Table 1 A Comparison between Kouzes and Posner’s Five Exemplary Practices of Leadership and Senge’s Five Disciplines. Element (Common) Kouzes & Posner (Practice) Senge (Discipline) Values/Actions Congruence Model the Way: Clarify personal values Align Actions with values Personal Mastery: Clarify personal vision Hold creative tension Shared Vision Inspire A Shared Vision: Envision Future Enlist Others In common vision Building Shared Vision: Unearthing shared pictures of the future Commitment not Compliance Question the Status Quo Challenge the Process: Search for Innovation and opportunities Experiment-take risks Mental models: Surface internal assumptions be open to scrutiny Learningful conversations Learning Together Through Collaboration Enable Others to Act: Foster collaboration through trust & relationships Strengthen/empower others Team Learning: Suspend assumptions and Enter into dialogue Thinking together and learning as a team Integration of the Whole Encourage the Heart: Creation of a culture of celebration through individual & group recognition Celebrate a Spirit of Community Systems Thinking: Integrate all disciplines into a body of theory/practice Whole exceeds the sum of the parts Source: Gregory, R. (2008). The Art of Collaborative Leadership: Practices & Disciplines. Chapter Two Part one: 1. What is the Jelly Bean model? How is this different from a tossed salad? How is this different from the soup model? 2. What are the four types of acculturation and which type have you seen happen the most in organizations? 3. On page 25, it talks about institutional bias—what is this? 4. What is the difference between surface and deep diversity? 5. Why does the text state it helps to know history or what is also called cultural knowledge? Part two: Don’t Box Me In Exercise 1. Write down what defines you as a person. 2. How do you think others categorize you when they first see you? 3. Do you categorize others from different ethnicities than you when you see them? Why do you think people do this? 4. Now Watch Don’t Box Me in Video found in this Unit while watching the video choose three of the stereotypes shown. 5. State the three stereotypes you have chosen by explaining what it is and explain where each one of these stereotypes come from and why each still exist in society. Part three: Complete the Cultural Diversity Self-Assessment below then copy and paste the questions and your answers without this you will lose points. Cultural Diversity Self Assessment Read each statement and write almost never, sometimes or always next to the statement. Remember, be as candid as possible with your responses, there are no right or wrong answers. Understanding where you stand with your viewpoint below will assist you in better understanding the material in the course. I.

1. Table 1 A Comparison between Kouzes and Posner’s Five
Exemplary Practices of
Leadership and Senge’s Five Disciplines.
Element
(Common)
Kouzes & Posner
(Practice)
Senge
(Discipline)
Values/Actions
Congruence
Model the Way:
Clarify personal values
Align Actions with values
Personal Mastery:
Clarify personal vision
Hold creative tension
Shared Vision Inspire A Shared
Vision:
Envision Future
Enlist Others
In common vision
Building Shared Vision:

2. Unearthing shared pictures
of the future
Commitment not
Compliance
Question the
Status Quo
Challenge the Process:
Search for Innovation and
opportunities
Experiment-take risks
Mental models:
Surface internal assumptions
be open to scrutiny
Learningful conversations
Learning Together
Through
Collaboration
Enable Others to Act:
Foster collaboration through trust
& relationships
Strengthen/empower others
Team Learning:
Suspend assumptions and
Enter into dialogue
Thinking together and
learning as a team
Integration of the
Whole

3. Encourage the Heart:
Creation of a culture of celebration
through individual & group
recognition
Celebrate a Spirit of Community
Systems Thinking:
Integrate all disciplines into a
body of theory/practice
Whole exceeds the sum of the
parts
Source: Gregory, R. (2008). The Art of Collaborative
Leadership: Practices & Disciplines.
Chapter Two
Part one:
1. What is the Jelly Bean model? How is this different from a
tossed salad? How is this different
from the soup model?
2. What are the four types of acculturation and which type have
you seen happen the most in
organizations?
3. On page 25, it talks about institutional bias—what is this?

4. 4. What is the difference between surface and deep diversity?
5. Why does the text state it helps to know history or what is
also called cultural knowledge?
Part two: Don’t Box Me In Exercise
1. Write down what defines you as a person.
2. How do you think others categorize you when they first see
you?
3. Do you categorize others from different ethnicities than you
when you see them? Why do you
think people do this?
4. Now Watch Don’t Box Me in Video found in this Unit while
watching the video choose three of
the stereotypes shown.
5. State the three stereotypes you have chosen by explaining
what it is and explain where each
one of these stereotypes come from and why each still exist in
society.
Part three: Complete the Cultural Diversity Self-Assessment
below then copy and paste the questions
and your answers without this you will lose points.
Cultural Diversity Self Assessment

5. Read each statement and write almost never, sometimes or
always next to the
statement. Remember, be as candid as possible with your
responses, there are no right or wrong
answers. Understanding where you stand with your viewpoint
below will assist you in better
understanding the material in the course. It may not change your
viewpoint but hopefully will help you
to understand the importance of certain viewpoints as it relates
to managing diversity effectively.
Answer choices: Almost Never, Sometimes, Always
1. I am aware of my own biases and how they affect my
thinking.
2. I can honestly assess my strengths and weaknesses in the area
of diversity and try to improve myself.
3. I assume good intent and ask for clarification when I don’t
understand what was said or implied.
4. I challenge others when they make racial/ethnic/sexually
offensive comments or jokes.
5. I speak up if I witness another person being humiliated or
discriminated against.
6. I do not participate in jokes that are derogatory to any
individual group.

6. 7. I don’t believe that my having a friend of color means that
I’m culturally competent.
8. I understand why a lack of diversity in my social circle may
be perceived as excluding others.
9. I realize that people of other cultures have a need to support
one another and connect as a group.
10. I do not make assumptions about a person or individual
group until I have verified the facts on my
own.
11. I have multiple friends (more than three) from a variety of
ethnicities and abilities.
12. I connect easily with people who do not look like me and am
able to communicate easily.
13. I’m interested in the ideas and beliefs of people who don’t
think and believe as I do, and I respect
their opinions even when I disagree.
14. I work to make sure people who are different from me are
heard and accepted.
15. I recognize and avoid language that reinforces stereotypes.
(“that’s so gay”)
16. I know the stereotype(s) of my ethnicity.
17. I encourage culturally diverse people to speak out on their
issues and concerns and validate their

7. issues.
18. Avoid assuming that others will have the same reaction as
me when discussing or viewing an issue.
19. I understand that I’m a product of my upbringing and
believe there are valid beliefs other than my
own.
20. I do not take physical characteristics into account when
interacting with others and when making
decisions about competence or ability.
21. I recognize that others stereotype me and I try to overcome
their perceptions.
22. I include culturally diverse people in team decision making
processes that impact them.
23. I actively seek opportunities to connect with people
different than me and seek to build rapport.
24. I believe “color blindness” is a counter productive and
devalues a person’s culture or history.
25. I avoid generalizing behaviors or attitudes of one individual
group to another group. (“All men
are…” or “All Asians act…” or “Handicapped people
usually…”)

8. 26. I actively convey that nontraditional employees or students
are as skilled and competent as others.
27. I do not try to justify acts of discrimination to make the
victim feel better. I validate his/her
assessment of what occurred.
28. I try to learn about and appreciate the richness of other
cultures and honor their holidays and
events.
29. I believe there are policies and practices in place that
negatively impact people outside the majority
culture.
30. I understand the definition of internalized racism and how it
impacts people of color.
31. I believe that race is a social construct that is a social
mechanism, phenomenon, or category created
and developed by society not a scientific fact.
32. I know and accept that a person’s experiences and
background impacts how they interact and trust
me.