I think one key competency that is often overlooked for leaders/managers is around accountability and translating this accountability into action. I found the resource "Accountability...a noun or a verb?" to be quite valuable for a global project leader program I was involved with

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Originally posted by NJT Trainer:
Thanks to each of you for your input - the www.diversityresources.com website was a real find. Just to clarify my project: the workshop I am developing is a follow-up to the standard Diversity Training workshop - it's not Diversity Training. It's different because it addresses managers' ability to adjust their management style/techniques to effectively manage each employee considering their differences which may be related to age, culture, and/or gender.

Katherine -
We've been working on the same issue: the managers go through the same diversity training as everyone else; then, what can we add in a session just for the managers? Any suggestions on the skills and tools for the managers?
Thanks.

I don't think managers should act differently depending on age or gender - under any circumstances. I would certainly object to being treated any differently based on those two categories.

Understanding each employee's own style and adapting their (managers') behavior to that is by far more important than worrying about culture per se. That will only accomplish so much - actually very little. And even with lots of knowledge about cultures, managers will still blow it if they don't understand the individual employee and what makes him/her tick? (And that has nothing to do with age, gender, or culture.)

I'm curious why you selected those three characteristics.

What an interesting assortment of comments - to respond to Greg, the organization’s Diversity Training is a prerequisite to the workshop I am facilitating; Diversity Training creates an awareness and acceptance of differences in people/employees. The workshop I'm developing and facilitating trains managers on how to adjust their management style/techniques based on the differences in their employees. This includes effective and different ways of communicating with each employees, motivating employees, and establishing a culture of inclusion so that each employee can reach their full potential, and the company can benefit from the variety of perspectives.

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