How do you empower your coachees to advocate for diversity and inclusion?

1 Assess their readiness

Before you start coaching your coachees on diversity and inclusion, you need to assess their readiness to engage in this topic. Readiness means their willingness, motivation, and ability to learn, change, and act on diversity and inclusion issues. You can use various tools, such as surveys, interviews, or self-assessments, to gauge their readiness and identify their strengths and gaps. Based on their readiness, you can tailor your coaching approach, goals, and interventions to meet them where they are and help them grow.

2 Educate them on the benefits

One way to increase your coachees' readiness and interest in diversity and inclusion is to educate them on the benefits of embracing and fostering these values in their teams and organizations. You can use relevant examples, case studies, or stories to illustrate how diversity and inclusion can improve decision-making, problem-solving, collaboration, customer satisfaction, and profitability. You can also help them understand the costs and risks of ignoring or neglecting diversity and inclusion, such as losing talent, reputation, or market share. By educating your coachees on the benefits, you can create a compelling case for why they should care and act on diversity and inclusion.

3 Challenge their assumptions

Another way to empower your coachees to advocate for diversity and inclusion is to challenge their assumptions and beliefs that may limit or hinder their actions. You can use powerful questions, feedback, or exercises to help them examine their own biases, stereotypes, or blind spots that may affect how they perceive, interact, or lead others who are different from them. You can also help them explore alternative perspectives, experiences, or realities that may expand their awareness and empathy. By challenging their assumptions, you can help them develop a more inclusive mindset and attitude.

4 Support their actions

Finally, you can empower your coachees to advocate for diversity and inclusion by supporting their actions and initiatives. You can help them identify and prioritize specific and measurable goals and actions that they can take to promote diversity and inclusion in their teams and organizations. You can also help them plan and implement their actions, monitor and evaluate their progress, and celebrate and share their successes. You can also provide them with ongoing encouragement, accountability, and resources to help them overcome any challenges or setbacks. By supporting their actions, you can help them build their confidence and competence as diversity and inclusion advocates.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?