1. Team Experience Module 1
TURN UP THE HEAT!
PROGRAM ORIENTATION
Team Experience Module 1

2. MODULE OBJECTIVES LEARN UNDERSTAND REFLECT PLAN 1 2 3 4
Learn about the Turn Up The Heat! program and objectives
UNDERSTAND 2
Understand the importance of inclusivity for team success
REFLECT 3
Reflect on IHI Survey Results and our team’s current inclusion climate
PLAN 4
Select a Team Action Goal and create action plans to apply today’s learnings to our daily activities

3. TURN UP THE HEAT!

4. PROGRAM OVERVIEW

5. TEAM EXPERIENCE MODULES
Whole Self 01
Psychological
Safety 02 04
TEAM EXPERIENCE MODULES
Belonging 03
Voice

6. LEARNING AS AN OUTCOME

7. ACTIVITY

8. REFLECT:
Program Intentions &
IHI Survey Results

9. PROGRAM INTENTIONS We assume positive intent.
We are already familiar with the basics of overt discrimination, sexual harassment, and other barriers to inclusion. We want to learn more about how to cultivate inclusion.
We are committed to an environment of inclusion. That doesn’t make it automatic or easy.

10. INCLUSION HEAT INDEX
Provides an understanding of each team’s current Inclusion Climate
Designed to foster greater understanding and improvement of Inclusion Climate at the team level

11. OUR RESULTS

12. PURPOSE OF PARTICIPATION

13. PROGRAM INTENTIONS We assume positive intent.
We are committed to an environment of inclusion. That doesn’t make it automatic or easy.
We are already familiar with the basics of overt discrimination, sexual harassment, and other barriers to inclusion. We want to learn more about how to cultivate inclusion.

14. EMOTIONS CAN SIGNAL OPPORTUNITY
Humans and emotions are complex.
Think of a moment with both Joy and Sadness.
Then consider the growth you gained from understanding their complexity together.
Imagine what happens when you mix fear with courage.

15. PROGRAM INTENTIONS We assume positive intent.
We are committed to an environment of inclusion. That doesn’t make it automatic or easy.
We are already familiar with the basics of overt discrimination, sexual harassment, and other barriers to inclusion. We want to learn more about how to cultivate inclusion.

16. TITLE VII OF THE 1964 CIVIL RIGHTS ACT
Discrimination
BEYOND THE BASICS
Overt
Openly abusive
Quid pro quo
Gross misconduct
Covert
Microaggressions
Expression of implicit bias
TITLE VII OF THE 1964 CIVIL RIGHTS ACT
“It shall be an unlawful employment practice for an employer… to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”

17. A BRIEF FORAY
INTO BIAS

18. EXPECTATION VS. REALITY
How many of us believe we should…?
Try our best?
Never gossip or say unnecessarily mean comments about others?
Never say things in anger that we will later regret?
Do the right thing, even if it feels difficult?

19. Even when we have good intent, the impact still matters.
INTENT VS. IMPACT
Relevant Considerations:
Was someone hurt by something?
Was there a negative outcome?
Did someone suffer?
Even when we have good intent, the impact still matters.

20. Whether or not harmful impact is intentional, it is equally damaging.
IMPACT VS. INTENT
Whether or not harmful impact is intentional, it is equally damaging.

22. https://implicit.harvard.edu/implicit/
UNCONSCIOUS BIAS
Unconscious
Universal
Adaptive, in some respects, but can be highly problematic in today’s world (particularly in the workplace)
Examples vary widely:
“Young people are not as effective as my generation…”
“Girls are bad at math.”
Exclusion from consideration for stretch assignments or promotions.

23. WHAT YOU CAN DO

24. Opportunities to Build a Safe and Inclusive Culture
WHAT WE CAN DO
Opportunities to Build a Safe and Inclusive Culture

25. Building Cognitive Empathy
An individual’s capacity to understand another person’s perspective.
Adaptive function that can be learned.
Ask yourself,
“What might she be thinking or experiencing that would lead her to act that way?”

26. Building Affective Empathy
Experiencing and internalizing the feelings of others.
Empathy vs. Sympathy
Somewhat less amenable to development, but can make improvement with practice.
Ask yourself,
“How would I feel if I were in his shoes?”

27. Building Behavioral Empathy
Outward expression of internally experienced (cognitive and affective) processes.
Very amenable to change/development.
Technique: “Ouch!” “Oops.”
Ask yourself,
“How can I offer support and express my empathy?”

28. Focus on the Event, Not the Person.
HOW YOU CAN RESPOND
Ensure safety.
Refrain from reacting immediately.
Assess the Situation.
Model desired behavior.
Avoid being sarcastic.
Model the Behavior.
Use “I” language.
Goal: increase understanding.
Focus on the Event, Not the Person.

29. WHAT TO DO IF YOU HAVE CONCERNS

30. TEAM ACTION GOALS

31. FAULT LINES
“Faultlines are hypothetical dividing lines that split a group into two or more subgroups” (Thatcher, et al., 2011)
Most teams have potential fault lines based on one or more individual attributes (e.g., age, sex, race, religion)
Having fault lines means a team is prone to problems with working together
Demographic fault lines can divide a group and have negative effects on team performance

32. TEAM ACTION GOALS (TAGs)
Research suggests shared team goals may help reduce demographic fault lines’ effects on team performance
Focusing on our team’s goals that are…
Shared
Clearly defined
…may help improve our ability to work together while valuing differences and inclusion

33. EXAMPLE TAG TOPICS ## of widgets produced in XX amount of time
Customer experience
Safety promotion
Reducing inefficiencies
Respect and having each others’ backs
Division of work

34. SELECTING A TAG
The only expectation is that you choose a goal that will challenge you and cause you to work together.
Our hope is that you will apply the principles and practices you learn in the program, dive into opportunities for group reflection on the environment you’re creating, and be willing to step outside your comfort zone to help you build new skills, knowledge, and experiences beneficial to your development as a team.
All of this should be facilitated by focusing on what our learnings mean (tangibly and intangibly) for our Team’s TAG.

35. SELECTING OUR TAG What are we already working toward together?
Is this a shared goal? Do we all feel strongly that it is important?
Do we need more clarity on this goal?

36. TAG REFLECTION We will reflect on our TAG at each session
How does the session topic relate to our TAG?
What progress has been made on our TAG?
How has our level of inclusion affected our TAG?
What can we do today to improve our team and ability to reach our TAG?

37. TAG Check-In
How does our level of [psychological safety] currently affect our Team Action Goal?
CURRENT STATE
How would increased [psychological safety] improve our ability to reach our TAG?
DESIRED FUTURE
What can we do TODAY to improve the [psychological safety] on our team?
IMMEDIATE ACTION

38. THANK YOU!
QUESTIONS?