Finding the right words is never easy.
Especially when it comes to leadership and culture.
And more specifically, when it comes to whatever it is we mean when we say, ‘diversity and inclusion’.
Let me put it this way: Over my two decades in the DEI space, I've encountered numerous terms to describe this work—Diversity, Intercultural Competence, Unconscious Bias, D&I, DEI, IDE, IDEA, and DEIB, to name a few.
Despite the varied terminology, two constants emerge:
The essential interpersonal skills required to effectively navigate differences globally.
The significant impact these leadership skills have on other’s sense of belonging, engagement, productivity, and ultimately, business outcomes.
And the data? It bears this out.
Gartner Research shows that there is a 37% increase in retention of employees who report to a leader with essential interpersonal skills.
Maybe that’s why 90% of HR leaders surveyed, believe that to succeed in today’s work environment, leaders must focus on the interpersonal aspects of leadership.
Drawing on data from thousands of workshops with leaders, we at Ibis have identified eight skills that are critical for success in today’s complex global environment.
We’re gathering feedback from leaders to inform our skill development with boots-on-the-ground experience.
And now….we need your feedback on these skills.
We want to hear it – the good, the bad, the ugly, and the surprising.
This is a time when voices matter more than ever – and so does how we use them.
It’s a time when workplace conversations can take on dimensions – and passions – that extend beyond the usual dialogue.
The worries, stresses, fears, and hopes in this time leading up to and following the election cycle are very present for many of us.
And although this season passes, the impact of these conversations can be lasting.
We have a choice: We can either have dialogue that models the way for connection across difference, or dialogue that divides us.
In fact, when you look at it that way, this time is rich with opportunity to build the skills that enable us to communicate inclusively.
I’ll go first.
I’ll tell you what the skills are AND what they mean to me.
Then tell us what they mean to you!
Here are my thoughts on how I see these skills applied to my role as a CEO and leader.
1. Reflect: To reflect is to take the time to notice and consider one’s own culture, strengths, beliefs, biases and behaviors.
I frequently consider how my identity as an immigrant and woman of color influences my perspective and experiences, as well as the decisions I make as a leader. Growing up as a girl from a privileged background in India has shaped my leadership style. What some may perceive as indirect communication or a tendency to avoid conflict are, in fact, values rooted in my social identity. I often reflect on how these elements affect my daily interactions with colleagues.
2. Adapt: To adapt is to adjust one’s responses to effectively navigate changing situations and environments.
Transitioning from my home country to a foreign culture, and more recently navigating the ever-changing needs and priorities of the DEI field, has made this skill incredibly valuable for me. I also believe that for DEI to be truly inclusive, we need to adapt and meet people where they are on this journey.
3. Connect: To connect is to interact with another/others in a way that each person feels valued, seen and heard in the context of their culture and fosters global collaboration.
Effectively connecting with others in a global environment requires skillful cross-cultural communication. As leaders, we can't possibly know everything about every culture, and mistakes and faux pas are inevitable. I continue to work on building the skill of engaging and connecting directly with people who challenge my comfort zone.
4. Dialogue: To dialogue is to lead or participate in a constructive and open communication process to advance mutual understanding and explore diverse perspectives.
I recognize that meaningful dialogue requires creating a space of trust and psychological safety. As a leader, it often takes significant effort to foster that environment, ensuring that all parties can participate fully.
5. Empathize: To empathize is to understand the feelings, thoughts or experiences and perspectives of another person, without necessarily having had the same experience.
Walking in someone else's shoes to understand their perspective—without having the same experience—is a skill I'm continually developing. It requires a conscious effort to withhold judgment in order to truly empathize with others.
6. Cultivate: To cultivate is to actively nurture, develop and promote growth.
In my pursuit of business growth and project completion, I often remind myself and consciously pause to consider how I can support the development of my team members. This skill requires ongoing reinforcement so that I can effectively cultivate talent, actively nurture, and promote their growth as a leader.
7. Champion: To champion is to actively advocate for an individual, idea, or initiative to advance organizational effectiveness.
What excites me about DEI is that it focuses on organizational change and development. This work often necessitates a concerted effort to align others around a common vision and foster collective support.
8. Innovate: To innovate is to use creativity and experimentation to introduce new ideas, methods, products or processes, to improve efficiency, effectiveness or value.
This is a personal passion and strength of mine. I have always sought creative and innovative ways to engage people around DEI, whether through interactive theater, technology, comedy, or most recently, AI. I believe we can foster collaboration without shaming or blaming any group, ultimately working toward equal opportunities for all.
Just like I promised, here are my thoughts on these skills.
And now it’s your turn.
What are your thoughts?
Find out more.
For help on building these skills in the workplace, reach out to Ibis today.
