An Agents of Change and Action

Leaders are agents of action – they want to achieve, and to be seen to achieve. You know that you will need the support of all your staff, often in confronting difficult circumstances and decisions. You want your colleagues to understand where their business is heading, why, and how. You must recognize that this direction and purpose has to be communicated clearly amid the many other messages that staff hear on a day-to-day basis. You must also be realistic that all colleagues bring with them assumptions, or even prejudices, many deeply ingrained. This is why it's important to be an effective multidimensional leader.??

?Effective leadership makes people aware of the potential for identity diversity so that managers consider identity when forming teams.??

As leaders, we must understand that a diverse, inclusive workplace offers the possibility of wiser investments, more compelling pitches to clients, and more informative employees.

?The leadership of an organization touts the benefits of diversity, but the daily experience of diversity may lead people to feel as though the benefits do not outweigh the downsides of engaging in conflict and disagreement with others, being uncomfortable, working hard, and questioning one’s own perspectives and opinions. Diversity is complex, and it is often hard to see the benefit in performance in organizations right away. So the question remains: how do we know if we have made the right decisions, created the best products, or found the best solutions to a problem when we work daily in organizations? We often do not, and this can make it difficult to convince individuals that diversity is beneficial in comparison to comfortable, more homogeneous environments in which they have developed confidence.??

?To develop this confidence we must create cross-functional teams that are likely to be successful because they have the support of leadership in the organization. Identity diversity requires support from leadership to model appropriate behavior and attitudes about differences. Members of cross-functional teams, when being used, are often handpicked for participation by organizational leaders who not only believe in the concept of these functionally diverse teams but also invest time and resources in ensuring that the team meets its potential.

?Ready to Take Action??

We?at Tarver Consulting would love to work?with you?to move?your organization’s culture to meet your vision and strategy. See how you can drive learner engagement with expert-led, In-person, or online learning that is personalized and sociable. Gain insights on establishing a culture with a plan for scaling, developing cross-cultural intelligence, and create a healthy and productive work environment.?

[email protected]?

www.terrelltarver.com