Setting the Stage: Arranging people and agendas to foster inclusive development opportunities

Every year, leaders in organizations around the world strategize and plan for what their focus is going to be for a successful year. This was no different for a leadership team I worked with at a time in my career. They would carefully craft their goals and objectives and then share those goals with their teams, so they knew what was expected of them. Instead of following the same process, which got the job done in a check the box manner, I decided to provide a different approach. One that would allow this exercise to be more than just a cascade of information.

My plans began with identifying a restaurant that had an ideal setting for a working dinner. I made sure the private location I chose had round tables with enough room for people to easily move around, but not so much that they felt like they were in a banquet hall. I have always been a fan of round tables for groups of 8 or more. It allows everyone at the table to feel like they are sitting with one another and creates a welcoming environment that generates cohesive discussions.

Once I secured the location, it was time to organize the details of the dinner and strategically create a seating arrangement that would foster a productive discussion. A leader was placed at each table to help lead the conversation and the remaining seats would consist of associates who did not report directly to them. Logistically, there might have been a couple who did, but I was thoughtful about those people as well. The makeup of each table had a diverse mixture of personalities and working styles. I organized it such that people who are more comfortable with initiating a discussion sat with others who may be a bit more reserved. I felt this would create a nice balance and make it easier for everyone to settle into their space, get creative and focus on the work ahead. I also took into consideration the people who would benefit from getting exposure to certain leaders based on their career aspirations. All of these dynamics were great for the associates, but this set up was beneficial for leaders as well. It gave them the opportunity to learn about the associates at their table whom they normally wouldn’t engage with because of the structure of the team and the intersectionality of their work that happens at higher levels.

Once the seating arrangement was in place, I then moved on to the work we were brought there to do. Each table had the task of going through the list of goals and objectives for their organization. They were then asked to think through any obstacles they might anticipate and identify the resources and support they would need to help them execute on those goals. Although associates didn’t have their direct teammates at their table to help them think through the work ahead of them, the leaders were there to help guide them through it, while allowing others to hear and understand what it takes to get their job done. It also helped them to understand what other people do and the cross-functional aspects of their work. The exercise concluded with each table outlining the results of their discussion, which they took back to their smaller teams to align with their plan of action.

Alignment on goals and objectives was achieved, and it became a win for the company and its people. The working dinner contributed to developing an inclusive culture for this organization and fostering working relationships which continued well beyond this event. Associates tapped into the skillsets of their fellow co-workers and/or were led to others in the organization who could help them. Leaders gained more insight into the people around them which became influential in future discussions when shifting work and adjusting org structures. It’s the accumulation of working sessions such as these that guide leaders to think differently about the next role they fill, promotion they make or project they assign. These types of activities lend themselves to building a more inclusive group, which plants the seeds for diversity. And, when people feel comfortable enough to show their creativity and think through new solutions the benefits are endless. All we need to do is “set the stage”.