Leading Diverse Teams



60 minutes


$ 795.00


age, gender, sexuality, culture

Recommended Participation:

age, gender, sexuality, culture

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More Details

A culturally competent organization brings together knowledge about the various groups of people and transforms this knowledge into standards, policies, and practices that work for everyone. Because social and economic change is coming at an alarming rate, organizations are recognizing the need for cultural competence. Without conforming to this movement, an organizational and cultural gridlock is envisaged.

Today’s electronic communication capabilities make it easier for these team members to work together even when they are physically in different countries. Organizational leaders in a global setting have to possess a clear understanding of the possible impacts that this diversity can have on team and the organization as a whole.

The new workplace is beyond the four walls of the office, an office that interactions take place by word of mouth, emails, telephone conversation, and video and telephone conferencing.

Who is this experience for?

This experience is designed for leaders of teams as well as team members in local and multinational companies, managers, supervisors and mid-level management.

The global manager today needs to be specific enough to help his team act and react in the most appropriate ways, according to various contingencies.

Experience Details:

This experience relies heavily on inferences about which leadership skills are the most effective as they are easily susceptible to been influenced by implicit leadership stereotypes.

Diversity in leadership provides in-depth understanding, breadth of experience, and perspective on the organization’s diversity, which in turn allows the leader to have a greater ability to relate with employees, clients, and other stakeholders. Relatability facilitates innovative ideas critical to capturing and maintaining optimum performance and sustainability of business. The nature of interactions between leaders and their team members serves as a form of mediation that structures the team members’ interaction of relevant organizational features, events, and processes. There are the challenges of building trust, cohesion, and team identity.

Diverse team leaders with global outlook must be able to work with others, make sound decisions for the organization, effectively communicate with all members, manage and understand behaviours, all while having a broad knowledge of the industry. Race, Gender, and Culture Roles in Leadership Race, gender, and culture roles in leadership are viewed from three perspectives, the intra-psychic, the social structure, and the interpersonal perspectives.

As more firms look to reach across borders to increase market shares, it has necessitated the increased need for business leaders to be more culturally aware. The setbacks of lack of cultural awareness can severely limit an organization’s ability to develop internationally. Consequently, individuals who possess the training and skills to work effectively with diverse groups are in high demand.

Some key factors to consider in advancing cultural awareness include:

• Communication

• Observation and Sensitivity

• Flexibility

• Self-awareness

Appreciate the cultural differences: Culture is the foundation of values and beliefs passed down through generations. Global leaders gain more understanding the actions of team members and their business practices.

Ask intentional questions: Accept and acknowledge the fact that you are still learning, such acceptance help the leader gain acceptance.

Have a smiling outlook: A smile is the same in every language; this could be a good ice breaker when coming into a new business territory. In expanding the discussion on leading diverse team.

All organizations strive to articulate a vision that’s in line with the company's market and operating environment. This can be achieved by communicating the vision beyond the boundaries of the company. The vision is effective and has potency when the employees feel that they are part of the creation of the broad organizational vision.

Dr. Edward Aghbai is an author and a dedicated management consultant with backgrounds in leadership, research, change management, and engineering.

As the Director of Research with the International Institute for African Research (IIAS), He worked hard to ensure policy coherence to facilitate research projects from concept to launch and provide focus to the research interest of the institute. He also led IIAS in developing and championing the strategic road maps for regional Integration that leads to the ONE Africa initiate of the institute.

Dr. Aghbai is the Rep. Canada of the World Association for Academic Doctors Inc., an advisory board member with the African Journal for Engineering and Environmental Research and Resource Partner with Smart Alliance Consulting Services Ltd. He started his career in the year 2000 with Eni Nigerian, a major player in the oil and gas sector of the Nigerian economy and has publications including his dissertation titled “Pathways to Entrepreneurship Training Towards Addressing Youth Unemployment in Nigeria” among others.

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