Day Five Section One

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Day Five Section One

• International and Culturally DiverseAspects of
  Leadership

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Work Force Trends

• The average age of the work force is increasing
• White males now constitute less than 50 percent
  of the work force
• An increasing number of new entrants into the
  work force are women and people of color

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Business Trends

• Business has become increasingly global
• Small and medium-size firms, as well as giants,
  are increasingly dependent on trade with other
  countries
• An estimated 10 to 15 percent of jobs in the U.S.
  depend on imports or exports
• Most manufactured goods contain components from
  more than one country

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Advantages of Managing for Diversity

• Reduction of turnover and absenteeism costs
• Offers a marketing advantage
• Advantage in recruiting and retaining talented
  people
• Unlocks the potential for excellence
• A creativity advantage and improved
  problem-solving and decision-making

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Why does diversity in the workplace matter?

• The service economy
• interactions between people are key
• customer base is more diverse
• similarities between people ease process
• Globalization of business
• doing business with people from around world
• The changing labor market
• Company mergers and buy-outs

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Types of Diversity

• Gender diversity
• more women in workforce today than ever
• better educated than ever
• stereotypes still remain
• glass ceiling, etc.
• Age diversity
• as population ages, more older workers are
  available
• re-entry of middle-aged women to work
• retirees returning to supplement pension
• internships bring in more younger employees

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Types of Diversity

• Cultural diversity
• affects values, view of the world
• more than 40 of new entrants into U.S.
  workforce from non-majority groups
• about 22 new immigrants
• about 20 African-American or Hispanic
• growing international business
• employees maintain ties to national and cultural
  heritage

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Other Types of Diversity(You May Not Have
Thought Of)

• Family situations
• single employees (mothers and others)
• Physical and psychological disabilities
• Americans with Disabilities Act
• Sexual orientation
• Political views
• Personal idiosyncrasies

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Challenges of Diversity

• Availability challenge
• in past employers could control diversity
• more people than jobs
• qualified employees have become scarce
• employers must become more flexible
• realize Different does not mean deficient
• Fairness challenge
• in past, typically viewed as equal treatment
• Equal Employment Opportunity
• now employers must embrace new diversity
• essentially focus on differences

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Challenges of Diversity

• Synergy challenge
• more and more group-based work
• diversity can create positive and negative
  conflict
• can facilitate creative problem-solving
• can close down communication
• can derail group processes
• group leaders must minimize destructive conflict
  and maximize diversity of input

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How can organizations manage diversity?

• Providing managers with training
• how to recruit/hire diverse employees
• how to orient/integrate new employees
• Providing all employees with training
• realizing the differences that exist
• learning how differences affect working
  environment
• how to maximize productivity without ignoring
  employee differences

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Multicultural Leader

• A leader with skills and attitudes to relate
  effectively to and motivate people across race,
  gender, age, social attitudes, and lifestyles

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Dimensions of Individual Values
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European Styles of Management

• A greater orientation toward people
• A higher level of internal negotiation
• Greater skill in managing international diversity
• Ability to manage between extremes

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Culturally Sensitive Leader

• Willing to acquire knowledge about local customs
• Willing to learn to speak the language
• Patient
• Adaptable
• Flexible
• Willing to listen and learn

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Multicultural Worker

• Convinced that all cultures are equally good
• Enjoys learning about other cultures
• Usually has been exposed to more than one culture
  in childhood

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Problems of Cultural Misunderstanding

• Language differences
• Work habit differences
• Differences in womens roles
• Differences in personal appearance and behavior

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Global Leadership Skills

• Behavioral complexity that allows the leader to
  attain corporate profitability and productivity,
  continuity and efficiency, commitment and morale,
  and adaptability and innovation
• Stewardship
• Ability to satisfy three metavalues including
  community, pleasure, and meaning

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Global Leadership Skills

• Cultural sensitivity
• Culturally adventurous
• Good command of a second language

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Cultural Diversity Initiatives

• Hold managers accountable for achieving diversity
• Establish minority recruitment, retention, and
  mentoring programs

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Cultural Diversity Initiatives

• Conduct diversity training
• Encourage the development of employee networks
• Avoid group characteristics when hiring for
  person-organization fit

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The Multicultural Organization
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Day Five Section Two

• Creativity

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How can a creative idea arise, then, if not by
magic? And how can one impossible idea be more
surprising, more creative, than another? How can
creativity happen?- from Margaret Boden's
Creativity and Unpredictability
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(No Transcript)
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What is Creativity?

• TRUE Creativity and Innovation consists of
  SEEING what everyone else has seen, THINKING
  what no one else has thought, and DOING what no
  one else has dared!"

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• The Gordian Knot In the winter of 333 B.C., the
  Macedonian general Alexander and his army arrive
  in the Asian city of Gordium to take up winter
  quarters. While there, Alexander hears about the
  legend surrounding the towns famous knot, the
  Gordian knot. A prophecy states that whoever is
  able to untie this strangely complicated knot
  will become king of Asia. The story intrigues
  Alexander, and he asks to be taken to the knot so
  that he can untie it. He studies it for several
  moments, but after fruitless attempts to find the
  rope-ends, he is stymied. How can I unfasten the
  knot? he asks himself. (van Oech, 1983, pp.
  47-48)

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• How can you help Alexander? According to the
  legend, the knot is the only obstacle standing in
  the way of him from being King of Asia.  How can
  you help Alexander? What are some of your
  suggestions?
• Here are some example suggestions that have been
  provided by those whove attempted to solve this
  challenge a. choose one chord in the knot and
  follow it to its end, painting      the chord
  with a bright color as you go along to keep track
  of it. b. drop the knot in water until it
  loosens the knot up  c. shake the knot
  vigorously 

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• There are 12 boxes each containing a coin. There
  are a total of 11 pennies and 1 other coin in the
  boxes. You have a balance scale for comparing the
  weight of the boxes in which you can put any
  number of boxes on each side. You have at most,
  three weighings. In these three weighings you
  must find out which of the 12 boxes has the coin
  that is not a penny.

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Consider a road with two cars, at a distance of
100 kilometres, driving towards each other. The
left car drives at a speed of forty kilometers
per hour and the right car at a speed of sixty
kilometers per hour. A bird starts at the same
location as the right car and flies at a speed of
80 kilometers per hour. When it reaches the left
car it turns its direction, and when it reaches
the right car it turns its direction again to the
opposite, etcetera. The Question What is the
total distance that the bird has traveled at the
moment that thetwo cars have reached each other?

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•  "To look where everyone else is looking and see
  what no one else can see"

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• A Farmer has twelve sheep and decides to put each
  of them into a separate pen but to make the pens
  he has only 12 long hurdles and 6 half length
  hurdles. How can he do it?

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• The farmer needs to arrange the 12 long hurdles
  in the shape of a hexagon made of 6 triangles,
  and then use the six short hurdles to divide each
  triangle into two.

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Day Five Section Three

• Leadership Development, Succession, and
  Followership

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Self-Help Leadership Development

• Self-awareness involves insightfully processing
  feedback about oneself to improve personal
  effectiveness
• Levels of self-awareness
• Single-loop learning
• Double-loop learning
• Self-discipline is mobilizing ones efforts and
  energy to stay focused on attaining an important
  goal

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Single-Loop Learning Versus Double-Loop Learning
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Factors Contributing toLeadership Development

• Education
• Experience
• Challenging experiences
• Broad experience
• Pivotal life experiences
• Mentoring
• Formal
• Informal

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Characteristics of a Leadership Development
Program

• Begin by carefully selecting participants for the
  program
• Involve executives and secure their sponsorship
• Gear the development program to participants
  level of management
• Address current and future organizational goals

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Characteristics of a Leadership Development
Program

• Use an appropriate model or theory
• Give ongoing reinforcement and emotional support
• Support individual improvement with diagnostic
  tools

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Characteristics of a Leadership Development
Program

• Ensure practical and relevant content
• Emphasize interpersonal relationships and
  teamwork
• Conclude with individual action plans

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Types of Leadership Development Programs

• Feedback-Intensive Programs
• Skill-Based Programs
• Conceptual-Knowledge Programs
• Personal-Growth Programs
• Socialization Programs
• Action-Learning Programs

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Traditional Approach to Evaluation

• Specify objectives
• Measure extent to which two objectives were met
• Participants acquisition of new skills
• Improved organizational effectiveness

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Evaluation Through Domains of Impact

• Knowledge acquisition
• Self-awareness
• Skill development
• Behavior change
• Perspective change

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Leadership Succession

• An orderly process of identifying and grooming
  people to replace managers
• Succession planning is linked to leadership
  development in two ways
• Being groomed as a successor is part of
  leadership development
• The process of choosing and fostering a successor
  is part of a managers own development

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Developing a Pool of Successors

• Evaluate the extent of an organizations pending
  leadership shortage
• Identify needed executive competencies
• Identify high-potential individuals for possible
  inclusion in the pool
• Establish an individually tailored developmental
  program for each potential candidate

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Developing a Pool of Successors

• Select and place people into senior jobs based on
  their performance, experience, and potential
• Continuously monitor the program and give it top
  management support

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Leadership Pipeline

• A model of leadership development that tightly
  links leadership development with management
  responsibilities at each level of the organization

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Six Levels of the Leadership Pipeline

• Managing individual contributions
• Managing managers
• Being a functional manager
• Being a business manager
• Being a group manager
• Being an enterprise manager

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Essential Qualities of Effective Followers

• Self-management
• Commitment
• Competence and focus
• Courage