bhasin consulting inc.’s Post

Happening next week! In bhasin consulting inc.’s inclusive leadership work, we leverage the Intercultural Development Inventory® (IDI®), a highly effective assessment tool for measuring cultural competence. We’ve now administered the IDI to several thousand professionals globally, and here’s what we’ve found: the overwhelming majority of organizations (and leaders) fall in the developmental stage of “Minimization,” which means that while there may be a stated commitment to embracing differences, the lived experience for team members is one of conformity, sameness, and exclusion. Minimization is the enemy of inclusion and belonging for several reasons. And this is exactly what we’ll explore during bci’s next Leadership Lens webinar, “Interrupting Minimization, the Enemy of Inclusion and Belonging”. We’re delighted to announce that on April 24, 2024 from 4-5pm ET, I will deliver a (free) keynote-styled webinar that will dig deep into: ▶️ What Minimization is and how, as a behavioral bias, it has an adverse impact on equity-seeking professionals ▶️ Key cultural competence principles, including the impact of Minimization on cultural dimensions that affect a range of talent management practices ▶️ Why focusing on sameness/universalism negatively impacts the retention of equity-seeking professionals and what to do about this ▶️ Strategies for how to interrupt Minimization including how to provide career advocacy in an inclusive way Everyone is welcome to attend so please spread the word. Please register here: https://lnkd.in/gss3R5s We hope to see you online!

How can organizations promote diversity? Promoting diversity and inclusion within organizations is crucial for creating a fair, representative, and high-performing workforce. Here are some effective strategies: 1.      CEO Champion: Ensure that the CEO actively champions diversity and inclusion efforts. Their commitment sets the tone for the entire organization 2.      Business Strategy Alignment: Integrate diversity and inclusion (D&I) into your business strategy. Make it a core part of decision-making and planning. 3.      Executive Accountability: Hold executive leaders accountable for D&I outcomes. Set measurable goals and track progress. 4.      Mitigate Bias: Address implicit bias at the systemic level. Implement training and policies to reduce bias in hiring, promotions, and day-to-day interactions. 5.      Leadership Development: Shift from generic diversity training to leadership development coaching. Equip leaders with the skills needed to foster an inclusive environment Remember, fostering diversity isn’t just about compliance—it’s about creating a workplace where everyone feels valued and can contribute their best

Officially Dr. Lochan Sharma Completed my research on “Forstering Innovation and Leadership Through Diversity and Inclusion at Workplace” The research was concluded on the following outcomes: 1.The exploration of diversity and inclusion in fostering leadership development at workplace underscores that diversity and inclusion are not just nice-to-have aspects of the workplace; they are fundamental to leadership development and innovation. Leaders who prioritize diversity and inclusion create environments where leadership flourishes, innovation thrives, and individuals are empowered to reach their full potential. Inclusive leadership practices, such as active listening, empathy, and the promotion of diverse talent, are key drivers of leadership development. Leaders who actively engage with and mentor employees from various backgrounds foster an inclusive culture that supports leadership growth. 2.Surface and knowledge diversity, has yielded significant insights into the dynamics of innovation in a diverse and inclusive environment. 3.The key observation from the present study is that the increased workgroup involvement has a detrimental effect on employee creativity and innovative work behavior. 4.Organizations should carefully consider the dynamics of their workgroups and the potential consequences of increased involvement. It may be necessary to strike a balance between involvement and autonomy to foster creativity effectively.

📉 According to the report, Women in the Workplace by McKinsey and Company, this year, for every 100 men promoted from entry level to manager, 87 women were promoted, and this gap is trending the wrong way for women of color: this year, 73 women of color (76 Latinas) were promoted to manager for every 100 men, down from 82 women of color last year. 🛣 According to Cindy Adams, chief learning officer at Leadership Circle, “If you’re not forging a path in your company to make leadership more inclusive or leveraging the full power and potential of women in leadership, then you’re not doing all you can for the success of your organization.” 📈 One effective way to address this is by supporting women in engaging in leadership development programs that effectively set them up for success. Some key qualities for these programs include: 💖 Focus on Authentic Self-Advocacy - At Suficiente, we spend 2 out of our 8 sessions focused on our excellence and how we can leverage it. 🙏 Lean on Cohort Based Learning - Suficiente cohorts are no larger than 8 to ensure participants have the benefit of a cohort, but the intimacy of a small group. 🤝 Leverage Executive Coaches - As an experienced leadership coach, participants leverage one on one calls with me as part of the launch of their cohort experience and during the span of the program. ✍ Bridge the knowing-doing gap with application exercises. - All management and leadership skills are taught using models/exemplars, and provide participants immediate application opportunities, not only in the session, but also in their own work. Join our Summer Suficiente Cohort by filling out this interest form. https://lnkd.in/gUddP2dB

The Better Business Network, in collaboration with Tales to Inspire, is offering DSI members a 25% discounted rate to take part in their Inclusive Leadership Training, a new CPD accredited course that will teach attendees how to take DEI out of its silo and how to embed it throughout your organisation. This is 2x4 hour online workshops that cover a range of topics, all from a perspective of inclusion and impact! ✨ Content to Expect: Module 1: Processes Module 2: People Module 3: Inclusion Tales with Krish Patel Module 4: Performance Module 5: Projects and Products 💪🏾 What you can gain from taking the course: - Enhance stakeholder engagement - Leverage the power of inclusion - Understand the distinction between policy and process - Learn effective Product and Project Management - Improve organisational performance This is delivered online via Zoom over 2x 4-hour sessions, and will be a mix of talks, independent and group activities, before finishing with strategies & tools to translate your learning into your business. Reach out to Laura Matz for the discount code Sign up here: https://lnkd.in/eiwwAxiP Get some more insight into the course here: https://lnkd.in/e93kZMKg

Inclusive leadership isn’t just a buzzword😬 .... -it’s the foundation of a thriving workplace. -Studies show that companies with inclusive leaders are 70% more likely to capture new markets. What makes a leader inclusive? 1. Active listening to diverse perspectives. 2. Creating safe spaces for collaboration. 3. Taking actionable steps toward equity. As we move into 2025, how will you embrace inclusivity in your leadership style? Comment below: What’s one inclusive leadership practice you admire? If you are ready to move the dial on inclusivity and join one of our CPD Diversity and inclusion trainings just Dm me "yes" or click links in profile

The demand for executives to develop and apply inclusive leadership skills will inevitably grow, in response to companies cutting back on their DEI teams and initiatives. That’s because the fundamental factors that have made diversity a strategic priority for corporate leaders remain unchanged. If anything, they have become even more critical and visible: 👉 The current workforce is not keeping pace with the demand for highly skilled jobs. 👉 Competitive pressures demand that organizations evolve to remain relevant in a rapidly changing world. Despite the challenging political context, fostering diversity, equity, and inclusion will be crucial for companies striving for excellence and innovation. Leaders will increasingly be tasked to foster inclusive work environments for ALL employees and to identify opportunities to enhance competitiveness. This requires skills such as: 📌 Inviting productive conversations about diversity. 📌 Understanding and leveraging the psychology of social identities. 📌 Fostering true meritocracy, by identifying and chipping away at systematic biases. These skills, and how to develop them, is the main focus of the Inclusive Leadership program I’ve had the pleasure to develop with IMD. If you want to learn how to 💫 Develop inclusive leadership practices that work for you and your teams, 💫 Cultivate effective relationships across differences, and 💫 Help your organization retain and promote its best talent ... I would love to see you in the program! The next session starts in October. Read more about it here: https://bit.ly/3Nmm5qY #IMDImpact #DEI #InclusiveLeadership

Implementing Diversity, Equity, and Inclusion (DEI) initiatives within an organization requires a strategic, multifaceted approach that integrates these principles into the core of the business culture and operations. Assess recruitment, retention, and promotion practices ensures that they support equitable opportunities and diverse talent pools. The commitment starts at the leadership level, where there must be a clear articulation of values and goals. Engaging senior leadership is decisive as their buy-in influences the organization's culture and priorities. Leaders should be seen as champions of DEI modeling inclusive behavior and holding others accountable. Create a dedicated team or committee tasked with DEI oversight can ensure continuous focus and advocacy within the organization. Training and education are also pivotal. Moreover, measuring progress is often challenging, yet essential. Base clear metrics and benchmarks helps ensure accountability and track success over time.

From a leadership perspective, which I hav enthusiastically practiced, I believe in treating employees the way one would treat their own children—minus the bedtime stories and curfews, of course! 😄 While this approach might come with a few bumps (no one said parenting was easy), it builds a deep, lasting sense of trust. It creates a supportive environment where everyone works together, which we fondly call teamwork! Now, the key difference between home and work is that, in the workplace, this approach runs on a healthy mix of professional work ethics and consistent expectations—no need to remind anyone to clean their room (just their desk). This leadership philosophy is one that truly fits an owner or CEO. While other leaders within the organization may also practice this approach, they do so with a slightly different emphasis—perhaps not as deeply as the CEO or owner, but still in a way that fosters a positive and collaborative environment. Noor Qureshi Mentor | Career Advisor | Behavioral Preacher

"All is in the hands of man. Therefore wash them often." - Stanislaw J. Lec I was in a marketing workshop last week led by the fabulous Jane Clark and she asked us to think about our favorite quotes and how that might represent our brand. This was the one that jumped off the page at me that day. To me it means that it is essential to make sure that the work we are doing does not leave behind stains from unethical or harmful behavior. We, as humankind, are responsible for most of what happens on our one beloved planet, so we must handle it with the purest of intentions - the cleanest of hands. That’s part of why I focus on diversity and workforce development in science and technology. These fields have an outsized impact on every facet of our planet. If we are not including the needs of every being in the decisions that are being made, eventually those decisions will harm someone even if that wasn’t our intention. Inclusive leaders are a core part of creating workplaces that are truly doing their best to keep their hands clean. Inclusive leaders: Care for their employees Care for their community Care for the environment Read more about my Thriving Ibis Leadership Solutions mission, and how I aim to keep my hands clean, here: https://lnkd.in/g_CeX-Av Come hang out, and tell me what quotes are meaningful for you. I’ll lend you my hand sanitizer😉 ______________________________ 👋🏼 I'm Dr. AJ Lauer, owner of Thriving Ibis Leadership Solutions. I provide leadership coaching, workshops, and consulting to professionals working in science and technology. 🔔 Follow me for thoughts about leadership and workforce best practices! Let’s #ThriveTogether ➡️ Join my email list for a guaranteed (not subject to the LI algorithm...) bi-weekly dose of inclusive leadership development: https://lnkd.in/gDNjZgNQ