Simma Lieberman, a consultant and speaker on inclusiveness in the workplace, joins George Torok on the podcast “Your Intended Message” to discuss the importance of creating inclusive work cultures.
They explore how leaders can ensure that everyone feels included and valued, emphasizing the need to understand individual perspectives and communication styles. They also highlight the significance of diversity and inclusion in problem-solving and decision-making processes.
Simma provides practical actions leaders can take to foster inclusiveness, such as greeting everyone in the organization and finding alternative ways to access people’s ideas.
They conclude by offering advice for leaders to reflect on their biases and engage in conversations with diverse individuals.
Creating an Inclusive Work Culture [00:02:12]
Simma discusses the importance of inclusiveness in work cultures and how it affects employees’ sense of belonging and willingness to contribute.
Identifying and Addressing Exclusion [00:03:41]
Simma explains how leaders can discover if people feel included by getting to know their employees, understanding their perspectives, and examining organizational systems and processes.
Accessing and Valuing Employees’ Brilliance [00:06:58]
Simma explores different ways leaders can access employees’ ideas and feedback, including individual conversations, written communication, and small group discussions. She emphasizes the importance of valuing every employee’s input and avoiding assumptions based on group dynamics.
The importance of internal processors [00:10:09]
Internal processors need time to think and can provide detailed suggestions for problem-solving.
The definition of diversity and inclusion [00:11:25]
Diversity includes all differences and similarities, while inclusion ensures that everyone feels comfortable and valued.
Creating opportunities for meaningful conversations [00:13:34]
Leaders should create environments where diverse groups can talk, get to know each other, and solve problems together.
Topic 1: Communication Styles and Cultural Differences [00:20:49]
Simma Lieberman discusses overlapping vs. non-overlapping communication styles and how cultural differences affect communication and perceptions of respect.
Topic 2: Creating an Inclusive Work Culture [00:24:08]
Simma Lieberman talks about the importance of creating an inclusive work culture and adjusting communication styles to make people feel comfortable and valued.
Topic 3: Diversity and Collaboration [00:27:13]
Simma Lieberman emphasizes the importance of diversity in fostering collaboration and problem-solving in the workplace, and how leaders can create opportunities for people to interact and work together.
Cultural Inclusiveness and Diversity [00:29:48]
The speaker discusses the importance of creating a culture where people interact and say hello, educating people about diversity and inclusion, and bringing in more than one person from underrepresented groups.
Improving Interview Practices [00:30:45]
The speaker emphasizes the need to train interviewers to make connections with people who don’t look like them and to ensure that the interview process is fair and unbiased.
Taking Action and Creating Inclusive Systems [00:33:51]
The speaker advises leaders to know themselves, combat their biases, have conversations with people from different backgrounds, and evaluate and improve their systems and processes to make them more inclusive.
In a recent episode of the podcast “Your Intended Message,” I had the pleasure of hosting Simma Lieberman, a renowned consultant, speaker, and facilitator who specializes in helping leaders create inclusive workplaces. Our conversation revolved around the concept of inclusiveness in the workplace and how leaders can ensure that everyone feels included and valued.
Simma Lieberman emphasized the significance of inclusiveness in work cultures. She explained that when people feel included and valued in an organization, they are more likely to contribute their best work and ideas. Conversely, when people feel excluded, they are less likely to share their thoughts and may even leave the organization.
I asked Simma how leaders can determine if people feel appropriately included. She suggested that leaders should make an effort to get to know their employees, especially those who may not look like them or have different perspectives. By understanding what inclusion means to each individual and examining the systems and processes in place, leaders can identify areas for improvement.
Simma also shared practical actions that leaders can take to foster inclusiveness. One simple step is to say hello to everyone in the organization, not just those who are familiar or similar. This small gesture can make people feel acknowledged and included. Additionally, leaders should consider different ways to access people’s brilliance and ideas, as not everyone is comfortable speaking up in group settings like brainstorming sessions. This could involve one-on-one conversations, written feedback, or small group discussions.
We also discussed how to engage individuals who may not speak up immediately. Simma emphasized the importance of understanding and valuing internal processors in the workplace. She explained that these individuals may need more time to articulate their thoughts and that their detailed and step-by-step suggestions can be valuable in problem-solving.
As an internal processor myself, I agreed with Simma, adding that internal processors ask the best questions when given the chance to think. Simma concurred, highlighting that taking the time to think before speaking allows for more meaningful contributions and prevents missing out on valuable insights.
Our conversation then shifted to the topics of diversity and inclusion. Simma explained that diversity goes beyond just representation and includes the differences and similarities that people bring to the workplace. She emphasized that diversity alone is not enough and that inclusion is necessary to create an environment where people feel comfortable and can contribute their brilliance.
We discussed the importance of having people with different backgrounds and perspectives in problem-solving and decision-making processes. We highlighted how diverse perspectives can lead to better understanding and targeting of different audiences in marketing efforts.
Simma discussed the importance of understanding different communication styles and cultural norms in creating an inclusive work environment. She shared her personal experience growing up in the Bronx and how her communication style, which involves overlapping conversations, differs from other cultures that prioritize space between speakers.
She emphasized the need to consider the overall relationship and interactions with others to determine if they are showing respect or disrespect. Simma explained that cultural intelligence is crucial in effectively communicating and working with people from different backgrounds.
Simma and I discussed the importance of diversity as a tool to achieve a goal, rather than the goal itself. We used the example of increasing diversity in the police force and emphasized the need to address systemic issues and change the culture to ensure that everyone feels comfortable and can do their best work.
Simma emphasized the importance of culture in organizations and how it affects inclusivity. She suggested that leaders need to create a culture where people interact and greet each other. To achieve this, education about diversity and inclusion is crucial.
In conclusion, Simma Lieberman offered three pieces of advice for business and workplace leaders. First, leaders should reflect on their own biases and work to combat them. Second, they should engage in conversations with people who are different from them, seeking to understand their perspectives. Lastly, leaders should create a culture where everyone feels included and valued.
