Valued Diversity: How To Create A Diverse Workplace That Doesn’t Feel Intimidating. Valuing diversity means everyone feels happier and more comfortable in their workplace. It leads to better productivity and a more innovative atmosphere. Being able to value the differences in our teams is an important skill within managing people.
Your company will grow and strive to create a diverse workforce. You then realize that achieving a truly diverse workplace is difficult. Diversity needs to be valued as a core principle by senior management of the company and should permeate throughout an organization’s culture.
Achieving this level of diversity can be challenging when you are dealing with people who may come from different cultural backgrounds, races, genders, and orientations. We can perceive these differences as threats to homogeneity. Threats make individuals feel uncomfortable or threatened in their daily work environment.
Valued Diversity – Working Together
Organizations need to ensure that all employees feel comfortable working together and collaborating in order for them to work effectively. This requires creating an environment where everyone values their unique contributions, perceptions, and ideas. One of the benefits of effective teamwork.
Creating this type of environment often requires top-down action. Senior management must play integral roles in creating policies that not only protect diversity but also value it. The workplace should make all employees feel comfortable with one another so that they can bond with shared interests and commonalities (such as hobbies or sports teams). This sense of comfort will allow people to build an environment that values diversity while encouraging collaboration and teamwork.
To have a successful team, you need people with unique personalities and communication styles. The more diverse your team is, the greater the chances for conflict.
Valued Diversity and Communication
TIP: Try to understand that there are different communication styles in the workplace:
1. Direct Communication – People who communicate directly are task-oriented, direct, and honest. They might be very vocal about their opinions and can be impatient with people who don’t communicate as quickly or as thoroughly as they’d like.
2. Indirect Communication – Indirect communicators are also very direct in their approach but they use a little more “white space” in their conversations to allow others time to process what is being said before continuing. It’s not uncommon for indirect communicators to give others “permission” to speak by using phrases such as “it sounds like you’re saying…”
This type of person usually has a very firm grasp of what they want to say, but they may take longer than a direct communicator to get there.
Sometimes because they want to make sure that everyone understands where they’re coming from, other times because they feel the need to gather their thoughts before speaking on the subject at hand.
Valued Diversity: Explore what motivates people differently
The secret to understanding people is to realize that they are not like you. This is not disrespectful; it is merely an acknowledgment of their individuality. How do I know this?
Because I have observed that the most successful salespeople in the world understand what motivates people differently than they do themselves. They know that if they strive to understand how other people think, feel and behave, they will be more successful in life.
The best way to learn how other people think is to use the Personality Plus system, based on the Benjamin Franklin quote: “Tell me and I forget, teach me and I remember, involve me and I learn.” I have studied thousands of successful salespeople, business owners, and leaders over the past 50 years.
They all have one thing in common: They are virtually always among the top five percent in their field in personality preference. This means that they understand how their own personality works.
One example of this is a woman who has been selling for 20 years in the same business. She has always been one of her company’s top three salespeople. Her secret? She identifies her customer’s personality type and matches it with her own type.
Valued Diversity Conclusion
The main thing to keep in mind when designing a diverse workplace is balance. After all, nobody wants to feel that they are being singled out for their race or gender. By giving attention to the personalities and skills of all co-workers, and ensuring that everyone is equal. Companies will create a space where diversity can flourish healthily. Thank you for reading this article on valued diversity.
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