Innovation precedes best practices. Each approach must be tested, when mistakes are made and lessons are learned, before business strategies and tactics can be rightly identified as ‘best practice’, or ‘best in class’. In other words, there has to be a wealth of practicing before the best comes to the fore. That’s where we’re stand in 2013 with innovation for white male inclusion.

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People in the organization watch with laser-like intensity when conflict comes up. Conflict tests our values and our plans, and it provides crucial information to followers about the trustworthiness of their leaders. When conflict is effectively resolved, relationships strengthen and results get back on track.

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Throughout the process of the White Men’s Leadership Study, the fears of ‘diverse others’ (those who are not white men) came to light: a concern that white guys will take over D&I, the risk to opportunity if they actually engage white men with position power, the challenge to change their minds about what white male leaders are willing to learn.

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When we, as diversity and inclusion leaders, engage and equip white male leaders, our organizations will make progress in solving problems.

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