Skills for Inclusive Conversations
Course Name: Skills for Inclusive Conversations
Course Link: Click Here
These are Skills for Inclusive Conversations LinkedIn Learning answers
Introduction – Chapter Quiz
Q1. Who is responsible for fostering psychological safety?
- the CEO
- you
- your manager
- everyone
Answer: everyone
Q2. In a meeting, you share an idea about a new product. One coworker asks several questions. Another coworker disagrees, citing specific reasons. This is an example of team members who feel _____.
- pessimistic
- psychological safety
- pressured
Answer: psychological safety
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Q3. Katy and Carson are complaining that employees like their coworker Miguel are taking over their warehouse jobs. Miguel overhears this. What is the best action the organization can take?
- Create a climate of judgment and greater productivity.
- Create a climate of trust and sympathy.
- Create a climate of belonging and inclusion.
Answer: Create a climate of belonging and inclusion.
Inclusive Conversations Skills – Chapter Quiz
Q1. You are consulting with a team to assess their readiness for an inclusive conversation. Which team member shows the most potential for being ready?
- Sanjay, who somewhat readily acknowledges that he doesn’t know what he doesn’t know.
- Aliyah, who has a lot of trust with her team and the company.
- Juan, who has studied a little about his own and other cultures’ norms and beliefs.
Answer: Aliyah, who has a lot of trust with her team and the company.
Q2. You are consulting with a company that is preparing for a town hall meeting on race. Which approach would you not recommend for the company?
- Use the who, what, when, where, how, and why questions.
- Think about conversations.
- Have a spontaneous meeting.
Answer: Have a spontaneous meeting.
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Q3. Mackanzie and several other people discuss and acknowledge their marriages, but they leave you out of the conversation. You are a part of the LGBTQ community. What happened to the dominant group?
- They experienced a blind spot.
- They expressed rudeness.
- They displayed an out group.
Answer: They experienced a blind spot.
Q4. Zoe uses a framework to prepare for a discussion with her diverse team. She checks her self-awareness and assesses the team’s understanding of topics. What is involved in preparing for the discussion?
- identifying the who, what, when, where, how, and why
- identifying existing bridges
- identifying differences
Answer: identifying the who, what, when, where, how, and why
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Q5. Giovanni decides to use the 4E Model to assess his readiness for a conversation on race. Which component only exists if he is ready in all the other components?
- experience
- exposure
- empathy
- education
Answer: empathy
Q6. Which type of question should you ask yourself as you try to reach reciprocal empathy?
- Have I set the ground rules?
- What am I feeling right now and why?
- How would I feel if I were in the other person’s situation?
Answer: How would I feel if I were in the other person’s situation?
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Q7. You learned about a model that will guide you through six steps for a more engaging inclusive dialogue. What is the first step you must take?
- Foster self-understanding and other understanding.
- Interpret and bridge across differences.
- Prepare for the conversation.
- Create shared meaning.
Answer: Foster self-understanding and other understanding.
Q8. Which action could you take to increase your readiness for a bold and inclusive conversation?
- Read fictional history books.
- Walk around your town.
- Get more exposure to cultures.
Answer: Get more exposure to cultures.
These are Skills for Inclusive Conversations LinkedIn Learning answers
Q9. A small group of employees begins to discuss transgender people in sports. Paula, who is transgender, intervenes. The conversation gets heated. Which action should be taken at this point?
- The employees should keep discussing until they all agree.
- The employees should stop discussing and never converse again.
- Someone should pause the conversation.
Answer: Someone should pause the conversation.
Q10. You and a colleague, who is Asian, have a major disagreement about world logistics. You both decide to meet later to discuss the topic. Which skill do you need in order to reach shared meaning?
- Use “you” language.
- Choose judgment.
- Focus on mistakes made.
- Create a brave zone.
Answer: Create a brave zone.
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Inclusive Conversations in Practice – Chapter Quiz
Q1. Which group tends to think about race most of the time when engaged in a conversation about race?
- the dominant group
- the nondominant group
- the identity group
Answer: the nondominant group
Q2. Heidi has a very religiously diverse team. She decides to use the “I am” exercise with the team. What is the primary goal for this exercise?
- to engage the team in more complex topics
- to foster barriers
- to assess the team’s readiness to talk
Answer: to assess the team’s readiness to talk
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Q3. Ramon makes a comment to a female coworker, and she feels excluded from their team. What should Ramon do first to reach common ground and create shared meaning?
- Empathize with her.
- Apologize to her.
- Ask a clarifying question.
- Leave it alone.
Answer: Apologize to her.
Final Exam
Q1. How might you help build psychological safety at a day-long seminar group that you are leading?
- by setting firm rules about topics that are not to be discussed
- by appointing a safety officer to enforce the prohibitions
- by allowing diversions and distractions when topics become too sensitive
- by talking about some of your own previous misconceptions
Answer: by talking about some of your own previous misconceptions
Q2. How should you view the improvement of inclusive discussions?
- as a yearly corporate exercise
- as a milestone on the way to success
- as a continuous process
- as a final destination to reach
Answer: as a continuous process
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Q3. Masha is a member of the dominant racial group in her environment. What groundwork should she do before engaging in sensitive conversations about race?
- She should consider her own racial attitudes in detail and in the context of societal issues.
- She should gather statistics for racial inclusion of the group she is engaging with.
- She should detail the economic motivations of dominant and minority groups.
- She should trace her ancestry and identify potential problems in the historical record of her racial group.
Answer: She should consider her own racial attitudes in detail and in the context of societal issues.
Q4. The Four-E Model is used to assess one’s readiness to engage in difficult conversations. Which component is lacking if you are not aware of specific cultural details?
- empathy
- education
- experience
- exposure
Answer: education
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Q5. If an organization does not have a strong sense of inclusion and openness, _ suffers.
- notoriety
- compatibility
- productivity
- hostility
Answer: productivity
Q6. When are blind spots likely to hinder your perspective?
- when you are an innovator
- when you belong to the relevant dominant group
- when you have a leadership or authority role
- when you are an outsider
Answer: when you belong to the relevant dominant group
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Q7. Which action is detrimental to establishing common ground?
- being curious
- making accusations
- apologizing
- using active listening
Answer: making accusations
Q8. What does it mean for participants to have reciprocal empathy?
- Participants can sign a truce in which they will remain silent until it is their turn to speak.
- All participants understand the origins of a conflict and adopt them to their own perspectives.
- Participants can be open to the interpretation of situations from other perspectives.
- All participants can agree on a common definition and assignment of blame.
Answer: Participants can be open to the interpretation of situations from other perspectives.
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Q9. Which characteristic indicates readiness for inclusive conversations about religion?
- a post-religious worldview
- comfort with discussing one’s own religious identity
- a strong knowledge of world religions
- a strong confidence in one’s own faith
Answer: comfort with discussing one’s own religious identity
These are Skills for Inclusive Conversations LinkedIn Learning answers
Q10. How can you envision what needs to happen at a meeting or in a conversation?
- by considering the desired outcomes
- by engaging in spontaneous interactions
- by avoiding difficult topics
- by soliciting input from all participants
Answer: by considering the desired outcomes
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Q11. If one or more of the participants in a conversation is having a strong emotional response, what should you do?
- Invite others to share their reactions.
- Record all elements of the conversation for follow-up.
- Interrupt and pause to allow further introspection.
- Give the floor to the most vocal participant.
Answer: Interrupt and pause to allow further introspection.
These are Skills for Inclusive Conversations LinkedIn Learning answers
Q12. In order to empathize with different perspectives, one must first _.
- define terms
- be forgiving
- be curious about them
- understand them completely
Answer: be curious about them
These are Skills for Inclusive Conversations LinkedIn Learning answers
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