Yeah, I mean, I think it’s so interesting. I do think purpose is part of it. We’ve all seen and heard the studies around diverse teams are higher performing, have greater impact. And so I think the first is actually understanding, within a diverse team that everyone has something that they’re super strong at and how do you help uncover what those strengths are?
So I think one part of it is just really with the leaders and the managers of the team working to make sure that, you know, we also have a high impact behavior around bringing out the best in your people, bringing out the best in people. And it’s really working through understanding what someone is passionate about, what they’re really good at, what the company needs, and then also what they don’t want to do. And having those conversations with people.
And to that point, when I interview, one of the questions I ask pretty much every candidate is like, if there’s something—forget the title, forget the work, but if there’s something that you could do every day, day in and day out, that lights you up, what does that look like? And then if there was another part of the job that you never had to do again, what does that look like?
And it’s not like a trick question to see like, oh, did they say the wrong thing? But it’s really to understand what gets someone motivated and to also get them really thinking about what am I passionate about? Because when you spark that passion, you bring that.
I think when it comes back to the diverse teams, though, beyond really tapping into people’s strengths and their passions, it’s also creating a space where people feel safe and also where people feel belonging and then they can actually do their best work.
And again, what we’ve seen in our data and some of our research that we’ve done is that belonging, the sense of belonging is at an all-time low. And I think particularly when you get into certain situations where companies say, “Oh, we’re going to do diversity training,” and we check a box, right?
It’s less about like, oh, have we checked boxes? And it’s more of how do you build this into the culture? How do you build this into conversations, and how do you also create forms for conversations around it, right?
And I think we do that through ERGs, we do that through our coaching sessions. We actually have a whole suite of things around diversity, equity, inclusion and belonging, where we have coaches who are just dedicated to that and they run workshops and do individual coaching with people as well.
And again, I think it’s about bringing that to the entire organization. So the entire organization is creating and fostering this culture of belonging because when you have that sense, then people feel safe and that’s when they’ll actually thrive.
