The secret to having a great team is being a great leader. So what does it take to develop the perspective and skillset needed to succeed — no matter the situation? Learn from the best on how to foster your own personal brand of diligent, inclusive leadership.
Thomas Frantz and Sebastiaan de Man discuss their experiences working with attention-deficit/hyperactivity disorder (ADHD) and their choice to share their diagnoses freely to promote understanding and maximize productivity.
To authentically advocate for greater diversity, equity, & inclusion (DEI) in your workplace, enlarge your social circles, request honest feedback, and find an accountability buddy you trust to help manifest your goals.
In The Lost Art of Connecting, “serial connector” and communications expert Susan McPherson offers a simple, three-step methodology to help people go back to basics, tap into our humanity, and learn to be more intentional and authentic.
Engaging a remote workforce can be a challenge. But there are tried and trusted ways to connect with people that can positively impact personal productivity and sense of purpose. We take a look.
Creating a truly diverse and inclusive company isn’t just about hiring a broad range of people. It’s also about creating a culture in which every one of those people can bring their “A” game and contribute to the company’s success — and leaders play an integral role in that.
There is a growing consensus that inclusive work environments yield better results. When employees feel included, they are more engaged and perform better.
Talking about diversity at work is a given these days, but the modern workplace isn’t just about filling an office with people of different races, backgrounds, or identities. Inclusion is the real key, and it’s something that everyone can and should contribute to, even if you’re not a hiring manager or recruiter.
Less than a fifth of people living with intellectual and developmental disabilities are employed, but business leaders can help change that.
Managers need to show empathy and create an environment where their direct reports feel safe to express their feelings, Kailei Carr, CEO of The Asbury Group, a leadership DEI consultancy, told Insider.
Even though Asian American women are the demographic group most likely to have graduate degrees, they are the least likely to hold positions within three reporting levels of the CEO or to have line or supervisory responsibilities.
Many well-intentioned managers shy away from talking about sensitive issues like racism because they don’t want to risk further alienating people who may already be hurting — or they feel work is a risky place to talk about it or they’re the wrong people to lead the racism discussion. But as the leader of your team, you are the right person, and this is the right time.
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