Beth Ridley’s Post

This is my second article in a series highlighting real-life inclusion and belonging trends and scenarios experienced among my clients. This article dives into challenges and practical solutions to bridge across differences related to generations at work, mental health, and neurodiversity. Don't miss out on valuable perspectives and practical tips that can drive positive change and help you stay ahead. #leadership #inclusion #belonging #workplaceculture

Many of my clients struggle with employees who resist inclusion efforts because they don’t want or feel they should have to change their beliefs or values. My response: No one is asking them to. However, no matter what your beliefs and values are, you will work with people who are different from you—that’s just a fact. Being more inclusive isn’t about agreeing on everything. It’s about seeking to understand (vs. shutting out) others and their perspectives—and learning to do so respectfully. This opens the doors for new ideas, broadened perspectives, and overall innovation. Here’s how it works: By seeking to understand others, you become more self-aware of your limitations, which prompts more curiosity about others and inspires more inclusion all around. Inclusive leadership accomplished. No big initiative required. Watch my explainer video to learn more about seeking to understand and the recommended inclusive leadership behaviors I encourage all of my clients to adopt: https://lnkd.in/g6gXrpDK

How often have you quickly made a decision without pausing to consider “Is there anything I’m missing?” or “Could there be a better solution?” (It happens all the time.) I posted about the importance of being self-aware and acknowledging the limitations of your perspective and experience the other day—but what comes next? The answer? Inviting other people and perspectives into the conversation. This curiosity about what others can bring to the table helps to: 👉 Broaden our own perspectives  👉 Replace our innate assumptions with more empathy and insight  👉 Drive more innovation  👉 Make BETTER decisions for stronger outcomes When you’re looking for ways to encourage your employees to be “more inclusive,” encourage them to be more curious about those around them: ask open-ended questions, seek out diverse perspectives, and respectfully engage with others. If you want specific tips for navigating conversations across differences with more curiosity and respect, read this: https://lnkd.in/gJbznChQ

Calling all executives, team leaders, seasoned HR professionals, or employees with a passion for positive organizational culture... CultureCon is less than one week away! Dr. Ann Newman and I are among the 30 inspiring speakers who will present dynamic workshops and provide practical and actionable guidance on transforming your workplace culture. Remember, having a strong sense of belonging at work is key to helping employees thrive in this ever-evolving work environment. That’s why Ann and I will be providing step-by-step guidance for those seeking to build a sustainable culture of belonging and drive leadership accountability for inclusive behaviors. Don’t wait to secure your spot! Here are the details 👇 What: CultureCon 2024 When: August 28-29 Where: The Madison Concourse Hotel and Governor's Club in Madison, WI 👉Tickets available here: https://lnkd.in/gWcDzPAQ 👉 Learn more about our workshop: https://lnkd.in/ggc6C64f

Official permission to admit “I DON'T KNOW” As I always remind my clients, no one is expecting you to know everything. Simply acknowledging that you don’t have all the answers is liberating—and a cornerstone of effective leadership. In fact, admitting what you DON’T know opens the door for others to contribute, making them feel valued and that their opinions, ideas, and expertise matter. Want my advice? 👉 Admit: “I don’t know” 👉 Ask: “What do you think?” These phrases are an important step in establishing self-awareness of your strengths and weaknesses—and being humble enough to admit when you need help. Not only will you be a stronger, more effective leader, but your humility will also contribute to a more inclusive and collaborative environment. Dive deeper into strategies for inclusive leadership when you subscribe to my LinkedIn newsletter 👉 https://lnkd.in/gcfiBAXt

New website—who this? The truth is, the language, initiatives, and approaches that worked ten years ago, don’t work today. Part of being an effective inclusive leader is understanding that this work is always evolving. And we need to be willing to evolve with it, adjusting our leadership practices as we go. That’s why I’m constantly looking for ways to improve my content and update my services to best support you in moving the needle forward. Whether you’re looking for A trusted advisor to  ensure your strategies succeed Accessible and effective leadership development programs Engaging hands-on workshops and inspiring keynote speakers  Access to easy-to-digest materials for new hire onboarding Check out my ✨newly upgraded✨ website and learn more about the different ways we can work together → https://lnkd.in/gn2Qjf8X

With Fall around the corner, it's that time to start planning and prioritizing your inclusion and belonging efforts for 2025! 😱 Feeling unprepared? I’ve got you covered! Join me for an open Q&A session where I’ll dive into your most pressing questions about fostering inclusive leadership and building a vibrant workplace culture. Whether you’re curious about making psychological safety a top priority, tackling the evolving needs around neurodiversity and mental health, or accommodating food allergies during office events, this session is your opportunity to get tailored expert advice and practical insights. Don’t miss out—save your spot and submit your questions now. Let’s make your 2025 planning a success!

Need a summer leadership pick-me-up? There are three inclusive behaviors I ALWAYS tell my clients to focus on when they’re looking for simple yet effective tips for being a more effective and inclusive leader: 💪 Be self-aware enough to acknowledge the limitations of your experiences.  💪 Be curious to replace assumptions with empathy and insight.  💪 Seek to understand others, especially when you disagree. Regularly practicing these simple and intuitive behaviors is highly effective for fostering belonging and inclusion. Dive deeper into these behaviors with this quick explainer video: https://lnkd.in/gw-7zh3U

In this edition of my newsletter, I dive into real-life trends and scenarios experienced by my clients, such as addressing food allergies, navigating political discussions, and enhancing contractor inclusion. This is the first of two articles on these evolving trends—don't miss out on practical insights that can help your organization stay ahead! #inclusion #belonging #leadership #workplaceculture #trends

I’m excited to team up with my client and fellow champion of inclusive leadership Dr. Ann Newman from Goodwill Industries of Southeastern Wisconsin, Inc. for the upcoming 2024 CultureCon conference on August 28-29. As the Learning and Development Innovation Leader at Goodwill Industries of Southeast Wisconsin, Ann works with leaders, frontline managers, and employees to foster workplace belonging and inspire innovation. If there’s anyone who can speak to criticality of fostering employee belonging and how to do it - it’s Ann! Since we know inclusive behaviors are what move the needle forward, we’ll provide actionable tips to build a sustainable culture of belonging and drive leadership accountability for inclusion. 💪 Join us at CultureCon as we demystify the concept of belonging in the corporate workplace. Want to learn more about our interactive session? 👉 https://lnkd.in/gQHWaZ5h To secure your tickets (before the sellout!), head to https://lnkd.in/gWcDzPAQ