Teams set a new vision for what they wanted to achieve and how they were going to work together to achieve it.
Leaders who stifled input during meetings learned how to solicit ideas and thoughts from them instead.
Leaders stopped snapping and berating others and instead learned to manage their internal upsets and teach direct reports how to learn from their mistakes.
Teams who didn’t dare mention race or sexual orientation in their conversations learned how to talk about both.
Manager who chronically avoided conflict gained the strength to stand up to a bully.
White manager held stereotypes about him held frank conversation with his manager, and was given more challenging assignments.
Individuals who had stifled their thoughts and ideas at meetings because they felt repeatedly shut down learned how to speak up, be heard, and gain their peers and managers’ respect.
Teams in different areas who didn’t communicate well together began to collaborate more actively.
Manager had an a-ha moment when he realized he was excluding those who did not share his gender and ethnicity. He deliberately become more inclusive in whom he chose to mentor.
Individual recovered a relationship with a colleague who had lost confidence in her. Managers realized how their actions had demoralized staff. They changed their approach and the performance of their direct reports improved dramatically.
Manager showed up more powerfully at work and gained the attention of senior managers.