The Diversity Dividend: How Balancing Your Leadership Team Can Pay Off

Strategy Driven

The call for greater diversity at senior leadership levels is not new, although it has itself become more inclusive, extending beyond gender, race and ethnicity, to encompass age, education, socioeconomic background and sexual orientation, as well as experience, skills and talent. Sadly, none of the 366 public companies surveyed stood out as leaders on both gender and ethnic diversity axis together. In their recent study mentioned above, for example, McKinsey & Co.

Does Your Organization ASPIRE?

Jesse Lyn Stoner Blog

Are there characteristics that cut across all great organizations? Our research* into organizations that sustained high levels of productivity, profitability and employee satisfaction over time, revealed six common traits. High performance organizations account for both.

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4 Ways Leaders Can Change An Organization’s Culture

Tanveer Naseer

As simple as it sounds, this approach will not only accelerate the behavior change that matters most, but also evolve and align your culture more effectively than forcing a major and potentially disruptive culture change effort on a broadly diverse global organization.

How To Discover Your Organization’s Next Big Growth Opportunities

Tanveer Naseer

One of them is the ability to look at your organization not as a collection of business units but as a portfolio of embedded competencies and assets that can potentially be repurposed, redeployed, or recombined to create new value.

Referent Groups and Diversity

Marshall Goldsmith

The concept of referent group can be a useful tool for understanding many differences in organizations, both on a global and local scale. As our organizations become more global and more diverse, it becomes more critical that leaders understand how different referent groups can impact behavior. Younger people tend to have less identification with the organization as a referent group, while older, more tenured employees tend to have more corporate identification.

“Wellth” is the New Wealth

Strategy Driven

For example, apps like Headspace can act as a personal trainer for your mind and help you achieve your daily 10 minutes of mindfulness. Wealth has historically been viewed as financial success in business that translates to success in life.

What 11 CEOs Have Learned About Championing Diversity

Harvard Business Review

The business case for diversity is clear. Diversity can boost innovation and employee engagement , and companies with greater gender and racial diversity financially outperform their peers. Yet progress within organizations has been slow – there is still a lack of women and minorities in leadership positions, and certain industries like tech and finance are lacking diversity at all levels. And many diversity programs fail. For example, Gap Inc.

Two Types of Diversity Training That Really Work

Harvard Business Review

One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective , others show it’s ineffective , and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work.

Diversity Doesn’t Stick Without Inclusion

Harvard Business Review

Leaders have long recognized that a diverse workforce of women, people of color, and LGBT individuals confers a competitive edge in terms of selling products or services to diverse end users. Part of the problem is that “diversity” and “inclusion” are so often lumped together that they’re assumed to be the same thing. In the context of the workplace, diversity equals representation.

How Mindfulness Helped a Workplace Diversity Exercise

Harvard Business Review

A couple of years ago I was invited to facilitate an offsite training for the diversity committee of a Fortune 500 company. In an era in which “diversity” has become a buzzword in the business world, the firm’s interest in the topic was both admirable and understandable. The diversity committee, which had been meeting for about six months, seemed interested in trying something new. Nonetheless, I ultimately accepted the diversity committee’s offer.

The Biases That Punish Racially Diverse Teams

Harvard Business Review

Tech companies, banks, consulting firms, you name it — all are scrambling to create diverse and inclusive environments. But despite pouring millions of dollars annually into diversity efforts, organizations sometimes fail to capture the benefits that diverse groups reportedly offer.

What We Learned from Improving Diversity Rates at Pinterest

Harvard Business Review

In today’s workplace, diversity is more than just a buzzword; it’s a way to build a stronger business. At Pinterest, we understand that diverse teams yield smarter , more innovative results, which are essential in the competitive, dynamic tech industry. But businesses have long struggled to increase diversity across all levels. For example, while women typically make up roughly 16 % of software engineers in the U.S. Juan Díaz-Faes for HBR.

Teams Solve Problems Faster When They’re More Cognitively Diverse

Harvard Business Review

Looking at the executive teams we work with as consultants and those we teach in the classroom, increased diversity of gender, ethnicity, and age is apparent. Received wisdom is that the more diverse the teams in terms of age, ethnicity, and gender, the more creative and productive they are likely to be. But having run the execution exercise around the world more than 100 times over the last 12 years, we have found no correlation between this type of diversity and performance.

The Language Of Leadership

Tanveer Naseer

These days, we talk a lot about the benefits of embracing diversity in the workplace. Of how intermingling people of different cultures, beliefs and nationalities can allow us to tap into the diversity of thoughts, ideas, and perspectives that go with these unique demographic elements.

Women and Minorities Are Penalized for Promoting Diversity

Harvard Business Review

For example, both Madeleine Albright and Gloria Steinem were criticized for telling young women that they should support presidential candidate Hillary Clinton. Likewise, Rosalind Brewer, an African-American woman and Sam’s Club CEO, was called racist for advocating for diversity.

Corporate Diversity Initiatives Should Include White Men

Harvard Business Review

Thus most of the work of diversity and inclusion approaches in companies to date has focused on empowering the “out” groups or training the “in” groups about their unconscious biases. Who is calling whom diverse? How many times have I heard executives refer to the fact that they have several “diverse candidates” for a job? This weirdly common expression is meant to cover women and the range of minorities listed in diversity approaches.

How U.S. Army Basic Training Turns Diverse Groups into Teams

Harvard Business Review

We know that diverse teams are more creative and productive than homogenous teams, but how do you get individuals who aren’t alike working together smoothly? As a result, his team members asked him for guidance on how to organize their wall lockers to pass future inspections.

Leveling the Playing Field

Great Leadership By Dan

There is a certain amount of wishful thinking when a new employee comes on in an organization. So, that is one example. Absolutely, awareness of these is critical to improve the lack of inclusion and diversity in organizations. bias diversity inclusion Rosalie Chamberlai

Does Your Leadership Bring Out The Best In Those You Lead?

Tanveer Naseer

While it’s unfortunate that we even have to consider or discuss such issues in today’s organizations, it does serve as a potent reminder of an even larger issue that affects all employees, and not just those who belong to a particular minority group.

The Case for Team Diversity Gets Even Better

Harvard Business Review

We know intuitively that innovation goals are well served by cross-functional “SWAT” teams that are diverse in their membership. As Andy Zynga argued in an earlier post , diversity is a means to overcome the cognitive biases that prevent people from seeing new approaches or engaging them when found. When such diversity is enforced can we expect it to produce results? It isn’t always obvious how to do so, but we at NineSigma can point to an instructive example at AkzoNobel.

Why Your Diversity Program May Be Helping Women but Not Minorities (or Vice Versa)

Harvard Business Review

When it comes to issues of race, gender, and diversity in organizations, researchers have revealed the problems in ever more detail. We first studied the public diversity statements of 151 big law firms in the U.S. Diversity Gender Race Digital Article

28 Leadership Development Recommendations for your Individual Development Plan

Great Leadership By Dan

Here’s why: “Most organizations see leaders'' as drivers of results - exceeding sales quotas, deepening market share, boosting profits, etc. Do employees feel that their boss honors their career aspirations, building needed skills that serve their organization now and in the future?

The Outstanding Organization – Book Review

Rapid BI

The Outstanding Organization by Karen Martin, published by McGrawHill. A 215 page book for anyone involved in the strategic direction and decision making of an organization. The Outstanding Organization is broken into six main sections: Cracks in the foundation.

Interrupting Women

Talent Anarchy 1

It is very easy, for example, if you are a dude in a dude dominated workforce to believe that gender isn’t really an issue. A specific and relentless example; women are much more likely to be interrupted at work than men. What will you do in your organization to stop interrupting women?

We’re Making the Wrong Case for Diversity in Silicon Valley

Harvard Business Review

Silicon Valley has a problem when it comes to diversity — and everybody knows it. The diversity problem is even starring in a popular show on HBO, Silicon Valley. Here we have one of the least diverse sectors of the U.S. A Social Case for Workplace Diversity.

Measure Your Team’s Intellectual Diversity

Harvard Business Review

This kind of intellectual diversity is more likely to be present when individuals on the team come from different disciplines, backgrounds, and areas of expertise. The Myers-Briggs Type Indicator, for example, divides thinking preferences into four categories: Extroverted or introverted.

The Unintended Consequences of Diversity Statements

Harvard Business Review

Pro-diversity messages are everywhere, whether you’re searching for a job, playing soccer , or watching the Oscars. Their point is simple: Diversity is good and we need more of it. In the business world, for example, we know that more-diverse groups tend to be more innovative , creative , hard-working , and better at solving problems. We know a lot about how effective these diversity statements are, and, unfortunately, the answer is “ not very.”

Diverse Teams Feel Less Comfortable — and That’s Why They Perform Better

Harvard Business Review

In numerous studies , diversity — both inherent (e.g., For example, a 2009 analysis of 506 companies found that firms with more racial or gender diversity had more sales revenue, more customers, and greater profits. These are mere correlations, but laboratory experiments have also shown the direct effect of diversity on team performance. In addition, people believe that diverse teams breed greater conflict than they actually do.

Work Life Lead: The Organic Steward

Weekly Leader

Why Innovation is not "Invented Here"

Coaching Tip

Drawing on original research into motivating creativity, analysis of recent litigation, and empirical data from economics, psychology and network science, Lobel explores how the ways in which we fight over talent can either enhance or inhibit the innovative spirit of an organization.

Women In Leadership Is Not A Zero-Sum Game

Tanveer Naseer

In reading Chelsea’s piece, we need to recognize that putting into action measures to increase diversity in today’s organizations – an issue Intel has recently committed themselves to resolving by creating a $300 million fund to increase workplace diversity – is not a zero-sum game.

How To Create Sustainable Inclusion In Your Organization

Eric Jacobson

After 20 years of working with corporations to build a more diverse and inclusive culture, authors Mark Kaplan and Mason Donovan wrote, The Inclusion Dividend. How diverse is this group? Talk about them and hold them up as positive examples.

Books 11

How To Better Support Introverts In Today’s Workplaces

Tanveer Naseer

The research I’ve done shows that about 25 to 30 percent of CEOs are introverts,” explains Karl Moore, associate professor of strategy and organization at Desautels Faculty of Management at McGill University.

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3 Ways Pixar Gains Competitive Advantage from Its Culture

Michael Lee Stallard

Second, no organization is sustainable that allows harm to come to its people. Focusing on profit first would lead to compromising the purpose and sucking the passion and energy out of the organization. Encourage self-expression and diversity of thought. The best ideas can come from anyone in the company so leaders must add to the environment whatever encourages self-expression and diversity of thought. Senior business leaders are wise to follow Catmull’s example.

Diversity at the Oscars Is More than a Numbers Game

Harvard Business Review

Institutional racism refers to unfair and disparate norms, policies, and procedures within an organization on the basis of race. Having numerical diversity does not guarantee a diverse and inclusive climate. Most of us understand racism at the personal level.

How to Achieve Better Gender Balance through Succession Planning and Development

Great Leadership By Dan

There’s a “Diversity” strategy driven from one office, and a succession planning and development strategy driven by another. Many organizations just focus on the end game, often for compliance purposes, then wonder why there’s never any improvement.

Attention Leaders: Five Attitudes to Take to work in 2014

You're Not the Boss of Me

So, with that in mind, here are five attitudes that I think will be necessary for business leaders to take, in achieving success in 2014 and beyond: Attitude # 1: Diversity is not a black and white subject ~ There are a myriad of distinctions between human beings.

Diversity & Leadership | N2Growth Blog

N2Growth Blog

Let me be clear: leadership and diversity should have nothing to do with one another. I’ll take it one step further – I can’t really think of any issue that should be argued or decided solely on the merits of diversity. of virtually every diversity segment.

How the Imagined “Rationality” of Engineering Is Hurting Diversity — and Engineering

Harvard Business Review

The flap has women and men in tech — and elsewhere — wondering what their colleagues really think about diversity. To cite just one example, 61% of women engineers reported having to prove themselves repeatedly to get the same level of respect and recognition as their colleagues, as compared with 35% of white men. Damore’s memo echoes this view, decrying “hiring practices which can effectively lower the bar for ‘diversity’ candidates.”

How Bayer Increased Diversity on Its Senior Team

Harvard Business Review

” To communicate this through an organization of over 118,000 people, we began with what we called “strategic debates.” ’ Like any other business issue, it can’t be delegated to diversity experts or HR.