Neuroleadership Institute’s (NLI) employee engagement formula
I encourage you to read this brief piece on how to create a more inclusive culture. Doing so leads to psychological safety which leads to more creative ideas and higher levels of employee engagement.
What I found intriguing was the order in which to do this as a leadership team. Inclusion comes before diversity even though the common way to hear the phrase is the other way around – Diversity and Inclusion or D&I. Here is the recommended order from NLI.
- Foster a growth mindset culture.
- Create a culture of inclusion.
- Build a diverse workforce.
Please note that there I have come to believe in two types of diversity – cognitive and identity. I enjoyed this book on the topic – The Diversity Bonus. Most tend to focus primarily on identity – race, gender, age, socioeconomic status, and so on. This is fine but I believe cognitive diversity is where the magic begins. Multiperspectivity can and often does provide richer and more thoughtful outcomes.
Identity can lead to cognitive diversity but not always. That is, if you hire all different sorts of folks but they all went to Ivy League schools and had a similar upbringing, the likelihood of cognitive diversity may diminish. Often, you are justifying the hiring of people who think, look, and act like you.
If you do any of these things you are ahead of most. However, thinking about them in this order seems to have an accelerated impact on employee engagement which often leads to improved business results.
P.S. If you want to survey your team re: engagement level, please see my previous post for a survey created by ADP and Buckingham. If you get low scores, please feel free to reach out. I will see what I can do to help.
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