This document discusses managing diverse teams and provides tips for leading such teams effectively. It identifies the top challenges as not valuing differences, failing to create an inclusive environment, and stereotyping. Tips for leaders include developing a safe environment, seeking diverse perspectives, including all in decision-making, respecting different styles, and addressing behaviors that damage inclusion. The goal is to attract and retain diverse talent and move teams to their highest performance by avoiding common traps like not appreciating individual differences.
Leading Diverse Teams: Relationship of Diversity and Team PerformanceNMC Strategic Manager
Part 3 in our mini series on Cross Cultural Leadership investigates how diversity impacts team performance, and what leaders can do to empower diverse teams in the workplace.
Leading Diverse Teams: Relationship of Diversity and Team PerformanceNMC Strategic Manager
Part 3 in our mini series on Cross Cultural Leadership investigates how diversity impacts team performance, and what leaders can do to empower diverse teams in the workplace.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
A team comprises a group of people linked in a common purpose. Teams are especially appropriate for conducting tasks. Is a cooperative or coordinated effort on the part of a group of persons acting together as a team or in the interests of a common cause.
Dr Meredith Belbin studied team-work for many years, and he famously observed that people in teams tend to assume different "team roles." He defined a team role as "a tendency to behave, contribute and interrelate with others in a particular way" and named nine such team roles that underlie team success.
We need to better understand certain cultural differences in order to give better advice to managers in how to lead teams, but what if leaders fail to navigate cultural complexities?
This is the presentation delivered by Randall Peterson at London Business School's 2015 Global Leadership Summit.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Very often we use the word team work in our organizational context without perhaps fully understanding what we mean by teamwork.
An effective team requires the participation of every member in order to be successful. When one person cannot accomplish a job alone and several individuals must cooperate to fulfill a mission, you need a team. The better the cooperation, communication and coordination among members, the more efficient the team.
A team comprises a group of people linked in a common purpose. Teams are especially appropriate for conducting tasks. Is a cooperative or coordinated effort on the part of a group of persons acting together as a team or in the interests of a common cause.
Dr Meredith Belbin studied team-work for many years, and he famously observed that people in teams tend to assume different "team roles." He defined a team role as "a tendency to behave, contribute and interrelate with others in a particular way" and named nine such team roles that underlie team success.
We need to better understand certain cultural differences in order to give better advice to managers in how to lead teams, but what if leaders fail to navigate cultural complexities?
This is the presentation delivered by Randall Peterson at London Business School's 2015 Global Leadership Summit.
الفقر مشكلة اقتصادية عالمية ذات ابعاد وامتدادات اجتماعية متعددة، وهي ظاهرة يكاد لا يخلو منها اي مجتمع، مع التفاوت في حجمها والاثار المترتبة عليها، هذا واشارت التقديرات الى ان حوالي خمس العالم يمكن تصنيفهم على انهم فقراء تنقصهم الحدود الدنيا من فرص العيش الكريم. ومن المعلوم ان ظاهرة الفقر تتفاقم وتستشري في المجتمعات النامية التي يتآكل نموها الاقتصادي نتيجة للنمو السكاني فيها.
ان مواجهة الفقر والتخفيف منه تمر عبر مراحل متعددة تبدأ بقياس الفقر متضمنة تعريف من هم الفقراء
و البحث في آليات و سياسات مواجهة الفقر .
في فلسطين هناك تجارب عدة ، يسلط التقرير عرضا موجزا حول الفقر و خلفياته و تقييم للسياسات المتبعة للحد من آثار الفقر
استخدام نموذج الامان المعيشي في تصميم التدخلات التنمويةAdel Lotfy
استهدف مشروع دعم المشاركة الايجابية تحسين الاحوال المعيشية ل 90 الف اسرة في صعيد مصر. انطلق المشروع من نموذج الامان المعيشي للاسرة وتمكن من تكييفة مع السياق المصري واعدادة اجرائيا في خطوات وادوات واضحة تساعد في تحديد الاحتياجات والاولويات. العرض يحاول تلخيص خبرة واحد من اهم المشروعات التنموية في مصر
Value Proposition for Inclusive LeadershipFreddie Alves
A presentation describing the value proposition for inclusive leadership and a description of the approach that leaders can take to managing diversity for performance improvement.
1- قراءات وأرقام
2- تعريفات ومصطلحات مهمة
3- قنوات التسويق الإلكتروني
4- أهداف التسويق الإلكتروني
5- بنية حساب التسويق
6- بدء حملة تسويقية
7- قياس أداء الحملة وتطويرها
8- أفضل الممارسات للحملات الناجحة
9- أدوات مهمة للمسوقين
سلسلة كتيبات عن صناعة التعلم النشط ، أعدها فريق من مشرفات اللغة العربية بالمدينة المنورة،موجهة للمعلمين والمعلمات.
اعتمدت منهجية فريق العمل في تناول الموضوع على العديد من أستراتيجيات التعلم النشط ، وخصص كتيب لكل محور.نسأل الله أن يجعله علمًا نافعً
Diversity and inclusion is not a nice-to-have cultural topic – it’s a business imperative! Is your procurement organization ready to handle the changes in the workforce and harness its power? During this session, Nicole McCabe, Sr. Director, Global Diversity at SAP, will review current and future workforce trends and the strategic importance of creating an inclusive culture. Then Dawn Evans, President & CEO at SIG, will address what these trends mean to procurement organizations. She will also focus on supplier diversity and share some best practices on how to best set up a program. Join us to discuss and share experiences on how your procurement organization leverages diversity to drive business results.
Techniques for Managing a Diverse TeamManaging a diverse teamT.docxmattinsonjanel
Techniques for Managing a Diverse Team
Managing a diverse team
Think about a great manager who's really motivated you in the past. What comes to mind? Many people describe such managers as fair, respectful, encouraging, objective, clear, and good listeners. The key in a diverse work environment is to be this way with everyone, and not only with the employees you feel comfortable with. Managing a diverse team requires a commitment to demonstrate these kinds of behaviors with everyone on the team.
The more you can really connect with each of your team members, the more you'll be able to create a highly productive environment. Once you've established your initial approach to managing diversity by building diversity awareness in yourself and your team, you need to use different techniques to maintain the approach. The techniques for managing a diverse team are to communicate inclusively, consider individual needs, delegate fairly, and evaluate objectively.
Communicating inclusively
The first technique, communicating inclusively, means being careful that your language doesn't make anyone feel marginalized. All team members should feel comfortable and know their contributions matter. And listening is one of the most important communication skills. Listen actively to what team members have to say to be sure you understand what they're trying to communicate. You also have to be clear when you communicate. Especially in diverse environments, you need to check to make sure all team members understand you.
In addition to listening well and being clear, to communicate inclusively you can use two specific techniques:
1. be open – share all appropriate information, recognize and accept differences, change, and new ways of doing things, and respond honestly
2. use inclusive language – call people by their preferred names, avoid stereotypes, and avoid using metaphors that may exclude someone
Do you know the background of each of your team members? Demonstrating an open and flexible mind is easier when you know who you're communicating with. Remember that communication is a two-way process, and every team member has had experiences that have shaped their views, opinions, and biases. You also have opinions and biases. So you'll need to adjust your language in a way that helps all your employees feel like part of the communication process, especially when they come from backgrounds different from your own.
Because language is powerful, you need to be careful you don't use language that makes others feel excluded. Inclusive language is nonsexist and nonracist. Some people think using "politically correct" phrasing is a trivial matter, but words can shape people's realities. Not many little girls grow up wanting to be a "chairman." But children of either gender can see themselves as a "chairperson."
You can use more inclusive language in several different areas:
· gender – Avoid gender-specific pronouns, and don't use language that suggests human beings only come ...
"Mastering cross-cultural communication", Anna GandraburaFwdays
Key strategies for effective and respectful interactions across different cultures. Best practices for Ukrainian developers to communicate effectively in a multicultural team. Top things to know when working with LatAm clients & teams. Feedback matters: how to ask, give, and receive feedback across cultures. Tactics for overcoming language barriers and cultural misunderstandings.
Soft skills is a sociological term relating to a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people.[1] Soft skills complement hard skills (part of a person's IQ), which are the occupational requirements of a job and many other activities.
Cultural Awareness: Self-Study Guide to Cross-Cultural CommunicationNeil Payne
Do you work across cultures? Cross-cultural communication is all about helping people better understand how to work smarter when working with people from different cultures, whether at home or abroad. This is a free self-study manual that covers the basics of cultural awareness with focus on how we communicate.
Communicating Effectively Across Cultures - Crossroads-Global.comCrossroads Global Ltd
10 Essential Tips on Effective Communication Across Cultures. A must watch for any organisation or business that has a multicultural workforce and/or works internationally.
www.Crossroads-Global.com
5. To actively contribute to the team and to be recognized for
their contributions.
To be judged fairly and to be recognized and rewarded for our
performance.
To be given the opportunity to develop their abilities.
To be treated professionally and respectfully by other
members of our team.
To be valued as unique individuals.
6. A leader needs to recognize the diversity
of each team member and achieve unity
of common goals without destroying the
uniqueness of any person.
“Find the best in everybody. Wait long
enough, and people will surprise and impress
you.” - Randy Pausch
14. Misconceptions and Misunderstandings
Language is essential to communication yet
it can cause many misunderstandings.
Just because people speak English don’t
assume that it’s as easy for them to
communicate as it is for native speakers.
15. Behaving Differently
Be considerate and tolerant of cultural differences.
These can be habits, or beliefs, body language, or
ways of speaking. What may seem strange in some
cultures can be normal in others
16. Understand the Differences
Get to know and understand the various
cultures on the team.
Respect different opinions and viewpoints.
17. Zero Tolerance to Discrimination
Sometimes discrimination can be subtle. It can be in the
form of jokes or general comments. What can seem
funny to some can be hurtful to others, so it’s important
to stop can behaviour which could be viewed as
discriminative to someone else.
18. Being Team Players
Everyone on the team should feel they are an
important part and that they are contributing to
the team’s success. Check that no one is being
frequently being interrupted, ignored or over-
ruled by others in the team.
19. How can you as a Leader
make a team out of
diverse individuals?
30. Food for Thought:
Talented individuals bring different
perspectives and ideas to the
workplace. It's a leader's job to attract
and retain them. Avoiding the five
traps can move diverse teams to their
highest level of performance.
31. Remember the Titans : final
speech
http://www.youtube.com/
watch?v=1bXDarXk-JI
Editor's Notes
Ask the members and take down pointers on a white board or a chart paper. Make them think about their recent team experience inside/outside AIESEC and let them reflect on their learnings.
Ask the members and take down pointers on a white board or a chart paper. Get the members to talk about the various personal/professional challenges they faced while working in a diverse team. Highlight the points that talk about “diversity” in a team or points that align to the objective of the session.
Get them to talk about their expectations and later talk about the pointers in the next slide and mention them briefly.
Talk about the fact that one of the most challenging tasks for a team leader is to bring different people together. The team leader must do this within the scope of the organization’s resources relative to the growth of the team member.
When leaders see differences as an advantage, they seek diversity in their teams and work hard to get different perspectives and opinions on the table. They naturally encourage individuality while promoting teamwork. This means they actively encourage team members to share ideas and to suggest options that have not already been considered.
Leaders need to encourage the involvement of all team members who, in turn, need to feel comfortable about offering suggestions and challenging ideas or practices. Leaders demonstrate inclusion by being open to new ideas, listening to different perspectives and encouraging creative problem solving. An inclusive leader will challenge the group with comments like, "What other ways can we spin this idea?" "Who can suggest something totally radical to what we've done in the past?" A leader may also encourage participation by asking individuals to list ideas on cards to be submitted to a master brainstorm list.
Stereotypes are beliefs that all members of specific groups share similar traits and are likely to behave in the same way. Stereotypes create categories and then fit individuals into them. In some respects, this is a useful adaptation to the current environment, but in other cases, conclusions can be made that are detrimental to the understanding of people and to the dynamics of a team. Individuals never conform to an exact stereotype, given that individual differences outweigh similarities with others in a group, and subsequently, people on a team may use limited personal experience or perceptions of others to guide their interactions. Leaders must avoid associating any behaviors, talents or lack of ability with any particular group. For instance, any leader who assumes that all women are emotional or that all Asians are excellent in math is guilty of prejudice and, further, does not acknowledge the uniqueness of each individual.
Effective leaders demonstrate the behaviors they want from others. When they show respect for differences, develop trust in their teams and promote the valuing of differences, they set the standard for how others should behave. They should clearly communicate that disrespect for others will not be tolerated. If they observe inappropriate actions or hear disparaging comments, leaders need to be quick to confront the behavior and to suggest or encourage more appropriate ways to handle the situation. They LEAD BY EXAMPLE.
Leaders need to make expectations clear to all employees and coach them individually toward higher levels of performance and growth. Besides the individual coaching, leaders will need to help diverse teams with conflicts that may arise from their differences. The leader must also encourage team members to coach others. As coaching becomes part of the environment, new members to the team have access to and can build mentor relationships with others who can be helpful resources in the organization.
The advantages and disadvantages of diverse teamsType theory suggests that teams made up of diverse personality types will be more effective as they have a greater range of viewpoints and strengths to draw upon. In other words, the presence of diverse types and viewpoints within a team will ensure sophisticated, all-round solutions to problems. But that is only true if the differences are respected and can be harnessed effectively by the team leader. Many of the team problems outlined earlier share a common root cause - lack of awareness and lack of respect for difference. In teams where there is diversity of type but no understanding or appreciation of it, the diversity becomes a liability to the team rather than an asset.
It’s easy enough to do, especially when many people are very talented with languages and are multi-lingual. It can sometimes be the everyday expressions we use that people (who are not local) don’t correctly interpret. So be careful with the words that you use and always clarify that people have correctly understood what you have said or asked.
People from different cultures behave differently. It can be simple things such as meeting etiquette and promptness in attending meetings that can have a big impact on teams. If you expect everyone to attend meetings on time then say so during the early days of team formation. Discuss your expectations of the team with the group then everyone is clear. . If something is having a detrimental impact on the team as a whole, it may be necessary for the team leader to have a private chat with the person or persons involved. Such a situation must be handled sensitively with consideration to everyone involved.
This can be a great activity early on in the team’s formation and gives all the team members an opportunity to know more about each other.
It’s very important for leaders to address any such behaviour when it immediately arises. If you are subjected to discrimination, discuss it personally with the concerned person in your team leader’s presence.
There are many cultural stereotypes; remember that most are outdated and incorrect. An ethnically diverse team has the potential of generating ideas and solutions that are the result of different people, with diverse backgrounds, approaches and experiences. Take time during the team’s formation to ensure everyone is aware of the cultural differences on the team, and these should help to build team tolerance.
People should not be viewed as weak if they ask for help. Joining weakness with strengths to get a goal or objective accomplished is one aspect of building great teams. One person’s weakness should be another person’s strength
Although language is the most obvious communication barrier, it is not the only one. For example, some people communicate in a direct and explicit way, whileothers may have a more nuanced, indirect style. Differences can lead to misunderstandings or good ideas being overlooked.
Closing video : leave the members with a thought that it’s the team that matters. Its not about the individuals, its about the team.