Normalize Pronouns in the Workplace to Improve Culture

Business consulting diversity

Hi, team! It’s your friend, Mary, with the I in Team series where you can find , be , and build your positive influence. One topic that is close to my heart is the topic of diversity, and it seems to keep coming up. It’s been at the forefront of discussions for the past two+ years, leaving the market saturated with conversations around why diversity is so important when building teams. With many of these articles discussing why diversity is vital for growing organizations, I want to pivot our minds to something a little more actionable: What can we, as leaders, do today in our organizations to start providing a safe space for our diverse team members to thrive? One idea that comes to mind for me is to normalize pronouns.

This one comes up for me because I am immersed in the LGBTQ+ community and one topic I am aware of in this space is pronoun usage. Normalizing pronouns in the workplace is one actionable step leaders can take towards helping their team develop a growth mindset , promoting diversity and self-exploration, and inspiring individuals to stay engaged. In taking a simple action like this, organizations work to build a positive culture rather than simply discussing it and leaving it to build itself (which is dangerous).

Inclusion and Respect

While it might seem a little silly to those who identify with their assigned pronouns, I assure you that this is a meaningful step you can take to foster safe diversity and inclusion on your team. Imagine if you woke up one day and everyone around you kept calling you by a name that didn’t belong to you, but you knew that you had to respond to that name even though it didn’t feel right. It would be invalidating of how you see yourself and how you wish to be addressed and respected by those around you. The same is true if we can normalize pronouns in the workplace and respect the wishes of others by attempting to see them the way they see themselves. This helps promote a culture of understanding diversity and perception.

Pronoun Choice

For me, I was born as a female and I identify as a female, but I don’t mind if people use “They/Them” pronouns for me. “She/Her” pronouns are more aligned with how I see myself, and there are some who identify as female who will prefer those pronouns all the time. Conversely, if you’re male and identify as such, you may prefer “He/Him” pronouns exclusively. However you choose to identify—as long as it feels right to you—is correct.

There are some people, like me, who don’t really care either way which pronouns are used for them. Then there are some people who consider themselves non-binary or genderqueer , meaning they don’t feel that they identify with either masculine or feminine characteristics/energy (or they may not identify with them all the time, leaning into genderfluid ). This is why, for some, using “They/Them” pronouns is important, because in their reality they do not identify as being a “Him” or a “Her.” The pronouns “They/Them” offer a perfect middle ground for our friends in this community, and by using them and normalizing the usage of our own gendered pronouns, we can take an actionable step towards promoting and cultivating diversity within our organizations.

Change Your Mind and Grow

Something I am asked by clients and other team members is to explain why “They/Them” pronouns exist as many find them confusing, and I don’t blame them! Something we are taught from a very young age is that we use “They/Them” to discuss groups of individuals, so when we start thinking about using these pronouns for a singular individual it can make our brains freak out a little bit because we don’t understand.

Learning new information and being wary of it is common. Change is hard but normal , so it’s necessary to keep organizations growing in a positive direction. It’s difficult to change your thinking if you have grown up being taught that the proper English usage of “They/Them” is for multiple individuals. But if you look closely you will find that there are times when “They/Them” pronouns can be used to refer to singular individuals when their identity is unknown. For example, if you order food to your home and it comes to the door to be delivered, you might say something like, “They are here!” You wouldn’t say “He or she is here!” because that feels unnatural. When you don’t know someone’s identity, you will most likely default to gender neutral pronouns if your mind hasn’t been tainted by the bias of seeing them and placing them into a gendered bucket. And, yes, this is still correct English.

The I in Team Series

You may or you may not know this, but there is a reason why we use the pronouns “They/Them” when writing the I in Team series and referring to (I)individuals. It’s because we aim to use inclusive language to help all readers resonate with the message of our work. This was an intentional action on our part; the word “individual” is non-gendered, and to use “He/Him” or “She/Her” pronouns for it would be exclusive to the reader, regardless of if they choose to use gendered or non-gendered pronouns.

When we normalize pronouns in the workplace, we create a safe space for people in the LGBTQ+ community to feel safe being themselves. The question I keep coming back to relating to the topic of diversity is, “What is the point of talking about this if we aren’t going to do anything about it?” We are past the point of just being able to talk about the importance of diversity; leaders should be aware enough by now to understand this importance in building great teams, so now is the time when we need to start taking actionable steps towards fostering that diversity on our teams.

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How to Mitigate Financial Risk Using the S.M.A.R.T. Management System

June 9, 2025

In an increasingly volatile economy, businesses cannot afford to be reactive when it comes to their finances. Whether you're a startup founder, a growing enterprise, or a seasoned business owner, the risk of financial instability is real—and growing. At IA Business Advisors, we help companies proactively navigate these risks using our comprehensive S.M.A.R.T. Management System . S.M.A.R.T. is more than just a goal-setting acronym. It is a decision-making and execution framework that brings clarity, structure, and alignment to every part of your business. From six-week action plans to one-year targets and long-term strategy, S.M.A.R.T. ensures your financial operations support healthy growth and resilience. Understanding Financial Risk in Today’s Business Climate Financial risk is multifaceted. It ranges from cash flow disruptions and market shifts to internal mismanagement and over-leveraged growth. As Brian Smith shared on a recent Daily Influence podcast episode, unchecked growth can drive a company into bankruptcy. Scaling without intention—chasing fast growth without aligning the internal team and financial resources—leads to diluted communication, quality issues, and operational chaos. Mitigating financial risk begins by understanding that more revenue doesn't always equal more stability. True sustainability comes from building systems that support intentional, well-paced growth. The S.M.A.R.T. Framework in Action: Reducing Financial Risk Our S.M.A.R.T. Management System guides businesses in creating resilient, financially stable operations through: 1. Specific: Build with Intentionality Clarity is power. One of our podcast guests, Mike Heatwole (CEO of The Dala Group), emphasized the importance of sitting down to define what matters most—whether that’s paying down debt, investing in growth, or launching a new venture. When your financial goals are specific, your strategy becomes targeted and less prone to reactive decision-making. “If we don’t know what the goal is, how do we get there?” — Mike Heatwole, CEO of The Dala Group 2. Measurable: Track What Matters Many companies are blindsided not by invisible risks, but by unmonitored ones. We help clients implement tools to track cash flow, margin fluctuations, and budget variances in real time. Visibility into your financial health gives you the power to respond early and course correct as needed. 3. Achievable: Assign Financial Stewardship Risk is reduced when financial responsibility is distributed. Through teamwide financial literacy and clear accountability, we empower organizations to make stronger daily decisions. No individual person should carry the entire burden—and no key area should go unmonitored. 4. Relevant: Make Risk Management a Habit Quarterly or biannual financial health check-ins create a sustainable rhythm. These don’t have to be complicated—they just need to be consistent. Regular reviews embed risk awareness into your company culture and decision-making process. 5. Timely: Foster Honest Dialogue Financial silence is a hidden threat. As Brian noted on the podcast, emotions like fear or shame can prevent businesses from facing financial realities. We encourage honest, blame-free communication around financial performance, creating space for solutions and collective action. Case in Point: Short-Term Action, Long-Term Impact One of our clients, a family-run distribution company, had strong revenue but was bleeding cash due to aging receivables. Together, we built a six-week S.M.A.R.T. Plan focused on accounts receivable recovery. We implemented weekly check-ins, assigned ownership, and used real-time tracking. Within 90 days, their outstanding A/R dropped by 22%, freeing up capital and restoring operational confidence. It’s Never Too Late to Get Financially Intentional Many leaders in their 40s, 50s, or 60s worry they’ve waited too long. But as Mike Heatwole wisely shared: “It’s never too late. Just get started. Do something.” Progress—not perfection—is the goal. Start small. Build momentum. Take the next best step. This mirrors a concept we love from The Gap and The Gain by Dan Sullivan: measure progress based on how far you've come, not just how far you have to go. Final Thoughts: Make Financial Stability a Strategy Mitigating financial risk isn’t about a dramatic overhaul. It’s about consistent action, visibility, and intentional decision-making. With the S.M.A.R.T. Management System, IA Business Advisors helps businesses turn risk into clarity, fear into focus, and instability into opportunity. If you’re ready to start, we’re ready to help. Let’s have a conversation about what matters most to you—and build from there.

Enhancing Interpersonal Relationships for Toxic Workplace Recovery

May 29, 2025

Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.