Encouraging Open-Mindedness

“Let’s celebrate our differences!” — easy to say when you’ve never actually had to WORK through real differences. Here’s the thing: Real differences don’t feel like a celebration. They feel messy, uncomfortable, even threatening. 🧠 Our brains are hardwired to detect difference as potential danger. When someone thinks, works, or communicates differently than we do, our first instinct isn’t to embrace it—it’s to resist it. Recently, I worked with a team trapped in conflict for years. The problem wasn’t competence or commitment. It was cognitive diversity they didn’t know how to handle. 👉 One part of the team was task-focused—eager to get to the point and skip the relational aspects of collaboration. 👉 The other part was relationship-driven—prioritizing emotional connection and dialogue before diving into action. Celebrate their differences? Not likely. 🚫 The task-focused group saw the others as emotionally needy attention-seekers. 🚫 The relationship-driven group saw their counterparts as cold and disengaged. So, what changed everything? Not a shallow celebration of their diversity, but finding their common ground. 🚀 I used my D.U.N.R. Team Methodology to transform their conflict into collaboration: 1️⃣ D – Diversity: we explored their differences without judgment and recognized the strengths in both approaches. 2️⃣ U – Unity: we found their shared purpose—every one of them cared deeply about the team’s success, just in different ways. 3️⃣ N – Norms: we co-created practical norms that guided their interactions and set clear expectations. 4️⃣ R – Rituals: we introduced rituals to honor both styles while reducing friction and fostering collaboration. The real breakthrough? Not pretending their differences were easy, but building bridges through shared values. My honest take: If you’ve truly worked through real differences, you know it’s not about celebrating them—it’s about navigating them with care and intentionality. 💡 Celebrate your common ground first.  That’s how you unlock the power of team diversity. What’s your experience with managing real differences on a team? 🔔 Follow me for more insights on inclusive, high-performing teams. ___________________________________________________ 🌟 If you're new here, hi! :) I’m Susanna. I help companies build an inclusive culture with high-performing and psychologically safe teams.

Neurodiversity 101: Making meetings more neuroinclusive Meetings are meant to bring people together to share ideas, make decisions, and build connection. Yet, for many neurodivergent colleagues and often for others too meetings can be overwhelming, confusing, or simply unproductive. Have you ever been to a meeting and wondered why you were there or what was expected of you? Whether online or in person, more inclusive meetings benefit everyone. They create clarity, structure, and safety for diverse thinkers to contribute meaningfully. Here’s how to make meetings more neuroinclusive: 1. Clarity before you start Share the purpose, agenda, timing, and who’s attending where possible in advance. Make clear if attendance is optional or essential and what preparation, if any, is expected. Sending materials early gives everyone time to process and plan. 2. Structure supports inclusion Outline how questions will be handled and what turn-taking looks like. Minute key actions and share them promptly. End by explaining what happens next. Predictability reduces anxiety and ensures accountability. Be aware of the 'quiet ones' in the room and ensure everyone can participate. 3. Inclusive communication Use clear, plain language avoid “acronym fests.” Pause regularly to check understanding and invite clarification. Remember, silence doesn’t mean disengagement; some people need more time to formulate ideas. Some people may need time after the meeting to come back with their responses too. 4. Online inclusivity Show participants how to use platform features like captions, transcripts, or chat. Encourage written contributions and offer the option to keep cameras off to reduce sensory load/allow movement/ or just not seeing your own face all the time! Provide recordings or transcripts afterwards so people can review at their own pace. 5. Make space for every voice Avoid putting people on the spot. Allow time after the meeting for those who prefer to reflect before responding. Remember: the “quiet ones” may hold the most valuable insights. **Small changes, big impact Microaggressions — such as dismissing someone’s idea or using “humour” that excludes can and do erode trust. Inclusion grows when meetings feel psychologically safe and respectful. Neuroinclusive meetings are not just a “nice to have.” This is a universal design concept in action. They are cost-effective, efficient, and fair improving engagement, retention, and creativity. When everyone can contribute in their own way, we get better decisions and stronger teams. 🟣 Inclusion isn’t about changing people. It’s about changing the conditions so people can thrive. Can you add any other ideas of what works too?

In my work as a business growth coach, I have witnessed countless leaders get “stuck” in their own ways of thinking, preventing them from reaching new levels of success. I remember a recent client, a passionate business owner who came to me with a desire to take her business to the next level. Despite her hard work, she felt like she had hit a ceiling. The solutions she had always relied on seemed ineffective, and she was frustrated by her inability to break through. We dived into the coaching sessions, and it became clear to her that she was seeing things only from her perspective. This viewpoint was limiting her ability to innovate and adapt to new challenges. Our work then became focused on helping her shift her mindset, expand her viewpoint, and learn to approach her business with fresh eyes. What did she adapt and adopt? 🐾Step into Your Customer's Shoes One of the first exercises we did was to adopt her customer’s perspective. By reframing her business through her customers' eyes, she identified overlooked needs and opportunities to enhance her services. 🧿Challenge Existing Beliefs Identifying and challenging her assumptions gave her a clearer view of her untapped potential and resources within her own business. She worked on beliefs that no longer served her. 🎡Seek Diverse Input Another key step was to actively seek diverse input. We engaged her team, colleagues, and even mentors to gain insights. This mix of viewpoints enabled her to see angles she’d never considered, sparking ideas for innovative strategies and new areas for growth. 🌀Embrace the Power of Reflection By encouraging her to schedule regular time to revisit her business goals and to consider whether her daily actions aligned with her vision. Through this, she discovered small yet impactful adjustments that revitalized her passion and focus. 🌐Building a Growth Mindset By shifting her perspective, she unlocked a whole new pathway for growth. Sometimes, a different lens is all you need to see the bigger picture. Ready to explore new viewpoints and accelerate growth? Reach out to find clarity, unlock potential, and achieve the success you envision. ✨ https://lnkd.in/dGGM5vCK #sonniasingh #sonniasinghleadershipcoach #growth #unstuck #BusinessGrowth #LeadershipDevelopment #PerspectiveShift #ProfessionalCoaching #Innovation #Mentorship #Success

In today’s diverse workplace, giving effective feedback across differences is key to fostering an inclusive culture. When done thoughtfully, feedback can bridge gaps, build trust, and empower teams from all backgrounds. Before jumping into feedback, focus on building a foundation of trust. Get to know your team members’ communication preferences and cultural contexts. Some individuals prefer direct, candid feedback, while others respond better to a collaborative, nuanced approach. Unconscious bias can creep into how we deliver feedback, sometimes shifting our tone or expectations. To avoid this, base feedback on specific behaviors rather than personal attributes to stay objective. Words matter, especially in diverse teams. Avoid jargon and instead opt for clear, inclusive language. Invite the recipient to share their perspective, making it a two-way conversation. Giving feedback across differences with empathy and cultural awareness isn’t just a skill—it’s a powerful tool for building inclusive teams that thrive. #diversity #inclusion #belonging

I watched a team miss a $250,000 opportunity because of a simple communication breakdown As a team dynamic coach working with organizations across industries, I've seen this scenario play out countless times. Recently, a client was struggling to meet client expectations. They had talented individuals, strong expertise, and a clear strategy. Yet something wasn't clicking. After observing their interactions, the issue became clear: they weren't speaking the same language. Their director was focused on timelines and results, communicating in direct, no-nonsense terms. The creative lead communicated through possibilities and relationship-building, often skipping details. Their data analyst shared concerns in complex reports few took time to understand while the client liaison concentrated on maintaining harmony. Different communication styles. Different priorities. All valuable, but completely misaligned. ✅✅ Understanding these four distinct communication styles is transformative for any team: 1. Controllers: Direct, decisive, and results-oriented. They value efficiency and bottom-line impact 2. Promoters: Enthusiastic, imaginative, and people-focused. They thrive on possibilities and building relationships 3. Analyzers: Methodical, detail-oriented, and data-driven. They seek precision and logical solutions, and prefer to thoroughly evaluate before deciding 4. Supporters: Empathetic, patient, and team-focused. They prioritize group harmony and ensuring everyone feels valued. They often ask "How does everyone feel about this approach?" What transformed this team wasn't a new project management system or restructuring. It was awareness of these styles. When I helped them recognize and adapt to these patterns, something remarkable happened. 🌟🌟 The director started providing context behind deadlines. The creative lead documented specific action items. The analyst delivered insights in more accessible formats. The liaison created space for constructive challenges. 🌟🌟 Within weeks, their efficiency improved by 30%. Client feedback turned overwhelmingly positive. And they secured a contract renewal worth three times their previous agreement. This pattern repeats across every successful team I work with. The differentiator isn't talent or resources – it's communication awareness. Understanding your natural style and recognizing others' preferences creates the foundation for exceptional teamwork and professional growth. What's your natural communication style? Sign up for my newsletter for weekly insights on elevating your communication effectiveness: https://www.lift-ex.com/ #communication #team #performance #professionaldevelopment #leadership #cassandracoach

Neurodivergent folks have our own, functional, and valid way of communicating. But for too long, we’ve carried the full burden of “translating” in order to be understood by the neuromajority. Too much of the time, cross-neurotype communication leaves both sides feeling misunderstood or frustrated. The key to successful cross-neurotype communication is recognizing and respecting that there are two very different ways of connecting happening here at the same time. And, perhaps more importantly, understanding that one style of communication isn’t better than the other. Alleviating stressful cross-neurotype communication starts with… Ask, Don’t Assume: If someone’s responses seem different than expected, ask for clarity instead of assuming intent. Remember, clarifying questions are not about power dynamics, but an effort to understand. Embrace Different Communication Styles: Some people need extra processing time, while others may be more direct. Value the unique approaches each person brings. Offer Options for Communication: Some feel more comfortable writing, while others prefer speaking. Allowing options, like email and live conversation, creates modes for everyone. Keep It Specific: Avoid indirect language, which can be confusing. Be clear about expectations and intentions to reduce misunderstandings. Add as much context as possible. Cross-neurotype communication takes patience, respect, and a genuine willingness to meet each other halfway. It takes actionable effort to create shared spaces where everyone feels heard and understood. Hi, I’m Becca! I was late-identified as Autistic at 36, and since then I’ve been dedicating my life to research and advocacy that focus on improving the quality of life of Autistic adults. Follow me and check out my website BeccaLoryHector.comfor resources and more! Document description: all pages have a navy blue background with some details in yellow. Part of the text from above is spread throughout the pages in white bold font. #AutisticAdults #Autistic #Neurodiversity #neurodivergent #neuroinclusion

I'm currently working with an organization struggling with low trust internally. In addition to undermining collaboration, performance, and engagement, the environment of low trust is eroding people's curiosity about each other and driving criticism, defensiveness, stonewalling, and condemnation. Via coaching, training, and facilitation, I'm helping people shift from judgment of others to curiosity about others. Not only is this shift important for the vitality of my client, it's crucial to individual and collective functioning and well-being generally. Indeed, the polarization plaguing societies around the world is a product of rapid judgment of others and inadequate curiosity about what drives them and what we have in common. But what if we paused for a moment? What if we chose curiosity over condemnation? Being less judgmental and more curious can transform both your professional and personal life. Here’s why: 👉 Professionally: It fosters innovation, collaboration, and better decision-making. When we approach colleagues and ideas with curiosity, we uncover diverse perspectives and solutions. 👉 Personally: It deepens relationships and helps us navigate conflicts with empathy. Instead of reacting to someone’s words or actions, we can seek to understand the “why” behind them. Here are three practical strategies to cultivate curiosity and reduce judgment: 1️⃣ Ask Open-Ended Questions Replace assumptions with questions like, “What led you to that perspective?” or “Can you help me understand your thought process?” Questions create space for deeper dialogue and understanding. 2️⃣ Pause Before Reacting When you feel triggered or tempted to judge, take a moment to reflect. Ask yourself, “What else could be true here?” This brief pause can shift your mindset from judgment to exploration. 3️⃣ Challenge Your Biases Actively seek out different perspectives, whether through books, conversations, or experiences. Exposing yourself to new ideas helps you grow and appreciate the complexity of others’ viewpoints. The next time you find yourself ready to judge, try shifting your mindset. Ask, “What can I learn from this?” and "What's it like for the other person?" You will be surprised at the insights that come your way and at how much richer and rewarding your relationships become. What strategies do you use to stay curious and open-minded? #curiosity #connection #relationships

International Day of People with Disability came and went. But the ableism stays. Lately I’ve been thinking about how ableism shows up around communication and cognitive processing - especially in professional settings. Too often, our workplaces are built around neurotypical communication norms: ✅ Fast = smart ✅ Eye contact = confidence ✅ Small talk = connection ✅ “Social fluency” = professionalism But these assumptions exclude a lot of people. Particularly neurodivergent folks and those working in a different language from the one they speak at home. What the research tells us is clear: ➡️ Many neurodivergent people (autistic, ADHD, etc.) communicate in ways that differ from these norms and are regularly misjudged because of it. ➡️ These differences aren’t deficits. But rigid expectations turn them into barriers, especially in hiring, meetings, and performance reviews. ➡️ The problem isn’t just individual bias - it’s that our systems weren’t designed with neurodiverse folks in mind. Here’s how we shift that: Decouple speed from competence. - Allow time to process. Send agendas and questions ahead. Value reflective thinking as much as quick talking. Stop equating confidence with presentation. - Tone, eye contact, and body language don’t determine capability. Offer multiple ways to contribute. - Written, verbal, asynchronous. Choice improves access, inclusion, and engagement for everyone. Review hiring and performance systems. - Are you testing communication skills or social conformity (otherwise described as "cultural fit"? 📸: Attending an IDPWD event with my peer and collaborator Ainslee Hooper. We show up for each other - not just on one day, but in how we challenge and change the everyday systems that exclude.

Uncertainty is a constant in business. As a leader, the question isn’t whether you’ll face it—it’s how you'll respond when there are no clear answers. One of the most defining moments of uncertainty in my career came when I joined ServiceNow. I started in January 2020, and it was a brand-new industry for me. About 70 days later, COVID hit. Bill had just begun as CEO a few weeks before me. We were navigating a CFO transition, a CEO transition, and a global pandemic—all at once. Operationally, our technology allowed us to get our then 10,000+ employees up and running remotely within 24 hours. We had solid systems in place, but as we know, leadership is also about creating trust, connection, and communication—especially when everything is suddenly remote and uncertain. Instead of opting out, we chose to lean in. We focused on what was knowable and controllable, letting decisive action build confidence and momentum. In that moment, it meant: - Prioritizing employee safety above everything else - Letting local regulations guide our decisions - Communicating clearly, frequently, and transparently—even when we didn’t have all the answers What I learned is this: uncertainty only shrinks when you engage, decide, and move forward, even without all the answers. You don’t wait for certainty to lead. You lead through uncertainty. When have you faced real uncertainty in your career—and what helped you navigate it?

The other day, I watched a group of children at a nearby school playing outside, singing and shouting excitedly. During the long break, they divided themselves into groups and started playing.   Leader: Nyama nyama nyama nyama! All: 𝘕𝘺𝘢𝘮𝘢. Leader: Ya kuku! All: (𝘴𝘩𝘰𝘶𝘵𝘪𝘯𝘨 𝘦𝘹𝘤𝘪𝘵𝘦𝘥𝘭𝘺) 𝘕𝘺𝘢𝘮𝘢. Leader: Ya ng'ombe! All: (𝘴𝘩𝘰𝘶𝘵𝘪𝘯𝘨 𝘦𝘷𝘦𝘯 𝘭𝘰𝘶𝘥𝘦𝘳) 𝘕𝘺𝘢𝘮𝘢. Leader: Ya mbuzi! All: 𝘕𝘺𝘢𝘢𝘢𝘢𝘮𝘢! Leader: Ya nguruwe! All: (𝘮𝘪𝘹𝘦𝘥 𝘳𝘦𝘢𝘤𝘵𝘪𝘰𝘯) 𝘕𝘺𝘢𝘮𝘢! 𝘚𝘪𝘰 𝘯𝘺𝘢𝘮𝘢! 𝘕𝘺𝘢𝘮𝘢! 𝘚𝘪𝘰 𝘯𝘺𝘢𝘮𝘢! A light argument ensued, neither side backing down, and eventually, they moved on without reaching an agreement.   This moment made me reflect on the nature of perspectives and how they shape our reality. For these children, it was tied to their beliefs, upbringing, or experiences. To one child, pork was something to enjoy at a meal. To the other, it was off-limits. Who was right? In their own way, both were.   This small interaction reminded me of how often we encounter similar differences in our adult lives, whether at work, in relationships, or in society. We come from diverse backgrounds, carry distinct beliefs, and approach situations with varying lenses. One person's truth isn't necessarily another's.   And that's okay.   What matters is how we handle these differences. Instead of pushing for only one way to see things, what if we embraced the beauty in diversity of thought? A difference in perspective doesn't have to mean conflict. Interestingly, it can open doors to innovation, deeper understanding, and growth.   Imagine how much richer our conversations would be if, like these children, we allowed each other the space to voice our views without the need for everyone to agree. It's through these differences that we learn, adapt, and broaden our perspectives. We may never all agree, but in those moments of shared dialogue, we plant seeds of empathy, curiosity, and respect.   Next time you find yourself in a disagreement or see the world through a different lens than someone else, take a step back. Rather than pushing your perspective, try asking questions, listening, and finding value in theirs. You don't have to agree, but you can always learn. And in learning, we grow.   Like Anais Nin said, ''We don't see things as they are, we see them as we are.''