Methods for Encouraging Diverse Perspectives

If people hold back their real opinions, you miss what could make you better. If no one challenges your thinking, your ideas stop evolving. In these cases, you need confident humility. I know, I know, it sounds like an oxymoron. but hear me out... Asking for feedback, advice, and new perspectives from a place of confidence can improve your work, sharpen your judgment, and help you grow. This is especially important in complex, uncertain and diverse environments where people bring different expertise, lived experiences, and communication styles. In these situations, having openness to look for feedback and advice is what allows your good thinking and work to get better. You are looking for input from others because you want greater understanding. When this is combined with confidence in what you do know, it makes you more CREDIBLE and respected because you show commitment and a willingness to dig deeper. 🔎 A simple habit to build this skill: - Ask for input, early, consistently, and from a place of confidence in wanting to learn more (not insecurity). - Ask authentically and specifically, around what you would benefit from knowing. For example “Given your knowledge of ABC, what’s something I could have approached differently?” or “I have deep knowledge of A but not B, what might I be missing in how I framed that for B?” When practiced regularly, this habit improves your performance and reshapes how others experience working with you. Professionals who lead with this type of confident humility tend to: ✅ Surface better ideas through collaboration ✅ Reduce defensiveness in high-stakes conversations ✅ Strengthen trust, especially across lines of difference ✅ Adapt more quickly in unfamiliar or shifting contexts In a world where no one sees the full picture alone, humility keeps you learning when it matters most. #Humility, #Feedback, #ProfessionalGrowth, #Collaboration, #SoftSkills, #ContextualAgility Skiilify

This quote got me thinking. Early in my career, I struggled with how people showed up. I was often called too intense, I was often perceived as overwhelming, but the truth of it is I SHOWED UP! I was engaged, I was committed, and I wanted to make an impact. Not knowing why there was such a difference between how I showed up and others, I learned … that ONLY 31% of employees are enthusiastic and energized by their work? Imagine that almost 70% of the people in your team are there because they just have to 🫣 I honestly can't imagine that, which is why I implemented some solutions in my teams, most of it worked, some of it I’m still testing & trying … Here are some things I did: 👉 Trust & Empower: I involve my team in decision-making processes and push decisions to them when possible. This fosters a sense of ownership and responsibility. 👉 Celebrate Feedback: I create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉 Connect 'Why' to Vision: I share a compelling vision to motivate team members and clearly explain why their contributions matter. 👉 Offer Development: I signal my commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉 Recognize & Praise: I acknowledge achievements and make saying ‘thank you’ my default. A little recognition goes a long way to boost morale and motivation. 👉 Promote Diversity: I embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉 Encourage Collaboration: I encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning 👉 Challenge Comfort Zones: I push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉 Cultivate Inclusivity: I ensure all voices are heard. For example, I make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And all will go just fine 🙌 #EmployeeEngagement #TeamMotivation #WorkCulture

Diversity in the workplace. While I could point to numerous studies demonstrating the business benefits of diversity — spanning innovation, engagement, and creativity — I won’t. Why? Because embracing diversity isn't just about the figures or the strategic benefits. It's the right thing to do. Early in my career, I naively believed that by simply keeping my biases in check — during interviews, performance reviews, or when providing growth opportunities — I was doing enough. However as I progressed in my career, I confronted two truths. First, the more I learned about this topic, the more I realized how little I knew about both the vastness of challenges and opportunities surrounding it. Second, and more importantly, was the burning desire I felt to transition from mere awareness to actively being a dedicated ally. For an expert take and practical insights on this topic, I turned to my friend Lauren Windebank. Lauren is an advocate for diversity in the workplace and co-founder of TRIBE, a community dedicated to educating and empowering the next generation of female leaders in male dominated industries. Here are the invaluable tips she shared, on how we can be better allies for diversity in the workplace: 1. Champion Sponsorship and Mentorship: Act as a mentor in the workplace, advocate for equal opportunity, advancement and foster a culture of respect and support. Create allyship programs and sponsor colleagues for opportunities. ↳Suggested resource: The Mentor's Guide: Facilitating Effective Learning Relationships: https://lnkd.in/d-8Txdfi. 2. Listen and Learn: Be open to feedback about your actions and language and listen to others perspectives and experiences. Become self-aware around your own unconscious biases. Set up monthly calls for peer to peer feedback. ↳Suggested resource: Unconscious Bias: https://lnkd.in/dsyckiXY. 3. Educate Yourself and Others: Take time to learn and understand inequality and unconscious biases then share your knowledge and help to educate others on equality. Actively encourage conversation around diversity and inclusion in the workplace. ↳Suggested Resource: Diversity, Inclusion and Belonging Learning: https://lnkd.in/d_ZjSnaB. 4. Take Action: Share strategies for implementing diversity and inclusion training programs. Create internal employee resource groups and advocate for the benefits of them. ↳Suggested resource: Employee Resource Groups: https://lnkd.in/dQp7smb3. Let’s make our workplaces more diverse and inclusive! Do give Lauren a follow, she posts daily on diversity, leadership and recruitment.