Data showing the power of gender diversity to drive stronger business results backs up something your mom told you years ago — two heads are better than one. Different life and work experiences, skill sets and perspectives help teams and entire organizations come at challenges with a more robust and creative set of solutions.
But the secret to reaping those rewards is a culture where all employees feel they belong and that their contributions are valued. They need to feel included.
A key area for exploration at our 2019 Conference, LIMITLESS: Drive Solutions, Accelerate Growth will be Inclusive Culture: From the C-Suite to the Front Lines, Inclusion Drives Results. Content will be targeted to each Leadership Cohort: Directors, Managers and Executives.
Start by looking inward
“I approach creating a culture that is inclusive and productive first from a point of personal transformation,” explains Amir Ghannad, founder of The Ghannad Group consultants on culture transformation and the speaker for the Director Leadership Cohort. “By focusing on personal transformation, anyone at any point in their career can take on the role of a transformative leader and help shift work culture.”
“My goal is not so much to teach you new information. Instead, I will help you discover the hidden things holding you back from taking full advantage of the resources available to you to be more fulfilled and successful and to create a culture where everyone else can experience that as well,” Ghannad added.
Link personal accountability and company success
Executive coach, author and leadership expert, Libby Gill, will guide the Manager Leadership Cohort, connecting the dots between personal accountability and organizational success. She will show attendees how to inspire and influence others, even if you are not yet in a position of direct authority.
“Early in your career, it can be intimidating to reach out to others, but that is one of the most effective first steps to nurturing an inclusive culture from any position — literally inviting others into relationship with you,” Gill says. “Building those connections in a small, trusted circle can also empower you to launch honest conversations about the organization climate and culture and help move it toward greater inclusivity.”
Research on Millennials in particular shows these team members sometimes rank a sense of connection and purpose at work even higher than salary in terms of work satisfaction.
Use people data as a guide
Guiding the Executive Leadership Cohort, author and SVP, Center for Human Capital Innovation (CHCI), Anne Loehr, helps senior executives become transformational leaders who can increase employee retention and drive a healthy bottom line.
“You have to start with your people data,” Loehr advises. “When you run the data first, you can spot problem areas and trends that will focus your interventions. You might notice, for example, that men and women enter your organization in roughly equal numbers but, 14 months in, there are far fewer women in that same cohort. You zero in there.”
Loehr will guide participants in exploring important steps they can take to retain women leaders by making their organizations great places for women to succeed.