Examples Of Leading Questions And Five Examples Of Non-Leading Questions New Book Offers Tools for Effective Leadership in Diverse Organizations

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New Book Offers Tools for Effective Leadership in Diverse Organizations

In Leading in a Diverse Environment, Teddie E. Malangwasira, PhD looks at the steps leaders must take to effectively grow an organization that also values ​​diversity, makes everyone feel included, and seeks to develop the unique skills of individuals. Dr. Malangwasira draws on his personal experiences as a leader, and as someone who has worked in different environments to make his points and provide examples of effective leadership. As an immigrant to the United States from Malawi, he witnessed firsthand what happens when organizations do not celebrate diversity, and he developed beliefs that diversity is more than hiring people of different races or culture. No two people are the same, so even if you have an organization made up of people, who all seem to have the same culture, they still have different skills and talents; therefore, you must find ways to use those skills to the benefit of the organization, rather than just hiring people to do jobs that don’t always match their skills. This broad perspective on diversity makes the book relevant to any organization regardless of its team members.

Leading in a Diverse Environment begins with an Introduction by Dr. Blanche Wallace, Director of Dynamic Strategic Leadership Coaching and author of The Competent Coaching Leader. Wallace points out many values ​​in Dr.’s book. Malangwasira, including that he promotes the development of self-awareness skills. Dr. Wallace says, “A leader without self-awareness operates from a position of ignorance. To connect effectively with an environment requires awareness, authenticity, and motivation. These traits are not can pretend.”

Throughout the book, Dr. Malangwasira focuses not only on the skills needed by leaders but also on their own blind spots or weaknesses. As he states in the introduction, leaders must “explore the differences between what people think is happening when leading others and the reality of how people feel when they are being led. -say everything is fine when the truth proves otherwise.” Dr. Malangwasira went on to say, “We need to understand how we are different from other people. However, this understanding is not enough; we also need to understand how we can work with other people and use our differences to build a you are a strong group. .” I found these statements valuable since I first became a manager, I was always surprised that other people did not see things the way I did or had different motives for working. Leaders must accept all these different characteristics in their team members if they want to lead.

Beyond knowing themselves, leaders must also be clear about what their goals are and align them with a strategy to achieve them; a big part of that strategy is encouraging their diverse team members to adopt goals of their own. As the book’s cover tagline says, it’s “a journey of working independently together.”

Dr. shared. The book breaks down into ten chapters that help the reader work toward this goal of using diversity to accomplish a shared goal instead of letting it get in the way of achieving that goal. In Chapter 5: Motivating Others, he outlines important steps leaders can take to motivate others. One of the most important, in my opinion, is accessibility. In Chapter 6: Attracting and Retaining Talent, he talks about how “you have to make sure if you have talented people that those people and their talents are recognized, developed, refined, and exploited.” He also says that you must develop “an inclusive approach to the talent pool.” He gave examples from a company he worked for where people were hired for specific positions but were expected to work where the company needed them at that time, leading to high turnover and lack of retention. their work and the overall development of the company. Dr. Malangwasira concluded, “This seems obvious, but through experience I have learned that I must say it. People in leadership roles must understand that people are not just placed wherever the boss wants them to be. be. selected fields. Have them do the jobs they’re interviewing for.”

To ensure diversity, Dr. Malangwasira also advocates creating an individual development plan (IDP) for each of your followers. Building on Peggy Simonsen’s work on Promoting Culture to Improve Your Organization, she argues that leadership does not have secret plans for improving an organization’s culture, but rather, “individuals must actively participants in their development while leaders must ensure that they support the agreed. of the IDP.” I think this concept of an IDP is brilliant because it allows employees to feel included in their own development as well as in the organization.

I will conclude by saying that I appreciate how Dr. Explain in an easy-to-understand language, breaking down concepts into their simplest points. This book will be an excellent resource for college students in business and leadership courses because it not only offers the basics of what it takes to be a leader but challenges them to think about what they are the kind of leaders they are when they deal with diversity in the workplace. Each chapter ends with a series of questions for the reader; it makes the book not only a reading experience, but a personal development experience; and that is what a book that seeks to educate its readers should do. Once you read this book, I think your eyes will be opened about what a diverse environment really is and how you can effectively use diversity to achieve greater good for your organization and for everyone. involved.

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