The Simple Restaurant Trick That Explains Why Leaders don’t buy Into Inclusion

I found a restaurant trick that explains why Leaders don’t buy Into Inclusion
I’m going to tell you all about it

Get your pen and paper ready we’re talking about an old school restaurant trick  that may explain why your leaders don’t buy Into Inclusion

In today’s show we discuss several things including:

  • A restaurant trick that you will recognise everywhere
  • An Economic Principle to help you understand why change is difficult
  • Some tips on what you need to change to manage Leaders

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

A Menu cost is the cost incurred by a business of changing their prices 

“We’re going to wait until the increased money we receive from increasing the prices is greater than the cost of changing the menus.”

Leaders face Menu costs for changing their organisation

“There is a cost to creating diversity to creating Inclusion where you work. A lot of the leaders where you work, consider themselves to be rational. They want you to believe that they are rational actors. “

You need to change the way they think if it’s limited to financial costs  

“This restaurant trick that explains why Leaders don’t buy Into Inclusion
their entire paradigm is based on a rational perspective that translates into the bottom line. “


Menu Costs Oxford Reference

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