How do you encourage your team to share diverse perspectives?
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— The LinkedIn Team
Diverse perspectives can enrich your team's decision making and problem solving, but they may not always surface naturally. As a leader, you can foster a culture of openness and inclusion that encourages your team members to share their views and experiences. Here are some strategies to help you do that.
Ask open-ended questions
One way to invite diverse perspectives is to ask open-ended questions that prompt your team members to elaborate on their thoughts and feelings. For example, you can ask "What are some of the benefits and challenges of this option?" or "How do you think this will affect our stakeholders?" Avoid questions that can be answered with a yes or no, or that imply a right or wrong answer. Open-ended questions can stimulate discussion, spark curiosity, and show that you value your team's input.
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Leading with curiosity and a learning mind is a must for not only inviting diverse perspectives but for growth. Open ended questions show an attempt to learn from the other person.
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Asking the question is great but giving the person time to answer is very important, staying silent for a short while after asking the question is very powerful people are uncomfortable with silence and therefore are further encouraged to respond. Treat there answer with respect even if you don’t agree this will help others feel less scared to join in.
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Listen actively and respectfully
Another way to encourage diverse perspectives is to listen actively and respectfully to what your team members have to say. This means paying attention, showing interest, paraphrasing, asking clarifying questions, and acknowledging emotions. It also means avoiding interruptions, distractions, judgments, or assumptions. Listening actively and respectfully can help you understand your team's perspectives, build trust and rapport, and create a safe space for sharing.
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The easiest way to make sure someone feels heard and valued is to go straight to the pain point. Everyone is turning on their screen hiding battles they face. Diverse people have diverse problems and people work the best together when they work to overcome adversity. Therefore to increase diversity and better listen we need to do these three things: 1. Intentionally set aside time to fully know your people 2. Skill up in learning how to support people through personal challenges 3. Promote Psychological Safety by being a leader who holds space to learn and grow themselves. It's only when we authentically care that diverse opinions will be appreciated and respected. #ShowingUp
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Suspending judgement is a difficult one, because we practice judgement through analysis and recommendations, daily. One way to help suspend judgement is to activate curiosity. When you switch from assessing to exploring, you are more open. You look for more information to understand. You just listen better. Period.
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Appreciate and leverage differences
A third way to encourage diverse perspectives is to appreciate and leverage the differences among your team members. This means recognizing and celebrating the unique strengths, skills, backgrounds, and experiences that each person brings to the table. It also means creating opportunities for collaboration, learning, and innovation that capitalize on the diversity of your team. Appreciating and leveraging differences can help you foster a sense of belonging, empowerment, and creativity among your team members.
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One way to appreciate and leverage differences is to understand that many people don't like sharing their ideas in a meeting. So, give people opportunities to respond in writing, so that they have time to think deeply. Give people opportunities to respond in small groups, so that they have a more interpersonal dynamic to work with. Having another meeting is one of the least effective ways to encourage diverse perspectives.
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I find that leveraging differences requires a multi-modal approach including cultural humility and cultural intelligence . Combining both approaches allows leaders to adapt and align their style with the cultural norms and values of different team members, enhancing engagement, motivation, communication and cooperation. Inclusive Leaders who exhibit cultural humility are more likely to create a workplace where everyone feels valued and included, which boosts morale and productivity.
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Challenge and support growth
A fourth way to encourage diverse perspectives is to challenge and support your team members' growth. This means providing constructive feedback, coaching, and mentoring that help them develop their potential and overcome their challenges. It also means encouraging them to step out of their comfort zones, take risks, and learn from mistakes. Challenging and supporting growth can help you motivate your team members, enhance their performance, and cultivate their confidence.
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Empowering team members by bolstering their growth is a testament to visionary leadership. By extending tailored feedback, guidance, and mentorship, leaders can propel individuals toward unlocking their true capabilities. It's essential to strike a balance between challenging individuals to stretch their boundaries and providing the support they need to navigate these new territories. This equilibrium not only elevates performance but also bolsters self-assurance, making teams more resilient and adaptable in the face of challenges.
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I am always focused on behaviors! I believe that behaviors drive the metrics that drive the outcomes! I have daily conversations with my teams and I enjoy asking thought provoking questions about our successes as well as our challenges. Asking them what has gotten in the way of our success and how can we redirect the challenge for improved results! Simulations are one of my favorite tools 🧰! They provide any opportunity to make decisions and experience the consequences. #LeadLoudly #leadership #branding #growth #teambuilding #success
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Model and reward openness
A fifth way to encourage diverse perspectives is to model and reward openness yourself. This means sharing your own views and experiences, even if they are different from the majority or the status quo. It also means welcoming feedback, learning from others, and admitting your limitations. Modeling and rewarding openness can help you set an example, create a positive climate, and reinforce the desired behavior for your team.
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As a leader, I strive to encourage each member of the team to share what is on their mind. It is also important to create that safe space where each team member can show up as their authentic self and contribute with their creativity and passion.
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Leading by example through genuine openness paves a powerful path for teams to follow. By sharing one's own experiences and being receptive to feedback, leaders underscore the significance of transparency and growth-mindedness. Embracing vulnerability by acknowledging one's limitations can lead to a collaborative space where continuous learning is valued. This proactive approach not only establishes a positive team dynamic but also embeds the idea that openness isn't merely encouraged—it's celebrated and integral for collective progress.
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Here’s what else to consider
This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?
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While the aforementioned strategies are vital, it's also crucial to understand that encouraging diverse perspectives isn't a one-time act but an ongoing commitment. Periodic reviews and reflections on team dynamics can be instrumental. Additionally, creating safe spaces where team members can voice concerns without fear of repercussions further amplifies the importance of inclusivity. Lastly, celebrating the successes achieved through diverse contributions not only motivates but also solidifies the notion that every voice, irrespective of its origin or nature, holds value in shaping the team's journey.
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Circling back with the team on the actions you have taken as a result of the feedback and the impact these have had, helps close the loop, build trust and encourage future feedback.
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