Inclusive leadership
Inclusive Leadership For Dummies helps leaders successfully navigate the nuances of a diverse workforce and create a culture where ALL talent can thrive. 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...
| Otros Autores: | |
|---|---|
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
Hoboken, New Jersey :
John Wiley & Sons, Inc
[2024]
|
| Edición: | [First edition] |
| Colección: | --For dummies.
|
| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009811313806719 |
Tabla de Contenidos:
- Intro
- Title Page
- Copyright Page
- Table of Contents
- Introduction
- About This Book
- Foolish Assumptions
- Icons Used in This Book
- Beyond the Book
- Where to Go from Here
- Part 1 Getting Started with Inclusive Leadership
- Chapter 1 Establishing the Basics of Leadership and Inclusion
- Knowing Why Inclusive Leadership is Important
- Summarizing Key Workforce Shifts
- Understanding Inclusive Terminology
- Belonging
- BIPOC
- Diversity
- Equity and Equality
- Implicit bias
- Inclusion
- Intersectionality
- Microaggressions
- Neurodiversity
- Phobias and -isms
- Looking at Leadership Models and Frameworks
- Chapter 2 Revealing What the New Generation of Talent Needs at Work
- Understanding the Workforce Demographics of the Future
- Addressing the Needs of the Changing Workforce
- Honing the Competencies and Key Traits of an Inclusive Leader
- Tackling the Challenges of Leading a More Diverse Workforce
- Unconscious bias
- Communication barriers
- Cultural differences impeding teamwork
- Retaining diverse talent
- Developing inclusive leaders from within
- Recognizing the Benefits that Top Talent of the Future Brings
- Chapter 3 Making the Business Case for More Inclusive Leaders
- Accessing a Larger Talent Pool
- Enhancing Financial Performance and Company Reputation
- Boosting Employee Engagement, Productivity, and Retention
- Driving Innovation and Creativity
- Growing Customer Loyalty and Expanding New Markets
- Digging into Examples of Inclusive Leadership in Action
- Biases and lack of visible diversity
- Microaggressions and a hostile work environment
- Chapter 4 How Inclusive Are You? Assessing Your Effectiveness as a Leader
- Understanding Why Assessing Yourself is Important
- Identifying Your Passion and Ability to be an Inclusive Leader.
- Assessing Your Unique Leadership Skills and Talents
- Identifying Your Leadership Style
- Selfless leadership style
- Transformational leadership style
- Transactional leadership style
- "Laissez Faire" leadership style
- Democratic leadership style
- Situational leadership style
- Building Your Personal Brand and Reputation
- Why building a strong personal brand matters
- Why your reputation as a leader matters
- Strengthening your personal leadership brand
- Diagnosing Your Level of Inclusiveness
- Part 2 Developing the Skills to Lead Yourself
- Chapter 5 Getting Clear on Your Purpose, Vision, and Values
- Knowing the Importance of Your Purpose
- Asking the Right Questions to Uncover Your "Why"
- Getting Grounded on Your Personal Vision Statement
- Establishing and Living Your Personal Values
- Chapter 6 Minimizing Your Own Biases and Microaggressions
- Defining Unconscious Bias
- Figuring Out Microaggressions
- Understanding Intent versus Impact
- Identifying the Effects of Bias in the Workplace
- Sourcing and selecting new talent
- Onboarding and orienting new talent
- Developing, promoting, and engaging talent
- Communicating with talent
- Retaining top talent
- Interrupting Biased Behaviors
- Step 1: Recognize when a bias has occurred
- Step 2: Validate or invalidate your bias
- Step 3: Chart your path forward
- Chapter 7 Leading with Authenticity and Transparency
- Defining Authenticity and Transparency and Seeing How They Relate
- Authenticity
- Transparency
- Understanding Why Some Leaders Shy Away from Authenticity and Transparency
- Analyzing Your Effectiveness as an Authentic and Transparent Leader
- Mastering Authentic and Transparent Leadership
- Chapter 8 Demonstrating Empathy and Emotional Intelligence
- Understanding Empathy and its Role in Leadership.
- Digging into the Three Types of Workplace Empathy
- Cognitive empathy
- Emotional empathy
- Compassionate empathy
- Being an empathetic leader
- Figuring Out the Four Domains of Emotional Intelligence
- Self-awareness
- Self-control
- Social awareness
- Relationship management
- Discovering Your Level of Empathy and Emotional Intelligence
- Realizing the Need for Greater Empathy and Emotional Intelligence
- Applying Empathy and Emotional Intelligence in the Workplace
- Chapter 9 Developing Cross-Cultural Competence and Cultural Intelligence
- Defining Culture
- Knowing the Difference between Cultural Competence and Cultural Intelligence
- Discovering Why these Competencies Matter to Leaders
- Mapping the Two Mindsets of Intercultural Competence
- Monocultural mindset
- Intercultural mindset
- Exploring the Five Orientations of Cultural Competence
- Denial
- Polarization
- Minimization
- Acceptance
- Adaptation
- Becoming a Culturally Competent and Culturally Intelligent Leader
- Part 3 Leading Others
- Chapter 10 Assembling and Leading Diverse and Hybrid Teams
- Sourcing Diverse Talent
- Acclimating New Hires to the Team
- Leading Your Team Through Five Stages of Development
- Forming
- Storming
- Norming
- Performing
- Adjourning
- Figuring out what stage your team is at
- Maximizing the Benefits of a Diverse Team
- Creativity and problem solving
- Collaboration
- Increased business performance
- Engagement and retention
- Fostering an Environment of Trust and Belonging
- Leading Across Differences and Distances
- Avoiding Common Pitfalls when Leading a Diverse Team
- Chapter 11 Establishing Trust and Psychological Safety
- Defining Trust and Psychological Safety
- Outlining the Four Stages of Psychological Safety
- Inclusion Safety
- Learner Safety
- Contributor Safety
- Challenger Safety.
- Realizing the Benefits of a Trusting and Psychologically Safe Workplace
- Identifying the Factors that Drive and Undermine Psychological Safety
- Factors that undermine trust and psychological safety
- Factors that cultivate trust and psychological safety
- Creating Psychological Safety
- Increasing Inclusion Safety
- Increasing Learner Safety
- Increasing Contributor Safety
- Increasing Challenger Safety
- Measuring Psychological Safety
- Recognizing Best Practice Companies
- Pixar: "Fail Early and Often"
- Eileen Fisher: "Leadership is About Listening"
- Barry-Wehmiller: "What We Do Matters"
- X Development LLC: "Shoot for the Moon"
- Chapter 12 Coaching and Giving Feedback
- Acknowledging the Impact of Not Providing Coaching and Feedback
- Understanding the Difference between Coaching and Feedback
- Customizing Your Coaching Approach using Situational Leadership
- Telling
- Selling
- Participating
- Delegating
- Avoiding Common Feedback Pitfalls
- Being unprepared
- Failing to establish trust
- Ignoring cultural context
- Treating everyone the same way
- Avoiding reciprocal feedback
- Giving Great Feedback
- Before the conversation
- During the conversation
- After the conversation
- Chapter 13 Communicating Inclusively
- Recognizing the Benefits of Inclusive Communication
- Understanding the Impact of Non-Inclusive Language
- Working With Human Resources to Promote Inclusive Language
- Practicing Inclusive Communication
- Chapter 14 Dealing with Conflict
- Addressing the Reasons We Avoid Conflict
- Normalizing Conflict as a Tool for Higher Performance
- Identifying the Topics We Tend to Avoid
- Seeing the Benefits of Engaging in Uncomfortable Conversations
- Interpreting Two Models for Managing Conflict
- Thomas-Kilman conflict modes
- Intercultural Conflict Styles.
- Applying Best Practices to Real-World Scenarios
- Do you need to engage?
- What is the source of the conflict? Where do you stand?
- How will you engage?
- What is the preferred outcome?
- What barriers currently exist?
- What are the implications globally or among multiple stakeholders?
- Part 4 Cultivating a Culture of Inclusion and High Performance
- Chapter 15 Assessing the Employee Experience
- Defining the Employee Experience
- Evaluating the Current State of Your Company Culture
- Checking Out the Culture Spectrum
- Exploring the Red Zone
- Silence
- Fear and retaliation
- Power and privilege
- Excuses and enabling
- Exclusion
- Inaction and complacency
- Stepping into the Green Zone
- Open dialogue and open-door policy
- Trust and respect
- Principle
- Empowerment
- Belonging and inclusion
- Swift action and high performance
- Applying Strategies to Address Gaps in the Employee Experience
- Demonstrating Accountability as a Leader
- Consistency matters
- Taking ownership matters
- Sound decision making matters
- Providing feedback matters
- Communicating effectively matters
- Chapter 16 Tracking and Measuring Inclusion Initiatives
- Bridging the Accountability Gap
- Recognizing the Importance of Measuring Inclusion Initiatives
- Looking at Ways to Measure Inclusion Initiatives
- Recruitment and selection
- Development, advancement, and retention
- Employee engagement and job satisfaction
- Compensation and benefits
- Employer brand
- Supply chain and procurement
- Avoiding Common Pitfalls When Measuring Inclusion Initiatives
- Chapter 17 Advocating for Inclusion
- Differentiating Between Advocacy and Activism
- Understanding Why Advocacy Is Needed
- Defining the Role of an Ally
- Identifying Multiple Methods of Advocating
- Launching and leading Employee Resource Groups.
- Championing Diversity, Equity, and Inclusion education.
