Do you want to hire and retain top diverse talent and reach a broader market?
Empowering Partner’s Workshop Series lays the foundation for greater organizational collaboration, productivity and innovation.
Does your organization have any of these 7 symptoms of a mono-cultural mindset?
In any organization, tokenism hurts people of under-represented groups and it hurts the organization. But when members of all groups are working in cahoots, noticing and naming gaps, striving to create a culture where both historically dominant and non-dominant group members together feel heard and engaged, people feel valued, and organizations retain their people.
Many people believe that whatever their mental health challenges are, those challenges don’t belong in the workplace. However, more than 100 studies have shown that, when we have low psychological well-being, or face depression or general anxiety, our job productivity suffers. A leader’s compassion is no longer above and beyond, it’s vital to the organization’s culture of well-being. Leaders can provide the headspace that creates a culture of mental health and well-being.
Care for others, starts with care for you. As you come around to accepting yourself as you are, the good and bad parts, it turns out you can be more accepting of others. But you’re right, you can’t accept (or appreciate) someone or something you don’t know. Start with a Self-awareness chart!
In an either/or set-up, one person wins and the other loses. That’s a problem because the outcome can never be 100% positive. If anyone loses, both parties lose. They both lose the opportunity to build a relationship. People and families lose connection; organizations lose productivity. So how do we all win? We know we’ve really “won” when compassion and understanding is felt by all; oneself and our colleague, client, friend or family member.
After years of being belittled under a system of Minimization, minorities may hesitate to speak up for fear of retaliation, social isolation or job loss even when a manager asks them to speak up. But when managers slow down and deeply listen, they’ll learn the root cause of distress and how it can be resolved.
Because, statistically, most leaders in power often lack the self- and system-awareness of their impact on others, they don’t have the skills, vocabulary and practice talking and learning with people who have been historically silenced.
Learn how to help fellow whites see and dismantle systems that marginalize entire groups of people and that stifle retention and promotion of people of color, women and those who are differently-abled.
Whether or not you agree or can even imagine what they have gone through, you can affirm another person’s feelings about their experience. Cultural Intelligence allows us to stand in solidarity with another, communicating you are not alone.
Dr. Amy Narishkin
Qualified Administrator for the Intercultural Development Inventory (IDI)
About Dr. Amy Narishkin
“Leaders need to create a culture of safety and belonging for everyone to live their best and most productive life,” says Dr. Amy S. Narishkin. With a PhD in Adult Education and 25+ years of teaching, researching and mentoring, Amy works with CEO’s, management teams and those who take the lead in organizations to effectively implement the tools for cultural intelligence.
Her consulting and workshops help leaders and organizations develop the capacity to value, include and engage the unique strengths present in your workforce to deliver on the high performance promises of diversity.
In addition to her work in corporations, non-profits, schools and churches Amy is also an advocate for cultural intelligence at home with her international CEO husband, four thriving high school to adult children and her passion for church and community volunteering.
To jump start your cultural intelligence check out Amy’s book Awoke in Progress: An Interactive Journal for Developing Intercultural Consciousness.