Table 3 Comparative profiling tools Understanding cultural norms and diversity is just as important as understanding individuals. Dreher and Macnaughton 21 contend that cultural competence is really nursing competence. As communities become more diverse, it is important that leaders adopt strategies to teach, provide feedback, and motivate persons from different cultural backgrounds and different skill mixes.
An inclusive culture, as defined by the Burton Blatt Institute BBI at Syracuse University, involves "the full and successful integration of diverse people into a workplace or industry.
Instead, according to the Institute, "it indicates a climate in which respect, equity, and positive recognition of differences are all cultivated.
I recognize the magnitude of this task, and understand why many upon being charged with this mission may feel it is easier suggested than executed. Therefore, to provide a starting point, I offer the following strategies for steps each of the key players in this process can take to create a culture that's more open and inclusive to women and other marginalized groups: Show Up and Speak Up.
In my recent book Make Room for HerI discuss in detail the important role that women must play to help maximize their own chance for success within a model of Integrated Leadership.
While women can't alone create the changes that can lead to a more inclusive workplace culture, there's still much they can do to facilitate the process. First, recognize when a culture is not inclusive to women and other minority groups, and be prepared to act on that knowledge.
You need to know what kind of culture you want to be a part of so that you can be aware when you're in a work environment that falls short of this. Your ability to be the squeaky wheel by showing up and speaking up when you notice that the work climate doesn't offer respect, equity, and equal chances for all can create the needed impetus to make change.
Second, look for an organization that facilitates women's ability to get on the "right" escalator. You need the ability to move up, in the right direction toward leadership opportunities.
Third, call on your own ability to summon your personal power from a base of knowledge, authenticity, resiliency, and ability to effectively communicate. This is important because leaders who know how to use their personal power can more effectively create shifts in the existing corporate culture.
Recognize the Problem and Help Drive Solutions. While men are not typically seen as playing a significant role in advancing women into leadership, men are in a prime position to help influence an organization's culture for the better when it comes to inclusiveness.
This is because men have spent the most time in leadership ranks as a group, so they currently hold the greatest amount of knowledge and experience in this arena. If men actively exclude women from these power structures, the result is a culture of exclusion. Yet if men instead actively mentor and sponsor their female colleagues, the opposite result occurs: It's really pretty simple: In SHAMBAUGH's Engaging Men Offering we help men understand the value of gender diversity and balanced leadership teams for everyone in a company and the company itselfwhich in turn helps them to see how they can initiate solutions to help develop and advance women into the senior ranks alongside them.
Men can also help create a more inclusive environment by recognizing--and emulating--many skills they can learn from their female colleagues. These include understanding how to be empathetic, listen better, trust their intuition, and foster improved collaboration.
Along the same lines, men can influence culture by becoming aware of some of the most common biases they may have about women in senior leadership. This means challenging myths like women aren't as good as men at strategy, negotiation, risk-taking, and decision-making.
By intentionally recognizing and challenging such fallacies--which are based on erroneous biases and assumptions rather than reality--men can help tip the cultural balance toward leveraging the full range of gender intelligence within an organization.
Individual men and women leaders are the ones on the front lines when it comes to creating an inclusive culture. But to leverage the full potential of the Integrated Leadership Model, the organization and its leadership must play an integral role in ensuring the workplace culture gives permission and embraces unique and different views and perspectives.
SHAMBAUGH has worked with many organizations to help them develop and implement a framework that has positive and lasting results in creating a culture that helps advance women and minorities. Part of this framework involves helping companies foster a culture of accountability that links clearly to business outcomes.
Employers can facilitate an inclusive corporate culture that encourages and sustains balanced leadership by prioritizing several actions. They can strategically manage the talent pool from the top to achieve the right leadership balance. They can reward people for taking prudent risks and foster an environment of flexibility, allowing all employees the chance to integrate their work and personal life.
They can engage men as mentors and sponsors, and help raise awareness throughout the organization about the need to leverage gender intelligence and recognize gender-related biases. My speaking initiative calls out the importance for having all voices on deck, allowing leadership to harness the broader spectrum of human talent and intelligence, while combining the strength of both genders.
By taking proactive steps, companies that implement organizational best practices can help us all achieve more inclusive workplace cultures--sooner rather than later.Company leadership initiates the process of open communication by sharing information with employees on a regular basis.
This includes good news and bad. Southwest Airlines’ policy of sharing information enabled the company to weather the sudden increase in . How leadership matters: The effects of leaders' alignment on strategy implementation Charles A. O'Reillya,⁎, David F.
Caldwellb, Jennifer A. Chatmanc, Margaret Lapizd, William Selfc a Graduate School of Business, Stanford University, United States b Leavey School of Business, Santa Clara University, United States c Haas School of Business, University of California, United States.
May 23, · Leadership development has clearly reached a critical crossroad, and the most important role of the leader could be described as ensuring a ready supply of replacement leaders to maintain organizational progress in the ever-changing healthcare environment.
Provide leadership development training or fund the candidate’s return to higher education through online coursework to instill leadership theory and practice. While on-the-job development provides the most effective way to develop leadership skills, it does not hurt to incorporate a scholarly framework to the leadership development process.
demonstrations, videos, role-playing, or simulated Question/Answer (Q/A) communication techniques that match the practice culture. Alternatively, have your staff visit practices that have had successful.
A supportive infrastructure includes (1) organization capabilities that are valued by customers, (2) a management-performance system and scorecard which focuses on leading indicators and the drivers of growth and (3) strong leadership practices at every level of the organization.