On-line workshop (110 minutes) Inclusive Leadership and the Impact of Culture on Feedback Seeking Behavior more

Sat, Nov 27, 14:40-16:30 Asia/Tokyo

There is no doubt that inclusive leadership impacts positively on performance in both private and public organizations. Two of the factors defined by Deloitte consultants, besides cultural intelligence, are humility and effective collaboration. There is emerging consensus among leading HR consultants that understanding cultural differences and adjusting one’s behaviour accordingly are important competencies for effectiveness in multicultural contexts and that these competences seem to be universal and expected all over the world. Effective collaboration is defined differently in cultures to tend to be more hierarchical and collectivist cultures than in cultures that tend to be more egalitarian and individualistic. The same can be said about seeking feedback. According to Deloitte, seeking feedback on one’s inclusive leadership style, for example, can be a real challenge in some parts of the world. The hierarchy and importance of saving face in many Asian cultures can be barriers for an inclusive approach to leadership. In their workshop Anna Zelno and Wendan Long will introduce some culture-specific challenges that organizations are facing while introducing their inclusive leadership models globally. Later, In the breakout rooms, participants will analyse real life scenarios and co-design culturally sensitive solutions for their challenges. Participants will also share and discuss their solutions in the plenary. Working in multicultural groups will give participants the opportunity to learn more about different perspectives and during the debriefing participants will have the chance to reflect on their collaboration from the meta level of intercultural communication. At the end participants will give each other feedback on the collaboration process by completing a form.