Training Industry Magazine - May/June 2019 - 19

these thoughts in response to his team
being in complete unison during one
meeting: "Gentlemen, I take it we are all
in complete agreement on the decision
here." Everyone nodded. He continued,
"Then, I propose we postpone further
discussion of this matter until the next
meeting to give ourselves time to develop
disagreement, and perhaps gain some
understanding of what the decision is
all about."
Jeff Bezos, founder and CEO of Amazon.
com, dislikes "social cohesion" and, instead,
prefers open disagreement in meetings.
A leadership principle on the company's
website reads, "Have backbone; disagree
and commit. Leaders are obligated to
respectfully challenge decisions when
they disagree, even when doing so is
uncomfortable or exhausting."
It's hard to argue with the success of
either of these two mega-corporations.

BIG IDEAS COME
FROM UNIQUE
PERSPECTIVES.

HOW TO MAKE DIVERSITY
WORK IN THE WORKPLACE
Organizations need to embrace an
appreciation of differences while
promoting an inclusive and welcoming
work environment. Finding common
ground despite our differences is a way
to build team rapport.
Organizations need to operate
differently under this new model.
They need to train, hire, manage
and promote differently. Posting job
d e s c r i p t i o n s t h a t a t t r a c t d i ve r s e
individuals is a good place to start.

Companies will attract opinionated
candidates who are willing to challenge
the status quo to apply for open
positions. When training new hires
a n d p ro m o t i n g, p ro g r a m s s h o u l d
emphasize the company's core values
and how the employee upholds
those values.
Great leaders push teams to new
heights of creativity and encourage
task-focused conflict. Most importantly,
t he o rgan iz ation n eeds to foster
an env iron ment wh ere ever yon e
feels comfortable sharing their views
and b e in g th eir auth entic selves.
Creating teams with people from
diverse backgrounds, departments
and specializations can be a great
checks and balances system for
any organization. These teams can
challenge company strategy, products
and preconceived notions with unique
and different viewpoints.

CONCLUSION
According to Employee and Family
Resources, Inc., "Reinforce an inclusive
culture by integrating both demographic
diversity and diversity of thought. By
integrating both, your organization will form
a mosaic of differences that fuels ideas and
new strategies for growth and innovation."
Focusing on diversity in the hiring process
may be an entirely new mindset for
your company. Even if it is a whole new
way of approaching the employer and
employee relationship, diversity in the
workplace is integral to growth and
innovation within an organization.
Rick Bowers is president of TTI Success
Insights. R ick 's role is to envision the
company's future endeavors by creating and
implementing cutting-edge solutions. Rick
has led development at TTI Success Insights
for over 30 years and is a current member of
the Hartman Institute's Board. Email Rick.

T RAIN IN G I N DU STR Y M AGAZ INE - UNDERSTANDING YOUR LEARNERS 20 1 9 I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE

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Training Industry Magazine - May/June 2019

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