Self-Leadership and Diversity, Equity, Inclusion Review

Flashcards covering key concepts on self-leadership, diversity, equity, inclusion, and related topics.

Self-leadership

The ability to influence and direct your own thoughts, behaviors, and actions to achieve goals and build a satisfying life.

Self-awareness

The ability to reflect on one’s own psychological processes, emotions, behavior, and relationships with others.

Diversity

Differences between people, including demographic and cognitive differences.

Equity

Removing barriers to ensure fair outcomes, focusing on adjusted support rather than equal treatment.

Inclusion

The experience where individuals feel heard, valued, and involved.

Belonging

The feeling of safety and acceptance for who one is within a group.

Psychological safety

A team climate where individuals feel safe to speak up and make mistakes without fear of negative consequences.

Systems of oppression

Structural patterns in society that advantage some groups and disadvantage others through institutions and power dynamics.

Individual bias

Mental shortcuts or perceptions that are personal to an individual.

Systemic oppression

Embedded structures in society that affect outcomes regardless of individual intent.

Unconscious bias

Automatic, unintentional mental shortcuts that influence judgement and decision-making.

Affinity bias

Favoring individuals who are similar to oneself.

Confirmation bias

The tendency to search for, interpret, or remember information that confirms one's preconceptions.

Stereotyping

Oversimplified and generalized belief about a group of people.

Business case

The argument for diversity, equity, and inclusion based on performance and profit.

Fairness case

The ethical or moral argument for diversity, equity, and inclusion.

Manager vs. Leader

A manager controls processes; a leader inspires and provides vision.

Competing Values Framework

A model categorizing leadership styles based on competing values and context.

GRROW model

A coaching model involving Goal, Reality, Resources, Options, and Way forward.

Assertive communication

Clear, respectful expression of needs and concerns.

Structure of assertive message

The format of an assertive message includes Behavior, Impact, and Request.

Inclusive communication

Communication that is bias-aware, respectful, and accessible.

Inclusive HR practices

Recruitment and evaluation methods that reduce bias.

Diversity vs. inclusion metrics

Diversity metrics focus on numbers, while inclusion metrics focus on the experience of individuals.

Psychological safety criticality

Enables speaking up, learning, and enhances performance.

Hiring similar people issue

Affinity bias affecting recruitment choices.

Fix hiring bias

Implement structured hiring processes and create diverse hiring panels.

Underperformance solution

Combine coaching with confrontation and support.

Team conflict cause

Often arises from differing values and perceptions.

Leader response to conflict

Facilitate dialogue and align team goals.

Leadership driving performance

The chain from Leadership to Communication to Inclusion culminating in Performance.