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Scoop.it!
Is Indirect Feedback used in your organization? 
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Scoop.it!
Here we are in 2013 with organizational leadership models that continue to deny the social nature of organizations and wallow in inertia.
Our leadership practices remain authoritative. People are disengaged, distrusting and perhaps even disenfranchised. Via Kenneth Mikkelsen
AlGonzalezinfo's insight:
Wonderul Scoop Kenneth! I am currently working on understanding inclusion by exploring exclusion and this is absolutely perfect!
While we may have a "diverse" employee base" if we have authoritative and distrusting cultures, it is impossible to have inclusion!
Andy Brough's comment,
July 15, 2013 4:24 AM
Leaders will need to work hard to create a deeper sense of engagement, trust and empowerment
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Scoop.it!
AlGonzalezinfo's insight:
For anyone interested in the science behind Inclusion, here is a breaktrough article. It is detailed and lengthy, but educational AND very relevant.
Abstract:
Research over the past three decades have demonstrated that even though organisations may have the requisite diversity in their midst, the employees may not feel that all the strands of their social identities may be appreciated and included – hence, leaving them feeling excluded. Unfortunately, there are not many available tools for organizations to gauge such desired levels of inclusion.
~senior managers, ~immediate manager, ~values, recruitment, ~promotion/progression & development, ~fitting in, ~bullying/harassment, ~dialogue, ~organisational belonging, and ~ emotional well-being.
The overall measurement within the ten dimensions provides and index, which gives organisations an indication of where their diversity and inclusion practices are failing, and where resources and effort are needed to be applied to achieve the necessary change.
Scoop.it!
Are you familar with the concept of diversity and inclusion? Do you know the difference between these terms?
AlGonzalezinfo's insight:
From the show:
The following actions or behaviors are NOT intended to blame others. My intent is to accomplish two goals:
~illustrate how our actions can unintentionally cause others to feel excluded
~list these actions in hopes that those who may be behaving in these ways, can reflect upon and evaluate the quality of their leadership based on the likelihood that their actions may cause others to feel excluded
Exclusion actions or behaviors -
* Interrupting (alone in a crowded room)
* Leaving others out
* Ridicule in private or public
* Abrasive and bullying behavior
* Making you jump because I can (disguised as "testing your limits)
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Have you felt excluded because of the actions above? Other actions?
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Leadership and branding expert, Lisa Manyoky joined me on #HealthyLeadership to explore the Tyranny of Indirect Feedback and how to make the GIANT LEAP from diversity to inclusion by minimizing the use of this exclusionary model.
Of course, leadership starts with us, so we also talked about how we can all be open to feedback in order to welcome others to talk to us directly.
Check it out at: #HealthyLeadership