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Tools and resources to improve the quality of our leadership
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The Tyranny of Indirect Feedback with Lisa Manyoky

The Tyranny of Indirect Feedback with Lisa Manyoky | #BetterLeadership | Scoop.it
Is Indirect Feedback used in your organization?
Do you prefer this model when dealing with sensitive issues?

The model of indirect feedback is one of the feedback models that I have been asked to use throughout my career.  Some executives actually prefer...
AlGonzalezinfo's insight:

Leadership and branding expert, Lisa Manyoky joined me on ‪#‎HealthyLeadership‬ to explore the Tyranny of Indirect Feedback and how to make the GIANT LEAP from diversity to inclusion by minimizing the use of this exclusionary model.


Of course, leadership starts with us, so we also talked about how we can all be open to feedback in order to welcome others to talk to us directly.


Check it out at: ‪#‎HealthyLeadership‬

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David Hain's curator insight, November 6, 2014 2:58 AM

Being straight is kinder than being oblique through body language and hints!

donhornsby's curator insight, November 6, 2014 8:33 AM

Self-reflection can be painful but as they say, no pain no gain.  

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Rethinking the Work of Leadership

Rethinking the Work of Leadership | #BetterLeadership | Scoop.it

Here we are in 2013 with organizational leadership models that continue to deny the social nature of organizations and wallow in inertia.

 

Our leadership practices remain authoritative. People are disengaged, distrusting and perhaps even disenfranchised.


Via Kenneth Mikkelsen
AlGonzalezinfo's insight:

Wonderul Scoop Kenneth!  I am currently working on understanding inclusion by exploring exclusion and this is absolutely perfect!  

 

While we may have a "diverse" employee base"  if we have authoritative and distrusting cultures, it is impossible to have inclusion!

 

 

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Dan Kirsch's curator insight, July 14, 2013 8:43 AM

If it were only so in the land of Dilbert.  Unfortunately this is pervasive in many organizations - lack of trust, lack of sharing knowledge and no collaboration all go hand in hand and are together the tools of a failure to innovate.

Dan Kirsch's curator insight, July 14, 2013 8:44 AM

If it were only so in the land of Dilbert.  Unfortunately this is pervasive in many organizations - lack of trust, lack of sharing knowledge and no collaboration all go hand in hand and are together the tools of a failure to innovate.

Andy Brough's comment, July 15, 2013 4:24 AM
Leaders will need to work hard to create a deeper sense of engagement, trust and empowerment
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Ashridge Faculty Publications

Ashridge Faculty Publications | #BetterLeadership | Scoop.it
AlGonzalezinfo's insight:

For anyone interested in the science behind Inclusion, here is a breaktrough article.  It is detailed and lengthy, but educational AND very relevant. 

 

 

Abstract:

 

Research over the past three decades have demonstrated that even though organisations may have the requisite diversity in their midst, the employees may not feel that all the strands of their social identities may be appreciated and included – hence, leaving them feeling excluded. Unfortunately, there are not many available tools for organizations to gauge such desired levels of inclusion.


Our research sets out to establish the psychometric development and the validity of the ten dimensions of one such tool, and provide rigorous, statistical evidence for its ability to establish whether an organisation has indeed engendered an inclusive environment for its employees.
The dimensions are:

~senior managers,

~immediate manager,

~values, recruitment,

~promotion/progression & development,

~fitting in,

~bullying/harassment,

~dialogue,

~organisational belonging, and

~ emotional well-being. 

 

The overall measurement within the ten dimensions provides and index, which gives organisations an indication of where their diversity and inclusion practices are failing, and where resources and effort are needed to be applied to achieve the necessary change. 

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Leading Beyond the Status Quo – Understanding Inclusion by Exploring Exclusion. | WebTalkRadio.net

Leading Beyond the Status Quo – Understanding Inclusion by Exploring Exclusion. | WebTalkRadio.net | #BetterLeadership | Scoop.it

Are you familar with the concept of diversity and inclusion? Do you know the difference between these terms? 

AlGonzalezinfo's insight:

From the show:

 

The following actions or behaviors are NOT intended to blame others.  My intent is to accomplish two goals:

 

~illustrate how our actions can unintentionally cause others to feel excluded

 

~list these actions in hopes that those who may be behaving in these ways, can reflect upon and evaluate the quality of their leadership based on the likelihood that their actions may cause others to feel excluded

 

Exclusion actions or behaviors -

 

* Interrupting  (alone in a crowded room)

 

* Leaving others out 

 

* Ridicule in private or public 

 

* Abrasive and bullying behavior  

 

* Making you jump because I can  (disguised as "testing your limits)

 

           ------------------------------------------------------------

 

Have you felt excluded because of the actions above?  Other actions?  

 

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Scott Span, MSOD's curator insight, July 22, 2013 9:52 AM

What's the difference?