As a result of these conversations, I have discovered a 3-step process that people can use to build inclusion into their personal and professional routines.
Knowing Yourself
Most of us go through life without getting to fully know ourselves by identifying our personal beliefs, biases and behavior. Oftentimes we are like a fish who is the last one to know they are out of the water or the emperor who is the last one to know he is unclothed.
We can begin knowing ourselves by identifying our wake- the aftermath of our behavior as interpreted by others. Much like a boat leaves a trail in the water or as a rock tossed into a pool ripples waves to the shore, we too leave a trail of identity behind us as we interact with our colleagues and customers.
Have you ever asked yourself the following questions? What ticks me off? How do I show up in the workplace every day? Do I know my hot buttons? Do I know how I may be a hot button to others?
Once you own who you are, your focus becomes less on yourself and more on your team, customers, organization and the world. You start seeing life from the eyes of others. Service and sacrifice become your primary goal as you shift your focus from self-preservation to knowing others.
Knowing Others
Since our brains reward experiences with people and things we have in common, we gravitate to our in-group and push away people and things that are different within our out-group.
Often times, we take a short cut when it comes to knowing others by tolerating or putting up with people who are different from us.
You hear this phenomenon in statements like: (1) You stay in your corner and I will stay in mine; (2) Let’s call it a truce and (3) Can we just get along?
The question we should be asking ourselves is how to give value to differences in a way that makes us more productive. It does not mean I necessarily have to like the difference or even agree with the difference. It does not mean we have to be best friends. It does not mean we have to force agreement about the differences or eliminate disagreement over the disparities.
As leadership consultant Michael Stallard frames it, we have to find a bond, shared identity, empathy and understanding of the differences in a way that moves use as unique individuals toward a group center membership that allows us to get our work done.
Knowing the Organization
Finally, we have to take our stuff, other people’s stuff and put it together to build an inclusive workplace at IRS. We must assume the role as change architects to create an environment where differences are recognized and embraced.
Here are some questions you can ask to see if you are creating that safe and healthy emotional climate that anticipates differences.
- Are you at your best at work when others are included in your efforts?
- Do you seek out different views in your workplace even if it means your views are seen as more vulnerable?
- Do you understand the quest for inclusion brings conflict but if managed positively, can bring incredible results?
- What would have to happen for you to take greater interest in the people whose differences you care least about?
Understand yourself, understand others and maximize those insights for the sake of the organization. Embrace the differences so you can make a difference. An inclusive workplace depends on it.
