Navigating Workplace Dynamics A Conversation with Sara

In today's episode, we delve deep into the complexities of fostering a truly inclusive workplace. From the pitfalls of prioritising output over quality to the disruptive 'What About Me?' syndrome, we explore how leaders and HR professionals can navigate these challenges.
In this episode, we discuss the following:
👉 The video discusses the inherent design of workplaces and how they support or marginalise different identities.
👉 Sara reflects on the concept of "what about-isms," where conversations about specific identities get derailed by bringing up unrelated topics.
👉 The video emphasizes the importance of focusing on the needs and perspectives of individuals, particularly when discussing topics related to equality.
👉 Sara talks about the challenges of intersectionality and the importance of not hijacking or de-centering certain topics.
👉 The video discusses the harmful effects of systemic practices of oppression that affect various groups, including women, men, and non-binary individuals.
👉 Sara concludes by highlighting the importance of understanding the unique experiences and nuances of different identities to create a more inclusive and high-performing organizational culture.
📖 Get your free copy of "INCLUSIVE LEADERS POCKET GUIDE: 5 RESEARCH-DRIVEN STRATEGIES FOR SUCCESS' here: inclusiveleadership.eo.page/p...
💌 NEWSLETTER: Sign up for the free weekly leadership letter to learn more about leading effectively and making a difference. Which is focused on supporting you to deepen your leadership clarity, confidence, and competence. Join us here at www.silewalsh.com/leadership-letters
Hope you enjoyed the video; if so, don’t forget to …
💟 Follow us on UA-cam: ua-cam.com/channels/lew.html...
💟 Follow us on LinkedIn: / silewalsh
💟 Follow us on Twitter: / silewalsh1
💟 Follow us on TikTok: / silewalsh1
Workplace dynamics, inclusive leadership, power dynamics, identity politics, Sara's reflections, authentic impact, intersectionality, psychological safety, workplace equality, systemic oppression, what about-isms, diverse identities, marginalized groups, workplace design, individual needs, group conversations, broader change, managing nuance, specific focus, emotional well-being.
#WorkplaceDynamics #InclusiveLeadership #PowerDynamics #IdentityPolitics #SarasReflections #AuthenticImpact #Intersectionality #PsychologicalSafety #WorkplaceEquality #SystemicOppression #WhatAboutIsms #DiverseIdentities #MarginalizedGroups #WorkplaceDesign #IndividualNeeds #GroupConversations #BroaderChange #ManagingNuance #SpecificFocus #emotionalwellbeing
-------
 In today's episode of The Leadership Zone, I'm talking about my conversation with Sara Slattery and the types of things it brought up from how our workplace is designed, to who it's designed to support, to ideas of success, to ways of supporting each other, to ways of supporting ourselves. So Sarah brought up so much for me in that conversation and had me thinking about how the workplace is inherently designed for some and the some isn't most.
and that when we aren't considering what is motivating us or what we define as success or what voices in our heads are making decisions, it's very easy to get lost in the doing. And to be distracted by high output and not necessarily the quality or the wisdom or the diversity that each one of us brings into the workplace.
And I think that we in workplaces and when we're thinking about leadership and we're thinking about performance and sustainability. It's really important that we are thinking about the ways we work and what we deem as the norm. And whether that norm actually supports ourselves or others to thrive. And a lot of the time I see this going missing in organisations where there's a lot of fear, insecurity, anxiety.
And it's not because of the fear, insecurity and anxiety. It's because people continue to be motivated and engage with. fear, anxiety, and they just keep going, that hamster wheel. And when we're doing that, when we keep going in that way, we miss the opportunity to work smarter, not harder, but we also miss the opportunity to notice how needs shift and change.
Yes, over time and with age, but also based on life experiences, changes in one's own feelings, emotions, abilities, preferences, capabilities, responsibilities. I also was thinking about when I talked to Sarah and obviously Sarah specialises in working with women and there's lots of really good reasons for that and it got me thinking about how often, and Dr.
Jessica Taylor talks about this, what about isms, it's when we talk about a particular topic and somebody says but what about, and talks about a completely different topic. remit because they don't feel that it's relevant to them. And so this often happens when I talk about any particular identity. So women is a prime example. And I'm sharing this with you because as leaders