Dr. Shirley Davis

Inclusive Leadership For Dummies

• Broschiertes Buch

Produktbeschreibung

Lead thriving teams and build world-class workplaces Today's leaders must demonstrate the skills and behaviors needed to navigate an ever-changing workforce--one that is more global, diverse, hyper-connected, and competitive. Inclusive Leadership For Dummies helps leaders at all levels become more effective in working across differences, across geographic regions, and amidst different ways of working. This practical guide helps you to cultivate a safe work environment for your team members that will drive high engagement and productivity. It will enable you to lead with greater authenticity, develop cross-cultural competence to communicate more effectively, and create a culture of trust, belonging, equity, and inclusion. Inside... * Exploring inclusive leadership basics * Revealing worker needs and expectations * Establishing trust and psychological safety * Leading remote & hybrid teams * Holding inclusive conversations * Advocating for inclusion * Applying an equity lens and inclusive mindset

Produktdetails

• Verlag: John Wiley & Sons Inc
• Seitenzahl: 336
• Erscheinungstermin: 6. Mai 2024
• Englisch
• Abmessung: 234mm x 188mm x 22mm
• Gewicht: 640g
• ISBN-13: 9781394197231
• ISBN-10: 1394197233
• Artikelnr.: 67680664

Autorenporträt

Dr. Shirley Davis brings a unique background as a seasoned HR, DEI, and global workforce expert, a senior business executive for several Fortune 100 companies, a certified leadership coach, and a popular LinkedIn Learning author. She is CEO of SDS Global Enterprises, a strategic development solutions firm that specializes in leadership and culture transformation and works with major organizations around the world.

Inhaltsangabe

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