Developing Leadership with a "Multicultural Twist"

In a growing global and diverse marketplace, we all --yes Black folks that includes us too, need to examine how well we lead and grow opportunities amongst diverse people and groups in the US and around the world. Don't make the short-sighted mistake of some young professionals in thinking that your leadership skills will never have to extend beyond your "comfort zone," that is people that look, talk and act like you. Ring--Ring, I think that's your alarm...its time to wake up and join the new millennial marketplace!




I just read a great article in SHRM's HR Week entitled Leadership with a Multicultural Twist by Rebecca R. Hastings, September 2007. Take a look at this clip from the article, take notes and remember her points if you are looking for a professional edge! KRW

Most companies include employees from multiple races, nationalities, religions and age groups. To ensure that these teams are effective, leaders must adopt approaches that acknowledge the new multicultural environment, one author suggests.


"Today's leadership models, although they may differ from person to person and method to method, generally have a common bias toward Western- or European-influenced ways of thinking," says Juana Bordas, president of Mestiza Leadership International in Denver and author of Salsa, Soul, and Spirit: Leadership for a Multicultural Age (Berrett-Koehler Publishers, 2007). "We're leading as if our companies are filled with white men and, quite clearly, that's no longer the case."


According to the U.S. Census Bureau, by 2010 one-third of U.S. residents will trace their descendants to Africa, Asia, the Hispanic world, the Pacific Islands or the Middle East. In her book, Bordas says that the most successful businesses will be those that incorporate the influences, practices and values of these diverse cultures in a respectful and productive manner.
"Multicultural leadership encourages an inclusive and adaptable style that cultivates the ability to bring out the best in our diverse workforce and to fashion a sense of community with people from many parts of the globe," Bordas says. "It enables a wide spectrum of people to actively engage, contribute and tap their potential.


“Making sure that your workplace has culturally inclusive leadership will be one of the most important transitions you make into the new globalized world," she adds, not only to improve the working environment, but also to better engage the needs of a multicultural consumer base.

Bordas suggests eight ways to make the transition to a multicultural leadership model:

• Understand the roots of U.S. leadership styles. Expanding the leadership at your organization into a multicultural form requires an understanding of how Eurocentric and hierarchical leadership became dominant in the first place. Bordas says leaders need to learn about other cultures to adapt their leadership styles. "You can't just go to a seminar for a day and come out understanding why the old Eurocentric leadership models won't work in a globalized world."


• Think we, not I. Black, Latino and American Indian cultures are generally collectivist in nature and more tightly woven than Eurocentric cultures. As a result, they cherish unity and harmony. "To maintain these elements, people behave politely, act in a socially desirable manner and respect others," says Bordas. "People work for group success before personal credit or gain."


• Practice generosity, not greed. In communities of color, being generous is an expected leadership trait that indicates integrity and garners respect. "Just as employees are generous with their hard work, company leaders need to show generosity by paying employees fair wages," she says. Multicultural leaders are also generous with their time and concern for employees and customers.


• Flatten the leadership structure. The U.S. leadership model is often associated with mega-bonuses, big offices and special parking places. These types of perks can result in economic and social chasms between leaders and employees. “Today's high-powered CEOs are known for what they take," says Bordas. "But as the world flattens, successful companies will be those whose CEOs view themselves as just another part of the company and who place value in the expertise and innovation of their employees.”


• Help people learn to work better together. Despite outward similarities, every employee, manager or CEO is unique. Successful businesses are those that teach employees to accept small differences and work together for the greater good of the organization.


• Minimize conflict by reminding employees that they truly are "family." Aside from heading up different projects and managing different departments, company leaders are expected to bring together employees who may not get along. "In multicultural leadership, one step toward minimizing conflict is encouraging people to view each other as relatives," says Bordas. "It makes them feel a responsibility to find a way to coexist in order to benefit the company."


• Foster a culture that's accepting of spirituality. As long as no one tries to force his or her faith on anyone else, the entire workplace is free to learn from one another and be inspired by the values that underlie many faith traditions, such as hope, optimism and gratitude. Leaders can foster such a culture by being open about their own beliefs.


• Focus employees on a company vision. Most organizations have a company motto or promise that is meant to inspire employees and assure customers that only the highest quality product or service will be delivered, but some mottos may not represent the beliefs and attitudes of all employees. "In order to develop a company vision that truly reflects the diverse attitudes of your employees, think of it as a community vision," says Bordas.