Leading inclusively is going to feel awkward sometimes. It’s inevitable.
I had the honor of interviewing Andrea Flack-Wetherald, Founder and President of The Center for Mindful Improv Thinking. Andrea teaches brave conversation strategies rooted in mindfulness practice and improvised comedy skills.
She’s also a fellow author, having penned the books, The Funny Thing About Forgiveness: What every leader needs to know about improv, culture, and the world's least favorite f-word, and Mindful Improv Thinking: Build a Culture of Resilient Trust.
According to Andrea, if you’re focused on building a more inclusive workplace culture, there are four critical moments you need to pay close attention to. These are the make-or-break points that will determine whether your efforts at inclusion are truly resonating--or falling flat.
Giving and Receiving Difficult Feedback
The way you give and receive feedback speaks volumes about your commitment to inclusion. Do you create an environment where people feel safe being vulnerable and sharing constructive criticism? Or do you shut down or get defensive when the feedback is less than glowing? Do you offer feedback equitably and in a receivable manner? How you handle these difficult conversations sets the tone for the entire organization.
Moments of Self-Advocacy
When someone on your team is advocating for themselves - whether it's asking for a raise, a new project, or more responsibility - how do you respond? Do you listen with an open mind and validate their needs? Or do you make assumptions or shut them down? This is a key test of whether you're truly empowering people to bring their full selves to work.
Self-Disclosure
When an employee shares a personal part of their identity, story or experience with you, your response matters immensely. Do you receive it with compassion and curiosity? Do you rush through it or change the subject out of discomfort? How you handle these vulnerable moments of self-disclosure can deeply impact whether people feel included.
Creative Collaboration
You might not think of creative collaboration as a make-or-break inclusion moment, but it often is. When people are asked to share their ideas, whose voices get heard? Whose ideas get prioritized? If there's a disconnect between what the team needs and what's actually being built, it could be a sign that the creative process isn't as inclusive as it should be.
These four critical moments - feedback, self-advocacy, self-disclosure, and creative collaboration - are where the rubber meets the road when it comes to inclusion. Pay close attention to how you and your organization are handling them. The way you respond in these key moments will determine whether your inclusion efforts are truly taking root.
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This conversation comes from an episode of our Better Humans at Work livestream video series. Check out the full replay video here:
Ready to build a more inclusive workplace? Reach out today.
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