March 14, 2024

Dear Reader,

Welcome to the third installment of our series, focusing on judgment within diverse workplaces! Today, we delve into new practices for gaining perspective when faced with judgment through our usual pillars of Inclusive Leadership:

• self-awareness,
• augmented leadership skills,
• Emotional and Cultural Agility.

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Self-awareness

The previous editions offered inquiries to suspend, acknowledge, and examine our judgments. This week, let's delve into one of our inner voices: the Inner Judge.

Have you ever sensed a recurring pattern in your judgments? This inner voice, which protected us during our early years, still emanates judgments about right and wrong, ignorant of the subtleties of the adult world and the workplaces, not to mention the diverse workplace.

Giving a name to the Inner Judge and defining its behavior can be helpful in several ways:

• becoming more aware of when it's influencing your thoughts and limiting your actions.
• gaining a better understanding of its motivations and biases,
• cultivating greater empathy and understanding.
• gaining more control over your thoughts and actions
• opening up new options for you to consider.
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So, who is your Inner Judge of yours? What are you learning?

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Augmented Leadership skills

Consider this: what if we flipped our judgments for fresh insights? The Reverso Method challenges us to do just that. Instead of hastily concluding, we reverse our judgments to uncover alternative viewpoints and solutions. It's a powerful tool for expanding our perspective and fostering inclusive decision-making.

Let's see how it works:

During a team meeting, one of your team members from a different cultural background speaks up with an idea for a new project. However, some team members do not receive their proposal well due to language barriers or differences in communication styles. You notice a few colleagues exchanging skeptical glances and murmuring under their breath.

Your initial instinct might be to dismiss the idea as impractical or irrelevant, especially if it doesn't align with your cultural norms or communication preferences. You might start to believe that the team member isn't contributing effectively or doesn't understand the project's objectives.

Using the Reverso Method:

• Recognize the Judgment: Pause and acknowledge your initial judgmental thoughts. Understand that biases or misunderstandings may influence them.
• Reverse the Judgment: Instead of dismissing the idea outright, challenge yourself to reverse your judgment. Consider the possibility that the team member's perspective offers valuable insights you may not have considered initially.
• Seek Understanding: Engage in active listening and ask clarifying questions to understand the proposed idea's rationale better. Explore the cultural context or personal experiences that might have shaped their perspective.
• Promote Inclusivity: Encourage an open dialogue where everyone's contributions are valued and respected, regardless of cultural differences. Emphasize the importance of diverse viewpoints in driving innovation and problem-solving.
• Explore Collaborative Solutions: Work together as a team to refine the idea and find common ground. Incorporate elements from different cultural perspectives to create a more inclusive and robust project plan.

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Emotional and Cultural Agility

Emotional Agility serves a judgment-free, diverse, and intercultural workplace by empowering you and your team members to navigate emotions and interactions with authenticity, empathy, and adaptability. Amid the intricacies of the workplace, I recognize that this Agility demands effort and perseverance.

After any situation where you suspended judgment, reflect on how your initial judgment may have affected the dynamics. With practice, this reflection reinforces your Emotional and Cultural Agility.

Let's suspend judgment, reflect, and gain perspective in work environments where every voice is heard and valued!

Until next time,

Catherine

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🌟 The Inclusive Leadership Spotlight is Yours! 🌟

🗣️ Remember, Inclusive Leadership is not a destination; it's a continuous evolution.

Let's create Constructive Frictions where Diversity delivers!