Inclusive leadership learning series: open discussions to foster understanding and reflection by Diarra T. Polk, PHR, SHRM-CP

At Hilti, we are committed to fostering a work environment where everyone feels included, psychologically safe and that they belong. We also know that actions speak louder than words. We are taking action to equip ourselves with a deeper level of understanding what is necessary for building and sustaining a diverse, equitable and inclusive workplace.?

In the fall of 2023, Hilti North America launched an inclusive leadership learning series, which is a series of open discussions with leaders based on each of the five behaviors impacting the feeling of inclusion. The primary goal of the series is to bring awareness to these topics, so our leaders can be intentional about role modeling the five behaviors impacting the feeling of inclusion, in their day-to-day interactions with their team members, coworkers, customers, vendors and even in their personal lives. We also created “toolbox talks” on each of the five behaviors, which are discussions our team leaders facilitate with their teams, to have open dialogues to bring awareness to the importance of these behaviors to all team members, because inclusion and belonging isn’t just a leadership topic, it is in everyone’s hands.?

The five behaviors we focus on are:

?1.???? Active listening – Paying attention, giving the speaker your undivided attention, acknowledging the message, noticing hidden meanings, and then following up with action, when needed.?

2.???? Positive reinforcement – Recognizing, rewarding, and appreciating a desired behavior to encourage its continuance. For more tips on appreciating your teammates please check out “10 tips from a decade of Appreciation @ Work”, an article I wrote in 2023 about this topic.?

3.???? Awareness of assumptions and biases – We all make assumptions and have biases. Assumptions occur when there is an absence of complete information. Seek information by becoming curious, asking questions, learning about others, and putting yourself in other’s shoes.?

4.???? Awareness of micro messages – Brief expressions that can be verbal or nonverbal which could cause harm to another person and be problematic. The intent of the initiator is usually positive, but the impact can leave the receiver feeling excluded.

?5.???? Emotional Intelligence – Emotional intelligence (EQ) is the ability to understand, use, and manage your own emotions, and to understand and respond to the emotions of others. It is a critical skill for success in all areas of life, including personal and work relationships.

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Below are a few key takeaways from the learning series, as shared by some of our leaders who participated in the discussions:?

“My biggest takeaway is the importance of pausing, reflecting, and circling back. We do not have to have all the answers right away on the spot.”?

“Understanding emotional intelligence plays a big part in all of this. Things we say have a lot of hidden meaning behind it, so it is important we think before we speak.”?

“I appreciate that we have tangible resources to help provide better language on how these situations can feel. In the book, Subtle Acts of Exclusion, the authors really help break down why something is a micro message and gives words and meaning to the feelings.”?

“Read the room, actively listen, and understand the context and intent but also exercise and practice communicating with proactive emotional intelligence”.?

“Inclusive teams improve team performance in high diversity environments.”?

?“Don’t simply dismiss anything that comes up and give everything its due attention.”

I encourage each of us to be intentional about our own behaviors related to inclusion, belonging, and creating psychologically safe spaces. One way to keep these topics in our awareness is through continuous learning, open conversations, and exposure to best practices on inclusive behaviors. I genuinely believe that “Leaders are Readers,” a phrase coined by Jim Kwik, New York Times best-selling author and executive coach. Even if you are not a reader, there are many ways to continuously learn, grow and develop yourself: podcasts, conferences, workshops, online learning, educational videos, documentaries, experience exchanges, joining employee resource groups or doing your own research in these areas.?

One of my favorite quotes by the late multitalented author and poet, Maya Angelou is: “Do the best you can until you know better. Then when you know better, do better.” The more we know, the better equipped we will be to implement our knowledge. I will leave you with a recommended list of resources used in preparation to facilitate the inclusive leader learning series discussions. These titles have helped me immensely in my own knowledge and understanding of what it takes to be an inclusive leader.

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Inclusive Leadership Learning: Recommended Reading?

·?The Art of Active Listening by Heather Younger (Berrett-Koehler Publishers, Inc. ? 2023)

?· Subtle Acts of Exclusion: How to Understand, Identify and Stop Microaggressions by Tiffany Jana and Michael Baran (Berrett-Koehler Publishers, Inc. ? 2020)

?·?The Five Languages of Appreciation in the Workplace by Gary Chapman and Paul White (Northfield Publishing ? 2011)

?· Blindspot: Hidden Biases of Good People by Mahzarin Banaji and Anthony Greenwald (Bantam Books ? 2013)

?·?The Color of Emotional Intelligence: Elevating Our Self and Social Awareness to Address Inequities by Farah Harris (Ignite Press ? 2023)

?·?Supercommunicators by Charles Duhigg (Random House ? 2024)

?· The Psychological Safety Playbook by Karolin Helbig and Minette Norman (Page Two Books ? 2023)

?There is so much power in being open, sharing our experiences, feelings, and perspectives with one another in a safe and inclusive way. In these moments, we can learn, understand, feel understood and truly put ourselves in someone else’s shoes. At the heart of inclusion, you will find respect, vulnerability, and empathy, reciprocated. I am proud of our leaders and teammates for doing the work it takes to become better inclusion advocates. Practicing inclusive behaviors is one of many ways our efforts are making construction better.

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Please comment below with your thoughts and any additional recommended resources and/or tips related to inclusion, belonging and psychological safety. Thank you!

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