Using Inclusive Decision Making to Build Stronger, Happier Teams
Have you ever been on a team where your opinion didn’t matter?
You give ideas, you answer your manager’s questions, you participate in meetings, only to leave feeling unheard or worse, just plain dumb.
This can be incredibly disempowering, even to the point of making you second guess your own expertise no matter how seasoned you are.
This is why fostering a culture of inclusive decision making matters.
What is inclusive decision making?
Inclusive decision making is a leadership approach that values and integrates diverse perspectives, backgrounds, and experiences when making important choices that impact a team or organization.
It goes beyond mere representation, aiming to create a culture where every voice is not only present at the table but genuinely considered. Inclusive decision making ensure that everyone feels heard, valued, and empowered as a member of your team.
The power of inclusivity
Diverse perspectives fuel innovation
Inclusive decision making thrives on the belief that diverse perspectives lead to more robust and innovative solutions. When leaders actively seek input from individuals with varied experiences and viewpoints, they open the door to creative problem-solving and groundbreaking ideas.
A diversification of opinion helps take your team’s strategy to the next level, making room for ideas that nobody else had thought of before.
Enhancing team engagement
Teams feel more engaged and motivated when they know their perspectives matter. Inclusive decision making boosts morale, creating a sense of belonging and ownership among team members. This, in turn, fosters a positive and collaborative work culture.
Inclusive decision making also helps you create a sense of psychological safety on your team. When people are empowered to give their ideas, they are more likely to feel comfortable speaking up in group settings and with you as a manager.
Mitigating unconscious bias
Leaders are not immune to biases, conscious or unconscious. Inclusive decision making acts as a powerful tool to identify and mitigate biases by bringing awareness to different viewpoints. This leads to fairer, more well-rounded decisions.
Leaving space for individuals to voice their opinions helps ensure that you aren’t blocking anyone based on unconscious bias.
Why inclusive decision making matters
Better decision quality
Inclusive decision making results in higher-quality decisions. By tapping into the knowledge and experiences of your team, leaders can make more informed choices that consider a broader range of potential outcomes.
Enhance employee satisfaction and retention
Employees appreciate leaders who value their input. When team members feel their perspectives are valued, it fosters a positive work environment, increasing job satisfaction and reducing turnover rates.
Build trust with and within your team
Trust is the foundation of effective leadership. When leaders actively include diverse perspectives, it builds trust among team members. Trust, in turn, is a catalyst for collaboration and open communication among team members. This sets the tone of how your team works together.
Steps for inclusive decision making:
Create a culture of open communication: Foster an environment where team members feel comfortable expressing their thoughts without fear of judgment.
Diversify decision-making teams: Actively seek diversity when forming decision-making teams. This includes diversity in gender, race, age, background, and expertise.
Provide training on unconscious bias: Equip leaders and team members with the tools to recognize and address unconscious biases that may influence decision-making processes.
Encourage feedback: Regularly seek feedback on the decision-making process itself. This not only improves future decisions but also shows a commitment to continuous improvement.
Summing it up
Inclusive decision making is a win win for everyone. As a leader, you’ll create a space for people to openly give their opinions on things, resulting in an increase in ideas, collaboration, and opportunity.
In turn, you’ll be creating a safe space for your team to voice their opinions, creating a strong sense of psychological safety and demonstrating your commitment to empowering your team.
All of this will lead to positive team and company outcomes, and will help you become a better leader for your team.