Recipe for Thriving Community in the Workplace

As an external consultant and coach, as well as an internal leader, I have had the great privilege to go deep inside many of the world's top organizations, both within the public and private sector. When societal institutions are constantly in a wild state of flux, the following elements are necessary to build thriving workplaces, where teams and individuals can achieve their full potential for impact.

In order to actualize this optimal reality, adequate resources, both in terms of people power, political will, and money must be dedicated to this. Responsibility must be distributed throughout an organization's leadership, and not just fall to the human resources function.

Yet, I frequently see well-intentioned organizations fall short on these goals. During economic hardships, slashes to learning and development or diversity, equity, inclusion, & belonging budgets are the first on the chopping block. Homogenous leadership at the top of the house, exacerbated by inequitable recruiting practices, prevents diversity from thriving. Learning and development and employee engagement is approached as a one-off event rather than integrated through all people processes.

Here is the combination of elements that build successful organizations.

Belonging

In the ever-evolving field of diversity, equity, inclusion, and belonging, belonging is the ultimate goal. Perhaps best defined by john powell, belonging is achieved when differences are celebrated, mutual responsibility is embraced, and relationships are prioritized. Belonging is achieved both at the personal and organizational levels. Individuals, teams, and departments are empowered with strong skills for interpersonal dynamics and communication.

Psychological Safety

In a healthy workplace, people feel safe to ask questions, make mistakes, and challenge those in power. Experimentation is encouraged. Some organizations encourage debate in order to move quickly along to the optimal solution.

Trauma-Informed

It is widely recognized that all humans encounter some form of emotional distress or psychological pain during their lives. When we spend so much of our waking hours in the workplace, it can be the personal nightmare when problematic psychological patterns run rampant, or it can be the playground where we collaborate like we did in kindergarten. Leaders must be trauma-informed and self-aware to create an emotionally intelligent workforce.

Creativity & Art

In most industries, left brain thinking, associated with logical, analytical, and detail-oriented analysis dominates. When a workforce over indexes on this, it misses out on innovation that can come from a more balanced embracing of right brain thinking, associated with creativity, intuition, and holistic thinking. Create opportunities for inspiration through immersion in art and nature. Innovation is best sparked with adequate time and space created for dialogue across differences.

Learning & Agility

We don't know what or when will be the next upheaval as the pandemic was. The best organizations are primed to be able to adapt rapidly when they are not beholden to unnecessary bureaucracy or a rigid culture. Leaders must constantly be learning and ready to be agile. We are still figuring out the growing pains of remote and hybrid working. Executives must listen to employees and flex to meet their needs through empathy rather than strict hierarchy.

The optimal workplace is one where there must be space for laughter and listening to flow, so ideas can actually take flight.

What do you think? What has been your experience in creating inclusive communities in the workplace?

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