How You Can Use Forcing Functions to Develop Inclusion

Instead of wishing for Inclusive outcomes.

What if you could just force it to happen?

Get your pen and paper ready because we’re talking about Forcing Functions and how they can help you on your Inclusion Journey

In today’s show we discuss several things including:

  • How I use Forcing Functions in my professional life
  • The Famous Forcing Function used by Amazon Executives
  • 3 ideas of Forcing Functions that you can quickly introduce and much more

Here’s some of what we discuss on the show:

A Forcing Function is an activity that creates a desired outcome

“My practical use of a forcing function is about engaging in an activity or making a commitment that forces a desirable outcome as a consequence.”

I recommend regular activities that are publicly accountable

“The forcing functions that work for me are specific, they involve public accountability and they involve a regular activity”

Even if no one cares.. the forcing function still works

“Remember my examples.

No one listens to this podcast.. I’m still sharing my thoughts every week.

No one comes to the book club. I’m still developing insights.

No one reads what I write. I’m still improving my writing”

SHOWNOTES

Amazon’s Future Press Release Explained

My Twitter

My Linkedin

My PhD Thesis

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences