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Tuesday, February 25, 2020
Monday, February 10, 2020
HRComputes is an UltiPro Solution Delivery Partner
As a reminder, HRComputes is an UltiPro Solution Delivery Partners and have completed extensive training and assessment certifications across the UltiPro suite of solutions. Our partner training in HR Core/ Payroll, Business Intelligence, Talent Management, Talent Acquisition, and Learning supplements our many years of experience in human capital software solution selection, implementation, and optimization. If you are looking for UltiPro experts, you have come to the right place.
Tuesday, January 21, 2020
Diversity of Thought Drives Innovation
I recently was a guest speaker at the Ultimate Women in
Business Summit in NYC speaking on Building a Socially Responsible
Organization. While attending, I had the opportunity to hear Cara Pelletier,
Director of Diversity, Equality & Belonging, Ultimate Software speak on Building
a Culture of Belonging. Her presentation focused on creating a culture of belonging
rather than one of inclusion. As Cara says, “You don’t need an invitation, you
already belong” It is about bringing your authentic self to work and feeling
like you really belong there. In order to have a diverse workforce, you need
to create a culture of belonging.
As we think about diversity and its impact on innovation, we
need to think about the many levels of diversity in our organizations. We have identity
diversity, which reflect attributes that are more visible (race, gender, etc.)
and we have cognitive diversity, which reflects how we see the world and think
about things. A recent HBR article adds a third, experiential diversity reflecting
how our affinities, hobbies, and abilities shape us. Each of these types of diversity is impactful in driving innovation. https://hbr.org/2018/05/the-3-types-of-diversity-that-shape-our-identities
1.
Set the Stage
2.
Set Expectations
3.
Create Psychological Safety
4.
Encourage Speaking Freely
5.
Speak Up
In setting the stage, think about the physical space such as
how the tables and chairs are arranged. Are you unintentionally creating a physical space that
suggests some voices matter more than others? Are you creating a collaborative
meeting agenda and sharing it in advance? Using sharing document tools and
encouraging the team to pose questions in advance encourages participation and hearing from diverse voices .
Establish team participation expectations. If you have been
invited to the meeting, you are expected to participate. Set up a practice of
taking turns to allow all voices to be heard during a meeting. Create an environment of psychological
safety by ensuring that all participants are fully present. Agree that meeting is
device free. Encourage listening. Google found that creating psychological safety
was the most important attribute of highly successful teams. https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html
If you really want new ideas, you need to encourage all team
members to speak freely and to disagree even with the boss. Pose questions to
promote thought such as:
1.
What is missing?
2.
What might go wrong?
3.
Why might this blow up?
4.
Who has an alternative idea?
5.
Who is willing to bet $1,000 that the idea will
succeed?
6.
What has worked in a similar situation?
Speak up to recognize and acknowledge contributions. Ask if we have heard from
everyone in the room. Redirect questions to the most qualified Subject Matter
Expert (SME). Speak up if there are interruptions, if someone is consistently
asked to perform an administrative task, and if someone’s voice is being
diminished.
Next time you are setting up a meeting, take the time to
plan the setting and agenda and begin the process of creating and enforcing
group rules. I bet you will begin to get more ideas and new perspectives promoting a diversity of thought to drive innovation.
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