Times Three helps companies access
the real value of diversity:
I N N O V A T I O N
Diversity of thought leads to faster innovation.
Times Three helps companies increase diversity of thought by increasing
who’s talking and by diversifying who’s in the room.
WHO’S TALKING (& WHO ISN’T?)
When team members can’t contribute, companies don’t have access to all they are paying for.
How Many Are Holding Back?*
*Times Three data
In one Times Three survey, over 80% of those surveyed said they have been in meetings where they wanted to speak but never did.
What did they want to say?
Why didn’t they say it?
How were they going to help your company?
Times three focuses on tools that help managers seek out unspoken ideas and tools that help staff speak up and be sure they’re heard.
WHO’S IN THE ROOM?
Companies benefit from being strategic about getting a broad set of perspectives.
How Much Better Are Diverse Companies Performing?
Gender Diverse Companies
Ethnically Diverse Companies
∗ Data from Mckinsey – “Why Diversity Matters”
Times Three works with your company to benefit from diversity that already exists in your workplace. Though the benefits of diversity that get talked about the most relate to race, gender and sexual orientation, there is opportunity in engaging ideas from diverse sources, for example: engineering and marketing, moms and dads, millennials and boomers, athletes and gamers, athletes and fashionistas, introverts and extroverts, executives and line workers, high school graduates and PhDs, accounting and sales.
Innovation thrives in diverse, speak-up cultures.
Employees in a speak-up culture are 3.5 times more likely to contribute their full innovative potential. *
Leaders who give diverse voices equal airtime, are nearly twice as likely as others to unleash value driving insights. *
How Unconscious Bias Limits Diversity of Thought.
Although unconscious bias (and any type of bias) is normal human behavior…
Most people don’t know what unconscious bias is and, when they first learn what it is, they don’t think they have it. Unconscious biases are “mental shortcuts based on social norms and stereotypes.” 1) While some unconscious biases are useful, some lead us to take mental shortcuts and have biases about people which narrow our perceptions about what they can offer and accomplish.
…most people don’t know what it is (it’s unconscious!) or how to talk about it…
While many companies understand that unconscious bias exists, sometimes it can be hard to recognize, let alone talk about. Unconscious bias is not limited to race and gender, it can be triggered by education level, job level, pay grade, degrees, fitness level, what people wear, eat, what car they drive, sexual orientation, etc. Few have found a way to open the dialogue within their company. The topic can be loaded, awkward and has reached politically incorrect taboo status.
…which is tricky for companies as it is now known that unconscious bias impacts company performance.
Unconscious bias is expensive for companies. Why? Companies with more diverse “idea pools” grow faster and get more of their revenue from innovation 1) Diminishing the impact of unconscious bias is the first step in developing more diverse “idea pools.”
This class should be mandatory (I am a white male!)
Well, beyond my wildest dreams, not only does Learning & Development think this is a great idea, our HR department is on board!
Loved that session! Definitely think it’s a show worth taking on the road.
This is a subject we’ve never had before.
95% said “I want more!”
It may end up being mandatory for any managers in the company!
I do pay attention to the spoken and unspoken items in meetings after the training, and look for opportunities to help support and lift team members as possible.
Thank you for the work session on bias you recently delivered. The feedback from our team was universally positive and I was pleasantly surprised at the level of interaction you were able to inspire from the associates that attended. We are looking forward to this session having a positive impact on our culture and that the tools you described and illustrated will be used to help all our associates be more attuned to the value of diverse perspectives.Mike Sausa
Times Three provided a familiar and frustrating view of life in corporate America – however, they also provided the third option, which I found to be very valuable. They provided a new perspective on how to engage effectively rather than trying to ignore some of the typical cultural dynamics occurring in meetings regularly. I have already utilized the learnings, and found the results to be very positive.Julie Fellows
I loved this workshop! It was presented in such a comfortable format, which was really nice when dealing with an, at times, rather uncomfortable subject. The material was hilarious and did the trick to warm up the room to discussion. The interactive process was never about political correctness, it was about getting to a point where everyone in the room can share ideas, be heard and work as a team. An eye-opening and beneficial experience for everyone who works in corporate culture.Judith Nowlin