In this week’s wisdom I continue our conversation about inclusive communication in the workplace. Two elements of culture that are closely linked are communication and inclusion.
Why communication and inclusion go together
Whenever we run a SWOT on a team or a company, communication shows up among the first three strengths, and among the first three weaknesses. The rhetoric often sounds like this, we are really good at communication, we communicate a lot, yet people say no one knows what is going on.
In a recent CultureIQ survey of 30,000 employees across North America, communication ranked at the bottom of all culture dimensions. With more channels and tools, communication has become the weak link.
Inclusion asks, who has a voice?
To communicate more effectively, we have to bring in inclusion. While it is easy to pay lip service to diversity and equity, a true measure of inclusion is this. Who has a voice in the company? Who gets heard in meetings, and who feels free and safe to share their ideas?
3 considerations for more effective and inclusive communication in the workplace
1. Develop and communicate a shared vocabulary
What types of language are appropriate to support the desired culture? Formal or informal? Are expletives acceptable? Do we talk about issues, or about people?
2. Lead by example in how people should communicate
Exhibit the way people should communicate in the company. What level of transparency is acceptable? How often do managers give their teams updates? How are people held accountable in their teams? How are decisions and changes communicated to the teams?
3. Build and maintain psychological safety
Create ways for people to feel a strong sense of psychological safety in their teams and in the company as valued employees. How do we listen to everyone’s ideas and thoughts? How does the team debate and engage in healthy conflict?
A final thought on inclusive communication
“When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organization.” – Pat Wadors
If your leadership team wants support building inclusive communication in the workplace, we can help strengthen culture through leadership training, team coaching, and executive coaching.
