1. Inclusive leaders are modest about capabilities, admit and are accountable for mistakes, and create the space for others to contribute. This is referred to a
A: HUMILITY
2. is the social and political context that creates your identity and how your identity influences and biases your perception of and outlook on the world.
A: POSITIONALITY
3. _________ focus on people
A: LEADERS
3.Leaders have more of a long-term __________ while managers focus on the present
A: VISION
4.____________ skills are typically more soft skills-based, whereas management skills tend to be more hard or technical skills.
A: LEADERSHIP
5.In the Apple podcast, strong engineering culture Is described as having four key elements: strong execution, high impact, quality output, and __________.
A: TEAMWORK
6.Engineering leaders should be like great athletic
A: COACHES
7.Included in the characteristics of leaders include identifying and nurturing __________
A: TALENT
8.intelligence: Inclusive leaders are attentive to others’ cultures and adapt (environments, policies, events, and so forth to be intentionally welcoming and respectful of all cultures.
A: CULTURAL
9.Setting the _________ means the ability to see beyond where you currently are and managing a future that goes beyond expectations
A: VISION
10.while __________ focus on processes
A: MANAGERS
11.means a variety of race, gender, sexuality, (dis)ability, neurodiversity, or personality, to name a few distinctive identities.
A: DIVERSITY
12.the article, “Engineering Leadership: Grounding leadership theory in engineers’ professional identities”, engineering leadership orientation is referred to as
TECHNICAL_MASTERY
13.In the video, “This is how Great Engineering Leaders Manage People”, it is stated that everyone has a _______ and
A: ROLE
14.Guest speaker on the Apple podcast stated that “with our hiring recruiting process is we want a ______ _____ culture add when it comes to hiring new people, culture is ever changing, ever evolving.(5,3)
Value fit
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