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How Should We Act to Influence Positive Change? - Coggle Diagram
How Should We Act to Influence Positive Change?
Traits of Ethical Leadership
Katherine Phillips, “Why Diversity Matters,”
Model your values in real life: Parent/Child Example, the influence is top-down
Adam Grant, “You 2.0: How to Open Your Mind,”
Churchill Example: Remain steadfast in principles while being flexible with the process towards acheivement
Cicero, from “The Conflict Between the Right and the Expedient,”
Integrity without Supervision, Cicero argues. Refuse unjust gains even if nobody is looking
Amy Gallo, “What Is Psychological Safety?,”
Demonstrating Psychological Safety in the Workplace: "What did you learn from this?" rather than a blame game
Setbacks to Positive Change
Zheng, Lily. "We Already Know What Works,"
Performative/one-off DEI workshops can become box-checking exercises that leave underlying issues untouched and may even worsen resentment or division.
Cicero, from “The Conflict Between the Right and the Expedient,”
The tension between the Right and the Expedient: Should you profit off of others ignorance?
Both the grain merchant and house seller face the temptation to withhold relevant information for profit. Workplaces can create similar pressures when incentives reward results at the expense of honesty. How can organizations reward transparency rather than concealment?
Adam Grant, “You 2.0: How to Open Your Mind,”
The "Ego's" part of belief systems
Confirmation bias favors information that supports our existing beliefs, while desirability bias favors what we want to be true. Both can lead us to dismiss perspectives that challenge us but could improve our thinking.
Lao Tzu, from Tao Te Ching, 600 BCE
"Ruling a great nation is like frying small fish.
When they are over stirred, they will break into pieces."
The constant need to seek control in situations can disrupt the people or systems a leader intends to help.
Promoting Diversity and Inclusion
Lao Tzu, from Tao Te Ching, 600 BCE.
Chapter 1: "He nurtures all beings with no wish to take possession of."
Leaders can help others grow without asserting and forcing their own opinions and beliefs on another person.
Katherine Phillips, “Why Diversity Matters,”
Diverse Groups in experiments were able to share more unique/fresh perspectives than Non-Diverse Groups, leading to better conclusions/ideas/answers to problem-solving
Zheng, Lily. "We Already Know What Works,
The idea of Coalitions over Cliques: People should come together to solve shared problems, using perspectives to come up with best solutions rather than creating siloed groups.
Adam Grant, “You 2.0: How to Open Your Mind,”
Creating a Challenge Network: Some of the brightest minds in history including Steve Jobs and The Wright Brothers created environments for systems that allowed others to challenge their assumptions and poke holes in existing ideas to make those ideas better
Turning Values in Action
Zheng, Lily. "We Already Know What Works,
Alter the Incentive Systems: Reward effective problem-solving rather than hours worked
Katherine Phillips, “Why Diversity Matters,”
Learn the differences between you and someone you meet versus searching for commonalities. Difference in perspective can build relationships and foster long-term growth.
Amy Gallo, “What Is Psychological Safety?,”
Constructive Criticism as a response: Show others your willingness to listen to their perspectives regardless of agreeability. Reporting a problem can be a learning lesson rather than a punishment/consequence.
Adam Grant, “You 2.0: How to Open Your Mind,”
Classroom Example: Making mistakes is a part of a problem-solving process. Normalize trial and error, intellectual curiosity and a willingness to learn to find the most effective solutions.