Navigating Workplace Dynamics

Creating an inclusive workplace requires intentional actions and a commitment to doing better every day. There are some key differences between being actively inclusive and engaging in performative allyship, especially around disability inclusion. Active inclusion involves self-reflection, listening to disabled voices, learning about accessibility and inclusion, and taking meaningful steps to dismantle barriers. It’s about going beyond good intentions and committing to tangible actions that foster equity and belonging. Performative allyship, however, can appear as avoiding discussions about disability, relying on token gestures, or staying silent in the face of ableist behaviour. While often unintentional, these behaviours can reinforce exclusion instead of challenging it. To create real change, it’s important to reflect on our own practices and move towards being actively inclusive. Progress comes from understanding, listening, and taking action to ensure accessibility and equity are embedded in all aspects of our work. ID: a Robbie Crow graphic compares being actively inclusive with being a performative ally in disability inclusion. It highlights key actions like self-reflection, active listening, and proactive advocacy, contrasted with behaviours such as gaslighting, tokenism, avoidance, and silence. The aim is to encourage meaningful inclusion over superficial gestures. Full alt text is embedded in the image. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

📌 When you have a manager who gives you little to no feedback. We all want to grow in our careers. To do that, we need to know what our growth areas are and receive regular feedback on our progress. Having a #manager that gives little to no feedback (or at least anything constructive) can be both frustrating and confusing, with many of my clients stating they feel lost and directionless at times. What can you do when you’re not getting proper guidance on your performance and development from your manager? 🟢 1 - Assess your own growth areas Reflect on your job description, company goals and performance. Identify specific areas you think you could improve upon or where you feel insecure. Insecurities often highlight development areas g e.g. presenting. Online assessments can also help identify soft skills and EQ gaps. 🟢 2 - Seek feedback from peers and other sources Ask colleagues, clients, customers and other stakeholders you work with for feedback. Ask open-ended questions that invite feedback e.g. "What do you think I do well and what areas do you think I could improve in?" 🟢 3 - Set your own development goals Without managerial guidance, you must set development goals for yourself otherwise you won’t grow. This will not only affect how fulfilled you feel in your career but also your career advancement. Based on any feedback received and your assessments, what do you want to improve, by when and how will you measure your progress? 🟢 4 - Develop yourself Don’t wait for your employer to grow you. Take ownership of your growth and upskill by attending workshops, taking online courses, or certifications related to your field. 🟢 5 - Send weekly updates to your manager About your projects, achievements (with specific data and metrics), and challenges. This shows initiative and may encourage feedback. Showcase and communicate your value to other key stakeholders so others are aware of your progress - maximising your #careeradvancement potential. 🟢 6 - Keep requesting meetings with your boss to discuss performance and growth Frame it as a desire to improve and contribute more effectively. Record your attempts to seek feedback and areas where you've improved. 🟢 7 - Seek support from HR If you’ve exhausted all avenues to get frequent feedback from your boss, seek support and guidance from HR. State your eagerness for feedback so that you can maximise your performance and contribution to the company. Ask for their advice in the absence of such feedback. 🟢 8 - Evaluate your career and long-term aspirations If the situation doesn't improve and you feel your growth is stalling, explore opportunities in other organisations where feedback and growth are valued. Thoughts? #careers #growth #advancement #leadership  

I used to believe that being assertive meant being aggressive. The reality is that you can both assert yourself and be kind. 5 proven tips to be more assertive (without being aggressive): 1/ Express your needs and wants clearly Why: Being direct and honest about your needs helps others understand your perspective and enables them to respond appropriately. It demonstrates self-respect and confidence in your own opinions and feelings. How: "I appreciate your input on this project, but I strongly believe we should take a different approach. Focusing on user experience will lead to better conversion. Can we discuss how we can incorporate both of our ideas?" 2/ Use "I" statements to communicate your perspective Why: "I" statements help you take ownership of your thoughts and feelings without placing blame or making accusations. They create a non-confrontational atmosphere that encourages open dialogue and mutual understanding. How: "I appreciate the effort you've put into this presentation, but I have some concerns about the accuracy of the data. I suggest we review the sources together and make any necessary updates to strengthen our case." 3/ Practice active listening and seek to understand others Why: Active listening demonstrates that you value others' perspectives and are willing to engage in a two-way conversation. It helps build trust and rapport, making it easier to find mutually beneficial outcomes. How: "I hear your concerns about the proposed changes to our team structure. Can you tell me more about how these changes will impact your work? I want to ensure that we address any potential issues." 4/ Offer solutions Why: Offering solutions rather than simply stating problems demonstrates your willingness to work collaboratively and find mutually beneficial outcomes. How: "I understand that you want to launch the new feature as soon as possible, but I have concerns about the current timeline. What if we break the launch into two phases? We can release the core functionality in the first phase and then add the additional enhancements in the second phase. This way, we can meet the initial deadline while ensuring the quality of the final product." 5/ Learn to say "No" when necessary Why: Saying "no" to unreasonable requests or demands demonstrates self-respect and helps you maintain control over your time and resources. It also helps prevent burnout and enables you to focus on your priorities. How: "I appreciate you considering me for this new project, but unfortunately, I don't have the capacity to take on additional work at the moment. I'm committed to delivering high-quality results on my current projects, and taking on more would compromise this. Can we revisit this opportunity in a few weeks when my workload is more manageable?" What’s one thing that helped you become more assertive? PS: Assertiveness is a form of self-care that also nurtures healthy, respectful relationships with others. Image Credit: Jenny Nurick

Inclusion isn’t a one-time initiative or a single program—it’s a continuous commitment that must be embedded across every stage of the employee lifecycle. By taking deliberate steps, organizations can create workplaces where all employees feel valued, respected, and empowered to succeed. Here’s how we can make a meaningful impact at each stage: 1. Attract Build inclusive employer branding and equitable hiring practices. Ensure job postings use inclusive language and focus on skills rather than unnecessary credentials. Broaden recruitment pipelines by partnering with diverse professional organizations, schools, and networks. Showcase your commitment to inclusion in external messaging with employee stories that reflect diversity. 2. Recruit Eliminate bias and promote fair candidate evaluation. Use structured interviews and standardized evaluation rubrics to reduce bias. Train recruiters and hiring managers on unconscious bias and inclusive hiring practices. Implement blind resume reviews or AI tools to focus on qualifications, not identifiers. 3. Onboard Create an inclusive onboarding experience. Design onboarding materials that reflect a diverse workplace culture. Pair new hires with mentors or buddies from Employee Resource Groups (ERGs) to foster belonging. Offer inclusion training early to set the tone for inclusivity from day one. 4. Develop Provide equitable opportunities for growth. Ensure leadership programs and career development resources are accessible to underrepresented employees. Regularly review training, mentorship, and promotion programs to address any disparities. Offer specific development opportunities, such as allyship training or workshops on cultural competency. 5. Engage Foster a culture of inclusion. Actively listen to employee feedback through pulse surveys, focus groups, and open forums. Support ERGs and create platforms for marginalized voices to influence organizational policies. Recognize and celebrate diverse perspectives, cultures, and contributions in the workplace. 6. Retain Address barriers to equity and belonging. Conduct pay equity audits and address discrepancies to ensure fairness. Create flexible policies that accommodate diverse needs, including caregiving responsibilities, religious practices, and accessibility. Provide regular inclusion updates to build trust and demonstrate progress. 7. Offboard Learn and grow from employee transitions. Use exit interviews to uncover potential inequities and areas for improvement. Analyze trends in attrition to identify and address any patterns of exclusion or bias. Maintain relationships with alumni and invite them to stay engaged through inclusive networks. Embedding inclusion across the employee lifecycle is not just the right thing to do—it’s a strategic imperative that drives innovation, engagement, and organizational success. By making these steps intentional, companies can create environments where everyone can thrive.

Ever wondered how to build a team that feels like a global family? Let’s talk about Workplace Diversity, Equity, and Inclusion (DEI)! 🌍 As the CEO of Goodman Lantern, I head a vibrant team spread across the world. From how we deliver results to how we solve problems, I have seen that diversity is our strength and inclusion is our superpower. A diverse team brings a wealth of perspectives, fostering creativity and innovation. Inclusion ensures that every voice is heard and valued, making our team more cohesive and collaborative. If you are looking to embrace DEI in the workplace, here are my 3 most important tips: 👇 🌈 Celebrate Differences: Acknowledge and celebrate the unique backgrounds, experiences, and perspectives that each team member brings. Host cultural events, share stories, and encourage open dialogue to build understanding and appreciation. 🌈 Foster an Inclusive Culture: Create policies and practices that promote equity and inclusion. This can include flexible working arrangements, mentorship programmes, and regular DEI training. Make sure that everyone feels welcomed and supported in your workplace. 🌈 Lead by Example: As leaders, it’s crucial to model inclusive behaviour. Show empathy, actively listen, and be open to feedback. Encourage diverse viewpoints and make decisions that reflect a commitment to equity and inclusion. We all want a diverse and inclusive workplace where everyone feels valued and empowered. To achieve this, you need effective internal strategies that work for you and your team. Let us help with that. Explore our DEI services here 👉 https://lnkd.in/gn6y7Za4 #Diversity #Equity #Inclusion #DEIinWorkplace #DiversityAndInclusion #DiversityEquityInclusion

Companies believe they're doing diversity when, in fact, they're merely scratching the surface. My understanding of corporate diversity has evolved too, and so have my efforts. 💡 I began by raising awareness of its importance, then tackled exclusion, followed by driving systemic change. Now, armed with experience, I'm ready to guide companies towards the transformative power of collective intelligence through diversity. But you can't reach the destination without knowing the route. 👇 Let's unpack the key aspects of each stage: 🔍 Recognition ▫ Stopping to ignore diversity. ▫ Acknowledging diversity within your organization. ▫ Realizing that diversity includes visible (demographics) and less visible aspects (cognitive, background, experiences). 🤝 Non-Discrimination ▫ Moving beyond recognition to promoting a culture of non-discrimination. ▫ Creating policies fostering respect for diversity. ▫ Starting the conversation on inclusion and equity. 🔄 Integration ▫ Realizing that acknowledging diversity and not excluding isn't enough. ▫ Integrate diversity into processes, structures, and behaviors. ▫ Reviewing employee lifecycle practices, implement diversity training, create inclusive leadership. 🌟 Leveraging Diversity ▫ Recognizing diversity as a strategic asset. ▫ Actively harnessing diverse perspectives, experiences, and talents. ▫ Creating diverse teams in terms of appearance, background, thought, and experiences to align with the goals they need to accomplish. 🧠 Collective intelligence is a testament to the power of collaboration, diversity, and shared vision, where the whole truly becomes greater than the sum of its parts. This journey of diversity evolution is one I invite you to embark on with me. Stay tuned for more updates, and don't hesitate to reach out for support. ________________________________________ On the lookout for more DEI-related insights? 📨 Join my free DEI Newsletter: https://lnkd.in/duxDH3Q7

Leaders: Stop winging feedback. Use frameworks that drive growth. Giving feedback isn’t easy - but winged feedback often leads nowhere. Without structure, your words might confuse, demotivate, or even disengage your team. Here are 4 feedback frameworks that create clarity, build trust, and drive growth (and 1 to avoid): 1) 3Cs: Celebrations, Challenges, Commitments 🏅  → Celebrate what’s working well. → Address challenges with honesty. → End with commitments for improvement. 2) Situation-Behavior-Impact (SBI) 💡  → Describe *specific* situations. → Focus on observed behavior. → Explain its impact on team or goals. 3) Radical Candor 🗣️  → Care personally while challenging directly. → Show empathy but stay honest. 4) GROW Model: Goal, Reality, Options, Will ⬆️  → Set goals for feedback. → Discuss current reality. → Explore options for growth. → Commit together on action steps. ❌ 5) DO NOT USE: Feedback Sandwich ❌  → Start with something positive. → Address areas needing growth. → Close with another positive. ‼️ This outdated model tends to backfire as people feel manipulated. Structured feedback isn’t just about improving performance. It builds trust, fosters open communication, and creates an environment for continuous learning. ❓Which framework do you use to give feedback? ♻ Share this post to help your network become top 1% communicators. 📌 Follow me Oliver Aust for more leadership insights.

“He thought aggression = leadership. He was wrong.” The country head walked into the room like a storm. Voice loud, footsteps heavy, eyes sharp enough to cut. In meetings, he snapped at juniors. “That’s a stupid idea.” “Don’t waste my time.” “Just do what I say.” Every word landed like a whip crack. At first, people obeyed out of fear. But slowly, the air in the office grew heavy—silence in corridors, fake nods in meetings, ideas swallowed before they were spoken. I still remember one meeting. A young manager, clutching her notepad with sweaty palms, tried to contribute: “Sir, what if we—” Before she could finish, he cut her off: “Not useful. Next.” Her face flushed. She sank back into her chair. And with her, ten other unspoken ideas disappeared from the room. Later, in a one-on-one, he told me proudly: “See, I run a tight ship. They know who’s in charge.” That was his vulnerability—he mistook fear for respect, and aggression for authority. I had to hold up the mirror. 👉 “Fear creates compliance. But it kills creativity. You don’t have a tight ship—you have a sinking one.” We started training him in assertive communication—firm, but respectful. • Replacing “That’s stupid” with “Help me understand your logic.” • Practicing listening without interruption. • Learning to challenge ideas without crushing people. At first, he resisted. “This feels too soft,” he said. But slowly, he began to notice the shift. Weeks later, in another meeting, the same young manager spoke up again. This time, he leaned in and said: “Go on. Tell me more.” The room felt different. Shoulders relaxed. Pens moved again. Ideas started flowing. And at the end of the quarter, when his team hit record numbers, he admitted: “I thought respect came from fear. I was wrong. Respect comes from trust.” 🌟 Lesson: Aggression silences. Assertiveness empowers. Fear creates short-term compliance. Respect creates long-term results. Great leaders don’t intimidate their teams. They inspire them. #ExecutivePresence #LeadershipDevelopment #CommunicationSkills #SoftSkills #Assertiveness #Fortune500 #BusinessGrowth #TeamCulture #Leadership

There is absolutely no point in gathering feedback from employees without creating feedback loops and USING feedback to inform improvement. WHAT IS AN EMPLOYEE FEEDBACK LOOP❓ An employee #feedbackloop is just one of many feedback loops in organizations. It is a structured process where people provide input or comments about their work experiences, job satisfaction, or performance, and this #feedback is used by the organization to make improvements, enhance employee engagement, and create a better working environment. That last part is where many organizations fall down... they don't USE feedback to inform improvements. This is a huge missed opportunity!! Employee feedback is a powerful way for organizations to identify improvement areas. Also, when people see that they are taken seriously, they feel heard and valued, and this feeling can significantly enhance engagement and job satisfaction. There is a real danger in asking for people's feedback and then ignoring it...or failing to acknowledge it. People lose engagement and trust... slowly they stop giving feedback.... and the organization struggles to improve. 💥 CREATING FEEDBACK LOOPS 💥 If you are thinking of creating/improving your employee feedback loops, here are some high-level steps to guide you: 1️⃣ Identify the type of feedback required 2️⃣ Select Feedback Methods 3️⃣ Regularly Collect the Feedback 4️⃣ Analyze and Share Results 5️⃣ Take Action 6️⃣ Follow Up 7️⃣ Track Progress: 8️⃣ Celebrate Successes 9️⃣ Iterate and Improve: Every single one of these 9 steps are important. And not very difficult. All it takes is good leadership and organization. Remember that feedback should not be a once-off effort. It is important to aim towards creating a feedback culture, where regularly giving and receiving feedback is encouraged and valued. Consistency is key! _______________________________________ I'm Catherine McDonald- Lean Business and Leadership Coach. Follow me for insights on Lean, Leadership, Coaching, Strategy and Organizational Behaviour

#CrisisSimulationmyths Are We Overlooking the Essential Lesson in Crisis Simulation? A prevalent misconception in crisis simulation is that the mere completion of procedural steps signifies genuine organizational preparedness. In reality, an exclusive focus on checklists and scripted responses can create a misleading sense of security, failing to account for the complex and unpredictable nature of actual crises. While procedural discipline remains a foundational element, effective crisis management ultimately requires flexibility, heightened situational awareness, and the capacity to improvise in the face of unforeseen challenges. The core value of crisis simulation, lies not in the flawless execution of established protocols, but in cultivating adaptive thinking and the ability to recognize and respond to emerging threats. What should you also look for in your next crisis simulation::::::::::::::::::: ✅ Prioritize reflective debriefs that examine not only actions taken, but also the reasoning and decision-making processes behind them. ✅ Assess adaptability, emotional intelligence, and leadership under pressure, rather than limiting evaluation to procedural adherence. ✅ Design simulations that incorporate genuine uncertainty, compelling teams to step outside their comfort zones. ✅ Promote a culture where identifying and addressing weaknesses is valued more highly than achieving flawless performance. #Crisis #Crisissimulation #themediacoach