Tag Archives: inclusivity

Four Keys to Building Psychological Safety at Work

Four Keys to Building Psychological Safety At Work

GUEST POST from David Burkus

Psychological safety is the bedrock of a high-performing team. It’s more than just trust; it’s about fostering a climate of mutual trust and respect. Building psychological safety at work is not a one-time event, but a continuous process that requires conscious effort and commitment. It’s about creating an environment where everyone feels safe to take risks, voice their opinions, and be themselves without fear of judgment or punishment. It’s about creating a culture of openness, transparency, and inclusivity.

In this article, we’ll explore four key strategies to employ when building psychological safety at work. These strategies include admitting weaknesses as a leader, asking for feedback regularly, celebrating failures, and amplifying unheard voices. By implementing these strategies, you can contribute to a cycle of psychological safety that leads to higher performance.

1. Admit Weaknesses

Admitting weaknesses as a leader is a powerful way to demonstrate trust and inspire trust in return. It shows that you are human, vulnerable, and authentic. Leaders are not perfect, and admitting weaknesses is a way of acknowledging this fact. It sends a message to your team that it’s okay to make mistakes and that you value honesty and authenticity over perfection.

When leaders admit their weaknesses, it encourages team members to trust and respect them more. It creates a culture where people feel safe to admit their own weaknesses and mistakes, fostering a climate of mutual trust and respect. So, don’t be afraid to show your vulnerability. It’s a strength, not a weakness.

2. Ask for Feedback

Asking for feedback regularly is another effective strategy to build psychological safety. It shows that you are open to criticism and eager to improve. By regularly asking for feedback, you can understand how to better serve your team as a leader and meet their needs.

Don’t just ask for feedback, though. Ask specific questions to get constructive feedback. This will show your team that you value their input and are committed to improving. Applying the feedback you receive not only helps you grow as a leader but also builds trust and encourages open and honest conversations within your team.

3. Celebrate Failures

Failures are often seen as something to be avoided at all costs. But in reality, failures are opportunities for growth and learning. By celebrating failures, you promote transparency and emphasize the value of learning from mistakes. Discussing failures and what can be learned from them creates a culture where people are not afraid to take risks and make mistakes.

When you celebrate failures, you send a clear message to your team that it’s okay to fail. It’s okay to try something new and not succeed. What’s important is that we learn from our failures and use them as stepping stones to success. This fosters a climate of psychological safety where people feel safe to take risks and innovate.

4. Amplify Unheard Voices

On any team, there are voices that are not heard often. These could be individuals who are introverted, less confident, or simply overlooked. As a leader, it’s your responsibility to identify these voices and actively seek their input. This not only makes them feel valued and included but also brings diverse perspectives to the table, leading to better decision-making and problem-solving.

Amplifying unheard voices is about creating an inclusive team environment where everyone’s ideas are considered and valued. It’s about recognizing and valuing the unique contributions that each team member brings to the table. By amplifying unheard voices, you foster a culture of inclusivity and mutual respect, which is key to building psychological safety.

Building psychological safety at work is crucial for high performance. It’s about building trust and respect, which contribute to a climate of safety. By admitting weaknesses as a leader, asking for feedback regularly, celebrating failures, and amplifying unheard voices, you can foster that climate on your team. This will lead to higher performance, better team dynamics, and a more positive and inclusive work environment—one that helps everyone do their best work ever.

Image credit: Pexels

Originally published on DavidBurkus.com on November 13, 2023

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Four Ways to Build Inclusive Teams

Four Ways to Build Inclusive Teams

GUEST POST from David Burkus

At the core of teamwork is the need to solve problems. And when generating solutions, the more diverse a team you have, the more ideas you can generate. Sort of. The rationale behind diversity being a strength on teams is solid. When you’ve built a team of various perspectives, experiences, skills, and abilities, each person brings that variety into discussions and more diverse ideas get generated. More ideas mean a better chance of finding the perfect solution.

But that’s not always what happens.

It turns out that diversity alone is not enough to turn a team of very different individuals into a very effective one. In fact, research suggests diversity alone on a team can actually diminish performance. It’s diversity, paired with a feeling of that diversity being valued that matters. In other words, its diversity plus inclusion.

In this, article, we’ll outline four ways to build inclusive teams to turn diversity into the strength we know it can be.

1. Share Information

The first way to build inclusive teams is to share information. There is no easier way to make people feel excluded than to give them the impression that others on the team or in the organization are getting access to more information and opportunities than they are. Saying that a certain bit of intel is on a “need to know” basis immediately makes people question why they “don’t need to know.” But the opposite is also true, when people receive what they perceive to be privileged intel, they feel like they matter and that they’re included.

For leaders, this means the goal should be to share information as liberally as possible. It means the default reaction to receiving new information should be to share it with your team. Obviously, there will always be information you receive and aren’t permitted to share. But unless it’s expressly stated that something is off limits, seek to share it on your team. Likewise, encourage others to share, and even over-share, information they receive. This not only helps the team feel more inclusive, but it also helps everyone make better decisions as well.

2. Build Trust

The second way to build inclusive teams is to build trust. Without trust, a team isn’t really a team. It’s just a bunch of strangers who work alongside each other. And without trust, there’s no way to foster inclusivity because there’s no one willing to be vulnerable, share differing opinions, or admit mistakes. Inclusive teams bring out the best ideas because people feel that they can be themselves—and that requires some level of prior trust built up before the act of expression.

For leaders, building trust often requires you to go first in being vulnerable. When you’re willing to admit mistakes (or even just that you don’t know) and when you share unknown qualities about you, the people on your team recognize that you are trusting them with that information. And some of them will respond in kind—and then when they’re vulnerable, others will respond in kind as well. Eventually, through this cycle of vulnerability and acceptance—you’ll take the trust on your team to a whole new level.

3. Train Respect

The third way to build inclusive teams is to train respect. It’s not enough just to be vulnerable and step out in trust. That act of vulnerability needs to be met with acceptance. In other words, people need to feel their trusting moment was respect. They need to feel that their opinions are respected, that their ideas aren’t quickly judged, and that their self-expressions aren’t being ridiculed. Some on the team may unconsciously signal respect already, but some may unconsciously signal disrespect, judgment or worse. Many times, people don’t know the response they make is perceive as disrespectful to the person who was vulnerable.

For leaders, this means modeling the way by demonstrating what respectful responses look like. Research suggests the number one reason for incivility in the workplace is leaders NOT being enough of a positive role model to train others. When teammates are sharing opinions—model active listening. When people share differing ideas—ask them questions inside of making judgements. Recognize when someone is stepping out in trust and meet that trust with respect in a way that all can see. Because when they can see you respecting others, they learn how to respond themselves.

4. Create Safety

The fourth way to build inclusive teams is to create safety. Safety here doesn’t refer to creating a “safe space.” There are no safe spaces—only safe people. Safety refers to psychological safety—a climate where team members feel safe to express themselves and take risks. (You could almost say that inclusion and psychological safety are synonymous—almost.) And while trust and respect make up a lot of psychological safety—how teams and individuals respond to setbacks, mistakes, and failures is a third crucial element. For people to feel accepted and included, they must know that you include their occasional failures and mistakes. And more importantly, creating psychological safety helps teams adopt a growth mindset and share in lessons from those mistakes as well.

For leaders, responding to failures happens in two different ways. The first is how you admit mistakes to your team. Do you seek to blame someone on the team, organization, or environment? Or do you take ownership and also share what you learned? The second is how you respond to mistakes on your team. Do you ask questions to find the learning moments, or do you focus solely on how the team can “make up for it”? Creating safety requires re-framing failure as a learning moment—your failures and also the team’s failures.

Speaking of failures, there will be some failures along the way toward building a more inclusive team. It’s going to take time. But as these four methods become habits, the team will rise in trust and respect and so will the feeling of inclusion. And when they’re feeling included, the whole team will be able to do their best work ever.

Image credit: Unsplash

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Future Trends in Accessibility and Inclusive Innovation

Future Trends in Accessibility and Inclusive Innovation

GUEST POST from Chateau G Pato

In a world that is increasingly digital and interconnected, the importance of accessibility and inclusive design cannot be overstated. As we look to the future, several trends are poised to shape how we create solutions that are usable and beneficial for everyone, regardless of their abilities or circumstances. Here, we will explore these future trends along with inspiring case studies that highlight the potential of inclusive innovation.

Trend 1: AI-Powered Assistive Technologies

AI is revolutionizing the way we approach accessibility by providing real-time, personalized solutions for individuals with disabilities. From voice recognition software to AI-driven wearable tech, the potential for creating life-changing devices is immense.

Case Study: Be My Eyes

Be My Eyes is a remarkable application that connects visually impaired individuals with sighted volunteers through a video call interface. The app leverages the global volunteer network to provide real-time assistance with tasks as simple as reading labels or navigating unfamiliar environments. This innovative use of crowdsourcing and smartphone technology exemplifies how AI can be harnessed to create impactful solutions.

Trend 2: Universal Design and Cross-Independence

Universal Design aims to create products and environments that are inherently accessible to all, without the need for modifications. By embedding accessibility into the design phase, businesses can create solutions that serve a broader audience and foster cross-independence, where all users benefit from enhanced experiences.

Case Study: The OXO Good Grips Line

OXO Good Grips kitchen tools revolutionized the kitchenware industry by designing products that cater to individuals with arthritis. The success of the Good Grips line demonstrates how accessibility-focused design can lead to mainstream appeal. The peeler’s ergonomic handle and inclusive design principles ensured ease of use for people of all abilities, showcasing how inclusive products serve a universal customer base.

Trend 3: Inclusive Policy and Regulatory Frameworks

As awareness of accessibility issues grows, governments and organizations are implementing policies that mandate inclusive practices. Regulatory frameworks such as the Americans with Disabilities Act (ADA) and the Web Content Accessibility Guidelines (WCAG) are continually evolving to ensure digital and physical spaces are accessible to everyone.

Trend 4: Collaboration and Community-Driven Solutions

Fostering collaboration between stakeholders, including those with lived experiences of disabilities, leads to more effective and meaningful innovation. Inclusive innovation thrives in environments where diverse perspectives are valued and integrated into the creation process.

In conclusion, the future of accessibility and inclusive innovation is vibrant, driven by technological advancements and a growing global commitment to inclusivity. By embracing AI-powered assistive technologies, universal design, inclusive policy-making, and collaborative solutions, we can create a future where accessibility is the norm, not an afterthought.

These trends highlight the importance of involving diverse voices in the innovation process and the potential for technology to bridge gaps and foster an inclusive society. The journey towards a more accessible future is ongoing, and by learning from successful case studies and emerging trends, we can be part of the transformation that ensures equal opportunities for everyone.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Pixabay

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Case Studies of Companies Leading in Inclusive Design

Case Studies of Companies Leading in Inclusive Design

GUEST POST from Chateau G Pato

In today’s rapidly evolving marketplace, inclusive design has become a cornerstone for innovation and effective product development. Companies that prioritize inclusivity not only enhance user experience but also expand their market reach and foster customer loyalty. Let’s examine two leading companies at the forefront of inclusive design in their industries.

Case Study 1: Microsoft – Empowering Everyone

Background

Microsoft has been a trailblazer in the realm of inclusive design, recognizing that the true potential of technology lies in its ability to serve the needs of all users, regardless of their abilities or circumstances.

Inclusive Design Initiatives

The company has implemented several initiatives aimed at making computing accessible to everyone. One of their landmark products is the Xbox Adaptive Controller, designed for gamers with limited mobility. The controller features large programmable buttons and connectors for external devices, offering a customizable experience for individuals with diverse physical needs.

Impact

Microsoft’s commitment to inclusivity extends beyond product development. They actively engage with the community to understand accessibility challenges and work with disabled individuals to co-create solutions. This initiative has not only opened up gaming to a broader audience but has also set a new standard for inclusive product design in the tech industry.

Case Study 2: OXO – Universal Design in Everyday Tools

Background

OXO, a manufacturer of kitchen and household tools, has long championed the principles of universal design, creating products that cater to a wide spectrum of users with varying needs.

Inclusive Design Initiatives

The company’s journey into inclusive design began with the design of the iconic OXO Good Grips line in the 1990s. These tools featured comfortable grips and easy-to-use mechanisms, specifically addressing the needs of individuals with arthritis but providing benefits to all users. This ethos of inclusivity is evident in OXO’s continued dedication to research and user feedback in crafting its products.

Impact

OXO’s approach to inclusive design has transformed everyday objects into accessible tools, helping many people with dexterity challenges enjoy cooking and daily tasks. The success of OXO’s products demonstrates that inclusivity can be a key differentiator in crowded markets, appealing to both niche and mass-market segments.

Conclusion

The commitment to inclusive design by companies like Microsoft and OXO illustrates the potential for innovation when diversity and accessibility are prioritized. By creating products that serve a broader range of users, businesses can not only drive social impact but also achieve significant business success. As more companies follow suit, inclusive design will undoubtedly continue to transform industries and enhance consumer experiences around the globe.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: Unsplash

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The Business Case for Inclusive Design

The Business Case for Inclusive Design

GUEST POST from Chateau G Pato

Inclusive design isn’t just a moral imperative or a trendy buzzword; it’s a crucial business strategy that can drive growth, foster innovation, and create competitive advantages. In our ever-diversifying world, companies that embrace inclusive design are better positioned to capture a more comprehensive share of the market, improving not only their bottom line but also societal inclusion. This article explores the compelling business case for inclusive design, supported by two remarkable case studies.

Why Inclusive Design Matters

Inclusive design ensures that products, services, and environments are accessible to as many people as possible, regardless of their age, ability, or background. Here are several reasons why inclusive design is critical for business success:

  • Larger Market Reach: By designing for inclusivity, companies can tap into broader demographics, including people with disabilities, older adults, and those from diverse cultural backgrounds.
  • Innovation Driver: Considering a wide range of needs and perspectives often leads to groundbreaking innovations that benefit everyone.
  • Regulatory Compliance: Inclusive design can help organizations comply with legal standards and avoid costly lawsuits.
  • Brand Loyalty: Companies that prioritize inclusivity build stronger relationships with customers, enhancing loyalty and advocacy.

Case Study 1: Microsoft

Microsoft is a prime example of a company that has successfully integrated inclusive design into its core strategy. Recognizing the diverse needs of their users, Microsoft embarked on a mission to make their products more accessible.

Problem: Despite their massive market share, Microsoft noticed that many of their products were not fully accessible to people with disabilities.

Solution: Microsoft adopted the principles of inclusive design across its product lines, ensuring that accessibility isn’t an afterthought but a fundamental aspect of their development process. They created the Inclusive Design Toolkit, a set of guidelines to help designers and engineers think more inclusively.

Results: The impact was profound. Microsoft’s commitment to inclusivity led to the development of features like Narrator (a screen reader built into Windows), the Xbox Adaptive Controller, and real-time captions in Microsoft Teams. These innovations not only improved accessibility but also garnered significant positive attention, enhancing Microsoft’s brand image and leading to a more robust customer base.

Case Study 2: Procter & Gamble and the “Always” Campaign

Procter & Gamble’s “Always” brand faced a challenge in resonating with a broader audience, particularly young girls and women of diverse backgrounds.

Problem: Stereotypes and stigmas associated with menstruation were pervasive, limiting the brand’s appeal and societal impact.

Solution: Procter & Gamble launched the “Like a Girl” campaign, which aimed to change the narrative around what it means to do things “like a girl.” The campaign was designed inclusively, featuring girls and women from various backgrounds and promoting empowerment and confidence.

Results: The campaign quickly went viral, amassing millions of views and sparking a global conversation about gender equality. It significantly boosted sales while solidifying “Always” as a champion of female empowerment. This inclusive approach not only expanded their market reach but also created a lasting, positive impact on brand perception.

Inclusive design is more than just good ethics; it’s good business. By embracing diversity and designing products and services that meet the needs of all users, companies can unlock tremendous value, drive innovation, and create a more inclusive world. Let’s champion inclusive design and reap the benefits it brings to our businesses and society at large.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

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Design Thinking and Diversity & Inclusion

Fostering Innovation through Different Perspectives

Design Thinking and Diversity & Inclusion

GUEST POST from Chateau G Pato

Design Thinking has emerged as a powerful methodology that enables organizations to tackle complex problems and create innovative solutions. At its core, Design Thinking encourages empathy, collaboration, and iteration. However, to fully reap the benefits of this approach, organizations must recognize the importance of Diversity & Inclusion (D&I) in the design process. By incorporating diverse perspectives, organizations can foster innovation and create solutions that better serve their customers and communities. In this article, we will explore how Design Thinking and D&I complement each other and present two case studies highlighting their impact on innovation.

Case Study 1: Procter & Gamble’s “Design for Women”

Procter & Gamble (P&G), a multinational consumer goods company, aimed to develop a razor specifically designed for women. To achieve this, they assembled a diverse team comprising individuals from various backgrounds, including women with different ethnicities, ages, and cultural experiences.

By incorporating D&I principles into the design process, the team empathized with the diverse needs and preferences of women worldwide. This approach led to the creation of the “Venus Embrace,” a razor that not only performed exceptionally well but also catered to the specific needs of women, such as comfort, ease of use, and aesthetics.

P&G’s commitment to D&I through Design Thinking not only resulted in a successful product but also reinforced their reputation as a brand that truly understands and values its target audience. This case study demonstrates how acknowledging and embracing diversity can lead to breakthrough innovations that resonate with customers on a deeper level.

Case Study 2: Airbnb and Inclusive Design

Airbnb, a leading online marketplace for accommodations, recognized early on that their success depended on creating an inclusive platform that catered to a wide range of travelers. To achieve this, they adopted Design Thinking principles and focused on incorporating D&I into their design process.

Airbnb initiated “The Airbnb Design Language System” project, which aimed to provide an accessible and inclusive user experience across their platform. They collaborated with individuals from diverse backgrounds, including people with disabilities, LGBTQ+ individuals, and different ethnicities. By involving these diverse stakeholders, Airbnb gained valuable insights into the specific challenges that certain groups faced when using their platform.

Through Design Thinking, Airbnb developed features such as improved filters for accessibility requirements, expanded language options, and inclusive profile settings. These enhancements not only made the platform more user-friendly but also created a strong sense of belonging for users from all backgrounds.

By incorporating D&I principles into their design process, Airbnb gained a competitive edge that enabled them to tap into previously underserved markets. This case study demonstrates how Design Thinking and embracing different perspectives can drive innovation while promoting social equality and inclusivity.

Conclusion

Design Thinking and Diversity & Inclusion are integral to fostering innovation in today’s rapidly changing world. The case studies of Procter & Gamble and Airbnb highlight the power of incorporating diverse perspectives into the design process. Incorporating D&I enables companies to empathize with their target audience, uncover unmet needs, and create innovative solutions that cater to a broader customer base. Embracing diversity not only leads to more successful products and services but also plays a crucial role in creating a more inclusive and equitable society. As organizations strive to stay competitive and meet the evolving needs of their customers, Design Thinking and D&I will continue to be essential drivers of innovation and growth.

Bottom line: Futurology is not fortune telling. Futurists use a scientific approach to create their deliverables, but a methodology and tools like those in FutureHacking™ can empower anyone to engage in futurology themselves.

Image credit: misterinnovation.com

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