The Inclusive Leader: Tips for Developing Diverse Teams
summary
Shows concrete claims and tactics: underrepresented groups leave tech "in droves" and 77% of Black women report repeatedly proving themselves; men are ~45% more likely to be sponsored and women report ~20% less frequent tough feedback. Prescribes three priorities—safety, feedback, advocacy—and actionable methods: join ERGs, run structured feedback using observation impact expectation assistance, actively sponsor by naming candidates for stretch work and holding others accountable, and filter peer feedback for bias. Numbers, checklists and specific scripts appear throughout.
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chapters (29)
- 0:00Intro
- 0:39Slides
- 0:55Corporate Leadership Pipeline
- 2:11Why Diverse Teams Perform Better
- 3:21Trust
- 4:13Experience
- 4:37Maslows Hierarchy
- 5:38Authenticity
- 6:26Cultural Awareness
- 8:00Politics
- 10:25Risky Conversations
- 10:49Apology
- 11:12What if theres a serious violation
- 12:19Recap
- 12:40Feedback
- 13:27Difficult Feedback
- 14:02Fear of Tears
- 14:50Giving Feedback
- 15:01Feedback Structure
- 18:56Bias Feedback
- 20:44Recap on Feedback
- 21:02The meritocracy
- 21:47The 702010 rule
- 22:43The problem with stretch assignments
- 24:20Level up others
- 24:54What is sponsorship
- 25:55How I sponsor
- 27:52Summary
- 28:06Female Career Advancement
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