How to De-stigmatize Differences

Yesterday’s “leadership” and “management” techniques don’t work anymore
  1. I frame why I’m going to broach a topic. Example “ I need to discuss with you gender, background, etc. in this scenario because it is a factor in planning for the best outcome or discussion.”
  2. I focus on the meta statistics and use a blameless approach. Political correctness has created a lot of denial and ignorance for challenges that many people face in the workplace. Example “I am not saying this is your personal practice; however you need to be aware that research shows X, Y, Z statistic.” (have cited reference ready).
  3. Focus on what you need to make happen. Example: “Our customer and user base is extraordinarily diverse. The same workforces that created “One Size fits all” and “one size fits most” products don’t cut it here. Since you and I know that to be true, what are the solutions to drive productive work between these wildly different people with different backgrounds and interests? How do we create mutual trust between all necessary parties?” See if you can’t name it, the team can’t solve it.

--

--

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store