Global Inclusion Community

Why Huddle?

To foster employee engagement and discussion of implicit bias we may have that shape the way we interact and relate to others and how to manage it. The huddle allows a real time operational channel for continuous dialogue in our profession where we need to make decisions and judgements quickly.

The Huddle Rules

• Establish “Dialogue Agreements” that the discussion will be respectful, confidential, intent to listen, and be a safe space for dialogue
• Focus on awareness and acknowledgment of implicit bias
• Open dialogue of real events or experiences to allow participants to learn from each other
• Create “hold up” safety valve to pause dialogue in respectful silence for de-escalation so as not to disrupt or impair relationships

Process

1. Preparation is key. Become familiar with the topic and discussion points.
2. Keep the team huddle session to 10-15 minutes
3. Keep team huddle participant size to a small group
4. Provide the definition of bias as a starting reference point in the dialogue as needed
5. Introduce team huddle training topic including why it is important
6. Share agenda
7. Discuss the Huddle Agreement and ground rules
8. Prompt discussion with dialogue starters and sharing of experiences
9. Encourage group problem solving
10. Identify 1-2 action items as a takeaway in preparation for the next team huddle