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Introduction 1
About This Book 2
Foolish Assumptions 3
Icons Used in This Book 3
Beyond the Book 4
Where to Go from Here 4
Part 1: Getting Started with Inclusive Leadership 7
Chapter 1: Establishing the Basics of Leadership and Inclusion 9
Knowing Why Inclusive Leadership is Important 10
Summarizing Key Workforce Shifts 13
Understanding Inclusive Terminology 15
Belonging 15
BIPOC 15
Diversity 16
Equity and Equality 17
Implicit bias 18
Inclusion 18
Intersectionality 18
Microaggressions 19
Neurodiversity 19
Phobias and -isms 19
Looking at Leadership Models and Frameworks 20
Chapter 2: Revealing What the New Generation of Talent Needs at Work 25
Understanding the Workforce Demographics of the Future 26
Addressing the Needs of the Changing Workforce 29
Honing the Competencies and Key Traits of an Inclusive Leader 33
Tackling the Challenges of Leading a More Diverse Workforce 35
Unconscious bias 35
Communication barriers 36
Cultural differences impeding teamwork 36
Retaining diverse talent 37
Developing inclusive leaders from within 37
Recognizing the Benefits that Top Talent of the Future Brings 38
Chapter 3: Making the Business Case for More Inclusive Leaders 41
Accessing a Larger Talent Pool 42
Enhancing Financial Performance and Company Reputation 44
Boosting Employee Engagement, Productivity, and Retention 45
Driving Innovation and Creativity 47
Growing Customer Loyalty and Expanding New Markets 49
Digging into Examples of Inclusive Leadership in Action 50
Biases and lack of visible diversity 50
Microaggressions and a hostile work environment 51
Chapter 4: How Inclusive Are You? Assessing Your Effectiveness as a Leader 53
Understanding Why Assessing Yourself is Important 54
Identifying Your Passion and Ability to be an Inclusive Leader 57
Assessing Your Unique Leadership Skills and Talents 58
Identifying Your Leadership Style 59
Selfless leadership style 59
Transformational leadership style 60
Transactional leadership style 60
"Laissez Faire" leadership style 61
Democratic leadership style 61
Situational leadership style 62
Building Your Personal Brand and Reputation 62
Why building a strong personal brand matters 63
Why your reputation as a leader matters 63
Strengthening your personal leadership brand 64
Diagnosing Your Level of Inclusiveness 66
Part 2: Developing the Skills to Lead Yourself 67
Chapter 5: Getting Clear on Your Purpose, Vision, and Values 69
Knowing the Importance of Your Purpose 70
Asking the Right Questions to Uncover Your "Why" 71
Getting Grounded on Your Personal Vision Statement 74
Establishing and Living Your Personal Values 75
Chapter 6: Minimizing Your Own Biases and Microaggressions 79
Defining Unconscious Bias 80
Figuring Out Microaggressions 82
Understanding Intent versus Impact 84
Identifying the Effects of Bias in the Workplace 86
Sourcing and selecting new talent 87
Onboarding and orienting new talent 88
Developing, promoting, and engaging talent 89
Communicating with talent 90
Retaining top talent 90
Interrupting Biased Behaviors 91
Step 1: Recognize when a bias has occurred 92
Step 2: Validate or invalidate your bias 93
Step 3: Chart your path forward 94
Chapter 7: Leading with Authenticity and Transparency 97
Defining Authenticity and Transparency and Seeing How They Relate 98
Authenticity 98
Transparency 99
Understanding Why Some Leaders Shy Away from Authenticity and Transparency 100
Analyzing Your Effectiveness as an Authentic and Transparent Leader 100
Mastering Authentic and Transparent Leadership 105
Chapter 8: Demonstrating Empathy and Emotional Intelligence 109
Understanding Empathy and its Role in Leadership 110
Digging into the Three Types of Workplace Empathy 112
Cognitive empathy 112
Emotional empathy 113
Compassionate empathy 114
Being an empathetic leader 114
Figuring Out the Four Domains of Emotional Intelligence 115
Self-awareness 116
Self-control 117
Social awareness 118
Relationship management 119
Discovering Your Level of Empathy and Emotional Intelligence 120
Realizing the Need for Greater Empathy and Emotional Intelligence 124
Applying Empathy and Emotional Intelligence in the Workplace 127
Chapter 9: Developing Cross-Cultural Competence and Cultural Intelligence 129
Defining Culture 130
Knowing the Difference between Cultural Competence and Cultural Intelligence 132
Discovering Why these Competencies Matter to Leaders 135
Mapping the Two Mindsets of Intercultural Competence 136
Monocultural mindset 136
Intercultural mindset 136
Exploring the Five Orientations of Cultural Competence 137
Denial 138
Polarization 139
Minimization 140
Acceptance 141
Adaptation 142
Becoming a Culturally Competent and Culturally Intelligent Leader 143
Part 3: Leading Others 145
Chapter 10: Assembling and Leading Diverse and Hybrid Teams 147
Sourcing Diverse Talent 148
Acclimating New Hires to the Team 150
Leading Your Team Through Five Stages of Development 151
Forming 151
Storming 152
Norming 153
Performing 154
Adjourning 155
Figuring out what stage your team is at 156
Maximizing the Benefits of a Diverse Team 157
Creativity and problem solving 158
Collaboration 158
Increased business performance 158
Engagement and retention 159
Fostering an Environment of Trust and Belonging 159
Leading Across Differences and Distances 160
Avoiding Common Pitfalls when Leading a Diverse Team 164
Chapter 11: Establishing Trust and Psychological Safety 167
Defining Trust and Psychological Safety 168
Outlining the Four Stages of Psychological Safety 169
Inclusion Safety 170
Learner Safety 171
Contributor Safety 172
Challenger Safety 173
Realizing the Benefits of a Trusting and Psychologically Safe Workplace 175
Identifying the Factors that Drive and Undermine Psychological Safety 176
Factors that undermine trust and psychological safety 176
Factors that cultivate trust and psychological safety 178
Creating Psychological Safety 179
Increasing Inclusion Safety 179
Increasing Learner Safety 180
Increasing Contributor Safety 180
Increasing Challenger Safety 180
Measuring Psychological Safety 181
Recognizing Best Practice Companies 182
Pixar: "Fail Early and Often" 182
Eileen Fisher: "Leadership is About Listening" 183
Barry-Wehmiller: "What We Do Matters" 183
X Development Llc: "shoot for the Moon" 184
Chapter 12: Coaching and Giving Feedback 185
Acknowledging the Impact of Not Providing Coaching and Feedback 186
Understanding the Difference between Coaching and Feedback 187
Customizing Your Coaching Approach using Situational Leadership 189
Telling 190
Selling 190
Participating 191
Delegating 191
Avoiding Common Feedback Pitfalls 191
Being unprepared 192
Failing to establish trust 192
Ignoring cultural context 192
Treating everyone the same way 193
Avoiding reciprocal feedback 193
Giving Great Feedback 194
Before the conversation 194
During the conversation 194
After the conversation 196
Chapter 13: Communicating Inclusively 199
Recognizing the Benefits of Inclusive Communication 200
Understanding the Impact of Non-Inclusive Language 200
Working With Human Resources to Promote Inclusive Language 204
Practicing Inclusive Communication 205
Chapter 14: Dealing with Conflict 207
Addressing the Reasons We Avoid Conflict 207
Normalizing Conflict as a Tool for Higher Performance 208
Identifying the Topics We Tend to Avoid 209
Seeing the Benefits of Engaging in Uncomfortable Conversations 212
Interpreting Two Models for Managing Conflict 213
Thomas-Kilman conflict modes 213
Intercultural Conflict Styles 216
Applying Best Practices to Real-World Scenarios 219
Do you need to engage? 220
What is the source of the conflict? Where do you stand? 220
How will you engage? 220
What is the preferred outcome? 221
What barriers currently exist? 221
What are the implications globally or among multiple stakeholders? 222
Part 4: Cultivating a Culture of Inclusion and High Performance 223
Chapter 15: Assessing the Employee Experience 225
Defining the Employee Experience 226
Evaluating the Current State of Your Company Culture 228
Checking Out the Culture Spectrum 230
Exploring the Red Zone 230
Stepping into the Green Zone 233
Applying Strategies to Address Gaps in the Employee Experience 235
Demonstrating Accountability as a Leader 236
Consistency matters 238
Taking ownership matters 238
Sound decision making matters 239
Providing feedback matters 240
Communicating effectively matters 241
Chapter 16: Tracking and Measuring Inclusion Initiatives 243
Bridging the Accountability Gap 244
Recognizing the Importance of Measuring Inclusion Initiatives 245
Looking at Ways to Measure Inclusion Initiatives 246
Recruitment and selection 246
Development, advancement, and retention 247
Employee engagement and job satisfaction 249
Compensation and benefits 250
Employer brand 251
Supply chain and procurement 253
Avoiding Common Pitfalls When Measuring Inclusion Initiatives 254
Chapter 17: Advocating for Inclusion 257
Differentiating Between Advocacy and Activism 257
Understanding Why Advocacy Is Needed 259
Defining the Role of an Ally 261
Identifying Multiple Methods of Advocating 262
Launching and leading Employee Resource Groups 262
Championing Diversity, Equity, and Inclusion education 264
Mentoring and sponsoring diverse talent 265
Seeking and leveraging diverse perspectives and solutions 267
Demonstrating courage in difficult and unpopular situations 268
Chapter 18: Applying an Equity Lens and Inclusive Mindset in Decision Making 271
Differentiating Equity from Equality 272
Understanding Why an Equity Lens Matters 274
Asking the Right Questions When Applying an Equity Lens 276
In leading people 277
In everyday decision making 278
In recruiting 279
In onboarding and orienting new talent 280
In education and training 281
In development and advancement 281
In organizational communications 282
In community and customer relations 283
In marketing and branding 284
Developing Competencies for Applying an Equity Lens 284
Part 5: the Part of Tens 289
Chapter 19: Ten Mistakes to Avoid if You Want to Be an Inclusive Leader 291
Lacking Vision and Goals 292
Treating Everyone the Same 292
Showing Favoritism 293
Acting Inflexibly 294
Being a Know-It-All 294
Overlooking Recognition or Reward 295
Failing to Provide Feedback to All 295
Overlooking Microaggressions 296
Ignoring Psychological Safety 296
Failing to Develop Cultural Competence 297
Chapter 20: Ten Things That Inclusive Leaders Must Navigate 299
Leading through Global Socio-Political and Economic Unrest 299
Enhancing The Employee Experience 300
Attracting and Retaining Top Diverse Talent 301
Supporting Mental Health and Emotional Well-Being 301
Upskilling to Meet the Needs of the New Generation of Talent 302
Transforming Workplace Culture to be More Inclusive 302
Working with Artificial Intelligence and Automation 303
Managing Remote and Flexible Work 303
Leading Change in Tumultuous Times 304
Saying the Wrong Thing 305
Chapter 21: Ten Practices that Inclusive Organizations Have in Common 307
Maintaining a Positive Employer Brand and Reputation 308
Embedding Inclusion into Strategic Priorities 308
Assessing Employee Experience 309
Leading Change with Agility and Resilience 309
Educating and Developing Leaders at All Levels Consistently 310
Removing Organizational Barriers to Equity and Inclusion 310
Fostering Trust, Psychological Safety, and Well-Being 311
Assembling and Leading Diverse Teams for Maximum Performance 311
Tracking, Measuring, and Holding Each Other Accountable 312
Recognizing and Rewarding Top Performance 312
Index 313
"If you are a leader and no one is following you, you're just taking a walk."
This is one of my favorite quotes to live by and one that I coach leaders all over the world. The reality is, at the core of effective leadership is the expectation that you meet the needs of a new generation of talent that brings different ways of working, thinking, believing, and behaving; that you demonstrate the kind of skills and competencies that engender followers; that you grow others into effective leaders; and cultivate the kind of work environment that brings out the best in others and drives high performance. Today, effective leadership begins and ends with inclusive leadership. And successful organizations recognize that in order to attract and retain top talent, enhance the employee experience, drive innovation and creativity, and meet the changing needs of their customers, they must have inclusive leaders who are knowledgeable and skilled at working across differences.
I have been preparing to write this book all of my personal and professional life because of the experiences I've had, the challenges I've overcome, and the expertise and knowledge that I have acquired. Writing this book is a labor of love because it is my life's work of more than three decades as a corporate executive, certified HR and leadership consultant, a global workforce expert, a Toastmasters International Golden Gavel recipient, and an inductee into the Inclusion Hall of Fame. And on a personal note, I am a woman of color, a single mom, a person of faith (licensed and ordained minister), a big sister to three brothers, a daddy's girl, a movie buff, a dog mom, an HGTV junkie, and a world traveler. This intersectionality of my life has produced a myriad of life lessons that have shaped and formed me into the person I am today and how I see and experience the world. Although it wasn't an easy road, it led me to my destiny of writing this book. I share my experiences throughout this book because, as I discover with live audiences around the world, it is still the experience of many others who may be members of the same communities that I am part of and who may share some of my same diverse characteristics and attributes. This is important because storytelling has become an important bedrock of inclusive leadership as a way to demonstrate greater trust, increase psychological safety, and build deeper and more meaningful relationships - all of which are lacking today.
Inclusive Leadership For Dummies helps leaders successfully navigate the nuances and complexities of a changing, global, and more diverse workforce and create a culture where all talent can thrive. It provides you with the knowledge, tools, and strategies to ensure that all employees are treated fairly, and feel included, valued, safe, and can do their best work. It contains answers to the many questions that leaders ask and the plethora of concerns and misnomers that exist, and it demystifies inclusion to make it practical, understandable, and implementable. There is something here for all levels of leader. It speaks directly to people leaders, senior and executive leaders, and middle managers. It also speaks to emerging and aspiring leaders and to seasoned long-term leaders.
However, this book is not designed to be a blanket prescription for implementing strategies and tips. Every organization is at (and in) a different place, working at a different pace, and has varying degrees of resources, complexities, and levels of commitment. Therefore, this isn't a one-size-fits-all reference guide. Use it to find information, ideas, and guidance for where you are and to help you get to where you want to go on your inclusion journey. Use it to evolve your own thinking and behaviors, and get comfortable with disruption, difference, and change, so toss out the one-size-fits-all leadership approaches, because the workforce is not a monolith - it's a rich and beautiful tapestry made up of people from all backgrounds, cultures, skills, and experiences.
I cover topics relevant for CEOs, executives, board members, and general staff, such as the business case for inclusive leadership, assembling and leading diverse and hybrid teams, demonstrating empathy, authenticity, and transparency, dealing with conflict, communicating inclusively, and much more. To help you navigate the content, I've divided this book into five parts:
You know what they say about making assumptions, but while it might be a common idiom, in this case allow me to make a few in an effort to best serve your needs. While writing this book I assumed the following:
Throughout this book, icons in the margins highlight certain types of valuable information that call for your attention. Here are the icons you'll encounter and a brief description of each:
This icon alerts you to helpful hints that may save you time, effort, stress, embarrassment, and money while implementing inclusion initiatives and developing into an inclusive leader.
This icon marks information that's especially important to know. To siphon off the most important information from each chapter if you're in a hurry, just read through these icons and skim the rest of the text for useful tidbits.
This icon marks information of a more technical or data-driven nature that is essential crunchy reading for those who like to dig a little deeper and discover the details behind the headlines. Other readers may simply prefer the headlines!
Watch out! This icon marks important information that may save you headaches, time, and money, and helps you hurdle those obstacles that appear where you least expect to find them.
In this book I provide a plethora of ideas on inclusion and leadership that gives you a solid foundation from which to lead. But there's more. You can access additional resources and tools online at Dummies.com. Check out this book's online Cheat Sheet. Just go to www.dummies.com and search for "Inclusive Leadership For Dummies Cheat Sheet."
Dummies.com
www.dummies.com
If you, your team, or other leaders in your organization need additional resources, education, training, or any consulting services on the topics discussed in this book, be sure to reach out to me at www.drshirleydavis.com. I also encourage you to get a copy of my book Diversity, Equity, & Inclusion For Dummies (John Wiley & Sons, Inc., 2022) so that you have a companion book with even more tips, tools, and strategies. Additionally, I've developed a LinkedIn learning course to complement this book: Inclusive Leadership. There you will see and hear me share more of my strategies and tips for being a more inclusive leader.
www.drshirleydavis.com
If you are new to the topic of inclusion, I recommend that you start at Chapter 1 to understand the basic terms leaders need to know and Chapter 3 to help you understand the business case behind inclusive leadership. This book is not linear, so feel free to access it like a workbook or reference guide, perusing the Table of Contents for a list of all the great topics covered and selecting the ones that best meet your needs now.
The world continues to change and situations arise that require leaders to have the knowledge and insight to act appropriately and immediately - and this book provides both. You may need to know how to use inclusive language to avoid making others feel minimized, insulted, or disregarded. If so, jump to Chapter 13. If you a working on establishing a more psychologically safe work environment, go to Chapter...
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