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Semelhante a Agile Kolkata 2022 - Ruchika Bhargava | Inclusion and Engagement in Hybrid World
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Agile Kolkata 2022 - Ruchika Bhargava | Inclusion and Engagement in Hybrid World
- 1. Inclusion & Engagement in Hybrid Mode of Working Ruchika Bhargava Agilekolkata.com
- 2. Introduction Ruchika Bhargava Market Delivery Lead Thoughtworks 18+ yrs of experience , PMI-ACP Growing Interest in Facilitation , Moderation
- 3. Agenda ● Obstacles for Inclusion ● Challenges in Hybrid World ● How to overcome these challenges
- 4. Learnings from this session ● Gain insights as an organization and individual, what it means to be inclusive. ● Learn from real life examples and make process and practice changes to be inclusive
- 10. Inconsistency
- 14. More attention to in person conversations during Agile rituals
- 15. Team norms & communication channels are not clearly setup & known
- 16. Infra readiness is not there nor is Preparedness for Tech issues
- 17. We are adapted to Remote first, change in work patterns has lower buy in
- 19. Proximity Bias
- 24. Build a social contract in the team
- 26. Recognizing the gaps / take feedback on ways of working
- 27. Ways to have inclusive meetings Tools/ Techniques that work for both in person and remote audience
- 32. Team Huddle Days
- 35. It’s Paradigm Shift, we experiment, get feedback and adapt Conclusion
- 36. Thank you!
Notas do Editor
- Unconscious bias is when we make judgments or decisions on the basis of our prior experience, our own personal deep-seated thought patterns, assumptions or interpretations, and we are not aware that we are doing it. Confirmation Bias Attribution An example would be if a person thinks of a coworker as lazy or disinterested if they are sometimes late to work. This can hurt workplace morale because the person will then only see that coworker in that light regardless of their positive performances.
- lack of closeness to an issue can create ignorance Or wilful ignorance
- Intentional inclusion means including people as part of the planning, implementation, and decision-making process. It also means valuing the input, perspectives, and roles that people bring to the effort.
- approaches that address the needs of employee with a variety of backgrounds, working modalities, and abilities Lack of role model
- Selective Mentoring Unconsciously, people are more likely to be invested in someone else's career development when they can see themselves in the colleague. When employees in your organization slip up, do they get a second chance, or are they forever marked as careless? And would you answer that question the same way for each person on your staff?
- Workplace flexibility is the “great differentiator” in attracting and retaining talent. Hybrid work are really conversations about inclusion and equal access for all employees regardless of where they work
- When to be in office When to have meetings Inclusive Language 1. SCHEDULE & MEETINGS 2. TRUST 3. COMMUNICATION PRACTICES 4. NORMS OF ENGAGEMENT
- Proximity Bias Fair career growth chance for all Empathy in Leadership
- Ongoing check in
- No personal attack or blame games Structure Sharing
- How can you be inclusive when onboarding new person in team / organization?
- How can you be inclusive when onboarding new person in team / organization?
- No meeting days Offline hour Lunch hour in calendar
- Tool for collaboration Tool for managing office space Tool for Booking meeting room Tool for Parking management Tool for data security So, when selecting a collaboration tool for your hybrid workplace, look for the following qualities: Easy-to-use and quick-to-implement It should provide full visibility into individual tasks Allow group participation Support secure data storage and exchange
- How can you be inclusive when onboarding new person in team / organization ?