Eric Jacobson On Management And Leadership

In her new book, Rising Together , Sally Helgesen draws on three decades of work with leaders and aspiring leaders around the world to offer practical ways to build more inclusive relationships, teams and workplaces.   The first part of the book identifies eight common triggers that undermine our ability to connect with people whole history and values may be different from our own. The second part of the book offers simple and very specific everyday practices that enable us—as individuals, in our organizations, on our teams—to create cultures of belonging.   Helgesen defines a culture of belonging is one in which the largest possible percentage of people:   Feel ownership in the organization, viewing it as “we,” and “they.” Believe they are valued for their potential as well as their contributions. Perceive that how they matter is not strictly tied to their positional power.   Rising Together is for readers at every stage and level in their careers who ...

In their book,  Millennials Who Manage , authors  Chip Espinoza  and  Joel Schwarzbart , quote Donna Hicks's explanation about how  dignity is different from respect . Dignity is different from respect in that it is not based on how people perform, what they can do for us, or their likability. Dignity is a feeling of inherent value and worth. Therefore, Espinoza and Schwarzbart recommend that leaders treat those they are leading with dignity and follow Hick's  10 Essential Elements of Dignity : Acceptance of Identity  - Approach people as being neither inferior nor superior to you. Assume that others have integrity. Inclusion  - Make others feel that they belong, whatever the relationship. Safety  - Put people at ease at two levels: physically, so they feel safe from bodily harm, and psychologically, so they feel safe from being humiliated. Acknowledgment  - Give people your full attention by listening, hearing, validating, and resp...

Awhile back, I posted highlights and key takeaways from the book, All Are Welcome – HowTo Build A Real Workplace Culture Of Inclusion That Delivers Results , by Cynthia Owyoung . Upon recently browsing the book again, these additional takeaways came to light:  DEIB : Diversity in the workplace focuses on representation. Equity is giving people what they need to succeed. Inclusion is enabling full participation by everyone. Belonging is connecting people emotionally.  Onboarding employees tips for leaders : Get personally involved with the onboarding process on day one. This is your culture, and first impressions are huge . Assign an empathetic hiring buddy for each new hire. These are ambassadors of your company’s culture. Send a gift or a handwritten note to every new hire as soon as you make the job offer. This should come from the CEO or, at least, the hiring manager.  Ensuring your employees understand and believe in your company’s mission state...

Today brings the new book, All Are Welcome: How to Build a Real Workplace Culture of Inclusion that Delivers Results , by Cynthia Owyoung . “This playbook is really for any leader of an organization that wants to drive change. This is your playbook for how to approach DEIB (Diversity, Equity, Inclusion and Belonging) work in a way that will support real progress in your company,” says Owyoung.  Studies prove that companies with more diversity in their ranks are more innovative, expand their markets, and perform better financially. Why, then, has so little progress been made, especially when it comes to corporate leadership? Because most companies have yet to develop and implement effective diversity, equity, inclusion, and belonging (DEIB) initiatives. And the ones that have too often focus mainly on hiring a diversity of staff or rolling out unconscious bias training without improving results.  Owyoung offers these definitions:  Diversity in the context of a work...

Every business leader should read the book,  The Business of We , by  Laura Kriska . However, read it only once you’ve committed yourself to creating a welcoming and productive work environment for all.  This book couldn’t have come at a more important time because as Kriska shares, “a new approach to diversity, cultural difference, and inclusion is urgently needed – a time for business leaders to create true synergy among the diverse and often fiercely divided members of their workforce.”  With 30 years of experience bridging gags in diverse workplaces, and as a sought-out lecturer and a TEDx speaker, Kriska provides expert insights and actionable strategies in her book to help you:  Effectively repair division. Recognize warning signs. Proactively create opportunities.   And, more specifically and most importantly,  how to create WE-builders to help close any gap between people who are separated by ethnicity, language, race, religion, or any factor t...

Equity ,  the new book by  Minal Bopaiah , is a timely guide to help leaders create more inclusive organizations using human-centered design and behavior change principles. The book is based on research and provides engaging, real-world examples for taking impactful next steps. Most important, Bopaiah explains that  equity is different from equality .   She shares, “ equality  is when everyone has the same thing.  Equity  is when everyone has what they need to thrive and participate fully. Equity does not fault people for being different; it makes room for difference and then leverages it.”   In short:   Equality  = The state of being equal, especially in status, rights and opportunities. Equity  = A state of fairness and equal access to opportunity that recognizes that people have different needs.   Equity allows leaders to create organizations where employees can contribute their unique strengths and collaborate better with p...

Every business leader should read the book,  The Business of We , by  Laura Kriska . However, read it only once you’ve committed yourself to creating a welcoming and productive work environment for all.  This book couldn’t have come at a more important time because as Kriska shares, “a new approach to diversity, cultural difference, and inclusion is urgently needed – a time for business leaders to create true synergy among the diverse and often fiercely divided members of their workforce.”  With 30 years of experience bridging gags in diverse workplaces, and as a sought-out lecturer and a TEDx speaker, Kriska provides expert insights and actionable strategies in her book to help you:  Effectively repair division. Recognize warning signs. Proactively create opportunities.   And, more specifically and most importantly,  how to create WE-builders to help close any gap between people who are separated by ethnicity, language, race, religion, or any factor t...

In their book,  Millennials Who Manage , authors  Chip Espinoza  and  Joel Schwarzbart , quote Donna Hicks's explanation about how  dignity is different from respect . Dignity is different from respect in that it is not based on how people perform, what they can do for us, or their likability. Dignity is a feeling of inherent value and worth. Therefore, Espinoza and Schwarzbart recommend that leaders treat those they are leading with dignity and follow Hick's  10 Essential Elements of Dignity : Acceptance of Identity  - Approach people as being neither inferior nor superior to you. Assume that others have integrity. Inclusion  - Make others feel that they belong, whatever the relationship. Safety  - Put people at ease at two levels: physically, so they feel safe from bodily harm, and psychologically, so they feel safe from being humiliated. Acknowledgment  - Give people your full attention by listening, hearing, validating, and resp...

Every business leader should read the new book, The Business of We , by Laura Kriska . However, read it only once you’ve committed yourself to creating a welcoming and productive work environment for all.  This book couldn’t have come at a more important time because as Kriska shares, “a new approach to diversity, cultural difference, and inclusion is urgently needed – a time for business leaders to create true synergy among the diverse and often fiercely divided members of their workforce.”  With 30 years of experience bridging gags in diverse workplaces, and as a sought-out lecturer and a TEDx speaker, Kriska provides expert insights and actionable strategies in her book to help you:  Effectively repair division. Recognize warning signs. Proactively create opportunities.   And, more specifically and most importantly, how to create WE-builders to help close any gap between people who are separated by ethnicity, language, race, religion, or any factor tha...

After 20 years of working with corporations to build a more diverse and inclusive culture, authors Mark Kaplan and Mason Donovan wrote, The Inclusion Dividend.   Published only two months ago, the book has become a must-read for business leaders who want to learn how investing in diversity and inclusion will pay dividends in: greater innovation higher productivity stronger client relationships a more engaged workforce Today, Donovan explains in his guest post below that there are four areas of competency that must be mastered in order to create sustainable inclusion . These competencies are broad, touching all levels of the organization, from intrapersonal interactions to the organization’s interface with the marketplace. By: Mason Donovan Competency I: Individual Awareness and Self-Management ·          Challenge Your Own Conventional Wisdom – Your perspective as a leader is molded by your own i...