Sridharan VR’s Post

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!

What do you think this picture represents? Last Wednesday, I attended Stepping Up diversity and Inclusion's 'Inclusive Leadership' Workshop, and here are my key takeaways: 1. Inclusion isn’t just about big programs or initiatives—it’s about embedding it into our daily interactions, behaviors, and experiences (Bachus, DeHaas & Horn, 2017). 2. Diversity of thought broadens the range of available solutions! The picture below is a great example—different teams used very different approaches: one created an ocean, another a star, another a gingerbread person, and another a bullet-pointed list (and the picture below, created by my team). 3. I felt reassured that my leadership style, which focuses on empowerment, aligns with what’s considered best practice for inclusive leaders. Other highlights included: - Watching how Michael Earle delivered an engaging talk on wellbeing that really connected with the audience. His style is very calm and minimalistic, yet the engagement generated was definitely not minimal. - Reflecting on how ways we can improve the hybrid meeting experience for both in-person and virtual attendees. I’d love to hear your thoughts—how do you approach inclusion in your daily leadership practices?

Did you know that middle managers play a crucial role in bringing your diversity, equity, and inclusion goals to life? By connecting the dots between your vision and everyday actions, they ensure your DE&I initiatives enhance your workplace. Empower your middle managers with the tools they need to lead by example. Encourage open dialogue, foster an environment where every voice is heard, and watch your team grow stronger and more unified. \#Leadership \#DiversityAndInclusion \#TalentManagement https://lnkd.in/dCuTCmMU

Did you know that middle managers play a crucial role in bringing your diversity, equity, and inclusion goals to life? By connecting the dots between your vision and everyday actions, they ensure your DE&I initiatives enhance your workplace. Empower your middle managers with the tools they need to lead by example. Encourage open dialogue, foster an environment where every voice is heard, and watch your team grow stronger and more unified. \#Leadership \#DiversityAndInclusion \#TalentManagement https://lnkd.in/gWfxMxpd

Did you know that middle managers play a crucial role in bringing your diversity, equity, and inclusion goals to life? By connecting the dots between your vision and everyday actions, they ensure your DE&I initiatives enhance your workplace. Empower your middle managers with the tools they need to lead by example. Encourage open dialogue, foster an environment where every voice is heard, and watch your team grow stronger and more unified. \#Leadership \#DiversityAndInclusion \#TalentManagement https://lnkd.in/gbxmaDva

Did you know that middle managers play a crucial role in bringing your diversity, equity, and inclusion goals to life? By connecting the dots between your vision and everyday actions, they ensure your DE&I initiatives enhance your workplace. Empower your middle managers with the tools they need to lead by example. Encourage open dialogue, foster an environment where every voice is heard, and watch your team grow stronger and more unified. \#Leadership \#DiversityAndInclusion \#TalentManagement https://lnkd.in/gNpZuasF

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.

In business, diversity is more than just a buzzword; it’s a reservoir of untapped potential. True leaders understand this. They recognize that excellence doesn’t echo from an individual voice but emanates from various perspectives. Managers play a pivotal role in this dynamic. By actively seeking input from all team members, managers demonstrate that every opinion is valued. This inclusivity not only boosts individual morale but also benefits the organization by leveraging a broader spectrum of ideas and solutions. For the workforce, knowing that their voice matters can be profoundly empowering. It encourages engagement, fosters loyalty, and can often lead to innovative ideas that might have otherwise remained unspoken. 
At TeamsynerG Global Consulting, we have over 75 years of experience training, coaching and developing organizational leaders around the world. Our proprietary leadership methodology and programs have transformed corporate cultures by elevating accountability, inclusion, psychological safety and performance. Schedule your 1 hr free discovery call with one of our leadership coaches to see what may be needed to take your leadership, team or organization to the next level. Visit us at: https://ow.ly/hghF50SKWpq or email discovery@teamsynerg.com

Accountability is the state of being held responsible for one's actions or the expectation of giving an account. It can also refer to the willingness to accept responsibility for one's actions or to be judged on performance. Accountability can be applied in many contexts, including: * Governance
Accountability is a central topic in discussions about problems in the public, private, nonprofit, and individual sectors. 
 * Workplace
Accountability can be built into the workplace through open communication, sharing commitments, and reporting on progress. 
 * Leadership Leadership development programs, such as mentoring, can help build accountability. 
 Accountability can have positive results, but it can also be used as a tool for punishment. When accountability is used to punish employees, it can create a fear-based work environment

Creating a supportive and effective workplace culture has never been more important, especially with the ongoing workforce challenges many organizations face. As Jennifer Blades, Chief Human Resources Officer at Haven Hospice, shares: “We’ve invested a lot in leadership and management development, making sure that they feel prepared to provide that support and trusting structure and guidance to all of their team members.” This emphasizes just how crucial leadership development is when it comes to fostering a positive and thriving work environment. If you're looking to strengthen your own organization's culture, here are a few areas to consider: - Leadership Training: Give your leaders the tools they need to inspire and support their teams. - Open Communication: Make sure feedback flows easily and everyone feels heard. - Career Growth Opportunities: Offer clear paths for advancement and professional development. Focusing on these aspects can transform your workplace culture and make a meaningful difference in attracting and retaining top talent. For more ideas on building a great work environment, check out the full article from Hospice News here: https://rpb.li/sXi