Change Diary

Change Management 101: DIB for Change

DIB is the present DNA of change that is being gracefully embraced today.

So, what does it entail?

Diversity - It's everything that makes us unique. Be it our gender, religion, dietary practices, right/left handedness, relationship status, etc.

Inclusion - It's about creating opportunities and fairness that's equitable for all. There's no need for someone to mask-up to either fit-in or be seen as worthy. They can simply be themselves and contribute their best.

Belonging - It's about feeling a sincere and truthful connection to the people, work and organisation. A sense of belonging from the heart.

To me, DIB is all about:

• Knowing and feeling that I am cared for,
• My voice and presence matters,
• I am in a safe space with sincere colleagues where mask-up is a 'hell no', and
• Equal opportunities are given to me and my colleagues to learn and grow.

These may seem like a dream. But, with some effort and commitment it is attainable.

DIB is indeed the 'humanity essence' for cultivation of engaged employees who are willing to embrace any Changes - openly and proactively.

One fundamental hindrance to DIB is the exercise of Unconscious Biasness or implicit biasness.

According to Imperial College London , Unconscious Biasness is a term that describes the associations we hold, outside our conscious awareness and control affecting everyone. They are influenced by our background, life experiences (incl. childhood trauma), societal stereotypes and cultural context.

Unconscious Biasness is triggered automatically by our brain making quick judgements, assumptions and assessments of everything that we see, hear, feel and taste. How crazy is that? Now, can you understand why people tend to become pessimistic when a Change is announced.

Truth be told, it's not easy to eliminate Unconscious Biasness as it's something that happens naturally to us. But, it is pertinent that we undertake small steps on a daily basis to recognise it and set ourselves in the right direction of DIB.

One practical way to inculcate DIB and bid goodbye to Unconscious Biasness is to practice:

• Self-regulation: Be mindful of bias triggers and take prompt action to stop it. Try to say "No" to Unconscious Biasness as a habit. Habits do become our way of being eventually.
• Self-reflection: Learn more about oneself and the organisation practices - to identify the root cause of biasness that is practised either consciously or subconsciously. Usually, unconscious biasness practices are passed down from past experiences and advices (or gossips).
• Self-evaluation: Evaluate every decision made - are they influenced by bias or the truth?

The above can be part of an actively organised team get together or brown bag lunch session themed as "Reflection for DIB" to identify the White Elephant in the room. And by having the findings and discussion outcome recorded and escalated to the Management Team, relevant initiatives or programmes could be undertaken as continuous improvement journey to realise DIB.

So, the question is - are you willing to organise a DIB reflection session? This itself is a Change.

Carpe diem!