What do you think we mean when we talk about Diversity & Inclusion?
What do you think we mean when we say we need “Diversity and Inclusion”?
Recently I was leading a Gallup Strengths Finder team-building session and I was shocked (and excited) to witness the lack of understanding about Diversity and Inclusion. I was stunned because I didn’t realize how misunderstood the topic still is, and excited to have the opportunity to explore the conversation.
We were discussing how much more impactful it is to focus on an individuals’ strengths versus the overemphasis on what’s not working and how to close gaps. Did you know that focusing on your strengths, and how to leverage them for the benefit of the team has exponentially greater results than constantly working to overcome a weakness? One of the superpowers of a diverse team is all the different skills available to achieve the mission of the organization and allow your people to fully thrive!
This leader was stuck on the cultural norms of the organization that focuses on closing development gaps. He raised a current example he’s dealing with (we’ll call her Alex), citing the feedback of the executive team who often pointed to Alex’s “gaps” as a reason for lack of advancement. The executives making talent advancement decisions wanted to “see” Alex exhibit more extrovert tendencies. For example, Alex doesn’t speak up enough in meetings; Alex needs to be more vocal; Alex isn’t the loudest voice in the room…in other words, Alex doesn’t act “like we do”.
Initially I thought this leader was talking about capabilities, so I drew this on the white board…don’t judge my amazing artist abilities!!!