The weight will feel heavy, your body may resist at first, and your muscles will be sore. Photo by Mimi Thian on UnsplashĬourageous conversations are like exercise – the first attempts will feel painful. Yet within this discomfort lies an incredible opportunity to develop as a leader and grow as an organization. When this process challenges an organization’s status quo or an individual’s frame of reference, it can be uncomfortable to initiate and sit through, and it is easier to brush the conversation aside instead of embracing it. The goal of these conversations is to promote inclusion, understanding, and positive action.” In practice, this calls on organizations and leaders to increase awareness and consideration of the multiple perspectives born from employee backgrounds, experiences, and identities. The collective action initiative CEO Action for Diversity and Inclusion defines courageous conversations as “discussions that encourage employees to have open dialogue on topics that are important to them.
Without courageous conversations, a culture of silence can fester and limit an employee’s sense of belonging. The degree to which an organization welcomes, or avoids, conversations that many consider difficult plays a major role in building, or inhibiting, a culture of inclusion. And when it comes to diversity, equity, and inclusion (DEI), one thing is conspicuously missing from yet integral to that list: Courageous Conversations. aimed at developing effective employees and fostering workplace culture.
Take a look at any leadership development curriculum, and you’ll see a range of courses - organizational behavior, strategic management, coaching, etc.
0 kommentar(er)
