Communication is critical to the success of any team. In this episode, Brandon Laws dives into this important topic with Alissa Carpenter, multigenerational workplace expert and author. Together, they discuss how to bridge communication gaps, practice authentic inclusivity, and build relationships in the workplace.
GUEST AT A GLANCE
Alissa Carpenter is the owner of Everything’s Not OK and That’s OK, a leadership training company, and the author of How to Listen and How to Be Heard: Inclusive Conversations at Work. She’s also the host of the podcast Humanize Your Workplace. Alissa is passionate about helping teams implement effective communication techniques, stay connected, and celebrate diversity.
A QUICK GLIMPSE INTO OUR PODCAST
🔊 Podcast: Transform Your Workplace, Sponsored by Xenium HR
🎙️ Host: Brandon Laws
📋 In his own words: “The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders.”
TOP TIP FROM THIS EPISODE
Employees feel appreciated and heard when they can play to their strengths.
According to Gallup’s “State of the American Workplace” report, only 30% of employees strongly agree that their opinions count at work. So what does that mean for the other 70%?
Unfortunately, when people don’t feel heard, leaders don’t have the opportunity to identify their strengths. According to Alissa, when an employee is operating from a place of strength and confidence, they feel heard and valued, and they want to stick around.
“And there are a couple of ways that you can find your strengths,” Alissa explained. “One way is to do the StrengthsFinder assessment, which I love. […] That assessment helps provide that common language” and helps you identify “why the person next to you is just so frustrating and why you’re always butting heads.”
Team members can also commit to self-observation and awareness, and then have a conversation about this important topic with the team.
PODCAST EPISODE HIGHLIGHTS
Five generations working together
“In the nineties, there were actually only three generations working together, so people are staying in the workforce longer. […] To me, the foundation of inclusion is starting the conversation and getting to know people. I think reverse mentoring is a great way to do that. Whether you’re newer in the workforce or have been there forever, I think we can learn so much from each other about how to do things, but we have to be honest with ourselves and vulnerable. […] We have to create that foundation where people feel psychologically safe to start those conversations.”
Defining terms: diversity and inclusion
“Diversity is the who. And then inclusion is the what. So it’s really asking those questions — not only asking people what they want, what they’re looking for, but providing the space for people at the table, actually listening to what they have to say, and taking it into consideration.”
Removing the labels and practicing REAL inclusion
“We’ve been labeling people in that space, but that doesn’t mean anything unless people feel included and feel like they belong. So now you’ve hit the numbers that you wanted just because you have 50%. But I think sometimes we just get it backward. [We think,] ‘let’s get the people, and then let’s move on.’ But who are these people? And why do we have them? What is our mission? And how are we using diversity to create and have new ideas? And do people even feel like they can share their ideas?”
Applying the “Platinum Rule”
“If we’re not asking people, ‘how do you like to be treated?’ or ‘how do you like to seek praise?’ I might be complimenting you in a way that is actually freaking you out and giving you anxiety. So it may be well-intentioned, but […] it may not actually be how the other person wants to be treated. […] Yes, we should be treating people with respect. Yes, we should be valuing other people. But how we do it will differ based on what that means to them.”
When it comes to allyship, actions speak louder than words
“It’s so easy to say that you’re an ally. But an ally is somebody who’s there to support someone or a group of people. A lot of it is not speaking. It’s listening. It’s understanding. It’s asking, ‘what do you need from me?’ or ‘what can I do to support you?’ Sometimes it’s passing the mic to them or standing up for somebody else. And sometimes it’s really just taking that backseat.”
Implementing livestream leadership
“Oftentimes, you have leaders that you never ever see. You see a name and you see a picture, but there’s so much more opportunity. […] Leaders can get face time with their employees. […] I was talking to somebody actually earlier today about how they did that. Employees were upset that [this company] got rid of the 401k but got raises, but nobody was saying anything. So this leader took the initiative to make a three-minute video about it. And the results showed that it really improved their engagement and improved how they felt about senior leadership.”
Throwing away the old adages
“That’s the way it’s always been done. We’ve tried it, but it didn’t work. If it’s not broken, then don’t try to fix it.”
“We get stuck in these ways of thinking because, sometimes, we just don’t want to do it. We’re used to the way things have been done, but it really does diminish people’s interest in sharing. Once you squash that for someone, it’s really hard for them to say, ‘Oh, okay, let me share my idea.’ And as a leader, [you’ve got to] create those psychologically-safe spaces. You should be throwing out ideas as well. Maybe some stick, maybe some don’t, but it’s about showing and sharing. If 90% of them fail, we will find one of them that works.”
LEARN MORE
There’s so much more to this important conversation about inclusivity at work. If you want to get a copy of Alissa Carpenter’s book, How to Listen and How to be Heard: Inclusive Conversations at Work, you can find it on Amazon, Barnes and Noble, and wherever books are sold. You can also check out her website at www.notokthatsokcoach.com.