00:06
The other issue that may come up in
terms of organizations is sometimes
certain departments
do this so well,
other departments don't do it
at all. They don't value it.
00:17
They only do it when they're
being seen as held accountable,
maybe during an evaluation period.
00:23
But it has to be done
across the organization.
00:25
And that's one of the things
that may be hard for leaders,
because the work we we're
creating is always easy.
00:33
But the work, well,
we have to address the issues
and remind people of what
the organizational goals are
can be contentious at times.
00:40
But if we make it a habit,
then guess what, everybody does it
because it's a part of the
organizational culture.
00:47
So finding creative ways for
everybody to be able to contribute.
00:51
And also going back to that
word of accountability,
because one bad apple can
spoil the whole bunch.
00:57
Let's just say that.
00:58
And that's what we don't want
when we're talking about
an inclusive environment,
because people often label
the whole organization,
not necessarily just the
departments that may not be doing
what we expect them to do.
01:10
We want to give regular feedback
on meeting practices,
and also offer space for people
to offer ideas on improvement.
01:19
And again, being creative.
So no, one way.
01:22
There is that,
oftentimes, an inherent
perceived power differential
for leaders and everybody
else in the organization
in the organization rather.
01:32
So sometimes people are
more reluctant to speak up.
01:35
Well,
maybe you want to offer a space
where they can have those
note cards in boxes,
because some people do still
like the old school way of
putting it on a piece of paper.
01:44
Just different avenues and venues
for people to be able
to provide feedback,
because we can't
control that some people
will always not feel comfortable
with saying something directly,
especially to a leader.
01:56
There's their perceived
power differential,
and fear of some
type of retaliation.
02:01
We always want to
celebrate successes.
02:04
We want to acknowledge effort,
and we want to acknowledge
that we win as a team, always.
02:09
Sometimes as leaders,
I know for me, personally,
I like to take the brunt of it,
when something doesn't go well,
then I will take
the fault for that.
02:20
Because as the leader, I should be
paying attention to a lot of things.
02:25
But as a team, we want
to celebrate the successes.
02:28
And we don't celebrate,
"Well, this person did 10 things.
02:30
And this one only did one."
Well, that one thing that
person did might be great.
02:35
Might have been a heavier lift than
the 10 things the other person did,
or this person may have done a whole
lot by themselves,
whereas, five people did this part.
02:44
The whole point is there's
a collective effort
to meet the goals
of the organization.
02:49
And just reiterating that
accountability should be
equal among all but
you don't want to go
throwing people
under the bus as a leader.
02:58
Either you want to say we're
going to do better as a team.
03:00
You know, we are going to evaluate,
and we're just going to
do better the next time.
03:05
So that also supports people
feeling like they're
not going to get blamed
when something doesn't go right.
03:10
So just to bring it all home
and summarize it.
03:14
We want to recognize and
accommodate individual differences,
so we can promote
equal participation
and increase productivity in team
projects and embracing differences.
03:25
It's okay,
it's okay to be different.
03:27
It's okay that something
doesn't fit with
individual norms and preferences
as leaders or as team members.
03:34
So that would be a good place
where we want to consistently
emphasize the value of diversity.
03:41
Not just the presence. We don't
want to just acknowledge that.
03:44
We have people here
who come from different
backgrounds and look differently.
03:48
How are we valuing what people
are bringing to the table
and contributes into the team.
03:54
Remembering that diverse
teams boost creativity
and also support innovation.
03:59
So, one example of that is,
you know, we all think we come
up with these great ideas,
and they often are good ideas.
04:06
They're brilliant ideas
in isolation.
04:08
But when we think about
bringing them to a team,
and someone adds to that
based on their experience,
and their background,
and I don't just mean professional
experience, I mean, as a human.
04:18
So good ideas go from good
to great to exceptional
and when we include everybody,
they become extraordinary ideas.
04:26
Because it's just
something that's innovative
that oftentimes we can't
think of by ourselves.
04:32
So most people who are
the most successful
and organizations who are
the most successful that way
because they value
diversity of thought,
diversity of experience,
diversity of humanity.