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Posted: April 25th, 2022
Leading in Diversity
Leading in Diversity
Leaders are challenged to lead in diverse cultures. In a 2-3 page paper, develop a strategic plan for how you would lead in a culturally sensitive and intelligent manner. Compare and contrast your plan with a current leader in your organization or one regarded nationally.
Strategic Plan to Improve Cultural Sensitivity and Intelligence
Cultural sensitivity and intelligence are imperative in bridging knowledge gaps and divides in any organization. It entails the ability to interact effectively and efficiently with persons of different religions, races, and social groups through favorable policies, attitudes, and behaviors. Anyone in a leadership position must embrace these values to facilitate innovation by integrating diversity in resources and ideas to make the best out of it (Bonsu, 2018). Being in a position of power, my strategic plan to promote cultural intelligence and sensitivity will be through the following strategies. Firstly, make a conscious effort to be culturally competent by embracing others’ diversity and learning through them and, notably, appreciating the power and innovative force irrespective of our cultural diversity.
Secondly, fearless and knowledgeable, I will be willing to participate in somewhat tricky conversations surrounding race and religion, among other aspects. Strive to break the bias regarding discrimination and partiality when dealing with people of particular racial background, sexual orientation, or religion. Thirdly, being comprehensive with making decisions and making the right decisions, no matter how hard they can be, entails disappointing certain people groups for as long as the findings are at the core of the value and beliefs of the organization. Furthermore, the approaching situation with a comprehensive perspective looks more beyond history. These strategic plans go hand in hand with achieving effective leadership in a culturally intelligent and sensitive manner (Bonsu, 2018).
I feel a massive gap in cultural diversity and sensitivity in my current origination. The leadership position is far from embracing cultural diversity and integrating it entirely in the workplace. Herein are a few similarities and differences my strategic leadership plans will differ from my current Chief Executive officer. Through the current leadership, the global citizenship training has been an in-house training course for employees on differences in cultural practices. These classes act as a preparation for the diversified growth of the organization and the need for them to be welcome in the increasingly diverse global economy. Formal training is something I would enforce being in a leadership position to promote exposure and flexibility to adapt to change. Cultural diversity and sensitivity are a work in progress in my current organization. There is still so much that needs to be done to achieve it.
However, some of the current practices that align with my strategic plans include. Firstly, I will push for the bond over similarities. My current leader is focused more on highlighting the players’ differences, but in my view, Putting more emphasis on the similarities allows the employees to capitalize on their similarities and capitalize on their human differences to make the organization a better place. When people are open to their similarities, they are more likely to welcome their differences, thus fostering the thriving of cultural intelligence. Secondly, being in a leadership position, I will push for diversity in hiring. My current leader is more skeptical of constant full force on diversifying in hiring for fear of making necessary adjustments to accommodate the different cultural diversities and developing a culturally diversified workforce, notably embracing the various traditions and holidays. According to it, the reception it deserves. My current leader only acknowledges the gazette holiday and practices and gives little to no consideration to the rest; by incorporating the celebration of company-new bulletin or emails when appropriate, the employees with more the recognition and appreciation of their cultures and the overall acceptance of the organization.
References
Bonsu, S., & Twum-Danso, E. (2018). Leadership style in the global economy: A focus on cross-cultural and transformational leadership. Journal of Marketing and Management, 9(2), 37-52.
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