Managing Diverse Teams - Part 1

An Inclusive Leader Growth Plan for People Managers

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