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How to Deal with Bias as a Manager Welcome to How to Deal with Bias as a Manager © 2010 Sondra Thiederman, Ph.D.Slide #1
Program Goal To provide managers with specific skills and guidelines for responding effectively to the presence of bias in the workplace. © 2010 Sondra Thiederman, Ph.D.Slide #2
Situation One Your first concern is Bens behavior, not his attitude or beliefs. Avoid discussing issues that are not pertinent to the situation. Focus on clarifying company policy. Treat the offending team member with respect. © 2010 Sondra Thiederman, Ph.D.Slide #3
Situation Two Ask well-targeted questions to lead the team member to self-awareness. Provide action steps to solve the problem. State your expectations clearly and concretely. © 2010 Sondra Thiederman, Ph.D.Slide #4
© 2010 Sondra Thiederman, Ph.D.Slide #5 Thank You for Your Participation
This program is based on the book, Making Diversity Work, by Sondra Thiederman, Ph.D. Cross-Cultural Communications www.Thiederman.com Distributed by Learning Communications www.learncom.com www.learncom.com 800-622-3610 © 2010 Sondra Thiederman, Ph.D.Slide #6
A Guideline An exploration of the Guideline The Simple Steps for positive action Diversity, respect and inclusion are key factors in a healthy, productive.
Is It Bias? Making Diversity Work Is It Bias? Long Workshop Welcome to Is It Bias? Long Workshop © 2010 Sondra Thiederman, Ph.D.Slide #1.
Is It Bias? Making Diversity Work Is It Bias? Short Workshop Welcome to Is It Bias? Short Workshop © 2010 Sondra Thiederman, Ph.D.Slide #1.
Bias Reduction: Taking It to the Next Step Welcome to Bias Reduction: Taking It to the Next Step © 2010 Sondra Thiederman, Ph.D.Slide #1.
© 2007, International Training and Development, LLC OUCH! That Stereotype Hurts Communicating Respectfully in a Diverse World © 2007, International Training.
Techniques For Leading Group Discussions
1 Competency-based interviews Past, demonstrated behavior is the best indicator of future performance.
Meaningful ethical education (the development of ethical beings), happens when peoples feelings and behaviour change, as well as their ideas.
We use our initiative and want to make things happen. We can use our initiative and take the lead. We can create new things and develop. We can solve.
Unselfish Self-Care as an Engagement Strategy and an Accountability Process at Emerge Ted German, Ph.D. Emerge Director of Training.
The Role of One-Stop Career Centers and People with Disabilities Elena Varney, M.S., C.R.C. National Center on Workforce & Disability/Adult
Agenda Objectives Coaching Is Teaching Motivating/Encouraging Communicating/Listening Setting Goals Providing feedback Informal (day-to-day coaching)
Presented by: Allegheny Intermediate Unit (Adapted from Pattan Training Series) ”I have come to the frightening conclusion that I am the decisive element.
Note: Lists provided by the Conference Board of Canada
Book cover art to be inserted Chapter 11 Building Healthy and Diverse Relationships.
© 2013 Sondra Thiederman 1 GATEWAYS TO INCLUSION TURNING TENSE MOMENTS INTO PRODUCTIVE CONVERSATIONS Welcome! Evaluation copy only Not to be used for training.
Eastern Region Presentation
Behavioral Issues in Online Courses. Learning Outcomes In this session, you will: Participate in group activities and offer suggestions for managing a.
2.02 – FOSTER positive relationships with customers to enhance company image. Marketing 6621.
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