Connecting between differences produces better and more beneficial results.
The initial tendency of any manager or business owner is to find people like him or with similar nature to his qualities. I prefer someone to speak my language, to be good to me.
There are people who are directly opposed to me and it's not because they are bad, God forbid .. they just do not approach problems like me or read the map like me or express themselves differently than me.
Who promised that if you chose people like you, you would be able to manage them better?
Is diversification of human resources in a company or organization at all necessary?
How can the diversity and difference between us be exploited into something fertile and effective?
It is known that different people have different perspectives on reality.
Each has his own character through which he experiences reality. From thoughts, feelings, tendencies to the psychological structure, which completely affects the different interpretation of things to the same subject.
One, can calmly respond to something, which the other considers stress. One, be afraid of something, while the other will see it as challenge and excitement.
Dr. Ido Magen, a senior intern in the Department of Molecular Genetics at the Davidson Institute of Science, not only confirmed this, he also pointed that there are even differences between us in the way we experience so-called objective mirrors, like colors. The colors we see depend on processing different wavelengths, so even in this we are different.
There is no one in the world like you, who has your outlook on life and all the combination of qualities within you, claimed from your birth and unique only to you.
But what is the reality that no one takes into account ..? That every person actually feels that way…
It is already a proven thing that a connection between differences, produces a better result in the level of benefit. In any field, micro or macro, whether it is in relationships, collaborations, joint ventures, businesses and teams in the workplace.
A survey by “Forbes” among 321 CEOs of giant companies - found a direct link between success and the level of differences and formation between the employees.
Even in academic institutions they discovered that the most popular articles were written by a mix of veterans and young people.
Researchers from Northwestern made a research on Broadway and it showed that while veteran actors sought to stay "in the clique" of the veterans, it was the reason for the failure of plays, while a mix of veteran and young actors together - presented selected classic plays like "Oklahoma", "Suburban Story" and "Phantom of the Opera".
When there is mutual fertilization and proper connection in the face of common tasks, differences and diversity can be an advantage. But it does not always turn out that way… Why ??
It takes us 7 seconds to decide if we are connecting with the person in front of us and we all have prejudices about different social groups. Organizations today need in addition to diversity to also create a sense of cohesion, involvement and acceptance.
Managing an inclusive work environment is seen by many managers as something that is not committed in reality and is not a top priority. This perception is fundamentally wrong because an inclusive work environment is the winning card of the organization and allows it to improve business performance.
In a study conducted by one of the largest management consulting firms around the world: “McKinsey & Company” on diversity and inclusion, we interviewed senior executives from 1,000 different organizations in 15 countries.
52% of managers answered that the issue of diversity is an important value in the company while only 29% mentioned the issue of inclusion!
So it's great that you want all diversity of people from all ranges of society and it's even recommended, but it is not enough, without a process that will help them work together over the differences between them, will not give results, a deeper process is required here ...
So we saw that there is nothing to do, we are different.
And we realized that this could be an advantage and not necessarily a disadvantage.
It all depends on the emotional culture inherent in the right relationships between everyone.
Organizations today need, in addition to employee diversity (which they are proud to boast about), to create among all of them a sense of cohesion, involvement and acceptance of the other.
Connecting differences can be properly channeled by creating the right emotional culture among the participants in the organization.
This will strengthen your global reputation and so of the organization or team and a new world of opportunities will open up in front of you ...
The connection between businesses, organizations, management and love
Should friendships be left aside when it comes to business?
Wait .. not talking about romantic friendships …
The most common mistake today is that managers and team leaders feel that they should only wear a look of professional seriousness in order to create a good impression and motivate employees.
Studies show :
39% of workers would work harder if they are happy in their current role or place of work.
68% of employees did not choose salary as the most important factor to inform their decisions to take or reject job opportunities.
At H.E.R.O, we see the creation of social resilience as a master key in building an emotional culture in order to maintain the success of employees’ function and efficiency.
These are not Team Building processes, which do give a good atmosphere for a few moments, but does it leave a mark for the future?
There is one area that has attracted a great deal of interest in recent years in the world, called "Companionate Love", which explains that making meaningful connections between colleagues is a foundation for organizational success. This is especially noticeable in meeting challenges, innovation and even in dealing with disputes and conflicts.
The basics of human communication are a sensitive and necessary area of investment today.
Among them is also attention to the capabilities of integrative listening and empathy.
Studies show that the development of these abilities does not get enough attention in a world, where everyone is more and more focused on themselves. As a result, the quality of listening and empathy dropped by hundreds of percent.
The person spends a third of his life in the workplace. The social climate to which the employee is exposed during the hours he stays there often affects him later on, it is difficult to avoid this.
This is what is called: “Emotional contagion”. There is a significant difference between being 8 hours near supportive and smiling employees in comparison to apathetic and self-centered employees. These feelings are contagious, just like bacteria and viruses. We also take them home with us, after work.
The leading companies in the world already understand that in order to create motivation in employees, it is imperative to emphasize employee well-being. And it doesn’t just come down to a nice cafeteria, a snooker table at recess or a holiday gift package.
Creating a significant emotional culture in the organization, increasing employees' sense of belonging to the organization, elevates the "OCB" Organizational Citizenships Behaviors, which is a concept that explains how much employees contribute and how much they give of themselves, beyond what is written in the contract.
They see the organization as an incubator that is good to be in - as a family.