We Are the World: A Journey Beyond Diversity to Cultural Competence Learning objective: Increase cultural competence and strategies in the workplace Seasoned and emerging leaders alike will be held accountable for negotiating and collaborating in an ever-evolving world of differences. Professional cultural competence expands the definition of diversity by encompassing other factors such as lifestyle, sexual orientation, learning styles, industry, positional power, etc. No matter where you are in your career, this course will challenge you to examine “what you know”, “what you don’t know”, and “what you need to do” to move toward greater cultural competence. At the end of this seminar, participants will be able to: a. Define cultural competence and diversity b. List and assess cultural challenges that take place in your organization c. Apply culturally sensitive collaboration and negotiation techniques d. Identify specific personal and organizational strategies to improve cross cultural exchanges

1. October 23–25, 2014
WE ARE THE WORLD:
A [Leadership] Journey Beyond Diversity to
[Inclusion] Cultural Competence

2. Learning Objective
• Increase cultural (inclusion) competence and
strategies
– Define cultural competence (inclusion) and
diversity
– List and assess cultural (inclusion) challenges
that take place in your (own mind) workplace
– Apply culturally sensitive (inclusive) collaboration
and negotiation techniques
– Identify specific personal and organizational
strategies to improve (inclusive) cross cultural
exchanges
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

3. The Real Agenda
• Thinking about Inclusion
• Examining Inclusion
• The Behaviors and Competencies of
Inclusive Leaders
• Assessing Inclusive Leadership
• Developing Inclusive Leadership
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

4. Inclusion
• We definitely know when it is lacking
– Poor engagement, negative culture
– Turnover, or intention to turn over
– Poor, and uneven results
• We know the outcomes of inclusion
– A positive culture, feelings and engagement
– Business results, especially in diverse markets
• But, do we really know what it is? Inclusion is an
outcome/noun, not a behavior
– The act of including
– The state of being included
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence
Wisdom begins in wonder.
―Socrates

5. What Is Inclusion/Inclusive?
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Preconditions for this new paradigm
1. Leaders must understand and value that the diverse
workforce has different perspectives and approaches to
work
2. Leaders must recognize the learning and challenges that the
expression of differing perspectives presents
3. The culture must create high standards of performance for
everyone
4. The culture must encourage openness
5. The organization culture must stimulate personal
development
6. The culture must make workers feel valued
7. The organization must have a clear vision
8. The organization must have an egalitarian non bureaucratic
structure
In 1996 David Thomas and
Robin Ely articulated a new
paradigm of diversity:
• Connect diversity and
work perspectives
(results)
• Internalize differences
between employees
(normalize the
environment)
• Enable the organization
to learn and grow from
the (new) perspective
Great and timely guidance, but many organizations still struggle with inclusion.
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

6. Why Inclusion?
Low Inclusion High Inclusion
High Diversity
• Moderate business results
• Negative and uncomfortable
culture
• Excellent business results
• Positive culture
Low Diversity
• Poor business results
• Negative and uncomfortable
culture
• Adequate business results
• Undefined culture
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Inclusion
Workforce Diversity
The world, markets and workforces have become more diverse. Representation is not
enough. Engagement of the full workforce, in all of its diversity, is critical.
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

7. • We talk about “inclusive
organizations”
• But, how do you get there?
– Culture
• How do you change
culture?
– Leadership
• How do you change
leadership
– Lead!
How to Get Inclusion
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Leadership Leadership and and culture culture are
are
fundamentally fundamentally intertwined.
intertwined.
Leaders are the main architects
of culture. After cultures are
formed, they influence what kind
of leadership is possible. When
culture becomes dysfunctional
leadership must do something to
speed up culture change. (Edgar
Schein 2010)
Leaders are the main architects of
culture. After cultures are formed,
they influence what kind of
leadership is possible. When
culture becomes dysfunctional
leadership must do something to
speed up culture change. (Edgar
Schein 2010)
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

8. Inclusive Leadership Exercise
Focus group and interviews
Inclusive leaders
• Encourage individuals to
feel welcome and accepted.
• To engage and deliver
results
• Are generally thought to
develop an inclusive culture,
especially for
underrepresented groups
Ask and Answer
• Have you known or worked
with an inclusive leader?
• What did they do that was
inclusive?
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Working Definition
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

9. Inclusive Leadership: Competencies,
Behaviors and Outcomes
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Business Results
Feel welcome and accepted;
engage and deliver results
Leadership Competencies and
Behaviors
Inclusive organizations yield
business results, especially in
diverse markets and workforces
All Employees
An Inclusive Culture
Especially for underrepresented
groups
Leverages
Diverse Talent
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

10. Competencies Are Defined by
Behaviors
Competency
Courageous: Tactfully acknowledges and
discusses differences, such as strengths
and weaknesses, performance, style, and
motivators as well as differences such as
race, gender, and background
1. Takes on difficult conversations about
behaviors that are preventing organizational
success
2. Demonstrates composure when discussing
sensitive issues such as employees’
performance or differences (e.g., cultural,
racial, sexual orientation, demographic, etc.)
3. Applies performance standards in a direct
and candid manner.
4. Speaks up to encourage inclusiveness (e.g.,
confronting behaviors and stereotypes)
5. Tactfully acknowledges how others are
different from self
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

11. Inclusive Leadership: Competencies,
Behaviors and Outcomes
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Leverages
Diverse Talent
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

12. Inclusive Leadership: Leading Self
Competency
1. Courageous: Tactfully acknowledges and
discusses differences, such as strengths and
weaknesses, performance, style, and motivators
as well as differences such as race, gender, and
background
2. Authentic and Open: Appropriately shares
own identity through effective storytelling.
Acknowledges own fallibilities and expresses
learning challenges and triumphs to make self
more approachable to others
3. Values Perspectives: Recognizes that all
individuals have unique and valuable
contributions. Strives to deeply understand
others and create an environment that values
diverse perspectives
Leverages
Diverse Talent
We Are the World: A Leadership Journey
Beyond 12 DIversity to Inclusion Competence

13. Inclusive Leadership: Leading Relationships
Competency
Communicates Adaptively: Optimizes
communication with others by listening intently
and varying style to the other party. Uses a
mixture of different mediums and channels as a
means of being fully understood by individuals
with varying communicative preferences based
on their unique background
Builds and Connects Relationships: Actively
fosters personal and work relationships across all
organizational levels to connect with others of
varying backgrounds and further expand network
Facilitates Development: Encourages and
supports others’ career and performance by
coaching, explaining cultural traditions as well as
providing opportunities for exposure and
development
Leverages
Diverse Talent
We Are the World: A Leadership Journey
Beyond 13 DIversity to Inclusion Competence

14. Inclusive Leadership: Leading Culture
Competency
Allows for Differences: Recognizes how others
are different and how this can reflect in working
style. Appropriately allows and adapts to these
differences
Shares Authority, Power, and Credit:
Empowers others to autonomously pursue their
goals. Appropriately allocates individual praise
and recognition following the completion of a
collaborative organizational assignment. Enables
others to contribute to decisions regardless of
their level in organizational hierarchy
Builds a Climate of Trust and Respect:
Develops mutually trusting relationships by
following through on commitments, as well as by
authentically and consistently interacting with
others. Establishes a culture of civility where
individuals are free to self-disclose without
concern of reprisal, judgment, or gossip
Leverages
Diverse Talent
We Are the World: A Leadership Journey
Beyond 14 DIversity to Inclusion Competence

15. Inclusive Leadership: At the Core Is a
Focus on Results
Focuses on Results: Establishes a shared
focus on results and the common good, as
opposed to the personal style or methods for
achieving the results
Leverages Diverse Talent: Executes goals,
strategy, and operations by fully leveraging the
organization’s talent. Intentionally includes
everyone because of—and not “in spite of”—
differences in style or background
Leverages
Diverse Talent
We Are the World: A Leadership Journey
Beyond 15 DIversity to Inclusion Competence

16. Ways to Change Humans and
Organizations
• Some believe changing how
you thinking through insights
will change behavior
• Others believe deliberately
changing behavior will result
in a change in thinking
• Both are right
Outside
In
Insight
Outside In Inside Out
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Insight
Inside
Out
Worked to Understand the leadership behaviors that matter, and then make these
clear and develop skills and insights about how to demonstrate the behaviors.
We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence
Change
Behavior

17. Developing Inclusive Leadership: Leads
Self
Brainstorm Exercise
1. Personal Disclosure /
Vulnerability
2. Understand own cultural
script / comfort with own
diversity and that of
others
3. Understanding
unconscious privilege
4. Personal branding
5. Leading from the center
/ mindfulness
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

18. Developing Inclusive Leadership:
Leads Relationships
Brainstorm
1. Coaching skills /
new models of
development
2. Leverage
networking &
collaboration skills
and strategies
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

19. Developing Inclusive Leadership:
Leads Culture
Brainstorm
1. Safety and risk taking
in exposure
2. Practice Micro-affirmation
3. Eliminate Micro-
Inequities
4. Deliberate articulation
and development of
culture
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence

20. Inclusive Leadership Development Strategy
Capacity
Capability
Time
Rethink
Leadership
Assessment
Instruments
Legend
AWIL – Advancing Women
In Leadership
AGL- Advancing Global
Leaders
ILA – Inclusive Leadership
Academy
BDLB – Building a Diverse
leadership Bench (program)
ILCS – Inclusive Leadership
Consulting Services
GILA – Global Inclusive
Leadership Academy
BCCE – Building
Collaboration, Commitment
& Engagement (all
employee cultural adopton)
BDLB ILCS
GILA
BDLB
Global Inclusive Leadership Assessment
AWIL
(I)
ILCS
ILA
BCCE
ILCS
GILA
Incorporate Inclusive Leadership In All Development, All Systems
Now
AGL
(I)
Before its too late
We Are the World: A Leadership Journey
Beyond 20 DIversity to Inclusion Competence

21. And now you know!
QUESTIONS?
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We Are the World: A Leadership Journey
Beyond DIversity to Inclusion Competence