Tweets

Category Archives: Diversity

Strategy – Check. Execution – Needs Practice!

By Randy Sabourin

“A lot of thought and consultant dollars were spent to create a new set of seventeen leadership competencies. Those seventeen competencies should be manifested through our four core values. This strategy will drive a culture change throughout our organization starting with our Leadership team. The competencies and values should be evident in the behavior of our people throughout the organization.  Due to the lack of integration over the last two years, we have simplified the number of competencies to nine. The CEO believes that if our Leadership adapts and displays these values and competencies, it will effect the change in our organization we require to be successful.”complex

This opening statement led to a robust discussion that explored the common challenges of bringing a strategy to fruition.

Organizational change, Leadership Development, or any learning initiative, requires three very fundamental components in order to be successful. The first is strategy which has spawned a multi-billion dollar consultancy industry. There is no end to resources to help any organization figure out where they are, what they are doing wrong, and what they should be doing to get where they want to be. An overwhelming amount of complexity gets built into the process disguised as value, due mostly to the amount of budget being allocated. It gives us a clue to why the above statement of a leadership-driven culture change failed and will continue to fail. It’s far too complex. Years of research shows that changing one or two behaviors is very difficult. The complexity of remembering thirty-six behaviors let alone applying them to real situations is doomed to failure. Complexity is not the only reason this initiative will continue to flounder. Continue reading

Fixing Diversity Programs – Diversity, Inclusion, and Deliberate Practice

By Randy Sabourin

No one should be arguing against increasing diversity and inclusion in the workplace. Strategically, ethically, and financially it makes sense that organizations can benefit from being diverse.  The Return on Investment (ROI) for a diverse workplace has been widely accepted by most CEOs and Leaders and backed by studies with impressive statistics such as:

bubblesdiverseDespite the power of these statistics and potential bottom-line impact, the lack of success of the majority of Diversity and Inclusion Programs (D&I) has been a stellar disappointment. The needle is just not moving. Why? It’s not from the lack of trying. Most large corporations have created positions, developed programs, and spent significant funds. Most major D&I change programs begin with an awareness stage. Videos, corporate communications, and workshops are the usual delivery systems. The purpose of the awareness stage is to define the challenge and set the goal to move toward. It’s an intellectual knowledge-transfer phase that is very important, and one that most organizations have completed. Continue reading

Contact
To learn more about us and how we can help your employees become more effective communicators through deliberate, experiential practice, please contact us.
captcha
Connect
Twitter Facebook
LinkedIn
Toronto 416-366-6296
Greensboro 336-663-0637
Toll-Free 1-866-945-0648

550 Queen Street East, Suite 300
Toronto, Ontario, Canada
M5A 1V2