Dave-ologies: “If You Are Not Actively Including, You May Be Accidentally Excluding”

“If You Are Not Actively Including, You May Be Accidentally Excluding”, this was a topic today in a session I attended from the NeuroLeadership group (David Rock et al). It was a great 60 minutes to learn more about the neuroscience of our actions, but also some great reminders about how we approach difference AND how we approach inclusion. This is apparent not only in our business world, but in our political world, the sports world, and in our own personal lives. Studies prove that diverse and inclusive teams are smarter, more creative, and make better decisions. In our increasingly global marketplace, diversity and inclusion are being recognized more and more as imperative for our business success. Often though, the focus is on diversity and less about inclusion. Often we want to “be the same” but this view may eclipse the beauty of difference and what that brings for innovation, excitement, change, etc.

While an increasing number of organizations embrace diversity, the practice of inclusion is often overlooked. Being respected, valued, appreciated and welcomed to contribute equates to more than just being nice - (as David Rock states) “we have a biologically based need to belong—to feel included, supported, and valued by others socially. In fact, research shows that social exclusion can negatively impact performance, productivity, and pro-social behavior, among other consequences. The challenge is, we often make others feel excluded without realizing it. First, the language, nonverbal cues, and subtle interactions we engage in can communicate signals of exclusion. Second, initiatives that focus on minimizing exclusion can increase feelings of out-group. Essentially, if we’re not actively including, chances are we’re accidentally excluding.”

Every day with every interaction we send signals to others which generate feelings of either inclusion or exclusion. Small comments, slight actions or unintentional omissions can trigger a social threat, causing peers to feel excluded or to completely disengage. To ensure we understand and stay focused on inclusive behaviors, we must actively think about sending positive signals and mitigating threat whenever possible. Three strategies they spoke about to help are:
Finding a common ground - Increase relatedness, build the business case, and get people to care
Lifting people up - Boost status and fairness by making people feel valued and included
Helping to create clarity - Elevate certainty and autonomy by sharing information and helping people choose

The reality is, being self-aware and understanding who you are and how others view you. In the last month, how many times at work did you feel not included in an important decision, how many Americans feel like they are being included in our current political decisions, or how do you feel on the sports teams you play for, or did your neighbors or college friends do something and not include you? We all have felt the omission. We can’t change another person’s behaviors, so how do we try to change OUR own behaviors to ensure we are being inclusive? If nothing else, those 60 minutes today challenged me to think not only about my actions and how they affect people…but also my inactions. Self learning never ends….

To learn more – go to https://neuroleadership.com/

Dave Harmon

People Division

“Kindness is Currency”

LinkedIn: linkedin.com/in/davidharmonhr