By our very evolutionary nature, humans polarize. We’re hardwired to sense negativity, so we can counter it quickly and efficiently.
In fact, millions of years of this response to negative elements in the environment helped our ancestors survive. Not all of them, of course. And not for long, until more recent history. But staying alive and propagating the species was the goal.
Clearly, it wasn’t pretty. In the name of prehistoric progress, factions formed, mostly controlled by violent, fear-mongering leaders who greedily focused on their own survival, at the expense of weaker tribe members. And now after many generations, we’re here to tell about it.
Growing Into Our Collaborative Skin
Thank goodness for the frontal cortex. In more recent centuries, Enlightenment, the scientific revolution and humanitarian movements helped fundamentally shift the way we react to one another, and how we work with one another for the betterment of all.
That’s the value of every human life in a civilized society — the fact that we now can and do empathize with our global brothers and sisters. When we empathize, we can collaborate — and collaboration can elevate us all.
Collaboration: What is it and Why is it Here?
It’s not about 50-50 compromise. It’s not a winner-take-all confrontation. Nor is it merely a warm, fuzzy all-hands group hug. In its highest form, collaboration is an opportunity to create an entirely new “whole” that is larger and more effective than the sum of its parts. Ideally, a common goal is served, and everybody wins. As someone said at this week’s #TChat Twitter discussion, it’s like making a good paella.
Of course, as we see each day at work, in our communities and in the headlines, collaboration isn’t always the tool of choice, even among “civilized” humans. It hasn’t replaced polarizing negativity or self-serving violence. But we’ve “come a long way, baby,” as the 60’s commercials used to say. Violent fear-mongering is so last millennium anyway, right?
We’ve experienced first-hand how empathy, diversity of thought and respectful engagement motivate us to skip childlike together down yellow brick roads toward that magical land of Oz — from the highest levels of government, to corporations, to non-profits, to start-ups. Well at least that’s what we aspire to achieve — as it should be.
Learning Together, One Step at a Time
Of course, in reality, while we skip in sync with others on one foot, we still tend to shoot ourselves in the other. It’s not easy. But it’s human. And it’s progress.
Fortunately, for those of us in the TalentCulture community, as long as we have collaborative #TChat first aid within reach, we can rest assured that our corner of the work world is covered. Thanks to your participation, we are better, together.
And thanks to this week’s special #TChat events guest, Dr. Jesse Lyn Stoner, for helping us gain a much deeper understanding of collaboration’s roots, and how to apply it more effectively in the workplace. Jesse is a brilliant business consultant, executive coach and author, focused on helping companies improve their performance through collaborative strategies.
If you missed any of this week’s events – or if want to revisit insights anytime – just follow the links below…
#TChat Week-in-Review
Listen to the #TChat Radio interview with Jesse Lyn Stoner
MON 3/4 #TChat Weekly Preview “Smart Leaders Collaborate” laid out key questions for the community to consider.
TUE 3/5 #TChat Radio Show: Our hosts sat down with Jesse to define successful workplace collaboration. It was a helpful look into the human drivers that contribute to collaboration – or block its progress – and how leaders can be more effective by recognizing those underlying motivations.
WED 3/6#TChat Twitter: Jesse returned to moderate our dynamic weekly Twitter forum – as a living model of mass virtual collaboration in action! Check out these highlights from the conversation…
THANKS: One more round of applause, please, for Dr. Jesse Lyn Stoner! We appreciate you sharing your deep understanding of collaboration. Your insights sparked ideas that will help us work more effectively with others.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about workplace collaboration? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week – SPRING BREAK at SXSW! No scheduled #TChat events March 12/13. But please SAVE THE DATES the following week, March 19/20, when HR/talent/learning industry expert Josh Bersin, Founder/Principal at Bersin by Deloitte joins us to discuss key trends, and their implications for organizational culture, development and leadership.
Until then, we’ll continue to tackle World of Work discussion each day. So join us on the #TChat Twitter stream, or on our new LinkedIn Discussion Group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.
We’ve all seen what polarization does to a country — especially recently, in our own country, the United States of America. Extreme polarization hobbles our ability to improve processes and social ills, to progress as a global business leader, and to just plain get things done.
Collaboration Is Not a Zero-Sum Game
According to our talented guest this week, Jesse Lyn Stoner (@JesseLynStoner), collaboration is the remedy for leadership and culture polarization.
“Collaboration is not about giving up your individuality. In fact, successful collaboration depends on speaking clearly and honesty about what you stand for. Collaboration is about valuing and mobilizing diversity as a force toward the common good. It is about recognizing and respecting the humanity in each individual, even those who are stuck at a pole.”
This is tough for leaders and individual contributors to do in the heat of polarization, but it’s critical for the world of work to advance, as well as the world itself. This is the very heart of productive communities online and off.
#TChat Weekly Agenda: Focus on Collaboration
This week on TalentCulture’s #TChat Radio and #TChat Twitter, we’re going to discuss the benefits of community collaboration in every incarnation and entity we belong. Here are the questions we’ll cover:
Q1: First, let’s define both collaboration and polarization. What are they?
Q2: Why has polarization across all facets of business and life been on the rise?
Q3: Diversity of thought is a very important part of effective collaboration. Why is that?
Q4: What can business leaders do to encourage more collaboration than polarization?
Q5: Does technology enable more collaboration than polarization? Or both? Why or why not?
For over 25 years, Dr. Stoner has worked closely with hundreds of leaders using collaborative processes to engage their entire workforce to improve business impact. Her clients range from Fortune 500 companies to non-profits worldwide, including Honda, Starbucks, General Electric, Marriott, Edelman Public Relations, and SAP to name a few. Jesse writes an award winning leadership blog and is also published in the Harvard Business Review. You can connect with her on Twitter at and Facebook.
This Week’s Events
#Tune-in to TChat Radio Tuesday March 5 at 7:30pm ET / 4:30pm PT when Jesse will join myself, Meghan M. Biro (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman) for a collaborative discussion about collaboration. How exciting is that? Very!
And as always, don’t forget to join us on the Twitter stream for an all-hands #TChat Twitter event, on Wednesday, March 6, from 7-8 pm ET. Jesse Lyn Stoner will again join us, this time as the chat moderator.
So come on over and bring your best ideas about how to make collaboration work in today’s world of work!
***EDITORIAL NOTE: Did you notice a new look and feel to the TalentCulture site? Jump in and explore our new surroundings! This is just the beginning, so look for more exciting changes and innovations coming soon!***
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-03-04 12:45:272020-05-25 16:24:31Smart Leaders Collaborate: #TChat Preview
Diversity: The art of thinking independently together. – Malcolm Forbes
The notion of diversity has evolved tremendously through the years. Historically, workplace diversity translated into hiring goals focused on racial and sexual equality. But today’s organizations are recognizing that there’s sustainable strategic value in diversity that reaches beyond demographics.
Diversity of ideas, perspectives and life experiences enables organizations to innovate and compete more effectively in today’s global marketplace. Bringing together a broad spectrum of skills, expertise and problem solving approaches enhances outcomes in collaborative environments. However, for this kind of diversity to take hold in the workplace, it must be woven into an organization’s culture. And, like any aspect of corporate culture, it must start with leaders who embrace inclusive attitudes and behaviors.
Dialing Into a Different Kind of Diversity
How can organizations foster innovation by nurturing the “new” diversity? It’s a question on the minds of our own diverse TalentCulture community. And it’s a central lesson in a new book “Think Like Zuck,” by Ekaterina Walter, which examines successful business principles of corporate leaders like Mark Zuckerburg.
This week, we asked Ekaterina to join us, along with Silicon Valley product development executive, Rob Garcia, who leads diverse organizations in creating breakthrough HR technology products. The conversations were rich and lively – peppered with nuggets of wisdom that anyone can use to collaborate and innovate more effectively.
NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
TUE 1/29
#TChat Radio Show: Our hosts sat down to examine the “human” side of innovation with Rob Garcia, Director of Product Strategy and Marketing at RiseSmart, the leader in next-generation outplacement solutions.
WED 1/30 #TChat Twitter: Rob again joined us – along with Ekaterina Walter – and hundreds of #TChat participants, as we opened the Twitter channel to a dynamic conversation about how to leverage diversity for better business results. Key tweets are featured below…
NOTE: For more highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
What are your unconventional definitions for workplace diversity?
“Different backgrounds. Different approaches. Different solutions. Shared success.” @talemetry
“Diversity of thought & experience gives ‘average’ a chance to be ‘great.'”@alliPolin
“More than statistical differences. Creative diversity, thought diversity just as important.” @LexieFO
How do leaders nurture and cultivate diversity?
“Be open to the unconventional. Note: Everything was unconventional at one point.” @SJAbbott
“Leaders nurture diversity by recognizing the value of “different,” publicly and decidedly.” @RobGarciaSJ
How does conventional diversity play into this?
“It happens organically, but diverse people must be brought together intentionally.” @martinamcgowan
“Diversity in the workplace is necessary to create a competitive economy in a globalized world.” @WeGoodify
What role does HR technology play?
“Digital villages are the now-next community of collaboration inside and out of organizations.” @ReCenterMoment
“HRTech puts too much focus on finding candidates’ keywords instead of their passion and company fit.” @MarcCibulka
“What current resume screening has in speed, it LACKS in ability to see diversity & potentiality.” @N_BarryJansson
How can leaders encourage this “different” diversity?
“Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know.” @LukiKit
“Leaders need to educate their teams and organizations about the value of including many different views.” @TerriKlass
SPECIAL THANKS: We’re grateful to Rob Garcia and Ekaterina Walter for bringing your understanding of diversity to TalentCulture events this week! Your ideas have inspired our diverse “world of work” community to reflect and and interact in ways that that we hope will make a difference in their respective organizations.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about diversity or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week – as Valentine’s Day approaches, we’ll look at how employer/employee relationships have been redefined – and what it means for the future of work. Don’t miss “The Employment Romance is Over. Now What?” on #TChat Radio, Tuesday, Feb 5, at 7:30pm ET. And then #TChat Twitter Wednesday, Feb. 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
A1: We all have different experiences that we bring to the mix. Utilize those for maximum benefit! #tchatRob McGahen
A1: You have to be open minded to be diverse. Respect those from other cultures & experiences. #TchatLori~TranslationLady
A1: Diversity is experience, age, gender, ethnicity, motivation coming together for a common goal #tchatRichard S Pearson
A1: experience level, family situation (single, married, kids or not) and a mix of full and part-time workers is nice. #TChatchrys peterson
A1. Diversity is a bringing together of all the different talents and gifts in an organization or community. #tchatTerri Klass
A1. “Thinking outside of the box” diversity- someone who doesn’t just go with the flow and sees things differently #tchatBridget Webb
A1 I work in the for profit sector Diversity makes sense & Money $$$ #TchatDave Ryan, SPHR
A1: Diversity should include consideration of insight, experience, opinion, motivation… #tchatMark Salke
A1: Diversity = more than quotas & surface criteria; entire purpose = rich discussions, varied views leading 2 superior #brands. #tchatEvelyn Eury
A1: Diversity in workplace equals multiple people with multiple ideas with a centered org purpose. #TChatJon M
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms? #TChatKevin W. Grossman
A2. Manage yourself. Lead others. #tchatMichael Clark
A2 Remember that diversity is not something that you are. It’s something you respect and desire to be part of. #tchatStephen Abbott
A2 Cultural Awareness, Effective Listening, Body and Teleconference Language, Emotional Intelligence #tchatTim Collins
A2 Think “swarming” when you staff a team, with varied functions present. #TChatMarla Gottschalk PhD
A2 – Celebrate the value of constructive challenges to the status quo. #tchatDave Birckhead
A2: Shameless passion for what we do everyday! #TChat #TChatJoseph Tatulli
A2. Encourage mistakes and taking risks and helping them grow with choices. #tchatTerri Klass
A2. Leaders could benefit greatly from reverse-mentoring (especially middle-aged white guys). Ideas will come from new perspectives #tchatBob Lehto
A2 Ask for everyone’s opinion. Encourage everyone to challenge each other. Keep open lines of communication and collaboration. #TChatMarc Cibulka
A2: diversity success is directly related to the leaders level of emotional self awareness #tchatEd Hennessy
#TChat A2 Having people present another person’s viewpoint and have that person echo their own promotes inclusive diversity.Kris Marie
A2: Strategic planning during the recruitment process. #tchatbillallemon
A2. When the vision of goals of a company grow and change in sync with society diversity is automatically nurtured and cultvated. #TchatShay M. Lawson
A2: #Tchat, good leaders learn to see, hear different perspectives. It’s hard work!al dampier, dph
A2 For diverse opinions, leaders should establish psychological safety #tchatChristopher Yeh
A2. Diversity impacts the bottom line. The business case is there – it’s up to the leader to realize its implications. #TChatTalent Generation
A2 A diverse leader is a diverse individual. It is important to find ways to grow, educate and expand past your “norm” everyday. #tchatWeston Jolly
A2: Leaders need to create culture that inspires diverse input from all sides #tchatJen Olney
A2. You’ve got to have guts of steel to look another in the eye and engage-connect-communicate. #tchatMichael Clark
A2. Good leaders create environments where each person has a chance to lead. Enabling diversity & creativity. #TChatLexie Forman Ortiz
A2. Smart companies are the ones who realize they need to nurture this in order to retain their #diverse #talent #tchatKimPope
A2) Active listening – be part of the community and not just being reported to about it – be the model – be social #tchatnancyrubin
A2: Empowerment. Patience. And leading by example. #tchatEkaterina Walter
A2 One way is to poll everyone in an organization therby promoting self expression and the brainstorming of new ideas #TChatEnzo Guardino
A2: Leaders should strive to hire people that are different than themselves and their team. #tchatBright.com
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas? #TChatKevin W. Grossman
a3: it’s tough when companies tip-toe on tough issues like #diversity, #culture and the #organization #tchatal dampier, dph
A3: Talent who grows and struggles out of poor neighborhoods may have differing approaches from those who don’t need to. #TChatJanis Stacy
A3. It doesn’t. Stereotypes are being broken everyday like bones in the Extreme Sports Olympics #TchatRob Garcia
A3: Watch #UndercoverBoss-CEO ALWAYS has an “A-ha” idea moment from the worker bees. EVERYONE has potential 2 contribute great ideas. #TChatchrys peterson
A3 it happens organically, but diverse people must be brought together intentionally #tchatMartina McGowan
A3 A conventionally diverse team will have many different experiences, approaches and skill-sets which ultimately let ideas blossom. #TChatMarc Cibulka
A3 Diveristy brings new ideas to the table constantly, challenges status quo, improves brainstorming & provides a broader perspective #tchatSuzanne Chadwick
A3 Diverse people bring colloquialisms and different cultural “norms” to the conversation, and all should be celebrated #tchatMartina McGowan
A3. Demographic diversity brings the opportunity to learn about and experience different cultures beyond the work place. #TChatKit Lukianov
A3. Demographic diversity can remind us that the world has a lot more to offer and can even challenge the status quo #tchatBridget Webb
A3: The braintrust that comes from personal experiences, coupled with demographic #diversity, creates instant impact for a company. #tchatDiversitree.com Jobs
A3 We bring our whole selves to work. Our passion, trauma, humor, insecurity and confidence. Often those are attached to demographics.#TChatMelissa Lamson
A3: Our history, our education, our culture, our expertise, our thinking style makes us who we R. Growth thru environmental learning. #tchatEvelyn Eury
A3: Cultural diversity is the womb of innovation. #tchatDave Birckhead
A3: Let’s reward those who nurture diverse thinkers from all walks and talks #TChatMeghan M. Biro
A3: Without care it can hamper true diversity. With a cosmetic diverse feel it’s easy to stop pushing boundaries. #TchatKris Marie
A3 Decision making starts with option generation, and you get more options when you have more diverse team members #tchatGoldbeck Recruiting
A3: Diverse backgrounds yields diverse experiences which yields diverse ideas. #tchatRob McGahen
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Most definitely have been asked to endorse/recommend someone and did not. If I wrote it, it is not for just showing up #TChatTom Bolt
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3 with caution and a healthy cynicism #tchatAidan Daly
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace? #TChatKevin W. Grossman
A4 As a jobseeker, getting my application through #hrtech screening is a priority. But I want work ethic and dedication to shine too. #TChatMarc Cibulka
A4 To some degree there is something wrong with us looking for HR Tech to figure out a human problem. Let’s not overdelegate. #TChatJanine Truitt
A4: Tech is helpful in locating individuals who may be hard to find in your locale. #TChatchrys peterson
A4.Sometimes I wonder if HR in HE uses #tech, forwarding resumes who have not worked in the profession in 15 yrs, is that using #tech #TchatGuy Davis
A4. Future resumes will be more pictures-videos than words. #tchatMichael Clark
A4: #HRTech that embraces #Social #Mobile #collaboration encourages #innovation & diversity of ideas #TChatSean Charles
A4 Seeing a lot of HR teams own employee recognition budgets and processes. Strategic recognition (thanks) spurs valued behaviors. #TchatAndrew Grossman
A4 There are some very cool “tools” that can help gather a diverse set of ideas from a diverse set of contributors. #TChatMarla Gottschalk PhD
A4. I see a ton of #social #HRTech that promotes collaboration, cross-company and helps foster individual skills to be useful #tchatBridget Webb
A4 #HRTech does prioritize learning and development, that helps breed Diversity of thought. #TChatMelissa Lamson
A4: What current resume screening has in speed, it LACKS ability to see diversity & potentiality #TChatNancy Barry-Jansson
A4 Social business enterprise platforms coupled with culture change can provide a forum for (far) better idea exchange #TchatTim Collins
A4. Hmm.. Technology CAN open possibilities, but it surely can shut stuff down, too…. so, really depends on how it’s used. #TChatCrystal Miller
A4 I love #hrtech but I can see older generations shying away with new tech and not sharing their great ideas and experiences. #TChatEnzo Guardino
A4 Tech can only amplify what is already going on #NoMagicBullet #TchatDave Ryan, SPHR
A4: Any tech will amplify good or bad issues within any organization. #tchatJen Olney
A4: If the firm doesn’t utilize different voices/ideas, then people will stop speaking up. #tchatRob McGahen
A4: Open collaborative tech platforms can and do facilitate and encourage #innovation and #diversity. #TChatKevin W. Grossman
a4 Tools that are designed for collaboration only work when people engage – not pop in, drop off and run #tchatAlli Polin
A4: #HRTech makes it easier to find diverse talent in this great, big world – and, in return, have more innovation and ideas #tchatBright.com
A4: #hrtech can help but no substitute for human connection: the phone call, the lunch, the f2f meeting, the hand-wrtitten note, etc. #TchatDave Birckhead
A4 #hrtech can help because I think it can put the focus on the ideas and conversation and off the org lines and levels #tchatSusan Mazza
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership? #TChatKevin W. Grossman
A5: Unconventional diversity is treating all contributing people, diffs and all, as valued respected members of the team. #TChatJanis Stacy
A5: unconventional diversity is allowing people the freedom to have a life outside of the workplace. #tchatGreg Marcus
A5 Unconventional diversity means you have to be willing to be an unconventional thinker-which means going against the grain at times #TChatJanine Truitt
A5: Define and articulate roles. Provide the right tools. Allow freedom. Watch magic happen. #tchatMark Salke
A5 Don’t silo creatives – get them right into the traditional mix. #TChatMarla Gottschalk PhD
A5. Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know what others can add. #TChatKit Lukianov
A5 your employees are your customer base. #tchat keep them engaged.John Kosic
A5: Leaders need to get out of the way and let their teams do what they do best #tchatJen Olney
A5: Interact with people in the workforce in a completely different industry, travel, reflect, ask questions #TChatMegan Rene Burkett
A5 – GET out of the way! and let the team collaborate and do its job – give feedback when needed to keep moving forward #tchatRichard S Pearson
A5: The old rule book needs to go out the window. We are re-writing the new one right now. #tchatDawn Rasmussen
A5. Stop making things seem so concrete- welcome people to bring in fresh new ideas and follow through #tchatAshley Lauren Perez
A5: Best diversity-savvy #leaders I know are listeners, models, encouragers. They’re humble, w/ a sense of humor! #tchatAnne Messenger
#tchat A5 Leaders promote idea diversity by deeply cherishing creative solutionsMichael Leiter
A5. Leaders need to educate their teams and organizations about the value of including many different views. #tchatTerri Klass
A5 Not tolerating those who buck the system and create negative energy. Important for a leader to know enough they can distinguish. #TChatMelissa Lamson
A5 Wipe clean our emotional and prehistoric notions of top down leadership and open our eyes to the talent within each person #TChatEnzo Guardino
a5 Leaders shouldn’t be afraid to build teams of people that don’t have every skill a-z but have ooph & passion for the work #tchatAlli Polin
Community building — encourage employees from different walks to exchange ideas. #Tchat A5Andrew Grossman
A5. Encourage your staff to be curious-to take a step back and see what else is emerging in the world-they can bring back useful info #tchatBridget Webb
A5: Companies must foster, cultivate, and invest in unconventional diversity. It will take time b/c it requires a shift in culture. #TChatDeryle Daniels, Jr.
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-30 20:31:072020-05-25 16:15:33The Creative Power of Diverse Ideas: #TChat Recap
“Diversity is a key driver of innovation and is a critical component of being successful on a global scale.”
When asked about the relationship between diversity and innovation, a majority of respondents agreed that diversity is crucial to encouraging different perspectives and ideas that foster innovation. Senior executives and employees alike are recognizing that a diverse set of experiences, perspectives, and backgrounds is crucial to innovation and the development of new ideas in and outside the workplace, as we find our career passion.
This week, expanding on ideas inspired by the book “Think Like Zuck,” by Ekaterina Walter, the TalentCulture community wiill explore how innovation grows from diversity. Research, as well as experience from the likes of Mark Zuckerberg and other innovators, is teaching us just how desperately we need to include all voices to achieve more effective outcomes. Does crowd-sourcing help innovation? Are all voices and ideas equal? How can Zuckerberg be an example of innovation through diversity? (Doesn’t he represent the ultimate lone inventor?)
Diversity isn’t just about demographics — although that is a first and a key component, without which our companies cannot move forward. Starting with demographic diversity as our foundation, we propose an expanded definition of diversity — not a counterpoint to the demographic meaning, but a flourish upon it. Let’s embrace diversity even more, and explore its power to lead to innovation in the world of work and beyond. This week, relying on diverse views to help us think about this, we’ll seek your voices in exploring these questions:
Q1: What are your unconventional definitions for diversity in the workplace? How is it more than demographics?
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms?
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas?
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace?
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership?
Click to see the preview or listen to the show live, Wednesday 1/30, 7:30pm ET
As per the new usual, the #TChat goodness happens twice this week. First, on Tuesday, Jan. 29, there’s #TChat Radio from 7:30pm ET / 4:30pm PT. Our guest is a long-time member of our community, Rob Garcia (@RobGarciaSJ), director of product strategy & marketing at RiseSmart, a company that is delivering innovative next-generation outplacement solutions.
Then, on Wednesday, Jan. 30 — from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) — we’ll tackle this topic on #TChat Twitter, where Rob will return, along with our other guest, Ekaterina Walters (@Ekaterina), herself.
It promises to be a fascinating week. So, please add your voice to the conversation and let’s see what a diversity of ideas can do to move our community forward! EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: The Creative Power of Diverse Ideas”
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-01-28 20:23:302020-05-25 16:15:23Diversity in a New Key: #TChat Preview
The term was used in a 1964 study of British youth by Jane Deverson. Deverson was asked by Woman’s Own magazine to interview teenagers of the time. The study revealed a generation of teenagers who “sleep together before they are married, were not taught to believe in God as ‘much’, dislike the Queen, and don’t respect parents.” Because of these controversial findings, the piece was deemed unsuitable for the magazine. Deverson, in an attempt to save her research, worked with Hollywood correspondent Charles Hamblett to create a book about the study. Hamblett decided to name it Generation X. (Whatever happened to the original Generation X?. The Observer. January 23, 2005.)
That’s part of my generation’s namesake. A proud moment indeed, although I was taught to believe in God and I respected my parents. Just sayin’.
For us to better understand the generations around us, we’ve named, we’ve labeled, we’ve classified, we’ve categorized, we’ve stereotyped. We’ve taken date ranges and created generational groups and aligned specific traits with each, knowing that the long tail on either end will have fewer of those shared traits.
And as it applies to the workforce today, we’ve created a booming industry around how best to assess and place the generations in the workplace, because we all know how unmanageable those wily Millennials are (i.e., Gen Y, those born somewhere between the mid-1970′s and the mid 1990′s). Plus, there’s these Gen Z kids today with their digital nativism and hyper-connective collaboration while us Gen Xers and Boomers destroy the global economic engine.
Right, that last part is already in play unfortunately; it’s not just the younger generations that shred the societal fabric.
It’s been said that Millenials will have at least 7-8 careers in their lifetimes. Again, I’m a Gen Xer and I’ve already had 7 to date. Many of my peers can relate to the path of “I wanted to be this but I fell into that, and that, and that.” There are now five generations in the workplace who are scrambling to stay afloat in this post-apocalyptic economy, even with the hot spots in emerging economies such as Brasil, India and China.
But it’s the bucket generalizations that bother me the most, because if we’re truly focused on getting the job engine started again, and hiring and promoting for the highest quality of fit and productivity, then each individual needs to be assessed on their own merits including experiences, skills, education, critical thinking, emotional intelligence, collaboration, adaptability and the like, not based on a broad-stroke labels that help sell books and create media soundbytes, but aren’t going to help businesses thrive.
Stop the name calling. Let’s just call us all Generation Now and get the world back to work.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2011-10-20 16:03:492020-05-20 17:56:34Get Back to Work with Generation Now: #TChat Recap
The diversity perception is much different in practice. The reality is, we discriminate; we stink at giving folks a fair shake, especially when they’re not familiar.
Many of us in the world of work try to be fair, try not to choose one applicant or an internal candidate over another because of attractiveness, ethnicity, religious affiliation, physical capacity and many other attributes, including innovative like-mindedness, which isn’t the same as diversity of thought.
But we prefer the attractive familiar, however subjective, both physically and mentally.
“The research reveals that when viewers saw a female face for 250 milliseconds, women who wore color cosmetics rated more highly in the categories of attractiveness, competence, likability and trustworthiness. However, when participants were allowed to look at the faces for a longer period of time, while the ratings for competence and attractiveness stayed the same, the ratings for likability and trustworthiness changed based on specific makeup looks.”
Yep, we’re superficial like that. The heroines are pretty and competent and the villains are ugly and incompetent.
Sarah Palin is hot, but Hillary Clinton is not. Right?
Personally, I’ve tried to break through that practice in previous hiring incarnations. I would like to think that I’ve hired based on quality of fit, not familiarity. Maybe I have at times. I hope so. If you and you organization feel that you’ve broken the discrimination barrier, then show us your diverse employed huddled masses on your career sites, not stock photos of airbrushed pretty models wearing makeup.
On the other hand, while I’m all about the best talent working for me, regardless of background, businesses aren’t social programs and shouldn’t be treated as such. In fact, the best business leaders could give a hoot about tolerance and diversity when they want their folks to be the very best they can be — for the themselves and the business.
Encouraging diversity of thought for driving innovation and growth regardless of background should be the best practice, but fairness need not apply. Get the edge by becoming familiar with the unfamiliar, if there’s a quality of hire fit.
We appreciate everyone who tackled a difficult topic with us in 140 characters! We appreciate our talent community. Each of you for you.
1) Does diversity still matter in the new world of work? Should it?
2) What are some of the benefits of building and maintaining a diverse workforce?
3) What are some of the biggest misconceptions or myths surrounding diversity & inclusion?
4) Who should be responsible for driving diversity in an organization?
5) What does a diverse workforce look like? How can its business impact be measured?
6) What’s the future of diversity? How do you see attitudes or approaches evolving over the next 10 years?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2011-10-13 18:05:202020-05-20 17:55:18Business, Fairness Need Not Apply: #TChat Recap
Also known by the less fun title of: The Business Heresy of Uninterrupted Power Supplies….
Are we having fun yet?
On Tuesday of this week at the fourth annual National Clean Energy Summit, Vice President Joe Biden said, “Our country has a choice — what kind of country are we going to be? Are we going to rise to the challenges, like our grandfathers and grandmothers did? Or are we going to be a follower? It’s sad that we’re having this debate [about investing in clean tech initiatives] — in the past America has always led.”
And then a day later, in the heart of innovation-leading Silicon Valley, solar panel manufacturer Solyndra shut its doors and laid off all 1,100 of its employees, without any severance packages. This isn’t a political post either way; fierce global competition continues to knock the wind out of manufacturing in this country, and losing money on every solar panel you sell isn’t the way to stay in business, regardless of how much investment you’ve received.
In the past America has always led…
There are times when it’s hard for me to listen to the passionate Zappos social media hippie lovefest of culture-centric companies that focus on the customer and strive to create an emotional connection between product/service and consumer.
[Chuckle] Hey, if it isn’t fun, you’re doing it wrong. Tell that to the millions of professionals out of work and scrambling to reinvent their relevancy in a world looking more and more like the surface of Mars.
However, there is life on Mars. According to the latest ADP jobs report, 91,000 new private sector jobs were created in August. It won’t move the unemployment needle, but there’s still a heartbeat out there. The ADP report said the majority of the job gains in August came from small business. Employers with under 50 workers added 58,000 jobs.
Thankfully many of us are reinventing our relevancy; sparks of innovation are flying all over the world like lighting bugs at dusk. The new lovefest of business leaders are helping to rebuild a world where culture and human connectivity are queen, and recombined business models of sustainability are being applied to industries new and old.
Of course not everyone’s going to make it. Businesses will fail and the lights will go out. Those that do keep the power on want self-powered and empowered employees who help drive the business from the top down, the bottom up and side to side like power lines stretched from here to…
Mars maybe. Or at least the UK, since Borri UPS Systems starting following me on Twitter today, manufacturer and distributor of uninterruptible power supplies (UPS).
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-09-01 11:16:592020-05-20 17:40:45If Work isn't Fun, You're Doing it Wrong: #TChat Recap
There was a pretty fantastic Twitter conversation happening last week on #TChat; it was about diversity. Be sure to check out the preview on MonsterThinking and the #TChat recap.
It was during this conversation that I was reminded of how much I hate the word diversity.
Picture an HR professional being called “personnel” by his or her new CEO and that pretty much captures my reaction.
The word diversity conjures up recollections of:
Lame Diversity Day potlucks where departments prepare food from another culture.
Feeling proud of a parent company’s sponsorship of the NAACP Image Awards only to discover a judge ordered them to do so because of a class action discrimination lawsuit.
A ridiculous attempt to make a newly hired, employee with MS feel “welcome” by telling her peers they have to walk around with a cane for a day.
The Diversity Department encouraging gay employees to come out to their coworkers without regard or preparation for the potential fall out and devastating emotional impact that could, and did occur. (Not to mention the resulting drop in productivity, team interventions, EAP referrals and leadership coaching that had to be done after.)
These are all true stories by the way.
It’s these kind of well-intentioned, but poorly planned and executed programs that at best, cause leaders to roll their eyes and at worst, cause them to become more entrenched in their resistance.
So should we give up? Should we stop trying to influence corporate cultures to recognize the importance and value of differences? Absolutely not!
But we need to be realistic about what it takes to change culture and mindset.
The core of diversity lies in understanding that we are better performers, better leaders, better service providers and better people when we surround ourselves with those who are different from us. However, the reality is that most adults are more comfortable with people who are just like them.
Our role is to help leaders move beyond their opposition to contradictory perspectives. It’s to help them move from valuing individuality to valuing what each individual contributes to a team. Our role is to help the highly analytical and highly creative to work together harmoniously instead of a perpetuating an adversarial relationship. This is what having a diversity mindset is all about.
A freakin’ pot luck isn’t going to fix that people.
The language we need to use with executives is relatability to consumers, innovation, increased sales, improved stock prices for shareholders and more profits. These are all natural outcomes of a diversity mindset. The mistake most HR leaders and diversity directors make is talking about this topic in terms of race, gender, age, sexual preference and the EEOC. When we bombard leaders with that language, we relegate this hugely important initiative to the realm of legal imperative instead of business necessity.
Let me conclude by addressing those of you who are going to call me a jaded, former HR professional. You’re right. I am. More importantly, I care deeply about the ethical success of American business; small and large, public and private.
Those are my thoughts. What are yours?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Alicia Arenashttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngAlicia Arenas2011-07-02 10:50:152020-05-20 17:21:19What Diversity Really Means
“You and I, we are pressed into these solitudes Color and culture, language and race Just variations on a theme Islands in a much larger stream For you and me — Race is not a competition For you and me — Race is not a definition For you and me — We agree Reaching for the alien shore…”
–Neil Peart, Rush (“Alien Shore” from Counterparts)
That’s usually the first thing we think of when we hear the word “diversity,” or lack thereof. It’s either that, or stereotypical gender, age, physical or mental abilities and limitations.
We default to these without giving much thought to thought, or our cognitive diversity. According to diversity expert Joe Gerstandt, cognitive diversity is becoming critical to the success of our organizations, yet it still has not received much serious attention (like emotional intelligence). “Regardless of the organization or industry, decision making, problem solving and innovation are increasingly important competencies and opportunities for competitive advantage and all of these things are all fed by cognitive diversity.”
The most cognitively diverse group I’ve ever hired, trained and managed, were university students (and of course, the most racially and culturally diverse as well). They were hired to make high-pressure fundraising calls for San Jose State University’s academic programs and general fund. It was tough work. Thankfully there was a candidate pool of 30,000 students to source from because turnover was high semester to semester.
Identifying the right talent who had the magic “no fear” ability to get alumni, parents and friends of the university to donate during a 5-10 minute phone call was critical. The ones who fared the best were among the most socially outgoing, inventive, adaptive on the phones, and at times highly combative with me, the management. Cognitive diversity certainly didn’t mean hand-holding consensus. However, some of the best fundraising ideas came from this subset. I felt like everyday I was drinking different flavors of thought Kool-Aid and we came up with tasty new ones that improved the why of what we did.
Of course my own personal biases affected my hiring decisions at the time, but I always had the attitude that, “I’m not going to hire you just because you’re [blank].” Either you’re helping me raise the money for the university, or you’re not. That’s about as diverse as it got. And for the most part throughout my careers, every time I’ve attempted to build (and sell) a better mousetrap I’ve always wanted smart, unique folk all around me who know how to build (and sell). That means challenge and push and pull and innovate and excel. That means cognitive diversity.
But then something happened towards the end of #TChat last night as we wound down the diversity questions. Someone wrote:
“A lot of white people talking up diversity on #TChat – I don’t see a lot of diversity though, just white folks tweeting…”
An interesting sidebar began that came down to our experiences by race. For example, I was told that the workplace challenges I’ve faced are nothing compared to those of people of color (for example). I wrote that I understood, but considering the year I’ve had, I wasn’t so sure any more.
Then I was told, “My friend, consider this. You have experienced this for the first time. My whole life has been like that.”
And then I wrote, “Thank you. This is why I do what I do. I am not you, and you are not me, but maybe we can make a difference?”
This was when consensus made all the difference in the world. I came full circle and realized you really can’t separate cognitive diversity from the rest of the person’s context and subjective experiences. It’s all what makes us individually whole.
This is the world we live and work in. Together. For better or for worse. Amen.
“For you and me — Race is not a competition For you and me — Race is not a definition For you and me — We agree Reaching for the alien shore…”
Thank you everyone again for participating last night! Did I tell you we’re launching #TChat radio on July 26? More soon!
Q1: What Does “Diversity” Mean to You in 140 Characters or Less?
Q2: What role does diversity plan in an employer’s bigger talent picture?
Q3: Has anything changed about the way employers and employees look at diversity?
Q4: How can organizations benefit from building and maintaining a diverse workforce?
Q5: What are some of the biggest myths or misconceptions about diversity in today’s workplace?
Q6: What role should leaders play in diversity and inclusion?
Q7: Does diversity still matter in today’s world of work? What’s t he future of diversity look like?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2011-06-21 21:23:572020-05-20 17:18:16Can't Separate the Cognitive from Diversity: #TChat Recap
Intersections baby, its all about the intersections…
The majority of the work that we do around diversity and inclusion as HR professionals is focused on identity diversity, which is differences in our social identities…things like age, gender, race, ethnicity, orientation, physical ability, etc.
I think that there are probably some interesting discussions to be had about how effective this work has been and currently is, but I think we can at least agree that there is a lot of work still to be done.
I would suggest that, not only do we need to be more aggressive and more innovative with this body of work, we need to do a better job of integrating other kinds of difference into the conversation as well. Differences in who we are and where we come from certainly do matter; as do differences in what and how we think, or cognitive diversity.
The ability to leverage cognitive diversity is becoming critical to the success of our organizations, yet it still has not received much serious attention.
“Cognitive diversity is the extent to which the group reflects differences in knowledge, including beliefs, preferences and perspectives.” -Miller, et al (1998) Strategic Management Journal
Regardless of the organization or industry, decision making, problem solving and innovation are increasingly important competencies and opportunities for competitive advantage and all of these things are all fed by cognitive diversity.
With all the talk there is about innovation and creative problem solving, you would assume that our understanding of the mechanics involved exists on the level of common sense, but that is obviously not the case.
While we work very hard in this profession to get good at figuring out how to find and hire the right person…we seem to care little about building the right kinds of teams. Hiring the person with the right education or grades or certifications does not necessarily mean that we are building the right kind of team.
The fact of the matter is that groups of really, really smart individuals can collectively be very dumb.
“Groups of diverse problem solvers can outperform groups of high-ability problem solvers.“ – Lu Hong, Scott Page
Not only do we need to get better at understanding the value of thinking differently, we need to make sure that we are not being wasteful with the cognitive diversity that we already have on board. Teams, whether they are work teams or leadership teams often are not terribly good at disagreeing with each other.
In some organizations disagreeing is seen as counterproductive or even disrespectful. While it needs to be done respectfully, disagreeing is incredibly important; if we are not able to do that we are wasting any and all cognitive diversity that we have access to.
“Groups often fail to outperform individuals because they prematurely move to consensus, with dissenting opinions being suppressed or dismissed.” -Hackman & Morris, Advances in Experimental Social Psychology
For more on driving innovation through cognitive diversity, make sure to check out Joe’s SHRM 2011 presentation, “Great Minds DO NOT Think Alike! Putting Cognitive Diversity to Work For Your Organization,” June 28, 2011 from 2:15-3:30 PM at the Las Vegas Convention Center.
#TChat Questions and Recommended Reading: 06.21.2011
We hope you can join us tonight at 8 PM ET/5 PM PT for this week’s #TChat: “Does Diversity Still Matter in Today’s World of Work?“ We’ll be discussing the current state of diversity and inclusion in the workplace, what employees and employers really think about diversity initiatives and taking a look at opportunities – and challenges – of building and maintaining a diverse workforce in today’s evolving world of work.
It’s sure to be a lively discussion, so we hope you can join us at 8 PM ET on Twitter for #TChat.
Here are tonight’s questions, along with some related posts on leadership and talent we think are worth checking out. This background reading isn’t mandatory to get in on tonight’s joint #TChat action, but we suggest checking out these articles by top diversity and inclusion thought leaders before the chat (or if you missed it):
Q1: What Does “Diversity” Mean to You in 140 Characters or Less?
Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-06-21 16:29:242020-05-20 17:18:04Diversity Still Matters in Today’s Workplace? #TChat Preview
On a recent #TChat, the topic was Generations in the Workplace. It’s always intriguing to hear people talk about this in HR because this isn’t a “new” issue. There have been generations in the workplace – FOREVER!
Also, many HR people and consultants alike tend to want to take this topic to the point of emphasizing the differences between generations instead of focusing on their strengths. HR would be such a powerful force in organizations if we broke the paradigm of “Let’s fix what’s wrong or different” and instead approached issues from a position of strength and identified how these differences make us more valuable.
Let me give you an example . . .
Growing up, I got hooked on rock music and one of the first mind-blowing groups I couldn’t get enough of was Led Zeppelin. Now, even though this may date me, I listened to these rock gods on vinyl – Glorious, crackly vinyl. I wore out my albums listening to them over and over.
When I got towards the end of high school, people starting recording music on cassettes. Now you could take your music with you to play in your car, in other people’s houses on their stereo systems, or even in your Sony Walkman. We were amazed that music could travel with us.
Then, in college I actually remember the day when a fellow student brought in a shiny round disc and said it was music. I didn’t believe him, but as he laid the disc into this gigantic box of a player – here came Led Zeppelin in crystal clear sound. No cracks, no skips – just Jimmy Page and Robert Plant bringing the rock.
After college, music continued to evolve and this thing called the iPod came along and now I could get music digitally. Not only that, but I could add the other 5,000+ songs from my CD, cassette and vinyl collections all on one player AND take it with me!
So, what does Led Zeppelin and modes of music have to do with generations? It’s simple . . . even though I have listened to Led Zeppelin on albums, cassettes, CDs and an iPod . . . the music remained the same.
Just as the four generations in our current workplaces are from different eras, the value and quality of their skills, knowledge and work remain the same. Our modes may be different with technology or flextime or other cultural issues, but in the end the generations are always working to the same goal of great work and a great company,
So, quit trying to tear generations apart. Let’s focus on the strengths that every generation brings to work every day!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Steve Brownehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSteve Browne2011-03-21 08:14:322020-05-20 16:55:05Embracing Generational Differences in the Workplace?
Jon Lovitz did a routine on Saturday Night Live about how to be more successful. The answer to success was always the catch phrase, “Get to know me!”
Looking back on my first year of leaving the corporate world for entrepreneurship in the world of strategy and innovation, the success we’ve had has been linked in every instance to getting to know OTHER people over the past few years. This effort was coupled with trying to deliver a valuable experience to others through a presentation they attended, assisting them with networking, or somehow trying to help them whenever we interacted.
Another important element of my “getting to know people “strategy is embracing a concept vital to successful innovation: cultivating diversity.
Too often, I see people networking very narrowly, trying to meet people similar to them. Yet when all your networking effort goes toward people in the same company, industry, or geographic location, you wind up tremendously limiting your options.
As you look toward the coming year, here are 6 strategies to enhance the diversity of your networking efforts and ensure you get the greatest benefit from investing time to meet new people:
Expertise Diversity: Network by topic, not by group – Rather than sticking to the same association networking events you always attend, review the list of educational events in your area and target your networking participation by topic, not group. For me, going to new marketing-related meetings and even to a lunch sponsored by a largely female-oriented organization led to re-establishing contacts with people I hadn’t seen for years and who now had very different careers and networks.
Time Diversity: Allow yourself to network at multiple times of the day – It’s easy for your schedule to dictate networking only at certain times of the day, i.e. typical work requirements make lunches difficult so you attend happy hours. Figure out how to vary that pattern and go to events at a new time of the day. You’ll run into different types of people, creating new opportunities.
Age Diversity: Attend events with someone of a different generation – If you’re going to the right types of diverse events, people from three or four generations should be present. To help in meeting people across the greatest age range, ask friends in generations preceding and following yours to join you at events. They can help attract and make introductions with a broader mix of attendees than you might ever pursue on your own.
Profile Diversity: Be inefficient in meeting new people – Sometimes when you meet a new person, you feel like you’re being put through a standard set of qualifying questions to see if you warrant more time and follow-up. Efficient, yes. But I rarely want to invest time with those people. Put away the efficient qualifying-speak and ask questions which make sense for the person you’re talking with right now.Invest more time in hearing what they have to say instead of only listening for keywords important to you.
Channel Diversity: Live tweet an event you’re attending and blog about it afterward – Sharing a speaker’s content through tweeting at an event is a great way to meet and interact with new people both at the venue and those following it remotely. Turning your tweets into a subsequent blog post (either for your own blog or perhaps the association’s blog) provides yet another way to meet others interested in the speaker, the topic, or the sponsoring group.
Audience Diversity: Speak at an event, especially if you never have before – If you’ve not been a public speaker previously, make this the year to prepare content, rehearse, and break into the ranks of people sharing their knowledge at public events. You’ll meet multiple people and be in the wonderful position of having offered something of value to them before even getting to know them.
Atmosphere Diversity: Throw a party and invite too many people – Hosting a party is a great way to get to know people you already know in new ways. Since only a certain percent of people you invite will actually attend, play the percentages and invite a bunch of new people – more than you can accommodate – and discover new attendees who will become your great party guests of the future.
With these diversity-building efforts incorporated into your efforts, you’ll get to know a whole new group of people and have a much stronger network to show for it.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Mike Brownhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMike Brown2010-12-06 10:02:172020-05-20 16:39:55Cultivating Diversity: A New Way to Network
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