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In the complex landscape of corporate hell, the subtle but frequent occurrences known as micro-aggressions can profoundly affect productivity and innovation. Recently, I was in a meeting where I witnessed an example of this type of transgression. It made me wonder how much more creative we could be as a company if we could magically make micro-aggressions disappear.
During the meeting, a designer presented two impressive proposals —one drawing inspiration from James Turrell's art and the other reflecting the postmodernism of Michael Graves. A woman attempted to engage in a meaningful discussion about these artistic inspirations, hoping to spark a creative dialogue. However, a younger colleague who led the meeting abruptly interrupted her. He appeared uncurious (unfamiliar?) with these renowned artists, and his lack of curiosity cut short what could have been a fruitful exploration of creativity.
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Being uncurious is one transgression, but being closed off to ideas because you already have the answer is another misdeed. This experience highlights the daily challenges faced by underrepresented individuals who navigate a world where micro-aggressions erode their sense of belonging and hinder their ability to contribute fully. These subtle yet impactful slights accumulate over time, leading to missed opportunities. The untapped potential of these individuals represents years of competitive advantage and decades of untapped innovation.
Microaggressions extend beyond isolated incidents; they are hidden barriers to progress and creativity. They discourage individuals from sharing their unique perspectives and stifle the diverse voices essential for fostering innovation. Recognizing the toll these small aggressions take on productivity and innovation, organizations must create an inclusive environment that values and empowers every individual's voice. This approach unlocks untapped potential, leading to fresh ideas, diverse perspectives, and a competitive edge that knows no bounds.
After the meeting, I encouraged the designers to engage directly with the woman who attempted to initiate a dialogue, resulting in a fruitful discussion that focused the direction of their original proposals. If you ever face the effects of micro-aggression and fear retaliation from a leader, consider this approach to circumvent the obstacle. I know what you’re thinking, Bitches - but I always try to avoid making a permanent solution to a temporary problem - and I believe that all leaders are temporary. In the end, the project improves despite the challenging behavior, and that’s good.