Un empleado de alto potencial tiene dificultades para liderar un equipo diverso. ¿Cómo puedes guiarlos de manera efectiva?

One way to lead a diverse team is by promoting open and inclusive communication, where everyone's opinions and perspectives are valued. Additionally, providing opportunities for professional development and mentorship can help ensure equal growth and support for all team members.

Vale a pena sentar com esse „funcionário de alto potencial“ para entender o que ele pensa mesmo da diversidade. Se ele a aceita porque é „woke“ e politicamente correto mas não chegou a conclusão que a diversidade gera resultados melhores, impacta positivamente na criatividade e inovação, provavelmente vai continuar ter problemas. Diversidade traz várias perspectivas e enriquece a inteligência coletiva!!! Um líder tem que gostar de pessoas! Se ele não gostar, não vai ter empatia e respeito e não vai conseguir criar um ambiente de segurança psicológica o que é fundamental para uma excelente colaboração.

When a high-potential employee struggles to lead a diverse team, start by listening to their experiences and challenges. Actively listen to identify biases and areas for growth. If they are coachable, emphasize the importance of diversity and inclusion, and develop strategies to unite the team. Show your commitment to coaching. Pair them with a diverse leader for support and mentorship, creating a safe space for sharing challenges and vulnerabilities. Guide them through difficult scenarios to foster a positive team experience. Invest in formal education and ensure there is a documented plan and regular check-ins. If no improvement occurs, consider reassigning them. In summary: listen, coach, mentor, educate, and check in for accountability.

I might encourage "Perspective Swap" sessions with the leader + team members where they can participate in the following: 1) Temporarily take on each other's roles or responsibilities and share what was learned with the broader team 2) Do a week of "role shadowing" and share what was learned with the broader team 3) Gain a better understanding of what each team member does with the prompt, "If there is one thing I want you to know about my job, it is / would be..." This is a tangible way of fostering empathy, understanding, and appreciation for the diverse skills and viewpoints within the team, enhancing better team dynamics, collaboration, and psychological safety. It will take some work and coordination, but the rewards will be great.

It is absolutely true that a diverse team, when working up to it’s potential, will deliver best results. However, you should be prepared to work (sometimes a lot) on getting the team working well. Change is not easy for most people and working in a team is bound to include friction. Friction (when it is not deeply rooted change resistance) can be reduced through openness, inclusion, listening and making it heart felt feeling that each opinion is valued. This however is not possible all the time, so good leadership skills are a major asset as are the general people skills of all members of the team. If there’s a will, there’s a way!

Build empathy to guide a high-potential employee struggling with leading a diverse team. Encourage them to actively listen to team members' perspectives and understand their unique challenges. Provide training on cultural competence and inclusive leadership. Promote open communication and create a safe space for dialogue. Encourage the employee to lead by example, demonstrating respect and appreciation for diversity. Regularly check in with the team to address concerns and celebrate differences. By fostering empathy, they can build a cohesive, high-performing team.

Allow your team autonomy to work and make decisions Set clear expectations of what you expect from your employees and what they should expect from you Ask for feedback from your team regularly Promote employee forums and working groups to allow underrepresented groups to come to the front

Sin duda un líder que no tiene empatía será un líder totalmente desconectado del equipo y de la realidad. Es muy importante aprender a conectar y comprender al equipo para poder tener una mejor comunicación y con esto una búsqueda y consecución de resultados más óptimos. Mi metodología incluye trabajar 4 "C": Confianza (en sí mismo, en el equipo y lograr que el equipo confíe en sí mismo), Comunicación (aprender a comunicarse con todo tipo de personalidades, teniendo como centro la escucha activa), Colaboración (empoderar al equipo, delegación estratégica y efectiva y aprender a ejecutar) y Compromiso (brindar retroalimentación y reconocimiento, pero siempre el primero en comprometerse es el líder)

Book tip: ‘Dare to Lead’ by Brené Brown emphasizes the importance of empathy in leadership, showing how vulnerability and understanding can build trust and strengthen team dynamics.

Leading a diverse team effectively begins with developing an inclusive mindset through self-reflection and becoming aware of different cultures, identities, and experiences. Must also become aware of stereotypes and biases by questioning assumptions. This fosters respect, empathy, and fairness and contributes to higher levels of engagement. Must learn to see the world from the other person's perspective.

Communicate openly to guide a high-potential employee struggling with leading a diverse team. Encourage them to embrace and celebrate differences, fostering an inclusive environment. Provide training on cultural competence and conflict resolution. Promote active listening and empathy to understand team members' perspectives. Encourage regular feedback sessions to address concerns and improve collaboration. Model open communication and transparency, showing how to build trust and respect. By guiding them to communicate effectively, they can lead their diverse team to success.

Book tip: ‘Crucial Conversations’ by Kerry Patterson offers tools for engaging in open, honest, and effective communication, particularly in high-stakes situations, which is crucial in diverse teams.

Ultimately, the only way you’ll be able to develop a truly inclusive leadership practice is by learning. That means learning practically at work, on the job, and learning through study and focused thought. When it comes to diversity, equity and inclusion, listening (and focusing on the lived experience of specific types of employees) is a powerful tool to help you evolve your practice and grow. Taking your professional skills to the next level by studying a dedicated professional qualification can really help to equip you with the right set of skills and specialist knowledge that you’ll need to build an inclusive leadership

Un empleado tiene alto potencial, pero le cuesta liderar a un equipo diverso. ¿Cómo lo ayudas? La solución está a la distancia de la conversación. Comunícate abiertamente con el/ella sobre la situación actual. La comunicación abierta es el fundamento de un liderazgo exitoso en un entorno diverso. Modela lo que esperas que replique con otros. Mostrarle cómo puede abrir canales de comunicación claros que faciliten el feedback y el diálogo es clave. Es aquí donde se cierran las brechas que abren los malentendidos que generan conflictos. Estas brechas surgen debido a diferencias culturales. Enséñale a hacer pedidos específicos sobre el desempeño que espera. La comunicación transparente genera confianza e integra a todos.

Set clear goals to guide a high-potential employee struggling with leading a diverse team. Start by emphasizing the importance of understanding and valuing different perspectives. Help them establish inclusive, measurable objectives that promote team collaboration and respect. Encourage regular team-building activities to strengthen relationships and trust. Provide training on cultural competency and conflict resolution. Offer continuous feedback and support, highlighting their progress. By setting clear goals and fostering an inclusive environment, you empower them to lead their diverse team effectively.

Book tip: ‘Measure What Matters’ by John Doerr introduces OKRs (Objectives and Key Results), a framework that helps leaders set clear, measurable goals that align teams and drive performance.

Acknowledge Challenges and Provide Support: Start by acknowledging the challenges they are facing without judgment. Let them know it's normal to encounter difficulties when leading a diverse team and assure them that support is available. Education on Diversity and Inclusion: Offer resources and training on diversity, equity, and inclusion (DEI). This could include workshops, seminars, or access to relevant literature. Understanding different perspectives and cultural nuances is crucial for effective leadership in a diverse team.

Book tip: ‘Inclusify’ by Stefanie K. Johnson. This book provides insights into how leaders can create environments where diverse employees feel included and valued, leading to better engagement and team performance.

Guide them to foster inclusion by emphasizing empathy and understanding. Encourage open dialogue to learn about team members' backgrounds and perspectives. Promote diversity training and awareness sessions. Set clear expectations for inclusive behaviors and lead by example. Provide support for team members to share ideas and concerns freely. Facilitate collaboration and celebrate diverse contributions. Regularly assess team dynamics and address any biases or conflicts promptly. By prioritizing inclusivity, they can build a cohesive and high-performing team.

Encourage Self-Awareness: Help the employee develop self-awareness about their own cultural background, biases, and communication style. This awareness is foundational for empathetic leadership and building trust within a diverse team. Promote Active Listening: Emphasize the importance of active listening skills. Encourage them to listen attentively to team members, understand their concerns, and show empathy towards different viewpoints.

Leading by example is the best way to convey any message to the team. Being Indian by birth, we are always taught about this from childhood in various historical stories of great Indian personalities. Starting from the great king Chhatrapati Shivaji Maharaj to the freedom fighter Mahatma Gandhi has shown the importance of leading by example which stands true even in today's corporate scenarios. It helps the team to understand the correct way of doing things and thus creates a culture that helps the company thrive throughout.

It is important for a team to see their leaders embrace diversity and be authentic champions. Leaders can attend listening sessions, recognize diverse holidays, and participate in ERG activities as allies. Leaders need to be intentional to infuse diversity, equity and inclusion throughout the business from hiring practices, mentoring programs, high potential talent identification, review of associate experience across populations and efforts to make professional development accessible for all associates to grow and thrive. After executing and championing programs, measure results and showcase the ROI of achievement, innovation, creativity, retention, growth and talent attraction. Plan for continuous investment and budget allocation.

Liderar con el ejemplo es la clave: la construcción de un equipo diverso e inclusivo debe partir de quien tiene la responsabilidad de liderar. La gestión de la diversidad debe partir de la diversidad de pensamiento: el líder debe fomentar la creación de un entorno que facilite la aportación de ideas y visiones distintas dentro del equipo para enriquecer la creatividad y la innovación. El líder tiene que destacar y reforzar las ventajas que aportan equipos diversos. La gestión de la diversidad se ha convertido, sin duda, en un factor de generación de ventajas competitivas para las organizaciones, que les permite estar en consonancia con los entornos en los que operan.

Foster Inclusive Communication: Guide them in fostering an inclusive communication environment where every team member feels valued and respected. This includes promoting open dialogue, soliciting feedback, and ensuring everyone has a chance to contribute. Lead by Example: Demonstrate inclusive leadership behaviours yourself. Model behaviours such as fairness, transparency, and respect for diversity in your interactions with the team. Provide Constructive Feedback: Offer specific, constructive feedback on their leadership practices. Highlight areas of improvement and suggest actionable steps they can take to enhance their effectiveness in leading a diverse team.

I'd have to speak to the leader first to determine if they have problems with leading diverse teams or with leadership in general. This way we could compare and contrast their leadership and outcomes in other settings with teams of samesness to that of diverse teams. Sometimes it appears that it has to do with diversity, rather than the leader themselves. I once was asked about a white female manager who was having a problem with her majority Black team who said she was stand-offish and not supportive. The truth was, she was very shy and introverted and had these same complaints from her white team members. She was moved to a role as an individual contributor and thrived.