Building Inclusion and Collaboration in the Workplace

Breaking Down Judgements for Productive Discussions

In today’s diverse and dynamic work environment, fostering a culture of inclusion is not just a buzzword; it’s a strategic imperative for success. Embracing and valuing the unique perspectives and experiences of all employees can lead to enhanced creativity, innovation, and overall productivity. However, achieving true inclusivity requires addressing one of the most significant barriers to effective communication: judgments.

Judgments are ingrained in human nature, often stemming from unconscious biases and preconceived notions. When we let judgments influence our interactions, it can hinder genuine understanding and create a sense of exclusion for individuals who do not conform to perceived norms or standards. These judgments may be based on race, gender, age, religion, sexual orientation, or other personal characteristics, resulting in a toxic work environment that stifles creativity and hinders collaboration. In this blog, we will explore how breaking down judgments can create a safe space for productive discussions and build a truly inclusive workplace, as well as how to create an awesome team to collaborate with. 

3 Important Steps Toward Building Inclusion and Collaboration

1. Recognizing Our Biases – The first step towards breaking down judgments is recognizing that everyone has biases, whether conscious or unconscious. Self-awareness is key to understanding how these biases impact our perceptions and interactions with others. Encouraging employees to engage in bias awareness training can help them identify and address their own biases, promoting a more inclusive mindset.

2. Cultivating Empathy – Empathy is a powerful tool for combating judgments. Encouraging employees to put themselves in others’ shoes fosters understanding and compassion. When individuals can appreciate the unique challenges and perspectives of their colleagues, they are more likely to embrace diversity and engage in open, respectful dialogue.

3. Promoting Psychological Safety – A culture of inclusion hinges on psychological safety, where employees feel comfortable expressing their opinions and ideas without fear of judgment or reprisal. Leaders must create an environment where diverse viewpoints are not only welcomed but also celebrated. Encouraging open discussions and acknowledging that mistakes are part of the learning process can foster a sense of trust and inclusion.

Breaking Down Judgments for Productive Discussions

• Active listening is a foundational skill for productive discussions. Encourage employees to listen actively, without interrupting or formulating responses prematurely. By giving each person an opportunity to express their thoughts fully, discussions become more inclusive and enriching.

• Language plays a crucial role in shaping discussions. Encourage the use of non-judgmental language that focuses on facts, ideas, and experiences rather than assumptions or stereotypes. Foster a culture where language is used to uplift and empower, rather than to marginalize or belittle.

• Constructive feedback is essential for growth and development. Leaders should promote a culture where feedback is given and received with empathy and respect. Constructive criticism should be aimed at improving performance rather than tearing down an individual’s worth.

• Setting clear guidelines for discussions can help maintain a positive and inclusive atmosphere. Establish ground rules for respectful communication, active listening, and challenging assumptions without personal attacks. Such guidelines create a safe space for diverse opinions to flourish.

HOW TO… Create an Awesome Team!  

All work requires ideas and action steps to support the operationalization of the idea. One person, alone, cannot be nearly as effective as a team of people with varying viewpoints. The challenge is first to find people who think differently; then you need to recruit them to participate. Finally, you must make room for them in the process, when it is not human nature to include people who think differently from ourselves. 

EDGES’ Inter Face Methods™ is a short online tool to give you numbers to confirm and define your hunches about the differences on your team. Using this facilitated online tool gives you and those you work with or live with a common language a way to recognize and leverage your differences. 

The robust Learning Hub uses data from the completed survey to provide personalized training material in the areas of selling, collaboration, inclusion, resiliency, adapting to change, and customer service. It all starts with a 10-minute survey. the Inter Face Methods Learning eXcelerator™ quickly identifies behavior and communication styles, then populates a report detailing the individual’s unique combination (and degree) of preferences. Employees and managers get an immediate picture of how each member works best. The Planning eXcelerator™ is designed to help you put together a good mix of people.  

Inter Face Methods identifies your sweet spot (and your watch-outs) in the planning process. The report will help you engage in planning most effectively, given your talents and preferences. Good planning teams should have variety. You should have Innovators. (People whose preference is Select or Chosen for Changing Leaf). They will bring you new ideas and vision. Without them, you will not try anything new and may not see the overall reason for the work you are doing. You should have Executors. (People whose preference is Select or Chosen for Evergreen). They will enable you to plan and manage projects and execution effectively. Without them, you will struggle to define the day-to-day activities that lead to goals achievement. You should have Connecters. (People who are Balanced between Evergreen and Changing Leaf in the preferred actions). They will help you align all your resources and actions to achieving the goal. Without them, you may not fully align your resources available to your goals. 

If a team is missing one of these perspectives, your solutions/plans/output may not be as substantial as you need to be fully successful, and your efforts will often feel like they fall short. A final word about engagement.  Inter Face Methods™  distinguishes between how people process their thoughts,  those who are fully engaged, external processors and those who are more pensive, internal processors. Be sure to allow for both in your planning efforts. Publish an agenda, pause for everyone to be involved and frequently allow for dialogue. 

5 Reasons to Collaborate and Have Productive Discussions

1. An idea that is put forth within a group grows to a much more robust form with the group’s interactions. Every idea requires innovation, evaluation, planning and execution to be fully brought to life. No single individual has all of these skills or will be able to think of everything needed. Simply put… Ideas are both more innovative and more feasible when developed by a group, rather than one individual.
2. The problems that face any organization can be substantial and yet, the solutions reside in the minds of those who know the work best. Collaboration enables people to come together to solve big problems, together. The best solutions are built to last with a variety of perspectives and viewpoints.  
3. The most effective plans are collaborative. Most often, results under perform when an idea, solution or plan is developed by only one person, because only that person owns it. Building something together also builds commitment.  
4. The best ideas in any organization are ones that support the vision. A “spinning top idea” is one that functions independently of the greater goal set. While it may gain momentum, it will probably have less results and often will use up valuable resources at the expense of the greater goal. Multiple viewpoints are necessary to ensure full alignment of activities to goals
5. Collaboration requires individuals to have good communication skills. As each individual gets better at collaboration, they develop skills that are very beneficial to have in the workplace. Individuals will become more flexible, adaptable and better at influencing. 

Building inclusion in the workplace is an ongoing journey that requires commitment, empathy, and a willingness to challenge our own biases and judgments. By fostering a culture where open, productive discussions thrive, organizations can harness the power of diversity and unlock their full potential for innovation and success. Breaking down judgments and creating an inclusive environment not only benefits employees but also boosts team dynamics and organizational performance. Let us strive to embrace diversity, dismantle judgments, and create workplaces where everyone feels valued, respected, and empowered to contribute their best.

At Edges, our work unearths and addresses the root causes of business inefficiency so your people are more effective and your business more profitable– bringing perspectives from all levels and departments within retail, real estate, and service brands. We bring practical solutions, achievable goals, and measurable results to every project. Teams are more fulfilled and more productive when they communicate and work together to meet goals.

Edges Inter Face Methods™ harnesses the power of diverse behavioral styles. The most successful teams understand, respect, nurture, and reap the benefits of a variety of preferences. Participants learn to judge less, embrace differences and complement each other’s strengths. Visit our website to get started.