Leadership Coaching For Diversity
A board director received feedback to say that they were not perceived as a credible role model for diversity in their organisation. They approached The Leadership Coaches, and after a successful chemistry session, the coach and director began to work together.
The objective: to help the leader gain insight and awareness of gaps in their knowledge and behaviour around diversity and demonstrate an authentic change from learning to others.
The coach engaged a variety of stakeholders to provide feedback about the leader’s diversity strengths and challenges.
Before Leadership Coaching
The coach engaged a variety of stakeholders to provide feedback about the leader’s diversity strengths and challenges.
During 12 months of one-to-one leadership coaching, the coach provided feedback and worked with the leader’s and the organisation’s objectives to bring about the changes required.
Some examples of activities that the leader completed include:
Walking in another person’s shoes.
Spending time in the ‘uncomfortable zones’.
Sharing their journey openly and honestly with their peers and direct reports.
Learning by mistake and being vulnerable enough to share the learnings.
Afterwards, the stakeholders provided further feedback. This feedback was one of the measures used to evaluate the success of the coaching. There was an overwhelming shift in views from the original feedback and genuine care about diversity and inclusion, but a lack of knowledge, a willingness to take ownership for their own learning and growth, sharing stories and elevating others, living, and breathing the insights gained from introspection and outrospection.
