Are you advocating for diversity and inclusion?

- Some years ago, after I had taught the first half of a connection culture workshop, I received an email from a young man of color who shared with me that he was having a hard time relating to the materials because he didn't see images of anyone who looked remotely like him, and I was grateful for this young man's courage to make me aware of that. In subsequent days, through email and conversations, he helped me make some changes to the material so that he felt more included. Everyone needs to feel connected to perform at their best. A group that works well together, despite their differences and because of those differences, will have a cohesion and energy that spurs productivity and innovation. "What are those differences that make a difference?" to borrow a phrase from Rich and Ralph Brandt, friends of mine who work primarily in the field of diversity and inclusion. Gender, race, sexual orientation may come first to mind. When I ask this question in a connection culture workshop, I also hear age, communication styles, political views, religious views, introvert versus extrovert, senior leader versus frontline employee, tolerance for risk, glass half full or glass half empty viewpoint. What would you add to this list? Being an intentional connector involves taking proactive actions to connect with colleagues who are different than you. Lead by example and actively reach out to those who are different than you. What can you learn about the other person and from the other person that will bring new perspectives to light that you may not know? Those who are different from the majority in some way may feel on the edges and not part of the group. Your sincere interest in them will help them feel more connected. Take time to get to know them personally. Ask questions to learn more about their life story and their life outside of work. Try to find something you have in common and it will become a bridge of connection. One of my favorite questions to ask is, "What do you like to do in your free time?" When people know more about their work colleagues, research shows they are more likely to support and help each other, resulting in increased responsiveness and decreased social undermining. Be open to a new approach and new ideas based on what you're discovering as you engage in dialogue. Giving people a voice and carefully listening to them connects us. People will put more effort into execution if it was their idea. If you're a supervisor, keep this in mind. Don't be adamant about having everything done your way or the way it's always been done. It's better to learn what others think, consider their ideas, and give people autonomy whenever possible. Finally, be an advocate for diversity and inclusion. That also means don't be indifferent to behavior that devalues a colleague. Is there someone who routinely puts others down or marginalizes them because they're different? People who are consistently disrespectful to others undermine connection. Their behavior harms not only their victims, but also others in the environment, the organization's performance, and themselves. Stick up for those who are different and have less power than people in the dominant group culture in your organization. By doing this and leading by your example, you will increase connection and smooth the way for the team to do its best work.