How You Can Use Forcing Functions to Develop Inclusion

Instead of wishing for Inclusive outcomes.

Fin out if you could just force it to happen.

Here are some key topics covered from this episode:

  • 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

Play the episode for more.

Here are some key takeaways from this episode: 

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”

Here are some resources so you can go deeper: 

Amazon’s Future Press Release Explained

My PhD Thesis

Check out these related episodes of the show.

ReWire: A Radical Approach To Tackling Diversity and Difference

Why Authentic Leaders Develop Inclusive Organisations

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

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