Feeling included is very important. It’s something the vast majority of us crave from an early age. But whose responsibility is it to promote and sustain inclusion, and how is it best achieved? The answer to that is ‘everyone’s’ and ‘it’s complicated’.
What’s not complicated is the idea that communication is a key component of inclusion. It’s well understood that understanding your audience and speaking to them is critical in bringing people with you. But what about the ‘other’ side of communication? Below, Joe argues that ‘being listened to, leads to empowerment, that leads to motivation, which leads to improved performance’ and he’s right. Listening isn’t easy, but trying to listen is.
Give it a go, and if you or your team want any help building an inclusive team, full of people who listen and can communicate with one another, get in touch.
People need to feel listened to!
In Salesforce’s report: “The Impact of Equality and Values Driven Business”, they revealed that employees who feel their voice is heard at work are nearly five-times (4.6X) more likely to feel empowered to perform their best work.
Why is this? If you feel your voice is heard then you feel your ideas can make a difference within your role. This feeling of having an impact is motivating, and this motivation leads to high performance.
Communication is a two sided coin: people must be able to communicate with clarity and impact, but also be able to listen actively and effectively.
The best way to develop these skills? Learn to debate.
There’s a reason top global investment banks, Magic Circle law firms, ‘Big Four’ consultancies, and government departments work with Debate Mate. We teach the skills necessary to debate and then apply the skills to industry relevant scenarios. Employees feel empowered, they have the opportunity to discuss relevant topics, their voices are heard, and they develop skills that are immediately useful in their day-to-day roles.
This creates a workplace that is more inclusive and more effective.