Jonathan Roach’s Post

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

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!

In many ways the ultimate position of leadership is that of an educator. As corporate leaders there is much we can adapt from their space into ours to instill a positive workplace culture.

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

Poor leadership can have a significant negative impact on an organization, leading to low employee morale, decreased productivity, lack of direction, and ultimately, a decline in overall performance and success. Holding people accountable for poor leadership involves setting clear expectations, providing feedback on their performance, and implementing consequences for their actions. This can include performance evaluations, coaching sessions, training programs, and, in severe cases, disciplinary actions or removal from leadership positions. It is important to establish a culture of accountability and transparency to address poor leadership effectively. Have you ever experienced poor leadership, if so, what did you do to maintain a good attitude/work environment for yourself?

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!

Over the past few years, changing work models, shifting organizational goals, and accommodating a workforce with evolving priorities have put pressure on organizations to learn and grow faster to stay competitive. Critical to modernizing your organization is prioritizing inclusion. The most effective leaders make employees feel valued, respected and supported regardless of their background or work styles. Inclusive workplaces promote diversity and ensure everyone has equal access to opportunities, resources, and advancement. As a result, your team's innovation, creativity, and success will improve significantly. Our leadership development programs offer multi-session workshops to help you build a thriving, agile workplace culture. One of these sessions focuses on self-awareness and teaches you to understand how personality can promote engagement, diversity & inclusion. Learn more about our trainings and book your in-person or live virtual Leadership Development Program today. https://lnkd.in/gAPibCtJ

✨️ Part of our inclusive leadership training commitment is an online debrief within a few weeks of the initial workshop. ✨️ The format of this debrief is highly dependent on who is in the room, what the individual and collective needs are, and what environment or situation participants are navigating. ✨️ Today's debrief was a wonderful deep dive into microagressions and the uncomfortable experience of "good intentions causing unintentional harm". ✨️ We then reflected on how to navigate the our line management through the lens of inclusive leadership during the uncomfortable reality of an office change - moving from designated desks to "a neighbourhood of hot desking". ✨️ Today's stand-out moment with participants was providing practical application of inclusive leadership skills - drawing up an understanding of ego, dual realities, emotional intelligence, social intelligence, psychological safety and reflective practice. ✨️ We learnt how these core skills influence our understanding of ourself, our worldview, our emotional reaction and communication during uncomfortable conversations. ✨️ We also reflected upon the challenge of the workplace "busyness constraint" whilst acknowledging the need to create space for respectful and courageous conversations towards inclusive environments. ✨️ Finally we reflected on what compassionate selfcare looks like, how to create healthy boundaries and understand where to lean in, and when to walk away towards a lifelong journey of embracing inclusive leadership. #crsegroup #InclusiveLeadership #shrm #peopleandculture #training #learninganddevelopment #DiversityAndInclusion #traumainformed

A little while ago I posted about an exciting project we had begun, to develop an Inclusive Leadership Training. We've been hard at work getting it ready to launch and I'm excited and proud to announce that registrations are now open for early 2025! Our program is for leaders of all levels experience and backgrounds and will help you build: ✅ Confidence - to foster diversity and lead inclusive team dynamics ✅ Connection - develop meaningful relationships that respect and value our unique diversity ✅ Wellbeing - from creating an environment that enables yourself and others to flourish ✅ Success - Better team performance and engagement You'll participate in an engaging and practical training paced over two modules, where you will learn to: ☑ Understand the mindsets, behaviours, and practices essential to building inclusive workplaces. ☑ Identify and mitigate personal biases, as well as biases embedded in organizational procedures and practices. ☑ Support and empower diverse team members through equitable and flexible working approaches. ☑ Improve inclusion by adopting team practices that enhance collaboration, engagement, and performance. ☑ Communicate, implement, and measure the impact of inclusive practices within your team. You can register now here: https://lnkd.in/gsExmDVC Find out more on the website: https://lnkd.in/gN_y6VVn I talk about the origins and development of the program over on my personal page. Check it out if you'd like to know the story. https://lnkd.in/gP-gwRh3

Shares Direction in the workplace leads to enchanced efficiency. o Strategic Direction: Assess how effectively the board is setting the strategic direction in line with system and national priorities. o Strategy and Planning: Evaluate the credibility of the board's strategy for providing quality and sustainable services, including plans for the Trust's vision, QSIP, and service reconfiguration post-merger. o Cultural Leadership: Examine how leadership shapes the organisational culture through engagement with staff, service users, and stakeholders. o Supportive Leadership: Analyze how leaders promote cooperative and supportive relationships among staff. o Feedback Response: Review how the Trust has responded to feedback from CQC and RCS reviews regarding leadership.