Inclusive Training
With the increasing need for individual change and acceptance of others, Diversity and Inclusion training has increased but has fallen short in its effctiveness to change. A 2019 Harvard Business Review article opens the door to question.
But why?
Although most D&I training provides an awareness of our psychological programming based on individual environment, upbringing, and societal influences, unfortunately, participants perceive this training with a shame-and-blame tone and mindset, and immediately react defensively.
Defensive behavior is deêned as behavior which occurs when an individual perceives threat or anticipates threat in the group.
What happens when a person becomes defensive?
Psychological Effects – A defensive reaction becomes a “psychological disrupter”, creating an energetic wall to sending and receiving communication.
Physical Effects – The defensive reaction that creates a psychological wall, literally, shuts down a person’s hearing abilities which keeps information from being absorbed or positively experienced.
It prevents the listener from concentrating upon the message. Not only do defensive communicators send off multiple value, motive and affect cues, but also defensive recipients distort what they perceive. As a person becomes more and more defensive, he or she becomes less and less able to perceive accurately the motives, the values and the emotions of the sender.
If traditional D&I training isn’t working, how can we create behavioral change?
By teaching individuals about Behavior Diversity®.
Learning in a positive, non-threatening environment to understand Human behavior scales, participants can learn more about themselves and how they relate to others. Creating true change and acceptance of others from within.
The Equity Leadership model provides leaders a framework for creating a learning environment where employees, across their many differences, (external and internal), engage deeply, achieve at higher levels while staying true to who they are. Creating a culture of “Deference over Difference.” Focusing on respecting themselves and others versus separating people by focusing on external differences.
At least one new strategic connection or collaboration opportunity