I was called in to deliver cross cultural and diversity workshops to the employees of a global manufacturing company and here are some of the things that stood out from a dialogue that I had with a group of learners.
Line members (their task is to assemble parts of machines) were generally happy with their team leaders but completely disillusioned by their managers and leaders higher up. Majority of the employees unanimously complained about the lack of respect and disconnect between top management and employees. Managers disrespected the line members and in some cases they looked down upon the supervisors too; petty restrictions like coffee machines were allowed for managers and not the team members. There was a total disregard for contract workers. On further exploration, an interesting picture emerged; the managers higher up were analytical ( in that they viewed their employees as inanimate components of the corporation) , hard drivers and missing a humane gene.
“Micro-inequities run rampant at this organization”, one of the group leaders told me. ( Micro-inequity is defined as a subtle message, sometimes subconscious, that devalues, discourages and ultimately impairs performance in the workplace. These messages can take the shape of looks, gestures or even tones.) Often team members who hold their values (like honesty, integrity and open communication) very highly, complain about who do not to other team members in form of gossip, back biting and negative feedback about others; this is a vicious cycle and the loop doesn’t end here. It sucks in people’s energy, enthusiasm and weakens commitment to self and job. In absence of a good leadership, people do not feel safe and when the safety net is broken there’s no trust.
Product Innovation happens when there’s an emotional connection. You don’t make ART this way. You may get the job done, but not make a difference.
Think of a good example of Inclusive Leadership that you have experienced?