I like this post from brain guru Dr. Ellen Weber called, 5 Inclusion Tactics Most Workplaces Lack.
There is an underlying theme to all of these missing tactics. And it’s
the same theme that distinguishes between directing people and
enrolling people. Here’s the distinction:
Do you think you have it?
Are you trying to use control to persuade?
Are you trying to empower (renting out a wee bit of control) versus engage in genuine partnership?
Real inclusion comes from a genuine interest in and desire for input
and partnership. You have to let go of traditional notions of control
to create a highly inclusive workplace. Otherwise it’s just fuzzy
inclusion and a buzzword.
I am a recovering control freak, so I understand the comfort that
some of you might feel when you take charge of everything. But here’s
something that should make us all uncomfortable. When we fail to
genuinely partner with employees we are risking the company’s success
(and ours!). The best way to shore up our chances for success is to let
go and fuel the flames in everyone’s hearts and minds.