what makes an effective leader if we
google the word
leader we get more than 300 million hits
on Amazon there are more than 50
thousand books on leadership topics in
my professional experience as leadership
coach and trainer I collaborate with
many leaders potential leaders managers
and when I’m in a room with them I ask
who who makes an effective leader and I
receive a many different answers because
usually there are many different styles
and approaches to leadership but at the
end all styles have to be effective
whether it is in a world of business
politics or everyday life today we are
living in a world there is a complex
unpredictable and competitive where
organizations operate on a global
environment that requires continuously
new products and new services to meet
the needs of new markets and new
customers to be effective and to drive
innovation the context in which we live
is requiring from leaders a new
leadership capability diversity and
inclusion that can be integrated to the
core aspect of leadership such as
communication self-awareness influencing
others and the ability to learn and
adapt what we mean by diversity and
inclusion to use an analogy diversity
and inclusion is like an orchestra I’m
going to play a little bit of music and
I’d like you to focus on every single
musical instruments
diversity is like every single musical
instrument that is unique endeavors
inclusion is like all instruments
playing together that create a beautiful
symphony and the inclusive leader is
like the maestro the conductor that
listen to and coordinates the uniqueness
of musical instruments when in an
organization we have a diverse workforce
and leader can leverage on the strengths
of diversity of thoughts that comes from
people with different cultural
background experience ages gender sexual
orientation or neurodiversity in an
organization a leader can leverage on
the diversity of thoughts we have an
inclusion and the leader can leverage on
the UH knowledge meant and valuing the
value of diversity of thoughts to give
an example a couple of years ago a
company called Mattel a toy company
decided to launch a new products a dolls
noodles that were going to be marketed
to African American children in order to
ensure that the dolls were culturally
sensitive the senior management decided
to enlist Mattel’s african-american
employee resource group to guide into
advice the marketing team through the
launch of the product today it is one of
the company’s best-selling focused
minority brands like Mattel many other
companies are embracing diversity and
inclusion because they know the value of
a harnessing the unique insights and XP
the employees bring to the table my
concern as woman and as a leadership
coach is the one we are making some
progress towards diversity and inclusion
there are still some barriers towards
women and minorities in fact women still
remain underrepresented on board of
directors and executive committee’s
where decisions are made and let me ask
you a question how many women in this
room have have been the only woman in a
room at work in their career please
raise your hands okay I can see is the
majority one in five women say they
often they are the only woman in a room
at work and 80 percent of women who are
at the management level reported to
experience micro aggressions employing
women and minorities is not only about
social or moral issues but it’s also
about including them in key decision
making process and activities and it’s
about valuing de contributions so how do
we close the inclusion gap in my
professional experience I believe that
we need to start from the top down with
an inclusive leader that makes diversity
inclusion at the core of organizations
values and is mindful of personal and
organizational blindspots also diversity
inclusion has to be supported at every
single management level with commitment
through actions so to create an
inclusive environment where all
employees feel safe to speak up
where they are valued appreciated and
knowledge they have a sense of belonging
of course changes need time and to
achieve diversity inclusion in an
organization or in a company is a not an
easygoing process that in organizations
only sustainable advantage is its human
capital and investing more effectively
in people and in people’s potential can
make an organization ready to compete
and thrive in this rapidly changing
world
more broadly imagine if all countries
all nations believe in people’s
potential we would have a better world
one day is more inclusive and equitable
they can transform a future parity and
quality of life thank you [Applause]
google the word
leader we get more than 300 million hits
on Amazon there are more than 50
thousand books on leadership topics in
my professional experience as leadership
coach and trainer I collaborate with
many leaders potential leaders managers
and when I’m in a room with them I ask
who who makes an effective leader and I
receive a many different answers because
usually there are many different styles
and approaches to leadership but at the
end all styles have to be effective
whether it is in a world of business
politics or everyday life today we are
living in a world there is a complex
unpredictable and competitive where
organizations operate on a global
environment that requires continuously
new products and new services to meet
the needs of new markets and new
customers to be effective and to drive
innovation the context in which we live
is requiring from leaders a new
leadership capability diversity and
inclusion that can be integrated to the
core aspect of leadership such as
communication self-awareness influencing
others and the ability to learn and
adapt what we mean by diversity and
inclusion to use an analogy diversity
and inclusion is like an orchestra I’m
going to play a little bit of music and
I’d like you to focus on every single
musical instruments
diversity is like every single musical
instrument that is unique endeavors
inclusion is like all instruments
playing together that create a beautiful
symphony and the inclusive leader is
like the maestro the conductor that
listen to and coordinates the uniqueness
of musical instruments when in an
organization we have a diverse workforce
and leader can leverage on the strengths
of diversity of thoughts that comes from
people with different cultural
background experience ages gender sexual
orientation or neurodiversity in an
organization a leader can leverage on
the diversity of thoughts we have an
inclusion and the leader can leverage on
the UH knowledge meant and valuing the
value of diversity of thoughts to give
an example a couple of years ago a
company called Mattel a toy company
decided to launch a new products a dolls
noodles that were going to be marketed
to African American children in order to
ensure that the dolls were culturally
sensitive the senior management decided
to enlist Mattel’s african-american
employee resource group to guide into
advice the marketing team through the
launch of the product today it is one of
the company’s best-selling focused
minority brands like Mattel many other
companies are embracing diversity and
inclusion because they know the value of
a harnessing the unique insights and XP
the employees bring to the table my
concern as woman and as a leadership
coach is the one we are making some
progress towards diversity and inclusion
there are still some barriers towards
women and minorities in fact women still
remain underrepresented on board of
directors and executive committee’s
where decisions are made and let me ask
you a question how many women in this
room have have been the only woman in a
room at work in their career please
raise your hands okay I can see is the
majority one in five women say they
often they are the only woman in a room
at work and 80 percent of women who are
at the management level reported to
experience micro aggressions employing
women and minorities is not only about
social or moral issues but it’s also
about including them in key decision
making process and activities and it’s
about valuing de contributions so how do
we close the inclusion gap in my
professional experience I believe that
we need to start from the top down with
an inclusive leader that makes diversity
inclusion at the core of organizations
values and is mindful of personal and
organizational blindspots also diversity
inclusion has to be supported at every
single management level with commitment
through actions so to create an
inclusive environment where all
employees feel safe to speak up
where they are valued appreciated and
knowledge they have a sense of belonging
of course changes need time and to
achieve diversity inclusion in an
organization or in a company is a not an
easygoing process that in organizations
only sustainable advantage is its human
capital and investing more effectively
in people and in people’s potential can
make an organization ready to compete
and thrive in this rapidly changing
world
more broadly imagine if all countries
all nations believe in people’s
potential we would have a better world
one day is more inclusive and equitable
they can transform a future parity and
quality of life thank you [Applause]
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