{"product_id":"inclusive-leadership-for-dummies-isbn-9781394197231","title":"Inclusive Leadership For Dummies","description":"\u003cp\u003e\u003cb\u003eStrategies for creating a welcoming, equitable, and high-performing work environment \u003c\/b\u003e \u003c\/p\u003e\u003cp\u003e\u003ci\u003eInclusive Leadership For Dummies\u003c\/i\u003e helps leaders successfully navigate the nuances of a diverse workforce and create a culture where ALL talent can thrive. Toss out the one-size-fits-all leadership approaches, because the workforce is not a monolith—it’s a rich and beautiful tapestry made up of people from all backgrounds, cultures, skills, and experiences. This book enables you to develop the knowledge and competencies needed to lead diverse teams successfully. It also provides tips, tools, and techniques, for how to proactively respond to external pressures and disruptions like the changing workforce, marketplace, and the political and economic climate for how to foster and ensuring that all employees are included, valued, they feel safe, and they can do their best work. \u003c\/p\u003e\u003cul\u003e \u003cli\u003eDiscover the concept of inclusive leadership and learn what inclusive leaders do\u003c\/li\u003e \u003cli\u003eEvolve your own thinking and behaviors to promote inclusivity and a welcoming atmosphere\u003c\/li\u003e \u003cli\u003eMinimize your blind spots in meetings and interactions and overcome any blunders or pitfalls\u003c\/li\u003e \u003cli\u003eGain inspiration from case studies of effective inclusive leaders\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003eFor emerging, mid-level, and senior leaders who want to foster greater trust, psychological safety, and a high performing work environment that leverages (or celebrates) all attributes of diversity \u003ci\u003eInclusive Leadership For Dummies \u003c\/i\u003eis the resource for you. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eIntroduction 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAbout This Book 2\u003c\/p\u003e \u003cp\u003eFoolish Assumptions 3\u003c\/p\u003e \u003cp\u003eIcons Used in This Book 3\u003c\/p\u003e \u003cp\u003eBeyond the Book 4\u003c\/p\u003e \u003cp\u003eWhere to Go from Here 4\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 1: Getting Started with Inclusive Leadership 7\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1: Establishing the Basics of Leadership and Inclusion 9\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eKnowing Why Inclusive Leadership is Important 10\u003c\/p\u003e \u003cp\u003eSummarizing Key Workforce Shifts 13\u003c\/p\u003e \u003cp\u003eUnderstanding Inclusive Terminology 15\u003c\/p\u003e \u003cp\u003eBelonging 15\u003c\/p\u003e \u003cp\u003eBIPOC 15\u003c\/p\u003e \u003cp\u003eDiversity 16\u003c\/p\u003e \u003cp\u003eEquity and Equality 17\u003c\/p\u003e \u003cp\u003eImplicit bias 18\u003c\/p\u003e \u003cp\u003eInclusion 18\u003c\/p\u003e \u003cp\u003eIntersectionality 18\u003c\/p\u003e \u003cp\u003eMicroaggressions 19\u003c\/p\u003e \u003cp\u003eNeurodiversity 19\u003c\/p\u003e \u003cp\u003ePhobias and -isms 19\u003c\/p\u003e \u003cp\u003eLooking at Leadership Models and Frameworks 20\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2: Revealing What the New Generation of Talent Needs at Work 25\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUnderstanding the Workforce Demographics of the Future 26\u003c\/p\u003e \u003cp\u003eAddressing the Needs of the Changing Workforce 29\u003c\/p\u003e \u003cp\u003eHoning the Competencies and Key Traits of an Inclusive Leader 33\u003c\/p\u003e \u003cp\u003eTackling the Challenges of Leading a More Diverse Workforce 35\u003c\/p\u003e \u003cp\u003eUnconscious bias 35\u003c\/p\u003e \u003cp\u003eCommunication barriers 36\u003c\/p\u003e \u003cp\u003eCultural differences impeding teamwork 36\u003c\/p\u003e \u003cp\u003eRetaining diverse talent 37\u003c\/p\u003e \u003cp\u003eDeveloping inclusive leaders from within 37\u003c\/p\u003e \u003cp\u003eRecognizing the Benefits that Top Talent of the Future Brings 38\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3: Making the Business Case for More Inclusive Leaders 41\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAccessing a Larger Talent Pool 42\u003c\/p\u003e \u003cp\u003eEnhancing Financial Performance and Company Reputation 44\u003c\/p\u003e \u003cp\u003eBoosting Employee Engagement, Productivity, and Retention 45\u003c\/p\u003e \u003cp\u003eDriving Innovation and Creativity 47\u003c\/p\u003e \u003cp\u003eGrowing Customer Loyalty and Expanding New Markets 49\u003c\/p\u003e \u003cp\u003eDigging into Examples of Inclusive Leadership in Action 50\u003c\/p\u003e \u003cp\u003eBiases and lack of visible diversity 50\u003c\/p\u003e \u003cp\u003eMicroaggressions and a hostile work environment 51\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4: How Inclusive Are You? Assessing Your Effectiveness as a Leader 53\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUnderstanding Why Assessing Yourself is Important 54\u003c\/p\u003e \u003cp\u003eIdentifying Your Passion and Ability to be an Inclusive Leader 57\u003c\/p\u003e \u003cp\u003eAssessing Your Unique Leadership Skills and Talents 58\u003c\/p\u003e \u003cp\u003eIdentifying Your Leadership Style 59\u003c\/p\u003e \u003cp\u003eSelfless leadership style 59\u003c\/p\u003e \u003cp\u003eTransformational leadership style 60\u003c\/p\u003e \u003cp\u003eTransactional leadership style 60\u003c\/p\u003e \u003cp\u003e“Laissez Faire” leadership style 61\u003c\/p\u003e \u003cp\u003eDemocratic leadership style 61\u003c\/p\u003e \u003cp\u003eSituational leadership style 62\u003c\/p\u003e \u003cp\u003eBuilding Your Personal Brand and Reputation 62\u003c\/p\u003e \u003cp\u003eWhy building a strong personal brand matters 63\u003c\/p\u003e \u003cp\u003eWhy your reputation as a leader matters 63\u003c\/p\u003e \u003cp\u003eStrengthening your personal leadership brand 64\u003c\/p\u003e \u003cp\u003eDiagnosing Your Level of Inclusiveness 66\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 2: Developing the Skills to Lead Yourself 67\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5: Getting Clear on Your Purpose, Vision, and Values 69\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eKnowing the Importance of Your Purpose 70\u003c\/p\u003e \u003cp\u003eAsking the Right Questions to Uncover Your “Why” 71\u003c\/p\u003e \u003cp\u003eGetting Grounded on Your Personal Vision Statement 74\u003c\/p\u003e \u003cp\u003eEstablishing and Living Your Personal Values 75\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6: Minimizing Your Own Biases and Microaggressions 79\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDefining Unconscious Bias 80\u003c\/p\u003e \u003cp\u003eFiguring Out Microaggressions 82\u003c\/p\u003e \u003cp\u003eUnderstanding Intent versus Impact 84\u003c\/p\u003e \u003cp\u003eIdentifying the Effects of Bias in the Workplace 86\u003c\/p\u003e \u003cp\u003eSourcing and selecting new talent 87\u003c\/p\u003e \u003cp\u003eOnboarding and orienting new talent 88\u003c\/p\u003e \u003cp\u003eDeveloping, promoting, and engaging talent 89\u003c\/p\u003e \u003cp\u003eCommunicating with talent 90\u003c\/p\u003e \u003cp\u003eRetaining top talent 90\u003c\/p\u003e \u003cp\u003eInterrupting Biased Behaviors 91\u003c\/p\u003e \u003cp\u003eStep 1: Recognize when a bias has occurred 92\u003c\/p\u003e \u003cp\u003eStep 2: Validate or invalidate your bias 93\u003c\/p\u003e \u003cp\u003eStep 3: Chart your path forward 94\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7: Leading with Authenticity and Transparency 97\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDefining Authenticity and Transparency and Seeing How They Relate 98\u003c\/p\u003e \u003cp\u003eAuthenticity 98\u003c\/p\u003e \u003cp\u003eTransparency 99\u003c\/p\u003e \u003cp\u003eUnderstanding Why Some Leaders Shy Away from Authenticity and Transparency 100\u003c\/p\u003e \u003cp\u003eAnalyzing Your Effectiveness as an Authentic and Transparent Leader 100\u003c\/p\u003e \u003cp\u003eMastering Authentic and Transparent Leadership 105\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8: Demonstrating Empathy and Emotional Intelligence 109\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUnderstanding Empathy and its Role in Leadership 110\u003c\/p\u003e \u003cp\u003eDigging into the Three Types of Workplace Empathy 112\u003c\/p\u003e \u003cp\u003eCognitive empathy 112\u003c\/p\u003e \u003cp\u003eEmotional empathy 113\u003c\/p\u003e \u003cp\u003eCompassionate empathy 114\u003c\/p\u003e \u003cp\u003eBeing an empathetic leader 114\u003c\/p\u003e \u003cp\u003eFiguring Out the Four Domains of Emotional Intelligence 115\u003c\/p\u003e \u003cp\u003eSelf-awareness 116\u003c\/p\u003e \u003cp\u003eSelf-control 117\u003c\/p\u003e \u003cp\u003eSocial awareness 118\u003c\/p\u003e \u003cp\u003eRelationship management 119\u003c\/p\u003e \u003cp\u003eDiscovering Your Level of Empathy and Emotional Intelligence 120\u003c\/p\u003e \u003cp\u003eRealizing the Need for Greater Empathy and Emotional Intelligence 124\u003c\/p\u003e \u003cp\u003eApplying Empathy and Emotional Intelligence in the Workplace 127\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9: Developing Cross-Cultural Competence and Cultural Intelligence 129\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDefining Culture 130\u003c\/p\u003e \u003cp\u003eKnowing the Difference between Cultural Competence and Cultural Intelligence 132\u003c\/p\u003e \u003cp\u003eDiscovering Why these Competencies Matter to Leaders 135\u003c\/p\u003e \u003cp\u003eMapping the Two Mindsets of Intercultural Competence 136\u003c\/p\u003e \u003cp\u003eMonocultural mindset 136\u003c\/p\u003e \u003cp\u003eIntercultural mindset 136\u003c\/p\u003e \u003cp\u003eExploring the Five Orientations of Cultural Competence 137\u003c\/p\u003e \u003cp\u003eDenial 138\u003c\/p\u003e \u003cp\u003ePolarization 139\u003c\/p\u003e \u003cp\u003eMinimization 140\u003c\/p\u003e \u003cp\u003eAcceptance 141\u003c\/p\u003e \u003cp\u003eAdaptation 142\u003c\/p\u003e \u003cp\u003eBecoming a Culturally Competent and Culturally Intelligent Leader 143\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 3: Leading Others 145\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10: Assembling and Leading Diverse and Hybrid Teams 147\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSourcing Diverse Talent 148\u003c\/p\u003e \u003cp\u003eAcclimating New Hires to the Team 150\u003c\/p\u003e \u003cp\u003eLeading Your Team Through Five Stages of Development 151\u003c\/p\u003e \u003cp\u003eForming 151\u003c\/p\u003e \u003cp\u003eStorming 152\u003c\/p\u003e \u003cp\u003eNorming 153\u003c\/p\u003e \u003cp\u003ePerforming 154\u003c\/p\u003e \u003cp\u003eAdjourning 155\u003c\/p\u003e \u003cp\u003eFiguring out what stage your team is at 156\u003c\/p\u003e \u003cp\u003eMaximizing the Benefits of a Diverse Team 157\u003c\/p\u003e \u003cp\u003eCreativity and problem solving 158\u003c\/p\u003e \u003cp\u003eCollaboration 158\u003c\/p\u003e \u003cp\u003eIncreased business performance 158\u003c\/p\u003e \u003cp\u003eEngagement and retention 159\u003c\/p\u003e \u003cp\u003eFostering an Environment of Trust and Belonging 159\u003c\/p\u003e \u003cp\u003eLeading Across Differences and Distances 160\u003c\/p\u003e \u003cp\u003eAvoiding Common Pitfalls when Leading a Diverse Team 164\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11: Establishing Trust and Psychological Safety 167\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDefining Trust and Psychological Safety 168\u003c\/p\u003e \u003cp\u003eOutlining the Four Stages of Psychological Safety 169\u003c\/p\u003e \u003cp\u003eInclusion Safety 170\u003c\/p\u003e \u003cp\u003eLearner Safety 171\u003c\/p\u003e \u003cp\u003eContributor Safety 172\u003c\/p\u003e \u003cp\u003eChallenger Safety 173\u003c\/p\u003e \u003cp\u003eRealizing the Benefits of a Trusting and Psychologically Safe Workplace 175\u003c\/p\u003e \u003cp\u003eIdentifying the Factors that Drive and Undermine Psychological Safety 176\u003c\/p\u003e \u003cp\u003eFactors that undermine trust and psychological safety 176\u003c\/p\u003e \u003cp\u003eFactors that cultivate trust and psychological safety 178\u003c\/p\u003e \u003cp\u003eCreating Psychological Safety 179\u003c\/p\u003e \u003cp\u003eIncreasing Inclusion Safety 179\u003c\/p\u003e \u003cp\u003eIncreasing Learner Safety 180\u003c\/p\u003e \u003cp\u003eIncreasing Contributor Safety 180\u003c\/p\u003e \u003cp\u003eIncreasing Challenger Safety 180\u003c\/p\u003e \u003cp\u003eMeasuring Psychological Safety 181\u003c\/p\u003e \u003cp\u003eRecognizing Best Practice Companies 182\u003c\/p\u003e \u003cp\u003ePixar: “Fail Early and Often” 182\u003c\/p\u003e \u003cp\u003eEileen Fisher: “Leadership is About Listening” 183\u003c\/p\u003e \u003cp\u003eBarry-Wehmiller: “What We Do Matters” 183\u003c\/p\u003e \u003cp\u003eX Development Llc: “shoot for the Moon” 184\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 12: Coaching and Giving Feedback 185\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAcknowledging the Impact of Not Providing Coaching and Feedback 186\u003c\/p\u003e \u003cp\u003eUnderstanding the Difference between Coaching and Feedback 187\u003c\/p\u003e \u003cp\u003eCustomizing Your Coaching Approach using Situational Leadership 189\u003c\/p\u003e \u003cp\u003eTelling 190\u003c\/p\u003e \u003cp\u003eSelling 190\u003c\/p\u003e \u003cp\u003eParticipating 191\u003c\/p\u003e \u003cp\u003eDelegating 191\u003c\/p\u003e \u003cp\u003eAvoiding Common Feedback Pitfalls 191\u003c\/p\u003e \u003cp\u003eBeing unprepared 192\u003c\/p\u003e \u003cp\u003eFailing to establish trust 192\u003c\/p\u003e \u003cp\u003eIgnoring cultural context 192\u003c\/p\u003e \u003cp\u003eTreating everyone the same way 193\u003c\/p\u003e \u003cp\u003eAvoiding reciprocal feedback 193\u003c\/p\u003e \u003cp\u003eGiving Great Feedback 194\u003c\/p\u003e \u003cp\u003eBefore the conversation 194\u003c\/p\u003e \u003cp\u003eDuring the conversation 194\u003c\/p\u003e \u003cp\u003eAfter the conversation 196\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 13: Communicating Inclusively 199\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eRecognizing the Benefits of Inclusive Communication 200\u003c\/p\u003e \u003cp\u003eUnderstanding the Impact of Non-Inclusive Language 200\u003c\/p\u003e \u003cp\u003eWorking With Human Resources to Promote Inclusive Language 204\u003c\/p\u003e \u003cp\u003ePracticing Inclusive Communication 205\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 14: Dealing with Conflict 207\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAddressing the Reasons We Avoid Conflict 207\u003c\/p\u003e \u003cp\u003eNormalizing Conflict as a Tool for Higher Performance 208\u003c\/p\u003e \u003cp\u003eIdentifying the Topics We Tend to Avoid 209\u003c\/p\u003e \u003cp\u003eSeeing the Benefits of Engaging in Uncomfortable Conversations 212\u003c\/p\u003e \u003cp\u003eInterpreting Two Models for Managing Conflict 213\u003c\/p\u003e \u003cp\u003eThomas–Kilman conflict modes 213\u003c\/p\u003e \u003cp\u003eIntercultural Conflict Styles 216\u003c\/p\u003e \u003cp\u003eApplying Best Practices to Real-World Scenarios 219\u003c\/p\u003e \u003cp\u003eDo you need to engage? 220\u003c\/p\u003e \u003cp\u003eWhat is the source of the conflict? Where do you stand? 220\u003c\/p\u003e \u003cp\u003eHow will you engage? 220\u003c\/p\u003e \u003cp\u003eWhat is the preferred outcome? 221\u003c\/p\u003e \u003cp\u003eWhat barriers currently exist? 221\u003c\/p\u003e \u003cp\u003eWhat are the implications globally or among multiple stakeholders? 222\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 4: Cultivating a Culture of Inclusion and High Performance 223\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 15: Assessing the Employee Experience 225\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDefining the Employee Experience 226\u003c\/p\u003e \u003cp\u003eEvaluating the Current State of Your Company Culture 228\u003c\/p\u003e \u003cp\u003eChecking Out the Culture Spectrum 230\u003c\/p\u003e \u003cp\u003eExploring the Red Zone 230\u003c\/p\u003e \u003cp\u003eStepping into the Green Zone 233\u003c\/p\u003e \u003cp\u003eApplying Strategies to Address Gaps in the Employee Experience 235\u003c\/p\u003e \u003cp\u003eDemonstrating Accountability as a Leader 236\u003c\/p\u003e \u003cp\u003eConsistency matters 238\u003c\/p\u003e \u003cp\u003eTaking ownership matters 238\u003c\/p\u003e \u003cp\u003eSound decision making matters 239\u003c\/p\u003e \u003cp\u003eProviding feedback matters 240\u003c\/p\u003e \u003cp\u003eCommunicating effectively matters 241\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 16: Tracking and Measuring Inclusion Initiatives 243\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eBridging the Accountability Gap 244\u003c\/p\u003e \u003cp\u003eRecognizing the Importance of Measuring Inclusion Initiatives 245\u003c\/p\u003e \u003cp\u003eLooking at Ways to Measure Inclusion Initiatives 246\u003c\/p\u003e \u003cp\u003eRecruitment and selection 246\u003c\/p\u003e \u003cp\u003eDevelopment, advancement, and retention 247\u003c\/p\u003e \u003cp\u003eEmployee engagement and job satisfaction 249\u003c\/p\u003e \u003cp\u003eCompensation and benefits 250\u003c\/p\u003e \u003cp\u003eEmployer brand 251\u003c\/p\u003e \u003cp\u003eSupply chain and procurement 253\u003c\/p\u003e \u003cp\u003eAvoiding Common Pitfalls When Measuring Inclusion Initiatives 254\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 17: Advocating for Inclusion 257\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDifferentiating Between Advocacy and Activism 257\u003c\/p\u003e \u003cp\u003eUnderstanding Why Advocacy Is Needed 259\u003c\/p\u003e \u003cp\u003eDefining the Role of an Ally 261\u003c\/p\u003e \u003cp\u003eIdentifying Multiple Methods of Advocating 262\u003c\/p\u003e \u003cp\u003eLaunching and leading Employee Resource Groups 262\u003c\/p\u003e \u003cp\u003eChampioning Diversity, Equity, and Inclusion education 264\u003c\/p\u003e \u003cp\u003eMentoring and sponsoring diverse talent 265\u003c\/p\u003e \u003cp\u003eSeeking and leveraging diverse perspectives and solutions 267\u003c\/p\u003e \u003cp\u003eDemonstrating courage in difficult and unpopular situations 268\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 18: Applying an Equity Lens and Inclusive Mindset in Decision Making 271\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDifferentiating Equity from Equality 272\u003c\/p\u003e \u003cp\u003eUnderstanding Why an Equity Lens Matters 274\u003c\/p\u003e \u003cp\u003eAsking the Right Questions When Applying an Equity Lens 276\u003c\/p\u003e \u003cp\u003eIn leading people 277\u003c\/p\u003e \u003cp\u003eIn everyday decision making 278\u003c\/p\u003e \u003cp\u003eIn recruiting 279\u003c\/p\u003e \u003cp\u003eIn onboarding and orienting new talent 280\u003c\/p\u003e \u003cp\u003eIn education and training 281\u003c\/p\u003e \u003cp\u003eIn development and advancement 281\u003c\/p\u003e \u003cp\u003eIn organizational communications 282\u003c\/p\u003e \u003cp\u003eIn community and customer relations 283\u003c\/p\u003e \u003cp\u003eIn marketing and branding 284\u003c\/p\u003e \u003cp\u003eDeveloping Competencies for Applying an Equity Lens 284\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 5: the Part of Tens 289\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 19: Ten Mistakes to Avoid if You Want to Be an Inclusive Leader 291\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLacking Vision and Goals 292\u003c\/p\u003e \u003cp\u003eTreating Everyone the Same 292\u003c\/p\u003e \u003cp\u003eShowing Favoritism 293\u003c\/p\u003e \u003cp\u003eActing Inflexibly 294\u003c\/p\u003e \u003cp\u003eBeing a Know-It-All 294\u003c\/p\u003e \u003cp\u003eOverlooking Recognition or Reward 295\u003c\/p\u003e \u003cp\u003eFailing to Provide Feedback to All 295\u003c\/p\u003e \u003cp\u003eOverlooking Microaggressions 296\u003c\/p\u003e \u003cp\u003eIgnoring Psychological Safety 296\u003c\/p\u003e \u003cp\u003eFailing to Develop Cultural Competence 297\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 20: Ten Things That Inclusive Leaders Must Navigate 299\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLeading through Global Socio-Political and Economic Unrest 299\u003c\/p\u003e \u003cp\u003eEnhancing The Employee Experience 300\u003c\/p\u003e \u003cp\u003eAttracting and Retaining Top Diverse Talent 301\u003c\/p\u003e \u003cp\u003eSupporting Mental Health and Emotional Well-Being 301\u003c\/p\u003e \u003cp\u003eUpskilling to Meet the Needs of the New Generation of Talent 302\u003c\/p\u003e \u003cp\u003eTransforming Workplace Culture to be More Inclusive 302\u003c\/p\u003e \u003cp\u003eWorking with Artificial Intelligence and Automation 303\u003c\/p\u003e \u003cp\u003eManaging Remote and Flexible Work 303\u003c\/p\u003e \u003cp\u003eLeading Change in Tumultuous Times 304\u003c\/p\u003e \u003cp\u003eSaying the Wrong Thing 305\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 21: Ten Practices that Inclusive Organizations Have in Common 307\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMaintaining a Positive Employer Brand and Reputation 308\u003c\/p\u003e \u003cp\u003eEmbedding Inclusion into Strategic Priorities 308\u003c\/p\u003e \u003cp\u003eAssessing Employee Experience 309\u003c\/p\u003e \u003cp\u003eLeading Change with Agility and Resilience 309\u003c\/p\u003e \u003cp\u003eEducating and Developing Leaders at All Levels Consistently 310\u003c\/p\u003e \u003cp\u003eRemoving Organizational Barriers to Equity and Inclusion 310\u003c\/p\u003e \u003cp\u003eFostering Trust, Psychological Safety, and Well-Being 311\u003c\/p\u003e \u003cp\u003eAssembling and Leading Diverse Teams for Maximum Performance 311\u003c\/p\u003e \u003cp\u003eTracking, Measuring, and Holding Each Other Accountable 312\u003c\/p\u003e \u003cp\u003eRecognizing and Rewarding Top Performance 312\u003c\/p\u003e \u003cp\u003eIndex 313\u003c\/p\u003e  \u003cp\u003e\u003cb\u003eDr. Shirley Davis\u003c\/b\u003e brings a unique background as a seasoned HR, DEI, and global workforce expert, a senior business executive for several \u003ci\u003eFortune 100\u003c\/i\u003e companies, a certified leadership coach, and a popular LinkedIn Learning author. She is CEO of SDS Global Enterprises, a strategic development solutions firm that specializes in leadership and culture transformation and works with major organizations around the world.   \u003c\/p\u003e\u003cp\u003e\u003cb\u003eLead thriving teams and build world-class workplaces\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eToday’s leaders must demonstrate the skills and behaviors needed to navigate an ever-changing workforce—one that is more global, diverse, hyper-connected, and competitive. \u003ci\u003eInclusive Leadership For Dummies\u003c\/i\u003e helps leaders at all levels become more effective in working across differences, across geographic regions, and amidst different ways of working. This practical guide helps you to cultivate a safe work environment for your team members that will drive high engagement and productivity. It will enable you to lead with greater authenticity, develop cross-cultural competence to communicate more effectively, and create a culture of trust, belonging, equity, and inclusion. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eInside… \u003cul\u003e\n\u003cli\u003eExploring inclusive leadership basics \u003c\/li\u003e \u003cli\u003eRevealing worker needs and expectations\u003c\/li\u003e \u003cli\u003eEstablishing trust and psychological safety\u003c\/li\u003e \u003cli\u003eLeading remote \u0026amp; hybrid teams\u003c\/li\u003e \u003cli\u003eHolding inclusive conversations\u003c\/li\u003e \u003cli\u003eAdvocating for inclusion\u003c\/li\u003e \u003cli\u003eApplying an equity lens and inclusive mindset\u003c\/li\u003e\n\u003c\/ul\u003e\u003c\/b\u003e\u003c\/p\u003e","brand":"For Dummies","offers":[{"title":"Default Title","offer_id":47989413576933,"sku":"NP9781394197231","price":29.99,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781394197231.jpg?v=1761784008","url":"https:\/\/k12savings.com\/es\/products\/inclusive-leadership-for-dummies-isbn-9781394197231","provider":"K12savings","version":"1.0","type":"link"}