Micro Actions, Macro Impact: Managing Differences and ...€¦ · Are Emily and Greg More...

Micro Actions, Macro Impact: Managing Differences and Minimizing Micro Inequities in the Workplace

Anna Giraldo Kerr May 20-21, 2014

1 ©Anna Giraldo-Kerr | Shades of Success, Inc. | @annagiraldok – [email protected]

2 ©Anna Giraldo-Kerr | Shades of Success, Inc. | @annagiraldok - [email protected]

Micro inequities

devalue

neglect

ostracize

undermine negate demean


Micro Inequities

Small, subtle

Verbal/nonverbal/environmental

Unconscious

Facial expressions, hand gestures,

eye contact

Silence, omission

Tone of voice/ inflections

Have a cumulative effect

4 ©Anna Giraldo-Kerr | Shades of Success, Inc. | www.annagiraldokerr.com

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September 2004


Processing Micro Inequities

Cognitively

HEAD!

HEART!HAND!

Behaviorally Emotionally


Effects of Micro Inequities are Real and Tangible ■  Cognitive: Lack of innovation and

creativity; stereotype threat

■  Affective: Lack or low engagement, low motivation; social rejection mode

■  Behavioral: Low morale, underperformance, and high turnover

■  $64Billion: Estimated annual cost to U.S. employers for voluntary turnover due to “unfairness” which includes micro inequities.


Elements to Consider when Managing the ‘Micros’

Self-Awareness

§  Biases, beliefs, feelings

§  Communication style

§  Way you take in information

Your Role

§  Receiver §  Sender §  Third-party/

witness

Your Response

§  Tactical/ strategic

§  Diversion §  Stop §  Reporting

Follow Through

§  Data collection §  Speak with

colleague(s), mentor, peer, HR

§  Determine action steps

Suggested assessments: •  Myers-Briggs Type Indicator •  Change Style Indicator •  Intercultural Development

Inventory


Pairs ■ Tactical approach ■ Your Role/

Relationship/Response

■ Pause ■  “What do you mean?

Could you repeat that?”

Elements to Consider when Addressing the ‘Micros’

Groups (3rd party) ■ Tactical vs. Strategic ■ Watch and notice ■ Your Role ■ Your Response


Micro affirmations

value

acknowledge

endorse

include appreciate validate


Responding with a Micro Affirmation

■  Appreciation

–  Recognition of contribution, value

■  Affiliation

–  Sense of belonging

■  Status

–  Validation of expertise, knowledge

Diversion?



Next Steps

First timer (new to the concept, dynamics)

■  Strengthen your muscles

–  Build your foundation

–  Assess immediate environment (boss, peers, employees)

–  Broaden reach (clients, department head, company culture)


Ro

A

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Ro A


Next Steps

Familiar but uncertain how to proceed

■  Are you engaged or disengaged?

■  If engaged, verify what you know and go deeper

–  Document patterns

–  What is working? (built in micro affirmations)


Re

A

A Ro

Re

A Ro


Next Steps

Familiar but sore (tired/frustrated/overwhelmed)

■  Why are you sore?

■  What is working?

–  What is not?

■  Options: Allies, peer support, mentors, coach


Re

A

A Ro

Re F

Micro Actions, Macro Impact: Managing Differences and ...€¦ · Are Emily and Greg More...

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