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Is the Year-end Performance review a ‘Transactional’ process?

End of year performance measurement review models a ‘Transactional’ leadership approach.

Employee rewards can be intrinsic or extrinsic, based on the organisation’s model.

Good performance and above – a great outcome

Poor performance; – further training/development, warning, expulsion, first on the redundancy list, exit, etc

Is this ‘Transactional’ approach transparent and ‘Inclusive’?

Visit our website and watch the nine training videos which bring an abstract subject to life. https://diversityandinclusionrippleeffect.com/subscribe

Are leaders born or made?

I believe leadership can be learned, developed, and improved upon.

If this holds, then it highlights a problem in the formation of leaders and a trend that can be seen in our society.  As of February 2021, ‘there were no Black CEOs in any of Britain’s 100 largest companies.

It’s possible to have representation at the top? Some of the characteristics of leadership skills; personal qualities, traits, and behaviours of leadership.

Traits and skills

Endurance

Decisiveness

Persuasiveness

Responsibility

Intellectual Capacity

Personal qualities

Being honest and consistent

Acting with integrity

Being decisive

Inspiring others

Resolving complex problems

Personality factors

Emotional intelligence

Self-Awareness

Self-Regulation

Empathy

Social Skill

Leadership styles:

Visionary

Coaching

Affiliative

Democratic 

Pacesetting

Five practices of exemplary leadership:

Model the way

Inspire a shared vision

Challenge the process

Enable others to act

Encourage the heart

The list is not exhaustive but if leadership is learned, developed, and improved then where are the diverse talents?

Diversity Matters!

https://www.forbes.com/sites/palashghosh/2021/02/03/there-are-no-black-ceos-in-any-of-britains-100-largest-companies/?sh=4a2e32fc2d8e

Do we have more in common than differences?

A nation is the result of the sacrifices of all people (past and present) and the will to pursue great deeds together. Below is a list of characteristics of a nation:

– Boundaries
– Languages
– Cultures
– Rivers
– Conquest 
– Migration
– People
– Race
– Legacy of memories
– Imagined communities

How do nations create a sense of cohesion?

1. Strong visual language at play in big spectacles like the Olympics, showing we are all different but equal

2. National or international events like football tournaments, where we hope together, jubilation, and sadness

3. Collective adversity gives a nation a strong sense of togetherness

4. Sharing cultures and languages to assimilate into society

If a nation is formed by the above characteristics and events, will ethical leadership come at a price? 

Have a look below at some characteristics of Ethical Leadership and check if you can spot your own leaders.

1. Treat others with dignity and respect, not a means to an end
2. Not discriminating against others
3. Concern for the welfare of society and the environment
4. Balanced leadership behaviour

Ernest Renan – ’We are not slaves of our race, language, religion, course of rivers, mountainous chains, and their direction but “healthy in mind and warm of heart, creates the kind of moral conscience which we call a nation’.

“Signs of belonging”

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The extent to which employees are integrated well in the workplace is the result of Leadership style. A leader attuned to the diverse workforce creates resonance by encouraging and maintaining a diversity and inclusion workplace culture.

A good leadership style promotes the organisation’s values of acceptance and embracing of differences, and this shapes workplace perception.

When leaders promote a diverse and inclusive climate, the marginalised group feels they fit into their team members at work. Visible or perceived dissimilarity is less of an issue and team performance is at its best.

Workforce cohesion is achieved when an inclusive and positive work environment respects unique characteristics, treats people fairly, and values differences.

#DiversityandInclusion  #Equity #Inclusion #GlobalCultures #Leadership #people #work #culture #environment #team

Visit our website blogs & consultancy services – https://diversityandinclusionrippleeffect.com

The impact of understanding your workforce identity markers when shaping Diversity, Equity & Inclusion culture.

Do organisations capture the different identity markers of their workforce?

The co-existence of different languages in the working environment of the 21st-century workforce requires a well-cemented Diversity, Equity & Inclusion approach by leaders.

Globalisation, demographic change, and migration present organisations with a creative workforce.

Technology has also accelerated the ability for people to move through ‘space and territory’. People sometimes feel affiliated with different languages and cultures.

Capturing the different identity markers of the workforce helps shape a better Inclusion strategy.

Leaders have to decide the best response for the opportunities presented.

DAIRE provides a range of Diversity, Equity & Inclusion services from different lenses which help improve collaboration across businesses both local and global. This results in increased creativity and improves the bottom line.

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