It is often assumed that Diversity & Inclusion is solely a responsibility of D&I or HR teams and executive management. However, studies have shown that team climate tends to vary depending on each department and each team. Effective leaders support their organization’s strategic goals by understanding how inclusion and employee engagement are crucial to achieving profitability and ultimately shareholder revenue.
As a team leader, you have enormous power to shape your team’s work climate. You signal the values and behavioral standards that you want to embed into your team based on what your systematically do.
As an employee, you are not a silent recipient of a mission statement but an enabler and co-creator of a team environment.
3 non-complicated metrics to look out for as a team leader:
1) Engagement levels – consistently conduct performance reviews, anonymous feedback forms, and in-person interviews to assess the level of engagement.
2) Accountability – commit not just to numbers on a scorecard but also to development plans for each team member.
3) Behavioral changes – observe and reward inclusive behaviors. Keep track of both positive and negative interactions within your team.
Any thoughts on these ideas?