Managers and Their Diverse Teams

What it is.

The Impact Seat offers a series of programs to work with managers in the rhythm of the business to implement effective team management tactics that incorporate diversity and inclusion objectives. There are individualized, cohort, and guided options for this program.

Managers are a key leverage point for diversity and inclusion. Their work has a cascading influence on their team, their peers, on company policy and routines, and on the leadership team. The Impact Seat designed a series of programs to work with managers in the rhythm of the business to implement effective team management tactics that incorporate diversity and inclusion objectives. There are individualized, cohort, and guided options for this program.

We recommend managers engage in this work after having completed Building an Inclusive Organization to have ready the fundamentals of our learning models and Tools.

Who it's for.

Managers of teams of all sizes benefit from this practical, hands-on approach to diversity and inclusion. Our programs are designed not only to be scalable for large companies but also can leverage an individualized or cohort model structure.

This program is designed to first provide a diversity diagnostic of the manager's particular team, and then to work with them to implement new behaviors to boost team inclusion in the rhythm of the business. Whether it's reorganizing team meetings or changing one-on-one sessions, managers will apply the knowledge captured, report back, and get feedback and coaching from our facilitators over repeated sessions.

How it's delivered.

  • Designed to work in the rhythm of the business.
  • Facilitator-led online.
  • Repeated short sessions.
  • Managers may form a cohort with peer managers or receive individualized training.
  • Manager receive timely feedback.

Sample Takeaways.

Managers will receive a sophisticated profile of the diversity dimensions of their particular team with suggestions for how to use those results to create business value. Plans will be made and implemented on new practices that will deliver immediate results.

Reinforcing results.

Reinforcement is key, and the creation of a peer cohort within the company has been shown to provide support for behavioral change. The Impact Seat offers these supportive tools:

  • Communication Hive - An online communications platform supporting collaboration, including a collection of curated, targeted content to support the development of more inclusive behaviors. Note that this is not a library of academic papers; rather, it is a knowledge bank of short, actionable pieces of information. The Communication Hive bridges management science with applied practices.
  • Diversity and Inclusion Demo Day - within The Impact Seat Learning System is the opportunity for groups of teams to gather after training to share their experience and knowledge gained with the wider organization. Learn more...

How to begin.

  • Identify those in your company's leadership team who would be most supportive of this work.
  • Also identify who in your company, officially or not, is already committed to diversity and inclusion.
  • How are new managers supported as they transition from team member to manager? Are there opportunities to integrate diversity and inclusion into that work?
  • How are experienced managers supported as they transition into a leadership role? Are there opportunities to integrate diversity and inclusion into that work?
  • Do you have a way to measure which managers are adept at managing diverse teams? How do you do that?

Learn more.


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