5 Ways You Can Make Your Sales Floor More Inclusive

5 Ways You Can Make Your abverkauf Floor More Inclusive Sales has gotten a bad rap for its bro culture, and leid long ago, HubSpot faced that cnachhallenge on our own schlussverkauf gruppe. We took a hard look at thediversity of our company and realized it took us too long to make inclusion a priority. And as our company and our sales team have worked hard to move away from monoculture, weve had to reflect on what we actually mean when we say diversity and inclusion in sales.Heres what an inclusive sales team (or any team) looks like to me Its a place where the culture feels as though no matter where you come from, whatever your background may be, or the belief system you have, you can bring your whole self to work without fear of judgement. Its a place where people feel respected. Its a place where no one feels held back from being successful because of how they identify.So why are diversity and inclusion passions of mine? Because those two seemingly simple words are actually quite ambiguous. Everyone has their own definition of diversity and inclusion, and what many dont realize is just how often people feel like they dont belong. As a woman, and working mother, in sales, there have certainly been times when I didnt feel included. And thats what its about feeling. Diversity and inclusion are about a feeling of belonging that I want everyone on my team and at HubSpot to experience.Part of my role as a leader is to make my team feel welcome and safe. Its a challenge that I am trying to get better at every day. And its hard. I dont always have the right thing to say, and more importantly, I dont know what I dont know. Often times, I learn the most about how to build a more inclusive environment by getting honest feedback from my team and through making mistakes.Is your team inclusive of all their members and co-workers? What does an inclusive interaction even look like? When bumping into someone in the hall who may not look like you or act like you, how do you o r your team act toward them? We have small interactions with people everyday, and many times we dont even know those times when we make someone feel like they dont belong.Theres no how-to guide on diversifying your team, but we can and should learn from one another. These are realizations Ive had over the years that are helping me navigate the ambiguity today to make my team more inclusive.Dont assume what inclusivity means.My definition of inclusivity might be different from your definition. It might enhance or add something extra to another persons definition, too. When I started at HubSpot, one of the first things I did as a leader was ask my team what does an inclusive sales culture looks like to you? And, I encourage you to do the same. Ask your team what inclusivity means to them. Inclusivity starts with a conversation -- its not prescribing what inclusivity should mean, but getting a pulse of the culture of your team and whats important to them.Create a dialogue and keep it g oing.It can be overwhelming figuring out just where to start when it comes to creating an inclusive team. (Thats why we have a post with53 little things anyone can do to impact diversity and inclusion on our blog.) Asking what inclusivity means to your team starts the dialogue -- and as a leader, its up to you to keep that dialogue going (we started by Create a safe place for communication.Once youve made inclusion a priority on your team, its important to create a space where people can contribute their thoughts and feelings around how the team is performing on the topic. Dont be afraid to ask the team how its going in meetings. But, be aware that inclusivity also means acknowledging those who may not feel comfortable speaking up in team meetings, and giving them a place to do so. One solution might be to create a safe forum similar to an Employee Net Promoter Score (eNPS) where people can contribute directly to the leadership team in a safe schauplatz and voice their thoughts and opinions anonymously.Lead with change and humility.Theres no one size fits all when it comes to diversity and inclusion. Theres no right answer, and its a muscle that will always have to be flexed, strengthened, and adapted as the companys culture and your teams culture continues to change. As a leader, we have to be comfortable with change and humility. There are times when were going to make mistakes -- were human. But when those mistakes are made, we have to own up to them. We have to learn how to adapt our leadership styles so as not to unintentionally alienate anyone. We have to change our behaviors so that theyre inclusive, humble, and empathetic. In order for DI to become a reality, we have to adapt how we lead.So, what does an inclusive sales floor look like to you? The truth is, theres really no best practice answer. Every sales culture will have a different definition of inclusion that will be dependent on the people on your team who will constantly iterate and adapt that definition. You cant assume what inclusivity means - it truly is a living, breathing dialogue that is constantly growing with your culture. So, learn from your team. Learn from your peers. And, learn from other leaders about what inclusivity means to them.--This article was originally published on Hubspot.