Consider the opportunity for civil discourse (the concept of being able to listen for understanding) on diverse teams.

Answer 5 questions 200 words each 2 with a reference to each

Their are5 questions total. Please answer the first 2 with a min of 200 words each and a reference each.

1. Consider the opportunity for civil discourse (the concept of being able to listen for understanding) on diverse teams. From a leadership perspective, discuss how you can facilitate interactions about diversity, inclusion, and equity among peers and those under your supervision without discounting the perspective of others. Provide a specific example to support your response.

2. Describe a situation from your personal work experience (do not disclose specific names) in which you encountered a toxic leader. Describe the traits that qualify this leader as “toxic” and indicate how the situation could be different if this individual applied the concepts of conscious leadership.

Please answer these 3 responses in a minimum of 200 words each with or without a reference.

1. A workplace is typically a place where people of diverse backgrounds must engage each other to accomplish organizational objectives, particularly when assigned to teams. Moreover, some teams are assembled where individuals possessing specific knowledge or skills must collaborate to address complex problems. The varying /skills further serve to lead workers towards mandatory collaboration.

Feldman (2020) published an interesting article regarding the passions that people in our country regarding the political environment. This political divide can contribute significantly to divisions in the workplace. Many of us avoid difficult conversations regarding political topics because the decisions can add to incivility within workgroups. Living and working in a state such as Florida, the workplace is often divided evenly between Republicans and Democrats. And in South Florida, political affiliation is sometimes obvious due to race.

According to Feldman (2020), election results can be the elephant in the room and should be discussed. What are your thoughts about his recommendation? Should political conversations be entertained in the workplace, or should they be avoided?

2. When I think about inclusion, diversity, and equality among peers and co-workers, I reflect on how I have evolved over the years. In my past experiences, I have thought like many others that certain things are against God’s plan and I needed to be able to remove my views from the work environment. As you get older, you become wiser there are things that are beyond our scope of understanding. We can respect all people, and not agree with their lifestyle choices. I am a firm believer that people have a right to be whomever they choose and to be treated fairly and with dignity. Now as a leader, in the workplace it is our responsibility to make sure that everyone is given a fair chance to excel in their profession without fear of retaliation or prejudices. By giving everyone an equal opportunity to work and advance in their job is a must. When you are the leader, you must be able to put your views aside and evaluate people on their merit in the workplace.

In recent years, diversity has been embraced as a core value and fundamental priority across the different fields of medicine, science, and technology( Tan, 2019). My school district has implemented open and anonymous hotlines that can report unfair work and or discrimination against color, religion, and sexuality. This has been a wonderful way for us to establish open lines of communication between external and internal stakeholders that promote inclusion for all employees. As I mentioned above, becoming a person that is still evolving in my faith and views as an African American woman has taught me much and I continue to learn new things daily. I’m hopeful that in the future, we can all remember that everyone deserves the opportunity to provide for their families and be safe in their work environment.

3. Grunbert, et al., (2021) places poor leaders in three categories; Bad, Ineffective, or Toxic (BIT). “A toxic leader “refers to individuals who contribute negative attitudes and/or behaviors; may involve individuals who are self-aware or not of their effect on others (para, 7). Leaders can be toxic in several ways but one way that may not be as obvious and that is the leader that can create a toxic environment with a group by playing favorites within a group or team, spending more time with favorites, and being more available to the favorites with regard to time and openness to ideas” (para. 7) as well as other ways.

If you have spent any time in the work environment, you may have run across a toxic leader. I have had one such encounter with the manager of the IT department I worked for after finishing my BA. At first the individual was nice and pleasant enough, but it did not take much time in the department to realize the true colors of the manager. He had approximately 10 people in his department and there were many times we were at each other’s throats before we realized that it was the manager that had orchestrated the disaster. He would intentionally pit people against each other by saying “someone told me…(some negative comment)”. He would make it sound like a member of the team was tattling or he would out and out lie about being told something about someone not working within the policies and procedures. When the manager didn’t quite get the reaction he seemed to be looking for he would then go to upper management and claim how he single-handedly solved the problem that the team was working on. This guy also played the favorites game. One day one of his favorite people on a cross-functional team he was leading went to upper management and spilled the beans and the manager was fired. I do not know if this leader would have been a better leader if he had at least tried to apply the concepts of a conscious leader. A conscious leader should not put himself before his followers, he/she needs to have the integrity of thought and actions. He/she must be able to read a room and follow at appropriate times. Maybe if the manager I mentioned had been given some education and training or maybe even some psychotherapy things may have been different but the little voice in my mind says “no”.

Requirements: 2 questions with 200 words each and a reference and 3 with a min of 200 words each

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Consider the opportunity for civil discourse (the concept of being able to listen for understanding) on diverse teams.


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