How to Make Inclusive Decisions as a Team

De: Piper Anderson

Narrado por: Piper Anderson, Joniece Abbott-Pratt

Who gets to make decisions? And how do those decisions get made? Finding ways to include more voices in the conversation will not only result in more cohesive team decisions but will enhance trust and foster a truly engaged workplace.

Entrepreneur and educator Piper Anderson identifies the factors that lead to imbalanced decision-making and provides the tools to make the process less exclusive. How do you ensure introverted employees can comfortably express their ideas? That marginalized voices aren’t overtaken by dominant ones? That structural inequities and unconscious biases are acknowledged? Anderson shares techniques to help guide inclusive conversations whether you’re a leader or an employee, so that the decision-making process is transparent and outcomes reflect the team’s goals.

Key takeaways:

• How to help amplify voices that aren’t normally heard
• Why clarity about roles and responsibilities is crucial to an equitable workplace culture
• How to handle dominant voices that try to control the conversation, and help your team reach consensus
• The importance of “divergent thinking” to a healthy decision-making process

Piper Anderson is an award-winning writer, educator, and cultural strategist. She is the founder of Create Forward, a social impact consultancy committed to designing experiences that advance equity and justice. She currently teaches at NYU’s Gallatin School.

©2021 Audible (P)2021 Audible Originals, LLC.

Very informative

Shirt and sweet, however, this was packed with very informative gems that one can use right away

Really very politically correct biased

Full disclosure, I could only get halfway through, perhaps the second half makes up for the first, but I just couldn’t spend any additional time on it.

Didn’t help with diversity, helps with racism and punishing for perceived infractions. Angry and unhappy book

A report of personal achievements...no value

This is mostly an autobiography with some sprinkling of vague principals to promote a more inclusive workspace. The title is misleading, as the contense exclusively addresses a lack of racial inclusivity and does not provide any framework for inclusivity of differing opinions / solutions.