Diversity of markets, customers, ideas, and talent is driving the need for inclusion as a new leadership capability. Our world has changed, and the evolution is continuing, perhaps even accelerating. So as our society, our culture, our customers and our employee expectations are evolving – has your organization’s leadership model evolved along with them?
From a business and employment perspective, the goal is an open, inclusive, and flexible culture, combined with a wide array of growth opportunities for everyone. But achieving that goal is far from simple. This course focuses on six attributes of leaders who have the ability to not only embrace individual differences, but to potentially leverage them for competitive advantage.
The discussions and experiential exercises within this course are intended to help leaders think about how traditional notions of leadership are evolving. Participants in this program will focus optimizing their leadership effectiveness and impact within the new world of work.
In this new world, understanding and being adept at inclusive leadership is no longer just an interesting approach to consider, it is critical to help leaders thrive in their increasingly diverse environment.
Inclusive leadership consists of six powerful competencies uniquely adapted to a diverse environment. This program is structured around those six competencies (see illustration) and is designed to help leaders integrate them into their mindset and behaviors. This is accomplished through a combination of facilitated discussions and experiential exercises
Leaders develop greater awareness of biases and cultural blind spots which are eroding their leadership effectiveness and impact.
Leaders develop a positive and authentic way to openly discuss perceptions of bias and exclusion with employees and colleagues.
Leaders are better able to create a workplace environment where perceptions of exclusion or bias are a rarity, not the norm.
Employees who may have felt marginalized or excluded have an opportunity to feel “seen” and “heard.”
Authentic dialogue leads to productive action focused on created an engaging and energising work environment, which drives productivity.
Engagement and retention of high-potential employees is enhanced when they perceive their work environment to be equitable.
Understand the core competencies of inclusive leaders, acknowledge one’s own current gaps and focus on future competency development.
Develop greater awareness of potential leadership “blind spots” to help in discerning an organization’s current culture related to diversity, inclusion, etc.
Develop greater knowledge and sensitivity to cultural differences and work to proactively communicate respect for those differences.
Understand cultural/generational differences related to communication, influence and persuasion.
Appreciate how individual development opportunities can enhance engagement.
Learn how to objectively assess current employee engagement levels
Learn to avoid common engagement missteps and errors..
Apply effective techniques to ensure equal productivity throughout the organization and avoid placing undue burden on a few “go to” people.
Learn methods for helping employees help each other through formalized peer mentoring that also enhances engagement (for both parties).
Learn to troubleshoot common employee engagement challenges.
Learn how to ensure that expectations and accountabilities for each employee are exceptionally clear, and that skills/resources are adequate