A Beginners Guide to Managing Diverse Teams
What you’ll learn
Increase your ability to communicate inclusively
Learn more about your own biases and blind spots as a leader
Understand your strengths and growth areas as an inclusive leader
Develop a personalized leadership growth plan with actionable milestones to increase capacity for inclusion as a manager of diverse teams
Requirements
Have knowledge of situational leadership and basic understandings of the differences in delegating, directing, coaching and supporting their direct reports.
General knowledge about how to conduct regular 1:1 meetings, track and measure performance over time, as well as foundational skill sets in
Emotional intelligence (active listening, curiosity, judgment free conversations, empathic leadership), -Ability to build rapport in a new workplace relationship
Description
As the world of work becomes smaller, it becomes more important for all people to be culturally competent and able to communicate and empower people of all backgrounds. This means your role as manager is critical to not just how each person performs, but also the culture of the workplace itself. Having the right tools for crafting belonging, and being an inclusive leader, requires managers to be more self-aware of how they are showing up, and how best to support a diversity of needs for the people they support.If you are a people manager, you are likely already overwhelmed with the amount of responsibility and decisions that you make on a day-to-day basis. As you desire to stay current in conversations about diversity, equity, inclusion and belonging, you may be wondering how to level up your allyship beyond the last great book you read.To consistently build stamina as an inclusive leader, you must learn to communicate with a shared inclusive vocabulary and confront your own feelings of imposter syndrome as an advocate for more inclusive workspaces.I created this course for you. It’s filled with step-by-step examples of the elements of inclusive leadership, as well as exercises for you to make each learning experience, personal and actionable. This course references my experience as an inclusive leadership coach, and leadership development facilitator and manager for nearly 2 decades. This course is filled with applicable knowledge and foundational frameworks to help you explore your own unconscious biases, relationships with power and access, and practical exercises to help you support others in your work routines and relationships immediately.Specifically in this course you will:Determine your internal motivation for creating more inclusive work culture and environmentsExplore the tenets of psychological safetyReinforce your understanding of diversity beyond the 6-7 legally protected classesIdentify your own biases and blind spots in your decision makingUnderstand each of the 4 pillars of inclusive leadershipCreate a leader growth plan for your ongoing development as an inclusive leaderLearn how to ask more powerful (coaching) questionsDistinguish your roles as a manager, mentor, and sponsor to others at workRecognize your own access to power, privilege and authorityPractice difficult conversations
Overview
Section 1: Welcome
Lecture 1 Introduction
Lecture 2 What is Inclusive Leadership?
Lecture 3 Why versus What
Lecture 4 Exercise: Finding your Why
Lecture 5 Psychological Safety in this Course
Lecture 6 Exercise: Read Article “What is Psychological Safety at Work?”
Section 2: Understanding DEIB
Lecture 7 What is DEIB
Lecture 8 Defining Diversity
Lecture 9 Exercise: What does diversity mean to me?
Lecture 10 Identity Markers
Lecture 11 Exercise: I am statements
Lecture 12 Defining Equity
Lecture 13 Case Study: Equity
Lecture 14 Defining Inclusion
Lecture 15 Defining Belonging
Lecture 16 Creating Psychological Safety: Safe to be Yourself
Section 3: Getting to know your Biases
Lecture 17 Getting Human
Lecture 18 The Conscious and Unconscious Mind
Lecture 19 Activity: Trigger Bias Reflection
Lecture 20 The Impact of Bias
Lecture 21 Creating Psychological Safety: Safe to Have shortcomings
Section 4: Pillars of Inclusive Leadership: Introduction and Coaching
Lecture 22 The 4 Pillars
Lecture 23 Self-assessment: Inclusive Leadership
Lecture 24 Exercise: Inclusive Leader Growth Plan
Lecture 25 What is Coaching?
Lecture 26 Powerful Coaching Questions
Lecture 27 Handout: 50 Powerful Coaching Questions
Lecture 28 (ILGP) Creating Coaching Goals
Section 5: Pillars of Inclusive Leadership: Advocacy
Lecture 29 Advocating
Lecture 30 Mentors, Managers, Sponsors
Lecture 31 Handout: Mentors, Managers, Sponsors
Lecture 32 Self-assessment: My Authority and Power
Lecture 33 (ILGP)Reflection Exercise: What can I do with my power? What access can I extend
Section 6: Pillars of Inclusive Leadership: Collaborating and Calling Forth
Lecture 34 Collaborating
Lecture 35 Handout: 25 Ways to Collaborate at Work
Lecture 36 (ILGP) Collaboration SMART goals
Lecture 37 Intro to Calling Forth
Lecture 38 Calling Forth Framework
Lecture 39 Calling Forth Resources and Supports
Lecture 40 ILGP Calling Forth Goals
Section 7: Conclusion
Lecture 41 In Conclusion
Lecture 42 Your Next Steps
Lecture 43 Bonus lecture
My students are people managers who are struggling to stay active in their inclusive leadership journey. They have been engaged in DEIB initiatives across the last 24 months and are searching for what’s next as they build their stamina to be inclusive leaders consistently, communicate with a shared and inclusive vocabulary, and confront their own feelings of imposter syndrome and “not enough” when it comes to being an advocate for historically marginalized populations, especially in the workplace.,People managers with at least 1-2 years of experience,Managers with some decision-making authority,Leaders who are often in public facing dialogues about personnel changes and organizational culture.,Professionals who believe in treating people fairly and in the benefits of creating cultures of belonging
Course Information:
Udemy | English | 2h 7m | 3.83 GB
Created by: Marie Deveaux
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