. They are not ready for these situations. They have not had mentors who have provided them with the reality that these types of games are played. I was naïve enough to believe that if I showed up and tried to do the right things professionally that others would support me. Over time, I realized that these types of things did occur, and it diminished my appreciation of the workplace and those around me who engaged in these situations. The toxicity caused me to have many reservations about trying to collaborate as trust had been deteriorated because of the environment that was created. I spent more time trying to figure out ways to get work done around these individuals rather than being able to be strategic. When employees of color experience these situations, it creates undue stress, second guessing, and overall a lack of desire to exist in the environment.
What to Do If Workplace Sabotage Impacts You
If you are experiencing workplace sabotage, it’s important to take proactive steps to address the situation. Start by documenting incidents of sabotage with specific details, including dates, times, and individuals involved. Keep a record of any emails, messages, or documentation that can support your case. I didn’t do a good job in this area. I wrote things off and continued to try to move forward. No one wants to be the “snitch” as some may perceive it as weakness or that you are not a team player. However, at the end of the day, your ability to be effective in your work is diminished anyway, so why not be proactive in addressing the issue head on.
Consider discussing your concerns with a trusted colleague, mentor, or supervisor who can offer guidance and support. Raising awareness of the issue within the organization can sometimes prompt action to address the sabotage. Talking to mentors and colleagues for support is crucial, even if some may not have the authority to intervene—they can still provide a listening ear. Personally, I struggled in this area because I didn’t share my experiences widely. It’s important to note that those who engage in such behavior are often adept at preemptively shaping a narrative. When you approach your supervisor, they may already have framed the situation in a way that undermines your credibility. It’s unfortunate, but it’s a tactic used by some individuals.
Seeking professional advice or assistance from HR or an employee assistance program (EAP) can also be beneficial. These resources can provide confidential support and guidance on how to navigate the situation effectively. I am delighted to see that there has been more openness by people of color to discuss mental health, but I grew up in an environment where you were perceived as weak if you requested assistance. It was a societal perception, and it was a part of black masculinity. I have since been engaged in much counseling and support, but I left a lot of money/benefits on the table because I did not take advantage of EAP back then. Don’t allow that to happen in your case.
Additionally, prioritize your well-being by practicing self-care and maintaining a healthy work-life balance. Dealing with workplace sabotage can be emotionally draining, so it’s essential to take care of yourself physically and mentally. I always joked that as a black man, my life expectancy is much shorter than other groups. As people of color overall, that tends to be the case. Don’t allow these jobs to kill you. Take care of yourself and establish boundaries. Create physical and mental well-being structures in your life to overcome these challenges.
Lastly, consider exploring your options for recourse within the organization, such as filing a formal complaint or grievance if the sabotage persists and impacts your ability to work effectively. It is not always an easy situation, and it is not the preferred solution, but if you plan to remain at the organization, you have got to put an end to this harassment. Speak up and act to save yourself and your career.
Addressing Workplace Sabotage
You should not be alone in experiencing this type of harassment in the workplace. Your leadership should be proactive in making sure that they are not complicit in allowing this to happen. To combat workplace sabotage, organizations must implement proactive measures. Preventing conflicts in the workplace is as crucial as resolving them. Organizations can achieve this by creating a positive workplace culture that encourages teamwork, trust, and inclusivity, helping employees feel valued and reducing misunderstandings and disputes. Recognizing achievements and fostering camaraderie through team-building activities can further enhance this positive environment. Additionally, providing conflict management training equips employees with skills in communication, negotiation, and emotional intelligence, enabling them to address and resolve conflicts constructively. Such training promotes active listening and empathy, helping employees engage in productive conversations and prevent conflicts from escalating.
Open communication is crucial, encouraging open and honest dialogue about workplace dynamics and conflicts to identify and address sabotage early. Diversity and inclusion initiatives are essential to foster a culture of diversity and inclusion, reducing biases and creating a supportive environment for people of color. Clear policies on acceptable behavior and conflict resolution procedures should be established and enforced. Support systems, such as mentorship programs, should be created to help people of color navigate workplace challenges and build strong professional networks.
Conclusion
Workplace sabotage can significantly hinder the productivity and well-being of employees, particularly people of color who may already face systemic biases and discrimination. By understanding the unique challenges they face and implementing effective strategies to address and prevent sabotage, organizations can create a more inclusive and productive work environment. Open communication, supportive management, and a commitment to diversity and inclusion are key to fostering a harmonious workplace where all employees can thrive. I learned much through my many years of professional experience, but there are many things that as I continue to reflect on this career that I now realize that I still have opportunities to grow. Experiences in the context of workplace sabotage is just one of them.
I am a firm believer that everyone deserves a second chance. In some cases, individuals make mistakes, and once they have completed their “debt to society”, it is important to allow those individuals to reengage with society as employed citizens. However, employment opportunities are limited because potential employers will not consider them because of their past history. I have witnessed this firsthand, but there are organizations that are committed to second chance hiring.
Second chance hiring is a concept that has gained traction in recent years, as employers are recognizing the value of providing opportunities to individuals with a criminal history. By giving these individuals a second chance at employment, companies can not only support their rehabilitation but also benefit from a diverse and inclusive workforce.
Understanding the Concept of Second Chance Hiring
The philosophy behind second chance hiring is rooted in the belief that individuals who have made mistakes in their past should not be permanently penalized. Instead, they should be given the opportunity to reintegrate into society through gainful employment. Second chance hiring recognizes that everyone deserves a chance to rebuild their lives and contribute to society in a meaningful way.
At the heart of second chance hiring is the belief that individuals should not be defined solely by their past mistakes. It acknowledges that people can change and grow, and that they should not be forever stigmatized for their past actions. By offering employment opportunities, employers can make a positive impact in the lives of these individuals, helping them reintegrate into society and become productive members of their communities.
Legal Aspects of Second Chance Hiring
When considering second chance hiring, employers must navigate through various legal considerations. These include compliance with anti-discrimination laws, understanding the implications of background checks, and assessing individual circumstances when making employment decisions. It is important for employers to familiarize themselves with the relevant laws and consult with legal professionals to ensure compliance.
Moreover, second chance hiring can also have a positive impact on the overall community. By providing opportunities for individuals with criminal records or past mistakes, employers contribute to reducing recidivism rates and promoting a safer society. When individuals are given a second chance through employment, they are less likely to reoffend and more likely to become law-abiding citizens who positively contribute to their neighborhoods and society at large.
Supporting Second Chance Employees
Another crucial aspect of second chance hiring is providing support and resources for employees who are transitioning back into the workforce. Employers can offer mentorship programs, counseling services, and training opportunities to help these individuals succeed in their roles and continue on a path of personal and professional growth. By investing in the well-being and development of second chance employees, companies not only benefit from a diverse and dedicated workforce but also play a role in breaking the cycle of incarceration and poverty.
During my time in Oklahoma, I was on the board of the Urban League, which did frequent expungement events to provide individuals with criminal records with opportunities to eliminate their criminal record as a barrier to employment. Goodwill Industries provides a variety of programming focused on job training and interview preparations. These organizations, as well as many other nonprofits and employers already engaged in this work, can provide support to organizations as they develop infrastructure to engage in second chance hiring.
The Benefits of Second Chance Hiring
Embracing second chance hiring can have numerous benefits for both employers and employees. Through my research, the benefits far exceed the drawbacks of employers developing second chance hiring.
Boosting Diversity and Inclusion
First, second chance hiring not only boosts diversity and inclusion within a company but also contributes to the overall social impact. By giving individuals with criminal records a chance at employment, organizations can actively participate in the rehabilitation and reintegration of marginalized populations. This commitment to social responsibility can enhance the company’s reputation and demonstrate a genuine dedication to making a positive difference in society.
By hiring individuals with diverse backgrounds, including those with criminal records, companies can foster a more inclusive and diverse workforce. This diversity of experiences and perspectives can lead to increased innovation, creativity, and problem-solving within the organization.
Furthermore, embracing diversity and inclusion through second chance hiring can open up new market opportunities for businesses. By reflecting the diversity of their customer base in their workforce, companies can better understand and cater to the needs of a wide range of consumers. This inclusive approach not only drives business growth but also strengthens customer loyalty and brand reputation.
Filling Labor Gaps
Second chance hiring can provide employers with access to a pool of talented individuals who may have difficulty finding employment elsewhere. This can be particularly beneficial in industries facing labor shortages or skilled worker gaps. By tapping into this talent pool, companies can address their staffing needs while helping individuals rebuild their lives.
Moreover, by investing in training and development programs for employees with criminal records, companies can nurture a skilled workforce that is loyal and dedicated. Consistently, these individuals often demonstrate a strong work ethic and a commitment to personal growth, making them valuable assets to the organization in the long run.
Reducing Recidivism Rates
Research has shown that employment plays a crucial role in reducing recidivism rates among individuals with criminal records. By providing stable employment opportunities, companies can help break the cycle of reoffending, contributing to safer communities and reducing the burden on the criminal justice system.
Additionally, by offering support services such as mentorship programs, counseling, and career advancement opportunities, companies can empower their employees to overcome challenges and build a brighter future. This holistic approach to employee development not only benefits the individual but also creates a positive impact on their families and communities, fostering a cycle of success and social upliftment.
Challenges in Second Chance Hiring
Implementing a second chance hiring strategy can bring significant benefits to organizations, individuals, and society as a whole. However, while second chance hiring offers many benefits, there can be challenges associated with implementing such a strategy.
Overcoming Stigma and Bias
One of the main challenges in second chance hiring is addressing the stigma and biases associated with individuals who have a criminal history. Employers may face resistance from colleagues or customers who harbor negative perceptions or fears. Educating employees, promoting open dialogue, and highlighting success stories can help overcome these barriers.
It is important for employers to recognize that individuals with criminal records often possess valuable skills and experiences that can contribute positively to the workplace. By focusing on the individual’s qualifications and potential for growth, employers can shift the narrative away from stereotypes and towards opportunities for redemption and success.
Addressing Legal Concerns
Employers must navigate the legal landscape surrounding second chance hiring, ensuring compliance with anti-discrimination laws and fair hiring practices. It is crucial to carefully evaluate candidates based on their qualifications, skills, and potential for success in the role while being mindful of any legal constraints or responsibilities.
Additionally, creating clear and transparent policies regarding second chance hiring can help mitigate legal risks and ensure consistency in decision-making processes. By establishing guidelines that promote fairness and equal opportunity, employers can demonstrate their commitment to inclusivity and compliance with legal standards.
Ensuring Workplace Safety
While providing opportunities for individuals with criminal records, it is essential for employers to prioritize the safety and wellbeing of all employees. Implementing robust screening procedures, providing appropriate training and support, and creating a culture of accountability can help maintain a safe and inclusive work environment.
Employers can also foster a sense of community and mutual respect among employees, regardless of their backgrounds, to promote a positive and collaborative workplace culture. By emphasizing the importance of teamwork and communication, organizations can create a supportive environment where all employees feel valued and empowered to succeed.
Final Thoughts on Implementing a Second Chance Hiring Strategy
Employers need a solid plan to effectively implement a second chance hiring strategy. This plan should be informed by change management strategies and industry best practices, which we will explore in detail.
Creating an Inclusive Hiring Policy
Developing an inclusive hiring policy that explicitly addresses second chance hiring can help guide the recruitment and selection process. This policy should outline the company’s commitment to providing opportunities for individuals with criminal records, while ensuring fair and consistent evaluation of all candidates.
When creating an inclusive hiring policy, it is important for employers to consider the specific needs and challenges faced by individuals with criminal records. This may involve collaborating with community organizations or legal experts to ensure that the policy is comprehensive and legally compliant. By taking a proactive approach to address potential barriers, employers can create a hiring process that is fair, transparent, and supportive of second chance candidates.
Training and Development for Second Chance Employees
Providing comprehensive training and development programs tailored to the unique needs of second chance employees can support their successful reintegration into the workforce. This may include mentoring programs, skills development initiatives, and ongoing support to ensure their continued growth and success.
When designing training and development programs, employers should consider the specific skills and knowledge gaps that second chance employees may have. Offering targeted training in areas such as job-specific skills, communication, and conflict resolution can help these individuals build a strong foundation for success in their new roles. Additionally, providing access to ongoing professional development opportunities can empower second chance employees to continue growing and advancing in their careers.
Building Supportive Work Environments
Creating a supportive and inclusive work environment is crucial for the long-term success of second chance employees. This can be achieved by promoting open communication, fostering a culture of empathy and understanding, and providing resources for personal and professional development.
Employers can foster a supportive work environment by implementing policies and practices that promote work-life balance, mental health support, and employee well-being. Additionally, creating opportunities for second chance employees to connect with mentors or employee resource groups can provide them with a sense of belonging and support. By prioritizing the well-being and growth of all employees, including those with criminal records, employers can create a workplace that values diversity and inclusivity.
Finally, do additional searches on “second chance hiring” or “fair chance hiring” to find more resources to create a successful strategy. Also, many state and local chambers have created coalitions of employers who share best practices in implementing and maintaining successful second chance hiring strategies.
Conclusion
In conclusion, second chance hiring offers a unique opportunity for employers to make a positive impact on individuals’ lives while benefiting from a diverse and talented workforce. By understanding the concept, embracing the benefits, and addressing the challenges, companies can implement an effective second chance hiring strategy that supports both individual and organizational growth. Learning about these efforts have been beneficial to me in many ways.
The word from the Pope 