You're working on a team with members from different backgrounds. How can you make sure everyone is heard?

Educate yourself! Rather than asking your colleagues to teach you, do your homework. Research the history and meanings of local customs and holidays as well as common practices that demonstrate respect for others. Do this before you show up with your colleagues. Be attentive in listening to your colleagues and observing their behavior. Avoid any assumptions or judgments. Seek clarification from colleagues when you feel what you learned doesn't align with what you're experiencing with them.

In our daily huddles the chair (which rotates around the team daily) can ask a quick-fire question of the team. This reveals all sorts of cultural and personality nuggets that can be read up on or talked about later and provide conversation starters to more complicated areas. It’s also an injection of fun after setting our daily priorities.

From my experience of working in the MENA region, it is almost like a writing on the wall - diverse people here, proceed with respect. Unfortunately, this is ignored by many who eventually face a difficult time adjusting. As the famous saying goes - when in Rome, do as the Romans do - the same applies everywhere. Make efforts to understand the people and learn to respect it. You won't believe this, but people need a constant reminder - do not badmouth cultures (especially on office floors) just because you fail to understand them!

Some simple toughts: 1) Respect, open minded, polite. 2) Listen as you really care 3) And more important : enjoy diversity

To ensure everyone's voice is heard on a diverse team, foster an inclusive culture. Set clear expectations for open communication, practice active listening, and rotate leadership roles. Use collaboration tools for asynchronous input and encourage diverse perspectives. Implement anonymous feedback mechanisms and conduct regular check-ins. Form diverse teams, provide diversity training, and facilitate structured brainstorming sessions. Regularly assess team dynamics and adjust strategies to maintain an inclusive and respectful environment.

Elimine, imediatamente, qualquer tipo de preconceito, julgamentos ou ideologias que limitam a sua vis?o e te impe?am de ver a equipe como uma unidade onde cada membro tem seus direitos e suas responsabilidades.

For teams to be open with each other the leader must create a safe space for all. It involves fostering an environment where each person feels respected and valued. Encouraging open discussions without judgment or bias allows everyone to contribute their thoughts and perspectives comfortably. This inclusive approach helps in leveraging the diverse experiences and ideas within the team, leading to better collaboration and innovative solutions. Ultimately, by ensuring every voice is heard and respected, the team can thrive on its diversity and achieve greater success.

As pessoas precisam se sentir confortáveis para manifestar sua opini?o. Se você é um líder, se exponha e n?o se esconda atrás de uma coura?a impecável e impessoal. Uma empresa que tem um líder que n?o exp?e suas opini?es, n?o encoraja as pessoas fazerem isso. Esse é o primeiro passo para criar um espa?o seguro. O segundo é n?o julgar e tratar todos de maneira respeitosa mesmo quando n?o concordamos com a sua opini?o. é possível debater quest?es difíceis com delicadeza.

This is why I love Strength Finders and other assessments. Many times, team members do not have the courage or even the self-awareness to understand where their strengths lay and how to harness them. When you see that and can highlight it for them, it is a huge win.

Focus on everyone strengths and help support your teammates with encouragement to get the best results possible! Often times we don’t compliment each other enough. Thank you and appreciation goes a long way.

Isso é muito importante. E vale, de novo, para quest?es pessoais e profissionais. Tinha um estagiário na empresa que trabalhava que era militante LGBTQIA+. Sempre que o assunto surgia, ou que ele produzia um conteúdo sobre, eu comentava e elogiava; este era uma dos seus pontos fortes. Além de um diferencial para a empresa, que estava evoluindo nesse aspecto gra?as a sua presen?a.

This all stems from leadership, the CEO, the Director, or the team lead. Your team needs to see YOU embrace collaboration and understanding before they can truly mimic it. Implement the tools then use them and even state the obvious - "Joe and I used Google Meets and put up our favorite local spots for our background in our meeting. It was a great talking point and a fun way to start our meeting. I encourage you to try it."

Quando o assunto é diversidade e escuta ativa, eu iria além: n?o temos que colaborar, temos que trabalhar juntos para ampliá-las e fortalecê-las. O esclarecimento sobre vis?o, miss?o e objetivos é essencial e, a meu ver, pouco feito nas empresas; e quando feito, pouco aplicado. Sem esse norte, é difícil criar um denominador comum que fa?a sentido para colaboradores e empresa.

In order to give feedback, you need to understand how others and yourself receive feedback, positive or negative. Feedback is not positive affirmation. Feedback is information that is going to help you and is going to help them. Whether this be a colleague or customer, this skill is super important to learn. Feedback has not only helped me change the course of my career for the better but it also helps create a safe space and create trust. Within large or small teams, I believe feedback is something all leaders need to focus on. You can even disguise feedback sessions with a fun name like ‘uploads or downloads’. By doing so you, you are main got a habit, and this will create stronger bonds and stronger team members.

Soliciting feedback, genuinely considering the feedback you receive, and taking action based on that feedback is a powerful way to build trust. These actions demonstrate your respect for another's experience in working with you and your willingness to acknowledge that you're fallible and willing to improve. But remember, sometimes feedback comes when someone isn't having their best day. Their feedback to you may feel like a personal attack. If that happens, avoid being defensive and give their feedback some honest consideration. If you're struggling to do something useful with their feedback, ask for further discussion.

Você precisa abra?ar o feedback de verdade e isso inclui: colocá-lo na rotina e promover mudan?as a partir desse retorno. Digo isso, porque vejo três coisas acontecendo: 1) Empresas que n?o tem rotina e processo de feedback 2) Empresas que tem processo de feedback, mas n?o promovem mudan?as 3) Empresas que tem rotina de feedback e promovem mudan?as Qual você é e qual você quer ser?

What I have found helpful is to recognize the different "voices" that people use or that come natural to them. When we realize that we have a diverse set of voices, and that each has something to contribute, the conversation becomes much richer. 1. Understand your own voice tendencies and how you come across to others. 2. Recognize the voice that others feel most natural in using. 3. Value what they bring as something that may not be your own voice. 4. Create a safe environment for the quieter voices to speak up. 5. Find ways to acknowledge something specific that the others bring to the conversation. As I have heard said, "Everyone speaks, but not everyone is heard." Let's commit to appreciating all the voices!

During my time playing collegiate football, I had team members from all walks of life and from all over the country. For us to grow and be an effective team we had to respect each person and work together to reach our goal. This meant we had to respect our differences, understanding that our experiences and perspectives, while at times could create difficulty, would ultimately make us both strong, better teammates.

Everyone should be allowed to have their own opinions and communicate those opinions in a respectful way. I have learned through my career that everyone doesn’t require the same management style. Allowing someone to authentically be themselves is the truest form of valuing differences.

Acknowledge and appreciate! Give positive feedback and support. Always make sure to credit actions and behaviors that support the best outcome for the team.

Respeite as diferen?as e se abra para elas, é assim que evoluímos; individualmente e como sociedade. Uma empresa que se abre às diferen?as, só tem a ganhar. Bom exemplo: Magazine Luiza. Provoca??o: você acha que o DNA de inova??o da Magalu n?o está ligado ao seu respeito às diferen?as? Pense nisso ??

Take a course on cultural differences! Working cross culturally gives you access to a range of different perspectives which can be very rewarding, but if you are not aware of cultural differences, and your own cultural biases, then it can lead to miscommunication, confusion and frustration. If you are in a position of authority within a cross cultural team it is crucial to set clear expectations and boundaries to ensure everyone is aligned and there is no misunderstanding due to cultural differences.

A great way to engage members of your team who are from different backgrounds is to actively listen and find ways to pull in those who may not be participating. Asking the right questions from those not participating can validate and embolden those to speak up!

Escute mais, principalmente se for líder. Crie espa?os de escuta e leia sobre comunica??o n?o violenta (CNV), ajuda muito a lidar com os conflitos. Observe o comportamento dos colaboradores: aquela pessoa que se manifestava muito parou de falar? Talvez tenha acontecido algo que a deixou acanhada. Busque entender o que aconteceu, isso é essencial para manter um espa?o de escuta. Afinal, além de criar, precisamos manter um espa?o de escuta.