How to have courageous conversations at the workplace

When is the time to step in and take action? 

The answer is now! 

Many organizations today are working to ensure their staff reflects the diversity of their institution. However, some employees are still witnessing unfair treatment because of race, age, or gender. And no matter the situation, conversations about these issues can feel challenging. 

With so much to be mindful of, teams or executives may not always feel as comfortable as they could when leading this dialogue around difference. 

And while many leaders recognize it is time to act, some don’t know how to take action. At CNGLMRT, we believe that the first step is constantly auditing ourselves and being honest about where we are at in our understanding and knowledge of the topic - taking some time to learn about where we have gaps.

And then we must act. 

As a business owner, maybe your job requires you to have these conversations with people regularly. Performance issues often require courageous conversations. Or perhaps it’s something more personal, or you may have to tell someone that they didn’t get the promotion and give some hard feedback on why. A common myth is that raising the issue might make things unfavorable. However, a carefully constructed conversation might save something from getting worse.

Instead of dwelling on the negative aspects, we must readdress these courageous conversations and focus on these opportunities.

Here are some tips on constructive, courageous conversations that will result in a preferable outcome:

Being confident with your concerns

It can be easy to stop ourselves from raising concerns by minimizing their importance. For example, we may tell ourselves we are silly, too sensitive, or it’s not such a big deal.

These thoughts are counterproductive because it keeps you from being courageous. 

Suppose the issue impacts you or someone else negatively or consequences to not raising the problem. In that case, it’s essential to do so. Be clear about why you are initiating the conversation and be confident in what you are saying.

Focusing on the behavior

Let the person know that their behavior is upsetting, but take care not to label the person, making them defensive. Counter the defensiveness by segregating the problem from the person and inviting their input to address the issue. 

For example, instead of saying, “You’re racist,” you could say, “When you say such comments, it makes me feel belittled and question their actions with - ‘why do you say that?’ 

Being clear and specific

The anxiety about how someone might react can lead to watering down of messages. We may give much positive feedback to the negative, or we might generally talk to a group about behavior that bothers us without speaking directly to the person involved.

The risk is that they will not hear your message. Say what you sincerely believe needs to be said, even if you know the person you are speaking to might not enjoy hearing it.

Sharing what you want to say in a respectful way towards that person makes the conversation more straightforward.

Listening with an open mind

Being open-minded can sometimes be challenging because people can be defensive or angry after hearing your concerns and feedback. They might be in denial of the issue and even convince you it’s ‘all in your head.’

Before you launch into your opinion of the situation, listen first, without any biases. Don’t interrupt, explain, justify or defend. There are always two sides to a story, and you can always respond later.

Responding calmly

Depending on how the person has reacted to your concerns, remaining calm can be challenging. However, focus on clarifying the factual accuracies of what the person has said.

Their feelings are subjective, but you can’t change that. The person may be upset with you for some time.

Confidently restate your concerns but remember, if you start getting upset, call time out. You have to manage your own emotions first before you respond to others. You may need time to think about what each person has said before coming to a resolution or compromise.

Leaning into the discomfort

Addressing the “elephant in the room” will be the first step in the right direction. In courageous conversations, this applies in the following two ways. First, recognize that the conversation may stir up feelings of discomfort. It allows both parties to arrive from a place of vulnerability and break down any power dynamics. Second, naming the pain also acknowledges that you must act to relieve the tension causing it. 

Committing to the future

Create a culture where courageous conversations are encouraged by welcoming open discussion of complex topics. Add these skills as goals and growth areas for all employees and consider your role in creating a safe environment. Such actions will grow into a long-term commitment to having courageous conversations to help your colleagues and organization thrive. 

Look at any leadership development curriculum. You’ll see various organizational behavior, strategic management, coaching courses to develop effective employees and foster workplace culture. And when it comes to diversity, equity, and inclusion (DEI), one thing is conspicuously missing from that list: Courageous Conversations. 

Without courageous conversations, a culture of silence can disintegrate an employee’s sense of belonging. Courageous conversations are like exercises - the first attempts will be painful. Still, in the process, you will grow and expand your capacity to do hard work, and, in time, the results will speak for themselves.  

Organizations are beginning the critical work of evaluating their internal culture and focusing on diversity, equity, and inclusion in the workplace. In doing so, they are finding that “uncomfortable” conversations are an integral component of this work.

We Think Actionable Intelligence

Insights, Insights Everywhere

What do you see when you read any marketing collateral from any analytics business? It's the phrase -  “actionable insights.” Every business that provides analytical solutions promises to unlock a tidal wave of insights for your business—some maybe even in “real-time”. 

A recent report from Forrester suggests that while 74% of firms say they want to be “data-driven,” only 29% are actually successful at connecting analytics to action. Actionable insights are not just the missing link for companies that want to drive business outcomes from their data but the phrase is fast becoming an empty buzzword. Often what is really being offered by many analytics solutions is just more data or facts—not insights.

“Actionable insights are not just the missing link for companies that want to drive business outcomes from their data but the phrase is fast becoming an empty buzzword.”

At CNGLMRT, we believe in Actionable Intelligence than actionable insights. Actionable intelligence is information that can be followed up on, with the further implication that a strategic plan should be undertaken to make positive use of the data gathered. Actionable insights on the other hand push you forward to find a new solution but while most insights are helpful, not all are actionable.

An example of actionable intelligence would be to have a holistic approach to bridge the gap between the importance and reality towards building a DEI culture. We provide you with the intelligence to not just have targeted unbiased recruitment practices, conduct effective DEI programs but also help in understanding DEI trends and employee pulse to create an inclusive workplace environment for all.

Going beyond plain insights

While companies today have all the right data points on Diversity, Equity, and Inclusion (DEI) at their fingertips,  they have little clarity about what that data means. Employee information aggregated passively in one or more HR databases is a far cry from actionable DEI insights. 

In the realm of DEI, the current insights alone are likely not enough to spur meaningful change. 

Let’s take a look at some of the insights in the past year alone. 

Over three in five workers in the United States have witnessed or experienced discrimination at the workplace based on gender, age, race, or LGBTQ identity. This fear of workplace discrimination often holds employees back from bringing their authentic selves to work.

When it comes to leadership positions, while 68 percent of C-level executives are white men, only 4 percent are women of color. The representation of ethnic minorities on the US executive teams rose only by 13 percent in 2019, from 7 percent in 2014.

The lack of women and ethnic minorities in leadership roles factors into the rampant wage gap.  For every dollar, a white man earns, black women, Native American women, and Latinas earn only $0.75  when considering factors such as job type, seniority, industry, and years of experience.

Another interesting stat that we found was- 

69 percent of DEI leaders believe that unconscious bias training could only have a positive impact if it was coupled with other initiatives.

The challenge with unconscious bias training is that too often it briefs people that ‘you have bias’ and not ‘here’s what you can do about it’.

The result? Leaders and teams feel powerless and fail to take action. 

Which raises the question: Is there something unique about DEI insights such that their disclosure does not drive behavior in the same way as insights in other domains? Or do we need to leverage further intelligence to help organizations make definite progress on DEI?

Let’s Put the Act in Actionable Intelligence

Diversity and inclusion or even equity doesn’t happen organically. It must be deliberate and carefully cultivated —which will require an investment of time,  financial resources, and having the right technological tools in place. 

DEI means more now to businesses than before and is becoming a permanent strategy for many businesses. The need of the hour is — more than just insights. 

We need Actionable Intelligence. 

Actionable Intelligence is information with a purpose. Actionable Intelligence is information that creates an impetus to action. It is here where the tough and big questions are asked. It is where you give even more context to your data, empowering businesses to think systemically and more long-term.

“Actionable Intelligence is information that creates an impetus to action.”

Actionable Intelligence provides Chief Diversity Officers with the tools to truly embrace anti-racism, intersectionality, and inclusivity, making a shift from a singular view of diversity — which is primarily reactive. Rather than focusing solely on isolated marketing, or campaigning, we can enable businesses to make a real change towards ending systemic inequality. 

Our intelligence propels organizations to be fair, open to each others’ differences, supportive and empowering, increasing their collaboration with BIPOCs. It accelerates the problem-solving attitude, which leads to better solutions.

“We enable businesses to make a real change towards ending systemic inequality.”

Actionable Intelligence also provides team members, leaders, and managers across teams and sectors with the competence needed to meet challenges with resolve and confidence. It ensures that organizations are free from discrimination to create workplaces that leverage the diversity of thinking and increase BIPOCs’ sense of belonging as part of an inclusive culture. 

The New Ecosystem to Transform Workplace Culture

The truth is that there has been an under-emphasis on a broader ecosystem of accountability, recognition, and equity. We need to recognize that progress on DEI efforts will take a culture reset. We need to broaden the narrative of DEI to tackle years of systemic inequality. 

Current practices and insights heavily weigh on traditional diversity training and events. But by using CNGLMRT's actionable intelligence, the end goal is redefined for both executives and BIPOC. Leaders and people of color will step up to own that change and come together to deliver the promised revolution of ending systemic inequality. 

We are not just a recommendation and rating mechanism but the first AI platform that transforms workplace culture by fostering diversity, equity, and inclusion. Our technology provides actionable intelligence to take meaningful steps in unlocking DEI opportunities.

Our superior technology will empower the community (both people of color and executives at organizations) to build just the right DEI programs and take the necessary steps to enrich the lives of BIPOC for now and generations to come. 

For more details on our DEI tech platform that aims to transform workplace culture, contact info@cnglmrt.com