How to “Be Good”

After a restful and restorative holiday, I entered this year buoyed; filled with hope. It only took a few days for that to change.

Venezuela. ICE here, there, everywhere. And, Renee Good.

I hope, we can at least agree on this: Renee Good’s death, much like the deaths of Silverio Villegas González, Luis David Nico Moncada, Yorlenys Betzabeth Zambrano-Contreras, Jaime Alanís Garcia, and Keith Porter - all killed by ICE agents in the past year - was completely preventable. As were the scores of women and men who have died in ICE detention since January of 2025. As is the incarceration of over 3,800 children who are currently being held hostage in similar detention centers. 

My friend, the inimitable Julie Castro Abrams, Founder and CEO of How Women Lead, wrote a powerful LinkedIn post in response to Rebecca Good’s murder. It hit me hard. In it she writes,  

She’s right. 

While some of us may be feeling guilty, many of us are feeling scared. My god-daughter, an adoptee from China, now never leaves her home without her passport and adoption papers. My neighbor, an H-1B visa holder, also carries his papers with him. My friend, an immigrant from Mexico who finally has her green card, spends every day in fear her husband, who has yet to receive his green card, will be rounded up. Still others are wondering what happened to our democracy and the rule of law?

So how does a Modern Leader respond?

By wearing pins, by screaming into the social media void, by showing up and protesting? Perhaps. But consider this: Yet again, your employees are feeling scared, confused, angry, and heart broken. We saw it with Covid, George Floyd, January 6th, and lately in their reactions (resistance) to AI adoption. This means they are not as engaged, as productive, as committed, which means your bottom line is at risk.

A client asked me for a playbook on what he can do in his workplace. Here is what I suggested:

1. Take a Stand

Many leaders have shied away from being willing to talk about what is happening in the outside world. Why? Here is what I’ve heard from my coaching clients: The polarization, the canceling, and the deep seated belief that what happens on the ‘outside’ is merely a distraction from the priorities of running a business. That might have been true a decade ago, but that mindset is long past useful. 

It has been said, “The personal is political.” I would also argue the personal is professional.  All of which is to say, we can no longer separate our private selves from our workplaces. We learned that during Covid as we entered each other’s homes and lives. We keep learning it now as we are forced to navigate these cultural pivot points. As I wrote in my book, Intentional Power: The 6 Essential Leadership Skills for Triple Bottom Line Impact, Modern Leaders who speak their personal truth, share their points of view, AND make room for different points of view, build trust with their employees. Don’t let fear drive you to silence.

2. Be Clear About Your Company Values

At your next All Hands meeting acknowledge what is happening and then reaffirm your company’s commitment to employee safety, dignity, and inclusion. Clearly articulate the company's stance on supporting all employees regardless of immigration status. Share this communication through multiple channels (team meetings, email, intranet) to ensure broad reach. Make leadership accessible for questions and concerns through additional town halls or office hours. Be available now more than ever.

3. Create Space for Dialogue

Host facilitated listening sessions where employees can express concerns, fears, and experiences without judgment. Ensure these spaces have clear ground rules about confidentiality and respect. Invite employee resource groups representing affected communities to help shape the dialogue and identify needs. Follow up on themes and concerns raised in these sessions with concrete actions and updates. Communicate. Communicate. Communicate.

4. Provide Mental Health Support

Train managers to recognize signs of employee distress and respond with empathy and appropriate resources. Create a confidential hotline or point of contact where employees can ask questions or seek guidance. Consider bringing in licensed counselors or therapists for on-site or virtual support sessions. Extend EAP benefits or increase the number of covered sessions temporarily.

My buddy, Claude, has these additional recommendations:

• Compile and distribute resources for immigration legal assistance, including pro bono legal aid organizations and immigration attorney referrals

• Offer financial assistance programs for employees facing legal costs or unexpected hardships related to immigration concerns

• Communicate to employees what information the company maintains and how it is protected

• Review and Strengthen Workplace Policies including:

  • Immigration Status and Documentation

  • Audit I-9 and employment verification processes to ensure compliance while maximizing employee privacy and dignity

  • Review whether current practices create unnecessary barriers or anxiety for employees with work authorization

  • Train HR staff on respectful, legally compliant approaches to employment verification

  • Strengthen policies protecting employee personal information, including immigration status and documentation

  • Establish clear protocols for responding to any government inquiries or workplace enforcement actions

  • Limit internal access to sensitive employee information on a strict need-to-know basis

  • Consider legal counsel review of protocols for handling ICE workplace visits or requests for information

In short, show your employees their well being matters to you. In long, be the Modern Leader we all desperately need. 

If you are still unsure what to do or how to navigate this situation, I am offering a free 30 minute coaching session to all leaders who are eager for a playbook to help them to meet this moment - and the many others that will inevitably come. You can schedule it here. 

I’ll close with a quote from one of my heroes, John Lewis.

Lead On!

Lisen

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