Joe Davis of BCG: Leadership Lessons on Generosity, Feedback, and Inclusion

My Favorite Mistake: Business Lessons from Failures and Success

My guest for Episode #278 of the My Favorite Mistake podcast is Joe Davis, Managing Director and Senior Partner at the Boston Consulting Group (BCG) and author of The Generous Leader: 7 Ways to Give of Yourself for Everyone's Gain.

Episode page with video, transcript, and more

He’s had 40+ years of experience managing and leading teams. Joe has also served as chair of BCG’s Center for Inclusion and Equity and is a founding steering committee member of CEO Action for Racial Equity and the Southern Communities Initiative.

In this episode, Joe shares his "favorite mistake" from early in his career at Procter & Gamble, where he learned the importance of giving timely feedback to his team. The conversation explores leadership generosity, vulnerability, and the value of creating trust within teams.

Joe also discusses his work with BCG’s Center for Inclusion and Equity and addresses how leaders can navigate challenges in promoting diversity, equity, and inclusion. Throughout, he offers insights on leadership growth, balancing results with empathy, and leading with authenticity.

Questions and Topics:

• What is your favorite mistake?
• Should anyone be surprised by what they hear in an annual review?
• How do you handle dynamics of giving feedback to people older than you?
• How do you define generosity in leadership?
• Is leadership generosity the opposite of a transactional, quid pro quo approach?
• What’s your perspective on using terms like "problem" vs. "opportunity" when giving feedback?
• How do you define vulnerability as a leader, and do you think vulnerability is often mistaken for weakness?
• How can early-career consultants effectively advise older executives?
• What’s the role of the BCG Center for Inclusion and Equity, and why that specific terminology?
• How do you navigate pushback against diversity, equity, and inclusion (DEI) initiatives within organizations?
• How do you address employees or leaders who criticize DEI efforts as promoting 'equal outcomes' over 'equal opportunities'?
• Is it possible to convince long-tenured leaders to move away from top-down, command-and-control leadership styles?
• How do you strike a balance between being vulnerable and still delivering results as a leader?