Diversity is not about conforming to the norm established by the dominant group; it's about recognising and valuing the variety of experiences that individuals bring to an organisation. I think that organisations are only truly diverse when they embrace and leverage the unique backgrounds, perspectives, and experiences of their members. I view diversity as the collective mosaic of these diverse experiences, which enriches the fabric of any organisation or community. By appreciating and integrating these varied experiences, organisations can foster a more inclusive and dynamic environment. Contact me via email for a deeper dive into your organisations DEI maturity levels.
Silent and listen
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Maybe you’ll stand up and applaud a speaker you agreed with or just sit staring in silence after listening to a speaker you didn’t like. Now I think you are beginning to understand the complexity of listening and the great potential for errors. Acoustic ecologist, Gordon Hempton defines silence not as the absence of sound, but as the absence of noise from modern life. What do you think?
“The biggest threat to innovation is internal politics and an organisational culture which does not accept failure, and/or does not accept ideas from outside, and/or cannot change.”
And the other side
We all want engaged employees who want to deliver, not just for the organisation but also for themselves. We are now seeing more stories about how organisations are getting very hands on about building a bottom-up processes, where teams of employees are working with managers at the customer interface level, helping individual employees work out how they can connect to the corporate purpose. Understanding the dreams of the people in the organisation and how they might be the key to motivating your employees. This will ensure that the organisations purpose is something that their employees can really engage with in a meaningful way, as this helps them as they decide to give their full effort at work.
What is your purpose?
You either believe when there is no evidence and sometimes that is delusion fuelled by denial. And sometimes, you believe where there is no evidence and this shows that you have faith in things that have not been seen yet. The challenge is knowing the difference between the two.
The mind is an element, strategy is an element, but it’s PURPOSE that is the missing link that binds everything together. Purpose is what really matters!
The majority of human beings have never had a deep thought in regards of self-regulation. Everyone is so busy, we are all so distracted that we do not give ourselves time to ask questions that matter. What truly matters is giving yourself the space and time to ask these question.
What is the purpose of your organisation?
I think that purpose is the core, root or foundation of your organisation. Therefore, if anything is poisoning the roots, then we must stop and get rid of the poison.
How?
- By looking at the relationships, dynamics within your organisation.
- By looking at what’s driving people within your organisation.
- By looking at the crap that you drag into the business and what poisons the purpose within your organisation.
And I think that if you don’t do this work, you will never get purpose within your organisation.