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The Critical Connection Between Resilient Workplaces And Diversity

The standard concept of sustainability is the capacity of biological systems to remain diverse and productive over time – like healthy wetlands and old growth forests.

In the workplace, sustainability is equally important in considering the two-legged biological "systems" that sit in cubicles, drive to sales calls, conduct virtual meetings, perform surgery, write manuals, handle customers, and a host of other activities.

For an organization to survive and Thrive in this competitive, 24/7 world, resilience translates into staying power – staying power that keeps great employees and clients; staying power that offers up innovation and collaboration; staying power that fosters smart productivity without exhausting the people who perform. Without that staying power, there is NO sustainability. And there can be no staying power without diversity.

Imagine an ocean heavily weighed with sharks. In time, food would be depleted and the sharks would turn on each other (this might sound like some companies you know). If everyone in an organization looked alike, spoke alike, and thought alike – in time the organization would shrivel and disappear because the world and a customer base no longer resemblance a singular entity.

From my vantage point as both a teacher and student of resiliency, I believe that sustainability of thought is the next horizon for Diversity and Inclusion programs.

This article is designed to add another dimension: do we both seek and listen to others which THOUGHTS are different from ours? The LA TIMES reported that "months before California's new disability claims system debuted, a whistle-blower told his superiors it contained errors that could mar a successful launch. His predictions proved accurate." However, diversity of thought was NOT acceptable and, for EDD employee Michael O'Brien, reassignment was in order.

From my work within a variety of organizations, failure to listen to others who offer a contrast perspective can hamper progress, profitability, and performance.

Here are two recommendations to encourage the foster and acceptance of diverse thinking:

1. Ask for input from the youngest or newest employees. Here's why. They come with fresh eyes, un-jaded by politics or personalities. Do something with the input and let them know what you did. Thank them for their input. Use what you can and let them know what pieces you can not put into action and why. Do this on a regular basis and I guarantee you will create a wellspring of enthusiasm and commitment.

2. Seek input from those "closest" to the action. Soldiers on a battlefield have a far different view of the terrain and the enemy than generals sitting in a war room. The truck driver who makes long-distance hauls knows more about what is needed in a dependable 18-wheeler than someone sitting in purchasing.

Be sure to recognize all those to seek and report out what they learned from others. Create a "what did I learn today" tweet post that reflects a new way of looking at something. The more you encourage diversity of thought, the more resilient and sustainable your organization becomes.

© 2014, The Resiliency Group. Publication rights granted to all seasons so long as article and by-line are reprinted intact and all links are made live.

Source by Eileen McDargh

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Sanjay Tatwawadi
Sanjay , allthough an engineer by profession has varied interests in sales, marketing, sports, science and spiritualism. He coaches and specialises in training the new generation for betterment in life. A Rotarian to the core, he has excelled in adding value added program for enrichment of society at large Having lead the team to different countries in vocational and cultural exchange programs. An avid cyclist and badminton player, he is passionate in writing and promoting good reading habits in youngsters.
Sanjay Tatwawadi

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