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- Encourage youth to take a stand against LGBTQ bullying so that they become future champions for diversity #SpiritDay https://t.co/EAa3mjRog5 Follow inQUEST about 1 day ago
- What To Do When You're Called A 'Diversity Hire' via @forbes https://t.co/xwawTtqw8L Follow inQUEST about 2 days ago
- The Business Case for Diversity https://t.co/SFu7a1kKKA Follow inQUEST about 2 days ago
- 4 ways to promote diversity in your organization https://t.co/0cJZEsV2eN Follow inQUEST October 11, 2016
- Join @HRC in celebrating #NationalComingOutDay! #LGBT #LGBTQ https://t.co/94UQ6qcq17 via @HRC Follow inQUEST October 11, 2016
- @inQUESTinfo Thanks! Today was FABULOUS! Follow Gloria October 07, 2016 in reply to inQUESTinfo
- Hey @gloria_cotton looking good! #TeamInQuest https://t.co/nRjnO7Dhsg Follow inQUEST October 07, 2016
- Federal agency sues Oklahoma 7-Eleven stores over policies on disabled workers https://t.co/964DoGdZY5 Follow inQUEST October 05, 2016
- Why ERGs drive the growth of workplace diversity, and much more https://t.co/CeHzafLB1D via @hrdive Follow inQUEST October 05, 2016
- Justice Watch: Do We Actually Know What Implicit Bias Means? https://t.co/xcjJXb4e35 Follow inQUEST October 05, 2016
- We are known for our ability to design and customize tailored training & development programs for our clients. https://t.co/UzWBbF620Q Follow inQUEST October 04, 2016
- 'Modern Family' casts transgender child actor https://t.co/6gmuzo558Y via @mashable Follow inQUEST September 29, 2016
- Diversity -- Is It Only About Gender? via @forbes https://t.co/S6lAun69VT Follow inQUEST September 29, 2016
- "Why Goldman Sachs is encouraging employees to talk about race at work" https://t.co/211h9vleXZ on @LinkedIn Follow inQUEST September 29, 2016
- Strong disability support leads to strong workforce https://t.co/axVXjD2UIP Follow inQUEST September 28, 2016
- Just finished giving the opening keynote on Creating Inclusive Leadership for Aon in Dublin https://t.co/pyj1Scle6H Follow inQUEST September 27, 2016
- Great session in Atlantic City with SHRM members and providers. https://t.co/kvAIcac3rh Follow Gloria September 26, 2016
- Kelly McCreary Addresses Being Mistaken for 'Grey's Anatomy' Costar: Check Your Unconscious Biases’ https://t.co/WrEykXQRGj via @UsWeekly Follow inQUEST September 23, 2016
Applications are now open for the next leadership retreat to be held in early 2017. The retreat is open to emerging leaders with disabilities in the Chicago region. Deadline for submissions is August 31st, 2016. Click here for more information and to complete an application.
You’re in a work meeting when suddenly, a brilliant idea pops into your head that you just have to share with the team. You have the floor, and you start explaining your thoughts. Out of nowhere, your co-worker Lee cuts you off. You tell yourself it was just a one-time thing, and let it slide. After the meeting, you begin to work on your new deliverables. Suddenly, you think about what Lee did. And you remember Lee has cut you off in other meetings. Huh. Guess it wasn’t a one-time thing after all.
The next week, someone asks a question about a project you’re itching to discuss. You start to respond, but Lee interrupts you – again! It’s not just your imagination. This is a pattern of how Lee relates to you in meetings. You feel frustrated and disrespected. What should you do? You’ve got some options.
You could say nothing. You might decide you don’t want to deal with it, for whatever reason. Perhaps you don’t work with Lee often, or Lee is your boss and you’re afraid that if you say something you’ll be committing political suicide. Maybe you want to say something, but you’re worried Lee will deny it or see it as an attack.
If you choose to say nothing, ask yourself: how long can you ignore it or “suck it up” before you eventually start resenting or disrespecting Lee? Will you start ignoring or discounting what Lee says and does, or hold Lee to a higher degree of scrutiny than you hold others? Unfortunately, while you’re going through these mental and emotional gymnastics, you’re not focusing your attention on the meetings, and could be letting an unresolved issue distract from your work.
You could say something to other co-workers. You may just want commiseration – a partner to validate your feelings and whatever action you decide to take. You could ask your co-worker Chris, “Did you notice that Lee cut me off every time I said something in the meeting last week?” If Chris didn’t notice it, see if you feel compelled to share your story. And if Chris did notice it, bounce ideas off each other on next steps to take.
You could say something directly to Lee. But before you blow your lid, take some advice from Stephen Covey: Begin With the End in Mind. What is your goal for the conversation? How can you and your co-worker feel honored during and after the conversation? Here are some steps you can take to help you get to – or at least identify – a synergistic outcome.
1. Acknowledge your feelings – all of them. In this case, you are feeling frustrated and disrespected. It’s important not to further frustrate and disrespect yourself by judging those feelings. Acknowledge them. “I’m feeling frustrated and disrespected, and here’s why…” Get the feelings out. You can write them down or speak them out. Just do so in a way that neither you nor anyone else, including Lee, ends up frustrated and disrespected.
2. Engage others. Before speaking with your colleague, consider speaking with someone who will help you develop a strategic, forward-moving, relationship-building, performance-focused strategy and action plan. That person may be a friend, colleague, coach, or mentor.
to answer the standard who (now, in the future, ongoing, influencers), what (“what’s
in it for me”), when (now or later), where (physical location – no texts or emails),
why (your synergistic goal), and how (the full strategic plan) questions.
- If you
are not emotionally triggered and are skilled enough to create a synergistic strategy
and action plan without the help of someone else, consider engaging someone as
a sounding board to vet the strategy and plan you’ve already developed. Share your thoughts, then ask for their
reactions and suggestions for improvement.
- If you
have a solid relationship of mutual respect with your co-worker, you may elect
to speak with them directly after developing your goal, strategy, and plan
instead of engaging someone else.
3. Identify a synergistic outcome. Don’t skip this step. It’s important to everyone and helps create intellectual and emotional safety.
Ask yourself: what will inspire your co-worker to have a conversation with you and what will make them delighted during and after the conversation? In other words, what’s in it for them? What will motivate them to engage, listen, and apply? Consider this mindset and approach: “I need Lee to fully listen to my ideas and comments before interrupting me in meetings. I am turned off by that behavior. It shuts down brainstorming, and erodes my trust and respect for Lee, as well as the trust and respect others have for Lee. I know that Lee is passionate about the job and wants to get ahead. Given these things, the synergistic goal of the conversation is that we’ll both earn the professional brand of being energized, innovative, and inclusive thought partners that leaders invite to be on stretch projects that we’re passionate about and that are aligned with our career goals. To engage and excite Lee before, during, and after the conversation, I’ll need to…” The rest of your action plan and outline for the conversation will depend on respectfully factoring in your diverse perspectives, concerns, goals, communication styles, personalities, etc.
4. Speak with your co-worker. During the conversation, be sure to ask questions to discover and fill in the gaps of what you don’t know, confirm mutual understanding, clarify behavioral next steps, and affirm commitment, engagement, and accountability.
Let’s be real.
This takes time and energy. You may feel you have neither or that you don’t want to spend either dealing with your co-worker and his or her behavior. Ask yourself, “What do I win and what do I lose if I do and if I don’t address the this issue respectfully?” Your answers to those questions can serve as your motivation and will guide you to your next steps.
- Remember to answer the standard who (now, in the future, ongoing, influencers), what (“what’s in it for me”), when (now or later), where (physical location – no texts or emails), why (your synergistic goal), and how (the full strategic plan) questions.
The Chicago Sinfonietta is named the most diverse nonprofit board in the city, and CEO Scott Hoesman is proud to be apart of it. Read more about them on Crain’s Chicago.
I network a lot. I have to, we all do. Networking is often the first introduction someone will have to you and your company, and it’s also something that can cause a lot of anxiety and stress. But if you go in with a plan, you’ll feel more confident and relaxed. Let’s look at a few ways to approach networking.
Plan, Plan, Plan…
I spend a nice chunk of time learning about who will be present at the next networking event, and why I need to talk to them. I typically will review LinkedIn profiles, bios and even ask around about particular people or organizations ahead of time. This information gathering allows me to identify key targets and prepare specific questions for certain people. I know it’s a lot of work, but it gives me an opportunity to create a targeted conversation with someone who could potentially be a value-add to my network.
Know Where You Stand
Networking provides a great opportunity to know more about what’s happening in the marketplace and with competitors. Sure, you can do an internet search to find some of this information, but often times people will give you additional details that are useful to you and your company. A real example of when a conversation made a difference occurred when I met someone who had developed a similar product to my company’s product. We had no idea something similar existed. It wasn’t exactly like ours, but it was interesting to learn about their process to launch the product. In addition, insights on what had worked and what hadn’t turned out to be great information to have. This level and detail of information was not available online. What’s even more important is understanding that this information would not have been uncovered without networking.
Get Your Name Out There
Not every networking opportunity will be perfect. Sometimes you’ll find that the crowd is not the perfect fit for you and/or your company. In this situation, there is still a silver lining. You can use the time to focus on building your brand and to practice your sales pitch. I recently attended an event where the other attendees were not necessarily the target audience for Contineo, inQUEST’s new D&I Training Game. I recognized this quickly and instead focused on meeting as many people as I could to talk about inQUEST and Contineo. It turns out that this was the perfect environment to just practice. I met some interesting people and organizations that are a better fit as strategic partners or vendors. You have to be flexible and leverage each situation to “Get Your Name Out There.”
Don’t Forget to Follow Up
You get back to the office and you’ve got a pocket full of cards – now what? Don’t shove them in a drawer. Go through them right away and follow up with the people you had a connection with. Doing it right away is important because you will forget – and they will forget you. In that case, you will spend a lot of time trying to reintroduce yourself. Sites like LinkedIn and Facebook are great in helping you reconnect. Small things like an updated profile picture or a quick note about the networking event can help make a quick connection. You should also send a formal email to set up an invitation to meet for coffee or to have a quick call. What’s important is that you quickly establish another connection point to keep you fresh in their minds. Trust me, people love to meet and talk about what they are doing. Leverage these opportunities to hear more about them and assess if the person is a good fit for your network.
There’s the business side to networking, but there’s also a pretty good chance you’ll make some friends along the way. You will meet some people with similar backgrounds and interests and you will meet some who are completely different than you (and that’s OK, too!). Your network is a source of information and should therefore be diverse. Use this as an opportunity to make personal and professional friends. Your network is your own source of human capital. These are people you can tap into for different ideas, people who can help see or know things you didn’t see or know before.These are people who can help you excel in every avenue of life.
And if you’re not the most outgoing person, that’s OK. Just like anything else, you will get better with practice. Remember that networking is something we all have to do, and if you plan ahead, stay focused and follow up where you see promise, it will become a natural part of your personal and professional work… and you may have a little fun in the process.
“The economic costs of mental illness will be more than cancer, diabetes and respiratory ailments put together.” – Director, US National Institute of Mental Health at the World Economic Forum
On March 31st, Gloria attended Beyond Accommodation: Mental Health in the Workplace, an interactive panel held by the Chicagoland Business Leadership Network. Gloria shares key insights and takeaways from the event.
The Four Key Principles for Driving Change:
1. Know the Impact — Mental illness is more prevalent than physical illness. 1 in 3 people are diagnosed with a “mental illness.”
Ways to know the impact:
- measure the impact of health on productivity
- examine usage of mental health and substance use
- examine organizational pharmacy spend
- determine the impact on short- and long-term disability
2. Break the Silence — Create safety and build trust so people feel safe enough to discuss it. The goal is to normalize mental illness so that people feel as comfortable talking about it as they do physical illness. The disease of the stigma about mental illness is as big (and bigger) than mental illness itself. It serves to delay acknowledging and/or getting help or, worse, it serves as the motivation for individuals, managers, families and cultures to hide and deny that there is a mental illness.
3. Deliver Affordable Access – There are many organizations and programs that are FREE that people can take advantage of to help them if they have a mental illness.
4. Build a Culture of Well-Being – Companies that support the well-being of their employees will find higher employee engagement and loyalty, which correlates with improved productivity, effectiveness, and business results. The person is not the illness, the illness is an experience the person is having. The people-first approach has to extend to people with mental illnesses.
The panel discussed the need and benefit of measuring the impact, teaching managers and HR professionals more about mental illness so they’ll know what to do when they witness behavior that leads them to believe the cause may be mental illness. The intention is to help people get help sooner rather than later in a way that honors them.
- measure the impact of health on productivity