ORGL3311-YBU-L2-DEC 16.pptx

Organizational Leadership (ORGL3311) Dr. Ravi Shankar Visiting Prof https://www.linkedin.com/in/ravi-shankar-70584b1/ Second Session Dec 16th , 2023 • Leadership Theories Faculty Profile : Dr. Ravi Shankar INTRODUCTION •Background: PhD Econometrics, Entrepreneur, Startup Mentor, Social Impact...

Organizational Leadership (ORGL3311) Dr. Ravi Shankar Visiting Prof https://www.linkedin.com/in/ravi-shankar-70584b1/ Second Session Dec 16th , 2023 • Leadership Theories Faculty Profile : Dr. Ravi Shankar INTRODUCTION •Background: PhD Econometrics, Entrepreneur, Startup Mentor, Social Impact Investor, Data Science Thought Leader, Senior Venture Partner & Visiting Prof (AI-ML) •Current Focus: AI adoption in Business, Deep Learning, XAI, ML Operations, Design Thinking, OB, Leadership & Strategy •Sectoral Exposure: multiple sectors straddling BFSI / Pharma / Manufacturing / Retail / Tech • • Visiting Prof in leading universities worldwide Digital Transformation consultant to Fortune 500 firms globally Organizational Leadership: Learning Journey Eight sessions of one hour each Introductio Strategic Leading Resolving n to Leadershi & Leading a Leading High Leadershi Conflict Organizatio p Operatio Diverse with Performa p and and nal Theories nal Workforc Effective Negotiati nce Diversity Leadership Leadershi e Communi Teams on p cation 16 Dec, 2023 9:30 pm IST th 9th Dec 2023 9:30 pm IST 23rd Dec, 2023 9:30 pm IST 29 Dec, 2023 9:30 pm IST th 6th Jan, 2024 9:30 pm IST 13 Jan, 2024 9:30 pm IST th 20th Jan, 2024 9:30 pm IST 27th Jan, 2024 9:30 pm IST Introduction to Leadership and Diversity Understanding and embracing diversity is a crucial aspect of effective leadership. In today's globalized world, leaders must navigate diverse cultural, ethnic, and gender dynamics with finesse and understanding. This section aims to lay the groundwork for the journey towards inclusive leadership, providing insights into the significance of diversity in leadership roles. Foundations of Leadership Leadership Theories and Styles Application of Leadership Principles Explore the various leadership theories Discover how to practically apply and styles, from transformational to leadership principles in diverse servant leadership, and understand how environments, taking into account the they can be applied in diverse settings. unique challenges and opportunities that diversity brings. Cultural Competence 1 Developing Awareness of Cultural Differences 2 Effective Cross-Cultural Communication Learn strategies to develop cultural Uncover proven strategies for competence and gain awareness of effective communication across the nuances and subtleties of diverse diverse cultural backgrounds, key to cultures. successful leadership in a global context. Inclusive Leadership Creating an Inclusive Work Environment Mitigating Bias and Promoting Fairness Discover best practices for Explore effective strategies for fostering an inclusive work addressing biases and ensuring environment, promoting fairness, fairness, creating a level playing and mitigating bias within diverse field for all team members. teams. Diversity and Inclusion Policies Designing and Implementing Diversity Initiatives Learn the essentials of creating and implementing effective diversity and inclusion policies in the organizational context. Assessing the Impact of Diversity Policies Understand the mechanisms for evaluating and measuring the impact of diversity policies on organizational culture and performance. Team Dynamics in Diverse Environments 1 Managing Diverse Teams Discover strategies for effectively managing and leading diverse teams, leveraging the unique strengths of each member towards collective success. 2 Leveraging Diversity for Improved Performance Understand how diversity can be harnessed to enhance team performance and overall productivity in diverse environments. Conflict Resolution in Diverse Teams Resolving Conflicts and Building Consensus Leadership Development for Diverse Talent 1 Strategies for Mentoring Diverse Leaders 2 Succession Planning in Diverse Organizations Gain insights into mentoring Understand the importance of programs designed specifically for succession planning within diverse nurturing and developing diverse organizations and how it contributes leadership talent within to long-term leadership continuity organizations. and stability. Ethical Leadership in Diverse Contexts Exploring Ethical Considerations Case Studies on Ethical Decision-Making Delve into the ethical considerations Examine real-world case studies involving unique to diverse leadership roles and ethical decision-making in diverse scenarios, gaining insight into the leadership contexts, providing valuable importance of ethical leadership in diverse learning experiences. contexts. Measuring and Evaluating Diversity Initiatives Continuous Improvement and Feedback October 11–13, 2012 1 4 Leaders Around the Nation ElevatingExcellence and Leadership: The Power of Diversity di • ver • si • ty : the quality or state of having many different forms, types, ideas, etc. : the state of having people who are different Whyis diversity important ? Science is more collaborative Wuchty et al. 2007, Science is multidisciplina ry Multidisciplinarity Convergence of diverse knowledge bases, ideas, and perspectives to solve complex problems. THE THREE R E V 0 LU T l 0 N S P 1953 DNA Structure discovered P 1976 Biotech sector emerges with founding of Genentech k 1969 Salvador Luria, theorist of molecular biology, awarded Nobel Prize >2009 NAS releases A New Biology report k mid-2000s Academic sectors start exploring convergence k 2001 Human Genome Project, Celera publish working draft of human genome Convergence: Physics + Biology Keller et al. 2010, Nature Methods wormguides.o Diversity is vital for innovation Phillips, Liljenquist, & Neale, 2009; Identity and intellectua l diversity Background Culture Context Experiences Understandi ng Strategies Creating a supportive environment Barrier s Stereotype Threat “Science is for men” ADAPTED FROM: M Johns, T Schmader, and A Martens (2005) Psychological Science. SOURCE: Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering Implicit Bias Moss-Racusin et al. (2012) PNAS Microaggressions “Bossy.” “Your English is so good.” “Does that mean we are going to lower our standards to recruit minorities?” Creating asupportive environment Strategies Awareness is KEY Recognize and address biases Reduce burden Participati on Inclusion Be an Leveragin g the power of diversity HO W L EADERSHIP CAN CH ANGE TH EDC IOVNE V SA R ES RI T YT A INODNI N AC RL O UU SN I ODN In r e c e n t y e a r s , t h e c o n v e r s a t i o n s u rro u n d i n g diversity and i nc l us i o n has m a g n i fi e d e x p o n e n t i a l l y. Fr o m p o l i t i c a l p l a t f o r m s to t h e s i l v e r s c r e e n , m o r e a n d m o r e p e o p l e a re a s k i n g t h e q u e s t i o n : h o w c a n we b e t t e r r e p r e s e n t t he e n t i r e t y of o u r p o p u l a t i o n ? B e y o n d t r o p e s a n d t o ke n c harac te rs, real and s u b s t a n t i a l r e p r e s e n t a t i o n is n e e d e d , t h o s e i n p o s i t i o n s of l e a d e r s h i p h a v e t h e i n fl u e n c e to h e l p m a ke t h a t h a p p e n . B u t h o w so? L E A D E R S B L OO M B Y H E L P I N G O T H E R S B L OO M I t ’ s as s i m p l e as t hi s : i f y o u are e n j o y i n g t h e a u t h o r i t y o f a leadership position, you sh o ul d be uti li zi ng your p o w e r to g r a n t t h o s e s a m e o p p o r t u n i t i e s to o t h e r s . Tr u e l e a d e r s a re f o c u s e d o n cultivating the full potential o f a v i s i o n by s u p p o r t i n g t he g r o w t h of e v e r y o n e i n v o l v e d . As s u c h , t h e s e l e a d e r s s h o u l d a l w a y s b e l o o k i n g f o r an o p p o r t u n i t y to a m pl i fy voices w h i c h a re f r e q u e n t l y silenced. Th e y c a n a c h i e v e t h i s by emp l o y i ng m i n o ri t i es and e n s u r i n g t h a t t h e y a re incl uded in decisi on- maki ng processes. D I V E R S I T Y =R E S I L I E N C E Genuine diversity and genuine i n c l u s i o n isn’ t a bo u t merel y f ea t u r i n g t o ken m i n o r i t i e s as a p a r t o f o n e ’ s branding. Genuine diversity a n d i n c l u s i o n a l l o w s for a stronger and mo re resilient l e a d e r s h i p by o ff e r i n g a variety of i nno va ti v e and i m p o r t a n t perspectives. I N S P I R E F U T U R EGE N E R A TIONS Placing m i n o r i t i e s in p o s i t i o n s of l e a d e r s h i p a n d granting them pl atforms from w h i c h t h e y can s h a r e a m e s s a g e a n d m a ke d e c i s i o n s , m o r e t h a n b e i n g an a c t i v e game- changer for diversity a n d i n c l u s i o n , is a s y m b o l i c game- changer for future g e n e r a t i o n s . Yo u n g e r p e o p l e especially should have a c c e s s to f i g u r e s t h a t l o o k l i ke t h e m and re pre s e n t a culture that’ s theirs. This ki nd of representation inspires and c o n v e y s t h a t a n y t h i n g is possible. LISTEN OPLE TO T HE PE A goo d l e a d er not only u n d e r s t a n d s t h e i r p e e r s or co w o r ke r s, but t hei r a u di e n c e o r c o n s u m e r m a r k e t t o o. Ta ke stock of the o p i n i o n s and a t t i t u d e s of y o u r c o w o r k e r s and/ or ma rket f re q u e n t l y through direct c o m m u n i c a t i o n and surveys. Encourage thorough, honest re s p o ns es . This will not only cultivate a better and more p e r s o n a b l e r e l a t i o n s h i p by d e m o n s t r a t i n g y o u r c a re , b u t will h e l p y o u t o a d d r e s s any l e a d e r s h i p issues you may not have re al i z e d were an issue. B RO A D EN I N G YO URWO R L D VI EW M i n o r i t i e s generally have a b e t t e r u n d e r s t a n d i n g of p ro b l e m s in a society because they navigate many of these problems and microaggressions on a daily basis. Including and l e arn i ng a bo ut these pe rs pect ive s will b e i n v a l u a b l e to t h e w a y y o u r leadership operates. Aim  Are you managing diversity effectively?  Are you an inclusive leader? Diversit y Ethnicity & Faith Work/Life Balance Disabilit y Age Gende r Sexual Orientation The Move Towards Diversity Equal Opportunities Diversity Grudging acceptanc e Remove harassment and discrimination Challenge attitudes Minimum legal complian ce Cultural Shift Respect for individual every ’s contributi on Diversity and Inclusion Revisited • From Compliance to Corporate Investment • New Values Proposition (“Why D&I today?”) • Promising Practices • Education at all levels of the organization • Engagement and dialogue around hard topics • Accountability for creating a culture that values respects individuals • Storytelling - Individual Experiences • Community - Shared Experiences and Contemporary Landscape • Intersectional discrimination • Microaggressions • Stereotype Threat • Empathy • #Metoo • Corporate Visibility • Cross-cultural mentoring • Expansive Networks Awareness Exposure Actio n The Small Steps Approach to creating a more diverse and inclusive workplace Social Accountabili ty