How do you measure and improve your communication skills and inclusivity practices?

Inclusivity has alot of benefits in today's collaborative energy work spaces to achieve great result and hit the desired goals. To increase productivity and delivery efficiency, it is important to collaborate rightly. Without bias and sentiments regardless of the colour, background or differences, we can see from others perspectives, share in their thought and opinion and avoid conflict base on differences. This makes us a better people and it is culture shaping.

Reflect on your communication strengths and weaknesses. Identify areas where you excel and areas for improvement, such as clarity, active listening, empathy, persuasion, and adapting communication style to different audiences. Seek feedback from colleagues, mentors, or supervisors on your communication skills. Ask for specific examples of times when your communication was effective or could have been improved, and use this feedback to identify patterns and areas for growth. Pay attention to how others respond to your communication. Notice nonverbal cues, such as body language and facial expressions, as well as verbal feedback, to gauge the effectiveness of your communication and make adjustments as needed.

Inclusivity matters because it recognizes and values the diverse backgrounds, perspectives, and abilities of all individuals, leading to richer experiences and outcomes. In an inclusive environment, every person has the opportunity to contribute their unique ideas and talents, fostering innovation and creativity. It enhances collaboration and understanding among different groups, breaking down barriers and building stronger communities. Inclusivity in workplaces leads to higher employee satisfaction, retention, and productivity, as people feel respected and valued for who they are. Ultimately, inclusivity enriches society by promoting equality, respect, and unity, making it a fundamental principle for progress and harmony in any setting.

Inclusivity matters as it ensures everyone feels valued , promoting a sense of belonging. For example, in an office where employees of different backgrounds collaborate effectively, bringing different perspectives. This leads to innovative solutions where individuals can thrive regardless of their differences, contributing to the success of the organization.

We all want to feel like we belong, that's really the just of inclusivity. Helping your team members feel like they belong regardless of our differences. Accepting everyone as they are.

Beyond measurement, set aside every day to consider new perspectives. If you are consciously thinking about inclusivity, you know it's more likely to be a part of your everyday practice.

Measure communication skills by seeking feedback through regular reviews where colleagues assess your clarity, effectiveness, and responsiveness. Track changes and patterns over time. Evaluate active listening by reflecting on your understanding and response to others' concerns. For inclusivity, use anonymous surveys for team members to rate their comfort in expressing ideas and sense of belonging. Observe diversity in participation during meetings and decisions. Regularly engage with and understand diverse team members, considering the frequency and quality of interactions.

Ask colleagues to observe your interactions during meetings with others, including measuring the amount of time you spend talking compared to others. Have them listen for inclusive language, observe if you talk over others, and if/how you respond to what another person is saying.

Measuring Communication skills look at 2 key factors: 1) What do your team members think about A. The way you communicate your teams goals and expectations to them B. How comfortable are they in approaching you with questions or concerns c. Having 1:1 discussions to get honest input 2) Observation - Are team members able to accurately articulate your key points after a meeting OR do they need clarification questions Measuring Inclusivity practices we need to look at 2 things A) Engagement - Does the team feel valued and respected for their opinions? Are there perspectives something that you show interest in? B) Belonging - Is there a pathway for development despite their background Additionally, using surveys to track progress over time

Embracing diversity goes beyond tools; it's about creating an environment where every voice feels valued. Regular, informal catch-ups can unveil insights into team dynamics and inclusivity levels. Additionally, incorporating inclusivity goals into personal development plans ensures a commitment to progress. Engaging in workshops or seminars on communication and inclusivity can also spark new ideas and strategies for improvement.

For me it's important to get continuous feedback from my teams, engage and develop relationships with them. Always ensure I'm including everyone and meeting them where they are at. Getting to know your people is the first step, building genuine relationships with them.

Consider asking attendees at your next meeting if you can record the session, and listen back to the recording. Focus on 1 area to improve upon in your next meeting, and repeat the process several times to integrate your new practices.

Building communication skills and inclusivity means stepping outside comfort zones. Engaging in diverse groups exposes us to various perspectives, enriching our understanding. It's about practicing empathy, truly putting ourselves in another's shoes. Feedback is a golden tool; it guides adjustments in our methods, making our interactions more effective and inclusive. This journey is ongoing, with every conversation a chance to learn and improve.

Schedule activities and events where team members can showcase their culture, their foods. Give everyone an opportunity to get to know them especially when working with global teams.

Whilst education and celebration are important, it’s equally important to ensure policies and performance frameworks are set up to acknowledge and progress those from various demographics, and not only specifically designed to benefit the majority.

Building inclusivity in your organisation requires daily action from people partners, backed by supportive policies and processes. Daily Practices: Inclusive Meetings: Encourage everyone to speak and actively gather ideas from ALL team members. Appreciate Contributions: Recognise each team member's input and celebrate diverse backgrounds. Implement: Equitable Policies: Promote fairness and address biases and Discrimination head-on. Diversity Celebrations: encourage collaboration and respect differences.

Share with your team the arears you are working on, and ask them to help keep you accountable to your goals. That way you are role modeling an open mindset and continuous improvement related to your inclusive communication.

Building inclusivity means actively listening and valuing diverse perspectives. Engage in regular team check-ins to understand personal experiences and challenges. Incorporate training that focuses on unconscious bias and cultural competency. Celebrate small wins and diverse milestones to show appreciation for unique contributions.

Active listening and open-ended questions are essential for inclusive communication. They encourage diverse perspectives and foster understanding, leading to richer ideas and solutions. Regular feedback, both giving and receiving, helps fine-tune our interactions and shows we value others' viewpoints. This can make the workplace more welcoming and innovative, enhancing everyone's sense of belonging and contribution.

Foster inclusivity in your team and organization by introducing regular diversity and inclusion training, educating employees on cultural sensitivity and unconscious biases. Develop and enforce inclusive policies, such as flexible work arrangements and anti-discrimination guidelines. Ensure recruitment processes attract diverse candidates and encourage diversity in leadership and decision-making roles. Create open forums for employees to freely share experiences and ideas, fostering open dialogue. Celebrate different cultures and backgrounds within the team, and establish clear feedback channels on inclusivity issues, making sure voices from all levels are heard and acted upon.