How to Foster Inclusivity for Personal Growth

Did you know that wh.ite Americans' friendship networks are, on average, 90% wh.ite?(Source, Public Religion Research Institute)? Shocking? Unfortunately, based on my own experience and many of my friends and family members, it's not at all surprising to me. I know some of you may be saying, "I have plenty of Black friends at work!" But ask yourself: ❓Have I ever spent time with my Black "friends" outside of a work setting in spaces that were predominately Black, I was in the minority?   ❓Have any of my Black "friends" ever even invited me to these types of events?   ❓Do I invite any of my Black "friends" to spend time with me outside of work settings?  And when I do, are they usually the only Black faces there?   ❓Are my conversations with my Black "friends" dominated by topics about TV shows, movies, books, artists, and activities that are geared toward predominantly whi.te audiences? Let's face it: many of you, at best, just have Black work colleagues.  And listen, there is NOTHING wrong with that.   Everybody is not meant to be your friend. 🤷🏾♀️ But transforming culture and creating true inclusivity in the workplace is going to require some of you, "Allies" and "Inclusive Leaders," to build genuine interracial friendships. These friendships can bring new perspectives, foster empathy, and enhance collaboration, leading to a more vibrant and inclusive workplace. It's no longer enough to ask your Black colleagues to constantly step into predominantly wh.ite spaces and activities to build relationships. True inclusivity means wh.ite executives and colleagues must also be willing to engage in the cultural and social spaces where we, as Black professionals, feel safe sharing our true selves and building genuine friendships. And not just on MLK day, for Black History Month, or on Juneteenth.  🖤❤️💚 This will take some intention on your part and, at times, may put you in some uncomfortable situations.  But pushing yourself to make a conscious effort to broaden your experiences and start building deeper connections and reciprocal relationships is where true culture transformation starts.  Happy Friday ya'll!  #LiftingAsWeClimb2024 #HealthcareLeadership #InclusiveLeadership

Last week, I talked about how leading or learning inclusively isn’t a one-and-done. Each time you dive deeper into this topic, you’ll walk away with more ways to be welcoming, to help others feel supported, to be an ally, and to ensure you’re seeing what is potentially hard for you to see. Each time, it meets you wherever you are, with your innate unconscious biases, your perspectives, and your experiences. So, what meaningful steps forward can you take right now to become an inclusive leader? 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘁𝗶𝗽𝘀 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: • Establish and Utilize a Personal Advisory Board (PAD): Establishing a PAD, composed of trusted peers, helps leaders gain direct feedback on their inclusiveness in daily interactions. We talk more about how to do this in our article, “The Power of a Personal Advisory Board.” • Share Your Learning Journey: Openly discussing personal experiences and growth regarding biases and inclusion encourages a culture of humility and transparency. We’ve seen clients have success with this in one-on-one settings and in facilitated sessions. • Broaden Your Horizons: Leaders can disrupt pre-existing notions by regularly immersing themselves in unfamiliar scenarios, promoting understanding and inclusivity. • Check Your Reality: Shockingly, only one in three leaders truly understands their inclusive leadership potential. While some overestimate their capabilities, others lack the confidence to actively challenge existing norms. I can’t tell you how many times someone brings up a different way they might have approached a situation after the fact. Remember, while you can’t undo something that has been done, you can always check in after the fact with the parties involved to display your allyship or take a stand. It's crucial for leaders to bridge this gap through awareness, humility, and empathy. The journey towards inclusive leadership is an ongoing one, demanding consistent effort and genuine introspection. As we forge ahead in a diverse world, leaders embracing inclusivity not only benefit personally but also champion the rise of thriving, innovative organizations. What are you doing to promote inclusive leadership? #LBLDev #TheHive #OrganizationalEffectiveness #OrganizationalDevelopment #LeadershipCommunity

Last week I had the privilege & opportunity to attend The Champions Retreat hosted by BLAB US/Canada in Vancouver, BC. It was an inspiring and rejuvenating time for me. I left connected, curious, and inspired. It was also a reminder that professional development is a privilege and isn't afforded to all groups equally. Like other workplace systems and processes, there is an element of privilege that shows up in the access to professional development. Here are some strategies for creating inclusive professional development opportunities: 🏢 Have a process with clear guidelines for everyone at the org ⚖ Be transparent about budget, expectations, and outcomes  👩🏫 Offer professional development for all levels of staff including entry-level workers  ✍ Communicate professional development opportunities with your team frequently Support your team in becoming skilled, resilient, and knowledgeable. Feelings of belonging and inclusion happen through a collection of intentional actions. This can look like: 🏳️🌈 Using someone's correct pronouns  👀 Removing ableist language from your vocabulary  ❤️ Modeling vulnerability 💡 Implementing people’s ideas  😂 Having fun or laughing together (requires a relationship) 👄 Communicating in ways people understand  ☝ Giving clear and consistent directions and expectations  🤗 Give & receive feedback Team Building activities are a great way to practice creating belonging on your team.  Effective Team building can include: 💓 Introspection and journaling  👯♂️ Small group conversations  👨👩👧👧 Large group shareouts  🙏 Experiential learning (activities/games)  📺 Videos and podcasts 🙋♀️ Practical training  👐 Commitment  💝 Gratitude To design a truly equitable and inclusive environment, prioritize learning opportunities that cater to diverse learning styles. This benefits teams by: Accessibility: Everyone learns differently. By offering a variety of learning formats, you ensure everyone has equal access to knowledge and skill development. This might include written materials, video tutorials, hands-on workshops, group discussions, or one-on-one coaching – depending on the topic and individual preferences. Engagement: People who learn in their preferred style tend to be more engaged and retain information better. Offering diverse options keeps learning interesting and motivates individuals to actively participate in their development. Strengthens Teams: When team members learn in ways that resonate with them, they contribute their unique perspectives more effectively. Builds Confidence: Learning in your preferred style allows individuals to grasp concepts more easily and demonstrate their understanding effectively. This builds confidence and empowers team members to take on new challenges. By prioritizing diverse learning styles, we create an environment where everyone feels supported in their growth journey, leading to a more engaged, effective, and inclusive team.

I am using my vacation time to improve my leadership skills by attending a "Fostering Belonging and Inclusion for Managers and Leaders" course by Sanyin Siang. In today's complex world, where the human element is increasingly seen as a key differentiator in business performance, creating a sense of belonging and psychological safety is critical for organizational success.  https://lnkd.in/eqiY3JTT   To nurture a safe work environment that fosters belonging, here are some key takeaways:  - Understand the Importance of Belonging: Creating a sense of belonging is beneficial for employees' well-being and a strategic imperative for organizational resilience and growth.  - Build Trust Within Teams: Cultivate an environment of trust where team members feel comfortable expressing themselves, sharing ideas, and taking risks without fear of negative consequences.  - Redirect Competitive Behaviors: Recognize and reward team achievements and cooperative behaviors to encourage collaboration over competition.  - Ensure Continuity of Belonging: Consistently apply inclusive practices and celebrate individual contributions throughout the employee lifecycle, from onboarding to exits.  - Make Belonging an Organizational Priority: Integrate the principles of belonging into every aspect of the organization, from policymaking to daily operations, to make it a core part of the company culture.  Implementing these strategies can help unleash our workforce's full potential, leading to a more harmonious workplace and enhanced innovation, productivity, and growth. It's great to see our commitment to continuous learning and applying these valuable insights to our role in Facility Maintenance and beyond. Let's continue to embrace these learning opportunities to enrich our leadership approach and organizational impact. #peoplemanagement #diversityequityinclusionandbelonging #EmployeeRetention #FacilityMaintenance #MissionDriven #WorkplaceCulture #JobSatisfaction #SustainableBusiness