Skip to main content





Embracing Team Diversity 


As businesses continue to face global challenges the need for increased critical thinking and problem solving are essential. Having diverse teams will allow you to see many different points of view and challenge old ways of thinking.  The key is to have a functioning diverse team where people are included and fully engaged so all voices are heard.

Many structural changes need to take place to increase diversity and inclusion within organisations. It is also important to know that all levels of the organisation have the power to make a difference. 

Building plans to facilitate the inclusion of team members and draw out those diverse ideas should be a focus over the next month so that you can enter the New Year with a renewed vigour and resilience.

Align Purpose

Keep people connected to the purpose – why we are here and what is really important? Select people based on the diverse characteristics needed to help move that purpose forward. In other words, select people who aren’t like you but will help you reach the goal. Appreciate those for what they do contribute and help best utilise their tasks based on their personality, energy and technical strengths. Keep the purpose alive through mission statements, visual reminders, kicking off meetings with a mission moment and continually setting intention & reinforcement around what is most important for the greater good.

Build Awareness

Remove the boxes we naturally put people into through our brain’s need to categorise the good from the bad.  Get to know people in a way that is deeper than the superficial level. Learn about what you have in common, discover their talents, what they are inspired to contribute and what they really want to do in their career/life. When we just see people on the surface we categorise them in a way that doesn’t allow for them to do more or to be more.

Challenge Your Assumptions

Don’t assume you know what is right for a team member. Often, we assume someone doesn’t want to be on a project because they have children or because that they have too much on their plate or because they weren’t successful in the past. Ask them! Make it safe for them to say no by building a relationship where it is clear you have good intentions. Let them know you are going to over-include them so that they are in more control of their own growth opportunities and overall contribution.

Create an Inclusive Environment

Encourage all voices to speak up in meetings. If someone hasn’t contributed in a while ask them what they think. If you notice a team member isn’t being heard give them the opportunity to tell the group more. Ensure that as the leader you speak last allowing the space and openness for others to safely share different thoughts. Make time and space for open dialog. Many meetings are just information being delivered to others, not a conversation that could lead to a higher productivity. To increase the dialog, incorporate powerful questions into your meeting structure such as: ‘What’s Working?’ and ‘What’s Not Working?’

Lead to Action

Make changes in the way you hire people or select people for projects, check in on your code of conduct, consider how your meetings are run or could run differently and figure out how to best onboard all members of the team no matter what their gender or background. Watch who people respond to positively and work to understand what they are doing to be heard.  

If you don't have an executive coach, find one

If a colleague is doing something that is holding them back, have the honest conversation to let them know, and provide a platform for them to learn and develop.

If you see a team member within any level of the organisation doing great work help others recognise it too. Help them be seen for the good they contribute by writing awards for colleagues, or let the person know what you appreciate in their work.

Addressing the area of diversity and inclusion isn’t easy and just bringing people to the table isn’t enough. Its not a box tick exercise and if you really want to make a difference in how your business makes decisions and creates success, embrace and take the time to learn what's needed.


Rosie Bay are committed to "creating incredible journeys through coaching". you can Contact Us here.

Comments

Post a Comment

Popular posts from this blog

The Importance of a People Strategy

As a business owner, you may have a great product or service, a solid business plan, and an excellent marketing strategy. However, without a people strategy, your business may struggle to succeed in the long run. A people strategy is a plan for how your business will attract, develop, retain, and motivate the people it needs to achieve its goals. It is about putting people at the center of your business and making sure that they are engaged, productive, and aligned with your company's vision and values. Here are some reasons why having a people strategy is crucial for your business: Attracting top talent Your people strategy should include a plan for attracting top talent to your business. This involves creating a strong employer brand, offering competitive compensation and benefits, and providing opportunities for career development and growth. By attracting the best people to your business, you can gain a competitive advantage and ensure that you have the skills and expertise nee...
Post a Comment
Read more

How to Find the Right Executive Coach

A majority of large organisations now routinely use executive coaching for their leadership development plan. Choosing the best executive coach is a critical step in the executive’s success. The process of selecting an executive coach is usually initiated by the Human Resources (HR) department with top management’s consent. It is quite similar to an interview process to hire a candidate. HR will line up a few prospective leadership coaches as candidates and set up the interviews with the leader to be coached. Sometimes, executives jump into selecting a coach based on referrals, first impressions, or HR recommendations.   As a consumer of coaching, it is always a good idea for the leader to know the entire process and know the criteria to select the right executive coach. Rushing this step or not knowing what to look for in a coach can result in a waste of time, money, and reputation for both the leader and the sponsors (HR or top management) During the first meeting ...
Post a Comment
Read more

Could you benefit from hiring a Business Coach ?

Most people have heard about business coaches. However there’s a huge gap between hearing about them and recognising what they can offer. Thinking outside the business For starters, it’s not just a case of thinking outside the box. A business coach thinks outside the business.  Sometimes you can be so close to whatever you are doing, you lose clarity. A business coach can provide that clarity. They can make it easier to see things from a distance and make better decisions because of it.  You’ll get a whole new perspective as a result. A source of encouragement Running your own business is a challenge, no matter how far along the road you are.  You may not always have a source of support to turn to. A business coach can provide the source you need. Regular meetings will also ensure you have that input to look forward to. A confidential sounding board When you hire a business coach, every session between the two of you will be completely confidentia...
Post a Comment
Read more