Dear Culturati Insider,
This week, we're honing in on two themes: feedback mechanisms and the ongoing journey toward inclusion, diversity, equity, and belonging. Each intersects at a critical point — how we harness diverse perspectives to foster a truly innovative and inclusive workplace.
Feedback in Flux: Unhelpful work practices formed and were tolerated during the pandemic, reducing effective communication and decision-making (including cyber incivility, busy bee syndrome, failure to ruthlessly prioritize, group thinking...all bad behaviors which seem to have crept up). Healthy, planned feedback can ensure impactful, respectful exchanges that allows teams to grow creating more structured, productive, and collaborative workplaces.
Inclusion and Meritocracy in Focus: Hundreds of U.S. companies intensify their attention on disability inclusion, not only in the workplace but in the design of products. Disabled workers reported record employment rates in 2023.
And, the debate surrounding Scale AI’s new MEI policy highlights polarized interpretations of meritocracy and DEI. This discourse reminds us that a true meritocracy must eliminate bias to ensure equality of opportunity.
Looking Ahead: As we address these multifaceted issues, it's important that we sustain open dialogue that challenges the status quo and promotes long-term learning. The upcoming Culturati: LIVE on developmental feedback, scheduled for July 24 from 12 - 1 PM CST, provides a perfect opportunity to refine our communication strategies. This session will explore the intricacies of both giving and receiving feedback effectively, and how it can be leveraged to enhance connection, growth, and engagement. Register now to join us as we continue shape workplaces where every voice is heard and valued.
To advancing the conversation,
Myste Wylde
COO
Banish the Harmful Creatures of COVID-Era Work
MIT Sloan Management Review By Melissa Swift
Summary: During the pandemic, leadership practices evolved under extreme pressure, leading to significant work intensification, an increase in cyber incivility due to remote work, and pervasive groupthink, which diluted decision-making quality. To overcome these behaviors now, tasks should be managed effectively, focusing on impact rather than mere activity, standards of respectful communication to curb online incivility can be enforced, and independent thinking can be encouraged to counter group conformity. By adopting these strategies, companies can establish a more structured, productive, and respectful workplace environment that aligns with organizational goals and supports employee well-being. |
When a Team Member Speaks Up — and It Doesn’t Go Well
Harvard Business Review By Megan Reitz and Amy C. Edmondson
Summary: Speaking up and being heard in organizations is essential, yet often, failed attempts at communication lead to self-censorship and a stifled team dynamic. Research highlights that miscommunications are common and have a significant impact on ethical behavior, innovation, and performance. To counter this, all team members, including leaders, benefit from viewing these interactions as learning opportunities, especially when they don't go as planned. This approach reframes potential failures as valuable experiments, encouraging a culture of feedback and long-term thinking. Successful leaders facilitate environments that prioritize and prepare for learning through explicit focus, recognition of critical moments, and the implementation of process tools to ensure continuous feedback. Over time, this shift in mindset from a focus on immediate tasks to fostering reflective conversations enhances overall organizational health and innovation. |
As An Underrepresented Venture Fund CEO, I Believe In Meritocracy—And I Invest In Underrepresented Entrepreneurs For A Reason
Fortune By Leslie Feinzaig
Summary: When Scale AI CEO Alexandr Wang unveiled the MEI—meritocracy, excellence, intelligence—framework as the new hiring policy, it divided the tech community. Prominent figures like Elon Musk praised the initiative, while others saw it as a challenge to DEI—diversity, equity, and inclusion. Despite Wang’s assertion that meritocracy does not oppose diversity, the replacement of DEI with MEI symbolized to many a fundamental conflict between the two ideologies, mirroring the polarization in American political discourse. This discussion reveals the broader challenges of meritocracy, showing how gender and ethnic identities can overshadow true achievements. A genuine meritocracy requires the elimination of bias, assurance of equal opportunities, and appreciation of diverse perspectives to drive innovation and performance. This is not just about fairness; it's about tapping into the vast, often unrecognized potential of those who embody disruptive potential in the marketplace. |
What Happens When You Don't Get Enough Feedback At Work
Fast Company By Jim Frawley
Summary: Feedback is essential for professional development, providing insights into strengths and areas for improvement. However, the shift to flexible work has disrupted the traditional mechanisms for delivering feedback, resulting in a significant reduction in both its frequency and quality. This deficiency can lead to detrimental outcomes such as imposter syndrome, where individuals doubt their successes, and fantasized talent, where they overestimate their abilities. The challenge in remote settings is maintaining effective feedback loops without the non-verbal cues and casual interactions typical of in-person environments. Employees might find it difficult to accurately assess their performance and contributions. To address this gap, organizations should foster a feedback-rich culture, provide specific and actionable insights, schedule regular, purposeful check-ins, and employ tools that support asynchronous feedback. Implementing these strategies will ensure that employees continue to grow professionally and feel confident and valued in their roles. |
Disability Inclusion Is Growing in the U.S. Here's How to Showcase Your Commitment
Inc. By Sarah Lynch
Summary: The landscape of corporate diversity is evolving, with hundreds of U.S. companies now reporting on disability metrics and designing products to be more inclusive. However, challenges such as workplace discrimination remain, affecting a significant portion of disabled employees. To advance further, companies are encouraged to adopt confidential self-identification for disabilities, integrate disability considerations into board diversity policies, and utilize employee resource groups to refine strategies. These measures not only support a fairer work environment but also correlate with potential revenue gains, highlighting the economic benefits of broadening workforce diversity. |
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LEADERSHIP AND CULTURE
C-SUITE
EMPLOYEES
A.I. AND TECHNOLOGY
CORPORATE RESPONSIBILITY
INCLUSION, DIVERSITY, EQUITY, BELONGING
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