11/23/2023 0 Comments Courageous conversations modelThese strategies will help you find the courage and heart to sit down and talk with purpose: We know that courageous conversations can be incredibly difficult and elicit strong emotions and frustration. In Old French, there is the word Corage which denotes the heart as the center of all feelings. Ĭourage is derived from the Latin word Cor which means heart. Inclusive companies are 120% more likely to hit financial goals.Companies with significantly more racial and ethnic diversity are 35% more likely to perform better. 39% of workers have indicated that they would leave their current organization for a more inclusive one.Executive teams that are highly gender-diverse are found to be 21% more likely to outperform on profitability.80% of workers say inclusion is important when choosing an employer.Next time you’re tempted to consider DEI a “distraction” and avoid courageous conversations, remember this: In addition to the people element, having courageous conversations around DEI and actively putting in place strategies that encourage and support it helps organizations to realize significant return on investment (ROI), both financially and talent wise. Courageous Conversations are Good for Business Having courageous conversations means recognizing this, acknowledging that life cannot be “turned off,” and working to find equitable solutions to relieve exhausted employees. But, for the vast majority of people, they come with the heavy weight of these burdens on their shoulders, day in and day out. Employees are expected to bring their whole selves to work, show pride and commitment to their job, and be cooperative and productive. Income inequality, resource scarcity, barriers to education and employment, racism, sexism, bigotry – the list is endless but the consequences are very real. It’s not a byproduct of the world creeping in it’s a tangible shift that has a direct impact on your employees and your organization. It’s also important to acknowledge that societal issues are business issues. The world has changed and organizations need to change their business strategies to hire, develop, and retain top talent and stay competitive. Look at your kid’s school or the grocery store or the coffee shop where you get your cup of Joe every morning. Or your customer base or your supply chain. Take a look around your workplace and notice all the different types of folks you interact with everyday. “I Don’t Want to Talk about Politics”Ĭourageous conversations are not about politics. Although it’s challenging to get through, it’s an opportunity to build positive relationships and acknowledge the barriers that make work-life integration nearly impossible for so many. These kinds of conversations take courage and require openness, authenticity, a safe place, and honesty to make it work.Ĭourageous conversations are not just about the skills needed to get through the hard bits though it’s also about using inclusive and purposeful language to move the conversation forward in the right way. The nature of these types of conversations means that emotions are often very high and it can be embarrassing, awkward, and just plain stressful for those involved. What is a Courageous Conversation?Ĭourageous conversations are those that are initiated with the purpose of discussing issues that are difficult and uncomfortable, such as talking about systemic racism or lack of women in leadership. And it starts with courageous conversations. But, with recent events shining a bright light on these issues, and the “Great Resignation” putting pressure on headcounts, it’s never been more important to address DEI in the workplace. For many, it’s difficult to even begin the conversation around the systemic inequalities that exist in the workplace, let alone create real, lasting changes that truly work to level the playing field for people with marginalized identities. This prevailing apathy has led some organizations to do little more than give lip service to the idea, along with checkboxes for tokenistic “diverse” hires. Diversity, equity, and inclusion (DEI) in the corporate world has long been thought of as just another group of buzzwords, with nearly 51% of white c-suite executives believing that it distracts from a company’s “real” work.
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