Inclusivity means not "just we’re allowed to be there," but we are valued. I’ve always said: smart teams will do amazing things, but truly diverse teams will do impossible things. ~Claudia Brind-Woody
As the Black Lives Matter movement gains more widespread traction, the focus on diversity and inclusion has taken on new dimensions for workplaces. Critical conversations within organizations are revealing an undercurrent of toxicity that, while unintentional, has deeply impacted the experience and morale of team members.
"But Julia, organizational culture is one of those things that just evolves organically... right?"
Not at all. Culture in the workplace has to be as intentional and prioritized as your business strategy or your core service/product offering. If you want a workforce that's upwardly mobile and "comfortably in control," you need to view your culture as a key business driver. Here’s how you can do that:
1. Encourage your team to socially connect at...
Effective teams don't happen randomly. They are the result of influential leaders who lead by example and build healthy habits into the team's dynamic. But sometimes things go south within a team, and a leader is left wondering, "what happened?" Whether it is a failed project or turnover of talented members in the team, this is a crucial moment of reflection for any leader.
What are some signs your team needs a leader to be more involved? If you can recognize the symptoms of the problem, you can take steps to get your team back on track. Below, are some of the signs you should look out for:
1. Absence of Trust
Trust is the foundation of all successful teams, and the absence of trust is a billboard on the road to dysfunction. Teams that don't trust each other assume harmful intentions, dread spending time together, and don't ask for help from each other. Leaders can start cultivating trust by creating a culture of vulnerability, rewarding honesty, and, most...
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