How can you create a safe space for diverse perspectives?

?? How do we build cognitively diverse teams to solve problems faster while fostering a safe and rewarding environment? Look up the AEM cube which was developed by Peter Robertson. It can be used to measure cognitive diversity, namely how we process knowledge & the perspective we have. Cognitive diversity is less visible than other types of diversity so this path won’t be easy. Research has shown that our cognitive preferences are built into us when we are young & not related to education, culture or social conditioning. Lots of great detail online to learn more about this. The key takeaway here is that many companies are not aware of the benefits of building cognitively diverse teams. Make yours aware :) ?? Like to support this

I always push for diversity of thought. It's how I ensure I don't get stuck in a bubble. Numerous studies show the importance of diversity. It's not in doubt. How we go about diversity is usually where people get offended. Leaders must create the physiological safe space for all to feel they belong.

I think of over time, working on teams , I have learnt to be an active listener. In addition to this, in providing feedback, I use what I'll call "The Sandwich " approach. This way, I bring out the good part in the person's perspective, share what I think it should rather have been. So essentially the mix of the negative and the positive till the message is passed. I also embrace other opinions from a point of empathy, while being careful the choices of words to use. For example: I see what you mean. It sounds great. What do you think if we structure it this way.....

I draw on the work of Amy Edmondson who emphasizes that creating a psychologically safe environment is not about being "nice" but about creating an environment where people feel comfortable to speak up and share their perspectives. It is helpful for team members to reach a common understanding of their collective work and the context of the work environment. It is also important to invite people with different perspectives to join the conversation, one by one, and to listen to and capture what they have to say before deciding. Encouraging dialogue and feedback also helps people feel comfortable sharing their perspectives and where diverse perspectives are valued.

Over the course of my decade-long career as a technology leader, I've focused on creating teams that reflect the whole spectrum of human experience and ability. I've used methods like positive intelligence to learn how individuals operate. As a result, I was able to restructure my department by drawing on a variety of perspectives to address tough issues, such as moving IT training from in-person to online as part of the Covid-19 response.

Emphasize the importance of constructive criticism and growth-oriented feedback! Encourage a culture of feedback as a cornerstone of your safe space for diverse perspectives.

As a leader, start by asking others what they think and how they would do things before giving your own perspective. You will get a better understanding of different points of view if people aren't influenced by what they think you want to hear, and your own perspective might even change as a result!

Safety is a tricky thing. It's going to mean and it's going to require different things for different people. But I strongly believe that safety begins with trust. And trust takes time and consistency (and when it's broken, authentic/healthy/genuine repair). Modeling healthy and emotionally intelligent behaviors builds trust. Shared vision and goals builds trust. Managing abruptly people on teams who don't adhere to the shared values builds trust. Having diverse experiences and people on a team can build safety. Supporting diverse views and perspectives builds trust. All of this begins to set the tone for trust and safety for allowing diverse perspectives on a team.

10 SOFT SKILLS YOU NEED LEADING CHANGE As facilitator of 100+ strategic innovation projects I like to share 10 important soft skills you need to be successful: 1. Communication: to inspire your team, and top managers. 2. Creativity: to think outside the box and to solve isssues. 3. Adaptability: to navigate all the uncertainties. 4. Empathy: for great stakeholder understanding. 5. Emotional intelligence: to help build team relationships. 6. Problem-solving: to drive change forward. 7. Resilience: to bounce back from failure. 8. Leadership: to inspire and motivate others to embrace new directions. 9. Collaboration: to build a diverse and inclusive environment. 10. Strategic thinking: to effectively lead your change initiative.

As leaders, we wield the conductor's baton, orchestrating harmonious team symphonies. Purpose-driven leadership fuels diverse perspectives and inclusivity: 1?? Lead by Example: Cultivate curiosity, openness, respect, and humility. 2?? Define Purpose: Illuminate the 'Why' with crystal-clear goals. 3?? Shape Etiquette: Articulate pathways for sharing views, resolving conflicts, and nurturing feedback. 4?? Cultivate Ownership: Galvanize the team in co-creating a collective ethos and code of ethics 5?? Nurture Empathy: Advocate for active listening, profound comprehension, and unwavering support. In this orchestrated dance, every voice finds its rhythm, enriching the symphony of innovation. #Leadership #TeamCulture #DiverseVoices"

Implement 360-degree feedback loops within your startup. This approach goes beyond traditional top-down feedback and includes peer-to-peer and self-assessment feedback.

it’s crucial to emphasize the importance of active participation and assure team members that their opinions are valued. Recognize and appreciate the feedback received, highlighting the positive changes that resulted from it. This not only validates the input but also demonstrates that their voices have a real impact on the team’s direction.

Envision your team as a vibrant tapestry, each strand a unique perspective. To embrace this diversity, we master the art of soliciting feedback. It's about fostering an inclusive environment where feedback fuels growth, not fear. We use open-ended questions, varied methods like surveys and polls, and, above all, ensure psychological safety. Listening actively, we honor each viewpoint, valuing every contribution. Crucially, we translate feedback into meaningful change, demonstrating its significance. Soliciting feedback is an art, each voice painting a richer canvas of progress. It's an ongoing dialogue, harmonizing diverse voices in the symphony of growth.

If this is not a safe space for you, please speak up. That is not how it works. Feedback is the same. If people feel uncomfortable, the feedback you get differs from the feedback you should get since people will be holding back. Also, please don't underestimate how cultural differences can lead to different ways of expressing themselves in a group, whether it is a safe space or not. Before asking big open-ended questions, take enough time to connect personally and know who the person next to you is. And then, it starts with leading by example, and often it begins with small steps to show everybody that every step forward is still a step forward in a safe and appreciated place.

What I have witnessed is when you listen to each associate and there ideas it’s helps as the associate feels heard. Now that you have listened: is it a true benefit to the company as a whole or individually driven? With open communication you can then find the answer and assist the asssociate to have clear understanding. This process can be hard for some leaders as we don’t always see each person individual mindsets and listen with intent to understand as well. One statement I choose to use is “what process do you feel fits best and please help me understand why?” This helps me as a leader know an individuals strengths and needs as well. Meet each person where they are and help them find success as well, Lead by example!

Becoming aware of bias is the first step, but it has to be followed by actions. Hereby some tips: - Avoid generalizations and stereotypical views. Listen to the language used by you and your peers. - Challenge your decision making, asking yourself 'why am I thinking this way'? - Understand your own tendencies. - Be curious, get to know others. - Speak up! If you see bias in action or exclusion, speak up and change the dynamic. - Lead by example, share what diversity means to you and learn about different cultures and backgrounds. Even the most subtle forms of bias have a great impact, so what is one action you will take going forward?

Stories and Real Life Examples are great tools to convey the message and challenge the biases. Constantly be on a look out for any non-inclusive behavior by a team member and use it to tell a story. Don't put that team member under the spotlight though.

In our pursuit of inclusivity, addressing biases and assumptions is pivotal. Biases, whether overt or subtle, influence choices, while unchecked assumptions obscure diverse perspectives. It starts with self-awareness. As leaders, we consistently identify and question our biases and those within our teams, fostering empathy, inclusivity, and innovation. We encourage introspection, prompting team members to explore their beliefs, evidence, and unexplored perspectives. Through this commitment to awareness and open dialogue, we create an environment where diverse insights thrive. It's a transformative journey where biases evolve into a vibrant mosaic of ideas.

The key factor in my opinion is first to understand your own limitations. When asked for "sharing ideas" or "feedback" never expect folks to share same views. Diversity is key ingredient for a successful organization or for a team. There are many types of surveys conducted by companies which is encouraging to understand that leadership is open to ideas, but in reality it boils to down group of individuals to examine the feedback. Here are some tips to get team involved: 1. Start with "self analysis" - how you could have approached it differently. 2. Explain the gap between the finish line and turnover line. 3. Explain "how you" will change the game plan. 4. Explain "limits and boundaries" within which you need to operate.

Challenging biases was one of the greatest lessons resulting from joining the debate team in college. Finding myself in a situation where I had to convince an audience of a viewpoint that was opposite to that of my personal one, has helped me appreciate other perspectives. I believe empathy via attentive listening is a great starting point for challenging biases (works great within your team and also when interacting with external stakeholders such as customers). Some ground rules, such as pausing notifications for the duration of the meeting help for genuine discussion to take place. Placing oneself in the shoes of teammates and customers is essential.

In my experience, if we genuinely show that others ideas and suggestions are too valid and acceptable we can facilitate people to have open conversations. We should respect if someone tries to express what they have in their mind and when someone tries to connect and contribute to a discussion.

To embrace diverse perspectives, master the art of dialogue. It's not about winning or persuading but understanding, trust, and collaboration. Dialogue demands active listening, empathy, and respect. It thrives on suspending judgment, exploring assumptions, and finding common ground. As a leader, create platforms - meetings, workshops, online forums - for dialogue. Guide your team by asking questions, summarizing insights, acknowledging emotions, and resolving conflicts. Dialogue is an art where every voice enriches our tapestry of understanding. It's a haven for diverse perspectives to harmonize.

It all starts with the culture; creating an environment in which open and transparent communication is actively encouraged will help people feel safe sharing their ideas and opinions. This doesn't happen overnight, you must consistently model the behaviours you want to see and quickly deal with behaviours that fall outside of the cultural expectations.

Asking the members to be open may not yield results, as a leader you need to provide an environment for an open dialogue. Small things like 1. Look for that spark within your team 2. Get them to a comfortable environment. 3. Respect the feedback and ideas - listen with intent and explain on "how will you move forward" 4. Appreciate the member for being open. 5. Never use the phrase "constructive criticism". 6. Professional and social guidance for members

Creating an environment that encourages open dialogue is crucial for fostering inclusivity and harnessing the power of diversity in the workplace. 1. Establish psychological safety: Building psychological safety is fundamental to encourage honest and respectful conversations. Leaders can set the tone by actively listening, showing empathy, and valuing diverse perspectives. Creating safe spaces for dialogue, where individuals feel comfortable expressing their thoughts and ideas without fear of judgment or reprisal, promotes trust and openness. 2. Promote active listening and empathy: Encouraging active listening and empathy is vital to understanding and appreciating diverse viewpoints.

Diversity isn't just a challenge; it's an invaluable asset that enriches team culture, boosts performance, and elevates satisfaction. As leaders, we champion diversity by acknowledging and appreciating every team member's contributions, especially those with unique perspectives. We applaud collaboration across differences, the pursuit of knowledge from peers, and the embrace of change. Celebrating diversity is our heartfelt recognition of our team's collective brilliance—a vibrant thread weaving our tapestry of strength.

Celebrating diversity not only benefits our teams but also enhances our overall organizational performance. When we appreciate and reward collaborative efforts across differences, it reinforces a culture of inclusivity and openness. As leaders, it's our responsibility to create an environment where diversity is not just accepted, but valued.

To celebrate diversity: 1. Embrace differences and value each individual. 2. Appreciate cultural events and traditions. 3. Empower diverse voices and provide opportunities for growth. Fostering an inclusive workplace culture that embraces diversity unlocks the full potential of the workforce.

Organizations that value diversity would benefit from placing people with diverse backgrounds in high level positions. Elevate diverse voices to contribute to the "how."

Establish mentorship and sponsorship programs that pair employees from underrepresented groups with experienced leaders who can help them advance their careers. Sharing knowledge = sharing wealth. The celebration comes when everyone rises.

The social responsibility The task for every individual, agency or any organization is to look within and ask, “what discriminatory images and teachings remain in my thoughts and behavior need to be undone and changed?” Indeed, the task before us now, if we would not perish, is to shake off our ancient prejudices and rebuild the Earth, the space we all belong.we all have a right.