Five patterns that get in the way of inclusion — and an antidote for each.
when what they say or do is not acknowledged. Costs are high. The ignored team member feels increased psychological stress and decreased resilience and well-being, and the team loses its talent and expertise.
As the antidote to this subtle Detractor, we recommend Empathetic Mirroring: acknowledging the gaslit person’s experience through paraphrasing, demonstrating understanding, and restoring their sense of reality. This can sound like “I saw what happened; I get it” or “You are not imagining things” or “What would help you regain your confidence?”
, asking the person open-ended questions to support their learning and commitment to more empathetic interactions in the future.Tokenism is the practice of assigning projects to, engaging with, or soliciting the voice of team members primarily because they’re part of an underrepresented group.
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