A leader in a diverse environment, Dr. Teddie E. Malangwasira examines the steps leaders must take to create effective growth in an organization that values diversity at the same time, makes everyone feel inclusive, and seeks to nurture individuals. . Unique skills. Dr. Malangwasira uses his personal experience as a leader, as well as people working in different environments, to present their own ideas and provide examples of effective leadership. As an American immigrant from Malawi, he witnessed what happens when an organization does not celebrate diversity, and he has developed the belief that diversity is more than just hiring people of different ethnic or cultural backgrounds. No two people are the same, so even if you have an organization of people who seem to have the same cultural background, they still have diverse skills and talents; therefore, you must find these skills for organizational purposes. The method, not just hiring people to work that may not always match their skills. This broad perspective of diversity makes the book relevant to any organization, regardless of who its team members are.
The environment for leadership diversity begins with the foreword of Dr. Blanche Wallace, author of the Dynamic Strategic Leadership Training Director, author of the "Competent Coach Leader." Wallace pointed out many of the values of Dr. Malangwasira's book, including his skills in promoting self-awareness. Dr. Wallace said, “A leader who is not self-aware is operating in an uninformed position. To effectively connect with a person's environment requires awareness, authenticity and affinity. These features cannot be pretended.”
Through this book, Dr. Malangwasira not only focuses on the skills that leaders need, but also on their own blind spots or weaknesses. As he pointed out in the preface, leaders must “explore the differences between what happens when people lead others and how people feel when they are led. Assume that reality proves that everything is normal.” Malangwasira went on to say: “We need to understand how we differ from others. But this understanding is not enough; we also need to understand how we work with others and use our differences to build a strong team.” I found these statements very Value, because when I first became a manager, I often found myself surprised that others didn't see things in my way or had different motivations for work. If leaders really want to lead, they need to overlap all of these different characteristics of their team members.
In addition to understanding themselves, leaders need to be clear about what their goals are and align them with the strategy to achieve them; an important part of the strategy is to motivate their diverse team members to target these goals. As stated in the slogan on the cover of this book, this is “a journey of working together independently”.
Dr. Malangwasira divided the book into ten chapters to help readers work hard to achieve this goal by using diversity to achieve common goals, rather than letting it hinder the achievement of goals. In Chapter 5: Inspiring others, he outlines the important steps that leaders can take to motivate others. In my opinion, the most important one is approachable. In Chapter 6: Attracting and Retaining Talent, he talks about “you need to make sure that you have talented people who are recognized, developed, refined and leveraged.” He also pointed out that you must develop "An inclusive talent pool approach." He exemplified the company he hired, in which the staff was hired for a specific position, but then wanted to work where the company needed, resulting in high turnover and lack of continuity of work and overall company progress. Dr. Malangwasira concluded, “This seems obvious, but through experience, I already know that I have to say it. Let them do the work they interviewed.”
To ensure diversity, Dr. Malangwasira also advocates the development of an Individual Development Plan [IDP] for each fan. He established Peggy Simonson's work in promoting the culture of organizational development. He believes that leadership cannot have a secret plan to develop organizational culture, but that “individuals must actively participate in development, and leaders should indeed support agreed internal displacement. "I think the concept of this internally displaced person is very good because it allows employees to feel their own development and the development of the organization.
Finally, I would like to say that I appreciate Dr. Malangwasira writing in an easy-to-understand language that breaks down concepts into the simplest ones. This book is a great resource for college students in business and leadership programs because it not only provides the basic knowledge needed to be a leader, but also challenges them to think that when they face diversity they will What kind of leader is it. workplace. Each chapter ends with a series of questions from the reader; this makes the book not only a reading experience, but also a personal development experience; this is what a book seeking to educate readers should always do. Once you read this book, I think your eyes will be exposed to a truly diverse environment and how to effectively use diversity to bring greater benefits to your organization and everyone involved.