Leader Lab Reports focus on the specific challenges and opportunities
that white men encounter as they seek to lead confidently on
diversity. There are sixteen Lab Reports in an easy-to-study format
of 15-30 pages.
Diversity For White Men Who Lead: The Business Case,
The Career Advantage
Simply put, why is diversity important? For white men, this report explores diversity's five business trends and seven business motives, along with thirteen answers to the question "What's in diversity for me?"
Diversity's ROI: The Eight-Cell Scorecard
A straightforward method for measuring the return on investing in diversity, by organizing metrics on character and performance at four levels: individual, team, business unit, and enterprise.
What's This About? Diversity Defined, For White Men Who Lead
Some people doubt our ability to "get it." But why should we want to? This report defines human differences as the qualities that distinguish us from one another, identifies twenty dimensions of diversity, and proposes use of the Fundamental Filter, which teaches that "Each one of us is like all others, like some others, like no other."
Ten Key Concepts for White Men Who Lead Among Black Colleagues and Customers
The most important ideas to understand and apply when you lead for a living, including generalizations vs. stereotypes, due regard, self-monitoring, focusing on joint achievement going forward, coaching for performance improvement, avoiding litigation, and winning and serving black customers.
The Art of Talking Effectively as a White Man Who Leads
Move people ahead by speaking with respect while saying what needs to be said. This report looks at avoiding words (like the "n-word") that wound, take cultural differences into account when communicating, balancing free speech and respectful talk, and influencing through courteous nonverbals.
Own Your Whiteness. Lead on Diversity.
A detailed consideration of personal response-ability among white men, through an intentional engagement with our self-evident racial identity, an evaluation of what differences in race and ethnicity have meant historically, and the choices we can make to lead with race and gender in mind while we hold diversity accountable for adding measurable value.
Transform the Way You Lead on Diversity
Review this tested method to track progress in learning and leading on diversity. Examples and a case study explicate these five stages, which include Pre-Awareness, Interest and Necessity, Careful Skill Progress, Adventurous Competence, and Relative Expertise. Use the approach to structure your diversity learning.
Build Trust as a White Man Who Leads
Trust is defined as the making and keeping of promises, and it is precious among diverse colleagues and customers because it cannot be manufactured, only earned. This report explores how a white male leader can deliver on six key promises, while renouncing distrust by breaking promises. A tool for assessing team trust is included.
The Advantage Complex Among White Men Who Lead
This controversial document talks straight, by equipping white men to lead by unpacking our power, appraising our privilege, disciplining our views of preference and affirmative action, and evaluating our opportunities with utter honesty. A must-read, sure to provoke healthy conversation, in our own minds and hearts, and with colleagues who care to walk alongside.
Be a Man, Be a Friend: Leading on Diversity From the Masculine Side
Decide what it means to lead as a good and connective man, by understanding our normativity, by hunting through the lessons of our boyhood, growing strong and diverse friendships, and raising white boys right. This is personal; it's about living in and leading on diversity from the masculine side.
Cultures @ Work: When White Men Lead with Group Identity in Mind
When we clarify what's cultural, we inform ourselves about the challenges and strengths of black culture, we grow the diverse culture of white male managers, and we handle resistance to diversity from fellow white people. Lead by taking into account the ways that people are influenced (but not determined)by group identity.
The Heart of Diversity Work: Manage Emotions When You Lead as a White Man
Emotional intelligence is required of white men who seek to lead confidently on diversity. This report is the only resource that unflinchingly walks you through this emotional territory: deal with denial, face the fear, get past the guilt, shed the shame, metabolize anger constructively, redirect excuses and whining, engage change and risk, accept your losses, and celebrate the courage of your convictions.
Leading Through Race-Related Situations as a White Man
When race-related circumstances are on the table, we will not run or hide. We will lead. Here's how: uncover and reframe racist assumptions, validate but do not equate your experience with a black person's, respond to interracial crosscurrents with intellect and care, be prepared to act in race-related situations, and do what's right in "only one" situations.
Individualize How You Lead as a White Man
People choose to follow their leaders one at a time, so we have a deep stake in evoking each individuals' unique contribution. We lead by evoking reciprocity through using The 55% Rule, which builds healthy performance boundaries, and by individualizing the way we manage, day to day. A pragmatic guide to results.
Recruit and Equip Black Employees As a White Man Who Leads
Seven ways to win, grow and keep diverse (and all) talent; select diverse employees, motivate with differences in view, coach improvement, mentor, recognize and reward, and prepare and promote top performers.
Develop a Diverse Team As a White Man Who Leads
Build a high-impact team that follows you and leads on its own. Here's how: prevent inequity, make decisions inclusively, resolve conflict, ensure that diversity training drives success, and when necessary, terminate with equity.
Effective, diverse teams produce superior results.
