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Ian Dodds Consulting » Best Practices » D&I Best Practices

D&I good practice for managers


  • To avoid performance loss, make managers culturally aware when assessing diverse employees
  • The power of reverse mentoring
  • Leading by example - a powerful driver of culture change
  • Similarity-attraction - do your managers promote people who look like them?
  • Talented leaders don't necessarily make talented global leaders
  • How engaged are your employees?
  • Why is it that bosses often seem unable to hear tough messages?
  • Bullying can simply be the result of a lack of basic skills
  • Generation Y: motivating and retaining young talent
  • Address harassment and bullying by giving managers basic interactive skills training
  • Inclusive cultures enhance performance
  • Driving performance by being a Diversity & Inclusion Champion
  • Innovative, high quality, problem solving requires teams which are skilled in interactive behaviour
  • Building high performance inclusive cultures and liberating talent
  • Begin with the senior white male managers to gain the big business benefits from building an inclusive culture, including increasing the proportion of underrepresented groups in management
  • Delivering high productivity by developing engaging managers
  • Talented leaders are not necessarily talented global leaders
  • Making it hard for managers to deny that feedback about leadership behaviour applies to them
  • The key to high performance: developing inclusive managers
  • Developing Inclusive Leaders is the key to successfully delivering major culture change
  • Interactive Effectiveness is key to being a successful Inclusive Leader
  • Developing Engaging Managers drives High Productivity
  • Engaging Managers deliver great productivity gains
  • Drive performance by being a Diversity & Inclusion Champion
  • Leading by example - a powerful driver of inclusion, engagement and customer service


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