December 12, 2024 • 18 mins
The presenters argue that in business, focusing on superficial communication aspects ("noise"—accents, grammar) rather than the core message ("signal"—ideas, solutions) hinders success.
It explores how cognitive biases lead to overlooking valuable contributions from diverse individuals, impacting organisational effectiveness and individual careers.
The discussion advocates for cultivating cultural awareness, self-awareness, and empathy to overcome these biases.
By prioritising "signal" over "noise," organisations can foster inclusion, innovation, and improved performance, while individuals enhance their professional development and global competitiveness.
Practical strategies for achieving this, at both individual and organisational levels, are presented.
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Transcript
Episode Transcript
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(00:00):
Hey everybody and welcome.
(00:01):
We are diving deep today into all this stuff you sent about signal versus
noise and global business.
You know, uh, it's kind of like you got this amazing team, super smart people,
but then you end up missing their genius ideas.
Oh yeah.
Cause you're distracted by like an accent or something.
Yeah.
And it happens way more often than you'd think.
(00:22):
It does.
It does.
And that's exactly what we mean by noise.
You know, like we always think of noise as like actual sound, but in this case
it's like anything that distracts us from the really valuable stuff, you know,
the signal and the sources you sent in really highlight how this can actually
play out in a global business.
Totally.
One of the articles that went right into this scenario where you have this
(00:43):
talented engineer, they got these groundbreaking ideas, but they get
overlooked because of how they speak their accent.
I mean, it's like judging a book by its cover, but like this book could have
like the secret to like a totally new sustainable energy source.
Yeah, exactly.
And that whole thing, you know, getting distracted by the superficial stuff.
Yeah.
That's our brains, you know, they're wired for like cognitive ease.
(01:06):
We're like naturally drawn to what's familiar and unfortunately
that can lead to bias, you know, we might just dismiss someone's ideas just
because their communication style is different than like what we're used to.
Okay.
I get that.
But what's the real impact here?
I mean, it's just about being nice, you know, valuing everyone's voice or is
(01:27):
there actually like a business consequence here?
Oh, it's way more than just being nice.
Okay.
Like one of the studies that you sent in, it said that companies are losing
something like $4.6 billion every year.
Whoa.
Because of miscommunication and like these cultural misunderstandings.
Well, it's a lot of money.
That's huge.
And I mean, what about the impact on talent?
(01:48):
Yeah.
Like if someone's always feeling undervalued because of their accent
or whatever, they might just like, yeah, get disengaged or even leave the company.
Right?
Absolutely.
And that's a huge loss, you know, not just for the person, but for the company.
For everyone.
Speaking of losses, one of the reports you sent in mentioned a specific case
(02:08):
where a company lost out on a million dollar deal because they missed the
signals in a negotiation with like an overseas partner.
Oh, interesting.
Yeah.
What happened?
Well, they were so focused on how the partner was communicating, you know,
like it was very direct and all about data that they totally missed like these
(02:30):
subtle cultural cues that basically meant they were willing to compromise.
But by the time they realized it was too late, the deal fell apart.
So it seems like cultural awareness.
It's not just like a nice to have.
It's like a crucial business skill.
Absolutely.
Especially in today's world.
Yeah.
Yeah.
And you had actually mentioned this in your note.
You said you weren't really sure how to navigate these cultural differences.
(02:52):
Oh yeah.
Without feeling like you're like walking on eggshells.
Does that?
It does.
Resonance.
Yeah.
It's a common thing.
But one of your sources, it was a book on cross-cultural communication.
Actually, it said we should like shift our focus.
Okay.
Instead of getting hung up on how W people are communicating, we should
try to understand what they're saying.
(03:12):
Okay.
That's interesting.
But how do we actually do that?
It's easy to say focus on the message, but like our brains, they just
notice those differences right away.
They do.
And that's where self-awareness comes in.
Okay.
You know, realizing your own biases.
That's the first step to overcoming them.
Like ask yourself, do I value some accents or ways of speaking more than others?
You know, you even mentioned in your notes that you'd like tend to tune
(03:35):
out when someone's talking in a monotone voice.
I do.
It's true.
We all have these little things, right?
Yeah, for sure.
But once we're aware of them, we can start to, you know, challenge them.
And there are actually some things we can do, like some strategies to get
better at like filtering out the noise from the signal.
Okay.
So let's get into the strategies.
Yeah.
You sent over a really interesting white paper.
(03:57):
What stood out to you?
Well, one of the key things they talked about was empathy.
Okay.
You know, like really trying to see things from another person's
perspective, even if it's like completely different from your own.
And how does empathy actually translate into, you know, like
real business benefits?
Well, the white paper actually breaks it down.
Like empathy, it leads to better teams, better problem solving,
(04:20):
negotiations go smoother, and ultimately you have like happier,
more productive employees.
So it's not just about avoiding like misunderstandings about
unlocking that full potential.
Yes, exactly.
Of a diverse team.
The white paper even had this example about a tech company that did empathy
training for their employees.
(04:40):
Uh-huh.
What happened?
Well, their cross-cultural collaboration just went way up.
Wow.
And their product development got like twice as fast.
That's amazing.
It is.
So investing in empathy, cultural awareness, it can actually pay off.
It does in a big way.
Big time.
You also sent in this podcast episode where a CEO was talking about how he
(05:01):
like changed his whole company culture.
Oh yeah.
I remember that one.
Yeah.
But like using this more signal focused approach.
Yeah.
What was the takeaway?
Yeah. What was the takeaway there?
Well, the biggest thing was he was leading by example.
Okay.
Like he actually started making an effort to like seek out different perspectives
and really listen to his employees, even when they communicated in ways
(05:23):
that he wasn't really used to.
That's powerful.
It is.
It sounds like it's not enough to just talk about diversity and inclusion.
Yeah.
You got to.
You got to walk the walk.
Yeah.
Walk the walk.
Absolutely.
That actually leads into one of the strategies from the white paper, like
creating inclusive communication guidelines.
Yes.
It's about setting clear expectations for how everyone communicates, you know,
(05:43):
no matter their background or communication style.
So it's like making a framework.
Right.
That helps everyone feel safe and respected, but also keeps the focus on the
signal, the important ideas.
And that framework should include things like active listening, paraphrasing to
make sure you understand and asking clarifying questions when you need to.
(06:05):
It seems like a lot of this just comes down to being more, you know, mindful
and intentional when we communicate.
Exactly.
And that brings us to another strategy.
Training.
Let's talk about that.
You flagged a part in the book about all these different types of training.
What were some of the main points?
Well, the book was saying training shouldn't be about, you know, like
(06:28):
political correctness.
Yeah.
It should be practical.
Right.
It should give employees the skills to actually communicate effectively.
Across cultures.
Across cultures.
Yes.
Okay.
So what are some examples of training that can help with that?
Well, they mentioned cultural awareness workshops, communication skills,
training, even language classes, you know, to give people the tools to
(06:48):
understand different norms and how to handle these communication challenges.
And to build relationships with people from different backgrounds.
Exactly.
And this kind of training helps both the person and the whole company.
So we've talked about signal versus noise.
We've discussed like the business impact of miscommunication.
Yeah.
And we started to get into some ways to build a more signal focused culture.
(07:10):
And remember, this is just the beginning.
Yeah.
There's so much more to talk about, like how to handle those tricky situations
where the noise is just hard to ignore and how to advocate for change within a company.
So stay tuned for part two, where we'll dive into all of that.
It's going to be good.
It's going to be great.
All right.
So welcome back to our deep dive into signal versus noise.
(07:32):
Yeah.
It's great to be back before we get into even more of those strategies.
Let's talk about what happens when we just get this whole
signal versus noise thing wrong.
Oh yeah.
You highlighted a section in one of those articles about how this can impact
employees, like on a personal level.
Yeah.
Yeah.
What stood out to you there?
You know, it was interesting.
(07:53):
The article really focused on the emotional side of it.
Okay.
Like imagine always being judged for your accent, your grammar, instead of your actual
ideas.
Yeah.
It's got to be so demoralized.
Yeah.
It's like constantly being told your ideas are great, Bayete.
Exactly.
And that, but just hangs there.
Right.
Overshadowing everything you just said.
(08:14):
Yeah.
And over time, that can really erode someone's confidence, their motivation,
even their sense of belonging at the company.
They might just stop sharing those great ideas.
Yeah.
They might start to self-censor, hold back because they're afraid of being judged.
Afraid to speak up.
Exactly.
And that's a huge loss for everyone.
It is.
One of the studies you sent, it actually put a number on this.
(08:35):
Really?
It said companies are losing an estimated $11 billion.
Wow.
Every year.
That's a lot.
Because of employees feeling disengaged.
Yeah.
From feeling undervalued, not hurt.
It's a staggering number.
And it's billion with a B.
It really shows you the cost of ignoring the signal.
Right.
And getting caught up in the noise.
(08:56):
Exactly.
But even beyond the money.
Right.
There's like a moral issue here.
Oh, absolutely.
It's just wrong to judge someone based on how they speak.
Totally.
Instead of what they're actually saying.
I couldn't agree more.
You mentioned in your notes that you've actually seen this happen like firsthand
at a previous job.
Oh yeah.
You saw colleagues struggling to be heard.
(09:17):
I did.
I did.
Even though they had these great contributions to make.
It was so frustrating, you know, seeing all this talent just sidelined
because their communication style didn't fit the mold.
It makes you realize how important it is.
Yeah.
To create that culture.
Right.
Where everyone feels safe.
To suppress themselves.
To be themselves.
Exactly.
So how do we go from like a culture of judgment to one of curiosity.
(09:41):
Yeah.
And appreciation for all these different styles.
Well, that book you sent on Cross-Cross-Border,
it stressed that it starts with awareness.
We've got to learn about the cultures we're interacting with.
Yeah.
And be aware of our own biases, you know.
Uh-huh.
You were right on about mentorship programs.
Oh yeah.
That book had a great example.
Yeah.
Of how powerful they can be.
(10:01):
For supporting people who feel like they're not being heard.
Right.
It's like having a guide, not just for the language,
but for the whole unwritten rules of speaking.
Yeah.
Their culture.
Exactly.
And it's not just about helping people adapt to the new culture.
It's about using those diverse perspectives to actually make
the company culture richer.
Makes sense.
You know, you sent a link to a TED Talk about psychological safety.
(10:24):
Oh yeah.
That was a good one.
How does that fit into all of this?
It's totally relevant.
OK.
The speaker was saying that a culture of psychological safety,
that's where people feel comfortable speaking up.
Right.
Sharing their ideas.
Even admitting mistakes.
Exactly.
Without being afraid of like, putting things in their hands.
Exactly, without being afraid of like, negative consequences.
(10:45):
Yeah.
And that's essential for innovation and creativity.
So in the context of signal versus noise.
Yeah.
Psychological safety means we encourage people
to share those signal ideas.
Yes.
Even if they're communicated in a way that feels a little noisy.
Exactly.
At first.
Yeah.
Right.
And leaders, they play a huge role in creating this environment.
(11:08):
It's about setting the tone.
Modeling those inclusive behaviors.
Yeah.
Actively looking for different viewpoints.
One of the reports you sent actually
looked at the leadership styles.
Oh, interesting.
Of CEOs in companies that are known for being signal focused.
Yeah.
And those leaders, they were always
willing to listen to different opinions.
(11:30):
Wow.
They admitted when they were wrong.
And they created space for others to shine.
And think about the impact that has on the team.
Right.
And leaders are humble and open like that.
Yeah.
It gives everyone else permission to do the same.
It creates that ripple effect.
Totally.
So it's not just about avoiding the noise.
It's about amplifying the signal.
No matter where it comes from.
(11:51):
But let's be real.
We all make mistakes.
We do.
We're going to misinterpret things.
Yeah.
Especially in cross-cultural interactions.
How do we create that culture where
it's OK to make mistakes and learn from them?
That's where growth mindset comes in.
OK.
It's not seeing mistakes as failures.
Yeah.
But as chances to learn and grow.
(12:12):
That reminds me of something from that podcast you shared.
Yeah.
The CEO talked about celebrating good failures.
Oh.
Mistakes made with good intentions.
Right.
Where you actually learn something.
Yeah.
It's about creating that safe space
where people feel comfortable saying, hey, I messed up.
Yeah.
Asking for help and learning from each other.
So it's not about avoiding those awkward moments.
(12:33):
It's about using them to build stronger relationships.
And become better communicators.
Right.
So we've got empathy, psychological safety,
growth mindset, and constructive feedback.
Yeah.
All working together.
I all play a part.
To create a culture where the signal can thrive.
Exactly.
But it's not just about good vibes.
(12:54):
You know?
There are real benefits to this signal-focused culture.
We've talked about the cost of miscommunication.
Yeah.
But what about the gains?
Right.
What happens when companies actually get this right?
That's what we'll be talking about in the final part
of our deep dive.
I'm excited to hear it.
We're going to look at the real, tangible benefits.
Yeah.
And we'll talk about what you can do.
Right.
To start amplifying the signal.
(13:15):
Awesome.
In your own workplace.
So stay tuned.
Ah.
All right.
Welcome back to the deep dive.
So we spent the last two parts really
getting into this whole signal versus noise idea.
You know, why it matters.
And how a noisy environment can actually hurt a business.
But now, let's flip it and talk about the good stuff.
(13:36):
Yeah.
You sent over some really interesting stuff
about the potential benefits of being a signal-focused
organization.
What were some of the biggest takeaways for you?
You know, the most exciting part is it's not just
about avoiding the bad stuff.
The stuff you sent really shows that being signal-focused
can actually be a superpower for success.
Right.
Remember that case study about the global software company?
(13:59):
Yeah.
That one was really something.
Right.
They actually put all those strategies
we talked about into practice.
You know, like the cultural awareness training,
the mentorship programs, all of it.
Yeah, they went all in.
What happened?
Well, their profits went up like 20% in just two years.
Wow.
But it wasn't just the money.
You know, employee satisfaction went way up.
(14:19):
They started attracting top talent from everywhere.
OK.
And they became known for having the best, most
innovative products.
It's like proof that putting in the effort for this signal
focused approach, it can really have this ripple effect.
Of time.
On the whole company.
Across the board.
I know from your notes, you're really
interested in how this impacts decision making.
(14:41):
Oh, yeah.
Did any of the stuff you read touch on that?
Definitely.
Like one of those white papers you sent in,
it talked about how a signal-focused approach
helps you make better decisions and faster too.
Oh, interesting.
Because when you cut through all that noise,
and you can zero in on what really matters,
you don't get stuck in that analysis paralysis.
(15:01):
That makes sense.
And it's not just speed either.
No.
You're really hearing from different people,
considering all sorts of ideas.
Right.
You're less likely to fall into that group think trap.
Exactly.
That white paper even had a study in it
that showed that diverse teams make more objective decisions,
like more well-rounded ones, compared to groups
that are all the same.
It's about using the power of those different viewpoints
(15:25):
to make better choices.
But let's be real.
This stuff isn't always easy.
Oh, no.
In your notes, you mentioned feeling kind of overwhelmed
sometimes with just the sheer amount of information
and all those different communication styles in your work.
All the time.
It can be a lot.
But one of the articles you sent about practical tips
for amplifying the signal, it had this really helpful analogy.
(15:48):
It said to think of yourself like a detective solving
a case.
OK, I like that.
So we're not just listening passively.
Right.
We're looking for clues.
Exactly.
Like the article said, ask yourself,
what's the main message here?
What's this person really trying to say?
What's important?
And what's just noise?
It's like creating this mental filter
to help us focus on the most valuable stuff.
(16:10):
And remember, it's not about ignoring
the cultural differences or making everyone communicate
the same way.
It's about recognizing those differences,
appreciating them, but still being
able to pick out the signal, the ideas and insights that
help us succeed.
Now, you also mentioned that you felt a bit stuck on what
you can do personally to be more signal focused.
(16:32):
Yeah.
Especially because you're not in a leadership position
right now.
Right.
Did anything you read address that?
Totally.
One of the books made the point that change
starts with each person.
You know, you don't have to be the CEO to make a difference.
It starts with your own communication.
OK.
Like, are you being clear, concise, respectful?
Are you really listening, asking questions when you need to?
(16:53):
So it's about showing those signal focused behaviors.
Yes.
Exactly.
Even in everyday conversations.
And don't be afraid to speak up in your team,
in your department.
Share articles, start discussions,
suggest some of the strategies we've talked about.
Even small things can make a difference.
It's about being proactive.
Right.
And taking ownership of the communication culture
(17:14):
around you.
And you know, this is a journey.
It's not like you just arrive one day and you're done.
Yeah, of course.
You're going to get distracted by the noise sometimes
or misinterpret something or just not have the energy
to be totally present.
It happens.
Be kind to yourself, learn from it,
and just keep practicing.
It's about progress, not perfection.
Absolutely.
(17:34):
And the more we practice, the better we get at tuning
in to those signals.
Yeah.
No matter where they come from or how they're expressed.
You got it.
And when we can all do that, think about what's possible.
Yeah.
Stronger teams, better decisions,
more creative solutions, a world where
everyone feels heard and valued.
It's a great vision to work towards.
It is.
So as we wrap up this deep dive, what's
(17:55):
like the one key takeaway you want to leave our listener
with?
Don't let the noise of those little differences
drown out all the amazing ideas out there.
Challenge yourself.
Be empathetic.
And remember, the best insights can come
from the most unexpected places.
That's a really great message.
And remember, this is just the beginning.
Keep exploring those materials you sent in.
(18:16):
Keep practicing.
And keep pushing for a more inclusive signal-focused world.
Thanks for joining us on the deep dive.
And we'll see you next time.
Hey everybody and welcome.
(00:01):
We are diving deep today into all this stuff you sent about signal versus
noise and global business.
You know, uh, it's kind of like you got this amazing team, super smart people,
but then you end up missing their genius ideas.
Oh yeah.
Cause you're distracted by like an accent or something.
Yeah.
And it happens way more often than you'd think.
(00:22):
It does.
It does.
And that's exactly what we mean by noise.
You know, like we always think of noise as like actual sound, but in this case
it's like anything that distracts us from the really valuable stuff, you know,
the signal and the sources you sent in really highlight how this can actually
play out in a global business.
Totally.
One of the articles that went right into this scenario where you have this
(00:43):
talented engineer, they got these groundbreaking ideas, but they get
overlooked because of how they speak their accent.
I mean, it's like judging a book by its cover, but like this book could have
like the secret to like a totally new sustainable energy source.
Yeah, exactly.
And that whole thing, you know, getting distracted by the superficial stuff.
Yeah.
That's our brains, you know, they're wired for like cognitive ease.
(01:06):
We're like naturally drawn to what's familiar and unfortunately
that can lead to bias, you know, we might just dismiss someone's ideas just
because their communication style is different than like what we're used to.
Okay.
I get that.
But what's the real impact here?
I mean, it's just about being nice, you know, valuing everyone's voice or is
(01:27):
there actually like a business consequence here?
Oh, it's way more than just being nice.
Okay.
Like one of the studies that you sent in, it said that companies are losing
something like $4.6 billion every year.
Whoa.
Because of miscommunication and like these cultural misunderstandings.
Well, it's a lot of money.
That's huge.
And I mean, what about the impact on talent?
(01:48):
Yeah.
Like if someone's always feeling undervalued because of their accent
or whatever, they might just like, yeah, get disengaged or even leave the company.
Right?
Absolutely.
And that's a huge loss, you know, not just for the person, but for the company.
For everyone.
Speaking of losses, one of the reports you sent in mentioned a specific case
(02:08):
where a company lost out on a million dollar deal because they missed the
signals in a negotiation with like an overseas partner.
Oh, interesting.
Yeah.
What happened?
Well, they were so focused on how the partner was communicating, you know,
like it was very direct and all about data that they totally missed like these
(02:30):
subtle cultural cues that basically meant they were willing to compromise.
But by the time they realized it was too late, the deal fell apart.
So it seems like cultural awareness.
It's not just like a nice to have.
It's like a crucial business skill.
Absolutely.
Especially in today's world.
Yeah.
Yeah.
And you had actually mentioned this in your note.
You said you weren't really sure how to navigate these cultural differences.
(02:52):
Oh yeah.
Without feeling like you're like walking on eggshells.
Does that?
It does.
Resonance.
Yeah.
It's a common thing.
But one of your sources, it was a book on cross-cultural communication.
Actually, it said we should like shift our focus.
Okay.
Instead of getting hung up on how W people are communicating, we should
try to understand what they're saying.
(03:12):
Okay.
That's interesting.
But how do we actually do that?
It's easy to say focus on the message, but like our brains, they just
notice those differences right away.
They do.
And that's where self-awareness comes in.
Okay.
You know, realizing your own biases.
That's the first step to overcoming them.
Like ask yourself, do I value some accents or ways of speaking more than others?
You know, you even mentioned in your notes that you'd like tend to tune
(03:35):
out when someone's talking in a monotone voice.
I do.
It's true.
We all have these little things, right?
Yeah, for sure.
But once we're aware of them, we can start to, you know, challenge them.
And there are actually some things we can do, like some strategies to get
better at like filtering out the noise from the signal.
Okay.
So let's get into the strategies.
Yeah.
You sent over a really interesting white paper.
(03:57):
What stood out to you?
Well, one of the key things they talked about was empathy.
Okay.
You know, like really trying to see things from another person's
perspective, even if it's like completely different from your own.
And how does empathy actually translate into, you know, like
real business benefits?
Well, the white paper actually breaks it down.
Like empathy, it leads to better teams, better problem solving,
(04:20):
negotiations go smoother, and ultimately you have like happier,
more productive employees.
So it's not just about avoiding like misunderstandings about
unlocking that full potential.
Yes, exactly.
Of a diverse team.
The white paper even had this example about a tech company that did empathy
training for their employees.
(04:40):
Uh-huh.
What happened?
Well, their cross-cultural collaboration just went way up.
Wow.
And their product development got like twice as fast.
That's amazing.
It is.
So investing in empathy, cultural awareness, it can actually pay off.
It does in a big way.
Big time.
You also sent in this podcast episode where a CEO was talking about how he
(05:01):
like changed his whole company culture.
Oh yeah.
I remember that one.
Yeah.
But like using this more signal focused approach.
Yeah.
What was the takeaway?
Yeah. What was the takeaway there?
Well, the biggest thing was he was leading by example.
Okay.
Like he actually started making an effort to like seek out different perspectives
and really listen to his employees, even when they communicated in ways
(05:23):
that he wasn't really used to.
That's powerful.
It is.
It sounds like it's not enough to just talk about diversity and inclusion.
Yeah.
You got to.
You got to walk the walk.
Yeah.
Walk the walk.
Absolutely.
That actually leads into one of the strategies from the white paper, like
creating inclusive communication guidelines.
Yes.
It's about setting clear expectations for how everyone communicates, you know,
(05:43):
no matter their background or communication style.
So it's like making a framework.
Right.
That helps everyone feel safe and respected, but also keeps the focus on the
signal, the important ideas.
And that framework should include things like active listening, paraphrasing to
make sure you understand and asking clarifying questions when you need to.
(06:05):
It seems like a lot of this just comes down to being more, you know, mindful
and intentional when we communicate.
Exactly.
And that brings us to another strategy.
Training.
Let's talk about that.
You flagged a part in the book about all these different types of training.
What were some of the main points?
Well, the book was saying training shouldn't be about, you know, like
(06:28):
political correctness.
Yeah.
It should be practical.
Right.
It should give employees the skills to actually communicate effectively.
Across cultures.
Across cultures.
Yes.
Okay.
So what are some examples of training that can help with that?
Well, they mentioned cultural awareness workshops, communication skills,
training, even language classes, you know, to give people the tools to
(06:48):
understand different norms and how to handle these communication challenges.
And to build relationships with people from different backgrounds.
Exactly.
And this kind of training helps both the person and the whole company.
So we've talked about signal versus noise.
We've discussed like the business impact of miscommunication.
Yeah.
And we started to get into some ways to build a more signal focused culture.
(07:10):
And remember, this is just the beginning.
Yeah.
There's so much more to talk about, like how to handle those tricky situations
where the noise is just hard to ignore and how to advocate for change within a company.
So stay tuned for part two, where we'll dive into all of that.
It's going to be good.
It's going to be great.
All right.
So welcome back to our deep dive into signal versus noise.
(07:32):
Yeah.
It's great to be back before we get into even more of those strategies.
Let's talk about what happens when we just get this whole
signal versus noise thing wrong.
Oh yeah.
You highlighted a section in one of those articles about how this can impact
employees, like on a personal level.
Yeah.
Yeah.
What stood out to you there?
You know, it was interesting.
(07:53):
The article really focused on the emotional side of it.
Okay.
Like imagine always being judged for your accent, your grammar, instead of your actual
ideas.
Yeah.
It's got to be so demoralized.
Yeah.
It's like constantly being told your ideas are great, Bayete.
Exactly.
And that, but just hangs there.
Right.
Overshadowing everything you just said.
(08:14):
Yeah.
And over time, that can really erode someone's confidence, their motivation,
even their sense of belonging at the company.
They might just stop sharing those great ideas.
Yeah.
They might start to self-censor, hold back because they're afraid of being judged.
Afraid to speak up.
Exactly.
And that's a huge loss for everyone.
It is.
One of the studies you sent, it actually put a number on this.
(08:35):
Really?
It said companies are losing an estimated $11 billion.
Wow.
Every year.
That's a lot.
Because of employees feeling disengaged.
Yeah.
From feeling undervalued, not hurt.
It's a staggering number.
And it's billion with a B.
It really shows you the cost of ignoring the signal.
Right.
And getting caught up in the noise.
(08:56):
Exactly.
But even beyond the money.
Right.
There's like a moral issue here.
Oh, absolutely.
It's just wrong to judge someone based on how they speak.
Totally.
Instead of what they're actually saying.
I couldn't agree more.
You mentioned in your notes that you've actually seen this happen like firsthand
at a previous job.
Oh yeah.
You saw colleagues struggling to be heard.
(09:17):
I did.
I did.
Even though they had these great contributions to make.
It was so frustrating, you know, seeing all this talent just sidelined
because their communication style didn't fit the mold.
It makes you realize how important it is.
Yeah.
To create that culture.
Right.
Where everyone feels safe.
To suppress themselves.
To be themselves.
Exactly.
So how do we go from like a culture of judgment to one of curiosity.
(09:41):
Yeah.
And appreciation for all these different styles.
Well, that book you sent on Cross-Cross-Border,
it stressed that it starts with awareness.
We've got to learn about the cultures we're interacting with.
Yeah.
And be aware of our own biases, you know.
Uh-huh.
You were right on about mentorship programs.
Oh yeah.
That book had a great example.
Yeah.
Of how powerful they can be.
(10:01):
For supporting people who feel like they're not being heard.
Right.
It's like having a guide, not just for the language,
but for the whole unwritten rules of speaking.
Yeah.
Their culture.
Exactly.
And it's not just about helping people adapt to the new culture.
It's about using those diverse perspectives to actually make
the company culture richer.
Makes sense.
You know, you sent a link to a TED Talk about psychological safety.
(10:24):
Oh yeah.
That was a good one.
How does that fit into all of this?
It's totally relevant.
OK.
The speaker was saying that a culture of psychological safety,
that's where people feel comfortable speaking up.
Right.
Sharing their ideas.
Even admitting mistakes.
Exactly.
Without being afraid of like, putting things in their hands.
Exactly, without being afraid of like, negative consequences.
(10:45):
Yeah.
And that's essential for innovation and creativity.
So in the context of signal versus noise.
Yeah.
Psychological safety means we encourage people
to share those signal ideas.
Yes.
Even if they're communicated in a way that feels a little noisy.
Exactly.
At first.
Yeah.
Right.
And leaders, they play a huge role in creating this environment.
(11:08):
It's about setting the tone.
Modeling those inclusive behaviors.
Yeah.
Actively looking for different viewpoints.
One of the reports you sent actually
looked at the leadership styles.
Oh, interesting.
Of CEOs in companies that are known for being signal focused.
Yeah.
And those leaders, they were always
willing to listen to different opinions.
(11:30):
Wow.
They admitted when they were wrong.
And they created space for others to shine.
And think about the impact that has on the team.
Right.
And leaders are humble and open like that.
Yeah.
It gives everyone else permission to do the same.
It creates that ripple effect.
Totally.
So it's not just about avoiding the noise.
It's about amplifying the signal.
No matter where it comes from.
(11:51):
But let's be real.
We all make mistakes.
We do.
We're going to misinterpret things.
Yeah.
Especially in cross-cultural interactions.
How do we create that culture where
it's OK to make mistakes and learn from them?
That's where growth mindset comes in.
OK.
It's not seeing mistakes as failures.
Yeah.
But as chances to learn and grow.
(12:12):
That reminds me of something from that podcast you shared.
Yeah.
The CEO talked about celebrating good failures.
Oh.
Mistakes made with good intentions.
Right.
Where you actually learn something.
Yeah.
It's about creating that safe space
where people feel comfortable saying, hey, I messed up.
Yeah.
Asking for help and learning from each other.
So it's not about avoiding those awkward moments.
(12:33):
It's about using them to build stronger relationships.
And become better communicators.
Right.
So we've got empathy, psychological safety,
growth mindset, and constructive feedback.
Yeah.
All working together.
I all play a part.
To create a culture where the signal can thrive.
Exactly.
But it's not just about good vibes.
(12:54):
You know?
There are real benefits to this signal-focused culture.
We've talked about the cost of miscommunication.
Yeah.
But what about the gains?
Right.
What happens when companies actually get this right?
That's what we'll be talking about in the final part
of our deep dive.
I'm excited to hear it.
We're going to look at the real, tangible benefits.
Yeah.
And we'll talk about what you can do.
Right.
To start amplifying the signal.
(13:15):
Awesome.
In your own workplace.
So stay tuned.
Ah.
All right.
Welcome back to the deep dive.
So we spent the last two parts really
getting into this whole signal versus noise idea.
You know, why it matters.
And how a noisy environment can actually hurt a business.
But now, let's flip it and talk about the good stuff.
(13:36):
Yeah.
You sent over some really interesting stuff
about the potential benefits of being a signal-focused
organization.
What were some of the biggest takeaways for you?
You know, the most exciting part is it's not just
about avoiding the bad stuff.
The stuff you sent really shows that being signal-focused
can actually be a superpower for success.
Right.
Remember that case study about the global software company?
(13:59):
Yeah.
That one was really something.
Right.
They actually put all those strategies
we talked about into practice.
You know, like the cultural awareness training,
the mentorship programs, all of it.
Yeah, they went all in.
What happened?
Well, their profits went up like 20% in just two years.
Wow.
But it wasn't just the money.
You know, employee satisfaction went way up.
(14:19):
They started attracting top talent from everywhere.
OK.
And they became known for having the best, most
innovative products.
It's like proof that putting in the effort for this signal
focused approach, it can really have this ripple effect.
Of time.
On the whole company.
Across the board.
I know from your notes, you're really
interested in how this impacts decision making.
(14:41):
Oh, yeah.
Did any of the stuff you read touch on that?
Definitely.
Like one of those white papers you sent in,
it talked about how a signal-focused approach
helps you make better decisions and faster too.
Oh, interesting.
Because when you cut through all that noise,
and you can zero in on what really matters,
you don't get stuck in that analysis paralysis.
(15:01):
That makes sense.
And it's not just speed either.
No.
You're really hearing from different people,
considering all sorts of ideas.
Right.
You're less likely to fall into that group think trap.
Exactly.
That white paper even had a study in it
that showed that diverse teams make more objective decisions,
like more well-rounded ones, compared to groups
that are all the same.
It's about using the power of those different viewpoints
(15:25):
to make better choices.
But let's be real.
This stuff isn't always easy.
Oh, no.
In your notes, you mentioned feeling kind of overwhelmed
sometimes with just the sheer amount of information
and all those different communication styles in your work.
All the time.
It can be a lot.
But one of the articles you sent about practical tips
for amplifying the signal, it had this really helpful analogy.
(15:48):
It said to think of yourself like a detective solving
a case.
OK, I like that.
So we're not just listening passively.
Right.
We're looking for clues.
Exactly.
Like the article said, ask yourself,
what's the main message here?
What's this person really trying to say?
What's important?
And what's just noise?
It's like creating this mental filter
to help us focus on the most valuable stuff.
(16:10):
And remember, it's not about ignoring
the cultural differences or making everyone communicate
the same way.
It's about recognizing those differences,
appreciating them, but still being
able to pick out the signal, the ideas and insights that
help us succeed.
Now, you also mentioned that you felt a bit stuck on what
you can do personally to be more signal focused.
(16:32):
Yeah.
Especially because you're not in a leadership position
right now.
Right.
Did anything you read address that?
Totally.
One of the books made the point that change
starts with each person.
You know, you don't have to be the CEO to make a difference.
It starts with your own communication.
OK.
Like, are you being clear, concise, respectful?
Are you really listening, asking questions when you need to?
(16:53):
So it's about showing those signal focused behaviors.
Yes.
Exactly.
Even in everyday conversations.
And don't be afraid to speak up in your team,
in your department.
Share articles, start discussions,
suggest some of the strategies we've talked about.
Even small things can make a difference.
It's about being proactive.
Right.
And taking ownership of the communication culture
(17:14):
around you.
And you know, this is a journey.
It's not like you just arrive one day and you're done.
Yeah, of course.
You're going to get distracted by the noise sometimes
or misinterpret something or just not have the energy
to be totally present.
It happens.
Be kind to yourself, learn from it,
and just keep practicing.
It's about progress, not perfection.
Absolutely.
(17:34):
And the more we practice, the better we get at tuning
in to those signals.
Yeah.
No matter where they come from or how they're expressed.
You got it.
And when we can all do that, think about what's possible.
Yeah.
Stronger teams, better decisions,
more creative solutions, a world where
everyone feels heard and valued.
It's a great vision to work towards.
It is.
So as we wrap up this deep dive, what's
(17:55):
like the one key takeaway you want to leave our listener
with?
Don't let the noise of those little differences
drown out all the amazing ideas out there.
Challenge yourself.
Be empathetic.
And remember, the best insights can come
from the most unexpected places.
That's a really great message.
And remember, this is just the beginning.
Keep exploring those materials you sent in.
(18:16):
Keep practicing.
And keep pushing for a more inclusive signal-focused world.
Thanks for joining us on the deep dive.
And we'll see you next time.
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