Not everyone needs continual ‘you must do this or ‘we do it this way. What about ‘here’s a problem, what do you think?’. Changing mindsets doesn’t have to be a major upheaval, it’s just understanding what triggers the best creativity and allowing people to be part of and, more importantly, be seen. As a team leader, I enjoy asking what do you enjoy doing in your role? What interests you? What would you like to do? How can I best help serve you? What do you suggest? 

In every meeting, you need a lead or a moderator (if you like). Our weekly marketing meetings now feature all our colleagues, and everyone gives feedback on what they’re working on and, if needed, where other members of the team can help to pull projects together. The result is spectacular, we all know each other better, no one is above anyone else, and we’ve created a group environment where there is no wrong answer. We all want the best for each other, and we’re solution based. As a result, our meetings are more enjoyable and, believe it or not, shorter. 

Back to that subject of change, change comes from within and starts with me. What worked for me yesterday might not work today. For me to get what I need, I must communicate that and for others to get what they need I must be open to listen and ask questions! To get a company or organisation to act together as “WE” then everyone needs to both communicate and listen, allow others to be different and embrace what makes others unique. It is truly amazing how much creativity and talent comes out when people feel safe and respected. 

In short, there’s a long way for us to go before we fully understand inclusivity. I’m so proud that all of us who want to challenge the norm and strive for a more inclusive environment where everyone is respected and seen. The small steps we’re making as a team make my role so much more enjoyable.