Building Cultures of Inclusion by Linking Psychological Safety to The Five Cs of Storytelling and Identity Construction Through Cross-Generational Experiences
The past five years have seen increased attention on the importance of building cultures for inclusion through various forms of psychological safety. While much of this work builds upon early work on how to identify different types of psychological safety and why they are important to diversity and inclusion populations practitioners, particularly to those focused on resolving racial and gender inequity, there has been less attention as to how these dynamics must also relate to the importance of organizational to personal storytelling and specific to other diversity audiences such as cross-generational. This is despite research that shows the importance of storytelling as increasing emotional and relational engagement, affirmation, and experimentation in identity needed to open up greater engagement that can lead to inclusion and lower conflict in organizations. In this session, we examine how types of the psychology safety may be better fostered through the 5Cs of organizational storytelling of character, context, conflict, climax and closure and particularly to cross-generational audiences and which remain under-addressed in diversity and inclusion practices. We end by with implications on how the above practices may also affect identity construction and specific to more authentic identity expression in cross-generational experiences.
Workplace Application: Participants will learn five distinct approaches to storytelling and identity construction in building cultures of inclusion. They will further learn conditions contributing to psychological safety at work.
Learning Objectives:
1. Participants will develop leadership and related skills in navigating diversity and inclusion in the multi-generational workforce.
2. Participants will have new and expanded approaches to developing relationships between and among generationally diverse groups in the workplace.
3. Participants will grow their competencies in delivering effective communications among generationally diverse groups in their organization.
Mike Horne
Mike Horn helps executives, aspiring leaders, and their teams avoid, minimize, or reduce poor outcomes related to people and culture actions and decisions. He coaches clients on how to close the gap between probable (the best they can do) and possible (what they are capable of doing).
⭐️ Coached an IT Security executive into success following being made redundant following organizational restructure
⭐️ Led an Engineering VP and his team through a significant organizational redesign to increase managerial opportunity and career development for software, hardware, and mechanical engineers
⭐️ Worked with a founder and CEO to re-imagine his career and leadership impact
⭐️ Developed a newly formed global HR team in the midst of an organizational contraction
⭐️ Coached a Biotech VP to seek new career success following failure at their current company
⭐️ Assisted a biopharma technical leader to advance their career for promotion
An expert in human and organization development who works with leaders with technical backgrounds (scientists, technologists, engineers, financiers), helping them excel at what they do while developing leadership skills - including the ability to influence others authentically.
Nicole C. Jackson, MBA, MS, and PhD
Management Expert with over 15 years of diversified program management related experience including in business process improvement, organizational design and alignment, training, and risk mitigation for education, government, non-profit and private sectors. Demonstrated effectiveness in the design and delivery including the creation of IT to HR and academic programs and their alignment. Experience includes academic research and instruction positioned to mid and senior executive audiences in HR, Organizational and Leadership methods and practices, as well as program and risk assessments with a specific emphasis on organizational and leadership ambidexterity development (i.e., the balance between innovation and competency development) - critical to the digital transformation economy. Prior to graduate academia, five-years of experience as an IT Business Process Consultant, Training Manager, and Product Manager in both high compliance-driven client engagements and start-up environments. Extensive training in strategic stakeholder assessments, change management methodologies, curriculum design including external policy reviews, benchmarking, and use of quantitative and qualitative data collection such as surveys and interview methods for organizational change and design work.
