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If you're in a diverse team, you know employee differences can cause miscommunication, lower trust, and hurt productivity. . . It doesn't have to be this way!
The people you work with may be from a different generation, different culture, different race, different gender, or just a different philosophy toward work and life in general, but you need to work together toward a common goal. How to Work With and Lead People Not Like You explains how to dial down the differences, smooth out the friction, and play upon each other's strengths to become more effective, more productive, and less stressed. The keys are to find the common ground and identify hidden conflicts that are hurting productivity.
Many people shudder at the prospect of working with diverse groups of people, but they can't voice their fear or anxiety. At work, it's not OK or politically correct to say, 'I'm uncomfortable with this person.' In fact, if you do say something along those lines, your job may be at risk. Your company may terminate you for not being on the 'diversity bandwagon.' So you keep quiet and you keep your thoughts to yourself. But deep down, you are uncomfortable.
If you feel like this, it doesn't mean you're racist, sexist, ageist, homophobic, or any other negative label. It means you're struggling.
You're struggling to understand people, cultures, or values that are unfamiliar to you. You're struggling to do your job with teammates and coworkers who may have very different viewpoints or different approaches to communication than you have. You're struggling to overcome differences and pull together to achieve high performance at work.
Whether you're leading a diverse team, working in a challenging cross-cultural environment, or simply working with people who are 'not like you,' you need to be able to get along with everyone as a team, to get the work done. This book explains the skills you need to communicate, motivate, and inspire people to collaborate—even if they have very different values, lifestyles, or priorities.Learn key steps that bring cohesion to diversityHow to have a constructive conversation about working alongside people who are differentThe four magic words that make this easier and smooth over frictionWhat not to say—and whyLearn to set aside differences and get things doneLearn how to handle a racist, sexist, homophobic or offensive remark in a professional wayRetain your sanity when colleagues drive you crazy
The changing demographics of today's workforce bring conflicting viewpoints, perspectives, approaches, skills, habits, and personalities together in one place; whether that leads to synergy or catastrophe is up to you. How to Work With and Lead People Not Like You helps you turn a hurdle into an advantage so you or your team can do more, achieve more, and enjoy the ride.

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публицистика

How to Work With and Lead People Not Like You

[b]It&apos;s time the business world got the actionable, impactful, no-cost strategies needed to increase diversity and inclusion in the workplace [/b]
Many white leaders want to create change but don&apos;t know how to do so appropriately and effectively. How do you know where the blind spots are that can create obstacles for people of color? Your intentions may be sincere and heartfelt, but intentions aren&apos;t enough.
In [i]It&apos;s Time to Talk about Race at Work[/i], acclaimed speaker and bestselling author Kelly McDonald delivers a much-needed roadmap for business people. This book will help you successfully create a fair and equitable workplace that recognizes diverse talent and fosters productive and constructive conversations in your organization. [i]It&apos;s Time to Talk about Race at Work[/i] does not approach diversity from the standpoint of social activism or an HR perspective. Instead, this book shows you exactly what to do and how to do it so that you can make real progress on diversity and inclusion, regardless of the size of your organization. The author&apos;s clear, «real talk» style makes it easy to learn:
The costs and risks you&apos;re incurring if your organization lacks diversity How people who don&apos;t consider themselves to be racist may still have diversity blind spots How to start the hard conversations you may not know how to approach The STARTING Method—an eight-step framework that shows you how to ensure your diversity and inclusion efforts are effective How to recognize the excuses people use to avoid taking action on diversity and inclusion How to address the issues and comments that come up when employees feel nervous, resentful, or uncomfortable as you make headway on diversity in your organization Perfect for executives, managers, and leaders in organizations of all types and sizes, [i]It&apos;s Time to Talk about Race at Work [/i]is also for employees who want to improve their organization by leading by example.

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It's Time to Talk about Race at Work

Umsetzbare, wirkungsvolle und kostenlose Strategien für mehr Vielfalt und Inklusion am Arbeitsplatz!&lt;br&gt; &lt;br&gt; Rassismus am Arbeitsplatz ist leider keine Seltenheit. Er findet sich in verschiedenen Ausprägungen und Härtegraden. Teilweise ist er sogar unbeabsichtigt, aus Unwissenheit, wie die richtige Verhaltensweise aussehen sollte. Dabei wollen viele Führungskräfte Diversity und Gleichberechtigung stärken. Sie wissen nur oft nicht, wie sie dies angemessen und effektiv tun können. Sie müssen sich über die blinden Flecken bewusst werden, die Hindernisse zum Beispiel für People of Color oder Angehörige von Minderheiten schaffen können. Ihre Absichten mögen aufrichtig und von Herzen kommen, aber Absichten reichen nicht aus.&lt;br&gt; In ihrem Buch liefert die renommierte Rednerin und Bestsellerautorin Kelly McDonald einen dringend benötigten Fahrplan für Geschäftsleute. Dieses Buch wird ihnen dabei helfen, erfolgreich einen fairen und gerechten Arbeitsplatz zu schaffen, der unterschiedliche Talente anerkennt und produktive und konstruktive Gespräche in ihrem Unternehmen fördert. Die Autorin nähert sich dem Thema Diversity nicht aus dem Blickwinkel des sozialen Aktivismus oder aus der Perspektive der Personalabteilung. Stattdessen erläutert sie den Lesern – unabhängig von der Größe ihres Unternehmens – klar und konkret realistisch umsetzbare Lösungen für mehr Fortschritt in puncto Vielfalt und Integration.&lt;br&gt; Führungskräfte, Manager und Geschäftsführer erfahren:&lt;br&gt;&#160;– Die Kosten und Risiken, die sie eingehen, wenn es in ihrem Unternehmen an Diversity mangelt.&lt;br&gt;&#160;– Wie Menschen, die sich selbst nicht als rassistisch einschätzen, dennoch blinde Flecken in Sachen Vielfalt haben können.&lt;br&gt;&#160;– Hinweise zur Gestaltung schwieriger Gespräche, bei denen sie vielleicht nicht wissen, wie sie sie angehen sollen.&lt;br&gt;&#160;– Eine Methode, mit der sie sicherstellen können, dass ihre Bemühungen um Diversity, Gleichberechtigung und Inklusion effektiv sind.&lt;br&gt;&#160;– Wie sie die Ausreden erkennen, die Menschen benutzen, um Maßnahmen zur Förderung von Diversity und Gleichberechtigung zu vermeiden.&lt;br&gt;&#160;– Wie sie, während sie die Vielfalt im Unternehmen voranbringen, die Probleme und Kommentare ansprechen, die auftauchen, wenn sich Mitarbeitende nervös, verärgert oder unwohl fühlen.&lt;br&gt;

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