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- Inside Networking: How and Why to Build a Network Inside Your Organization
- Diversity in Counsel … Unity in Command
- Play Hard. Play Fair. Nobody Hurt. Simple rules for great meetings and teams
- Mentors are everywhere, you just need to know what to look for
- Have we been looking at ‘cultural fit’ all wrong?
- Continuous Improvement – It’s For More Than Just Processes
- What is Culture Anyway?
- Are You High Potential?
- How To Create A Stronger LinkedIn Profile
- Why You Should Keep Your LinkedIn Profile Up To Date
- How To Take Stock And Plan For A Breakout Quarter
- Examining the myth: Do extraverts make better networkers?
- Lessons from the Roller Rink
- The Evolution of a (Hiring) Decision
- A Quick Guide to Informational Interviews
- 5 Questions To Ask Your Boss
- Do your employees dread Monday mornings? How to get your team to look forward to the work week.
- Where Do You Think? The Surprising Difference Between Introverts & Extroverts
- Got a Job Offer? Your Start Date May Be Earlier Than You Think
- Good Boss / Bad Boss
- The Difference Between a Coach and a Mentor
- Four Questions For Your Direct Reports
Tag Archives: Diversity
Most people know that diversity in their organizations is important. That is, most people have a vague sense that more diversity on their teams would lead to more innovation, higher creativity, stronger engagement, etc. But did you also know that …
Those organizations that will be winners in the marketplace will be the ones that leverage all of the talent of all of their employees, all of the time. — Herb Johnson, Chief Diversity Officer, Michelin North America
Alfred Sloan, when he ran General Motors in the 1920s and 1930s, would refuse to make a decision at a meeting if no one could argue a strong case against what was being proposed. He felt that if no one had any objections to what was being decided, it was because they had not thought long and hard enough about the question under consideration.
Alfred Sloan understood that the best ideas — along with the best decisions — are forged in the crucibles of healthy conflict. If there are no objections leading up to a decision, then either people just aren’t trying hard enough or your team isn’t working on hard enough problems. Clear thinking, innovation, and good decisions depend on diverse perspectives and opposing points of view.
Healthy conflict can be a tense arena. It takes bold leaders to create a safe space where everyone can be heard. And it takes confident followers to speak their mind even when they hold a minority point of view.
People think and process ideas in multitude of ways. In general, extraverts tend to think externally; they need to verbalize their thoughts to think. Introverts, on the other hand, prefer to have their thoughts more fully formed before they speak. These differences in preferences can have profound differences in how effectively people communicate.