Celebrating Ordinary People

 

28856194655-25336498-17I’ve always thought that there’s too much emphasis in the world on highly talented, intelligent and accomplished people.  Sure, it’s important to recognise and revere them – after all, these are the people who keep notching the progress dial forward for all of us.

But I’m also a great believer in the fact that each one of us is capable of incredible things and that we should all be encouraged and celebrated to do more.

Consider the following example:

Meet Sajda Mughal, MBE – a young Muslim woman who turned a dreadful experience into a force of good.  Sajda is a 7/7 attack survivor.  Setting out on an ordinary day at work, Sajda experienced her worst nightmare by being caught on one of the Underground trains at King’s Cross that was subject to the attacks on 7 July 2005.  Having survived and picked up the pieces, Sajda set out to use her experience to change the world.  She leads JAN Trust, a charity that aims to break down barriers to social inclusion for women, providing women from under-represented groups with a voice, combatting violence against women and providing young people the tools they may need to achieve their ambitions.

An ordinary woman who took matters into her own hands and is making a huge difference.

We all have it within us to accomplish extraordinary achievements.  How many people do you know who run marathons, trek to the North Pole, write blogs, bake incredible cakes, sing like an angel or play the piano like Liberace?  Ordinary people with extraordinary talents and achievements.  Imagine if all these people – like you – used these rare skills not only for their own enrichment but to contribute to their communities or professional organisations.  Imagine if companies learned how to tap into these hidden talent morsels and invite each one of us to contribute fully and authentically.  Both the contributors and the companies would benefit.

But how do we do that?  How do we as individuals channel our hidden talents into our professional lives? How do we as leaders empower colleagues to bring out what lingers behind the facade?  How do we nurture and celebrate ordinary people with extraordinary contributions?

Find out on 21 June 2017 at Voice At The Table’s Flagship Conference: Ordinary People, Extraordinary Contributions.  Featuring speakers who are walking the walk, you can be inspired by these role models who have found strength to share their hidden talents. You will learn how to encourage and nurture extraordinary contributions from colleagues and team members.  You will meet the law firm partner who founded Inspiring Women, the athlete who is now helping other retired athletes to integrate into ordinary life.  Find out how the man who calls himself a feminist is using his influence to help professional women get ahead and be moved by some extraordinary charities – run by ordinary people, like Sajda – who are changing the world, one person at a time.

Click here to find out how you can be a part of this movement!

 

The top 3 trademarks of an Inclusive Leader

At Voice At The Table, we know that companies with inclusive cultures benefit from the diversity of their workforce.  We also know that a more diverse workforce achieves greater business success.  A key driver of business success, therefore, is having an inclusive culture.

In our view, an inclusive culture is an environment in which every individual feels welcomed and valued.  It is the ideal setting in which to cultivate engagement,  tap into authentic contribution, breed accountability and independent thinking and encourage learning and development.  It is within this type of culture that the benefits of diversity can be fully harnessed and lead to the discovery of new markets and products, introduce innovation in processes across the entire business, attract and retain the talent of the future and develop a distinguished and sustainable competitive edge.  In other words, inclusive cultures encourage diversity of thought and directly contribute to the growth of the business.

In order to create an inclusive environment that leads to the benefits described above, we first need to ‘create’ inclusive leaders that make inclusive cultures within their own teams a reality.

So what are the key ingredients of a leader who values the contribution of each team member, knows how to motivate them, and makes them feel welcome?

Here are our top 3 trademarks of an Inclusive Leader:

  1. Empathy

Empathy is described as the ability to understand another’s feelings as though they were your own.  In other words, it’s the ability to put yourself in the shoes of another.

An empathetic person doesn’t just have the benefit of understanding why others say and do things, he or she will always strive to understand another, especially when their behaviour or statements aren’t obvious.  This is a key attribute for inclusive leadership because understanding the team members’ motivation, background, preferences and behaviour traits allows the team leader to utilise team members to the best of their abilities.  In doing so, the inclusive leader will not only benefit from each member’s strengths, he or she will have the benefit of engaging team members by appealing to their preferences.

Empathetic leaders will also gain the team’s trust by being able to relate to the team and by understanding how to develop and mentor them.

  1. Listening Skills

Listening has been described is one of the most important skills of great leadership.  In an excellent article for Forbes magazine, Mike Myatt expresses as follows what we hold to be true:

Great leaders are great listeners, and therefore my message today is a simple one – talk less and listen more. The best leaders are proactive, strategic, and intuitive listeners. They recognize knowledge and wisdom are not gained by talking, but by listening… The best leaders possess the uncanny ability to understand what is not said, witnessed, or heard. … astute leaders know there is far more to be gained by surrendering the floor than by dominating it…. In this age of instant communication everyone seems to be in such a rush to communicate what’s on their mind, they fail to realize the value of everything that can be gleaned from the minds of others.

Read the rest of the article here.

In her book Are you listening or just waiting to speak? my good friend, coach and advisor Jane Adshead-Grant points out that hearing and listening are two very different processes.  Hearing what’s being said doesn’t necessarily make a connection with the other person, whereas when one listens, the listener has committed his or her perception to what’s going on with the listener beyond what’s being said.  This is called ‘active listening’ and requires the use of all senses.

In the context of building inclusive cultures, listening is critical.  A leader who listens creates trust and commitment, and shows team members that he or she cares about them. A leader who is an active listener will also read between the lines and hear what’s not being said – a crucial skill for anyone who seeks to influence, motivate and galvanise people into action.

  1. Self-Awareness

Self-awareness can be described as the ability to understand who you are, to have a clear perception of your personality – your strengths, weaknesses, thoughts, beliefs, motivation, and emotions. Being self-aware allows a better understanding of others, how they perceive you, your attitude and your responses to them in the moment.

Becoming self-aware is the first crucial step to developing emotional intelligence, and emotionally intelligent people are not only successful in their own right, they are excellent communicators, leaders, thought leaders and philosophers.  Becoming self-aware allows a person to take charge of their emotions and thoughts and change them.

Self-aware leaders will naturally be more inclusive leaders.  They will be more aware of their innate biases, be more inclined to question their actions, thoughts and feelings, and allow diversity of thought to thrive.  Being self-aware also makes it easier to retain newly-developed skills, such as listening, empathy and others, in times of turbulence or high stress.  It’s during those difficult times that our leadership styles, personalities and preferences are tested and tend to revert to a more ingrained foundation.  Emotional Intelligence can help navigate those tricky waters and sustain a more calm and rational approach.  This, in turn, helps us to remain healthy, balanced and in control of our own emotions.  Naturally, in the context of inclusive leadership, being self-aware and emotionally intelligent helps sustain the trust that we have worked to instil and lead the team calmly through periods of uncertainty, change and challenge.

So, in our view, an inclusive leader will be a master of many more leadership skills and traits, but the above 3 are the cornerstones of any leader who wants to create a culture that benefits from the valuable contribution of each person in his or her team.  At Voice At The Table we understand not only the significance of this culture for the success and growth of a business, but we are also equipped to help leaders and their teams to attain an inclusive environment in which every person thrives and, as a result, delivers their best.

If you’d like to learn more about how we do this, please email us.

Why do I feel so strongly about gender diversity?

a balanced approach

Let’s face it: nowadays, the uttering of the words Gender Diversity tends to evoke more negative than positive reactions, from both men and women.  Both view it as potentially divisive, threatening, even unnecessary.  Yet I can’t help but continue to feel that it’s the right path to pursue for any woman, man and company that wants more from this world.

So why the negative reaction?  ‘Gender’ is not specific to women.  The very term defines both the male and the female, so how can a term so inclusive be seen to be so divisive?

And what do we mean by ‘gender diversity’?  Well, it’s not about promoting women over men, it’s not about tipping the scales so that women can run the world without men, and it’s not about drawing a line in the sand where all women stand on one side and men on the other.  That would of course be very divisive.

To me, gender diversity is about balance – for both men and women.  Balance at work and balance at home.  Balance in politics and balance in our economy.

According to the likes of McKinsey, if women worked to the same extent with the same responsibilities as men, by 2025 the world’s economy would grow by 26% (that’s $12tn in real money!).  That’s a good thing, right?

According to the Athena Doctrine, 66% of the surveyed adults (64,000 from around the world) agree that the world would be a better place if men thought more like women.  So we need more women to share in thought leadership, in politics, education and business.

According to the likes of Catalyst Inc., companies with at least one woman on their board show higher financial returns, lower risk profiles, and greater ROE.  Financial gain (rightly or wrongly) has always been the driving force of most businesses, so that’s good news then, too, isn’t it?

According to most studies, those countries that are the most gender equal are also the countries that score highest on the happiness scale.  And what’s more important than happiness?

According to Dr. Michael Kimmel, American sociologist specialising in gender studies, the more egalitarian our relationships, the happier both partners are.  When men share housework and childcare, their children do better in school; their wives are healthier; and, most notably, the men themselves are healthier. Watch Michael’s TED Talk to hear the full story.

So, by all accounts, establishing gender balance is a good thing.  Then why the negative connotation about something that brings positive influence in every aspect of our lives?  Are we programmed to sabotage everything that’s good for us?  Are we so sceptical about the power of diversity that we don’t even want to give it a try despite ample evidence? Is it the fear that women will take over that stops companies from embracing them as equal citizens and equivalent contributors? Tell me, what am I not seeing?

Because, from where I stand, it’s pretty straight forward:

I  want to world to become a better place for everyone.  I want my children to have equal opportunities; I want them to fulfil their potential without encountering artificial barriers; I want organisations to benefit from the wealth of the diversity of thought that each individual – man and woman – brings when they are empowered to speak their mind and share their experiences freely; I want our economy to tap into the resource that’s not being fully utilised, that resource being the female work force; and I want us to value our differences and to grow stronger together as a result.

So that’s why I feel so strongly about Gender Diversity, and my hope is that, some day soon, you will too.

Rina Goldenberg Lynch

Founder, Voice At The Table

Leveraging Diversity as a Business Opportunity: Capturing the Creativity of Each Individual Team Member.

eggs-in-blue-bowl-1623490The case for the benefits of a diverse corporate culture is well made.  Report after report, measure after measure prove to us that (1) the financial benefits of balanced company boards cannot be underestimated (2) the case for what is often referred to as ‘feminine leadership’ is becoming incontestable, and (3) talk of business survival in the future appears to hinge on that business’ ability to adapt to a more flexible, more collaborative style of management. [1]

So if your company is considering diversity for the sake of diversity, for the sake of appearances or for the sake of complying with client demands, it is missing a trick!  Embracing diversity – the traits which we refer to as 21st century leadership – must become central to any leadership strategy of a company that wants to continue to thrive in the future.

But where do you start?

In my last post, I talked about mirroring the client’s team composition in your own.  This post is about getting the most out of each individual team member, thereby making the most out of the diverse pool of talent that populates our teams.

Stephen Covey famously said “Strength lies in differences, not in similarities.”   This makes sense.  After all, what can we learn from someone who has the same views, upbringing and experiences as we do?  Not much!  It may feel more comfortable to have a colleague confirm our decisions, but it doesn’t make that decision better.   Well-considered decisions are those that have been scrutinised from as many perspectives as possible.  Understanding what the repercussions of our decisions might have (like Brexit) requires scrutiny from every angle.   And that can only be achieved if we allow each person to contribute fully and authentically.

Team leaders who understand the strength of diversity recruit diverse teams; teams that are represented by different experiences, personalities, preferences and traits.  It’s only then that a team leader may be able to hope to deliver the most effective and impactful team.

But how does one bring out the contribution of each team member?  After all, a diverse team also means that each person will have a different preference in the way they contribute, participate and respond!  And in a typical meeting, 70% of contribution at a meeting comes from 30% of contributors.

There are a number of strategies that team leaders can employ to change this dynamic. As a starting point, the team leader’s role should be to set up the meeting in advance in such a way that everyone knows they are expected and welcome to contribute.  Meetings should not be about sharing unilateral information; any information that needs to be shared with the team by their leader should be sent in advance or shared in a way that does not require face-to-face interaction.  Meetings are the team leader’s opportunity to benefit from the team’s thinking and should therefore be set up to motivate team members to deliver their best thinking.

One way to do so is to understand in advance what contribution you want from the team and set the agenda for the meeting with this in mind.  What is it that you want the team to accomplish?  Is it to come up with a new strategy?  To discuss the pipeline? To consider the financial results of the team to-date?  Whatever the aim, when setting the agenda, a team leader should ensure it is clear from the agenda what that objective of the meeting is.

We also know that our brains think best in the presence of a question.  Therefore, the best way to set up an agenda is to turn each agenda item into a question.  Item One, for example, might be: “Minutes from last meeting:  How can we ensure that all residual actions are completed?”. Item Two might be: “Strategic Direction:  How does your role fit into the bigger strategy of the company?”.  And so on.

This way, each participant understands that not only are they requested to attend but they are also expected to answer the questions on the agenda in the form of a discussion.

Once you have introduced the agenda in the form of questions, the meeting itself will run very differently, with most members standing ready to contribute.  There are a number of other meeting applications that will ensure the questions are then fully addressed and discussed by each member, which I will share with you in a future publication.  If you can’t wait, do get in touch with us so that we can help you transform your meetings into effective business solutions.

Leverage Diversity as a Business Opportunity: Reflecting your client’s composition in your teams

team-ii-1238320Talk of the benefits of diversity is everywhere.  Gender in particular.  So much so that people are starting to look at it cynically.  Yet the benefits of getting more women (and other minorities) appropriately represented within each layer of the organisation are profound.  Report after report, measure after measure prove to us that (1) the financial benefits of balanced company boards cannot be underestimated (2) the case for what is often referred to as ‘feminine leadership’ is becoming incontestable, and (3) talk of business survival in the future appears to hinge on that business’ ability to adapt to a more flexible, more collaborative style of management. [1]

So if your company is considering diversity for the sake of diversity, for the sake of appearances or for the sake of complying with client demands, it is missing a trick!  There is really no if’s or but’s about it:  embracing gender diversity – the traits which we refer to as 21st century leadership – must become central to any leadership strategy of a company that wants to continue to thrive in the future.

But where do you start?

One thing you could do is look at your clients and mirror them.

Easy, right? After all, we all know what our clients look like, what they like, how they assess transactions, where there pressure points are.  We also know what their teams look like, the composition of their decision-making bodies, and those who are likely to make the deciding call on any new deal.

Yet increasingly so, clients are starting to challenge service providers to show them that our services will heed relevant diversity requirements:  a certain percentage of women on the team delivering the services, a certain number of other minorities represented in the business.  We’ve encountered a number of businesses whose pitches for new business didn’t succeed because they couldn’t evidence the requisite diversity required by the client.

If your company has been in this situation before, the best way to ensure it doesn’t happen again is to understand clearly the composition of the client’s teams – not only today but their aspirations for that composition tomorrow.  Many clients will have targets that they will want to meet reflecting certain percentages on their teams and on their promotion lists.  Find out what they are and reflect them in your own business.  You may not get there tomorrow but you will have taken the first step to show the client that you are as serious about diversity as they are; that you’re not just assembling a team to meet their requirements but are genuinely interested in reflecting the client’s own attempts to become more diverse.  They will thank you for it in many different ways, one of which might very well be that new deal.

Voice At The Table are a boutique gender diversity consultancy.  We work with professional women to build confidence, resilience and initiative.  We also work with companies to make them more inclusive.  In this way, we aim to build and sustain your female talent pipeline.

[1] Email us to receive relevant reports and resources