Inclusive leadership / by Shirley Davis, PhD.

Format:

Book

Author/Creator:

Davis, Shirley (Corporate executive), author.

Series:

--For dummies.

For dummies

Language:

English

Subjects (All):

Leadership--Philosophy.

Leadership.

Physical Description:

1 online resource (336 pages) : illustrations

Edition:

[First edition].

Place of Publication:

Hoboken, New Jersey : John Wiley & Sons, Inc., [2024]

Summary:

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 from all backgrounds, cultures, skills, and experiences. This book enables you to develop the knowledge and competencies needed to lead diverse teams successfully. It also provides tips, tools, and techniques, for how to proactively respond to external pressures and disruptions like the changing workforce, marketplace, and the political and economic climate for how to foster and ensuring that all employees are included, valued, they feel safe, and they can do their best work.

Contents:

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.

Notes:

Includes index.

OCLC-licensed vendor bibliographic record.

ISBN:

1-394-19724-1

OCLC:

1430217693