A Neurobiological Approach to Building Inclusive Culture. Learn more: DisruptiveDiversity.com

1. BUIDLING INCLUSIVE CULTURE
A Neurobiological Approach
Part 2.
WhyWeExclude

2. Building relationshipsBuilding relationships
involves building trust.

3. Quality of Trust

4. “STFU”

5. TRUST
RISK-TAKING
HIGH PERFORMANCE

6. https://www.youtube.com/watch?
v=lKhAd0Tyny0

7. PAIR UP
 Share your general thoughts.
 Have you had similar experiences ?
 How did you react?
 What was the outcome?

8. GENERAL DISCUSSION

9. COMPASSION
CURIOUS
EXCITED
FUN
IMPATIENT
FRUSTRATED
ANNOYED
ANGRY
HOPELESS
STUCK
CONFUSEDNERVOUS
INSECURE
WORRIED
CALM FIGHT FLIGHT FREEZE

10. CONNECTIONTRUSTPARTICIPATION SUPPORTINTEGRITY
Needs are essential and important
and they are roots to our feelings.

11. 5 things you HAVE and DO NOT WANT
HANDOUT – PAGE #8
 What is the Current Experience?
 What might be the UNMET need?
 What is the Desired Experience?

12. A single story is binary
and often leads to blame.
A single story is binary
and can often include blame.

13.  Indifference
 Rage
 Anger
 Frustration
 Disappointment
 Sad
EXCLUSION

14. WITHHOLDING TRANSPARENCY
Strategy Strategy
CONNECTIONTRUSTPARTICIPATION SUPPORTINTEGRITY

15. Exclusion
Zones
ENTITLEMENT VICTIMHOOD
NEEDINESS RIGHTEOUSNESS
“I am better than you.” “You are doing X to me.”
“You are not giving X to me.” “I am right.”
WORTHLESS HOPELESS
HELPLESS TERRIFIED

16. Exclusion
Zones
BULLY COMPLAINER
CARETAKER MICRO-MANAGER
“I am better than you.” “You are doing X to me.”
“You are not giving X to me.” “I am right.”
WORTHLESS HOPELESS
HELPLESS TERRIFIED
ENTITLEMENT VICTIMHOOD
NEEDINESS RIGHTEOUSNESS

18. PAIR UP
 Think of a work situation/ keep confidential
 Which zone do you most often stand and why?
 For each unmet need, locate zone.
EXTRA CREDIT: What is the earliest memory?

19. InclusionExclusion

20.  Safety
 Understanding
 Accepting
 Optimistic
 Accountable
 Courage
INCLUSION

21. Inclusive
Narrative
“Every interaction is about
storytelling.
Every story is an attempt to
connect.”

22. https://www.youtube.com/watch?
v=cWypWe9UAhQ

23. PAIR UP
 Share your general thoughts.
 What does trust mean to you?
 Explore building versus letting go.
 What are the feelings that surface when you have or do
not have trust?

24. GENERAL DISCUSSION

25. Every single interaction with every single
person at every single moment is either
building or dismantling trust.

26. T = c + wTRUST COMPETENCE WARMTH

27. Competence + Warmth
Content Expression
We are tracking for congruence between
content and expression.

28. Transactional
 Criticizing
 Dismissing
 Denying
 Problem-solving
 Reframing
 Advice
 Telling Someone How
They Feel
Relational
 Swear Words
 Visual Imagery
 Fresh Metaphor & Simile
 Relatable Language
 Body Sensations
 Feelings & Needs
 Impossible Dream

29. +Flow Concern
Empathy is bi-hemisphericEmpathy is bi-hemispheric
and micro-surgery to injury.

30. Inclusion
Zones
CURIOSITY CREATIVITY
COLLABORATION COMPASSION
“I am wondering if...” “What if we...”
“How can we best partner...” “Thank you for sharing...”
CONVERSATIONAL TURN-TAKING
SOCIAL SENSITIVITY

31. Inclusion
Zones
SOLUTION FINDER PROTECTOR
ORGANIZER SUPPORTER
“I am wondering if...” “What if we...”
“How can we best partner...” “Thank you for sharing...”
CONVERSATIONAL TURN-TAKING
SOCIAL SENSITIVITY
CURIOSITY CREATIVITY
COLLABORATION COMPASSION

32. RelationalTransactional
Competence Warmth
Social
Sensitivity
Conversational Turn-
taking

33. Rajkumari@iRestart.co
www.iRestart.co
Rajkumari Neogy

34. LUNCH

35. GROUP ACTIVITY
Skills Practice
&
Peer Coaching

36. Process
Prep 3 minutes
• Work alone to determine what situation you would like to practice
• Capture enough info for others 2 to understand and participate
Share 2 minutes
• Determine who will play what roles
• Leader shares the info about situation and answers questions to clarify
Conduct discussion 10 minutes
Debrief 5 minutes
• Share feedback on the leader’s interaction and impact
• What was effective and why it was effective
• What could have been said or done differently and why it would be more
effective

37. Roles
Leader – Leads the conversation
Partner – Engages in conversation from perspective of the other
person
Observer – listen and take notes on the conversation, keying on
the leader
Each person will have the opportunity to be each role.

38. Ground rules
1. NO Oscars for the worlds most difficult employee performance
• Not about making this impossible – to allow practicing in low risk environments
2. Do not use anyone else’s name
• Share as much information as you need, but do not talk about individuals
• Give cues for the partner to play the role: “This person can get very
defensive.”
• Please do not violate confidentiality
3. Observer needs to keep an eye on the time

39. ”“You cannot feel fully included until you
understand where you are being excluded.”

40. GROUP ACTIVITY

41. Rajkumari@iRestart.co
www.iRestart.co
Rajkumari Neogy