Leadership Connectedness
In This Section
Board and Leader Guidebook
Section 3.1: Building Open Spaces for Discussion
Board and Leader Guidebook
Section 3.2: So How as a Leader, Can You Build an Open Space for Discussion?
3.1 Building Open Spaces for Discussion
“To feel left out is a deeply human problem, which is why its consequences carry such heft and why its causes are so hard to root out of even the healthiest workplaces”
Establishing a sense of community and belonging in the workplace is more essential than ever before. This helps reduce feelings of uncertainty and increase positive emotions. Those who feel a sense of belonging show increased job performance and decreased turnover risk.
- Research shows that 56% of individuals who feel a sense of belonging show increased job performance.
- Research shows that 50% of those who feel a sense of belonging show decreased turnover risk.
- By helping people feel safe, you are decreasing their anxiety and increasing their positive emotions, allowing them to remain motivated and focused on the job at hand.
Many organizations have adopted an ‘add diversity and stir’ philosophy which assumes that, by strictly hiring more diverse candidates, they will automatically see benefits to their business. However, this fails to recognize that increasing diversity does not, by itself, increase effectiveness; what matters is how an organization harnesses diversity, and whether it’s willing to create space and structures where everyone feels safe to contribute.
It is therefore critical that leaders support employees by establishing spaces for open discussion and a forum for them to feel safe, valued, and welcome.
Key Action
Read Creating Authentic Spaces, a toolkit focused on gender identity and gender expression that can support leaders in creating inclusive spaces (available in English and French)
3.2 So How as a Leader, Can You Build an Open Space for Discussion?
Below are ways in which you, as leaders, can create an open space for discussion, where employees feel they can bring their whole selves to work:
- Build trust and create a culture where people feel welcome to share their opinions, express themselves, and request accommodations
- Actively combat unconscious bias and systems that can contribute to inequity
- When seeking opinions, allow employees to share their views first. Doing so will encourage authentic contributions and reduce the probability of receiving answers that they think you want to hear
- Embrace a variety of styles and voices inside the organization
- Leverage the skills and experiences of employees to reach the organization’s strategy and goals
- Hold regular listening sessions for employees to feel comfortable sharing concerns and/or opinions with you
- Acknowledge conflict openly and grant all employees the space and time to think, refine, and share their views
- Support the Psychological Health and Safety of Employees
a) Think ahead, communicate openly and stay in touch
b) Create a sense of purpose and vision
c) Develop ownership and accountability
d) Support employees emotionally and in concrete ways
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Leverage the power of storytelling: Share your personal experiences with employees, modelling openness and creating a space for others to share their experiences if they would like. This helps to build connections and foster a culture of empathy within your organization.
Case Study
Considerations for Non-Profit Organizations
Building Open Spaces for Discussion: Regional and Industry Considerations
Region: Northern Canada
When conducting meetings in Northern Canada, consider the following practices to build inclusion and open spaces for discussion:
- Ask participants anonymously about accommodations they may require (e.g. prayer/reflection room, daycare or support for young children)
- Create culturally safe spaces for diverse participants
- Have First Nations, Inuit and Métis cultural opening and closing ceremonies at events, and create time for these
- Begin discussions with land acknowledgments, including intentional actions toward reconciliation and respect for Indigenous communities
- Guide engagement through Inuit values, for example by;
- Actively listening to each other, as listening influences decision-making
- Valuing cooperation and conflict avoidance
- Recognizing that decisions are made based on consensus which may result in longer discussions and decision-making periods