FourFront’s Post

One of my favorite theories applied to business is Wisdom of the Crowds. The theory states that groups of people are collectively smarter than individual experts. And, for crowds to be wise, they must be characterized by a diversity of opinions and each person's opinion should be independent and free from the influence of others. On the FourFront team, diversity can be different ethnicities for sure, but it’s also much more. Our diverse team has people that think differently, have different perspectives, different strengths, needs, experiences and interests. Dominant personalities can easily overshadow other team members. I’ve learned that if a meeting is dominated by a few voices, it can create an environment where others feel it’s not worth the effort to interject. Yet, given the chance, often the best contributions can come from the quieter participants. I’ve worked for years to build a work environment where all voices are heard. I’ve seen several scenarios where someone with social anxiety gains confidence in themselves as they feel heard and their input is valued by other team members. This inclusion results in a much better outcome than otherwise would be possible. 

In the fast-paced and often turbulent world of business, authenticity is an invaluable currency. It's about being genuine, honest, and staying true to oneself and one's values, even when the pressures of the corporate landscape seem overwhelming. They've witnessed firsthand how authenticity can transform professional relationships and cultivate trust. When one brings their true self to the table, they not only build stronger connections but also create a culture of transparency and integrity. Authenticity fosters a sense of belonging within teams, encouraging diverse perspectives and innovative thinking. But let's be honest—it's not always easy. In a world that sometimes pushes individuals to conform or compromise their principles, staying true to oneself can be a formidable challenge. It requires resilience and the courage to stand by their convictions, even when the tides of change threaten to pull them in different directions. The beauty of authenticity is that it's contagious. When one leads with authenticity, they inspire those around them to do the same. It becomes a ripple effect, fostering a workplace where individuals are empowered to be themselves, express their ideas openly, and contribute fully to the collective goals of the team.

The Ripple Effects of Work Styles on Team Success There’s a profound wisdom in the saying, "A rising tide lifts all boats." This concept invites us to consider how our generosity and collaboration can create ripple effects in our workplace. Our daily interactions often reveal three predominant work styles: The Altruists: Inspired by Maya Angelou’s words, "People will forget what you said, people will forget what you did, but people will never forget how you made them feel," this group is known for their selflessness. They uplift others without expecting anything in return, creating waves of progress that elevate the entire team. The Reciprocal Balancers: These individuals focus on an equitable give-and-take, ensuring their efforts are reciprocated. Their success often mirrors the balance they strive to achieve. The Self-Servers: Primarily focused on personal gain, their contributions, while beneficial individually, might not significantly enhance team spirit or collective achievements. While each style has its merits, altruists often yield the most substantial and enduring impacts. Their selfless acts enrich our environments, fostering a legacy of support and mutual progress. By embodying the tide that raises all boats, we commit to a culture of unconditional support that transcends immediate gains and cultivates a thriving community where every contribution propels us forward. I encourage you to champion this philosophy of generosity. True success is not measured solely by individual achievements but by the community we nurture and the collaborative bridges we build.

This is an interesting take on how to build a diverse work community that is results focused. Working with Neurodiverse colleagues, I can appreciate how this would help each person to maximise their protential. What culture does a business want to build and how much talent is lost due to old ways of working.?

In an age not long past, there existed a team whose camaraderie and spirit were unparalleled. It was an ensemble where members didn't just work together, they lived for each other. Time was never a barrier. Their phones would buzz at any given hour, even during the dead of night, and the immediate response would be, "What happened?" followed swiftly by, "Let's tackle it together." And after weathering the storm, they'd humorously remark, "Could have waited till tomorrow, but no worries." But, as it's often said, good things don't last forever. The team faced an inevitable dissolution due to unavoidable circumstances. Concerns bubbled to the surface, with many fearing not the loss of the job but the fragmentation of the close-knit bonds that had been cultivated over time. In the aftermath, while some still held onto the threads of the past, for others, the transition was stark. A few distanced themselves, finding solace in solitude or newer circles. Surprisingly, some even severed ties on platforms like LinkedIn, marking not just a professional disconnection but a personal one. Others became moody, drifting in and out of the group, based on their frame of mind, seeking connection only when it suited them. This transformation is reminiscent of the world's journey through events like COVID-19. A pre-COVID world was filled with free interactions, casual meet-ups, and the warmth of close contact. The post-COVID era, while still having those connections, saw them strained, selective, and often virtual. In both scenarios, it's not the separation but the lingering taste of what once was that makes the heart yearn. It serves as a reminder that while circumstances change and people evolve, the memories of unity and togetherness remain timeless. COD 🤨

Diversity at the workplace is something that should be adopted by most companies. This is because with diversity, comes lots of benefits. Diversity can help: 1. Increase innovation and learning at the workplace🤓 - This is because when there is a diversity in the type of employees, they would be able to learn from each other. They would be exposed to lots of different ideas and things. 2. Create an environment that is safe for employees to speak their mind🗣 - This is because when there are diverse employees, they would feel safe as they wouldn't feel as if they are the only odd man out. Everyone has a different background. 3. Retain talent👨💻👩💻 - This is because anyone as long as they are talented and capable in their job, they would be welcomed in the company. This would help avoid biasness and stigmatism. 4. Solve problems easier and faster🤔 - This is because when there are diverse employees, they would be able to use their own method and ways of solving the problem. Sometimes, the same old ways just doesn't work anymore. 5. Enhance the morale in the employees👍 - This is because they would have a sense of belonging although they are all different. This would make them be better team players. Having diversity wouldn't affect teamwork. It can even help a team to excel better in their work.

It's important to build inclusion in your team. Listen to your employees,respond to them with empathy, let them know that you care, this will help them feel listened to which makes them feel understood. Despite your position you must always ask for help even to those in lower positions than you, this encourages involvement amongst your staff, encourage your team members to share their thoughts and feelings and rationale to help build trust amongst them. Provide a good support system to your team without moving responsibility. I can guarantee you your employees will feel valued and with that they will add value to your company. The goal is to create a sense of belonging amongst your staff that translates to greater productivity This strategy promotes tolerance and believe it or not it reduces bullying and disagreements at work.

Let's talk about creating a sense of BELONGING in the workplace. Exclusion is never an option, but mere tolerance and acceptance of differences is not enough either. You see, the problem with tolerance and acceptance is that people individually determine if they can tolerate or accept others, which means that they drive which rules and norms others need to follow to be accepted. Also, these approaches still put the “difference” before the “individual.” So it's important to create a sense of belonging on your workplace, to ensure neurodivergent (and neurotypical) professionals thrive in their roles. Organizations can create a feeling of belonging by using these three methods: ❗️Comfort: Neurodivergent professionals have the freedom to bring their authentic self to work and are treated fairly. ❗️Connection: Professionals identify themselves with a defined team (e.g., function, department, geography, etc.) and have a sense of community with their peers. ❗️Contribution: Professionals are valued for their individual contributions, and they feel aligned with the organization’s purpose, mission, and values. What is your organization doing to foster a sense of belonging amongst team members? #corporate #neurodiversity #training #CEOs

True diversity isn't merely about the visible differences; it's about embracing the multifaceted puzzles each individual brings to the table. 👉 DEI Disruptors promote a holistic approach to diversity. To us, true diversity transcends the surface level and delves deep into the essence of what makes us unique. We delved into 60 years of research on diversity to put it into three types: 🧠 Cognitive Diversity: ▪ This type of diversity is vital because it brings together individuals with varying perspectives, problem-solving approaches, and communication styles. ▪ When different ways of thinking converge, teams can tackle complex challenges from multiple angles, leading to more innovative solutions. ▪ In composition with other types, cognitive diversity ensures that teams have a broad spectrum of skills and approaches, enabling them to navigate diverse situations with agility and creativity. 👥 Demographic Diversity: ▪ While demographic diversity is often the most visible aspect of diversity, it's also incredibly important. ▪ Representation matters, as it ensures that voices from different backgrounds are heard and perspectives are considered. ▪ Together with other types, demographic diversity ensures that teams reflect the diversity of the broader community, fostering trust, empathy, and understanding among team members. 🌍 Experiential Diversity: ▪ Our life experiences shape how we perceive the world and approach problem-solving. ▪ Experiential diversity ensures that teams have access to a wide range of knowledge and expertise, enabling them to make well-informed decisions and adapt to changing circumstances effectively. ▪ Including experiential diversity to other types enriches our collective intelligence and fosters disruptive innovation. ❕ In composition, these types of diversity complement each other, creating a synergistic effect that enhances team performance and fosters a culture of true inclusion. -------------------------------------------------- 📩Get Disruptive Insights for free! Join our newsletter now: https://lnkd.in/ddc_dr-N

Group decisions offer several advantages: 1. **Diverse Perspectives:** Group decisions involve input from various individuals with different backgrounds, expertise, and experiences, leading to more comprehensive consideration of options and potential outcomes. 2. **Enhanced Creativity:** Collaboration fosters creativity by allowing for the exchange and combination of ideas, leading to innovative solutions that might not have been conceived by individuals working alone. 3. **Shared Responsibility:** Involving multiple people in the decision-making process distributes responsibility and accountability, reducing the burden on any single individual and increasing the likelihood of successful implementation. 4. **Increased Buy-in:** When people participate in the decision-making process, they are more likely to be invested in the outcome and committed to its success, resulting in greater support and cooperation during implementation. 5. **Quality Improvement:** Group discussions often involve constructive criticism and feedback, which can help refine ideas and strategies, leading to higher-quality decisions. Overall, involving groups in decision-making processes can lead to better outcomes, increased satisfaction among participants, and a stronger sense of unity and collaboration within the organization or community.