Diverse teams are better at problem-solving and accomplishing goals when they leverage each person's unique perspectives. Learn best practices for managing teams with diverse backgrounds.
- There's an old saying that variety is the spice of life,…meaning that difference is good.…We know that diversity on teams can improve the bottom line.…The key secret to managing a diverse team well…is to create a culture of inclusion.…I'll briefly share some best practices to help you do this.…Start by making sure you think broadly…about how you define diversity.…While we often jump to the attributes we can see right away…like gender and ethnicity,…there are lots of other characteristics…that contribute to the diversity of your team.…
Geography, political affiliations,…and ways of thinking are some examples…that you can't always see.…Being inclusive means you create space…for everyone on the team to be their authentic self.…This means you value each person for who they are…and what they bring to the table.…To that end, you can celebrate…and demonstrate you value the diversity on your team.…Each person brings a broad range of life experiences,…religions and perspectives.…Rather than ignore or pretend these differences don't exist,…
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Managing a team of people in the workplace requires continuous learning for today's managers and team leaders. Learn how to bring out the best in your team, in this course with Kelley School of Business professor and corporate consultant Daisy Lovelace. Daisy explains how to set shared goals, delegate tasks, manage performance, and develop each member of the team by providing feedback and training. Instructor Daisy Lovelace also addresses the challenges and solutions to managing different types of teams: virtual, global, intergenerational, and cross-functional. Plus, find out how to manage difficult behavior and underperformance.
- List the best arrangement for delegating responsibility.
- Recognize the characteristics of the five phases of the team development cycle.
- Explain the importance of taking time to build genuine personal relationships with team members.
- Identify the element that begins and ends the development cycle.
- Determine when to CC someone on a message.
- Recall the benefits of organizing venues for casual or informal contact among virtual team members.
- Summarize the steps to take following a discreet meeting with a difficult team member.