How do you see the world? How do you grow?

“Become friends with people who aren’t your age. Hang out with people whose first language isn’t the same as yours. Get to know someone who doesn’t come from your social class. This is how you see the world. This is how you grow.”

From World Wisdom

diversity in the workplaceFrom http://www.perfectlaborstorm.com

“I often encountered the negative view that boys’ schools produce men who are unable to relate to women and who, because of their arrogance about being male – encouraged by the school – carry negative perceptions about the place of women in today’s society…. At the very least it has been suggested the boys leaving such schools are emotionally bereft and incapable of establishing and maintaining effective personal relationships with women…

It was uncommon for the fathers of some students, men who had themselves been educated at boys’ schools, to reflect that they’d been unable to understand or communicate effectively with members of the opposite sex when they left school. Some of them went on to conceded that the workings of the female brain remained a mystery to this day and I have no doubt they’re not alone in holding that view….

Their adolescent sons didn’t, however, appear to share their experience of not being able to communicate effectively with adolescent girls. Partly due no doubt to the greater degree of social freedom available to girls today, the boys appeared to understand their female counterparts much better than their fathers had.

Almost all boys I spoke to had close female friends within their immediate peer group – often referred to as ‘chick-mates’ – and many spoke of the value of the conversations they had with these girl friends about the ‘real’ stuff, the stuff they could not or would not talk about with their male peers.”

From ‘He’ll be OK: Growing gorgeous boys into good men
by Celia Lashlie

From https://p.gr-assets.com

The same principle applies very well to mentoring.

As Prof. D Clutterbuck points out, ‘mentoring fulfills a desire most people share; that is to pass on their learning to help other people develop their potential.’

Dave Stein notes however that “mentoring is much more complex and complicated relationship than most people think. Mentors and their protégés need to take care to establish a mutually-beneficial relationship in order for it to be truly successful.”

Protégé must be willing to work hard at improvement.  That means “defining and accepting their shortcomings and being open to changing or forming new habits through adopting new strategies and tactics.” They have to be “honest, objective, appreciative, motivated and have the courage to change.”

What’s in it for the mentor? Mentors not only get the satisfaction of helping someone who needs and wants their assistance.  They also get to improve their own coaching, leadership, communication, and management skills.  Mentors note that they “often get new ideas and insights from my protégés” and their protégés provide them with an expansion of their business and professional network.

From http://www.nzim.co.nz

 

How do you see the world?

How do you grow?

THE END

Leverage Diversity for Greater Success

From http://thefutureleadershipinitiative.wordpress.com

As Adam Vaccaro points out, diverse workplace might ultimately create better results, as some new studies suggest.

“The study, detailed by NPR, looks at the work of scientific researchers and finds that papers written by multicultural teams were cited in other research more often than those written by homogenous groups. In the world of research, citations are seen as a metric of quality.

Ethnic diversity wasn’t the only harbinger of success. The same study also found that groups with members from geographic areas-perhaps three cities in the same country-also created better papers than those with members from the same place.

“It’s a matter of looking at individual teams and making sure they’re different perspectives, different points of view, different backgrounds,” NPR’s David Greene says.

The principle isn’t an entirely new one. The idea that different perspectives result in better work has been explored from a more macro-economic perspective, as research shows that diverse cities experience more economic growth. The idea is also at play in research showing that companies with females on their boards financially outperform those that don’t (have females on their boards).

From http://www.meritor.com

People tend to think of diversity as simply demographic, a matter of color, gender, or age. However, groups can be disparate in many ways. Diversity is also based on informational differences, reflecting a person’s education and experience, as well as on values or goals that can influence what one perceives to be the mission of something as small as a single meeting or as large as a whole company.

Diversity among employees can create better performance when it comes to out-of-the-ordinary creative tasks such as product development or cracking new markets… The researchers found that informational diversity stirred constructive conflict, or debate, around the task at hand. That is, people deliberate about the best course of action.

Diversity is the crucial element for group creativity. Innovation teams tasked with creating new products or technologies or iterating existing ones need tension to produce breakthroughs, and tension comes from diverse points of view. This is the opposite of groupthink, the creativity-killing phenomenon of too much agreement and too similar perspectives that often paralyzes otherwise great teams.

From http://www.nissan-global.com

 According to McKinsey Quarterly, between 2008 and 2010, companies with more diverse top teams were also top financial performers. That’s probably no coincidence. There are many reasons companies with more diverse executive teams should outperform their peers: fielding a team of top executives with varied cultural backgrounds and life experiences can broaden a company’s strategic perspective, for example. And relentless competition for the best people should reward organizations that cast their nets beyond traditional talent pools for leadership.

Leverage Diversity for Greater Success

😉

THE END

Do you speak loudly with non-verbal communication?

From http://studentsollution.com

“At a conference I attended recently as a guest speaker I was sitting waiting to address a group of around 300 women. As I watched them come into the hall, I began to take note of the noise they were making. It seemed they were all talking at once. I decided to see if I could focus on just what had them so energised: perhaps they were discussing the world situation on the context of the Iraq war or maybe the political situation here at home. But no, they were talking about which chair they were going to sit in – ‘Hey Mary, let’s go up the front’, ‘Sally, I think we should go over here’, ‘Has anyone seen Jude? She might want to sit with us’, ‘Where do you reckon you’ll hear here better, up the back, or over here?’ ‘Are the seats allocated, do you think? Will it be all right to sit here?’ The discussion continued for several minutes then gradually came to a halt as the women settled into their chairs, checking as they did so that everyone around them was happy with the seating arrangements….

I’m reasonably sure I can guarantee that if 300 men were coming into a hall in similar circumstances, there wouldn’t be one conversation about which chair to sit in. If there was any conversation at all, it would be low level, short bursts of speech and equally short responses. ‘Good game last night.’ ‘Yeah.’ ‘Michael Campbell seems to have hit his stride.’ ‘Yeah.’ But if you actually watched what was going on, you’d see a lot of communication occurring. If one guy wanted another to sit next to him, he’d just nod towards a chair and raise an eyebrow and the other man would know exactly what he meant. He wouldn’t speak; he wouldn’t  need to. He’d just sit down.”

From “He’ll Be Ok: Growing Gorgeous Boys Into Good Men
by Celia Lashlie

From http://2.bp.blogspot.com

Celia’s observation highlights some interesting differences in predominant communication style used within a group of men in comparison with the predominant communication style used within a group of women.

However if we take a closer look at individuals in both groups, we might discover a huge range of communication styles and preferences within each gender. We might also notice individuals of both genders shifting styles dramatically from one context to another.

From https://farm8.staticflickr.com

What is your predominant communication style?

Do you speak loudly with non-verbal communication?

OR

Do you speak silently with words?

😉

THE END

Salad Bowl of Multiple Identities

“We don’t need a melting pot…, folks. We need a salad bowl. In a salad bowl, you put in the different things. You want the vegetables – the lettuce, the cucumbers, the onions, the green peppers – to maintain their identity. You appreciate differences.”

Jane Elliot

salad

“My first exposure to murder,” the Nobel-winning economist Amartya Sen writes in “Identity and Violence” “occurred when I was 11.” It was 1944, a few years before the end of the British Raj and a period of widespread Hindu-Muslim riots. The victim was “a profusely bleeding unknown person suddenly stumbling through the gate to our garden, asking for help and a little water.” Rushed to the hospital by Sen’s father, the man died there of his injuries. He was Kader Mia, a Muslim day laborer knifed by Hindus. He had been asked by his wife not to go into a hostile area of then-undivided Bengal. But he had to feed his starving family, and he paid with his life.

To the young Sen, this event was not just traumatic but mystifying. How was it, Sen asks …, that “… human beings … were suddenly transformed into the ruthless Hindus and fierce Muslims…”? And how was it that Kader Mia would be seen as having only one identity — that of being Muslim — by Hindus who were, like him, out in the unprotected open because they too were starving? “For a bewildered child,” Sen remembers, “the violence of identity was extraordinarily hard to grasp.” And, he confesses, “it is not particularly easy even for a still bewildered elderly adult.”

Boy

From Why Do Bad Things Happen to Good People?

In his book “Identity and Violence”  Amartya Sentakes aims at what he calls the ” ‘solitarist’ approach to human identity, which sees human beings as members of exactly one group.” This view, he argues, is not just morally undesirable, but descriptively wrong. Instead, Sen invokes the myriad identities within each individual. The people of the world can be classified according to many other partitions, each of which has some—often far-reaching—relevance in our lives: nationalities, locations, occupations, social status, languages, politics, and many others, including identity common to all – HUMANS. Because all of us contain multitudes, we can choose among our identities, emphasizing those we share with others rather than those we do not.

Let’s focus on our shared identities and appreciate differences for peace around the world.

Humans
From We Are Allowed to Be Human

* * *

Was it easier for you to accept the differences between the women in the video below, once you saw their shared identity?

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Prayer for Oneness of Our Human Family

“To all people, religious and nonbelieving, I make this appeal. Always embrace the common humanity that lies at the heart of us all. Always affirm the oneness of our human family…. Let not your differences from the views of others come in the way of the wish for their peace, happiness, and well-being.”

Dalai Lama

creator
From Prayer for Oneness

Few facts have become more evident in our lifetime than the fact that we live in a pluralistic world and society. With the rapid increase in the transmission of information and the ability to travel on a worldwide scale has also come an increasing awareness that both our world and society contain a multitude of diverse and conflicting viewpoints on many different issues. Nowhere is this pluralism more evident than in the realm of religion. What should our attitude be toward other religions?

In spite of the differences, all major religions foster a common “religious experience” aimed at the moral and ethical improvement of man. As Ian Gardner points out, ” irrespective of the colour of the cow, the milk is white” alluding to the fact that “there is but one spiritual Truth irrespective of which Master expounds it.” John Hick, a noted religious philosopher, supports that view, providing a ‘pluralistic hypothesis’ as a solution to conflict between religions. This hypothesis is based on a simple concept: religions are based on spiritual experience of the divine truth – but even in the best of us those experiences are experienced through the lens of our cultural conditionings. Hence the differences in the way that divine truth is presented in different religions.

How should we treat the followers of other religions or non-religious people? A few weeks ago I came across the following two examples on the Peacefully Beautiful blog:
“The Prophet said: ’There is no superiority for an Arab over a non-Arab, nor for a non-Arab over an Arab, nor for a fair-skinned person over a person with dark skin, nor for a dark-skinned person over a person with fair skin.”

“Once the Prophet was seated at some place in Madinah, along with his Companions. During this time a funeral procession passed by. On seeing this, the Prophet stood up out of respect. One of his companions remarked that the funeral was that of a Jew. The Prophet replied, “Was he not a human being?” (Sahîh Bukhârî)

We are all human beings inspite of the differences between us. Let’s always remember that.

Muslims and Christians

From Beyond Minds

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