{"id":4435,"date":"2023-12-11T20:27:52","date_gmt":"2023-12-11T20:27:52","guid":{"rendered":"https:\/\/contemporaryleadership.com\/staging\/1870\/?p=4435"},"modified":"2024-10-24T20:42:39","modified_gmt":"2024-10-24T20:42:39","slug":"leaders-need-be-intentional-about-how-they-foster-networks-within-our-organizations","status":"publish","type":"post","link":"https:\/\/contemporaryleadership.com\/staging\/1870\/leaders-need-be-intentional-about-how-they-foster-networks-within-our-organizations\/","title":{"rendered":"Are We All Birds of a Feather? And, if So, What Are the Implications?"},"content":{"rendered":"

Using network analysis, we recently measured employees\u2019 tendency to connect with others based on race, ethnicity and gender. As it turns out, people are more likely to form relationships with those who are like them (e.g., assortativity based on race = .202, indicating a moderate tendency for people to connect with others of similar backgrounds). This finding isn’t too surprising. After all, it\u2019s easier to connect with those with whom we share something in common. That\u2019s why when we first meet someone, we ask questions like, \u201cWhat do you do for work?\u201d, \u201cWhere do you live?\u201d, and \u201cDo you have kids?\u201d We\u2019re looking for a basis to connect.<\/p>\n

The good news is that similarity fosters connection and builds trust. The bad news is that it can lead to situations where everyone looks, thinks, and acts the same, resulting in fragility, little innovation and barriers for people from underrepresented groups. That\u2019s one reason we\u2019re fans of diversity, equity and inclusion efforts.<\/p>\n

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So, what\u2019s the key takeaway? We can\u2019t be passive. As leaders we need be intentional about how we foster networks within our organizations and beyond.<\/p>\n