How We Cue Inclusivity: Creating a Culture of Belonging

• In Event: What Needs to Happen at the Intersection of Inclusive Leadership and Power to Enable DEIB?

Short Description

Can you recall a time when another person indicated an inclusive mindset?
How did the placement of power manifest between the two of you?

This presentation invites you to consider humanizing cues, from the verbal to the somatic realm. When one aims for inclusivity, leadership must be recognized as “an emergent relational process” (Carroll, et al. 2015, p. 189) with a mindset open to growth (Dweck, 2006). The recognition of another’s mindset, and heart-set, create outward signals about expectations between individuals. Power placement subtleties are derived from spoken words and silent somatic prompts. These clues influence the aptitude of each person involved to “induce responsiveness” (Walker, 2020, p. 34) into the relational dynamic. These signs can ignite or diminish inclusivity and the humanizing process of belonging.

How one humanizes another is at the root of my research. I spoke with an international cohort of individuals who face stigmas based on physical appearance and capabilities to invisible stigmas, such as mental ill-health. Each participant unveiled how they sense belonging from another person, despite their historically stigmatized status. These research interviews employed humanizing dialogue (San Pedro & Kinloch, 2017) and Critical Incident Technique methodology (Holloway & Schwartz, 2014) to explore the energy behind spoken and unspoken narratives of humanization.

Key Takeaway 1: Discover the elements encompassing a moment that generates a sense of inclusivity through feeling humanized.

Key Takeaway 2: Gain insights into verbal and somatic cues that signal a mindset focused in an attitude of belonging.

Key Takeaway 3: Understand the effect of recognizing another by humanizing leadership interactions.

Participant

• LauraLynn Jansen, Antioch University Integrated Coach & Thought Leader in Humanization
  Presenter