Social and Cross-Cultural skills examine one's ability to effectively interact with others in diverse groups and situations. Leaders should not only embrace but encourage diverse, and inclusive environments. Working in diverse teams broadens our scope and offers new, different perspectives other than our own. Diverse teams increase innovation, challenge group think, and contribute to better decision quality. As leaders, we need to promote equity and create systems that explore, celebrate, and embrace culture.
As a leader, I want to promote diverse and inclusive teams. Leaders shouldn’t see diversity as a social obligation, but see the value of deeper and more creative thinking. Diverse teams are often smarter because they are more likely to reexamine facts and remain objective while also promoting change and innovation. By breaking up workplace homogeneity, you can allow your employees to become more aware of their potential biases that they otherwise might be blind to. Social and cross-cultural skills provide aid when practicing empathy and encouraging respect amongst followers.
Diversity and Organizations
OGL 350: Diversity and Organizations focused on models and tools that could be used to appreciate and understand different cultures, as well as, discuss cross-cultural issues pertaining to human behavior and settings. The artifact I chose examines classism within the United States and the intrinsic biases we have based on systematic oppression. This course was not only a turning point in my career, but in my life. I evaluated my own biases and examined classism within the workplace. As a leader, it's important to identify your biases so you can work to overcome them and be more active in ending discrimination and prejudice.
As a leader, I want to promote diverse and inclusive teams. Leaders shouldn’t see diversity as a social obligation, but see the value of deeper and more creative thinking. Diverse teams are often smarter because they are more likely to reexamine facts and remain objective while also promoting change and innovation. By breaking up workplace homogeneity, you can allow your employees to become more aware of their potential biases that they otherwise might be blind to. Social and cross-cultural skills provide aid when practicing empathy and encouraging respect amongst followers.
Diversity and Organizations
OGL 350: Diversity and Organizations focused on models and tools that could be used to appreciate and understand different cultures, as well as, discuss cross-cultural issues pertaining to human behavior and settings. The artifact I chose examines classism within the United States and the intrinsic biases we have based on systematic oppression. This course was not only a turning point in my career, but in my life. I evaluated my own biases and examined classism within the workplace. As a leader, it's important to identify your biases so you can work to overcome them and be more active in ending discrimination and prejudice.
| diversity_and_organizations.docx |
Reflection
I included social and cross-cultural skills as a competency because my experiences in the OGL program have taught me the importance of culture and diverse groups. Leaders have the ability to influence workplace culture and should be considerate, respectful, and understanding of all cultures, not just of the country they inhabit. Leaders that encourage diversity and inclusion produce smarter teams. These teams, when respected, can be productive through conflict, increase innovation, and broaden the perspectives of those around them. Social and cross-cultural skills are becoming more necessary in the workplace as we continue to progress as a society and as a nation.
Prior to my OGL courses, I had a very narrow viewpoint. I didn't take the time to empathize or listen to others perspectives. With that, I became content with having a team that looked just like me. I didn't understand the value of inclusion or diverse groups. Once I realized my intrinsic biases, I worked to overcome them and held myself accountable for being better educated on social issues. Then I worked on my team. I spent more time reviewing applications, recruiting, and interviewing applicants than I did previously. I became more consistent with my interview questions and eliminated questions that triggered my intrinsic bias. I also became a member of Pride and the Black Partner Network to meet new people, offer support, and develop my social and cross-cultural skills.
I included social and cross-cultural skills as a competency because my experiences in the OGL program have taught me the importance of culture and diverse groups. Leaders have the ability to influence workplace culture and should be considerate, respectful, and understanding of all cultures, not just of the country they inhabit. Leaders that encourage diversity and inclusion produce smarter teams. These teams, when respected, can be productive through conflict, increase innovation, and broaden the perspectives of those around them. Social and cross-cultural skills are becoming more necessary in the workplace as we continue to progress as a society and as a nation.
Prior to my OGL courses, I had a very narrow viewpoint. I didn't take the time to empathize or listen to others perspectives. With that, I became content with having a team that looked just like me. I didn't understand the value of inclusion or diverse groups. Once I realized my intrinsic biases, I worked to overcome them and held myself accountable for being better educated on social issues. Then I worked on my team. I spent more time reviewing applications, recruiting, and interviewing applicants than I did previously. I became more consistent with my interview questions and eliminated questions that triggered my intrinsic bias. I also became a member of Pride and the Black Partner Network to meet new people, offer support, and develop my social and cross-cultural skills.
Photo used under Creative Commons from Jay Iwasaki
