Common Choice Points

Last updated: November 28, 2021
Estimated reading time: 3.5 min

Below are some of the most common choice points, or keydecision-making opportunities,领导人的脸。当您根据您的背景添加更多内容时，请考虑您负责的大量工作，并确定影响每个领域的公平和包容性结果的最常见决策。

How do you incorporatethe four elements of relationship-building(space for authenticity, building trust, navigating difference and power, and shared purpose) in your interactions with your staff member?
How do you talk about or address tensions related toidentity, power, inequity, and difference？
When you make a mistake or misstep, how do you acknowledge it? How will you fix it?
- Are there any disparities in how you respond with different team members?
How do you celebrate, spotlight, and acknowledge each team members’ work and contributions?
With whom do you most often show genuine curiosity or vulnerability?

Whether they’re at the organizational, team, or individual level, goals represent your priorities. How do your goals align with your values and commitment to racial equity?
Who do you involve in your goal-setting process?
How do your goals minimize disparities across lines of difference or build power for marginalized people?

To whom do you delegate stretch assignments? Who is getting the opportunity to build or showcase skills beyond what is currently required of them?
- 相反，谁通常会以维护工作结束，比如在会议上做笔记，为电话会议做后勤安排，或者清理办公室厨房，不管这是不是他们的工作职责的一部分?
Who do you proactively check in with, offer support to, or share feedback with after you’ve delegated a task or project?
How in the mix/out of the mix will you be after delegating a project?

Have you focused on what it takes to do the role, the must-have competencies and talents (rather than who you had in mind)?
- Are there qualifications that unintentionally exclude candidates that you can set aside (education requirements, teachable skills, personality traits, years of work experience)?
谁会受到这次招聘(或空缺)的影响?在你开始之前，你应该和谁谈论这个角色、过程和时间线?
How transparent are you about compensation? What factors inform salary and other compensation negotiations?
你如何与联络人合作来帮助建立一个多样化的候选人池?连接器是如何被重视的?
当你(或你的招聘委员会)对候选人持观望态度时，你如何决定如何前进?
Do you test for racial equity and inclusion competency in your hiring process?
你如何减少招聘过程中的偏见?
如何在面试中创造一种轻松、有归属感的氛围?
Do you periodically review your data to spot patterns around who makes it through each round and eventually gets hired?
How will the onboarding process be structured to create a sense of belonging and prioritize time for relationship building?

Who do you have regularcheck-inswith?
谁的签到会被取消或重新安排?
How prepared are you for your check-ins with staff? Do you bring your list of priority items to discuss?
在签到期间你是否分享反馈?

Who do you givefeedbackto? How regularly? What kind is it (corrective, developmental, or positive reinforcement)? How clear and honest is it?
Who are you—formally or informally—mentoring?
Who do you offer growth opportunities to? How often?
When you need to make a big decision or have a new idea, whose perspective do you seek?
How can you makecareer pathways晋升对你的员工是透明的?

Have you been clear aboutrole expectations, including both the what and the how?
How explicit have you made yourimplicit expectations？例如，如果设定一个截止日期意味着提前三天给你审核和批准，你的员工明白吗?
Have you reflected on the quality and quantity of your feedback:
- How regular were your check-ins?
- 你对这个问题有直接的反馈吗?
- Did you make time toconnect, ask questions, and seek understanding？
Thinking about your entire team, are there any inconsistencies in who gets your time, feedback, guidance, or investment, where unintended bias could be at play?
Will coaching, feedback, or training improve the performance issue?
Is the problem showing up in an area that’s truly a requirement for the role, or is it more of apreference or tradition？
Have yousought others’ perspectivesin assessing the quality of their work?

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