How can you use feedback and coaching to promote inclusion?

1 Understand the benefits of inclusion

Inclusion is more than just a buzzword or a legal requirement. It is a mindset and a practice that values and respects the diversity of people, perspectives, and experiences in your organization. Inclusion can bring many benefits, such as improved creativity, innovation, productivity, engagement, retention, and customer satisfaction. Moreover, inclusion can foster a positive and supportive work environment, where people feel valued, respected, and empowered to contribute and grow.

2 Assess your feedback and coaching style

Before you can use feedback and coaching to promote inclusion, you need to assess your own style and approach. How do you deliver feedback and coaching to your staff? Do you use clear, specific, and constructive language? Do you tailor your feedback and coaching to the individual's needs, goals, and preferences? Do you consider the cultural, social, and emotional factors that may influence the feedback and coaching process? Do you solicit feedback and coaching from your staff as well? Asking yourself these questions can help you identify your strengths and areas for improvement.

3 Use feedback and coaching as a dialogue

Feedback and coaching are not one-way transmissions of information or instructions. They are dialogues that involve listening, questioning, exploring, and collaborating. To use feedback and coaching as a dialogue, you need to create a safe and trusting space for your staff to share their thoughts, feelings, and experiences. You also need to use open-ended questions, active listening, and paraphrasing skills to elicit and understand their perspectives. Furthermore, you need to encourage your staff to ask questions, seek clarification, and express their opinions and ideas.

4 Recognize and leverage diversity

Diversity is not a problem to be solved or a barrier to be overcome. It is a resource to be recognized and leveraged. To use feedback and coaching to promote inclusion, you need to acknowledge and appreciate the diversity of your staff, not only in terms of their demographic characteristics, but also in terms of their skills, knowledge, interests, values, and motivations. You also need to leverage their diversity by providing them with opportunities to learn from each other, collaborate on projects, and contribute to the organizational vision and goals.

5 Celebrate and reward success

Feedback and coaching are not only about identifying gaps and areas for improvement. They are also about celebrating and rewarding success. To use feedback and coaching to promote inclusion, you need to recognize and appreciate the achievements and contributions of your staff, both individually and collectively. You also need to reward them with meaningful and relevant incentives, such as recognition, praise, feedback, autonomy, growth, or compensation. By doing so, you can boost their morale, motivation, and loyalty, as well as reinforce the inclusive culture of your organization.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?