May '23 Content Updates

Overview of Major Revision
Inclusive Leadership: Practical Ways to Cultivate Inclusion & Build a Better Team™

Since launching Inclusive Leadership in the fall of 2022, we have sought feedback from participants on the learning experience to identify how to make the content even more effective in helping them become inclusive leaders. This feedback has been used to inform a redesign of the course resulting in significant changes. This document provides an overview of what has changed.

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HIGH LEVEL CHANGES

Major changes to the course include:

1. The initial version of this solution was initially presented as three loosely connected but standalone modules, each teaching a single skill necessary to leading inclusively. The updated version presents a more unified case for leading inclusively as an essential leadership capability. The first module now provides an introduction making that case and all subsequent modules tie back to that introduction.

This introduction:

• Helps learners catch the vision for why inclusive leadership is so important.
• Connects Inclusive Leadership to unconscious bias and Diversity, Equity, and Inclusion (DEI) topics more generally.

2. All content was reviewed to ensure it is useful for all leaders. Many participants suggested that while the content on hiring in the initial version was useful, it was not content they needed consistently. Accordingly, we have removed the third module (Make Better Hiring & Advancement Decisions) from the solution. We took the foundational insights of the hiring module and reimagined them to apply to recognizing team members’ potential and creating opportunity for them. These insights appear in the new Module 2 Create Opportunity.

3. We reordered the content to support the case made in the introduction and to offer a more effective experience given the reimagined Create Opportunity content. The second module in the initial version, Build a Culture of Belonging, is now the third module and is called Cultivate Team Inclusion.

These updates result in about 45% new content in this version of the solution. See the “Detailed Changes” section below for what has changed in each module.

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DETAILED CHANGES

This section provides more specific information about what has changed in each module. It is organized around the modules included in the updated version launching in May 2023.

Module 1: Introduction and Connect to Understand

The first module now contains an introduction to Inclusive Leadership as an essential leadership capability. This accounts for 45% of this module’s content. To create space for the introduction, we made the following changes:

• Narrowed the focus of the first skill to Connection (which is reflected in the new name of the module). This module establishes connection as the foundation for inclusive leadership.
• Removed the Support content and profile exercise. The profile for the Hano character still appears in a brief example/exercise. However, Hano has been renamed to Keisha and has an updated photo. The other profiles for the Support activity have been removed.
• Moved the Advocacy content to the new Module 2 (Create Opportunity), where it fits well with the theme and flow of the module.

Other changes to Module 1 include:

• The Lunch video from the soft launch culture module now kicks off the solution’s introduction to get people thinking about the difference between diversity and inclusion. It is still used in module 3 (Cultivate Team Inclusion).
• The Catalyst video that was at the beginning of soft launch Module 1 has been moved to Module 3 and now closes the solution.
• The “A Tale of Two Interviews” exercise from the soft launch hiring module is now part of the introduction to the solution. It gives learners an experiential introduction to how easily and unconsciously biases and assumptions can affect our decision-making.
• The mindset shift has been updated.
• The Puppy video has been removed and the Clown Party video has been moved to module 3 (Cultivate Team Inclusion) to illustrate missteps in trying to create culture.
• There is a new exercise following Check Your Connection. This exercise, Map Your Team, gets learners thinking about how the level of connection they have with each team member compares with how similar they are to each person.
• There is a new breakout, Practice Asking Connection Questions, in which learners practice starting a conversation with a partner using one of the Connection Questions. This pushes back against the common objection that there isn’t enough time to connect meaningfully with people they don’t naturally “click” with. Most people find that they have a pretty natural conversation after asking the first question and that they learned something new about their partner in just a few minutes.
• The Application Challenge has been updated to focus on connecting with someone the leader would like to understand better, rather than to connect with a disengaged team member like they would with a high performer. The substance of the Challenge prompts is largely the same, but the framing has been updated to match the new emphasis of the module.

Module 2: Create Opportunity

This module is about 85% brand new content and reflects reimagined principles from module 3 in the initial version (Make Better Hiring and Advancement Decisions). To support this reimagining of the hiring module content, the video Expand Your View has been renamed Seeing Potential, rescripted, and inserted at the beginning of this module.

The content in this module that was re-used from the initial version is the advocacy section from the initial Module 1 (Engage Every Person). The advocacy content has been updated slightly to align with the new module’s content, but the substance of the section is largely unchanged with a couple of exceptions:

• There is a new Everyday Advocacy category: Bring Them Into Conversations. The “Grow Their Network” category was split to form this new category.
• In lieu of the “Advocate for All” slides, there is a new list of ways to Advocate for People in Progress. Instead of simply making a case for why leaders should advocate for everyone, we’ve provided these practical ways a leader can advocate for team members who “arrived” or “earned” advocacy.

Module 3: Cultivate Team Inclusion

This module was the second module in the initial version of Inclusive Leadership and was called “Build a Culture of Belonging.” While it has been renamed and moved to be the third module in the updated version, about 85% of its content is the same as the soft launch version. Notable changes include:

• The Clown Party video which was used in module 1 of the initial version is now used in this module to illustrate missteps when leaders try to create culture. This video has been renamed Party Time to support its new use.
• The mindset shift has been updated.
• The Inclusive Principles have been removed. In the soft launch version, inclusive and non-inclusive behaviors were identified by how well the behaviors align with the Inclusive Principles. In this hard launch version, we use the goal of inclusive leaders/cultures (creating a workplace experience in which people feel seen, valued, and understood) as an anchor instead.
  • Inclusive behaviors are likely to lead to people feeling seen, valued, and understood.
  • Non-inclusive behaviors are likely to lead to people feeling unseen, unvalued, and/or misunderstood.
• The Inclusive Behavior Statement criteria have been expanded. Those criteria still include a specific prompt (when) and action (what), but they now also require a good Inclusive Behavior Statement to address an inclusion problem—a behavior or practice on the team that leaves people feeling unseen, unvalued, and/or misunderstood.
• The 4Rs name and model have been removed, but the content still explicitly helps people understand the need to recognize when a behavior is inclusive or not, the importance of reinforcing inclusive behaviors, and the need to redirect non-inclusive behaviors.
• The scale of impact of non-inclusive behaviors model has been removed to de-emphasize the need to correctly label a behavior using that scale and place more emphasis on the idea that multiple people can experience the same behavior at different levels of impact. The poll asking people to rate the severity of non-inclusive behaviors in the Lunch video remains and helps reinforce the point that each individual perceives the same action differently.
• The Redirection Conversations section of the course has been removed because the initial version had more content than we could effectively each in the time available. The tips from this section are now included in the appendix of the Participant Guide.
• The Application Challenge has been modified slightly to incorporate the changes to the Inclusive Behavior Statement criteria and description.
• The Catalyst video appears

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IL (HL) COMPONENT LIST AND SKUS

Component Name	Product Components	SKU
Participant Kit	• Participant Guide • Pocket Card Set • Tools	78560
Participant e-Kit	• Digital Participant Guide • Digital Pocket Card Set • Digital Tools	D-78560
Facilitator Kit	• Facilitator Guide • Facilitator Powerpoint	78561
Cards		701719