The Well Consulting

We often think of intercultural communication as an activity done across countries or ethnicities. We rarely acknowledge that different cultures are all around us and are most frequently not something we can see with our eyes. A common cultural difference prevalent in almost any organization is different #socioeconomic statuses. Those higher on the SES spectrum will be more individualist and believe the locus of their world's control lies within them. Those lower on the SES spectrum are more likely to be more collectivist believing the control for their world lies externally. These wildly different ways of being and engaging with the world can cause a great deal of team conflict, ineffective communication, or low morale. Learning to speak across all cultures is key to your organizational success. #SocioeconomicStatus #InterculutralCommunication #OrganizationalSuccess #HighPerformingTeams #Inclusion #Belonging #Culture

Leading Change is one of the most challenging aspects of being a leader. People's brains are biologically wired to see change as a threat - your employees are not always intentionally being obstinate. Help your team reify change by using the Mere Exposure Effect as one of your tools. If you consistently expose individuals to the change the more they will like it.

Do you know an organizational arsonist with hero syndrome? I have met a few in my career and I am always shocked by their boldness and their ability to whip others into a frenzy over the slightest wisp of imagined smoke. What is an organizational arsonist? This is a person who is expert in creating emergencies, panic, or chaos around perceived crises. They fear they are losing power and/or control and in order to maintain the status quo they create a crisis. The crisis serves as a mechanism for them to feel as though they still have the power and control they seek. They of course have the solution to the crisis and are happy to overwork to make sure all is well. The truest problem with these team members is the coercive effect on the team. Constant crises become exhausting and can result in a lowering of confidence in leadership. They also divert time and resources from other legitimately important work. However, these individuals can be challenging to detect and even harder to stop. It takes strong and adept leadership to be able to stop an arsonist in their tracks. Read how to spot and stop arsonist. https://lnkd.in/gNqh4GwR Or subscribe on Substack: https://lnkd.in/gDvU9Ag5

I love intent and impact but for those not involved in the important work of creating more inclusive spaces or who may not be steeped in Galen and similar authors this phrase likely seems like inaccessible, academic jargon. I have found we are really good at finding language to talk to others similar to us. However, we have only gotten worse at talking across, effectively and with positive results, socioeconomic and political divides. When someone says something racist, sexist, ageist, etc try helping them reframe. “Hmmmmm. I hear you. I just remembered the oddest story. When I was in elementary school we were coming down from Lake Tahoe in a blizzard. Kids were not listening and being loud. Clearly they did not understand the gravity of the situation. Sensing the importance of allowing the driver to focus, I yelled at everyone to be quiet. I was instantly labeled Bossy Cow. It stuck and it hurt. Sure there may have been better ways to convey my point but I was trying to help us not die! Did anything like this ever happen to you?” If they say no, ask about teasing, bullying, being left out. A story will come. Listen carefully and with affirmations. Hold their sacred story with the most extreme care and empathy. “I really wish we didn’t have to feel that way. I hate the thought that I may ever do that to someone else not realizing the impact and hurt.” If they feel open. “I wonder if we may be doing/saying <insert racist/sexist thing here> may accidently do that?” If they get defensive try, “I think I am just curious what their story might be”. “Years later my bullies thought Bossy Cow was a name I relished and that I enjoyed being called that. I mean who wants to be called a cow?!” We can help others save face and use their own story to understand their impact on others. Let’s bring civil discourse back this election season. #CivilDiscourse #Storytelling @DEIB #Leadership @CollectiveLeadership #Politics #Election

Instead of diving into polarized rhetoric, try sharing your story about a particular belief or understanding. Research shows it has the power to bridge even the most divisive of conversations. #leadership #collectiveleadership #HighPerformingTeams #CivilDiscourse

I cannot encourage you enough to education your organizations and teams on #CivilDiscourse. We cannot remove politics, but we can have a positive impact on our organizations and communities by encouraging dialogues for understanding. #leadership #collectiveleadership #HighPerformingTeams

Authentic curiosity can lead to #CivilDiscourse. When faced with an opposing view try to frame the conversation as curiosity and see what happens.

We should all be talking about #CivilDiscourse right now. As the election cycle heats up and our lives are filled with polarizing narratives seek civil discourse. The goal is not agreement but understanding. #leadership #collectiveleadership #HighPerformingTeams

If we want to look at positive team culture, we need to look at collective leadership. Trust, motivation, and a feeling of being valued are the cornerstones of a good team culture. #leadership #collectiveleadership #HighPerformingTeams

We all seek innovation - collective leadership gives us a more effective model to get there. #leadership #collectiveleadership #HighPerformingTeams #Innovation