Ensuring Open Communication Lines

People from different generations have different ways of communicating based on their different collective lived experiences. 🧓🏾Boomers mentality may have stemmed from their parents who went through economic uncertainty. Their survival mode mentality led them to cope by suppressing emotions and to display strength and grit. Many older boomers did not have access to education about psychology so they did not acknowledge emotions or communicate verbally. 💼Gen X was raised in the age of materialistic accumulation and they were in the age of improving their individual states rather than focusing on those around them. They were praised for being ‘doers” and when situations were hard, they took a “can do” approach and focused on self improvement strategies. They may have a direct and efficient way of communicating compared to other generations. 👩🏻💻Millennials grew up in the age of internet knowledge. They were the first generation to be born into an age of online access to platforms. They were also the first to have access to online knowledge and resources so they search for a better life and meaning. They seek knowledge on how to heal and process the past and what to be empathic in their communication because they have access to various perspectives due to online connections. 🤳Gen Z grew up in the age of social media where they connect in a digital age as digital natives. Their interactions online are just as valuable as interactions in person. They are deliberate about their choices to value their chosen community and set rigid boundaries and advocate openly for their preferences. They get their information from listening to podcasts and from learning from influential online thought leaders. They are comfortable expressing and sharing emotions as this is how they heal. Because they rely heavily on text messages, they follow a code of conduct in written communication so they may view direct communication without the flowery added nuances in text as being curt. Data from Pew *this cannot depict the experiences of all generations* #generations #communication #workplacewellness

Underrated leadership lesson: Be radically transparent. Feedback shouldn't happen just once a year. It should be a daily, continuous loop. During my 10 years at Bridgewater, I received 12,385 pieces of feedback. And, it wasn't just reserved for formal reviews. Feedback was given LIVE throughout the day. In the middle of a presentation? Feedback. Right after answering a question? Feedback. Truthfully, as an employee, I didn't always love it. But I valued it. After all, they're called blind spots for a reason. This was all the result of one key principle: Radical transparency. A system that integrates candid feedback into daily work life, Allowing employees to constantly assess and be assessed. Here's why it works: ✅ Good thinking and behavior increase ↳ Processes improve when logic is analyzed in real time. ✅ High standards are maintained  ↳ Problems get fixed faster when everything is visible. ✅ No more workplace hierarchies ↳ Continuous improvement happens when everyone is accountable. It's a principle that didn't just change my resilience to feedback. It completely transformed my leadership as a whole. So managers, Consider implementing radical transparency for these 7 reasons: 1. Faster problem-solving ↳ Small issues are easier to fix than big ones. 2. Openness saves time ↳ Less time wasted on gossip and tracking information. 3. Accelerated learning  ↳ Teams grow faster when they understand each other’s thinking. 4. Long-term success ↳ Ongoing feedback improves leadership and the organization. 5. Building an idea of meritocracy ↳ Transparency builds trust and rewards good ideas. 6. Reduced workplace inefficiencies ↳ Open communication cuts wasted time and confusion. 7. Proactive issue resolution ↳ Fixing small problems early prevents bigger ones. While getting scores live in the mid-presentation may not be for everyone: Becoming more transparent has real, tangible benefits, And can put you on a streamlined path to success. Leaders - are you brave enough to try it? ♻️ Repost to help other leaders become radically transparent. 🔔 And follow Dave Kline for more. 

Stop wasting meetings! Too many meetings leave people unheard, disengaged, or overwhelmed. The best teams know that inclusion isn’t accidental—it’s designed. 🔹 Here are 6 simple but powerful practices to transform your meetings: 💡 Silent Brainstorm Before discussion begins, have participants write down their ideas privately (on sticky notes, a shared document, or an online board). This prevents groupthink, ensures introverted team members have space to contribute, and brings out more original ideas. 💡 Perspective Swap Assign participants a different stakeholder’s viewpoint (e.g., a customer, a frontline employee, or an opposing team). Challenge them to argue from that perspective, helping teams step outside their biases and build empathy-driven solutions. 💡 Pause and Reflect Instead of jumping into responses, introduce intentional pauses in the discussion. Give people 30-60 seconds of silence before answering a question or making a decision. This allows for deeper thinking, more thoughtful contributions, and space for those who need time to process. 💡 Step Up/Step Back Before starting, set an expectation: those who usually talk a lot should "step back," and quieter voices should "step up." You can track participation or invite people directly, helping create a more balanced conversation. 💡 What’s Missing? At the end of the discussion, ask: "Whose perspective have we not considered?" This simple question challenges blind spots, uncovers overlooked insights, and reinforces the importance of diverse viewpoints in decision-making. 💡 Constructive Dissent Voting Instead of just asking for agreement, give participants colored cards or digital indicators to show their stance: 🟢 Green – I fully agree 🟡 Yellow – I have concerns/questions 🔴 Red – I disagree Focus discussion on yellow and red responses, ensuring that dissenting voices are explored rather than silenced. This builds a culture where challenging ideas is seen as valuable, not risky. Which one would you like to try in your next meeting?  Let me know in the comments! 🔔 Follow me to learn more about building inclusive, high-performing teams. __________________________ 🌟 Hi there! I’m Susanna, an accredited Fearless Organization Scan Practitioner with 10+ years of experience in workplace inclusion. I help companies build inclusive cultures where diverse, high-performing teams thrive with psychological safety. Let’s unlock your team’s full potential together!

Do you work in Australian Government comms or marketing? Then this is a resource you need to know. The Australian Government Language Services Guidelines is your ultimate guide when it comes to planning, procuring, and executing multilingual communications projects. Yes, there’s a whole section on interpreting (I won’t go into detail on that here). But importantly — the Guidelines also have a substantial section on translation. They cover: ✅NAATII andAustralian Institute of Interpreters and Translators (AUSIT)) — and who they are. ✅ How to budget for language services. ✅ What to consider when translating communication products. ✅ The preferred approach to engaging translation services. ✅ How to identify appropriate languages for translation. ✅ How to prepare materials for translation, and how the process should work end-to-end. It’s an essential document that our team at Ethnolink is very familiar with. And if you’re serious about reaching multicultural audiences in any language, it’s one you need to check out too. Produced by theAustralian Department of Home Affairss — this is the go-to guide for procuring translations in Australia. Link in comments below 👇 #multicultural #communications #translation #government #CALD

Your organization’s inclusivity isn’t defined by the polished DEI statement on your website. It's far more than the policies penned or the occasional training sessions held. True inclusivity is how your employees feel every single day they show up to work. ↳ Do they feel genuinely valued and heard? ↳ Or do they mask parts of themselves to fit in? When your employees look forward to work, not just for the paycheck, but because they: ↳ Feel embraced for who they are, ↳ Feel supported in their unique needs, and ↳ Feel aligned with the company’s vision of true diversity, That's when you know you've built something exceptional. Your inclusivity is built in the small, everyday moments: ↳ The accessible entrances that welcome everyone. ↳ The meetings where every voice is invited and respected. ↳ The swift actions taken when someone faces barriers. Inclusivity is what people share after the workday ends, when they talk about their experiences. It's not just a message crafted for your corporate image, but the reality your team lives and breathes every day. Something that cannot be fabricated or forced. Perhaps you're thinking, "We have policies; isn't that enough?" But policies are just the starting point. ↳ Are they reflected in daily practice? ↳ Do they resonate with every team member? Inclusivity isn't about grand gestures; it's about consistent, meaningful actions. ↳ The effort to understand someone's unique challenges. ↳ The willingness to adapt and accommodate without hesitation. ↳ The culture that celebrates differences rather than merely tolerating them. It's recognizing that every employee's experience matters. When your team members feel: ↳ Safe to express their ideas, ↳ Confident to ask for what they need, and ↳ Certain that they belong, That's the true measure of inclusivity. It's not a statement on your website—it's the heartbeat of your organization. Let's build a place where everyone feels they are part of something bigger. Because true inclusivity can't be written—it must be lived.

250 CEOs told me how to connect. With anyone, anywhere.  One-size-fits-all communication is dead. Our workplaces are more complex, global, and diverse than ever.  That’s why the most effective leaders have range. They know how to connect, influence, and make an impact – wherever, whenever, with whoever. After interviewing 250+ CEOs and global experts on communication on my Speak Like a CEO podcast, I know what it takes to master versatility. In fact, tomorrow’s guest Blake Eastman inspired this post. Here are 8 ways to develop your range as a communicator: 1. Adapt to your audience   2. Master multiple mediums   3. Balance emotion and logic   4. Speak and listen   5. Bridge cultures   6. Simplify complexity   7. Lead and collaborate   8. Evolve with technology  And here’s a bonus: 9. Develop vocal variety instead of delivering monotonous monologues. ❓How do you ensure that you adapt your communication? ♻ Please share to help your network and follow me Oliver Aust for daily tips on leadership communication.

Decoding belonging: B – Bravery Encouraging voices to challenge the status quo, surface truths, and advocate for necessary change. Speaking up against harmful practices and behaviors. E – Equity Recognizing that different people have different needs, removing barriers that have disadvantaged historically excluded groups, and designing systems where everyone can access information, resources, and opportunities they need to succeed. L – Leaning In Engaging with curiosity, confronting discomfort, and being willing to learn and unlearn rather than retreating into defensiveness. O – Openness Fostering a transparent, trust-based environment where information flows freely and where vulnerability is not seen as a weakness. Openness is also about sharing decision-making power, encouraging feedback, creating space for honest dialogues across all levels of the organization, and holding ourselves accountable. N – Nurturing Committing to the long-term development of individuals and teams by investing in their growth, well-being, and potential. G – Growth Embracing learning, innovation, and change as continuous processes. Seeing mistakes as opportunities rather than character flaws. I – Inclusion Ensuring that every individual, across every identity and experience, feels valued, respected, and heard (except racist, misogynistic, homophobic, transphobic, ableist, and other oppressive narratives and behaviors.) N – Normalizing Making belonging practices part of everyday life instead of a one-time initiative or a special program. Embedding inclusion into hiring, meetings, leadership, evaluation, and decision-making until it becomes “that’s how we work together.” G – Grounding Rooting actions, policies, and practices in shared values. Grounding reminds us that organizational culture needs a steady foundation where decisions are not only strategic but also aligned with who we say we are and who we aspire to be. —— [Image description] The image features the word “BELONGING” in bold, capitalized letters at the center. Each letter in the word is vertically connected by dotted lines to a corresponding value or concept that elaborates its meaning.

Creating a Neuroinclusive Workplace: The Importance of Providing Clear Information When fostering neuroinclusion, one of the most effective strategies is providing clear, detailed information about the workplace environment. This can significantly reduce anxiety and help neurodivergent employees feel more comfortable and prepared. Here’s how you can improve inclusivity especially for neurodivergent hires who may be more anxious not having clarity over expectations. Physical space: Share details about desk arrangements, hot-desking systems, and how to book spaces. Offer a map or virtual walkthrough to familiarise employees with the layout. Highlight quiet areas for those needing focus or a calm environment. Hybrid working: If hybrid work is an option, explain how to arrange it and the policies around flexible work. Logistics and wayfinding: Provide travel options, including public transport and parking details. Add key landmarks near the office to aid pathfinding. Office rules: Be clear about dress codes, food policies, and guidelines for using perfumes. Make sure there's transparency around language, hierarchy, and how to take breaks. Support systems: Assign a “work buddy” to help new employees learn the unspoken rules and norms. HR policies: Offer clear explanations of policies and expectations, including job roles. Provide a glossary if acronyms are frequently used. By being explicit and organised in sharing this information, you help build an inclusive and supportive workplace for everyone.

🤔 Can a company be radically transparent internally while being more selective in what it shares externally? At Alan, we believe the answer is yes. 🙌 We strive for ultimate transparency and trust among our team, giving Alaners access to all decisions and projects. This empowers them to make better choices with more context. However, we also recognize that some information, if disclosed prematurely, could put us at a competitive disadvantage. 🤐 That's why we rely on the good judgment of our people to know what to share externally and when to ask for guidance. 🗣️ Our approach: • Always consider the value and risks of external sharing • Check if the company has already communicated about a topic publicly • Ask on dedicated channels when unsure The goal is not to create more rules or processes, but to foster an environment of mutual trust. 🤝 We want Alaners to have the information they need to excel, without requiring everything to be labeled for external sharing. Ultimately, if you're uncertain, the simplest guideline is don't share. 🙊 We have faith in the critical thinking skills of our team to strike the right balance between transparency and discretion. What are your thoughts on this approach? How does your company handle internal vs. external communication? 💭 Let me know in the comments! #transparency #communication #alan