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Divercial 002: DEI&B - Setting OKR’s & KPI’s · The Business of Alignment - Powered by The E1B2 Collective

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  Good morning, world. AJ here, bringing you back.
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  Another episode of diverse shal and I want to talk about dni for
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  a minute and be can't forget about the be, can I forget about
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  the belonging I want to talk about kpis and okay, ours for a
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  bit of time here. And in something that I believe
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  is starting to pick up in the word of the ni, where leaders
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  are starting to objectively set those, those measures, right?
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  They're starting to objectively set those okay yards,
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  objectively set those kpis. Being able to truly measure
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  comprehend. Understand, look at Trends, look
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  at the themes, look at insights. And it's something that I know
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  for a fact will be picking up on a 2023 world.
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  Now, many leaders from a D&D Ein be perspective.
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  Look at Trends and data around genders, in certain particular
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  roles, ethnicities, and certain particular roles the amount of
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  times that These folks are potentially hired or supported
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  and certain ways. There are very impactful
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  important Nuance categories that I believe many folks understand
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  and comprehend and track and measure as it pertains to D EI
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  and be. But here's another factor and I
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  wrote a few here just so I wouldn't lose lose track of
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  these thoughts. Here's another few that I don't
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  believe enough organizations are really tracking and
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  understanding percentage of employees have fuel and Priest
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  sense of psychological safety. Contextual to the way that they
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  identify psychological safety, right?
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  And this is a very nuanced element of the human being race
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  that I don't believe has been implemented into the
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  organizational Fabrics of every company on the face of the
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  planet. And what I mean by that, right?
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  That was a mouthful. What I mean by that is at a very
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  simple level which what makes me feel psychological safety with
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  my wife is very Different than what makes her feel
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  psychological safety with her husband.
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  What makes my sister? Feel psychological safety with
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  her teacher is incredibly different than what
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  psychological safety brings as she's building a relationship
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  with her mother. There are different modes of
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  psychological safety. There are different versions of
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  psychological safety, based off of your experiences based off
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  of, who you're around based off of your environment.
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  When I don't believe enough organizations are really mapping
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  it out at a very actual nuanced way.
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  So what I would recommend if you are a d EI and be leader if
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  you're an HR leader, if you're a People Eater, if you're a, if
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  you're someone that's really trying to make sure your culture
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  internally is inclusive, I would recommend tracking.
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  And understanding the percentage of employees that feel they have
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  increased. Of psychological safety.
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  I sense some psychological safety, contextual to the way
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  that they feel and think identify safety.
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  So our however, they identify safety, not how you define
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  safety. Now, how the organization
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  defines psychological safety, because I've seen that too many
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  times, or an organization will raise their hand and say, well,
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  this is what we feel will make our employees feel safe, and
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  we've done a pole. Now, I respect that pole because
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  maybe 85% of your staff said, These things will make us feel
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  safe. But what about the other
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  percentage? What about the other 15%?
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  What about the Nuance variables? Even what about the Nuance
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  variables of the 85%? So these are things that I think
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  everyone needs to really think about as it pertains to
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  psychological safety. Making sure people feel
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  uniquely. Make sure they feel like
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  experiences are uniquely tailored to them.
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  The second thing I want people to start tracking is the
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  percentage of employees that feel.
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  They have an Understand that feel.
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  They have an understanding of how to best communicate with
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  their supervisor. Again, that's a nuanced one.
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  Now, why why does that follow the D EI and be variables is
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  because if they know how to communicate best with their
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  supervisor, number one, there's different there's diversity and
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  communication Styles and preferences that they need to
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  understand. So that means your organization
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  is aligned in sync from that element from an inclusion
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  perspective. They Now understand I feel super
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  comfortable and super safe and super again, inclusive how to
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  communicate? How to, how to get their
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  supervisor to pay attention to the new ideas, their
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  perspectives, their insights. So and I won't go through all of
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  them. But at the end of the day, what
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  I don't think enough employees are really recognizing
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  respecting and understanding as it as it pertains to D and I is
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  that yes. You want your supervisor to
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  understand how to communicate to you but at the same time, there
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  are Are going to be situations. There are going to be moments
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  where you personally need to understand how to communicate,
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  best to your supervisor to get an Initiative off the ground, to
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  be able to raise your hand and ask a question.
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  So nobody to share an idea that you have about a few different
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  initiatives that you're working on.
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  You want to feel that safety when could when you're doing
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  that, you want to be able to know exactly how to communicate,
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  exactly how to share those thoughts, those insights, those
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  perspectives and I believe it. I think that a lot of
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  organizations and a lot of people are missing the Mark or
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  the third thing percentage of a percentage increase of
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  employees, feeling like they have a career mapping plan,
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  tailored uniquely to them. Come on everyone, I think can
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  agree. This is a huge one going into
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  what 2023 World here. Not only do we have as an
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  organization career mapping plans but dussehra does Andrew
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  just Derek? Do they have a plan that
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  Uniquely tailored to them was it's a co-creation moment again.
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  I always reference Kiefer Ozzy. Does Andrew have a IDP plan
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  individual development plan. That's connected to a career
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  mapping plan over the next 18 months that's built out in.
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  If you want to do a scrappy Excel sheet that's plugged into
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  the HRS systems. That's plugged into any other
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  tool that may be managing some of your D EI and be programs IE
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  diversion. Give a little plug, you know, at
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  the end of the day, you got to be able to understand that you
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  have to have actually have a career mapping plan that one of
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  your employees knows. The number one is uniquely Taro
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  to them very inclusive and the number two that they can
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  actually pull up, be able to track and see where they are.
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  It's incredibly important number for here, the percentage of
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  increased, the talk here, the percentage increase of
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  employees, feeling that they have a true.
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  Ooh sense of responsibility in the decision-making process in
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  ways that support their unique appetite.
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  That was a mouthful. Again, I'll break this one down
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  again, percentage increase of employees, feeling like they
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  have a true sense of responsibility in the
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  decision-making process and ways that uniquely fit their appetite
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  or support their unique appetite.
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  What I mean by that, is every single employee across Every
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  single level has a desire to be a part of a decision.
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  Some employers just want to be identified weeks prior to the
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  decision being made, some employees, have a big appetite
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  of actually being involved in the brainstorming process.
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  I'm one of those type of people, some employers, just want to, at
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  least be, at least be mentioned throughout the process, somehow.
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  Someway, fill out some survey provides or to tidbits, whatever
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  the case is going to be, but at the end of the end, the end, Of
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  the day, you have to be aware as an organization, every single
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  employee to some degree wants to be involved in decisions.
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  And that is the way that you can build the most inclusive, the
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  most productive, the most diverse path, operationally and
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  tactically. Because if you have everyone
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  that's involved in a decision, making process uniquely in ways
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  that make them feel psychologically safe.
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  Now you're going to find a lot of productivity.
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  Now, you're going to get a lot of great ideas and now you're
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  going to get a lot of great buy it.
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  Buy in is such a key factor here.
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  The last thing that I don't think a lot of people are
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  understanding, is the percentage increase of leadership holding
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  and having life, check in 10. Once I'll say that again.
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  Percentage increase of leadership holding and having
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  life check-in, 1010 ones, what I mean by that is I don't believe
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  enough organizations are really taking seriously, the
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  leadership, the leadership factors of life.
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  And what I mean by that is if you have an employee that has
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  Very different things happening in their life where there's a
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  noticeable drop-off and productivity, the leader should
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  already be aware of those changes in life.
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  The leadership we already be doing their part to reduce
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  workflow to reduce bandwidth to reshuffle things, to provide
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  more support to to, to be some sort of a thought, leader and
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  mentor to them to recommend them to some sort of counseling or
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  therapy to to, to find different ways, to provide suggestions to
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  be a support system, and that should be uniquely crafted and
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  tailored to that. At employee and the leadership
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  should already be knowing that because they have an operational
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  Fabric and operational setting an expectation, where every
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  single managers having and holding these conversations.
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  So these are all things from a tracking perspective that I
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  think a lot of organizations are just simply missing the Mark 1.
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  Now I'll give you another Factor that's a little bit different
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  from the kpi, okay? Our track a lot of employees and
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  a lot of companies need to understand that when it comes to
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  D EI. And be that there needs to be a
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  little bit more alignment around.
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  The okay, ours alignment around the kpi alignment around D EI
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  and be strategies. So, what I mean by that is I'll
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  give you a couple examples recruiting teams, they may be
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  designing career websites that are attractive, to candidates
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  that are represented by underrepresented backgrounds.
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  But you have to make sure that you're involving and bringing in
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  the leaders of those teams and managers of those teams as it
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  pertains to writing inclusive job.
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  Options and Grading your D EI, and be into the employer
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  branding, making sure that the copy is correct.
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  Making sure that the job descriptions are accurately
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  reflecting what the reality of the of the work life is actually
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  going to be. You never want to have a
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  situation where whatever you're saying to the world, the job is
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  going to be they get into the job, it's completely different.
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  You don't want that disconnect from a Learning and Development
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  perspective, designing and implementing training
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  opportunities to develop Knowledge and Skills on Tei.
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  Be from the marketing perspective, building a diverse
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  team and immersive team with local communities in different
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  cultures and focusing to make sure that there's there's one
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  quart, own voice that can create a sense of belonging from a
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  customer support perspective. Creating a diverse customer
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  service team equipped to really understand the culture.
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  Specific knowledge is the listening skill sets to be able
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  to make everyone on the other side of the call clients
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  Partners Etc. Feel incredibly comfortable
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  based off their unique variables of wherever they come from their
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  language, barriers, things of that nature.
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  So, I think a lot of a lot of organizations, just think, about
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  baking Indian dying into the Fabrics of recruiting the
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  Fabrics of how they potentially higher, the compensation, but D,
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  and I can really impact your marketing and customer base as
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  well. So, these are just a few
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  thoughts that I just don't think enough organizations are
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  thinking about in a very nuanced way.
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  My name is AJ, I'm someone here that is excited to bring you
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  consistent content on behalf of diverse shal and frankly just
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  content covering d&i overall and hopefully today was helpful.
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  So as always just a few thoughts, just a few
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  perspectives, check in on all the updates in the greatest news
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  with diversion and we'll talk soon.