A Beginner's Guide to Managing Diverse Teams

Name: A Beginner's Guide to Managing Diverse Teams
Rating: 4.1 (1276 reviews)

Become a better people manager with your own Inclusive Leader Growth Plan

Created byMarie Deveaux

Last updated 3/2025

English

What you'll learn

Increase your ability to communicate inclusively
Learn more about your own biases and blind spots as a leader
Understand your strengths and growth areas as an inclusive leader
Develop a personalized leadership growth plan with actionable milestones to increase capacity for inclusion as a manager of diverse teams

Course content

7 sections • 43 lectures • 2h 7m total length

Introduction3:17
What is Inclusive Leadership?4:08
Explore how inclusive leadership recognizes diverse thought and uses it to meet team and organizational goals, boosting retention, engagement, and development.
Why versus What4:24
Exercise: Finding your Why1:25
Psychological Safety in this Course2:11
Exercise: Read Article "What is Psychological Safety at Work?"1:25

What is DEIB1:59
Defining Diversity5:51
Exercise: What does diversity mean to me?1:26
Identity Markers2:54
Identify identity markers and the breadth of diversity, including gender, race, age, ability, faith, sexuality, and political affiliation, and recognize protected classes under equal opportunity employment laws.
Exercise: I am statements2:00
Defining Equity3:08
Case Study: Equity0:27
Defining Inclusion5:15
Define inclusion as the proactive actions that remove obstacles and turn equity into reality for diverse teams, creating psychologically safe spaces and a sense of belonging.
Defining Belonging3:04
Creating Psychological Safety: Safe to be Yourself3:03
Explore how psychological safety builds belonging by encouraging authentic leadership and revealing personal identity. Learn how leaders reduce identity covering and create a work environment where being yourself is welcomed.

The 4 Pillars1:42
Identify and activate inclusive leadership through four pillars to foster belonging, build psychological safety, and use the leader growth plan to craft action steps after a self-assessment.
Self-assessment: Inclusive Leadership1:01
Exercise: Inclusive Leader Growth Plan2:23
What is Coaching?4:37
Explore coaching as a partnership that unlocks personal and professional potential through curiosity-driven, judgment-free conversations that honor all voices, foster inclusive leadership, and use powerful questions.
Powerful Coaching Questions5:32
Powerful coaching questions evoke new insight, demonstrate level three listening, and move the coachee toward goals in a judgment-free, open-ended dialogue.
Handout: 50 Powerful Coaching Questions0:54
(ILGP) Creating Coaching Goals1:53

In Conclusion1:56
Advance inclusive leadership and manage diverse teams using psychological safety and bias awareness. Apply smart goals and build a personal toolkit for ongoing cultural change.
Your Next Steps2:25
Apply acknowledgement of diversity and privilege to build inclusive workplaces through clear policies and procedures, while embedding accountability with mentors or sponsors to sustain progress.
Bonus lecture1:39
Explore bonus resources for inclusive leadership, cultures of belonging, and managing diverse teams, with High Tides Consulting offering workshops, team coaching, and executive coaching.

Requirements

Have knowledge of situational leadership and basic understandings of the differences in delegating, directing, coaching and supporting their direct reports.
General knowledge about how to conduct regular 1:1 meetings, track and measure performance over time, as well as foundational skill sets in
Emotional intelligence (active listening, curiosity, judgment free conversations, empathic leadership), -Ability to build rapport in a new workplace relationship

Description

As the world of work becomes smaller, it becomes more important for all people to be culturally competent and able to communicate and empower people of all backgrounds. This means your role as manager is critical to not just how each person performs, but also the culture of the workplace itself. Having the right tools for crafting belonging, and being an inclusive leader, requires managers to be more self-aware of how they are showing up, and how best to support a diversity of needs for the people they support.

If you are a people manager, you are likely already overwhelmed with the amount of responsibility and decisions that you make on a day-to-day basis. As you desire to stay current in conversations about diversity, equity, inclusion and belonging, you may be wondering how to level up your allyship beyond the last great book you read.

To consistently build stamina as an inclusive leader, you must learn to communicate with a shared inclusive vocabulary and confront your own feelings of imposter syndrome as an advocate for more inclusive workspaces.

I created this course for you. It’s filled with step-by-step examples of the elements of inclusive leadership, as well as exercises for you to make each learning experience, personal and actionable. This course references my experience as an inclusive leadership coach, and leadership development facilitator and manager for nearly 2 decades. This course is filled with applicable knowledge and foundational frameworks to help you explore your own unconscious biases, relationships with power and access, and practical exercises to help you support others in your work routines and relationships immediately.

Specifically in this course you will:

Determine your internal motivation for creating more inclusive work culture and environments
Explore the tenets of psychological safety
Reinforce your understanding of diversity beyond the 6-7 legally protected classes
Identify your own biases and blind spots in your decision making
Understand each of the 4 pillars of inclusive leadership
Create a leader growth plan for your ongoing development as an inclusive leader
Learn how to ask more powerful (coaching) questions
Distinguish your roles as a manager, mentor, and sponsor to others at work
Recognize your own access to power, privilege and authority
Practice difficult conversations

Who this course is for:

My students are people managers who are struggling to stay active in their inclusive leadership journey. They have been engaged in DEIB initiatives across the last 24 months and are searching for what’s next as they build their stamina to be inclusive leaders consistently, communicate with a shared and inclusive vocabulary, and confront their own feelings of imposter syndrome and “not enough” when it comes to being an advocate for historically marginalized populations, especially in the workplace.
People managers with at least 1-2 years of experience
Managers with some decision-making authority
Leaders who are often in public facing dialogues about personnel changes and organizational culture.
Professionals who believe in treating people fairly and in the benefits of creating cultures of belonging

A Beginner's Guide to Managing Diverse Teams

What you'll learn

Explore related topics

Course content

Welcome6 lectures • 17min

Understanding DEIB10 lectures • 29min

Getting to know your Biases5 lectures • 23min

Pillars of Inclusive Leadership: Introduction and Coaching7 lectures • 18min

Pillars of Inclusive Leadership: Advocacy5 lectures • 15min

Pillars of Inclusive Leadership: Collaborating and Calling Forth7 lectures • 19min

Conclusion3 lectures • 6min

Requirements

Description

Who this course is for: