The Three Dimensions of Effective Management
In this article, we offer a new definition for effective management—one rooted in equity, sustainability, and results.
Equity & Inclusion
Want to make sure your management practices reflect your organization’s commitment to social justice? In this section, you’ll find tools on how to center equity and inclusion as you manage people and projects.
Where to Start
Using Choice Points to Advance Racial Equity and Inclusion
Choice points are forks in the road where some paths replicate the status quo and other paths open opportunities for racial equity, inclusion, and belonging. This article shares five steps for using choice points to interrupt bias and advance equity.
From SMART to SMARTIE: How to Embed Inclusion and Equity in Your Goals
When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.
Additional Resources
Conspire and Align: A New Approach to Management
A clear and defined approach will help you navigate both the routine and unexpected parts of management. Read about our conspire-and-align approach to management.
The Four Elements of Strong Relationships
We believe that relationship-building is a core competency for effective management (equitable, sustainable, and results-driven). This guide is for managers looking to build (more) supportive and functional relationships with their staff.
How to Manage When Things Are Not Okay (And Haven’t Been For Centuries)
While we—The Management Center—can’t undo the harms of nearly half a millennium of the degradation and dehumanization of Black people in the United States, we can help envision a path forward for managers and leaders. In this article, we share our best thinking on supporting your staff at a time when things are not okay (and haven’t been for a long time).
Mitigate Bias in Hiring With a Simple Rubric
Use hiring rubrics to mitigate bias in your assessments of candidates. This article shares tips for how to create and use rubrics.
Four Ways to Mitigate Bias in Performance Evaluations
Without rigor and care, performance evaluations can create confusion, lead to inequitable outcomes, and lower staff morale. Here are four tips for mitigating bias when evaluating performance.
How to Receive Feedback (Part 2): Power, Difference, and Inequity
Receiving feedback about power, difference, and inequity can be challenging. Learn how you can make it easier for staff to share feedback with you, and resolve issues sooner.
Case Study: Receiving Feedback about Power, Difference, and Inequity
A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.
Using Choice Points to Advance Racial Equity and Inclusion
Choice points are forks in the road where some paths replicate the status quo and other paths open opportunities for racial equity, inclusion, and belonging. This article shares five steps for using choice points to interrupt bias and advance equity.
Identifying Choice Points: The “Bias Check”
By using choice points to focus on equity and inclusion, this template provides you the opportunity to reflect on interactions with team members (direct reports and colleagues). Doing this with an eye towards your whole team—rather than on a case-by-case basis—can help you spot disparities and check for bias.
Using Choice Points to Advance Racial Equity and Inclusion: Case Studies
Check out these examples of how key decision-making opportunities, known as “choice points,” can be used to advance racial equity and inclusion.
Common Choice Points
Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.
Making Compensation More Equitable
How you approach compensation tells current and potential employees who you are and what you value. Here are six anchors you can use as you develop a more equitable, transparent approach to salary and benefits.
The Three Dimensions of Effective Management
In this article, we offer a new definition for effective management—one rooted in equity, sustainability, and results.
3 Ways to Test for Racial Equity & Inclusion Competency
The ability to understand and navigate issues of identity, power, and privilege is a crucial skill. This article shares three simple ways to test for racial equity and inclusion competency.
From SMART to SMARTIE: How to Embed Inclusion and Equity in Your Goals
When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.
SMARTIE Goals Worksheet
Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals!
Goals Bank
Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.
“That’s how we’ve always done it!” (A guide to using PTR)
Learn about PTR, a tool that can help you focus on what really matters so that you can mitigate bias and get to better outcomes.
Examples of PTR in Action
Check out some examples of PTR in action, and how to manage towards your requirements with your preferences and traditions in mind.
Using Fair Process to Make Better Decisions
The purpose of fair process is to create space for authentic, equitable, and inclusive engagement and build clarity about decisions, resulting in stronger relationships, engagement, outcomes, and implementation.
Fair Process Examples
Check out these examples of fair process, a decision-making approach that gives those most impacted by a decision the opportunity to help shape it.
Modes of Decision-Making
Being transparent about how decisions will get made often gets better outcomes with more engaged participants. Here’s one potential decision-making framework to share within teams.
3 Ways to Manage Through Uncertainty: Purpose, Agency, Connection
As managers, we can’t end the pandemic or undo racial and intergenerational trauma, but we can influence how our staff experience this moment. This article offers three ways to build a greater sense of purpose, agency, and connection during times of crisis or uncertainty.
Managing When Things Are (Still) Not Okay
This article shares guidance for managing through crises, including ways to ground yourself, support your team, and learn from your experiences. It is an updated version of “How to Manage When Things Are Not Okay (And Haven’t Been For Centuries).”
So you’ve declared that Black Lives Matter. Now what?
Making a statement is not enough. Our public displays of anti-racism are only as authentic as our private actions, mindset shifts, and interventions. In this article, we share five things for leaders to consider doing to live by their Black Lives Matter solidarity statements.
Hiring Rubric Starter Kit
Use this starter kit to help you create and use your own hiring rubrics—template and samples included. By using a rubric to mitigate bias, you can lay the groundwork for equitable hiring.
Transgender Inclusion Policy Sample
Create a more inclusive workplace for your transgender, agender, gender non-conforming, genderqueer, and gender non-binary team members with a regularly updated, comprehensive Transgender Inclusion Policy. Use this sample as a reference for your own policy.
Where should I post my open jobs?
In this article, we share tips for publicizing your job openings.
Las tres dimensiones de la gestión eficaz
En este artículo, ofrecemos una nueva definición de gestión eficaz–centrada en la equidad, sostenibilidad, y los resultados.
Los cuatro elementos de las relaciones sólidas: La guía del gerente para la construcción de relaciones
Creemos que la creación de relaciones es una competencia fundamental para una gestión eficaz (equitativa, sostenible y orientada a los resultados). Esta guía está dirigida a los gerentes que desean establecer relaciones (más) de apoyo y funcionales con su personal.
De SMART a SMARTIE: cómo integrar la inclusión y la equidad en sus objetivos
Cuando pase de los objetivos neutrales a los objetivos con consideraciones de equidad e inclusión, ponga en práctica estos consejos para no perder el rumbo.
Hoja de trabajo de los objetivos SMARTIE
Los objetivos son una forma concreta de impulsar los resultados, pero sin un componente explícito de equidad e inclusión, los objetivos no producirán mejores resultados para las comunidades marginadas, ni abordarán las disparidades, ni crearán pertenencia.
“¡Así es como lo hemos hecho siempre!” (Una guía para usar el PTR)
Si alguna vez ha tomado una decisión—desde la forma de comunicar anuncios importantes al personal hasta lo que ha comido en el desayuno—ha utilizado el PTR. PTR, que significa preferencias, tradiciones y requisitos, es una herramienta que puede ayudarle a centrarse en lo que realmente importa para que pueda mitigar el sesgo y llegar a mejores resultados.
Utilizando los puntos de elección para promover la equidad racial y la inclusión
Los puntos de elección son bifurcaciones en el camino donde algunos caminos reproducen el estatus quo y otros caminos abren oportunidades para la equidad racial, la inclusión y la pertenencia. Con los puntos de elección, los líderes toman una pausa consciente para reflexionar, generar opciones y promulgar cambios que promuevan la equidad y la inclusión.
Related Trainings
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Managing to Change the World
Learn MoreThis interactive, online training for social justice and educational equity leaders provides essential tools and mindsets for equitable, sustainable, and results-driven management.
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Managing to Change the World – BIPOC Manager’s Cohort
Learn MoreThis training, specifically for BIPOC managers, is a compilation of Managing to Change the World and several Skill Builders with additional content on race and power dynamics.
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Making Better Decisions
Improve Decision-MakingGain the skills every leader needs for effective decision-making, from gathering input with equity in mind to communicating the process and outcomes.
