Inclusive networks (2014 Forum on Workplace Inclusion)
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slides from a presentation delivered by joe gerstandt at the 2014 Forum on Workplace Inclusion ...this session considered the importance or relationships, networks of relationships and Social Network Analysis (SNA/ONA) to diversity practitioners, diversity leaders and as a possible diversity and inclusion focus.
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Inclusive networks (2014 Forum on Workplace Inclusion)
- 4. Stanley Milgram (1933 – 1984)
- 5. 1967
- 7. 1 dude in Boston Omaha Boston
- 8. first envelope: 4 days & 2 stops Omaha Boston
- 9. 2-10 stops, median of 5 Omaha Boston
- 10. Mark Granovetter Joan Butler Ford Professor in the School of Humanities and Sciences at Stanford University
- 11. 1974
- 12. 1974 How do people come to get jobs?
- 13. 56% got job through a contact
- 14. 56% got job through a contact
- 15. 1. What? 2. Why? 3. How?
- 16. What do we mean by networks?
- 17. networks are sets of relationships and the patterns they create
- 18. these patterns influence communication, the quality of communication, collaboration and innovation
- 20. 1. What? 2. Why? 3. How?
- 29. consider a ten person team 1 2 4 5 9 3 876 10
- 31. 1 9 7 6 5 2 3 8410 …flow of information?
- 35. Where do good ideas come from? That is simple…from differences. Creativity comes from unlikely juxtapositions. The best way to maximize differences is to mix ages, cultures and disciplines. -Nicolas Negroponte, founder MIT Media Lab
- 36. The social origins of good ideas.
- 39. inclusion: The things that you do intentionally and deliberately to include additional diversity in a group or process. @joegerstandt #WorkplaceForum
- 40. inclusion: “I define connection as the energy that exists between people when they feel seen, heard, and valued; when they can give and receive without judgment; and when they derive sustenance and strength from the relationship.” -Brene Brown @joegerstandt #WorkplaceForum
- 41. Outcome disparities often linked to social disparities.
- 44. homophily: the tendency of individuals to associate and bond with similar others. The presence of homophily has been discovered in a vast array of network studies. More than 100 studies have observed homophily in some form or another and they establish that similarity breeds connection. These include age, gender, class, and organizational role.
- 46. 1. What? 2. Why? 3. How?
- 47. do stuff! (for you)
- 49. Who is in your posse?
- 50. do stuff! (for you) • make a commitment –build new relationships –care for existing relationships –more diversity • study networks • use social technology –Facebook –LinkedIn
- 52. do stuff! (for others) • set the expectation • make introductions • mentoring • cross functional teams • use social technology (still not even joking) • variety of formats
- 53. do stuff! (for your organization) • set the expectation • make introductions • mentoring • cross functional teams • use social technology (still not joking) • variety of formats
- 54. do stuff! (for your organization) • Study Networks →ego/individual networks →bounded/group networks
- 60. social network analysis From time to time people discuss important matters with other people. Looking back over the past six months, who are the people with whom you discussed matters important to you?
- 61. social network analysis Consider the people you communicate with in order to get your work done. Of all the people you have communicated with during the last six months, who has been the most important for getting your work done?
- 62. social network analysis Consider an important project or initiative that you are involved in. Consider the people who would be influential for getting it approved or obtaining the resources you need. Who would you talk to, to get the support you need?
- 63. social network analysis Who do you socialize with? (spending time with people after work hours, visiting one another at home, going to social events, out for meals and so on) Over the last 6 months, who are the main people with whom you have socialized informally?
- 64. analysis • group • proximity • expertise • hierarchy • gender • age • race • ethnicity
- 65. analysis • group • proximity • expertise • hierarchy • gender • age • race • ethnicity What do you have? What do you have a lot of? What do you not have? What do you need to do differently?
- 66. Who do you discuss new ideas with? Who do you turn to for help? Who do you get the most valuable information from? Who do you trust to keep your best interests in mind?
- 67. human resources marketing finance operations information technology affinity groups executive leaders
- 68. I understand this person’s knowledge and skills. If I ask this person for help, I know they will actively engage. I would be more effective if I had greater access to this person. When you interact with this person how does it impact your energy level?
- 71. resources • The Hidden Power of Social Networks | Rob Cross, Andrew Parker • Social Gravity: Harnessing the Natural Laws of Relationships | Joe Gerstandt, Jason Lauritsen • Social Network Analysis | Christina Prell • Understanding Social Networks | Charles Kadushin