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Practicing Difficult Conversations with AI
Difficult conversations challenge leaders, but AI can serve as a rehearsal tool for practicing these discussions safely and effectively, helping to identify potential pitfalls while ensuring the chosen AI minimizes unhelpful biases, as advised by executive coach Kim Scott.
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Making Hybrid Work More Respectful
Hybrid meetings often lead to awkward moments and deeper challenges regarding participation and inclusion, as remote workers may feel disrespected yet safer at home; executive coach Kim Scott offers strategies to foster inviting collaboration and equal participation for all team members.
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Creating a Culture of Consent
In a workplace where physical contact is increasingly sensitive, executive coach Kim Scott emphasizes fostering a culture of consent that respects personal boundaries while allowing for connection, suggesting that individuals should be mindful of social cues and mutual comfort in interactions.
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Disrupting Prejudice and Bullying on Your Team
James Baldwin’s insight emphasizes the necessity of confronting issues like prejudice and bullying, which require ongoing leadership action; in a video lesson, Kim Scott offers practical strategies to foster respectful team culture and effectively address harmful behaviors.
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Three Steps for Disrupting Bias on Your Team
High-performing teams foster a culture of feedback on unconscious bias through consistent, compassionate rituals, as proposed by Kim Scott, encouraging open dialogue, shared vocabulary, and a commitment to normalize bias correction in order to build lasting habits.
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What to Do When You’ve Been Disrespectful
In this video lesson, executive coach Kim Scott outlines a six-step strategy for responding to professional missteps—focusing on awareness, acknowledgment, acceptance, amends, and behavior change—before offering an apology to effectively restore trust without rushing.
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Seven Ways to Speak Truth to Power
Executive coach Kim Scott outlines a strategic approach to addressing harmful workplace dynamics, emphasizing the importance of documentation, building solidarity, considering exit options, communicating with management and HR, seeking legal advice, and sharing experiences publicly to foster change.
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What to Do When You’ve Been Disrespected
In this video lesson, Kim Scott provides a framework for addressing bias, prejudice, and bullying, emphasizing the importance of strategic responses and offering specific language to help individuals decide when and how to speak up effectively.
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Five Ways to Be an Upstander (Instead of a Bystander)
Psychologists highlight the “bystander effect,” where witnessing a problem reduces individual action, but executive coach Kim Scott offers five strategies—disrupt, delay, distract, delegate, and document—to encourage proactive support and transform bystanders into upstanders in challenging situations.
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Defining Bias, Prejudice, and Bullying
In her video lesson, executive coach Kim Scott provides a practical framework for understanding workplace disrespect by distinguishing between bias, prejudice, and bullying, helping individuals effectively respond to uncomfortable interactions.
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A Framework for Respecting Others
Executive coach Kim Scott emphasizes the importance of “Radical Respect” in the workplace, advocating for unconditional regard for others to foster collaboration and individuality, while introducing a behavioral compass to help avoid detrimental behaviors that erode respect and trust.
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Radical Respect at Work
In a video lesson, executive coach Kim Scott emphasizes that radical respect—valuing individuals for their inherent worth rather than just their accomplishments—is foundational for fostering deeper collaboration and stronger performance within teams.
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Connect New Voices to the Group
Diversity enhances creativity and innovation in organizations, but tokenism undermines this potential; instead, companies should focus on integrating underrepresented employees based on their strengths, fostering belonging, and creating environments where diverse voices can thrive and contribute meaningfully.
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Unbox Your Talent with a New Model of Management
To reinvent management, we must shift from Taylorism’s focus on individual, repetitive tasks to a model that fosters collaboration, creativity, and ownership of complex problems, leveraging diverse skill sets and technology to drive innovation.
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Make Your Ideas Mighty Enough to Impact the World
“Onlyness,” a term coined by Nilofer Merchant, emphasizes that each individual’s unique perspective and experiences are invaluable in any industry, and success comes from identifying and communicating this distinct value to drive innovation and growth.
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The 4 Benefits of Remote Teams
Despite misconceptions about virtual teams’ productivity, effective management can bridge interpersonal gaps through improved communication, reduced inefficiencies, and a focus on trust-building, ultimately enabling organizations to hire top talent while minimizing biases.
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The 5 C’s of Connectional Intelligence
Erica Dhawan outlines five traits—curiosity, combination, courage, community, and combustion—that enhance connectional intelligence (CxQ) to foster innovation, illustrated by Colgate-Palmolive’s successful problem-solving approach with a new fluoride toothpaste.
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Develop an Action Plan
Kenji Yoshino’s research highlights the inadequacy of many diversity initiatives since the 1960s, proposing a three-step framework—diagnose, analyze, and act—to effectively address identity covering in workplaces and foster genuine inclusion.
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Narrow the Gap Between Stated Values and Lived Values
Kenji Yoshino’s research highlights the gap between organizations’ stated and lived inclusion values, urging leaders to engage in meaningful dialogue with employees to align practices with core values and address any discrepancies.
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Unify Employee Affinity Groups
Kenji Yoshino discusses Robert Putnam’s bonding and bridging capital, emphasizing that while bonding capital unites individuals within groups, bridging capital fosters connections across diverse groups, advocating for combined bonding and bridging activities to prevent isolation in organizations.
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Accept the Symbolic Role of Leadership
Kenji Yoshino’s research highlights that covering demands from leaders significantly diminish employee commitment and engagement, emphasizing the need for leaders to actively support diversity initiatives to fully harness their workforce’s talents.
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Explore Covering In-depth
Covering, the tendency to downplay stigmatized aspects of identity, affects individuals across various groups, particularly minorities, and understanding its four axes—appearance, affiliation, advocacy, and association—can enhance inclusivity and bridge-building in the workplace.
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Understand the Concept of Covering
Sociologist Erving Goffman introduced “covering” in 1963 to describe efforts by individuals with stigmatized identities to downplay their stigma, a concept later expanded by Kenji Yoshino, who found that everyone, including straight white men, engages in covering, fostering solidarity through shared experiences.
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Support Human Flourishing in the Workplace
As workplaces evolve into total institutions that demand more of individuals, leaders must prioritize authenticity and support human flourishing, as 61% of employees report covering, which significantly harms their sense of self.
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Class
Re-envisioning Inclusion
The decades-old movement to diversify workplaces has yielded mixed results, as NYU Law professor Kenji Yoshino suggests that companies often impose restrictive definitions of diversity, and advocates for fostering connections with those who feel pressured to suppress their identities for acceptance.
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Retaining and Supporting New Parents
Many U.S. employers struggle to offer extended paid parental leave without regulatory changes, but Lauren Smith Brody suggests fostering a supportive culture through flexible policies, open communication, and individualized solutions to enhance employee well-being and commitment.
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Best Practices for Male Managers to Empower Female Employees
The confidence gap between men and women persists, with male managers often hesitant to address it; to help, they should promote transparency, engage in discussions about the gap, rethink feedback methods, ensure equal participation in meetings, and encourage women to pursue promotions.
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Class
Thinking Freely in a Conflicted World
In this class, Judith Butler examines how philosophical principles foster wisdom and civil discourse, providing transformative frameworks for addressing life’s complex questions, including interdependency, gender, and grief, which can enhance communication and tackle challenges in the workplace and beyond.
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African-American Women and The C-Suite
African American women have historically embraced leadership roles in their communities, balancing careers and motherhood without seeing conflict, yet they face greater challenges and isolation in the workplace compared to their white counterparts, often lacking the necessary support and sponsorship for advancement.