In this groundbreaking guide, a management expert outlines the transformative leadership skill of tomorrow—one that can make it possible to build truly diverse and inclusive teams which value employees’ need to belong while being themselves. Humans have two basic desires: to stand out and to fit in. Companies respond by creating groups that tend to the extreme—where everyone fits in and no one stands out, or where everyone stands out and no one fits in. How do we find that happy medium where workers can demonstrate their individuality while also feeling they belong?
The answer, according to Stefanie Johnson, is to Inclusify. In this essential handbook, she explains what it means to Inclusify and how it can be used to strengthen any business. Inclusifying—unlike “diversifying” or “including”— implies a continuous, sustained effort towards helping diverse teams feel engaged, empowered, accepted, and valued. It’s no use having diversity if everyone feels like an outsider, she contends.
In her research, Johnson found common problems leaders exhibit which frustrate their attempts to create diverse and cohesive teams. Leaders that underestimated the importance of group coherence and dynamics often have employees who do not feel like they belong; leaders that ignore the benefits of listening to different perspectives leave some people feeling like they cannot be their authentic selves.
By contrast, leaders who Inclusify can forge strong relationships with their teams, inspire greater productivity from all of their workers, and create a more positive environment for everyone. Having a true range of different voices is good for the bottom line—it allows for the development of the best, most innovative, and creative solutions that are essential to success.
Inclusify reveals the unexpected ways that well-intentioned leaders undermine their teams, explains how to recognize the myths and misperceptions that drive these behaviors, and provides practical strategies to become an Inclusifyer. By learning why uniqueness and belonging are so imperative, leaders can better understand what makes their employees tick and find ways to encourage them to be themselves while ensuring they feel like they are fully part of the group. The result is a fully engaged team filled with diverse perspectives—the key to creating innovative and imaginative ideas that drive value.
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About the Author
Table of Contents
Chapter 1 The Power of Uniqueness and Belonging 1
Chapter 2 The ABCs of Breaking Bias 15
Chapter 3 Three Lessons to Put You on the Path to Inclusifying 29
Chapter 4 Meritocracy Manager: How Can Merit Be Bad? 45
Chapter 5 Leadership Strategies for Meritocracy Managers 59
Chapter 6 Culture Crusader: The Curse of Crusading While Homogeneous 71
Chapter 7 Leadership Strategies for Culture Crusaders 85
Chapter 8 Team Player: Taking the "Me" Out of "Team" 99
Chapter 9 Leadership Strategies for Team Players 113
Chapter 10 White Knight: When He Doesn't Save the Day 129
Chapter 11 Leadership Strategies for White Knights 141
Chapter 12 Shepherd: Being Transparent with Your Flock 153
Chapter 13 Leadership Strategies for Shepherds 165
Chapter 14 Optimist: Positivity Without Action Does Not Get Results 177
Chapter 15 Leadership Strategies for Optimists 191
Chapter 16 My Inclusify Journey 205