People from marginalized groups often experience subtle negative actions called microaggressions that, in aggregate, can adversely affect both performance and well-being. Based on a wide body of research in positive psychology and management, the authors propose a counterstrategy: Microvalidations. These are equally subtle but powerful actions or language that demonstrate affirmation, encouragement, and belief in a person’s potential. They include: Acknowledging presence, validating identity, voicing your appreciation, holding people to high standards, and affirming leadership potential and status
Source: Harvard Business Review
microaggressions: subtle acts of exclusion that negatively impact learning, problem-solving, and overall emotional well-being for workers who belong to a historically underrepresented or devalued group — whether because of race, gender, sexual orientation, or other identity. microvalidations; subtle powerful actions or language that demonstrate affirmation, encouragement, and belief in a person’s potential. They can include gestures as simple as acknowledging and affirming someone’s experiences, or giving encouraging feedback and sincere compliments. I like to use Gottman's rule (5:1) https://www.gottman.com for building higher engagement. I recently shared this with teams at @Achmea. One of the key skills is the 5:1 ratio. Highlighting someone's strengths and contributions helps them grow stronger, perform better, and become more engaged, and be happier, healthier, and more connected. Here’s what you can do to help your teams: 👌🏼Acknowledge Presence Show interest; simply greeting someone by name and making eye contact signals positive regard in most cultures. When someone is speaking, give them your full attention — put your phone away, close laptops, etc. 👌🏼Validate Identity/ Promote diversity in the team as a strength. People navigate the world at the intersection of multiple identities — white, woman, parent, gay, CEO — all of which are important parts of how they see themselves and would like to be seen by others. These microvalidations help people feel seen, known, and understood. 👌🏼Voice Your Appreciation for Everyone’s Contributions Share directly with colleagues how they’ve made important contributions, influenced decision-making favourably, or helped to build continuity within a team. Do this in real time, even — especially — when a person expresses dissent. This signals that everyone’s perspective is welcome/ valued. Highlight achievements/ accomplishments to other members of the firm, whether the individual is present or not. #microsponsorship. 👌🏼Hold People to High Standards Make it clear that you expect they can meet them. Praise employees for actual achievements. Give marginalized groups challenging assignments. Offer ample resources and developmental feedback to help. Research shows that students from racial minority groups perform better when mentors make it clear that they’re being held to high standards and are assured of their ability to meet them, as opposed to being held to lower standards. #excellence 👌🏼Affirm Leadership Potential and Status Non-prototypical leaders often experience contested authority, which means that people reject and challenge their leadership ability, decisions, and potential. Emerging leaders in marginalised groups often aren’t given opportunities they need to develop, and established leaders aren’t granted the respect they deserve. #leadership #tools #building #engagement #teams #energy #feedbackloops #excellence #opportunities #learning #growth #impact #futureofwork
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