The first era lecture hall, "D-I Embrace Different Lecture Hall", was launched at 8 p.m. on the same day! The one-and-a-half-hour lecture was a rich and wonderful evening with a lively question-and-answer session from the host, Merci, the presenter, Mr. Philip, and the founder, Mr. Yan Xuan, and readers.
Prior to the lecture, we invited a large number of readers to play the "Personality Psychological Quiz" (welcome to click on the link to test your essential color!) ,through a contextual continuous question and answer, to analyze your personality traits, as well as the next decade's trends and blessings. So far, more than 65,000 readers have come to measure their colors!
So before class, we asked Philip, the keynote speaker of the lecture, to test his "essential color" and the result was "Professional Blue: Self-Physiologists who took the initiative".
Seeing the result, Philip laughed and felt very much in line with himself! Because Philip is a senior human resources expert and senior executive coach, has 16 years of human resources experience, although in the eyes of outsiders he is already a rich wisdom to guide others, but he is still often in the mentality of students continue to learn curiously.
Multi-integration is an important reason for innovation
Philip mentions his years of experience working for different companies, and observes that companies in traditional manufacturing tend to cultivate talent through standardization because the quality of the products and processes they want is stable and low-change;
- V: Volatile is volatile
- U: Uncertain
- C:Complex is complex
- A: Ambiguous Blur
Therefore, in the new business model of the company, in order to improve the composition of "innovation" to respond to the complex and changing environment, they also adopted to encourage "multi-integration" of the cultural environment. Because when you create an environment where everyone's voice can be heard, healthy and constructive debate can make a wonderful difference;
What is the most important element of a good team?
One study, called the Aristotle Project, found that under the same organizational elements, what really stands out is how teams work together, with the following elements:
- A sense of psychological security
Guess what the most important element is, according to the study? Yes, it's the first one: a sense of psychological security. And what is "psychological security"?
"Psychological security" is to allow members of the team to feel that they can take risks in this team, speak out a little differently from most people, say things differently from their boss, and share failed attempts with others, all of which are comfortable, safe, and respected by others , even if I am different from others.
This goes back to how to create a culture of innovation and keep the team focused? Let everyone have one plus one greater than two effect? The answer is a sense of security.
At this time, he and host Merci also shared their team found that they can communicate smoothly, and cohesion of the case, and after Philip listened to Xuan's sharing, he also shared a recent deep feeling, that is, his mind also has a different look of their own, "sometimes I am intelligent and intelligent, sometimes I am vulnerable, sometimes I need to be with friends, sometimes I am independent."
Multi-integration: See the difference and realize the existence of the "corner"
Philip gives you a practical example to imagine: rhinoceros.
Rhinos have thick horns on the tip of their noses, so - let's use our imaginations a little - what would the rhino look like if it were written outdoors?
I'm afraid all the paintings have that horn!
And each of us in the heart, also have that "corner", see out of the scenery, and everyone's eyes are not the same. If we don't realize it exists, we will think that the world is what we see it, and we will not realize the real world.
But this does not mean that we have to work hard to remove the horns of each rhinoceros, but to clearly realize the existence of "horns", there is an opportunity to more open-minded, to face more meta-voices, so that "diversity and integration" really happen, the world's people can be more comfortable "to be their own."
(You'll like it: "Picking up theYear" Women's Fan Team Story: Every day here, I'm enjoying the happiness of multi-integration)
Talk about the doubts in your heart
Q: How do you accept that other people's opinions are different from their own, and who is right or wrong? I often fall into the blame for being rebutted because of differences of opinion
Philip smiled and said that as if he had answered the student's own question in the first sentence, he agreed with the value of "disagreeing without anyone right or wrong". Philip then uses his senior coaching skills, grabs the heart of the question and asks the students the question of digging into his depth, and he asks:
"The part that blames itself can be distinguished as a dragonfly
- Is it the self who has given in too much to hold his ground?
- Or the fragile self after the opinion has been refuted?
- Or over-insisting on yourself?
Then can we first 'see' what is to blame, after clarifying, we can further understand what we care most about, and then we can make the next choice.
Q: How do you adjust your mentality if you don't want to force yourself into the group when you find yourself out of place with others?
In this question, Philip feels also related to the previous question, the first step is also "see first"!
I am different from others, perhaps different personality, perhaps dress different, perhaps like the previous question of opinion is different - no one is right and who is wrong, no one is good and who is bad. And Philip sees the nature and assumptions behind asking questions, such as that "integration into a group" must be the same as others before it can be integrated?
Is it possible that your "different" is the beginning of a bonus point for the team? And how do we start with this "start" to build a different team, starting with an invitation, trying to guide or throw a different voice on our own.
What if something happens when you throw your voice out and the team doesn't catch it? That doesn't matter! Then ask yourself: Can I throw my voice out in a different way next time? Can I try a second time? Or can you express it in private?
These step-by-step thinking, have fully demonstrated the enthusiasm of multi-integration, become their desired influence and change!
Q: How to let the superior accept this thinking, and how can you start to create a multi-environment?
Philip smiled bitterly when answering the question, because it was often difficult to influence others (laughs). He mentioned that there is a lot of research data on the market right now, and that a diverse and integrated workplace environment has business interests that increase team innovation and engagement, as Google is a good example.
If your supervisor can't accept it, can you start with yourself, from the people around you? As the previous question says, starting with yourself, step by step, makes people think, "What's wrong?" You're a little different as a person.
Influence will be two-way, you have to believe that you and the environment, can slowly change the thinking of the supervisor, and perhaps to understand the life experience of superiors, is also an important start, because he is also a different perspective, with different backgrounds of life individuals.