Rejoignez getAbstract pour lire le résumé !

How to Listen and How to Be Heard

Rejoignez getAbstract pour lire le résumé !

How to Listen and How to Be Heard

Inclusive Conversations at Work

Career Press,

15 minutes de lecture
5 heures gagnées
6 points à retenir
Audio et texte

Aperçu

Inclusive companies perform better and their workers are more engaged. Unlock this potential at your firm.


Editorial Rating

8

Qualities

  • Applicable
  • Eye Opening
  • Concrete Examples

Recommendation

Companies with diverse, inclusive workplaces perform better. Their employees are more engaged and more productive. Workplace expert Alissa Carpenter explains how to improve your firm’s inclusivity. Her practical, applicable advice on handling challenging conversations, turning differences into strengths and overcoming bias is relevant to any manager. While some points may seem obvious – such as seeking opportunities to interact with your colleagues in person – they are also poignant reminders about the value of personal connection and perhaps about the potential of the hybrid in-and-out of the office model.

Summary

Diverse workforces benefit from a range of individual strengths.

To increase your team members’ motivation, productivity and engagement, identify their individual strengths.Recognize that people think and work differently, so resist the temptation to classify certain ways of working as good or bad. View them as neutral traits.

Identifying your own strengths requires introspection. Consider how you act and react to certain situations. Ask your colleagues for their feedback, since they may have other perspectives to share, depending on how closely you collaborate.

To identify your co-workers’ or team members’ strengths, observe how they approach certain tasks. Minor behaviors can reveal strengths: The co-worker who insists on clear deadlines and always makes careful lists could help a team stay on track thanks to his or her organizational skills. Informal behavior also provides clues. For example, when you interact socially with new hires, you can observe their strengths developing over time.

Psychometric or other analytical tests may provide further guidance and a shared language. Commonly used methodologies include CliftonStrengths...

About the Author

Multigenerational workplace expert Alissa Carpenter owns Everything’s Not OK and That’s OK, where she provides training, consulting and speaking services.


Comment on this summary

More on this topic

Customers who read this summary also read