PA 5010 Case Study 12

.3 What inclusive leadership behaviors as identified in the Model of Inclusiv
School
California State University, San Bernardino **We aren't endorsed by this school
Course
PA 5010
Subject
Management
Date
Nov 14, 2023
Pages
2
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Case Study 12.3 What inclusive leadership behaviors as identified in the Model of Inclusive Leadership (Figure 12.1) does Dr. Marshall exhibit in her role? Dr. Marshall exhibits several inclusive leadership behaviors in her role as the CEO of her company. She demonstrates self-awareness by acknowledging her own lack of diversity and seeking out advice from others. She also shows a commitment to diversity and inclusion by actively seeking out diverse perspectives and experiences. Dr. Marshall also shows an ability to manage unconscious bias by recognizing that her own experiences may not be universal and seeking out feedback from others. Finally, she shows an ability to empower others by listening to and acting on the feedback she receives, as well as by creating a culture of inclusiveness within her company. Explanation: In this case, we are presented with a scenario where Dr. Marshall, the CEO of her company, recognizes the need for greater diversity and inclusion within her organization. She demonstrates several inclusive leadership behaviors, such as self-awareness, commitment to diversity, managing unconscious bias, and empowering others. These behaviors are part of the Model of Inclusive Leadership, which is a framework for understanding and practicing leadership that promotes diversity and inclusion. Self-awareness is the first component of inclusive leadership. It involves understanding one's own biases, values, and experiences and recognizing how they influence decision-making and interactions with others. Dr. Marshall demonstrates self-awareness by acknowledging her own lack of diversity within her company and seeking out advice from others. In what ways do you practice these inclusive leadership behaviors in your interactions with others? In what ways could you practice these behaviors in the future? In my interactions with others, I try to practice active listening by focusing on the person speaking and avoiding distractions. I also try to be open-minded and seek out diverse perspectives, even if they differ from my own. In the future, I could practice these behaviors by being more intentional about seeking out diverse perspectives and experiences, as well as by actively working to identify and manage my own unconscious biases. Active listening is an important theme in this case. Dr. Marshall mentions the importance of listening and learning from others multiple times. Why is it often difficult for us to really listen and understand others? It can be difficult to listen and understand others for several reasons. First, we may be distracted by our own thoughts or emotions, making it hard to focus on what others are saying. Second, we may have preconceived notions or biases that prevent us from truly understanding others'
perspectives. Finally, we may simply not have the skills or training necessary to effectively listen and understand others. Explanation: The second component of inclusive leadership is a commitment to diversity and inclusion. This involves actively seeking out diverse perspectives and experiences, as well as creating a culture that values and promotes diversity. Dr. Marshall shows a commitment to diversity and inclusion by actively seeking out feedback and perspectives from others and creating a culture of inclusiveness within her company. The third component of inclusive leadership is managing unconscious bias. Unconscious bias refers to the automatic, unconscious associations people make between certain groups of people and certain traits or characteristics. Dr. Marshall demonstrates an ability to manage unconscious bias by recognizing that her own experiences may not be universal and seeking out feedback from others to broaden her perspective. The final component of inclusive leadership is empowering others. This involves creating a culture where everyone feels valued and included, and where they are encouraged to contribute their unique perspectives and ideas. Dr. Marshall shows an ability to empower others by listening to and acting on the feedback she receives, as well as by creating a culture of inclusiveness within her company. Overall, this case highlights the importance of inclusive leadership in promoting diversity and inclusion within organizations. It also underscores the need for self-awareness, a commitment to diversity, managing unconscious bias, and empowering others to create a culture that values and promotes diversity and inclusion. What one thing can you do moving forward to enhance your active listening skills? One thing I can do to enhance my active listening skills is to practice mindfulness techniques, such as deep breathing and focusing on the present moment, to help me stay focused and present during conversations. Additionally, I could seek out training or coaching on active listening techniques to help me develop my skills further. Finally, I could practice being more intentional about seeking out diverse perspectives and experiences, which can help me become more aware of my own biases and more open to different points of view.
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