Optimizing Differences

The working environment today places increasing emphasis on diversity and inclusion. Leaders of industry have recognized the importance of attracting the best and brightest talent with diverse backgrounds and ways of thinking for much needed bench-strength in their organizations. At the same time, leaders are experiencing the challenges of bringing this talent on board and then retaining it. Indeed, as the workplace becomes increasingly global, the capacity for cross-cultural thinking is crucial, and the pitfalls of regionally-centric thinking can be considerable. Faced with such challenges as the rapid pace of technological change, unpredictable macroeconomic issues, product innovations, and competitor offerings the ability to think broadly, strategically and look around corners requires the collaboration of high quality diverse thought. Conversely, the trap of homogeneous or group think can mean falling behind competitors or missing crucial opportunities. The same holds true when pursuing the best decisions for clients. Although there is general consensus on the importance of diverse talents and backgrounds, companies face daily challenges when pursuing the goals of authentic diversity and inclusion across the organizational structure.

In Optimizing Differences participants learn to identify and modify core behaviors, approaches and policies which, though usually unintentional, can undermine the establishment of a culture engendering diversity and inclusion, both of which play a powerful role in making effective decisions. As participants gain specific insights, self-awareness, and the how-to for creating a work environment fostering the most creative and diverse thought processes in themselves and the members of their organizations, they will become increasingly adept at leveraging differences. These enhanced skills are the foundation for making the best decisions for the organization as well as for clients.

Learning Objectives

Gain awareness of the personal “filters” you use when evaluating the actions and (mind set, thought processes) thought processes of others
Analyze decisive differences in how each person communicates, approaches tasks and builds relationships
Leverage and learn from diverse thinking and approaches of others
Eliminate the two common leadership biases that detract from diversity goals
Identify and describe the difference between preference and performance feedback
Gain essential feedback skills to foster diversity of thought and inclusion
Practice and apply the key leadership skills for creating and maintaining a “feedback rich” culture