How can you use the principle of liking to build an inclusive team?

Getting to know what you have in common with your team members is an easy way to make everyone like each other more. This could be anything - like hobbies, interests, values, or experiences. You can find these out by just talking or doing activities together. When you talk about these things, it makes everyone feel closer and more comfortable working together. It's like making friends at work, which helps the team work better together.

Sharing a personal anecdote: When forming a new project team, my partner, Neha, took the time to conduct informal team-building activities. During one of these sessions, team members shared personal anecdotes about their backgrounds. Neha discovered that , Akanksha and I, had a shared love for travelling. Recognizing this commonality, Neha arranged a team-building event focused on travel. This not only created a stronger bond between Akanksha and I but also set the tone for a more connected and inclusive team.

Using the principle of liking to build an inclusive team involves identifying commonalities among team members to foster positive connections and rapport. By encouraging team members to discover shared interests, backgrounds, or values, you can create a sense of belonging and unity. For example, during team-building activities, you might discover that several team members share a passion for a particular hobby like hiking, or they all appreciate a similar genre of music. Acknowledging and leveraging these commonalities can help team members relate to each other better and contribute to a more inclusive and cohesive team environment.

Encourage them to communicate freely so they may share their ideas, concerns, and views in a safe space. Easy actions that establish with little?appreciation.

Finding commonality can be enriched by celebrating a universal love. Inside any workspace, most everyone loves to eat. Encouraging people to bring in their favorite food might expose others to cultural backgrounds or upbringings they’ve never considered. Leaning into somebody’s contribution will help you learn more about those you work with and might help you discover your new favorite food and culture it comes from. Secondly, they say you “cannot judge a book by its cover”; however, you can ask your coworkers what they’re currently reading. This provides insight into their interests. What’s inside their book cover might shed light or character depth to the outside picture you formed of them.

Using the principle of liking to build an inclusive team involves creating positive relationships and fostering a sense of belonging. "Give compliments" is a simple yet powerful technique. By regularly acknowledging and appreciating team members' contributions, skills, and qualities, you can boost their self-esteem and strengthen their connection to the group. For instance, complimenting someone on their innovative ideas during a team meeting or praising a colleague's dedication to inclusivity initiatives can create a more inclusive and cohesive team environment. These compliments should be sincere and specific to be most effective in promoting positive interactions and reinforcing the principle of liking within the team.

I find starting our team meetings with a round of acknowledgments helpful. For example, last week I told one of my team members, "I want to acknowledge the incredible creativity you showed in the recent project. Your approach to solving complex problems with such innovative solutions not only helped us meet our deadline but also set a new standard for our team. Your hard work and dedication are truly inspiring." This kind of specific compliment not only boosts the individual's morale but also sets a positive tone for the entire team, encouraging everyone to recognize and appreciate each other's contributions.

Pessoas querem se sentir valorizadas pelo trabalho que fazem, mas apenas 30% dos trabalhadores disseram ter recebido reconhecimento ou elogio por fazer um bom trabalho. Esse comportamento – de gestores em n?o dar feedback positivo para as pessoas – está levando funcionários a pedir demiss?o.

Yes. It will transmit them confidence. They will haver a confident and friendly interation with community and more motivated to share informativo.

By complimenting teammates, it helps to build trust in recognizing their strengths and valuable contribution to The Team than as rivals.

To build an inclusive team using the principle of liking, it's crucial to demonstrate a genuine interest in each team member. By showing interest in their backgrounds, experiences, and perspectives, you can foster positive relationships and a sense of belonging. For example, you can engage in casual conversations about their hobbies, ask about their cultural heritage, or inquire about their career aspirations. This not only helps team members feel valued and respected but also creates a more inclusive and collaborative work environment where everyone's contributions are recognized and appreciated.

To build an inclusive team, one must make sure that the team is built by and for teammembers. It is the contribution, participation and commonality among the team members that can add to more unity and excellence . Ensure that all the members of team members get importance and get benifits by being a participant of the team . Adding valuable informations ,being helpful , resourceful can make the group more responsive. Giving some live programs for the progress, growth and development as well as recreational activities can boost the team's performance . Appreciate the team members and reward them in light spirit for thier showing up in the team activities can also be very effective for a team to grow.

Para reter talentos e fazer com que as pessoas se sintam valorizadas no trabalho, é importante aplicar feedback positivo regularmente. Parece simples dizer, mas o elogio, quando bem feito, é poderoso para a equipe. Isso porque, quando uma pessoa recebe um elogio, o cérebro libera dopamina ― elemento químico que influencia as emo??es, humor, aten??o e aprendizado. é a dopamina que nos faz sentir satisfa??o e motiva??o. Assim, quando os trabalhadores se sentem felizes e recompensados por seus trabalhos, também s?o mais produtivos. E todos ganham: o funcionário, a equipe, a empresa, a lideran?a.

Showing interest in your team members is another powerful way to build an inclusive team. Take the time to get to know them on a personal level and show genuine curiosity about their backgrounds, experiences, and interests. Ask open-ended questions and actively listen to their responses. Engage in conversations and follow up on their interests and hobbies. By demonstrating interest in their lives outside of work, you foster a sense of connection and create an environment where team members feel valued and seen as individuals. This can help strengthen relationships and enhance the overall teamwork and collaboration within the team.

Show interest in the team by active listening, timely feedback, give advice on professional and non-professional matters, all these demonstrate that you care and can accommodate others.

Using the principle of liking to build an inclusive team involves fostering positive relationships among team members. "Expressing gratitude" is a powerful way to create a sense of belonging and unity within the team. Simple gestures like thanking team members for their contributions or acknowledging their efforts can go a long way. For example, a team leader might express gratitude by saying, "I want to express my appreciation for everyone's hard work on this project. Each of you has made valuable contributions, and I'm grateful for your dedication." Such expressions of gratitude can make team members feel valued and strengthen the bonds within the team, contributing to a more inclusive and cohesive work environment.

" Thank you" is a small but powerful word. It opens more doors- *To do more *To not give up in the face of challenges * To contribute resources way beyond what team members are paid to do

It is fulcral to motivate people. And it is necessary to show that their ideas and skills matters to all. Show gratitude will motivate them to do better and bring more good results

Authenticity is an underrated quality. When you offer a compliment from the heart, it's more than just words—it's a genuine acknowledgment of someone's uniqueness. A sincere compliment has the power to uplift spirits, build connections, and create a ripple effect of positivity. Leaders play a crucial role in setting the tone. They must demonstrate authenticity in their communication and actions, encouraging team members to do the same. Additionally, they should promote an environment where open and honest conversations are encouraged.

When individuals bring their authentic selves to the table, trust deepens, creating a robust support system that withstands challenges. Teams built on authenticity cultivate a culture of respect, empathy, and unity resulting in a compatible and high-performing squad.

Authenticity is NOT hard to hide when you are performing the task alongside your subordinates. In the Military, we leaders, love to walk alongside our junior counterparts and participate in or contribute to the task at hand. When you offer a comment of gratitude or advice, they understand you are authentic because they know you “feel” their same effort or struggle and both sets of hands are dirty. Don’t take their work but authentically support and empower their efforts. “A mile in another persons shoes”….(especially if you have already walked that mile before. Re-walk it and remember!)

Staying true to your personality, values and spirit is what builds trust, not only with others, but also with yourself. Self-efficacy is built by showing your true self, without trying to please others. Accepting who you are, what you do well and having the courage to share that is what encourages people to work alongside you. It is only your authentic self that should express gratitude, show interest and compliment strengths, for without authenticity, these qualities mean nothing ...

Vulnerability, authenticity are two key traits that will help develop and inclusive ecosystem. Unless as an individual we are willing to speak about what I don't know and willing to learn different perspectives, the opportunity to be part of a wider group is remote. Sharing what we know and accepting a different perspective to our thoughts is the beginning of the journey in building that inclusive culture.

In my experience including team in our discussions and keep them updated on the progress, makes team more productive, confident and motivated. For example, you ask team inputs in some proposal, once the proposal is on rails, team would like to Know how the brain child is working or what is not working.. rather than use people and leave them in the process.

I've found that rewards play an essential role in building inclusive teams. Being able to identify hardworking team members and rewarding them no matter how little, gives each of them the propensity to double up on the job. Knowing that their every input is rated unconsciously fuels their inner ambitions which in turn greases the wheel of growth/revenue for the organization as a whole.

All great points mentioned! Definitely being authentic and complimenting genuinely is on top of my list. Other things I personally ensure is to be perceptive of the other person - match the other person’s energy. Be helpful and show positive intentions. As Project and Program Managers, we have all been in a position where we have the responsibility to get things done, without the authority and I’ve been successful mainly because of building good relationships, without an agenda.

Having communication related to work along with other things like hobbies, interests and other things will convert a team into a friends group where we can work with more excitement.

I agree to almost all the points made as far as inclusiveness is concerned , I would just like to sum up with one word , which is empowering entire team which means giving them complete freedom to steer through their own path in order to meet the objective . This might lead to discovery of new ideas and high moral for colleagues. It has a flip side as well but that can be handled just by keeping a continuous engagement and by suggesting few options rather than directing or pointing out mistake.