Playing the Infinite Game: Evidence-Based Inclusion in Organisations

Building Inclusion is a task that may never be finished.

Find out why it’s useful to think about it as an infinite game.

Here’s some key topics covered from this episode:

– The difference between being dramatic and theatrical

– The goal of any infinite game

– Why finite games in Inclusion leave you short changed

Play the episode for more

Here’s some key takeaways from this episode: 

It’s useful to think of Inclusion as an infinite game.

“You don’t know who’s playing along. You don’t know all the rules. You don’t know when this is going to stop.”

There are no fixed rules, no fixed boundaries and no fixed end point.

“You get to make the rules. You get to push the boundaries. You get to contribute even if no one knows who you are.”

The goal isn’t to win in the short term.

“Sometimes you may not feel like showing up. Sometimes I don’t feel like showing up! But our focus is on ongoing engagement and participation, with no fixed endpoint.”

Check out these resources

The Infinite Game: How Great Businesses Achieve Long-Lasting Success 

Finite and Infinite Games: A Vision of Life As Play and Possibility 

Alex Hormozi

Element of Inclusion Youtube Channel

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

https://linktr.ee/elementofinclusion

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